Change Agent Research Paper Example | Topics and Well Written Essays - 500 words - 1

Change Agent - Research Paper Example I plan on becoming a change agent in my community by creating a non-profit organization to promote both recycling and alternative energy. Creating awareness starts by educating the public about the problem. Each person in the United States is currently generating 4.7 pounds of waste everyday of which 33.4% is recycled, 12.6% is burned in combustion facilities, and 54% makes it to the landfills (Recyclingfacts, 2008). The excessive amount of waste going to the landfills is hurting our environment. The government is running out of places to accumulate more trash. Some of the materials that people can recycle include paper, aluminum, plastic, and glass. The organization I will establish will gather information about all the recycling centers available within 200 miles of the community. This information will be given to every member of the community so that they can utilize the knowledge to make changes in their daily habits. People should also be aware that a lot of these recycling centers will pay people for recyclable material. Some of the basic tactics people must learn is that the different materials should be stored in separate bags. The energy crisis is hurting the pockets of all Americans. Fuel prices are rising and there seems to be no end to how high they might reach in the near future. The current price of a gallon of gasoline is $3.93 a gallon (Reuter, 2012). My organization will take the initiative of analyzing consumer reports to determine the best green cars in the market. After evaluating the alternatives I will create a list of cars that people in my community can purchase to save money on gas. The information of the cars will include the price, brand, features, technology, and most importantly fuel efficiency of each vehicle. Two of the most promising green cars in the marketplace are the Chevy Volt and the Nissan Leaf. Another important aspect of the non-profit organization will be educating the

Principle Of Wearing Gloves Nursing Essay

Principle Of Wearing Gloves Nursing Essay Gloves are mainly used for protection of hand from the contamination with organic matter and microorganisms and also wear to reduce the risk of transmission of microorganisms to both patients and staff. However, a decision to wear gloves including its types should be based on an assessment of the risk associated with the care activity, specific nature of the task to be undertaken and the potential for contamination with microorganisms and hazardous chemicals. Perhaps, sterile gloves are used especially for the following practices . The rationale for wearing gloves will indicate the choice of glove required. . Major indication of wearing gloves are: The choice between sterile and non-sterile gloves is based on contact with susceptible sites or clinical devices. Sterile gloves have been recommended to be worn in the following circumstances some of the reason behind wearing gloves includes: During the procedure of Surgery. Surgical wound dressings Invasive procedures, for example lumbar puncture, for immune compromised patients. Procedures requiring an aseptic technique. Insertion of invasive devices, for example urinary catheters. Sterile pharmaceutical preparations. Warm saline or water Removing dressing and cleaning wound is the most painful wound care interventions. The application of cold cleaning solutions to wounds can be unpleasant and harmful to wound healing. Different techniques and solution are being used for dressing and irrigation in practice. The use of saline or water as cleansing solutions or leaving out the cleansing step resulted in similar infection and healing rates. However, the decision to use tap water to cleanse wounds should take into account the quality of water, nature of wounds and the patients general condition. Steps of wound Assessment Assessing wound via palpation mainly for Swelling Separation of edges Lightly palpate for localized area of tenderness or drainange May need to culture drainange if present Assess for pain. The initial wound assessment takes in the big picture location, shape, and size. Location Location of the wound can give clues to the cause. For example, a sacral wound may be the result of sitting long time in the same position specially the elderly patient or patients has a weakness musculoskeletal system applying pressure on sacrum. Used anatomic land marks and language while documenting location of wound. For example, right medial malleolus is preferred to right inner ankle. Trochanter is preferred to left hip. Body diagram is useful to document wound location Shape Shape of wound also can shed light on the cause of the wound. For example, a linear wound on the posterior mid thigh of patients who uses a wheel chair could be caused by pressure from the edge of the seat. A triangular sacral or coccygeal wound could be due to shearing and pressure forces caused by movement in bed. Tracing is useful to document size for irregular shape. Follow the facility policies and procedure for tracing. Always be sure to written consent and adhere to facilitys policies and procedures if wound is photographed. Use wound film with size markings included or place a ruler in the photograph for perspective. Size Measure the wound in 3 dimension length, width and depth. Measurement should be always in centimeters. To measure length place the measuring guide at greatest length (head to toe) likely to measure the width place measuring guide at greatest width (side to side) never the less to measure depth gently insert a cotton-tipped applicator into the deepest part of the wound. Place a mark on the applicator at the level of the skin (may be the clinicians thumb and index finger or an actual ink mark on the applicator) then hold the applicator against a centimeter measuring device to determine the depth of the wound. if possible measuring the wound by the same nurse for each subsequent assessment. While measuring the wound depth, moisten sterile, cotton tipped applicator with sodium chloride solution. (Dont use a dry one, which could injure newly formed granulation tissue.) Place the applicator tip in the deepest aspect of the  wound  and measure the distance to the skin level. If the depth is uneven, measure several areas; document the range and which part of the  wound  is the deepest. Types of tissue   identify the types of tissue for example viable tissue i.e. granulation, clean non-granulating, epithelial non viable (necrotic) may also visualize muscle tendon subcutaneous in the  wound  bed, estimate how much of each is present, such as 60% granulation, 20% slough, and 20% Escher. Document the percentages on a flow sheet to allow for assessment  of  wound  healing or deterioration. Wound integrity    If  your  patient has a full thickness  wound, assess for undermining, a hollow between the skin surface and the  wound  bed that occurs when necrosis destroys the underlying tissue. On the other hand, it is a passageway within and beyond the  wound  walls or base.   Examine the  wound  for the presence of supporting structures, such as tendons or bones. Note any orthopaedic hardware and be alert for foreign bodies, such as sutures and staples, all of which increase infection risk.  Wounds  with tunnelling or undermining are especially vulnerable for retained dressings. Lastly, assess for foreign bodies, such as a forgotten suture or lint. Exudate Follow  your  facilitys guidelines for defining None, light, moderate and high amounts. Describe the exudates types as serous, serosanguineous, sanguinous or purulent. Infection can affect the color, consistency, and amount of exudate as well as cause an odour. Examine wound edges Check for the characteristics like attached, unattached, fibrotic or scarred (closed) and rolled edges (epibole). In full-thickness  wounds, particularly when undermining (tissue destruction that occurs underneath intact skin around the perimeter of the wound) is present, the edges may curl under and delay healing. A white, shiny appearance at the  wound  edges may be the result of epidermal cells migrating across the  wound  to resurface it, which signals healing. Peri wound skin Assess the skin around the  wound  for color, moisture, intactness, in duration, edema, pain, and presence of a rash, tropic skin changes, and infection. For example, the color can be pink, red, blue, pale white, or gray; in darker skin, you may note deeper skin tones. Pink usually indicates healthy skin; red may indicate friction, pressure, or beginning infection; blue or pale white is often a sign of compromised circulation. The skin surrounding a  wound  may have too much moisture (maceration), which could increase the patients risk of fungal or yeast infection. Assess the peri wound skin for primary skin lesions. Documentation Documentation is a very crucial tool for nurses to evaluate provide proper nursing care plan, support mutual relation between the health professionals or colleague, it facilitate to meet and maintain professional and legal standards. Documentation of complete wound assessment includes pertinent history related to the wound. Depending on nature of wound assessments flow sheet can be used as alternative to reduce the documentation time . A wound assessment will be performed and result in documented evidence of a type of wound and a etiology of wounding Location of wound Dimensions of wound Clinical appearance of the wound Amount and type of exudate Presence of infection, pain, odor or foreign bodies State of surrounding skin and alterations in sensation Physiological implications of wounding to the individual Psychosocial implications of wounding to the individual and significant other.. Some of the examples of documentation are like Patients care plan Observation chart Wound assessment chart FBC and Daily drain chart GCS Chart Progress notes, etc. Risk and Complications Sometimes, a large amount of fluid may leak from around the drain site, making the gauze dressing completely wet. If this happens, use soap and water to clean the area. Pain may accompany drain removal and persist after removal. Impaired wound healing may be a complication if fluid accumulates beneath the skin. Infection and injury to adjacent tissues may also occur. Occlusion of the tubing by fibrin, clots, or other particles can reduce or obstruct drainage. Infection may develop at the tubing exit site. Other complications may include breakage of the drain, difficulty in removal, inadvertent removal, pain, puckering scar, and visceral perforation. The patient may develop allergic reaction. .

Principle Of Wearing Gloves Nursing Essay

Principle Of Wearing Gloves Nursing Essay Gloves are mainly used for protection of hand from the contamination with organic matter and microorganisms and also wear to reduce the risk of transmission of microorganisms to both patients and staff. However, a decision to wear gloves including its types should be based on an assessment of the risk associated with the care activity, specific nature of the task to be undertaken and the potential for contamination with microorganisms and hazardous chemicals. Perhaps, sterile gloves are used especially for the following practices . The rationale for wearing gloves will indicate the choice of glove required. . Major indication of wearing gloves are: The choice between sterile and non-sterile gloves is based on contact with susceptible sites or clinical devices. Sterile gloves have been recommended to be worn in the following circumstances some of the reason behind wearing gloves includes: During the procedure of Surgery. Surgical wound dressings Invasive procedures, for example lumbar puncture, for immune compromised patients. Procedures requiring an aseptic technique. Insertion of invasive devices, for example urinary catheters. Sterile pharmaceutical preparations. Warm saline or water Removing dressing and cleaning wound is the most painful wound care interventions. The application of cold cleaning solutions to wounds can be unpleasant and harmful to wound healing. Different techniques and solution are being used for dressing and irrigation in practice. The use of saline or water as cleansing solutions or leaving out the cleansing step resulted in similar infection and healing rates. However, the decision to use tap water to cleanse wounds should take into account the quality of water, nature of wounds and the patients general condition. Steps of wound Assessment Assessing wound via palpation mainly for Swelling Separation of edges Lightly palpate for localized area of tenderness or drainange May need to culture drainange if present Assess for pain. The initial wound assessment takes in the big picture location, shape, and size. Location Location of the wound can give clues to the cause. For example, a sacral wound may be the result of sitting long time in the same position specially the elderly patient or patients has a weakness musculoskeletal system applying pressure on sacrum. Used anatomic land marks and language while documenting location of wound. For example, right medial malleolus is preferred to right inner ankle. Trochanter is preferred to left hip. Body diagram is useful to document wound location Shape Shape of wound also can shed light on the cause of the wound. For example, a linear wound on the posterior mid thigh of patients who uses a wheel chair could be caused by pressure from the edge of the seat. A triangular sacral or coccygeal wound could be due to shearing and pressure forces caused by movement in bed. Tracing is useful to document size for irregular shape. Follow the facility policies and procedure for tracing. Always be sure to written consent and adhere to facilitys policies and procedures if wound is photographed. Use wound film with size markings included or place a ruler in the photograph for perspective. Size Measure the wound in 3 dimension length, width and depth. Measurement should be always in centimeters. To measure length place the measuring guide at greatest length (head to toe) likely to measure the width place measuring guide at greatest width (side to side) never the less to measure depth gently insert a cotton-tipped applicator into the deepest part of the wound. Place a mark on the applicator at the level of the skin (may be the clinicians thumb and index finger or an actual ink mark on the applicator) then hold the applicator against a centimeter measuring device to determine the depth of the wound. if possible measuring the wound by the same nurse for each subsequent assessment. While measuring the wound depth, moisten sterile, cotton tipped applicator with sodium chloride solution. (Dont use a dry one, which could injure newly formed granulation tissue.) Place the applicator tip in the deepest aspect of the  wound  and measure the distance to the skin level. If the depth is uneven, measure several areas; document the range and which part of the  wound  is the deepest. Types of tissue   identify the types of tissue for example viable tissue i.e. granulation, clean non-granulating, epithelial non viable (necrotic) may also visualize muscle tendon subcutaneous in the  wound  bed, estimate how much of each is present, such as 60% granulation, 20% slough, and 20% Escher. Document the percentages on a flow sheet to allow for assessment  of  wound  healing or deterioration. Wound integrity    If  your  patient has a full thickness  wound, assess for undermining, a hollow between the skin surface and the  wound  bed that occurs when necrosis destroys the underlying tissue. On the other hand, it is a passageway within and beyond the  wound  walls or base.   Examine the  wound  for the presence of supporting structures, such as tendons or bones. Note any orthopaedic hardware and be alert for foreign bodies, such as sutures and staples, all of which increase infection risk.  Wounds  with tunnelling or undermining are especially vulnerable for retained dressings. Lastly, assess for foreign bodies, such as a forgotten suture or lint. Exudate Follow  your  facilitys guidelines for defining None, light, moderate and high amounts. Describe the exudates types as serous, serosanguineous, sanguinous or purulent. Infection can affect the color, consistency, and amount of exudate as well as cause an odour. Examine wound edges Check for the characteristics like attached, unattached, fibrotic or scarred (closed) and rolled edges (epibole). In full-thickness  wounds, particularly when undermining (tissue destruction that occurs underneath intact skin around the perimeter of the wound) is present, the edges may curl under and delay healing. A white, shiny appearance at the  wound  edges may be the result of epidermal cells migrating across the  wound  to resurface it, which signals healing. Peri wound skin Assess the skin around the  wound  for color, moisture, intactness, in duration, edema, pain, and presence of a rash, tropic skin changes, and infection. For example, the color can be pink, red, blue, pale white, or gray; in darker skin, you may note deeper skin tones. Pink usually indicates healthy skin; red may indicate friction, pressure, or beginning infection; blue or pale white is often a sign of compromised circulation. The skin surrounding a  wound  may have too much moisture (maceration), which could increase the patients risk of fungal or yeast infection. Assess the peri wound skin for primary skin lesions. Documentation Documentation is a very crucial tool for nurses to evaluate provide proper nursing care plan, support mutual relation between the health professionals or colleague, it facilitate to meet and maintain professional and legal standards. Documentation of complete wound assessment includes pertinent history related to the wound. Depending on nature of wound assessments flow sheet can be used as alternative to reduce the documentation time . A wound assessment will be performed and result in documented evidence of a type of wound and a etiology of wounding Location of wound Dimensions of wound Clinical appearance of the wound Amount and type of exudate Presence of infection, pain, odor or foreign bodies State of surrounding skin and alterations in sensation Physiological implications of wounding to the individual Psychosocial implications of wounding to the individual and significant other.. Some of the examples of documentation are like Patients care plan Observation chart Wound assessment chart FBC and Daily drain chart GCS Chart Progress notes, etc. Risk and Complications Sometimes, a large amount of fluid may leak from around the drain site, making the gauze dressing completely wet. If this happens, use soap and water to clean the area. Pain may accompany drain removal and persist after removal. Impaired wound healing may be a complication if fluid accumulates beneath the skin. Infection and injury to adjacent tissues may also occur. Occlusion of the tubing by fibrin, clots, or other particles can reduce or obstruct drainage. Infection may develop at the tubing exit site. Other complications may include breakage of the drain, difficulty in removal, inadvertent removal, pain, puckering scar, and visceral perforation. The patient may develop allergic reaction. .

business law :: essays research papers

Business Law BA 434 SE Midterm Exam 2001 Spring Term Question One: Jim's promise is not enforceable under the contract law. A contract consists of 3 elements: 1) offer, 2) acceptance, and 3) consideration. The offer must be definate. It must have 1) subject, 2) price, 3) offeree, 4) quantity, and 5) time for performance and it must be communicated to the offeree. Applying the elements of a contract to the facts before us, the contract began when Jim offered Pam a place to live. He basically stated that all she needed to do was to come and see him. By accepting Jim's offer, Pam traveled to see Jim, thus completing the contract. However, Pam assumes that in Jim's consideration, he will pay for her incurred expenses as long as she visits him. Jim is not bound to the contract because the offer was not definate. Yes, Jim offered Pam, the offeree, a place to stay, however, he did not stated when the act could be performed nor did he state exactly what "providing a place to live" included. Meaning, he only offered Pam a place to reside, and there was not mention of Jim handling any other expenses. Jim's offer lacked quantity, time for performance, and definate communication. Thus, this intended contract is non-binding due to the indefinate offer. Question Two Due to the methods of terminating a contract, Oneal was relieved of his contract. A contract consists of 3 elements: 1) offer, 2) acceptance, and 3) consideration. The offer must be definate. It must have 1) subject, 2) price, 3) offeree, 4) quantity, and 5) time for performance. Now applying one of the methods by which a contracts are terminated to the facts before us, when the Opera House burned to the ground, it made it impossible for both Oneal and Jordan to perform. Oneal was bound to the contract, in that he accepted the offer, however, because the Opera House ( the contracted location) was no longer avail for use, he was not able to perform his duties of singing. Jordan was bound to contract because he offered Oneal a place to sing for six months, however, the torching of the Opera House made the providing of the stage practically impossible. The impossibility of performance made the breach of contract legally possible.

Project Management Conflict Resolution Essay

Overview: Shirley was the manager of new products division at an e-commerce company. She and Maggie, one of her team members, interviewed Jesse for a new position on their project team. Maggie did not feel Jesse was the right fit for the position and strongly opposed his candidature. Shirley felt differently and hired Jesse. Six months after Jesse was hired, Shirley left the project to start her own company and recommended that Jesse and Maggie serve as joint project leaders. Maggie agreed reluctantly-with the stipulation that it be made clear she was not working for Jesse. The General Manager consented; Maggie and Jesse were to share the project leadership. Within a month of this development, Maggie was angry when she felt that Jesse was representing himself to others as the leader of the entire project and giving the impression that Maggie was working for him. She called for a meeting with the General Manager to see if he could clarify the issue again and resolve the conflict between them. Maggie said to the General Manager, â€Å"Right after the joint leadership arrangement was reached; Jesse called a meeting of the project team without even consulting me about the time or content. He just told me when it was being held and said I should join them. At the meeting, Jesse reviewed everyone’s duties line by line, including mine, treating me as just another team member working for him. He sends out letters and signs himself as project director, which obviously implies to others that I am working for him.† Jesse replied: â€Å"Maggie is all hung up with feelings of power and titles. Just because I sign myself as project director doesn’t mean she is working for me. I don’t see anything to get excited about. What difference does it make? She is too sensitive about everything. I call a meeting and right away she thinks I’m trying to run everything. Maggie has other things to do-other projects to run-so she doesn’t pay too much attention to this one. She mostly lets things slide. But when I take the initiative to set up a meeting, she starts jumping up and down about how I am trying to make her work for me.† How is the General Manager going to resolve this conflict? The issues: * Personality clashes * Lack of respect * Authority * Egos * Disagreements about the right way to manage. Problems: Major – Project delay, Client dissatisfaction, Miscommunication, Effectiveness Minor – Confusion, Rumours, Low morale Tying theory to the issue Conflict is defined as a disagreement of persons or groups of persons considering a situation as inconsistent with their own interests (Boulding 1963, Robbins 1974, Putnam & Wilson 1982, Hocker & Wilmot 1985). A conflict can oppose somebody to himself or herself (internal conflict), to other persons, groups of persons or to institutions (Thomas 1992). Several definitions synthesis made in organization theories (Putman & Poole 1987), psychology (Thomas 1992) or information systems (Barki et coll. 2001) considers three properties of interpersonal conflicts: interdependence, interference and disagreement. By itself, each property cannot be considered as a sufficient condition. Interpersonal conflicts are more dependant of their overlapping. †¢Interdependence exists when each party reaches a specific goal, at least because of the actions of the other party. In essence, interdependence is a structural condition for conflicts in a professional context because of respective consequence s of the way the other party acts. †¢Interference is a behavioral condition for conflict and occurs when one or several parties oppose the other party’s attainment of its interests, objectives, or goals. Interference thus represents the central behavioral node of any conflict (Barki et coll. 2001 p.198). †¢Disagreement is a cognitive condition for conflict and corresponds to divergence of interpretations toward values, objectives, needs, methods, etc. Disagreement refers to disputant behaviors and is considered as the central process associated to conflict (Wall & Callister 1995). In the above context, these causes can be task (or process) oriented versus affective (or relational) oriented (Deutsch 1969). Conflicts about tasks are issue oriented and arising from differences between activities to be performed, whereas affective conflicts refer to personalized disagreements or individual disaffections. The first ones can be considered as differences of  points of view rarely assorted of negative emotions while the second ones can raise frictions and tensions which can affect team performance (Jehn & Mannix 2001). The 4 different conflict types drawn from task and affective orientations are: Conflicts about task definition and execution are caused by the way organizational processes have to be adapted or transformed to fit with IT process requirements (for examples: how invoices and orders must be established, new data codification, signature validation process). These conflicts can be â€Å"internally initiated† when users compare the way they achieve their tasks and perceive organizational inconsistencies (Besson 1999). They can also be â€Å"externally initiated† because of the process constraints imposed by information technology to be implemented. Value conflicts are psychologically based. They refer to ideology by which some people share beliefs and make sense of their worlds (Trice & Beyer 1993). Firm subunits may have their own subculture varying in their ideological content (Stewart & Gosain 2006). In IS, value conflicts may arise on inconsistency between cultural principles of users or group of users and the perceived underlying strategic objectives assigned to IT implementation (Leidner & Kayworth 2006). Power conflicts concern the way individual autonomies and capabilities of influence are likely to be distributed among employees. A Analysis and Solution: In this case, there are several issues between Maggie and Jesse. First and foremost, Maggie feels that Jesse is incompetent, thus her perceptions of his capabilities are skewed and has little respect for Jesse. On the other hand, Jesse feels that Maggie seems to have an issue with titles and  placement of authority. There appears to be a clear lack of teamwork and trust. There is also the appearance of self-promotion and miscommunication. This conflict did not originate from conflicting goals, but is related to the individuals involved. It is due to personality clashes between the individuals and some of the reasons are: * Lack of respect for each other * Power conflict * Value conflicts * Working styles * Incorrect perceptions formed due to lack of personal interaction. * Personal dislike. The General Manager needs to meet with them and explain to them how the personal conflict between them is affecting the project and the team as a whole. The goal here is to get them to at least communicate with each other to get everything out in the open. Confidentiality is key here, but it is also important that they are really listening and hearing each other. Remind them that what is discussed in the room does not leave the room. During the meeting: * Inquire as to what (are) the issue(s)? Get it all out on the table – let them vent. * What are their perspectives?  * Work with them to develop criteria for solutions to their conflict. * Ask them their ideas on how to move forward with resolving the issue based on the criteria agreed to, that may help to resolve the conflict. * What alternatives can they come up with to work together effectively? * Can they come to consensus on any of the alternatives? * Ask them to think about what they can do to get past the issue, or put it aside, in order to move forward with working together. What alternatives exist? This should happen overnight – let them sleep on it. * Provide feedback on their working styles as it is hindering team spirit. * Set up off-site sessions to get the team together to improve bonding and overcome personal biases. * Emphasize on the need to separate personal prejudices from the task at hand. The General Managers role here will be to get them talking to each other about their ideas to resolve the conflict and, ideally, coming to a consensus on how to resolve it. It is important to remember that the manager cannot resolve it for them; they need to do so themselves. He is  just facilitating the discussion for them. Help them work toward coming to consensus on resolving the conflict by asking questions, probing for details, etc. If one comes up with an idea, see how that idea might be tweaked so that it is acceptable to the other individual. How can the other add to the idea so that it might work for his/her also? Remember also that sometimes consensus cannot be reached and the conflict is not able to be resolved, but you still need these individuals to work together. How might they do so? What do they need to work together professionally and cordially toward the successful conclusion of the project? Once a consensus has been reached – or there is agreement on how to work together in spite of the conflict between them – review what was agreed and get their commitment that they will continue to work on the resolution of the conflict (as we know it won’t go away immediately!) and abide by the plan they developed to resolve it. The General Manager should also: * Clearly define the responsibilities and set guidelines for both. * Make the dependencies between Jesse and Maggie clear and ensure that their goals are aligned to take care of the dependencies. * Take a commitment that key decisions are taken jointly. * Create a communication plan, escalation mechanism and set up ground rules. * Ensure that both Jesse and Maggie promote project interest over self interest. * Take steps to build mutual trust, as it is key to minimizing unhealthy conflict Advantages: It is important that the team members involved in a personal conflict take ownership of their issues and work constructively to resolve them. This will ensure that the project is not in jeopardy and all the stakeholders have confidence in the team leadership. Once the power conflict is resolved, a collaborative and consultative environment can be created which is conducive to productivity and efficiency. In such an environment, projects are one time and on budget. Disadvantages: A possible disadvantage is that to maintain a balance of power and effective collaboration wherein there is no perception of subterfuge, substantial time commitment is required. Also, even with the time commitment, there no absolute guarantee that the feeling of distrust will eliminated entirely. Recommendations: Follow up with them both individually and together to check on how things are going over the next few weeks and months, and provide them the support they need to continue to head in the right direction of an improved working relationship. References: Barki H. & Hartwick J. (2001), â€Å"Interpersonal Conflict and Its Management in Information SystemDevelopment.†, MIS Quarterly. Besson P. (1999), â€Å"Les ERP à   l’à ©preuve de l’organisation†, Systà ¨mes d’Information et Management. Boulding K. (1963), Conflict and Defense, New York, Harper & Row. Deutsch M. (1969), â€Å"Conflicts: productive and destructive†. Dans F. E. Jandt, à ©d. Conflict resolutiontrough communication. New York, Harper and Row. Hocker J.L. & Wilmot W.W. (1985), Interpersonal Conflict, Dubuque. Jehn K.A. & Mannix E.A. (2001), â€Å"The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance†, Academy of Management Journal. Leidner D.E. & Kayworth T. (2006), â€Å"Review: a Review of Culture in Information Systems Research: Toward a Theory of Information Technology Culture Conflict†, MIS Quarterly. Markus M.L., Tanis C. & Fenema P.C.V. (2000), â€Å"Multisite E RP implementations†, Association for Computing Machinery. Communications of the ACM. Putnam L.L. & Wilson C. (1982), â€Å"Communicative Strategies in Organizational Conflict: Reliabilityand Validity of a Measurement Scale†. Dans M. Burgoon, à ©d. Communication Yearbook. Putman L.L. & Poole M.S. (1987), â€Å"Conflict and negociation†. Dans Handbook of Organzational Communication. Newbury Park, CA, Jablin, F. M., Putman, L. L., Roberts, K. H., Porter, L.W., Robbins S.P. (1974), Managing Organizational Conflict, Englewood Cliffs, NJ: Prentice Hall Robey D. & Taggart W. (1981), â€Å"Measuring Managers’ Minds: The Assessment of Style in Human Information Processing†, Academy of Management. The Academy of Management Review, Stewart K.J. & Gosain S. (2006), â€Å"The Impact of Ideology on Effectiveness in Open Source Software Development Teams†, MIS Quarterly. Thomas K.W. (1992), â€Å"Conflict and Conflict Management: Reflections and Updateâ⠂¬ , Journal of Organizational Behavior Trice H.M. & Beyer J.M. (1993), The Cultures of Work Organizations, Englewood Cliffs, PrenticeHall. Wall J.A.J. & Callister R.R. (1995), â€Å"Conflict and its Management,†, Journal of Management

Modern Marriage: The Ultimate Test

Have the roles of men and women in marriage changed in modern society? There are many theories hoping to answer this controversial question. One theory comes from David Popenoe, a Professor of Sociology at Rutgers University. Popenoe's theory of roles in marriage is that a modern marriage needs to be reestablished to a more traditional way of living, or to â€Å"restore the traditional nuclear family of bread-winning husband and full-time housewife that flourished in the 1950's† (Page 186). Another theory comes from Karen Zittleman (Ph. D), an education author and teacher; who takes her theory of modern marriage and brings it to a younger generation. Zittleman's theory of marriage roles is â€Å"in more ways than one, especially biologically, boys and girls are more similar than different and that gendered stereotypes and expectations have a developmental history that starts with learned notions of femininity and masculinity† (Page 236). Both Popenoe's and Zittleman's t heories are factually effective. Popenoe opens his reading with a firm questioning on the role shift in modern marriage, and he manages to effectively back his claims throughout the essay.Zittleman also opens her reading strongly, jumping right to the point of her thesis and study. Zittleman uses studies conducted by other psychologists, statistics, and many factual statements. Popenoe uses studies conducted by other psychologists and many facts to support his thesis. However, Popenoe's theory on such a controversial topic leaves very little or no room for ambiguity or interpretation while Zittleman leaves her theory open to her readers. Popenoe justifies his theory by first establishing the so-called confusion in today's marital roles.He explains how the right family life of having â€Å" a legally and culturally dominant bread-winning husband and an economically dependent full-time housewife† (Page 186) has drastically changed to â€Å"much confusion over family expectatio ns and marital gender roles† (Page 187). Throughout his study, he explained how there were three major downfalls for the shift in martial roles: broken families, women failing to juggle family and work life, and negative repercussions for men. After noting studies and works done by Bronfenbrenner and Bowlby, Popenoe discusses the biological attributions with the shift of family martial roles.Popenoe explains that â€Å"a stronger case should be presented at this time, one of declining family stability and personal well-being† (Page 193). With this, Popenoe reveals his â€Å"Seven Tenents for Establishing New Marital Norms,† which is a remedy for society's confusion over marital gender-role expectations. Step one in his â€Å"Seven Tenents† explains how both girls and boys should be trained according to their abilities. Step two explains that young people should grow up with the expectation that they will marry once, and they will wait for marriage until th ey are in their late 20's.Step three includes specific ages that are proper for men and women to marry. Step four explains that single men and women should start saving for their married lives. Step five infers that women are encouraged to leave the labor market once children are born. Step six explains that the father should take primary responsibility for the children after time with their mothers. Step seven infers the balancing of domestic and paid work. However, Zittleman would mostly disagree with Popenoe's theory. In Zittleman's study, she first justifies her theory by presenting two studies done by other psychologist on middle school children: â€Å"†¦ iddle school is a critical time for gender identity development† (Page 238). The first set of charts displays the sex and race of the students in 5 public middle schools. Zittleman reveals that â€Å"gender plays a significant role in the lives of middle school students, expanding some options, but more often limi ting the academic and social development of females and males† (Page 241). Zittleman then reveals charts that convey answers that display â€Å"The best thing about being a boy and the best thing about being a girl. † â€Å"Both sexes had more positive things to say about being a boy than being a girl† (Page 241).Zittleman then proceeds to pose the questions, â€Å"What is the worst thing about being a boy and what is the worst thing about being a girl? † For boys, â€Å"they listed fighting, discipline, poor grades, fear of homophobia, and difficulty with friendships and emotions† (Page 241). For girls, â€Å"relational aggression† was the top answer for most, and that included gossip, spreading rumors and the trust in friends. Zittleman jumps to her main point of importance in educating schools about gender equity. Like many theories, there is always room for critique, especially a theory about such a controversial topic.One of the main dow nfalls of Popenoe's essay was the overall structure and organization. For example, Popenoe opens his essay with an introduction that was not well fitted for a reader. Another organizational flaw in Popenoe's essay is the lack of charts. Popenoe brings a lot of studies and facts to his piece, but there were too many studies placed together which could confuse some of his readers. Popenoe says that although decline in population is not an imminent problem, this trend displays the sentiment among many adults that they do not value having a family as a lifestyle that will â€Å"fulfill their major values. In addition to this trend, he correlates the increase in divorces as an indication of a decline in the value of family. He points to the fact that women are increasingly economically independent and therefore able to divorce. He points out that regardless of the fact that this decline is seen in the eyes of feminists as a gain in equality for women, it does not change the fact that it could be seen as the main cause of the breaking up of the nuclear family unit. Popenoe's thesis and argument on the whole appear to be extremely obtuse.It seemed that he came at the issue through a very narrow track of research that did not take into account other societal problems that contribute to divorce and other reasons he cites for the shift in martial roles. Popenoe did a wonderful job when it came to finding facts and studies that proved his theory. Nevertheless, there were too many facts to register which depleted the essay’s effectiveness. Zittleman however faced a few challenges herself in her study of â€Å"Being a Girl and Being a Boy. † Like Popenoe, one of Zittleman's main downfalls in her essay was the organization.Unlike Popenoe, Zittleman opened her essay with a personal study. Zittleman, also took advantage of using charts, but there were an overwhelming amount. Some studies in Zittleman's essay really didn't need to be represented in chart form; a simple written explanation would have been better for the readers. There were a few charts that were sometimes unclear to the readers. At times throughout their essays, both Popenoe and Zittleman became unaware of their audience, which could have explained the distorted views in Popenoe's essay.It can be argued that Zittleman's target audience could be students, but it mostly pertains to the professors and teachers. When it came to Popenoe, his target audience was rather confusing at times; I really couldn't place a proper target audience for his essay. Both Popenoe's and Zittleman's essays try to answer the question of the shift of roles in modern marriage. Though Zittleman uses charts and Popenoe doesn't, the styles in both works are best understood by an audience of pre-educated readers in this topic. After re-reading both studies done by both authors, heir area of study is similar, but the way they approached it was completely different. All in all, both Zittleman and Popenoe d o a great job when it came to supporting their thesis. Zittleman achieved her goal as a writer when it came to appeasing for a wide range of audiences. Popenoe, however, focuses so much on proving his theory with facts that he fails to remember he has a wide variety of readers. Although I personally disagree with Popenoe's theory, he still did a great job in supporting his work factually.

What To Do If You Don’t Want To Work Anymore

What To Do If You Don’t Want To Work Anymore You find yourself totally checked out at work. You just can’t bring yourself to care- let alone work- let alone work hard. Your attitude has slipped. You can’t remember why you’re even doing what you’re doing. Trouble is: this can have a terrible impact on your career. Don’t let your current attitude impact your future reputation. First: Fight Through Work ApathyHere are a few strategies on how to combat a complete lack of interest in your job, or  work fatigue.1. Change your mind.Sometimes it really is a simple matter of faking it ‘til you make it. You can change the way your brain works. You can make your attitude more positive- just by trying. Start by rethinking your job as not just the bane of your existence. Until your two weeks notice are in, this is still your job and you still have to do it. Restart your thinking. Find something you can love about your work. And if you can’t, start strategizing how to change jobs.2. Reward yo urself.Figure out a way to be able to get through your day. If you finish working on that one task you’re dreading, allow yourself a hot chocolate with a coworker. If you finish a huge project, allow yourself to take a personal day and do something fun. Stay on top of your inbox for a week, and take yourself out to dinner!3. Think about the future.It might just be a rough or boring patch. Consider having a conversation with your boss about moving forward, perhaps taking on more interesting work, or shifting to another department. Start setting up the meetings now that will help you realize your best future. If you’re sure it’s not just a temporary slump, start preparing for what you might need to do to get yourself into a position you do want.Then: Make the Life Changes Necessary to Get Back on TrackIf you’re sure it’s the job and not your problem, start strategizing about your next steps. The worst thing you can do is rely on a job you hate just b ecause you have to stay afloat or you’ve let inertia get the better of you. Find yourself a job situation that lets you live a life you actually like. Here are a few things to keep in mind.1. Rethink your relationship to money.Money isn’t just stuff. It’s time, freedom, possibility. It’s a family. It’s travel. Figure out which is more important to you- money, or time. If money is your priority, you’ll never free yourself from the rat race. If time is, then it’s time to start prioritizing the things that matter. Rather than buy that extra latte or designer purse, why not save it for a mortgage fund or a family trip? Material goods can end up putting you in a loop of need and want that no amount of work will ever get you out of. And remember: the less you make, the less you’ll pay in taxes!2. Cut corners.Save money and eat better by eating at home. Think of your car not as a status symbol but as a way to get safely from place to place. If it’s a nice day outside, consider a picnic instead of a movie. A movie night at home instead of concert tickets. Take up running instead of shelling out for gym membership. See every expense as another piece of your life you’ll have to sacrifice. Spend mindfully.3. Choose work you care about and take action right away.This is the most important thing. Take ownership of what you do by believing in it. Figure out a way to incorporate what you really care about into your professional life. And if you’re not there yet, don’t worry. Just get the ball rolling. Start doing the work you’ll need to do to get there.