Impact of Motivational Tools on Performance

Impact of Motivational Tools on Performance INTRODUCTION Motivation plays a critical role in achieving goals and business objectives and is equally important for companies that work in a team-based environment or in a workplace comprised of workers who work independently. Making sure each employees workplace goals and values are aligned with the organizations mission and vision is important for creating and maintaining a high level of motivation. Many business managers today are not aware of the effects that motivation can (and does) have on their business. The size of your business is irrelevant: whether the size of staff is fifty or just one, everyone needs some form of motivation. The key is to awaken this motivation from within each employee by various methods such as incentives, loyalty, support, discipline, security, and recognition, among others, which in turn will goad each employee to do his or her best. In todays economy more so in knowledge based industry IT, ITES, BPO the biggest task is to motivate and retain the employees .Managers today realize the fact that high staff turnover can prove costly and reward employees with monetary or tangible as well as non-monetary or intangible compensation to limit employee turnover, improve employee morale and job satisfaction and enhance employee performance. Frederick Herzberg is regarded as one of the original pioneers of management and employee motivational theory. His book The Motivation to Work written in 1959, and expanded upon by later books, postulated that there are two very different sets of factors that drive behaviour in the workplace.   Many other theories since then have also gained currency like the McGregors Theory X and Y, Maslows Motivation Theory of Hierarchy of Needs, Three-Need Theory/ Acquired Need Theory etc. Motivational strategies can help improve employee performance, reduce the chances of low employee morale, encourage teamwork and instill a positive attitude during challenging times. Managers can successfully motivate their employees through empathy, leading by example, Management by Objectives (MBO), fairness to all, rewards, awards and recognition for long-service and good work, opportunity for employees training and development, periodical promotion and increase in take-home pay, welfare package like employees children scholarship, free medical services for employees and their families, recognition of birthdays of employees, the creation of a sense of belonging among all employees, regular feedback from employees, effective communication in the project environment and assurance of employees future within and without the organisation, providing a conducive and attractive working environment for the employees, and instituting conflict resolution management. Nothing motivates better than working in a cohesive team and being seen as part of a success story. Workers are motivated when they are getting results, otherwise, they feel depressed and weak. Other motivating factors are secondary. Managers should be aware that their job is to plan, organise, control, supervise and direct motivated employees to achieve objectives. COMPANY PROFILE Hindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods  company, touching the lives of two out of three Indians with over 20 distinct categories in  Home Personal Care Products and Foods Beverages. They endow the company with  a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters; the Government of India has  recognized it as a Golden Super Star Trading House. The mission that inspires HULs 36,000 employees, including over 1,350  managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene,  and personal care with brands that help people feel good, look good and get more out of  life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of  the equity. The rest of the shareholding is distributed among 380,000 individual  shareholders and financial institutions. HULs brands Food brands Home care brands Personal care brands Water Nutrition Health, hygiene beauty The operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers. HUL has traditionally been a company, which incorporates latest technology in all  its operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, and  now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers  in India have over 200 highly qualified scientists and technologists, many with postdoctoral  experience acquired in the US and Europe. Structure of the organization HUL has about 15,000 employees, including over 1400 managers. DERIVATION OF MODULESAIM The aim of this assignment is to study the motivational techniques modules used in the HUL and comprehend evaluate its ramification on employees output. PREVIEW For the ease of understanding and better assimilation the report is divided into the following subheads: Part I Organization overview. Part II Evolution of Concept. Part III Special motivational Modules. Part IV Recommendations. PART I ORGANIZATION OVERVIEW. COMPANY PROFILE Hindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods company, touching the lives of two out of three Indians with over 20 distinct categories in Home Personal Care products and Foods Beverages. They endow the company with a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters; the Government of India has recognized it as a Golden Super Star Trading House. The mission that inspires HULs 36,000 employees, including over 1,350 managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of the equity. The rest of the shareholding is distributed among 380,000 individual shareholders and financial institutions. HULs brands Food brands Home care brands Personal care brands Water Nutrition Health, hygiene beauty The operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers. HUL has traditionally been a company, which incorporates latest technology in all its operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, and now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers in India have over 200 highly qualified scientists and technologists, many with postdoctoral experience acquired in the US and Europe. Structure of the organization HUL  has about 15,000 employees, including over 1400 managers. PART II EVOLUTION OF CONCEPT DERIVATION OF MODULESFrederick Herzbergs two-factor theory, a.k.a. intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they dont lead to dissatisfaction but no satisfaction. http://www.valuebasedmanagement.net/images/picture_herzberg_factor_theory.gif Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction. Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation. These modules apparently derive their inspiration from Herzbergs two factor theory and bear a close affinity to its factors. HUL feels that instead of fixing the working conditions that employees are complaining about, to strives ahead finding new ways of recognizing their efforts. A simple technique is to hold regular meetings where each employee is asked to say what went well for them since the last meeting, what they did that they are especially pleased about. This simple practice gives employees an opportunity to tell their colleagues what they did and get some public recognition for a job well done.The continuing relevance of Herzberg is the fact that there must be some direct connection between performance and reward, whether extrinsic as in recognition or intrinsic as in naturally enjoyable work, to motivate employees to work harder and to improve their job satisfaction. EMPLOYEE MOTIVATION MODULES Objectives: To recognize the achievements of the employees To motivate the employees to perform better To increase the sales revenue and the profit margins of the company Competitive Reward; Reward for Performance HULs reward philosophy is to provide market competitive salary and benefits with a strong linkage between performance and pay as it is a technique to motivate its employee to enhance their performance. Fixed Salary that is competitive with our peer companies Variable Salary that is linked to company and individual performance Equity compensation (at eligible levels) that is linked to long term (3 year) company  performance and your potential. Benefits and Perquisites aimed at providing you choices. Retirement benefits that are market competitive. PART III SPECIAL MOTIVATIONAL MODULES SPECIAL MOTIVATIONAL MODULES Modules Outline: 1) STAR OF THE MONTH (SOM) This is a performance based award Rating of the employees is done on the grade basis These grades are given on the basis of achievements of targets, best five should be selected. 2) CUSTOMER DELIGHT: This is a performance based award This award should be given to the employees with least number of  complaints, with most speedy delivery, with most accurate data, with  most orderly data 3) ACHIEVEMENT TALK BOOK (A-T BOOK): All achievements of the employees can be talked in this monthly book This is a very good way of public recognition This book will be circulated at the beginning of every month. 4) STAR OF THE QUARTER (SAQ): This is a performance based award Rating system is required These grades are given on the basis of achievements of targets, best five should be selected 5) THINKING OUT OF THE BOX AWARD -(TOTB) This is the way of idea/suggestion management   An issue can be put up and employees can be asked to give their  suggestions or ideas on the concerned issue   Web based applications like emails can be used to collect and evaluate the  suggestions/ideas. Idea/suggestion board can be put up in the cafeteria and learning center, as  these places are easily accessible to all employees. Best ideas would be collected on the monthly basis but rewarded on the  quarterly basis Feedback can be given to the employee through web or through phone,  voice mails etc. 6) ON THE SPOT: This is an on the spot award This award can be given to the employees for their on the spot attitude  towards some particular situation This is a mere recognition for good and humble gestures towards peer and  presence of mind throughout Their managers give this award to the employee as they can keep a  constant observation on their employees. SOM: SOM is performance-based award, which is measured completely on the basis of  an employee s performance within the working place. The employee is awarded on the  basis of the rating given to him and this rating of the employees is done on the grade  basis, which already exist within the organization. These grades are given to the  employees on the basis of their achievements of targets set by their managers or  supervisors. This is a monthly award where employees are rated for a month and then the  deserving candidate is awarded. The best five are selected. PURPOSE: STAR OF THE MONTH award, which is given as per the ratings of an employee. This is a quarterly based award. First of all work plan to the employee of each department is allotted and set target are given. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved. These MILESTONES have some POINTS allotted. REWARDS: The department head takes the final decision and gives away the award to the employees on the ceremony-honoring employee ceremony. 2) CUSTOMER DELIGHT: Customer delight is again a performance-based award, which is given to the employees for performing well. As we know that an employee not only has external customers but also internal customers i.e. the employee of the other departments An employee has to deal with various other employees within the branch, they can be from the same department as well as other department. Thus the employee With the least number of complaints With most speedy delivery of data With most accurate data With most orderly data The employees get to fill a customer delight form on basis of which the most suitable candidate is selected for this award. Maximum of 5 employees can be selected for the award. The customer delight form is as follows: I AM DELIGHTED!!! MY NAME MY DESIGNATION MY DEPARTMENT I VOTE FOR HIS/HER NAME: HIS/HER DESIGNATION: HIS/HER DEPARTMENT: I VOTE BECAUSE: I HAVE NO COMPLAINTS AGAINST THIS EMPLOYEE THIS EMPLOYEE PROVIDES A SPEEDY DELIVERY THIS EMPLOYEE PRODUCES ACCURATE DATA THIS EMPLOYEE PRODUCES MOST ORDERLY DATA THIS EMPOYEE SHOWS A DECENT CONDUCT OTHER REASONS____________________________________________________________ WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DO WHAT HE/SHE DID?_____________________________________________________ _____________________________________________________________________ THINGS I WOULD DO TO EXPRESS MY THANX:___________________________________ _______________________________________________________________________ SIGNATURE PURPOSE: Customer delight is an award to promote and recognize employees for  outstanding customer service. REWARDS: Department heads makes the final decision. A ceremony-honoring employee is  conducted where the 3 employees are awarded for their outstanding customer service. The head of the branch would give away the award on the ceremony day. 3) A-T BOOK: A-T Book is a monthly issue of a book, which is circulated in all departments of the office. This book talks about the achievements of the employee and gives them the peer recognition in this form. As every employee loves to be recognized at his working place and amongst the people he works with, this is a very effective form and way of recognizing ones performances. This book consists of: Detailed information about the employees who have achieved some milestone  during the month. The detail of the day and month of the achieved milestone. Birthday wishes are sent to the employees through this book. Various articles or precious experiences of employees. PURPOSE: A-T book is an ACHIEVEMENT TALK BOOK, which provides an  employee, with the public recognition amongst the peers in the organization. This book is  a great means of boosting the confidence and recognizing the performances and deeds of  an employee in public. This recognition makes him/her feel recognized and motivated  and definitely proves to be a boon in improving performance. REWARDS: No one gives away this award as this recognition comes in a book form and talks about people s achievements. Public recognition to all the achievers. 4) SAQ: SAQ award is again a performance-based award, which is measured completely  on the basis of an employee s performance within the working place. The employee is  awarded on the basis of the rating given to him and this rating of the employees is done  on the grade basis, which already exist within the organization. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. The best five are selected. PURPOSE: STAR OF THE QUARTER award, is given as per the ratings of an employee. This is a quarterly based award. Targets for the quarter are given which is the parameter to judge PARAMETERS and the MILESTONES to be achieved. These MILESTONES have some POINTS allotted. REWARDS: The department head takes the final decision and the branch head gives away the  award to the employees on the ceremony-honoring employee ceremony. 5) TOTB: Every individual in this world has a viewpoint and has an idea or a suggestion waiting to pop out of his/her brain. So if these suggestions or ideas of the employees in  the organization are used in a fruitful and an effective manner can work wonders for an  organization. Thus it is really important to have an idea/suggestion management in an  organization. This scheme of TOTB is a quarterly award. According to this scheme an issue can be put up in the cafeteria and learning center as the employees have a frequent and easy access to these places, and hence the employees can present these ideas and suggestions. Now since collecting and evaluating the ideas is a major work, it can be done through web base applications like: emails, intranet etc. PURPOSE: The TOTB award is THINKING OUT OF THE BOX AWARD. This award is  given to the employee/employees for their capability of giving some much needed  extraordinary suggestion or idea to the branch management, the suggestion which is helps  the management come out of crisis or helps the management to save the maximum and  gets implemented is the best suitable for this award. This award is to foster employee suggestions to improve and cut downs in financial terms which ultimately help in productivity. REWARDS: Department head makes the final decision, and the branch head gives away the  award. 6) ON THE SPOT AWARD: Some deeds of employees on a daily basis are so humble that they need to be  recognized. It is sometimes not possible to recognize every individual on a daily basis,  thus at such time recognizing an individual on the spot is an important and a sensible  thing to do. According to this scheme employees can be awarded: To the employees for their on the spot attitude towards some particular  situation For good and humble gestures towards peer and presence of mind  Throughout PURPOSE: ON THE SPOT award is neither a monthly nor a quarterly award, as the name  suggests it is an on the spot, instant, spontaneous award. It is not even a performance based  award. As per this award the first level managers would recognize the employee. The purpose of this award is to recognize the employees who go extra mile or who  perform above and beyond the call of duty , and many such exceptional courtesies. REWARD: The first level manager or supervisor can recognize the eligible employee, as  he/she can very well observe the employees and their deeds at the working place. PART IV RECOMMENDATIONS RECOMMENDATIONS: Monetary as well as the non-monetary awards both are equally important but the main aim is to reward or recognize employees time to time. The recognitions like congratulatory cards, wall of fame, public applause, public recognition is of great importance. Performance should be considered as the criterion for rewarding   There should be rewards or recognitions such that the employee can get to  celebrated the reward with his family members as well. The managers should make sure that he has one-to-one interactions with their employees and colleagues  Rewards should always be achievable and not out of reach by employees. CONCLUSION Closely related to employee satisfaction and morale, employee motivation may be considered both an action and a status. The action occurs when management takes steps to foster a work environment where employees are self-driven to perform their job tasks at a level that meets or exceeds managements standards. In todays turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. Thus the pertinence of identification of the motivators in the varied spheres of Social, Mental and Physical dimension take precedence. A positive motivation philosophy and practice improves productivity, quality, and service Motivation helps people: Achieve goals; Gain a positive perspective; Create the power to change; Build self-esteem and capability, Manage their own development and help others with theirs.

Comparing Atticus to Jake Essay

To Kill a Mockingbird,? and Jake Brigance, the leading man of ? A Time to Kill,? are both brave, determined lawyers. Though they share some similar techniques in the way they defend their clients, overall their methods as lawyers are quite different. In the courtroom, Atticus? qualities are the same as they are in his everyday life. He takes being a lawyer seriously, and sees it as a calling, rather than a job. He is an experienced lawyer, and uses cross examination to discover that Bob Ewell was left handed, and that Tom Robinson? left arm was unusable ? both crucial pieces of evidence for his case. Jake, on the other hand, is young and inexperienced. Near the beginning of the case, Jake says to Carl Lee, ? We’re going to lose this case, Carl lee. There are no more points of law to argue here. I want to cop a plea, maybe Buckley will cop us a second degree murder and we can get you just life in prison.? He was given assistance by his mentor, Lucius, and used his methods, rath er than his own. However, as it came to the end of the film, Jake learned how to successfully defend Carl Lee on his own. He connected with the jury, realising what would help him win the case. ?Can you see her? Her raped, beaten, broken body soaked in their urine, soaked in their semen, soaked in her blood, left to die. Can you see her? I want you to picture that little girl. Now imagine she’s white.? Atticus? characteristics remain generally constant throughout the book, but he was swayed a little by his sister? s input. He maintained his dignity, even when Bob Ewell spat in his face, saying, ? So if spitting in my face and threatening me saved Mayella Ewell one extra beating, that’s something I’ll gladly take. He had to take it out on somebody and I’d rather it be me than that houseful of children out there.? This persecution is also an example of Atticus being linked to the theme of prejudice in the story. Jake develops dramatically throughout the film. Over time he learned to accept help from Ellen Roark, instead of being proud, and showed self control when tempted by her. He tried to create a true friendship with Carl Lee, and learned to find his own witnesses for the case, instead of relying on his mentor. Jake? family are the most important thing to him, and were the main reason he took the case. ?When I look at her though, I cannot help but think about Tonya,? he said of his young daughter; he didn? t want the same thing to happen to her. He also didn? t compromise his marriage when given the chance. He speaks of truth and from his heart, questioning the courtroom, ? What is it in us that seeks the truth? Is it our minds or is it our hearts Jake also believed in the death pena lty; therefore he was probably not a Christian. Atticus, however, was a brave Christian man with moral values. He was polite and humble, and saw everyone as equals. Scout said of her father, ? It was times like these when I thought my father, who hated guns and had never been to any wars, was the bravest man who ever lived.? Atticus shows that he is above the people of Maycomb when he took Tom Robinson? s case, rather than sharing their racist feelings. However, he still respected their choice; ? They’re certainly entitled to think that, and they’re entitled to full respect for their opinions†¦ ut before I can live with other folks I’ve got to live with myself. The one thing that doesn’t abide by majority rule is a person’s conscience.? Even when he and his family were deemed as outcasts, he didn? t drop his case. He discouraged his children? s prejudiced attitude towards Boo and the other Radleys, because he chose not to believe the rumours that were spread around Maycomb. Jake opposed the rapists? racist and prejudiced attitude towards Negroes and women. He was not dispirited by the behaviours of the jury and injustice of the court system, or manipulated by the KKK. At the end of the film, Jake breaks through and forms a friendship with Carl Lee when he shows him that he cares by taking his family to Carl Lee? s house for a barbeque. Both Atticus and Jake show great character throughout ? To Kill a Mockingbird? and ? A Time to Kill.? While Jake develops significantly during the film, ? A Time to Kill,? Atticus does not develop much throughout ? To Kill a Mockingbird? ; however, he was already a humble, courageous man in the beginning of the story. Both men stick up for what they believe in, and are not swayed by the thoughts and opinions of the townspeople where they live. During his ordeal, Atticus shows greater character than Jake did, because he takes the case more seriously and with dignity. He remains calm, even when things are hard for him. Jake, on the other hand, feels the need to send his family away so that he doesn? t have to worry about them. The reason he took the case in the beginning was because for selfish reasons; because of his feeling of guilt, and not wanting the same thing to happen to his young daughter – rather than taking the case only out of the kindness of his heart, as Atticus did.

Mini Paper

Advance Practice Nursing Jake Freeman University of SST. Francis Abstract This paper primarily explores the article from the Journal of Nursing called â€Å"Demographic Profiles of Certified Nurse-Midwives, Certified Registered Nurse Anesthetists, and Nurse Practitioners: Reflections on Implications for Uniform Education and Regulation†. It will also include insight from other resources in support to the information provided by the article preceding.The article will be summarized in regards to Advanced Practice Nursing (PAN) work history within the ultra of nursing and whether or not the Pan's should be mandated to further their education to the doctorate level in order to maintain there positions as Pan's. The paper will also provide a brief analysis by the author in regard to the quality of the paper's content. Keywords: advanced practice nursing, DEN, history of, history, clinical nurse specialist In Summary a Brief History of Advance Practice Nursing Nursing practice has e xpanded exponentially especially in the last 10 years.With aggressive legislation from our nursing leaders, respect, reimbursements, and the right to well deserved leadership has come forth. Although for many of us nurses it may seem as though many of these breakthroughs have spontaneously emerged, yet with a little respect to our roots we need to realize this emergence has been transforming nursing society since the sass's. The recent chaos and disorientation in health care has rendered an opportunity for nurses to take what is theirs, and that is leadership in healthcare.Preventative care has always been a forte of nursing and now it's a realization that it is the best approach to health care today, and that is why we are the leaders. Certified Registered Nurse Anesthetists are the pioneers of advance practice nursing as evidenced by the first formal education in 1909 at SST. Vincent Hospital in Portland, OR and have roots dating back to the Civil War while caring for the wounded and administering medicine like ether in the battlefields.Nurse Midwives shortly there after developed formal education in 1932 at the Maternity Center Association in New York and have roots dating back to the times of biblical writings. In 1965 the first formal Nurse Practitioner program was developed at the University of Colorado in collaboration with a physician Dry. Henry Silver and Registered Nurse Loretta Ford. Clinical Specialists devised a program of formal education at Rutgers University in 1954 (Englander et al. , 2006). As you can see advance practice nursing has came a long way and has overcome an insurmountable amount of hurdles.In the Journal of Professional Nursing a study was conducted by Sips, Fullerton, and Schilling (2009) which consisted of a sample survey and was designed to determine 6 categories of gathered information in regards to gender and race, age and years experience, education, employment, practice privileges, and salary. In the article the author aggr essively directs to the possible fact that â€Å"men Leary indicate that they chose nursing because they expected a good salary' (p. 182) and that there was a good possibility that they were inclined to choose nursing to empower themselves rather than their patients.Based on the quality of the study and the amount of professionals that actually participated this finding could be considered loosely based and also offensive to men of the profession. On a more refreshing note it was encouraging to see that Naps have the highest amount of ethnic diversity among the three PAN groups. This will highly contribute to collaboration between Pan's to provide a better understanding of culturally impotent care. Sacra's have longevity in experience, where as Naps are the youngsters of advanced practice, yet will be the largest entity of advanced practice nurses shortly in the future.Currently employment greatly consists of a physician- based practice, although this statistic will most likely cha nge as well in the near future. Unfortunately the study of demographics of the 3 groups of Pan's is loosely associated to the need for Pan's to advance their practice to the doctoral level. There where references to the concern of collegiate faculty and the necessity of doctoral repaper professors to teach doctoral prepared course work. This was in regards to the question whether or not we have enough DEN prepared nurses out there to teach to the masses that might be interested in furthering their credentials.In the time of when the article was written it was reported that there was a drop off of students studying for their PhD. Presently there will be no mandate for a Doctorate in 2015. In this paragraph we will discuss some issues that might have some more relevance to the question of whether or not we need to mandate Naps to DEN status. In the book Advanced Practice Nursing Jansen et al. 2010) makes an empowering statement reminding us of how some or our greatest attributes for e xample: modesty of our clinical skills have actually hindered some of our potential for growth.This example is finely expressed in this statement â€Å"Given the history, philosophy, and values, the concept of power holds ambivalence for many nurses, even Pan's† (p. 80). This statement makes a good realization of maybe how ill adapted we are as nurses coming into a position of such responsibility, which requires the understanding of how to properly utilize power. Instead of concerning ourselves with whether or not he DEN should be mandated maybe nurses need to learn how to harness their currently new development of high stature as autonomous providers.Our undistinguished and unparalleled ethics ironically have provided us with another hurdle that will be easily overcome in the near future as do any hurdles for nursing. Pan's are also in the midst of becoming autonomous in the politics of business and legal aspects of nursing which can be significantly foreign to many new Pan' s Suppers (2015). Not only recently hurdles in politics within nursing have been overcome such as the identity crisis of Can's and attempting to maintain a niche in he nursing profession.While Naps advance into the spotlight due to demand of needed providers that have privileges, Can's struggle to maintain position Cur (1996). In summary it's evident that Pan's still have continued hurdles, yet their achievements come from centuries of hard work from our forefathers that pioneered the practice. In recent times it's evident that the path paved by our forefathers will enable Pan's to evolve into the highest entity of health care. This is a new and exciting perspective of conceptualizing Pan's instead of physicians controlling the direction of health care, but it is now a reality. Mini Paper Advance Practice Nursing Jake Freeman University of SST. Francis Abstract This paper primarily explores the article from the Journal of Nursing called â€Å"Demographic Profiles of Certified Nurse-Midwives, Certified Registered Nurse Anesthetists, and Nurse Practitioners: Reflections on Implications for Uniform Education and Regulation†. It will also include insight from other resources in support to the information provided by the article preceding.The article will be summarized in regards to Advanced Practice Nursing (PAN) work history within the ultra of nursing and whether or not the Pan's should be mandated to further their education to the doctorate level in order to maintain there positions as Pan's. The paper will also provide a brief analysis by the author in regard to the quality of the paper's content. Keywords: advanced practice nursing, DEN, history of, history, clinical nurse specialist In Summary a Brief History of Advance Practice Nursing Nursing practice has e xpanded exponentially especially in the last 10 years.With aggressive legislation from our nursing leaders, respect, reimbursements, and the right to well deserved leadership has come forth. Although for many of us nurses it may seem as though many of these breakthroughs have spontaneously emerged, yet with a little respect to our roots we need to realize this emergence has been transforming nursing society since the sass's. The recent chaos and disorientation in health care has rendered an opportunity for nurses to take what is theirs, and that is leadership in healthcare.Preventative care has always been a forte of nursing and now it's a realization that it is the best approach to health care today, and that is why we are the leaders. Certified Registered Nurse Anesthetists are the pioneers of advance practice nursing as evidenced by the first formal education in 1909 at SST. Vincent Hospital in Portland, OR and have roots dating back to the Civil War while caring for the wounded and administering medicine like ether in the battlefields.Nurse Midwives shortly there after developed formal education in 1932 at the Maternity Center Association in New York and have roots dating back to the times of biblical writings. In 1965 the first formal Nurse Practitioner program was developed at the University of Colorado in collaboration with a physician Dry. Henry Silver and Registered Nurse Loretta Ford. Clinical Specialists devised a program of formal education at Rutgers University in 1954 (Englander et al. , 2006). As you can see advance practice nursing has came a long way and has overcome an insurmountable amount of hurdles.In the Journal of Professional Nursing a study was conducted by Sips, Fullerton, and Schilling (2009) which consisted of a sample survey and was designed to determine 6 categories of gathered information in regards to gender and race, age and years experience, education, employment, practice privileges, and salary. In the article the author aggr essively directs to the possible fact that â€Å"men Leary indicate that they chose nursing because they expected a good salary' (p. 182) and that there was a good possibility that they were inclined to choose nursing to empower themselves rather than their patients.Based on the quality of the study and the amount of professionals that actually participated this finding could be considered loosely based and also offensive to men of the profession. On a more refreshing note it was encouraging to see that Naps have the highest amount of ethnic diversity among the three PAN groups. This will highly contribute to collaboration between Pan's to provide a better understanding of culturally impotent care. Sacra's have longevity in experience, where as Naps are the youngsters of advanced practice, yet will be the largest entity of advanced practice nurses shortly in the future.Currently employment greatly consists of a physician- based practice, although this statistic will most likely cha nge as well in the near future. Unfortunately the study of demographics of the 3 groups of Pan's is loosely associated to the need for Pan's to advance their practice to the doctoral level. There where references to the concern of collegiate faculty and the necessity of doctoral repaper professors to teach doctoral prepared course work. This was in regards to the question whether or not we have enough DEN prepared nurses out there to teach to the masses that might be interested in furthering their credentials.In the time of when the article was written it was reported that there was a drop off of students studying for their PhD. Presently there will be no mandate for a Doctorate in 2015. In this paragraph we will discuss some issues that might have some more relevance to the question of whether or not we need to mandate Naps to DEN status. In the book Advanced Practice Nursing Jansen et al. 2010) makes an empowering statement reminding us of how some or our greatest attributes for e xample: modesty of our clinical skills have actually hindered some of our potential for growth.This example is finely expressed in this statement â€Å"Given the history, philosophy, and values, the concept of power holds ambivalence for many nurses, even Pan's† (p. 80). This statement makes a good realization of maybe how ill adapted we are as nurses coming into a position of such responsibility, which requires the understanding of how to properly utilize power. Instead of concerning ourselves with whether or not he DEN should be mandated maybe nurses need to learn how to harness their currently new development of high stature as autonomous providers.Our undistinguished and unparalleled ethics ironically have provided us with another hurdle that will be easily overcome in the near future as do any hurdles for nursing. Pan's are also in the midst of becoming autonomous in the politics of business and legal aspects of nursing which can be significantly foreign to many new Pan' s Suppers (2015). Not only recently hurdles in politics within nursing have been overcome such as the identity crisis of Can's and attempting to maintain a niche in he nursing profession.While Naps advance into the spotlight due to demand of needed providers that have privileges, Can's struggle to maintain position Cur (1996). In summary it's evident that Pan's still have continued hurdles, yet their achievements come from centuries of hard work from our forefathers that pioneered the practice. In recent times it's evident that the path paved by our forefathers will enable Pan's to evolve into the highest entity of health care. This is a new and exciting perspective of conceptualizing Pan's instead of physicians controlling the direction of health care, but it is now a reality.

Biography of William McKinley, 25th U.S. President

William McKinley (January 29, 1843–September 14, 1901) was the 25th president of the United States. Prior to that, he was a member of the U.S. House of Representatives and the governor of Ohio. McKinley was assassinated by an anarchist less than a year into his second term as president. Fast Facts: William McKinley Known For: McKinley was the 25th president of the United States; he oversaw the beginning of U.S. imperialism in Latin America.Born: January 29, 1843 in Niles, OhioParents: William McKinley Sr.  and Nancy McKinleyDied: September 14, 1901 in Buffalo, New YorkEducation: Allegheny College, Mount Union College, Albany Law SchoolSpouse: Ida Saxton (m. 1871–1901)Children: Katherine, Ida Early Life William McKinley was born on January 29, 1843 in Niles, Ohio, the son of  William McKinley, Sr., a pig iron manufacturer, and  Nancy Allison McKinley. He had four  sisters and three brothers. McKinley attended public school and in 1852 enrolled in the Poland Seminary. When he was 17, he enrolled in Allegheny College in Pennsylvania but soon dropped out due to illness. He never returned to college because of financial difficulties and instead taught for a while at a school near Poland, Ohio. Civil War and Legal Career After the Civil War began in 1861, McKinley enlisted in the Union Army and became part of the 23rd Ohio Infantry. Under Colonel Eliakim P. Scammon, the unit headed east to Virginia. It eventually joined the Army of the Potomac and participated in the bloody Battle of Antietam. For his service, McKinley was made a second lieutenant. He later saw action at the Battle of Buffington Island and in Lexington, Virginia. Near the end of the war, McKinley was promoted to major. After the war, McKinley studied law with an attorney in Ohio and later at Albany Law School. He was admitted to the bar in 1867. On January 25, 1871, he married  Ida Saxton. Together they had two daughters, Katherine and Ida, but both sadly died as infants. Political Career In 1887, McKinley was elected to the U.S. House of Representatives. He served until 1883 and again from 1885 to 1891. He was elected governor of Ohio in 1892 and held the post until 1896. As governor, McKinley supported other Republicans running for office and promoted business inside the state. In 1896, McKinley was nominated to run for president as the Republican Party nominee with Garret Hobart as his running mate. He was opposed by William Jennings Bryan, who, upon accepting the Democratic nomination, gave his famous Cross of Gold speech in which he denounced the gold standard. The main issue of the campaign was what should back the U.S. currency, silver or gold. McKinley was in favor of the gold standard. In the end, he won the election with 51 percent of the popular vote and 271 out of 447 electoral votes. McKinley easily won the nomination for president again in 1900 and was again opposed by William Jennings Bryan. Theodore Roosevelt ran as McKinleys vice president. The main issue of the campaign was Americas growing imperialism, which the Democrats spoke out against. McKinley won the election with 292 out of 447 electoral votes. Presidency During McKinleys time in office, Hawaii was annexed. This would be the first step toward statehood for the island territory. In 1898, the Spanish-American War began with the Maine incident. On February 15, the U.S. battleship  Maine—which was stationed in Cubas Havana harbor—exploded and sank, killing 266 of the crew members. The cause of the explosion is not known to this day. However, the press—led by newspapers such as those published by William Randolph Hearst—published articles claiming that Spanish mines had destroyed the ship. Remember the Maine! became a popular rallying cry. On April 25, 1898, the United States declared war against Spain. Commodore George Dewey destroyed Spains  Pacific fleet, while Admiral William Sampson destroyed the Atlantic fleet. U.S. troops then captured Manila and took possession of the Philippines. In Cuba, Santiago was captured. The U.S. also captured Puerto Rico before Spain asked for peace. On December 10, 1898, the Paris Peace Treaty was signed. Spain gave up its claim to Cuba and gave Puerto Rico, Guam, and the Philippine Islands to the United States in exchange for $20 million. The acquisition of these territories marked a major turning point in American history; the nation, previously somewhat isolated from the rest of the world, became an imperial power with interests around the globe. In 1899, Secretary of State John Hay created the Open Door policy, where the United States asked for China to make it so that all nations would be able to trade equally in China. However, in June 1900 the Boxer Rebellion occurred, and the Chinese targeted Western missionaries and foreign communities. The Americans joined forces with Great Britain, France, Germany, Russia, and Japan to stop the rebellion. One final important act during McKinleys time in office was the passage of the Gold Standard Act, which officially placed the United States on the gold standard. Death McKinley was shot two times by anarchist Leon Czolgosz while the president was visiting the Pan-American Exhibit in Buffalo, New York, on September 6, 1901. He died on September 14, 1901. Czolgosz stated that he shot McKinley because he was an enemy of working people. He was convicted of the murder and died by electrocution on October 29, 1901. Legacy McKinley is best remembered for his role in U.S. expansionism; during his time in office, the nation became a world colonial power, controlling territories in the Caribbean, Pacific, and Central America. McKinley was also the third of four U.S. presidents who have been assassinated. His face appears on the $500 bill, which was discontinued in 1969. Sources Gould, Lewis L.  The Presidency of William McKinley. Lawrence: Regents Press of Kansas, 1980.Merry, Robert W.  President McKinley: Architect of the American Century. Simon Schuster Paperbacks, an Imprint of Simon Schuster, Inc., 2018.Morgan, H. W.  William McKinley and His America. 1964.