The Portuguese Social Security System

Introduction Just like any other part of the world, Portugal has a well-established social security system, which many of her people depend on for their welfare. Like in the US, social security system in Portugal covers a wide range of programs. Some of these programs include retirement pension scheme that covers employees from both public and private sectors, social assistance program that includes benefits for the unemployed and their dependencies among other programs.Advertising We will write a custom research paper sample on The Portuguese Financial Sustainability of Social Security System specifically for you for only $16.05 $11/page Learn More The social security system in Portugal experiences problems such as non-contributory coverage, dealing with many survivors and disability beneficiaries (Barrows 25). Generally, the system experiences a problem of dealing with large number of people requiring assistance – an unrelenting problem that see ms to affect many of the social security systems across the world. Large proportion of inflow comes from PAYE funds, as it is the case of the United States. Taxes from the payroll can be termed as the backbone of the Portuguese social security system; however, there is a problem based on ‘baby boomers’ experience. After Second World War, populations across Europe blossomed and such large populations joined the social security systems, which also thrived. However, as the ‘baby boomers’ generation approaches retirement, the current working population is smaller and cannot sustain the current social security system, firmly established by the ‘baby boomers.’ Moreover, many contributors do not see any positive relationship between what they contribute and what they get at the end of the day. Indeed, according to many employees, the taxes reduce their private savings and disposable income and hence the capital formation. This paper will analyze finan cial sustainability of the Portuguese social security system mainly by comparing the revenue contributed and the cost required to maintain it. The research will use secondary data to analyze the trend of income and expenditures of the system for a period of fifty years from 1999 and 2050. Background Literature Social security system in Portugal comprises of three components; family allowances benefit systems and social welfare allowances for citizens. The allowance component compensates citizens when their earnings decline due to the following reasons; unemployment, sickness, disability, death, old age, and work accidents just to mention a few. Employees, both self-employed and the employed, benefit from this system. Non-working and unemployed individuals however, have the right to subscribe if they so wish. For one to enjoy the benefits of social security system, he/she must meet two conditions. First, one must register and secondly, the individual must meet his/her monthly contrib utions just like the employed.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Though the Portuguese social security system has improved over the years, it continues to face many problems. Financial instability is the major problem. Those people who contribute each month to the social security system suspect misappropriation of these funds; hence, they do not get the expected benefits from this scheme. Many employees would therefore prefer some structural reforms in the system for it to meet their needs effectively. Portugal needs to change her current scheme of ‘pay as go used go’ and adopt a capitalization system. In this type of system, every employee has his or her own account where all the contributions made goes into this personal account. When the employee attains the age of retirement, then he or she can withdraw all the money deposited in the personal account. This will help to address dissatisfaction by many employees who question the efficiency of the current system. As Barrow claims, capitalization regime will ensure direct relationship between the benefits and contribution. This will eliminate the perception that the contribution to the social security system is just as tax deducted on the labor income (26). Capitalization regime will ensure that there is no sharing of the social security system’s funds from one single pool. Every employee will sustain his or her pool and in case of anything, he/she will withdraw the money from the personal account. Failure to do that will perpetuate the worsening the financial position of the system as more and more beneficiaries depend on insufficient funds contributed by just a small proportion of the population now and in future. As Pereira da Silva, Calado, and Maria put it, there is a looming financial problem facing the social security system in Portugal; the government needs to address it urgently before it gets out of hand (418). There is a large gap between the benefits and the declining rate of contribution and subscriptions. The active population does not benefit from their huge contributions to the social security system. The founders of the Social security trust fund in 1995 aimed to reinforce the social security system, but this has not solved the problem of financial instability. The government also introduced partial capitalization program in 1989 in which it invested the contributed funds in the different ways such as in financial markets. This also aimed to stabilize the financial status of this system. The returns from these investments would cater for future raise in costs. According to Pereira da Silva, Calado and Maria these stabilization funds created by the government are not in a position to counter the financial challenges facing the system and therefore it ought not to be the focus of the stakeholders (418). As mentioned earlier in the researc h, it is not Portugal alone whose social security systems are facing challenges. Yasar argues that social security systems in US also face the same challenges. Economists attribute the US challenges to the increased number of baby boomers attaining the age of retirement (843).Advertising We will write a custom research paper sample on The Portuguese Financial Sustainability of Social Security System specifically for you for only $16.05 $11/page Learn More Currently the debate is going on in US among the reformers and other groups over the appropriate reforms in the social security system to meet the raising demand of beneficiaries. Reformists are advocating for the change of the system and adoption of a fully funded retirement plan with clear definitions. Other groups are arguing that demographic problems, which justify the privatization of the system, are wrong. Irrespective of which group is right, the fact remains that there is a challenge in the soc ial security system in US which may even become worse in the future as more and more people attain the age of retirement. Puckett argues that managing social security system is a challenge not only for today but also for yesterday and tomorrow (25).Thus even as we analyze the case of the Portuguese social security system it is important that we have it in mind that these systems are facing challenges in all the parts of the world. Data To analyze the financial sustainability of the social security system in Portugal, this study will use secondary sources of data mainly from the international association for the study of insurance economics 2004 among other sources. This study chose these sources of the data for various reasons, which include; first, the sources are reliable and thus provide reliable data for valid conclusion. Secondly, this data is very relevant to the topic of the study since it provide all the required information about the Portuguese social security system. Data about the contributions and distribution of benefits in this social security system is very relevant to this study, which these sources adequately provide. This data will make it easy to analyze financial sustainability of the Portuguese social security system by comparing the rate of growth of revenue collected from the citizens and growth rate of the fund’s beneficiaries. The data clearly portrays the gap between the rate of fund’s growth and cost rate for easier comparisons. The data also compare the difference between synthetic cost and income rate, which helps to predict the future of this social security system. The data also helps to show the projected accumulated funds as well as the growth trend for the next forty or so years. This will help to show or measure whether this system will become more sustainable or less sustainable in future. In addition, this data will help to show the account of the social security benefits to the current and future’s GDP of Portugal. All this will assist in coming up with a valid conclusion in this research. Research analysis From the various tables given in this research, it is possible to observe the trend of social security system in Portugal. To start with, Table 1 shows the comparison of rate of revenue and rate of cost from 1999 to 2050. From this table, we can observe the following; accumulated asset funds will attain their maximum level by 2012 where the rate of revenue growth will be approximately 0.285 per cent.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The rate of revenue has been growing consistently from 1999 though by a small margin until 2012 when it reaches the maximum point. Thereafter the growth rate of revenue starts to decline from maximum level attained in 2012 to about 0.26 percent by the year 2020. This trend remains constant for the next 30 years; table predicts the same rate of revenue growth by 2050. Contrary to growth rate of revenue, the cost rate grows steadily throughout the research period and there is no record of decline in growth. The growth in cost rate in 1999 is 0.24 per cent and continues to grow consistently year after another until it reaches a maximum level of 0.36 percent by 2050. The current growth rate of revenue is 0.34 percent, which is a large increase from 0.24 percent in 1999. This rate does not fluctuate much in the next forty years since the projected growth in the rate of cost by 2050 is 0.36 per cent. Again, this table notes the trend in differences of cost and revenue. From 1999 to 2005, the rate of growth in revenue exceeds the rate of growth in cost. This means that during this period, the rate of growth of contributions collected in the system was less that the number of beneficiaries. However, from 2008 onward, the rate of growth of cost is more than the rate of growth of revenue. This means that the rate of growth of beneficiaries of the social security funds is exceeding the rate of contribution. This may lead to financial problems in the system. Results explanation The data portrayed in this table shows a move from equilibrium to disequilibrium since 2008. There is acute imbalance between the growth rate of contributions and beneficiaries of the social security funds. The data shows that before 2008, the system was sustainable and it could support all the beneficiaries since there was more revenue than cost. When the beneficiaries started to exceed the contributors in 2008, the financial however instability started. Though the country never experienced popula tion boom like other countries, which had participated in the Second World War, the number of children born after the war were many. This generation started attaining the age of retirement in 2010. Predictions show that this trend is likely to remain for the next ten years. This has already started exerting pressure to the social security system funds since the amount going out is more than the amount coming in. The subscriptions and contributions have already started to decline as more and more members continue to retire. By 2025, economists expect that the benefits of the funds will not be enough to cover all the benefits, management and the administration costs. Further projections show that by 2050 this deficit may reach to about 38.5 per cent. This will be equivalent to about 2.25 percent of the country’s total GDP. This means that to minimize this deficit, there is need for some action to close the gap between the rate of revenue and costs. Two options are possible, eit her to increase the rate of contributions or decrease the rate of expenditures. The government may reduce the rate of expenditure by 0.7 percent or increase contribution rate by 10 per cent in order to attain equilibrium by 2050. These two options are possible but not easy especially on the side of the government. For instance, to increase the rate of contribution, government will need to improve its efficiency in recruiting and collecting more contributions from the citizens or coming up with a legal provision that will raise the amount contributed by each member. The latter will have an opportunity cost to the economy in terms of savings and investments. The government may also consider implementing the two methods simultaneously to increase the amount of contribution to the social security system. The second option of reducing the expenditure by 0.7 percent will also be costly to the government and the citizens. Lowering the benefits may result into suffering of some people. Memb ers of the social security schemes may not get the expected amount after retirement even after dedicating themselves to contribute during their working days due to shortage of the funds. The system may not be able to finance fully some cases such as accident, sickness, and maternity of the active contributors due to this policy. This option will also have some consequences, which may be too costly to the members and the government. Further analysis Table 2 compares the rate of fund’s growth with the ratio of the fund. The rate of fund’s growth reaches the maximum point in 2005 and starts to decline consistently until it reaches the lowest point in 2020 where it shows a negative growth. From there the growth rate remains constant at 0 percent showing no growth in the next thirty years up to 2050. The ratio of the fund grows consistently until it reaches a maximum in 2011. It then starts to decline until it reaches 0 percent in 2035. The high rate of unemployment is the attribute to the decline of the growth rate of fund. Increased number of employees who are retiring can also lead to low contribution rate. At the beginning, the fund ratio is high since the number of people remitting their contribution is increasing but later the trend decrease as more people reach their age of retirement. Table 3 compares the rate of growth of synthetic effective income and synthetic effective cost. Synthetic effective income increases steadily until it reaches a point where it starts to decline. It manifests the highest rate in 2040 and thereafter it starts to decline. The rate of synthetic effective cost increases steadily and reaches the maximum (30 percent) by 2050. The difference between the two rates decrease from positive side and then start to increase steadily on the negative side. Effective income rate shows â€Å"taxable payroll to the income ratio and it will increase so long as the income of the employee is increasing† (Puckett 76). As a result , the rate increases despite the cost increase. The effective rate of cost shows the ratio of taxable payroll to expenditure and continues to increase steadily so long as the expenditures are increasing. The differences between the two rates change due to fluctuating income and expenditure for the entire research period. Summary and conclusion From this study, it is evident that the current social security system in Portugal is not sustainable. The analysis of the data shows that by 2050, the deficit in the system will have risen to 38.5 percent, a significant proportion of the total GDP of Portugal. The gap between the growth rate of revenue contributed and the cost demanded from the funds has continued to increase over the years and projections show its increase in future. This condition may be attributed to high rate of retirement as large proportion of the population, which was born after Second World War, currently attain the age of retirement. Other factors such as high rate o f unemployment have contributed to this problem; there are few people joining the system to increase the revenue collection. The government has come up with various programs to address the problem; however, the outcome is of little significance. Initiatives such as investing the contributed funds in various ways have not helped much in addressing the problem. To address the problem, the government may either look for ways to increase the contributions such as recruiting more members and increasing the rate of contribution per member or coming up with ways to reduce the expenditure of the social security system. The two options are not easy for the government given that they have their opportunity costs in terms of saving and investment. However, an urgent action is necessary to prevent the situation from deteriorating in future; actually if unchecked, the situation will degenerate into a crisis and the retiring will go home uncompensated as the system crumbles under the weight unsus tainable demands due to poor policymaking. Nevertheless, a swift well-planned and executed strategy will ensure that the social security system in Portugal is sustainable for now and in future. Works Cited Barrows, Jen. â€Å"Portugal’s Social Security System: The Efficacy of Reforms.† Yale Economic Review 6.1 (2010): 25-27. Print. Pereira da Silva, Carlos, Calado, Joao, and Maria, Teresa.â€Å"The Financial Sustainability of the Portuguese Social Security System.† Geneva Papers on Risk Insurance – Issues Practice 29.3 (2004): 417-439. Print. Puckett, Carolyn. â€Å"Administering social security: challenges yesterday and today.† Social Security Bulletin, 70.3 (2010): 27-78. Print. Yasar, Yavuz. â€Å"It’s the Prices, Stupid: The Underlying Problems of the U.S. Social Security System.† Journal of Economic Issues (M.E. Sharpe Inc.) 43.4 (2009): 843-865. Print. This research paper on The Portuguese Financial Sustainability of Social Security System was written and submitted by user Heaven H. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Is street crime more harmful than white collar crime essays

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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. 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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. 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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.