Emotional Intelligence Essay Example | Topics and Well Written Essays - 750 words

Emotional Intelligence - Essay Example From the traits, it is evident that emotional intelligence is vital for success in an organization. Businesses are changing daily and high competition is played to be on top of the business, which requires a manager who would use emotional intelligence to understand the workers for successful achievements of set goals. According to Lazovic, the business can achieve better results if they are close enough to identify and solve issues relating to emotional responses in the work place. Leadership skills can be enhanced by emotional intelligence, which can lead to achievements of reasonable production in the firm if the management practices best emotional intelligence by relating well to the workers in the firm and understanding their emotions and using them to manage conflicts arising. In addition, communication between the employer and employees is improved because the heads of the company would be able to understand emotions undergone by employees. The employers will have faith in the ir managers and hence increase teamwork between the managers and the lower ranked workers in the company. Additionally, teamwork achieved from trust between managers and employees will increase and improve innovation because of the combination of more work forces with different intelligence. Emotionally intelligent employees who are in charge in an organization will maintain good working relationships with each other on sharing ideas, being responsible and working together. They would also be able to create teams who are aware of emotional intelligence. ... Businesses are changing daily and high competition is played to be on top of the business, which requires a manager who would use emotional intelligence to understand the workers for successful achievements of set goals. According to Lazovic (798), the business can achieve better results if they are close enough to identify and solvs issues relating to emotional responses in the work place. Leadership skills can be enhanced by emotional intelligences, which can lead to achievements of reasonable production in the firm if the manager practices best emotional intelligence by relating well with the workers in the firm and understanding their emotions and using them to manage conflicts arising. In addition, communication between the employer and employees is improved because the heads of the company would be able to understand emotions undergone by employees. The employers will have faith in their managers and hence increase teamwork between the managers and the lower ranked workers in t he company. Additionally, teamwork achieved from trust between managers and employees will increase and improve innovation because of the combination of more work forces with different intelligence. Emotionally intelligent employees who are in charge in an organization will maintain good working relationships with each other on sharing ideas, being responsible and working together. They would also be able to create teams who are aware of emotional intelligence. Team members in organization who are emotionally intelligent would be able to apply the attributes of emotional intelligent. For example, they would possess self-awareness traits, which is recognition of self-emotions and the way such emotions can have an impact on us. With regard to this, members will

Farming Safety and Production :: Food Safety

Over a hundred years ago the idea of farming and food consumption was very different then it is today. Regulation, education about health, research and technology, food processing, marketing, and wholesale has changed the food industry and the agriculture itself. Before going to the market or grocery store meant going to your back yard where you knew where everything was being grown and how it was being taken care of. Nowadays the majority of people do not raise their own animals or grow their own vegetables they go to a big chain or even a smaller local store to buy their food. When it comes to food safely and food production large farms and small farms are being negatively affected in many different areas. The current issues dealing with food safely and food production are, because there are a few big plants running are production of food its causing nation wide food poisoning and contamination, the public wants more regulation and centralized on farms which is then putting financ ial pressure on local farms, feedlots for animals, and our food is subject to terrorist attacks because only more then half our nations food is produced in the same place. I believe the way to fix our problem is to be informed and get involved. One of the main issues facing farming safety and production today is the fact that a few big plants are producing the mass majority of our food. Because our food is being produced, cleaned and handled in one place its causing nation wide poisoning and contamination of our meats and vegetables. For example, four companies produce eighty percent of Americans beef and one company produces thirty percent of our milk. (p.388) This means when an outbreak occurs it’s harder to re-call all of the produced because most stores all over the nation are selling the food. It also means that more people are going to be affected and become ill. If a local store were to sell bad spinach to five costumers in a small town its easier to control, manage, trace and inform those customers instead of have a large amount of people getting ill. Two hundred Americans in 26 states were sickened by spinach that had E. Coli. (p.388) The Center Disease Control for and Prevention approximation that our food supplies sickens 76 million, putting more than 300, 000 in the hospital and killing 5,000 Americans every year.

Agriculture in India Essay

Since long ago, agriculture has been associated with the production of basic food crops. At present agriculture, besides farming includes forestry, fruit cultivation, dairy, poultry, mushroom, bee keeping, arbitrary, etc. Today, marketing, processing, distribution of agricultural products etc. are all accepted as a part of modern agriculture. Agriculture plays a crucial role in the life of an economy. It is the backbone of our economic system. The following facts clearly highlight the importance of INDIA. 1. Source of Livelihood: In India the main occupation of our working population is agriculture. About 70 per cent of our population is directly engaged in agriculture. 2. Contribution to National Income: Agriculture is the premier source of our national income. According to National Income Committee, in:- 1960-61, 52% national income was contributed. see more:non farming activities in indian villages 1976-77, contributed 42.2 per cent 1981-82, its contribution was 41.8 per cent. 2001-02, it contributed around 32.4 per cent 2006-07, 22% 2012-13, 13.7% 3. Supply of Food and Fodder: Agriculture sector also provides fodder for livestock. Moreover, it also meets the food requirements of the people. 4. Importance in International Trade: Agricultural products like tea, sugar, rice, tobacco, spices etc. constitute the main items of exports of India. 6. Source of Raw Material: Agriculture has been the source of raw materials to the leading industries like cotton and jute textiles, sugar, tobacco, edible and non-edible oils etc. All these depend directly on agriculture. 9. Vast Employment Opportunities: With the fast growing population and high incidence of unemployment the agricultural sector is significant as it provides greater employment opportunities in the construction of irrigation projects, drainage system  and other such activities. 13. Basis of Economic Development: The development of agriculture provides necessary capital for the development of other sectors like industry, transport and foreign trade. TYPES OF FARMING PRIMITIVE FARMING It is also commonly called ‘slash and burn agriculture’. It is used in areas where Soil has low nutrient levels. An area for cultivation is selected and then it is burned so that the required nutrients for the crop to grow are maintained and biomass is converted to useful inorganic ash. Then nth chosen crops are sown. Then the land is given a period of rest called ’fallow’. Then the same process continues until the land is wearied of nutrients(i.e. about 5-6 yrs). This type of farming usually depends on the type of soil, rain and most importantly climatic conditions. It is done using primitive tools like hoe, hull, dagger, dao, etc. and requires a lot of labour. Such crops are not produced in a large quantity and farmers grow crops only to sustain their family with little or no intention of selling them. The famer does not use chemical fertilizers or modern inputs, thus the production is low. TRADITIONAL FARMING Traditional farming represents the original method of farming. This type of farming uses extensive local knowledge and natural resources so that no harm is caused to biodiversity. Such farmers maintain soil fertility and prevent erosion of topsoil. There are many methods of traditional farming namely:- Nomadic Pastoralism It is the practice of raising domesticated animals like goat, sheep, cattle, etc. All humans practicing this method live off entirely on animal products like fat, meat, milk, etc. These people are constantly in use of new grounds for their animals to feed. Mixed Sustenance Farming This can provide a very stable farming platform, where plants and animals work together to support each other. The plant waste that cannot be used by humans is used as fodder for animals and their waste acts as natural manure. This type of farming is usually the most productive and sustainable compared to any other type. COMMERCIAL FARMING It is a type of large-scale farming of crops to sell them to wholesalers or retailers. Crops such as wheat, maize, rice, tea, etc. are harvested and sold worldwide in international markets. Due to its extensive nature modern machines and use of chemical fertilizers is required thus increasing the capital. Due to its large capital, it is mainly practiced by large companies or rich farmers. Yield as well as profit is high due to the use of modern techniques and hybrid varieties of seeds. Commercial farming started with the advent of the Green Revolution and production in India increased by 50% during the years 1970-1990. In today’s world Hybridization is very important to increase the yield of crops. Many varieties of hybrid seeds are now available which are disease resistant, healthier and give more yields. FIVE YEAR PLANS First Plan (1951-1956) The First Five-year Plan was launched in 1951 which mainly focused in development of the agricultural. The total planned budget of Rs.2069 crore was allocated to seven areas: irrigation and energy (27.2%), agriculture17.4%), transport and communications (24%), industry (8.4%), social services (16.40%), land rehabilitation (4.1%), and for other sectors (2.5%). The monsoon was good and there were relatively high crop yields. Second Plan (1956-1961) The Second Plan stressed on the development of the sector. Hydroelectric projects and five steel plants at Bhilai, Durgapur, and Rourkela were established. The total amount allocated under the Second Five-Year Plan in India was Rs.48 billion. This amount was allocated among various sectors: power and irrigation, social services, communications and transport, and very less amount was allocated towards agriculture due to the other increasing problems. Third Plan (1961–1966) The Third Five-year Plan stressed on agriculture and improvement in the production of wheat, but the Sino-Indian War of 1962 led to weakness in the economy and the plan stressed on the defense industry of India although equal priority was given to agriculture and industrial sector. PROBLEMS FACED The major problems confronted by the Indian agriculture are as follows (a) Population Pressure: India has a huge population of over one billion and it is increasing at a very fast rate. According to 2012census figures the overall density of population is 3264 persons per sq. km. Every bit of land has been used up for construction of commercial sites. (b) Small and Fragmented Land Holdings: Dividing a small plot of land due to increasing population has resulted in a small piece of land getting fragmented further. The small size of such holdings makes farming activity uneconomical and leads to less productivity and eventually less income. (c) Inadequate Irrigation Facilities: In India irrigation facilities are not adequate at all. Almost all fields, owned by poor farmers, are left to get naturally irrigated by the monsoons(except those owned by rich farmers and companies). (d) Depleted Soils: Farming has been a tradition of India for over 1000 years which has resulted in the decrease in fertility of soil and deforestation has led to erosion of the fertile soil giving less productivity. (e) Storage of food grains: Storage of abundant food grains is a huge problem faced by Indians. Almost 10-12% of our harvest of food grains goes waste due to no proper storage. (f) Farm Implements: In some parts of the country mechanization of farming has taken place, but most of the farmers are poor and cannot afford to purchase and use modern tools. This hampers agriculture. Forests-86.1†¦Non agriculture-21.8†¦barren/Uncultivable-20.1†¦Permanent pasture/grazing-12†¦Fallow-24..Cropped area-142.5(Food grain-123.5; Rainfed-89) Multiple cropping In agriculture, multiple cropping is the practice of growing two or more crops in the same field during a single sowing season. There are many types of multiple cropping schemes that the government has introduced in India. They are:- Double-cropping, in which a second crop is planted after the first has been harvested. This helps in restoring the nutrients that have been used up by the plant. Relay cropping, in which a second crop is started amidst the first crop before it has been harvested. This ensures bountiful harvest as well as keeps crops healthy. Intercropping, where an additional crop is planted in the spaces available between the main crop. This helps in keeping away pests. AGRICULTURAL EDUCATION Intensive agriculture area program(1964) The main objective of the IAAP was that â€Å"greater emphasis should be given to scientific agriculture in an intensive manner in areas with high production potentials†. The emphasis was on important crops such as Wheat, Rice, cotton, etc. High yielding variety program(1966) The main motive of the program was to increase the productivity of food grains by adopting new high yielding varieties of improved seeds. The HYVP introduced :-High-yielding varieties of seeds, increased use of fertilizers, increased irrigation. These three are collectively known as the Green Revolution. National agricultural innovation project(2006) The NAIP is contributing to the transformation of the agricultural sector to more of a market to get rid of poverty and improve income. The main aim is to make people aware about how agriculture can be taken to an international level through technological innovations. SOIL AND WATER CONSERVATION WATER Some Major River Valley Projects Bhakra Nangal Project On Sutlej in Punjab. Highest in India.Ht. 226m. Reservoir is called Gobind Sagar Lake. Chambal Valley Project On Chambal in MP & Rajasthan, 3 dams are there:- Gandhi Sagar Dam, Rana Pratap Sagar Dam and Jawahar Sagar Dam Damodar Valley Project On Damodar in Bihar, Based on Tennessee Valley Project USA Hirakud Project On Mahanadi in Orrisa, World’s Longest Dam: 4801m Kosi Project On Kosi in N.Bihar Tugabhadra Project On Tugabhadra in Andhra Pradesh & Karnataka Sardar Sarovar Project On Narmada, Gujarat/MP. Due to the magnitude of floods in 1978, a project of flood prone rivers was started to prevent further casualties. SOIL During the 7th five year plan, the government decided to take careful measures towards soil conservation. The scheme of reclamation of alkali soil in Punjab, Haryana, and U.P. took place. During the 9th plan this scheme was approved and being practiced in all states. It aimed at improving conditions of alkali soils for better production of crops. GREEN REVOLUTION Well-known agronomist, Dr. M S Swaminathan led the Green Revolution in India. India was in the middle of a food crisis in the mid 60’s. The food economy was falling down very fast. The domestic production of wheat had gone down to about only 12 million tons(from 23 million tons) due to inflation. About the same had to be imported from the US. The introduction of high-yielding varieties of wheat like Lerma Rojo and Sonora 64 during the mid-’60s with farm technology and chemical fertilizers brought about the green revolution.

Human Resources: Global Mobility

Introduction, Background and Key Problems Identified In an increasingly international world, the need for the workforce to become more mobile, both physically and mentally, with the willingness to travel internationally as well as being prepared to converse and work in multinational environments has become paramount. The issue here is to consider the way in which the HR function can manage and have an impact on the need for global mobility within any organisation, but specifically in the case of VL as noted here. The main issue facing both this company and any other company looking to improve its international expansion and to ensure that those working within the company is that they are able to make the most of the opportunities presented. For example, in the case of VL, the number of employees has nearly doubled in the last five years, many of whom work internationally as a way of ensuring continued growth within the company, yet this level of expansion presents potential problems that need to be tackled by the HR team, if the expans ion is to be successful (Lawler, 2008). The issue of global mobility has already been noted by the management team as being important in VL, with the factors associated with training, including culture and the general ethos of the company. Importantly in VL, the central location of London and Europe remains the head office, with operations then happening globally and feeding into the European offices. The aim is to bring the other locations in line with the overall European ethos, rather than to have several distinct groups across the world (Gillis, 2012). The key issues which have been identified in this individual company include the need to recruit and retain the best staff in every location and to ensure that the training recognises the cultural differences, without allowing for divergent and distinct groups to emerge. This report will look at how the capabilities will be developed within the company and will consider the key strategic issues that need to be taken into account, before then going on to look, in more detail at the role which HR can play in improving the impact of global mobility. Recommendations for next steps for both the HR team and the overall management team will then be established to conclude the report. Developing Capabilities Within VL, it is identified that international activities will typically fall into two categories, namely the longer term 3 – 6 year projects and the shorter term 3 – 6 month projects that involve an individual travelling internationally to fulfil a short term agenda. The capabilities needed for these two different types of projects will be very different, and the capabilities needed by the individuals will also be different to meet with the company’s demands (Freedman 2009). Firstly, it is recognised here that certain personnel are simply more likely to be open minded to global mobility and are therefore more likely to benefit from the process. For example, there are going to be certain individuals within the group who would find international travel practically very difficult, including those with young children, but this should not necessarily remove them from the pool of possible people, but rather should identify the additional needs of these individuals. The first challenge is therefore to identify the technical skills that are needed to narrow down the pool of available people and then to be able to narrow it down from this pool, to identify the personnel who will be most open to the experience. By making the identification process as comprehensive as possible, it is much more likely that the project will be a success. Although there are multiple ways in which capabilities can be developed by the HR team, fundamentally, the individuals themselves n eed to be open to the process, if it is going to be as successful as possible (Friedman 2009). It is suggested here that the heart of the global mobility agenda is therefore the need to identify the most relevant group of people for the mobility programme, both from the point of view of technical expertise and the need to select those who are mentally and emotionally open to the notion of the global mobility and the desire to develop their own experiences. Clearly, there is a need to have processes followed, particularly where there is an organisation such as VL, operating across several different regions; however, it is contended here that the company will not be best advised to have a set of inflexible policies which may not always allow for the individual personalities to adapt to the changing situations. The development of the business capabilities is therefore to look at the people, process, technology and third parties involved and to ascertain the best way in which the HR services and resources available can be deployed for most effective use. Consider, for example, a demand for a specific type of technology; it then needs to be determined whether the infrastructure in the location chosen is able to facilitate the appropriate technology (Schwartz,2011). From this position, it is then necessary to consider if the skills of the chosen individuals can support this infrastructure and whether the processes allow for this type of deve lopment. All of these capabilities need to be developed as a network of ideas and not as one stand alone process that is clinical and inflexible (Becker et al 2009). Key Strategic Issues Some strategic issues have been identified by the HR team as relevant to the notion of becoming globally mobile, as is the case in VL. Firstly, the HR team, as with any other business strategy needs to look at how the HR agenda can align correctly with the overall business strategy. The role of HR is to ensure that the suitably trained individuals are available and willing in whatever location is necessary to deliver the underlying proposition of the company (Wickham & O’Donohue 2009). The key strategic issue with global mobility is therefore to ensure that there is improved value being offered by the company as a result of the global mobility. This actually starts with the management team, before getting close to identifying relevant individuals who will facilitate this process. The strategy needs to be driven from the top. Furthermore, there is a need to balance sensible and consistent processes, while also ensuring that there is sufficient flexibility to deal with local and national differences (Harttig, 2010). This requires the correct people to be present and to have the suitable decision making power at every level of the organisation. In the case of VL, for example, a more senior member of the team may be suitable for the new countries, or for the long term assignments. Crucially, these individuals will have greater experience and more confidence when it comes to making on the spot decisions that are in line with the underlying business strategy but which do not change the direction of the business, fundamentally (Barney, et al 2011). Shorter term assignments will be subject to much greater control, in any event, as the individuals involved in delivering this service will typically be sent with a short term and specific agenda, with little room for manoeuvre. In this case, therefore, a more junior member of staff, or a less adaptable individual who has the necessary technical expertise, but who may not be as adaptable to changing circumstances, may be more appropriate. The key strategic issues is therefore to determine the business level agenda and to then to ensure that the HR team works in such a way that facilitates and supports this agenda, rather than producing a set of processes that are unwavering, with little flexibility offered at a local level, to change processes, in order to take into account local needs. Role of HR When looking at the position within VL, it s clear to see that HR have several vitally important roles at every stage of the process. Therefore, in order to encourage suitable results alongside the business strategy from the outset and prior to any actual attempts to become globally mobile, a company such as VL will need to have a higher level management meeting, including the HR manager, to discuss what it is the company is hoping to achieve overall. This should not necessarily be looking at HR issues, but rather what it is the company is hoping to achieve as an end result. For example, it may be the case that the company is looking towards the international arena as a means of increasing market share; this may be more likely in an area where the product has reached saturation point in the home market. Once the overall agenda has been understood, it is then possible for the HR team to consider how they facilitate this. HR should be driven by the underlying aim of the company and not by the needs of the HR team itself. By identifying the skills needed, the role of HR is to identify the relevant individuals amongst the existing team and to engage in suitable training or potentially to recruit people into the team to fill in any gaps (Schuler and Tarique, 2007). Once the global mobility structure is underway, the HR team will have a continuous responsibility for the management of the team and for making sure that the actions of the staff who are in a foreign jurisdiction remain congruent with the overall business strategy This is critical as, by definition, when a global team is established, there is a lesser level of control being shown directly, with the individuals and the HR team needing to ensure that the support is in place for remote management which is flexible, yet strong enough to ensure that the overall business goal is not lost. The HR team will also have an important role at the practical end of global mobility strategy, particularly when it comes to short contracts where there are going to be issues of travel and accommodation which need to be managed. If this is done effectively, it can ensure that the staff members themselves are free to concentrate on the task at hand. The role of HR in this case is very much as a facilitator, both in practical and strategic terms and this should be maintained at all times (Lazarova & Caligiuri 2001). Suggestions and Next Steps Bearing this analysis sin mind and the current challenges facing VL, there are several next steps that the HR team need to take, in order to support and facilitate the business strategy aims of the company. Firstly, the HR team need to involve themselves with the management team, to understand what it is they are aiming to achieve by becoming global (Benson & Scroggins 2011). Once this is understood, the choice of personnel to undertake this global move can be made, both in terms of the senior strategic individuals such as regional managers, as well as the team members who will facilitate this process. Selecting the correct people is going to be the main and arguably the most important role for the HR team, as they will need to be able to achieve the business strategy, but will also need to be sufficiently personally engaged and want to be part of the global move. Once the individuals have been selected, the HR team then need to ensure that the practical issues such as infrastructure are put in place to enable these people to function effectively and to ensure that there is at least some consistency in processes across the company. When global mobility is focussed on processes, difficulties can arise; however, this is not to say that there is going to be no consistency. Ultimately, it is the role of the HR team to set the boundaries and to ensure sufficient consistency for efficiency, without undue constraints (Wright, & McMahan 2011). Going forward, therefore, the HR team need to ensure that they are fully engaged with the business strategy and then focussing their work on achieving this strategy, rather than being process driven, which is likely to place constraints that will not be beneficial to the company. An ongoing and adaptable process is needed, with the HR team being central to facilitating this move, both initially and on an ongoing basis. References Barney, J., Ketchen, D. J., & Wright, M. (2011). The future of resource-based theory: Revitalization or declineJournal of Management, 37(5), 1299-1315. Becker, B., Beatty, D., & Huselid, M. (2009). Differentiated Workforce: Transforming Talent into Strategic Impact: Harvard Business School Press Books. Benson, P. G., & Scroggins, W. A. (2011). The theoretical grounding of international human resource management: Advancing practice by advancing conceptualization. Human Resource Management Review, 21(3), 159-161. Freedman, E. (2009). Optimizing Workforce Planning Processes. People & Strategy, 32(3), 9-10. Friedman, B. A. (2009). Human resource management role: Implications for corporate reputation. Corporate Reputation Review, 12(3), 229-244. Gerhart, B., & Fang, M. (2005). National culture and human resource management: Assumptions and evidence. The International Journal of Human Resource Management, 16(6), 971-986. Gillis, J., Jr. (2012). Global leadership development: An analysis of talent management, company types and job functions, personality traits and competencies, and learning and development methods. 72, Harttig, M. A. M. A. (2010). Global Workforce Planning. Benefits & Compensation International, 40(1), 19. Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, Differences and drivers. Journal of World Business, 45(2), 179. Lawler, E. E., III. (2008). Talent: Making people your competitive advantage. San Francisco, CA US: Jossey-Bass. Lazarova, M., & Caligiuri, P. (2001). Retaining Repatriates: The Role of Organizational Support Practices. Journal of World Business, 36(4), 389. Schuler, R. S., & Tarique, I. (2007). International human resource management: a North American perspective, a thematic update and suggestions for future research. International Journal of Human Resource Management, 18(5), 717-744. Schwartz, A. (2011). Leadership development in a global environment: lessons learned from one of the world’s largest employers. Industrial & Commercial Training, 43(1), 13-16 Wickham, M., & O’Donohue, W. (2009). Developing employer of choice status: Exploring an employment marketing mix. Organization Development Journal, 27(3), 77-95. Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104.

Spirit Theoretical Foundations of Advanced Nursing

Spirit Theoretical Foundations of Advanced Nursing There are a lot of English words and vocabularies used differently by people with diverse personalities when speaking, reading or writing, to convey a particular message. It is mind-numbing and unimaginable to think of a world where people, places or objects would be referred to using one word or a limited number of words.Advertising We will write a custom essay sample on Spirit: Theoretical Foundations of Advanced Nursing specifically for you for only $16.05 $11/page Learn More There are however, particular English words that have multiple interpretations and uses. This paper shall look at the various interpretations of the word ‘spirit’, and its uses in the field of nursing. The word spirit is used in reference to the part of a human being that is associated with the mind, will, and feelings. This description of the word spirit gives us the concept of spirituality, which according to Mauk (2004), can be defined as â€Å"the core of a personâ €™s being, involving one’s relationship with God or a higher power†. An individual’s spiritual health is evaluated based on their internal and external traits, and not on the basis of the factors that may result in their spiritual health. People who are said to be spiritually healthy are observed to have a clear perception of the world that enables them to understand reality, as well as provide them with a coherent belief system. This clear perception is a product of their belief in a higher power or larger reality. The word spirit is also used to refer to a petroleum distillate that is used as a degreaser, or an industrial cleaning agent (Irvin, 1997). This spirit is also referred to as Stoddard solvent. White spirit, also referred to as mineral spirit, is a clear liquid that is distilled from petroleum. This spirit is an organic solvent that is used in painting and decorating, as an alternative to turpentine when thinning paints and cleaning paint brushes. Another use for the mineral spirits is in degreasing and cleaning of machinery, due to its low volatility. Mineral spirits can also be used as a lubricant for screws (Irwin, 2007). Spirits are a familiar ingredient in the manufacture of alcoholic drinks, garnishes and mixers (Arnold, 2005). Lichine (1987), defines spirits as â€Å"Unsweetened, distilled, alcoholic beverages that have an alcohol content of at least 20%†. Spirits are made from the distillation of alcohol; a process that involves heating the alcohol until it vaporizes, before it is cooled and condensed.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sollier (1912), provides us with the fourth interpretation of the word spirit; an intangible being with the ability to influence human events. Occurrences such as voluntary determinations, which are divine, are viewed as supernatural by people who advocate a determin istic view of the world that does not believe in free will (Sollier, 1912). There is a particular kind of spirit that is used to treat fainting. The aromatic ammonia spirit is used as a respiratory stimulant in syncope, weakness, or threatened faint (McCrory, 2006). The word spirit can also be used in the field of nursing as a synonym for vivacity. In the profession of nursing, the metaphor, ‘spirited nurse’ can be used to show passion and dedication to helping others. Such a nurse can be said to be highly motivated, and one who seeks to make a difference in their profession. Reaching out to those in need is as simple as extending a hand. The spirit of nursing, in my practice, is evident beyond clinical application. My involvement symbolizes the caring nature that is carefully interwoven into the methodical details of nursing. The body reflects the notion of integration of the body and spirit. â€Å"Spiritual care can be a natural part of total care, which fits easily into the nursing process of assessment, nursing diagnosis, planning, implementation and evaluation† (Jenkins, Wikoff, Amankwaa, Trent, 2009). The term holistic nursing is used to refer to the healing process in entirety. Healing the whole person involves the body, mind and spirit, of both the patient and the care-giver or nurse. It is vital for the nurses, as care-givers, to learn how to take good care of the themselves, in order to improve their effectiveness. Good care looks into physical, emotional and spiritual well being. According to Murray (2001), the spiritual dimension tries to be in harmony with the universe by going outside a person’s own power. The spiritual dimension also â€Å"strives for answers about the infinite, and especially comes into focus or sustaining power, when the person faces emotional stress, physical illness, or death† (Murray, 2001).Advertising We will write a custom essay sample on Spirit: Theoretical Foundations of Advanc ed Nursing specifically for you for only $16.05 $11/page Learn More It is the role of nurses as caregivers to provide their patients with holistic nursing, since there are numerous positive effects of spirituality on health, well-being and life satisfaction. Spiritual care provides the patients with a sense of serenity and well-being, even in their agony or sorrow due to illness. This is important in the recovery process of patients, since studies have indicated higher chances of survival for patients who have a sense of meaning (Jenkins, Wikoff, Amankwaa, Trent, 2009). According to Roberts (1925), the spirit of nursing is indestructible, as it comprises qualities such as courage, truthfulness, tolerance, courtesy, generosity, benevolence, compassion and sympathy. She compares the spirit of nursing to the tender care a mother gives to her children. This is the spirit that allows nurses to volunteer in societies such as Red Cross, since such people are brave even i n the face of discouragement (Roberts, 1925). References Arnold, J. P. (2005). Origin and History of Beer and Brewing: From Prehistoric Times to the Beginning of Brewing Science and Technology. Cleveland, Ohio: Beerbooks. Irwin, R. (1997). Environmental Contaminants Encyclopedia Mineral Spirits Entry. Fort Collins, Colorado: Natural Park Services, Water Resources Division. Jenkins, M. L., Wikoff, K., Amankwaa, L. Trent, B. (2009). Nursing the spirit. Nursing Management , 40(8), 29-36. Lichine, A. (1987). Alexis Lichines New Encyclopedia of Wines and Spirits. New York: Alfred Knopf.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mauk, K. L. Schmidt, N. K. (2004). Spiritual Care In Nursing Practice. Philadelphia: Lippincott. McCrory, P. (2006). Smelling Salts. British Journal of Sports Medicine , 659-660. Murray, R. B. Zentner, J. P. (2001). Health Promotion strategies through the life span. Upper Saddle River, NJ: Prentice Hall. Roberts, M. M. (1925). The Spirit of Nursing. The American Journal of Nursing , 25(9), 734-739. Sollier, J. (1912). Supernatural Order. New York: Robert Appleton Company.

cutie essays

cutie essays (on the phone)*On a bed I dont know what to do! Seriously nobody understands! No matter how much they want to they just criticize me and if they knew what was really going on instead of just assuming that what was heard and passed around was true and if they knew why I was the way I was they still wouldnt get it...NO! You dont get it either! Dont sit here and try to talk me out of this because Ive been talked to I know the consequences and I know the aftermath. Nothing you can say can make me change...nothing anyone says can make me change how I feel! (Throw the phone) Ugh nobody gets it. (Kneel down in center stage) *Dear God, I hope u can talk for a little bit, youre the only one who will sit here and listen and not talk back in any negative way. You see when you have the problem I do you dont care what people say about you, you still feel the way you have your mind set to. I dont know how much longer I can take this though. If anyone at school knew about this for sure...instead of just assuming that every time I run to the bathroom after a meal is to barf, theyd think I was stupid. But you know what! I dont think Im dumb at all. I know this is wrong. I know this is bad for you. But honestly, anything is better than being fat. Anything is better than thinking youre fat! Even though those trying to help me say the difference doesnt show on the outside, the difference shows inside of me. I cant help but feel...guilty when I eat 8, wear a size 0, and weigh no more than 120! My friends, my best friends, are both skinny. *My friends say Im not fat. They think Im crazy. Yet on spring break...Hay told me my hips were huge! She covered it up by saying its a good thing...ha not really. All I want is to have the perfect body, the body guys want. Bulimia has become my obsession. A...

Writing Flash Fiction

Writing Flash Fiction Flash fiction is to short story writing much as haiku is to poetry. It’s an even more condensed form of an already condensed storytelling method, requiring the author to choose words carefully to ensure each syllable makes a meaningful contribution to the whole. Flash fiction is also experiencing a surge in popularity as magazines and collections spring up dedicated to this form. Maybe it’s because readers’ attention spans are shorter, but flash fiction seems to have never been more popular. Locally, we even have a theater group that performs flash fiction on stage. What Is Flash Fiction? Flash fiction is a very short short story. Guidelines generally place any story under a thousand words into the flash category, though some prefer even shorter pieces. Six-word stories or 140-character Twitter shorts are other subgroups. How to Write Flash Fiction When I write a piece this short, I often think in terms of a â€Å"punch line.† Not necessarily a funny ending like the punchline of a joke, but a tight conclusion that either neatly ties everything up or creates a reversal so the reader realizes something is not what he initially thought it to be. The more surprising the ending, the better. Ideally, I’ll have this punch line set in my head before I sit down to write the story. That way everything I write can lead up to that moment, creating exactly the experience I want for my reader. In this way, flash fiction is very much like any other type of fiction writing. You find an idea, develop that idea, then hone it until every word contributes something to the story, giving it the most power the story can carry. Lengths of Flash Fiction Stories Most flash fiction markets state a thousand words or less. Others go a bit higher or want shorter pieces. Since the definition of the form varies so widely, keep a close eye on your submission guidelines. There’s no point sending a thousand-word story to a collection of 140-character Twitter tales, after all. Markets for Flash Fiction Markets for flash fiction can be disappointingly low-paying, and unfortunately a good number of the markets don’t pay at all. But there are markets that offer decent pay. They’re usually flat rates, so I make sure to work out the per-word rate before deciding to submit. After all, $5 for a short-short can seem fair, but when you do the math, it’s only a penny a word for a 500-word story. So do your due diligence before submitting. Some good markets for flash fiction include: Vestal Review: http://vestalreview.net/About.html. Publishes only flash fiction. Pays 3-10 cents/word. All genres except children’s stories and hard SF. Nanoism: http://nanoism.net/submit/. This is a Twitter market. Stories cannot exceed 140 characters, or the maximum length of one tweet. Pay is $1.50 per storythat’s a bit over a penny per character or roughly $.05/word. Prefers literary fiction and also accepts serial stories. Previously published tweets will be considered, but pay at $1/story. Electric Spec: electricspec.com/submissions/submitting-fiction/ Speculative fiction. Not an exclusively flash fiction market, but will accept stories as short as 250 words. Pay is $20 per story, so the shorter the better as far as your per-word rate. Note issue-specific deadlines. A For more flash fiction markets as well as additional information on the form, how to write it, and examples: flash-fiction-world.com/writers-market.html or everydayfiction.com/flashfictionblog/flash-markets-2/