Economic Development Essay Example | Topics and Well Written Essays - 3500 words

Economic Development - Essay Example Therefore, in most developing countries, a wide gap can be seen between the rich and the poor unlike that in the developed nations. This gap widens more as long as rural development is ignored by economists and politicians. But there is a sudden change being experienced in the approach of economists and intellectuals. Those who have merely ignored the rural development in the past are now propagating for its development. Next sections of the essay will analyze the reasons behind ignoring rural development and the sudden change of approach. Reasons for Change of Approach Rural development mainly refers to the role of agriculture for the development of the nation. â€Å"Agriculture constitutes the main source of employment of the majority of the world’s poor. In total, the share of agriculture in total employment in developing countries constitutes 53% of the total workforce in 2004. In Sub-Saharan Africa 60% of the economically active population works in the agricultural secto r.† (Meijerink & Roza, 2007). This shows that agriculture or rural sector is the back bone of many developing economies. But the increased importance given to the industrialization opened up many industries and reduced the share of agriculture to the overall economic growth. Agriculture gradually became less attractive for the economies. This made the economists and intellectuals to reduce the focus on rural areas. But now economists and governments are seemed to be increasing their focus on rural development especially in developing countries. Some of the disadvantage of urbanization and industrialization helped them for this late realization. The main factors that lead to the change of approach are as follows: 1. Poverty 2. Unbalanced growth 3. Food Security 4. Lack of Infrastructure 5. Rural Marketing Poverty: Increased poverty in the rural area is the main reasons for this change of approach. Poverty is seen as a drawback for the development of a nation. Overall developmen t of an economy is not possible if there is a considerable percentage of poor among the population. Eradicating poverty became the major agenda of many countries. While looking back to the 19th century, economists realized that irrespective of the size of the nation, the sole factor that drove the economy was agriculture. But somewhere with the advent of technologies, countries reduced the focus on agriculture. This is one of the reasons that helped the economists to change their mind. Unbalanced Growth: In most developing countries, there is a wide gap between rich and the poor. Though such countries are recording tremendous economic progress, it could not be categorized as a developed nation when there is an unbalanced growth in the economy. Majority of the population should experience more or less similar growth and living conditions for a balanced growth in the economy. Food Security: Another major reason for the change of approach of the economists is food security. â€Å"At i ts June 2003 summit, the G8 group of countries recognized the need to increase investment in rural and agricultural development to achieve lasting food security. It pledged to reverse the decline in ODA for agriculture and to increase trade opportunities for developing countries.† (Bage, 2004) Food security is now a cause of concern for many countries. As a result of this, countries are increasing their respective funding to the agriculture sector in order to

Therapeutics and diagnostics reasoning Essay Example | Topics and Well Written Essays - 3500 words

Therapeutics and diagnostics reasoning - Essay Example The other steps include verifying, labeling and recording (Afful-Broni, 2014). This paper aims at identifying and critically analyzing the ethical, legal, practical, and administrative issues concerning to drug administration. The paper then explored and critically discussed facets of diagnostic reasoning and pharmacokinetics pertinent to a variety of medications mostly used in patient’s care. There is a growing necessity for nursing practitioners in both primary and secondary care settings to enlighten themselves on various issues surrounding drug administration. Drug administration is an essential part of nursing role that is underpinned by professional and legal requirements. In order to maintain patient’s safety, it is of the essence that nurses’ post registration and pre-registration knowledge and skills be developed in order that they can be able to competently administer medications and perform drug calculations (American Academy of Pediatrics, 2013, p. 67). There are various principles that govern drug administration in nursing. These principles aim to provide patients safety. In order to provide secure drug administration, the nurse ought to perform the rights of drug administration.  These rights are the right client, the right drug, the right dose, the right time and the right route. With familiarity in drug administration, there are five additional rights, which are essential to nursing professional. These additional rights include the right assessment, the client’s right to education, the right documentation, the client’s right to refuse, and the right evaluation (Andersen, 2012, p. 56). The principle of the right client or right patient entails administering medication to the right patient. The right client or patients needs to be confirmed by looking at the wristband, and by read-through a second bit of identification. This might be a

White Skin, Black Mask Essay Example for Free

White Skin, Black Mask Essay Frantz Fanons astounding debut novel, Black Skin, White Masks (1952), originally titled An Essay For The Disalienation Of Blacks, defined colonialism and its effect on the black man and took him further into the region of the human mind. After taking a position at a psychiatric hospital in Algeria, he became involved in its war, eventually deserting his cranial post to become a full-time militant in the Algerian National Liberation Front, and stemming from this period he penned his infamous manifesto, The Wretched Of The Earth. A failed assassination attempt years later confirmed his potency. This complex documentary also reveals the hypocrisies and inconsistencies lurking within Fanon, the most surprising of all, when he married a white woman. Part reconstruction, part archive, Black Skin, White Masks features rare footage of the man himself and experts attest to his brilliance including Professor Stuart Hall, Francoise Verges, psychoanalyst Alice Cherki, psychiatrist Jacques Azoulay (who worked and studied with Fanon), Fanons brother Joby, Mme Felix Fanon, and his sister-in-law and niece and finally cultural critic Homi K Bhabha offers valuable insight into Fanons relevance today. Isaac Juliens absorbing ode to Frantz Fanon is a fitting tribute and in breathtaking homage and style he offers the truth, the poetry, the bitterness of history and a glowing epiphany to the man himself. Black Skin, White Masks is a provocative walk through a land filled with colour, human need and exotic diversity that leaves no stone unturned. Black Skin, White Masks was an eye opener for me. It helped me realize how African Americans were treated in the our society for many years. I now realize why the older generation of African Americans hate when the younger generation use the nigger/nigga. It could bring back memories of racism that no one wants to remember. Rage is what I felt when I read the first paragraph of the novel, but its not my place to judge a entire race for past experiences that didnt happen to me. I also realized how real life in the past was: dying for saying the wrong thing, and being judged just by the color of your skin. I glad I took the time to read Black Skin, White Masks it helped me realize a lot and gave me a better understanding of how life was during segregation.

The Role of Computers in Family Life :: Technology Society

The Role of Computers in Family Life In this paper I will be explaining how computers play both a positive and negative role in the family life. Along with how much computers have changed the â€Å"Family Life†. I will explain how computers open the doors to endless access to the world. All this freedom however comes with a price. One must realize that you will be losing security with every new site signed up for or every purchase made on-line. Not to mention all the other problems that come along with having a computer. You must be ready and aware of the risks so you can be prepared when you hook-up your computer. Right now you can practically do everything you need to do right from your own computer. There are so many tools to work with and things you are capable of doing. You can virtually talk to anyone anywhere at anytime if they have the proper hook-ups. This also includes the newly on-line dating services that has pro’s and con’s of its own. Another plus for computers is instead of the children being glued to the TV for hours, they are now being productive on the computer. They are doing things that force their minds to keep thinking and not just zoning out. The introduction of computers to the family life also helps families come together and spend more quality family time together. The list can go on, but with all these opportunities we have, we also lose a lot. We lose privacy and security. There are also some greater drawbacks when in comes to the net, like Internet related crimes and identity theft. When you think of computers, what do you think about? Conducting business at work or writing assignments at school maybe. There is so much more to do with computers. I don't even know the half of them, but a computer at home can make things a whole lot calmer. First off, you can do all your bills on line. You can check on balances, or check when the payments were received. Also check your savings/checking accounts. This is a great feature because you get away from talking to machines and being put on hold. No more driving out in the cold or in traffic to see if you have enough money to cover your checks.

Plant Layout

LAYOUT Facility layout is an arrangement of different aspects of manufacturing in an appropriate manner as to achieve desired production results. Facility layout considers available space, final product, safety of users and facility and convenience of operations. An effective facility layout ensures that there is a smooth and steady flow of production material, equipment and manpower at minimum cost. Facility layout looks at physical allocation of space for economic activity in the plant. Therefore, main objective of the facility layout planning is to design effective workflow as to make equipment and workers more productive. Facility Layout Objective A model facility layout should be able to provide an ideal relationship between raw material, equipment, manpower and final product at minimal cost under safe and comfortable environment. An efficient and effective facility layout can cover following objectives: * To provide optimum space to organize equipment and facilitate movement of goods and to create safe and comfortable work environment. * To promote order in production towards a single objective * To reduce movement of workers, raw material and equipment * To promote safety of plant as well as its workers To facilitate extension or change in the layout to accommodate new product line or technology upgradation * To increase production capacity of the organization An organization can achieve the above-mentioned objective by ensuring the following: * Better training of the workers and supervisors. * Creating awareness about of health hazard and safety standards * Optimum utilization of workforce and equipment * Encouraging empowerment and reducing administrative and other indirect work Factors affecting Facility Layout Facility layout designing and implementation is influenced by various factors.These factors vary from industry to industry but influence facility layout. These factors are as follows: * The design of the facility layout should consider overall objectives set by the organization. * Optimum space needs to be allocated for process and technology. * A proper safety measure as to avoid mishaps. * Overall management policies and future direction of the organization Design of Facility Layout Principles which drive design of the facility layout need to take into the consideration objective of facility layout, factors influencing facility layout and constraints of facility layout.These principles are as follows: * Flexibility: Facility layout should provide flexibility for expansion or modification. * Space Utilization: Optimum space utilization reduces the time in material and people movement and promotes safety. * Capital: Capital investment should be minimal when finalizing different models of facility layout. Design Layout Techniques There are three techniques of design layout, and they are as follows: 1. Two or Three Dimensional Templates: This technique utilizes development of a scaled-down model based on approved drawings. . Sequence Analysis: This technique utilizes computer technology in designing the facility layout by sequencing out all activities and then arranging them in circular or in a straight line. 3. Line Balancing: This kind of technique is used for assembly line. Types of Facility Layout There are six types of facility layout, and they are as follows: * Line Layout * Functional Layout * Fixed Position Layout * Cellular Technology Layout * Combined Layout, and * Computerized Relative Allocation of Facility Technique

Poetry for a Generation - 1184 Words

Poetry for a Generation â€Å"We Negro writers, just by being black, have been on the blacklist all our lives. Censorship for us begins at the color line† (AfricanAmericanQuotes). Langston Hughes was an African American poet who made poetry that reflected what he witnessed in the urban communities throughout his life. Langston Hughes’ poetry spoke the words, feelings, and hardships that African Americans had to live with on a day to day basis. Though bi-racial, Langston Hughes knew very clearly what was hard for the typical African American, what was emotional unsettling for the typical African American, and what seemed unclear for the typical African American. His poems like The Weary Blues, The Negro Speaks of Rivers, and Harlem reflected that he knew this very well. The formula Langston Hughes used in his poetry not only got the attention of his peer African Americans, but it also got the attention of White America. By using his figurative language, tone, diction, and sound he was able to d o so. In a poem published by Langston Hughes in 1926 called The Weary Blues the speaker uses musical diction when describing the Negro piano player. The speaker describes the piano player’s music as a â€Å"drowsy syncopated tune†, adding sound when he says the player made the â€Å"piano moan with melody† (The Weary Blues 10). In the book Langston Hughes: Comprehensive Research and Study Guide Braxton Miller describes this poem in particular as one that â€Å"clarifies the thematic unity and diverseShow MoreRelatedThemes and Values of the Beat Generation as Expressed in Allen Ginsbergs Poetry1400 Words   |  6 PagesThemes and Values of the Beat Generation as Expressed in Allen Ginsbergs Poetry Perhaps one of the most well known authors of the Beat Generation is a man we call Allen Ginsberg, who expresses the themes and values in his poetry. 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Managing organizational change - Free Essay Example

Sample details Pages: 8 Words: 2373 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Background Information The content of this white paper is based on information from ODR, a consulting firm with more than 23 years of experience in helping organizations successfully implement change. ODRs emphasis is on giving organizations information about how to accomplish strategic and tactical change decisions on time and within budget. Managing a World of Change Why Organizational Change Management Is Important Organizational change is a reality of the modern world, and that reality isnt likely to change anytime soon. If anything, organizations can expect to face the need for even more change in the future, at an ever faster pace. Organizations have to deal with new technology and with upgrades for existing technology. They have to cope with reorganizations, process improvement initiatives, and mergers and acquisitions. So, with all that change going on, how are organizations managing to cope? Not very well. The reality is that relatively few of the organizations that institute change or are forced into it realize the benefits they had hoped for, and, in fact, end up worse off than they were before. That doesnt mean its impossible to engage successfully in change. Many organizations do succeed. How? They succeed by integrating any technical solution that was part of the change mix with a thorough and proactive orc hestration of the non-technical human aspects associated with the change. In other words, the organizations that succeed at change do so by considering the people who are affected by, will have to live with, and are often crucial to effecting the change in question. Even better, not only does managing the human aspects of an organizational change initiative help ensure the successful implementation and use of the technical solution, it sets the groundwork for implementing future solutions. This paper describes how organizations can be successful at change by using a framework for assessing and addressing the non-technical human aspects associated with organizational change. ODRs experience has been that applying this organizational change management (OCM) framework improves the success of technical implementations and reduces the inevitable drop in productivity and quality that typically accompanies change. And, in ODRs experience, succeeding with the framework establishes momentum for success with future versions of a given technical solution. Specifically, this paper covers the following topics: Don’t waste time! Our writers will create an original "Managing organizational change" essay for you Create order Defining the terms. The typical approach. Objectives of organizational change management. The organizational change management process. Defining the Terms What Are Organizational Change and Organizational Change Management? Change has several meanings, but for the purposes of this paper, change or, more precisely, organizational change will be defined this way: Organizational change is the implementation of new procedures or technologies intended to realign an organization with the changing demands of its business environment or to capitalize on business opportunities. Organizational change typically encompasses the introduction of new and perhaps unfamiliar processes, procedures, and technologies, which represent a departure from what affected individuals generally view as the established, practical, and familiar ways of doing their work. Thus, at the individual level, change can engender emotions and reactions that range from optimism to fear, including anxiety, challenge, resistance, ambiguity, energy, enthusiasm, helplessness, dread, motivation, and pessimism. Organizational change management is the process of recog nizing, guiding, and managing these human emotions and reactions in a way that minimizes the inevitable drop in productivity that accompanies change. The Typical Approach Why Change Efforts Typically Fail It seems inevitable that advances in technology, the maturation of markets in developed countries, the integration of international economics, and the economic fallout from the fall of communism have fueled, and will continue to fuel, an escalation in the amount and rate of organizational change. 1 But the success rate for organizational change is downright dismal. Consider these statistics: Fewer than 50 percent of companies undergoing restructuring, de-layering, and/or downsizing realize lower costs or higher productivity as a result of those changes. 2 About 80 percent of Total Quality Management (TQM) initiatives fail to achieve tangible results. 3 Roughly 90 percent of Business Process Reengineering (BPR) initiatives fail to produce breakthrough results. 4 Approximately 30 percent of all mergers and acquisitions fail outright, while most fail to realize expected synergies. 5 Between 55 percent and 90 percent of all technology initiatives fail to achieve their objectives because human and organizational problems are not adequately addressed. 6 More often than not, change efforts fail because organizations fail to recognize and manage the human components of change. New technical solutions require involvement by individuals throughout an organization who are willing to alter their behaviors and ways of thinking. Accomplishing that takes time, motivation, skills, and practice. Yet, because changes to behaviors and ways of thinking are less tangible and typically more time-consuming than the technical solution, the human aspects dont get the attention they need. A recent article on enterprise-wide software deployments demonstrates this lack of proper focus. The article estimated that the implementation effort for a successful transformation required 20 percent information technology and 80 percent organizational change management. Yet, most project plans and budgets allocate less than 20 percent of resources for managing change. Objectives of Organizational Change Management How to Change Successfully Organizational change of any type will typically create temporary reductions in productivity, as people absorb and adjust to the change. Therefore, two important criteria for a successful change implementation are the amount of productivity lost as a result of the change and how long it takes for the organization to regain its original productivity levels. The figure below, based on a 1990 U.S. Department of Labor study, illustrates the change impact and recovery process both with and without the application of a formal organizational change management process. Proactively addressing and managing the non-technical, human aspects of change by means of a formal OCM process will help reduce the initial loss in productivity and will typically shorten the recovery period. As organizations seek to implement new technology and take other actions to keep themselves competitive in their chosen markets, they must ensure that the changes they implement achi eve the full scope of their technical, financial, and human objectives. This is the ultimate objective of the organizational change management process: to ensure that tactics for addressing human reactions to change are fully integrated with other aspects of the implementation in order to achieve the full scope of objectives intended by the initiative. The Organizational Change Management Process Increasing Readiness for Change Individuals and organizations increase their general readiness for change by increasing their overall adaptability to change. This is accomplished by implementing a formal organizational change management process consisting of four critical components: Resilience Change knowledge Decisions and implementation Architecture Each component of the process is associated with key actions that can facilitate the timely implementation of a technical solution and speed the recovery time. Weaknesses associated with any of the four components of the OCM process create areas of risk that can inhibit the successful implementation of a change initiative. An organization increases its overall readiness for change by attending to the four components of the OCM process. Each component is described below along with key actions that can be taken to integrate the OCM process with the Microsoft Solutions Framework. Improving Resilience Resilience: The ability to absorb significant disruptive change while displaying minimal behaviors that detract from quality and productivity. Because resilient individuals are better able to adapt to change, helping people to become more resilient and getting already resilient individuals involved in the change process can directly improve an organizations chances for success fully implementing a technical solution. Resilient individuals are able to stay calm in unpredictable environments and are able to recover quickly from the stress of change. In fact, resilient individuals demonstrate an ability to prosper in rapidly changing environments. The higher the level of resilience within an organization facing major change, the better it will be able to avoid or manage such unproductive or dysfunctional behaviors as the spreading of misinformation, employee turnover, or deliberate sabotage, all of which can result in significant delays and costly overruns. Individuals who are highly resilient are: Positive. They view life as complex but filled with opportunity. Focused. They have a clear vision of what they want to achieve. Flexible. They are pliable in responding to uncertainty. Organized. They develop structured approaches to managing ambiguity. Proactive. They engage change rather than defend against it. The key implementation actions associated with resilience are outlined below. Key Implementation Actions Associated with Resilience Match the breadth and depth of the version release and the time assigned for implementation with the level of resilience within the organization. (Note: A preliminary diagnosis may be required to quantify the current level of resilience.) Select highly resilient individuals to participate directly in the implementation as a way to facilitate a rapid adoption of the solution among team members. (Note: Early adoption by team members can speed adoption within the rest of the organization.) Implementing Change Knowledge Change Knowledge: A practical understanding of how people and organizations respond to change. Understanding how change unfolds helps reduce the amount of unproductive behavior that may accompany the implementation of a new technical solution by reducing the amount of uncertainty involved in change. Reduced uncertain ty alleviates surprises and better equips people to focus time and energy on the technical solution. The manner in which change unfolds can be broadly grouped into seven key concept areas. These areas are: Nature. The impact of change on the individual. Process. The typical flow of change. Roles. The positions that are central to change. Resistance. The reactions that accompany change. Commitment. The process by which individuals and organizations align with change. Culture. The organizations past and present ways of doing things and the influence of these behaviors on the change. Synergy. The impact of teamwork on the change. A sufficient level of change knowledge can have a substantial impact on the success of change implementation. Change knowledge can either be applied to specific organizational change projects or to general education in advance of specific projects. The key implementation actions associated with change knowledge are listed below. Key Implementation Actions Associated with Change Knowledge For a specific project: Educate the implementation team on the key concepts of change knowledge and how they relate to the specific organizational change. Assess which concept areas are most relevant to the specific organizational change and plan for how the risks can be managed and the opportunities can be leveraged. For general purposes: Prepare individuals within the organization for what to expect from changes they will face in the future. (More information about the critical role change knowledge plays in the implementation of an initiative is available in a separate white paper titled Concepts of Change Knowledge, which is also located on this Web site.) Making Good Decisions Decisions: The alignment of an organizations current and planned changes with the resources available for implementing the initiatives. For an organization to be successful in implementing change, it must ensure that the demands created by its change initiatives do not exceed the organizations capacity for executing the changes. When change demands exceed the organizations capacity for change, key resources become overwhelmed by the number of changes competing for their time. The result is an increase in dysfunctional behavior that detracts energy from the implementation effort and, in many cases, impedes its process. Ensuring adequate capacity for existing and planned change demands generally involves: Inventorying current and planned changes and evaluating them to determine their potential value, impact, and resource requirements. Prioritizing changes according to this evaluation. Determining current capacity to implement changes. Trimming current and planned changes as necessary according to capacity limits. Developing and implementing strategies to increase overall change capacity to expand organizational adaptability. When implementing a technical solution for a customer, other ongoing or planned organizational changes can compete for required resources. This is especially true of the time and attention needed from key leaders within the organization, which frequently can be a scarce commodity. Several key actions can be taken to mitigate the inevitable risk of having inadequate resources for a technical implementation. Key Implementation Actions Associated with Resource Allocation Decisions Proactively assess other organizational changes to gauge their potential impact on the technical solution. Design an implementation plan and timeframe that takes the impact of competing changes into account. Determine the urgencies driving the implementation of the technical solution and continually leverage these urgencies with key leaders and constituencies to make the technical solution a priority within the organization. Implementing Architecture Structured Implementation Architecture: The structured plan for achieving the desired goals through implementation of the perceived change solution. Following a structured, yet flexible, implementation framework reduces errors and oversights and allows a team to proactively address issues that are routinely associated with the failure of organizational changes. Such a structured framework consists of seven phases which, when applied as a system, facilitate successful implementation of an initiative. The seven phases are: Clarification. Development of a comprehensive vision and measurable outcomes that are wholly shared by key leaders. Announcement. Development and execution of a detailed communication plan. Diagnosis. Assessment of critical risks and key levers associated with the change. Planning. Development of comprehensive strategies to mitigate risks and use levers identified in the diagnosis phase. Execution. Implementation of developed strategies. Monitoring. Continuous assessment and augmentation of an implementation sequence. Evaluation. Assessment of a complete implementation sequence, and documentation and transfer of key learnings. The steps involved in this implementation architecture parallel, in many ways, the existing Microsoft Solutions Framework. The key action, then, for executing a structured change management implementation architecture for customers technical solutions is as follows. Key Implementation Actions Associated with Implementation Architecture Integrate organizational change management concepts and practices with the Microsoft Solutions Framework to balance the technical and non-technical (human) aspects of change implementation. References Kotter, J.P. Leading Change. Harvard Business School Publishing: Boston, MA, 1996. Schneier, C.E., G. Shaw, and R.W. Beatty. Companies Attempts to Improve Performance while Containing Costs: Quick Fix Versus Lasting Change. Human Resource Planning, 1992, 15 (3), 1-25. Kearney, A.T. Study cited in Business Intelligences report entitled Managing and Sustaining Radical Change, 1997. Ibid. Maurer, R. Transforming Resistance. Human Resources Focus, 1, October 1997, 9. Kabat, D.J. Information Technologies to Manage the Next Dynamic. In Berger and Sikora (Eds.). The Change Management Handbook. Irwin Professional Publishing: NY, 1994, 221. Wall, Stephen J. and Robert S. McKinney. Wall-to-Wall Change. Across the Board. May 1998, 32-38.