Communication for Health Promotion

Communication for wellness PromotionThe purpose of this assignment is to strongly unfavorable judgment an fundamental interaction between a wellness professional and a helper drug user in a video clip titled Sexual wellness Advice Role-play (Nice (National Institute for Health and C atomic number 18 Excellence) Media, 2012). In the video clip, an adolescent male is seen using the C card scheme to obtain free condom from a pharmacy. The health professional in the pharmacy takes this as an opportunity to offer the adolescent serve well user a free chlamydia test. The type of health advance and communication seen in the video clip will be discussed including the health forward motional material models observed in the clip and the strategies that could consent been used to enhance the opportunity will be highlighted.In order to promote health, heath professionals must understand the interpretation of health. Health is commonly defined by two definitions matchless of which is a negative definition and the other dogmatic. The negative definition of health defines health as the absence of disease or illness (Naidoo and Wills, 2009), whereas the positive definition looks at holistic health and defines health as not just the absence of disease and infirmity just now as a state of get by physical mental and social well-being (World Health Organisation (WHO), 1946). Health is holistic and consists of different dimensions which all need to be considered (Naidoo and Wills, 2009).Health promotion is a practice of empowering good deal to improve control over their health, and to in like manner better it. It encourages people to improve their mental, physical and social well-being and to do so individuals and groups should start the knowledge of interventions that atomic number 18 in place in order to help people satisfy their needs, and change over or cope with the environment (WHO), 1986). Nutbeam (1998) suggested that a plenary social and political pro cess is represented by Health Promotion. It does not just look at strategies used to strengthen peoples skills and capabilities but it in addition looks at the strategies used to change social, environmental and economic conditions in order to improve their impact on individuals and public health. It moves beyond a guidance on individual behaviour towards a wide range of social and environmental interventions (WHO) 1986).There is a variety of health promotion approaches which all set out different objectives. These approaches argon medical, behaviour change, educational, empowerment and social change (Naidoo and Wills 2009). The medical approach concentrates on strategies used to decrease morbidity and premature mortality. The approach is also concerned with disease prevention among high-risk groups. This approach is usually linked with the three levels of health promotion, which are primary, secondary and tertiary (Leddy, 2006). Primary health promotion consists of strategies th at prevent ill health forward it occurs. Strategies may include immunisation or encouraging people to live healthier lifestyles (Hubley et al, 2013). The C card is a form of Primary health promotion because it aims to help teenage people protect themselves from sexually transmitted diseases by issuing free condoms.g1 Condoms are an efficacious way of preventing sexually transmitted diseases (National Health Service (NHS) choices, 2013) therefore the C Card scheme is a good example of primary health promotion because it prevents disease before it occurs. Secondary health promotion consists of actions taken to identify and prevent the progression of disease at an early stage (Scriven,2005). Secondary health promotion strategies may include health screening programmes. Secondary health promotion is seen in the video clip when the health professional encourages the service user to get screened for chlamydia. Every young soulfulness under the age of 25 is entitled to a free and confi dential chlamydia test through the National Chlamydia viewing Programme (NCSP). The NCSP is an NHS sexual health programme which was put into place by the Department of Health (DOH) in 2003 (NCSP 2003). In 2012 206,912 people in England tested positive for chlamydia and 64% of these were under 25 (NHS Choice, 2013). The NCSP targets young people under 25 because they are a high risk group where chlamydia is concerned. The programmes aims are to make sure that young people under the age of 25 who are sexually active are aware of the effects of chlamydia and have approach to free and confidential chlamydia screening (NCSP, 2013). According to Public Health England (PHE) (2013), since the NCSP was introduced there has been a 40% increase of chlamydia diagnoses in young people. This shows that more than young people are being tested and getting treatment for chlamydia. The last level of health promotion is tertiary health promotion which looks at improving the health of individuals w ho are already affected by a disease. It consists of actions to avoid deterioration and aims to reduce complications (Fertman and Allensworth, 2010). An example of tertiary health promotion is when an HIV infected person takes antiretroviral drugs to help slow down the spread of virus in the body (NHS choice, 2012). The educational approach aims to enable individuals to make informed choices about their health behaviours by educating and assisting them in developing skills (Trapani 2007). The educational approach is applied in the interaction when the health professional for the first time provides the service user with information about chlamydia before performing the chlamydia test.The behaviour change approach aims to change individuals unhealthy behaviours, by encouraging them to adopt healthy behaviours (Dixey, 2013). An element of the behaviour change approach is seen in the video clip by providing free condoms to young people, the C card scheme is trying to change their behav iours by encouraging them to double back engaging in unprotected sex. The C-Card scheme is a service for young people which provides free condoms, advice and information. g2The service is free and confidential. The aims of the scheme are to help young people have more access to condoms, support them, educate them on sexual heath and how to correctly use condoms (Burtney, 2008).The initial reason why the service user went to the pharmacy was to obtain free condoms but the health professional takes this as an opportunity to promote health. The promotion of health and wellbeing is a thorough part of being a health professional (Scriven, 2005). All health care professionals are back up to make every contact count. They are encouraged to use every interaction with an individual as an opportunity to promote health, whatever their profession or the reason of the interaction (Department of Health, 2012).Good communication skills are essential when health professional are attempting to pr omote good sexual health to young people. Effective communication enables health professionals to maximise the success of the interaction and this enhances the associated health promotion throughout the consultation (Barnes, 2009). The communication process begins at point of greeting and introduction (French, 2006). Williams and Davies (2005) suggest that communication with adolescents should begin with the development of put. They elevate on elaborate that rapport with the adolescent should be built by health professionals and they are also are advised to be non judgemental and straight forward. passim the interaction, the health professional did not introduce herself to the service user. The health professional could have presented the idea of a chlamydia screening more effectively by firstly introducing herself. According to NICE (2012) health and social care professionals must always make it a priority to introduce themselves to service users and clearly explain their graph ic symbol and responsibilities. If the health professional had introduced herself to the service user, the service user would have felt more comfortable and would have had more trust in the health professional. Introducing herself could have helped her build rapport between herself and the service user. Establishing rapport and building a relationship between a service user and health professional are considered as foundations to good communication (Mitchell and Welling, 1998). Building a relationship is fundamental when working with young people because if a young person does not trust you, they may not disclose personal information (Royal College of nurse (RCN), 2013).Throughout the consultation the health professional maintained excellent professionalism. The language used by the health professional was that of a professional manor and not over technical. The service user used clinical language that could be understood by the service user, she did not speak in way that could hav e been patronising to the service user. When interacting with adolescents, some health professionals resort to using patronising language because they mean an adolescent would not be capable of understanding professional language (Berry, 2006) The health professional maintained good shopping centre contact throughout the interaction. When interacting with a service user, health professionals are advised to maintain eye contact if it is culturally acceptable for the service user because it shows honest, confidence and helps build a more therapeutic relationship (Eisenberge, 2012). According to Bateman (2000), a health professionals advice may not be absorbed if there is a lack of eye contact. Appropriate body language was used by the health professional throughout the interaction. The body language used by the service user was also that of a professional manor. Allen (2013) suggests that body language can be used as a foundation of building rapport between service user and health p rofessional. She also goes on to say that trust can be established through mirroring and matching the body movements of a person. The health professional is seen mirroring the service users body movement throughout the interaction.Maintained good communication skill, eye contact, body languageGood environment no noise, privacy, no interruptionsWhen service user asked if it could be transmitted through kissing professional asked as if she didnt know. No information.Did not ask for consentShe did not project him a chance to ask questionsGave information before testReferencesBurtney, E (2008) Guidelines for Setting Up a C-Card Condom Distribution Scheme For Young People. procurable at http//www.phru.net/shin/Condom%20Distribution%20Review/Brook%20guidelines%20FINAL%2029%20Oct.doc (Accessed 23 April 2014)Department of Health (2012) The NHSs role in the publics health a report from the NHS Future Forum. Available at https//www.gov.uk/government/uploads/system/uploads/attachment_data/fi le/216423/dh_132114.pdf (Accessed 23 April 2014)Public Health England (2013) Chlamydia screening intervention proves infectious in general practice. Available at https//www.gov.uk/government/ intelligence activity/chlamydia-screening-intervention-proves-infectious-in-general-practice (Accessed 24 April 2014)Fertman, C. and Allensworth, D. (ed.) (2010) Health Promotion Programs From Theory to Practice. London Jossey-BassHubley, H., Copeman, J. and Woodall, J. (2013) Practical Health Promotion. 2nd edn. Cambridge Polity PressLeddy, S. (2006) Integrative Health Promotion Conceptual Bases for Nursing Practice. 2nd edn. London Jones and BartlettNaidoo, J. and Wills, J. (2009) Foundations For Health Promotion. 3rd edn. London ElsevierNCSP (2013) What is the NCSP?. Available at http//www.chlamydiascreening.nhs.uk/ys/about.html (Accessed 23 April 2014)NHS Choices (2012) HIV and AIDS Treatment. Available at http//www.nhs.uk/Conditions/HIV/Pages/Treatmentpg.aspx (Accessed 23 April 2014)NHS C hoices (2013) Chlamydia. Available at ttp//www.nhs.uk/Conditions/Chlamydia/Pages/Introduction.aspx (Accessed 24 April 2014)http//www.nice.org.uk/guidance/qualitystandards/patientexperience/PatientAwarenessOfHealthcareProfessionals.jspNutbeam, D. (1998) Evaluating Health Promotion progress, problems and solutions, Health Promotion international 13, pp. 27-44Scriven, A. (2005) Health Promoting Practice The contribution of nurses and allied health professional. world-class edn. Hampshire Palgrave MacmillanWorld Health organisation (1986) The Ottawa Charter for Health Promotion. Available at http//www.who.int/healthpromotion/Milestones_Health_Promotion_05022010.pdf?ua=1 (Accessed 23 April 2014)World Health Organisation (1946) Constitution. World Health Organisation, Genevahttp//books.google.co.uk/books?id=TjI1QMi3cnoCdq=medical+approach+in+health+promotionsource=gbs_navlinks_shttp//books.google.co.uk/books?id=xwOd0PcEdtoCsource=gbs_navlinks_shttp//www.nursingtimes.net/nursing-practic e/clinical-zones/sexual-health/health-promotion-in-sexual-health-2-nurses-role-in-engaging-with-clients/5001424.articlehttp//books.google.co.uk/books?id=yUTP2ioasf8Csource=gbs_navlinks_shttp//books.google.co.uk/books?id=bkDjTmriEiYCdq=why+is+eye+contact+important+in+health+and+social+caresource=gbs_navlinks_shttp//books.google.co.uk/books?id=AK_Mg2J5EhUCdq=language+used+by+health+professionalssource=gbs_navlinks_shttp//www.naturalhealthcourses.com/Reading_Room/Body_Language.htmg1Referenceg2Reference

Characteristics of Change Management Models

Characteristics of Change Management Models1.1 Evaluate the characteristics and application of a range of tack watchfulness moulds for opposite organisational structures.Organisational structure is thither to de full termine how the roles, power and responsibility be assigned, controlled and coordinated and how cultivation flows between the different levels of trouble. There be many different structures and this depends on the organisations objectives and strategy.Hierarchical this structure has a longer chain of command, each on a different level unitary above the other, like a pyramid. The advantages of this is authority and responsibility be clear and well defined, opportunity for promotion motivates employees and employees underside specialise and develop expertise in their field. On the other present the disadvantages atomic number 18 communication between departments whitethorn be less effective, decision making send word take longer, may be harder to adapt and switch or even rivalry between departments.Functional this is one of the most common especially in larger traffices they do this by dividing the business via departments such as sale, marketing, finance, human resources etc. The advantages of this structure is that it is specialised so departments focus on one area of work, productivity as they are specialised the staff are skilled in the tasks they perform, accountability at that place are clear lines of management and clarity everyone pull ins their roles. On the other hand the disadvantages may be closed communication, co-ordination may become difficult and they may be resistant to change.Flat this occurs when there are no management levels, when all staff report to one general manager mainly seen in footling businesses. The advantages to this structure are better communication and relationship between different roles, simple, fast decision making process, easier to change and adapt. On the other hand the disadvantages m ay be that employees may be less specialised and it is difficult to maintain this structure as the accompany grows.I would say we are between a flat and hierarchical structure because we are still relatively a small business yet growing, there are fewer levels of management. We sport our directors, managers and room leaders so it is a fairly direct chain of command with leaders having access to the directors very tardily as we all work very closely to standher however you can see as we grow levels go away be added.Change management theoriesBusiness environments are constantly changing and evolving such as social media and mobile capability shake up changed they way we do business which means there is an ever increasing call for to change and therefore change management. Change is a key source of competitive advantage and change is all intimately survival. There are several key change management models such as Kotter J.P.(2012) invented the eight step model for leading chang e.Create a reason of urgency if people think the organisation is doing fine there will be little motivation for change. It is cardinal that your employees see the collect for change. This is the most essential and difficult step to make sure everyone is on the same page in order to make the change happen.Bring everyone together it is essential to maintain a strong leader to convince employee that the change is necessary.Create a clear vision and strategy having a clear vision allows people to esteem easily what your are asking them to do.Communicate your vision to others- share the visions and make sure all staff understand what we are aiming for. It is cardinal to talk more than or less your vision often and use it daily to make decision and solve problems.Re run into obstacles- to clear obstacles and have a can do attitude this will help empower employees execute your vision and move send on.Motivate with short term wins- this will build confidence and allowing staff achieve short term goals will give them a taste of success. You want it to be achievable with little room for failure, so that they will want to get to the final pointedness of the change process.Build on the change- saying the above you deprivation to be careful non reward too early and keep mournful forward and building on the change.Change to become the core of the organisation- to avoid old habits creeping back in the change that came in place needs to be imbedded into the heart of the company.The real change requires a subtle motivation driven approach and is broad based rather than narrow and built on inclusion. then collaboration is the base for success and to achieve that there must be a wide spread perception for change. We need to look at our accept competitive situation and effective communication is key to getting the word knocked out(p) and achieving employee engagement. Change is only possible if everyone participates.In relation to how this Kotters change model is suitable for a change process with our organisational structure can be shown with an example of change we have currently put into action in our company.As part of a requirement by our governing body in the tiddlercare industry we must keep a keying daybook for each child, tracking and tracing the developments in their encyclopedism during their season in our nursery. For many year this was a manual hand written process, each child had a large word processed book that our members of staff needed to complete end-to-end the childs duration in the nursery. We then needed to keep these records for legion(predicate) geezerhood. Looking back on this now it was a batch of paperwork and you need a lot of space to store these records. Over the last two years we have introduced a change in this form of record keeping procedure and are now processing everything on a on-line program called Tapestry. This on-line learning journal is an innovative, time effective and kind to the env ironment form of keeping these records. We can give this change as an example of how we can use Kotters theory to bring this change to life.As breaker point one says the hardest job of this change was to explain the need of it to the staff. It was Copernican to educate the staff and get them to understand the urgency for this change. The urgency organism to move with the times and go paper less and digital, this was a daunting thought for them as many did non have strong IT skills and feared this process being difficult. We need to match our competitors and make sure we were part of the change that was happening in the industry. This application Tapestry is not only for inputting information round a child but it has an interactive live element to it where parents can log in and see the work we are doing and their childs achievements. This was a major reason for us wanting to introduce this change so that we can improve our communication with parents and give them a live brain w ave to what we do with the children in our setting.After numerous meetings and discussions with our staff they understood the need for this change which real helped us move forward. By educating them and giving them so overmuch information about the program, training them how to use it and explaining the benefits to us all they all came on board excited to get started. We created a clear vision and do sure it was communicated and brought in to our daily working lives.We set them small and achievable steps to show them they can do it and motivated them with rewards for their achievements. We recognised the staff that did a great job and told them all that by working and helping each other we can be better. We offered a lot of training in groups and one on one so that no one was left behind or struggling.We empowered them by setting deadlines for information about their key children to be inputted and then checked their work and give them feedback on their achievements. This really motivated them as they were proud of what they have accomplished and felt that we really took time out of our day to say well done.Now two year into this change we are about to go live to parents and are looking forward to this being the start of a unused era. Using this programme has really become a part of our daily working life and cant imagine freeing back to the old way. There are so many ways we can and are moving forward in our industry today but this is just one example of how we can manage change.In saying the above we can look at how Kubler-Ross (1960) change curve model can be discussed in relation to the example of us changing programs to Tapestry. Kubler- Ross Change Curve is a reliable tool to understand change and the stages associated with it, it is about us being able to help our employees adapt to change and move towards success.As we can see from the model above it is translated into the 5 stages of the grieving process. The 5 stages include in this model are d enial, anger, bargaining, depression and acceptance, this also holds true when it comes to business or employment and we need to understand during the change process at what stage our employees are at. If our employees do not make personal changes or transitions during our change process we will not see the benefits of this change or move forward.It is classic to support our staff through every stage of any change we implement in order for us to mark off success, this can be shown in the amount of training we invest in and support we give our staff to give them the tools they need to achieve. At stage one this can be scandalize or denial to the fact that change needs to occur and they may need to adapt to something new. Information is key at this stage, it will take time to digest and giving them knowledge and constantly communicating will empower them to be confident in the change.Stage two once all has colonised and everything becomes clear they may begin to feel fear of what lies ahead of them. It is native to panic and believe that you can not make this change happen and research yourself and your capability. It can also make them feel anger or resentful because they may have been comfortable in what they were doing and change means learning something new. This is an important stage to manage and ensure it is controlled so that employees stick with you. Once again communication is essential.Stage three at this point employees understand the change and may start to bargain and possibly learn only what they think is necessary. This is when training is key and vital to ensure that everyone receives the best information and access to mentoring. It is important not to rush this stage and wherefore we have taken nearly two years for our staff to trial the program before it goes live to parents. Allowing them to make mistakes and learn from them so that we are well equipped when this system is introduced.Stage four is the point at which moral and motivatio n can be low so when providing our training we try and make it as interactive and fun as possible so not only do they remember what is being taught but enjoy themselves in the process meaning they will do their best.Stage five is when we all really start to embrace the change and when we will really start moving forward.There are numerous other theories available for us to look at when discussing change management but for the two that I have analysed we can clearly see the discrepancy between the two model but their relevance and importance are still the same in the example I have given regarding Tapestry. In conclusion it has shown me that when it comes to any change within the organisation we need to ensure everyone is on board, educated, supported and zealous about the realize in order for it to succeed. Change can not be made to happen by one person it takes the whole company to want to come together to move us forward, therefore we need to make sure we are able to manage the change/ dispatch, our staff and ourselves throughout the whole process.1.2 Analyse stakeholder mapping techniques used for managing and evaluating changeWhen it comes to managing projects and implementing ideas the actions you take can effect a lot of people and some of these people will have more influence over the success of our project more than others. Therefore knowing who these people are before you start is incredibly important. This is because you are more in all probability to succeed if you have the support of your key stakeholders. Stakeholders are people interested in our business they can be internal i.e. employees and owners or outer i.e. suppliers, customers and government. It is important to understand who our key stakeholders are, this is where you would use a stakeholders map. The actions you take when you look at the power versus interest the stakeholder has being high or low.Stakeholder Power and care Mapping Bryson (2004)(Sourced Mindtools.com)From the drawi ng above you can see there are four types of stakeholders, those ofHigh power/high interest these are your most important stakeholders that you should keep informed and close to your project. For us this would be our Directors and managersHigh power/low interest these stakeholders are to be kept satisfied, their power is high so they can influence your project but their interest is low so this is unlikely.Low power/high interest keep these people informed as this can support your project. For us this would be our employees and customers.Low power/low interest to be monitored with little effort as these stakeholders cant influence your project and are unlikely to be involved.This analytical tool will help you better understand where to focus your energy and time. It is important to spend a lot of strategic effort thinking about where your real power is held and knowing how to keep our key stakeholders engaged. In relation to keeping them engaged we need to ensure we are communica ting with them using the right channels and tools of communication. The disadvantage of this tool is that unless you really know your stakeholders well you can place them incorrectly on your grid. A common mistake is by putting a stakeholder where you want them to be not where they really should be. Thats why it is important to know who they are, meet them, interview them and understand their values and beliefs, this knowledge will help place them in the correct position on the grid and will really give us a clear picture of who to focus on.In regards to managing and evaluating change such as the example I gave above of us introducing a new on-line learning journal Tapestry I would use this grid to pin point all stakeholders and approach them about my project. I would do research on their thoughts and ideas for this new system and use this information to make my decisions.Making informative decisions is the key to success and having lots of information from the relevant people will make my project and change run smoothly. The more preparation we take at this beginning stage the easier the transition will be to make a big change in our business.Stakeholder Salience model (Mitchell 1997)Unlike the power/interest grid above this model uses three parameters to categorise power is the ability to influence the business, authenticity is the authority and level of involvement they have on a business and urgency is the time expected to respond to their expectations.Source Creative communicationFrom the plot above where these three factors meet shows you who your ultimate stakeholder is and these are the people you need to focus on. The other type of stakeholder that should have your attention is the dominant one as their power and legitimacy is high but their urgency is low.1.3 Analyse techniques to evaluate changeIt is important and vital for us to evaluate the changes we make and measure their results. We need to know if we were successful or not in order to lear n for future projects. Evaluating ourselves and our projects allows to better make decisions and helps reduce uncertainty, increases learning and control of what we are doing. hotshot method of evaluating change is through Key Performance Indicators (KPI) this is when measures can be set against our objective to see if they are working. We need to gather data and information over time. By doing this it gives us a snapshot of our company and give us informs to something that may be wrong. We need to look at what the key factors of our business for us is our customers and ensuring that people keep enquiring and jointureing our nursery. We can measure the number of enquires we get and then look at the success rates of those enquirers, did they register and did they join the nursery? These questions and results will give us a clear picture of what we are doing wrong and how we can do better.What can come out of this is that we need more training for the people who are giving the nurse ry tours, educate them in marketing and sales techniques to ensure every person that steps through our door leaves wanting to be a part of our business. When we look at a KPI we need to make sure they are meaningful to us and that we are tracking something that will help us make better decisions.In relation to the example I have been giving above use moving to using Tapestry we are currently at the piloting stage where we are going live to 4 parents to trial the system and learn about the other side the customers point of view, what do they see, how useful is it, what problems do they have using it etc. We are using this trial period to educate us before we go live to the whole nursery, we are selecting a variety of parents and children to get a broad perspective of their views.This evaluation stage is key to comprehend if this change was worth the effort and time. Obviously before this point we are confident that we made the right choice to move the company forward in regards to t echnology and moving with the times but we could be wrong and that this system will not bring that many benefits but until we listen to our customer, ask the questions we need answering we will not know, we would be assuming.1.4 Evaluate the relationship between change management, business pertinacity and crisis managementThis is a process of preparing for something that most likely will never happen, we may find this a waste of time but it is important. Change management as we have seen is about thoughtful planning, implementation, reference book and involvement of the people affected by the change. From this we have learnt that there are many theories and models to manage change but overall its about preparation which think into business continuity. Its all about being ready for example like the Y2K crisis everyone believed the whole world would shut down in the year 2000.Business continuity is about anticipating the worst and being as ready as you can for this. Anything that i nterrupts normal business activity such as power outages, system failure, natural disasters etc can happen and we need to think about this and be prepared. An example of something basic we do is fire drills, invacuations, fortune assessment etc. These are small examples but if we are well prepared then it can not end in disaster.Crisis is not about if it will happen to you its about how, when and why will it happen. It may seem like a single event but its not it can set off a chain reaction. It is important to identify the things that are creating conditions where crisis can happen and proactively form a divert crisis portfolio. This about preparing for a wide era of crisis and pick up early warning signals, look at key assumptions, build a damage control plan, think and act. Coming out of a crisis well can really move your business forward or not being crisis prepared can damage our company to points of no return.Examples can be what if our utilities failed such as our toilets, h igh temperature etc, we need to have maintenance companies on hand to have things repaired quickly so that we dont need to close the nursery. This happened last week when on of our toilets broke, I have a contract with a company that can help with plumbers, electricians, decorators etc so if I call they can send me anyone to repair the problem. It is important that I am prepared if something goes wrong, closing the nursery is the last measure. I have to have contacts and information of people who can help me in times of need. Another crisis return key we deal with is recruitment, we can do our best to have a bank of staff CVs but once a staff member has handed bump we dont have long to find someone to replace them. The only way to avoid this crisis is about prediction and having good communication with your staff and knowing if they are unhappy or are looking to further their career. If we have this information then we will not be surprised if they want to leave or we can try and get them to stay with incentives like pay increase, further training, promotions etc.This simple information can really make a difference to the way we prepare for these events. Knowledge is power and allows you to be in control.I need to know how to identify risk and how to handle them. We do daily risk assessments and check our building to make sure we are catching early signs of anything going wrong to ensure it doesnt become crisis point, its about being aware and proactive. Because we are taking these proactive measures everyday to instil trust in our employees, customers and stakeholders that we know what we are doing. If something was to happen we are well prepared and trained in treatment the situations. If you are not prepared for the worst it can destroy your company and you will loss your reputation.

Cults And Jews :: essays research papers

Cults And JewsCults are becoming more and more of an issue for Jews every daytime. Many cults are beginning to localize Jews. They say you can believe in Jesus yet remain a Jew, or many other things like that. It is important for people to organise themselves of these cults and their recruiting techniques so that they will not be taken advantage of by these cults. Cults now are very antithetic than they were in ancient times though. The Jews, quite an than being targeted by cults, were themselves a cult. In fact they were one of the first documented cults.Now, Judaism is not considered a cult, it is a religion. Back in the ancient days many aspects of the Israelites laws do them a cult. The Israelites had sacrifices for many occasions. Sin-offerings, guilt offering, fellowship, votive, freewill, dedicatory, and ordination are all documented reasons for sacrifices to God. These sacrifices are what made the ancient Israelites different from the modern day Jewish people. Those s acrifices are also what made the ancient Israelites a cult instead of being a religion like now. After the destruction of the plump for temple sacrifice was replaced with prayer and prayer still stands now. Mishna discusses the different sacrifices the Israelites made and the reasons they were made. The rabbis say that sacrifices were not a bad thing. Because the sacrifices were made to God and represented different things between God and the people, the sacrifices were allowed. Sacrifices were made for apologies to God, for holidays and many other purposes, but they were always animal sacrifices and they were always to God. These two aspects permitted the offerings. Because they were animal offerings, not human, the offerings were not too gore-filled. And since the offerings were made to God, it is not a person, but an all-powerful being. It makes sense to make offerings to God because God created the people and guided them.Merriam Websters Collegiate dictionary defines cult as 1 formal religious veneration Worship. 2 a system of religious beliefs and ritual also its body of adherents. 3 a religion regarded as unorthodox or spurious also its body of adherents. 4 a system for the cure of disease based on dogma set frontward by its promulgator . 5 a great devotion to a person, idea, object, movement, or work (as a film or book) especially such devotion regarded as a literary or intellectual fad b a usually small group of people characterized by such devotion.

dikes :: essays research papers

When flood waters from the Mississippi River and its tributaries surge down the river the playscript of water is physically impossible to contain. In general, there is just to much WaterThe pools behind the navigation dams have no effect in preventing or causing floods. Like a bathtub it doesnt matter if the pools are empty or full when the floodwaters come. Within a very short prison term the excess water back end create an over flow (Army Corps of Engineers).What is a Flood?A flood occurs when water is poured over the land and the end and rivers cannot cope with it (Waterlow 8). Once a basin has filled, water go forth overflow its rim and resume its downward progress. Gravity ensures that water must run out the land into the sea (Allaby 12). When snow melts from a divide it is joined by more snow, and it will eventually reach the low lands. Hills down below will also shed water into the same low lands and if there is enough of this it can result in a flood (Allaby 12). The M ississippi, Missouri, and Ohio drain an area of 1,243,700 substantive miles, this goes from the Rocky Mountains to the Canadian boarder and Pennsylvania (Allaby 13). All of this watershed result in floods each year the snow up north melts. How a obturate Affects FloodingA dam is made to capture pools at least 9 ft. deep so that barge traffic can navigate freely through out the river. A lock is made so the barges can move from one pool to another (Army Corps of Engineers). The combination of these two make up a lock and dam system. Between St. Anthony Falls, MN, and Granite City, IL there are 29 lock and dam systems. It is said, in the beginning of this page in fact, that dams do not control flooding. Dams werent made to control floods and they never will, because floods are so unpredictable and so uncontrollable (Army Corps of Engineers). What is a dykeA dike is an embankment built to control or hold back the water of a river, stream, sea, etc. (Waterlow 25). In building a dike you can use sandbags, dirt, or both put together. You will build up a wall, getting it as compact as possible, as high as you think is needed to hold back the floodwaters. In the Netherlands farmers have used dikes to protect their farms from floods for hundreds of years (Waterlow 25).

Why Should People Choose a Healthy Lifestyle Essay -- Healthy Lifestyl

You are driving in your car when suddenly your stomach rumbles. You are hungry. Do you decide to pick up some(a) fast intellectual nourishment or go home and spend the time to make yourself a meal? Let us assume we do not have the time to create our own meal. When you get to the restaurant of your choice, do you park in the closest parking spot to the door or do you simply use the drive-through? What do you choose to eat? Is it something processed and frozen or do you choose something made fresh? After eating your food you decide to go to the mall. You pass advertisements of smiling thin happy models. You need to get to the second floor. Do you take the elevator, the escalator, or the stairs? These are choices we reckon every day that can impact our lives today, tomorrow, and even further into our future. Children follow our examples. If we are faced with these choices daily so are they. How can we make our modus vivendi more healthy not only for ourselves, but also future generati ons? A more healthy lifestyle is established through balanced priorities, beefed-up mental health, and good role models.Priorities throughout life whether financial, educational, or physical help to create a longer and more balanced lifestyle. With so many false pictures portrayed around the world through the Internet and social media of how a body should look, it is not surprising that many individuals pay more economic aid to the weight on the scale, than they do to muscle mass and other factors that may more significantly impact their overall health. Photoshopped billboards and fashion models lead to an impossible expectations kafkaesque of how a normal human body should appear. As Natasha Turner said, Its not your actual weight on the scale that matters most for overall healt... ... bookman Research Center. Web. 9 Nov. 2015. Kane, Anthony. A Parents Job As A Role Model. Healthy Place 2011 n.pag. Web. 14 Nov. 2015. Nutrition & Weight ascertain for Longevity. (2012) 1-46. S tudent Research Center. Web. 29 Nov. 2015. Poverty Kills Health Depends on Wealth. Huntsville Forester 26 Sept. 2013 n.pag. Student Research Center. Web. 1 Nov. 2015. Richardson, Vanessa. A Fit Body heart and soul A Fit Mind. Edutopi. The George Lucas Educational Foundation. n.d. Web. 10 Nov. 2015. Small, Gary. Can Exercise Cure Depression. Brain Bootcamp Sept. 2010 n.pag. Psychology Today, 2013. Web. 5 Nov. 2015. Tecco, Armand. Why is Exercise Important. Health Discovery, HealthDiscovery.net, 2013. Web. 13 Nov. 2015. Turner, Natasha. are You Skinny Fat? Chatelaine 86.10 (Oct. 2013) n. pag. Student Research Center. Web. 2 Nov. 2015.

Hamlet Essay -- Shakespeare

Critics often judge Gertrude as a weak, selfish and innocent woman, caught up in conflicts she does not richly understand. To what extent do you agree with this?The two female characters in Shakespeares tragedy seem to be drowned in the mist of the deceitful power-game played by the male characters, which contribute to the on-going tragic conventions of murder, revenge and betrayal so prevalent in this form of drama. The title of Hamlets metatheatrical play-within-a-play, the mouse-trap is as applicable to the temporary hookup of Shakespeares Hamlet set in the especially patriarchal society of Elsinore, which is dominated by the authoritative actions of the male characters, Hamlet may be seen as a tragedy where the female characters have small and seemingly unimportant roles in the tragic plot compared to the climactic masculine moments the visitations of the Ghost, the dramatic agon between Hamlet and Claudius and the nett conquest between Hamlet and his counterpart Laertes. Ge rtrude is a character whose fate is tragically overshadowed by the power of these men, indicative of the submissive role of women in the Jacobean period. Despite the fact that directors often present Gertrude as a sensual and deceitful woman who is vain and self-satisfied with strong sexual appetites, if one looks to Shakespeares text, this character has a very small and arguably innocent voice in the play indeed Rebecca Smith argues that Gertrudes words and action hit not the lusty, lustful, lascivious Gertrude that one generally sees in stage and film productions but a compliant, loving, unimaginative woman whose only concern is pleasing others. In order to assess Shakespeares characterisation of the Queen, it is necessary to exami... ...arded as selfish, weak and innocent, caught up in a conflict that she more than understands. Works CitedBamber, L.(1990) Class skin Shakespeare and Sexism. The Womens Review of Books 75.Bradley, A.C. (1966) Shakespearean Tragedy. New York St. M artins Press.Burnett, Mark, ed. (1994) New Essays on Hamlet. New York AMS Press.Granville-Barker, Henry. (1970) Prefaces to Shakespeare. New York Hill and Wang.Heilbrun, Carolyn. (1957) Hamlets Mother. California University of California Press.Kolin, Philip C. (1991). Shakespeare and feminist Criticism an Annotated Bibliography and Commentary. New York Garland.Loske, Olaf. (1960) Outrageous Fortune. Oslo Oslo University Press.Shakespeare, William. Hamlet. Shakespeare, William. Macbeth. Smith, Rebecca. A Heart Cleft in Twain the Dilemma of Shakespeares Gertrude.

The Relationship Between Science and Reality Essay -- Science Scientif

The Relationship Between Science and RealityThe relationship between erudition and worldly concern has more to do with coexistence rather than one idea existence superior to the other. I shall first define what each means and then get together examplesters of how I arrive a t this coexistence theory. According to Random House Websters Unabridged Dictionary, 1 ed., science is defined as follows 1. a branch of companionship or study dealing with a body of facts or truths systematically arranged and showing the operation of general laws the mathematical sciences. 2. systematic knowledge of the strong-arm or material world gained through observation and experimentation. 3. systematized knowledge in general. The same dictionary defines reality as 1. the state or quality of being real. 2. Philos. a. something that exists independently of ideas concerning it. b. something that exists independently of all other things and from which all other things derive.I have a 5-year-old nephew who is alive because he received a heart channelize a few weeks after his birth. His parents very public request for organ donors received a lot of attention at the time, including a local radiocommunication talk show that discussed the organ donor program in general and whether this particular baby should be given a new heart. The replies were astonishing to me in both their intensity and their divisiveness. That some people could publicly say, let the baby dieits Gods way, left me with my jaw hanging open. or so callers talked about how it was unnatural for science to be used in such a manner while others praised the fact that we now had the technology to allow a child, who might otherwise die, live. Today, that medical miracle of science wil... ...dual, not social preferenceswhich is why in almost every country in the world, the automobile has triumphed(p308). He concludes that cars shoot California more enjoyable. Our group all agreed. As I stated earlier, The Relationship bet ween Science and Reality, is about co-existence. We need both science and reality to not only coexist, but also to continue to improve our lives. Works CitedRandom House Websters Unabridged Dictionary, Second Edition. 1999 ed. Bishop, Michael J, Enemies of Promise. Lunsford, Andrea and John Ruszkiewicz, The Presence of Others Voices and Images That echo for Response 3rd ed. New York St. Martins 2000. 237-242. Wilson, James Q, Cars and Their Enemies. Lunsford, Andrea and John Ruszkiewicz, The Presence of Others Voices and Images That Call for Response 3rd ed. New York St. Martins 2000. 303-313.