Catcher in the Rye Essay: The Importance of Language -- Catcher Rye Es

The Importance of Language in The Catcher in the Rye   Ã‚  Ã‚  Ã‚   J.D. Salinger's The Catcher in the Rye has captured the spirit of adolescence, dramatizing Holden Caulfield's vulgar language and melodramatic reactions. Written as the autobiographical account of a fictional teenage prep school student named Holden Caulfield, The Catcher in the Rye deals with material that is socially scandalous for the time (Gwynn, 1958). As an emotional, intelligent, and sensitive young man, Holden puts his inner world to the test through the sexual mores of his peers and elders, the teachings of his education, and his own emerging sense of self. Throughout the years, the language of the story has startled readers. Salinger's control of Holden's easy, conversational manner makes the introduction of these larger themes appear natural and believable. (Bloom, 1990).      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   At the time of the novel, and even today, Holden's speech rings true to the colloquial speech of teenagers. Holden, according to many reviews in the Chicago Tribune, the New Yorker, and the New York Times, accurately captures the informal speech of an average intelligent, educated, northeastern American adolescent (Costello, 1990). Such speech includes both simple description and blatant cursing. For example, Holden says, "They're nice and all", as well as "I'm not going to tell you my whole goddam autobiography or anything." In the first instance, he uses the term "nice" which oversimplifies his parents' character. This wording of his phrase implies that he does not wish to disrespect them, yet at the same time he does not intend to praise them. At best he deems them as "nice and all." Holden further cuts short his description, but in a more curt manner, when he stat... ...nage angst is apparent, Salinger carefully crafted Holden's vocabulary to create a character who would be believable. As Holden's vocabulary and outlook on life demonstrate his character as a fictional persona, the realistic flavor of his vocabulary mixed with emotion unfailingly ties him to the harsh realities of adolescence and the youth of his time.    Works Cited Bloom, HB. Major Literary Characters: Holden Caulfield. Chelsea House Publishers. New York, 1990. Costello, DP. The Language of the Catcher in the Rye. Holden Caulfield. Cambridge, New York; Cambridge University Press, 1990. Gwynn, F. The Fiction of JD Salinger. University of Pittsburg Press. 1958 Salinger, JD. The Catcher in the Rye, Little, Brown and Co. Boston, 1951. Salzman, J. The American Novel: New Essays on the Catcher in the Rye. Cambridge University Press, 1991.

On Becoming a Leader Essay

The book I chose to review is â€Å"On Becoming a Leader† by Warren Bennis. At the crux of this book is a search to understand how leaders are made. Throughout the book, the author tries to prove through polls and observations, that leaders are not born but are made through a combination of nature and nurture. Leaders who excel tend to have similar characteristics which have been developed by a series of experiences in their lives (these include embracing mistakes, taking risks and learning from adversity). Another idea discussed in the book is that of the role of education in making leaders. Bennis notes a number of qualities and abilities that are common amongst the leaders he interacts with. Some of those are relating well to others, trusting others and in turn being trustworthy, the ability to motivate people and to not give up, inspiration and competence in the job. However, he claims that a major problem in business & leadership is the â€Å"societal disease of our time† (as said by Norman Lear to him) – short term thinking. He highlights throughout the book that this form of thinking is not beneficial to organizations and that a good leader should be able to look further and not give the short term too much importance. At one point he claims that short term thinking is what kills one of the most important attributes a leader must have – innovation. The author mentions that leaders are important to an organization since they are of paramount importance to the operational performance, stability and integrity of the organization. To this end, Warren Bennis presents in a systematic manner various attributes that are required of a leader to be able to perform well. The first attribute discussed is the ability to â€Å"Master the context†. In this chapter, the author discusses the fact that a leader must be able to understand the reasons and outcomes of different situations. Only once he has managed this, will he be able to act in the best possible way for his organization. This is in line with what we have learned throughout our course regarding improving one’s self-awareness as well as the 4 perspectives of organizational effectiveness. A leader must be able to understand the context of work and respond by being aware that he needs to look after different perspectives of people and systems related to the organization. The second thing discussed is â€Å"understanding the basics†, which is quite similar to mastering the context. In this, Warren Bennis explains that leaders need to understand the underlying concepts at work before making decisions. He lists a series of attributes that can be found in most leaders including self-knowledge, passion, vision and trust. He argues that most of the leaders are not born with these attributes but life experiences and a desire to lead people enables them to develop a good understanding of this. Their drive to acquire and learn are much higher than on average and they actively pursue these drives while taking risks and placing lesser importance on their drive for safety. In this he also discusses the difference between managing people and leading them. We have gone through various topics related directly to this effect in class. According to me, one of the strongest drives an individual has is the drive to safety. An individual would be much more comfortable if they can trust their leader. The ability to understand the thought process of their leader and their belief/trust in him helps shore up their drive for safety. Across cultures, people tend to avoid uncertainty and if a leader is able to, through knowledge and an understanding, provide people with an image of consistency; it goes a long way in settling people and reducing stress. The third lesson is â€Å"knowing yourself†. Warren Bennis argues that in order to lead others, one must fully understand themselves. To be able to trust your decisions/inner feelings is extremely important for leading people and making correct choices. The author goes on to highlight 4 lessons that enable an individual to understand themselves. They are â€Å"you are your own best teacher†, â€Å"accept responsibility†, â€Å"you can learn anything you want to learn† and â€Å"true understanding comes from reflecting on your own experience†. All these lessons are at the core of organizational behavior as we have learnt. These 4 lessons can apply even to organizations as well as being useful for individuals. Self-concept is an important part of an individual’s make up and to feed that we must be able to reflect on our past experiences to learn from them. Social learning, learning through reinforcement and learning through experience are discussed as important factors of learning in organizations in our course. I believe this same applies to individuals as they are able to develop their social identity and self-concept through these lessons. Next, the author discusses â€Å"Knowing the world†. This takes a similar route to the previous subject of knowing yourself, while developing a greater scope to the understanding. Cultural understanding is an extremely important attribute in a leader. In an increasingly diverse workforce coupled with increasing globalization, a leader must have the ability to and desire to understand various cultures and behaviors. Values and behavior are very different for different cultures, and a lot of organizations have failed due to the incompatible understanding of their leaders. The HP-Compaq merger was a major case where while it was beneficial financially and operationally for the companies to merge, their leaders were not able to fully adapt the two company’s cultures properly, causing the merger to have not performed anywhere near expectations. One point that I found particularly interesting and felt that was very important was the need for a person to find a mentor who can help them enhance and shape their cultural understanding. The social learning aspect discusses similar concepts, where a person learns from someone whom they aspire to be. Being able to find a mentor who has an in depth understanding of cultures, or at least has a desire to learn cultural differences can help an individual become a more complete leader. The next thought discussed by the author is â€Å"Operating on instinct†. This discussion focuses on the fact that a good leader should be able to believe in himself and should be able to take decisions from his gut feeling. More often than not a leader and even individuals will have to make decisions without knowing all the details they would like to know. The presence of incomplete information should not make the leader less likely to make a decision. A good leader will have developed enough self-awareness and through self-evaluation and verification be able to rely on his instinct to make the right choice. This enables the leader to be able to quickly and decisively contemplate and decide issues. The next discussion is based on †Deploying yourself†. In this the author talks about the fact that a successful leader is a person who is willing to take on challenges even though he might have failed in earlier challenges. The drive to learn and acquire are, I feel, major contributors to this topic. A good leader will be able to reflect on his past experiences and learn from them; and this gives them confidence to continually drive for newer challenges and tasks. Another topic discussed is â€Å"Moving through chaos†. In this chapter, Warren Bennis describes the difference between all individuals and leaders. He points out that everyone faces problems and issues in their career, but that leaders analyze these problems and tend to learn from these. Conflict resolution can take many forms through third-party conflict resolution or negotiation. Leaders reflect on their conflicts and develop an understanding of how to overcome those challenges. â€Å"Getting people on your side† is the next topic covered. The main point of this discussion, and a very important learning for me personally, is the ability of the leader to be trustworthy. To be trusted, a leader must display consistency in his actions, congruity – meaning what they say, reliable to their followers and have a strong integrity. This once again gravitates towards the drive for safety individuals have. To be lead by someone, an individual must trust them to act on their behalf and be able to predict to a certain extent what their leaders will do for them. The concept of romanticizing leadership is down to this ability of leaders. If a leader is able to bring their employees/followers on their side, the leader’s ability to work through tasks and challenges is increased. Even mistakes made by them will be viewed in a positive light, enabling them to continue taking risks. â€Å"Organizations can help – or hinder† is the next topic that is discussed. This focuses on the fact different organizations will have different expectations from their leaders. The culture at an organization will dictate how well a leader will be able to lead the organization. A good leader will be able to understand the context of the organization and will try to devise strategies he can implement to make changes. The author also mentions that the leader should try and develop organizational characteristics that are in line with their culture. This also transposes into the last discussion of â€Å"Forging the future†. The impediments faced by leaders in an organization can be very hard, but a good leader will be able to develop his own culture and characteristics to move the organization forward. One major issue I had with this book was that while the author continually refers to short term thinking as a â€Å"societal disease†; he himself to a certain extent subscribes to that notion. His interaction with the leaders seems comparatively very short term. Throughout the statements made in the book, it felt that the interviews were more about successful past rather than forward looking. I understand that one of the major attributes is to learn from experiences but the I’d prefer if the author also focused equally on the leader’s thoughts about the future. Secondly I felt that there was quite a bit of political commentary in the book. I knew that it was going to have some after reading the reviews while selecting the book, but the political leadership aspect seemed to be a comparatively one sided. I feel that the author could have refrained from making this political and focused instead on the corporate leadership aspect.

Human Resources Test Case - 1477 Words

Case study choice 1: Read the Application Case 15-1 on pages 503-505 of the textbook. Answer the following questions based on your reading of the case and the material in Chapter 15. Your response should be at least 3 pages in length, and you should cite references relied upon for your answers. All references should be cited according to APA guidelines, including the textbook. a. Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive? Section 8(a)(1) of the National Labor states, â€Å"It shall be an unfair labor practice for an employer to interfere with, restrain, or coerce employees in the exercise of the rights†¦show more content†¦The union also stated that the company threatened employees with deprivation of benefits if the union should be elected to represent them. This refers to both the veiled threats of Larry Melton when he told Thompson that he had always had it good and that it was his last chance and when Leo Nord told Cecil Snow that the rent free apartments would go away if the union won the election. The company’s claim that even if Melton had threatened the employees he had been terminated over a month prior to the election may hold up, but the claim that Nord was simply stating an opinion which is protected by the Section 8(c) probably will not hold up. The NRLB would most likely rule that Nord was acting as an agent of the company and that it was a legitimate threat. The claim t hat the company threatened employees for refusing to reveal the identities of employees who attended a union meeting again is based on the actions of Melton which may or may not hold up due to the fact that he was terminated by the company. The charge of informing an employee that it knew the employee had joined the union is also based on the actions of Melton’s actions. Again this may or may not hold up. The last charge of promising to pay employees for certain medical benefits toShow MoreRelatedThe Human Resources Department Is A Critical Component Of The Health Care Workforce1478 Words   |  6 PagesDisability Discrimination in Health Care The Human Resources Department is a critical component in the health care workforce. They are in many ways the backbone of an organization as they handle a variety of issue that employee have. Some of the most complicated issues that Human Resources has to deal with is disability discrimination. The reason this subject is very difficult is because of the acts that protect the disabled from discrimination. 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Based on the performance of the company and the shortage of staffs, reframe human resource policies in terms of recruiting, staffing, employee benefit, cost analysis, and training. 3. Organize and participate in the recruitment of middle management or higher level positions. Organize the training, performance evaluation and rewarding system for the backbone employees of the company 4. Monitor the execution of human resourcesRead MoreCommunicable Disease934 Words   |  4 PagesPrevention). Human Immunodeficiency Virus (HIV) is the virus that causes AIDS (acquired immunodeficiency syndrome). Human Immunodeficiency Virus (HIV) is an infection that slowly destroys the immune system, which makes it difficult for the body to fight off infections. Human Immunodeficiency Virus (HIV) is a communicable disease transmitted through, semen, blood, vaginal secretions, and breast milk. The Centers for Disease Control and Prevention (CDC) offers guidance in helping control the human immunodeficiency

Key Elements For Commit Fraud - 1673 Words

Elements There are five elements needed to commit fraud: (1) a false statement containing material fact, (2) the defendant possesses the knowledge that the statement is untrue, (3) the false statement’s intent is to deceive the intended victim, (4) the intended victim justifiably relies on the statement, and (5) the ending result is financial injuries to the intended victim. All false statements do not constitute for fraud; it needs to contain a material fact. The materiality of the statement induces the intended victim to agree to something with the defendant. Statements of belief (puffing) are not considered fraudulent since there are no legitimate statement of fact. For example, Joe goes to buy a car and the dealer says the Prius†¦show more content†¦Corporate governances work as a principal catalyst for stakeholders to raise corporate awareness and expectations regarding appropriate behavior and practices. Stakeholders use their fraud knowledge to contribute to the c ompany’s Code of Conduct and Code of Ethics for management and employees as well as participate in risk mitigation efforts. Stakeholders can also participate in boards that create programs that focus on the prevention, detection, and deterrence of criminal and fraudulent acts. The goal of the programs is to ensure that everyone is making the right decisions in the workplace (Managing the Business Risk of Fraud: A Practical Guide n.d.) Theories of Crime Causations There are three theories of crime causations: (1) the strain theory, (2) the control theory, and (3) the social learning theory. However, there are also biological causation of crimes which are further broken down into psychological, economic, and political theories. Understanding the sociological causes of why fraud is committed helps fraud investigators identify perpetrators and the crime. Sociological theories enable fraud investigators to learn how a white-collar criminal’s social environment impacts his or her desire to commit a crime. Each theory focuses on the common social environments like family, workplace, and community, but they are also very different. They eachShow MoreRelatedFinancial Fraud, And Identification Of The Different Fraud Types1734 Words   |  7 Pagestypes of fraud, in order to aid understanding in regards to the prevention of fraudulent activity. This paper begins with a review of the definition of financial fraud, and identification of the different fraud types. Further, included is an examination of what motivates individuals to commit fraud, including an identification of some of the method in which people commit fraud. 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Png Lenor Case Study Analysis Free Essays

Recommendations * Relaunch the 3:1 concentrate temporarily, but invest heavily in RD for a more permanent solution * Aggressively re-launch 3:1 concentrate. * Advertise and emphasize on its environmental benefits due to reduced packing materials. * Focus on generating more sustainable solutions * Invest in RD for adapting real eco-friendly solutions. We will write a custom essay sample on Png Lenor Case Study Analysis or any similar topic only for you Order Now Rationale * This form of product was already launched previously and has proven to be successful (people bought it for a 10 times higher price). It costs lesser to re-adapt to an older version. * People are more used to this version of packaging and can accept it better * Cost Savings can be re-directed to RD to obtain a more sustainable solution * Doy Pouches and wax-coated cartons do not create an eco-friendly image * These new packaging’s may create expectations of similar packaging for other products * These packages are not exactly sturdy and durable (leakage problems). The carton refill package resembles the milk carton packaging which could face regulatory complications. Action Plan * Advertisements about 3:1 concentrate highlighting its supreme efficiency (maybe include some tangible R;D results to drive home the message) * Create awareness about the environmental benefits due to 45% package saving. * Invest heavily in R;D to develop eco-friendly degradable material ( e. g.. Bioplastics) * Create hype about the money saved by opting for the Lenor concentrate pack, being re-directed towards development of green packaging material that might be adapted not only across P;G products but across all plastic packaging. * Promote slogans and campaigns about P;Gs efforts to care for the environment * Create the image that by buying P;G products, people are indirectly investing in protecting the planet * Conduct feasibility analysis and take efforts to implement the new fully-degradable material across all products How to cite Png Lenor Case Study Analysis, Free Case study samples

Identifying the Risk Factors for Unplanned Readmission to Hospital

Question: Discuss about the Identifying the risk factors for unplanned readmission to hospital within 4 weeks in elderly Patients over the age of 65 years? Answer: Introduction: This chapter discusses the concept of unplanned readmission rate for elderly care home. This literature review discusses about the concept of unplanned readmission for elderly people. This review has discussed probable risk factors also. For the successful completion of this literature review, secondary journals and articles have been considered as effective sources. According to Au et al., (2012), unplanned readmission is considered as the admission, which has taken place within 1 month of previous discharge, as well as index admission. However, if a person is shifted to another hospital then it is not considered as discharge case. So, unplanned readmission is not applicable for this aspect. Probable risk factors: Demographic factors: gender, income, educational levels and personal living conditions According to the first study Archer et al., (2012), the demographic factors facilitate the readmission of the elderly patients within a month from the hospital discharge. This is due to factors such as gender, age, income, educational level and the personal living style of the individuals. Age: will be written more Archer et al., (2012) have found that at certain cases, after being discharged from the hospital, the elderly patients become negligent towards their health. The elderly patients do not abide by the health regulations that they need to follow post hospital release. Gender: Six scholarly studies (Woz et al., 2012, Wang et al., 2016, Archer et al., 2012, Au et al., 2012, Gu et al., 2014, Smith et al., 2015) have been done to find out the effect of gender on the aspect of hospital readmission. Most of the studies have found gender as a significant factor for hospital readmission. According to Woz et al., (2012), gender is considered as a risk factor for the aspect of 30 days of post discharge hospital readmission. This study has found that generally in the post discharge phenomenon, re-utilisation of hospital is costly. This study has evaluated the involvement between hospital readmission and gender within 30 days of discharge. Readmission after 30 days of discharge is a complex phenomenon. Hospital readmission if often considered as a poor quality of health service among different hospitals and healthcare sectors. According to Shaula et al., (2012), there are several factors which can affect the aspect of hospital readmission for a patient. Male gender i s considered as a severe risk factor for hospital readmission. In different types of context of diseases, it has been seen that male gender is readmitted for several causes than woman. There are few studies which have considered gender as a modifiable factor of hospital readmission. On the other hand Au et al., (2012) discussed that there are lower rate of preventive care among men. It has been also studied that men visit hospital and health center at few times than woman. For these reasons, men always put high risk of poor result after the discharge of hospital. For this reason, rate of hospital readmission increases among men. In this study, researcher has used gender, homelessness and marital status as dichotomous variable. Prior hospitalization is the risk factor for men. However, for women, predictive factor is hospital utilisation in 6 months prior to the index hospitalization. There are many additional factors; those are being retired, having positive screen of depression and unmarried men. On the other hand, there are men those who do not report to the hospital within 30 days of hospital discharge. According to the other two studies, it can be stated that early hospital readmission is very common phenomenon in United States of America. Author 2 has studied that men mostly use emergency department of hospital for the common source of medical care. Men are more likely to be readmitted to any type of hospital within 30 days. The rate of readmission for men is comparatively higher than women. Men always have higher rate of 30 day readmission to hospital than women. It has also been discussed that men are also less likely to complete a follow up appointment with the doctor who cares primarily after discharge of the male patient. It can also help to reduce the level of risk for the aspect of readmission among men. According to this study, for the group of women, only prognostic factor is hospital utilization in prior 6months to the index hospitalization. On the other hand, () argued that for the group of men, prior hospitalization is also another risk factor for returning to the hospital within 30 days. In the case of men, there are other important risk factors; those are retired men, single men (not married), having positive depression history. Depressed men have higher chance of readmission. Author 5 has also studied that that men have higher rate of hospital readmission than women. Prior hospital utilization is predictive for the future use of hospital. It is also evident that generally men often miss the date of follow up appointments with physicians. It is also appeared to be an individual risk factor for hospital readmission (Shaula et al., 2012). Educational background: Two studies (Bastable, 2016 and study conducted by Krames Patient Education) have been completed for analyzing the effect and connection of educational background of a person on the aspect of hospital readmission. Study conducted by Krames Patient Education has emphasized on the necessity of education for every patient coming in hospital. According to the study being conducted by Krames Patient Education, [1st author] the social factors those results in hospital readmission of the elderly patients includes inability of taking medicines post discharge, living alone thereby, unable to take proper care of themselves and the age of the patient. After been released from the hospital due to old age and staying alone, the patients are unable to take care of themselves and fail in taking proper medication that adversely affect their health. As a result, health deterioration occurs thereby, been readmitted to the hospital. It is also applicable for the patients with poor educational background and insufficient background. On the other hand author of 2nd study Bastable (2016) argued that few patients have proper education and knowledge on the aspect of post discharge care. Few persons have clear understanding of the instruction of after hospital care. Lack of proper knowledge on taking of medicine also causes readmission of the patient. Patients should have the knowledge that he/she needs to follow the appointments date of doctor properly. 30% patients who have less knowledge on post care of hospital discharge, likely to have the higher chance of getting readmitted in hospital. According to the study Reducing Hospital Readmissions With Enhanced Patient Education, patient education program is required for all the patients. It should be equally distributed towards all the patients. There are many studies who have emphasized on teaching efforts for the patients and health workers also. An educative organizational culture can reduce the level of hospital readmission for the patients. With high technology and educative materials, patients can be able to understand all aspects of post hospital care. Personal living condition: According to Kassin et al., (2012), moreover, patients with inadequate educational background are also unable to understand the medications and health regulation thereby, causing negligence that eventually leads to hospital readmission of the elderly patients. Income: Four studies have been conducted to investigate social factors those affect the aspect of hospital readmission for a person. Income level is an important factor which can affect the personal living hood of a person. According to Henry Fords Center for Health Policy and Health Services Research, patients with high poverty are 24% more likely to be readmitted in hospital. The relationship between patient and the risk of readmission varies for different patients. Each and every study has pointed out that readmission is a product of complex set of factors. It is often complex to separate variable of poverty while investigating the relationship between income and hospital readmission. Another study Woz et al., (2012) found that income level is most significant factor for the matter of hospital readmission. According to the study done by (), there are different socio economic factors those can affect the rate of hospital readmission. Patients with less income are unable to bear the expenses post hospital discharge resulting in hospital readmission. In developing countries, patients cannot bear the expenses of hospital readmission. There are factors like poverty, living alone can become the chance of being readmitted to hospital. According to a study, it has been found that patients living in high poverty are 24% more likely to be readmitted in hospital. It has also been stated that married patients get enough social support than unmarried patients. Psychological factors: depression, anxiety and stress level 400 more will be written As discussed in the study of Au et al., (2012), in case of elderly patients, due to psychological factors such as anxiety, depression and stress level, hospital readmission is generally noticed. Depression: Post hospital discharge the elderly patients succumbs to depression due to inability to live independently. As commented by Archer et al., (2012), depression results in major health deterioration as the elderly patient is always depressed. As a result, the medications and other health facilities do not work efficiently on them leading to hospital readmission. At certain instances, the elderly patients feels stressed out after been released from the hospital that eventually leads to anxiety. Anxiety: Increased level of stress and anxiety results in high blood pressure, cardiac arrest, kidney failure. The elderly patients have weak health conditions post hospital release. Therefore, depression, anxiety and stress level adversely affects their health resulting in hospital readmission (Albrecht et al., 2014). Stress level: As per the study Bisharat, Handler Schwartz (2012) coronary artery bypass graft (CABG) surgery patients are mainly affected by the major, minor depression, anxiety. It has been found by studies that patients are often become so anxious to get home after spending several times in hospitals. However, hospital readmission often happens. Readmission is problematic in terms of mental health of the patients. Physical health factors: Co morbidity diseases, physical activity, alcohol consumption and smoking Co morbidity diseases: Three studies have been done to find out the effect of co morbid disease on the aspect of hospital readmission. Co morbid disease is considered as the state where an additional disease or disorder can harm the patient. Co morbid disease is the additional disease or disorder exists with the primary disease. As per the data gathered from Australian health statistics, existence of co morbidity exists in Arthritis, asthma, cancer, back problem, COPD, Diabetes, CVD and different mental health conditions. As discussed by Clement et al., (2013), psychosocial factors highlight the relation between the behavior and thought of the individuals with the social factors. As mentioned by Bisharat, Handler Schwartz (2012), the social and psychological factors greatly influences the health and lifestyle of the individuals. Unplanned admissions results due to complications of the existing health issue, co-morbid health issue or other health complications due to the existing health complications. The elderly patient develops co morbid diseases after been released from the hospital. Post hospital release, the elderly patients develops co morbid diseases due to weak resistance power that adversely affects their health. At certain cases, elderly patients resume back to their old habits of smoking and alcohol consumption that is strictly prohibited. This also results in developing co morbid diseases eventually been re-hospitalized. Physical activity As mentioned by Montecino-Rodriguez, Berent-Maoz Dorshkind (2013), old age results in weak immune system that decreases the resistance power of the individuals to fight diseases. This is one of the significant reasons for the elderly patients for being hospitalized again. Due to less physical activity, the old patients become weak. Alcohol consumption: An observational study of alcohol-related readmission dynamics in young people Two studies have discussed about the effect of alcohol consumption on the rate of hospital readmission. Two studies have found significant impact of alcohol consumption on hospital readmission. According to Hoy (2013), alcohol consumption often causes harm to the young people in London. This study has completed analysis on young people of England aged 10-25 years. These young people have an index of alcohol related emergency admission between the years of 2003-2004. These people were also tracked by the researcher for subsequent readmission related to alcohol consumption. For this aspect of alcohol consumption, the reasons related to hospital readmission are mental health issue, injury, self harm, assault and other substance. It has been found by other study (author 2), most of the young people are the victim of the alcohol consumption. On other hand, one more study Chavez et al., (2016) has defined that for heart diseases and other diseases, alcohol consumption should be strictly managed. Unhealthy alcohol consumption can impair the level of recovery of older patients after surgical or medical hospitalization. Smoking 200 more will be incorporated With alcohol consumption, smoking is also injurious to health. Excessive alcohol consumption and smoking can cause readmission to the patients. However, study by Clement et al., (2013) have found that there are few simple steps those can reduce the rate of hospital readmission. One needs to manage the medicine, coordinate with the contact information and be detailed at discharge. References: Admission, Readmission, Discharge and Transfer Policy of WA Health Services. (2017). www.health.wa.gov.au. Retrieved 15 April 2017, from https://www.health.wa.gov.au/circularsnew/attachments/718.pdf Albrecht, J. S., Gruber?Baldini, A. L., Hirshon, J. M., Brown, C. H., Goldberg, R., Rosenberg, J. H., ... Furuno, J. P. (2014). Depressive symptoms and hospital readmission in older adults.Journal of the American Geriatrics Society,62(3), 495-499. Archer, J., Bower, P., Gilbody, S., Lovell, K., Richards, D., Gask, L., ... Coventry, P. (2012). Collaborative care for depression and anxiety problems.The Cochrane Library. Au, A. G., McAlister, F. A., Bakal, J. A., Ezekowitz, J., Kaul, P., van Walraven, C. (2012). Predicting the risk of unplanned readmission or death within 30 days of discharge after a heart failure hospitalization.American heart journal,164(3), 365-372. Bisharat, N., Handler, C., Schwartz, N. (2012). Readmissions to medical wards: analysis of demographic and socio-medical factors.European journal of internal medicine,23(5), 457-460. Clement, R. C., Derman, P. B., Graham, D. S., Speck, R. M., Flynn, D. N., Levin, L. S., Fleisher, L. A. (2013). Risk factors, causes, and the economic implications of unplanned readmissions following total hip arthroplasty.The Journal of arthroplasty,28(8), 7-10. Herrin, J., St Andre, J., Kenward, K., Joshi, M. S., Audet, A. M. J., Hines, S. C. (2015). Community factors and hospital readmission rates.Health Services Research,50(1), 20-39. Hospital Discharge Planning: A Guide for Families and Caregivers | Family Caregiver Alliance. (2017). Caregiver.org. Retrieved 15 April 2017, from https://www.caregiver.org/hospital-discharge-planning-guide-families-and-caregivers Kaboli, P. J., Go, J. T., Hockenberry, J., Glasgow, J. M., Johnson, S. R., Rosenthal, G. E., ... Vaughan-Sarrazin, M. (2012). Associations between reduced hospital length of stay and 30-day readmission rate and mortality: 14-year experience in 129 Veterans Affairs hospitals.Annals of internal medicine,157(12), 837-845. Kassin, M. T., Owen, R. M., Perez, S. D., Leeds, I., Cox, J. C., Schnier, K., ... Sweeney, J. F. (2012). Risk factors for 30-day hospital readmission among general surgery patients.Journal of the American College of Surgeons,215(3), 322-330. LoGiudice, D., Tropea, J., Brand, C. A., Gorelik, A., Liew, D. (2016). HOSPITALISED OLDER PEOPLE WITH DEMENTIA AND DELIRIUM: MORE READMISSIONS AND IN-HOSPITAL COMPLICATIONS, GREATER LENGTH OF STAY AND ASSOCIATED HEALTHCARE COSTS.Alzheimer's Dementia: The Journal of the Alzheimer's Association,12(7), P579. Luo, Y., Hawkley, L. C., Waite, L. J., Cacioppo, J. T. (2012). Loneliness, health, and mortality in old age: A national longitudinal study.Social science medicine,74(6), 907-914. McCormack, R., Michels, R., Ramos, N., Hutzler, L., Slover, J. D., Bosco, J. A. (2013). Thirty?Day Readmission Rates as a Measure of Quality: Causes of Readmission After Orthopedic Surgeries and Accuracy of Administrative Data.Journal of Healthcare Management,58(1), 64-77. McManus, D. D., Saczynski, J. S., Lessard, D., Waring, M. E., Allison, J., Parish, D. C., ... TRACE-CORE Investigators. (2016). Reliability of Predicting Early Hospital Readmission After Discharge for an Acute Coronary Syndrome Using Claims-Based Data.The American journal of cardiology,117(4), 501-507. Montecino-Rodriguez, E., Berent-Maoz, B., Dorshkind, K. (2013). Causes, consequences, and reversal of immune system aging.The Journal of clinical investigation,123(3), 958-965. Popa-Wagner, A., Buga, A. M., Tica, A. A., Albu, C. V. (2014). Perfusion deficits, inflammation and aging precipitate depressive behaviour.Biogerontology,15(5), 439-448. Purtilo, R. B., Haddad, A. M., Doherty, R. F. (2014).Health professional and patient interaction. Elsevier Health Sciences. Scott, I. A., Shohag, H., Ahmed, M. (2014). Quality of care factors associated with unplanned readmissions of older medical patients: a casecontrol study.Internal medicine journal,44(2), 161-170. Silow-Carroll, S., Edwards, J. N., Lashbrook, A. (2011). Reducing hospital readmissions: lessons from top-performing hospitals.CareManagement,17(5), 14. Wang, H., Johnson, C., Robinson, R. D., Nejtek, V. A., Schrader, C. D., Leuck, J., ... Zenarosa, N. R. (2016). Roles of disease severity and post-discharge outpatient visits as predictors of hospital readmissions.BMC health services research,16(1), 564.

Labor Turnover in Hotels

The rate at which organizations’ employees are lost whereas others are employed is referred to as labor turnover. The hospitality industry is among the leading commercial services in the business sector. In this industry, this has led to the need of a large workforce that has created many employment opportunities to the people in the nations.Advertising We will write a custom essay sample on Labor Turnover in Hotels specifically for you for only $16.05 $11/page Learn More The waiters, waitresses, suppliers, departmental managers, and chief executive officers of the restaurants and hotels are some of the employees who get jobs in the hospitality industry. This is an indication of how hospitality industry is an important sector in the economy. First, it creates a lot of employment opportunities, which help in making majority of the population productive. Secondly, hotels are huge producers in the economy as illustrated by the volume of resources req uired by hotels to provide their services. This gives the economy a boost through incentives such as taxation. The advantages that come along with this industry being wide are not only seen in the economy, but the benefits also reach the entrepreneurs who invest in this sector. In business, the bigger industries pose more challenges to the firms operating them. Essentially, the labor turnover is one of the most pertinent problems facing this industry. The big workforce attached to this sector of the economy makes the hotel industry one of the sectors affected by high labor turnover rates. The employees in hotels and other firms in the hospitality industry are able to move from one organization to the other more quickly due to the many operating hotels. This has led to the high ratio of labor turnover in hotels. Some problems have been experienced due to this condition, which has tried to solve some tough situations in the hotels as discussed in this paper. Classification of Labor Tu rnover It is important to highlight the major types of labor turnover experienced in the national economy in order to discuss the many problems that have come along with labor turnover in hotels. Labor turnover can be put into various groups depending on the area which the employees in question relocate, or according to the employees’ own wish to terminate their employment.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the area in which an employee changes his or her area of employment, labor turnover can be classified as either internal or external employee turnover. The internal labor turnover is the one in which the employees change the positions that they held initially within the same organization. In the case of hotels, one can move from being a manager at the finance department to the catering department. On the other hand, there is also external labor turnover which entails employees moving from one organization to another. This type of employee turnover affects the operations of firms in terms of productivity and efficiency because it reduces the labor force of the company. External labor turnover also takes away some of the best-qualified employees of the company. A waiter or waitress can move to another hotel where he/she believes there are better working policies. In terms of employees’ wishes to terminate their employment, labor turnover can be categorized as voluntary and involuntary. Voluntary labor turnover is a case where the employees move out of the organization without being asked by the management of the company to leave the organization. In this case, the labor turnover is caused by issues such as dissatisfaction in payments or terms of work. On the contrary, involuntary labor turnover is pushed by the organization itself. In this case, the employer asks the employee to leave the firm due to some faults in order to fi nd someone else who can replace the labor force that has left. This shows the difference between labor layout and labor turnout. The former does not require replacement of the employees relieved of their duties. Problems of Labor Turnover in Hotels There are series of problems attached to the high rates of labor turnover experienced in the hotel companies. Some of these challenges are not too serious, especially those caused by internal employee layout. These are problems such as delays in projects started in the organization and consistent restructuring of the management. However, there are greater problems brought by labor turnover in hotels, particularly the external and involuntary labor turnovers.Advertising We will write a custom essay sample on Labor Turnover in Hotels specifically for you for only $16.05 $11/page Learn More Disruption of Projects The hotels are like any other business firm, and they are bound to have set projects that they work on to help the growth of the organization. When a lot of employees in the hotels leave the firm or they are shifted internally, the progress of projects is disrupted. This disruption appears because the labor force that was employed initially had a specific role to play in the development of the projects. The going away of employees from the firm can imply that the project will be dragged behind or even paused for a while. For the hotel to keep working towards implementing the projects and initiatives it possesses, it is forced to get new employees or tries to make the existing workers adapt to more working activities and keep the project moving. Deterioration of Performance over Sometime With the high rate of labor turnovers in hotels, the performance of these firms has been interfered with for a period of time. This is mostly at that time when the company has most of its employees leaving their organization because the hotel will have a shortage of workforce, which would impact on the productivity of the firm. In short, the production levels and performance of the hotels keep fluctuating because of the high employee turnover rates. High Replacement Costs The hotels are faced with the challenge of replacing the employees, which leaves their firms trying to avoid being understaffed. This puts the hotels in a tricky situation where they are forced to employ new workers quickly and at high costs in a bid to maintain the company’s level of productivity. The price of getting new employees is quite expensive, especially when it involves a huge number of employees who are also expected to be professionals as in the case of hospitality industry. Therefore, the hotels must use a lot of capital to do the recruitment, selection and training of the new employees in order to ensure that the quality of services remains good. Company’s Time Wasted Labor turnover in hotels makes the hospitality industry to be held behind with repeated activities of getting the best labor in the market. First, a lot of time dedicated on training and equipping of the employees with necessary skills required in offering services in the hotels is believed to have been wasted when the employees leave the company.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Most of these hotels organize the training programs for their employees costing them a lot of time that would rather be used in other activities. What makes the problem worse is the fact that labor turnover would force these hotels to put their new employees in training programs that cost the organizations more time. Workplace Efficiency Affected Every workplace has some working code of conduct in which the employees must comply with to maintain efficiency in the organization. The issue of a higher ratio on labor turnover affects the efficiency of the workplace by interfering with how employees abide by the code of conduct present in their job areas. The moment a hotel has new workers employed after a short period, it becomes hard to keep all the workers operating fully according to the norms of the firm. This impacts the efficiency of the workers altogether as some employees might end up failing to reach the standards they are set by the hotel management. A lot of Resources Require d Labor turnover pushes the hotels to start most of their employee acquisition processes which require a lot of resources. The firms put many resources and utilize a lot of money in this process starting with advertisements that inform on job opportunities to the final stage of training the new employees. Once a hotel has new workers at the management level and the subordinate staffs, more resources must be spent on them. For instance, the waiters and waitresses would need uniforms while the new managers would require stationery. During the training process of these new workers, a lot of resources are also required to enhance the learning process and equip them with skills. This again becomes a problem to the hotels when the employees leave their firms as all the resources used in training would be considered as waste. In one way, this discourages the hotel managements from investing in equipping their workers with skills through training. With all these challenges, one would consid er labor turnover in hotels to be unproductive and risky to the hospitality industry. If it is indeed dangerous to the sector, it is good to know what causes the employee turnover. Cause of Labor Turnover in Hotels Low Pay and Poor Compensation One of the main reasons why employees move from one hotel to another is dissatisfaction on the payment they receive in the organization they are working. The workers might find out that the quality of service they offer to the firm has more value compared to the payment they get. This pushes the workers to seek somewhere else where they think their services would be appreciated more by higher payments. The employees also seek work places where they are given better compensation offers. This has been a force behind the high labor turnover rates in hotels. Poor Working Terms The inconsistency experienced in the labor force is also caused by poor working terms in some of the hotels. Some hotels put their employees in working conditions that are not favorable like working without breaks or not providing reliable security when they work late at night. Nowadays, the employees move from these uncaring hotels to those related to their working conditions. Lack of Employee Training and Development Hospitality industry is one sector where the firms usually engage in the development of their employees. The employees’ skills are improved and given further training related to the hotel industry in fields. Unfortunately, it is not all hotels that engage in these activities. Due to these, the employees who land in companies that do not have employee development programs are usually on the unstable while seeking other hotels offering these trainings. Lack of Satisfaction with the Job-scope In the hotel industry, the majority of employees are mostly people who do not have specific careers like waiters and waitresses. This makes them fit in many different forms of work as long as it is to be paid. Recently, there have been a big nu mber of employees moving out of the hotel industry due to dissatisfaction with the jobs they are given in the hotels. This has contributed to the high rate of labor turnover in the hotels. Pressure at Work Everyone is not able to work under high pressure and therefore some employees can prefer to lose their job because of the strains in the workplace. This is also the reason why labor turnover in hotels is a common issue. In most cases, the hotels put their workers under great pressure to offer the customers whatever they need at any time without considering the capabilities of these employees and the time they have. Some of these hotel employees are forced to leave their job since they cannot withstand the pressure they have to deliver. Better Career Opportunities in Other Places In the world, many people want to work in organizations that help them improve their careers. This need is attributed to the fact that the labor market has become so competitive, and employers are looking for workers who are going to bring a big positive impact in their organization. As a result, the employees look for companies that can boost their careers to the best position. Many employees also seek an opportunity to advance their careers in hotels. This has been a force behind the many cases of labor turnover recorded in hotels as workers move to companies that can improve their careers. Labor Turnover as a Solution to Problems Despite the fact that many problems have come into the hospitality industry due to labor turnover in hotels, this condition has also helped to solve some challenges faced in it. The following subtitles have some of the ways in which labor turnover has proved to provide solutions to the difficulties in the hospitality industry. Acquisition of Skills among Workers The process of equipping employees with improved skills to enhance quality services has been so expensive for many hotels. This process involves setting up of training programs which the employees experience. In fact, it also entails trips to be attended by the trainees. When all these are put together, they requires a lot of finances and resources which some hotels may find unnecessary to spend in such activities while others might not be able to afford the expenses. Therefore, a few employees working in the privileged hotels get the opportunity to enjoy the programs for acquisition of skills. However, the workers move to different hotels in regard to labor turnover where they acquire better skills and improve their careers. Introduction of New Ideas and Better Qualities Coming up with new and unique ways of doing things in the hotels has always been a challenge to the hotel managements. Therefore, operating in a new strategy is one of the ways that smart entrepreneurs use to remain at the top despite the stiff competition. This is also a technique of taking over the market which many companies use to gain monopoly power. The introduction of these new ideas after a short pe riod is almost impossible as it requires a lot of investments and innovations which is so expensive. However, the labor turnover has managed to help different hotels to get ideas that they had never tried before. As new employees come on board, they bring new strategies from the companies or hotels they used to work in. This shows how labor turnover gives managers a solution to what they might think is too expensive. Increased Morale among Employees Employers who want the best out of their workers try all means of getting the employees deliver quality goods and services for the business. One way of attaining this is through increasing the morale of the employees to work towards achieving the organization’s objectives and goals. The morale of the employees can be boosted in many ways, which are preceded by appreciating the workers who do their best through things such as promotions and appraisals. The promotions can be made on salaries and working categories where the payments are either increased or an individual is given other roles in the hotel. In other cases, awards can be given to motivate the competitive workers. Internal labor turnover helps the management to boost the workers’ morale as the employees can be moved from one department in an organization to another department at higher positions. This gives the workers morale to do their best while working as there is an appreciation of quality work done. Therefore, labor turnover in hotels can make the employees work towards giving quality services as their morale may have been boosted. It also pushes the workers into working towards getting better work positions. Conclusion Generally, there are a lot of challenges brought by labor turnover in hotels, which is a solution to some problems at times. Initiating strategies to retain and identify the experienced workforce is paramount to the hospitality industry. This might lead to high achievements in terms of quality of services from these emp loyees. However, some hotels make their projects disrupted, and record poor performance due to this. Moreover, the employee turnover also gives the hotel managers a hard financial time due to the high costs of replacing the employees. A lot of resources are again used in the process, which proves how expensive and problematic labor turnover can turn out. However, there are also some few challenges that get their solutions from labor turnover in the hotel industry. For instance, employees are able to acquire better and important skills from different hotel companies due to their ability in moving from one employer to another within the industry. Labor turnover has also helped managers get new ideas from the workers they employ. Therefore, it is true and precise to state that labor turnover in hotels is both a problem and a solution. References Davis, G. (2010, August 3). Staff Turnover in Hospitality. Inside Business360. Web. Goff, L. M. (2013, December 22). How is Labor Turnover a P roblem in the Hospitality Industry? A case study on international hotels into the aspects of labor turnover. HospitalityEducators.com. Web. Mehta, A. (2005, March 7). Knowledge Flight: The Challenge of Hotel Employee Turnover. Hospitality Net. Web. This essay on Labor Turnover in Hotels was written and submitted by user Frankl1nSt0rm to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.