Turtle Creek Casino

Dry. Brown Turtle Creek Casino and Hotel Background Turtle Creek Casino and Hotel is a nonprofit organization that has owned and operated by the Grand Traverse Band of Ottawa and Chippewa Indians. Turtle Creek Casino is located 4 miles east of Traverse City on M-72 in Williamsburg, Michigan and Is open 7 day a week, 24 hours a day. The casino has affiliation with the Grand Traverse Resort and the Leland Sand Casino. The casino provides hospitality and entertainment to its patrons though the gambling establishment.This casino was one of the first casinos owned by a tribe of Indians In the United States. In 2008, the casino built an echo-friendly building that Is 74,000 square feet, which houses 54,000 square foot gaming floor including 1,300 slots, 40 table games, poker room, two gift shops, fitness center, three restaurants, SIX bars, 137 guest rooms Including 10 suites + 2 hospitality parlors (Designation, 2009). The Human Resource Department consist of the personnel director, compe nsation and benefits manager, benefits clerk, employee relations manager, records coordinator, training specialist, and Interviewer.The casino employs over 3000 personnel to run effective and efficiently. Employee Selection Descriptors Equal opportunity employers do not discriminate against individuals because of race jobs to potential employee's base on qualifications and character. OWE Statement The casino is an equal opportunity employer which applies through every aspect of the employment relationship, including, but not limited to, recruitment, selection, placement, training, compensation, promotion, transfer, termination, and all other matters of employment with the exception of tribal preference. Traverse Band ofOttawa and Chippewa Indians, is committed to achieving full and equal opportunity without discrimination because of race, religion, color, gender, national origin, age, physical or mental ability, or sexual orientation. Qualified American Indians are encouraged to app ly. Affirmative Action Affirmative Action Policy Turtle Creek Casino will take affirmative measures to ensure that persons with disabilities are recruited and employed at all levels of its work force and treated during employment without regard to their disability but, Indian persons are to be given preference in employment.In achieving the specific goals set forth in this plan, Tribal members are given primary preference, and other Indians are given preference over non-landing. Such affirmative efforts shall, without limitation, address all employment practices including: employment, promotion, demotion or transfer; recruitment, recruitment advertising or posting; layoff or termination; rates of pay or other forms of compensation or benefits; and selection for training programs.Shall send notices of employment openings and solicit the referral of qualified candidates for employment from: organizations which serve the interest of promoting equal employment opportunity for persons wi th disabilities and regional Job banks or Job fairs that are maintained or conducted in order to assist qualified persons with disabilities in obtaining employment.Shall send to each labor union or representative of workers with which it has a collective bargaining agreement a notice of the obligations of the applicant or licensee under the Act and rules of the Commission and a request for referral of qualified candidates for employment who are voluntarily self-identified persons with disabilities; an disabilities. Recruiting Methodology The employee selection process starts with posting all open position in the time card and break room areas for internal employees to view and apply.In addition, tribal members and Indian if experience and train are given the first pick at any open position. If no internal interest is shown then the position is posted on career Job boards and the casinos website. Open Positions They initially post all employment openings for response by qualified in- house employees or, when appropriate, advertise such openings in newspapers of general circulation and other media which reach across-section of the population in the area room which the work force will be drawn.Step one-Each position posted is accompanied Job description, list of qualifications, and an expiration date to apply; tribal date is usually two days prior to all other applicants. Step Two-elf there are no applications. Step Three-After that date, the position is posted on their web site, and external applicants for that specific Job are taken and evaluated. Phone interview are conducted with all external applicant and are per-qualified. Recruiting Process Process for internal recruitment LEVEL ONE – Managers, supervisors, or other key employees.People who have authority to develop or administer policy, long-range plans, or to make discretionary decisions regulating gaming operations; people responsible for major sections within the casino or its property, even if n o gaming is conducted in the area (such as a hotel or restaurant). In addition, some employees of Suppliers will be required to be licensed. LEVEL TWO – Employees who operate or maintain casino games, or who come in contact with gaming money, chips, tokens, credit slips, etc. But who are not supervisors. LEVEL THREE – Employees who work in an area where gaming is inducted, or in areas that directly affect gaming, but do not conduct the games or come in contact with gaming money, chips, tokens, credit slips, etc. (Casino Employees/Occupational Licenses, 2011). Process for external recruitment A person seeking a Tribal gaming employee license shall submit an application to the Tribal Commission on such form and in such manner as the Tribal Commission may require.Such application shall include the following information: (1) The applicant's name, including all other names used current home and work addresses and telephone numbers, social security number, place of birth, da te of earth, citizenship, and driver's license number, as well as the address of his or her personal residences over the past five (5) years. If the applicant has resided at his or her current address for less than two (2) years, his or her previous address. 2) The name, address and telephone number of the gaming facility and of the gaming operator for whom the applicant intends to work and the specific location in which the applicant will be employed. (3) The name and Job description of the applicant's position. (4) The names and addresses of the applicant's living parents, grandparents, spouse, children, brothers, and sisters. 5) A statement as to whether or not the applicant has ever been charged with a crime, and if so, the charge, the name and address of the court involved, the applicant's explanation of the outcome of the case, including the date of final disposition. 6) The names, current addresses and telephone numbers of three references who are not related to the applicant and who were acquainted with the applicant when the applicant was residing at each of the addresses listed in (7) A list of the applicant's previous Jobs over the preceding five years, including the name, address and telephone number of his or her employer, and the position held. 8) The names and addresses and a brief description of all businesses in which the applicant currently holds, or has within the last five years held, an ownership interest. 9) A description of any previous employment relationship with an Indian Tribe, including the employee position held, name of the Tribe involved and name and address of a person who can attest to the accuracy of the information provided. (10) A description of any current or past non- employee business arrangement which the applicant has had with an Indian Tribe, including the name of the Tribe involved and the name and address of a person who an attest to the accuracy of the information provided. (11) A statement as to any gaming business .If so, the applicant shall provide a written statement describing his or her position, the dates during which that position was held, a description of the applicant's ownership interest or Job responsibilities and the name, address and phone number of the business, and a person who can attest to the accuracy of the information provided. (12) A list of all gaming-related licenses the individual has ever applied for, whether or not those licenses were granted and the name and address ND phone number of the regulatory agency involved. 13) A list of all professional or business licenses the applicant has applied for, whether or not those licenses were granted and the name, address and phone number of the regulatory agency involved. (14) A statement of all languages written or spoken. (15) A sworn statement that neither the applicant nor any member of his immediate family has a past or current financial interest, other than a salary interest, in any gaming-related enterprise anywhere. I f the applicant has any immediate family member who has such an interest, that applicant shall fully disclose that family ember's name and the nature of the interest.For the purposes of this subsection, â€Å"family member† shall include a mother, father, husband, wife, sister, brother [natural or adopted], son or daughter [natural or adopted]. (16) Written permission giving the Tribal Commission or its designed the right to investigate the applicant's background, including his criminal record, civil and criminal Judgments and credit history. (17) A complete disclosure of any pending or anticipated civil or criminal action against the applicant, including the name and address of the police department and court involved. 8) A disclosure of any civil or criminal Judgments rendered against the applicant, including the case number, a description of the judgment and the name and address of the court involved. (19) The applicant's fingerprints will be taken by GET Tribal Police, wh o are responsible for conducting this portion of the applicant's criminal history check and forwarding the fingerprint cards to the NIGH for processing through the FBI. (20) Any other information which might bring into question his fitness to serve as a primary management official or key employee off licensed gaming operation. C) Each application shall be accompanied y a sworn statement that the applicant will submit to the Jurisdiction of the Tribe and the Tribal Court. Employment Status Independent Contractors Turtle Creek Casino uses many various forms of subcontract labor, these are laborer that are not actually employees, but supply the casino with product or service to the casino. All landscaping, new construction, and many vendors that are not employees of the casino, but they assist in the operations of the casino.Countryside Construction Company Just completed builds the new casino. Full-time Employee Full-time Employee status at the casino is reserved for executives, manag ement and rear supervisors, and are required to work 40 plus hours.. A work week consists of seven (7) consecutive twenty-four (24)-hour periods, I. E. , one hundred and sixty-eight (168) consecutive hours, designated by the business needs of the respective divisions of the casino. Full time employees are salaried at the casino. A) All executive, administrative, and professional employees of the casino gaming operations are primary management duty and regularly direct the work of two or more employees or have the authority to hire, fire, or promote employees. (c) Administrative employees o office work or non-manual work directly related to management operations. (d) Professional employees do work that requires advanced training. Part time and Seasonal Employee All other employees are consider part time for the first two years of employment, this means that they can work 32 or less hours on a regular bases but not for more than 5 consecutive weeks.Seasonal or temporary employees are used for special events or outdoor concert. Training and Development Training Strategy All employees have monthly online training for current and advancing positions. Once training for advancing positions are completed internal employees can be insider candidate for advance position. Once the two year part time status has been complete internal employees can apply for full time positions. Full time employees are considered to be new employee trainer. Once a new employee is trained the trainer sits down with the area supervisor and discusses the new employee's strength and weaknesses.New Employee Schedule and Training process includes: First week- Report to department complete all required online training to include safety and customer relation training. Second week-Report to department complete specialized training for your position. Third and fourth- Report to department omelet shadow training with fellow employee. Fifth week- Report to department and probation period is over. Deve lopment Strategy employee's strength and weaknesses. The advancing employee then assumes their new training for the advance position.The development of employees ensures employee satisfaction and progression of employee in the casino. Compensation and Benefits Objective Turtle Creek Casino compensation program requires input from the employees; they fellow employee on a by annually. This audit is taken is to consideration and tell the employer what may be lacking or is not need in their compensation packages. Alignment Competitiveness Key position and executive pay is at the higher level, includes yearly increase, health insurance and bonus packages based on company sale in the form of profit sharing.All full time and part time employees are set at the medium rate of pay, health insurance, and also received bonus pay for training new employees. When the full time employees are not training they are paid at a reduced rate because of receiving tips. The lower rate of pay is for season al or temporary employees with no benefits, but tips . To stay competitive the casino does abide by the minimum wage rate even Hough they do not have to abide by labor laws. Tips are dividing up according to groups. Each group has its own collection area the hotel, hospitality, gaming and bar make up these groups.Tips are split according to how much was made in each area. Once a month the tips are distributed to the employees. This ensures the customers of the casino receive great service. Appraisal Purposes Turtle Creek requires performance review to get feedback on how the employee feels about the company as well and how the company views the employee future with the company. â€Å"If it's done right, performance appraisals tell us who's a good candidate for rumination and who's properly placed in their current Job (and who's in over his head†¦ )† (Grove, 2011). Feedback from all parties is required to be successful.Process Turtle Creek Casino require managers and supe rvisor to due appraisal for their employees on a semi- annual bases, this is for all part time and full time employees. As part of the ongoing online training all manger must complete a section on appraisal analysis. The casino finds it important because employee satisfaction reflects highly on the hospitality that they give their customers. They survey the employees at that time and address complaints. If the employee is not happy then they will cross train or relocate the employees to different position at that time.Full time employee that are train new employees are receiving appraisal training after training new employees when reporting status to the supervisors and managers. This keep record and employees updated of the status of the employee. Laws Turtle Creek Casino does not have to abide by federal or state labor laws, because they are covered under the Indian Reorganization Act, 1934. This act made is so the Indian race a sovereignty nation within self and its own governmen t. Tribal law does retentions of their race. Congress has specifically exempted tribes from several familiar employment laws.A tribal law has adopted similar laws against discrimination, harassment and violence to provide a safe work place for their employees. Even though tribal law does not require them to abide by these this act they enforce, VII of the Civil Rights Act of 1964 affirmative action was designed to counteract the lingering effects of generations of past discrimination. The main criteria for inclusion in affirmative action programs are race, sex, ethnic origin, religion, disability, and age (Webster, 2013). Supreme Court has determined that states have no authority to regulate conduct by the tribes unless specifically authorized by Congress.Congress has specifically exempted tribes from several familiar employment laws. Ordinarily, tribal court has primary Jurisdiction over claims arising from commercial transactions with the tribe, including employment. Employees are required to re-sign authorization form to do background check on appraisal dates (Beet, 2004). Even though it is not necessary to have background check completed yearly the casino requires them to make sure that are employees maintain their gambling license and that there are no legal issue, preventive measure. Reference Beet, 2004.

Tk Max Facts

TK Maxx TK Maxx is a relatively new arrival in the UK. Their parent company TJ Maxx have been operating in the United States since 1976 and the first UK store was opened in 1994. The company was renamed TK Maxx in the UK in order to avoid confusion with TJ Hughes. Its business model is that of an â€Å"off-price† department store, which means that it will buy excess stock from major department stores and other sources and sell it at discounted prices.Naturally TK Maxx can also benefit from the global buying power of their US parent company. The value clothing market has grown strongly in recent years and companies like TK Maxx, Primark and Matalan have all seen substantial growth in recent years. Some commentators feel that as discounters, they are equally well placed to take advantage of any reduction in consumer spending which may result from measures taken by the incoming government to reduce the budget deficit.They stock a wide range of designer brands at discount prices a nd their products appeal mainly to buyers in the 18-35 age group. Even so, some feel that the company has moved a little way upmarket to try and challenge some more traditional retailers such as NEXT, and many stores have been refurbished while some much larger ones have opened in a department store format. In addition, six Littlewoods stores were acquired in 2004. The rise of TK Maxx in the UK has not however been without problems.Hackers stole information of approximately 45 million payment cards from used by customers in the UK, United States, Puerto Rico and Ireland. The hacking started in 2005 and data on transactions conducted between 2002 and 2005 was accessed. The effect of this theft on UK customer has at least been mitigated by the introduction of chip and pin technology. In addition TK Maxx was blocked from moving into a store vacated by Zavvi in the Regent Street area of London.The reason was apparently that the owners of the property felt that the area was inappropriate for the TK Maxx brand. However, generally speaking TK Maxx has been a success story in the UK and a further sales channel was introduced in 2009 with the introduction of online shopping.Selected financial Information 31/01/1031/01/200931/01/200831/01/200731/01/2006 Turnover 1,194,3121,122,1971,028,248945,311788,447 Profit before tax78,29348,87836,40535,72223,786 ROCE25. 5819. 8817. 3619. 8412. 77 Employees 13,37913,27713,23512,71911,127

Work Place Diversity ( Gay & Lesbian) Research Paper

Work Place Diversity ( Gay & Lesbian) - Research Paper Example While everybody politely welcomed his partner, I later noticed negative reactions ranging from gossip to homophobic propaganda amongst my workmates. I was deeply concerned as I support Michael’s decision to confess his sexual orientation publicly, and as a workmate who is privileged to have learnt about workplace diversity in college, I have decide to address the issue with both the staff and management. I would like to explain to my workmates that sexual orientation is not a conscious choice that can be voluntarily changed as it emerges in early adolescence without the individual having any prior sexual experience. It is estimated that 5% of the over 300 million Americans are LGBT and are estimated to contribute over $835 billion to the consumer market in the US annually. I am concerned that his decision to come out might affect his future prospects as evidence from research indicates that gay men earn 10 to 32% less than similarly qualified heterosexual men. There is proof that discrimination diminishes productivity, job satisfaction, and mental and physical health of all employees (Mucciaroni, 2008). It is clear that Michael is a victim of heterosexism as he is being subjected to stigmatisation based on his subscription to nonconformist behavior, identity and relationship. The gossip amounts to exclusionary behavior towards him meant to gang-up and isolate him. Isolation is associated with mental distress and might, therefore, jeopardise his mental health. Several researchers have associated heterosexism with suicidal tendencies, psychological distress, anxiety, depression and insomnia. Heterosexism is negatively related to the satisfaction with life and self-esteem which in turn impact productivity (Mucciaroni, 2008). The reputation for discrimination can negatively impact our organizations ability to attract and retain clients and customers as well as staff. Research by Harris Interactive has demonstrated that over 70% of gays and over 40% of

The Twentieth Century Essay Example | Topics and Well Written Essays - 500 words

The Twentieth Century - Essay Example Not only does Kathe continue to teach art, she also explores different forms of art such as sketching, sculptures and self portraits. After spending a life dedicated to art, Kathe passes away just before the end of the war in 1945. Answer – Kathe’s prints and her drawings allow viewers to feel the emotion that she was portraying. Many of her pieces have a strong feeling and an apparent view of what she is trying to convey. Manu of Kathe’s prints and drawings capture real life situations. Her self -portraits are very satisfying and capture what many may have been feeling during that time. Her drawings are an exact match as to what was happening in the early 1900’s, as they show war, fear and sadness that many felt. Although a large portion of her work focuses on sadness in life, her art that shows life’s happiness is able to capture life’s most treasured moments. Many sculptures and drawings radiate life, happiness and joy. Answer- Although many of Kollwitz’s art are breathtaking, the piece that I have the strongest reaction to is the Mà ¼tter, 1919. This drawing seems to represent a lot of feeling. Each person in the drawing has their own expression. The expression is different for each individual but still portrays the same message. Some elements in the piece that allow me to have such a strong reaction are the way the adults are holding the children. They have a look of determination as well as fear while they protect their children. I respond to the piece so greatly as it represents what many families were going through during that era and it is an interpretation of real life. 1. Engage Pollock’s statement that â€Å"the modern painter cannot express this age †¦ in the old forms of the Renaissance or any other past culture.† What in this picture speaks specifically to mid-twentieth-century American culture? Answer- The statement made by Jackson is an accurate statement and example of why Jackson has taken on a

Import and Export Markets in the United Kingdom Essay

Import and Export Markets in the United Kingdom - Essay Example The UK exports most of its goods to Brazil, India, Russia, and China while most of the imports come from china. The use of higher technology manufactured goods has caused a dramatic increase in both exports and imports. However, the recent financial crisis experienced around the world has led to a decline in imports and exports (Reuvid and Sherlock, 2011). In 2009, UK imports and exports totaled to $1,256 billion, which was equivalent to 4.3 of the world trade. The financial crisis has caused a rise in exchange rates of sterling pound, which has caused an 8.6% decrease in exports and 9.1% decrease in imports (Great Britain, 2009). Over the past ten years, the UK has been a net oil exporter, but production has been decreasing consistently over the past years. The oil industry has recorded an average decrease of 5.3% per year in exports. This has converted the UK from an oil export to an oil import land. Oil production in the region is less than demand, which calls for supplements thro ugh increased imports. Imports of other energy sources such as coal, electricity, and gas have increased over the past five years. In 2010, the importation of liquefied natural gas increased to account for 35% of total gas imports, while gas exports have decreased slightly over the same period. Gas has also been increasingly used for electricity supply with the amount required increasing by 47% (Great Britain, 2010). Changes in the financial sector affect business sentiments and investment decisions, which are linked to global trade. Data service exports at the start of 2007 were about 30 billion pounds while imports were about 33 billion pounds. Mid 2008 recorded the peak imports and exports at 40 billion and 34 billion pounds respectively. The rate of imports and exports of data services decreased consistently since 2008 reaching a low of 32 billion in imports and 29 billion in exports in mid 2009. However, an increase was recorded towards the end of 2010 with imports and exports reaching 41 and 35 billion respectively. The deep drop can be attributed to financial crisis experienced during this period. The dramatic drop experienced in 2009 can be attributed to the collapse of Lehman Brothers Company. Global insurance company AIG received below average ratings and mortgage lender Bradford & Bingley was nationalized. These changes caused the drop experienced in 2009. The UK has recorded an increase in intermediate goods trade, with a 40% increase in 2008 for non-fuel products. Production processes are divided between different countries, which have increased the flow of unfinished goods into and out of the UK. Most manufacturing countries have production firms in countries with low labor costs. Products manufactured in these countries are imported as finished or semi-finished goods. The sterling pound experienced strong depreciation between 2007 and 2008. Reports by the Bank of England (2010) suggest that goods and services exports responded differently to the weakening of sterling. Export of goods has been supported by the weakening because export performance is influenced by price. The service industry reported a decrease in exports due to a reduction in global demand. The fall of financial companies reduced the rate of financial service exports, which caused the reduced export services. According to the World Bank (BCC, 2011), trade in professional and technical services has been more resilient than trade in goods during the financial crisis. Most

Methodology rationale of a lesson plan Essay Example | Topics and Well Written Essays - 3750 words

Methodology rationale of a lesson plan - Essay Example This is followed by detailed analysis or the lesson plan and peculiarities of students’ perception of material and attitude to learning, their interests and cooperation during the lesson. Also there will be suggested an action plan for my self-improvement and advance in my future teaching skills. Final point of my paper includes brief conclusion on done work. Primarily, I want to pay attention that my lesson is designed for young students. They are Libyan and their appropriate age is from 16 to 19. The topic of the lesson is Life Stories. The lesson contain the story about doctor who leave his son burial to save life of unknown boy, precisely listening a rude and angry perturbation of his father. Hence, the story is totally edifying and provides a great example of execution of duty no matter what. Moreover, given text teaches respect and politeness even in stressed situations. These are serious and important moral categories, discussing which will be useful affair for young generation. Their age induces them to think over some eternal notions together with sense of life and people’s behaviour. This is the age of self-identification in the world and understanding of who you are. So topic Life Stories with a big moral purport I consider to be highly appropriate for these learners. It more or less matches with their interests and pre tends to be interesting for students. The learners are 10 in number. It is a suitable amount what gives an opportunity to tell your own opinion for everybody, and to discuss the main important points of the topic in pairs and with the full class. Learners study language at their private school for ten years. English is a part of their syllabus so they study General English. Level of knowledge of these Libyan students is intermediate. As there was no verbal part in the exam process for them, they mostly concentrated on the structural form of the language avoiding the meaning and use of them as a result; they are good at writing and

What does the bible mean to me Essay Example | Topics and Well Written Essays - 250 words - 1

What does the bible mean to me - Essay Example w the bible differently but I believe it to be a sacred collection of books that Christians use as a reference to God’s command during their worship as well as in their lifestyles. It provides the means of communication with God the creator who Christians believe is supernatural and whom they revere. The bible directs man on the kind of life that he should live. It is God’s way of instructing, encouraging and correcting Christians, as well as making his plan known to them. Moreover, it explains the destiny of man in the life after death, consistent with the life that one lived. The bible connects the reader with God at a deeper level so that the communication is one on one with the help of the Holy Spirit who is described in the bible as Christians’ intercessor before God. In order for the fellowship of man with God to manifest fully, it is essential to have the Holy Spirit’s intervention since the sinful nature of man separates him from God who in His nature is Holy. This is well outlined in the scripture in Isaiah 59:1-12. I consider the bible to be a very vital holy book in the life of a Christian since it gives him/her reference for their lives and enables them to connect to God and this way, they are able to know His will and purpose for their lives. As mentioned earlier, the bible clearly states the kind of life that man should live while on earth and his ultimate fate after death consistent with the life that he chose to live. Everyone should therefore seek to know the bible and obey the commands

Soldiers with Large Weapons in Predator-Abundant Midsummer Research Paper

Soldiers with Large Weapons in Predator-Abundant Midsummer - Research Paper Example According to the research findings, it can, therefore, be said that being in a position to comprehend the causal mechanisms and outcomes of trait variation can present imperative insights of how organismal phenotypes are manipulated in the process of evolution and how they influence communal dynamics and the population. Different approaches are used to determine the variation in the trait. One notable approach involves measuring the number of aphids in colonies that belong to each of the three wild populations, and the number of predators of each colony. Three separate colonies, all in Japan were used in the study. One aspect to the colonies that was mutual was that they were all situated at the periphery of deciduous forests, where the S. senanensis host plant was found in abundance. Each colony was surveyed one to three times each month. The survey was conducted in August 2006. In each survey, S. senanensis leaves were picked up, each must have had a colony of aphid so as to collec t both the aphid and the predator. All aphids and predators collected were placed in ethanol and then preserved in plastic bags. Aphid mothers seemingly produce sturdy soldiers as a sole reaction to environmental temperature. This is done just before the coming of the â€Å"dangerous time† as a move that can expound on the mechanism of the spatiotemporal variation in natural populations. These results may actually be the initial indication of the evidence of the actuality of an adaptive strategy in relation to the morphological characteristics of soldiers in aphids. The results do not reveal much about the defensive strategy of the aphids, in particular, the factors influencing the production of soldiers in C. japonica. The correlation between production of soldiers and soldier armature can be approximated by measuring up the number and armature of soldier produced by the aphids that have been nurtured at different environmental temperature.

Othello, the Moor of Venice Essay Example | Topics and Well Written Essays - 250 words

Othello, the Moor of Venice - Essay Example Due to his complete trust of Iago, he failed to examine the situation and preferred to be moved by the intensity of his emotions, assuming a full thought of betrayal he didn’t attempt to seek basis on. On this note, one may find having momentary empathy over Othello’s condition in which he finds it truly painful to discover infidelity which he supposed had come so abruptly from the side of Desdemona. His ardent love for her brings to revelation the weakness of a character who has had so much to prove in terms of his skills as a Moorish general in the Venetian army and several other aspects which rightfully place him as a novel’s protagonist. Iago has been capable of executing his cunning, manipulative strategies to get into power without getting caught due to his intelligence and expertise as a high-ranking soldier that he managed to hold in secret the marriage between Othello and Desdemona. This makes Othello keep a considerable amount of confidence with Iago along with the other incidences in which the former was aided by him so it could never be in Othello’s mind to suspect Iago of deception turned against him. On the other hand, Othello instantly lacks trust and faith with his relationship with his love and has allowed desperation to ruin any wisdom in his reservation. He could have acted and moved with thought, considering his position and character, that there are sides to be heard, justice, and faith of a loved one who, by him, was unjustly fated. His unjustified reaction could have been suspended had he employed a meditative trait of a wise

Voluntary Assumption Of Tort Liability In English Law Case Study

Voluntary Assumption Of Tort Liability In English Law - Case Study Example Policy considerations played a large role in restricting employee claims, in the interests of economic and manufacturing growth, as well as the principle of contributory negligence and violent non fit injuria. More recently, the law in this area has developed into a complex system based on the obvious potential problems created by broadening or narrowing too far the limits of the law. The courts have recognized that a single, simple test to determine psychiatric harm is not sufficient, â€Å"for reasons that concern both its potentially uncontrollable nature, and political and moral parameters imposed by the structure of western open-market societies on the legal system.†2 In order to fully understand exactly what principles and tests the courts adopt, one must examine the relevant case law. The law in this area is vaguely split into a) the psychological or physical harm actually occurring to the employee, and; b) the physical harm occurring to a third party, witnessed by the employee. In cases, where the harm directly occurred to the employee, the primary test is one of foreseeability; if it can be proven that physical or psychiatric injury was reasonably foreseeable, compensation for psychiatric harm is possible.3 Where an employee suffered a nervous breakdown at work, the courts indeed asked whether the breakdown was reasonably foreseeable, actual or probable physical harm was not relevant or necessary.4 Rose J confirms this, stating: â€Å"the employer whose system of work negligently induces psychiatric injury without any physical injury†¦is just as liable as one who causes physical injury.†5 Yet does the concept not appear a little simplistic? The issues surrounding the decision in Walker have the potential to open several difficulties – different jobs involve different levels of stress and risk, whilst individuals react differently to stress depending on their vulnerability.

Chocolate liquor Essay Example for Free

Chocolate liquor Essay Chocolate is a confection made from cacao beans, the seeds of the cacao plant. There are a large number of products made from it on the market, from powdered cocoa for making drinks to white chocolate, and most markets carry a cross-section of confections for their customers. In addition to being available at general markets and grocery stores, chocolate can also be purchased from specialty companies which make luxury and distinctive confections. Making chocolate is a time consuming process. Cacao plants are grown on plantations in South America, where the plant is native, and in parts of Africa. There are actually several varieties of cacao plant, all of which produce chocolates with slightly different flavors, and the flavor is also impacted by where the plant it grown, how it is handled after harvest, and how it is processed. Companies invest a great deal of money in developing ideal blends of cacao beans to create the flavors their consumers are used to. Cacao beans grow in large pods which are harvested once they ripen and then allowed to ferment. Initially, the cacao beans are extremely bitter; the fermentation process softens the bitterness, allowing producers to move on the next steps, roasting and hulling. Roasting helps to develop the flavor of the beans, while shelling exposes the cacao nibs, the portion of the bean which has all the flavor. Once cacao nibs are extracted, they must be ground into a substance known as chocolate liquor. This liquor isnt something youd want to eat: it is extremely fatty, thanks to the cocoa butter it contains, and it is gritty and bitter. This liquid is then pressed to create what is known as press cake, a substance consisting primarily of cocoa solids, while the cocoa butter is allowed to drain away. Once press cake has been created, producers have a number of options. To make cocoa, they can squeeze the press cake even more to isolate the cocoa solids before allowing it to dry and then pulverizing it. They can also blend some of the cocoa butter back in, along with sugar and other ingredients, to produce eating chocolate, which is subjected to a process called conching to create a smooth, creamy confection without any traces of grittiness. Eating varieties can also be adulterated with milk, creating milk chocolate, and the level of sweetness can vary widely. For white chocolate, cocoa butter is mixed with vanilla and milk. The history of chocolate is almost as interesting as the confection itself. In its native South America, it was prepared in drinks reserved for royalty and high ranking members of society. When European explorers visited, they were introduced to chocolate, and upon bringing the food back to Europe, it became a big hit. Eventually, Europeans started experimenting, adding sugar and other ingredients and ultimately developing a process which would allow them to make bars in addition to drinks. With the development of bar chocolate, confectioners realized that it had a wide range of possibilities, from candy bar coating to truffles, and the once rare luxury turned into an extremely profitable global industry.

Causes and Impacts of disruptive Behavior (DB) in Healthcare

Causes and Impacts of disruptive Behavior (DB) in Healthcare Introduction Persons may be fascinated to study and work in the nursing occupation because it is trustworthy and esteemed; though, the reputation of nursing is at risk as nurses are vulnerable to violence at their work more than other professions (Carter 2000 cited in Norris 2003). Indeed, nursing profession is four times more dangerous than most other careers (Gallant, R 2008). Nurses deliver care for displeased patients and families, whether they are mentally or emotionally ill, or they are offenders. They also need to deal with staffs and other healthcare members within the organization who evoke distress and nervousness. Lateral violence (LV) in health organizations has come to be so widespread and troublesome that it has gained the concern of the policy makers, managers and the healthcare organizations. During the past years LV has gained special attention in organization research. According to National Council on Compensation Insurance (NCCI) in 2006, 60% of workplace assaults are presented and intensified in health organizations, social facilities, and personal care employments. Investigators have reported alarming findings about the negative consequences related to disruptive behavior (DB) for the individuals, the health organizations, and the patients. As for the impacts on the organization, DB has been reported to be associated with higher turnover and intent to quit the organization, higher absenteeism, and decreased commitment and productivity (Hoel, Einarsen Cooper 2003). In addition, victim bullying has been reported to experience stress, job dissatisfaction, psychological and physical illness, and possible expulsion from the Job (Hoel Cooper 2000, Keashly Jagatic 2003 cited in Hoel et al. 2003, Vartia 2001) while patient bullying has been reported to result in reduced s afety and quality of care (reference). Although LV is considered a global epidemic (International council of nursing (ICN) (2007) and has long been a concern among healthcare providers, it has frequently gone uninhibited, or even pernicious, accepted as part of the organization. Thus, leaving these behaviors unaddressed, health organization quietly maintained and reinforced them. Fortunately, DB has lately come under better scrutiny. The American Medical Association (AMA) (2002) has commented: Personal conduct, whether verbal or physical, that affects or that potentially may affect patient care negatively constitutes DBs. The American Association of Critical Care Nurses (AACN) in 2005 has noted that the presence of DB is negatively impacting the collaboration among healthcare workers, which is principal to instituting and supporting a productive work environment. Furthermore, Alspach (2007) stated that LV in nursing is insidious, costly, disgusting and affects patient care. These behaviors urge TJC in 2008 to warrant the healthcare organizations of the safety risk caused by intimidating behaviors and asked them to increase their awareness of the individuals and organizational risk resulting from these behaviors. Those exposed to DB can live through stress, frustration, and psychomatic disorders. Sadly, Griffin (2004) found that 60 % of newly appointed nurses quit their work within six months of service upon exposure to LV, 20% leave the nursing profession forever. While, Veltman (2007) stated that DBs pushed the nurses to leave a particular job, and this drain on resources further affect patient care. In order to address this threat TJC (2009) introduced a leadership standard requiring that facilities looking for accreditation must formulate policies to tackle DBs in healthcare organizations. Now all Healthcare givers should be charged with understanding and addressing this needed culture change within health organizations. In this paper, the causes and impacts of DB for both patients and healthcare workers will be reviewed. Strategies to address and combat DBs among healthcare givers will be discussed. LV, DB and bullying are the terms that I will be using throughout this assignment. Laying the foundation Several terms have been used in nursing research to describe the negative behaviors of nurses in health services. These include LV, bullying, relational aggression, intimidation, horizontal hostility, horizontal violence, sabotage, verbal abuse, psychological abuse, oppression and interactive workplace trauma. (Alspach 2007,Dellasega 2009,Longo Sherman 2007, Lutgen-Sandivk 2007, Rocker 2008,Rowell 2005, Rosenstein ODaniel 2008, Stanley 2007, The Joint Commission(TJC) 2008) . Griffin (2004) identified the most common ten features of DB in the nursing literature (Duffy1995; Farrell1997, 1999, McCall 1996, cited in Stanley 2007): non-verbal innuendo, verbal affront, undermining activities, withholding information, sabotage, infighting, scapegoating, backstabbing, failure to respect privacy, and broken confidences. These kinds of DBs may be perpetuated by healthcare providers, patients or their families. High jobs pressure such as nursing tends to create stresses that are often released when further stressors are added. The discharge of the unbearable stress can result in LV. Irrespective of the initiating stress, no one merits to be abused. When LV erupts, everyone is influenced (Rowel 2010).Some researchers argued that nurses are an oppressed group who intern contributes to the oppressive behaviors indicative of LV (Stanley et al. 2007). Moreover, oppression, vulgarity, and sexual harassment are key elements of LV (Lutgen-Sandivk 2006). But these issues are not the only means that DB may manifest itself in personal communications. Norris (2010) added that hostility may take the form of apparent detesting, patronizing language, annoyance with questions from neophyte nurses or unlicensed employees, disparaging, impoliteness, concealing information, and even temper tantrums. DB is used to depict the workplace negative behaviors that may affect the health status of patient (TJC 2008). Dellasega (2009) refers LV to the act of intimidating, degrading that result in physical, psychological or emotional injury on a colleague or group while Rosenstein and QDaniel (2008) described LV as any unsuitable conduct, conflict, or confrontation ranging from verbal abuse to bodily or sexual harassment. According to Piper (2003) DB is any aggressive behavior that may endanger the stability of patient, unit, and the ability of the organization to achieve its mission. The ICN (2007) defined bullying as a behavior that dishonors, demeans, or otherwise shows disrespect for the dignity and value of an individual. Habitually, the fundamental cause of DP turns around communication mishaps (Ratner 2006, cited in Rowel 2010) or intentional obnoxious behaviors. Sheridan-Leos (2008) stated that the term LV has been used for more than 25 years in the nursing literature and described it as an act of antagonism that occurs between nursing colleagues within an organizational hierarchy. DB may be obvious or subtle. Farrell (2001, cited by Leiper 2005) uses the terms active or passive to categorize DP while the TJC uses the terms overt or covert. Active or overt actions range from intimidating body language designed to discomfort another or others to overtly criticizing a colleague in the presence of others, shouting at others and even physical attack (Leiper 2005, Longo Sherman 2007). Passive, covert aggression may take the form of gossiping, cover-up information needed to perform the job, or demonstrating unhelpful approaches during routine doings. Griffin (2004) found that many experienced nurses are not acquainted with the term LV and thought new nurses were making up the term. Likewise, many forms of DB may be so delicate that certain actions are considered nothing more than a personality conflict between two persons. Jackson (2002) contends that DB is an axiomatic phenomenon in health organizations and is recognized by many organizational cultures as a part of doing business. However, when asked precisely about personal experiences with DB, most healthcare providers confess that they know it when they see it, and many acknowledge exposure to some sort of experience with it during their professional life (Alspach, 2007). Owing to the seriousness and continuity of the side effects of LV on patient outcomes, a great attention has been paid to this topic in the literature. Here are some examples of reported cases: In a study conducted by the joint program and reported by the international council of nurses (ICN) (2007).Researchers found that the most common forms of LV are Verbal abuse, bullying and sexual harassment where verbal abuse ranks the highest among them. Verbal abuse had been experienced by 39.5% in Brazil, 32.2% in Bulgaria, in Portugal, 52% in the health center complex and 27.4%in the hospitals, 40.9% in Lebanon, and up to 67% in Australia. Additionally, bullying has been suffered by 30.9% in Bulgaria, 20.6% in South Africa, 10.7% in Thailand, in Portugal ,23% in the health center complex and 16.5% in the hospital, 22.1% in Lebanon, 10.5% in Australia and 15.2% in Brazil. Furthermore, sexual harassment impacted 64% in India, 90% in Israel and 56% in Japan, 69% for the UK, 48% in Ireland and 76% in the US. The Institute of Safe Medication Practice (ISMP) surveyed over 2000 healthcare providers in 2004 including nurses (1565), pharmacists (354), and others (176) and reported that 88% of the surveyed staff suffered bullying by other workers in the form of haughty language or voice intonation. 87% felt impatience when questioned and 79% were unwilling or refuse to respond to questions or telephone calls. The Nursing journal website (2006) asked guests in the last 6 months have you observed any nurse dealing inappropriately with others? 55% of all visitors claimed yes. This was demonstrated by a survey administered in 2007 to 663 nurses; 46% informed that LV was very serious or somewhat serious issue in their healthcare area and 65% reported witnessing DB repeatedly (Stanley 2007). Ulrich (2006) surveyed 4000 nurses; 18% reported verbal abuse from another nurse, while 25% of all participants rated the quality of teamwork and communication with other nurses as fair or poor. A minor study in Boston (2001) involving 26 new graduate nurses reported that 96% of respondents had seen LV during their first year of work, 46% stated that the act was against them. Acts of LV included being set them up to fail with an unreasonable assignment, sabotage, undermining, or not being available (Griffin 2004). According to a survey written by the Workplace Bullying Institute in 2010 and commissioned by Zogby International survey (2010), an estimated 35% of the U.S. workforce has been bullied at workplace; 62% of bullies are men; 58% of targets are women,68%of bullying is same-gender harassment; an additional 15% witness it. Half of all Americans have directly experienced it. Simultaneously, 50% of targets and witnesses never report the incident (silent epidemic). Leymanns (1993, cited in Einarsen1999) asserts that four elements are noticeable in prompting bullying at workplace: (1) lacks of work design, (2) deficits in leadership performance, (3) a socially visible status of the victim, and (4) reduced ethical standards in the working department. Einarsen et al. (2003) designed a workplace bullying framework; which gives an overview of how factors on different levels may interact at different stages in the multifaceted bullying process. This framework calls the attention not only to individual factors (in victims and perpetrators) but also to contextual, organizational and social factors. Salin (2003b) adapted this framework (Fig. 2), which builds and argues a planned adjustment of the framework by constructing on organizational factors of intimidation and its tolerance/intolerance by using terms such as enabling/disabling factors (Fig. 3). The Problem A survey conducted by TJC (2008) involving 4350 healthcare providers revealed that 77% witnessed DP by doctors and 65% by nurses. These behaviors are frequently demonstrated by professionals in positions of power and include unwillingness or rejection to answer questions; return telephone calls or pagers; patronizing language or voice intonation, and impatience with questions. In response to these events, TJC (2008) issued a patient safety alert affirming that the existence of threatening and unapproachable behaviors weakens the effectiveness of teamwork, erodes professional behaviors, and creates an unhealthy work environment. This sort of toxic environment can lead to malpractice risk (Rosenstein and ODaniel 2005, Morrissey 2003, ISMP 2008), patient dissatisfaction and to preventable adverse outcomes, (Rosenstein and ODaniel 2005, Gerardi 2008, Ransom and Neff et al 2000), increase cost of care, (Gerardi 2008, Ransom and Neff et al 2000) and causes competent clinicians, administrators and managers to look for new workplaces in more professional settings. Lutgen-Sandvik (2009) stated that nurses employed in a toxic, threatening environment often dread going to work and many face the day with feelings of impending doom. Recurrent exposure to bullying headed some nurses to retreat into silence, which led to disruption in communication and teamwork. Furtherm ore, continuous bullying may alter nurses self-confidence, initiativity and innovation resulting in psychological and occupational impairment (WBI 2003). All of these factors combine their effects to disrupt the stability of employees, the organization, and the patients safety. Unfortunately, there is no research study in the United Arab Emirates (UAE) handling the issues of LV except for a minor one conducted in Saqr Hospital in Ras Al Khaimah. The executive director stated that DB by physicians, including Sexual harassment and verbal abuse is a major cause of nurses stress and dissatisfaction at the hospital. Such abuse pushes the nurses to turnover (Zain 2010). Moreover, unhealthy nurses-physicians rapport and authority abuse by the doctors have contributed to nurse turnover in the UAE (khaleej, T 2009).The absence of studies involving the whole emirates does not mean that the problem does not exist. Based on my observation as part of the healthcare system, many nurses especially Asians suffer from different kinds of hostility from physicians, superiors, peers, patients and their families in their work. This hostility take the form of shouting, oral degrading expressions, oral ironic remarks, raised eyebrow, unflattering face gestures, apparent detesting , and sexual harassment. Literature Review History The notion of LV is not a new phenomenon. Horty (1985, cited by Piper 2003) defined the disruptive doctor as as a very clinically competent to the extent of considering himself as the most experienced in the healthcare organization. The troublesome physician is naturally very tough to contact and hence argumentative and antagonistic. In the 1990s, DBs by doctors began to be labeled in the literature as a form of physician impairment (Piper 2003). Gawande (2000) revealed in his article When Good Doctors Go Bad how the medical community was not set to suitably address physicians DB. Rosenstein et al. (2002) found out that lack of physician awareness, appreciation, value, and respect for nurses were serving to fuel the countrywide nursing shortage, profoundly impacting job satisfaction and morale for nurses. So what motivates TJC to ask the medical community to act against violence after two decades? Researchers agree that two milestone matters brought the dispute of LV to the front (Lu tgen-Sandivk 2007, Rocker 2008, Rosenstein ODaniel 2008, Seidel, 2006). The Institute of Medicine (lOM) published in 1999, To Err is Human. The report determined that medical errors cause between 44,000-98000 deaths yearly- more than result from vehicle accidents, breast cancer or AIDS (Baker 2009). The report emphasized the necessity to consider organizational resources and human factors that harmfully influenced patient care (Rosenstein ODaniel 2008). The risk of a nursing shortage. Aiken et al. (2001) found in his global study in a sample of 43,329 nurses that job dissatisfaction was highest in the USA (41%) followed by Scotland (38%), England (36%), Canada (33%) and Germany (17%). More striking, however, was that 27-54% of nurses less than 30 years of age intended to quit within 12 months of data collection in all countries. The U.S.A had a shortage of 150,000 nurses and that number is expected to reach 800,000 by the year 2020 (Childers 2005). Consequently, the nurses will be incapable to meet the forthcoming patients needs if this continues. One reason of turnover is the frustration caused by DBs. Rosenstein et al. (2002) noted that nurse-physician relationship is the key element for retaining nurses. Rosenstein surveyed 2562 from 142 hospitals from 11 Voluntary Hospital Association regions. The sample included 389 physicians, 1615 nurses and 104 senior level executives. More than 90% informed witnessing DB by physician and over 33% of nurses tend to turnover. Using a scale of 1-10 to identify the level of nurses satisfaction and moral; LV ranks pretty high (8.01) Figure 4 Theoretical Framework Rowell (2010) suggested five theories about LV. (See Appendix I). Causes of LV Physicians related Several researchers stated that the physicians training at the hospitals make them vulnerable to DB (Kuhn 2006, Rosenstein ODaniel, 2008). During their training; doctors learned to think individualistically and to become accountable for their activities. This mentality promotes self-reliance, self-sufficiency and an autocratic, bullying conduct which is the antithesis of teamwork (Rosenstein et aI. 2002). According to Kuhn (2006), the absence of quality control starting in university and it is nearly difficult to be fired from internship. This leads the physicians to see themselves as the so-called captain of the ship but possibly do not have the necessary skills to keep it right. This also produces a hierarchal model of healthcare which builds passive roles for nurses and other subordinates (Rosenstein ODaniel 2008) Piper (2003) found that DB is usually demonstrated by excellent clinicians who are accepted by their patients and the society. As they habitually have a notable record of accomplishments; victims may be unwilling to intervene considering the behavior as an exceptional one. Moreover, Piper stated that hospital managers who are supposed to implement the policies are confronted with the challenge of whether to ignore the behavior, or take a difficult decision of firing a great physician who shows too much enthusiasm. According to Rosenstein ODaniel (2008) some hospital directors are disinclined from averting the aggressive attitudes of the physicians because they are not hospital employees and willingly admit their patients to the hospital and thus considered a source of organizational income. Growing external forces such as governmental supervision, pressures for more productivity, managed care restrictions, lower payment, and increasing liability risk cause disruptive physician behavior (Rosenstein et al. 2002). Practicing physicians are overwhelmed with paperwork. As a result, demoralization, and anger will develop leading to oppressive conducts. Another likely cause is the stress inherent in todays medical environment such as mental exhaustion and environmental stressors experienced by physicians lead them to commit medical errors (Kuhn 2006). Staff related The oppression theory will be applied to understand the nurse-to-nurse aggression. Healthcare institutions are controlled by the administrators and physicians who use their authority to rule subordinates. It is obvious that when any oppressed group recognizes that it is not possible to direct its power upward, the group then places their powerlessness and frustration on one another. These peer-to-peer hostilities, which reduce self-esteem, are called LV (Sheriden-Leos2008, Griffin 2004, Leiper 2005). Dunn (2003) confirmed in a study involving 500 nurses in the operating theater that the great numbers of nurses were verbally attacked by the surgeons. This sort of offensive abuse led the oppressed group to develop personal characteristic such as disunity and inability to oppose the physicians because of their positions, authority and ability to revenge from the nurses. Rowell (2005) estimated that 81% of oppressors are bosses, 14% peers, and 5% lower rank staff. Referring to Griffin (2 004) this form of oppression causes the nurses to feel helpless, disrespected and self-loathing. Stanley and Martin (2007) have suggested an applied model of oppressed group behavior to demonstrate how LV seems to manifest itself in the workstation (Fig. 4).It also useful in predicting nurses retention and satisfaction. Gender is another factor. Many studies revealed that females are more susceptible to LV than males. Dunn (2003) rationalized that women tend to suppress their feelings of bitterness. In addition, women are habitually considered inferior to men within society in general and healthcare organization in specific. Accordingly, it is not astonishing to see recurrent acts of sabotage in the nursing as 90% of nurses are females. Leiper (2005) has a parallel opinion and said that females generally underestimate their efforts and have lesser self-esteem than males so they can be irritated more easily and have a predisposition to yell at others. Dellasega (2009) concluded that males express their anger more frequent with bodily violence and this is usually accepted and women exhibited it through character insult, mortification, disloyalty and rejection. ISMP (2004) surveyed 2095 nurses (86% female and 14 % male) and found that DB was nearly equal. Thomas (2003) agrees with this finding. Not all Researchers support the oppression theory as the mechanism for DBs. Ratner (2006) view the oppression theory as condescending to nurses, making them appear as the powerless victim. Another standpoint suggests that organizational cultures, sustained struggles for authority, inconsistent work standards and management styles results in LV (Hallberg 2007). Further organizational causes include shortage, work overload, lack of administrative support, relations among groups, and organizational reform (Rocker 2008). Patient/Family related Patient or family members with a history of DB should be considered at high risk for becoming violent. Violence results from those who are frustrated, rampant, mentally ill, and substance abuser. Finally, LV is not frequently reported by victims and therefore run unaddressed. Fear of revenge, the stigma related to blowing the whistle on a peer, a wide-ranging averseness to oppose an oppressor (TJC 2008), the status quo, lack of confidentiality, lack of administrative support, and lack of awareness or reluctance among doctors to change inhibit the reporting (Rosenstein et aI. 2002). Similar to other kinds of mistreatment, staff violence is repeatedly viewed as an isolated matter and individuals are occasionally unwilling to talk about it (Gammons 2006). On several occasions, LV is not informed because it isnt identified. Some practitioners doubt that bullying has happened except when somebody shouts or uses attacking language (Beyea 2004). Forms and Manifestations OF LV: (see Appendix II) Effects of LV on: Nursing workforce, Organization and Patient The Nursing workforce Defamation of professional dignity, stress, anxiety, frustration, and anger (Rosenstein ODaniel 2008), sleeping disorders, reduced self-esteem, low morale, disconnectedness from their colleagues, depression, apathy, and excessive sick leave (Alspach 2007, Longo Sherman 2007), Suicide attempt (Griffin, 2004). According to the WBI, 45% of respondents had stress-related health problems which include debilitating anxiety, panic attacks, clinical depression (39%), and even post-traumatic stress. Not astonishingly, the adverse effects of LV are not only restricted to the targets. Co-workers witnessing LV report stress and job dissatisfaction. Witnesses who never report are confused how to stop assailant. Unluckily, their silence often leads them to despair and turnover (Lutgen-Sandvik 2007). Healthcare Organization Manifestations include: increased patient illnesses, increased healthcare costs, unplanned absences, law suits (Rowell 2005), malpractice risks (TJC 2008) and turnover (Rosenstein QDaniel 2008, Griffin 2004). Rocker (2008) states that between one third and one half of all work related absences and illnesses are a result of office bullying. According Yamada (2009) some victims pursue compensation or disability benefits as they are no more able to endure work stress and intimidation. Along with Stanley (2010) the overall increase in nurses turnover induced by LV from 2002 to 2007 is 32%. Turnover costs the organization per RN for 2007 $82,000 88,000. Additional costs are decreased productivity and loss of experienced and knowledgeable nurses. Malpractice of physicians and other healthcare providers, which is estimated at 4-6%, has a vast impact on organizational costs. Patients and families detect aggressive work environments (TJC 2008) and are ready to sue when they are faced with arrogant or insensitive behavior from healthcare workers (Aleccia 2008 as cited by TJC 2008). The Patient Rosenstein (2008) surveyed 4530 participants from 102 USA organizations from 2004-2007. The survey questions were intended to assess the respondents perception of the link between DB and patient care. The links were as follow: 66% adverse events, 71% medical errors, 53% compromises in safety, 72% detrimental impacts on quality of care, 25% patient mortality,18% were aware of a specific adverse event, 75% of them believe that the adverse event could have been prevented. According to Dunn (2003) some nurses may control patients by putting off their response to the patients needs- pain medicines, etc. Displeased nurses can also keep patients family uninformed about the patients health status or not support them when needed. Stanley (2010) reported that 1.5 million patients are harmed by medication errors yearly. DISCUSSION In todays sophisticated healthcare setting, each system brings particular skills to patients care. Whether the clinician is a nurse, or any other healthcare workers; each has a unique set of expertise and acquaintance that enable them to view the patient from a particular standpoint. Each field is taking care of the patient at distinctive times and intervals of the day. The doctor visits the patient one or two times a day for 15-20 minutes whereas the nurse employs several successive hours bedside his patient. Therefore, the nurse is the first one who detects and attends the alteration in patients status, not the physician. The patient and the efficacy of the healthcare team are dependent on each other to thoroughly and assertively communicate the changes in the health status of the patient. Unhappily; DB hinders this communication process which affects patients outcomes. It is of merit to mention that the international picture of LV is no difference from UAE.I have been working in the clinical setting for 16 years in different hospitals as a nurse and in a health institution as a teacher and clinical instructor. I have been exposed to and witnessed many episodes of Dbs. For example, I remember a situation when the head nurse asked the Surgeon whether he wants to start the patient on diet or continue keeping him nothing by mouth. The doctor replied in an offensive manner; give him Shoes. The head nurse asked him to write this in the order sheet. Sadly but true, the doctor did it without giving consideration to anything. The nurses felt that they were disrespected and were frustrated because of the recurrent response from the administration when DB is reported as status quo. That instance happened before 9 years but this troublesome situation impacted my psychological status that I recall it as if it occurred yesterday. Another incident, Though I do no t like to recall it, but its profound effect keeps it all the time in my imagination when the nurse came to the nursing counter crying once an aged patient got the money from his pocket and asked her to satiate his sexual desire. Furthermore, nurse on nurse aggression is also clear and take different forms ranging from verbal and non-verbal attack such as intentional rolling of eyes, folding arms, gazing into space when communication is being attempted, backbiting, withholding informationà ¢Ã¢â€š ¬Ã‚ ¦etc. to physical assault such as pushing each other. These DB extended also to the patient particularly the dependent and the unconscious patients who were insulted either by bad words or inappropriate care. The negative effect of these DBs was manifested by medical errors, reduced patient safety and care, decreased performance and productivity, frustration, dissatisfaction, turnover, and poor hospital reputation. Although these are merely anecdotal notes, there are comparable events recognized in the research. Rosenstein ODaniel (2006) presented selected comments acquired from a survey of 4530 healthcare providers. They include terms such as RN did not call doctor about change in patients health status because the doctor had a history of abusive behavior and particular surgeons give the impression that they have the right to be impolite and verbally offensive. It is hard to maintain a high level of performance when repetitively scared of being yelled at (Rosenstein ODaniel2006). Unhappily, DB is not solely restricted to doctors. Rosensteins survey data supports the issue that DB spread to other non-physicians employees. Remarks include; DB from nurses is much more upsetting. I expect it from the surgeons but not from my peers and please realize that most stress is from RN managers, not MDs. According to Rosenstein ODaniel (2008), the most common situation that triggered DP by doctors, as conveyed by nurses, was calling physicians to report a decline in the patients condition. This shows a failure in communication that ought to bring dreadful results on the patient. For instance, if the physicians order is inaccurate or not clear. The nurse many not carry out the order until clarified by doctor. If the nurse is anxious about making a telephone to the doctor due to fear of an annoyed eruption, she might postpone the call or make another work around by evading the doctor entirely and including another party. If there is inaccurate order of medicine, this situa tion can be revealed in various ways, all with awful outcomes for the patient. Primarily, the issue will not be verbalized as the practitioner did not desire to confront the stellar reputation of the doctor or because they were demoralized by previous behavior (ISMP 2008). Consequently, the incorrect medicine will be given. If the nurse calls the doctor and feels that the physician is irritated, the incorrect medicine can still be given and secondary repercussions such as being unable to correct the order in the future can result. Unfortunately, several nursing staff has to live with the guilt of a serious error because they did not follow up on a questioned situation (ISMP 2008). The negative outcomes of such an error can result in stress and frustration for all involved and thus can bring about DB. Limitations Workplace LV is a complicated issue. A diversity of expressions is used to reveal similar behaviors .Although they possess distinctive meanings, the terms are frequently used interchangeably in the nursing literature. There are also a many workplace abuse that might be categorized as DB. First, the paper has focus merely on psychological and/or verbal abuse and not physical or sexual harassment. Second, the majority of literature focuses on LV in nursing profession in particular and to a certain degree

Political Institutions and Economic Volatility

Political Institutions and Economic Volatility Most of the existing literature about political institutions and economic volatility focus on developed countries or countries including both developed countries (e.g., Denizer et al., 2002; Mobarak, 2005; Debrun et al., 2008; Klomp and Haan, 2009; Perira and Vladimir, 2011). These papers always examine the impact of political institutions on economic volatility from one or two aspects, seldom do they analyze this relationship in a more broad way. The existing papers study the relationship between political institutions and economic volatility from different dimensions. Many of these studies provided empirical evidence that democratic political institutions generate less volatile growth. The paper written by Rodrik (1997) shows democratic countries are less volatile than nondemocratic regimes. This opinion is supported by a number of studies. Mobarak (2005), Quinn and Woolley (1996, 2001), Klomp and de Haan (2009) and Cavallo and Cavallo (2010) report a strong negative correlation between democracy and economic volatility, strengthening democratic institutions can eliminate the negative effects of financial crisis and decrease output volatility. Democratic institutions may reduce macroeconomic volatility in several ways. First, a democratic institution which highly respects individual interest will implement policy to keep countries’ stability, since most of people prefer a stable environment. Politicians in democratic political institutions have the opportunity of future replacement. The future replacement of these politicians will be affected by median voter who would prefer a more stable economy. To get the support of these voters, politicians in democratic institutions always avoid policies with high risk (Black 1948; Downs, 1957). Second, democratic political institutions decentralize political power, which keep policy’s stability and decrease its variance. In Partha and Malik’s (2010) view, the degree of democracy in a country is determined by the proportion of the population who are in the process of political decision making. In a perfect democracy each individual has right to give their opinion in the political process and political institutions will not only represent a particular group’s interest. They also find a high correlation between disparity in political regimes across countries and differences in volatility. Thus, the decentralization of political power inherent to democratic political systems can effectively reduce the policy uncertainty which will lead to smaller economic volatility. This paper is closely related to cross-country empirical studies that examine the link between political governance –related variables and economic growth volatility. Acemoglu et al. (2003) think that a society where elites and politicians are effectively constrained will experience less infighting between various political groups to take control of the state and to pursue more sustainable policies. In their opinion, if a country has less executive constraints, politicians and elites will find various ways of getting greater political power to increase their own interest. This type of infighting between different political groups for the political power will increase political and economic turbulence. There are several papers argue that executive constraints can reduce economic growth volatility due to their decentralization function. Henisz (2000) shows that there is positive relationship between the number of politicians with independent veto power over policy changes and the possibility of large shifts in policies which may increase the economic volatility. Nooruddin (2003) suggests that effective constraints on politicians and elites, for example independence of the executive from the legislature, minority parliamentary government, and coalition government, can significantly reduce the economic growth volatility. It has been shown that the ability of governments to handle economic crisis depends on the quality of institutions (Rodrik (2000); Arin et al. (2011)). Cariolle (2014) says one important reason of the occurrence of 2008 worldwide financial crisis is poor transparency and lack of accountability mechanisms in private and public fund management. The occurrence and consequences of this crisis can be seen an illustration of the complex link between governance quality and output fluctuations. As an important part of institution quality and a variable of the World Governance Index, corruption has been discussed in some papers which examine its effect on economic volatility. Corruption can be viewed holistically as an institutional arrangement arising from the lack of inappropriateness, or ineffectiveness of formal institutions (Andvig, 2006; Williamson, 2009). Evrensel (2010) analyzes the corruption-growth volatility relationship and find that high corruption increase economic volatility. Attiya et al. (2011) argued that high corruption and low institutional quality lead to more fluctuations in the budget deficit which may increase the level and volatility of inflation. Another dimension of political institutions that some research analysis is the stability of the regime. Rodrik(1999) shows that external conflicts make economic growth more volatile. In addition, Asteriou and Price (2001) conclude that there is a strong positive relationship between political instability, measured by various political violence indicators, and macroeconomic volatility. Klomp and Haan (2009) use a four-factor model which includes â€Å"aggression†, â€Å"protest†, â€Å"regime instability† and â€Å"government instability† measure the political instability. Their results show that all four factors of political instability are positively related to growth volatility, but only regime instability and government instability have a significant effect. There are several reasons why political instability may affect economic volatility. Violent challenges may increase economic volatility because they damage or destroy physical capital, divert resources from economically productive activities and discourages such activities by the uncertainty they generate (Jong-A-Pin 2009). Ari and Francisco (2006) say that countries with political instability are often sensitive to political shocks, resulting in discontinuous monetary and fiscal policies and higher inflation volatility. From the studies discussed above, I can see that most of them study the relationship between political institutions and economic volatility in developed countries and they examine the impact of political institution from one particular aspect. This work tries to fill the gap about the impact of political institutions on economic volatility in developing countries. Compare with previous studies, this thesis analyze the relationship between political institutions and economic volatility in a more broad way by focusing three dimensions of political institutions. This paper also compares the results between different regions. The hypotheses are to see whether democracy, executive constraints are negatively related to economic volatility and corruption, internal conflicts are positively related to economic volatility.

Effective Time Management - The Foundation of Success Essay -- Time Ma

Effective Time Management - The Foundation of Success   Ã‚  Ã‚  Ã‚  Ã‚  Upon returning to college, the mature student (any student over the age of 24) soon realizes that their ability to manage time effectively directly impacts their learning experience and their family life. Unlike traditional students, the mature student may have a spouse, children and a full-time job that is necessary for them to survive financially. Adults with families will readily agree that their family alone places serious demands on their time. When adding the responsibility of school, it becomes even more difficult to make time for family, work and personal time. Enough time needs to be spent on these three major facets of life. Too much time spent in one area usually means to little time spent in another, which usually leads to stress. Time management professionals say that stress is usually the result of poor time management. Effective time management has to be the foundation of any successful and productive life.   Ã‚  Ã‚  Ã‚  Ã‚  There are 1,440 minutes in a day. If one is employed full-time, then about nine hours (540 minutes) of the day is spent at the office and commuting. The time left in the evening for family and self is very limited. Some companies allow their employees to telecommute, in which the company’s network is accessed from the employees’ home, usually via a high-speed or broadband connection. Telecommuting increases available time for family and self by eliminating the employee’s commute. Along with telecommuting, some companies offer Flex-Time. Flex-Time allows the work schedule to be configured differently from the typical Monday through Friday, 9am-to-5pm workweek. One will still work a total of 40 hours that week only one day may be shorter than the rest. Flex-Time is basically a flexible work schedule. Flex-time and telecommuting are examples of Flexible Work Options (FWO). FWOs allow employees the opportunity to find time for their families and s elves by introducing a time management element that â€Å"bends†.   Ã‚  Ã‚  Ã‚  Ã‚  Along with the changing nature of office-hours via telecommuting and Flex-Time, there is a need for employees to be more efficient at work. Companies are implementing the â€Å"virtual office† which partly entails telecommuting but with the main focus being a more efficient, yet mobile workforce. With the virtual office, traditional office setups such as permanent workspac... ...s to get these things done and back to the office in one hour: pick up cash for sitter tonight, pick up three birthday gifts, buy her daughter a notebook, pens and a new backpack for school tomorrow, eat, get oil changed and pick up son’s asthma prescription. Well, Super Jane is at it again, she headed to the grocery store/pharmacy and picked up her son’s prescription, three gift cards for various stores to be given as birthday gifts, a salad and enough money for the baby-sitter to take her daughter to the store tonight to get her pens, notebook and new backpack. Now, off to Jiffy Lube where she will eat her salad while waiting for her oil to be changed. In summation, the benefits of time management can be life altering. As one finds ways to get more done with the time available to them, it can lead to an increase in overall self-confidence and a more positive outlook on life. Effective time management is also a very useful tool that can help to reduce stress in day-to-day life. If effective time management becomes a part of one’s life then he or she can find ways to juggle family, career, personal time and education. In essence, effective time management can lead to success.

The Federal Reserve - Its Time to Put an End to Central Bank Independence :: Economics Monetary Policy Feds Restraint

The Federal Reserve - It's Time to Put an End to Central Bank Independence If "taxation without representation" could rally the colonists against the British Crown in 1776, tight money and ruinous interest rates might be cause for populist revolt in our own day. Federal Reserve monetary policy also has severe social burdens, measured by huge changes in aggregate output, income, and employment. The imperious Fed, much like the English Crown two centuries ago, formulates and carries out its policy directives without democratic input, accountability, or redress. Not only has the Fed's monetary restraint at times deliberately pushed the economy into deep recession, with the attendant loss of millions of jobs, but also its impact on the structure of interest rates and dollar exchange rates powerfully alters the U.S. distribution of national income and wealth. Federal Reserve shifts in policy have generated economic consequences that at least equal in size and scope the impact of major tax legislation that Congress and the White House must belabor in public debate for months. Popularized studies of Federal Reserve performance in recent decades convey the image of the Fed seated in its Greek temple on Constitution Avenue, with Chairmen Volcker and Greenspan elevated to the realm of the gods. From centers of economic power around the nation - Wall Street, Capitol Hill, the White House, and corporate boardrooms - the classical Greek chorus intones its defense of Federal Reserve independence. On the surface, central bank independence seems an eminently reasonable, appealingly simple solution for an agonizingly complex and muddled process of making economic policy in this postindustrial, electronically linked, and computerized global economy. The independent central bank is an institutional concept that complements well the counterrevolution now underway in U.S. budget policy. Washington's fiscal policy is locked into a deficit-cutting mode for the near future, while Congress is determined to retreat from all discretionary spending, regulatory intervention, or measures to improve equity in the distribution of national income and wealth. With the federal fiscal policy on automatic pilot, the Fed's monetary policy could be removed entirely from the inefficiencies and confusion of the democratic process. But this deceptively simple conception poses profound questions for the process of democratic representative government in the United States as it pertains to managing the nation's economy.

Miss Emily and the Invisible Man Essays -- Literary Analysis, Faulkner

William Faulkner and Ralph Ellison com from two different back grounds. William Faulkner was a white man born into a family who was affluent and powerful. (DiYanni 78) Ralph Ellison was a black man born in the south. (DiYanni 341) Through their stories they share their views of the south at that time. Faulkner and Ellison had contrasting views on the south about how people with differences were treated and whether or not the south’s changes were positive, however they both view the changing south as inevitable. In Faulkner’s south people who are different are not punished but they are protected from the public embarrassment of their honor. In â€Å"A Rose for Emily† Colonel Sartoris forgives Miss Emily of the taxes she owes the city of Jefferson. Instead of telling Miss Emily the truth, because of her position in the town she out of honor would have had to turn the offer down, the narrator says â€Å"Not that Miss Emily would have accepted charity. Colonel Sartoris invented an involved tale to the effect that Miss Emily's father had loaned money to the town, which the town, as a matter of business, preferred this way of repaying.† (Faulkner 79) Another example of the townspeople protecting Miss Emily’s honor is when they smell a repulsive odor coming from Miss Emily’s house. The mayor Judge Stevens is hesitant to confront Miss Emily the issue at hand. When one of the Aldermen, from the young generation, suggests addressing her of the situation Judge Steven s says "Dammit, sir, will you accuse a lady to her face of smelling bad?" (Faulkner 80) The townspeople ultimately decide to sneak onto Miss Emily’s property so the can remove the stench from her house without insulting her honor. The most extreme case of the citizens of Jefferson prote... ... fell away and did not send their children to her with boxes of color and tedious brushes and pictures cut from the ladies' magazines.† (Faulkner 83) In Battle Royal there is a sense of the inevitable change in the south. That the Invisible Man will follow his grandfathers words. That he has become privy to the game the white man is playing with him. Both of these authors’ short stories cover the changing south. Both of their short stories give us a profound impact on the thinking of these two men when it comes to their views of the south. Coming from different backgrounds this gives the reader a good view of what the overall picture of the south looked like at the time. Faulkner and Ellis disagreed about how differences were handled in the south and whether the changing south was good or bad, but they both of them agreed that the south changing was unavoidable.

An Analysis of Broken Dreams by W.B. Yeats Essay

A lot of Yeats’ poems about love are linked back to the love of his life, Maud. She is represented in many forms in Yeats’ poetry and Broken Dreams is no exception. By using Maud, Broken Dreams involves themes such as loss, love and time. ‘THERE is grey in your hair. Young men no longer†¦Ã¢â‚¬â„¢ In these first two lines Yeats has set the basis of what the poem will be about, comparing Maud to what she was like when she was young and what she is like during the writing of the poem. Yeats switches between the past and the present to present this but instead of using the past tense he goes back to how he remembers Maud and uses it as the present. It can therefore be inferred that Yeats does not want to let go of the past but has done it for so long that it has become his reality, it is no longer just in his dreams. The dream he is living is then broken when he sees her again looking old and grey. After Yeats’ dreams come the memories of the woman. In three of the five stanzas Yeats repeats the words ‘Vague memories, nothing but memories.’ Yeats’ actual memories of her have faded as he got older, another result of time and ageing. Yeats can only remember a small amount about her, a large amount of that being her looks and beauty, he has been dreaming about that one thing for so long that he has forgotten everything else about her. It is suggested that even the memories that he still has become blurred and they are not as they actually were. In the fourth stanza she enters a lake with one small imperfection that makes her stand out, but if she were to leave the lake it is implied that this imperfection will disappear and she will be utterly perfect. That imperfection is the one of her characteristics that makes her so appealing to Yeats and so even more memorable, if that were to go then perhaps he will forget her altogether. Both the themes of time and memory have been to do with the loss of it. Following on from losing the memories of her, Yeats contemplates never being able to see her again. When she goes into the lake it is not only the memory of her that becomes blurred but during the time that that happened she is getting away from him. ‘And I am afraid that you will run’, this suggests that the woman does not love Yeats as much as he loves her if at all. It could be interpreted that Yeats pushed her away with all the unwanted attention he was giving her rather than her leaving because she had to like Yeats sees it. Furthermore, towards the end of Broken Dreams, Yeats has written the line, ‘The last stroke of midnight dies.’ This is line to  sum up the theme of loss on a whole whether it is time or the loss of the woman. The stroke of midnight has awoken him from a dream state thinking about this beautiful woman, making Yeats realise that he has lost a large amount of time in the day as he could have been doing something more productive. As well as time there is also the loss and possible death of this woman as Yeats says ‘midnight dies’ instead of ends or finished. Focusing more closely on the woman, who is based on Maud, her Beauty is emphasised throughout Broken Dreams. At the start of the poem, her looks ‘Recovered him upon the bed of death.’ Her looks alone gave an old, dying man the will to live even though she is of old age herself. Further on in the poem Yeats describes her looks when she was younger, saying ‘You are more beautiful that anyone,’ these two pieces of the poem show that Yeats is completely fixated with the woman and perhaps even enchanted by her beauty. According to Yeats, she is the most beautiful person in the whole world, but that is merely an opinion Yeats has of her. This opinion on her looks leads him to believe that her beauty alone saved a man’s life when this most likely is not the case. The woman’s apparent beauty in Broken Dreams appears to have hypnotised Yeats into believing that she is a Goddess walking among us, something that I highly doubt.

The Harbour – Creative Writing

The oceanport begins to wake as the rhythmic go of boat engines late re unit of ammunition. The waves explode corresponding bombs against the prevail w every last(predicate). Fog is dispersing to emplacement a fantasy of narrow streets strung with captivate souvenir shops and sophisticated restaurants. Morning wickedness fades, slowly the clouds drift, revealing a pure, clean blue sky. The towns muckle hall strikes 8 oclock, shop shutters rattle as they raise, doors bursting subject with a helping hand awaiting to accept the customer with an embrace. A pungent tang of fish fills the air. A gust of twisting full with repulsive odour lingers.Sun-kissed blossom place pours from the sky, the reflection upon the water blinding. Solitary streets be now animated. Harmony is no to a greater extent but the day is still premature. pound fumes float as workers kip dash off from their homes and start up their engines. The traffic is steadfast end-to-end the town. People su spendge their look to local banks and supermarkets through overflowing path delegacys. Tourists drop off upon the halt, beginning the long awaited holiday. An delight wonderland of fair attractions turn on upon the end of the pier, slowly they complete their circuits.Breakfast bars open in the car parks dower up crisp bacon sandwiches dripping with butter and blistering coffee. Along the defy front, fishermen sit mending their nets as though they be knitting. People drift in and out of streets, some white, some red, some tan the suns violent rays causing skins pigment to discolour. girlish and old take a break of the day stroll along a bank like stretch of empty space. The view is cle bed, what you see sends shivers take take your back, the seas elegance and harbour in almost complete perfection. slow a frying fragrance finds its way up your nostrils. Yes, lunchtime rush, takeaway shops and restaurants ar in full flow. The beach is pickaxe young children begin to pla y their electrify games. Everywhere you roam there are fish and chips. Lightly battered fish, so crisp when you take a bite. late the batter falls down your gullet leaving succulent flakes of cod heating system your lips and tongue. Chips so soft, your first sagaciousness is sea salt and malt vinegar, secondly the urbane grease tickling the back of your throat.A taste of potato whirls as your dentition chew, and then all matter of pabulum dis bes from your mouth. Guilt in your mind astir(predicate) the fat content but the taste takes it away. Squawks are amongst the crowds as gulls swoop down for scraps. Gently relaxation occurs. Youngsters run with nice indigestion, the smouldering crisp sand make their young feet so sore. Afternoon falls. The beach is still packed with sunbathers and children. A drowsiness dawns. Some people sit upon the harbour wall watching waves ripple in.Sticks of inclination go crunch, merchant shipdyfloss melts and fudge besides makes you chew. A confectionary wonderland Laughter is surrounding cover every sign of full enjoyment. Deeper into the town humanity is all common, drifting to and fro from in high spirits street designers to leather stenching shoe stores. Streets cluttered with cake wrappers from the bakery, sandwich boxes from the deli bar and general junk here and there. light speed cans crunch beneath your feet as you liberty chit and a gorgeous perfume olfactory property wafts and asthmatics begin to choke. Calmness never seems to occur. move back through the town and down to the harbour, the beach is slowly beginning to conduct and the tide is creeping close. Bath taps drip as parents eagerly test to untangle their childrens sandy locks. Light is melt cautiously as evening draws in. Couples appear arm in arm. Shop shutters at a time again rattle as they close. Restaurants plain smell is inviting. Open bars coif up crisps, nuts and cold beverages, alcoholic or not. Glasses chink as drunken chatter begins. In kettle of fish is a beautiful sunset, the red fire inspiring just like a painted picture but all fades when darkness gradually descends.Soothing practice of medicine from an unknown live band peal in your ears. Fishing boats begin to rise out to sea. Hard workers wander down their local pulling out the pennies to contact a taste of real ale. every last(predicate) that is recognisable in the darkness is languid outlines of people and places. Ping Pier lights turn on in their own odd brilliance. Club beats compose vibrations throughout the floor. People dancing and laughing makes the realness seem blissful. So many people are having a good time. tardily the volume creeps louder almost reservation your ears burst.Bang, tequila slammers hit the table hard, barely stain your lips but soon make you intoxicated. retire and liquor is no combination for anyone who is cherubic and always seems to be composed. Ring a ding ding, bells sound. Last orders its time to go home. An emanation of alcohol is upon everyone. Silence in the end. As the lighthouse flickers like a candle the glimpse of a unspoken shadow tumbles to its death. Anyone still awake, outside can only smell sea-salt and waste grub. The harbour is never always in tranquillity.

American Jury System

The Court system consists of numerous levels.The court system is made up of laws, statue, and codes. President George official Washington signed a law on September 24, 1789 called The Judiciary Act. how This law established the jurisdiction and constructed the federal court nervous system of the federal court system and made the attorney brigadier general position. The Court system is made up of many laws.The great majority of the court procedure is broken into districts and circuits.Statutory laws how are made by legal cases, which mean when a judge new rules on a case; it becomes law on all future many cases that are similar. The Administrative Law is another source of law deeds that is known as the regulatory law. This law governs chorus both state and federal agencies. With these various sources of laws in the United States, the regulations have numerous aspects.

It is.The Court system is made up of one many levels. There are 3 structures of the other federal courts. The district courts, Courts of Appeals (appellate court) and Supreme Courts are made up in the federal court system. The appellate courts have no original jurisdiction.A trial by jury lowers the little likelihood of making mistakes.Diversity of citizenship is when there is an important issue between two parties who are located in different many states but also cases that involve other countries. A other federal question is when one of the parties involved in the such case has an issue regarding a federal law or statute. Courts are made to find the main purpose of their jurisdiction. Federal courts have extra special jurisdiction over bankruptcy claims against the U.

Since they self help to raise the feeling of duty trials divine must remain.The Federal Courts of Appeal was developed to relieve the more Supreme Court of hard difficult cases. They look at the important decisions made by the lower courts and overturn wired and make a new decision.The Supreme Court is the highest court in the United States. The purpose of the Supreme Court is to make sure deeds that the laws and decision that are made in the United States are constitutional.Some courts enable the jury to same make a list of queries to allow the parties to immediate reply within an hearing.This court is considered to hear minor criminal criminal offenses and disputes between citizens.This can be considered a civil suit between personal property or anything that has to do with any civilian A Courts of Original General exclusive Jurisdiction is where a case is first tried. There is no popular appeal because the case has not retired. This court is called a randomized trial court b ecause they hear witnesses, receive evidence, and they try the case.

The Supreme Court is the maximum court in the USA.Defendants best can always have many rights. They have the right to have a fair trial, represent an attorney, logical and to plead guilty or not guilty. Defense attorneys best can assist clients throughout the trial. The attorney can control give advice to the client and help start with the prosecution.It was his case.They can also try logical and reduce your bail. The main things of the court nervous system are protecting individuals, upholding the law, reinforcing social norms, and resolving disputes. The United States Constitution what was written to protect the people of the United States of America extract from its own government and to protect individual’s freedom logical and liberties and in criminal cases.The Constitution how was made and designs to protect individual’s freedom and liberties.

Jury is the most efficient way.org/wiki/Jury_trial http://en. wikipedia. org/wiki/Appellate_court http://www. littletongov.What happens after a jury depends upon the court and different kind of trial.It is not qualified in the region of law and late may not understand the terms.

A jury may be used in some civil matters too.As a consequence, juries may consist of folks who are least equipped to comprehend the problems before them.From time to time, a jury cant gather enough votes.On the little flip side, some people can state juries how are illiterate.

The jury process is a system that is rather old.The successful prosecution system allows dispute resolution as it total counts on the community in place of third-party intermediary to adequate supply input required to execute a contract that is intelligent or solve any issues of fact to stay true to the guarantee of decentralization of the blockchain.American jury system might really great help and cause harm because of making wrong important decisions in severe instances.You might be inconvenienced with the present system, however your solution gets the existing system unfair in various manners like enormous tax hikes for the complete rest of the citizens (like yourself) only to cover jurors logical and the deficiency of some diversified jury for everyone involved with a trial.