Meeting Organizational Aims and Commitment in Healthcare

Meeting Organizational Aims and Commitment in Healthcare Managing a healthcare facility or a healthcare organization with diverse and multicultural employees requires an exquisite and well updated policies and procedures. These would become the governing principle and plan that guides every action, stating what should and how should an action be done. But before an organization put up these policies and procedures, it should first have clarified its organizational aims and with the help of these policies and procedures, fulfilment of these aims will follow. Organizational aims are the goals or objectives that an organization seeks to achieve. It is something that an organization has envisioned to happen. And in order to meet its aim the organization then has to establish the mechanisms it will use in order to achieve those ends, draw up some plan and come up with a strategy. By setting aims or objectives, organizations give themselves a sense of purpose and direction. This provides a frame of reference around which to create their plans. With an overall plan in place, a company or organization can set particular targets and monitor its progression towards reaching them.[1] In a healthcare setting, one of the most important factors to consider in setting up an aim is that everybody’s right would be equal especially in a healthcare institution with differences in employees’ culture and with diverse nationalities. The best example of an aim with this kind of setting would be to provide diversity and equality to all in employment regardless of their gender, ethnic origin, age, nationality and national origin, disabilities, sexuality, religion or belief, social class as well as marital status. Organizational aim should also include opposition to any form of unlawful and unfair discrimination. Example of this would be the fair or equal treatment to all employees, whether part-time, full-time or just temporary. Even those with disabilities, male or female or anyone with different gender orientation should be treated with respect. Another important aim of an organization that promotes equality is giving the same opportunities for employment, prom otion, training or any other benefit to everybody. Everybody will be justified on the basis of their ability and disposition not because of the differences in age, races and other areas of discrimination. For example is that age shouldn’t be a matter in choosing who the organization will employ. Everybody in different ages should be welcomed and given opportunities because it doesn’t always mean that the older the age, the lesser the ability to learn new things or the older the greater experience. It should be the organization’s purpose to encourage and help all the employees to develop their full potential for them to exercise their talents and resources. This will lead to full utilization of the workforce and creative innovations of employees will be fully utilised and also, the efficiency of the organisation will be maximised. Having these aims and objectives in an organization will definitely address disparities in every individual and will lead to a cultura lly sensitive and globally competitive organization. Addressing inequalities and disparities in a workplace is not an easy task but as long as the organization or institution sticks or would not lose sight to its goal of promoting equality and diversity then everything will fall to its place. Reaching organizational aims requires organizational commitment. The level of employee’s commitment greatly affects the system of the whole organization. Organizational commitment to promote employees’ well-being in a workplace should be a must for every organization. It serves as the guide of an organization of its obligation to every employee with which, should be leading to equality and diversity principles and policies. Moreover, this also has an effect on whether the employee will remain with the organization and to perform with greater effectiveness. A healthcare organization commitment should be based on its organizational aim. Its commitment is to build an environment in which individual disparities and the contributions of all the staff are acknowledged and are given importance. Every employee is entitled to a work in an environment that uplifts the dignity and respect to all and no form of coercion, bullying or persecution will be tolerated. The healthcare organization should also be in charge of continuity of progress and development of employees through provision of trainings or in house seminars. This would help them become more confident and knowledgeable in every aspect of the organization system which will then make them an effective part of it. WRITING EQUALITY AND DIVERSITY POLICY Equality policy reflects the commitment of an organization to equal opportunities. It is an assurance for all employees and also to potential employees that they will be treated fairly and considerately. Developing equality policy is one of the important factors in building a sustainable organization. It gives forth on rich diversity of society and provides equal favourable circumstances for everyone involved. What is an equality policy? An Equality Policy is a written statement showing that an organisation actively opposes discrimination. It demonstrates commitment to making the organisation a fully accessible and inclusive place that welcomes and respects diversity.[2] All organisations must be apprehensive of their legal obligations regarding discrimination by reviewing it in various Acts of Parliament. In writing equality and diversity policies, the management committee should engage employees and everyone involved in an organization. It should be developed in consultation with them and it should be supported by everyone in the organization. This will enable the organization to develop a more inclusive and comprehensive policy addressing equality issues which will also make its implementation easier. The policy of the organization should have four distinct parts. The policy should contain a statement of the organization’s aim to encourage, value and manage diversity, specifically there is no harassment and bullying; the commitment to provide equality for all and also the intention to take constructive ways to encourage cooperation. Moreover, the list of objectives that the organization seeks to achieve and the procedures to take the aims into action should also be included in the policy. Most importantly, it should be monitored, evaluated and reviewed upon certain amount of times. The areas of discrimination that an organization will counter should then be identified. These are usually age, disability, physical appearance, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including ethnic origin, colour, nationality and national origin), religion or belief (including philosophical belief), sex and sexual orientation.[3] In the organization ’s policy statement, it should recognize that there are certain people or group of people in the society who are discriminated and that it is opposed to it and will take steps to counter it. Objectives in every organization may vary but it may include ensuring that all workers and management committee receive training on issues about equality and diversity and no one experiences discrimination, bullying or harassment of any sort. What about the action plan? Without an action plan with regular monitoring and reviews to back it up, no matter how well-written the policy is, there is no way of ensuring it has any significance. The action should be detailed on about what will be done, when it should be done and by whom. The organization should set dates on when they will do monitoring, reviewing procedures, and training. Setting out minimum standards of behavior and making sure everyone is aware of them is an important procedure. The organization should also develop procedures for dealing with breaches of the code like grievance policies, harassment or bullying policies and if somebody had breached it, there should be a corresponding consequence. The organization should also establish programs providing equality and diversity training to everyone and they should be aware and be familiar with the procedures so that they will also know what is expected of them when they are implemented. Equality and diversity policy must be monitored continually by which statistical information is collected and results are evaluated. The purpose of monitoring is to enable you to examine how the policy and action plan are working and if they are not working well the organization can make necessary revisions to put it right. Monitoring involves gathering individual personal information on the diversity of potential recruits or existing employees and comparing and analyzing this against other groups of employees in the organization. This monitoring poses a problem as workers are not obliged to provide information about them so one way to gather information could be done through confidential surveys and questionnaires. Policy should clearly state as who will be responsible for monitoring, evaluating and reviewing the policies and how often it should be done. REFERENCES: Acas (2014). Delivering equality and diversity. Retrieved from  http://www.acas.org.uk/index.aspx?articleid=818 Beyond Barriers. Equality and diversity, how to write an inclusive equality policy.  Retrieved from http://www.stonewall.org.uk/beyond_barriers/information/equality_and_diversity/1134.asp#1 Liff, S.(2006). Diversity and equal opportunities: Room for constructive  compromise?. Retrieved from http://onlinelibrary.wiley.com/doi/10.1111/j.1748-8583.1999.tb00190.x/abstract;jsessionid=3D5E2E8F40E7E3AFD2127B49BDB290AE.f03t02?deniedAccessCustomisedMessage=userIsAuthenticated=false Michellin (2014). Business aims, objectives, and values. Retrieved from  http://businesscasestudies.co.uk/michelin/business-aims-objectives-and-values/aims-and-objectives.html#ixzz34ODthJ95 Owitzy, S. O. (2014). The impact of organizational commitment on effectiveness of  banks in Nigeria: A study of selected banks in Makudi Metropolis. Retrieved from http://www.academia.edu/2928313/THE_IMPACT_OF_ORGANISATIONAL_COMMITMENT_ON_EFFECTIVENESS_OF_BANKS_IN_NIGERIA_A_STUDY_OF_SELECTED_BANKS_IN_MAKURDI_METROPOLIS University of Florida College of Medicine (2014).Research and intervention program-aims and objectives. Retrieved from http://ufhealthdisparities.med.ufl.edu/about/aims-objectives/ [1] Michellin (2014). Business aims, objectives, and values. Retrieved from http://businesscasestudies.co.uk/michelin/business-aims-objectives-and-values/aims-and-objectives.html#ixzz34ODthJ95 [2] Beyond Barriers. Equality and diversity, how to write an inclusive equality policy. Retrieved from http://www.stonewall.org.uk/beyond_barriers/information/equality_and_diversity/1134.asp#1 [3] Acas (2014). Delivering equality and diversity. Retrieved from http://www.acas.org.uk/index.aspx?articleid=818

Child Slavery

In the 21st century we have millions of people living with the constant uncertainty of waking up tomorrow. They are not dying of old age – their life has Just begun, they are not living with cancer – their life expectancy Is much shorter, but they are amongst the 27 million men, women and children Involved In the impoverished slave trade. As an ambassador for anti-slavery, I Emma Smith, do not need to argue the wrongfulness of slavery for, as stated by Frederick Douglass In 1 852, â€Å"there Is not a man beneath the canopy of heaven who does not know that slavery is wrong†. On numerous occasions I have witnessed the horror firsthand.I have watched as the statistics continue to exponentially increase. And I have inevitably visited the graves of those who have paved the ultimate price. It is for this reason that I demand change for the better, change for the future and change for the victims who's pleads go unheard. How in the day of modern technology, can we as a society, have allowed the continuation of these horrific acts of slavery to progress from centuries ago? As you should know, the International Labor Organization formally defined forced Barbour, or slavery, at the forced labor convention In 1930.This definition Is still relevant today and dictates that forced labor Is considered â€Å"all work or service which Is exacted from any person under the threat of a penalty and for which the said person has not offered himself or herself voluntarily. † However, for far too long violations against your human rights doctrine have occurred and consequently, these discrepancies in the system are having detrimental effects. Of the population of slaves in the world today a large percentage is comprised of young innocent children.Can you imagine your child being ripped away from your arms and disposed of to the highest bidder, like sheep in the market? It might sound cruel, it might sound careless, it might sound corrupt but this is the re ality for many defined by their cultural attitude and lack of political interference in the cocoa industry. â€Å"While the term slavery has a variety of historical contexts, slavery in the cocoa industry involves the same core human rights violations as other forms of slavery throughout the world† and consumers are oblivious.In developed countries we acknowledge that chocolate homebodies happiness, gratification and luxury but for those children enslaved on the Ivory Coast, yet to taste a morsel of chocolate, its symbolism is quite the opposite. At present, 900 million kilograms of chocolate is consumed each year of which 40 percent is believed to have been contaminated with slavery. A young boy named Amanda was lucky enough to have escaped the exploitation in Africa and pronounces that â€Å"when people eat chocolate, they eat my flesh. Child slavery is the secret ingredient in chocolate however this must stop, this must cease and the inexcusable tactics have to come to an end. The cocoa industry has benefited from the use of forced labor since the early 1 9th century. However, a re-examination of past preventative measures along with a coherent framework for future success will enable a productive start to ceasing all child slavery. You, as the united Nations, have the potential to Intervene as violations of your doctrines have occurred for centuries. So why has nothing yet been established? My organization and a collaboration of others plead for intervention.We demand a review of the existing conventions on Furthermore we ask of you to force political involvement in affected countries and with this include resources and funds to ensure that the industry is no longer commercially viable. Finally, the extremity of this situation should involve the disallowing of imports and exports of cocoa which have been tampered by this horrific slavery. In order to cease the production of money through the blood, sweat and tears of all those suffering in bondage, labor camps and disease-ridden chains, the commitment of the United Nations has become imperative.The slavery industry s growing however, this is one industry which must not benefit from growth. You have heard the statistics and you have heard the facts but now is the time for change. No longer can countries, such as Africa, continue to economically exploit the vulnerable and companies must not resort to the use of child slave labor in order to keep prices competitive. I have called for change and I can now only hope that this will be achieved.

Advertising Writing

In advertising writing, mark reliability was characterized as how much buyers create enthusiastic connection to a brand through their sense of duty regarding rehash buys of organization's items without aiming to change to others. Peng et al. (2016) additionally characterized mark devotion as the readiness of clients to keep their associations with a specific brand on the long haul. The other measurement which is mark picture was portrayed in the writing as the general impression that is slanted in customers' recollections about a brand (Hanaysha and Hilman, 2015). That is, mark picture can be communicated in light of the perspectives and assessments of customers about a brand's items or administrations (Laasch and Conaway, 2014). Additionally, mark inclination alludes to purchaser's choice to pick or buy a specific brand within the sight of other contending ones, and it can be shaped in view of past encounters or the suggestions of others. At last, mark administration was characterized in past writing as the upper hand that a brand has over its rivals (Zarantonello and Pauwels-Delassu, 2015). It mirrors the view of clients about the particular capacities of a brand in accomplishing greatness and giving novel offerings which are difficult for contenders to duplicate or emulate.  Word of MouthWith the expanding interest of clients and high rivalry among different ventures, associations began to search for better approaches to serve clients to enhance and maintain their upper hands. A key differential preferred standpoint that a firm or brand can have is the positive verbal proposal by its fulfilled clients. The importance of verbal exchange is settled as the most powerful specialized apparatus to drive purcha sers' responses toward a brand. Past writing announced that positive verbal exchange is more viable than publicizing procedure (Day, 1971). Hawkins et al. (2004) saw verbal exchange as a key factor that clients have a tendency to depend on before settling on buy choices, and is reflected through the and encounters shared by others toward specific items, administrations, and brands. Word of mouth was additionally characterized by Arndt (1967) as â€Å"oral individual to individual correspondence between a beneficiary and a communicator whom the collector sees as non-business, with respect to a brand, an item or an administration†. The key thought of Word of mouth is coordinated towards sharing and imparting buyers' learning and suppositions about the items or administrations of a specific brand sandwich others. As a rule, verbal exchange includes any mutual data about a brand which can be transmitted starting with one shopper then onto the next through individual discussions or by means of different devices of correspondence (Brown et al., 2005). In past writing, Word of mouth was broadly acknowledged as a key customary and exceedingly compelling component of promoting correspondence which is portrayed by taken a toll viability (Godes et al., 2005; Hogan et al., 2004). Likewise, Kotler et al. (2014) considered verbal exchange as the fundamental showcasing instrument that can be immediately exchanged among clients at exceptionally negligible cost. These days, verbal exchange has gotten higher significance from clients as a dependable specialized device on account of their less enthusiasm for publicizing and other customary media. Lang and Hyde (2013) showed that verbal exchange can be fortified through showcasing specialized devices, for example, publicizing, VIP support, and advancements. As per Taghizadeh et al. (2013), Word of mouth is a capable promoting factor that got noteworthy accentuation from different specialist organizations, especially, those whose organizations center around impalpable offerings. In such administrations, clients depend for the most part on the given counsel and suggestions by others, companions or relatives who had past involvement in utilizing that administration. Additionally, shoppers generally have a tendency to create trust toward companions and relatives more than the interchanges started by the brand itself, and this affirms the importance of Word of mouth as a promoting device (Ng et al., 2011). In past investigations, certain researchers inferred that Word of mouth affected brand value (Murtiasih et al., 2013; Rezvani et al., 2012). Herr et al. (1991) likewise showed that positive verbal exchange among clients can strengthen mark affiliation quality, as the data exhibited through eye to eye way is probably going to be more dependable than those conveyed in a less striking way. Virvilaite et al. (2015) demonstrated that customers esteem verbal data, since it conveys different messages to them about a brand, and such data can influence mark value and its benefits; image faithfulness and brand affiliation. Also, Hoyer and MacInnis (2001) found that positive Word of mouth was the most critical factor to influence mark notoriety, and their outcomes are in accordance with Cornelissen (2000) who embraced the commitment of verbal exchange to corporate notoriety. Y?ld?z (2015) additionally revealed that verbal exchange has a huge association with mark value measurements; mark picture, mark affiliation, mark mindfulness, and brand faithfulness. Thus, Torlak et al. (2014) reasoned that verbal exchange has a critical and positive relationship with purchaser's buy aims and brand picture. In light of the above discourse, the speculations of this investigation are exhibited as takes after:H1: Word of mouth has a critical association with mark picture.H2: Word of mouth has a critical association with mark unwaveringness.H3: Word of mouth has a huge association with mark inclination.H4: Word of mouth has a critical association with mark administration.H5: Word of mouth has a huge association with general brand value.MethodologyThis investigation is intended to look at the connection between Word of mouth and brand value in the fast food industry. The information was gathered from the clients of global fast food eateries in east drift Malaysia utilizing study strategy. In particular, 384 polls were actually conveyed on the focused on respondents in the wake of preparation them about the motivation behind this investigation. Amid information gathering, the respondents were screened first before giving them the poll so as to affirm their acknowledgment to take an interest in this examination. To guarantee that the base required example size could be gotten, the information was gathered utilizing comfort inspecting method. In addition, a few researchers (Hameed, 2013; Severi et al., 2014; Y?ld?z, 2015) depended on accommodation inspecting technique in gathering their information. In outlining the overview, each build was estimated in light of an arrangement of things with reference to past investigations. For example, four things were utilized to quantify verbal exchange in light of the investigation of Goyette et al. (2010). The needy variable; mark value as expressed in the before segments comprises of four components; mark picture, mark dependability, mark inclination, and brand authority. Brand picture was estimated by five things which were proposed by Jin et al. (2012) and Park (2009). So also, a four-things scale was utilized to quantify and operationalize mark faithfulness. The things were created in light of the investigations of Gil et al. (2007) and Hameed (2013). Furthermore, a four items scale was used to gauge mark inclination, and it was taken from Sirgy et al. (1997). Thus, five things were utilized for estimating brand administration in light of the examination of Hanaysha and Hilman (2015). A five-point Liker scale that extents from 1 (firmly deviate) to 5 (unequivocally concur) was utilized as a part of estimating the chose things.Data AnalysisAs expressed before, 384 overview polls were appropriated on the respondents; be that as it may, just 293(76.3%) were eager to participate in noting the survey. The investigations of statistic information uncovered that roughly 33.1% are male, while 66.9% are spoken to by female. Right around 19.4% of those respondents fall under the age classification of 16to 25 years, however 53.2% fall under the age assemble t hat extended from 26 to 35 years. Be that as it may, the individuals who spoke to the age gathering of 36 to 45 years represented 20.5% of general reaction, while 6.9% were 46 years of age or above. The instructive profile likewise uncovered that 79 (26.9%) of the respondents had the most astounding capability of school declaration, 111 (37.9%) got undergrad testament, 34 (11.6%) get postgraduate confirmation, while 69 (23.6 %) had recognition authentication. The vast majority of the members (55.7%) get RM3000 as month to month wage, 16.3% get month to month salary of under RM500. Those whose month to month wage ran amongst RM500 and RM1000 are spoken to by 6.8%, whereas21.2% get a month to month salary amongst RM1000 and RM3000. To quantify the builds' dependability, this examination depended on Cronbach's alpha. The discoveries demonstrated that the greater part of the develops surpassed the base fair estimation of 0.7 as indicated by the recommendations of Pallant (2007); informal (0.849), mark picture (0.826), mark initiative (0.780), mark devotion (0.852), and mark inclination (0.891). In the wake of testing the dependability of develops, the estimation display was then surveyed utilizing AMOS 18. Also, corroborative factor examination was directed on AMOS 18, and the outcomes demonstrated that the rest of the things as appeared in Appendix An accomplished satisfactory factor stacking estimations of more than 0.50. Consequently, concurrent legitimacy is affirmed. The investigation additionally demonstrated that there are no Multi collinearity issues in the screened information as the relationship esteems between any match of develops were under 0.90 as suggested by Tabachnick and Fidell (2007).

Trans Isomer Definition

A trans isomer is an isomer where the functional groups appear on opposite sides of the double bond.  Cis and trans isomers are commonly discussed with respect to organic compounds, but they also occur in inorganic coordination complexes and diazines.Trans isomers are identified by adding trans- to the front of the molecules name. The word trans comes from the Latin word meaning across or on the other side.​Example: The trans isomer of dichloroethene is written as trans-dichloroethene. Key Takeaways: Trans Isomer A trans isomer is one in which functional groups occur on opposite sides of a double bond. In contrast, the functional groups are on the same side as each other in a cis isomer.Cis and trans isomers display different chemical and physical properties.Cis and trans isomers share the same chemical formula, but have different geometry. Comparing Cis and Trans Isomers The other type of isomer is called a cis isomer. In cis conformation, the functional groups are both on the same side of the double bond (adjacent to each other). Two molecules are isomers if they contain the exact same number and types of atoms, just a different arrangement or rotation around a chemical bond. Molecules are not isomers if they have a different number of atoms or different types of atoms from each other. Trans isomers differ from cis isomers in more than just appearance. Physical properties also are affected by conformation. For example, trans isomers tend to have lower melting points and boiling points than corresponding cis isomers. They also tend to be less dense. Trans isomers are less polar (more nonpolar) than cis isomers because the charge is balanced on opposite sides of the double bond. Trans alkanes are less soluble in inert solvents than cis alkanes. Trans alkenes are more symmetrical than cis alkenes. While you might think functional groups would freely rotate around a chemical bond, so a molecule would spontaneous switch between cis and trans conformations, this isnt so simple when double bonds are involved. The organization of electrons in a double bond inhibits rotation, so an isomer tends to stay in one conformation or another. It is possible to change conformation around a double bond, but this requires energy sufficient to break the bond and then reform it. Stability of Trans Isomers In acyclic systems, a compound is more likely to form a trans isomer than the cis isomer because it is usually more stable. This is because having both function groups on the same side of a double bond can produce steric hindrance. There are exceptions to this rule, such as  1,2-difluoroethylene, 1,2-difluorodiazene (FNNF), other halogen-substituted ethylenes, and some oxygen-substituted ethylenes. When the cis conformation is favored, the phenomenon is termed the cis effect. Contrasting Cis and Trans With Syn and Anti Rotation is much more free around a single bond. When rotation occurs around a single bond, the proper terminology is syn (like cis) and anti (like trans), to denote the less permanent configuration. Cis/Trans vs E/Z The cis and trans configurations are considered examples of  geometric isomerism or  configurational isomerism. Cis and trans should not be confused with  E/Z  isomerism. E/Z  is an  absolute  stereochemical description only used when referencing alkenes with double bonds  that cannot rotate or ring structures. History Friedrich Woehler first notice isomers in 1827 when he discerned silver cyanate and silver fulminate share the same chemical composition, but displayed different properties. In 1828, Woehler discovered urea and ammonium cyanate also had the same composition, yet different properties. Jà ¶ns Jacob Berzelius introduced the term isomerism in 1830. The word isomer comes from the Greek language and means equal part. Sources Eliel, Ernest L. and Samuel H. Wilen (1994). Stereochemistry of Organic Compounds. Wiley Interscience. pp. 52–53.Kurzer, F. (2000). Fulminic Acid in the History of Organic Chemistry. J. Chem. Educ. 77 (7): 851–857. doi:10.1021/ed077p851Petrucci, Ralph H.; Harwood, William S.; Herring, F. Geoffrey (2002). General chemistry: principles and modern applications (8th ed.). Upper Saddle River, N.J: Prentice Hall. p. 91. ISBN 978-0-13-014329-7.Smith, Janice Gorzynski (2010). General, Organic and Biological Chemistry (1st ed.). McGraw-Hill. p. 450. ISBN 978-0-07-302657-2.Whitten K.W., Gailey K.D., Davis R.E. (1992). General Chemistry (4th ed.). Saunders College Publishing. p. 976-977. ISBN 978-0-03-072373-5.