Modern Mexican Society And Its Culture - 1616 Words

To understand modern Mexican society and its culture we have to analyze its social, economic and political development through the early stages of industrialization and the conditions under which this development took place. Following the Marxist theory of Historical Materialism, we will look at the rise of capitalism during the Porfiriato (time period in which General Porfirio Diaz governed Mexico), the class conflicts arising during this time period that produced the Mexican Revolution of 1910, the political structures and reforms that arise as a consequence of the revolution, and the economic apparatus and its evolution through the decades of the post-revolution. We will look at Mexico’s role in the world’s economy, and its close relationship with the United States economy. Towards the end of the 19th century, Mexico was introduced to the world’s capitalist system under the rule of General Porfirio Diaz. During this period, the country experienced an important economic and technological growth driven mainly by foreign investment. Concessions were given to French and American companies for the expansion of railroads in Mexico to facilitate communication and trade. Special attention was given to the development of the Veracruz port, and important route for maritime trade with Mexico’s capitol. Telegraph networks started expanding throughout the nation and in 1878 the Mexican Telegraph, a U.S company, was commissioned to lay a submarine cable to allow for communicationShow MoreRelatedThe Spanish Colonization Of Latin America1270 Words   |  6 PagesBecause the Indians and Spanish lived in different areas in Latin America, the Indian culture and society did not change significantly. Or did there society change? The Spanish colonizers had a huge influence on the indigenous peoples of Mexico and Peru’s, culture, language, traditions, religion, even on their native food. One can say that this came into being shortly after Columbus discovered the New World. The Spanish conquistadors, who sailed with Columbus to the New World, were the first toRead MoreThe Spanish Colonization Of Latin America Essay1270 Words   |  6 PagesBecause the Indians and Spanish lived in different areas in Latin America, the Indian culture and society did not change significantly. Or did there society change? The Spanish colonizers had a huge influence on the indigenous peoples of Mexico and Peru’s, culture, language, traditions, religion, even on their native food. One can say that this came into being shortly after Columbus discovered the New World. The Spanish conquistadors, who sailed with Columbus to the New World, were the first toRead MoreThe Solid Power Of Discrimination1386 Words   |  6 PagesThe solid power of discrimination in modern Mexico stems from the construction of Mexican society during the Spanish colonization in the 1500’s. One of the most powerful weapons concealed by the European during the Conquest was hegemony. Hegemony is â€Å"a basic principle of social control, in which a ruling class dominates others ideologically, with a minimum of physical force, by making its dominance seem natural and inevitable† (Chasteen, 2001). Thus, by using hegemony, the Spaniard convinced theRead MoreArt And Culture Of Mexico1304 Words   |  6 Pagesvisited the National Museum of Mexican Art to find out more about the art and culture of Mexico. An interesting exhibit found in the museum is called Nuestra Historias: Stories of Mexican Identity from the Permanent Collection. The exhibit displays various artworks from the 18th through the 20th century. The purpose of the exhibit is to show how the Mexican identity has been altered throughout time and different regions. After the Mexican Revolution, modern Mexican artists were significant figuresRead MoreA Mexican Restaurant1400 Words   |  6 Pagesrestaurant; however, there is a purpose behind it. Being in the twenty-first century, where the modern era continues to advance, we see affect in not only our technological gadgets, but also in our restaurants. This era causes restaurants to change into more appealing environments. Normally, when we think of a Mexican restaurant, we assimilate it with a very stereotypical way. The stereotypical way we think of a Mexican restaurant is in a tra ditional looking building with colors that reflect the country ofRead MoreThe Feminist Movement Of Women Essay1739 Words   |  7 PagesMiller’s work helped to shed light on the intersectionality of women’s movements, not everyone agreed on what changes feminism should bring or if it should exist at all in Mexican society. Before her work, â€Å"there existed a generally accepted assumption among politically active women that their common interests as women—in gaining the vote, in health care, in education --- cut across class backgrounds and ideological orientations.† This was most certainly not the case in Mexico, as Miller foundRead MoreReligion And Political Power On A Great Nation1185 Words   |  5 PagesRise to a Great Nation Religions played one of the most important factors in the Mexican history, ever since the Spanish conquest, colonialization, independence, revolution, la reforma, and it is still present now a days. Most of the Mexican population is considered catholic as a result of hundreds of years of the Catholic influence. Religious and the church led to many confrontations in Mexican history, such as the Mexican revolution where the main flag was the figure of virgin de Guadalupe. PoliticsRead MoreEssay on Mexican American Culture1167 Words   |  5 PagesAs I begin this essay comparing two separate cultures I feel it is necessary to first describe what exactly culture is. Culture has been called the way of life for an entire society. It includes codes of manners, dress, language, religion, rituals, norms of behavior such as law and morality, and systems of belief. Various definitions of culture reflect differing theories for understanding or criteria for evaluating human activity. Edward Burnett Tylor writing from the perspective of socialRead MoreLa Soledad, By Octavio Paz900 Words   |  4 Pagesla soledad, 1959 The concept of nation in Mexico is one that is continuously sought ought in Latin America. As Latin American countries moved from Pre-Columbian societies, to colonies, gained Independence and went through Revolutions and civil wars, they have had to adapt and mould their view of nationhood to reflect the dynamic societies of which they are a part. In El laberinto de la soledad, by Octavio Paz, this constant search is described multiple times with relation to Mexico. As seen in theRead MoreMexico : A Unified Spanish Language As A Universal Form Of Communication1675 Words   |  7 Pagesthen exploited by Europeans, Mexico today inherits some of its culture such as the association of indigenous groups with agriculture, combining its diverse traditions with factors of a developed civilization such as a unified Spanish language as a universal form of communication. If we analyze of who look like a typical Mexican, it’s people have diverse physical features as if they belong from c ontinents around the world. In fact, Mexican peoples are a composition of various races. The Mestizos in one

M2, Review Strategies Used in Health and Social Care...

M2, review strategies used in health and social care environments to overcome barriers to effective communication and interpersonal interactions. D1, evaluate strategies used in health and social care to overcome barriers to effective communication and interpersonal interactions. Introduction There are many differing ideas on the best way to communicate in health and social care and there are many strategies used by the many differing professionals working in health and social care. This assignment will review the different strategies used and then will evaluate the differing strategies and their effectiveness when overcoming barriers to effective communication and interpersonal interactions. M2; There are lots of different strategies†¦show more content†¦www.skillsforlife.co.uk also believe that a negative side to this is that not all professionals have time to learn about this and also a lot of the time our emotions, facial expressions and body language is sub-conscious and not controlled. D1; This part of the assignment will evaluate the strategies used in health and social care. It will evaluate the pros and cons of communication and how they are used to overcome barriers to communication and interpersonal skills. Strategies are used in health and social care to give the service users the best possible chance of getting back to full health as soon as possible and provide on-going treatment or care into the future as and when it is no longer required. They are in place to promote independence and to make caring for someone as pleasant and easy experience for both staff and service user, and according to K.Bryan et al, ageing and mental health (2002) Studies suggest that a high proportion of older people in residential and nursing care have communication difficulties and there is some awareness of the need for staff training to allow effective communication toShow MoreRelatedhealth science937 Words   |  4 Pages Health professionals require good communication skills in order to carry out their roles effectively. It is therefore important for those embarking on a career in health and social care that they gain knowledge and understanding of skills involved in communication. This unit will develop and enhance communication and interpersonal skills, and will consider communication theories. On completion of this unit a learner should: Understand effective communicationRead MoreFactors That Influence Communication And The Strategies1262 Words   |  6 Pagesthat influence communication and the strategies to overcome them. Communication is a two way process which two individuals participate in in-order to understand the view point and ideas of each other. â€Å"Communication is a cycle because when two people communicate they need to check that their ideas have been understood†. (Health and Social Care L3 book 1, page 18) This process however doesn’t always go accordingly, which then leads to barriers arising. Interpersonal interaction is the processRead MoreUnit 1 Health and Social Care16199 Words   |  65 PagesDeveloping effective communication in health and social care LO1 Understand effective communication and interpersonal interaction in health and social care contexts of communication forms of communication interpersonal interaction communication and language needs and preferences LO2 Understand factors that inï ¬â€šuence communication and interpersonal interaction in health and social care environments theories of communication environmental factors affecting communication barriers to communication 2 DevelopingRead MoreStrategies Used to Overcome Barriers to Communication1739 Words   |  7 PagesTask 2- P4, M2 D1 Strategies Used to Overcome Barriers to Communication P4 Pick two examples from placement experience that may have been mentioned in the first task. Examples should deal with situations where you or another worker were faced with barriers to effective communication. Explain the strategy used to overcome the barriers met. A strategy is a plan of how things are intended to be done. You may not have done what was intended to the full. Explain your intentions as well as what actuallyRead MoreMerger and Acquisition: Current Issues115629 Words   |  463 PagesEconometric results 7.6 Trading volumes 7.7 Conclusion 7.1 7.2 7.3 96 96 97 101 102 106 110 114 CONTENTS ix 8 Merger Arbitrage: An Introduction Greg N. Gregoriou and Franà §ois-Serge Lhabitant 8.1 Introduction 8.2 Merger arbitrage: the strategy 8.3 Key sources of merger arbitrage risk 8.4 Historical performance 8.5 Conclusion 118 118 119 128 132 136 9 The Impact of Cross-Border Mergers and Acquisitions on Financial Analysts’ Forecasts: Evidence from the Canadian Stock Market Alain

Managing Human Capital

Question: Discuss about theManaging Human Capital. Answer: Introduction Talent management is a growing field in the domain of human capital. In Malaysia, talent management practices and concepts are still in nascent stage and most organizations that are striving to gain a firm footing thereby managing training and development concerns. The organization selected is AirAsia Berhad. It is important to investigate to what extent talent management could be an issue. The organization is struggling to manage the crisis over talent with employee retention assumes to be a key challenge in this regard. The factual reality is the overall percentage of employees in Malaysia who are engaged is as lower as forty percent which is consistent to the global average. On the other hand, retention scores also suffered a decline. Most of the employees feel that they would leave the organization within two years or so. The companys policy is focused on maximization of productivity and efficiency along with keeping the staff costs at level which is consistent to the low-cost ca rrier industry standards (Schubert et al. 2016). In AirAsia Berhad, the management follows Herzbergs Two-Factor theory which is namely, motivator and hygiene factors respectively. Here, the motivation factors refer to job rotation of the company. On the other hand, hygiene factors mean that the company practices open culture whereby various opinions are accepted. In the organization, in the quest of cultivating and affirming job enrichment within the responsibilities of the employees, a degree of authority is given to them for improving their employee relations. It is also observed that the management of the organization encourages trust, creativity and flexibility enabling the employees to integrate the values of the company. AirAsia follows regular interaction between employees and the structure of the organization. The firm is continuously striving to position itself to manage the travel demands and gain market share in an era when air transportation and aviation is undergoing a revolution in the entire region. In 2008, around 3 2 million jobs were created linked to civil aviation on a global platform. Among the Asian airlines, mainly AirAsia, offer various training courses at aviation schools for creating job opportunities in the aviation industry. Such initiatives often prove to be useful which aims to create new jobs for young aviators in Malaysia by providing young cadets from the training school to be absorbed in the organization. But the AirAsia is plagued by hindrances wherein the organization is unable to retain the resources of the firm. The following analysis delves in the actual problem of the organization, alternative plan to mitigate the crisis and implementation of the correctional plan to negate the predicament (Wong et al. 2015). Problem Statement Airlines have been in the spotlight in recent times when it comes to talent management and training and development. AirAsia is no exception in this regard. It is undeniable that the company is under scanner owing to concerns and issues relating to human resources and employment affairs of the organization. In present times, the firm is facing war of talent where the nature of the work is experiencing somewhat an evolution with the emergence of latest forms of work including the likes of, knowledge development, innovation and technology. AirAsia had its meteoric rise which is a result of the confluence of opportunity and skillful application of low-cost carrier model of operations (Akamavi et al. 2015). Complexity, uncertainty and others characterizes the aviation environment as of now which is a tectonic shift from commodity-based economy to knowledge based economy. In present times, connectivity, increased mobility and declining job security and others are resulting from those. Ear lier, the Malaysian government reported low productivity amongst aviation industry. The workforce lacks in job readiness as a result of mismatch which exists between supply and demand of talent. Although the firm owns few training schools in the region, yet those are inappropriate considering huge demand in the industry. Since it is a low cost airline, the company offers non-competitive benefits and rewards resulting to huge loss and turnover out of the country (Akyol and Verwijmeren 2013). Also, various experts have founded that employees in AirAsia are becoming more demanding with regards to what it requires to keep them committed to their organization. With the advent of globalization switching jobs across various geographies have become prevalent. Airline industry is one of the most volatile industries in the entire business domain and hence is subjected to threats from various sources. Not only are those subject to risks like bankruptcies, M A or mergers and acquisitions but also affected by political and economical factor of the society along with customer base. Thus the HR manager of the firm has the challenge of staffing for this ever-changing need (Barman and Choudhury 2015). Frankly, the company is facing troubles in retention of its resources. Maximum of the resources make an exit after initial years of stint with the firm. In terms of human resource aspects, the airlines could rely on their partners to replace or improve their activities related to their te chnological or network-related HR-infrastructure. Each specific HR activity could be managed by the airline, which has a comparative advantage in that activity for instance, lower associated costs, resource access, or by the airline, which has already established particularly advanced systems to support that activity. As well as dealing with its groups policies, the firm could theoretically specialize in providing this tool to and adapting it to suit the needs of its partners. In return, other airlines could for example, specialize in providing a trainee programme for crewmembers. However, experts argue that specialization in alliances is a risky strategy as it increases interdependencies between members. Therefore, the contradictory requirement exists for airlines to ally (due to resource interdependencies), but also to preserve its stand-alone capability and independence (due to alliance instability). Leaning disadvantages arise therefore, when airlines become too dependent on the ir partners. They commonly wish to remain capable of fulfilling all steps of the value chain, in order to maintain their economical and legal independence. This is particularly the case, if alliance members place great emphasis on their joint brand name, thereby sacrificing their own identity. If the alliance dissolves, the airlines will be weakened in those HR-activities, in which they were formerly linked to partners and alliance-specific investments would be regarded as sunk costs. In addition, airlines also risk their standards or image being negatively affected by that of a partner, and when organizations increasingly introduce the practices of others into their organization, the competitive advantages of doing so diminish. Hence, airlines should seek to preserve their independent capabilities. Discussion or Analysis The airline industry is one of the most volatile industries in the world. The industry is constantly subject to change owing to external forced. In other words, the business is dependent on outside forces. Air Asia Berhad is exposed to mergers, bankruptcies and also uncontrollable factors like political and economic facets of the business domain it is operating in. Therefore, the human resource manager has an uphill task of staffing to deal with this ever-changing need. In this case, since Air Asia needs are in constant state of flux, the management should form a system that necessitates regular evaluation of the requirement and recruits based on the evaluated need. Within the organization, there are numerous positions on offer. At present the primary concern that the airline is plagued with is outflow of talent from the ranks of the organization. Within the organization, there are numerous positions that exist in different levels, ranging from pilots to executives, from maintenance personnel to stewardess. Since Air Asia is a low cost carrier, it doesnt offer exorbitant compensation to its staffers and hence fail to retain a large chunk of the human capital within the organization. They are given requisite training from aviation training school maintained by the carrier and inducted into various levels once they are through with basic training. The executives at the helm of affairs would be able to successfully maintain a vibrant workforce only if they restructure the compensation terms and policies. At present, the pay structure of the airline in question ranks on the lower side considering the entire business domain. The HR manager could only cater to the staff needs and be able to successfully employ resources to each of the diverse departments by the means of effective communication with each division for gauging the specific needs which would be effective in creation of a recruitment plan based on these gathered information (Amankwah-Amoah 2015). The HR manager of the firm may find it challenging to staff the needs of the organization due to ever-changing needs of the entire airline industry. Because the industry is undergoing rapid change in various avenues, job security is a question that the employee may face at any level. For this reason, Air Asia resourcing manager must recruit for the future, wherein they can offer some degree of job constancy. Labour is one of the second largest operating expenses for the airline after fuel and assumes to be largest operating expense for Air Asia in mature markets. Hence, the CEO of Air Asia Mittu Chandilya rated the availability of quality labor force as one of the business threat to growth. Other entities in the aviation sector such as airports and ANSPs or air navigation service providers also face emerging challenges namely the need to onboard new employees in the coming five years and training skilled employees including the likes of mechanics and pilots. A substantial portion of the employees from baby boomer generation are approaching the retirement stage and hence a significant new employees need to replace these employees (Casanueva et al. 2013). Air Asia was formed in the year 1993. Since inception, the firm mainly relied on staffs who worked with lien or deputation from other organizations. Now that they would attain the age of retirement Air Asia would face dearth of labour workforce in the coming days if not already. Malaysia being one of the largest economies, the aviation growth rate is projected to outplace growth rate of workforce. Hence, the firm needs to be more competitive regarding war for talent which is expected to accentuate the upward pressure in terms of remuneration in near to future term (Heshmati and Kim 2016). For instance, in the United States, airline technicians and airline pilots are the highest paid workers. In other parts of the world, pilot wages are raised to attract the best talent which in turn would support near-term growt h. On the other hand, passenger volumes are projected to grow from 4 to 5 percent in an annual basis in the region of Asia-Pacific and other Asian regions. The factual reality is nearly two billion more air traffic would be increased by 2025. If the growth of employee rate parallels to that of passenger growth through nearly 2025, the number of resources under direct employment by Air Asia would increase substantially. Assuming that the annual retirement rate would be around 2.5 percent, the estimated workforce would be more than eighty percent of the countrys aviation industrys direct workforce (Delbari et al. 2016). Aviation is a global industry, where workers are normally hired in their own states or regions. The difference between estimated regional employment rates alongside projected regional industry rate of growth through 2025 portrays the huge employment gap on a regional basis. Air Asia is no exception to the stated facts. The shortage of pilots is one of the most challenging talent management issues for Air Asia. Extensive training requirements, along with the need for candidates to self-fund some of the training programs adding to corporate and regulatory paraphernalia curb the growth of Air Asia in the aviation domain. There are numerous causes for the dearth of workforce which is slated to reach critical stage. The new aviation regulation has increased the number of hours of flight experience required for a pilot to fly commercial jets. On the other hand, it is observed that military pilots, who have served the armed forces, prefer to stay in the armed forces post retirement at the a ge of 65, which leads to a huge scarcity of pilots in Malaysia (Flin and Maran 2015). The global shortage of resources has affected the operations of Air Asia which has forced cancellations of flight and maneuvering of flight attendant rosters to cover an array of flights in different routes. The positive side of this predicament lies in diligent action of management in dealing with the issue. Air Asia had already made investments in talent management which is their second priority for investments beside customer service management. The entity aims to deal with issues relating to workforces by developing a proactive and holistic strategy. Air Asia has been successful in thriving in all challenges on becoming the LCC or low cost carrier in the region and exults in best employee practices and talent management (Skibitskyi 2015). The airline industry in Malaysia is based on two fierce competitors namely, Air Asia and Malaysian Airlines. In recent years the presence of low budget airlines has aggravated the rivalry as customers are opting for low-cost alternatives as opposed to leading airlines. The threat of bankruptcy prevailing amongst prominent airlines in the region may turn out to be disconcerting to new carriers in the domain. AirAsia has been able to mitigate high fixed costs such as salaries, maintenance and storage costs that increase rivalry by successfully generating revenue from ancillary products and services. This is attributed to the harnessing power of AirAsias e-business strategy and web based Customer Relationship Management. By being less reliant on passenger airline ticket sales, this reduces rivalry amongst the prominent players within the industry (Gander 2015). However, there is a strong degree of rivalry in this industry. Porters generic strategies have been adopted by the top brass wh ich has helped the firm to gain firm footing in the aviation industry in ASEAN pertaining to employment practices and talent management. The cost leadership strategy is deemed as the business growth which is focused in cost reduction in pertinent areas thereby permitting the firm to invest more in areas of human capital which is one of the key avenues of the entire operation. This also assumes to be the central theme of the firms cost strategy. The firm streamlines the wide range of administrative functions by recruiting employees who are competent to perform various functions and roles (Chung and Wu 2016). Alternative Actions Air Asia plans to undertake the following initiatives and policies to engage in an appropriate talent development mechanism and talent management overall. The various strategic approaches are laid below. Building local supply base: Air Asia is contemplating to take operational and financial measures to address the perceived gap of employment. The firm is planning to install different training tools and simulators for its pilot academy. This level of investment speaks volumes about emergent need for trained pilot (Thakur and Bansal 2015). The firm cannot afford to lag behind ASEAN airline giants like Malaysian Airlines or so. It is also investing substantially in cadet training program which entails over fifty new recruits every year. This initiative has led nationals getting free training, while foreigners are required to repay the training costs over five years or so. Furthermore, the firm is organizing promotional activities in institutions to make them aware about careers in aviation (Zabri et al. 2016). Creation of global staffing model: This is something which Air Asia may learn from a leading low-cost carrier of Europe. The firm could emulate flag of inconvenience strategy to reorganize labor by sourcing resources from low cost geographies and deploying them in higher-cost nations. However, the firm attracted flaks from various staff unions and governments who criticized this approach which is construed as circumventing rule about employment of nationals. AirAsia seems to be unfazed by such hindrances. The airline is not limiting itself to the readily available job market but also exploring options for expansion of the firms access to competent human capital or resources stretched across the diverse geography (Grote 2016). Investment in emerging technologies: The latest introduction to the information-based solutions is offering the airline with feasible opportunities for redeploying labor to more value-added activities. The airline has reduced focus of the labor force on various transactional activities like, personalized services and increase of interaction time with premium clients (Khalique and Isa 2015). The advent of technology has facilitated employment options thereby giving the existing employees to upgrade their skills in areas of analytics, information management and others. Technology has helped the existing resources of Air Asia to explore various roles in the domain and also develop new skills which eventually better the operation of the firm (Jenatabadi 2013). Flexibility in operation: The firm in consultation with industrial experts aims to create comprehensive talent management and recruiting strategy that takes care of the need of workforce within the organization. The move also addresses the cultural sensitivities of each resource based in each geography (Lin et al. 2015). To be more precise, the airline should concentrate on the demands of millennial generation or the likely workforce which is expected to form a bulk share of more than half of the global workforce towards the end of the decade (Hudson 2016). Thus, Air Asia cannot lack behind. They should aim to renew their workforce and take into consideration flexible scheme of working in keeping with lifestyle-friendly initiatives which are appreciated by young generations. On the other hand, Air Asia should develop diversity programs that would help in expanding the workforce. Talent diversity seems to be the buzzword of the moment with a host of aviation entities implementing tale nt diversity strategies which includes talent recognition, attracting and retention of talent and innovating and bringing improvement in overall business performance (Daft and Albers 2013). The prospects of AirAsia look promising. The global aviation data reveals that in keeping with economic and demographic trends, the demand for air travel is likely to rise substantially in the next two decades. This is a result of growing population and higher income in Asia and Middle East in particular. The firm along with their partners which includes various stakeholders namely government and airports take collaborative actions to make sure that the workforce is ready to cater to the demand of the industry. Whether it is about technology upgrades linked to the airline or for that matter talent acquisition to fill out the gaps of the firms ageing talent, AirAsia have entered in a period, wherein, adaptability and flexibility are essentials of growth and development (Wright 2015). Implementation plan All said and done, AirAsia needs to have a suitable implementation plan of executing the laid objectives to function effectively. Despite plagued with different degrees of challenges, AirAsia prospered with the values as promulgated by the founders of the organization. The Ansoff matrix would help to analyze the different strategic options available by the firm to create effectual pool of human capital which helps the firm to achieve the desired objectives and goals. AirAsia had penetrated the aviation industry by acquiring customers of competitors, bringing improvement in quality of product and convincing the exiting consumers or passengers to use the companys services (Jacobsen and Goulden 2016). The firm aims to obtain significant media coverage to put out the success story of the organization. This strategy was important to retain the exiting customers which in turn propel employment opportunities. The below discussion delves into how the firm aims to maintain performance measure s and initiatives taken to fulfill them. Strategy Measures of performance Target Initiative Human Capital The availability of skills, competence and know-how required to offer support to the strategy. Job readiness 1st Year: sixty five percent 3rd Year: eighty five percent 5th Year: hundred percent Training imparted to ground crews and maintenance staffs. Developing of strategic and functional human resource, finance, marketing along with information technology competencies. Organizational Capital The capability of the organization to organize and sustain the change process needed to execute the strategy (Akyol and Verwijmeren 2013). Brand awareness Percentage of ground crew stockholders. Hundred percent within the upcoming five years. Forty percent within the next five years. Communication initiative. Employee stock ownership. Creation of learning culture within the organization. Continue for promotion of passenger-centric culture (Zhu et al. 2016). Foster and develop creative thinking and innovative solutions. Information Capital The availability of infrastructure, information systems, needed to support the strategy. Availability of information system. Hundred percent within the upcoming five years. Rolling out of crew scheduling system. Expansion of technologies with capabilities to implement those (Mavin and Roth 2015). Usage of technology to improve recruitment structure. Implementation of technology aimed to bring efficacy in financial information delivery (Menon 2014). Enhancement of tools for IT and marketing functions. Strategy Measures of Performance Target Initiative Operational Management Daily processes by which firms produce their existing services and solutions to deliver them to consumers (Ooi et al. 2015). On-ground time Departure on-time Thirty minutes Ninety percent Achieving excellence in HR process. Maintaining reliable and convenient IT infrastructure (Kandukuri et al. 2016). Passenger management process This process delves in customer relationship and aims to expand the relationship with targeted base of clients (Priyadharshini et al. 2015). Reduction in passenger complains and complaints (Puncreobutr and Saowaros 2016). The carrier aims to curtail passenger grievances by twenty five percent. To offer rapid responses to dissatisfied clients and ensure that the operations are managed effectively (Lampel and Germain 2016). Creation of strategic employee competencies. Develop effectual CRM. Regulatory process To ensure that the safety standards of all the aircrafts are maintained unfailingly. Reduction in carbon emissions by acquiring aircrafts which are clinical in reduction of carbon emission (Mat et al. 2015). Zero aircraft accidents. Cleanliness drives along with potential of selling emission rights in the market (Akyol and Verwijmeren 2013). Making sure that the firm is conforming to the regulatory requirements. Exploration of product development ideas. Implementation of good environmental practices and policies (Kuimet et al. 2015). Growth strategies Expansion of revenue strategies, Enhancing client value Market value Fifty percent annually Forty five percent annually Improving profitability of existing clients Create new sources of revenue opportunities by inclusion of new products, and innovative services and solutions (Miller et al. 2015). Recommendation and Conclusion The aforesaid table is a set of measures and drives that are directly linked to Air Asias talent management policies. The illustration would allow the human capital managers to connect its long-term strategies with tangible actions and organizational goals. With the implementation of the above mentioned strategies and initiatives, the carrier would be able to maintain an efficient pool of resources and human capital. The learning and growth perspective reflects the potential of the company to sustain its competitive advantage in terms of human capital and information capital. Air Asia should take stock of the opportunities offered by emerging markets by revamping its existing business model and restructuring the firms value equation in terms of talent management and acquisition. Malaysian government is vying for establishing air links and strengthening of ties with Middle East. Air Asia should seize the opportunity and exploit the enormous economic potential of the Middle Eastern sta tes. Within the next few years, the firm should develop a strong HR base and create global staffing model and solutions which would attract the best talent in the industry. Recruiting the best talent and nurturing them to lead the brand is no mean task. The fact of the matter is loyalty and job security are no longer considered as prime concerns. The airline industry is somewhat an intellectually stimulating environment which comes with complex challenges and intricacies. The airline requires risk-takers, creative thinkers and ability to work under pressure. Hence the carrier should formulate a holistic and exhaustive talent management system which will propel the organization to onboard the best talent available in the business and uphold them. Coaching and mentoring is another facet which the firm should delve into. That should complement the recruitment scheme of things and maintain coherence between two divisions. Air Asia should strive to develop a program to onboard the new en trants which minimizes the number of new recruits leaving the organization. The firm should identify and develop managers who possess potential and requisite skills to grow and remain with the organization to develop their careers which in turn would help the entity to grow in leaps and bounds. References Akamavi, R.K., Mohamed, E., Pellmann, K. and Xu, Y., 2015. Key determinants of passenger loyalty in the low-cost airline business. Tourism management, 46, pp.528-545. Akyol, A.C. and Verwijmeren, P., 2013. Human capital costs, firm leverage, and unemployment rates. Journal of Financial Intermediation, 22(3), pp.464-481. Amankwah-Amoah, J., 2015. Governments, airlines and employees: an evolving relationship from 1940 to 2010. Management Organizational History, 10(1), pp.1-20. Barman, A. and Choudhury, S.R., 2015. Economic and Organisational Wisdom for Asian Century. Postmodern Openings, (1), pp.11-34. Casanueva, C., Gallego, . and Sancho, M., 2013. Network resources and social capital in airline alliance portfolios. Tourism Management, 36, pp.441-453. Chung, Y.S. and Wu, C.L., 2016. Air Market Opening between Taiwan and China: Impact on Airport and Airline Network Developments in Neighbouring Asia Pacific Countries. Air Transport in the Asia Pacific, p.199. Daft, J. and Albers, S., 2013. A conceptual framework for measuring airline business model convergence. Journal of Air Transport Management, 28, pp.47-54. Delbari, S.A., Ng, S.I., Aziz, Y.A. and Ho, J.A., 2016. An investigation of key competitiveness indicators and drivers of full-service airlines using Delphi and AHP techniques. Journal of Air Transport Management, 52, pp.23-34. Flin, R. and Maran, N., 2015. Basic concepts for crew resource management and non-technical skills. Best Practice Research Clinical Anaesthesiology, 29(1), pp.27-39. Gander, P.H., 2015. Evolving regulatory approaches for managing fatigue risk in transport operations. Reviews of human factors and ergonomics, 10(1), pp.253-271. Grote, G., 2016. Leading high-risk teams in aviation. In Leadership lessons from compelling contexts (pp. 189-208). Emerald Group Publishing Limited. Heshmati, A. and Kim, J., 2016. Summary, Conclusion, and Policy Recommendations. In Efficiency and Competitiveness of International Airlines (pp. 165-181). Springer Singapore. Hudson, M., 2016, June. Increasing Corporate University Training Options within Aerospace. In Conference Proceedings. The Future of Education (p. 405). libreriauniversitaria. it Edizioni. Jacobsen, M.E. and Goulden, L., 2016. A Whole New Way of Working With Creativity, Innovation and Innovators. In Creative Intelligence in the 21st Century (pp. 89-105). SensePublishers. Jenatabadi, H.S., 2013. Introduction latent variables for estimating airline assessment. International Journal of Business and Management, 8(18), p.78. Kandukuri, S.T., Klausen, A., Karimi, H.R. and Robbersmyr, K.G., 2016. A review of diagnostics and prognostics of low-speed machinery towards wind turbine farm-level health management. Renewable and Sustainable Energy Reviews, 53, pp.697-708. Khalique, M. and Isa, A.H.M., 2015. Impact of Intellectual Capital on the Organizational Performance of Airline Industry in Malaysia. Strategic Infrastructure Development for Economic Growth and Social Change, p.38. Kuimet, K., Jrvis, M., Virovere, A. and Hartenko, J., 2015. Linking Human Resource Management and Knowledge Management via Commitment to Safety. Safety of Technogenic Environment, 7(1), pp.17-25. Lampel, J. and Germain, O., 2016. Creative industries as hubs of new organizational and business practices. Journal of Business Research, 69(7), pp.2327-2333. Lin, S.C., Chen, J.C. and Li, W.C., 2015, August. The Analysis of Human Error Prevention Strategies in Military Aviation. In International Conference on Engineering Psychology and Cognitive Ergonomics (pp. 428-435). Springer International Publishing. Mat, N., Hazimah, N., Zabidi, Z.N. and Salleh, M., 2015. Linking the Line Managers Human Resource Management Role to Human Resource Management Effectiveness: Some Evidence from Malaysia. Advanced Science Letters, 21(5), pp.1439-1443. Mavin, T.J. and Roth, W.M., 2015. Optimizing a workplace learning pattern: a case study from aviation. Journal of Workplace Learning, 27(2), pp.112-127. Menon, J., 2014. Growth without private investment: what happened in Malaysia and can it be fixed?. Journal of the Asia Pacific Economy, 19(2), pp.247-271. Miller, D., Xu, X. and Mehrotra, V., 2015. When is human capital a valuable resource? The performance effects of Ivy League selection among celebrated CEOs. Strategic Management Journal, 36(6), pp.930-944. Ooi, C.A., Hooy, C.W. and Som, A.P.M., 2015. Diversity in human and social capital: Empirical evidence from Asian tourism firms in corporate board composition. Tourism Management, 48, pp.139-153. Priyadharshini, S.K., Kamalanabhan, T.J. and Madhumathi, R., 2015. Human resource management and firm performance. International Journal of Business Innovation and Research, 9(2), pp.229-251. Puncreobutr, D. and Saowaros, T., 2016. Risk Factors Affecting the Low Cost Carriers Industry of ASEAN. Thanoo, Risk Factors Affecting the Low Cost Carriers Industry of ASEAN. Schubert, S., Arbinger, C. and Morena, J.M.S., 2016. What Space can learn from Aviation: Human Factors in High Reliability Organisations. In 14th International Conference on Space Operations (p. 2615). Skibitskyi, O., 2015. New Competences Of Employees And New Roles Of Human Resource Services In The Human Potential Formation In Terms Of Innovation. Economics of Development, 73(1), pp.93-98. Thakur, M. and Bansal, A., 2015. A framework of HR enablers for successful MA integration. The Routledge Companion to Mergers and Acquisitions, Routledge Publications, Taylor Francis Group, London, pp.40-56. Wong, W.P., Soh, K.L., Chong, C.L. and Karia, N., 2015. Logistics firms performance: efficiency and effectiveness perspectives. International Journal of Productivity and Performance Management, 64(5), pp.686-701. Wright, L., 2015. Helping the Executive Team with Its 4 RsRecruit, Reward, Retain, and Retire Talent. In HR in the Boardroom (pp. 93-117). Palgrave Macmillan UK. Zabri, M.A.H.M., Romle, A.R., Udin, M.M., Embi, M.S.C., Zahid, S.Z.M. and Isa, N.H.M., 2016. Examining the Impact of Training and Service Quality in the Malaysian Public Service Sector. World Applied Sciences Journal, 34(5), pp.587-593. Zhu, S., Ma, W. and Mao, G., 2016. Construction and Research of the Modern Civil Aviation CBT Comprehensive Laboratory Based on C/S Mode. International Journal of Innovation and Applied Studies, 14(2), p.265.

These days, information resources have developed t Essay Example For Students

These days, information resources have developed t Essay ITremendously especially with the latest technology available. One way to manage them is by having a system that used to be called Management Information Systems (MIS). Nowadays, the terminology of Information Technology (IT) is widely used. IT has developed into a popular and a well paying job entering the 21st century. To become an IT professional, one must obtain a good educational background. Early preparation is important in high school. During that time, four years of math is required although more than four years would be better. The types of math classes are both Algebras, Geometry, and Trigonometry. Another important class to have is four years of English. Doing well in this subject is very important because this subject helps build good communication skills. Natural Science classes such as Biology, Chemistry, and Physics are also needed to prepare for an IT career. Another class including foreign language is a subject to consider. The most important foreign language to know is computer language such as COBOL, C++, PASCAL, and BASIC. In addition, high grades are required in those classes. We will write a custom essay on These days, information resources have developed t specifically for you for only $16.38 $13.9/page Order now If you have a poor record in high school, attending junior or community college can make up for the bad ones. Those schools also serve as excellent preparatory schools for universities . Many big colleges offer Management Information Systems as a major. If one chooses that major,MIS can lead into a successful profession as an IT. The type of school does not really matter, as long as they offer an MIS major with a well-planned curriculum.In IT or MIS, the job can be separated into many different classifications.MIS generally falls into four categories: programming, sales, data-base administrator, and Information Center Management. The more detailed classifications includes Financial MIS, Manufacturing MIS, Marketing MIS, and Human resource MIS. A financial MIS provides financial information to all financial managers within and organization .. The annual salary for an IT professional after he or she receives his or her bachelors degree ranges from $35,000 to $45,000 depending on the company and his or her experience. Most IT professionals work in an industrial company rather than a government supervised company. According to Khawaja, Government owned companies are less challenging In conclusion, the development of information technology has transformed itself into a popular and a well paying job entering the new millennium. Possessing knowledge about computers and technology can be a big benefit. The advantage of that is because in the future, every stored or removed information involves the use of technology. As a matter of fact, the need of IT specialists is very essential to manage information properly so that everyone who needs information has fast, accurate access to it at the time it is needed and in the form in which it is most useful . Bibliography:

Drug testing in the Workplace

Drug testing in the Workplace Free Online Research Papers Testing employees or job applicants for drug or alcohol use invokes a controversial area of policy and law that is still establishing its parameters. Today, in many industries, drug testing has become a everyday business, just like a job interview for example. Drug testing at the workplace is up 277 % since 1987 ( American Civil Liberties Union ) and as a result Employee Privacy is becoming increasingly an issue, not only for employees and employers but also for lawyers and unions. While increasingly employers have to ensure that their employees are fit for duty the use of drug and alcohol testing is becoming more and more an controversial issue. On the one hand, drug abuse is a serious problem especially in the US, where 5 % of the worlds population consumes 60 % of the entire worlds supply of illegal drugs. Nine percent of current employees and 12% of job applicants test positive for illegal drug use, the U.S. Department of Labor has reported. Given these numbers, and the fact that drug abuse is estimated to cost business $100 billion per year in lost profits, it is no wonder that many businesses are considering drug testing. On the other hand for many employees drug testing can seem unnecessary, disruptive and a violation of privacy. Drug testing opponents also claim that drug testing is often inaccurate and unproven as a means of stopping drug use. Given those facts the question arises if drug testing for job applicants as well as for current employees is the best option to choose for employers. The topic has gotten more and more attention during the last years and the drug and alcohol testing laws are still changing rapidly. In addition they vary tremendously from state to state. A number o state courts have set out rulings defining when and why drug tests may be given. Considering all the states and their particular laws cant be undertaken in this paper. Therefore, the considerations are of general character and are not to be distinguished between different states. The right to privacy is the right to be left alone. It is highly valued in the U.S society that employees have privacy rights at work, subject to some limitations. The US and state constitutions give the employees a right to privacy, but it does not apply in the employees relationship with his employer. Many states sanction some sort of drug testing in the workplace but many do not regulate it much. In these states it is a employers right to ask for a drug test without a warrant or a particular reason. The can choose employees randomly just by drawing a name.However, this applies only for the private sector. In the public sector the workers have additional protections. Specifically, the Fourth Amendment to the US constitution prohibits the government from searching or ordering a search of a persons bodily fluids without a proper reason to do so. For the government to legally require drug testing, it must have a need to drug test that is so strong that this need outweighs an employees constitutional right to privacy. Otherwise the test violates the fourth amendment, prohibition against unreasonable searches and seizures.Companies cannot usually conduct blanket drug tests off all employees or random drug tests. However, the courts have generally ruled that companies may test for drugs among employees whose actions could clearly cause human injury or property damage if their performances would be impaired by drugs, and in cases where there is good reason to think that employees are using drugs. Additionally there are a number of employees who, because of their specialized positions or type of work, can be tested more freely for drugs and alcohol use. For example the Department of Transportation requires drug testing for some critical positions, such as Airline Pilots and other high risk jobs. Another factor that has to be considered is if the company or government uses reasonable and accurate procedures to test. If they do drug testing of public employees is usual ly legal. Furthermore it has to be distinguished between testing job applicants and testing existing employees. It is more common to test job applicants for traces of drugs and just a few requirements have to bee fulfilled to legalize the test. These requirements include: The applicant knows that such testing will be part of the screening process for new employees All applicants are tested similarly and a state-certified laboratory administers the tests Besides those requirements there has to be a reasonable suspicion of drug use based on the following facts: -direct observation of drug use or of physical symptoms -abnormal conduct behavior while at work or significant deterioration in work performance -a report of drug use reported by a reliable and credible source or any kind other evidence drug possession usage or selling Once the decision to drug test someone there are several actual drug testing procedures. Although there are a lot of different methods the vast majority of drug testing procedures is either urine analysis or hair testing. Blood tests for drug purposes are very unusual because those tests can detect drugs only for a very short period of time, usually not even a day. Other methods such as the saliva and sweat testing are often discussed but it is still not clear how accurate they are. Among the two most popular methods, urine analysis and hair testing, employers usually choose the urine analysis. Even though, hair testing is more accurate and can detect drug use for months or even years after use, it is common to pick the cheaper method which is urine analysis. Nevertheless, urinal tests can detect drugs for a couple of weeks at the most. The urine drug testing is broken down into two basic types:the urine drug screen and the urine drug test. Neither of these tests actually test for drugs in the urine. They are looking for drug metabolites. A drug metabolite is what is left over of the original psychoactive molecule after the body breaks it down and passes it through the system. Drugs, in order to be detected in the urine must be absorbed, circulated in the blood and deposited in the bladder. This process takes approximately three hours for most drugsexcept alcohol which can take only 30 minutes. Thus, an individual who was tested just 15 or 20 minutes after using drugs would probably (but not always) test negative unless he was a chronic user who would have identifiable drug residue in his/her urine at all times. Chronic users of marijuana, for example, may test positive for marijuana use several months after use of the drug. A nice illustration of the actual drug testing procedure is given on the BBC Sports Homepage for the UEFA ( European Football Association ) . Every single step of the procedure is described and one extract states, Having washed their hands, the athlete takes the pot and produces the sample. Their midriff and genitals must be clearly visible so the testing officer can see the urine going directly from body to pot. This reveals how serious drug tests are considered not only in Business companies but as well for any kind of athlete. Once someone is tested positive there are several scenarios and consequences that could occur. If the person is a current employee the employer might have legally-justifiable reason to fire or deny a promotion, while potential employers might justifiably refuse to hire the person. If someone is fired for failing a drug test or injuring himself and then test positive, state or local drug testing laws (or other laws) might even allow the employer to deny the unemployment, workers compensation or disability benefits. As previously stated drug testing laws vary by municipality and state. Additionally, by example, the Feds encourage treatment and rehabilitation verses punishment. Lastly, not every employer and state has a mandatory zero-tolerance policy. So, there might be a second chance.This chance could mean that instead of firing the employer might offer an employee assistance program or ask to attend a drug treatment program. Usually both parties benefit from those kinds of solutions because it costs employers a lot of money to fire employees and hire replacements. So, treatment programs might be a cheaper alternative and produce sober, grateful, more-dedicated employees. However if a person refuses treatment after failing drug testing, he or she is likely out of a job even if it is a responsible, recreational drug user who doesnt really need formal help. Even by accepting treatment the employer might be under no obligation by law to give time off or sick leave pay. Persons who does not want to submit drug tests do not have to, that is their right but they might face the same consequences as someone who failed the test. Those persons are essentially proven guilty. The worst possible consequence of drug use is imprisonment but it is not likely. . There is still too much controversy over privacy invasion and drug testing accuracy and as previously indicated the Federal Courts encourage treatment and rehabilitation, not arrest. After providing the facts concerning this controversial issue the next section of the paper focuses on the alternatives o drug testing, the pros and cons as well as the authors own opinion in some parts. The first and major question is, if it is any business of anyone no matter if employer or government what the employee does in the time out of work. Drug testing is not done in the employees home. Testing is always done while the employee is on the job, about to start work or immediately after work. Nevertheless it is the employers business when drug abuse, even though done in private life, will effect performance or safety on the job. The employer should have the right to be concerned about an employees substance abuse at home if it may adversely impact on his business production and on his or others workplace safety. Everyone should have the right for a healthy and safe workplace environment. Nevertheless, employees also still have rights to privacy and accuracy in testing. Employees that will be tested should get a notice before the test is administered. Furthermore it should be guaranteed that accredited laboratories advise the tests. Lastly, the test results must be treated in t he same manner as other confidential personnel information. There are categories of employees who will need to be drug tested regarding to security and safety concerns. The first category would be the employees working with weapons such as in the military or police departments. These people are in charge of the public safety and they need to be drug free, because they need all their potential and skills to be able to do their job as they are supposed to do. Another category that should be tested is firemen, doctors and even nurses. For example, firemen have one of the most dangerous jobs. They have to fight against natural forces, and their job is about saving lifes. They cannot do their job properly and it is even dangerous for their own safety if they use drugs. In the same way, doctors (and nurses, the ones that are directly connected to the patients) are not allowed to make mistakes. One example is prescribing medicine or a wrong diagnosis. This can really hurt the patient, and even kill him. Also, employees driving a vehicle or flying aircrafts should be submitted for drug testing. They are responsible for other people’s lives and it would make sense that these people agree to be tested. For example, it is important that a bus driver or pilot agrees to be drug free. A study was conducted at Stanford University in which airline pilots smoked relatively weak government- issued marijuana cigarettes for the test. Each pilot was then tested on computerized flight simulators. The testing resulted in simulated airline â€Å"crashes† right after the marijuana use. (ohsinc.com/what_every_employer_should_know_part2.htm) More alarming was the fact that it also resulted in â€Å"crashes† a full 24 hours later, after every pilot reported no residual effects and each had stated they had no reservations about flying. Another category for drug tests is employees that work for the government. The main reason is not because of the public safety, but more because of the illegality of drugs. They have to respect the laws and be examples in being drug free. Drug users are approximately three times more likely to have an accident, one-third as productive, and have a much higher rate of being tardy and absent than other workers. Another study by the U.S. government found that those who illegally use drugs are 3.6 times more likely to injure themselves or another person in a workplace accident. Also they are 5 times more likely to be injured in an accident off the job which, in turn, affects their attendance and/or performance on the job. But there are also limitations to drug testing. False positive drug-test results can occur after eating a lot of poppy seed or drink herbal teas made from coca leaves. These are cross-reactants that look exactly the same to the laboratory as illegal drugs. But if the test is done properly, a second test is conducted using a different testing process that serves to confirm whether or not the first analysis was accurate. Additionally, the employee always has the right to explain the false result. There are voices that say that drug testing has nothing to do with impairment and everything to do with discrimination and is a violation of human rights. They argue that drug testing deters highly qualified workers from applying, discriminates against medical marijuana patients and hat there is no differentiation between responsible use and abuse. As a matter of fact, drug testing can lead most likely to a higher unemployment rate. Looking at the numbers of employees that are involved in drugs and that would test positive, this is an issue for the government. To reduce this number, drug-abuse prevention programs in companies could be undertaken. As a result, some of those who do apply would probably stop using drugs because of fear of being caught, and some who are later â€Å"caught† could undergo treatment and go straight. The U.S. Navy had a decrease to fewer than 4% down from 28% of its active personnel engaged in illegal drug use since the 1980 ´s. This is specifically due to the implementation of a comprehensive drug-abuse prevention program, including random drug testing of all active and reserve duty personnel. Additionally to these programs, company wide anti-drug abuse policies, drug awareness programs and employee assistance and rehabilitation programs can be adopted and implemented. To conclude, I would say that I definitely agree with alcohol and drug testing. Moreover, I think that not only specific categories should be tested, but all employees. There is no need to distinguish between categories, because it is a fact that in the United States.drugs are illegal and taking a closer look at the issue reveals that almost everyone using drugs can hurt someone else when the performance is influenced. Even athletes who just compete for themselves affect their performance and this has consequences for a many people. People who bet on them or spectators who paid money to see a good performance are betrayed in a certain way. The number of drug users is shocking and the government and employers have to react to this fact accordingly. A recent national Gallup survey shows that even employees demonstrated an increasing intolerance among drug abusers and an acceptance of employers taking strong steps to provide drug-free workplaces. 28% of employees who were asked what they thought was the greatest problem facing the United States today answered â€Å"drugs†. 22% of employees whose companies have drug-testing programs feel it is â€Å"not strong enough†. Lastly, 97% of employees favor drug testing in the workplace at least under some circumstances. I strongly believe that addicted people can have a bad influence on their job environment and non-users should absolutely have the right to work in a safe working environment and to not have their jobs and benefits undermined by drug abusers. Research Papers on Drug testing in the WorkplaceThe Effects of Illegal ImmigrationStandardized TestingThe Relationship Between Delinquency and Drug UseUnreasonable Searches and SeizuresResearch Process Part OneTwilight of the UAWPETSTEL analysis of IndiaNever Been Kicked Out of a Place This NiceInfluences of Socio-Economic Status of Married MalesGenetic Engineering

Leadership and Healthcare

Leadership and Healthcare Leadership is often associated with the business world. However, it has been acknowledged that it is crucial in any field and in any aspect of people’s lives. Healthcare is one of the fields where leadership is essential, as it has a positive impact on patients’ healing process (Laschinger, Wong, Cummings and Grau, 2014). It is necessary to add that there is sufficient theoretical framework that can enable healthcare professionals to choose the most appropriate leadership style. Slavkin (2010) states that strict and rigid leadership styles are becoming less effective and modern healthcare professionals prefer transformational leadership styles. It is important to stress that contemporary researchers focus on emotional and personal aspects of leadership. Thus, Laschinger et al. (2014, p. 7) note that resonant leadership is one of the most effective types of workplace empowerment. The researchers define resonant leadership as â€Å"a relationally focused leadership style † that includes â€Å"visionary, coaching, affiliative, and democratic approaches, whereas dissonant styles include pace setting and commanding† (Laschinger et al., 2014, p. 7).Advertising We will write a custom assessment sample on Leadership and Healthcare specifically for you for only $16.05 $11/page Learn More The researchers stress that resonant leadership styles enable leaders to create the necessary atmosphere in the workplace and decrease the amount of nurse turnover, which is essential in the period of significant shortage in nursing professionals. It is noted that healthcare leaders facilitate lower incivility and greater job satisfaction, which positively affects patients’ wellbeing and quality of services provided. Laschinger et al. (2014) note that relationships between healthcare leaders and the rest of the staff is of paramount importance for creating the value.  Slavkin (2010) also notes that proper interpersonal relati onships are crucial for creation of the appropriate atmosphere in the working place. The researcher provides brief insights into development of leadership approaches and states that command and control leadership styles are becoming less effective especially in healthcare setting. Healthcare field is characterized by high pressure and significant workload. Clearly, additional stress in the form of rigid control and numerous commands forces many healthcare professionals less motivated and productive. This is especially true for nursing professionals who have to communicate with healthcare staff, patients and their relatives. Many nurses do not handle the pressure and there is a high rate of turnover. The researcher emphasizes that effective leaders have to be more attentive to needs and expectations of the staff. It is also stated that relationally loaded leadership is important for detecting and sharing values. Notably, the researcher pays special attention to the fact that leadersh ip will become more creative, interdisciplinary and will be characterized by â€Å"culturally diverse collaborations† (Slavkin, 2010, p. 40). Hence, it is clear that interpersonal relationships, coaching and creation of rapport is seen as a potential framework for development of the leadership in the future healthcare leadership. Again, the researcher stresses that such type of leadership will make the healthcare staff feel more empowered and motivated to address the needs of patients. It is also important to remember that healthcare professionals (especially nurses) will also be able to employ some leadership methods when working with patients.Advertising Looking for assessment on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Slavkin (2010) also adds that there are gaps in medical education as future healthcare professionals often lack for knowledge and skills concerning leadership. The researcher stresse s that the gaps should be eliminated and medical schools include leadership in their curricula. This will enhance the quality of services provided. Such relationally loaded leadership styles are associated with emotional intelligence. Delmatoff and Lazarus (2014) state that modern leaders should be emotionally and behaviorally intelligent. The researchers claim that effective leaders should choose the most appropriate styles based on their emotions and behaviors. Thus, leaders should have emotional and behavioral self-awareness. They should also be able to be socially aware. In other words, they have to understand emotions and behavior, needs and expectations of people they lead. Delmatoff and Lazarus (2014, p. 245) argue that efficient leaders have to understand the value of using â€Å"emotionally and behaviorally intelligent style of leadership to ensure that their staff feel empowered and supported†. The researchers add that the use of this type of leadership will help cr eate the necessary atmosphere of trust and cooperation among the healthcare staff as well as between healthcare professionals and patients, which is crucial for effective treatment. It is also noted that healthcare staff need more training (in schools and in the working place). It can be beneficial to train the staff to make all the employees utilize the most appropriate leadership styles. Fine, Golden, Hannam and Morra (2009) provide interesting insights into the use of relationally loaded leadership styles. The researchers argue that it is possible to make this style more effective when utilizing Lean approach. Lean methodology was developed in the terrain of industry but it applicable in any sphere of life. Professionals of Toyota developed the methodology, and successful implementation of the approach suggests that it can facilitate development of any industry or organization. Fine et al. (2009) explain that the Lean approach is based on the idea of elimination of waste from the process of production and/or service delivery. Waste can be defined as any â€Å"non-value-added steps† (Fine et al., 2009, p. 26). The researchers argue that healthcare is â€Å"an ideal environment in which to reap the benefits of Lean† (Fine et al., 2009, p. 27). The researchers identify principles or steps in the Lean approach.Advertising We will write a custom assessment sample on Leadership and Healthcare specifically for you for only $16.05 $11/page Learn More These are defining value, arranging by value stream, flowing, pulling and seeking perfection. In other words, healthcare leaders should understand what patients expect from them and what they need. Healthcare professionals have to make sure that these needs and expectations are met within minimum time and with maximum efficiency. Fine et al. (2009) add that this approach is not researched in the field of healthcare and needs special attention. Researchers as well as practitioners should develop appropriate techniques to exploit Lean approach.  In conclusion, it is necessary to note that researchers stress that modern healthcare leaders have to pay more attention to emotions and personal relationships. At that, leaders should be aware of their emotions and behaviors as well as their colleagues’ and patients’ behavior and emotions. This will enable healthcare staff to provide high-quality services as the atmosphere in the working place will be characterized by trust and support. In its turn, this will positively affect patients’ healing process, as they will also be more cooperative and trustful. Importantly, although there is significant load of research in the field of healthcare leadership, many healthcare professionals lack for the necessary knowledge and skills. Researchers note that the gap should be filled. This can be implemented through inclusion of leadership in medical schools’ curricula. Healthcare staff training will also be beneficial. Healthcare professionals should be aware of recent findings in the field to be able to choose the right leadership style and utilize it correctly. Reference List Delmatoff, J., Lazarus, I.R. (2014). The most effective leadership style for the new landscape of healthcare. Journal of Healthcare Management, 59(4), 245-249. Fine, B., Golden, B., Hannam, R., Morra, D.J. (2009). Leading lean: A Canadian healthcare leader’s guide. Healthcare Quarterly, 12(3), 26-35. Laschinger, H.K.S., Wong, C.A., Cummings, G.G., Grau, A.L. (2014). Resonant leadership and workplace environment: The value of positive organizational cultures in reducing workplace incivility. Nursing Economics, 32(1), 5-16.Advertising Looking for assessment on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Slavkin, H.C. (2010). Leadership for health care in the 21st century: A personal perspective. Journal of Healthcare Leadership, 2, 35-41.

European Union Essay Example | Topics and Well Written Essays - 500 words - 1

European Union - Essay Example inning of the year 1990 which commenced with the seeking increased reduction on the market price support, and a support for direct payments (1992, and 1999 reforms), and certain reforms which were as recent as 2003, of promoting decoupled direct payments as opposed to the coupled direct subsidies. The underlying objective of CAP reforms was: aiming to increase agricultural productivity through technological innovation, stabilizing the internal markets, ensuring availability of food supplies at reasonable prices to customers etc. The said reforms were proposed to have significant implications especially on the Alberta/Canada agriculture. However, the reforms failed to deliver the promised returns and turned out to be much less impressive since the time they were conceived, owing to such factors as: budgetary pressures, expanded membership and external pressures that led to political pressures being imposed on the Union which ultimately succumbed to such external threats and hence fail ed to deliver. Although certain liberties in terms of negotiating flexibility and export subsidies were granted to them for the Doha round of domestic support, but was too, plagued with failure owing to limited direction and restricted market access (David Coleman, Pp. 77 – 100). The Competition Policy of the EU was aimed at encouraging competition in the European countries since it would lead to lowered prices and increased choice for the European consumers. The current policy is governed by article 81of the treaty ended to be addressed by ensuring taking prompt and strict action against those business practices that discouraged or restricted competition, examine mergers to gauge their effect on reducing competition, open up competition in those areas which were previously controlled by State run monopolies, and by co-operating with other competition authorities world wide. The competition policy has been instrumental in shaping the economic and social integration of the member

Persuasive research paper on hate crimes Example | Topics and Well Written Essays - 1500 words

Persuasive on hate crimes - Research Paper Example In this paper, hate crimes will be discussed and why these crimes should receive a higher sentence than crimes that were not motivated by bias. Hate crimes are committed as a result of bias or bigotry, which is both inherently, learned behaviour (Spillane, 1995 from Steinberg et al, 2003, Card, 2001). Crimes are generally based on a victim’s race, sexual orientation, religion, disability, ethnicity, national origin (Torres, 1999) or gender (McPhail and DiNitto, 2005). Hate crimes encompass crimes from murder to vandalism, the common link being that they were motivated by bias. Most hate crimes are committed by a group of people and target property though some target individuals (Steinbery et al, 2003). Hate crimes are often carried out as a result of a number of prejudices which are difficult to pinpoint exactly. They can often have a domino effect in that one act of violence can lead to many more. This was the case in the hate crimes that ensued after the September 11th attacks on the USA (Steinberg et al, 2003). Hate crimes can lead to a culture of fear and hostility in society and gnaw away at the fabric of society. They not only affect individual victims but target society as a whole. They will tend to have upsetting and persistent effects on the families of victim, institutions to which they belong and they communities which they are from (Hutson et al, 1997 from Steinberg et al, 2003). Hate crime has persisted in America for quite a while (Steinberg et al, 2003). However, the title of hate crimes has is a socially-constructed idea that has only happened recently (McPhail and DiNitto, 2005). 1. Thought hate crimes often target individuals, they are actually an attack against a particular group of people and are to send a message to that group (Hutson et al, 1997,Downey et al, 1999, Mannat et al, 1994 from Steinberg et al, 2003) 2. The motivation for the attack on a particular individual is generally a feature

Ethical Dilemma Essay Example for Free

Ethical Dilemma Essay All healthcare professionals take the Hippocratic Oath, in this oath it states that, â€Å"I will respect the privacy of my patients, for their problems are not disclosed to me that the world may know. † (Miles, S. H. (2004) There are many different versions of this oath but the concept and meaning behind it remains unchanged. This section of the oath was designed in part to protect patient’s privacy. Building and establishing a relationship based on trust with our patients is essential in the foundation in providing good quality care. This allows our patients to feel comfortable discussing anything with us and knowing it will be kept confidential. In nursing ethics play a critical role, breaching confidentiality can have a magnitude of ethical consequences including legal issues and patients no longer trusting medical professionals. As healthcare professionals, we are faced with situations daily with an array of ethical, legal and professional responsibilities where we have to use our own personal judgments to protect both our patients but the public as well. As a legal concept, confidentiality can be said to be an obligation on one person to uphold the privacy and security of another person’s information. This legal obligation arises in several areas: under common law; in contract law where these terms can be express terms or implied; and as a general legal duty where it could be considered negligent if harm results as a consequence of a breach of confidence. † (Cornock 2011). Confidentiality does not override ethical principles in all cases, and some cases it would be considered unethical to not break confidentiality when a legal requirement makes a breach mandatory. Nursing encompasses the prevention of illness, the alleviation of suffering, and the protection, promotion, and restoration of health in the care of individuals, families, groups and communities. † (ANA 2010) This duty to such an extensive population can pose obvious conflicts both professionally and personally. Does the right to privacy of our patient over ride a safety concern to our community? In nursing practice nurses are able to use a variety of ethical theories and apply these to patient situations. â€Å"Deontologic theories hold that you are acting rightly when you act according to duties and rights. In other words, duties and rights are the correct measuring rods for evaluating a course of action and its outcome. † (Purtilo 90) People who follow this theory in their clinical practice have very consistent decisions as these are based on their duty. It becomes the healthcare provider’s duty and obligation to respect and protect a patient’s confidentiality. By breaching patients confidentiality breaks the trust that was built between patient and provider. â€Å"Utilitarianism, an act is right if it helps to bring about the best balance of benefits over burdens, in other words, the best â€Å"utility† or consequences overall. (Purtilo 92) This theory would be basing a decision on whether or not the action (breaking or not breaking confidentiality) brings out the best outcome. However, sometimes the best outcome isn’t legally correct. In the article â€Å"Bioethics on NBC’s ER: Betraying Trust or Providing Good care? When is it ok to Break Confidentiality? by Pamela Nathanson, we see a time when a healthcare provider is faced with an ethical dilemma on whether to break a patient’s confidentiality in order to protect the patient and the community. Like with any ethical dilemma there are steps that can be used to help a healthcare provider make a decision or help solve the problem. These steps include: 1) gather relevant information, 2) identify the type of ethical problem, 3) use ethics theories or approaches to analyze the problem(s), 4) explore the practical alternatives, 5) complete the action, and finally 6) evaluate the process and outcome. (Purtilo pg 102-110) Using this process healthcare professionals are able to make decisions to tough ethical dilemmas that come up in their clinical practice. I agree with Ms. Nathanson that the parents needed to be informed of their daughters diagnosis in order to prevent harm to the patient and ensuring the patient receives proper follow up care. I also agree that the school did not need to be informed of who the student was but to inform the school that it had come to the attention of medical professionals about sex parties going on in the school. By choosing this way you are ensuring the safety of your patient and the community with causing the least amount of damage. If you disclosed to the school who the student was as the nurse did in the show you risk unnecessary harm to your patient. Ethics committees are made up of members that include a lawyer, an ethicist, quality improvement manager, a nurse, a clergyman, a physician and an individual from within the community. By joining together these members with diverse backgrounds, experiences and perspectives they are able to come together to help develop different alternatives and discussions regarding ethical dilemmas that may arise. They are able to help provide recommendations in complex and challenging ethical situations. However, these decisions are not law but they do hold certain significance on influencing a judge or jury. (GCU) As long as health care deals with life and death, ethical dilemmas will come into play for medical professionals everywhere on a daily basis. Due to the nature of the medical profession, complex situations will require fast acting decisions that can be life changing for all parties involved. It is important to have a thorough knowledge of ethical theories and principles in the health care industry so medical professionals are prepared to make these decisions when they are faced with ethical dilemmas.

Paris Peace Conference Essay -- World War II WWII WW2

It has been almost a century since the first Paris Peace Conference was hold, but even until now, it is a popular yet also controversial event in the history of the world. The Paris Peace Conference took place in 1919 involving more than 1,000 representatives from over 30 nations. The results of the Conference are five treaties regarding terms that, according to the Conference, shall prevent any upcoming conflicts among nations. Although World War II started only after 15 years, nonetheless, the treaties did function as a buffer between countries. Although many resolutions were discussed, the negotiation of the Conference revolves around four main topics, reparation from the previous war losses or limitations on the main Central Power, Germany, self-recognition, President Woodrow Wilson's Fourteen Points, and the annexation of land. The war reparation resolution was proposed by both Australia and the United Kingdom, and eventually became Article 231 of Treaty of Versailles. The article assigned complete blame for the war to Germany, required Germany to accept full responsibilities for causing the war, and must pay a set of reparation appointed by the Great Powers. The reparation impositions were considered to be retaliation to the reparation forced upon France by Germany in the Treaty of Frankfurt after the Franco-Prussian War. The recompense form of the war varies among different forms, from coal, steel, and gold, to intellectual property. According to the treaty, Germany will finish paying off the reparation in year 2020. The reparation, no doubt, is only another indirect way of limiting Germany's growth in any field possible and has added another pair of shackle on the already weakened Germany economy, some historians beli... ...ris Peace Conference, the nations which proposed an annexation of land as a resolution even reached the number of six, causing strong power struggles and tensions among nations, which defeats the original purpose of the Paris Peace Conference. The problem of Asia has also aroused in the Paris Peace Conference, whether or not China should be returned its sovereign authority from Japan. Chinese outrage this problem through a cultural movement, the May Fourth Movement that influenced China not to sign the treaty. The Paris Peace Conference ended at January 16th, 1919 with five treaties signed and eight new independent nations born. Although the Paris Peace Conference has ended more than 80 years ago, no one can deny its impact on the world after decades. The human history would've definitely be changed forever if any of the results in the Conference is different.

Cost and Quality Relationship Memo Essay

Many of the reforms contained within the Patient Protection and Affordable Care Act (PPACA) are aimed at reducing health care costs and improving quality without rationing care, cutting benefits or reducing eligibility. Starting with the populations that suffer from the most difficult health conditions and have the most medical expenses makes sense. If designed and implemented properly, these reforms hold the potential to transform not only their lives, but also to serve as models for other populations. However, this promise cannot be realized without the informed and meaningful participation of patients, families and their advocates. The problem: our fragmented system There is widespread acknowledgement that our current health care system is fragmented, failing to consistently deliver high quality care, particularly to certain vulnerable people, such as: those with multiple chronic conditions, the frail elderly, people who are dually eligible for Medicare and Medicaid, and members of a racial or ethnic minority. These populations tend to see more physicians, have more office visits and take more medications. Too often, there is no one to coordinate this care. This failure to coordinate leads to poor care, such as: †¢ Duplicative tests or procedures †¢ Medication errors †¢ Avoidable hospital admissions †¢ Preventable hospital readmissions †¢ Unnecessary nursing home placements This fragmentation comes at a cost. Overall, health care costs represent 16 percent of our Gross Domestic Product. In 2009, we spent $2.9 trillion on health care. The cost of health care services provided to vulnerable populations is disproportionate to their numbers. For instance, 96 percent of Medicare dollars and 80 percent of Medicaid dollars are spent on patients with multiple chronic conditions. And, Medicaid and Medicare spend four times as much for the nearly nine million dually eligible beneficiaries than for non-duals. This disproportionate spending is in part because these populations have more complex health care needs. But preventable hospitalizations, complications and unnecessary nursing home admissions contribute significantly to these high costs. Improving the health delivery system for these vulnerable people will improve the quality of their lives, while also saving money. Page 2 National Health Reform and Delivery System Change, June 2010 Community Catalyst is a national non-profit advocacy organization building consumer and community leadership to transform the American health care system. www.communitycatalyst.org 2 New opportunities emerging from national health care reform Noted Harvard surgeon and author Atul Gawande said it best in his December 2009 New Yorker article â€Å"Testing, Testing,† where he responded to claims that there was no master plan for improving quality and reducing costs in the then-pending national reform bills. Drawing from what’s worked in agriculture, he said that â€Å"[t]o figure out how to transform medical communities, with all their diversity and complexity, is going to involve trial and error. And this will require pilot programs – a lot of them.† Indeed, the PPACA is filled with just these types of reforms aimed at testing what works. By its very nature, it acknowledges the differences among health delivery systems. While there are too many reforms to cover, this brief aims to discuss some those that hold the most promising for states to improve the health of vulnerable populations. In exchange, designated providers receiving payment for these services must provide regular reports to the state on a set of applicable quality measures. The New Jersey Legislature is currently considering a bill that would create a primary care medical home demonstration project. Should that bill pass, New Jersey could explore taking this state option, and advocates could weigh in on the development of quality measures that are most relevant to vulnerable populations. Accountable care organizations (ACOs) The new law creates a general ACO pilot program in Medicare4 and a pediatric ACO demonstration project in Medicaid,5 in which groups of providers who work together to improve the quality of care they deliver to beneficiaries will be permitted to keep half the savings they achieve over a three-year period. Participating ACOs must promote evidence-based medicine and patient engagement, report on quality and cost measures and coordinate care. They must also demonstrate that they meet patient-centeredness criteria, such as the use of patient and caregiver assessments or the use of individualized health plans. The criteria by which a group of providers will be judged in order to qualify as an ACO will be determined by regulation issued by the Department of Health and Human Services, which will also determine the measures to be used to assess the quality of care provided by the ACO. There is already interest in New Jersey in creating an ACO demonstration project to serve urban, underserved communities. Creating a state project may position New Jersey to take advantage of the federal pilot funding. Home and community-based services (HCBS) The new law offers incentives to states that provide HCBS to individuals instead of placing them in nursing homes.6 Specifically, the law increases Federal Medical Assistance Percentage (FMAP) payments to States that decrease the percentage of spending while increasing spending on HCBS.

Gloria Estefan

Gloria Estefan, is seen an icon of Latin music. She engraved her path in the world of music by helping many people, and by influencing them. She has worked hard to get to where she is today, and is still thriving. Not only is she a great singer, she's a great humanitarian, and is always reaching out those in need. Gloria was the one who introduced a Latin influence into her songs and she will always be remembered because of that. Gloria Marà ­a Fajardo Garcà ­a, was born on September 1, 1957 in Havana, Cuba. When was two years old she left Cuba to go to Miami with her family, after Fidel rose to power. Life wasn't easy when she got here at first, but after she started adapting, slowly, but surely, she became the icon and the great influencer she is today. Gloria has realized the struggle for Latin rights in the US.â€Å"I have always thought that when someone listens to a song of mine they feel strength, hope. I feel happy that my music can brighten up and help other people†With her message, Gloria has achieved great songs such as Mi Tierra, Abriendo Puertas, and Alma caribeà ±a. These songs have made her rise to the top on all of the charts. She is considered one of the best-selling musical artists of all time. Selling more than 100 million records worldwide! She has numerous Grammy awards and a star on the Hollywood Walk of Fame. In 1990, she was invited to sing at the White House. The bus who took her back had an accident. Gloria survived but a spinal injury left her invalid for a long time. â€Å"I broke my back and thought I would never walk again,† she said. After this accident, she opened up her sensitivity to the people that suffer, not only paralysis, but all kinds of illnesses. She realized that her position, and fame, could be put to many great things which led her to create the Gloria Estefan Foundation to offer a helping hand for those who have any type of illness President Barack Obama awarded the Medal of Liberty award to Gloria and her husband, Emilio, in November 2015. On September 19, 2011, she received the Ultimate Award, for being a model of inspiration for youth. Gloria has shockingly performed at the Olympics and at the Superbowl twice! Her song ‘Reach' even turned into the hymn for the 1996 Atlanta Summer Olympics! Gloria has always been determined on using her fame to bring awareness to political affairs. In 2010, Gloria famously led Las Damas de Blanco march down Calle Ocho in support of the opposition movement in Cuba. Gloria became a board of director for Univision Communications Inc. In conclusion, the talented singer is still continuing to thrive in the music industry. Gloria came to Miami in hopes of achieving the ‘American Dream', that's one more thing she can scratch off her bucket list. And keep in mind don't despise humble beginnings.

Maori Culture essays

Maori Culture essays In recent decades, Maori people have come a long way toward reclaiming the status and land that used to be theirs when they first settled New Zealand, several centuries before the influx of Europeans. Today, the Maori people comprise about 15 per cent of the population of Aotearoa, and the nation is in many respects bi-cultural. In the traditional Maori social structure, clearly defined roles for males and females exist and male-dominated structure is emphasized. Status was always awarded to a man and characteristics of manhood were rewarded. The division of work was also gendered. Men did the fishing and hunting while women were responsible for the food processing and cooking (Salmond, 2004). However, todays Maori women begin to assume active roles in Aotearoa. Mana Wahine, translated as power of women, is about the power of Maori women to resist challenge change or transform spaces within system of domination (Class notes, 2004). The status of women, Mana Wahine, is pivotal to spi ritual, physical, emotional and cultural well-being for whanau, hapu, iwi and for Maori society in any context. Nowadays Mana Wahine plays a significant role in development of New Zealands women. In this essay, I will discuss the huge differences between Maori women and Pakeha women (non-Maori women) in different sectors such as education, decolonization/indigenization, impact of Treaty of Waitangi and employment. Those differences are increasingly attracting attention of New Zealands society and gender issues are taken seriously ,for development of Maori women is very important for the whole development of New Zealand. Whats more, the practice of development takes these differences into account. Effective development strategy supports Maori economic and social development including development of Maori women. In addition, Maori women need to improve their capacity unceasingly not only for themselves but also for Maori revival an...

Malinche, Mistress and Interpreter to Hernán Cortés

Malinche, Mistress and Interpreter to Hernn Cortà ©s Malinali (c. 1500–1550), also known as Malintzà ­n, Doà ±a Marina, and, most commonly, Malinche, was a native Mexican woman who was given to conquistador Hernan Cortes as a slave in 1519. Malinche soon proved herself very useful to Cortes, as she was able to help him interpret Nahuatl, the language of the mighty Aztec Empire. Malinche was an invaluable asset for Cortes, as she not only translated but also helped him understand local cultures and politics. She became his mistress as well and bore Cortes a son. Many modern Mexicans see Malinche as a great traitor who betrayed her native cultures to the bloodthirsty Spanish invaders. Fast Facts: Malinche Known For: Mexican slave, lover, and interpreter to Hernan CortezAlso Known As: Marina, Malintzin, Malinche,  Doà ±a Marina, MallinaliBorn: c. 1500 in Painala, in present-day MexicoParents:  Cacique  of Paynala, mother unknownDied: c. 1550 in SpainSpouse: Juan de Jaramillo; also famous for her relationship with Hernan Cortez, the famous ConquistadorChildren: Don Martà ­n, Doà ±a Marà ­a   Early Life Malinches original name was Malinali. She was born sometime around 1500 in the town of Painala, close to the larger settlement of Coatzacoalcos. Her father was a local chieftain and her mother was from the ruling family of the nearby village of Xaltipan. Her father died, however, and when Malinche was a young girl, her mother remarried to another local lord and bore him a son. Apparently wishing the boy to inherit all three villages, Malinches mother sold her into slavery in secret, telling the people of the town that she had died. Malinche was sold to slavers from Xicallanco, who in turn sold her to the lord of Potonchan. Although she was a slave, she was a high-born one and never lost her regal bearing. She also had a gift for languages. Gift to Cortes In March 1519, Hernan Cortes and his expedition landed near Potonchan in the Tabasco region. The local natives did not want to deal with the Spanish, so before long the two sides were battling. The Spanish, with their armor and steel weapons, easily defeated the natives and soon local leaders asked for peace, which Cortes was only too happy to agree to. The lord of Potonchan brought food to the Spanish and gave them 20 women to cook for them, one of whom was Malinche. Cortes handed the women and girls out to his captains; Malinche was given to Alonso Hernandez Portocarrero. Malinche was baptized as Doà ±a Marina. It was around this time that some began referring to her by the name Malinche rather than Malinali. The name was originally Malintzine and derives from Malinali tzin (a reverential suffix) e (possession). Therefore, Malintzine originally referred to Cortes, as he was Malinalis owner, but somehow the name stuck to her instead and evolved into Malinche. Malinche the Interpreter Cortes soon realized how valuable she was, however, and took her back. Some weeks before, Cortes had rescued Gerà ³nimo de Aguilar, a Spaniard who had been captured in 1511 and had lived among the Maya people ever since. In that time, Aguilar had learned to speak Maya. Malinche could speak Maya and Nahuatl, which she learned as a girl. After leaving Potonchan, Cortes landed near present-day Veracruz, which was then controlled by vassals of the Nahuatl-speaking Aztec Empire. Cortes soon found that he could communicate through these two translators: Malinche could translate from Nahuatl to Maya, and Aguilar could translate from Maya to Spanish. Eventually, Malinche learned Spanish, thus eliminating the need for Aguilar. Malinche and the Conquest Time and again, Malinche proved her worth to her new masters. The Mexica (Aztecs) who ruled Central Mexico from their magnificent city of Tenochtitlan had evolved a complicated system of governance that involved an intricate combination of war, awe, fear, religion and strategic alliances. The Aztecs were the most powerful partner of the Triple Alliance of Tenochtitlan, Texcoco, and Tacuba, three city-states close to one another in the central Valley Of Mexico. The Triple Alliance had subjugated almost every major tribe in Central Mexico, forcing the other civilizations to pay tribute in the form of goods, gold, services, warriors, slaves, and/or sacrificial victims for the Aztecs gods. It was a very complex system and the Spaniards understood very little of it; their rigid Catholic worldview prevented most of them from grasping the intricacies of Aztec life. Malinche not only translated the words she heard but also helped the Spanish grasp concepts and realities that they would need to understand in their war of conquest. Malinche and Cholula After the Spanish defeated and aligned themselves with the warlike Tlaxcalans in September 1519, they prepared to march the rest of the way to Tenochtitlan. Their path led them through Cholula, known as a holy city because it was the center of the worship of the god Quetzalcoatl. While the Spanish were there, Cortes got wind of a possible plot by Aztec Emperor Montezuma to ambush and slay the Spanish once they left the city. Malinche helped provide further proof. She had befriended a woman in town, the wife of a leading military officer. One day, the woman approached Malinche and told her not to accompany the Spaniards when they left as they would be annihilated. She was urged to stay and marry the womans son. Malinche tricked the woman into thinking she had agreed and then brought her to Cortes. After questioning the woman, Cortes was convinced of the plot. He assembled the citys leaders in one of the courtyards and after accusing them of treason (through Malinche as an interpreter, of course) he ordered his men to attack. Thousands of local nobles died in the Cholula Massacre, which sent shock waves through central Mexico. Malinche and the Fall of Tenochtitlan After the Spanish entered the city and took Emperor Montezuma hostage, Malinche continued in her role as interpreter and advisor. Cortes and Montezuma had much to talk about, and there were orders to be given to the Spaniards Tlaxcalan allies. When Cortes went to fight Panfilo de Narvaez in 1520 for control of the expedition, he took Malinche with him. When they returned to Tenochtitlan after the Temple Massacre, she helped him calm the angry populace. When the Spaniards were nearly slaughtered during the Night of Sorrows, Cortes made sure to assign some of his best men to defend Malinche, who survived the chaotic retreat from the city. And when Cortes triumphantly reconquered the city from the indomitable Emperor Cuauhtà ©moc, Malinche was at his side. After the Fall of the Empire In 1521, Cortes definitively conquered Tenochtitlan and he needed Malinche more than ever to help him govern his new empire. He kept her close to him- so close, in fact, that she bore him a child, Martà ­n, in 1523. Martà ­n was eventually made legitimate by a papal decree. She accompanied Cortes on his disastrous expedition to Honduras in 1524. About this time, Cortes encouraged her to marry Juan Jaramillo, one of his captains. She would eventually bear Jaramillo a child as well. On the Honduras expedition, they passed through Malinches homeland, and she met with (and forgave) her mother and half-brother. Cortes gave her several prime plots of land in and around Mexico City to reward her for her loyal service. Death Details of her death are scarce, but she likely passed away sometime in 1550. Legacy To say that modern Mexicans have mixed feelings about Malinche is an understatement. Many of them despise her and consider her a traitor for her role in helping the Spanish invaders annihilate her own culture. Others see in Cortes and Malinche an allegory for modern Mexico: the offspring of violent Spanish domination and native collaboration. Still, others forgive her treachery, pointing out that as a slave given away freely to the invaders, she certainly didnt owe her native culture any loyalty. And others remark that by the standards of her time, Malinche enjoyed remarkable autonomy and freedom that neither native women nor Spanish women had. Sources Adams, Jerome R. New York: Ballantine Books, 1991.Diaz del Castillo, Bernal. Trans., ed. J.M. Cohen. 1576. London, Penguin Books, 1963. Print.Levy, Buddy. New York: Bantam, 2008.Thomas, Hugh. New York: Touchstone, 1993.