Healthy People 2010 Essay Example | Topics and Well Written Essays - 750 words

Healthy People 2010 - Essay Example The APN whose training is now in advanced theoretical concepts with added elements of practice and the use of the nursing framework is imminently qualified to assure this process takes place (Kohr, 1998). The APN is now a leader in developing nursing practice through provision of leadership and maintenance of a commitment to developing nursing practice, using her authority and power to influence clinical and policy decisions and providing clinical development. The goal that is chosen affects much of the communities need. In strengthening community prevention it is meant through education, community based programs and interventions and the reduction in violence and abusive behavior, all of which the APN is innately trained to handle through her collaborative and communicative style and abilities (Stanhope and Lancaster, 2008). She is also well able to handle these issues based on her strong clinical nursing background on which she has built the knowledge that she presently has. The values that have grounded the practice of an APN are advocacy, holism, nursing experience, integration or theory into practice and added medical functions in a nursing framework. Each of these parts of her practice that have come from grounded nursing theory are the strengths that will help guide her through the changes in practices and processes that will need to occur in the community to meet the new goal. The APN has at her disposal the deliberate, purposeful, and integrated use of expanded nursing knowledge which she has expanded from her original clinical ability. She uses knowledge , research, and that expertise in clinical practice to know what has to be done to advance the concept while at the same time she uses her collaborative skills to work with the rest of the team toward change (Ingersoll, 2000). The use of evidence based practice to help in the change of the processes that are needed to protect the public health falls within the new expertise of the APN. A strong and thorough understanding of evidence based practice coupled with the ability to understand and conduct good research is important in developing interventions to improve prevention. The development of an intervention is strongly research based and the development and evaluation of that prevention requires the understanding of statistical and data based information. During the change process necessary to institute much of the work that must be done for each of these interventions, another strong talent of the APN will be used and that is her leadership ability. This nurse will lead teams with confidence and collaboration. She will organize and move forward on initiatives that have only been discussed before. Healthcare will change very rapidly in the next few years, even more rapidly than ever before. The power and ability of the RN has been far underused in the past considering her education and expertise in clinical care but now the APN has placed herself in a position that provides her with enough power to make change (Kohr, 1998) Strengthening community prevention affects all parts of the community. When good prevention initiatives are put into place the community as a whole is served. The APN is an advocate of the community. In this position, she is able to advocate for those that need it the most, assuring that their need is part of the community policy that is

Supply and Demand Essay Example | Topics and Well Written Essays - 250 words

Supply and Demand - Essay Example The law of demand in economics states that with all aspects (tastes, expectation, and income) held constant; highly priced commodity will have a low demand (D1). Whereas, that of supply argues that with an increase in supply, the price (P1) of commodity will significantly reduce. An increase in demand (D2) along the curve of supply results to increase in the price (P2) of commodity; and a higher equilibrium quantity. Similarly, a reduction in the level of supply (S1) leads to a shift of the demand curve; to a high price on the equilibrium and a reduced equilibrium quantity. Efficient market theory refers to an analysis in a free market system regarding behavior of prices. It is tasked with the responsibility of determining whether prices accurately reveal essential information; necessary in determining the proper allocation of limited resources among diverse uses (Slee, 2011). Surplus implies that the capacity in demand is lesser than that supplied; whereas shortage exists when the quantity demanded is lesser than that supplied. In addition, in a situation where surplus exist there will be a constant drop of prices; similarly, shortage influences increased pricing (Market Equilibrium

Iceland volcanic Essay Example for Free

Iceland volcanic Essay Natural disasters and their atrocities are but bitter facts of life: we keep hearing about natural disasters taking place all around our world. For example, two year ago in China, a deadly earthquake of magnitude 7. 9 left more than 80,000 people killed which included 18,000 persons officially missing. During this earthquake, many Chinese lost their families and homes. Moreover, in January 2010, Haiti had a 7. 0 Mw earthquake; between 217,000 and 230,000 people were identified dead and 1,000,000 people became homeless. The incidents of earthquakes like these have the tendency to frighten the world: however, the aggregate impact of these on the world is not as intense as in case of Iceland’s Eyjafjallajokull. The earthquake in Eyjafjallajokull resulted in the cancellation of more than 100,000 flights stranding hundreds of thousands of travelers in airport around the world. To worsen this, it happened to shut down a third of industry such as farmer, airline or other industries relying on the air transportation. According to TIME, it was the most severe global travel disruption since World War II. Although we have state-of-the-art technology to predict the incident of earthquakes and thus protect human life before the tragedy happens, we have to understand very well that the mother earth keeps surprising us: one of such reminders comes from the Iceland. Iceland is located on the both Iceland hotspot and the Mid-Atlantic Ridge with highly geological active volcanoes. It has 130 volcanoes out of which 18 have erupted. In June 1783, Laki volcano erupted with devastating effects not only on Iceland but the entire world. To start with, it caused such a famine that became the reason of the death of nearly one fourth of the Iceland people. Furthermore, the ash and dust clouds kept covered most of the Europe and parts of Asia and Africa for several months. In addition to these, it also impacted the global climate, for instance, after the Laki eruption, North America had the longest and coldest winter. Eyjafjallajokull, meaning ‘island mountain glacier’ in Icelandic, is a smaller ice cup in Iceland. The volcanic events are considered to be a single eruption with different phases. In fact, it began to erupt since the Ice Age; whereas, according to available record, the recent eruption of Eyjafjallajokull occurred in 920, 1612 and from 1821 to 1823. The first-time eruption, anyhow, started on March 20, the volcano began to eject olivine basaltic andesite lava which led to a volcanic eruption of Volcanic Explosivity Index (VEI) 1. After almost a month, the earth didn’t get quite yet, instead the eruption became stronger and throwing a vast plume of glass- rich ash to over 7 miles into the atmosphere which rises to VEI 4. The ice and air are the main reasons for such devastating eruption. The weight of the glacier atop the volcano helps the magma inside build to a higher pressure. So when the mountain had eruption, the high pressure can send the volcanic gases and ash miles into the sky. However fortunately for the USA, the ash cloud is travelling east- southeast toward Europe even Asia. Since the eruption is very strong, the ash clouds have already reached North America, as the western part of Canada’s Labrador Peninsula, the Newfoundland Island and small islands. Besides, the volcanic melted a part of a glacier causing heavy and large flooding and, resultantly, 600 people living around the area had to move to a save place. Today, there is no such evidence to show the volcano has calmed down. Scientist said that, under the limited technology of volcanic, it is difficult to predict the development of the volcanic. According to the Russian Academy of Natural Sciences, the Icelandic volcano eruption would last for two year and then the ash will stop until the glacier melted. As a matter of fact, no one can tell how long the eruption had lasted for as by May 14, the volcano eruption was still increasing. The scientists are concerned about the eruption of Eyjafjallajokull that it may lead to Katla erupted too as tested through events in the past. â€Å"There have been three Eyjafjallajokull eruptions and Katla has followed each time† said geophysicist Sigrun Hriensdottir, at the Earth Science Institute. Sigrun Hriensdottir believes that the volcanoes are directly linked underground in a way that the magma from one can flow into the other. Therefore, the eruption of Katla may cause heavier and larger flooding that can influence more Icelanders. The Icelanders are themselves worried owing to the fact that the Eyjafjallajokull eruption is a small rehearsal before the eruption of Katla and they fear that the eruption of Katla may take place anytime: on two months later or tomorrow. The airline industry, already pummeled by the recession, has lost nearly $2 billion. Almost 100,000 fearful customers marooned overseas and the industry lost $9 million a day that stranded vacationers would spend on their extra accommodation, catering etc. Thus in this very connection, Thomas Grindle, chief of aircraft maintenance at NASA’s Dryden Flight Research Center in Edwards, Calif warns that the ash can definitely do some real damage to airplane’s engines; it can get sucked into the hot combustion chamber without being noticed by the pilots. Although the pilots can fly around or under the ash cloud, the problem is that it’s difficult to measure the amount of ash in the air and to worsen this we don’t have the complete measurement of the ash for flying. A deeper lesson, human learns from such disasters that we can’t fight nature. The only thing we can do is to wait for the earth to become quiet again. We also realize how limited knowledge we have about the volcano: we, resultantly, can’t do anything with the volcano and we cannot predict when it will stop or what will happen next. However, there are three things we can do: get prepared to deal with it, do more research, and above all, pray fro the best.

Individual Team And Organisational Objectives Management Essay

Individual Team And Organisational Objectives Management Essay Performance objectives can be defined as a goal that describes something that has to be accomplished within a given period of time. In other words, performance objectives express the direction and level of achievement expected from the organisation as a whole and, at lower levels, from the individual parts, team part, sections and departments which make up the organisation. http://www.exponentialtraining.com. The writer will be using his care company called Extra Mile Care Company as an illustration on how a performance objective applies to his organisation. The nature of the job description of the organisation is domiciliary care which means we help people who want to remain at the comfort of their beloved homes but are unable manage on their own, to achieve their daily task such as personal care. 1.1 Explain The Links Between Individual, Team And Organisational Objectives. As Carlos (1999) stated, the link between individual, team and organisational objectives is an agreed contract to achieve a common goal within a specific period of time. And as a matter of fact, the link between individual, team and organisation objectives simply describes the overall objectives which the team and the organisation aimed to achieve on either a short term period or long term period. At Extra mile, individual, team and organisation objective is to provide best care service to those who need their service in the community and to be the best care company in the country by 2013 and by achieving this, the other objectives such as giving their best care training quality also have to be met. And for this reason, the organisation strategic creates an effective link between individual, team and the organisation objectives so that the effort of both individual and team and the organisation can aligned with the organisation overall business plan. Extra mile organisation objectives S Specific Objective is specific because the company specialised in caring. M Measurable because the company have a group of people that needs the service. A Achievable Team objectives are achieved with a precise period of time R Realistic Our clients relied on Extra mile carers in looking after them or relatives. T- Time specific The Company have a time limit of when the objective should be achieved. 1.2 Identify The Selection Of, And Agree, Individual And Team Objectives According to Ryan (2007), in other to accomplish explicit and valuable results, there must be a need for a proper selection of individual and team for objectives in any organisation. Selection of and agree individual and team objectives is a process of selecting a right individual or team to carry out a particular job effectively, so as to achieve the organisation objective. A right individual and team must be accessed through their level of competency, right skills and knowledge, backgrounds, medical reports and so on. At extra mile, selection of, and agree, individual and team objectives is a very crucial task which is normally carried out by HR Manager(s). This is a process of getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every staff (both individual and team) of extra mile are equally access, so as to know if they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through their: Qualifications Experience Age Right skills and knowledge Personal interest for the job Medical history Criminal Records bureau check (CRB) It is the responsibility of managers to make sure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have a terrible influence on the companys objectives. 1.3 Identify And Agree Areas Of Individual And Team Responsibility In Achieving Objectives Dewaker (2008), suggested that individual and team are required to first of all understand the basic objectives of the organisation for which they are working and the manager is required to define the better details of the job or task to his staff so that he may be able to relate his contribution towards achieving the overall objective of the organisation. Identifying areas of individual and team responsibilities in achieving objectives is mostly carried out by the team leader or the manager; this is a process of knowing the responsibilities of individual and team in achieving objectives. At Extra mile Care Company, the basic responsibilities of their staffs both individual and a team in achieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at extra mile care company for their clients are: Personal care, which includes washing, bathing, showering, assistance with dressing/ undressing, toileting, etc. Assistance with medication. Shopping. Preparing and cooking meals and snacks. Laundry. Health hygiene cleaning. Community access. Emotional support. This will become the individual or team responsibilities, only if they agree to carry out the responsibility. 1.4 Identify the need to create an environment of trust and support with others Fisher (2006) suggested that managers who build trust within their team are more likely to create an environment of openness where people feel good about themselves and others. Trusted colleagues helps people to accomplish their work, and people work better if they are treated with respect, support trust and honesty by those they work for. At extra mile, the manager realised the importance of creating an environment of trust and support with others because it helps in many ways such as: Cooperation between individual and team Increase in loyalty and commitment from those they manage Increase in number of good working relationships Decrease the number of difficulty relationship by converting them to neutral. Ashok (2010) also stated that low trust environment people suffer as they cannot work to the full potential due to lack of support from others which puts hurdles on growth, coexistence and co-operation. 2.1 Evaluate and assess individual and team performance against objectives According to Cristina et al (2003); it is a basic fundamental of any organisation is to design how to evaluate and access performance of both team and individual member, and the assessment should be focus on the team and individual outcome. At extra mile, evaluation is undertaken to: Set performance objectives Assess past performance Help improve current performance Assesses training and development needs Established channel of communication Facilitate review of employees Develop human relation skills of the assessors. Extra mile evaluate and assess their staff and team performance against objectives by the outcome of their performance and the organisation mainly does this evaluation so as to know whether or not the individual is meeting up the companys objectives. And in process the term of quantity, time and cost of employee is also measured. Also its a systematically evaluation of individual and team employees job-related strengths and weaknesses to a set of pre-defined organisational standards. Generally Organisation assesses team outcomes like quality, quantity, creativity cost, and timeliness of the team deliverable. 2.2 Identify methods of providing feedback to individuals and teams on performance Williams and Curtis (2005) stated that, regular feedback based on objectives assessments of performance need to be given. Feedback is a discussion between people which reveals back how another person sees someone elses behaviour or performance. At Extra mile, given feedback is part of an assessments and about behaviour or an activity which highlight something well done or offering suggestion about how to do something better, and it is an important role that has to be carried out by the manager(s) and the reason for carrying out feedback is to ensure that staffs are satisfied with their objectives and to see how the individual or team performs in their objectives, also to check if there is anything that has to be improved in the organisation Methods of providing feedback at extra mile are in following ways: Self-assessment Verbal feedback to individuals Verbal feedback to team One-on-one feedback Feedback on behaviour Feedback on information Feedback on performance Feedback is a critical for extra mile Care Company because of the nature of the job, so as to learn how to improve their performance and suggestion on what to do in improving the staff performance in achieving their objectives should be discuss during the feedback. 2.3 Identify the causes of conflict, and describe strategies to minimise or prevent conflict According to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of those in disagreement may find it helpful to identify the causes and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competitors and even clients. And once this occur, the manage will first of all identify the cause of that conflict and then find solution the that conflict if in any case is beyond what he can do then he will seek the advice of those are superior to him/her. The identified causes of conflict that has occurred in the organisation are: Lack of trust Different personal values Lack of participation Lack of resources Not achieving objectives Strategies to minimise or prevent conflicts Effective communication Participation in decision-making Team building Provision of flexibility Strategies to minimise conflict should be design in other to prevent, minimise and resolve conflict in the institution that will result in effectiveness and efficiency at individual and institutional level. Gupta (2007) 2.4 Explain recording systems for performance assessment for individuals or teams According to() Recording system for performance assessment is a prominent personality in field of human resources, it is a document in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or teams activities in the matters pertaining to their present job. Processes of recording system at extra mile are: A content analysis- describe content in the organisation that needs recording A file plan- indicate where record are to be kept and how long to keep the records A compliance requirements document- rules that organisation must follow Process for holding records- needed when event such as litigations occurs Unmanaged recording system makes the performance of duties more difficult, costs organisations time, money and resources. 3.1 Explain a performance improvement cycle Performance improvement cycle is a process that design, measure, assess and improve performance of organisation strategies. And the ultimate goal is to allow the organisation to meet its goals. Joint commission recourses (2001). Performance improvement circle is an integral part of Extra Mile Care Company, and the company has determined to continuously improve their performance and demonstrate the quality of their service. These are process of improvement circle at extra mile namely: Design this is a stage that requires identifying the main aim of the organisation and for the process and design that allows it to achieve its objectives Measure- this is a stage provides a process on how well the organisation has achieved their aims. Assess this is a process where the company set their priority on what has to be achieved, and the assessment opportunity enables the organisation to rank priorities Improve- improvement actions are based on the results of measurement and assessment, at this stage the company would have known the areas thats they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle. 3.2 Discuss the indicators of poor performance According to DuBrin (2008), poor performance is an ineffective job performance that does not meet the required standards for achieving the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair share of work, by so doing it lowers the organisation productivity and for this reason it is very important to deal with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager ensures that they effectively manage the staffs to the required standard of the organisation. Indicators of poor performance are: Employee- Insufficient mental ability and education, Insufficient job knowledge, Low motivation, Excessive absenteeism and tiredness, Alcoholism and drug addiction Lateness Manager- Inadequate communication about job responsibility, Inadequate feedback, Negative and untrusting attitude, Bullying. Organisation- Organisation culture that tolerates poor performance, Intentional threat to job security, Reduce productivity Changes in policies without staff consultation Effective methods to deter underperformance For any organisation to handle poor performance successfully, certain factors have to be considered such as: The manager(s) has to be confident and competent to tackle underperformance There must be a clear communication between managers and staff Mutual trust Effective performance management systems Organisational culture that encourages employee involvement Joint objective setting Good staff development practices Poor performance is legally defined as when an employees behaviour or performance might fall below the required standard 3.3 Evaluate methods that support performance improvement Performance improvement is a way of analysing performance problem and finding a means to ensure good performance. The methods of improving performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team are not meeting up with their goals, and also appraising and rewarding individuals for job well done. Methods that support extra mile care companys staffs are as follow: Training- we give our staffs the best training so as to perform to the best of their ability when carrying out their jobs Motivating- we motivate our staffs so that they can feel the sense of belonging to the organisation, and also encourage them and acknowledge the work they have done. Rewards- it is our culture to reward any staff that carry out his or her duties effectively every month, and we do this so as to encourage others to perform better. Job security- we try as much as possible to keep our staffs who are willing to stay in their job and we also provide them with benefit such as sick pay, holiday pay and so on. Salary- we increase salary of our staff that are with the company for a number of year and we make sure sire that our staffs receive the best salary among other competitors. These are methods in which we support the performance of our staffs. However we make sure the cost of the training is justified by the improvements in productivity and performance its likely to bring. 4.1 Discuss the organisations disciplinary and grievance procedures Disciplinary and grievance procedures are basis which provides clear and transparent ways for dealing with difficulties which may arise as part of working relationship from either employers or employees perspectives. (http://www.cipd.co.uk) At extra mile care company, organisations disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that every staff of EMCC is treated the same way in the similar circumstance, and also to make sure that issues are dealt with fairly and reasonably. Reasons why disciplinary procedures are needed at emcc are as follows: Employer know what action to take when there is a problem with employee To enable staffs to make appropriate decision Solving matters without ending up in tribunals if minor. To enable employer and employee agree to suitable goals Set as a set of rule that governs the behavior of both emcc and its staffs Reasons why grievance procedures are needed at extra mile are: To provide the staffs the cause of action if they have complaint Solving matters without ending up in tribunals Creates a point of contact to resolve issues Gives employee what action to take if a dispute cannot be solved informally. Disciplinary and grievances are rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treatment of individuals and also provide guideline for adherence to the rules. All this a backed up In a legal document in the UK. 4.2 Identify the role of the manager in both a disciplinary and a grievance procedure The role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when necessary also to make sure that the issue that arise is resolve with involvement of external body such as ACAS. There are several stages where the manager enforces their power in disciplinary and grievance procedures Role of manager in disciplinary procedure at Extra mile care company Managers gives verbal warning if the offence is minor Managers gives written warning for a subsequence minor offense or more serious offence Managers gives final warning for repeated offences or a very serious offence It also the role of manager to dismiss an employee if an employee commits gross misconduct. Role of manager in grievance procedure at extra mile care company Manager investigate the complaint within the department If matter still not resolve, it will be investigated by a more senior manager (if any) Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS. 4.3 Summaries the key aspects of legislation that applies to an organizations disciplinary and grievance procedures Legislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances situation in the workplace. Legislation that applies to disciplinary procedures are: Establish the facts of each case Inform the employee of the problem Hold a meeting the employee to discuss the problem Provide employee with an opportunity to appeal Leg that applies to grievances procedures are: Employee must know the nature of grievances Hold a meeting with employee to discuss grivances Allow employee to be accompanied at the meeting Decide on appropriate action Allow the employee to take grievances further if not resolved In conclusion, the purpose of Arun, K., Rachana, S., Principles of business management: Vishal Enclave, New Delhi 27. Atlantic Publishers and Distribution, 2000 Armstrong M, Stephens T, (2005); Management And Leadership. Kogan page limited, London UK, and Sterling VA, USA. Cristina B, Susan G, (2003); Virtual teams that work. Jossey-Bass, san Francisco ca usa http://www.cipd.co.uk/hr-resources/factsheets/discipline-grievances-at-work.aspx Lockett j (1992) Effective performance management, kogan page plc, London Ryan W (2007), performance by design, HRD pre Inc, Amherst us and Canada Dewaker G?(2008), performance Appraiser and compensation management, PHI Learning private limited new Delhi Eddie F(2006) Development of new competency and behavior model for skill in working with people for project managers, Druck and Bindungi, Germany Ashok G (2010) creating values in life, Author House, USA. William and Curties ?(2005) marketing management in practice, Elsevier Butterworth, heineman Jordan Hill, oxford uk Jeff H.O Sandra j H(2002), Organisation behavior bost business books Binghamton Usa Gupta B.L(2007) management of competency based learning 1ST edition, ashok kumar mittal, India Dubrin A.J (2008), essentials of management 8th edition, south western cenagage learning, usa. http://www.tutor2u.net/business/gcse/organisation_aims_objectives.htm

Free Hamlet Essays: The Perspective of Aristotle on Hamlet :: GCSE Coursework Shakespeare Hamlet

Custom Written Essays - The Perspective of Aristotle on Hamlet One of the foremost Elizabethan tragedies is Hamlet by William Shakespeare and one of the earliest critics of tragedy is Aristotle. One way to measure Shakespeare's work is to appraise it using the methods of classical critics and thereby to see how if it would have retained its meaning. Hamlet is one of the most recognizable and most often quoted tragedies in the all of English literature. Aristotle, is concerned with the proper presentation of tragic plays and poetry. Aristotle defines tragedy as: "...a representation of an action that is worth serious attention, complete in itself, and of some amplitude; in language enriched by a variety of artistic devices appropriate to the several parts of the play; presented in the form of action, not narration; by means of pity and fear bringing about the purgation of such emotion. (Aristotle 38 - 9) Shakespeare uses character, plot and setting to create a mood of disgust and a theme of proper revenge, as opposed to fear and pity, hence Aristotle would have disapproved of Hamlet. It is the above mentioned elements; character, plot and setting, used in a non- Aristotelian way, that makes Hamlet work as a one of the English language's most renown tragedies. By proper revenge we refer to the Elizabethan view that revenge must be sought in certain cases, for the world to continue properly. This is the main plot of Hamlet. In Poetics, Aristotle defines for us, the element of plot and shows us how he believes it must be put together. He also believes in various unities which he states are necessary for a proper tragedy. Aristotle believes in what he calls "Unity of plot" (Aristotle 42 - 3). This "Unity" leaves no room for subplots, which are crucial to the theme of Hamlet. Without the subplot of Laertes' revenge and the subplot of Fortinbras' revenge, we are left with a lugubrious play where the ending, although necessary, is pointless. The three sub-plots together as a unit, allow us to understand what Shakespeare thought of revenge. Another of the ways Aristotle defines plot in tragedy as "The noble actions and the doings of noble persons"(Aristotle 35). By this definition, Hamlet should be a noble person, who does only noble things.

venus :: essays research papers

THE NATURE OF VENUS AND THE VENUS SIGN We're going to find out why some people cannot stand you yet others feel so powerfully attracted to you that they simply cannot resist your charm. And, as Venus rules art and music as much as she rules romance, we're going to explore your instinctive aesthetic preferences. We're going to look at both the shapes and colors that strike your fancy, plus the figures and faces that fill your fantasies. Venus is a planet for romantics. Her very name conjures up an image of mystery and sensuality, but she was a seductive symbol long before the Romans coined this name for her. The Babylonians called her Ishtar, Goddess of Fertility. The Sumerians knew her as Inanna, Queen of Thunder. To the Egyptians she was Isis the Enchantress, and to the Greeks Aphrodite, ultimate icon of feminine charm and the mother of Cupid. If you are a typical male, your Venus sign represents your ideal woman. Aphrodite wears many disguises. Today, you will see which she dons when she wants to capture your heart. If you are a woman, your Venus sign governs the kind of person you turn into when you exploit your feminine charm. I have to confess, though, that when reading romantic preference in a horoscope, all astrologers find female psychology more complicated. Aphrodite was the ultimate free woman. She belonged to no man yet she awakened a deep and profound spirit of desire in the heart of every man she encountered. She had passionate and fruitful romantic involvements with gods as diverse as the witty, intellectual Hermes, the silent, muscular Adonis and the pompous, powerful Zeus. Throughout all this she also had a tolerant husband: aloof and irritable Hephaestus, the wounded craftsman. Forget for a moment any judgement you might feel inclined to make about her character. We are dealing here with a symbolic goddess, not a real human being and we must view her in her proper context: as an icon of femininity. One day, I hope to write an entire book about her. For our purposes here, though, all we need to understand is that we are dealing with the image of a woman who is attractive to every type of man. A man's Venus sign tells us whether he is more likely to try and appeal to Aphrodite by acting like a Hermes, an Adonis, a Zeus or a Hephae stus.

Community Health Advocacy Essay

The aspects of community and aggregate are closely connected and people tend to use the terms interchangeably. The best way to explain the difference between the two concepts is by examples to differentiate and get a clearer understanding of the difference between the two concepts. This paper will define aggregate and community giving a brief support from current literature. The paper will also examine and give the differences between the two terms plus describe and identify the chosen aggregate based on the health issue of heart disease. The Christoffel’s three stages of a conceptual framework for advocacy will be described. Then each stage as an aggregate selected is described. Community and Aggregate Terms Defines In community health care nursing, aggregate is defined as the whole population, which is being used to describe a given environment. The term aggregate is used to refer or define a group of people in a society who are believed to have similar or common problems and challenges in their life. These people should share similar characteristics and also they should be living in the same area. The group which is to be described should be suffering from the same medical or health care problem and should be in search of similar medication or health care services. Aggregate in nursing setting literally is defined as the entire, whole, or the sum of a given group with similar problems, (Nies & McEwen, 2010). Differences Between Aggregate and Community There are those people who use the term community when referring to aggregate. Aggregate and community are two different concepts but are closely connected. Community in nursing health care setting is used to refer to the general population in a given area. A community is the entire  population that includes the sick and healthy population. When discussing about the aggregate, we refer to the population, which is experiencing a health condition along with those who are responsible of taking care of the group that are sick. The entire population that comprise of healthy and sick in the society is referred to as the community, (Stanhope & Lancaster, 2009). Identified Aggregate and Description as a health Issue There are those people who use the term community and the term aggregate to refer to the same thing or to mean something the same. There stand significant differences between the term community and the term aggregate. When we talk of aggregate, we are referring to a population, which has similar medical problems or challenges and live in the same region or geographical area. For the community, it’s the general population that involves the sick and those who are not sick. In this case, Adults suffering from heart disease in Illinois is an aggregate population that is used to define the current health care challenges. In the state of Illinois, specifically the Sangamon county community, evidence shows that heart disease is the number one reason for death of adults in the entire state of Illinois and in Sangamon county (Illinois Department of Public Health [IDPH], 2010). Christoffel’s Three Stages of a Conceptual Framework for Advocacy Christoffel’s three stages for advocacy include information, strategy, and action. The stages take place concurrently. The first stage, information, includes naming, describing, and measuring the public health problem. The second stage, strategy, involves using the information in the first stage to develop a plan of action for the promotion of public health. The stage includes. This stage involves the communication of information to the public and health care professionals. Groups can then be assembled to focus on the issue and plan needed changes. Strategies can include public education messages, campaigns, and press conferences. This action may involve fund raising, persuading individuals to change their lives, and legislation involvement. To achieve action, changes in mindsets, behaviors, and resource provision. Public health advocacy transpires at two levels: the individual/family level and in the larger community level (Christoffel,  2000). Advocacy that focuses on the interpersonal or intrapersonal level is frequently referred to as patient advocacy. Patient advocacy involves any â€Å"activity that benefits a patient† (Torrey, 2010). It can apply individual patient care, groups that develop policies, and legislation changes to improve the health care system for patients. There are many examples of patient advocacy organizations, which include government groups such as the Center for Disease Control, American Heart Association, and individual patient advocates who act as healthcare assistants (Torrey, 2010). Applying Each Stage as an advocate for the Aggregate The first stage in the Christoffel’s advocacy framework talks about the information factor. The information names, describes, and measures the public health problem. When discussing the issue of heart disease. This stage can be used to describe the disease process, the risk factors involved, and it’s complications. During this stage, the private sector or the government sector get involved so as to develop the research needed that can be used to measure the public health problem. Evidence shows that this stage is relevant simply because it assists develop all statistical information and results that are suitable in order to address the advocacy challenge. The first stage in Christoffel’s advocacy framework is to develop a research on heart disease within the society. This stage will help develop relevant information on the mortality rate related to heart disease and/or its complications (Christoffel, 2000). The second stage in Christoffel’s advocacy framework is the stage of strategy. Having collected relevant information about the problem of health care issue, the second stage helps work on the information so as to understand the problem completely. In this stage, the central idea is to get results that will help come up with some strategies on how to approach the health problem. Experts in respective fields translate the research findings so that proper results are developed to develop a plan of action (Christoffel, 2011). The third stage in Christoffel’s advocacy framework is the stage of action. Strategies, which are developed in the second stage on how to handle the  health issue are implemented and monitored in the final stage of Christoffel’s advocacy framework (Christoffel, 2011). It is alleged that when strategies in stage two are implemented and monitored they provide the best results in respect to the health care environment, (Stanhope & Lancaster, 2009). Public health messages on the news and posters can help educate the community about heart disease. There are also local physicians who provide free learning seminars on specific diseases. Raising funds to help with campaign measures can also be implemented during this stage. Legislation can be educated on the health issue to convince policy makers to get involved. The main part of this stage is action. The goal is to influence people to change specific habits that will reduce the risk of developing heart disease. Conclusion The aspects of community and aggregate are closely connected, and in most cases a lot of people tend to use them interchangeably. These two terms are used interchangeably, but they have different meanings. There are those people who use the term community and the term aggregate to refer to the same thing or to mean something the same. There stand significant differences between the term community and the term aggregate. Aggregate is the populations that has similar health problems and are seeking similar health care services, but the community is the entire population that carries the sick and the healthy. The use of Christoffel’s advocacy framework helps solve a problem in accordance. References: Christoffel, K. (2011). Public health Advocacy: Process and Product. American Journal of Public Health Illinois Department of Public Health. (2010). Leading causes of death, Illinois, 2010. Retrieved from http://www.idph.state.il.us/health/bdmd/leadingdeaths10.htm Nies, M. (Mary Albrecht), & McEwen, M. (2010). Community/public health nursing: promoting the health of populations. Elsevier/Saunders Stanhope, M., & Lancaster, J. (2009). Foundations of nursing in the community: community-oriented practice. Mosby/Elsevier