Greek audience Essay

The minds of modern theatre goers are somewhat lazy compared to their Greek counterparts, hundreds of years ago. Today we go to a play and at best mope and follow the story, we remain silent throughout and maybe the most analytical and critical of us will have some thoughts on the screenplay. The Greeks however had a rapport with the play, they watched every move, and got behind every line especially in tragedy. The reasons why this occurred are as follows: Modern plays fall into the category of illusion dramas. The Audience are invisible spectators of others lives. The characters are made to look and act convincing, so a king will be dressed ornately, a girl will actually be small girl, and a cowboy will sport a Stetson and colt 45. The audience have everything made up for them and so they find it easy to fall into the illusion and just watch. Greek Theatre is conventional drama, the characters are often not in costume and symbols merely indicate who was who in the play. For example a king may wear a simple crown on his head. In Greek drama all the actors wore masks. All these factors made it very demanding on a Greek audience to follow the play before them. In effect they are forced to watch very carefully and a rapport is developed between the audience and the play. This audience got very vocal during a performance, which is all part of the rapport. Today we go to a theatre and maybe watch a play, which we have never seen, Greek plays were all well known stories, and the themes and issues were well known to the audience. The lack of a surprise element means the audience watches the play with a critical eye seeing how well the play was done, and also whether dramatist has inserted a moral or political issue. This is illustrated in The Aeneid, Virgil makes Aeneas a ancestor to the Roman race. Iulus who was his descendant was directly linked to Julius Caesar the dictator of the time. By doing this he legitimises the history of the peoples past, and they look upon the story in a new light. The Aeneid would be politically interesting to the average Greek due to the Carthaginian wars. Even the mention of Carthage would have alerted the audience and they would be pleased to see that the city was â€Å"raised to the ground† The issue of morality, as I said is often explored, and personified in a character, Was Oedipus immoral? The Greek audience would have to think hard over this tragic question. On the one hand he wasn’t because he didn’t know what he was doing, but yet he was cursed and destroyed like an immoral person. This is where the tragic element lies, the audience would feel for him and pray that they themselves don’t suffer a similar fate. On the other hand he was impious, which was highly immoral in Greek times, and this is an issue I will cover later in my essay. Greek theatre however is full of tense and surprising moments. During Oedipus the king, Jocasta was aware that Oedipus was going to find out his fate. The scenes here were very tense. The audience would get behind it and voice their excitement. The best dramatists when they put on the play will include dramatic irony in the play. The whole Oedipus the king is based around this. The audience aware of his fate watch him squirm to his doom, because they know and cannot stop it happening makes it even more tragic. When Tiresias the prophet enters, Virgil creates many references to blindness and confusion, all reflect Oedipus’ state, as he doesn’t know the truth, but is highly ironic because the blind priest is the only one aware of the imminent danger. As I have illustrated the last thing a Greek audience is going to do is to sit silently through the play. They would murmur to each other, gasp, sometimes-even cheer at the action unfolding before them. The whole experience would be more than just a trip; it is more a moral lesson, and a place full of high emotion reminiscent of a modern church. The Greek audience would be very religious people; the whole theatre experience was infact an act of worship, and it was regarded the right and duty of every citizen to attend. In the theatre a statue of Dionysus was present adding to the religious undertone. Having establishes the religious importance of the theatre; it is understandable how the audience have issues of morality and respect to the Gods on their minds. When Oedipus is impious, this is considered highly immoral as he had full control over his actions unlike his other actions. Everyone was expected to attend the theatre, and even those who couldn’t afford it were paid for by the state. One can only imagine but the atmosphere was full of people from all walks of life. It is said there were around 14000 people in the oval shaped arena sat all round, this is almost like a modern day football match. The huge social importance of the theatre can be seen and understood from this, people went there to share ideas with friends, see friends, and meet people. I can imagine that because of all these factors and variety of people, the theatre was a very interesting place. People would obviously have different motives for going but it is established that it was more than just ente rtainment.

Reimbursement and Pay-for-Performance Essay

Introduction As we come into the 21st Century, we find Healthcare is at a crisis level. Every agency is working on healthcare reform from policymakers to the public and private sector, as well as federally funded Medicare and Medicaid. The business of Medicine is greatly influenced by the government (federal, state and local levels) and private health sections that initiate policies. Pay for Performance is a reimbursement method where physicians and hospitals can receive a higher reimbursement for duplicate services based on the fact that they deliver better quality care with better results and outcomes. This payment reform offers initiates intended to improve efficiency, value, and quality of health care (Hood, 2007). If all doctors receive the same dollar amount as a doctor with poor outcomes, then the doctor with great outcomes should receive a little more and there will be patients that do not mind paying a higher deductible for better medical services (Mayes, 2006). Definition for Pay for performance Kimmel (2005), â€Å"Pay for performance is a payment approach used in healthcare that is based on clinical information-driven reform. The fundamental concept is to tie payment to how well providers adhere to practice standards. The practice standards are evidence-based and tied to clinical outcomes. The primary areas of focus are preventive care delivery and disease management for chronic illnesses†. Effects on Reimbursement Pay for performance (P4P) is literally a group of performance indicators that are coupled with an incentive. The performance indicators supports the performance aspect of P4P while the incentive indicator is the pay component. Measuring patient outcomes and understanding the variances that  they have, has in part lead to the increasing rise in how pay for performance reimbursement is looked at. This style of reimbursement allows health plans and employers to pay increasing reimbursements to medical providers that have the better outcomes, give average outcome medical providers a chance to improve, and pay those medical providers with the lowest outcomes the least amount of money or not pay them at all (Cromwell, Trisolini, Pope, Mitchell, & Greenwald. 2011). In order to have a pay for performance system in place, you must decide what domains or areas you wish to track, measure, and reward. Some areas in this domain are clinical process, quality and patient safety, access to and availability of care, cost efficiency or cost of care, cost-effectiveness, administrative efficiency and compliance, adoption of information technology, and reporting of performance indicators. These can be set up as a single performance tracker or a multi-domain performance tracker and the measure needed for improvement, importance, and cost. Performance indicators should be valid, reliable, and informative (Cromwell, Trisolini, Pope, Mitchell, & Greenwald. 2011). The Incentive Schemes reward the performance measures, and is another important part of a pay for performance system. Funding proves to be another important part of this type of a reimbursement system. Types of funding include redistributing existing payments where additional funds will not have to be made and the quality of service is already high; however, medical providers with a lower quality of service will receive lower reimburs ements. Generated Savings and New Money are other sources of funding for performance measures. Generated savings claim that an increased quality of service will generate savings, although there are others who feel that new money should be used to fund the performance system. (Cromwell, Trisolini, Pope, Mitchell, & Greenwald. 2011). Impact of System Cost Reductions on the Quality and Efficiency of Health Care The Medicare Physicians Group Practice (PGP) was the first physician pay for performance model used by the federal government. The PGP believes that higher quality and better cost efficiency could be achieved by managing and coordinating patient care and by engaging in wider choices of care management that are able to improve cost efficiency and quality of health care. Interventions include; chronic disease management, high risk and higher cost care management, transitional care management, end-of-life and palliative care programs. If there were a more  successful payment and delivery method to increase the value of health care and improve quality of care, the cost would grow at a slower pace. The American people would be more likely to purchase health insurance coverage that is affordable and more valuable. (Kautter, Pope, & Trisolini, 2007). More progress toward effective delivery and system reform is one of the key elements to achieving the goals to push expanded coverage. Information technology is one of these key elements and a major part of pay for performance system. Information systems uses electronic medical records and patient registries have been created to improve the efficiency and quality of health care delivery. These type of initiatives that are being tested to see if cost savings are generated by reducing avoidable hospital stays, cutting down on readmissions and emergency room visits, while simultaneously improving quality of care (Kautter, Pope, & Trisolini, 2007). Effect of Pay for performance on Health Care Providers and Their Customers Meredith B. Rosenthal states, â€Å"Pay for performance will not replace the existing payment structure in either system, but it does allow payors to take into account a set of quality indicators, in addition to volume of service (as fee-for-service does now) or the nu mber of covered lives (in the case of capitation). In this view, pay for performance can be viewed as a mechanism to correct some of the distortionary incentives that already exist in the reimbursement system†. Physicians in the United States are paid on a fee-for-service basis. This encourages high volumes of services, where there is no regard to the value of services in regards to a patient. When services are reimbursed more generously than others it allows the payment system to influence additional medical services with a heavy emphasis on procedure-based care. Since the physicians pay is not attached to medical services provided, there is really no direct incentive to provide any services (How Will Paying for Performance Affect Patient Care?. (2006, March). Virtual Mentor, 8(3), 162-165). Effects of Pay for performance on the Future of Health Care Goldberg lists three points regarding the most significant implications of the movement toward paying for quality outcomes. These are that the quality and value become real parts of contractual reimbursement, the differences based on quality outcomes will be more evident grouped with provider tiers,  and quality metrics evolve to outcome-based and chronic disease management (Goldberg 2006). P4P is an incentive-based reimbursement system that rewards the best players. This pay for performance system is currently active in health systems, managed care settings, and private and group physician’s practices. P4P is likely to impact the entire health care environment and will provide yet another opportunity for pharmacy to become an active role player and leader with improving quality and efficient health care. The focus is not on value but on quality and cost. Pay for performance is not a new program, but in the age of informed choice, evidence based medicine, and patient safety, it can become the solution to our current health care dilemma (Pay for performance (P4P): Evaluating Current and Future Implications). Conclusion These pay for performance systems and programs will lead expansion across the United States health care industry in the near future. With the implementation of the Affordable Care Act, there has been a great amount of provision made to encourage continued improvement with quality of care. â€Å"Accountable Care Organizations (ACOs) are groups of providers that agree to coordinate care and to be held accountable for the quality and cost of the services they provide† (James, 2012). There needs to be a consensus as to how much of an incentive will have to be given in order to affect the needed change and how should these incentive’s be paid out monthly, quarterly, or yearly; and how can these improvements be sustained over time. Continued experimentation with the pay for performance model should begin to incorporate monitoring and evaluation in identifying design elements that will also affect outcomes in a positive way. Variations in health care markets should be evaluated and include comparison groups to isolate pay for performance from other types of factors. Pay for performance has some great attributes to it and could definitely be the beginning to improvements in quality of service. If physicians are receiving patients and referrals based on their ability to provide quality of service with reduced readmissions and more satisfied consumers, then the care they take in providing services to patients from admission to discharge will create positive change. References Cromwell, J., Trisolini, M. G., Pope, G. C., Mitchell, J. B., and Greenwald, L. M., Eds. (2011). Pay for Performance in Health Care: Methods and Approaches. RTI Press publication No. BK-0002-1103. Research Triangle Park, NC: RTI Press. Retrieved June 15, 2014, from http://www.rti.org/rtipress Goldberg, L. (2006). Paying for performance a call for quality health care. Deloitte Center for Health Solutions. Retrieved from http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/us_chs_p4p_032806%281%29.pdf Hood, R. (2007). Pay-for-Performance-Financial Health Disparities and the Impact on Healthcare Disparities. Journal of the National Medical Association, 99, 1-6. James, J. (2012). Pay-for-Performance. New payment systems reward doctors and hospitals for improving the quality of care, but studies to date show mixed results.. Health Policy Brief, 1-6, Retrieved June 15, 2014, from http://www.healthaffairs.org/healthpolicybriefs/brief.php?brief_id=78. Kautter, J., Pope, G., & Trisolini, M. (2007, Fall). Medicare physician group practice demonstration design: quality and efficiency pay for performance. Health Care Financing Review, 29(1), 15-29. Retrieved June 15, 2014, from http://www.cms.gov/Medicare/Demonstration-Projects/DemoProjectsEvalRpts/downloads/PGP_ Demo_Design.pdf Kimmel, K. (2005). Pay for Performance: An Economic Imperative for Clinical Information Systems. Retrieved June 15, 2014, from http://www.himss.org/content/files/PayForPerformance.pdf Mayes, R. (2006). The Origins of and Economic Momentum Behind â€Å"Pay for Performance† Reimbursement. Health Law Review, 15, 17-22. Pay for performance (P4P): Evaluating Current and Future Implications. Retrieved June 15, 2014, from https://www.ashp.org/DocLibrary/Policy/QII/Pay for performance.aspx Rosenthal, M. (2006). How Will Paying for Performance Affect Patient Care?. Virtual Mentor, 8, 162-165.

Ethical and Other Legal Issues in the Workplace - 3357 Words

Legal Analysis 10 Introduction Many reports and lawsuits have been registered related to ethical and other legal issues in the workplace. Sexual harassment is one of the most registered lawsuits in the courts over the past several years. The news of this ethical issue is common in multi-national companies, political institutes, schools and colleges as well as military institutes. Because of this, many bright professionals have lost their careers; a huge amount of cash has been paid in legal settlements; there have been many devastated families; and the court has been compelled on numerous occasions to make changes in legislation related to this issue. However, everything has been changed with the new legislation. Now, there are certain aspects or laws that might not be acceptable, which were accepted ten years ago (Marshall, 2005). Now, in this 21st century, our workplace environment has changed drastically. With the passage of time, the number of working women and working minorities in the society has been increased dramatically. No doubt, new workplace legislation has succeeded to give confidence to the minorities to play their roles in the economic activity. Now, it is very easy for everyone to work together with harmony and confidence. Cultural and racial diversity is common in our workplace. The behavior of people towards accepting this diversity is also very encouraging. Society is more educated and thinks that the cast, color or culture of a person in theShow MoreRelatedDrug And Alcohol Testing On The Workplace1663 Words   |  7 PagesDrug and Alcohol Testing in the Workplace Due: Monday Dec 1, 2014 COMM-220-F Rebecca Walsh By Brett Tate and Brandon Bracko November 17, 14 Introduction People often question drug and alcohol testing in the work place. It is a controversial subject that has a range of mixed emotions. 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As the word ethics can pose many definitions in a broad context and it can be challenging to find a common understanding of the term, hence, most companies denote the concept of the term ethics as responsible business conduct, business practices or integrity. Business ethics offers a tool for conducting business more effectively

Learning Dates and Days in Mandarin Chinese

The Mandarin Chinese calendar is relatively easy to learn. The days of the weeks are numbered 1 – 6, so once you’ve learned your Mandarin numbers, weekdays are a snap. The same thing with months – all the months are numbered from 1 – 12, so once you’ve learned these numbers, you simply add the word for â€Å"month† and you have the complete Mandarin calendar under your belt. Throughout this article, audio files are marked with ââ€" º. Number Review 1 ââ€" ºyÄ «2 ââ€" ºÃƒ ¨r3 ââ€" ºsÄ n4 ââ€" ºsi5 ââ€" ºwÃ… ­6 ââ€" ºlià ¹7 ââ€" ºqÄ «8 ââ€" ºbÄ 9 ââ€" ºjià º10 ââ€" ºshà ­11 ââ€" ºshà ­-yÄ «12 ââ€" ºshà ­-à ¨r Days dayââ€" ºtiÄ nÃ¥ ¤ ©todayââ€" ºjÄ «n tiÄ nä »Å Ã¥ ¤ ©yesterdayââ€" ºzuà ³ tiÄ næ˜ ¨Ã¥ ¤ ©tomorrowââ€" ºÃ¢â‚¬â€¹mà ­ng tiÄ n明å ¤ © Weeks weekââ€" ºlÇ  bà  i / ââ€" ºxÄ «ng qÄ «Ã§ ¦ ®Ã¦â€¹Å" / 星æÅ"Ÿthis weekââ€" ºzhà ¨i gà ¨ xÄ «ng qÄ «Ã©â‚¬â„¢Ã¥â‚¬â€¹Ã¦ËœÅ¸Ã¦Å"Ÿlast weekââ€" ºshà  ng gà ¨ xÄ «ng qÄ «Ã¤ ¸Å Ã¥â‚¬â€¹Ã¦ËœÅ¸Ã¦Å"Ÿnext weekââ€" ºxià   gà ¨ xÄ «ng qÄ «Ã¤ ¸â€¹Ã¥â‚¬â€¹Ã¦ËœÅ¸Ã¦Å"Ÿ Months monthââ€" ºyuà ¨Ã¦Å"ˆthis monthââ€" ºzhà ¨i gà ¨ yuà ¨Ã©â‚¬â„¢Ã¥â‚¬â€¹Ã¦Å"ˆlast monthââ€" ºshà  ng gà ¨ yuà ¨Ã¤ ¸Å Ã¥â‚¬â€¹Ã¦Å"ˆnext monthââ€" ºxià   gà ¨ yuà ¨Ã¤ ¸â€¹Ã¥â‚¬â€¹Ã¦Å"ˆ Years yearââ€" ºnià ¡nÃ¥ ¹ ´this yearââ€" ºjÄ «n nià ¡nä »Å Ã¥ ¹ ´last yearââ€" ºqà ¹ nià ¡nåŽ »Ã¥ ¹ ´next yearââ€" ºmà ­ng nià ¡n明å ¹ ´ Weekdays Mondayââ€" ºxÄ «ng qÄ « yÄ «Ã¦ËœÅ¸Ã¦Å"Ÿä ¸â‚¬Tuesdayââ€" ºxÄ «ng qÄ « à ¨r星æÅ"Ÿä ºÅ'Wednesdayââ€" ºxÄ «ng qÄ « sÄ n星æÅ"Ÿä ¸â€°Thursdayââ€" ºxÄ «ng qÄ « sà ¬Ã¦ËœÅ¸Ã¦Å"Ÿå››Fridayââ€" ºxÄ «ng qÄ « wǔ星æÅ"Ÿä ºâ€Saturdayââ€" ºxÄ «ng qÄ « lià ¹Ã¦ËœÅ¸Ã¦Å"Ÿå… ­Sundayââ€" ºlÇ  bà  i rà ¬ / ââ€" ºlÇ  bà  i tiÄ n / ââ€" ºxÄ «ng qÄ « rà ¬ / ââ€" ºxÄ «ng qÄ « tiÄ nç ¦ ®Ã¦â€¹Å"æâ€" ¥ / ç ¦ ®Ã¦â€¹Å"Ã¥ ¤ © /星æÅ"Ÿæâ€" ¥ /星æÅ"Ÿå ¤ © Months of the Year Januaryââ€" ºyÄ « yuà ¨Ã¤ ¸â‚¬Ã¦Å"ˆFebruaryââ€" ºÃƒ ¨r yuà ¨Ã¤ ºÅ'æÅ"ˆMarchââ€" ºsÄ n yuà ¨Ã¤ ¸â€°Ã¦Å"ˆAprilââ€" ºsà ¬ yuà ¨Ã¥â€ºâ€ºÃ¦Å"ˆMayââ€" ºwÇ” yuà ¨Ã¤ ºâ€Ã¦Å"ˆJuneââ€" ºlià ¹ yuà ¨Ã¥â€¦ ­Ã¦Å"ˆJulyââ€" ºqÄ « yuà ¨Ã¤ ¸Æ'æÅ"ˆAugustââ€" ºbÄ  yuà ¨Ã¥â€¦ «Ã¦Å"ˆSeptemberââ€" ºjiÇ” yuà ¨Ã¤ ¹ Ã¦Å"ˆOctoberââ€" ºshà ­ yuà ¨Ã¥  Ã¦Å"ˆNovemberââ€" ºshà ­ yÄ « yuà ¨Ã¥  Ã¤ ¸â‚¬Ã¦Å"ˆDecemberââ€" ºshà ­ à ¨r yuà ¨Ã¥  Ã¤ ºÅ'æÅ"ˆ What’s the Date? What’s the date today?ââ€" ºJÄ «n tiÄ n shà ¬ jÄ « yuà ¨ jÄ « hà  o?ä »Å Ã¥ ¤ ©Ã¦Ëœ ¯Ã¥ ¹ ¾Ã¦Å"ˆå ¹ ¾Ã¨â„¢Å¸?Which day of the week?ââ€" ºLÇ  bà  i jÄ «?ç ¦ ®Ã¦â€¹Å"Ã¥ ¹ ¾?Which day of the month?ââ€" ºJÄ « hà  o?Ã¥ ¹ ¾Ã¨â„¢Å¸?What month is it?ââ€" ºJÄ « yuà ¨?Ã¥ ¹ ¾Ã¦Å"ˆ? Practice Dates What’s the date today?ââ€" ºJÄ «n tiÄ n shà ¬ jÄ « yuà ¨ jÄ « hà  o?ä »Å Ã¥ ¤ ©Ã¦Ëœ ¯Ã¥ ¹ ¾Ã¦Å"ˆå ¹ ¾Ã¨â„¢Å¸?Today is May 10.ââ€" ºJÄ «n tiÄ n shà ¬ wÇ” yuà ¨ shà ­ hà  o.ä »Å Ã¥ ¤ ©Ã¦Ëœ ¯Ã¤ ºâ€Ã¦Å"ˆå  Ã¨â„¢Å¸Today is June 22.ââ€" ºJÄ «n tiÄ n shà ¬ lià ¹ yuà ¨ à ¨r shà ­ à ¨r hà  o.ä »Å Ã¥ ¤ ©Ã¦Ëœ ¯Ã¥â€¦ ­Ã¦Å"ˆä ºÅ'Ã¥  Ã¤ ºÅ'號Today is December 24.ââ€" ºShà ­ à ¨r yuà ¨ à ¨r shà ­ sà ¬ hà  o.Ã¥  Ã¤ ºÅ'æÅ"ˆä ºÅ'Ã¥  Ã¥â€ºâ€ºÃ¨â„¢Å¸

Nurses With Good Communication Skills - 1336 Words

1. Why do you think that research has found that physicians with good communication skills had fewer patient complaints and lawsuits? Identify at least two specific ways that a doctor’s communication skills can improve the patient’s experience. Not surprisingly, poor doctor-patient communication was found to be causal in malpractice suits according to the Beth Huntington and Nettie Kuhn (2003) of the NCBI. This helps explain why doctors and healthcare providers that possess effective communication skills, are adept at extracting the Actual Reason for Coming (ARC) to a treatment facility, and present themselves as credible in providing healthcare have a higher patient satisfaction outcome (Wrench, McCroskey, Richmond, 2008). According to Wrench, McCroskey, Richmond (2008), Physician Credibility is a key aspect in improving a patient’s experience and happiness with the care provided. The authors state that there are three basic factors that define a patient’s perception of physician credibility; competence, trustworthiness, and caring/goodwill. Understanding the dynamics of credibility and applying those skills to the healthcare provider/patient relationship will ultimately improve the perception of well received and administered healthcare. Additionally, and arguably one of the most important communicative skills of a healthcare provider, is his or her Sociocommunicative Orientation (SCO), or the assertive and responsive way a provider interacts with a patient (Wrench,Show MoreRelatedCommunication Skills In Nursing Essay756 Words   |  4 PagesRunning head: GOOD COMMUNICATION SKILLS IN NURSING 1 The Importance of Good Communication Skills in the Nursing Field Elena Rosewarne Institution of Technology GOOD COMMUNICATION SKILLS IN NURSING 2 Abstract The article â€Å"Communication in Nursing Practice†, explains how important communication skills are in the Nursing field. The article goes on to explain that good communication skills between the Nurse and her patient is critical for the success of eachRead MoreThe Career of Nursing1259 Words   |  5 Pagesto be a nurse, it is essential that a nurse can demonstrate and practice professional communication skills. 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Good communication skills should be considered a basic requirement for any personRead MoreIn all setting there are stumbling blocks to communicate ,but in the health care setting ,any1700 Words   |  7 Pagesand procedures that can discard communication tremendously (Josephson,2004).That’s why it is so important for a nurse or any health care personnel to practise and use best communication skills possible(Josephson,2004).Therapeutic communication is the interchange between individual that result in desired and mutually agree upon outcome. The nurses takes responsibility for the interaction and the clients also takes priority over the nurses need. In this way the nurses maintains professional boundaries

Chlamydia (1084 words) Essay Example For Students

Chlamydia (1084 words) Essay ChlamydiabyAshley ChristensenMs. RobinsonPeriod 3 / Sociology2/29/2000IntroductionToday, Sexually Transmitted Diseases (STDs) , are among the most common causes of illness in the United States. People in their teens and twenties are most affected by STD?s, with over 6 million new cases each year, and adults between the ages of 13 and 19 are at the most risk for infection. Chlamydia is the most common bacterial sexually transmitted disease in the United States today. It is estimated that more than 4 million new cases occur each year in people of all ages, the majority of which is in young adults. 1 Many STD?s are present in today?s society, and people are having sex with the mentality that it could never happen to them. This is not the case at all. Especially with STD?s like Chlamydia. This particular disease is quickly spreading through the nation due to it?s uncommon occurrence of symptoms. People are spreading it around without even knowing that they have it. Chlamydia is at an eve n greater risk in the Santa Clara County, where it is the number one STD among sexually active people in our area.2 Chlamydia is caused by the bacteria Chlamydia trachomatis. This bacteria can only live inside of cells, therefore it can only be passed on through the exchange of bodily fluids such as semen, blood, breast milk, and vaginal fluids. It can be transmitted during vaginal, oral, or anal sexual contact with an infected partner. Chlamydia can be treated because it is a bacterial infection. If treatment is not prescribed in time, however, the disease most often results in infertility in both men and women. Chlamydia In MenThis infection occurs primarily in the urethra in men. Men are the primary carriers. The symptoms, if present, include things like painful, burning sensations with urination, frequent urination, and unusual discharge of fluids from the penis. Many times, however, Chlamydia goes unnoticed because of a lack of symptoms. The disease can be tested for with a laboratory sample of the cells within the tissue of the urethra. The thought of this test alone is enough to discourage many a man from going into a clinic and getting checked. This and the female test uses a process called DNA amplification to detect the genes of the organisms in genital secretions. Recently, the U.S. Food and Drug Administration approved this process for detection of Chlamydia in urine. This is a major step in diagnosing Chlamydia because it does not require a tissue sample; it can be used in situations where performing a pelvic exam isn?t possible, like in college health units and at health fairs. Results from the urine test are available within 24 hours, another added motivating factor to get tested in the efforts to curb the rise of this STD. Untreated Chlamydia will cause epidiymitis, an inflammation of a part of the male reproductive system located near the testicles, pain and swelling in the scrotum, scarring and blockage in the urethra and vas defrens, and if left untreated long enough, sterility. It can cause proctitis, or an inflamed rectum, and conjunctivitis, or an inflammation of the lining of the eye, as well.3 The bacteria also have been found in the throat as a result of oral sexual contact with an infected partner. Chlamydia in WomenChlamydia in women occurs in the cervix. Women are more likely to not experience any symptoms, therefore the disease often goes untreated. Symptoms that are present may include things like vaginal discharge, pain in the pelvic area, and bleeding between periods. These early symptoms are most often mild, but do progress into severe stages. Chlamydia is tested for in women with something similar to a pap smear, in other words, a sample of the cells lining the cervix is scraped off with a small tool, so it is less intimidating than the male version of the same test. If left untreated the woman may experience an unusual discharge and light bleeding between periods, this bleeding may indicate the spread of infection to the uterus.4 PID, a sign of untreated Chlamydia that occurs in one third of all women infected, can result in scarring of the fallopian tubes, which can block the tubes and prevent fertilization from taking place. Around 100,000 women each year become infe rtile as a result of PID. In other cases, scarring may interfere with the passage of the fertilized egg down into the uterus. When this happens, the egg may implant in the fallopian tube. This is called ectopic or tubal pregnancy. This is life-threatening for the mother and results in the loss of the fetus.5 A baby who is exposed to Chlamydia in the birth canal during delivery may develop conjunctivitis, which is an eye infection, or pneumonia. Symptoms of conjunctivitis, which include discharge and swollen eyelids, usually develop within the first 10 days of life. Symptoms of pneumonia, including a strong cough and congestion, most often develop within three to six weeks of birth. Both conditions can be treated successfully with antibiotics. .udda0b6eb8178b6d2320e1e8049597125 , .udda0b6eb8178b6d2320e1e8049597125 .postImageUrl , .udda0b6eb8178b6d2320e1e8049597125 .centered-text-area { min-height: 80px; position: relative; } .udda0b6eb8178b6d2320e1e8049597125 , .udda0b6eb8178b6d2320e1e8049597125:hover , .udda0b6eb8178b6d2320e1e8049597125:visited , .udda0b6eb8178b6d2320e1e8049597125:active { border:0!important; } .udda0b6eb8178b6d2320e1e8049597125 .clearfix:after { content: ""; display: table; clear: both; } .udda0b6eb8178b6d2320e1e8049597125 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .udda0b6eb8178b6d2320e1e8049597125:active , .udda0b6eb8178b6d2320e1e8049597125:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .udda0b6eb8178b6d2320e1e8049597125 .centered-text-area { width: 100%; position: relative ; } .udda0b6eb8178b6d2320e1e8049597125 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .udda0b6eb8178b6d2320e1e8049597125 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .udda0b6eb8178b6d2320e1e8049597125 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .udda0b6eb8178b6d2320e1e8049597125:hover .ctaButton { background-color: #34495E!important; } .udda0b6eb8178b6d2320e1e8049597125 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .udda0b6eb8178b6d2320e1e8049597125 .udda0b6eb8178b6d2320e1e8049597125-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .udda0b6eb8178b6d2320e1e8049597125:after { content: ""; display: block; clear: both; } READ: Feature 1 (Not published) EssayTreatmentDoctors usually prescribe antibiotics such as a one-day course of azithromycin or a seven-day course of doxycycline to treat Chlamydial infections. Other antibiotics such as erythromycin or ofloxacin also are effective. Pregnant women can be treated with azithromycin or erythromycin. Amoxicillin is also a safe alternative for treating pregnant women. Penicillin, which is often used for treating some other STDs, is not effective against Chlamydial infections.6 New medications are being developed that should simplify treatment and help control the spread of Chlamydia from mother to baby as well as through sexual intercourse. Because of these risks and risks to the newborn, many doctors recommend routine testing of all pregnant women for a Chlamydial infection. PreventionBecause Chlamydia often occurs without symptoms, people who are infected may unknowingly infect their sex partners. Many doctors recommend that all people who have more than one sex partner, especially women under 25, get tested for Chlamydia regularly, even without symptoms. Using condoms or diaphragms during sexual activities also is an effective way of preventing the spread of this STD.7Thibodeau, Gary A. ?STD?s? The Human Body In Health And DiseaseCopyright 1992. Mosby Year-Book Press. Various Authors. ?Chlamydia? The Columbia Encyclopedia, Third Edition, Copyright 1994 Columbia University Press. BibliographyBibliographyAmerican Social Health Association Research Department?Chlamydia Prevention?Online Article. 1999. Encarta Online Encyclopedia. ?Chlamydia? Online Article. Second Edition. Copyright 1996. The U.S. Centers for Disease Control and Prevention,Survey . 1998.

Recruitment and Selection Os a Sales and Marketing Manager Essay Example

Recruitment and Selection Os a Sales and Marketing Manager Essay This case study based on a situation arises due to a poor recruitment system which has given high cost the company. Because of the decision made by top management, Finance Manager of ABC Biscuit Company appointed to handle all recruitments of the company. As consequences of not having a proper Human Resource Management system in the company and Finance managers’ lack of knowledge about HR planning, major issues have been arrived gaining high cost to the company Most of the employees whom he recruited were his relatives and the once who are known to him.Company has around 15 Vacancies at any given time and 80% of new hires are leaving within probation period. Further he has recruited a former owner of a catering service in UK as the â€Å"Sales and Marketing Manager† of ABC Biscuit Company promising that Mr. Benjamin will bring at least 10 new foreign customers within the first 6 months, and Mr. Benjamin has not introduced any of customers to the company he has only give n total cost of exceeding Rs. 250,000/= per month to the company. Possible alternatives were given like Do Post Mortems, Help the problematic employee to get back on track, Offer an internal transfer and Termination etc.This project report discusses the importance of good recruitment at technical and managerial levels and the implications that are encountered as a result of ad hoc recruitment processes. Recruitment is a responsibility of every manager in the Organization. The Project report is divided into five sections namely: Problem Identification; Right number of people at right jobs at right times; Handling Mr. Benjamin’s situation; Conclusion; Recommended Recruitment and Selection Procedure for ABC Biscuit Company. 2. Problem Identification Managing people is a definite challenge both at strategic or even organizational levels.Thus, human resources are well managed and developed in alignment with the organizational goals and strategies. It has been observed that for any organization to achieve its stated objectives and goals there is the need for management to put in place policies or strategies that will help attract the best of employees to strive towards the achievement of organizational objectives. It has also been observed that the performance output of employees of ABC Biscuit Company is of prime concern to management of ABC Biscuit Company as it affects productivity and the development of the company.Following are some major issues that have been found in ABC Biscuit Company; 2. 1 Poor HR Planning and Management An incompetent and poorly functioning human resources department reflects the overall state of affairs of an organization and its possible uncompetitive position in the marketplace. According to ABC Biscuit Company case study, company has around 15 vacancies at any given time which proof that company has bad HR planning. Bad HR planning ensures that the HR assets of the organization are not aligned to organizational goals and object ives. . 2 High turn over It has also been observed that the performance output of employees of ABC Biscuit Company is of prime concern to management of ABC Biscuit Company as it affects productivity and the development of the bank. Importantly, some of the new employees who are not able to improve and adjust to their new working environment resign within first 6 months of their job leading to employee turnover of 80% and this affects the organization in terms of cost and productivity. 2. 3 Finance manager handling all recruitmentsNot having a proper Human Resource Management is a disaster for any company. As we can see from ABC Biscuit Company, Higher Management has appointed Finance Manager (Mr. De Silva) to handle all recruitment of the company which is a wrong decision. When Finance manager perform multiple roles, according to case study give Mr. De Silva has to handle all recruitment apart from finance management, HR processes unlikely to become a priority unless a crisis occurs . Most of the employees whom he has recruited were his relatives and once who are known to him.Clearly we can understand that Mr. De Silva has lack of Human Resource Management knowledge. Without having a proper sound recruitment and selection procedure, he has simply recruited relatives and friends for his own personal benefits. 2. 4 Poor recruitment As a consequence of appointing Finance manager to handle all recruitments, Mr. De Silva has recruited Mr. Benjamin, former owner of a Catering Service in UK as the Sales and Marketing Manager of ABC Biscuit Company. This wrong decision has led to a massive issue for the company.There is no hiring strategy in ABC Biscuit Company, without a hiring strategy we unconsciously gravitate to hiring people who share our personality traits, which can lead to clash of personality and a division of expectations. 3. Right number of people at right jobs at right times Selecting the right person for the job has never been more important than it is to day. Hiring the right people for the right positions at the right time is a key ingredient in creating a successful company. This is not easy to do, and most companies falter in this area.In order to ensure ABC Biscuit Company place right number of people at right jobs at right times following can be taken it to action; 3. 1 Build and nurture relationships with every business unit Managers and executives of ABC Biscuit Company need to be connected to other business units and departments so they know when activities in those areas of the business are likely to create products. 3. 2 Understanding the current workforce Gathering the data about the numbers, levels and status of the existing orkforce of ABC Biscuit Company, the potential for change needed to be considered. Some of the questions asked included: †¢ What are the human resource management policies that will help or hinder changes in the Library’s staff profile? †¢ What is the potential for retraining? †¢ Do opportunities exist for redeployment? 3. 3 Understanding future requirements The aim of understanding future requirements was to explore trends impacting on, and being taken up by ABC Biscuit Company, as well as understanding the changes occurring in the context in which ABC Biscuit Company was operating. . 4 Create an effective approach to staff planning The primary purpose of a staffing model is to establish appropriate service level targets and provide the staffing needed to meet your objective on ongoing basis. An effective staffing plan must: 1. Forecast and incorporate all workload into plans 2. Determine base staff requirements to meet target service levels 3. Plan for activities that keep agents from the workload 4. Demonstrate how changes to the workload or staffing will affect the customer 3. 5 Identifying the best staffIts vitally important that organizations have their fingers on the talent pulse and that senior managers have a clear picture of the key skills, knowl edge, and expertise they will need to draw on to guide them through the downturn and those they will need to take advantage of the upturn when it comes. 3. 6 Hiring the right people with the right skills Committed, motivated, qualified employees help ABC Biscuit Company to achieve its purpose. Hiring right can be time consuming, but human resources are a substantial investment and limited financial resources mean that hiring mistakes can be a huge financial burden. . 7 Conduct an effective induction program Currently ABC Biscuit Company facing a major issue of high turn over which is 80% of new hires are leaving within the first six months. The solution is  a well-thought out induction process that helps ensure that new hires feel comfortable in their new job and to prevent new comers leaving the organization within the probation period. Objective of an induction program To ensure the new employee is set up to succeed in their new role. You need to ensure they understand: * The co mpany, policies and organization structure Job, department and company goals and objectives * All aspects of the employment relationship * Available communication channels * The geography of the work place Benefits of an induction program * Accurate information is received by the new employee * Employees are kept focused and busy from day one * The new employee feels welcome * A professional impression of the company and your management style is created * Clear expectations are established to help employee performance * Reduce turnover 4. Handling Mr. Benjamin’s situation Mr. Benjamin was an owner of a Catering Service in UK.He doesn’t have any knowledge about sales and marketing. Since Mr. Benjamin had a strong contacts with most of the tea importers in the UK, Mr. De Silva (Finance manager of ABC Biscuit Company) who is handling all recruitments, hired Mr. Benjamin as the Sales and Marketing Manager of the company. Even after offering a permanent contract for Mr. Ben jamin, he has not introduced a single customer to the company. As a consequence of poor hiring methods of Mr. De Silva, the decision of hiring Mr. Benjamin had cause high cost to the company. Cost of Mr. Benjamin per month; Salary – Rs 125,000Vehicle allowance – Rs 50,000 Fuel Allowance – Rs 30,000 Telephone Bill – Rs 25,000 Hiring the wrong employee obviously has many costs and calculating the complete cost is near impossible. Unfortunately, the costs are felt throughout the company directly and indirectly. Following can be considered in order to overcome this problem; 4. 1 Do Post Mortems Armed with accurate data and examples and spend time with Mr. Benjamin determining why his hire didnt work out. Use this information to revisit hiring practices or selection criteria and make sure there is a way to successfully put in place positive changes. . 2 Help the problematic employee to get back on track. Once Mr. Benjamin begins to understand that these negati ve behaviors and performance are real and affect organization’s goals and objectives, the manager or someone from human resources should begin to coach him in displaying more acceptable and appropriate behaviors. The employee needs time and practice in trying on new to perform well. HR and/or the manager need to provide specific feedback to this employee on the success or failure of his efforts in minimizing the negative actions and implementing ones that are more positive. . 3 Offer an internal transfer As Mr. Benjamin doesn’t have any sales and marketing skills I also recommended to offer an internal transfer to a parallel in another division, For example, he can be transfer to operational division where he can manage machine operators. 4. 4 Termination may be necessary If Mr. Benjamin continues to perform and refuses to try to introduce any customer to the company, the manager needs to place this person on the fast track towards termination. 4. 5 Needs to look beyon d the dates on a resume and focus on the skill sets the candidate brings to the tableWorking with a recruiter who specializes in a given field  can help hiring managers identify job candidates with the appropriate skills in order to replace Mr. Benjamin’s position. Most recruiting firms conduct skills testing, which provides added assurance a prospective employee’s skills are a match. 5. Conclusion In most businesses the single biggest cost is its staff. The starting point is getting the right people into the organization. People are vital to the success of any organization.It has been shown repeatedly that poor recruitment practices result in high labor turnover and absenteeism, with a consequent increase in costs. If the right people are recruited in the first place, they are likely to stay, fit into your organization and work to optimum effect. Everyone  is extremely aware of the impact of a poor recruitment decision. By employing someone who is inappropriate fo r a vacancy, faculties, departments and divisions incur considerable costs in time, money  and effort to bring the individual up to standard.When considering ABC Biscuit Company case, because of top manager’s wrong decision making, Finance manager has been appointed to handle all recruitments of the company, as a result of this wrong decision, poor HR management practice in the company. ABC Biscuit Company needs to be really rigorous about their recruitment practices. To get the maximum benefit from the recruitment of human resources to the company it is vital to recognize the skills, knowledge and attitudes of candidates. As per the ABC Biscuit Company case, company had to bare high cost due to recruitment of Mr. Benjamin.This happened because of poor recruitment of Mr. De Silva and not recognizing Skill, Knowledge and Attitude of candidates. Further to overcome these problems, ABC Biscuit Company has to implement sound Human Resource Plan. Systematic analysis of HR needs in order to ensure that correct numbers of employees with the necessary skills are available when they are required. HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. 6.Recommended Recruitment and Selection Procedure 6. 1 Purpose of the procedure Recruiting and selecting the right people is paramount to the success of ABC Biscuit Company and its ability to retain a workforce of the highest quality. This Recruitment and Selection Procedure provides guidelines and policies to assist supervisors hire the best people on merit and that the recruitment process is free from bias and discrimination. 6. 2 Recruitment and Selection Procedure 1. Assess the need for the job and ensure adequate funding 2. Review the job description to ensure that it meets the present and future