小额信贷对于贫困地区经济的影响
Essay代写范文:“小额信贷对于贫困地区经济的影响”，这篇论文主要描述的在经济全球化的今天，全球仍然有不少的地区生活水平处于贫困的状态，这也是许多的银行资本家和投资者们看到了小额信贷市场发展的潜力，在这些生活贫困的地区，也就意味着经济发展的落后和就业机会的有限，这里的人们很难获得银行的贷款服务，小额信贷的出现为这些人们提供了有力的经济支持，也符合贫困地区执政党的经济发展需求。
Microfinance is a relatively new concept that has grown exponentially in the last decade as investors, donors, and banks realise the potential for capital that can be made by banking to the poor. In the past it was assumed that poor people were not having access to the banking services since they were only capable of taking out small loans, and had no collateral. Grameen Bank in Bangladesh, the first to start banking to the poor, proved that not only is the poor bankable, but Microfinance in the informal sector can be quite profitable. Since then microfinance institutions have sprung up all over the world and reached millions of poor people (Simanowitz and Walter, 2002)
Poverty has multidimensional characteristics in most developing countries. The level of poverty is relatively high due to the fact that employment opportunities are limited and average income level is low. Poverty is not only a phenomenon of low income; it is also a phenomenon of the poor quality and limited access to basic services like education, healthcare, water, shelter, and sewerage. In terms of poverty and inequality, large differences exist between rural and urban areas. Poverty alleviation has been declared as the main macroeconomic objective of all ruling parties, but their efforts have remained very limited in achieving this objective.
Some available evidence suggests that the first credit union in Africa was probably established in Northern Ghana in 1955 by the Canadian Catholic missionaries that were there at the time. However, Susu, which is one of the current microfinance schemes in Ghana, is thought to have originated in Nigeria and spread to Ghana from the early 1900s. Over the years, the microfinance sector has thrived and evolved into its current state thanks to various financial sector policies and programmes such as the provision of subsidized credits, establishment of rural and community banks (RCBs), the liberalization of the financial sector and the promulgation of PNDC Law 328 of 1991, that allowed the establishment of different types of non-bank financial institutions, including savings and loans companies, finance houses, and credit unions etc. (Nissanke et al., 1998).
Providing women with access to credit can turn around an entire economy and is proven to be more beneficial than providing credit to men for two reasons.
First, there is significant evidence that when a woman's business succeeds and she makes profit, it goes to her family, while men typically give only 50-70% of their income to their families (Grasmuck and Espinal 2000:240).). Men are more likely to use funds on leisure. They are also more mobile, and therefore more likely to default on loans. Studies show that children are better educated and cared for when women contribute income to the family (Grasmuck and Espinal, 2000). According to the Women's Entrepreneurship Development Trust Fund reports women's increased income benefits their children, particularly in education, diet, healthcare, and clothing (Cheston and Kuhn, 2002).
Second, women are less risky in terms of loan default (Morduch, 1999). They tend to take out smaller loans than men, and invest the money in safe business ventures, usually close to home (Cheston and Kuhn, 2002). Women's businesses are typically smaller than men's, have fewer, if any, employees, and are more likely to rely on family members for support (Grasmuck and Espinal, 2000)
One of the often articulated rationales for supporting microfinance and the targeting of women by microfinance programs is that microfinance is an effective means for empowering women. By putting financial resources in the hands of women, microfinance institutions help level the playing field and promote gender equality.
Empowerment is defined as the processes by which women take control and ownership of their lives through expansion of their choices. Thus, it is the process of acquiring the ability to make strategic life choices in a context where this ability has previously been denied. The core elements of empowerment have been defined as agency (the ability to define one's
goals and act upon them), awareness of gendered power structures, self-esteem and self-confidence (Kabeer 2001).
Hashemi, Schuler, and Riley created a composite empowerment indicator based on eight
components: mobility, economic security, ability to make small purchases, ability to make larger purchases, involvement in major household decisions, relative freedom from domination within the family, political and legal awareness, and involvement in political campaigning and protests.
Problem statement 问题陈述
Microfinance institutions around the world have been quite creative in developing products and services that avoid barriers that have traditionally kept women from accessing formal financial services such as collateral requirements, male or salaried guarantor requirements, documentation requirements, cultural barriers, limited mobility, and literacy. Nevertheless, there are many criticisms or problems to the microfinance approach focused on women.
The first criticism is that microfinance creates a large debt for some poor women who are unable to repay the loans (Buss, 1999). Small businesses in Third World countries are subject to a great number of obstacles; for example, lack of adequate infrastructure, inability to access supplies needed for a business, flooded markets if enterprises are too similar, difficulties with money management due to improper schooling and lack of training or skill, and a special vulnerability to crises such as a death in the family or a medical emergency. Borrowing money is always a risk, but particularly so for the poor who are already extremely vulnerable to economic shock. Sometimes all it takes is a business failure or medical emergency to plunge a poor person into severe debt and even greater poverty.
Again, a challenge that women face with microfinance is that they have a double workload of running a business and childcare (Cheston and Kuhn, 2002). Traditionally, women have taken care of children and household work while the men earn income for the family. More and more women are now entering the public workforce, but they are still expected to assume responsibility for all domestic tasks (Grasmuck and Espinal, 2000). This creates an enormous double burden on many women.
1.3 Research question
It is in light of these problems that this particular study is undertaken for the purpose of finding answers to the following questions and also other relevant questions that might crop up in the course of the studies. Answers to these questions will provide a solid base for making recommendations for this research. Below are the main questions this study seeks to find answers to;
Do microfinance institutions empower or worsen market women?
What is the risk associated in providing market women with funds?
What are the challenges market women faces in paying back the loans?
Objectives of the study
The purpose of this study is to identify the problems and prospects of Microfinance Institutions' in providing microfinance to market women so as to enhance their empowerment.
The following objectives have been set;
To examine Microfinance Institutions in relation to market women's financing.
To examine how Microfinance help empower market women.
To suggest recommendations that ensures effective financing of market women.
Justification of the Study
It is generally accepted that women are disproportionately represented among the world's poorest people. In the 1995 Human Development Report, the UNDP reported that 70 percent of the 1.3 billion people living on less than $1 per day are women. According to the World Bank's gender statistics database, women have a higher unemployment rate than men in virtually every country. In general, women also make up the majority of the lower paid, unorganized informal sector of most economies. These statistics are used to justify giving priority to increasing women's access to financial services on the grounds that women are relatively more disadvantaged than men. (Cheston and Kuhn, 2002)
Microfinance is much more than simply an income generation tool. By directly empowering poor people, particularly women, it has become one of the key driving mechanisms towards meeting the Millennium Development Goals, specifically the overreaching target of halving extreme poverty and hunger by 2015. (Mark Malloch Brown, Administrator of the United Nations Development Programme (UNDP), 2001).
Access to financial services forms a fundamental basis on which many of the other essential interventions depend. Moreover, improvements in health care, nutritional advice and education can be sustained only when households have increased earnings and greater control over financial resources. Financial services thus reduce poverty and its effects in multiple, concrete ways. And the beauty of microfinance is that, as programs approach financial sustainability, they can reach far beyond the limits of scarce donor resources. Microfinance is not a mere financial instrument but a powerful tool for development to address multiple dimensions of poverty.
If the number of victims of extreme poverty and hunger is to be halved by the year 2015, then women have to be empowered to achieve this goal for themselves and their families.
Knowledge about contribution of microfinance would provide the basis for policies be geared toward streamlining the provision of microfinance to women to ensure the promotion of Women economic empowerment to enable reduce poverty and the achievement of the Millennium Development Goals, hence the need for the study.
Limitation of the study
The limitations and the challenges I encountered whiles conducting this research which stuck the headway of the study. Some of the limitations are:
The extraordinary rate of illiteracy in community was a major problem for the research.
Due to the expensive nature of acquiring data, the research incurred some cost like transportation fee to obtain information, photocopies made and also visiting some web site for additional data
This research is limited to only Sunyani municipality and so data of this study would be limited. Which means the recommendation and conclusion might be limited to only this municipality.
Due to the financial and time constraints, the researcher was not able to cover more places for their problems to be addressed.
Lack of cooperation from the market women as well as the microfinance institutions because of competition.
Organisation of chapters
The project is in five different chapters and these chapters will be broken down into further sub-topics.
Chapter one gives an insight on the introduction of the topic. It is made up of the introduction, background, statement of problem, objectives of the study, research questions, justification of study, and the organization of the chapters.
Chapter two is made up of the literature review. Thus, the introductory statement, theoretical or conceptual framework, empirical evidence of related works, and the institutional framework.
Chapter three is made up of the methodology used in the study. This chapter looks at the introductory statement, profile of the study area, study type, study variables, study population, and sampling size and sampling techniques, research design, data collection, tools/instruments, data analysis method and ethical consideration.
Chapter four, also talks about the introductory statement, analysis and presentation of data and discussion of results.
Chapter five being the last chapter discusses the introductory statement, summary, conclusions and recommendations.
51due留学教育原创版权郑重声明：原创留学生作业代写范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。主要业务包括essay代写、assignment代写、paper代写服务。
51due为留学生提供最好的论文代写服务，亲们可以进入主页了解和获取essay代写的相关资讯 提供美国作业代写服务，详情可以咨询我们
组织氛围对于企业发展的影响
Paper代写范文:“组织氛围对于企业发展的影响”，这篇论文主要描述的是在一个组织当中组织氛围的重要性，本文以一间电子产品生产企业为例，该企业以为员工提供自由有弹性的工作与福利著称，但是在这种福利和待遇下该企业员工的工作积极性缺每况日下，并开始出现了缺勤的现象，是什么原因导致了这种现象的发生呢？这就是本文所要重点强调的组织氛围的重要性。
组织氛围的特征——Features of Organizational Climate
组织氛围是一个抽象的无形概念。但是对于组织成员的行为表现有着重大影响力。它就是组织内部环境被感知到的部分。组织氛围指的是组织内部相对持久，可以再一段时期内保持稳定的特征。它为组织赋予了自身的独特身份，以及该组织与其他组织的不同之处。
组织氛围的组成元素——Elements of Organizational Climate
个人自治：它指的是员工自我管理、拥有决定权的自由程度，以及不用时刻对上级负责的权利。因此，它就是员工行使职责的自由。
A large unit, manufacturing electrical goods which have been known for its liberal personnel policies and fringe benefits is facing the problem of law productivity and high absenteeism. How should the management improve the organizational climate?
Organizational Climate: organizational climate is a relatively enduring quality of the internal environment that is experienced by its members, influences their behavior, and can be described in terms of the values of a particular set of characteristics of the organization. Organizational climate is the summary perception which people have about an organization. It is a global expression of what the organization is. Organizational climate is the manifestation of the attitudes of organizational members toward the organization itself. An organization tends to attract and keep people who fit its climate, so that its patterns are perpetuated at least to some extent.
组织氛围的特征——Features of Organizational Climate
Organizational climate is an abstract and intangible concept. But it exercises a significant impact on the behavior and performance of organizational members. It is the perceived aspect of organization’s internal environment. Organizational climate refers to the relatively enduring characteristics which remain stable over a period of time. It gives a distinct identity to organization and differentiates it from other organizations.
It is a multi-dimensional concept. It consists of all organizational factors, e.g., authority pattern, leadership pattern, communication pattern, control, etc.
组织氛围的组成元素——Elements of Organizational Climat
Individual Autonomy: It implies the degree to which employees are free to manage themselves, have considerable decision-making power and are not continuously accountable to higher management. Thus, it means the individual’s freedom to exercise responsibility.
Position Structure: It refers to the degree to which objectives of the job and methods for accomplishing it are established and communicated to the employees.
Reward Orientation: it means the degree to which an organization rewards individuals for hard work or achievement. Reward orientation is high when an organization orients people to perform better and rewards them for doing better.
Task Orientation: if the management is task oriented, the leadership style will be autocratic. The employees will have to speed up the pace of work to please their bosses.
Job Satisfaction: the satisfaction the workers get on their jobs is also an important component of organizational climate. The workers feel happy if the jobs are designed to allow the workers to use their innovative skills.
Morale: morale represents a composite of feelings, attitudes and sentiments of organizational members towards the organization, superiors and fellow members. If it is high, there will be an atmosphere of cooperation in the organization. But if the morale is low, there will be conflicts and poor cooperation among the workers. They will also feel disinterested in their work.
Control: the control systems may be either rigid or flexible. If the control is rigidly followed, there will be impersonal or bureaucratic atmosphere in the organization. The scope for self-regulation will be the minimum.
Problem of Low Productivity
Productivity is a measure of the efficiency of production. Productivity is a ratio of production output to what is required to produce it (inputs). The measure of productivity is defined as a total output per one unit of a total input.
Productivity on the job is a measure of employee’s performance and behavior. It was contented by the human relations school that morale and productivity are positively correlated, i.e., they move together or go hand in hand. It was the general view that high morale and high productivity always go together like the east and west sides of an elevator. Low productivity and poor morale go together. People with low morale show tendencies like absenteeism, tardiness, turnover, casual interest in work coupled with apathy, anxiety, tension and even arrogance.
Union Representation: A comparison which reveals non-union establishments as providing fewer rights and benefits for workers, lower pay, higher rates of accidents and absenteeism, and poorer employee communication. Non-union industrial and commercial workplaces offered few formal mechanisms whereby employees could contribute to the operation of their workplaces in a broader context than that of their specific jobs. Nor were non-union workplaces as likely to have opportunities to air grievances or to resolve problems in ways that were systematic and designed to ensure fair treatment. Broadly speaking, no alternative model of employee representation had emerged as a substitute for trade union representation. In order to reduce employee frustrations good employment relations is necessary, the advantages of which are, inter alia: better performance; low turnover; improvement in quality; increase in productivity; and reduced absenteeism. One of the ways of establishing sound employment relations is a fair absenteeism policy.
Absenteeism Policy: Employee absenteeism may continue despite the use of absence control methods: if there is no written absenteeism policy in the company there will be inconsistent enforcement of the policy as well as a lack of absence documentation in the organization. Where there is a sick leave policy in the company, it is unfortunately true that many employees abuse the provision for paid sick leave as contained in the policy. Employees are also aware of the provisions of section 22 of the Basic Conditions of Employment Act 75 of 1997 which states that an employee can be on paid sick leave for two days without producing a medical certificate within an eight week period. This means that sick-pay schemes may indeed encourage increased absenteeism. Effective forms of employee discipline for absenteeism should include:
A written policy statement;
Distinguishing between absenteeism and other examples of employee misconduct as a reason For discipline;
Using progressive discipline on the absence record separately from the other misconduct issues;
Explicit absenteeism standards and a definition of excessive absenteeism;
yees will view sick leave as a benefit to be utilized, or it will be lost. On the other hand, if unnecessary absence is frowned upon by either management or the co-workers, employees will think twice before abusing sick leave. organizational structure and design; organizational culture; human resource policies and practices; technology; and work design have a great impact on workplace absenteeism.
Management Style Factors: Managers appear to have some influence over attendance behavior. They are able to punish, establish the bonus systems, and allow employee participation in developing plans. Whether these or other approaches reduce absenteeism is determined by the employees’ perception of the value of the rewards, the amount of the rewards, and whether the employees perceive a relationship between attendance and reward. Managers affect absenteeism in the workplace by influencing the following variables: management control; communication system; motivation strategies; salary/remuneration packages and worker empowerment.
Management Control: Effectiveness declines with increases in the amount of control exercised. That, in turn, could lead to increased dissatisfaction, absenteeism and turnover. Where there is uncertainty concerning the level of absenteeism, there is almost always a low level of management control, accompanied by a high level of absenteeism. Management control can be supported by a sound communication system.
Communication System: The management of any organization must have a good communication system. Part of this is to create systems whereby the complaints and grievances of staff can be brought to the surface. If this does not happen, grievances can accumulate to such an extent that they could later be expressed in some other form, such as high absentee rates, staff turnover, or perhaps even strikes. One of the communication strategies to control employee absenteeism that managers use is absenteeism feedback intervention. Part of the communication system should include employee motivation strategies.
51due留学教育原创版权郑重声明：原创留学生作业代写范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。主要业务包括paper代写、essay代写、assignment代写服务。
51due为留学生提供最好的论文代写服务，亲们可以进入主页了解和获取更多paper代写范文 提供最专业的美国作业代写，详情可以咨询我们
美国企业雇佣存在的国籍歧视研究
美国Paper代写范文:“美国企业雇佣存在的国籍歧视研究”，这篇论文主要描述的是在美国平等就业机会委员会发布的报告中显示，有近十分之一的美国人并不是美国本土出生，其中每八个美国人当中就有一个是西班牙裔，这些移民者是美国主要的社会劳动力之一，但是他们却因为外貌与来源地的不同而备受歧视，特别是在就业方面，有不少的企业因为应聘者的外貌和来源地产生了歧视，在就业机会和薪资待遇上与正常人差别对待。
1.引言—— INTRODCUTION
According to Mathew Bender's research republished by EECO, one in ten Americans is foreign born, and one in eight is Hispanic. Immigrants compose 12% of the work force, and almost 40% of new jobs are filled by immigrants. These are target groups for this research report paper who are believed to be facing discrimination from employers based on who they look like and where they come from. This paper is intended to provide a brief overview of the effectiveness of Title VII of the Civil Rights Act of 1964 on reducing and or eliminating discrimination based on national origin. The aims of title VII and facts on current situation will be presented to support the argument. Different types of discrimination by employers that targets national origin will be addressed. The objective is to assess what the performance of the US labor law looks like when it comes to implementing its purpose for which it stands for. Special emphasis will be given to Title VII and its role in enforcing to alleviate discrimination based on national origin. Definitions of discrimination and 内容discrimination based on national origin will be presented. Besides, full version of Title VII and treatment of foreign workers in conjunction with protecting the nation against terrorist attacks will be covered.
The role of EEOC that plays in charges alleging that individuals have been denied equal employment opportunities for reason that are grounded in national origin considerations will be explored. Various forms of discrimination aimed at country of birth or affiliation to some sort of ethnic group will be discussed. The effect of discrimination on employees productivity, the role of HRM in managing discriminatory actions in the work place and methodologies that need to be used by employers in hiring the right employee in accordance with labor laws & laws from Department of Homeland Security will be given due consideration in this paper.
Complaints of discrimination based on national origin and the effort made by the EEOC to resolve the issue, lawsuits and their final fate, the cost of litigation by employers will be highlighted.
There will be several types of sources used during the course of this discussion. Most of these sources will be policies and procedures of EEOC, peer review journals, essays and articles written by news reporters & various sources searched on the web. Finally, conclusion and remedial solutions will be discussed at the end of the paper.
2. BRIEF OVERVIEW OF TITLE VII AND DISCRIMINATION BASED ON NATIONAL ORIGIN
According to EECO definition, “national origin discrimination means treating someone less favorably because that individual (or his or her ancestors) is from a certain place or belongs to a particular national origin group.” The Equal Employment Commission of the US expands this definition and included the following forms of discrimination to the original definition.
Ethnic groups: “Discriminating an employee because he or she belongs to a certain ethnic group, as for instance if he or she is an Arab or a Gypsy.”
Physical, linguistic or cultural traits: “A form of discrimination against an employee whose physical, linguistic or cultural traits are closely associated with a national origin group. For example discriminating an employee because he or she wears a headdress or turban where there is no mandated dressing code or uniform.”
Perception: “Discriminating an individual because of his or her perceived membership to an ethnic group or national origin group even if she or he is not actually a member. For example who resembles an Arab in speech, mannerism or appearance even he or she is not of an Arab ethnicity”.
Race and religion: A person may face discrimination for mere reason of following a religion. . He/she may be discriminated against because of her looks and acts. Mostly religion and race are factors for discriminations based on national origin. The Civil Rights Act 1964 Title VII gives protection to citizens from any racial and religious as well as national origin discrimination. According to EEOC report, time and time again, charges show that employers are discriminating employees based on what they worship, who they look like and what decent they are from.
3. FACTS ABOUT NATIONAL ORIGIN DISCRIMINATION
Title VII is among federal laws that prohibit discrimination against individuals because of their race, color, national origin, or sex. To provide an in-depth look to title VII, it would be advisable to dictate the scope of title VII protection and its exceptions.
“Title VII of the Civil Rights Act of 1996, as amended, protects individuals against employment on the basis of race, color, religion, sex or national origin. Title VII principles of disparate treatment and adverse impact equally apply to national origin discrimination.”
The National security Exception:” it is not unlawful employmentpractice to deny employment opportunities to any individual who does not fulfill the national security requirement stated on section 703(g) of title VII”
The Bona fide occupational qualification exception: “The exception stated on 703(e) of title VII, that national origin may be a bona fide occupational qualification, shall be strictly construed.”
According to the statistical data compiled by the office of research, Information and planning from 1997 to 2007, total number of charges filed under Title VII alleging national origin-based discrimination is rapidly growing. According to EEOC report, it has received 9,936 charges of national origin discrimination, in 2007. This data shows an increase of 13% & 40% compared with that of 2006 and 1997, respectively.
In the Fiscal year 2007, the Equal Employment Opportunity Commission has effectively filed and resolved 7,773 national origin discrimination charges using various legal resolutions. Accordingly, employers have incurred total settlement cost of $22.8 million in the year 2007. This sum doesn't include monetary benefits obtained through litigation and given to victims. The figure has a 151% & 7.5% increment compared with the years 1996 and 2006 respectively. This indicates the effectiveness of Title VII on enforcing its aims for which it stands for.
4. MAJOR AREAS OF NATIONAL ORIGIN DISCRIMINAITONS
National origin discrimination covers wide areas of employeement decisions. According to EEOC report, “discrimination based on national origin has been filed regarding recruitments, hiring, promotions, transfers, wages and benefits, work assignments, leave, layoffs and /or terminations, discipline, training and apprenticeship programs.”
The author of this paper has a chance to observe recruitment process in government job that have been advertised . Even though each job has its own specifications, all have on thing in common, a question of biographic data. This question asks what race or group an applicant belongs to. According to this observation, the question of national origin is implied with in that questioner. That is the place where discrimination on recruitment starts. Once a candidate fills up the application identifying who he/she is, the probability of being called for interview is in question if the name or group on the application doesn't sounds familiar. The same is believed to be true in other areas of employeement decisions.
The general purpose of Title VII of the Civil Rights Act of 1964 is to outlaw employer and union practices that discriminate against employees on the basis of race, color, religion or national origin. However, in situations of the author's experience mentioned above, it is hard for this law to be enforced because applicants do not know employers discriminatory selection procedures.
Employers have been blamed for using various discriminatory rules that violate Title VII of the Civil Rights Act of 1964. Among the many types, the following are key areas of discrimination based on national origin:
i) Language Fluency: It was not long when the US senate approved the bill designating English as our country's national language. This bill believed to have far reaching implications for the laws governing discrimination in the workplace.
In 1990, 32 million people in the U.S, or about six percent of the population five and older, spoke a language other than English at home. By 2000, the figure increased to 47 million people. Based on this trend, one can estimate how huge the current figure might be. As this trend has continued, and as the workforce has absorbed increasing number of individuals who cannot speak English or for whom English is a second language, the EEOC has addressed a rising number of complaints alleging national origin discrimination. Major issues that were mentioned in the charges are English-only rule, language proficiency and accent related discriminations. When employers mandate fluency or accent -related requirements in the hiring and selection process including job descriptions, job titles, worker specifications, application for employeement forms, pre-employment forms, test administration and validity, interview procedures, referral procedures, final selection processes, or other similar factors, they are discriminating based on national origin based on language and violating Title VII at the same time. For example if two candidates have possess the same level of English proficiency, but the employer favors the candidate with a British accent over the candidate with a Russian accent, the employer may be charged with unlawful national origin discrimination. Of course, an employer who shows a bias against accents associated with all national origin may also be charged with unlawful discrimination.
ii.) Citizenship Requirements: Two US laws make citizenship and/or permanent residency requirement illegal. These laws, Title VII, Civil Rights Act of 1964 and Executive order 11246, have direct or indirect involvement in protecting discrimination based on national origin. Besides, Immigration Reform and Control Act of 1986 prevent employers with four or more employees from discriminating because of citizenship status against U.S. citizens. IRCA is designed to complement Title VII. Its purpose is it to cover areas that are not covered by Title VII. It also forbids national origin discrimination by employers with between four to fourteen employees. The Office of Special Counsel for Immigration-Related Unfair Employeement practices Civil Rights Division, at the Department of Justice puts IRCA's nondiscrimination requirements into effect.
In some cases, employers may justify recruitment and other selection decisions based on security requirements. Title VII allows refusal to hire, or termination, where an individual does not meet job requirements that are forced in the interest of national security under any security program iii) Workplace Harassment:
Studies indicate that throughout America, harassmenton work environment based on national origin is a fact of life for many immigrant employees. A recent study at the University of Michigan found that 46.8% of foreign born employees have complained about being harassed based on their national origin. The number of such charges filed to EEOC has dramatically increased year after year. Title VII prohibits offensive conduct, such as ethnic slurs, that create a hostile work environment based on national origin. Employers have a responsibility to maintain a workplace free of national origin harassment. Employers may be responsible for any on-the-job harassment by their agents and supervisory employees, regardless of whether the acts were authorized or specifically forbidden by the employer. Under certain circumstance, an employer may be responsible for the acts of non-employees who harass their employee at work.
5. CHALLENGES OF HUMAN RESOURCE MANAGEMENT ON ACCOMODATING LABOR LAWS AND PRODUCTIVITY.
The number of immigrants in the US labor force reached a historic high of 22 million, or 14.5 percent of the total labor force, in 2005. If the number of immigrant workers in the United States continues along its current trajectory, immigrants may make up between one- third and one-half of the growth of the US labor force by 2030. Immigrant workers have played an important role in the growth of the US labor force in recent history and will continue to play an important role in the future. On the contrary, immigrants are the ones who face discrimination based how they look and/or sound. This drags down employee productivity and creates a burden on human resources management while a company manager is spending his/her productive time in reconciling and resolving such problems. As the number of immigrant employees increases in an organization, it is sometimes inevitable to face large number of national discrimination complains and may bring huge settlement costs
6. CONCLUSION
Human resource leaders must truly value and understand the challenges and opportunities inherent in diversity. Organizations must have a culture that supports and nourishes performance through diversity. As work place harassment caused by national origin discrimination increases, the cost of managing human capital increases and productivity decreases. Moreover, the reputation and moral of organizations that are involved in frequent allegations will be affected negatively.
In order to avoid such problems, employers should be cautious in designing their job in way that can accommodate diversity. They can make affirmative specifications on their job descriptions, selection guidelines, promotions standards, transfer and pay issues etc.
Equal Opportunity Employment Laws should be displayed in supervisors' board and should be accessible for employees view.
51due留学教育原创版权郑重声明：原创留学生作业代写范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。主要业务包括paper代写、essay代写、assignment代写服务。
51due为留学生提供最好的论文代写服务，亲们可以进入主页了解和获取更多paper代写范文 提供最专业的美国作业代写，详情可以咨询我们
2017年去法国留学能使用中国驾照吗,持有中国驾照能够在哪些国家开车？
随着社会经济的快速发展，人们的生活条件也在逐渐的改善，汽车也逐渐成为了人们生活当中的必需品，有越来越多的人开始踏上了出国留学旅游的道路，法国则是一个非常不错的留学首选，那么2017年前往法国留学的我们能够用中国的驾照开车吗？除了在法国外，中国的驾照都还能够在哪些国家开车呢？下面就跟我们一起来详细的了解下吧。
2月21日，中国公安部与法国内政部在北京签署驾驶证互认换领协议。也就是说，不久之后，我国的游客就可以持中国驾照及翻译件在法国自驾游了！
那么，除了法国以外，中国驾照还可以在哪些国家使用？如何使用？大家在使用上又存在哪些认识误区呢？
2017年去法国留学能使用中国驾照吗：中法将实现驾驶证互认换领
临时进入对方境内不超过一年的（如两国游客）：
临时进入法国的中国游客，可凭中国驾驶证和翻译件直接驾车，无需换证；
临时进入中国的法国游客，可持法国驾驶证和翻译件直接换领临时驾驶许可，并免去体检和考试。
互认准驾车型：中型客车、大型客车、小型汽车、摩托车。
在对方国家居留超过一年的（如探亲或务工人员）：
探亲或务工的一方公民或常驻人员，持本国驾驶证和翻译件、护照、签证或居留证件，可直接免试换领对方国家的驾驶证。
2017年去法国留学能使用中国驾照吗：准驾车型 小型汽车、摩托车
外交人员和留学生：
中国的外交人员和留学生，可凭驾驶证和翻译件直接驾驶相应准驾车型的机动车；
法国的外交人员和留学生，可凭驾驶证免试换领相应准驾车型的中国驾驶证。
据悉，互认协议将自双方签署并完成国内法律确认手续之日起90日后生效。此前，中国已实现与比利时、阿联酋两国的驾驶证互认换领。
除了法国以外持中国驾驶证还可以在哪些国家开车呢？
中国驾照还能在哪些国家使用？
事实上，中国驾驶证在很多国家都可以短期使用，时间从几天到一年不等。尤其是在欧洲一些旅游目的地国家（如德国、瑞典、挪威、瑞士、匈牙利、丹麦、荷兰等）普遍都能够使用，但要求需持有公证驾照翻译件，才可以在当地租车自驾。
美国：大部分州可以使用中国驾照
美国驾照签发和管理权限在于各州，对于外国驾照在美国的使用，各州也依据交通法规的不同来分别规定。一般来说，美国西部大部分州均承认中国驾照，中、东部部分州规定驾驶者必须提供驾照及翻译公证件。
每个州规定的驾照使用时间也不一样。具体来说，阿肯色州、康涅狄格州、夏威夷州、印第安纳州、肯塔基州、马萨诸塞州、密歇根州、新罕布什尔州、新泽西州、德克萨斯州、佛蒙特州、威斯康辛州均不承认中国驾照的合法性，在这些州持中国驾照很难租到车。
但在亚拉巴马州、阿拉斯加州、亚利桑那州、科罗拉多州、特拉华州、佛罗里达州、佐治亚州、爱达荷州、艾奥瓦州、堪萨斯州、路易斯安那州、缅因州、马里兰州、明尼苏达州、密西西比州、密苏里州、蒙大拿州、内布拉斯加州、内华达州、新墨西哥州、纽约州、北卡罗莱纳州、北达科他州、俄亥俄州、俄克拉荷马州、俄勒冈州、宾夕法尼亚州、罗德岛州、南卡罗来纳州、南达科塔州、田纳西州、犹他州、弗吉尼亚州、华盛顿州、西弗吉尼亚州、怀俄明州、华盛顿特区等州或地区是允许持中国驾照的中国游客合法在美国境内驾车的，期限多在30天或以上。
加拿大：中国驾照有效期为6个月
加拿大规定，驾驶者需持“中国驾照+翻译件”便可在其境内开车6个月。
英国：中国驾照可使用一年
在英国，驾驶者持“中国驾照+翻译件”即可驾车。
德国：中国驾照有效期为6个月
德国要求驾驶者需携带驾照以及一份经德国法院指定的翻译件或者德国驻华使馆认证过的德语翻译驾照文件。
新西兰：中国驾照可合法使用一年
在新西兰，驾驶者凭借中国驾照和在新西兰交通局认证的翻译机构取得的翻译件，在其国内合法驾驶1年。
意大利：需在驻华使领馆办驾照认证
此前，意大利官方曾证实中国驾照在当地不被认可，如被警方查到游客使用中国驾照，即使有原件、公证件，都将会被处以罚款。不过，现在有办法可以合法在意大利自驾了，那就是在出发前，持驾照、护照到意大利驻华使领馆办理驾照认证，收费是9欧元。
看完了以上对于中国驾照在国外使用的详细介绍后，各位想要在2017年到法国留学的同学们注意了，在2月21日中法两国的就已经签署了相关的协议，双方都会互相承认驾照使用的合法性，不止是在法国，就连在加拿大、英国、德国、新西兰、意大利、美国等国家我们都能够使用中国驾照开车，但需要取得相应的翻译件和办理相应的驾照认证。
51due留学教育引领海外留学的风向标，打造最好的教育品牌，提供专业的代写服务，我们为自己的品牌代言，不负留学生的期待。提供全方位的服务，包括留学生作业代写、essay代写、assignment代写服务。
更多关于paper代写的内容，点开主页栏目 即可快速获取美国作业代写的相关资讯，如果各位有论文代写需求，可以咨询我们
2017年出国留学要如何快速提高雅思水平？
想要申请到国外的大学留学，那么就必不可少的需要接触到雅思考试，对于大多数的同学来说准备雅思考试的时间会比较的紧迫，我们需要充分的利用好雅思考试准备的时间，因此我们要思考如何才能够在这有限的时间里，迅速的提高自身的雅思考试能力和水平，这也需要一定的技巧与经验，今天我就为各位带来了2017年雅思考试秘笈及攻略，各位一起来看看吧。
雅思考试分为听力、阅读、写作和口语四个部分，接下来我将从这四个方面为大家介绍学霸雅思备考攻略秘笈，一起来详细的了解一下：
2017年出国留学要如何快速提高雅思水平：一、听力部分
市面上的英语听力材料多如牛毛，许多烤鸭在听力练习中贪多，练习材料听完了十几本，却收效甚微。其实，在复习的一开始，百篇文章听一遍不如一篇文章听百遍，通过精读的方法，在练习中不断熟悉特定单词的弱读和连读，并锻炼自己头脑同步的反应力能够更加有效的在短期内提高听力水平。
剑桥雅思真题集是雅思听力训练的好材料，选一份听力真题，按照正式考试时一样听，然后做题，校对答案，看自己错在哪里，并且明确自己在答题的过程中有哪一些单词和句子是没有听懂或者听到的，然后再认真看原文，弄懂且记录自己不会的单词和不明白意思的句子，最后合上原文，继续听一遍，如再还有听不懂的句子和单词，则重复同样的方法将它们记录下来，然后继续听，如此反复，直到完全听懂。
需要注意的是在平时的练习中逐词逐句的“抠字眼儿”，即要把每个单词和句子都听懂，对于常用词汇更要做到拼写正确。而在雅思听力考试中，如遇单词没听到或没听懂，要作到迅速断舍离，不要仍在原地纠结，可以结合上下文推断。
2017年出国留学要如何快速提高雅思水平：二、阅读部分
阅读的关键是词汇量。单词量不够的话，读书就变成了一件痛苦大于快乐的事情了。雅思阅读考试的词汇量要求大约在7000-8000左右，在雅思阅读训练上，由于备考时间和考试时间都有限，这就需要我们掌握一些考试技巧，以求阅读可以短期突破。
阅读材料选择上还是沿用剑桥雅思真题系列，对于每一篇文章，在阅读时要做到心中有数，即认真读每一段的首句，这往往是文章的主旨句，告诉读者这一段在写什么。然后每读一段都要在心里知道这一段的主要内容是什么，逐段逐段的阅读，注意关键词(如转折词，专有名词等)然后读完一篇文章就应该在心里知道这篇文章的架构是怎么样的，再去做题，定位文章，答题。
平常在训练的时候，可以把文章的架构都写下来，且把题目的类型进行分类，如MATCH题，T or F题，图表题等。当第一轮按每篇文章做题这种竖向的练习完成以后，我们开始进行第二轮的横向比较练习，即按题型来分类练习，比如把所有剑桥雅思真题系列里的MATCH题进行比较，分析每类文章中的哪一方面是最容易出MATCH题，如此类推，分析所有的题型。当这两轮完成后，寻找一些雅思阅读的练习题，开始掐时间，提升做题的速度，因为在考场上，阅读的时间是最不容易控制的，很容易在一道题目上花费过多时间，以至于最后的题目做不完或者盲选。
2017年出国留学要如何快速提高雅思水平：三、写作部分
中国烤鸭们最怕也是最困难的写作考试，这也一直是制约着大家拿高分的主要因素之一。写作的能力从来都不是一蹴而就的，是台上一分钟，台下十年功，想要写作出色，必须要下苦功夫，且需要不断积累。写作能力的提高，需要多读和多写，而运用到雅思写作上，则是多分析多模仿。
仍然使用剑桥雅思真题集为例，先自己读一遍题目，写下自己的思路和文章的结构，然后再看雅思作文范文，看自己遗漏了哪些重要的点。雅思范文是官方的写作，其表达方式和文章架构是考官喜欢的方式，所以好好研究范文对于写作的思路、方向和表达有非常大的作用。对于小作文，要熟悉或背诵不同表达方式，比如对比、分类等;对于大作文，平常可以多收集一些题目来练习，如果有条件，最好请老师帮助修改一下，这样可以知道自己在哪些方面还存在着不足，以便下次提高。
2017年出国留学要如何快速提高雅思水平：四、口语部分
练习口语顾名思义，就是要开口说，这个大家都知道的方法作起来却没有那么简单。开口说的前提是要有东西可以说，会说，会表达。如果不是在英语国家或者身边没有人可以一起练习的好伙伴，那我们首先要做的就是背诵，这里说的不是背诵每一道雅思口语题目的答案，而是通过背诵优秀文章帮助建立自己的语言库，只要正确的句子在你自己脑子里，开口说英文其实就是肌肉运动了。新概念英语是一套很好的背诵材料，用词简单，场景丰富并配有中文翻译，当背诵完一篇，可看着中文译英文，看着英文译中文，不断练习，直到这篇文章的中英文都融会贯通于心。这样不知不觉中，你会发现自己的口语表达会有本质飞跃。
而在雅思口语考试中，做到以下几点也就离高分不远了：
1、明确使用的词汇
雅思口语注重考察的是大家使用英语进行日常交流的能力，所以在考试时那些生僻奇怪词汇尽量避免出现，毕竟不是所有人都能当谢耳朵，也无须一味追求高大上词汇，能够正确表达最重要。
2、避免重复
由于考试紧张或不知道说什么，小伙伴们很容易一句话翻来覆去的说，这会让考官觉得这个考生口语表达不简洁，表达能力欠佳。同样一句话翻来覆去说，如果用不同的句式、词汇、组词则会产生完全不同效果，比如对于“ 今天天气如何” 的下面两种回答同样的意思，不同表达方式，哪一个分数更高呢?
A答：the weather is good, really really good;
B答：the weather is fine, much better than I expected, you known ,it has been raining for a while and I really enjoy today’s sunshine.
3、不冷场和不词穷
在口语考试中，最怕遇到的是不知道说什么，或者是一个问题一句话答完，然后剩下的就是无穷无尽、令人窒息的安静。所以尽可能的拓展每个话题，保证自己有话可说。
看完了以上对于2017年出国留学快速条雅思水平技巧的讲解后，各位同学们是否做好了迎接雅思考试的准备呢？雅思考试的成绩与我们是否能够顺利的申请出国留学息息相关，因此我们需要谨慎的对待，提早做好相信的考试准备，不要等到临考前才匆忙准备。
51due教育引领海外留学的风向标，打造最好的留学教育品牌，我们为自己的品牌代言，不负留学生的期待。提供全方位的服务，包括留学生作业代写、paper代写、essay代写、assignment代写服务。
工作场所卫生健康对于员工的影响
Assignment代写范文:“工作场合卫生健康对于员工的影响”，这篇论文主要描述的是工作场所是组织员工展现自己活力与潜力的主要场所，组织员工们能够在此发挥出自己的特长，但是在这个场所当中却充满着紧张与压力的气息，导致员工在紧张的工作氛围当中出现了各种各样的心理疾病，如抑郁和焦虑的心理问题，如何才能够解决这些员工在工作场所当中所遭受的压力和心理问题，成为了本文所要探讨的问题
The workplace is a solid contributor to mental welfare, giving people the opportunity to feel dynamic and attain their potential. In spite of that it can also be a tense environment that contributes to the increase of mental health problems and illnesses such as depression and anxiety. With most adults spending more of their waking hours at work than anywhere else—and with many youth holding at least part-time jobs— tackling issues of mental health at work is extremely vital for Mauritians.
How workplace affects health? 工作场所如何影响健康？
Increasingly, it is well-known that the place of work itself has a prevailing influence on people’s health. When people are pleased with their job, they are more prolific and tend to be healthier. When employees sense that the atmosphere at work is negative, they feel tense. Stress has a huge influence on employee mental and physical wellbeing, and in turn, on efficiency.
Consultant Graham Lowe has identified five components of workplace culture that directly influence employees’ health and the wellbeing of the corporation overall—credibility, respect, fairness, pride, and camaraderie. The principal idea is that companies must truly care about the health of their employees.
Companies nowadays who aim to attract and retain good workers have leaders who believe in the relationship between employee satisfaction and employee health and consider that place of work wellness is a business policy. Their management practices consist of making equitable demands on time and energy, involving employees in decision making, rewarding work well done, honest communication, and offering assistance to balance work and home life.
Employers understand that workers are searching for jobs that remunerate well, have excellent benefits and include brilliant health and safety plans. In today’s competitive employment market, it is becoming more important than ever for companies to improve job satisfaction and make sure that workers like being on the job. Workplace wellness benefits both employers and employees.
Strengths and Weaknesses of Health and Wellness programs.
In Mauritius, most Employers’ wellness programs imply just include a gym in the office or posters on the wall that encourage people to be fit. But more companies are using real money, and occasionally penalties, as encouragement for workers to get in shape nowadays.
Nearly 60% of employers propose wellness incentives, or financial rewards to employees who succeed in getting healthier.
Employers in Mauritius are still studying different models to improve employees' health, reducing claims costs and receiving improved returns on their wellness finances.
We shall have a look at the pros and cons of popular kinds of corporate wellness incentive programs being used today.
Educational/Awareness Incentives
Companies propose rewards for effecting activities that consist of an assessment of their personal health and risk factors. These can vary from answering a survey about family medical record, diet and fitness routine, to taking a biometric test for cholesterol, blood pressure andother factors. Worthy Incentives can get about 65% - 100% of employees to participate. Smaller rewards than that tend to motivate in the range of only 30% to 50%, experts say.
PROS:Experts state that straightforward activities are an excellent way to initiate employees to healthy behavior and their own risk factors. Companies can also use the data know what their workers' health requirements are.
CONS: Informing people about their risks and providing them advice won't automatically encourage them to respond positively.
EXAMPLE:Orange Business Services in Mauritius twice a year offers free Eye, Ear and Bone consultation, where experts are hired and consult at Orange Business Services’ office in Ebene.
Action-Based Incentives
To win rewards, and occasionally avoid penalties, employees are required to undertake activities to ameliorate their health after going through a health assessment, for example joining a weight-management program or follow ting a preventive screening.
PROS:The model encourages employees to change their unhealthy habits.
CONS:The incentives don't promote healthy habit beyond the completion of the required programs.
EXAMPLE: Not yet implemented in Mauritius, but abroadHouston city employees must finish three tasks to hinder a $25 monthly payroll extra: complete a health-risk assessment, take a biometric screening and either speak to a health instructor, enroll for a program like Weight Watchers or have a screening. As a result, 90% of employees have completed three of the tasks or more.
Everything-But-The-Kitchen-Sink Incentives
Companies propose motivation for a range of tasks; the more complicated and valuable the task, the larger the prize.
PROS:Employees enjoy the liberty to opt for their health activities, from trail running to martial arts lessons, rather than having to have a conversation with a doctor or join an official program to get the reward. A wellness program that sets out an exciting trail to pursue will get more people involved.
CONS:Too many choices can confuse employees, and companies can misuse money on programs that will not efficiently tackle workers' biggest health issues.
EXAMPLE:Apex Fund Services offers as much as Rs2500 for a range of activities from teeth cleaning to completing the “Dodo trail Mauritius”.
Progress-Based Incentives
Employers offer rewards for taking steps to hit optimal benchmarks for cholesterol, blood pressure and weight. Steps can consist of enrolling in a weight-management program and reaching optimal body mass.
PROS:Employees are financially motivated to improve their health, instead of getting reprimanded for not being perfect, says Paul Terry, CEO of StayWell Health Management, which organizes company wellness programs.
CONS:Gratifying employees for just completing a wellness program doesn't imply that they will really get healthier, and there's a lengthy path to reduce a 'morbidly obese' body mass index of 40 to a healthy under-25.
Outcome-Based Incentives
Companies attach incentives and penalties to health metrics, with workers paying more until they hit standard cholesterol, blood pressure and body mass index levels.
PROS:Experts state this model is successful in making people independently improve their health.
CONS:Critics consider that this model could be inequitable and reduce access to health care. Legally, employers must provide workers who don't achieve objectives an additional way to receive the incentive, for example a doctor's letter or program participation, so experts say employees might never reach the goal.
Targeted Incentives
Companies analyze employees' health-risk, claims and additional information —or have the insurer or an expert company in data analysis, do it—to propose tailored wellness programs and incentives.
PROS:Experts say that tailoring wellness programs according to each employee enhances participation among those who will gain the most.
CONS:Some employees consider personalized interventions are invasive and compromise privacy.
Identifying possible challenges to implement Health & Wellness programs in Mauritius.
Each workplace has its particular array of challenges and possible barriers that can hinder the creation of a workplace wellness initiative. These challenges could appear from all levels of the organization, from employees to superior management.
Examples of organizational challenges:
1.) Employee customs
2.) Relationship between management and employees
3.) Company culture
4.) Worker buy-in
5.) Resources requirements of program
6.) Employee job agenda
7.) Flexibility of working days
8.) Management communication
9.) Staff participation in decision making
Healthcare costs have been steadily rising for the past four decades and present a major challenge in benefits administration. As a result, executing strategies to contain escalating healthcare costs has become a business imperative for today’s companies. Employers in Mauritius have always until now taken a number of steps — downsizing, moving to less expensive plan options, and shifting costs to employees — in an attempt to contain rising healthcare costs. But according to HR/benefits decision makers, these strategies can have a negative impact on employee morale and job satisfaction.
More employers appear to be adopting employee health and wellness programs as a way to promote employee health and rein in healthcare costs.
51due留学教育原创版权郑重声明：原创留学生作业代写范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。主要业务assignment代写、essay代写、paper代写服务。
51due为留学生提供最好的论文代写服务，亲们可以进入主页了解和获取更多assignment代写范文 提供美国作业代写服务，详情可以咨询我们
护理科研中的循证实践研究
Paper代写范文:“护理科研中的循证实践研究”，这篇论文主要描述的是在护理医学领域当中我们会接触到一个专业性的词汇，那就是循证实践，也有人称之为循证医学，循证实践主要讲述的就是针对不同的病人制定不同的实践方式，践行着以人为本的社会医疗保健体系理念，让医护人员能够为病人提供更加优质的医疗保健服务，循证实践所强调的步骤严谨，能够让病患们得到更加专业的治疗服务。
引言——Introduction
The association of American Medical colleges and six other schools of health professions met in the year 2009. They formed what would be a collaboration to encourage meaningful professional education (Schmitt, et al., 2011). They all convened a team of experts from various fields. These were medicine, nursing, pharmacology, public health, dentistry and pharmacy. The main aim for the convention was to develop core competencies for professional collaborative practice. They developed five main competencies which would prepare health professionals to effectively and intentionally work together. This would help form a health care system that is safe, person-centred and community-oriented (Schmitt, et al., 2011). The five collaborative competencies are patient cantered care, Interdisciplinary teams/multidisciplinary teams, Evidenced-based practice, Quality improvement and Information technology. These five competencies form the foundation for health professional to work with patients, families and the community at large.
循证实践——Evidence based practice
Evidence based practice refers to applying the most excellent research evidence in the provision of health care, education services and behaviour for outcome enhancement. Evidence based practice has emerged from the medical field. Health care professionals have conducted numerous researches, and randomized control trials to find an effective way in enhancing medical care (Alspach 2006). This has however, been a challenge since nurses have found it to be a challenge in incorporating the findings into direct practice with patients. The institute of medicine IOM defines evidence based practice as the incorporation of excellent research evidence and clinical proficiency with patient values (Majid et al., 2011). Health care providers around the world are embracing evidence-based practice as a global effort to fabricate quality and accountability in the field of medicine.
Evidence based practices are the skills, strategies and techniques used by health practitioners to interact with their patients. This helps the medical practitioners to provide an effective treatment program that will enable the patient to get good health. Evidence based practice enhances program outcomes in the health sector (Majid et al., 2011). Through this evidence based practice, health practitioners will acquire the required skills and knowledge needed for them to work together to offer the best medical care. EBP also builds on mutual respect, shared values, responsibilities and effective communication between health practitioners and their patients (Majid et al., 2011). Evidence based practice improves team work and provides transformative directions for the improvement of the health care systems across the world.
循证实践与护理专业之间的关系——Relation of EBP to the nursing profession
Evidence based practice provides nurses with ways to use critically appraised, scientifically-proven evidences in the delivery of quality health care for the sick. Through evidence based practice, nurses are able to explore the empirical ways of understanding, appraising and applying data in treating their patients (Alspach, 2006). Evidence based practice helps nurses to understand their patients, which help them to improve their decision-making on how to handle their patients. Evidence based practice provides nurses with a way to address and frame questions that they direct to their patients (Alspach, 2006). This helps the nurses to understand the patients and their principles. The result of this is that the patients would receive the best possible medical care.
Historically, experiences and opinions of health care providers influence how they cared for their patients. Evidence based practice, however, changes this perspective. Decisions on how to treat patients now depends on the evidences gathered through data extracted from prior studies and research. Evidence based practice (EBP) prohibits nurses and other health practitioners making assumptions about their patients without solid evidences (Alspach, 2006). The danger in assuming details about the patients’ health is that this would lead the nurses to offer wrong treatments to patients. Nursing practice based on solid evidence gathered through (EBP) evidence based practice improves patient care (Alspach, 2006). Nurses should refrain from using traditional ways in caring for their patients. It is essential for nurses to conduct thorough research to ensure that the evidence they gather is solid and correct.
For effective implementation of evidence based practice, nurses need to apply plausible evidences to each client situation. They should do this through the use of clinical judgements, searching related evidences, using system resources and considering client values. There are certain abilities that a nurse need to posses in order to carry out effective evidence based practice. These abilities include identification of knowledge gaps, formulation of relevant questions and efficient literature research. Other vital skills needed are application of rules of evidence, appropriate application of literature findings to patients’ problems and capacity to allow the patient take part in the decision making.
A patient needs to know what the nurse decides and should be able to offer his own opinion on the decision (Alspach, 2006). Some barriers may limit nurses from conducting effective evidence based practice. These are not having the authority to amend patient care procedures. Doctors are the only people with the authority to change care procedures. Nurses are busy people and, therefore, may not have the sufficient time to implement new ideas. Other limiting factors are that nurses may lack access to information technology, limited information technology skills and lack of effective information searching skills.
循证实践实例与应用——Example of EBP and application
There are several examples of evidence based practice in nursing, psychology,medicine and other medical practices. They include use of patient centred approaches, such as bio-psychosocial illness model. Patient centred approaches (PCA) have recently gained high pReference from both the patients and medical providers. According to Langendoen (2004), patient centred approach enhances attainment of intended health outcomes in patients and improves efficiency of health care services since it minimises the use of various procedures such as diagnostic assessments and referrals. Empirical research findings show that patient centred approach offers an intuitive form of care, which influences the treatment outcome positively compared to other types that are characterised by lack of empathy, such as model centred care (Langendoen, 2004).
Health care provider recommends patient centred approach for various reasons. First, the health care provider is capable of exploring the reasons of the patient’s visit and the concerns of the client, which enables him or her, get an integrated understanding of the patient’ world. In this case, the health care provider is able to establish the emotional needs and life issues of the patient. This facilitates establishment of a common ground between the patient and the healthcare provider on management of the condition as well as in the identification of the underlying ailment. Patient based approach is also highly recommended because it enhances prevention of ailments in addition to health promotion. It is lays the basis of establishing a continuous patient – nurse relationship, which greatly enhances the attainment treatment objectives, within a realistic timeframe and resources (Langendoen, 2004).
Use of family therapy in treatment of adolescent behavioural problems is another example of evidence based practice. The practice basically has proven to be effective in addressing adolescent behaviours such as character problems, substance abuse and delinquency among others (Hogue & Dauber, 2013). In addressing adolescent behaviour problems, family therapy basically focuses on two critical areas. The first is emphasis on the core family therapy intervention technique to address the adolescent behavioural problem. Some of the techniques include meeting different family members of the affected adolescent in the sessions, establishing a family oriented approach of addressing the problem and the specifying treatment objectives, which are family based. In addition, family therapy seeks to bring in-session change within the family interactions, with an objective of streamlining strained relationships, so as to promote interpersonal interactions, attachment and communication (Hogue & Dauber, 2013).
This approach is based on empirical findings which show that enhancing family interactions, enables the family to develop effective problem solving mechanisms, which in turn enhances parenting behaviours. The second focus of family therapy in addressing adolescent behaviour problems is an ecological orientation that entails active intervention of extra-familial systems that influence the behaviour and conduct of the youth. These systems include the community, school, and peers among other systems, through which the adolescents acquire and show clinical and behavioural problems. Application of family therapy, in addressing adolescent behavioural problems is formulated on empirical research findings which demonstrate profound influence offamilial and extra-familial environment on development of deviant behaviour in children and adolescents (Hogue, & Dauber 2013).
总结——Conclusion
Evidence based practice is a crucial process that medical practitioners such as nurses should undertake. Application of evidence based practice leads to affectivity in treatment of patients. This is because EBP enables medical practitioners to find out what exactly is troubling their patients. This knowledge enables them to come up with a treatment suitable for the patient concerning his or her medical situation. Nurses should embrace the use of evidence based practice in their daily activities. This will enable them to offer the best treatment and care to their patients.
51due留学教育原创版权郑重声明：原创留学生作业代写范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。主要业务包括paper代写、essay代写、assignment代写服务。
51due为留学生提供最好的论文代写服务，亲们可以进入主页了解和获取更多paper代写范文 提供最专业的美国作业代写，详情可以咨询我们
