Tuberculosis As A Lethal Disease - 1388 Words

Tuberculosis, also known as â€Å"consumption† was a lethal disease that started spreading rapidly from family to family in parts of New England in the 18th and 19th centuries. However, not much was known about the disease in those times, leading people to start to suspect that vampires were the cause of the deaths. In an effort to protect their families and community, some people resorted to old-folk remedies, rooted from Europe. They exhumed the bodies of deceased relatives who died of consumption and checked to see if they had â€Å"fresh,† circulating, liquid blood in their hearts, which would indicate that the deceased had become a vampire. They believed that one of the relatives was not completely dead and was â€Å"draining† the life of his living relatives by stealing their blood and essentially placing it in his own corpse’s heart. In order to stop further spread of the disease, once it is discovered which of the deceased had become a vampire, the corpse’s vital organs such as his heart and lungs are removed and burned to ashes. Burning the heart to ashes fastens the drying of the fresh, liquid blood, which kills the vampire for good in the process. Additionally, many believed that consuming the vampire’s burned ashes acts as a cure for the living relatives that are infected with consumption (Bell 124-140). Dracula, written by Bram Stoker in the end of the 19th century, is known by many as the most influential vampire novel to ever be written. Dracula introduces the vampire CountShow MoreRelatedEssay On Tuberculosis831 Words   |  4 Pagesmoieties for the treatment of tuberculosis and still running to enlighten more possible ways to withstand and draw a full stop to the condition, the standard reports of tuberculosis enlisting cases are still on the increment side rather to declining state. 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Homelessness is a result of, social, economic, and individual forces, other factors that can also contributeRead MoreAntimicrobial Resistance Towards Antimicrobial Drugs905 Words   |  4 Pagesthere has been an increase of antimicrobial resistance towards antimicrobial drugs, because the use of antibiotics has increased and microbes are exposed to non-lethal dosages of drugs, thus allowing the microbes to evolve a resistance. †¢ Introduction o Attention Getter ï‚ § Imagine 20 years from now when your child is sick with tuberculosis, but there is no antibiotic to treat this deadly infection. Would you want to be the parent that is told by your child’s doctor that there is no treatment for theRead More Understanding Malaria Essay735 Words   |  3 Pagesspread and characteristics of various infectious diseases. Though it makes sense not to possibly induce a state of panic by informing individuals of illnesses that are not native to the area they live in and that they are not likely to contract, I have always liked to remain informed out of my own curiosity and interest. Thus, I have decided to write about malaria. Malaria kills more people than any communicable disease except for tuberculosis. It is caused by four species of parasitic protozoaRead MoreTreatment of Human Immunodeficiency Virus (HIV) Essay1113 Words   |  5 Pagesbirth processor during breastfeeding.† There is no cure for HIV or AIDS but over time different types of medications have been developed that slows down the advancement of the disease. AIDS is a lethal disease that is caused by HIV. HIV destroys the immune system and causes the body to not be able to fight off any diseases. HIV goes through several different movements before it leads to AIDs. The first step is the serioconversion illness. This symptoms of this illness is very similar to the flu

The Effects Of Oral Contraception On Women s Life

Issue: Approximately five years of a woman’s life is spent trying to become pregnant, being pregnant and postpartum, and thirty years is spent attempting to prevent pregnancy (Wahlin, Grindlay, Grossman, 2014). â€Å"90% of women use contraception at some point in their lives† (Wahlin et al., 2014). But still, over half of all pregnancies (55%) in Arkansas are unintended. 72.3% of these unintended births are publically funded. These unintended pregnancies cost $328.7 million a year; of this the federal government pays $266.8 million and Arkansas pays $61.9 million (Guttmacher Institute, 2016c). Summary: Oral contraceptives are accessible over the counter or from a pharmacist in over 100 countries, but at this time only two states in the United States, California and Oregon, have a law that permits women to obtain birth control from either of these sources (Wahlin et al., 2014). However, since August of 2013 the United States has allowed unrestricted access to emergency contraceptives such as, Plan B One-Step Emergency Contraceptive Levonorgestrel Tablet (Cleland, Raymond, Westley, Trussell, 2014). This contraceptive is marketed as â€Å"available over-the-counter for accessibility, convenience and peace of mind† (Walmart, n.d.). Women under the age of 18 are able to obtain a vaginal ring, hormonal birth control shots, pills, and patches from pharmacists in California and in Oregon if the pharmacist works directly with a physician (Breitenbach, 2016). Therefore, these laws replaceShow MoreRelatedSignificant Health Care Event1225 Words   |  5 Pagestechnology have always been joined at the hip. The evolution of health care services in the United States (U. S.) undoubtedly has been shaped at least in part by advancements in scientific research and knowledge, and technological innovation (Shi amp; Singh, 2012). 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These problems canRead More The Pill Essay2849 Words   |  12 PagesMissing Works Cited Should women alone bear the burden of contraception and its side effects  ­ including its failure  ­ while men enjoy the pleasures of sexual freedom and fatherhood? Must the word wait for the perfect male contraceptive to be created by researchers and manufacturers while women continue to experience actual and potential side effects? Can the world afford to wait while unwanted pregnancy and abortion abound in this country and populations continue to soar in developing landsRead MoreBirth Control Essay1886 Words   |  8 PagesThroughout this paper I will be talking about birth control and the deep history that has followed birth control throughout the years. There have been many ups and downs as birth control made its debut on the market. Birth control, also known as contraception is a specific device or method that is used to lessen and prevent the chance of pregnancy. People often refer to it as contraceptive because that is the role of the many birth control methods and what they are suppose to do; they work to preventRead MoreHistorical Perspective Of The Services Provided And The Funding Or Lack Thereof1362 Words   |  6 Pagesthe organization. She knew the effects firsthand of what women went through when dealing with an unwanted pregnancy. Her mother birth eighteen children and out of the eighteen, eleven survived. As a result of having so many children, her mother passed away at the age of forty. Also, she worked as a nurse with immigrant families and witnessed the death of women dying from unwanted pregnancies and illegal abortion. This matter at hand, prompt Sanger to dedicate her life fighting for women’s rights, andRead MoreA Comparative Analysis of the Activism and Views of Women Held by Eleanor Roosevelt in the 1930s and Hillary Clinton1848 Words   |  7 PagesSimilarities and differences between the activism and views of women held by Eleanor Roosevelt in the 1930s and Hillary Clinton Since Hillary Clinton clinched the position of the First Lady, various attempts have been made to compare her activism and views of women with those of Eleanor Roosevelt. Up to the late 1990s, Eleanor Roosevelt was far much popular than Hillary Clinton. This is because he was married to a disabled husband. To this effect, Eleanor Roosevelt had to work as his Vice President. SheRead MoreBirth Control : An Effective Means Of Preventing Pregnancy1754 Words   |  8 Pagescontroversial topic in today’s society. Although some forms of birth control have been around for thousands of years, those that are most familiar to us have been practiced since the late 1950’s. People’s views and beliefs on birth control have changed dramatically. According to the Birth control pill facts sheet, â€Å"About five women out of the one hundred using this method for one year will get pregnant† (2014, p. 4). This illustrates that although birth control is an effective means of preventing pregnancy, itRead MoreBirth Control And Sexual Relationships1833 Words   |  8 Pagesintimacy. When it comes to topics of sex and relationships with intimate partners, many ideas of what is right and wrong arise. Birth control is a controversial concept in which individuals in sexual relationships deal with on a daily basis. A person s religious and moral values will lead them to view some of the alternatives of birth control as being unacceptable. 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One big contributor to this issue is online pornography;Read Moreâ€Å"The Statements Of What Extent To Which They Agree Or Disagree1650 Words   |  7 Pagesâ€Å"The statements of what extent to which they agree or disagree where abortion should be left up strictly to the individual, abortion should be treated legally as a form of murder, the health of the mother is more important than the life of an unborn child, abortion should be legalized as simply another type of birth control, abortion should be legalized so that it could be obtained with proper medical attention, abortion should be forbidden because it damages the mental health of those who obtain

First day of high school free essay sample

My first day of high school was at Riverside secondary and it was a breeze I assume kids would be anxious on the first day of high school. There are bigger kids it’s a new school new teachers that sort of thing. This didnt bother me though I had a good set of my middle school buddies and the best part was that I lived 3 minutes away so I could sleep in. My day started with me waking up energized without an annoying alarm clock buzzing in my ear. After a filling breakfast my buddy Ryan was at my door waiting to head out. He was transferring from my old school and this was like icing on the cake I didn’t get to see him as much. Since we were going to different schools, but now that had all changed. When we got to school it was pretty hectic the front lobby was full with boards carrying our schedules and kids cramming between each other trying to find theirs. We will write a custom essay sample on First day of high school or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page So I went off with Ryan to look for some of my friends until it calmed down. Once we meet up with my friends and I introduced Ryan to them we got our schedules, and headed to our classes. Ryan had a class with one of my good friend, but unfortunately for me I didn’t have classes with any of my close friends. This didn’t bother me though you win some you lose some and my day was looking pretty good so far. Everything was going well. I got through first, second period, which was pretty boring the teachers just talked about the class outline, and what they expected from us but I did see some familiar faces. Then I met up with my friends for lunch and we had a good laugh and boastfully reported on which cute girls we had in our classes. The bell rang we headed to third period which blew by, and then came fourth. I don’t know why but fourth period has always felt the longest to me maybe because it was the last class of the day. Once the bell rang freeing me from boredom, I count up with my friends we hanged out for a bit before heading home. Ryan stayed at my place until he got picked up and we talked about school. My first day of high school was a breeze.

Managing Cultural Diversity A Case Analysis of Hilton Hotels Corporation

Introduction The issue of cultural diversity is increasingly attracting broad attention from academics and industry, not only in the United States but also globally.Advertising We will write a custom report sample on Managing Cultural Diversity: A Case Analysis of Hilton Hotels Corporation specifically for you for only $16.05 $11/page Learn More Current globalization trends coupled with international labor migration has meant that societies, nations and organizations are becoming increasingly cross cultural (Richardson 2005), thus the need for stakeholders to adopt and harness strategic initiatives to leverage diversity as well as enhance performance and effectiveness (Ying-Chang et al 2011). The hospitality industry, in particular, is at the core of recent developments in globalization and labor migration as can be witnessed by the increasing mobility of the workforce and attempts within the industry to expand business operations to international fronti ers (Pinilla 2002). Hence, the importance of developing strategies to manage cultural diversity becomes a central guiding pillar for the industry. Aim Structure Assuming a case study approach, the present paper aims to address how Hilton Hotels Corp employs strategic initiatives in recruitment and training of multi-cultural workforce with the view to gain competitive efficiencies and enhance organizational effectiveness through managing cultural diversity. The paper begins by briefly explaining the various facets of cultural diversity and how they apply to the hospitality industry, followed by a brief overview of why organizations need to manage cultural diversity and if such management can translate to competitive advantage. The main focus of the paper, however, will be to critically analyze how the Hilton Hotels Corp uses the recruitment process and training initiatives as strategies to manage cultural diversity and hence gain competitive advantage. The paper will conclude by pro viding some recommendations that can be used by industry players to enhance competitiveness through leveraging diversity. Cultural Diversity At the most basic level, cultural diversity â€Å"†¦reflects the characteristics that make one individual culturally different from another†¦The difference encompass patterns of lifestyle, values, beliefs, ideals and practices, race, ethnicity, national origin, language and religion† (Richardson 2005, p. 24).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In organizational context, cultural diversity encompasses all groups of people at all echelons of the organization, and requires that employees are empowered with the capacity to pursue their career aspirations without being unnecessarily inhibited by the aforementioned variables, which are largely considered as irrelevant to individual performance (Kautish 2012). Cultural Diversity at Hilton Hotels Corp Before going to the basics of how Hilton manages cultural diversity, it is imperative to note that international workers are a mounting category of employees in the hospitality industry, primarily due to globalization, market expansion, high employee turnover and skills shortages (Devine et al 2007). Owing to these factors, culturally diverse workers form an invaluable new source of labor for the hospitality industry, as long as they are adequately integrated into the industry and properly managed. This prerogative, in my view, elucidates the importance of cultural diversity management within the hospitality industry. With more than 540 hotels and resorts in over 78 countries across six contnents (Hilton Hotels Resorts 2012), the Hilton Hotels Corp is undoubtedly one of the leading hospitality organizations in the world. The hospitality chain has its roots in the United States, but it has effectively used the concept of franchising to expand to all corners of the world, including popular locations such as New York, London, Paris, Beijing, Toronto and Sao Paulo, among others (Ying-Chang et al, 2011). The noted expansion implies that Hilton operates in culturally diverse geographical contexts and employs increasingly culturally diverse workforce to manage its operations and serve customers worldwide. The analysis section of this paper will focus attention on how this hotel chain uses manages cultural diversity through recruitment processes and training initiatives to enhance competitive efficiencies. The Need to Manage Cultural Diversity Pinilla (2002) argues that â€Å"†¦the new labor and economic contexts have led the hospitality industry to face an increasingly culturally diverse workforce† (p. 26). Such cultural variations, if not properly managed, can destroy the harmonious functioning of global hospitality organizations and also render labor and employment practices in these firms sub-optimal (Stevens Ogunji 2011).Adver tising We will write a custom report sample on Managing Cultural Diversity: A Case Analysis of Hilton Hotels Corporation specifically for you for only $16.05 $11/page Learn More More importantly, research has found that a diverse workforce, if properly managed, provides organization with an expanded pool of talent and experience which not only drives innovation and change but ultimately leads to competitive advantages (Adu-Febiri 2006; Cox Blake 1991). Consequently, there exists compelling evidence that managing cultural diversity in contemporary firms is one of the most important components of organizational success. Advantages Disadvantages of Managing Cultural Diversity Among the advantages, a stream of emerging literature demonstrates that hospitality organizations that have adopted cultural diversity management as part of the business strategy are more successful and are able to attain competitive advantage over others, particularly in terms of e mployee empowerment, creation of a corporate culture that is respectful and inclusive, and facilitating employees to employ their unique knowledge to expand the organization’s knowledge base (Cox Blake 1991; Richardson 2005). Conversely, according to these authors, organizational effectiveness is put in jeopardy if managers are incapable of managing cultural diversity, more so in limiting the organizations’ capacity to embrace the innovation that is extremely fundamental for developing and maintaining sustainable competitive efficiencies. Extending on these studies, Stevens and Ogunji (2011) argue that managing cultural diversity assists hospitality organizations to penetrate broader competitive arena and compete in diverse markets, not mentioning that it makes it possible for these organizations to promote flexibility and rapid response to organizational change. Additionally, effective management of cultural diversity prevents workplace discrimination and prejudice, enabling employees to make full use of their skills and capabilities for optimal output (Roper Brookes 1997). Lastly, effective management of cultural diversity enhances the organization’s ability to respond to cultural preferences in local markets, improves decision making processes through wider choice of perspectives and more thorough analysis, and enhances organizational flexibility to adequately respond to multiple demands and shifting business environments (Richardson 2005; Kautish 2012).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Among the disadvantages, cultural diversity is known to cause communication difficulties (Shen et al 2009), increases ambiguity, complexity and confusion (Adu-Febiri, 2006), limits management’s choice in decision making, affects technology transfer and management ideology and value system, and triggers over generalization of organizational policies, strategies, practices and procedures (Kautish 2012). Analysis Discussion This section analyze and discuss how Hilton Hotels Corp, based in the United States but running hospitality subsidiaries across six continents, employs strategic initiatives in recruitment and training to manage its workforce with the view to gain competitive efficiencies and enhance organizational effectiveness. Recruitment The main objective â€Å"†¦of effective recruiting is to attract strong candidates who are prepared both to meet the agency’s strategic goals and priorities and to work in the agency’s environment† (Building and Maintaining 2000, para. 16). Hilton Hotels Corp (thereafter referred to as Hilton) has realized that broadening its employee base and enlisting a diverse workforce not only expands the organization’s pool of talent, innovativeness, experience, and insight, but also provides it with the requisite inputs to excel in the international business environment (Wise, 2011). Consequently, the organization has developed recruitment policies and processes that guarantee representation of minority groups and individuals with unique talents across diverse cultures. In its franchising policy, Hilton has embedded a recruitment strategy that avails an opportunity for locals to manage and work its numerous franchises, provided they operate within the guidelines set by the organizations and business strategy (Ying-Chang, 2011). As such, local managers and employees are better placed to fulfill the demands and expectations of customers, providing the organization with a competitive edge over o ther industry players. Such a recruitment policy, according to Ma Allen (2009), enables the organization to reduce costs associated with recruiting expatriates to run local hotel franchises, and also enhances the organization’s capacity to recruit employees of diverse national backgrounds and host country elites. Hilton’s recruitment policies are totally cultural sensitive, implying that candidates are recruited based on their qualifications regardless not only on their age and gender, but also on their religious orientation, ethic origin and nationality (Ying-Chang et al 2011). The organization takes cognizance of the fact that as multiculturalism of workforce increases and global demand for cultural-specific services from consumers intensifies, the development and implementation of culturally sensitive recruitment techniques becomes more than ever valuable and important for players in the hotel and hospitality sector. By recognizing that cultural differences exist b etween the recruiter and potential candidates, particularly where such recruitment is done on ethnic minority groups, it is important for management to undertake consultative and participative recruitment process in line with Holfstede’s small power distance attribute of his cultural dimensions (Holfstede et al 2010). Additionally, as is the norm in Hilton’s recruitment policies, managers recruiting from diverse backgrounds should be encouraged to use variable management and organizational behavior techniques which harmonize the varying needs of culturally diverse candidates to prevent any form of discrimination and to ensure that they are able to identify talent regardless of the individual’s cultural background (Seymen 2006; Ma Allen, 2009). This implies that authority and decision-making in recruitment process must be decentralized to local subsidiaries in line with one of Holfstede’s small power distance attributes in his cultural dimensions (Holfste de et al 2010). At Hilton, recruitment is not done from the head office; rather authority to recruit key staff to run international subsidiaries is decentralized to the local managers in a bid to achieve competitive efficiencies through the recruitment of local members of staff, who are undeniably well versed with local business trends and practices (Ying-Chang et al 2011). Such a recruitment initiative facilitates the selected workers to not only respond effectively to cultural preferences in local markets but also bring into the organization high levels of creativity and innovation through diversity of perspectives and less emphasis on centralized rules (Seymen, 2006). Training Training forms one of the foremost strategies that organizations use to assist employees to increase awareness and sensitivities to culturally diverse groups with the view to enhance organizational competitiveness and success (Seymen 2006; Adu-Febiri, 2006). To borrow from the power-distance dimension of Ho lfstede’s cultural dimension, minority workers may have the perception that they are less powerful and, as such, expect organizational power and authority to be distributed unequally within the organizational context (Holfstede et al 2010). However, a strand of existing literature demonstrates that training initiatives have been successful in empowering minority employees to give their best without regard to existing cultural differences (Devine et al 2007) , hence contributing to competitive advantage. The Hilton Hotels Corp engages in bi-annual training of employees to recognize cultural differences among the workforce and to utilize them to generate advantages for the hospitality organization. In these forums, the management is involved in training employees to respect ethnic, racial, religious, gender and age differences, along with their contractual, training and employing practices (Groschl, 2011). This form of training has been instrumental in lowering employee turnove r and increasing productivity in the hospitality industry (Pinilla 2002). Formal training in cultural diversity issues has also enhanced organizational flexibility by empowering culturally diverse employees to respond effectively to multiple demands and shifting work environments that are characteristic of the hospitality industry (Richardson 2005). Apart from the bi-annual training sessions for employees, the management of different Hilton franchises publishes and disseminates booklets and brochures intended to form the basis of employee behavior during interactions within a multicultural context. Rules of engagement as well standards of etiquette are well espoused in these mediums of communication to enable the workers deal with variant situations as they arise in the work environment, leading to better cooperation and collaboration among culturally-diverse employees as well as superior customer satisfaction (The Hilton Family, n.d.). In addition, the hospitality organization trai ns foreign employees on the use of a second language, which may be the official language used by locals. Such training, according to Ma Allen (2009, facilitates faster integration between management expatriates and local members of staff, leading to achievement of competitive efficiencies. Conclusion Recommendations This paper has sufficiently demonstrated how Hilton Hotels Corp has been able to employ recruitment and training strategies to manage cultural diversity. Many organizations within the hospitality industry are increasingly becoming multicultural due to globalization trends and international migration of labor, hence the need for hospitality organizations to engage such strategies to achieve competitive advantage and effectiveness. However, it is recommended that the management of Hilton engage local stakeholders in creating an environment of inclusion and values differences, and in assigning adequate recruitment and training resources to existing diversity programs. Add itionally, it is imperative for the hospitality organization to make employees an integral component of its efforts to plan and implement cultural diversity initiatives. Reference List Adu-Febiri, F 2006, ‘The destiny of cultural diversity in a globalized world’, Review of Human Factor Studies, vol. 12 no. 1, pp. 30-64. Building and maintaining a diverse workforce 2000, Retrieved from https://www.opm.gov/ Cox, T.H Blake, S 1991, ‘Managing cultural diversity: Implications for organizational competitiveness’, Academy of Management Executive, vol. 5 no. 3, pp. 45-56. Devine, F, Baum, T, Hearns, N Devine, A 2007, ‘Cultural diversity in hospitality work: The Northern Ireland experience’, International Journal of Human Resource Management, vol. 18 no. 2, pp. 333-349. Hilton Hotels Resorts 2012, Retrieved from https://www3.hilton.com/en/about/index.html Holfstede, G, Holfstede, G.J Minkov, M 2010, Cultures and organizations: Software of the mind, 3rd ed, Mc-Graw Hill, London. Jin-Zhao, W Jing, W 2009, ‘Issues, challenges, and trends facing hospitality industry’, Management Science Engineering, vol. 3 no. 4, pp. 53-58. Kautish, P.V 2012, ‘Paradigm of workforce diversity and human resource management’, The Indian Journal of Management, vol. 5 no. 1, pp. 37-41. Ma, R Allen, D.G 2009, ‘Recruiting across cultures: A value-based model of recruitment’, Human Resource Management Review, vol. 19 no. 4, pp. 334-346. Pinilla, G.H 2002, Are the selection methods used by the hospitality industry culturally sensitive. Web. Richardson, P 2005, ‘Managing cultural diversity for competitive advantage’, Engineering Management, vol. 15 no. 2, pp. 24-27. Roper, A Brookes, M 1997, ‘The multicultural management of international hotel groups’, International Journal of Hospitality Management, vol. 16 no. 2, pp. 147-159. Seymen, O.A 2006, ‘The cultural diversity phenomenon in organizations and different approaches for effective cultural diversity management: A literally review’, Cross Cultural Communication: An International Journal, vol. 13 no. 4, pp. 296-315. Shen, J, Chanda, A., D’Nello, B Monga, M 2009, ‘Managing diversity through human resource management: An international perspective and conceptual framework’, The International Journal of Human Resource Management, vol. 20 no. 2, pp. 235-251. Stevens, R.H Ogunji, E 2011, ‘Preparing business students for multi-cultural work environment of the future: A teaching agenda, ‘International Journal of Management, vol. 28 no. 2, pp. 528-544. The Hilton Family n.d., Where diversity works, Web. Wise, M.Z 2011, Reinventing the Hilton Hotel, Retrieved from https://www.travelandleisure.com/articles/reinventing-the-hilton-hotel Ying-Chang, C, Cheng, W.W Chien, C.Y 2011, ‘A case study on business performance management of Hilton Hotels Corp’, International Bus iness Research, vol. 4 no. 2, pp. 213-218. This report on Managing Cultural Diversity: A Case Analysis of Hilton Hotels Corporation was written and submitted by user Fiona Knowles to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.