Ethnic Conflicts Iran Ethnic Conflict - 1601 Words

Iran Ethnic Conflicts 1 Iran Ethnic Conflicts Ehsan Rahmanian Professor Tariq Amin-Khan Nov 27 2015 Iran Ethnic Conflicts 2 Persians are Iran s biggest ethnic group, however almost twelve different ethnicities represent well over 33% of the seventy nine million population. The biggest ethnic groups, which are main considerations for Iranian governmental issues are Azeris, Turkish, Kurds, Arabs, Baluchis, Armenians, Lors, and Turkomen. Other smaller ethnic groups are Qashqai, Mazandarani, Talysh and Gilaki. They hold many of the seats in the current parliament. Ethnic minorities are a delicate political issue, which is one reason precise numbers in legislative issues and the military are not effortlessly†¦show more content†¦A quarter to a third of the population of Tehran comprises of migrants of Azerbaijani inception and their first or second era relatives. The Azerbaijani minority s impression of the central government in Tehran and of Persians as the dominant ethnic group in Iran are straightforwardly identified with their own verifiable experience of conjunction with the Persians. Phonetic an d religious affiliations and their advancement inside of the Iranian setting assume an especially essential part here. The Azerbaijanis of Iran speak a Turkic dialect which is a piece of the Oghuz dialect group. Apart from a rather large number of lexical borrowings from Persian and Arabic, their dialect is indistinguishable to the dialect of the supposed Northern (Soviet or Caucasian) Azerbaijanis. It is similar to the dialect spoken in Turkey. The two dialects Azerbaijani and Anatolian Turkish are commonly intelligible. The dialects are normally spoken among Azerbaijanis occupying northwestern Iran, however Azerbaijani Turkish is banned at all levels in the country-inconsistent with Iran s constitution. The boycott occurs in all levels of the educational system and applies to direction in the Turkish dialect, as well as to teaching that dialect as a subject. Consequently, for instance, at the University of Tabriz, where seven different dialects are taught, the local dialect of the larger part of understudies may not be taught (Aweworthy, 2008). Most of Azerbaijanis,Show MoreRelatedThe Dual Legacies Of Discrimination Against Ethnic Minorities And The Country s Uneven Economic Development1301 Words   |  6 Pagesmovement. The dual legacies of discrimination against ethnic minorities and the country’s uneven economic development have created strong support in non-Persian areas for political reform. During recent presidential elections, the non-Persian electorate tilted heavily toward the reformist wing. Support for democratic political change among Iran’s ethnic minorities is likely to persist so long as the country’s periphery remains an economic backwater. Although the Iranian economy has been growing,Read MoreThe Conflict Of The Independent Republic Of Azerbaijan1471 Words   |  6 Pagescenturies-long loyalty to the Iranian state and territorial integrity, Azeris are also likely to work within the current political system to address their grievances. Although the emergence of the independent Republi c of Azerbaijan has been a source of Azeri ethnic pride, it has not generated popular support from the Iranian Azeri community to join Azerbaijan. While many Azeris admit to maintaining cultural bonds with their brethren in the Republic of Azerbaijan, such ties do not translate into aspirations toRead MoreIran As A Case Of Iran1332 Words   |  6 PagesIran as a case Iran is a controversial country that has complicated issues with the international community regarding its own nuclear program. Obviously, Iran is an Islamic country that has strict rules, and low level of freedom. In terms of religion, unlike the Arab countries who mostly follow the Sunni branch, most of the population in Iran are following the Shia branch which is a branch of Islam. Religion to Iranian people and perhaps most of the Arab countries is a really sensitive topicRead MoreIran-Iraq War Essay1610 Words   |  7 PagesIran-Iraq War The eight year Iran-Iraq War was, by the standards of international conflicts, a very long one. It lasted longer than both World War I and World War II. In this conflict, the two most powerful states in the Persian Gulf, Iran and Iraq, who were the world’s largest producers of petroleum, were locked in mortal combat and appeared intent on destroying each other. The war began when Iraq invaded Iran, simultaneously launching an invasion by air and land into Iranian territory on SeptemberRead MoreThe Iran Iraq War1566 Words   |  7 PagesThe Iran-Iraq lasted from September 1980 to August 1998, which made it the longest conventional war of the 20th century. The consequence of the war cost billions of dollars and millions of lives. The result of the war, although stalemate would be a critical factor that would shape the future of the Middle East. The historical deep-rooted hostile relationship that emanated from the ethnic Arab-Persian and religious Sunni- Shi’ite tensions between the two neighbouring countries contributed to the conditionsRead MoreAnalysis Of Albert Camus The Plague Essay1395 Words   |  6 Pagesthan ever, this quote is relevant in the context of Afghanistan, a country in the crossroads between South and Central Asia, country mired in conflict of varying intensity since 1979. In the history of Afghanistan, a state, in order to be deemed as legitimate, had to satisfy three preconditions. Firstly, it had to be a broker between clans, tribes and ethnic groups. Secondly it had to deliver basic security and ensure secure access to public services and infrastructure. Lastly, it had to embody theRead MoreThe Sunni Shia And Arab Israeli Conflict1028 Words   |  5 PagesLeslie Orozco Professor Petrovic International Conflict 17 May 2016 The Sunni-Shia and Arab-Israeli Conflict Throughout the course, various religious and ethnic violent conflicts have been discussed. Two of the most important and most present in current times is the Sunni-Shia and the Arab-Israeli conflicts. Although both conflicts are still very relevant today, the structural and triggering conditions that contributed to the conflict began many years ago and since then have escalated to the pointRead MoreThe World Has Advanced Over The Centuries. To Ensure Progression1749 Words   |  7 Pagesgrowth, society must embrace organizations which support improving the quality of human life. The United Nations is one such organization that has ensured the well-being of the human race by collaborating internationally on how to tactically approach conflicts. From combating terrorism to eradicating smallpox, the United Nations has resolved numerous foreign issues and international crises. The creation of the United Nations continues to be critical because the organization is a fundamental necessit y forRead MoreWestern Culture And Policies That Have Shaped The Modern World1523 Words   |  7 Pagesinvented to serve Western imperialism. These conflicts come about from two key factors, the dimension of ethnic identity and the dimension of cultural/religious identity. Ethnic identity can be defined as a group of people conceiving themselves as a race, community or society. Generally, ethnicity is based on a vertical emotional border. This emotional boundary can create a barrier against co-existence and give rise to potential conflict with other ethnic groups all the time. This general definitionRead MoreEssay on Turkeys Internal Conflict and the Kurdish Minority995 Words   |  4 PagesTurkeys Internal Conflict and the Kurdish Minority Turkeys key internal conflict centers on the role of its large Kurdish minority, ethnically and linguistically distinct, in a state that constitutionally consists of Turks. This issue has been with Turkey almost since the foundation of the Turkish State in 1923. The Kurds were promised the creation of an independent state as part of the treaty of Sevres in 1920 but this part of the treaty was never ratified and Turkey has refused to recognize

A Mockingbird, By Harper Lee - 5251 Words

Zwierschke 1 Alicia Zwierschke Mrs. Reade ENG2D4 19 May 2015 Man’s Inhumanity to Man in â€Å"To Kill a Mockingbird† A mockingbird is a harmless bird that makes the world a more pleasant place. In â€Å"To Kill a Mockingbird†, by Harper Lee, the mockingbird symbolizes Boo Radley and Tom Robinson/ They were both more than peaceful people who never did harm, until a man’s inhumanity hurt them or ruined their life. This novel exposes the inhumanity through various scenario’s throughout the telling of Scout’s story. Lee’s prize-winning novel has remained quite popular since its publication in 1960. Recalling her experiences as a six year old girl from an adult perspective, Jean Louise Finch, nicknamed â€Å"Scout†, describes the circumstances involving her†¦show more content†¦Ã¢â‚¬Å"To Kill a Mockingbird† examines the very central theme of man’s inhumanity to man. The many types of inhumanity, whether it is intentional or not, is seen throughout the novel in its many fo rms. It is shown through the ignorance and prejudice of the people in the small town of Maycomb, Alabama. Most examples of inhumanity found in the novel are not as innocent as Scout and Jem’s actions. It is evident that racism of all kinds affects the everyday lives of many people. Although this novel may be fictional, the conflicts are as real and valid in the world of Scout and Jem Finch as they are in reality today. The reader witnesses Bob Ewell’s inhumanity towards his daughter, and pretty much everyone he comes in contact with, the inhumanity shown by the Radley’s as well as the other Maycomb citizens towards Boo Radley and lastly, the inhumanity shown by the white people in Maycomb towards the Blacks. In â€Å"To Kill a Mockingbird†, there are many examples of Bob Ewell being inhumane, as well as imprudent. Bob is the current head of the family that has been the â€Å"disgrace of Maycomb for three generations.† (Lee 30) Considered human tra sh by the Maycomb community, the Ewell s live in a shack of a cabin, out by the county dump. Bob Ewell has no ambition to improve his life or the lives of his eight motherless children. Instead, he spends his welfare cheques on whiskey, and the local landowners disregard his out of season hunting activities out of pity for his

Effects of an Aging Workforce free essay sample

The Effects of an Aging Workforce in Corporate America Recommendations and Possible Solutions for these Growing Issues Prepared For Professor Melanie Brooks Prepared by Boston, MA 02118 June 18, 2012 Executive Summary: Our company is facing many challenges in today’s market. The economy is remains slow resulting in unplanned stagnation within the workforce. The current middle and executive management body is aging while the lack of succession planning is non-existant.The inability of younger generations of employees to move up the corporate ladder has huge implications for business, society and long term earning potentials for many generations of workers. The attitude of baby boomers of â€Å"working forever† and not allowing the next generation to move up has resulted in a stagnant career ladder. Many high potential employees have expressed frustration with the lack of opportunity, growth, and preparation. Our research has demonstrated the causes of this problem and it provides recommendations to resolve the issues. Our information is based on intensive research of various sources and each topic has been carefully analyzed for relevancy and usefulness. The results obtained from the sources have been used to create a list of suggestions or recommendations that will be used to implement programs to attract and retain key talent. Our team has been able to identify that each generation has attributes to offer and an age diversified workforce is appropriate for the growth and success of the company.We found in our research that employer sponsored benefits can heavily influence employee retention and productivity. The right programs can be used to attract new talent into our company. Our research explains the differences in generations (Baby Boomers, Generation X, and Generation Y) in eight key areas. How does each generation define Ethic? What is each generation’s definition of work? What each generation considers leadership to be? What are the key motivators and rewards that are important for each generation?What is each generation’s idea of work life balance? How does each generation view technology? By exploring these key areas we were able to design a program that will work for our company to retain, prepare, and attract talent Building a succession plan that allows our company to retain and prepare young talent or hi-po employees is critical for our long term success. Hi-po employees are high potential; high performing employees based on annual management reviews.Below we have submitted a brief summary of our recommendations to this problem: Identify a group of highly qualified employees that meet the criteria of high potential, high performa nce. Build a program titled MaSuP (Managerial Succession Plan) which allows the employees to build a portfolio of experience that allows the employee to progress to a senior management role. The employee will spend 3 years in the MaSuP program rotating through the key functional areas of the company. To assist with the MaSuP candidate’s career an executive mentor will be assigned. The employee and mentor will be required to meet face to face once a month for an hour. Weekly ? hour conversations will be required to ensure the mentor is in tune with the challenges the employee faces. Ultimately, the executive mentor works closely with the MaSuP administrators to ensure the growth, and success of the MaSuP candidate. The second part of our recommendation addresses the communication within our company. We offer a solution to involve all employees in the company culture by providing them with tools to show possibilities and opportunities that exist in our company.The third part of our solution engages the employees in experiences that are similar to their own. Our research shows that employees want to be part of something special and involved them in realistic challenges were they could make a difference. We will provide the employee a platform for long term growth by providing them with the power of today’s social media. The portals will be company specific and monitored for compliance, but open to promote the exchange of ideas, experience, and opportunities. IntroductionIn today’s work place age and generational diversity are more significant than ever, it is common to have all four generations working together (elders, boomers, generation x and generation y). People are the primary resource of success in any corporation and in today’s workforce is critical to retain and attract the diversity of these talents. This paper intends to provide recommendations for the problem created by a stagnated growth cycle. We will focus greatly in rewards and strategies to attract and retain highly competitive and motivated multigenerational workforce.New talent needs to be attractive not only in terms of rewards but also in terms of stimulation and future. Companies need to consider the external viewpoints to measure the reach and potential of their employees and recruiting program. While many employees are compensated fairly based on their experience what attracts them the most to new career opportunities are things like company’s market position, financial health, modern structure and locations. Body: It seems that rising life expectancy has caused a problem in the corporate world.The definition and standards of work have changed as an aging workforce is refusing to retire and have created a long-stagnant of the corporate ladder. If the elder and baby boomers do not retire, generation x and y possibilities are limited in the corporate world. This is very serious problem as companies are running the risk of losing generation x and y to somebody else. Retaining these ready for action workers will not be easy, not while the elders and baby boomers are still around for a few more years as many baby boomers wants to stay put and a re comfortable in their positions. Unless alternatives are created for them i. e. staying as consultants or as on a need basis, they will not pass the reigns and provide further opportunity of growth to other generations. In order to understand what drives these generations is important to understand the needs of each generation. Baby Boomers: Are born between 1945-1965, defined themselves thru work, are workaholics that measure success by the hours worked, company loyalty is a standard for this generation, security comes from promotions and seniority, status symbols are important and hard work is their reward.Generation X: Born between 1966-1979, are recognized as the independent generations, are okay with diversity, quality of life is important to them, they work to live and try to achieve a life and work balance, their security comes from being employ, starting to take over the management careers but baby boomers are not retiring quick enough for them, do not want to sacrifice their personal life for the organizati on Generation Y:Born between 1980 to 2000+, are very technology dependent, used to working at a very young age, income and social status are big part of their lives, need to have career that identify with their own values, does not place a big emphasis on loyalty or traditional work schedule, have a more group and community focus. Different attributes of the generations:Each generation has its own set of values regarding leadership expectation, development and work environment below is a small description of the knowledge that every group could bring to corporate America based on information provided by Arthur Maxwell a consulting expert in the generational diversity field: Recommendations Ways of retaining talents: Human resources (HR) response to challenges includes everything from recruiting, training, retention and succession planning. The impact of a stagnated workforce on an organization could be measured in areas such as decrease in productivity, lower customer satisfaction, retention and quality deficiencies. A good job is no longer defined by monetary gains for these generations. These generations are forcing companies to think more creatively Below is a list of recommendations to follow: Good working relationship with peers as personal contact is highly regarded to develop a social network within the work environment in which talent and experience could be shared.Less bureaucracy and more open door policies create a culture in which employees are empowered to be effective. A happier and more productive relationship between the employer and the employee helps develop a more rewarding workplace. Opportunity for growth it is important for an employee to have a clear developmental path, a flexible schedule to have the ability to enjoy and participate on their particular nonworking life, this will boost morale an d work-life balance.Train, mentor, disclosed and show them the organizational culture as these education oriented generation wants a job well done, give positive or negative feedback constantly but make sure not to just give orders as they would like to add to the company and use their ability to lead and contribute to the bottom line as they need to know that they are making an impact, while maintaining a sense of control. Coaching is also a powerful motivator and an important tool for retention as it helps with the development of their skills capability and sense of self.Customize career paths as this will provide them with realistic accounts of their progress and the future with the organization as recognition and respect are important attributes. Below you might also find some criteria for evaluating the recommendations mentioned above from an employer perspective: Cost – Yields benefits to the employer that are worth the money or effort Retention – Heightens employee loyalty Attraction – Entices a more desirable candidate poolEase of implementation – Relatively simple to put into place Diversity of impact – Affects multiple segments of the work force Correlation with engagement priorities – Matches the rewards strategy to appeal to the organization’s most important human capital needs Career stage relevance – Engages individuals across c areer stages Employee health – Aims to improve employee health and well-being, which in turns increases productivity and reduces sick leave Public relations – Positively influences or maintains organization’s public messaging Conclusion:

Advantage of Social Networks in Business-Free-Samples for Students

Question: Discuss about the Advantage and Disadvantage of Using Social Networks in Business. Answer: Introduction Social network sites have become popular marketing tools for the marketers towards promoting the brand value of an organization to the customers (Leonardi, Huysman and Steinfield 2013). This study will discuss the existing literature regarding the impact of social media sites on the business performance. Moreover, this literature review will specifically use food and beverage industry for demonstrating the impact of social network sites on business performance. The study will focus on both the advantage and disadvantage of social network sites on the food and beverage industry. Project Objectives To examine the impact of social network sites on business performance To recognize the advantage and disadvantage of social network sites on business performance To provide best way of using social networking sites for enhanced business performance Project Scope The scope of the literature review is to explore the business opportunities through the usage of social network sites. The literature review can also provide ample information regarding the advantage and disadvantage of social network sites on business performance. Moreover, from this literature review, it is also possible to know the better way of using social network sites in business. Literature Review Concept of Social Network in Business Social networking is an online platform, which people mostly use for building social relation or social network with other people. Most of these people use similar career interest, personal interest, backgrounds, activities and real-life connection. According to Luo and Zhong (2015), social networking is the usage of internet-based social media program for making connection with family, friends, classmates, clients and customers. Moreover, social networks are used both for social purpose and business purpose through the sites like Facebook, LinkedIn, Twitter, Instagram, Google+, YouTube and Pinterest. As per Okazaki and Taylor (2013), marketers use social networking sites towards enhancing brand recognition and brand loyalty. Such networking sites make an organization more accessible to the new customers and more recognizable to the existing customers. On the other hand, Laroche, Habibi and Richard (2013) opined that social networking sites assist in promoting brands content and voice. Therefore, it helps in better communication of brand value from one customer to other through social networking sites. According to Gensler et al. (2013), customers may compliment the company offerings and encourage the other customers towards purchasing the products or service. Furthermore, markers can get wide customer base to reach at through the social networking sites, which can in turn enhance the customer base. Apart from that, customers can also get proper customer feedback of any particular product through these social networking sites. Such feedback leads an organization towards modifying the products as per customer preferences, which can lead to high level of competitive advantage and increasing sales. Utilization of Social Networks in Marketing of Food and Beverage Industry Food and Beverage industry is Australia is facing tough competition in todays competitive business environment. In such situation, organizations need increasing business communication with the customers for promoting the brand value. According to Nielsen and Schrder (2014), customers, who are in the same social network, are more likely to share important organizational offerings, product image and features among their friend groups. In this way, the food and beverage sectors communicate their brand value through the customers. On the other hand, Hajli (2014) opined that customers can also share their opinion regarding a particular product through social media networks. Moreover, they can also share their objections regarding any particular products and suggest any recommendation over the products as per their preferences. Such options enhance customer value through gaining valuable customer insights and considering their suggestion over product improvement. In this way, social networ ks can be used for building warm and long lasting relationship with the customers. As per Maier et al. (2015), organizations can also use social media monitoring for gaining key information regarding the competitors. It can help organizations to add unique features to their products or services for gaining competitive edge and enhanced customer loyalty. While considering the example of Dick Smith Foods, it can be seen that the organization perfectly uses social networking sites for adding competitive edge in their business model. Moreover, they check the information of their competitors through social networking sites and incorporates unique blend of ingredients to their foods for gaining competitive advantage (Lin, Fan and Chau 2014). On the other hand, Park and Kim (2014) opined that the food and service sectors significantly use social networking sites for reaching the business content to the customers within shortest possible time. Considering all these positive impacts, all types of businesses in Australia ranging from small to medium sized organizations have started extensive usage of these sites to their business. Figure 1: Proportion of Social Media Usage in Australian Businesses (Source: Hajli 2014) Impact of Social Networks on Consumer Buying Behaviour Over the past few decades, the way of shopping of the people has been changed and improved considerably. They are now more inclined to search for product or service information through social media sites before initiating purchasing action. Social networking sites like Facebook, Twitter and Instagram enable the users towards maintaining great connection among themselves and others. According to Leftheriotis and Giannakos (2014), such customers are more likely to share attractive information regarding their favourite products with the customers through these social network sites. Customers are more likely to trust on such information shared by their closed friends. Therefore, such shared information encourages the customers towards purchasing the products. Recently, most of the people are inclined towards online shopping. They usually do have much time to physically present in the shop and search for information towards purchasing the products. Leonardi (2014) pointed out that social networking sites provide them the opportunities to search for product information by sitting at their home. In this way, they can take immediate purchasing decisions by searching online information about the products. Furthermore, the positive product comments on the social networking sites create good impression about a particular product on consumer mind. Therefore, such positive product comments immediately encourage and motivate the customers towards purchasing a particular product. Advantage of Social Networks in Business Increased Brand Exposure Social networking sites expose an organization to the new customers and enhance the recognition of brand value to the existing customers. Such sites enhance the effectiveness of word of mouth for the products through one customer recommending their favourite product to others. In this way, social networking sites increase the brand exposure of an organization to wide customer base. Increasing Website Traffic and Search Ranking According to Ashley and Tuten (2015), high quality contents of the advertisement posted on social networking sites integrate the targeted keywords of the organization. Social networking sites direct people to the company website and enhance the search ranking. Moreover, such sites also enhance the customer referrals, which actually increase the total volume of customer base. Learning about Customers Social networking sites can generate huge amount of data regarding the customers in real time. Moreover, Habibi, Laroche and Richard (2014) stated that organizations can gather huge customer information regarding their brand preference, dislikes and suggestion. In this daily active engagement and social listening effectively gather relevant customer data and use that information in making smarter business decisions. Better Customer Service Social networking sites allow the customers sharing their feedbacks over a particular product or service. Moreover, Kim and Park (2013) opined that customers can even share their objections regarding the products and service experience and get better modified product or service for better customer service. In this way, better customer service leads to successful business through having long term satisfied customers. New Opportunities Apart from getting feedback over a particular product or service, organizations can also get effective suggestions from the customers through social networking sites for the betterment of the products. In this way, organizations can get new business opportunities through the suggestions provided by the customers on the social network sites. Better Competitive Analysis and Sales Social networking sites can help in better analysis of competitive edge of the competitors. In this way, the organization can target the customers of the competitor companies through adding some unique features to the products (Nielsen and Schrder 2014). It helps organizations in gaining competitive advantage over the rivals and increasing overall sales volume. Disadvantage of Social Networks in Business Time Investment It takes only 30 minutes to build any social media account. However, managing social media account on day-to-day basis is an extremely time consuming activity. Moreover, Okazaki and Taylor (2013) opined that organization has to set aside time and resources for posting product information, interacting with customers and giving them right feedback. All these things need adequate amount of valuable time of the organization, which could have been used by other means towards enhancing organizational productivity. Negative Feedback Positive experience shared by the customers on social network sites can encourage other customers to purchase a particular product. However, if a customer faces any bad experience with a particular product, he/she may be compelled to share his/her bad experience over social network sites. As per Luo and Zhong (2015), the business owners are to properly handle such negative comments on the social network sites or otherwise, it can ruin the reputation of an organization in the market. Legal Risk Social network sites can also open an organization towards legal risks. Moreover, legal obligations can be raised for false advertising or potential leaking of confidential information on the networks. In the year 2011, Australian court had fines an organization for their comments on Facebook page, which was considered as misleading (Hajli 2014). Hidden Cost The use of social media platforms can be free, but it has some hidden cost associated with it. Effective social media usage requires posting regular updates on the selected platforms. It requires employing effective personnel having comprehensive knowledge about the medium, ability to write attractive and high quality content for the page and adequate time to research, planning and publishing the post on the networks (Ashley and Tuten 2015). Therefore, social networking sites add some hidden cost to the business, which enhances the overall business expenditure. Proper use of Social networks in Business Organizations need not to use each and every social media platform for promoting their brand value. Moreover, they should choose specific social media platform, which can add to the growth of the business. Moreover, the organizations can also set specific key performance indicators for the growth of business through a specific social media platform. Moreover, the organizations should use highly attractive product information in the content of the social media platform. It will attract both new and existing customers towards the products and services. Furthermore, organizations should effectively and promptly handle the negative comment on the social network sites (Maier et al. 2015). The customer should positively answer the customers and try to resolve their issues immediately before it leads to customer dissatisfaction. In this way, the organizations can protect their business reputation from getting hampered by negative comments. Gap of the Literature This literature review has some literature gaps associated with it. It was not possible to apply accurate theories and models due to time and budget constraints. Moreover, the literature review has lack of critical analysis and penetration, which can negatively affect the summary of the literature review. Moreover, it was also quite difficult to gather adequate information regarding the topic of the research, which can hamper the quality of the final research outcome. Furthermore, the information collected from the secondary sources can also be manipulative in nature, which can reduce the accuracy level of the research outcome. In this way, the lack of authenticity of the literature review can hamper the ultimate quality of the research outcome. Conclusion While concluding the study, it can be said that social networking sites enhances the brand promotion of an organization. Over the years, several small, middle and large scale food and beverage organizations have started to use social median platform for getting high level of business growth. Such networks enhance business communication through positive word-of-mouth advertisement. On the other hand, social networks get better customer insights and opinions, which can be aligned with the business model for gaining high level of business competiveness over the rivals. On the hand, social network sites can also have some disadvantages on the business. Moreover, negative comment on the social network sites can ruin the business reputation of organizations. Reference List Ashley, C. and Tuten, T., 2015. Creative strategies in social media marketing: An exploratory study of branded social content and consumer engagement.Psychology Marketing,32(1), pp.15-27. Gensler, S., Vlckner, F., Liu-Thompkins, Y. and Wiertz, C., 2013. Managing brands in the social media environment.Journal of Interactive Marketing,27(4), pp.242-256. Habibi, M.R., Laroche, M. and Richard, M.O., 2014. The roles of brand community and community engagement in building brand trust on social media.Computers in Human Behavior,37, pp.152-161. Hajli, M.N., 2014. A study of the impact of social media on consumers.International Journal of Market Research,56(3), pp.387-404. Hajli, M.N., 2014. The role of social support on relationship quality and social commerce.Technological Forecasting and Social Change,87, pp.17-27. Kim, S. and Park, H., 2013. Effects of various characteristics of social commerce (s-commerce) on consumers trust and trust performance.International Journal of Information Management,33(2), pp.318-332. Laroche, M., Habibi, M.R. and Richard, M.O., 2013. To be or not to be in social media: How brand loyalty is affected by social media?.International Journal of Information Management,33(1), pp.76-82. Leftheriotis, I. and Giannakos, M.N., 2014. Using social media for work: Losing your time or improving your work?.Computers in Human Behavior,31, pp.134-142. Leonardi, P.M., 2014. Social media, knowledge sharing, and innovation: Toward a theory of communication visibility.Information systems research,25(4), pp.796-816. Leonardi, P.M., Huysman, M. and Steinfield, C., 2013. Enterprise social media: Definition, history, and prospects for the study of social technologies in organizations.Journal of Computer?Mediated Communication,19(1), pp.1-19. Lin, H., Fan, W. and Chau, P.Y., 2014. Determinants of users continuance of social networking sites: A self-regulation perspective.Information Management,51(5), pp.595-603. Luo, Q. and Zhong, D., 2015. Using social network analysis to explain communication characteristics of travel-related electronic word-of-mouth on social networking sites.Tourism Management,46, pp.274-282. Maier, C., Laumer, S., Eckhardt, A. and Weitzel, T., 2015. Giving too much social support: social overload on social networking sites.European Journal of Information Systems,24(5), pp.447-464. Nielsen, R.K. and Schrder, K.C., 2014. The relative importance of social media for accessing, finding, and engaging with news: an eight-country cross-media comparison.Digital journalism,2(4), pp.472-489. Okazaki, S. and Taylor, C.R., 2013. Social media and international advertising: theoretical challenges and future directions.International marketing review,30(1), pp.56-71. Park, H. and Kim, Y.K., 2014. The role of social network websites in the consumerbrand relationship.Journal of Retailing and Consumer Services,21(4), pp.460-467.

The Concept of Skill Mix in the Health Economy

Table of Contents Abstract Introduction Description of Skill Mix Discussion Evaluation Conclusion Reference List Abstract This paper describes the concept of skill mix and evaluates its adoption in the health economy. A theoretical approach has been applied to explain skill mix in the healthcare sector. Various examples have been provided to show how skills mix has been applied in the economy. A discussion about the topic has been provided to show the link between theory and practical application of skill mix in the economy today.Advertising We will write a custom coursework sample on The Concept of Skill Mix in the Health Economy specifically for you for only $16.05 $11/page Learn More Introduction Several concepts and theories formulated address the need to improve service delivery and overall effectiveness and efficacy of health institutions (Jones et al, 2005). Skill mix acts as a solution to solving staffing problems and increasing overall patie nt care as practiced in a number of health institutions around the world. When looking at the benefits of skill mix, managers are concerned with the impact of the intervention on overall profitability of the healthcare institutions and any notable change in the physician or nurse-to-patient relationship (Buchan, n.d.). Skill Mix is the concept of complementing or substituting a given skilled professional with a similar skilled professional. In the health economy, skill mix happens between and within nurses and doctors (Kernick Scott, 2002a). Arguments for or against skill mix concern the substitutions of doctors with nurses or the diversification of their roles and responsibilities. Assigning of specific roles for doctors and nurses in the past took gender dimensions. Gender roles in the traditional family where women support their husband’s careers shaped up the initial doctor nurse relationship. In a similar way nursing as a women’s profession support doctors (Banha m Conelly 2002). Health economy encompasses the function of health care as an extension of health. Therefore, health economy looks into demand for health, supply for health and factors that influence the equilibrium in the pricing of health care (Eastaugh 2004). Unlike other goods and services, healthcare does not fall into a specific category of consumer or producer role (Harris 2005). Each individual encounters health in four basic ways according to the Grossman model; as a consumer, manufacturer, as a public overseer and as a contributor to the provision healthcare (McGuire, Henderson Mooney 1988). The management of the health economy looks into the satisfaction of the patient, cure and elimination of the factors that lead to the eventuality of poor health (McCormack McCance 2010).Advertising Looking for coursework on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Health economy deals with the allocation of resources in providing patient treatment and care. Therefore, the subject involves physicians and nurses and patients. Other than measuring effectiveness of provided cure, health economy extends to capture externalities arising from health choices made by practitioners or beneficiaries (Harris, 2005). Description of Skill Mix In recent times, the idea of having a family like doctor nurse relationship is no longer viable. Nursing is no longer an exclusive profession for women. The claim for equality by women around the world has extended form their womanhood to their vocations. Nurses now are not just assisting doctors, but have their independence and perform holistic tasks in patient care. Such tasks include â€Å"production of complex theories that are based on sociology and psychology, the creation of a pseudoscience from assessing patients and finally writing of care plans during the nursing process† (Banham Conelly 2002, p. 5). Women’s autonomy has pushed open communication s between doctors and nurses. Now there are an increasing number of male nurses and female doctors. Focus has shifted from the hierarchy of doctors and nurses to the value of nurses. Nurses now assume titles previously used only by doctors and other medical practitioners such as nurse consultants (Mason et al. 2006). Furthermore, nursing now encompasses an enhancement of the nurse’s competency such that nurses overlap doctors on day-to-day patient care tasks (Joint Commission on Accreditation of Health Care Organizations 2005). While previously nurses worked exclusively under doctors, their new autonomy puts them in complementary positions with doctors. As nurses’ work on roles previously administered by doctors, they reduce the doctors working hours and hence serve as a cost reduction because nurses’ pay is lower than doctors’ pay. The traditional doctor-centred model of care where nurses contributed medical continuity is no longer forthcoming and now em erging is a shift aimed at multidisciplinary team methodology that is able to react rapidly to the changing health needs of patient and whose composition assigns the nurse a centre role (Coombs 2004).Advertising We will write a custom coursework sample on The Concept of Skill Mix in the Health Economy specifically for you for only $16.05 $11/page Learn More When adopting skill mix as an efficiency improvement strategy, it is paramount that balance personnel within a staff area and between different staff groups are maintained. In the case of the health economy, this will involve balancing doctor and nurse numbers and the tasks assigned to doctors and nurses (Cribb 2005). Therefore, a broad look into skill mix in the health economy will cover issues like the work force, workload requirements in the primary care of patients, how enhanced roles and boundaries between doctors and nurses are defined (Jenkins-Clarke et al. 1997). There exists no common entry point for the examination of inter-related issues of doctor nurse roles and skill mix (Buchan Calman 2005). Different countries and regions exhibit separate variations in the mix of different health care professions. Each country or region’s adoption of a particular characteristic of skill mix is an upshot of several driving forces that are not equally important (Dyro 2004). These drivers are â€Å"skill shortages, cost containment, quality improvement, technological innovation; new medical interventions, new health sector programs or initiatives, health sector reform and changes in legislative/regulatory environment† (Buchan Calman 2005, p. 18). For skill mix to addresses the above issues, however, it is not the panacea solution. In addition, skill mix has to have a proper configuration in the system to realize maximum benefits in efficiency improvement (Jenkins-Clarke et al. 1997). In consideration of the different skillsets of doctors and nurses, skill mixing work s best in team settings (Hall Buch 2009). Health professionals working in teams can easily contribute their unique expertise to the attainment of a common goal of the team (Kernick Scott 2002a). Kernick and Scott (2002b) identify three relationship types within teams using the skill mix in their structure. Coactive relationship types where there is delegation of activity. This relationship assumes that one team member has more authority than other team members have and can choose what to delegate. This type of relationship is the most common in the provision of primary health care. Secondly, there is the competitive team relationship where parties work on competing goals or similar ones. Doctor and nurse relationship in the U.S. fall under this category because nurses perform the same tasks as doctors of prescribing medicine and issuing hospital admittance rights.Advertising Looking for coursework on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finally, the interactive team relationship exhibits a sharing of responsibilities and equal collaboration. Practitioners have individual skills in the team however; their specific skill contribution does not have a demarcation as in the case of coactive relationships (Kernick Scott 2002b) In the formation of teams, leaders or the team appointing authority, seek to have team members who have skills needed in accomplishing the designated tasks for the team (West 2004). Team composition therefore encourages diversity to be fully competent in the tasks (Harris 2005). A skill review ensures that there is a balance in the skill mix of teams. The skill review consists of a discovery of the activities that the team will carry out, the persons that are currently performing the activities and the new assignees of the activity, and the skill levels of the assignees in relation to the minimum skill required to perform the tasks (Harris 2005). Additionally, a skill review looks at the possibili ty of combining activities to come up with new activities and group formations within the team. Emphasis is laid on identifying technical skills required in the team that are absent or currently offered at a high cost when creating or adjusting team compositions to improve efficiency and reduce costs (Harris 2005). Discussion Buchan and Dal Poz (2002) in their review of the evidence of skill mix in the health care workforce conclude that there are a limited number of empirical studies in the topic of skill mix in the health workforce. Studies that have moved beyond the description of skill mix in health care are constrained by weak methodologies, inappropriate evaluations of outcome and cost and their use of small sample sizes (Buchan Dal Poz 2002). Limitations of the conclusion by Buchan and Dal Poz (2002) in their study include the fact that the authors examined evidence from a majority of studies conducted in the USA. Their findings do not reflect the whole spectrum of available literature worldwide and therefore are only usable when examining the case scenario in the USA. The authors note that the concept of mixing qualified and unqualified practitioners was publicly adopted in the 1990s to contain costs in North America was a pioneer concept and it resulted to the re-examination of nursing skill mix in many countries, organization and sectors (Buchan Dal Poz 2002). Findings of the study highlight the misgivings of nurses when they are replaced or when their skills are undervalued and argue that cheaper substitution strategies in skill mix are not guaranteed to be cost effective. The authors cite negative externalities associated with the adoption of cheaper skill mix such as higher absenteeism associated with less qualified personnel and their reduced turnover rates. They note that cheap skill mix increases the levels of staff unproductive times as the care givers are not autonomous and only act on the direction of their supervisors. Furthermore, cheap skill mix increases the possibility of care assistants to harm patients when their jurisdiction extends beyond their skill capacity (Buchan Dal Poz 2002). Mix of workers in an institution make it productively efficient and in the case of the health economy, mixing of health leads to significant impacts on the delivery of health care services (Fulton et al. 2011). The production process of health care uses health care inputs such as facilities, equipment, systems, pharmaceuticals and other non-health care inputs necessary for any organization’s proper functioning. Combinations of skill mixes produce health services in different settings (Fulton et al. 2011). Fulton et al. (2011) examined health workforce skill mix in relation to the patient health outcome, costs and quality. The authors studied the creation of new cadres designed to boost productivity and make it possible to scale operations rapidly to improve patient access and reduce wage bills and worker training costs (Fu lton et al. 2011). Task shifting is a substitution of tasks among professionals and the delegation of tasks to lower level trained professionals and creation of new cadre as well as task delegation to non-professionals (Shumbusho et al. 2009). Their study findings indicate that the training of lower cadre professionals in specific important patient handling skills is a cost effective way of increasing workforce to cater for special patient needs that would otherwise require extra commitment in time and money for formal training of nurses. Secondly, the authors find out that in implementing skill mix, supervision and training form the most important component for quality health care. Therefore despite the ease of scalability (Gaist 2009) when using lower trained personnel, management need to ensure that highly skilled professionals handle the delegation of duties and supervise their implementation to maintain quality and facilitate skill transfer (Fulton et al. 2011). The benefits of shifting of task from the traditional professionals’ cadres to new ones such as care of specific patient categories form nurses to community health workers are noticeable when an analysis of cost effectiveness is used to make appropriate comparisons (Hongoro McPake 2004). The context of the application of skill mix dictates the success or failure if the skills mix policy. These contextual factors are political support, available infrastructure, leadership and training offered and finally the living conditions of the patients and the practitioners (Fulton et al. 2011). The authors Fulton et al. (2011) acknowledge that their literature review only focused on studies published in 2006 but also confirm that main findings in their study offer substantial evidence that downplays the omission of other studies in their literature review. Other limitations offered of their study are publication bias and reporting bias of the articles examined in their literature review and the autho rs do not offer an estimate of the potential bias (Peat, Mellis Williams 2002). Finally the authors indicate limitations of small study samples and different educational requirements for health practitioners in different countries create a challenge in establishing a control when comparing studies from different countries (Fulton et al. 2011). Evaluation The examination of skill mix effectiveness should consider the impacts of new technologies such as e-health and telemedicine. Fulton et al (2011) note that use of these and similar technologies provide positive externalities in terms of skill transfer and scalability (Fulton et al. 2011). In Britain, the Health Committee of the House of Commons found out that poor conceiving or skill mix changes does not lead to any improvement in productivity or a reduction in cost (Health Committee 2006-07). The Health Committee further noted that nurses generate the same quality of care as doctors but use more resources than doctors. Therefore, the savings provided by low nurses’ salary are eaten up by the resources needed (Health Committee 2006-07). Fixing of attention on the health economy benefits of skill mixing in terms of cost savings limits the overall economic evaluation of the concept (Cowen Moorhead 2006). The review of benefits does not put into consideration the unique nature of the health economy as compared to other economies (Culyer Newhouse (eds.) 2000). Managerial analysis of skill mix has to be pragmatic putting into account that stoppage of individual work towards shared goals by nurses and doctors to participate in care-teams might downgrade and make labour routine, thus lowering quality of health worker and patient experience while fitting financial goals of the institution (Buchan Calman 2005). Successful economic evaluation of skill mix offers a comparison in alternative interventions (Yoder-Wise 2003). Economic evaluation assists to note effectiveness of the skill mix intervention and it e nsures that there is a maximum output for a given resource level or a minimum cost is endured to get a desired benefit level. Inefficiency implies that patient benefits are not maximally harnessed from available resources (Dierick-van Deale et al. 2010). Economic evaluation of skill mix looks at efficiency of using inputs like doctors or general health practitioners to obtain a specific output (Maynard Scott 2003). In the health economy inputs are comprised of doctors, nurses, professions allied to medicine, the premises used in administering health care and the equipment used (Kernick Scott 2002a). Outputs include clinical benefits of the patients like blood pressure, health status and the quality of life where this can be generic quality or disease specific quality, non-health benefits brought about by the health care such as choice and reassurance, accessibility and approachability of health care and finally continuation of the care (Kernick Scott 2002b). Conclusion Skill mix is an important aspect that modern healthcare institutions have focused on using to enable them improves the performance of their professionals. Mix of workers in an institution makes it productively efficient and in the case of the health economy, mixing of health leads to significant impacts on the delivery of health care services. Assigning of specific roles for doctors and nurses in the past took gender dimensions. Gender roles in the traditional family where women support their husband’s careers shaped up the initial doctor nurse relationship. In a similar way nursing as a women’s profession support doctors. Reference List Banham, L Conelly, J 2002, ‘Skill mix, doctors and nurses: substitution or diversification?’ Journal of Management in Medicine, vol 16, no. 4, pp. 257-270. Buchan, J, Determining skill mix: practical guidelines for managers and health professionals, www.who.int/hrh/en/HRDJ_3_1_03.pdf. Buchan, J Calman, L. 2005, ‘Skill Mix an d Policy Change in the Health Work Force: Nurses in Advanced Roles’, OECD Health Working Papers, 24 February 2005, pp. 2-63. Buchan, J Dal Poz, MR 2002, ‘Skill mix in the health care workforce: reviewing the evidence’, Bulletin of the World Health Organization, vol 80, no. 7, pp. 575-580. Coombs, MA 2004, Power and conflict between doctors and nurses: breaking through the inner circle in clinical care, Routledge, New York, NY. Cowen, P. S Moorhead, S. 2006, Current Issues in Nursing, 7th edn, Mosby-Elsevier, St. Louis. Cribb, A. 2005, Health and the good society: setting healthcare ethics in social context, Oxford University Press, Oxford. Culyer, A. J, Newhouse, J. P. (eds.) 2000, Handbook of health economics, Volume 1, Part 2, North-Holland, Amsterdam. Denny, E Earle, S 2005, Sociology for nurses, Malden, MA: Polity Press Dierick-van Deale, AT, Steuten, LM, Derckx, EW, Metsemakers, JF, Spreeuwenberg, C Vrijhoef, HJ 2010, ‘Economic evaluation of nurse practitioners versus GPs in treating common conditions’, The British Journal of General Practice, vol 60, no. 570, pp. e28-e35. Dyro, JF 2004, Clinical engineering handbook, Malden, MA: Academic Press Eastaugh, SR 2004, Health care finance and economics, Jones and Bartlett Publishers, Sudbury, MA. Fulton, BD, Scheffer, RM, Sparks, SP, Auh, EY, Vujicic, M Soucat, A 2011, ‘Health workforce skill mix and task shifting in low income countries: a review of recent evidence’, Human Resource for Health, vol 9, no. 1. Gaist, PA 2009, Igniting the power of community: the role of CBO and NGO in Global Public Health, Springer, New York, NY. Hall, ML Buch, E 2009, ‘Skill mix decision – making for nursing’, Series Paper, ISBN: 978-92-95065-75-8, International Centre for Human Resources in Nursing, Geneva. Harris, MG 2005, Managing health services: concepts and practice, 2nd edn, Elsevier, Marrickville. Health Committee 2006-07, ‘Workforce planning: fouth report on session 2006-07, Volume 1’, Session Report, Health Committee, Great Britain House of Commons, House of Commons. Hongoro, C McPake, B 2004, ‘How to bridge the gap in human resources for health’, Lancet, vol 356, pp. 1451-1456. Jenkins-Clarke, S, Carr-Hill, R, Dixon, P Pringle, M 1997, ‘Skill Mix in Primary Care, A study of the interface between general practitioners and other members of the primary health care team’, University of York, Center for Health Economics, York. Joint Commission on Accreditation of Health Care Organizations 2005, Accreditation Manual for Critical Access Hospitals, Joint Commission Resources, Oakbrook Terrace. Jones, R, Britten, N, Grol, R, Mant, D, Culpepper, L, Gass, D, Silagy, C (eds.) 2005, Oxford textbook of primary medical care, Volume 1, Oxford University Press, Oxford. Kernick, D Scott, A 2002, ‘Economic approaches to doctor/nurse skill mix: problems, pitfalls, and partial solutions’, Th e British Journal of General Practice, vol 52, no. 474, pp. 42-46. Kernick, D Scott, A 2002, ‘Economic evaluation and doctor/nurse skill mix’, in D Kernick (ed.), Getting health economics into practice, Radcliffe Medical Press, Oxon. Mason, S, Coleman, P, O’Keefe, C, Ratcliffe, J Nicholl, J 2006, ‘The evolution of the emergency care practitioner role in England: experiences and impact’, Emergency Medical Journal, vol 23, no. 6, pp. 435-439. Maynard, A Scott, A. 2003, Advances in health economics, John Wiley Sons Ltd, West Sussex. McCormack, B McCance, T 2010, Personal-centered nursing – theory and practice, Wiley-Blackwell, Iowa. McGuire, A, Henderson, J Mooney, G 1988, The economics of health care: an introductory text, Routledge Kegan Paul Ltd, London. Peat, JK, Mellis, C Williams, K 2002, Health science research: a handbook of quantitative methods, SAGE Publications, London. Shumbusho, F, van Griensven, J, Lowrance, D, Turate, I, We aver, M al, E 2009, ‘Task shifting for scale-up of HIV care: Evauation of Nurse-Centered Antiretroviral Treatment at Rural Health Centers in Rwanda’, PLoS Medicine, vol 6, no. 10, p. e1000163. West, MA 2004, Effective Teamwork: Practical Lessons from Organizational Research, 2nd edn, Wiley-Blackwell, Malden, MA. Yoder-Wise, PS 2003, Leading and managing in nursing, 3rd edn, Elsevier Health Sciences, Malden, MA. This coursework on The Concept of Skill Mix in the Health Economy was written and submitted by user GitHoskins 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.

Professional Organizations Review

Professional Organizations Review Free Online Research Papers Meeting Professionals International is an organization that contains the meetings and events industry largest global community. It was founded in 1972 and is Dallas-based. The International Festivals and Events Association was founded in 1956 as the Festival Manager’s Association. It is headquartered in Boise, Idaho and in 2005 celebrated its 50th Anniversary. Purpose and Mission The purpose of Meeting Professionals International is to build a rich, global meeting industry community. Their mission is to make their members successful by building human connections to knowledge and ideas, relationships, and marketplaces. The vision of the International Festivals and Events Association is to be a globally united industry that touches lives in a positive way through celebration. Their mission is to inspire and enable those in our industry to realize their dreams, build community, and sustain success through celebration. Membership To join Meeting Professionals International, one can either go online and fill out their application or print it off and send it in. Membership dues are $375 annually and include a $50 subscription to The Meeting Professional. Membership also includes unlimited use of the Membership Directory so members can have instant networking at their fingertips, a personal page on the website, early access to industry research and trends, and professional development and education. Joining MPI brings its member to higher levels of professionalism by creating development levels to evolve member’s careers to positions of strategic understanding and influence, influencing executive’s understanding about the value of meetings, and intensifying business opportunities for suppliers. There are different types of memberships including corporate meeting professionals, associate/non-profit meeting professionals, government meeting professionals, supplier meeting professionals, and meeti ng management professionals. There is also a way for students to join if they are currently enrolled in a post-secondary academic program with emphasis in the meeting, hospitality, events, and tourism-related industries leading to qualification as a regular member. They are eligible for membership for one year, but can not be eligible for transitions dues rates after completion of their program. The International Festivals and Events Association offers individual and organization membership categories. A group membership consists of one main member, plus 4 additional members such as staff, board members, volunteers, etc. The fees are based on the budgets of the organization. Individual memberships are $105 and each additional member to the main member is $100. Fees for a full-time student are $56 and a copy of current school year registration receipt is required. As a member, one is given the opportunity for peer-to-peer connection, online resources, education, industry honors, The Business of International Events Magazine, the annual IFEA Who’s Who is Festivals and Events Membership Directory and Buyer’s Guide, and the IFEA Annual Convention and Expo Program. Members are also offered product and service discounts and vendor opportunities. Structure and Size Meeting Professionals International has nearly 23,000 members world-wide and 68 chapters and clubs around the world. It has grown from 159 members in 1972 and now has over 23,000 members in 65 countries. There are 71 Fortune 100 companies represented in the MPI membership. There are 68 chapters and clubs in the U.S., Canada, Europe, Mexico, Puerto Rico, and Japan. Meeting Professionals International is the only events industry community to maintain a 50/50 ratio between planners and suppliers. The International Festivals and Events Association has over 1,600 members both individuals and companies. It is overseen by an independent, international Board of Directors. They are globally by affiliate regional organizations, each with their own boards and staff representatives. Publications Meeting Professionals International offers several publications for both members and non-members. The Meeting Professional Magazine is an award winning monthly magazine that delivers professional development and career enhancing material and covers major issues facing the industry. There are also two online newsletters, the Community NetNews and Meeting Europe. Community NetNews offers its members e-mailed, weekly newsletters offering chapter and industry news. Meeting Europe offers news about the meeting industry in European countries. The International Festivals and Events Association also offers publications for its members. The Business of International Events is a quarterly magazine that covers the latest industry issues and trends. They also offer an Affiliate Newsletter that offers weekly press releases, news stories, and triumphs or lessens learned. Summary Meeting Professionals International offers many different conferences for its professionals. The Professional Education Conference offers professional education sessions over a week long period. The World Education Conference offers workshops, professional education sessions, and trade shows. MPI also supports The Global Certification in Meeting Management and the Certified Meeting Professional Program. As of January 2006, they created MPI Member Solutions. Here, members can create a roadmap for their career growth, define core competencies and skills needed to advance and training to master them. The International Festivals and Events Association offers the IFEA Convention and Expo which is ranked as the top educational and networking event in the field. The Expo features over 100 educational sessions hosted by the highest ranked speakers in the industry. The IFEA also offers an online bookstore and reference center for the latest information on event planning for members and non-members. Templates are available on the website for professionals who need examples on contract writing, brochures, and marketing materials. Research Papers on Professional Organizations ReviewThe Relationship Between Delinquency and Drug UseThe Project Managment Office SystemDefinition of Export QuotasAnalysis of Ebay Expanding into AsiaInfluences of Socio-Economic Status of Married MalesTwilight of the UAWPETSTEL analysis of IndiaOpen Architechture a white paperBionic Assembly System: A New Concept of SelfMarketing of Lifeboy Soap A Unilever Product

The possible treatment for Arteriovenous malformation Essay

The possible treatment for Arteriovenous malformation - Essay Example Management can be done by treatment of symptoms only through drugs. However, a bleeding AVM presents emergency and invasive intervention becomes imminent. The major treatment therapies include open surgery, endovascular embolization and radiosurgery. A multidisciplinary approach is usually employed to minimize the associated complications and achieve better treatment results. A recent clinical trial has established a higher risk of stroke, neurologic disability and death patients with interventional management as compared to the patients managed without intervention. In the end, the study concludes key findings in the form of bullet points. The goal of this study is to present various contemporary practices employed for the evaluation and management of arteriovenous malformations. The risks associated with each procedure are the prime focus of the study, which will also help to highlight their differential effectiveness in dealing with such diverse anomalies. Although there has been remarkable progression in development of non-invasive techniques over the last two decades, the approaches are still being debated on the basis of effectiveness and associated complications. This study will therefore also investigate major challenges faced by practitioners in accurate diagnosis and management of the disease. Further, recent research advancements into the role of multidisciplinary efforts and their future prospects will also be discussed. The human cardiovascular system is among the early developed systems, assuming its functional role by the fourth week of embryonic life. It consists of heart and a closed network of tubular vessels, and serves as a transport system for circulation of blood in the body (1). The pumping mechanism of heart forces the blood into arteries, then arterioles, followed by intricate bed of narrow