Organic Food: Types and Benefits

Organic Food: Types and Benefits What do you mean by organic? (Why is organic important for both moms and kids?) Introduction: In today’s adultered world, nothing is pure. Everything has some adulteration and it is all done to increase the quantity and make more money. Thereby it also reduces the quality of the food and the things that we consume. Everything has now been grown in the inorganic way. Ether with more medicines or artificially grown with some scientific processes. These processes take away the essential vitamins from the food, leaving it hollow with very less or no nutrients in it. The health is lost and the wealth is made. This is what is followed in the present generation. Health is not considered and not valued. The adulteration and the artificial world: Over the past few years, there has been a great demand for organic food. Though, it is quite costlier when compared to the other one, it is always preferred by the ones who are health conscious. The food industry has grown to some extent with this demand of the organic food and the products. People are demanding more of organic food. The inorganic ones damage the food and takes away the energy from and also pollute the environment. The health of the one who consumes it also gets affected. There are more number of diseases today than there were decades back. There are more people in the hospital than in the wedding receptions. The doctors are making more money than the engineers could make throughout the year. It is all because the food that we eat is not organic, and it is not pure at all. It is filled with pesticides and grown up in artificial climatic condition with fertilizers. It causes more damage to the health and the environment. Organic food- healthiest: Therefore, recently it is considered that the organic food is healthy, strong, and nutritious. It is preferred over the local and the inorganic ones. There is not much research done on this. And the few researches which were done for comparing the organic and the inorganic food show that the organic foods are always healthier and nutritious. They are always in better quality, though not in quantity. There are many researches that are going on in order to prove the same. But a final conclusion is yet to be out. More importantly, these foods should not be given to the kids and toddlers. Since they have a fast developing body, they need more nutrients vitamins and minerals. Even if they eat very little, they should try to consume nutritious food. Children might not know much about the differences between these two. They would always prefer junk over the healthy and the nutritious food. It is because the junk always looks attractive and therefore grabs attention with its bright colored food. They have preservatives in them, they also have chemicals that make you get addicted to such foods. Therefore, it is important to keep the children away from such food. The more they are away from such junk food; the more they will live a healthy life. Children might become fussy over this issue, but try to handle the situation wisely and make them understand that it is not healthy and good for the growth of their body and mind. Organic food is important for adults too, especially for moms: Including the children, it is also better for the mothers to stay away from these junk. The inorganic food will only make you feel full. You will keep gaining weight and you will have an unhealthy lifestyle. In order to take care of your child, you need to be strong and healthy first. Remember kids imitate very well. So, whatever you eat, they will also adopt the same. When you are into junk food, chances are more that the child will also follow your footstep and will prefer eating junk food over the healthier ones. Organic food and the natural cultivation processes: The processes food that you get in the market are packed in bright colored papers and wrappers. They attract people with their advertisements and make false statements that they are healthy and are packed with nutrients and energy. But it is not true. The packed ready-made foods are high in sugar, sodium and also saturated fats. They have very low nutrients and minerals. Therefore, they are the main reason behind the many serious health issues. Weight gain is also one such problem that you get when you consume more of junk food. Other various health problems include diabetes, heart diseases, and high blood pressure. As already mentioned above, these junk and the ready-made instant food have many artificial preservatives that are bad for health. The flavor enhancers are also added and also a number of chemicals are also included in the ingredients while preparing the food. These ingredients cause a very bad effect on the body and cause serious health problems either immediately after consuming or later in life. Organic food – without any artificiality: The inorganic foods are always grown with a number of fertilizers, pesticides, insecticides, and also many growth hormones are also added to the food grown. The organic foods are grown in natural climatic condition and in the natural environment without any fertilizers and pesticides. Natural farming of the crop is adopted while making the organic food. The result of this is that, there is no side effect either to the environment and nor to the people who consume it. Rather, people who consume organic food are way healthier and live a longer life with an increased life span. So, if you wish to live a life of crow, or the elephants, the start eating organic food. Set up your own farm. You can make it in your own kitchen yard. You can start with some small plants and later can expand with the need. You will gradually change your body system and will become healthier and happier. As they say, healthy life is a happy life. You can stay away from the genetically modified food and can also shed the flabs by not consuming them. You will eventually look physically modified, with no flabs and heavy hips and people would start thinking that it is artificially doneà ¯Ã‚ Ã…  . You can anyway tell them later that it is all the effect of the natural food that you consume. Advantage of consuming the organic food: This is for both moms and kids. The moms need more energy in order to run behind the children and keeping self on the toes. The kids need more energy in order to keep running in front of the mom and keep her on her toes. Therefore, it is equally important for moms and also the kids to eat healthy and nutritious food. They would complement each other in life by keeping each other healthy and strong. The organic food is grown and cultivated with all the natural methods such as the crop rotation, plantation, composition, stimulating bio diversity etc. It is all done by the farmers and no machinery is being used for the process of cultivation. There are no pesticides, insecticides, fertilizers, etc. in the crops that are grown. Artificial coloring agent, taste enhancers, artificial preservatives are all not used in this. They are healthy, nutritious and are packed with vitamins and minerals. They increase the health and thereby increase the life span. The children are healthier and stronger when they consume the organic food. There is no risk of any health issues in life now and after. The immune system is built with this and the resistance power is also increased. Absence of all the artificial agents makes the organic food healthier, stronger and safer. The environment is also protected without any pollution. Thus, there are many more reasons that can be listed out here in order to show how important and how safe it is to consume the organic food over the inorganic ones. It is still not late. It is better to late than to never. You can start right away and right now. Give up all the bad habits of eating junk. Your child will follow the same. Start eating healthy food. Go to the market and buy only organic food. It is ok if you had to spend some extra bucks. But your health and your baby’s health are more important. It makes no sense when you spend less on eating and spend more on treating. You will eventually end up spending all the savings at the hospital. Therefore, understand this and make people around you also understand it. Make your baby eat only organic food. You can also use the help of the internet to boost yourself and to know more about the organic food. You can try various recipes that are given on the internet, especially for the toddlers. Your child will definitely l ove it. In fact, not only the child, but you will also love it. Last but not the least, everyone should follow the quote that, â€Å"Healthy living is a happy living†.

Plot summary of The Old Man And The Sea Essay

The plot summary of the old man of the sea The Old Man and The Sea is the story of an epic that makes a very great effort between an old, who has a lot of experience of a particular activity and he is the epitome of a modern human life, it was happened in a small fishing village near Havana, Cuba, The waters of the Gulf of Mexico, in the 1940,s in the twentieth century. The writers of modern age focused on man as well as psyche of man rather than society, so that Ernest Hemingway wants to write the old man and the sea ,which was the old(Santiago) suffered from alienation, that alone all the time, it was one of the features of modern age. (Miller, 2002: 3). In 1930,s and during the second world war Ernest Hemingway was lived in Cuba, and because he was loved hunting and fishing and in the age of childhood he fished and hunted with his father, so that he began to write the old man and the sea in the last years of his life and published in the 1952 as a single issue of human life in modern age. (Miller, 2005:5). Note; In that small village, the villagers must work, which work it is fishing to get money so as to sustain in life, so that each members in the village go to sea with his boat or skiff in the early morning for fishing, and Santiago, old Cuban fisherman was one of them, but alone. As (Ernest Hemingway said). He had a shack which was a small building made of woods, in it a bed, a table, one chair, a picture in colour of Sacred heart of Jesus and another of Virgin of Cobre of his wife on the shelf in the corner under his shirt. He had a small boat and gone eighty-four days without took a fish. The boy named Manolin, that the old man took him when he was five years old and the boy loved him too much and loyalty for him, when the boy saw him without taking a fish in the first forty days while he took three fish in the first week. It made the boy, unlucky to see the old man each day went and came, went and came with his skiff empty and without fish, then the boy came to help him such as coiled lines or the pole, harpoon, brought coffee, sometimes with some food from Martin or Perico, and newspapers that talked about baseball, then it would been the discussion between Santiago and Manolin, that Santiago had a huge  admired for the Great DiMaggio, he was great in baseball player, and whose father was fisherman. The boy left him because his parents forced him to do, and go to another boat. The parents of the boy with the villagers called Santiago salau or unlucky and laughed at him, but Santiago said toward Manolin I knew you did not leave me because you doubted, then the boy said no it was true because my father made me left, so I must obey him, finally the boy left him and Santiago goes to sleep, in his sleep he dreamt lions that played on the white beach of Africa, this was a sense when he was a very young man. The next morning before sunrise Santiago went to Manolin’s house to wake Manolin so as to carry Santiago’s gear to his boat and drinking cof fee, on the beach wished each other good luck. (Miller, 1988: 3-20). This time that started with the new day Santiago decided to go far out from others fisherman in the sea, he rowed steadily away from shore toward the deep waters of Gulf Stream. The first he heard the leaps of the flying fish then he saw flying fish pursued by dolphins a diving, circled seabird, he considered to be his friend, and he followed farther and farther out the seabird that was hunting for fish. One of the old man’s’ lines goes taut, and then the old man said out laud, would made a lovely piece of bait. Big fish pulled the boat every day farthest from shore until lost lights of his village. He can’t increase the tension on the line, because if it was too tauted it will be break and the fish will get away. It was a kind of struggle big fish (Marlin), and Santiago, that Marlin wants to get free and the old man wants to get his aim, goal, and desire that stands for life. Because he could not took big fish in to his boat and said a loud I wished I had the bo y, but nothing, then he said to himself you have to work better, it was a kind of encourage himself, and he was optimistic all the time although he was alone, and can’t catch a fish, so as to helped himself he said toward Marlin I loved you and I respect you but I will killed you dead before sunset, after that a small tired bird named (Warble) came from north toward the old man’s boat, perched on the taut fishing line that linked the old man to the big fish, the old man told the bird to stayed and rested here to live and to sustain like other any man or birds, he said you were tired and loneliness as me. He didn’t mentioned the Hawks that waited for little  bird, suddenly the Marlin surged, and the bird left him without any reaction, Santiago didn’t aware of the bird because his hand was bled, while marlin was quiet, the old man took the line with his back and ate the tuna that he caught day before, then turned to his imaginary mind to baseball, the gre at DiMaggio, and he wondered if DiMaggio would stayed with the marlin. The marlin woke and jumped out of water again and again and began to circle around the boat for hours and the line taken by Santiago’s hand that fought with the circling fish, after hat he pulled the fish on to it was side by the boat and plunged his harpoon in to it. (Miller; Asiaing.com, 10-37). Note; now he was happy, comfort and without any harm or pain because he got or completed his great aim, desire with the catching of big fish. Here the long strength struggle finished between The Old Man, and the Marlin with the fish lurched out of the water and dead, he pulled the boat toward the fish fastened the fish to the side of the boat. He thought how much money he could make from such a big fish, and he imagined that DiMaggio would be proud of him. The old man found himself wondered, luck, happy, and got his aim, goal, and he rowed toward his village with the great won in his life, but his happiness long less which an hour later amako shark arrived having smelled the marlin’s blood, the second fight and struggle began with sharks that wanted to eat the marlin’s flesh, he was able to killed a number of sharks with his knife and weapon, but he lost his knife and things in the process. He was failure after all and when he got back to the shore of his village there was nothing left but the head, the Skelton, and tail of the marlin. He beached his boat and went to his small building slept and dreamed the l ions and turtles. The next morning, Manolin came to the old man’s shack with brought a coffee and despite the old man’s bad luck he decided to go fishing with him again. The entire fisherman had gathered around the Santiago’s boat and measured the Skelton at eighteen feet. Hemingway employed a number of images that link Santiago to Christ, the model of transcendence, who turned loss in to gain, defeat in to triumph, and even death in to new life, and as a representative character for everyone in the society. (Miller, 2002:26-31). Major Characters in the old man and the sea: *Just we had two major characters, 1-Santiago, (The Old Man). 2-Manolin, (The Boy). -Santiago; The old man of the novella’s title. He was a Cuban fisherman, suffered terribly throughout The Old man and The Sea, he had went eighty-four days without caught a fish, and became laughingstock of his village, but he was able to patient. (Miller, 2002: 5). -Manolin; was present only in the beginning and in the end of The Old Man and the Sea, but his presence was important, because Manolin’s love and loyalty for Santiago highlighted the Santiago’s valued as a person and as a fisherman. (Miller, 2005:6). Minor Characters in the old man and the sea: We had four minor characters in the old man and the sea. 1-Marlin, (Big fish). 2-Joe DiMaggio. 3-Martin. 4-Perico. *Marlin; It was a big fish, which was the greatest aim and goal of Santiago. The struggle more than three days between Santiago and Marlin, it was the trying by Santiago to catch Marlin, he had took marlin, but it was destroyed by sharks later.(Miller, 2002:5). *Joe DiMaggio; although he never appeared in the story. He was one of American most famous baseball players; Santiago worshiped him as a model of strengthen and young. (Miller, 1988: 55-56). Note; he always *Martin; Martin a cafà © owner in Santiago’s village, didn’t appeared in the story. Manolin often went to martin for Santiago’s supper and others. (Miller, 1988:12). *Perico; perico was the owner of the bodega in the Santiago’s village. He didn’t appear in the novella the old man and the sea, but he served an important role in the fisherman’s life about the scored of the baseball’s newspaper. (Miller, 2002: 6).

A life without Freedom in Kate Chopin´s The Story of an...

Kate Chopin’s short story titled â€Å"The Story of an Hour† shows us in a number ways that life without freedom is no life at all. In the story, a nineteenth century women named Mrs. Mallard finds out about her husband’s death. She has heart disease so Josephine, Mrs. Mallard’s sister, tries to break the bad news to her as calmly as possible. After hearing the news, Mrs. Mallard’s unpredictable reaction shocks us the readers as well as the characters in the story. Instead of feeling the sorrow of her husband’s death, she feels the joy of freedom from him as well. Freedom is something that we as humans take for granted, and this story shows the importance of it through Mrs. Mallard’s eyes. What is freedom? Is it being able to say†¦show more content†¦Ã¢â‚¬Å"There stood, facing the open window, a comfortable, roomy armchair. Into this she sank, pressed down by a physical exhaustion that haunted her body and seemed to reach int o her soul† (Chopin 443). This quote, again, depicts how Mrs. Mallard had little to no freedom. The open window in this sentence represents the new life she has in front of her that is refreshed and cleaned. All she needs to do is get rid of the weight that is holding her back, which, in this case, is the sorrow and sadness she is feeling over her husbands death. Once she realizes this, she gets up and looks out at her new life with excitement that is uncontrolled. We see in Mrs. Mallard’s eyes the true meaning of what it is to be free, and that it should not be disregarded. It takes Mrs. Mallard very little time to realize what it feels like to be finally free. She had never felt it before, as most women had not at the time. She did not know how to react. Once she realizes the true gift in everything that has happened and that she is now free, she rises up out of the chair, looks out the window at her new life and says, Free, free, free!† (Chopin 443). 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The story was published in 1894, a time where it was unacceptable for women to express their wants and needs as a woman. Women were not seen equal to men and did not have the same privileges as men such as voting. Therefore, some of her literary works were considered controversial. It wasn’t soon until the late 20 centuryRead MoreLeo Haines. Professor Capozzi. Research Paper. April 29,1518 Words   |  7 PagesApril 29, 2017 Kate Chopin Kate Chopin was a famous author of short stories and articles. Kate was born on February 8, 1850, in St. Louis Missouri, and she grew up speaking English and French. After her husband has passed in 1882, and that is when her writing career launched. In most of her novels and stories her characters are bilingual, also known as fluent in two languages. Kate Chopin using the theme of feminism in her stories, â€Å"The Awakening†, â€Å"The Storm†, and â€Å"The Story of an Hour,† where she

Construction Of Integrated Construction Project Management

INTEGRATED CONSTRUCTION PROJECT MANAGEMENT ASSIGNMENT- 2 Topic- Lean construction- from Theory to Practice Date- 12-31-2014 Done by- Sushil sriram Subramanian Fq7893@wayne.edu ABSTRACT-This article compares the techniques developed for lean construction with those developed for lean manufacturing. Lean manufacturing and lean construction techniques share many common elements despite the obvious differences in their assembly environments And processes. Manufacturing plants and construction sites are different in many ways that might explain why lean production theories and practices do not fully fit the construction industry. Though many lean construction tools and elements are still in an embryonic state, lean construction techniques are gaining popularity because they can affect the bottom line of projects. Additionally, this paper presents a study of a construction project in which specific lean construction elements were tested. 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The Issues Of The Companies Act - 2134 Words

The Companies Act, 1956 lays down the detailed provisions with respect to the preparation and maintenance of books of accounts and of annual accounts and also the publication of the same in the prescribed manner. It specifies the roles, responsibilities, duties and liabilities of directors and also the matters to be reported upon by them in the annual reports of the companies disclosing the required information. Under the provisions of the Act, it is compulsory for all companies registered under it to prepare the annual accounts and get them audited by an independent auditor. The Act extensively deals with the qualification, appointment, removal, rights, duties and liabilities of auditors and provides contents of auditors’ report. In case†¦show more content†¦2.1.1 Disclosure of Financial statements Section 128 of the Companies Act, 2013 deals with the books of account and mandated that every company shall prepare and keep at its registered office books of accounts and other relevant documents and financial statements for every financial year which give the true and fair view of the state of the affairs of the company. The section also makes it mandatory for the companies to keep the books of accounts of the branch offices at the place of registered office. Such book keeping has to be done in accordance with the accounting standards and in consonance with the accounting principles which have been given statutory recognition. Up to 1997 there was no statutory backing of accounting standards in India and there was only professional requirement by the ICAI, the standard-setting body in India for ensuring compliance of accounting standards through audit function by its members. However, in the absence any statutory requirement of the observance of accounting standards on the managem ent of companies, compliance with accounting standards was left to discretion of the management. In 1998 the Companies (Amendment) Ordinance, 1998 was promulgated by the President of India. This Ordinance gave statutory recognition to accounting standards and required the auditor to report on the compliance with accounting standards. The ordinance also provided for the constitution of

Impact of HR Practices on Organizational Performance in Bangladesh Free Essays

string(69) " abilities and the organization’s requirement \(Fernandez, 1992\)\." Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar1 abstract Impact of human resource management practices on organizational performance has been a widely researched area for years. But unfortunately, very insufficient number of studies have been conducted on this area in the context of Bangladesh and other developing countries. This study was undertaken to fill this obvious research gap. We will write a custom essay sample on Impact of HR Practices on Organizational Performance in Bangladesh or any similar topic only for you Order Now Data collected from fifty manufacturing firms in Bangladesh shows that HR practices have significant association with organizational performance. Out of HR practices, only performance appraisal is found to have significant impact on organizational performance. Keywords: HR Practices, Organizational Performance, Manufacturing Firms JEC Classification: M12, D24 Balasundaram Nimalathasan2 Munshi Muhammad Abdul Kader Jilani3 1. IntroductIon Impact of human resource management practices on organizational performance has been a widely researched area for years. Results of studies, from developed countries to developing countries, have been time and again showing that HR practices have significant impact on organizational performance (Delaney Huselid, 1996; Katou Budhwar, 2007; Sing, 2004; Tzafrir, 2006). But unfortunately, very insufficient number of studies have been conducted in this area context of Bangladesh and other developing countries. To augment the contemporary knowledge base of HR practices of developing countries, this study has been undertaken. 2. esearch QuestIons Specifically, this study was undertaken to explore the answer to the following research questions (RQ): RQ1: Is there any association between HR practices and Organizational Performance? RQ2: Do HR practices have any impact on Organizational Performance? resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007, p. ). HRM is composed of the policies, practices, and systems that influence employees’ behaviour, attitude, and performance (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 5). There are four top models of HRM such as the Fombrun, Tichy, and Devana Model of HRM, the Harvard Model of HRM, the Guest Model of HRM, and the Warwick Model of HRM (Bratton Gold, 1999, pp. 17-24). Out of these models, the Fombrun, Tichy, and Devana Model of HRM are considered to be the first one (Aswathappa, 2008, p. 18). The present study selected the HR practices such as recruitment and selection, training and development, performance appraisal, and compensation which were incorporated by the Fombrun, Tichy, and Devana Model of HRM. The model assumed that these four key HR practices have significant impact on organizational performance. 4. 2 Organizational Performance 3. objectIves The main purpose of the study was to identity the impact of HR practices on organizational performance. In order to materialize this objective, the following specific objectives were considered. †¢ To address the linkage between HR practices and organizational performance. To indentify the impact of HR practices on organizational performance. †¢ To offer some measures in order to enhance the organizational performance of the selected manufacturing firms in Bangladesh and other similar countries. 4. hr PractIces and organIzatIonal Performance: concePtual and emPIrIcal overvIew 4. 1 hr Practices Human resource man agement (HRM) refers to the policies and practices involved in carrying out the ‘human 1 2 The ultimate goal of a business organization is higher financial performance or maximisation of wealth for stake holders (Becker Huselid, 1998; Horngren, Foster, Datar, 2000). Nonetheless, attaining the organization’s goals depends upon the extent to which its organizational performance is reached (Katou Budhwar, 2007). Organizational performance is generally indicated by effectiveness (whether an organization can achieve its objectives), efficiency (whether an organization uses resources properly), satisfaction of employees and customers, innovation, quality of products or services, and ability to maintain a unique human pool (Delaney Huselid, 1996; Dyer Reeves, 1995; Guest, 2001; Katou Budhwar, 2007). The organizational performance variables of the present study included features such as product quality, customer satisfaction, new product development, ability to attract employees, ability to retain employees, and relationship between management and employees. According to the earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004), the respondents were asked to assess their organizations’ performance in comparison to the performance of their competitors. Mir Mohammed Nurul Absar, Assistant Professor, East Delta University, Agrabad, Chittagong, Bangladesh. Balasundaram Nimalathasan, Faculty, Department of Commerce, University of Jaffna, Sri Lanka. 3 Munshi Muhammad Abdul Kader Jilani, Faculty, University of Information Technology Sciences Bangladesh. IJBIT/Volume 3/Issue 2/April – September 10 | 15 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh 4. 3. Relationship between Organizational Performance HR Practices and Though most of the studies have been conducted in the western world, it is now well established that HR practices have significant impact on productivity, corporate financial performance, and employee turnover (Arthur, 1994; Huselid, 1995; Ichniowski, Shaw, Prennushi, 1997; Katou Budhwar, 2007). Pollitt (2004) found that the HRM practices of Nokia played vital role in helping the company in reaching its 40% percent share of the global handset market, and industry leading profit margins of 20%-25% at a time of unmatched change and competition. Katou and Budhwar (2007) through an in-depth study on 178 manufacturing firms of Greece found that HR practices such as recruitment, training, promotion, incentives, benefits, involvement, and safety and health were positively related with the elements of organizational performance such as innovation and satisfaction of stakeholders. Singh (2004) in a study on 82 Indian firms observed that HR practices such as training and compensation had significant impact on perceived organizational performance. Two recent studies (Billah Islam, 2009; Billah, Prince, Islam, 2009) in context of Bangladesh also found that HR practices have significant association with employee turnover and organizational commitment. Hypothesis 1: HR practices have significant association with organizational performance Hypothesis 2: HR practices have significant impact on organizational performance: The Recruitment and selection process determines the decisions as to which candidates will get employment offers. The aim of this practice is to improve the fit between employees, the organization, teams, and work requirements, and thus, to create a better work environment (Tzafrir, 2006). Sophisticated recruitment and selection system can ensure a better fit between the individual’s abilities and the organization’s requirement (Fernandez, 1992). You read "Impact of HR Practices on Organizational Performance in Bangladesh" in category "Essay examples" Hunter and Schmidt (1982) concluded that employment stability can be achieved through a selection procedure based on ability. Katou and Budhwar (2007) also found that recruitment and selection was positively related to all organizational performance variables such as effectiveness, efficiency, innovation, and quality. Hypothesis 3: Recruitment and selection positively influences on organizational performance: Training and development is considered to be the most common HR practice (Tzafrir, 2006). Training and development refers to any effort to improve current of future employees’ skills, abilities, and knowledge (Aswathappa, 2008). Thang and Buyens (2008) through reviewing 66 studies conducted in different parts of the world opined that training and development leads to superior knowledge, skills, abilities, attitudes, and behaviour of employees that eventually enhance organizational performance. Hoque (1994) unearthed that training and development had positive impact on organizational effectiveness in Bangladeshi context. Hypothesis 4: Training and development positively influences on organizational performance: Performance appraisal is a systematic process to evaluate the performance of an employee after certain period (Schuler, 1981, p. 11). Performance appraisal also influences other HR practices such as recruitment and selection, training and development, compensation, and employee relations. IJBIT/Volume 3/Issue 2/April – September 10 |16 As performance appraisal leads to pay raise, promotion, and training; it is assumed that better performance appraisal can have impact on organizational performanc e. Hypothesis 5: Performance appraisal positively influences on organizational performance: Compensation refers to all types of pay or rewards going to employees and arising from their employment (Dessler, 2007, p. 90). Compensation is very much important for employees because it is one of the main reasons for which people work. Employees’ living status in the society, satisfaction, loyalty, and productivity are also influenced by the compensation (Aswathappa, 2008). Delaney Huselid (1996) found that incentive compensation was associated with perceived market performance in USA. Employee compensation, particularly the performance based compensation system, resulted in better organizational performance in Indian firms (Singh, 2004). Hypothesis 6: Compensation positively influences on organizational performance: Moyeen and Huq (2001) studied HRM practices of 92 medium and large business enterprises (public and private sector) located in Dhaka, Bangladesh. They found that only 62% of surveyed organizations had an HR/Industrial Relations (IR) department. HRM practices of ten local private manufacturing enterprises listed under Dhaka Stock Exchange (DSE) were examined by Akhter (2002). She measured correlation between employees’ opinions regarding HRM practices in their enterprises, their age, education, and experience. Mahmood (2004) observed that other than organizational contingencies, the institutional context such as national education and training system, national industrial relations system, regulatory frameworks, and overall societal context had significant influence on the development of HR practices in Bangladesh. Furthermore, HR practices were found to have significant impact on affective commitment in context to Bangladesh (Haque Azim, 2008) Thus, the above review of literature shows that there have been several studies around the globe focusing on HR practices and organizational performance. However, very limited numbers of studies have been conducted on the impact of HR Practices on organizational performance in context of Bangladesh and other developing countries. This study has been undertaken to fill this obvious research gap. 5. research frameworK ( Figure 1 ) 6. research methodology Research methodologies of the present study were outlined below. 6. 1 Sample A directory of 85 manufacturing firms listed under Chittagong Stock Exchange (CSE) was prepared (Chittagong Stock Exchange, 2010). The structured questionnaire was sent to the HR managers of the all 85 manufacturing firms. Finally 50 useable questionnaires were found for the study (63% response rate). 6. 2 Data Sources and Instrumentation The study was complied with the help of primary data and secondary data. Questionnaire survey method was used to gather primary data in the present study. A 23-item and a 05- Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar et al. Training and Development Recruitment and Selection Performance Appraisal Compensation Positive Negative No Impact Organizational Performance source: Modified from Fomburn, C. J. , Tichy, N. M. , Devanna, M. A. (1984) Figure-1: Research Framework item Likert type questionnaire (where1=strongly disagree to 5 = strongly agree) were developed with some modifications from earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004) to measure the HR practices and organizational performance of manufacturing firms in Bangladesh respectively. As HR managers are the most reliable persons to provide data related to HR practices and overall organizations (Huselid Becker, 1996; Tzafrir, 2006), the structured questionnaire was sent to the HR managers of the surveyed manufacturing firms. Moreover, the desk study covered various published and unpublished materials on the subject. From the table-1, it is seen that reliability value was estimated to be ? =. 726 to . 818, if we compare reliability value of the scale used in the present study with the standard value alpha of 0. 6 advocated by Cronbach (1951), Nunnally and Bernstein (1994), and Bagozzi and Yi’s (1988); it is observed that the scale of the present study was highly reliable for data analysis. Validation procedures involved initial consultation of the questionnaires. The experts also judged the face and content validity of the questionnaires as adequate. Hence, researchers satisfied reliability and validity of the scale. 7. data analysIs and fIndIngs 6. 3 variables Independent Variables: According to Fomburn, Tichy, and Devanna, (1984), the following four (04) HR practices were selected as independent variables. RNS : Recruitment and Selection. TND : Training and Development. PA : Performance Appraisal. COM : Compensation. Dependent Variable: Organizational Performance (Perceived) In the present study, we analysed our data by an enter wise method in a multiple regression analysis. In this context, a multiple regression was performed, by making use of all the discrete variables (i. e. , dependent and independent variables) available in the dataset. The estimation process was based on Ordinary Least Squares (OLS) [i. e. ,Y= a + bx]. For this, purpose, we consider the following model specifications, by taking as dependent variable i. e. , organizational performance by making HR practices as independent variables. OP=? O+? 1(RNS)+? (TND)+? 3(PA)+? 4(COM)+e†¦ Model (1) Where ? 0 , ? 1, ? 2, ? 3, and ? 4, are the regression co-efficient OP : Organizational Performance RNS : Recruitment and Selection TND : Training and Development PA : Performance Appraisal COM : Compensation e : error term To test how well the mode-1 fit the data and findings, correlation (r), R, R2 (Coefficient of determination), variance, analysis of variance (ANOVA) and the t statistic were used. Correlation analysis was performed to find out the pair wise relationship between variables; RNS, TND, PA, COM, and OP. Hence, the results are summarised in table-2. Table 2: Correlations Matrix for HR Practices and POP variables RNS TND PA COM OP rns 1 0. 497** (0. 000) 0. 569** (0. 000) 0. 509** (0. 000) 0. 557** (0. 000) 1 0. 635** (0. 000) 0. 404** (0. 000) 0. 508** (0. 000) 1 0. 660** (0. 000) 0. 723** (0. 000) 1 0. 595** (0. 000) 1 tnd Pa com oP 6. 4 Reliability and Validity Before applying statistical tools, testing of the reliability of the scale is very much important as its shows the extent to which a scale produces consistent result if measurements were made repeatedly. This is done by determining the association in between scores obtained from different administrations of the scales. If the association is high, the scale yields consistent result, thus is reliable. Cronbach’s alpha is most widely used method. It may be mentioned that its value varies from 0 to 1 but satisfactory value is required to be more than 0. 6 for the scale to be reliable (Malhotra, 2002; Cronbach, 1951). In the present study, we, therefore, used Cronbach’s alpha scale as a measure of reliability. Table 1: Reliability value of the Scale scale 1. Recruitment and Selection 2. Training and Development 3. Performance Appraisal 4. Compensation 5. Organizational Performance source: survey data No. of Items 05 06 07 05 05 Cronbach’s Alpha (? ) . 780 . 774 . 818 . 726 . 799 IJBIT/Volume 3/Issue 2/April – September 10 | 17 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh Mean Standard deviation 3. 584 . 840 3. 643 . 844 3. 760 . 750 3. 448 . 856 4. 032 . 722 Table 5: Coefficients for Predictors of JS models 1 Constant RNS TND PA COM Unstandardized Standardized Coefficients Coefficients ? 1. 114 . 148 . 039 . 467 . 142 Std. Effor . 92 . 107 . 111 . 151 . 113 . 172 . 046 . 485 . 168 Beta 2. 845 1. 380 . 354 3. 081 1. 258 . 007 . 174 . 725 . 004 . 215 t sig Source: Survey data; **Correlation is significant at the 0. 01 level (2-tailed) Table-2 shows that the factors RNS, TND, PA, and COM are independently positively correlated with OP and also highly significant at 1% levels. Therefore, Hypothesis 1 of the present study was accepted. Here it is obvious that the maximum correlation (r =0. 723) is existed between PA and OP, followed by the association (r =0. 595) between COM and OP; RNS and OP(r= 0. 557); and TND and OP (r =0. 08). It should be needed to give the highest emphasis on PA for superb OP. Compensation is also crucial for wonderful perceived organizational performance followed by other HR practices (i. e. , RNS and TND). HR practices are pair-wise positively correlated with one to another and also statistically significant at P-value 0. 000. Among the four HR practices, the relationship (r =0. 660) between PA and COM is the highest, followed by the link (r =0. 635) between TND and PA. Further, a multiple regression analysis was performed to identify the predictors of OP as conceptualized in the model. An enter-wise variable selection was used in the regression analysis and table-3 and table-4 show the summary measure and analysis of variance (ANOVA) of the model. Table 3: Predictors of JS – Model summary a. Predictors: (Constant), RNS; TND; PA; and COM. model 1 r 0. 755a r2 0. 570 adjusted r2 0. 532 Source: Survey data The table-5 shows that PA is positively influencing on OP. For PA, the value of t is 3. 081(p=0. 004). Thus we accept Hypothesis 5 But for RNS, TND, and COM which fall in the area of rejection. Thus, we do not accept the Hypothesis 3, 4, and 6. Hence, it can be concluded that PA has significant impact on OP. Therefore, hypothesis-2 is also partially accepted. 8. conclusIon From the correlation matrix, the highest positive value of correlation between PA and OP clarifies that the authorities of selected manufacturing firms are required to give main focus on PA for getting fabulous organizational performance. In addition, the maximum average point (3. 760) of PA also discloses the identical conclusion followed by COM; RNS and TND (For details please see table-2). It is also found that PA has significant impact on POP. . lImItatIons and dIrectIons for the future researches tables 4: anova model 1 Sum of squares Regression Residual Total df 14. 568 10. 981 25. 549 Mean square 4 45 49 The study used only perceptual measure of HR practices and organizational performance. Only single source (HR managers) was also used to collect data. Future studies may be conducted in context of the service sector enterprises with larger sample s ize. Case studies, focus groups, and longitudinal studies may also be undertaken. references 1. 2. 3. 4. Predictors: (Constant), RNS; TND; PA; and COM. Dependent Variable: OP The HR practices (RNS; TND; PA; and COM) in the above model revealed the ability to predict OP (R2 = 0. 570). In this model value of R2 denotes that 57. 0 percent of the observed variability in OP can be explained by the HR practices namely RNS; TND; PA and COM. The remaining 43. 0 percent is not explained which means that the rest 43. 0 percent of the variation of OP is related to other variables which are not depicted in the model. This variance is highly significant as indicated by the F value (F=14. 926 and P = 0. 000) [For details please see table-4]. An examination of the model summary presented by the table-3 in conjunction with ANOVA, presented by the table-3, indicates that the model explains the most possible combination of predictor variables that could contribute to the relationship with the dependent variable. 5. 6. 7. 8. Akhter, N. (2002), Human Resource Management in Bangladesh: A Study of Some Local Private Manufacturing Industries. Unpublished Doctoral Thesis, University of Dhaka, Bangladesh. Arthur, J. B. (1994), Effects of Human Resource Systems on Manufacturing Performance and Turnover: Academy of Management Journal, Vol. 7, No. 3, pp. 670-687. Aswathappa, K. (2008), Human Resource Management: Text and Cases, Tata McGraw-Hill Publishing Company Limited, Delhi. Becker, B. E. , and Fuseli, M. A. (1998), High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications: Research in Personnel and Human Resource Management, Vol. 16, pp. 53-101. Billah, M. M. , and Islam, S. 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(2004), The Institutional Context of Human Resource Management: Case Studies of Multinational Subsidiaries in Bangladesh. Unpublished Doctoral Thesis, University of Manchester, UK. Malhotra, N. K. (2002), Marketing Research: An Applied Orientation (3rd ed. ). Pearson Education Asia, New Delhi, India. Moyeen, A. F. M. A. , and Huq, A. (2001), Human resource management practices in business enterprises in Bangladesh: Journal of Business Studies,Vol. Xxii, No. 2, pp. 263-270. Noe, R. A. Hollenbeck, J. R. , Gerhart, B. , and Wright, P. M. (2007), Human resource management: Gaining a competitive advantage, McGraw-Hill, USA. Nunnally, J. C. , and Bernstein I. H. ,(1994), Psychometric Theory, McGraw-Hill, New York. Pollitt, D. (2004), Nokia Connects HR Policy with Company Success. Human Resource Management. Vol. 12, No. 6, pp. 3032. Schuler, R. S. (1981), Personnel and Human Resource Management, West Publish ing Company, USA. 32. Singh, K. (2004), Impact of HR Practices on Perceived Firm Performance in India: Asia Pacific Journal of Human Resources, Vol. 2, No. 3, pp. 301-317. 33. Thang, N. N. , and Buyens, D. (2008), What We Know about Relationship between Training and Firm Performance: A Review of Literature. Paper Presented at The 7th International Conference on Ethics And Quality of Work-Life for Sustainable Development, Bangkok, Thailand. 34. Tzafrir, S. S. (2006), A Universalistic Perspective for Explaining the Relationship between HRM Practices and Firm Performance At Different Points In Time: Journal of Managerial Psychology,Vol. 21, No. 2, pp. 109-130. IJBIT/Volume 3/Issue 2/April – September 10 | 19 How to cite Impact of HR Practices on Organizational Performance in Bangladesh, Essay examples

Mental Health Nursing Practice and Delivery †MyAssignmenthelp.com

Question: Discuss about the Mental Health Nursing Practice and Delivery. Answer: Mental Health nursing practice and delivery has changed over the years in caring for people from different cultures. Handling mental health patients has now become more flexible as compared to the outdated rigid methods, which were there before. People from different cultures perceive situations and their environment differently, therefore, putting into consideration the cultural diversity of the mental health patients is essential in their recovery process and management of their conditions. The varying beliefs can also affect how patients perceive the mental health services they receive. When cultural diversity is not put into consideration during the assessment and treatment of mental health patients, it results in misdiagnosis and poor service delivery (Sharma, Meurk, Bell, Ford Gartner, 2017). This paper will look at how the mental healthnursing practice and delivery has changed over the years and how this has affected the clinical and psychosocial outcomes of people from diffe rent cultures. There used to be specific and rigid procedures involved in the care of mental health patients. These procedures were designed and based on a particular group and it failed to incorporate the views of other diverse cultures. For example, the standardized tests that were being used contained language that could only be understood by a particular group of people. The design of these tests was only appropriate for those in the western countries and some of the constructs being measured were not applicable to people from other cultural groups. The care of patients was also very strict and they were not given the chance to be part of their treatment program. Involving culturally diverse patients in treatment enables the clinician to understand aspects of the patients culture that may be contributing to their condition or that may help in recovery. However, the rigidness and strict rules of mental health services have changed over the years and it has taken into account the cultural diversi ty that exists among mental health patients (Slade, Amering, Farkas, Hamilton Whitley, 2014). To begin with, the approach used during assessment and interaction with mental health patients acknowledges the diversity of values, attitudes, and behaviors found in different cultures (Wand, White Patching, 2010). This has formed a basis for understanding the meaning of concepts within a particular culture. This approach has affected people from different cultures clinically since it enables the clinician to carry out the proper diagnosis of the patients condition from the specific information they get related to the patient's cultural beliefs and understanding of concepts. Psychosocially, it has been beneficial since the patients from diverse cultures; now feel more comfortable seeking mental health services because they feel accepted despite their diversity. It also provides an environment where the patient feels comfortable with the services they are receiving without compromising their values (Macleod, Elliott Brown, 2011). Standardized instruments are now being used in culturally sensitive ways. This is done by putting into consideration the cultural data during the interpretation of the results. Whenever it is possible, accurately translated versions are used instead. Through this, the patient can effectively participate in psychological tests that can determine their mental conditions (Robson, Haddad, Gray Gournay, 2013). The clinician is able to get better results from these tests and this means that the patient will receive effective treatment. Translated versions have helped culturally diverse patients to feel more comfortable undertaking psychological tests since they can understand the concepts clearly. The accurate data obtained from these tests are also very essential in follow-ups that enable the clinician to determine the progress the patient has made (Robson, Haddad, Gray Gournay, 2013). The involvement of the patient in the mental healthnursing practice has also been beneficial. The treatment models are now modified and diverse hence making them largely compatible with the patients expectation. Psychosocially, this ensures greater follow up and patient compliance (Isobel Edwards, 2017). When the patient feels like their values are being respected they are more likely to comply with the treatment they are undergoing since they do not have to compromise what they believe in. Clinically, it encourages the patient to be more open about any issues relating to their treatment. Since the patient feels accepted, they can disclose medication side effects so that they have a replacement in medication or alteration of their dose instead of simply deciding to skip the medication (Grundy, Walker, Meade Callaghan, 2017). In addition, non-compliance to treatment occurs when dissimilar cultures gather in a health care setting leading to a crash in expectations (Whitehead, Wilson, Carlyle Joyce, 2010). In this case, most of the healthcare providers view their clients from a different culture as a hurdle to healthcare delivery. For instance, the eastern people have different beliefs on disease causation and the probable treatment; this is followed by misconceptions and unwillingness to discuss with the healthcare providers about their health, which can lead to a negative clinical outcome. Therefore, to enhance compliance, patients should be educated about illness and the importance of seeking treatment. In addition, healthcare providers should identify factors that cause non- compliance to treatment and establishing a strong patient- nurse relationship (Kidd, Kenny McKinstry, 2015). In conclusion, the paper has discussed how mental health has changed over time and its psychosocial and clinical outcome on individuals from diverse backgrounds. In this case, it is evident that an individuals beliefs, customs, and values are mainly shaped by their cultures. Therefore, culture cannot be ignored when it comes to taking care of mental health patients. Rigid concepts in the mental health service system that was used before impaired the services that were provided to the patients from culturally diverse groups. The changes that have been made over the years to accommodate cultural diversity has greatly improved mental health andnursing practice delivery and resulted in better clinical outcomes and psychosocial well-being for the patients. It is essential to understand other peoples cultures to ensure effective provision of mental health services. References Robson, D., Haddad, M., Gray, R., Gournay, K. (2013). Mental health nursing and physical health care: A cross?sectional study of nurses' attitudes, practice, and perceived training needs for the physical health care of people with severe mental illness.International Journal of Mental Health Nursing,22(5), 409-417.doi: 10.1056/NEJMp1012121 Kidd, S., Kenny, A., McKinstry, C. (2015). The meaning of recovery in a regional mental health service: an action research study.Journal of advanced nursing,71(1), 181-192.doi.10.1111/jan.12472 Grundy, A. C., Walker, L., Meade, Callaghan, P. (2017). Evaluation of a co?delivered training package for community mental health professionals on service user?and carer?involved care planning.Journal of Psychiatric and Mental Health Nursing. 1(3) 23- 45. doi.10.1111/jpm.12378 Macleod, S. H., Elliott, L., Brown, R. (2011). What support can community mental health nurses deliver to carers of people diagnosed with schizophrenia? Findings from a review of the literature.International journal of nursing studies,48(1), 100-120. doi.10.1111/inm.2345 Sharma, R., Meurk, C., Bell, S., Ford, P., Gartner, C. (2017). Australian mental health care practitioners practices and attitudes for encouraging smoking cessation and tobacco harm reduction in smokers with severe mental illness.International Journal of Mental Health Nursing. 5(8) 1102- 1120.doi. 10.1111/inm.12314 Isobel, S., Edwards, C. (2017). Using trauma informed care as a nursing model of care in an acute inpatient mental health unit: A practice development process.International journal of mental health nursing,26(1), 88-94.doi.10.1111/inm.12236 Robson, D., Haddad, M., Gray, R., Gournay, K. (2013). Mental health nursing and physical health care: A cross?sectional study of nurses' attitudes, practice, and perceived training needs for the physical health care of people with severe mental illness.International Journal of Mental Health Nursing,22(5), 409-417.doi.10.1111/j.1447-0349.2012.00883.x Slade, M., Amering, M., Farkas, M., Hamilton, Whitley, R. (2014). Uses and abuses of recovery: implementing recovery?oriented practices in mental health systems.World Psychiatry,13(1), 12-20.doi.10.1002/wps.20084 Wand, T., White, K., Patching, J. (2010). Applying a realist (ic) framework to the evaluation of a new model of emergency department based mental health nursing practice.Nursing inquiry,17(3), 231-239.doi.10.1111/j.1440-1800.2010.00488.x Whitehead, L., Wilson, L., Carlyle, M., Joyce, P. (2010). Disorder-specific psychosocial interventions for bipolar disorderA systematic review of the evidence for mental health nursing practice.International Journal of Nursing Studies,47(7), 896-908.doi. 10.1111/j.1347-0349.2010.00883.x