Hospice and Pain Management

In certain stages of life or in the case a person has terminal illness death is inevitable and for that reason, the only thing that helpsis to control the pain in these patients.Advertising We will write a custom essay sample on Hospice and Pain Management specifically for you for only $16.05 $11/page Learn More As stated by Saunders (2007) most patients at the dying stage will experience symptoms such as pain, vomiting, nausea, respiratory secretions, fatigue, and dyspepsia. All these symptoms are painful and therefore the main goal of hospice careis to control or reduce the pain experienced by patients.As stated by Connor (1998), â€Å"the patient and the family are a critical part of the hospice team.† Pain control in patients is of interest to both the patient, their families and the government has a role to play in ensuring that it issues guidelines that regulate hospice care. The law that regulates hospice care also requires that pain contro l should be the main goal in hospice care. In hospice care, the use of medication is the main method that controls pain even though there are other known methods of pain control. The main work of a hospice nurse is to deal with patients who have severe pain.As stated by Jackson and Abraham (2005),Nurses should give pain control medication in appropriate time and we should not always respond due to distress in patients. The use of medication has become the main method of pain control among patients. The use of narcotics has widely been applied in reducing pain among patients. Even though the use of narcotics is an effective method of pain control, respiratory depression is a major side effect resulting from it. Respiratory depression is a condition whereby the breathing of a patient becomes slow and weaker and in severe cases, the breathing may stop. The termination of breathing resulting from the use of narcotics in most cases is temporary but in some cases, it might be permanent re sulting in the death of the patient. This is just one of the examples of the side effects caused by the use of medication in pain control. Hospice service other medicationsand most of them if not allhave side effects. The question of the type of medication or the dosage for a patient therefore remains a major concern to us when we are providing hospice care services. In hospice care the death of the patient although in some cases being inevitable should be prevented and incase it occurs it should not result from a mistake committed by a hospice service provider. Pain management in this stage of life is a right to the patient and a duty to the caregiver. Even though this is the obligation of hospice care, most families have stated that at the end of their lives most of their loved ones suffered from pain due to lack of treatment (Jackson Abraham, 2005).Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More In order to be effective in my duties as a hospice service provider then applying the standard protocols in prescribing medication is essential. These protocols outline the methods for changing, increasing the dosage, or adjusting the medication used in patients. The first medications that I will begin pain treatment with are the types referred to as over the counter medicine forexample,Tylenol and Aspirin.When the illness continues to develop the result will be an increase in pain to levels where over the counter medications are not effective. In such cases as a nurse, I will prescribe other medications that are much stronger such as narcotic based medication. References Connor, S. (1998) Hospice: Practice, pitfalls, and promise. New York: Taylor Francis Publishers. Jackson, V., Abraham, J. (2005). Ethical considerations in effective pain management at the end of life. Retrieved from UpToDate website: https://www.uptodate.com/ Saunders, C. (2007). End of life: Anurseâ€⠄¢s guide to compassionate care. Philadelphia: Lippincott Williams Wilkins. This essay on Hospice and Pain Management was written and submitted by user Colt Le 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.

Financial Planning

Financial Planning Financial resources are those resources that have monetary valueFinancial management is the planning and monitoring of an organizations financial resources to enable the organization to achieve its financial goalsAssets are the property and other items of the business both tangible and intangible.Objectives of financial management:Liquidity - ability to pay short-term debts.Profitability - maximizing profitsEfficiency - ability to maximize profits with minimal resourcesGrowth - increase size in the longer termReturn on Owners Equity - percentage of profit compared with total invested.The Planning CycleAddress current financial positionDetermine financial elements of business planDevelop budgetsMonitor cash flowInterpret financial reportsMaintain record systemPlanning financial controlsMinimizing financial risk and lossesMajor participants in financial marketsBanksFinance/insurance companiesMerchant banksRBASuper fundsMutual fundsPublic/private companiesASXSources of fundsInternal sou rces- Owners equity- Retained profitsAdvantages- Low gearing- Less riskDisadvantagesLower profits and return on OEExternal sourceso Short-term Overdraft Bridging finance Bank billso Long-term Bonds Mortgage Term loans Leasing Factoring Trade credit Venture capitalAdvantagesIncreased fundsTax deduction on interest repaymentsDisadvantagesIncreased riskSecurity requiredRegular repaymentsLenders have first claim on money if they go bankruptLeverage measures the relationship between debt and equityThe accounting frameworkRaw DataProcessed DataAccounting DataAnalysis of reportFinancial Statements Revenue statement - shows revenue earned and expenses incurred over the accounting period.English: Berechnung des Net Working Capital Balance Sheet - shows the businesses assets and liabilities at a point in time.Financial RatiosLiquidityCurrent Ratio = Current assets(working k) Current liabilities2:1 safe positionSolvencyDebt to equity = Total liabilitiesOwner's EquityProfitabilityGross Profit = gross profit...

P.O.S essay 2 Example | Topics and Well Written Essays - 1000 words

P.O.S 2 - Essay Example Benefits of the POS System The POS system being online will ensure that all across the Wal-Mat store there will be real and up dated POS solutions. In addition, since the POS system is custom made it will be custom made and thus compatible with most of the programs and hardware, which are to be installed. Furthermore, it will ensure that there is less inventory shrinkage. This is because through POS system it will be easier to keep track of obsolete and damaged inventories. Because of the effectiveness with which customers are served, it will ensure and lead to more customer service efficiency, customer satisfaction and customer retention and loyalty. It will facilitate timely and accurate reports as well as fast and effective analysis of sales date which is paramount to management information for decision-making process. In addition, the online POS software package will offer the advantage of management through remote access i.e. while in different store and while on leave. Moreover , having installed POS system Wal-Mat can easily expand in case of increased customers. This is because it only needs to mount new computers and other relevant hardware to create a new service station. The other minor benefits that Wal-Mat will get by setting up the POS will be prevention of theft, accuracy, and effective inventory management. ... Furthermore, with the retail POS system Wal-Mat will experience potential security risks with regard to software corruption by viruses, credit cards, and debit cards. Moreover, considering that the POS system is custom made, with the software applications used there will be need for regular updates to the system that may be done at an extra cost. POS Contingency Measures Since running of the POS system will be dependent on the electricity for smooth running, implies that in case of power outages the business will stop. These business standstill means loss of revenue, dissatisfaction of customers and under utilization of resources. Wal-Mat to combat electricity failures has bought and installed a diesel driven generator with the capacity to run the POS system for more than 12 hours. In addition, UPS s- uninterruptible power supply - have been fitted on every computer. This is to ensure smooth transition and business continuation while switching to the generator. Wal-mat has also set u p another back-up server computer in another independent location that store up real-time transactions happening in the main business stalls. This is meant to militate against any outages of the POS system in case of fire breakout in the main business area. In addition, after every 1 hr of the normal business hours, it is a requirement that there be a print out of sales receipts for every one hour. This is to ensure that in case of failure of the two back-up servers there can be hardcopy back up to mitigate it. Weakness and Recommendations to POS System Due to the continued high customer satisfaction, there has been an influx of new clients to our business, which has resulted to slower than normal

Answer the 5 questions of investment portfolio management Essay

Answer the 5 questions of investment portfolio management - Essay Example Present value of Dividends employs the cost of equity as the discount figure. Operating free cash flow is the cash residue after eliminating direct costs, working capital and capital expenditure needed for future growth, but before any payments to suppliers of capital. The firm’s weighted average cost of capital (WACC) is the discount rate employed in determining operating free cash flow. Free cash flow to equity refers to operating free cash flow less payment to debt holders (Strong, 2008). The firm’s cost of equity is used as the discount rate. Present value of Cash flow allows a degree of flexibility for changes in sales and expenses, which implies varying rates of growth over time. However, present value of cashflow valuation approach has a weakness in that it is heavily dependent on growth rates of cash flows and the discount rate estimates. Relative valuation approach to security valuation offers information on how the market is presently valuing the stock. Compon ents measured using the relative valuation technique include the price earning ratio, price to sales ratio, price to book value and the price to cash flow. Unlike the present value of security valuation, relative valuation approach does not offer insights as to whether current valuations are appropriate. Thus, valuations could be too low or high at a certain point in time. As such, Relative valuation is suitable when there are comparable firms in terms of the risk, industry and size in the market. It is also appropriate when the aggregate market and the entity’s industry are not under valuation extreme. That is to mean that the collective market and the firm’s industry should not be acutely overvalued or undervalued (Strong, 2008). Both cash flow approach and relative valuation approach have several factors in common. One is that they are both affected by the investor’s required return on the stock since this return rate becomes a significant element of the disc ount rate. Secondly, the two valuation approaches are affected by the growth rate estimation employed in the valuation technique such as dividends, sales or earnings. Therefore, the two approaches may be considered as complementary. 2. The concepts of systematic and unsystematic risk, variance, covariance, standard deviation and beta as each of these relate to investment management. Unsystematic risks refer to the kind of uncertainty that is associated with the industry in which a company operates. Unsystematic risks are also referred to as specific risks or diversifiable risks for they are specific in each industry, and they are reduced through diversification. Unsystematic risks arise as a result of factors particular to an industry or the firm such product category, marketing, research and development and pricing. Systematic risks refer to the kind of uncertainty that is inherent in the whole market segment. They are also referred to as market risks or non-diversifiable risks bec ause they are inherent in the entire market and diversification do not result in their reduction. Systematic risks are such as war, inflation, change in taxation, global security perils and political instability that affect the functioning of firms in all industries. Total risk is a combination of systematic and unsystematic risks. Variance is the measure of volatility from the mean. Variance helps an investor to establish the risk involved in purchasing a certain security. A higher variance indicates greater variability and thus greater risk. A greater variance also

Economics Essay Example | Topics and Well Written Essays - 1500 words - 5

Economics - Essay Example The works by Prebisch (1947; 1949) and Singher (1950) attempted to explain economic growth based on the differences in products produced by different nations. The less developed nations according to these theories have to purchase the manufactured goods from the Northern nations at prices in excess of what of what they get for selling their primary goods (to the Northern nations). This ultimately adversely affects the economic growth of the less developed nations and thus they remain less developed (Todaro, 2003). These theories thus argue for promoting import-substituting policies for economic growth. Alternative theories by Harrod (1939) and advanced by Kregel (1980) capture the dynamics of economic growth by assuming that it is determined endogenously by the saving and investment decisions of firms. In this model, the growth rates put forward are actual, warranted and natural growth rates. Based on this approach, the long run growth rate is determined by the closed economy social saving rate rather than net exports. However, this model has been criticised for showing the possibility of unstable growth in a capitalist economy (Moudud, 2000). It has been shown that though there can be instability to some extent for the growth path, its extent is restricted by many endogenous factors in a capitalist economy (Moudud, 2000). 3. Conclusion In this essay, the discussion shows that low savings rate alone cannot explain the differences between developed and developing nations. By improving saving rates alone, developing nations cannot catch up with the West. Many other factors discussed above determine the differences between these nations. 1. Introduction The relationship between free trade and economic growth has been a topic of debate for the academicians and policy makers in the recent years. In this essay, the arguments for and against free trade are discussed. 2. Arguments for and Against Free Trade Greater availability of cheaper goods from abroad will lower t he domestic price level, since the consumption bundle used to compute broad inflation measures includes imported goods. The magnitude of this effect depends on the share of imports in the consumption bundle of the representative household.Also as the economy opens up the shocks to the price level due to the domestic farm sector; output fluctuations are likely to ease which may diminish the price fluctuations (Jin, 2000 etc). As per the Dutch disease hypothesis (Collier and Gunning, 1999) and the political economy models (Alesina and Perotti, 1994), trade openness can affect fiscal deficits through the instability of government revenue. First, countries with an outward-looking strategy have higher levels of competition, are less corrupt (Ades and Di Tella, 1999) and have higher fiscal balances and lower fiscal deficit. Second, trade openness increases income inequalities which enhances the demand of public goods (Alesina and Perotti, 1994) and, simultaneously, reduces the ability of governments to collect taxes. Third, trade policy could reduce government revenue in the short run (Bean, 1999), which could occur when increases in openness result from a reduction in tariffs. However, for a given level of tariffs, government revenue from taxes is an increasing function of trade openness. Thus, in the

HR Management Challenges at Jaguar Land Rover

HR Management Challenges at Jaguar Land Rover 1. Introduction This report is being presented in response to a request by the Chartered Institute of Personnel and Development (CIPD) to analyse and assess some important HR implications of the current initiatives by some leading UK companies to send some of their brightest talent to work in emerging markets in order to gain fruitful international experience. Jaguar Land Rover, an iconic British company that has in the past gone through very difficult times and was purchased by the Indian TATA Group of Companies, has been steadily improving its operational and financial performance during past two years. Much of the companys growth is arising from its success in the newly developing emerging markets of the world. Whilst the company still has to make its presence felt in India, the home country of its new owners, its sales are steadily improving in countries like China and Russia, which have many high income individuals ready to spend on high performance luxury cars. The JLR management has recently initiated a proposal for sending some of its best senior managers to China and Russia to gain important international experience (Peacock, 2010, p 1). The company has further more informed its managers that strong experience in such international postings will improve their chances for progression to the board of directors. The Chinese market is extremely important to JLR, second in numbers only to the UK and the USA (Peacock, 2010, p 1). The company is also investigating the possibility of establishing a joint venture in China for the manufacture of thousands of cars (Bowman, 2010, p 1-2). With emerging markets like China, India and Russia becoming increasingly important to western business corporations, many British and American companies are actively investigating the idea of sending their managers to such countries to gain important international experience and insight (Bowman, 2010, p 1-2). JLRs proposal to send some of its key managers abroad was followed by the news of a survey of 418 UK executives that revealed that 40% of companies have plans to send more of their employees to emerging markets in East Europe, the Middle East, Russia and Asia (Bowman, 2010, p 1-2). Such proposals for systematic relocation of high quality organisational talent from home environments to overseas locations is bound to have a number of HR implications, not just from the individuals likely to be effected by such moves, but also by their bosses, who might not be willing to be deprived of bright employees working under them. Whilst such moves by UK companies are bound to have a number of organisational implications, this report deals with three specific HR issues namely, (a) organisational change, (b) cultural differences in international human resource management and (c) Talent Management. 2. Organisational Change Contemporary business organisations like JLR operate in extremely dynamic environments that are constantly being influenced and impacted by changes in technologies and in marketing and economic environments. JLR has in fact suffered extensively in the past because of its inability to respond adequately to global developments in the markets for luxury cars. Its takeover by the India based TATA group has been followed by a number of initiatives in different operational and marketing areas with good results. The company has decided to expand beyond its traditional markets in the UK and the United States and is actively searching for new markets in the Middle East, Russia, China and other emerging economies. Such changes in marketing strategies have been prompted and necessitated by the huge ongoing change in global economies and the expansion of wealth to the emerging and developing economies. Adoption of different organisational strategies often results in the need to bring about significant, long lasting and beneficial organisational change (Bovey, 2001, p 372). Such organisational change requires an identification of where an organisation should be, compared to where it is today, for achievement of strategic objectives, and the formulation and implementation of strategies to take the organisation from where it is to where it should be (Bovey, 2001, p 372). Whilst organisational change can be required on account of a number of environmental and marketing reasons, such change is essentially brought about through the agency of organisational managers and employees and needs to be viewed mainly through HR perspectives (Bovey, 2001, p 372). Numerous studies have confirmed time and again that the majority of organisational change initiatives are unsuccessful in achieving all or some of the original change objectives despite their being widespread agreement about the importance and relevance of such change (Hayes, 2006, p 87). Whilst some change initiatives may founder and lead to adverse consequences because they were essentially grounded in wrong decisions and inappropriate strategic thought, the majority of reasons behind the failure of otherwise important and desirable change initiatives largely occur because of various employee related issues (Hayes, 2006, p 87). There is general agreement on the fact that change initiatives brought about only through orders of senior managers are unlikely to be successful without strong support, involvement and participation of employees. Much of organisational resistance to change comes about from the apprehensions and insecurities of employees in being able to cope with the demand s of the planned changes. Such insecurities could arise from the prospects of having to learn new technologies, work in different locations, handle different people and exploit new markets (Hayes, 2006, p 87). The employees of JLR who are being asked to move to locations in China may well suffer from various apprehensions about the impact of such movements on their personal and professional lives. Such changes could lead to their having to be separated from their wives and children and working in different social, cultural, economic and legal environments (Hayes, 2006, p 87). Resistance to change is a much examined organisational phenomenon. Change management experts like Lewin and Kotter have advanced useful methods for implementation of organisational change. Lewin recommends a three stage change management process that consists of unfreeze, change and freeze stages (Lewin, 2005, p 14). Kotter on the other hand recommends that change should be brought in more gradually over the course of eight appropriate stages (Kotter, 2009, p 7). Whilst such tools for bringing about organisational change have been found to be useful, management experts assert that good change management stems out of effective leadership. Leaders are responsible for bringing about effective organisational change (Kotter, 2009, p 54). It is their responsibility to determine the change objectives, engage in transparent and clear communication about the need for change with organisational employees, identify and motivate change champions throughout the organisation, back change initiatives with physical and human resources and be committed to the achievement of the change objective (Kotter, 2009, p 54). JLR is in the process of implementing a number of change initiatives to improve its strategic processes, market share and operating efficiencies. The proposal to send its talented managers to an important business location like China in order to prepare them for board level positions is integral to such organisational change initiatives. The organisation leadership will have to take care to ensure the careful and appropriate implementation of such processes to achieve change objectives. 3. The Impact of Cultural Differences in International HR Management Globalisation, along with the liberalisation of isolated economies like those of the erstwhile Soviet bloc, China and India, has helped in the development of enormous business opportunities for western corporations (Zakaria, 2000, p 497). Western MNCs have being quick to spot the huge potential markets in these regions and have increased their marketing and production operations across Latin America, the Middle East, Russia and Asia, both to make use of their low cost economic environments and to exploit their growing and attractive markets (Zakaria, 2000, p 497). China represents an important destination for JLR and constitutes the third most important market for the company with potential for substantial future growth. The country is also an attractive destination for the establishment of economic production operations. Whilst the country is extremely important for the achievement of the organisations overall strategy, the success of such a strategy will be significantly influenced by the ability of the company and its managers to succeed in significantly different environmental conditions in China (Stulz, 2003, p 315). Whilst China is making strong efforts to integrate into the global economy, its social, cultural, economic, legal and political environment is significantly different from those of the UK and the USA (Stulz, 2003, p 315). MNC managers are required to handle numerous variables and deal with complex challenges in such foreign environments, many of which are not relevant in their home locations (Stulz, 2003, p 315). The need for such managers to operate in essentially different cultural environments is among the most significant of such challenges. The effect of such cultural differences on the functioning of expatriate managers is often extensive and is commonly termed as culture shock (Gallagher, 1996, p 228). HR experts state that culture shocks can not only affect the effectiveness of expatriate managers to succeed in their assignments, but t hat the ability of such managers to successfully operate in foreign conditions is largely dependent on their ability to recognise, plan for and overcome cultural differences (Gallagher, 1996, p 228). Cultural experts like Hofstede and Trompenaars have studied the issue in details and analysed specific reasons for such differences, which are unique to the social and cultural milieu of individual nations (Gallagher, 1996, p 228). It is important to appreciate that such cultural differences can lead to the emergence of frustration and feelings of strain, which can arise from not understanding the thoughts and actions of local people. Such strain and frustration can lead to anger, depression and helplessness (Maznevski, et al, 2002, p 276). International managers have to be trained to cope with the emotional, thinking and social aspects of cultural differences (Maznevski, et al, 2002, p 276). It becomes very important for organisations to engage in carefully planned and deliberated effo rts to orient their managers to deal with a vast range of cultural differences, especially so when managers have to be sent to countries with very different cultures (Stulz, 2003, p 315). The senior management of JLR must taker careful note of this aspect of international operations and engage in appropriate action, if it wishes to truly exploit the enormous opportunities available in China. 4. Talent Management Talent management represents a complex array of interrelated HR processes that are jointly used to improve the quality of organisational talent (Farndale, et al, 2010, p 32). With it widely being accepted that human resource constitute the most important organisational resource in modern day business, most well run organisations aim to utilise their human resources effectively by taking specific steps to sharpen and improve organisational talent (Farndale, et al, 2010, p 32). Mckinsey referred to this growing movement for improvement of organisational talent as the war for talent. With competition intensifying progressively across the world, most organisations realise that the maintenance and enhancement of competitive advantage is significantly dependent upon their ability to recruit, attract, develop and retain talent (Farndale, et al, 2010, p 32). JLR competes, in its segment of high priced luxury cars with globally famous competitors like BMW, Mercedes Benz and Toyota, all of whi ch are known for the superior quality of their managerial staff and workforce. JLR must also thus make deliberate efforts and adopt appropriate HR policies to nourish, nurture and reward its in house talent and make efforts to attract the best of external talent from outside. Its efforts to send employees who have been recognised on account of their superior management skills to China in order to develop them for senior organisational positions is an important HR process for development of organisational talent (Guthridge Komm, 2008, p 5). The exposure of these chosen managers to very different working and cultural environments will help them to understand different cultures and work with diverse types of people in alien environments (Guthridge Komm, 2008, p 5). Such exposure will help these employees extensively in understanding and appreciating the global economy and important company markets. It will also help them to obtain a world view and appreciate human diversity. Such experience should be invaluable in their development as professional managers (Guthridge Komm, 2008, p 5). Reward and remuneration policies also constitute an integral part of talent management processes (Briscoe, et al, 2009, p 46). Organisational talent not only has to be nurtured but also has to be rewarded handsomely in order to build organisational loyalty and retain it in house (Briscoe, et al, 2009, p 46). JLRs proposal to tie up assignments in China with positive weightage for future board level positions indicates its organisational policy to handsomely reward managers who are committed to organisational interest and personal and professional development. JLR must follow up its proposal to send these managers to China with transparent and clear communication on the reasons for doing so and how such an initiative will help the organisation as well as the individual managers. 5. Conclusions

Macbeth: A Noble and Highly Respected Figure In Ducans Reign :: Macbeth essays

Macbeth: A Noble and Highly Respected Figure In Ducan's Reign Macbeth was a noble and highly respected figure in King Duncan's reign. He lived a brave and honest life, serving the King and his country against evil. The Tragedy of Macbeth occurred when the weird sisters met Macbeth for the first time. An evil mind took over Macbeth, and he was doomed to the witches prophesies until his death. Macbeth was a General of the King's army, and served the King with honor and dignity. After success in the battle against the Thane of Cawdor, which was Macbeth's final serving for King Duncan, Banquo and he met with the King. Banquo was commended, and "To make thee full of growing. - Noble Banquo" (Act 1 Scene 4); but Macbeth was given all the credit, and titled "My worthy Cawdor!" (Act 1 Scene 4), Thane of Cawdor for his service. It was during this scene, where Duncan announced Malcom as his future successor, that Macbeth's thoughts became evil obsessions. A power was taking over him, his own flaw from evil, brought about by the weird sisters. "Stars, hide your fires, Let not the light see my black and deep desires." (Act 1 Scene 4). Macbeth's flaw is highly influenced by his wife, Lady Macbeth, who has wicked thoughts, and persuades Macbeth into many actions he would not normally do. "Only look up clear: To alter favour ever is to fear. Leave all the rest to me" (Act 1 Scene 5) shows her strength over Macbeth. As Macbeth prepares to kill Duncan, he hallucinates, and many thoughts cross his mind, but when the bell sounds, "Hear it not, Duncan, for it is a knell That summons thee to heaven or to hell." (Act 2 Scene 2) and Macbeth acts promptly. After the murder Macbeth regrets his actions, but again Lady Macbeth is influential toward him, reminding his that "These deeds must not be thought After these ways; so, it will make us mad." (Act 2 Scene 2). Macbeth's true self again break through when he has false thoughts about his actions. "Had I but died an hour before this chance I had lived a blessed time; for, from this instant, There's nothing serious in mortality. All is but toys; renown and grace is dead, The wine of life is drawn, and the mere lees Is left this vault to brag of." (Act 2 Scene 4). All the confusion surrounding Macbeth has prompted him to make some errors. He did not place the daggers on the guards after the murders, and then before anybody was able to talk to the

Can Go week 6

Go has moved from a small startup to a recognized growth company having a recent IPO offering. CanGo is currently lacking in a critical area for any business. It needs to focus on Strategic Planning. Strategic Planning will benefit CanGo by allowing it to: 1. Clearly define its goals consistently with its Mission and Vision statement. 2. Communicate effectively its goals to all of the organization. 3. Provide a foundation on which to direct future efforts. CanGo has the layers for a hierarchical organization. CanGo will work well within a matrix management structure.Matrix management pools a group of people together with similar skills to work on different projects. Weights are usually assigned to criteria based on the importance of the criteria to the decision maker, and criteria are rarely of equal importance to a decision maker. The synthesis of an alternative is mainly done on the basis of prioritized objectives. When a suitable process is decided and applied to a problem, rating of the alternatives can be converted into ranks, based basically on the preferences of a decision maker.Once the a list of key features is arrived at, they are ordered from most to least important. Ranking is determined according to: * Personal preferences. * Relationship with disciplinary preferences. * In terms of their meaning. It is also important to identify other features that are used in the decision maker's comprehensive evaluation that aren't being used in his criteria-based evaluation. The list may also be needed to be revised and checked if it suits the decision maker's initial requirements.When this process is completed, the decision maker's assessment should reflect in the rankings given to specific features. When the decision maker has a good sense of the criteria and the overall assessment is well aligned, it ‘s time to assign weights to criteria. Weights are always assigned strictly based on the logic of the decision making authorities, but they are not always assigned keeping Just quantitative results in mind, sometimes, weights can also be assigned to criteria for purely qualitative purposes.

Make Better Decisions by Thinking Like a Computer Professor Ramos Blog

Make Better Decisions by Thinking Like a Computer   Tom Griffiths is a Psychologist Cognitive scientist who is exploring connections between artificial and natural intelligence to discover how people solve challenging problems. First Griffiths Explains how you can use thirty seven percent to make better choices in your life . He brings up the moment of buying a home which can be a very stressful time. If you look at thirty seven percent of homes that are on the market he suggest you should buy the next home that is better than any of the other house you have preciously looked at. this will maximize your probability   that you will find the best place. Second he teaches us about Explore or Exploit which is trying something new or going with something that you all ready know will be good. Griffith tells us its like choosing where to eat. Do you go some where you have never been or do you go to your usual spot. He wants us to look at the time that we will be spend in that area. If we are going to stay a while we may try something new s o that we can gather information. But if we are just there for the day we want to exploit by just eating somewhere we are familiar with. Third is Last Accessed, take   a filing box for example and when you use a file you need to put it back in the box on the left side. this makes it earlier for you to find things that you use more often because they will be on the left side. Now he compares our brain to a   computer,it takes information   and stores it. But what happens when its full? It has to delete   information that is not being used. The last accessed information is what is deleted, just like the saying if you dont use it you lose it.   so the files on the right side of your box are going to be you last accessed which will be tossed out first. Q1. Do you think that these 3 tool can help you in real life ? yes or no and why? https://www.youtube.com/watch?v=1mLQFm3wEfw   Ã‚  Ã‚  Ã‚  Ã‚   Photo by rawpixel.com on Pexels.com

Checklist for Editing Paragraphs and Essays

Checklist for Editing Paragraphs and Essays Editing is a way of thinking critically and reading carefully.(C. Friend and D. Challenger, Contemporary Editing. Routledge, 2014) After revising an essay (perhaps several times) until were satisfied with its basic content and structure, we still need to edit our work. In other words, we need to examine our sentences to make sure that each one is clear, concise, forceful, and free of mistakes. Use this checklist as a guide when editing paragraphs and essays. Is each sentence clear and complete?Can any short, choppy sentences be improved by combining them?Can any long, awkward sentences be improved by breaking them down into shorter units and recombining them?Can any wordy sentences be made more concise?Can any run-on sentences be more effectively coordinated or subordinated?Does each verb agree with its subject?Are all verb forms correct and consistent?Do pronouns refer clearly to the appropriate nouns?Do all modifying words and phrases refer clearly to the words they are intended to modify?Is each word in the essay appropriate and effective?Is each word spelled correctly?Is the punctuation correct? See also:Revision and Editing Checklist for a Critical Essay

Personal statement for law school Example | Topics and Well Written Essays - 250 words

For law school - Personal Statement Example The officer not considering the situation, gave me a ticket and helped the other car to speed off, even after the lights turned to a stop sign. To my surprise, the officer implicated me and used the events to my disadvantage. He made severe decisions that led me into trouble not considering that the insurance for my car had expired. As a result, my insurer came into the mix attracting more trouble. The realization of this unjust treatment for the less privileged was extremely empowering. I knew that concentrating on the officer’s hostility would only reinforce my fear and the prejudice he had against me bearing in mind it was the other car that was on the wrong. My passion for equality and social justice kept growing until now when I wish to have a chance to participate in the fight against the unprivileged while at the same time empowering others. It is with this enthusiasm that I have great passion and interest for

Alzheimer-Related Disabilities Assignment Example | Topics and Well Written Essays - 750 words

Alzheimer-Related Disabilities - Assignment Example However, before it reaches to that stage, she will need to undergo further neurological tests and speech tests every so often to determine the progress of the disease. She therefore needs to establish a fund for these expenses. She is currently living alone which is something that will have to change as the disease progresses to an extent that she cannot be able to carry out routine chores without assistance due to the degeneration. She is also bound to forget a lot of tasks which will necessitate one of her children to come live with her. It is important to maintain her housing as she needs familiar environment in order to cope better. As a result of the numerous tests and special attention for the patient, the disease will demand having a stable financial background. Ellen is only a secretary but the fact that she has worked for 34 years is a guarantee that she is entitled to a handsome social security fund. Since she will be having a disability, she will get the disability fund and once she is 65 years old, she will benefit from the elderly people allowances (Fijiura, 2010). As mentioned above, Alzheimer’s disease degenerate the brain through hardening of the arteries which leads to loss of mental skills and abilities. The individual is therefore deemed dependent and cannot perform normal functions such as the usual jobs and chores. In this case therefore, Ellen will not be able to perform her secretarial job or even her home chores effectively. She is bound to forget or lack ability to comprehend what is needed to be performed. Some of the early symptoms of the disease include loss of sense of time or even place; have a decline in activities such as those that she used to be able to perform and were easy now become difficult including being able to take a bath. There are changes in personality where she may become