An essay on the novel Frankenstein Essay Example for Free

An essay on the novel Frankenstein Essay The novel Frankenstein is as relevant and terrifying today as it was when it was first published At the time that Mary Shelly wrote the book Frankenstein the idea of creating and bringing people back to life using electricity was a prominent idea in science. She was also reading Emile by a famous French philosopher Rousseau where he argues that mans nature is harmless but is made evil by society. These ideas help to influence her novel and contribute to the key themes. When Mary Shelly was young her mother died and this ties in with the character of Victor whose mother also dies from giving birth to his brother William, who is later murdered by the creature, (Mary Shelly also had a son called William who died at the age of 3). Mary Shellys first child died twelve days after she was born, she had a dream that her child had come back to life she wrote Dream that my little baby came to life again that it had only been cold and that we rubbed it by the fire and it lived I awake and find no baby I think about the little thing all day this tragedy is reflected in Frankenstein with the idea of bringing the dead back to life. Mary Shellys own childhood seems to have been brought up in the character of the creature, the creature was abandoned by Victor and Mary Shelly seems to feel that her mother abandoned her because she died when Shelly was only a baby. The book Frankenstein has three different narrators though out the novel; Robert Walton, the captain of a ship heading for the North Pole. Victor Frankenstein the creator of the creature and finally the creature itself, although Victor and the creatures stories are embedded in Waltons narrative. Mary Shelly uses Waltons letters to his sister to tell the story from his point of view and that of Victor and the creature. The book starts with Walton writing letters to his sister. Walton then encounters Victor Frankenstein when his ship can go no further north because it is stuck in the ice; Victor Frankenstein has been traveling across the ice following the creature and is ill because of the cold. Robert Walton takes him aboard his ship where Victor Frankenstein tells him the story of creating the creature. Victor tells him about his childhood in Geneva which he spent with his cousin Elizabeth. Victor went to the University of Ingolstadt. While he was there he became obsessed with the idea of bringing people back to life. Victor thinks he has found the secret of life and puts together a human being from bits of other dead people. It was a dreary night in November when he finally brings the creature to life. He looks at the repulsive thing that he has created and it horrifies him. He tries to sleep but is disturbed by dreams of his mother and Elizabeth I held the corpse of my dead mother in my arms, he wakes up to see the creature standing over him. Mary Shelly is increasing the tension and making the reader more involved. He escaped into the streets of Igolstadt and runs into his friend Clerval, who had come to study at the university. Victor takes his friend back to his apartment, but he finds that the creature is no longer there. He then becomes ill from a fever; the sickness is a sign that he has realized the horror of what he has done. Before he returns to Geneva he receives a letter from his father telling him his brother William has been murdered. Victor hurries home and when he was passing through the woods where William was murdered, he catches sight of the creature and is convinced the creature killed him, Mary Shelly is increasing the horror with each event as the story unfolds. Victor took a holiday in the mountains to try and ease his grief for his brother. While he is alone one day, crossing a glacier, the creature approaches him. The creature then tells Victor what has happened to him he describes running away from Igolstadt after he was assaulted by the towns people, and how he hid away in forests where he discovered fire. He discovers a small shed where he spends some time as he is sheltered from the rain; there is a small peep hole where he can look in to a family house this is where he learns to speak as there is a foreigner in the house who the family is teaching to speak their language. The creature asks Victor to create another creature for him to be his companion. Victor agrees but later after he has started he destroys the second creature so the creature tells him he will be there on Victors wedding night. On his return to Geneva Victor marries Elizabeth. He fears what the creature said to him and that he will kill him. To be careful he sends Elizabeth away to wait for him. While he waits for the creature, he hears Elizabeth scream and Victor realizes that the creature had been hinting at killing his new wife. Victor returns home and his father dies of sorrow shortly after. Victor says that he will devote the rest of his life to finding the creature and getting his revenge. Victor tracks the creature northwards and it becomes icy. Victor almost catches up with the creature, but the ice breaks and Victor cannot reach the creature. Victor dies shortly after he finishes telling his story. Walton then tells the remainder of the story in letters written to his sister. When Walton returns, several days later, to the room in which the body lies he is shocked to see the creature weeping over Victor. The creature tells Walton about his suffering. He then says that now his creator has died he can end his own torment. The creature then walks off for the northernmost ice to die. In chapter 5 Shelly describes how the monster comes to life and how Frankenstein has a nervous breakdown. He had spent two years working on the creature and it turned out to be an abomination in his eyes. Shelly tries to terrify the reader by using some very strong emotive words with an anxiety that almost lead to agony, she makes the creature look as grotesque as possible His yellow skin barely covered the work of muscles and arteries beneath she also writes his watery eyes, that seemed almost the same as the dun white sockets. Victor never refers to the creature as a human; he refers to it as a wretch, monster, creature and demonical corpse, this helps to show how Victor rejects the creature as soon as he has brought it to life just because of the way it looks, this is how the creature is treated by society through out the rest of the novel, he is seen as a monster and is rejected by society. These make the creature seem repulsive and grotesque, the thoughts of this creature would have terrified readers when it was first published but I do not think that it has the same effect on readers today. Far worse things are viewed in many places for example on the internet, television or in newspapers although something which had an appearance like the creature would probably still be rejected by society today and would still be considered horrifying.

Is employee job satisfaction important for success

Is employee job satisfaction important for success Happy employees are productive employees. Happy employees are not productive employees. The topic of employee attitude and job attitude has always been a debatable and confused topic among practitioners even though during periods when employees are being referred to as valuable asset for organizational success and competitiveness. Employees have attitudes or viewpoints about many aspects of their jobs, their careers, and their organisations. However, from the perspective of research and practice, the most focal employee attitude is job satisfaction. The most-used research definition of job satisfaction is by Locke (1976), who described it as a state which is enjoyable or positive that results from the appraisal of ones job or job experiences. Implicit in Lockes definition is the importance of both affect, or feeling, and cognition, or thinking. Organisations are social systems where human resources are regarded as the most key elements for effectiveness and efficiency. In order to achieve their goals and objectives organisations require efficient managers and employees. Without their personnel efforts and commitment success cannot be achieved by these organisations. Job satisfaction is critical to retaining and attracting well-qualified personnel. Employee job satisfaction can be described as an attitude that employees have about their organisation and job. Methodologically, it can be said that job satisfaction is an employees emotional response which can be compared between actual outcomes and preferred outcomes (Mosadeghrad, 2003b). One of the greatest challenge facing service organisations is possibly pursue for quality service. (Sohal, 1994). Thus finding ways for maintaining and improving service quality is necessary. (Bitner et al., 1994). In the recent years it has been noticed that the effects of many human resource development factors on business performance has been extensively discussed in business research literature. In service industries, where services are often characterised by an encounter between service providers and customers, the quality and capability of the service providers have a direct, significant effect on the service delivery process and customer satisfaction. The initial interaction, having a great influence on how customers evaluate the service quality, has been better known as the moment of truth as customers start to form their opinion and expectation of the service delivery experience (Normann, 1984). This brief encounter can be vital in achieving a reputation for higher quality and continuous business. 2.2 PERFORMANCE What is performance? Performance is the result of achieving organisational objectives; a yardstick of success. Porter (1980) asserts that the basis of above average performance in the long run is sustainable competitive advantage. 2.2.1 Measuring performance Performance measurement is necessary because it enables firms to take a snapshot of current activity to assess their progress and help refocus strategy. Furthermore the company makes information available for evaluation to be undertaken. Records of past sales levels, calls achieved, expense levels, etc. facilitate comparison and provide trends that can be used for evaluation and setting of goals. Most companies use a combination of input (behavioural) and output measures to evaluate their sales forces. (Oliver, R.L. and Anderson, E. (1994). Specific output measures for individual salespeople include the following: The problems arise in deciding the criteria by which performance should be measured. The customers judge quality on a range of objective and subjective issues which are often difficult to pin down. Employee attitude, for example, was ranked as the most important critical success factor to hotel companies, but is difficult to measure accurately. 2.3 Customer satisfaction Customer satisfaction is related to customer loyalty Service providers are expected to increase their service value over time because customers today are very knowledgeable in seeking out new service alternatives and will defect if they are just merely satisfied. Very satisfied customers were found to be six times more likely to repurchase than those who were just satisfied ( Jones and Sasser, 1995). Other studies, such as Gummesson (1993) and Storbacka et al. (1994), also discussed the link between satisfaction and loyalty. 2.4 Job satisfaction and job performance The study of the link between job satisfaction and job performance has a controversial history. The Hawthorne studies, conducted in the 1930s, are often credited with making researchers aware of the effects of employee attitudes on performance. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a happy worker is a productive worker. Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance. However, further research does not agree with this conclusion. Organ (1988) suggests that the failure to find a strong relationship between job satisfaction and performance is due to the narrow means often used to define job performance. Organ argued that when performance is defined to include important behaviors not generally reflected in performance appraisals, such as OCB, its relationship with job satisfaction improves. In addition, in a more recent and comprehensive review of 301 studies, Judge, Thoresen, Bono, and Patton (2001) found that when the correlations are appropriately corrected (for sampling and measurement errors), the average correlation between job satisfaction and job performance is a higher .30. In addition, the link between job satisfaction and performance was found to be even higher for complex (e.g., professional) jobs than for less complex jobs. Thus, contrary to earlier reviews, it does appear that job satisfaction is, in fact, predictive of performance, and the relationship is even stronger for professional jobs. 2.5 RELATIONSHIPS BETWEEN ATTITUDES, PERFORMANCE AND CUSTOMER SATISFACTION Past research has found positive but weak relationships between employees job-related attitudes and performance (Iaffaldano and Muchinsky 1990). Recent research has included customer satisfaction as a correlate of employee attitudes and performance, stressing the importance of quality service to organisational achievement (Wiley 1990, Zeithaml et al., 1985). In todays competitive marketplace, organization effectiveness depends on understanding what customers value and communicating this understanding to employees in the form of employee-performance goals and expectations. (Crom 1994, Heskett et al.,1994) In another study of relationships between organisational performance, customer satisfaction, and employee attitudes, (Wiley 1990) studied data from over 200 retail stores. He found that, overall, those stores most favourably described by employees were those most favourably described by customers. In particular, customer satisfaction ratings were strongly and positively related to employees descriptions of key aspects of their working environment, especially working conditions, minimum obstacles to accomplishing their work, and a strong sense that supervisors and co-workers stress customer service. A number of employee attitude dimensions were related to customer satisfaction. One such employee attitudinal dimension was effective communication. Thus this study concerns examining relationships between employee attitudes, performance, and customer satisfaction over time. The goal is to determine the extent to which employee attitudes distinguish between departments and the extent to which these differences are associated with productivity, administrative effectiveness, and customer satisfaction. In general, it is hypothesized that work groups differ in employee attitudes and that these differences relate to recently achieved performance and customer satisfaction and also predict future performance and customer satisfaction. 2.6 Defining attitude Secord and Beckman (1969, p. 167) defined attitudes as an individuals feelings, judgment and predispositions which helps to behave in accordance to his environment. Arnold et al. (1995) indicated that attitudes reflect a persons tendency to feel, think or behave in a positive or negative manner towards the object of the attitude. According to Elizur and Guttman (1976), attitudes toward change in general consist of a persons cognitions about change, affective reactions to change, and behavioral tendency toward change. Positive attitudes to change were found to be vital in achieving organizational goals and in succeeding in change programmes (Eby et al., 2000; Martin, 1998; Kotter, 1996; Gilmore and Barnett, 1992). 2.6.1 Indicators of employee attitude The concept of the employees attitudes encompasses a wide range of organisational phenomena (Loscocco and Roschelle, 1991). However, the most significant aspect of this study is the view that employees attitudes are the extent to which people of the organisation are able to meet the essential individual needs through their experience to give better performance. There are various employees attitudes that have been selected for inclusion in this study and they will be discussed further. 2.7 Job Satisfaction The first major cause that will be addressed is job satisfaction. In general, HR practitioners recognise the value of the work condition as a cause of employee attitudes, and it is an area HR can help influence through organisational programs and management practices. In addition, one of the most important areas of the work situation is to influence the work itself and it is often overlooked by practitioners when addressing job satisfaction. Currie (2001) suggests that satisfaction is linked to level to which an individual is satisfied with terms and conditions of employment and the factors relates to the physical work environment. For example, an employee may be satisfied with its pay and their relationship with their peers at work or are satisfied with company policy. Job satisfaction is generally known as a versatile construct which encompasses employee feelings about a range of both intrinsic and extrinsic job elements. It includes essential elements of satisfaction related to work conditions, pay, supervision, promotion, relationship with co-workers and organisational practices. (Misener et al., 1996). As stated, the work situation also matters in terms of job satisfaction and organisation impact. Contrary to some commonly held practitioner beliefs, the most notable situational impact on job satisfaction is the nature of the job itself-often called intrinsic job characteristics. Research studies across many years, organisations, and types of jobs indicate that employees give more importance to the nature of the work itself when asked to evaluate different facets of their job such as supervision, pay, promotion opportunities, coworkers, and so forth. (Judge Church, 2000; Jurgensen, 1978). This is not to say that good salary or effective supervision is not important but rather much more consideration should be given to job satisfaction by ensuring that work is interesting and challenging as possible. Of all the main criteria of job satisfaction the works nature involves job challenge, autonomy, variety and scope with other key results like employee retention. (e.g., Fried Ferris, 1987; Parisi Weiner, 1999; Weiner, 2000). Thus, to understand what causes people to be satisfied with their jobs, the nature of the work itself is one of the first places for practitioners to focus on. 2.7.1 Employee satisfaction Employee satisfaction is often referred to as job satisfaction. This is to say that employee needs and wants are satisfied when they perceive certain rewards from the organisation, including compensation, promotion, recognition, development, and meaningful work, meet or exceed their expectation (Hackman and Oldham, 1980). The next general point to look at is the notion of wellbeing at work, which (Peccei, 2004) suggests concern an overall sense of happiness, physical and mental health of the workforce. (Currie, 2001). However Warr (2002) argues that job-related wellbeing refers to peoples satisfaction with their jobs in terms of facets like pay, colleagues, supervisors, working conditions, job security, training opportunities, involvement, team working and the nature of the work undertaken. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. 2.8 Leadership Style Among the different factors of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly aimed at people and social interaction, as well as motivating people so that they will work towards achieving organizations goals. (Skansi, 2000). Organization believes that their success is in achieving its goals and objectives and this depends on the managers and their leadership style. By adopting the needed leadership style managers can influence job satisfaction, commitment and productivity of employees. Leadership style can be categorized as a variety of characteristics and skills, behaviors and managerial attitudes which are based on individual and organizational values. (Mosadeghrad, 2003b). It is the ability of the leader to motivate employees do perform to the maximum and is also the extent to which workers are respected, operation is done with honesty and integrity, promotion of efficiency and having open lines of communicationwith employees (Aronson et al., 2003). Leadership styles comprises of autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership (Mosadeghrad 2003b, 2004). If can be noticed that it is not that a certain style of leadership should necessary result in successful organisational behavior. There is need of different styles for different situations and leaders should know which approach to adopt. A leader may have the skills to act effectively in a particular situation but may not able to perform so in another context. A lot of research stem from research on transformational and charismatic leadership, which have been found to positively affect followers performance and attitudes (Bass and Avolio, 1993 and Shamir et al., 1993). According to Bass (1990, p. 21), transformational leadership takes place when leaders expand and promote the interests of their employees, when they create awareness and acceptance of the purposes and mission of the group, and when they encourage their employees to work towards the benefit of the group and not for their own self interest. Howell and Frost (1989) found that individuals working under a charismatic leader had higher task performance, task satisfaction, and lower role conflict. 2.9 Employee Commitment The concept of organisational commitment refers to a persons affective reactions to characteristics of his employing organization. (Cook and Wall, 1980) Commitment is an internalised employee belief, often associated with soft HRM and a high-trust organisational culture (Mathews and Shepherd, 2002) and is frequently associated with an exchange relationship between the employer and employee. From the point of view of employees, they commit to an organisation in return for certain rewards, which can be extrinsic (salary) and intrinsic (belonging, job satisfaction). Legge (1995) suggests that the attitude conceptualisation suggests that dedicated employees have confidence on the organisations goals and values, show enthusiasm to put maximum effort and have a strong will to stay with the organization. As such, affective commitment is viewed as an employees positive attachment to the employing organisation and a willingness to contribute towards the attainment of organisational goals (Mowday et al., 1979). Employees with high organisational commitment are more willing to put more effort in a change project and, therefore, it is more likely to develop positive attitudes towards organizational change. (Iverson, 1996; Guest, 1987). Furthermore, employee satisfaction has been positively correlated to service quality, which was then linked to increased customer satisfaction (Pugh et al., 2002). Customer satisfaction has been linked with the financial performance of the company, suggesting that employee satisfaction is linked to financial performance (Terzo, 2005). Further research has shown that satisfied employees have a positive impact on the companys profits (Jakobson Rauch, 2005). Different variables from employees all link to the customer, which links to the companys profitability and revenue growth (Pugh et al., 2002). Employee voice has been viewed as an aspect of high commitment HRM, and it is considered essential that workers should have the opportunity to express their grievances openly and independently, in addition to being able to contribute to management decision making on task-related issues (Gould-Williams, 2004). Thus it can be said that business success requires more than just satisfied and loyal employees. Instead, it demands the kind of employees who are willing to serve as advocates for the organisation that is committed employees. So, employee commitment represents employee dedication to help the company to achieve its goals. It includes manifests like dedication to doing work of high quality, commitment to resolving customers problems, the investment of adequate time and effort in the work and the will to recommend the companys products and services. 2.10 Job involvement Job involvement is likely to be affected by aspects of organisational culture. Job involvement is important because of well-established associations with a range of organisational outcome (Gray et al., 2003). It is also found that employees who are more involved in jobs are more satisfied with their jobs and can be expected to be more committed to their organization (ODriscoll and Randall, 1999). Employees who are highly committed towards their organization are more likely to stay than those who are relatively uncommitted (Tett and Meyer, 1993). Employee attachment is an important determinant in predicting organizational success. They describe attachment as having a strong affective component-the degree to which the customer or employee has a positive emotional connection with the organisation. It is believed that the way employees are treated (HR practices) leads to a shared employee mind set. This, in turn, leads employees to behave in ways (employee practices) that contribute to a customer mindset that, in turn, contributes to a retention and attraction of customers and the resultant competitive advantage. Therefore, job satisfaction and job involvement are attitudes which are determined by individuals perceptions of their total job situations, including the physical work environment, the terms and conditions of their employment and the degree to which they are given autonomy, responsibility, authority and empowerment in their jobs (Kersley et al., 2006) Thus Organisations that promote and maintain commitment, job satisfaction and work-life balance satisfaction (wellbeing) of their employees through the implementation of high commitment HRM practices will benefit most by superior organisational outcomes and productivity through establishing long-term relationships of support and trust with employees. Organisations that do not pay attention to employee wellbeing at work will have in the long term to deal with the effects of less productive employees. 2.11 Career satisfaction Career satisfaction was included since such satisfaction refers to overall affective reaction of individuals to their career (Greenhaus et al., 1990). It is reasonable to expect that high levels of career satisfaction would enhance organisational commitment since employees who are satisfied with their careers should perceive greater benefits in retaining membership in their organization than employees whose career have been less gratifying (Igbaria and Greenhaus, 1992). 2.12 Big five The big five model include five dimensions of personality traits. These traits are useful in determining the behaviour of individuals. These are: extraversion, agreeableness, conscientiousness, neuroticism and openness to experience. Furnham (1997) found that extrovert persons are highly motivated by intrinsic factors. It has been seen that extrovert person would respond more quickly to rewards than introverts. There are other examples that shows how personality traits may affect attitudes is an individual openness to experiences and this allow them to be more innovative and thus more satisfied with their job. (Furnham et al., 2005). Conscientiousness is viewed in earlier findings and suggests that this trait is a constant indicator of job satisfaction. (Furnham et al., 2002). This influence can be explained as conscientious individuals are prone to greater level of intrinsic and extrinsic reward as they are well organized therefore continuously increasing job satisfaction. 2.13 Motivation Herzberg et al.s (1959) two-factor theory of motivation stated that satisfaction and dissatisfaction are two separate entities caused by different facets of work and they were labeled as hygiene factors and motivators. Hygiene factors are categorized as extrinsic factors of job design that add to employee dissatisfaction when not met. Some examples are: supervision, working conditions, company policies, salary, and relations with co-workers. On the other hand motivators are intrinsic to the job and include achievement, development, responsibility and recognition. There is a very old discussion on whether hygiene factors do contribute to job satisfaction. (Furnham et al., 1999; Warr, 1987). 2.14 Managing Employee Negative Attitudes Managers can influence employees in having positive attitudes. Employees should understand behaviours so as to help them to change their attitudes. There should be the will to implement changes even if certain disagree with the idea. Moreover the organisation must focus on opportunities rather than concentrating on maters that is not working. Like this negative attitudes can be controlled to a certain extent. 2.15 Constraints to achieving positive employee attitude It is said that everyone should have a positive attitude. In practice it is really difficult to maintain a positive attitude every time. Whenever a problem arises, change in attitude is obvious to such an extent that having negative attitude cannot be avoided. Lacking positive attitude is the basis cause of stress, worry, demoralisation, nervousness and depression. Nowadays almost everybody is in tension. Employees are tensed because of job dissatisfaction. 2.16 Conclusion The literatures conducted can be summarised with the use of a conceptual framework as shown below: Figure 2.1: The conceptual framework This framework helps to determine all the factors that do indeed leads to the development of positive attitudes of the employees. The main attributes being job satisfaction followed by leadership style and employee commitment. These factors in turn lead to organisational performance and thus the success of the organisation. In this context performance is mainly measured through customer satisfaction which is considered to be crucial for any organisation. Thus it can be said that there do exist a relationship between employee attitudes and performance as it has proved in the above literatures.

Case Study: Elderly Patient with Several Concerns

Case Study: Elderly Patient with Several Concerns Daniel Littlewood   Case study Mrs Hiruni Jupangati You are an Enrolled Nurse working in the small public hospital in Cattelanbaa, rural QLD. This is your first job since completing the Diploma of Nursing and you have been working here for the past month. Mrs Hiruni Jupangati (born 20/05/1929) was admitted by her GP last night with exacerbation of asthma. She was born in Sri Lanka but migrated to Australia with her Australian Aboriginal husband whom she met during the 2nd World War. He worked as a stockman for a nearby cattle station until he retired to their small house in town 25 years ago. Their eldest son left home as a teenager and hasnt maintained contact with the family. Mrs Jupangati has 2 other children a daughter who lives on a sheep station just out of town, and a son who is a remote Aboriginal health worker in the NT. Mrs Jupangati has lived alone since her husband of 68 years died suddenly from a stroke 9 months ago. Although she is eligible for a place in a nursing home in Bigganbad, the regional centre 650km away, she is determined to see out her days at home. She receives support from the community nurse for wound care and her daughter who visits weekly to help with housework etc. She enjoys pottering in her vegetable and herb gardens, cooking Sri Lankan food, watching cricket and making robes for the Katina ceremony. Hiruni likes to spend time every day meditating, chanting from the Pali canon, and burning incense. The Buddhist monk visits once a month from Bigganbad and she attends the annual Poson and Katina festivals in Brisbane with her daughter. Mrs Jupangati has some mild short term memory loss and her GP noted she seemed somewhat confused during his visit. While she is normally independent in performing her ADLs, Hiruni attends to them once or twice per week. She wears a light pad for some urge urine incontinence. After 45 years of smoking heavily she stopped 5 years ago. Mrs Jupangati had excision of cataracts and insertion of IOL 2 years ago and wears glasses for reading. She can mobilise short distances independently with a walking frame. Mrs Jupangati has Osteoarthritis in her back, right hip and both knees. She had a left total hip replacement 6 months ago and is on the waiting list for the other joint replacements. She was diagnosed with Type 2 Diabetes Mellitus (DM) 5 years ago and has required insulin for the past 3 years. Her BGLs have been reasonably stable over that time. Along with Asthma and Diabetes, Mrs Jupangatis medical history includes Rheumatic fever as a child, Ischaemic Heart Disease (she had CABG 25 years ago), Congestive Cardiac Failure (CCF), and Chronic Obstructive Pulmonary Disease (COPD). At age 67 Mrs Jupangati had a left mastectomy and axillary clearance for breast cancer. Treatment included radiation and chemotherapy. There has been no apparent reoccurrence although she has not complied with follow-up mammograms which can only be done in Bigganbad. Mrs Jupangati has had four admissions to the local hospital in the past 6 months. One was for a fall and the other 3 for exacerbation of COPD and respiratory tract infections. She has a small skin tear on her right forearm, a diabetic ulcer on her left foot, and 2 small scratches from gardening on her right lower leg, all of which are being managed by the community nurse GP. Mrs Jupangati has several missing and decayed teeth. She is complaining of painful areas on her coccyx and red right heel since watching the recent cricket test series on TV. She wears hearing aids though needs reminding to use them. Patient observations on arrival to the hospital were as follows: Height 150cm Weight 87kg BP 160/90 Pulse 108 irregular Respirations 32 Temperature 37.8C O2 saturations 84% room air BSL 8.2mmol/l Urinalysis pH 6.0, SG 1010, Nitrates +, Leukocytes ++, Blood ++, urine cloudy and offensive Current Medications: Lantus Actrapid Seretide and Ventolin inhalers Panadol Osteo Voltaren Gel (her daughter gave this to her last week to help with arthritic pain) Oxycodone PRN Frusemide Enalapril Prednisolone Atorvastatin Coloxyl and Senna Pending investigations: Chest X-Ray Blood tests Spirometry Mid-stream urine (MSU) Other orders: TED stockings Bed rest with toilet privileges Oxygen @ 2L/min via nasal prongs Fluid balance bowel charts Q2:Identify, list and briefly outline the use for the equipment required to obtain all of Hiruni Jupangatis observations and complete the assessment form. A2: As written in (Tollefson, J., Watson, G., Jelly, E., Tambree, K., Bishop, T, 2015, pp.10-30, 66-98) the equipment required to carry out the observations for Mrs Jupangati are: Gloves and hand wash aid in preventing spread of infection. Height and weight scales needed to find BMI. Calculator to work out BMI. Blood Pressure and sphygmomanometer with BP cuff to take blood pressure. Stethoscope to listen to heart beat. Pen torch to check if PEARL. Watch for RR and pulse rates. Thermometer with probe covers take temperature. Pulse oximeter to get Mrs Jupangati SpO2 level. Urinalysis Commode, bedpan as required/ PPE/ specimen container/ urinalysis bottle with regent strips/ paper towel/ perineal care equipment/ watch/ pen and paper. BGL Glucometer/ cotton balls or gauze/ lancet/ sharps container/ testing strip/ diabetic chart/ warm water. Computer / relevant forms and pen to document data collected. Satisfactory Needs revision Q3:List five (5) strategies you could implement to enable Heroin to meet her emotional, psychosocial and spiritual needs. Identify 3 ways you would ensure both her privacy and confidentiality are maintained while she is an inpatient. A3: Understanding how Mrs Jupangati culture belief view health care will help to tailor questions and treatment plans to the Mrs Jupangati needs. By asking Mrs Jupangati about her religious and spiritual practice, you can learn something about Mrs Jupangati health care choices and preferences. Get to know Mrs Jupangati health problems will help you to develop a care plan for Mrs Jupangati, also involve Mrs Jupangati in her care plan. Anticipate Mrs Jupangati needs this will show Mrs Jupangati that you do care and that you want to provide Mrs Jupangati with the best plan of care possible. Gain Mrs Junpangati trust by providing consistent, respectful and patient-focused care, follow through on commitments and have an accepting attitude rather than being judgmental (Crisp, Douglas, Rebeiro, Waters, 2016 pp 447- 449 ). Three ways you would ensure Mrs Junpangati privacy are environment which is drawing curtains, closing windows and doors. No gossiping about her to staff members and patie nts. Do not post anything about her on social (Crisp et al., 2016 p225). Satisfactory Needs revision Q4What communication techniques would you use when interviewing/assessing Hiruni and explain briefly how they would assist you. A4: Active listening is taking an interest in what Mrs Junpangati has to say through verbal signal, nonverbal gestures, and body language. Using active listening will help build trust with Mrs Junpangati(Crisp et al., 2016 p222 ) . Using body language and gestures is important in making a connection with Mrs Junpangati, by taking the time to make eye contact, smiling, leaning forward and focusing my attention on Mrs Junpangati will help make a connection with her(Crisp et al., 2016 p223). Asking open end questions will require Mrs Junpangati to expand on her answer. English is Mrs Junpangati second language Junpangati may have difficult communicating, then closed questions may be required. Mrs Junpangati cultural difference and ESL may require me to prompt her, using clarification/validating techniques to build trust(Crisp et al., 2016 p224 ). Satisfactory Needs revision Q5:Review Mrs Jupangatis vital signs and observations. Identify whether they are within the normal range. If they are not within normal range state what the normal range and variance is and what the variance may indicate. Discuss your relevant duty of care expectations as an EN. A5: An EN duty of care expectations are to document, ensuring confidentiality of all vital signs and observations immediately after they are done. Any abnormalities of the vital signs and observations should be reported immediately to the RN so further action can be taken (Crisp et al., 2016 p173). Satisfactory Needs revision Q9:Identify four (4) potential risks in collecting the MSU and discuss what you, as the EN, would do to minimise these risks. Briefly state what relevance an environmental policy/procedure would have to Mid-Stream Urine collection/testing. A9: Four potential risks are contamination, infection, urine spill and incorrect labelling. These risks can be minimise by making sure the container is sterile, not touching the inside of the container, the specimen is taken mid-stream as required. Wear gloves to avoid infection and contamination and follow hand hygiene policy. Use ppe such as gloves, apron and glasses in case it splashes everywhere. To avoid incorrect labelling fill out the label before you give the container to Mrs Junganati, verify with Mrs Junganati details as the label is fill out and make sure the correct test procedure is written on the label as well (Crisp et al., 2016 pp 648-658 ).The relevance an environmental policy/procedure would have to a mid-Stream Urine collection/testing is it would tell you how to dispose of the urine and container correctly (Crisp et al., 2016 pp 132-133). Satisfactory Needs revision Q10:Explain good documentation standards/principles you would use as an EN caring for Mrs Jupangati. A10: Good documentation standards/principles are making sure all documents are focussed, accurate. Complete, timely, understandable, always objective and legible. On every document must be the unique identifier or medical record number, patients full name, DOB, gender. For good documentation entries must be neat, legible and English, must have proper grammar and spelling, must be accurate and clear, use black ink which is easily reproducible, use approved symbols and abbreviations, use the 24hr clock time sequenced, all entries from students must be countersigned by clinician who is supervising, all entries must be signed by author, followed by name and designation, make sure all entries are factual (Crisp et al., 2016 pp178-181). Satisfactory Needs revision Q13:Using your knowledge of anatomy and physiology identify and discuss three (3) possible causes of Mrs Jupangatis collapse. A13: Mrs Jupangati has osteoarthritis in her back, right hip and both knees. She also had a total left hip replacement 6 months ago and is on the waiting list for other joint replacements. She has also been admitted to hospital in the last 6 months with a fall. Mrs Jupangati has arthritis along with osteoarthritis which cause the cartilage or cushion between joints breaks down leading to pain, stiffness and swelling. Mrs Jupangati may have fell because her joints gave way or they lock up (Nazarko, 2015). Mrs Jupangati has type 2 Diabetes, she is taking insulin injections for her type 2 diabetes. Mrs Jupangati is obese which may be the cause she has type 2 diabetes. With Type 2 diabetes, the pancreas usually produces some insulin. But either the amount produced is not enough for the bodys needs, or the bodys cells are resistant to it. Symptoms of diabetes may include fatigue, blurred vision and loss of consciousness (rare). Type 2 diabetes also increases your risk of a stroke. Mrs Janpangati might have miss her insulin medication, which means glucose cannot make it into the cells to provide energy to the body, which may have cause Mrs Janpangati to have fatigue, blurred vision and loss of consciousness which cause her to fall (Nazarko, 2015). Mrs Jupangati was admitted last night with exacerbation of asthma. She was admitted with a very high respiratory rate. Mrs Jupangati use to smoke for 45 years. Mrs Jupangati has COPD and asthma which cause narrowing of the airways. Mrs Jupangati is not able to get the required amount of air into her lungs because she unable to take a full breath. Mrs Junpangati is tachycardia which means her heart is working hard to supply the body with more oxygenated blood, which means the lungs have to work faster to oxygenate the blood as well. Mrs Jupangati may have had an asthma attack which may cause her unable to breathe and lose consciousness, which cause her to fall and hit her head (Nazarko, 2015). Satisfactory Needs revision Q15:List Mrs Jupangatis analgesic medications. Outline the process you would use to assess the need to give the opioid. Is an [E]EN authorised to administer the opioid? If so, explain how legislative and regulatory standards support this practice and how the EN would ensure these requirements are met whilst performing this activity. A15: Mrs Jupangatis analgesic medication is Oxycodone and Panadol Osteo. To assess to see if Mrs Jupangati needs her Oxycodone PRN a pain assessment will be required. A pain assessment consists of provoking/palliative factors what makes the pain better or worst. Quality what the pain feels like in the patient words. Region and radiation, where is the pain, does it radiate, does it occur anywhere else, have the patient point to where the pain is. Severity, have the patient rate their pain using a pain rating scale, ask the patient how much pain they have at rest and how much pain they have at movement. Time, when the pain began and how long did the pain last. Patients understanding of the cause of pain and what treatments have they tried to relieve it (Crisp et al., 2016 p1336). An EN can administer the opioid because it is a control drug. For a EN to administer Mrs Jupangatis opioid they must have written in instruction from one of the following dentist, doctor, nurse practitioner, p hysician assistant or surgical podiatrist and a doctor, dentist or registered nurse supervise, or they can give control drug to a person if has been dispense for that person doctor, dentist or registered nurse supervise (Queensland Government, 2016). Satisfactory Needs revision Q16:Review Mrs Jupangatis medical history medications. Identify urgent patient education needs, describe how you would go about this and who you would involve. A16: Diabetes, Mrs Jupangati needs to lead a heathier lifestyle I would involve the following doctor, dietician or nutritionist, accredited exercise physiologist/physiotherapist and her daughter. Blood glucose Mrs Jupangati needs to check her blood glucose levels at home to making sure she is within normal limits and Mrs Jupangati must take the required medication so the following people should be involve the RN, her community nurse and Mrs Jupangati daughter to ensure she carry out this. Pressure Area Care, Mrs Jupangati needs education on pressure injuries, how her diabetes will increases the risks, what can Mrs Jupangati do to minimise these risk and how Mrs Jupangati can care for her pressure injury. People to get involved doctor/RN speak to her and her daughter and community nurse. Wound care, involve Mrs Jupangati, daughter and community nurse. Nutrition get the following people involved nutritionist and her daughter. Advise them of what Mrs Jupangati should be eating and avoiding. Oral hygiene Mrs Jupangati needs to be refer to a dentist, educate Mrs Jupangati, community nurse and daughter, educate them on steroid medications effect on Mrs Jupangati teeth and educate them on mouth care. ADLs/hygiene involved Mrs Jupangati , community nurse and her daughter, explain to them why hygiene is so important when you are a diabetic because it can cause sores to become infected a lot easier. How to use puffers/spacer, involve Mrs Jupangati, community nurse and her daug hter. Explain the process with them and show them as well. When teaching Mrs Jupangati reduce environmental distractions, to compensate for Mrs Jupangati hearing loss and with Mrs Jupangati attention and concentration. When talking to Mrs Jupangati use a low-pitched voice, speak clearly and slowly, and face Mrs Jupangati while talking. Encourage Mrs Jupangati to use her hearing aid. Ask the Mrs Jupangati questions to verify that she has understood what been said, and give written information as backup to what youve presented orally to Mrs Jupangati. Mrs Jupangati has impaired vision, use adequate diffused light, and avoid having Mrs Jupangati face a direct source of light. Make sure Mrs Jupangati has her prescription glasses, make sure she is wearing them, and use large print for labels and instructions. Keep teaching sessions short for Mrs Jupangati between 10 to 15 minutes and schedule them to allow Mrs Jupangati to rest as needed. When teaching Mrs Jupangati any activity or skill, the pace must be set Mrs Jupangati(Crisp et al., 2016 pp 2 6-7) . Satisfactory Needs revision Q17:Identify potential causes of Mrs Jupangatis poor oral condition and describe how you could assist her in maintaining proper oral health. A17: Cause of Mrs Jupangati poor oral condition are diabetes if Mrs Jupangati poorly managed her diabetes she is at an increased risk of tooth decay and gum infections (Diabetes Victoria, 2016). She is a former smoker which can cause mouth decay. She is taking Prednisolone which may lead to bone loss in her mouth. She is taking steroids which can cause oral thrush. Mrs Jupangati has medicine for high blood pressure, analgesics and ACE inhibitors which cause insufficient saliva which cause gum disease because saliva keeps the mouth healthy (NPS MedicineWise, 2016). While Mrs Jupangati is in hospital I will help her with her oral care by assisting her with oral care twice a day. By assisting Mrs Jupangati I will educate Mrs Jupangati on why it is importance to do her oral care and it will get her in a routine. Educate Mrs Jupangati about diabetes and gum disease that she needs to have her BGL at the right level, needs to take her medication correctly and is to test her BGL regularly. Satisfactory Needs revision Q18:Discuss the potential cause of Mrs Jupangatis painful coccyx reddened right heel and explain why this might have occurred. Outline how the EN will manage this concern effectively. A18: Mrs Jupangati is 87years old, has diabetes, and limited mobility. As people age their subcutaneous fat diminishes and their skin texture flatten out. The loss of skin texture allow the epidermis to peel away, increasing the likelihood of skin tears. Mrs Jupangati has lost her skin texture and has poor blood flow to her extremities, especially legs and feet due to her diabetes. Mrs Jupangati poor glucose levels may result in a reduced blood supply which makes them more prone to infection, ulcers and pressure injuries As Mrs Jupangati has been watching the cricket sitting down for a long period of time without moving, she would be applying pressure on her coccyx and her heels on the couch. This would have interfere with her circulation because she was applying pressure which would have cause tissue death. The EN will need to do a waterlow risk assessment Mrs Jupangati must be move every two hours, the EN will need to put a mepilex INSITU on Mrs Jupangati heel and coccyx . Mrs Jupangati must have a wedge pillow under her shins and be given an air bed. The EN can wash and dry the area as well. The EN must educate Mrs Jupangati on pressure injury care and prevention, advising Mrs Jupangati to move every couple of hours. Informing Mrs Jupangati to use non-cosmetic moisturisers on her skin, check regularly for red or sores areas, and about hygiene (Crisp et al., 2016 pp724-736). Satisfactory Needs revision References       Crisp, J., Douglas, C., Rebeiro, G., Waters, D. (2016). Potter Perrys fundamentals of nursing (5 ed.). Australia: Harcourt Publishers Group Pty Diabetes Victoria. (2016). Diabetes long-term effects. Retrieved 2 19, 2017, from https://www.betterhealth.vic.gov.au/health/conditionsandtreatments/diabetes-long-term-effects Nazarko, L. (2015). Modifiable risk factors for falls and minimizing the risk of harm. Nurse Prescribing, 13(4), 192-198. Retrieved from CINAHL database http://web.ebscohost.com NPS MedicineWise. (2016). Prednisolone (corticosteroids (oral and injectable)). Retrieved 2 19, 2017, from http://www.nps.org.au/medicines/hormonal-and-metabolic-system/corticosteroids-oral-and-injectable/prednisolone-corticosteroids-oral-and-injectable Queensland Government. (2016). Health (Drugs and Poisons) Regulation 1966. Retrieved from https://www.legislation.qld.gov.au/LEGISLTN/CURRENT/H/HealDrAPoR96.pdf Tollefson, J., Watson, G., Jelly, E., Tambree, K. (2015). Essential clinical skills: Enrolled/division 2 nurses. (3 ed.). Melbourne, VIC, Australia: Cengage Learning Australia.

Information Systems Essay example -- Business, Technology

Introduction The use of information technology or Information System has defined the way business is conducted globally over the past several decades. The internet has led to high rate of globalization; this is of special significance to the various industries (Reponen 2003). Goods and services can now be offered or sold in a large scale and in various part of the globe. The consequence of this is the growth in customer base for many business entities, especially the supermarkets (Reponen 2003). Due to large markets, various business entities have found it more convenient to adopt the use of information system and Information technology to both manage the large customer data and also reach them in the global market (Burgess, 2002). This report centers on the use of Information Technology/Information System in Tesco Supermarket. It begins by giving a brief overview of the supermarket and examines the benefits and challenges faced by the supermarket as it utilizes Information System (Burgess, 2002) . Description of Tesco Supermarket Tesco Supermarket was founded by Jack Cohen; he started by selling groceries in the market of End of East London from1919. The brand of Tesco first appeared in 1924 after Jack Cohen bought a large volume of tea shipment from T.E Stockwell (Blythe 2008). He came up with the name Tesco by picking the first two letters from T.E Stockwell (TE) S from Stockwell; he then combined these letters with the first two letter of his surname (Co) to form Tesco. The fist Tesco Store was opened 1929. This was followed of opening of the first self-service store in 1948 in St Albans. Subsequently, in 1956, the first Tesco Supermarket was opened. Tesco Supermarket has since established numerous subsidiaries all over ... ...formation technology has helped Tesco Supermarket to link up with its subsidiaries spread over a wide geographical area (Nag & Sengupta 2007). The supermarket has also managed to engage in electronic information interchange with its business partners and clients. The Information System has enabled the supermarket to reduce cost of its operations, increase its efficiency and win the trust and loyalty of its customers. Nonetheless, Tesco Supermarket has experienced some challenges with the use of Information Technology. These challenges have been occasioned by, amongst other factors, system failure, the need to train its workforce every time a new technology is introduced. In some cases, these challenges led to reduced profit margin and increased overhead costs. Moreover, during such challenges, the supermarket experiences slowed rate of work (Singh, et al 2005).

To compare The Charge of the Light Brigade with The Destruction of Essa

To compare The Charge of the Light Brigade with The Destruction of Sennacherib In this essay we are going to be comparing two war poems. They are ‘The Charge of the Light Brigade’ by Alfred, Lord Tennyson (1809-1892) and ‘The Destruction of Sennacherib’ by Lord Byron (1788-1824). ‘The Charge of the Light Brigade’ is set in the Crimean war. It is about the British cavalry getting the wrong orders and going straight at the enemy’s cannons. ‘The Destruction of Sennacherib’ is a biblical story. The story tells us about a whole army being wiped out really quickly as they slept by the ‘Angel of Death’. The first poem we are going to look at is ‘The Charge of the Light Brigade’ by Alfred, Lord Tennyson (1809-1892). In this poem Tennyson describes the valley that the cavalry had to gallop along as ‘The Valley of Death’. This makes you think that as they go along the valley the soldiers will die. He describes the soldiers as heroic and he admires their courage because the soldiers did not question their orders even though they were likely to be killed. To emphasise this ..

Simulation †Case Study

Kathy, the project manager, obviously did not have the people skills or knowledge of the culture needed to be successful on this project. Had she researched the culture, listened to her team members, and worked with them rather than over them, this project would have been more successful. Also she should implement incentives for the team. The problems facing Kathy are that her team resented her, drug their feet, and caused the project to not meet the deadline. Her team resented her because she pushed them too hard as she did not take her people’s culture, feelings, expectations, and work habits into consideration. This caused the team to drag their feet, as a short term problem, and cause the long-term problem of ultimately missing the deadline. The decision facing Kathy was how to get the team to work more efficiently. Since Kathy did not take her team into consideration and cause her team to resent her. Without the ability to read people and sympathize with them, it is difficult to effectively manage people. Lacking this ability cause Kathy’s team to resent her and drag their feet. Had she taken the time to get to know her team and their work habits, she would have known that pushing them without giving them breaks would not have worked. They became bitter toward her and her ethics and caused more problems for her than necessary. Instead of working a round-the-clock schedule, and pushing and demanding the team to work beyond their capability, Kathy could and should have taken different approaches. Above all she should have worked harder to understand her team better and work with them rather than above them, or given them incentives for their work. Unfortunately, giving incentives can cause people to cheat through their work instead of doing their best, but most people would use the incentives as a means for motivation to do their best and meet the expectations of the project. Working long hours is usually a given when working with close deadlines, but requiring the team to work round-the-clock is a bit much. Kathy could have petitioned to hire more people or extend the deadline. Hiring more people could put the project over budget, but the project could have been completed more efficiently and on time. Moving the deadline could cause people to relax more, but if given more time to complete from the beginning, it could have reduced a lot of the stress put on Kathy and the team. If I were Kathy, I would take time to understand the people she works with, implement incentives for making deadlines, and petition to hire more people. As soon as she met with her team she should have gotten to know them and taken the time to understand their work ethic. As soon as the team started to fall behind, more people should have been hired to make up the time. The project manager should get their hands dirty and dive in to help make the deadlines. Cut the project into phases. Say the foundation has to be done by a certain time. Let the team know that if they make that deadline the will receive an incentive, and if the team surpasses that expectation, they get a better incentive. I would make it a dinner if deadline met, and an afternoon off if the team has started the next phase before the deadline of the first phase has come. This would cause the team to want to do better and go beyond their expectations which would cause the project to be complete by the deadline and hopefully within budget.

Liberal Principles and Minority Rights Essay

Liberal Principles and Minority Rights BY shax0521 We live in a world with differences, biases and hindrances we tend to take into account to be able to cope up with the changes happening around us. These differences could be between races,religion, culture, language, etc. But within a country, these differences also exist. Most countries are composed of diversed culture that divides the society to the majority and the minorities that establishes cultural differences related problems. It is often heard that minorities are deprived from certain freedom and the majority avails most of the best previleges that could e given. Minorities are often Judged by different steoreotypes and prejudices that establishes conflict between the groups. The main point of Prof. Hans Ingvar Roth, head of the sweden research team of the University of Lund in his article â€Å"Liberal Principles and Minority rights,† minority groups particularly in a liberal democratic society should be able to deal with the existing problems confronting their existence and culture in relation to the liberal principles through group-targeted measures. These group-targeted measures will be further explained throughout the article critique. The purpose of this paper is to give a brief summary of Roth’s article Liberal Principles and Minority Rights, what are the liberal principles of a liberal democratic society how it affects the condition of the minorities and my point of view as a reader. It will also tackle the different features of a liberal society, the problems encountered by minorities and the possible solution to the problems. In other words, the life of the minorities in a liberal democratic society. According to Roth, inequalities in modern western societies are faced by the inorities particularly ethnic, racial and religious which sometimes seen to result to discrimination. The minorities are confronted by social, political and cultural inequalities which were percieved to be the consequences as a memberofa liberal democratic society. Moreover, the majority enjoys the benefits and priveleges that were given by the society. In relation to this, to know the reason why these inequalities occur, we must know the grass roots of this condition. Roth stated in his article his definition ofa liberal democratic society. According to him, â€Å"a liberal democratic society is charcterized by the certain institutions or norms that are seen among many of its citizens as essential guidelines for the organization of society. † A liberal democratic society has its liberal principles namely, majoritarian democracy, free moblity, market economy, meritocracy and neutrality. The first principle is the majoritarian democracy or the rule of many . This concept of democracy implies disadvantages to the minorities because literally, it shows how minorities are outnumbered by the majority in terms of their cultural survival. As stated in the article, this idea of democracy have serious consequences for defenseless minorities. Furthermore, another liberal principle which is a burden to minorities is free mobility where people get to move freely without any intent hindrances but it has its limit in reality. Roth expounded it as the ideal of open borders for refugees from non- european countries in contrast to the migration policies implemented on various principle is the easy access of majority population into minority territories that could threaten the cultural survivability of the latter which is also dependent upon its eography. Moreover, the market economy as a principle which assumes freedom of choice that is considered to be the prevailing model for arranging economic activities systems in liberal societies. Roth added that according to many of his critics, the market economy could lead the majority to cultural supremacy over the minorities where the former has more access to important resources that could affect the cultural life of a country. It is considered to be the most efficient among other economic systems. Another liberal principle is meritocracy. According to Roth, merit should administer the appropriation of employment and places in higher education. This implies that the majority will dominate the labour-market of the society and eventually earn the highest ranks in offices. This would result to the alienation of the minorities in any encounter of several forms of higher education because the majority gets the best priveleges they could have in the society. In addition, Roth cited another principle which is neutrality or even-handedness. This occurs when the government doesnt interfere with certain policy decisions uided by religious views or substantial philiosophies of life and this kind of action implies contradiction to relgious minorities and securalism in some way influence the society. The abovementioned principles in any circumstances could stand in conflict with one another. As we have tackled the 5 principles of a liberal democratic society, it is also important to know some features of this kind of society which could have significant consequences on the cultural standing of different minorities in the society. The first feature is lingua franca which refers to having a common language in the society for he people have one language they could use to communicate with each other. Roth stated in his article that the language is an important element for the cultural identity of a group. Eventually, the language of the majority will be the lingua franca due to its long history in the country and the minorities must accept it and use to be able to communicate with others. However, this doesn’t mean that the languages from the minorities cannot be recognized as official languages in significant bailiwick of society such as education or law. Another feature of a liberal democratic society is nation building. Roth referred it as the creation of various institutions, traditions and spheres of society in which it will be affected by the long history of the majority group. In this case, it stresses that even without ethnic or cultural nationalism; the majority culture is advantageous because of its historical standing in the society. According to Roth, cultural preservation of minority groups depend on the members itself. They should have the best interest in maintaining and preserving their culture. A part from Roth’s article tackled about the shared values in the ulticultural debate for minority rights where possessing a secure cultural belonging could be valuable in a way that it is an important condition to an individual well being or it could be a crucial part of a one’s personal identity or as a framework adapting the majority’s culture and integration or affiliate with the majority on the other side. However, they have one common view that minority groups should not face anu unfair or excessive burdens in maintaining their cultures. Furthermore, if a minority group had encountered am intense discrimination from the other groups in he society, they should pay for the serious cultural disadvantage that the minority group faces. In other words, cultural diversity should be reagarded as a valuable objective for the whole society and a shared public responsibility to secure the preservation of the minority culture. However, if a certain minority in question have encountered no grim history of discrimination, and its cultural changes was due to voluntary change of its own members, it conditions become more unclear. The members itself should pay the price of maintaining or preserving their culture given hat they have been attracted to the majority culture. In addition, the majority is not coerced to share a costs of preserving that particular minority. As discussed earlier, there are ethnic and religious minorities in a society and their situation could be less favourable in certain conditions. Roth emphasized in his article that cultural influence by the majority usually occurs to the minorities that live in so-called open agricultural territories, small in size and the history of discrimination. Furthermore, it was stressed that shared language, religion and a istory of discrimination or an idea of geographical location make the minorit group maintain their culture. There are minority groups that prefer to attain independence and others to lower their claims and instead strive for various forms of cultural autonomy. In the entire article, the two main problems of minorities in relation to the liberal principles are cultural preservation and problems of integration. According to him, â€Å"problems of preservation arise when liberal principles such as free mobility and the endorsement of a market economy may threaten a traditional form of community life. Due to the dominance of the majority in terms of size, resources and historical standing, these principles work to their cultural advantage. Furthermore, the practice of having a lingua franca gives more disadvantage to the minorities in terms of preservation of their own language. The abovementioned problems has its group-targeted measures so that the minority culture will survive. These are metaphors â€Å"the fence,† â€Å"the ladder,† â€Å"the springboard† and â€Å"the plane. † With these meaures, there could be a continous existence of minority groups in liberal democratic societies. Through â€Å"the fence† it ould take form of exceptions from laws that burden traditional cultural practices or even property rights that would prevent majority population from buying lands from the minority territories. In addition, Roth used the cultural autonomy with regards to certain forms of legislation such as family as an example of a fence which protects the minority from being influenced by the family customs of the majority. Another measure is â€Å"the ladder† wherein group representation should be practiced by religious and ethnic groups in order to have a level of representation in the society. This metaphor can neutralize and attenuate unfair thresholds or hindrances such as blind spots, various forms of animosity, stereotypes and nepotism. To be able to gain entrance in the main sphere of society in spite of the diminish this hindrances in the remote future. The first measure or method is called â€Å"the springboard† that would present opportunities to minorities such as labour market and higher education in instances that they face discrimination and prJudices in the society. According to Roth, the springboard is not enough for minorities to be able to enter to such society that is hy â€Å"the plane† was created. It is considered to be the supplementary method of the springboard. It aims to alter engrained and stubborn attitudes and habits among the majority population through information campaigns and cross-cultural meeting places. From what I understand in the Roth’s article, inequalities of minorities in the society are caused by the liberal principles. I agree on it due to the different situations presented in the article. These principles namely majoritarian democracy, free mobility, meritocracy, market economy and neutrality are advantageous to the ajority population and affect the minority’s cultural preservation. The article’s premises are still valid according to the current situations in most western countries. His interpretation of the evidences presented were likely to lead us to the same conclusion that the liberal principles should be improved rather than to replace them with something different in order to solve such inequalities in such society. His arguments regarding the disadvantages of the minorities in the society such as the lingua franca where the majority’s language will be the official language of the ociety and meritocracy where the majority gets the highest ranks in the offices had the biggest impact to me which I agree on. If we compare it to the philippines, a non- liberal democratic country but compose of a majority and minorities, due to the geographical boundary and size of population of christians with tagalog as their language is considered to be the official language of the country, officially called as â€Å"Filipino’ and in terms of meritocracy, the muslims as a minority experience biases regarding employment in government and other fields of offices because of different stereotypes, prejudices and discrimination.