Plagarism in schools Essay

The term ‘plagiarism’ comes from the Latin word meaning ‘kidnapping’.   It is form of academic dishonesty in which one person passes on another persons work, words and ideas as own.   Several universities and schools do not allow plagiarism of any sort.   Some of the educational institutions often term plagiarism as the worst form of academic dishonesty.   They prefer their students to research and use resources in an appropriate manner and also express their own ideas and views.   Children often find it difficult to understand what plagiarism is.   A student may often use plagiarism in order to compete with others in the same grade.   Plagiarism also puts on extra pressure on the teachers, professors and the lecturers in detecting this serious form of dishonesty and taking action against such students (Nagy, 2004, & Dowshen, 2005). In a study conducted by Duke University in several parts of the US, it was found that about 75 % of the students indulged in some form of plagiarism.   About 33 % of the students admitted that they plagiarized to a severe extent.   In another survey, about 72 % of the students admitted that they plagiarized to serious extents when given home assignments.   In another study conducted in High School American students in 1998, 80 % admitted that they plagiarized in some form of the other, and only on 5 % of the occasions were they caught for it (Nagy, 2004). The teachers also do consider that the students frequently indulge in plagiarism.   Teachers consider the advent of the internet as a major factor for helping to plagiarize their homework.   About 58 % of the teachers consider plagiarism to be an academic issue and about 28 % of them consider that more than 50 % of the students plagiarize their homework.   Teachers consider plagiarism to be particular difficult to detect in certain cases and also to be time-consuming (ATL, 2008). In certain occasions plagiarism can be unintentional.   It is important for the student to quote the references in all cases and to express the ideas and argument in the own words.   The students should also express their ideas in the specific area.   Paraphrasing is one way of avoiding plagiarism, but use of individual ideas needs to be incorporated.   Other people’s words and sentences needs to be clearly quoted.   The individual’s own ideas can be supported by another person’s views mentioned in the texts.   Information taken from several sources and framed using skill and creativity to compile a datasheet cannot be considered as plagiarism (University of Queensland, 2007 & BBC, 2008). References: Association of Teachers & Lecturers (2008). â€Å"School work plagued by plagiarism – ATL survey.† Retrieved on 2008, March 13, from ATL Web site: http://www.atl.org.uk/atl_en/news/Media_office/releases/plagiarism.asp BBC (2007). â€Å"Exploring and Deterring Plagiarism in Schools.† Retrieved on 2008, March 13, from BBC Web site: http://www.bbc.co.uk/dna/actionnetwork/F1635812?thread=3606871 Dowshen, S. (1995). â€Å"What is Plagiarism?† Retrieved on 2008, March 13, from Kidshealth Web site: http://www.kidshealth.org/kid/feeling/school/plagiarism.html Nagy, C. (2004). â€Å"Dealing with High School Plagiarism.† Retrieved on 2008, March 13, from New Foundations Web site: http://www.newfoundations.com/ETHICPROP/Nagy718F04.html The University of Queensland, Australia (2007). â€Å"What is Plagiarism?† Retrieved on 2008, March 13, from University of Queensland Web site: http://www.library.uq.edu.au/training/plagiarism.html

Foundations of Mythology

What are the consequences of behaving ND not behaving in such ways? (Purpose and Definitions) The word myth means to me that there are things that are not true without proof. In the academic circle the word is use to explain things that is true or false to us all. There are so many mythical stories all across different cultures such as Let's look at all the heroes that are being portrayed on screen like Spider-man who got bitten by an radioactive spider who gave him the powers of speed, strength and powers of a spider. Wonder woman knows as Princess Diana of the immortal amazons from Greek mythology . Ho has superhero rowers, the lasso of truth along with her also the lasso of truth.. â€Å"Tarzan the son of an English nobleman raised by apes in the African jungle. â€Å"Like the heroes of ancient myths, modern superheroes have extraordinary powers. The most famous superhero is Superman, created by American cartoonist Jerry Siegel and Joseph Shutter in 1938. In comics and on radio, television, and movie screens, he fights for ‘truth, justice, and the American way,† using his powers of flight and incredible strength, powers he possesses because he is from another planet.Like most modern superheroes, Superman keeps his identity a secret and pretends to be an ordinary man. Such myths suggest that anyone can have unsuspected potential for heroism. † Drachma Abram Stokers the legends of Oval the impulse's in human behavior may have contributed to an associated of Drachma with vampires, corpses that rise from the grave during the night to drink the blood Of mythology) All of these stories were made up by people with wild Imagination, which in fact a lot of us believe in.Knowledge is information that has truth, facts, stories that it contains. Belief has information that does not have proof or evidence to back it up. Myth is an untrue story about a fictional hero or an event. â€Å"Religion is a social institution consisting of a number of beliefs and practices concerning the cause, nature and purpose of the universe, especially when considered as the creation of a superhuman agency of agencies, usually involving myths. † Bob Beechen Mythology and religion have a personal connection with each other and each of us as humans.

Legislation on Cost Containment Essay Example | Topics and Well Written Essays - 1000 words

Legislation on Cost Containment - Essay Example This aspect is particularly relevant to state-level policymaking. No universal cost containment measure is adopted in the United States and, instead, states were free to pursue their own models, tailored according to their specific needs, targets and circumstance (e.g. political and economic). This is not really surprising because: 1) states have been active players in health reform; and, 2) the health reform law is full of state obligations as well as opportunities for state innovation (Teitelbaum, and Wilensky, 2012, p.180). Back in 2003, the National Conference of State Legislatures (NCSL) Standing Committee released a white paper outlining possible cost saving ideas that state legislators could enact. These were composed of many possible ideas classified into nine categories, which include: direct cost containment; prescription drug ideas; cost shifting ideas; workforce expansion; health insurance reform; subsidy and uninsured care; medical error and medical malpractice; preventive and public health ideas; and, Medicaid ideas. The ideas were numerous and many states, thereafter, adopted an idea, a part of some or a combination of ideas for their own cost containment initiatives. One of the most important of these ideas, in my opinion, is that framework that seeks to cut cost by addressing medical errors and medical malpractice. In the NCSL (2003) compilation, initiatives within this cost containment classification include the legislation of laws that will ensure the regulation of the payment for damages (VII-1); the elimination of frivolous lawsuits (VII-2); as well as the establishment of mechanisms to ensure quality and compliance to health and safety standards (VII-4, VII-5, V-II-6). The NCSL has provided a lean list of ideas in this particular area. But I think that this is one of the most viable models that could easily pass the process of legislation. In policymaking, public opinion is

Business and Social Approaches to Social Media - Opportunities and Essay

Business and Social Approaches to Social Media - Opportunities and Issues - Essay Example Through social media, companies do not have any limit for entry, and there is excellent communication between customers and promoters (Hamill, 1997). Companies using the social media find it easy to penetrate the market, to find information that helps them change their products to meet the customers demand, and also reduces the cost on advertisement. In overall, the company is able to improve its performance as a result of the feedback got from the consumers of its product (Denis et al., 2002). Social networking sites are websites whose accounts are profile based. They are often known as Web 2.0 (O’Reilly, 2005). People are able to form relationships through chartrooms, instant messaging, newsfeed and blogging. Some of the communicating avenues or social network sites used today include; facebook.com, Myspace.com used by people who share the same taste in music and friendster.com used to connect people looking for love partners (Ellison, et al., 2007). In this discussion, we s hall elaborate more on the use of facebook as a social network, and how it has helped companies such as Coca Cola, IKEA to advertise its products leading to an increase in sales and profit maximization. ESSAY Facebook is a social networking means that has made it possible for people with same ideals and values to connect. Originally facebook was introduced to help students connect with each other after school (Ellison et al., 2007). However, today facebook is also used for marketing companies’ products, introducing new ideas, and an avenue to collect data or for advertising purposes. Being a socially appreciated form of networking, facebook has helped to improve the public relation of companies with its consumers, has helped to identify marketing gaps and also to identify consumers tastes and preferences. Facebook has bridged the gap of space and time in business. This has been done through creating of groups, which allows members to ‘like’ the goods and services provided by keeping them informed with the latest information. This has also been done through the creation of facebook pages or use of celebrities in the advertisements. Other than companies using the media for advertising, organizations have also been able to gather information leading to a shift of how they get to collect information; information does not only flow from up to bottom but from down to the bottom. This has therefore, shifted the focus of organizations to providing what the consumers desire. It has not just changed organizations and companies’ methods of advertising, but has also led to an increase of companies’ productivity and revenue as well as reducing costs. In addition, the social network; facebook have helped in detecting criminals. Police in Canada and the U.S. have directed certain videos and requested the public to try and indentify them. The videos were initially on YouTube, but to make communication faster it was uploaded in facebook. This did not only help the police men to get to arrest the criminals but also helped the businesses to get to indentify the criminals incase they just dropped on their doorsteps. Facebook can therefore, be used as a means for protection and for boosting security around our places. However, the success of a company that uses facebook to advertise depends on how well they design their web. A

Kant Essay Example | Topics and Well Written Essays - 1500 words

Kant - Essay Example In addition, these laws are not only made by these beings, but these beings are also subject to the laws, which have been made. Every rational or human nature is based on the autonomy of the beings, which is practiced by them. The categorical imperative is at the center of the philosophical concept as espoused in the moral philosophy of Kant and it may be used as a way of determining the motivations that bring about the actions of human beings. Kant's view is that all human beings occupy an unusual place in the creation, and this makes them immensely rational creatures that were given the ultimate commandment of reason. Therefore, it is from this command of reason that all the duties and obligations that are observed by rational creatures are derived (McKinnon 844). Moreover, Kant defined an imperative as any suggestion that stated a certain activity or inactivity taken by a rational being to be necessary. A categorical imperative shows an implicit requirement, which is independent; that it affirms its authority in all situations that are required and justified as ends in themselves. In addition, Kant in his work expressed the extreme dissatisfaction he felt with the moral philosophy that was extremely popular in his time believing that this philosophy would never be able to surpass the level of hypothetical imperatives. A utilitarian in Kant's time would have said that the murder was wrong because of the fact that it did not make best use of the good in those people who were involved but that this was inappropriate for those people who were anxious with the maximization of the optimistic outcomes, which would come for themselves. Because of this, Kant argued that the morals systems that were based on the hypothetical could not persuade moral actions, or be regarded as the basis of moral arguments against others, this is because their imperatives were largely based on the subjective. Therefore, as an alternative Kant conferred an option in a moralistic system t hat was based on the categorical imperative (O'Hagan 525). Kant like the utilitarians based his moral theory on the intrinsic value but this is the only similarities between these moral values. This is where utilitarianism takes happiness to be conceived as pleasure and the absence of pain to be an intrinsic value, moreover, Kant states that one's thinking that they have moral worth for its own sake is enough to be considered one’s good will. In addition, he conceives people to be autonomous moral agents who have moral worth that is intrinsic and it is this, more than anything that makes them deserve moral respect. This hypothesis of Kant is sometimes thought of as the respect of person’s theory of morality (Mina 24). According to Kant, some objections to the moral theory have been there because of the fact that it is not always in the best interests of somebody to tell the truth. Sometimes, the truth is not always, what is needed and instead it can be extremely detrim ental to a person or those who are around him. For example, it would not be a person's best interests to tell a killer where his best friend is if this killer intends to kill his friend. Instead, this person has to lie to the killer to ensure that the life of his best friend is saved and in the process, the moral theory as stated by Kant ceases to function. Kant's moral theory is exceedingly limited to the telling of the truth, and it does not include those circumstances when the truth may not necessarily be a marvelous thing in the end. Still, the belief that one is

International Management paper Essay Example | Topics and Well Written Essays - 1000 words

International Management paper - Essay Example On the other hand, during Jurgen Dormann's tenure, the company's key aims were rationalization, redesigning of the company, saving money, avoidance of non-core business and simplicity (Burham et al, 1998). ABB needs to formulate its organizational structure on account of its product lines, competition, market coverage and location. To remain a key player in the industry, ABB needs to, among other things, treat internationalization and global diversifications with care and not rush it, fill its leadership gaps and address its performance issues. Moreover, the company can do itself a favor by making use the East Asian financial crisis to their benefit, addressing its pension benefits issues, minimizing its asbestos-related liabilities and adapting to the changing global competition (Bergrenn, 1996). A complex organization structure is not healthy for a company since it could lead to a financial downfall that can end up affecting its global operations, growth and market value. It could also lead to corporate retrenchment, loss of market share and a negative image for the company (Bergrenn, 1996). If I were Fred, I would make an effort to learn more about the Japanese culture, their social life and how they relate to other people, especially foreigners. I would also try to get their perception of Americans and generally try to put them at ease by encouraging them to open up at give their views on opinions. I would encourage my wife to do the same and try making friends with them. What should have been done differently The company management should have given Fred more time to study and find more information about Japan. If possible, the company should have given them some tour of Japan to make them make informed decisions. The family, on its part, should not have had too many expectations about their new location, and instead have realistic ones, and the flexibility to adapt. Case 3: Avon in Global Markets in 2007 Avon's operations in global markets Avon lays its emphasis on managerial skills; as opposed to technical skills, multiple management perspectives, tolerance for ambiguity and ability to manage and work with others. The company also has several global management teams that consist of managers in several countries and regions, relying on group collaboration, aimed at achieving optimum success and attainment of the company's goals. Dealing with a culturally diverse workforce and a multicultural marketplace in the coming years Since 70 percent of Avon's revenues are generated outside the United States, the

Creative thinking of business Essay Example | Topics and Well Written Essays - 1500 words

Creative thinking of business - Essay Example 1). While noting that the social environment can influence the frequency and level of creative behaviour, Amabile points out that creativity involves the production of novel, practical, and helpful ideas in any domain (Amabile 1996, p. 1). She further notes that the idea or product may not be different from their counterparts for merely the sake of being different. Instead, it should be relevant to the goal so desired, of value, correct, or meaningfully expressive. In respect to innovation, Amabile notes that it relates to the successful implementation of creative ideas within a business (Amabile 1996, p. 1). An analysis of Amabile’s definition of innovation reveals that the innovation begins by the creativity of a group or individual. Worth noting at this point is the fact that the success of an innovation not only depends on the creative ideas that apply to it but also on other factors and influences external to the organization. The don is also quick to note that creativity goes beyond intelligence and can be applied in any domain (science or art). Creative ideas and innovations can be good or bad (Amabile 1996, p. 1) or may be applied toward negative ends in as much as they may be good. Many business experts appreciate the notion of entrepreneurship being the application of creative destruction. What this basically means is that the entrepreneur pursues an idea and pursues it to make a profit overcoming obstacles to the creative process and therefore destroying existing equilibrium in the market or industry in which they operate. For entrepreneurs, creativity and innovation go together (Ekvall 1987, p. 56). The entrepreneur may apply creativity (and innovation) in developing new product/services, obtaining production resource, delivering products, identifying new markets for business services or products, and coming up with new ways of

Credit Card Fraud in the UK Research Paper Example | Topics and Well Written Essays - 1750 words - 1

Credit Card Fraud in the UK - Research Paper Example In 1946, John Biggins’ introduced the first bank card called â€Å"Charge-It† which allowed account holders at Biggins bank located in Brooklyn to purchase. The bill is forwarded to Biggins and Biggins pay the merchant, then charge their account holders in return. In 1951, the same system was also adopted by Franklin National Bank in New York. Both systems worked the same but use was limited locally. Diners Club Card was introduced through the initiative of Frank McNamara and his partner Ralph Schneider. By 1951, there were about 20,000 cardholders of Diners Club (Woolsey and Gerson, 2009). It was estimated that the cost of credit card fraud in the United States amounts to around US$750-830 million in 2006 alone or globally at 7 cents per $100 transaction (Mercator Advisory Group, 2008). In 2007, it has been reported that estimate of losses caused by credit card fraud reached some $52.6 billion. Credit card fraud is the misuse of a credit card through theft or another payment system through the illegal source of funds with the purpose to obtain funds or goods without bearing the payment. Physical cards may be stolen or identity data and other relevant information may have been compromised to allow the commission of credit card fraud. Usually, the legitimate cardholder may not be aware of the fraud, and neither does the institution that issued the card (Levi, Bissell, and Richardson, 1991). The cardholder may only start to become aware of theft or fraud once a billing statement has been received which is not delivered daily or weekly, but usually every month (Levi, Bisse ll, and Richardson, 1991).

Hr in Action Case Incident Essay Example for Free

Hr in Action Case Incident Essay 1.Mr. Fisher made a number of mistakes, the first being his trying to set up and run a company in the American way. He did not investigate the local laws and cultures to see what, if any differences there would be in areas of sales and employment. He did not consider local taxing rules where foreigners have to have special visas and taxes are paid to maintain and keep those visas. He obviously does not understand that the cultural attitudes toward work are not the same as in the United States. The walk about person is not unusual and should not be dismissed out of hand. The laws in Germany are very different and very clear, so not educating himself on these issues was a bad move. 2.He should have gone through local agencies to receive guidance on the laws of employment and the hiring of employees. By turning over the hiring job, with his final approval, to professionals in the local market, he may have attracted more viable candidates. Additionally, in many areas, finding a job in the paper is not the way professionals work. Using expatriates is good, but only if you are aware of local laws concerning them and use them in the appropriate manner. Even an expatriate may have had better luck in the hiring process. Also, being out of country is difficult at best and not compensating for time and needs is one way to lose valuable employees. Situations of rental property, differences in pricing and exchange rates, issues such as family and insurance and health care are all part of having expatriates. The company HR must be prepared to deal with these issues and concerns before the person is sent overseas, preferably with some training in local cultures and needs of the community they are going to work in. 3.At this point, he should contact the best local employment firms and tell them the problems he has had, what the needs of the company and the employees are, and seek their guidance in correcting the problems that have been created. He should listen to their guidance and use his own research to come up with a firm HR plan to meet the company needs and then convey that to the employment firm, the employees from the United States, and the local employees, so everyone has the same plan of action and knowledge of what the company expects. A Standard Operating Procedure manual would not hurt here as well.

Current Trends in Leadership Essay Example for Free

Current Trends in Leadership Essay Now a day leaders are following a trend of As one, which is a short phrase but it is filled with meaning and inspiration. In simple sense As one means to sum up the individual actions into collective power. According to the article individuals can collaborate to achieve extraordinary results together. Every day people meet, collaborate from different countries, organizations and industries so that to make the things happen. In this, some collaborations are unintentional, some are deliberately or sometimes it uses web technologies. But the basic fundamental reason behind these collaborations or working as one phenomenon is to have a winning edge. And this winning edge is usually determined by the organization that best works as one. Leaders have added the phrase as one which has changed its meaning completely. For e.g. working, it is an individual action but when it is connected with â€Å"as one† the entire meaning of both word and the phrase has changed, i.e. working as one, which shows the power of collectivism in an organization. Similarly winning versus winning as one, stronger versus stronger as one. Now they know that sources of inspirations are endless, just think of the possibilities and believe as one, succeed as one. The definition of leadership is evolving, such as: * Some say leadership is all about productivity, making employees work together efficiently. They say that great leader should get people to have a common interpretation around how to work together. * Some say leadership is all about people. They say a leader’s job is to develop people’s sense of belonging to their group. They believe a great leader should get people to have a strong shared identity or sense of who they are. * Some say leadership is all about purpose. They feel a leader’s job is to drive people’s commitment to act on the goals of the organization. A great leader gets people to have a strong sense of directional intensity around what they need to do together. But a real leader should involve all these things. Some leaders call it working as one and it represents the pinnacle of collective leadership, or leadership that results in a cohesive group of people working together effectively toward a common goal or purpose. As one may seem primarily available to leaders and their teams, but it doesn’t just have to be about internal interactions. The concept is a starting point for all leaders to understand how they can apply specific collective leadership techniques to best fit their situations and challenges. * Employee’s Trust in his Leader2: One out of four employees do not trust their leader. What leaders do so that their employees trust them? And how they know that whether their employees trust him or not? A leader should have answers for these questions. As a leader, you can’t afford to avoid trust between you and your employees or teammates. A lack of trust in leader results in negative impact on staff retention, employee well being and performance. Trust requires a person to have reliance and confidence in the actions of another, with no guarantee that he/she will behave as desired in return. When applied to leadership, trust is a person’s willingness to take a risk for a leader with the expectations that, in exchange, the leader will behave in some desired way. To maximize the trust leaders receive from their employees, they demonstrate three qualities. 1. Competence (Can they do the job?); 2. Benevolence (Do they care about me?); and 3. Integrity (Are they honest?). Integrity is the most important part at 41 percent, the benevolence at 34 percent, then competence at 25 percent. When the goal is to maximize the trust, leaders must know how to do their jobs well, but it is even more important for them to be considerate, supportive and honest with their employees. Leaders not only demonstrate these three qualities- honest, benevolent and competent, but they have also try to be seen to be so. Now leaders show trust in people around them. They listen to their employees, empathize with them, show their concern for the employees, are honest with them, true to their word, and treat them fairly. Leaders actively manage how they are perceived by others. They try to connect their employees at a personal level, which could be as simple as shaking hands with them. There are clear links between professional human capital management (HCM) best practices (such as mission statements, regular surveys and performance reviews) and trust in leadership. These practices, typically of progressive organizations, and are also linked to levels of trust in leadership. Employees are twice as likely to trust their senior leaders if the organization has engaged in these practices. And the more of these best practices that the organization engages in, the greater the level of employee trust in leadership. Conclusion: On the basis of the studies, I came to know that different leaders are following different trends in their leadership techniques. So there is no set trend for leadership. Also different people have different opinion about their leaders. But what I realized from my learning on these articles that to have a winning and competitive edge, organizations require leaders who can inspire, motivate, direct, etc. their employees to achieve the company’s goal effectively and efficiently. Leaders should also build their trust on employees, so that they can trust and believe their leaders for better outcomes and staff retention. Also I came to know that leaders are practicing to work in a team and currently they are using a trend of As one, that is whole organization is one and they are having a common goal, objective and vision. Sources: 1. Leadership Excellence, Art. Collective leadership, March 2012 2. Leadership Excellence, Art. How to gain trust?, May 2012

Ethicals Dilemma Of A Working Mother Social Work Essay

Ethicals Dilemma Of A Working Mother Social Work Essay INTRODUCTION In every sphere of life it is proved that woman is getting in hand in hand with man. Therefore if man works to earn money, women can manage three careers at a time i.e. earn money, delegate work at home, and at the office as well. How beautifully a working woman juggles these three roles and still is not complaining. [Working Mothers, How Much working -2009] One could define a working mother as a women with a ability to combine a career with the added responsibility of raising a child[Jayita, Murali-2009,p.64] All the educated working mothers work because they tend to need a financial freedom while balancing a professional career. [Working mothers, How much Working- 2009] The ascending numbers of working mothers are seen in the last few decades. Both the partners have to work just because to maintain the financial status of the house. According to the 2003 US census bureau states that fifty percent professionals are the women workers. It is nearly 90% of the women are out of the house for the work delegates. All the women are blessed with various professional skills, if not professional then with the business skills. Though after facing various dilemmas in work place i personally feel that women are quite capable of facing the various challenges which occur in there ways. According to the 2000 US census states that single parent is no longer left behind in this race.[www.working mothers .com] I have chosen this case study because i am a professional woman where i tend to face various difficulties. How hard it is to manage both the delegates i.e. delegates at home and delegates at our work place. It is also to ponder on those aspects where women are going out of ways to manage these various delegates. Also to look at the different dilemmas women is facing while managing these dual career responsibilities. CONTEXT/ History In olden days all the women were aware of their boundaries and limitations. They rendered there whole span of their life for the care of their families, by dwelling in the four walls of the house. Later on a sudden thrust evolved into business sector and public affairs, which made them turn their backs towards thrive families. Those pioneering days are no more .The tie of Gordian has broken down and the feminine dilemma is over. The last two decades has proven that the right time to integrate into their dual career management at home and at the work place has arisen. In the present century the social status of women is trapped under different profound differences. First is the entry into the different hitherto masculine placements. The second is the endeavor of an increasing number of women who jointly balance the family and employment. [Womens two role-1956, reprint-2001] RIGHTS OF CHILD, RIGHTS OF WOMEN/ LEGISLATION RIGHTS OF CHILDREN Their various rights which are bestowed upon children due to U N convention. Children are protected by four P according to the child protection act. Four p are listed below. 1. PROVISION 2.PREVENTION 3.PROTECTION 4.PARTICIPATION. In the provision of rights, child is supposed to be provided with the basic necessity of food, shelter, and education .In the prevention of rights child should be protected from abuse given privacy and has the rights of legal representation. In the protection of rights child is supposed to be protected from sexual abuse, entitled to be protected during war times, conflicts and during the natural disaster causing bad effect on the child. Under the last participation child right act it says that child is entitled in decision making, has voice for his own opinion, and has his own freedom of conscience. According to the UN convention for childrens right they say that, Children should not be ignored, but heard for the better development and welfare of the child. All the courts must understand the grief and suffering the child must be undergoing and must have regards for their wishes. Children were heard and given relief form the courts. Advocacy groups were formed in order to provide help to the children in decision making. A very big BRATS CHARTER is formed where a child can divorce his parent if the child is not happy or dont want to carry on with their parents. Children has right of quality of life where the child has right to choose his own parents either.[UNCRN ACT- 1 WOMENS MATERNITY LEAVE EQUALITY PAY ACT 2010 All the women are given and supported with some of their womens rights. What so ever may be the worked out tenure women is entitled for the one year maternity leave form her office with full paid leave. This is applied only to those who are about to go on the maternity leave from April 2007. They also have increased maternity and adoption pay period from 26 weeks to 39 weeks. Law has also benefited women by scrapping old rule of work experience of six months to be entitled for the 26 weeks maternity leave. [News-2007] According to the equality act 2010 it states that when a woman is working with shoulder to shoulder with a man, then she is entitled for the same amount of benefits in terms of pay and other benefits. The act claims that gender equality has to be included into the contractual terms, considering women not less than a man. Woman should not be discriminated on the basis of her womanhood; on the contrary she should be looked upon with sense of figure of equality. [Equal pay the equality act 2010] The old 1970 equal pay act has replaced few good changes. The various changes which include men and women performing their duties towards their profession should be considered and rated at the same level, and should also be provided with equal standards of salaries for the work generated out of them. Every women is allowed to check across her equal share of pay and the bonus given to her.[ Equal pay act- 2010] WHAT IS ETHICS It is hard to define ethics, but somehow to understand ethics, ethics can be defined as what is correct and incorrect, moral and immoral. Generally ethical behavior is accepted in the society where the behavior is considered with the moral codes. According to the dictionary ethics means The study of standards of conduct and moral judgment and moral philosophy[Youngdictionary.com] Man has always worked hard to understand between correct and incorrect and between ethics and legality. As per dictionary again ethics can be defined as The study of the general nature of morals and of the specific moral choices to be made by the individuals in his relationship with others [Insightempire.com, p.1] Ethics deals with the study concerned with usually what is morally correct and incorrect. This study is also applied to any theory of moral deeds. Very often ethics refers to how one should live his life? Should he only aim at gathering knowledge or at happiness? If we happen to select happiness, should that happiness be meant only for ourselves or for the whole of the family? Should we live in opulence, should we break laws? What are our obligations when we are living with other human beings on this mother planet, and what examples we are setting for other generation? Ethics are surrounded with all the moral questions form all the corners of life. The main focus of the ethics covers the fundamental crisis of empirical decisions, which includes the practical costs and the levels by which human behavior can be justified. [Ethics by Peter Singh] Few working mothers work just because they are qualified and dont want to find themselves to be hanged around only with the domestic work. The main motive was to get employed was to give a good standard life to the family from different angles.[How working mothers manage-1970] All women are responding towards the pressure of inflationary economy, to achieve high level of education for their children and for self-satisfaction. But working mothers can manage both i.e childcare and home delegates. [Pediatrics vol 56 no-1975] ATTACHMENT THEORY- BOWLBY According to the Bowlbys theory, he ponders over the fact that early childhood is always in straight contact with mothers, or sometimes it is hardly very few steps away from the mother. Mother always tries to keep her child close to her chest i.e. under her feathers. But as soon as the child tends to grow old the closeness and the bonds tends to become lighter, the child seems to get involved with more worldly activities, but when time comes to rest at the night they prefer nobody else and they tend to search for their mothers. This attachment clearly speaks that how mother and Childs bonding is inbuilt bonding. Bowlby stresses on the facts that early age is the age where both child and the mother are very attached to each other and also very much strongly involved for each others feelings and togetherness.[Cyc-net.org] MAIN PARTICIPANTS In my case study i have involved various participants who face various dilemmas in connection with the working mothers while she is managing her dual careers. My first participant whom i would consider is the child. Sufficient evidences has proved that home delegate has a clear impact for women own life and family organization, but both are seems to be important for childrens upbringing.[Journal-Maternal education and early child care-2009] As an educated mother she can and supposed to be giving home achieving activities for her children, taking her child to brain storming events and cover their children in different learning ways , but the dilemma is that due to busy schedule she is unable to give enough time , where the child is neglected of his rights and face the dilemma.[journal maternal education and early child care-2009] It is true that children of working mothers are quite quick in all aspects of life .It is also true that children are more capable and strong towards the ups and downs in their life. Children face dilemmas when they are sick during the holidays when mothers are at work, their right to protection is overlooked and the child is under the dilemma.[How working mothers manage-1970] At early years of stages babies are considered to be going under stress of separation from their mothers when they are about to leave for their work. The dilemma faced by children to manage this rhythm of separation is very stressful.[Managing two careers-1989] Children of lone parents face high rate of emotional dilemmas, because mother is working for the bread butter and is unable to give sufficient and required time for her children.[How working mothers manage-1970] It is also considered that due to working parents specially the mother lack of care and supervision children are found in high number of school dropouts, drug abuse and juvenile delinquency.[Working mothers, how much working-2009] Also one of the important dilemma children face during their mothers are out for work are the invigilation of the various child-minders. If the child shifts from one minder to other, child has to get accustomed to all the various child-minders habits and discipline. Such circumstances confuse the child, to what exactly he or she has to adopt. According to the Lawree Tilton-Weaver-normal behavior controls guides and protects children to master over self-discipline and curtails the problems like disobeying parents, consuming alcohols. Drug abuse and robbery. She states that psychological management over children with more personal feelings breaks out into severe depression and anxiety. For instance if we choose their friends and clothing which turns to be interference with their decision makings, which ultimately falls into damaging there personal feelings. Which means that we are not caring for their personal feelings? Just when working mothers tends to lay down few regulations which children do not accept, and thus the dilemma occurs saying that interference with the feelings of children and adds as a negative impact on the minds of the children towards there working mothers.[ Workingmothers .com] Though various research bodies are working with the protection of the childcare and there progress- it is openly accepted that childrens education and there personal development can only develop childs confidence and peer relationships. However it is very difficult for those children who are under neglected or poor childcare. [Provisions of childcare for working mothers in wales. co.uk] My second participant is the mother herself. Generally mothers balance their identity around mothering and employment. Mothers foremost interest is always care giving to children and family, through there paid employment which upholds the financial status of her house.[I am so much more myself coming back to work-2008] According to Vincent and Ball the need to construct a morally adequate account of oneself, as mothers require of all classes to present their prioritization of their children need[I am so much more myself coming back to work-2006, p.72] Though full time working plays a vital role for upliftment of financial status of the house [managing two careers-1999, 2003] All the working mothers accepted that limited financial freedom will be stressful when staying with children at home. While socializing with other children, children behavior happens to be more worried. Although children of age 6 and 11 years need most attention, but unfortunately mothers find it stressful to commit and dedicate sufficient time for children specially when their children are affected with serious disabilities.[Influence on mothers employment when children have disabilities-2007] Every woman who is a mother can be called as working mother. But those who are with professional career deal with more challenges in balancing there career and family. It is a very difficult and pressurized task, where mother at the end finds that she is left with no time and no social togetherness in society. Few working mothers are quite and sound who are blessed with good encouraging and supportive male partner who gives her the strength to balance her dual career. The dilemma is observed in big ratio that very less percent co-operative male partners are matched. If the children are not co-operative again the working mothers are into big dilemma towards the childcare and upbringing of the child.[ Working mothers .com] Moreover working mothers are worried when child care factors occur. When no home support is provided by in-laws or other relatives to shoulder the children burden. Childcare providers are the last option where the working mother seeks help from. According to Lynne Hill, a policy director for children in wales says that there may not be sufficient options for parents to keep their children with the childcare providers. She says that it is a high task for mothers to balance her work and safety of her child. It matters more with the children with disabilities, where mothers are more specific with the choosing of the childcare options. If she fails to get the opted option she tends to face the dilemma for her child. Though job centers are providing with more jobs to women, but due to various dilemmas working mother are unable to reach the oriented professional goals.[ Wales online.co.uk] The working mothers activity plays a vital role both during the stages of prenatal and postnatal development of the child. At times working mothers has to place her child into the orphanage facility which strongly hampers the childs growth and the future destiny. [S.B.Khatskel- 2006] The is dilemma is that though working women balances both work and home delegates, but still she is not counted as a bread winner or given equal status by the society. She is shouldering the entire burden of the house, but is left unrewarded forever. My third participants would be the employer. As the growing economy tend to need the man power to control the workforce. Women with high pace of education are entering in to the market. Though all the working mothers are supported with the legislation they are finding it difficult to get the jobs. Most of the working mothers are out of job because the dilemmas most employers are facing. Most of the employers avoid child bearing women due to the implementation of the maternity leaves. Nearly 63% employers take these maternity laws as a serious threat to their industries. Many other employers face difficulties to hire mothers on work due to various variation occurring into the support of the working mothers.[Maternity laws hurting women job prospects, News-2007] My fourth participant would be Single Parent. All the working mothers undergo various difficulties. But when we judge and observe a single parent she has double difficulties. She has double difficulties that of emotional and financial balance of the home, for being the bread winner of the house. Single parents families are always under indefinite security, because they cannot predict about the future of their employment. More attention is required as you go at higher level and managerial level; ultimately the dilemma is less hours are dedicated towards the children. The biggest dilemma of the single parent is that every working mothers get holiday but an unsupported working mother is hanged on with day today difficulties throughout her life.[How working mothers manage-1970] Single parents find it difficult at times to choose an affordable childcare option at the proper time and at the right place, this is more effective to single parenting because of lack of support from there life partners, which is stated by- Kate research officer. Especially when mothers have to work for more hours to get more financial support for her family. It becomes more difficult when mothers get low wages to provide a good childcare for her child. [Walesonline.co.uk] The financial conditions of single parent and their children depends upon the group of support structure. Various structures which support the single parents are friends, neighbour, and communities. This shows a crystal clear picture that lone parents can very rarely be financially free. Histarically mothers were not accepted to be working. Nurturing children and also to become the breadwinner for the family is observed to be a drastic burden for the single parents, and disadvantages to their children. [Randy Albelda ,Susan Himmelweit -2004] My fifth participant would be the Husband. The important factor for the working mother would be the right and supporting husband. She may be linked with high position and status or a perfect employer, but if there is no positive signal from her husband towards her working, then she is sure of taking her marital relationship into risk. It is quite sure that it is the husband not the children who sacrifices most when mothers are working. Though culturally saying he understands that women place is inside the house. But still various dilemmas occur into the mind of husband stating that he was deprived of something which he actually expected out of marriage. His dilemma is marriage is not solemnized just for sake of having sex or reproduction of children, and their after looking after them alternatively. Both the partners should have sufficient and class time for each other especially the working mother who is unable to give time for her husband due to busy schedule time.[How working moth ers manage-1970] INTERNATIONAL COMPARISON This international comparison is done just to support my case study. In Asian countries especially in India it is always observed that whether it is a joint family or a neutral family working mother are always supported by their in laws and all the other nonworking members of the family. Support such as childcare, mothers health care, sometimes even the home delegates are fully taken care of. When we compare Britain with India there is a huge difference that of support to the working mother. In India working mothers are given all round support to perform her dual career managements. Grandparents take the place of all the nannies as a privilege to look after their grandchildren.[Working mothers; How much working, and where is the woomanhood-2009] SUGGESTIONS The modern womanhood is epitomized by the professional mothers. The working mothers need to be supported by the modern work providers and the employers, transforming its look from male dominance to gender neutrality. The nuclear family and the joint family unit both need to understand the need and the support a working mother is expecting out. There should be good quality and affordable childcare, where mothers are at peace at their work place. CONCLUSION To sum up it is quite easy to be a woman, mother, and an achiever. Many have achieved it through the back up of society, but many have fought through out there life to prove it. In todays competitive world it is the necessity for the mothers to be working, like their partners to support all angles of their house. As we are living in the advanced world, and still undergoing the male dominating society, should not acknowledge that working mothers are bad mothers. On the contrary should always support and consider working mothers as good mothers. While serving as a mother and also managing her flourishing professional career gives a credit to the working mothers as a sign of completeness of being a woman. The various dilemmas a working mother undergoes are lack of time, and a feeling of guilt for getting deprived of her parenting duties. Many rewards are showered on her, rewards such as personal status, improved economy, and up liftment of family standards .Women work when their spouse is incompetent, or earns inadequate money for the family. A second income adds as an a source of extra income which uplifts the standards and releases the stressful life of the whole family. Working mother should always keep reminding to her family members that she is not working for her leisure, but only and only for the betterment of her family. However it is quite possible for a mother to fight for her right to get her professional right in many different ways. A general person will accept her hard work by saying oh! She earns extra money, but women is never recognized for her hard work which she renders for the whole family. To achieve all the rewards, compromising balance is required at individual level and at work place, which helps the working mothers to satisfy the two careers of her life i.e. a professional career and the motherhood balance.

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Addiction: Anabolic- Androgenic Steroids Anabolic steroids, technically known as anabolic-androgenic steroids, are drugs that are related to the cyclic steroid ring system and have similar effects to testosterone in the body. They increase protein within cells, especially in skeletal muscles. They address the development and maintenance of masculine characteristics such as the growth of the vocal cords, testicles and body hair. Anabolic steroids were first made in the 1930s, and are now used therapeutically in medicine to stimulate bone growth and appetite, induce male puberty and treat chronic wasting conditions; such as cancer and AIDS. The American College of Sports Medicine acknowledges that AAS, in the presence of adequate diet, can contribute to increases in body weight, often as lean mass increases and that the gains in muscular strength achieved through high-intensity exercise and proper diet can be additionally increased by the use of AAS in some individuals. Health risks can be produced by long-term use or excessive doses of anabolic steroids. These effects include harmful changes in cholesterol levels, acne, high blood pressure, liver damage, and dangerous changes in the structure of the left ventricle of the heart. Conditions pertaining to hormonal imbalances such as gynecomastia and testicular atrophy may also be caused by anabolic steroids. Ergogenic uses for anabolic steroids in sports, racing, and bodybuilding as performance-enhancing drugs are controversial because of their hostile effects and the potential to gain unfair advantage is considered cheating. Their use is referred to as doping and banned by all major sporting bodies. Mechanism of action The pharmacodynamics of anabolic steroids are unlike peptid... ...ses the production of red blood cells. Through a number of mechanisms anabolic steroids stimulate the formation of muscle cells and hence cause an increase in the size of skeletal muscles, leading to increased strength. The androgenic effects of AAS are numerous. Depending on the length of use, the side effects of the steroid can be irreversible. Processes affected include pubertal growth, sebaceous gland oil production, and sexuality. Some examples of effects are growth of the clitoris in females and the penis in male children, increased vocal cord size, increased libido, suppression of natural sex hormones, and impaired production of sperm. Effects on women include deepening of the voice, facial hair growth, and possibly a decrease in breast size. Men may develop an enlargement of breast tissue, known as gynecomastia, testicular atrophy, and a reduced sperm count.

Defender of the Faith Theme Essays -- Defender of the Faith

Defender of the Faith Theme Theme in â€Å"Defender of the Faith† can be interpreted in many varying ways, some of which are life-long lessons and others to the relation between faith and the individual. Throughout much of the story, Nathan Marx is lost between his role as a sergeant, Jew and human being. The relationship between the church, state and individual is a well-known concept. The three must be independent of each other and this story explores what happens when the three are forced together. His religion starts the whole process of the three intertwining. As his grandmother said, â€Å"Mercy overrides justice.† The quote reflects Marx’s human side, where feelings dominate over duty. I think the theme warns about faith interfering with government and vice versa, with the single ...

Management Influences on Turnover Intention of Software Developers Essay

Introduction The Information Technology (IT) Age has created many opportunities for employment in the IT and IT services industry.   IT professionals are in demand all over the world.   Organizations worldwide invest money that go not only into salaries but for further training of IT professionals they hire. However, around the world, the demand, supply, selection, recruitment and particularly retention of IT professionals has threatened organizations that use, manage or deal in IT or IT services for the past few years (Parà © and Tremblay 2000; Ermel and Bohl 1997; Morello 1998; Guptill et al. 1999). This is why the departure of an IT professional from a company usually comes with disastrous effects to the organization.   When an IT professional resigns, the organization suffers loss of business process knowledge and acquired technical skills (Dorà © 2004). Since late 1996, the turnover for IT professionals has jumped from 15% to 20% annually, with only 8 of 10 IT positions being filled with qualified candidates (McNee et al. 1998).   With the annual turnover rate estimated at 20% or more (Alexander 1999; Kosseff 1999), job-hopping of IT professionals has been one of the biggest problems among managers and human resources (HR) experts (Parà © and Tremblay 2000). IT professionals seem to have a tendency to change their jobs faster than other employees when they feel dissatisfied with their current employer (Hacker 2003).   The estimated cost of replacing IT professionals range from 1.5 to 2.5 times of their annual salaries for the companies they resigned from (Kosseff 1999).   On the other hand, the cost of losing a qualified IT professional is actually 3 to 6 times more expensive than the cost of losing a manager (Kochanski and Ledford 2001). IT professionals, as also mentioned previously in this study, also tend to change jobs more quickly than other employees when they feel dissatisfied with in their current employment (Hacker 2003).   However, rational models of voluntary turnover cannot be used to explain the high turnover rates for IT professionals (Rouse 2001) since many IT professionals remain dissatisfied with their jobs even though they enjoy high financial rewards yet their creativity and expertise do not receive high respect from their peers, supervisors and companies as a whole (Fisher 2000). Furthermore, another explanation why IT professionals may resign more quickly when dissatisfied with their current employment is that â€Å"much of IT work is project oriented, the technical employee’s loyalty may be more to the project, and not necessarily to the employer† (Hacker, 2003, p. 15). These trends place intense pressure on both IT executives and HR managers.   High IT professional turnover translates to a threat not only to an organization’s IT department but to the business as a whole. Most importantly, high IT turnover poses a threat to the growth, competitive positioning and strength of the global economy (Parà © and Tremblay 2000). A dissertation by Dr. Timothy Lee Dorà © (2004) studied the relationships between job characteristics, job satisfaction and turnover intention among software developers.   These two factors – job characteristics and job satisfaction – are deemed to play crucial roles in understanding turnover intention not only among software developers but IT professionals as a whole. The current study aims to investigate the management influences on employee retention of IT professionals, focusing on job characteristics and job satisfaction, and their impact on turnover and retention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.1.1  Ã‚  Ã‚   Scope and Limitations of the Study This research will study the impact of job characteristics and job satisfaction on the turnover intention of IT professionals.   Although this paper intends to replicate some of Dorà ©Ã¢â‚¬â„¢s findings, the study will not be limited to software developers only as this sector only constitutes a small sample of IT professionals as a whole. Specifically, the research study will focus on the turnover intention of IT professionals in___________. In studying the relationships between job characteristics, job satisfaction and turnover intention, this study is limited to the use of the following theoretical models and theories to support its conclusions: For the discussion on job characteristics, the research study will make use of the Job Characteristics Model developed by JR Hackman and GR Oldham (1975/1980) and the analysis on Model Employers by Minda Zetlin (2001). For the discussion on job satisfaction, as well as motivation, the paper will use the Motivator-Hygiene Theory by F. Herzberg (1968/2003) and the Synergistic Model by T.M. Amabile (1997). For the discussion on turnover, the study will use the Voluntary Turnover Model by R.M. Steers and R.T. Mowday (1987); the Rational Turnover Model by P.D. Rouse (2001); the Instinctual or â€Å"Unfolding† Model of Turnover by T.W. Lee, T.R. Mitchell, L. Wise and S. Fireman (1996); and the Conceptual Model for Investigating Turnover in IT, developed by J.B. Thatcher, L.P. Stepna and R.J. Boyle (2002-03) These models will be discussed in detail later in this chapter, as well as in Chapter 2 on Review of Related Literature. Chapter 2 Review of Related Literature This chapter will analyze the various literature which are related to this research paper. It will discuss the works of other analysts and researchers on theories/models that will be used to support this study, as well as pertinent literature on IT professionals’ turnover intentions. The chapter begins with a general discussion on motivational theories, cutlure, and leadership which are all critical factors that affect an employee’s intent to leave. The discussion them dovetails into a more specific presentation of the framework used in the current study. This chapter will also include a definition of terms incorporated into the discussion of related literature. 2.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Relationships between Job Characteristics, Job Satisfaction, and Turnover Intention In 2004, Timothy Lee Dorà © submitted a dissertation titled â€Å"The Relationships Between Job Characteristics, Job Satisfaction, and Turnover Intention Among Software Developers†.  Ã‚   According to Dorà ©, the factors leading to the turnover intention of software developers have been poorly understood.   His study was designed to further understand the relationships between job characteristics, job satisfaction, and turnover intention among software developers.   His study involved the use of 326 web surveys that contained questions relating to job characteristics, job satisfaction, turnover intention and demographic information. The results of Dorà ©Ã¢â‚¬â„¢s study showed that several factors can influence turnover intention, most significantly, job characteristics that may be influenced by management, such as training, autonomy, feedback, number of developers, task significance, and skill variety (Dorà © 2004).   In his study, Dorà © made use of two research questions and sixteen hypotheses to understand the job characteristics variables which contribute to the various dimensions of job satisfaction, and which of these job satisfaction dimensions, in turn, contribute to turnover intention. Dorà © made use of indirect effect tests, to determine if certain job characteristics could be linked to turnover intention through the job satisfaction scales he provided.   The results of his study indicated that ten of the indirect effects were statistically significant.   All ten of the statistically significant indirect effects were associated with only three of the seven job satisfaction scales: internal work motivation, general job satisfaction, and satisfaction with pay. The largest indirect effect, according to Dorà ©, was the effect of autonomy on turnover intention through general job satisfaction: higher levels of autonomy lead to lower levels of turnover intention by increasing general job satisfaction.  Ã‚   The next largest indirect effect was the effect of organizational training on turnover intention through general job satisfaction: organizational training decreased turnover intention through an increase in general job satisfaction.   The next three highest indirect effects in Dorà ©Ã¢â‚¬â„¢s findings were also between a job characteristic (feedback, skill, variety, and number of developers) and turnover intention through general job satisfaction (Dorà ©, 2004, p. 130). 2.2  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Measuring Turnover Intentions Among IT Professionals Guy Parà © and Michel Tremblay, in contrast to Dorà ©Ã¢â‚¬â„¢s study, completed a research covering the turnover intention of not just software developers but IT professionals as a whole.   Their study, â€Å"The Measurement and Antecedents of Turnover Intentions among IT Professionals† (2000), submitted to Cirano research center, aimed to present and test an integrated model of turnover intentions that address the unique nature of the IT profession (Parà © and Tremblay, 2000, p. 3).   The authors identified a multidimensional set of HR practices that will most likely increase retention among IT employees.  Ã‚   They emphasized citizenship behaviors as well as two distinct types of organizational commitment as key antecedents of turnover intentions. The study involved the sending of questionnaires to 394 Quebec members of the Canadian Information Processing Society.  Ã‚   The study addressed four research questions: 1) What are the essential HR practices necessary to create an effective plan for retaining IT professionals? 2) What is the impact of compensation and negotiation conditions on the turnover intentions of IT personnel? 3) What is the effect of employee demographic characteristics on the turnover intentions of IT personnel? 4) Do organizational commitment and citizenship behaviors mediate the effects of HR practices, compensation and negotiation conditions as well as demographic characteristics on the turnover intentions of IT personnel? (Parà © and Tremblay, 2000, p. 4) Parà © and Tremblay provide that IT employees who are highly committed to their organization are less likely to leave than those who are relatively uncommitted.   They attach three distinct dimensions to organizational commitment: affective, continuance and normative commitment (Meyer and Allen 1997). 1)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Affective commitment – means an employee’s personal attachment and identification to the organization.   This results in a strong belief in an acceptance of the organization’s goals and values.   â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so† (Parà © and Tremblay, 2000, p. 5) 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuance commitment – is a tendency to engage in consistent lines of activity based on the individual’s recognition of the â€Å"costs† associated with discontinuing the activity.  Ã‚   â€Å"Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.† (Parà © and Tremblay, 2000, p. 5) 3)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Normative commitment – provides that employees exhibit behaviors solely because they believe it is the right and moral thing to do. â€Å"Employees with a high level of normative commitment feel that they ought to remain with the organization.† (Parà © and Tremblay, 2000, p. 5) In their findings, Parà © and Tremblay provide that affective commitment and continuance commitment are negatively related to turnover intentions (Parà © and Tremblay, 2000, p. 6).   In addition to these two distinct types of commitment affecting turnover intention, their studies also points to the factor they call Organizational Citizenship Behavior or OCB. OCB is considered as a key element in organizational effectiveness.   OCB is defined as â€Å"an employee’s willingness to go above and beyond the prescribed roles which they have been assigned† (Parà © and Tremblay, 2000, p. 6, quoting from Organ 1990). Based on Parà © and Tremblay’s findings, the stronger the citizenship behavior of an IT employee, the more likely they are to stay in their company.   The IT professional’s affective commitment, or attachment to his or her organization, also decreases turnover intention. 2.3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Characteristics Model Hackman and Oldham’s Job Characteristics Model, as earlier introduced in Chapter 1 of this research study, predicts what aspects of jobs reflect the level of job enrichment for employees, and how these relate to employees’ individual differences and to the work outcomes required. The model includes five core job characteristics that can be applied to any job: skill variety, task identity, task significance, task autonomy and feedback. Skill variety is defined as â€Å"the number of different skills required in the job† (Hackman and Oldham 1980; Pilon 1998). Task identity means â€Å"the completeness of the tasks done in the job† (Hackman and Oldham 1980; Pilon 1998). Task significance on the other hand is defined as â€Å"the importance of the job to the served population.† (Mohamed 2004). Autonomy means â€Å"the vertical expansion of responsibility, the amount of decision-making and independence allowed for employees.† (Mohamed 2004). And lastly, feedback means â€Å"the extent that the job itself provides information about employees’ performance† (Huber 2000). These characteristics – skill variety, task identity, task significance, autonomy, and feedback – are combined into a single predictive index which is called the Motivating Potential Score (Hackman and Oldham 1980). Figure 1. Job Characteristics Model Source: A.H. Mohamed (2004)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The five core job characteristics enumerated in the previous paragraph are in continuous interaction with individual differences that evoke three critical psychological states in an employee.   These three states are: 1) when the job is structured by skill variety, task identity and task significance this could lead employees to experience meaningfulness in their work. 2) The second state, task autonomy, which leads to feelings of responsibility for the outcomes of work. 3) The third and last state is feedback, which leads employees towards knowledge of the results of their work (Douthit 2000; Huber 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These three critical psychological states lead to a set of affective and personal outcomes:   high internal work motivation, high growth satisfaction, high general satisfaction, high work effectiveness, and low rate of absenteeism (Mohamed 2004; Donovan and Radosevich 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These affective and personal outcomes are the results of en employee’s job characteristics.   They are defined as follows: High internal work motivation – this is the degree to which an employee is willing to work and to consider the organizational objectives as part of his or her own goals (Mohamed 2004). High growth satisfaction – this is the achievement of the employee in overcoming challenges, succeeding and growing (Steers and Black 1994) High general satisfaction – this the feeling derived from the overall satisfaction with the work itself. â€Å"This type of satisfaction is reflected mainly in decreased rates of absenteeism among employees† (Steers and Black 1994; Omachonu et al 1999). High work effectiveness – this refers to both the quality and quantity aspects of work performance (Hackman and Oldham 1980). Low rate of absenteeism. The Job Characteristics Model, also includes three attributes that are identified as Moderators: knowledge and skills, context job satisfaction, and employee growth-need strength.   These attributes indicate which employee will respond positively to the Motivating Potential Score of their job and its outcomes (Hackman and Oldham 1980). An employee’s knowledge and skills are dependent on their educational qualifications which in turn will reflect their perceptions toward their work outcomes (Sabiston and Laschinger 1995).   On the other hand, an employee’s perception of his or her context job satisfaction involves factors like pay, supervision, colleagues, and job security.   All these affect the employee’s outcomes as well (Mohamed 2004).  Ã‚   Lastly, growth-need strength is the degree in which an employee seeks opportunities in his or her job for self-direction, learning and personal accomplishment.   These elements in turn affect the employee’s level of work internal motivation (Mohamed 2004). An example of a study which made effective use of Hackman and Oldham’s Job Characteristics Model is the one conducted by A.H. Mohamed (2004) called â€Å"Using the job characteristics model to compare patient care assignment methods of nurses† for the Faculty of Nursing, University of Alexandria in Egypt.  Ã‚   The population used were the nurses in the Alexandria Main University Hospital.   Mohamed made use of a Job Diagnostic Survey (also developed by Hackman and Oldham) to determine nurses’ perceptions towards the components of the Job Characteristics Model in relation to their performance in utilizing the case and functional methods of patient care assignment (Mohamed 2004). In his study, Mohamed concludes that the jobs of intensive care unit nurses result in different expectations based also on the different categories of nurses, based on skills and challenges inherent in the work they perform (Mohamed 2004). Generally speaking thus, studies like Mohamed shows that an employee’s personal and affective outcomes are a result of the employee’s job characteristics. 2.4  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Model Employers However, management also plays a crucial role in the retention and conversely turnover of IT professionals.  Ã‚   Since IT professionals still enjoy a wide selection of employers to choose from, employers constantly compete to attract the best IT professionals by becoming â€Å"model employers†.   In her 2001 article for Computer World, called â€Å"Model employers†, Minda Zetlin outlines the strategies that make certain companies â€Å"model employers†. By compiling its eight annual list of 100 Best Places to Work in IT, Computer World roughly sums up the model employers as offering not just top compensation, but also â€Å"opportunities for career growth, investment in training, diversity in the work place, work flexibility, and, ideally, a comfortable and fun place to spend their daytime hours† (Zetlin 2001).   Zetlin in her article outlines three common themes behind the success of these model IT employers: IT is central to the best employers’ success According to Zetlin, excellence in IT is a top corporate strategy.  Ã‚   Prioritizing IT should not be limited to companies that strictly provide IT or IT services.   Companies such as Avon, for instance, which ranks 4th in Computer World’s list of 100 best employers, may be perceived to operate on a relationship-based environment.  Ã‚   Yet to process its more than 60 million custom orders every year, the company relies heavily on IT to process its complex supply chain.   The fact that is it is actually a very transactional business, dependent on technology, makes IT one of its priorities (Zetlin 2001). Management takes an active interest in employers’ careers from the day they arrive This includes having development plan for employees as soon as they join the organization.   Employees meet with their managers on a periodic basis for a formal review to assess their development plan and to evaluate its progress.  Ã‚   Orientation programs at the start of the employment are also part of this strategy.   Apart from orientation, Harley-Davidson, Inc. (ranked as No. 11) also provides for a yearly self-assessment for its employees against the established competencies for their jobs, with their supervisors doing the same (Zetlin 2001).   Such focus on career development per employee makes the employee feel that management takes an active interest in aligning its objectives with the employee’s personal goals. Model employers also provide for continuous interest on their employees’ careers throughout their employment with the company.   Knowledge mentoring programs and career mentoring programs, used by the State Farm Mutual Automobile Insurance Co. (ranked No. 13), for instance, allow employees to learn more skills and career guidance from their more experience colleagues, and help management to identify employees to fill leaderships positions in the short and long term (Zetlin 2001).   State Farm’s mentoring program is in fact so successful that it has extended the program to employees who haven’t even arrived yet – such as assigning mentors to college students who plan to join State Farm after they graduate. There are no walls between business and IT Unlike other organizations, model employers ensure that IT people and business people work side by side.   There is no division or competition.  Ã‚   IT professionals are given a better understanding that what they do helps the business succeed.   This understanding leads to career satisfaction for IT professionals.   Technology people know exactly how they contribute to the revenues of their business and how important they are in the business plan.   One advantage here is that a close relationship between IT and business allows people to switch between the two fields (Zetlin 2001).   Another strategies such as cross-functional work teams gives career development not just to IT professionals but to business people in the organization as well.  Ã‚   There are continuously different career tracks available.   An IT professional may opt to advance by taking on management roles within technology, or they may shift to business management positions (Zetlin 2001). 2.5  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Voluntary Intention Model   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   R.M. Steers and R.T. Mowday, in their study â€Å"Employee turnover and post-decision accommodation processes† (1981) analyzed turnover as rooted in voluntary intention.   Steers and Mowday viewed the interaction of intention to leave, and alternative job opportunities (ease of movement) as direct antecedents to turnover (Steers and Mowday 1981; Rouse 2001).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As earlier discussed in Chapter 1 of this study, the direction of the process in Steers’ and Mowday’s Voluntary Intention Model starts with Job Expectations, then Affective Responses, then Turnover Intention, then finally,   Actual Turnover (see Section 1.2.1.1 of this paper).   However, these four elements were actually grouped together by Steers and Mowday under three steps. As can be seen in the Figure 3: Each step in Figure 3 contains two constructs.   The second construct (Job Attitudes) of Step 1 becomes the first construct of Step 2.   The second construct (Intent To Leave) of Step 2 becomes the first construct of Step 3. Step 1 of the Voluntary Intention Model involves the manner in which job expectations influence an employee’s attitudes regarding his or her job.   Attitudes are composed of job satisfaction, organizational commitment, and job involvement.   Job expectations in turn are influenced by three stimuli. The first stimuli focuses on individual characteristics such as occupation, age, tenure, family concerns, and personality form (Steers and Mowday 1981; Rouse 2001). The second stimuli involves information obtained during the recruitment process and at various assessments points throughout the employee’s career (Steers and Mowday 1981; Rouse 2001). For instance, studies have shown that job expectation levels are often high when the employee first accepts a new job (Porter and Steers 1973). At these particular periods, expectations are developed from both the employee and employer’s ends. In other words, a sort of unwritten social contract is deemed to be adopted by the two parties (Prouse 2001). Lastly, the third stimuli affecting job expectations are alternative job opportunities.   Studies have shown that the more alternatives there are confronting an employee, then the more negative the employee’s attitudes becomes concerning his or her current job (Pfeffer and Lawler 1979). Step 2 in the Voluntary Intention Model involves the Affective Responses that are elicited from Step 1.   These responses include the construct of job satisfaction, and how those responses influence the employee’s desire to leave the organization.   Factors that affect the employee’s decision to leave include non-work factors such as family, hobbies, religion and political influences (Cohen 1995). Steers and Mowday also identified the potential of employees to alter their actual job, in terms of pay, working hours, environment, etc., and thus change their attitudes regarding their jobs (Prouse 2001). Chapter 3 Methodology The aim of the research is to examine the relationships between job characteristic, job satisfaction and turnover intention among IT professionals in ______________.   The proposition is that job satisfaction and job characteristics as management influences have indirect impact to the levels of turnover intention among IT professionals.   The literature review indicates that there are different factors affecting IT professionals’ turnover intention.   This research is going to study the turnover intention of IT professionals in _____________. 3.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research Questions The study will answer the following two research questions: Which job characteristic variable(s) causes the job satisfaction among IT professionals in ____________? What job satisfaction variable(s) cause the turnover intention among IT professionals in ____________?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In answering these two primary questions, the thesis will make use of the following framework:    Hypotheses Research Question 1   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Which job characteristic variable(s) causes the job satisfaction among IT professionals in _______________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of job characteristics to job satisfiers.  Ã‚   The null hypotheses tested were: Job Characteristics à   Job Satisfactions H1: The level of IT training does not affect the various measures of job satisfaction. H2: The level of user contact does not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H3: The job-required skills do not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H4: The level of task significance does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H5: The amount of workload does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H6: The amount of feedback does not affect job satisfaction. Research Question 2   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"What job satisfaction variable(s) cause the turnover intention among IT professionals in ________________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of the job satisfaction scales to turnover intention.  Ã‚   The null hypotheses tested were:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Satisfactions à   Turnover Intention   Ã‚  Ã‚  Ã‚  Ã‚   H7: The level of internal work motivation does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H8: The level of job security satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H9: The level of social job satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H10: The level of job growth satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H11: The level of satisfaction with pay does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H12: The level of satisfaction with supervision does not affect turnover intention. Research Procedures   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   3.3.1  Ã‚  Ã‚   Data Collection   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research is a process of studying and analyzing situational factors of a specific problem or issue in order to determine solutions of it (Cavana, Delahaye and Sekaran 2001). According to Cavana, Delahaye and Sekaran (2001), there are three research paradigms: positivist, interpretivist and critical research.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the research hypotheses of this study try to explore the relationships between job characteristic, job satisfaction and turnover intention among the IT professionals in __________________, the positivist approach will be adopted and it will provide the framework upon which the methodology of this study can be used.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this study, the research problem requires primary data to specifically address the twelve hypotheses. An Internet questionnaire will be used as it is the most effective and appropriate data collection method. â€Å"Questionnaire† is defined as a â€Å"pre-formulated written set of questions to which respondents recorded their answers within closely defined alternatives† (Cavana, Delahaye and Sekaran, 2001). A well-designed questionnaire provides accurate and useable data for analysis in order to make a conclusion of accepting / rejecting a research hypothesis.  Ã‚   A copy of the questionnaire to be used is attached as Appendix A of this study.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After gathering the data from questionnaires, the analysis of the data (including frequency distribution, correlation analysis and regression analysis) will be performed by a quantitative data analysis tool called SPSS (Statistical Package for the Social Sciences). SPSS predictive analytics advances in usability and data access, drawing reliable conclusions from the collected quantitative data (SPSS, Inc. 2002). In depth quantitative analysis of the data will be undertaken. Frequency Distribution, Correlation Analysis, and Regression Analysis will be used to analyze the collected data.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The population of this research is the _________ professionals in the country. The research is expected to have a 10% response rate (i.e. ____ questionnaires).   A reminder email will be sent to the students to ensure reaching the planned response rate. Participants are not inconvenienced or exposed unnecessarily to potential harm by recruiting more than is required. The research conducted by Dorà © in 2004 (which this paper intends to compare itself to) only received 326 responses which is less than 0.1% of the population.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   An invitation email   will be sent to the administration managers of the participating institutions. Then the manager will forward the invitation email to all qualified IT professionals and invite them to fill in the Internet anonymous questionnaire within 10 business days. A reminder email will be sent by the manager on the 6th business day. The invitation email only contains a consent form   and a URL to the Internet anonymous questionnaire. Participation is entirely voluntary. The participant can withdraw at any time and there will be no disadvantage if the participant decides not to complete the survey.   At no time will any individual be identified in any reports resulting from this study. A copy of the consent form is attached with this application. Variables   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The variables which will used in this study can be categorized into two categories: job characteristics and job satisfaction.   The factors within each category are discussed as follows:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The following job characteristics for IT professionals were selected for this study, based also on previous usage in similar studies as indicated in the literature review: IT Training User Contact Job-required Skills Task Significance Workload Feedback   Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the job satisfaction scales include the following: Internal Work Motivation Job Security Satisfaction Social Job Satisfaction Job Growth Satisfaction Satisfaction with Pay Satisfaction with Supervision Data Analysis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The study will make use of descriptive and inferential analysis were used throughout the study.  Ã‚   Descriptive statistics (percentages, means, standard deviations, frequencies, and item means) were computed using the SPSS (SPSS, Inc., 2002).   This general-purpose analysis program will be used to characterize the sample in terms of demographic characteristics pertaining to gender, income, education, age, years as an IT professional, years in the current organization, and years in the current position.   SPSS will likewise used to analyze the correlation among job characteristics, the correlation between job satisfaction scales, the correlation between job satisfaction and job characteristics, and the correlation between job characteristics, job satisfaction, and turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The primary inferential technique that will be used is bivariate correlation.   SPSS will   also be used to analyze the regression analysis for the data.   A 0.01 level of significance was adopted for testing significance.   The standardized effects of all the job characteristics for each job satisfier will also be computed.   The same method will be used to analyze the standardized effect of all the job satisfaction scales to turnover intention.   From these standardized effect analyses, the prediction of turnover intention by job satisfaction scales will be computed.    The job satisfaction scales which had a 0.60 level were considered significant to turnover intention.   The reliability coefficients ranging between 0.60 and 0.70 are deemed adequate for research purposes (Aiken, 2000, p.88).   For purposes of this study, the job satisfiers and job characteristics which have indirect effects of 0.60 above significance to turnover intention will be used.   The standardized effect of the significant job characteristic will be multiplied to the standardized effect of the particular job satisfier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Each of the twelve hypotheses of this study will be tested in essentially six multiple regression analyses – one for each job satisfier as the constant, independent variable and its relation to each dependent variable represented by the job characteristics.   Otherwise stated, each job satisfier will represent a criterion variable and the six job characteristics will be considered predictors in each of the six regression analyses. 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Should Doctors Help Patients Die?

Physician assisted death has always been a controversial issue in the United States that some view as a moral, ethical, religious, and legal issue. In any discussion about physician assisted suicide it is important that the terminology is clear. Physician assisted death is the procedure that a patient dies as a result of the voluntary ingestion of a fatal dose of medication that a physician has prescribed for that purpose. Assisted death is distinguished from euthanasia in that it necessarily involved an individual who is capable physically of taking his or her life and does so with means provided by another person.Physician assisted death was legalized through Oregon’s death with Dignity Act in 1994 and enacted in 1997. This act allows terminally ill patients to obtain and use prescriptions to self-administer lethal doses of medications. Although it is still rare in the state, between fourteen and forty-six people die each year by physician assisted death (PAD). Oregonâ€℠¢s Death with Dignity Act allows us to evaluate the law assessing the arguments towards whether or not physician assisted death should be legalized.Most of Oregon’s health’s professionals may agree with the patient’s request but they lack intimate knowledge on their values and reasoning for their choices. The organization, Compassion and Choices of Oregon, is dedicated to expanding the choices at the end of life, and offers guidance and support to those who qualify for physician assisted death. Compassions and Choices of Oregon, evaluates feedback from family members to obtain information on why they felt their family members decided to fulfill their PAD request.According to families results, with the top median score, the most important reasons patients pursued PAD request, patients wanted to control the circumstance of death and die at home, they worried about loss of dignity, future loss of independence, quality of life, and self-care ability. Ganzini, Goy, & Dobscha propose if there is better end of life care in homes helping patients maintain control, independence, and self-care in a home environment this may be en effective means of addressing some serious request for physician assisted deaths.Interventions can help patients determine if they can deal with symptoms and make them feel more comfortable helping them to make their decision. Some argue that patients are depressed; lack social support, and vulnerable groups turn to PAD as their only last option. Although the Death with Dignity Act empowers individuals to control the timing of their death, physician assisted death still remains a controversial topic in today’s society that raises many ethical questions. Choosing their circumstances of death.The Oregon act went through many obstacles when implementing the law to make safeguards to ensure that the law provides requirements so that it will not be abused. A major concern is about laws allowing physician assisted death is that they would open floodgates of people requesting such assistance, therefore causing a â€Å"slippery slop effect†. â€Å"The Health Division Report indicated that in 1998,23 people received such prescriptions, 15 of whom used them in hastening death during a person in which approximately 28,900 people died in Oregon. These numbers suggest that only an extremely small percentage of people (. 5% or 5 people in 100,000) who dies in Oregon received assistance under the act. â€Å" (Batavia, 2000). Patients who are applying for the use of physician-assisted death will have to follow strict regulations and have physicians, therapist, and family members consent to the choice of the patient. All patients and health care professionals have to commit that they will be in full compliance with the law and follow the procedures. Debates over the PAD also often warn of a â€Å"slippery slope† predicting abuse of vulnerable groups such as poor people, minorities, depression, w omen, and uninsured individuals.Depression can often develop among terminally ill patients when they start to loss their ability to care for themselves. According to Gazini, Goy, & Dobscha (2007) study on family members show no indication that the desire for hastened death has no association with depression or depression disorder. Oregon’s law requires that the patients must have a mental health evaluation to make certain that they are not suffering from any mental illnesses. Battin, et at, (2007) research the different vulnerable groups showing that there is no heightened risk among uninsured people, women, elderly, poor, and low educational status. Terminally ill college graduates in Oregon were 7. 6 times more likely to die with physician assistance than those without a high school diploma. † The research is completed among people living in the Netherlands and Oregon where physician assisted death is legal and practiced. From data of patients over the years they show no increase among requests among vulnerable groups. One of the most obvious arguments is that health care providers are supposed to save lives—not take them. (de Vocht & Nyatanga, 2007). The Hippocratic oath is one of the oldest documents that are still sacred by physicians.It was created to ensure that health care professionals would treat the ill to the best of their abilities, protect the privacy of their patients, and teach the secrets of medicine to future generations. â€Å"I will use those dietary regimens which will benefit my patients according to my greatest ability and judgment, and I will do no harm or injustice to them. † The Hippocratic oath is a doctors contract, in other words this statement can be interpreted as â€Å"do not harm. † Helping a patient take their life is a contradicting question if physicians are violating the Oath.Is a doctor assisting harm on a patient if they choose physician assisted death? Or is it causing harm to a patient to keep them alive suffering if they wish different? â€Å"Nurses witness firsthand the devastating effects of debilitation and life-threatening disease that are often confronted with the despair and exhaustion of patients and families† and â€Å"at times, it may be difficult to find s balance between the preservation of life and the facilitation of a dignified death† (ANA, 1994) Terminally ill patients are given medication to treat and relieve them from the pain of the illness.Patients go through the stages of disease that health care professionals do not have medications that will relieve them of all their symptoms, pain, and harm, but they do have medications they will allow patients to end the harm and choose their death. Physicians have the right to administer medications to allow patients chose their death. Increased doses of controlled substances allows the patients to die at peace and the way they choose instead of suffering in the last phases of life. The Hipp ocratic oath also allows health professionals to use their judgment when treating patients.Under the Oregon Death with Dignity Act physicians have to sign off that the patient is suffering and terminally ill, if a doctor feels that they can preserve the life of the patient they have the right to use their judgment to refuse to participate in the PAD. This is their moral right to decide if they are willing to prescribe medications to a request PAD patient if it is legal in the state. This is a time where physicians need to know how to â€Å"switch their focus from quantity, to quality of life†(LaDuke, 2006).Health care professionals should not feel quality for completing the desires of patients and doing their job. Ganzini, Goy, & Dobscha, (2007) purpose that if clinicians should focus on improving end of life care addressing worries and apprehension about the future with the goal of reducing anxiety about the dying process. Addressing patients concerns we can create intervent ions to help along the process. In contrast, patients who request Death with Dignity are already in high-quality palliative care. We assume they hospice programs have little to do with the patients assisted death choice.Most patients have already made up there minds whether they have been in hospice care or not. Although hospice care can improve ones quality of life, it still does not change the patients choosing their circumstances of death. By any standard the first year of the Oregon Death and Dignity Act would be considered a success. This success has made other states look into legalizing physician-assisted death. In 1997, the court case Washington v. Glucksberg decided that Oregon’s Death with Dignity Act would go into effect. Eleven years later others states followed the suit, through different approaches. In 2008, Washington voters adopted a right to die initiative and a Montana judge ruled that individuals had the right to hasten their death under the states constitu tion. † (Kirtley, 20011). Supporters of the Washington Death with Dignity Act organized a committee of supporters. This committee felt their chances of success were good because of similar demographics in Oregon and Washington. The eleven years between the passings of Oregon’s Act allowed people of Washington consider the facts and make their own approach to the purposing of the Act.Novembers 2008 Washington voters approved the Death with Dignity Act, and people claimed â€Å"other states would fall like dominoes†. Following in Washington’s footsteps, a month later Montana legalized hastened death. The Montana Supreme court ruled on December 31, 2009 that nothing in the state constitution prevented patients from hastening their deaths and gave doctors the right to prescribe lethal medications. Americans now have more options for dying than they did in 1997. We know have Hospice, Palliative care, hysicians can legally pursue aggressive pain management, and states can now pass aid in dying laws. Patients may discontinue life-sustaining therapies, or voluntarily stop eating and drinking as a natural part of the dying process, and lethal prescriptions. Most important we are allowing patients to have choices to allow them to deal with their end of life care and how they wish to die. In the book Narrative Matters there is a story about a young doctor Alok Khorana who is coming to the end of his shift after working long hours to save up time for her wedding the next day.Alok is faced with a tough situation when Mr. Kohl comes in one of his patients and has to consider end-of-life decisions. Mr. Kohl her patient is a 53 year old white male, Vietnam veteran, steel plant worker, smoker, lung cancer, that has failed two different chemotherapy regiments and his last few scans have shown and impressive disease progression. Mr. Kohl had attended a doctor’s appointment and the doctor noted shortness of breath and the need of urgent hospital care. In medical terms this means it is basically better of that he would die in the hospital and should have been on hospice care.Alok is trying to talk the man into considering a DNR and let him know that this he might not make it much longer than a day or two. Mr. Kohl does not have any children and just has a wife named Ann. As much as Alok tries to convince Mr. Kohl to consider DNR he will not even consider it because he promised Ann he would not go without seeing her. They monitor him for a few hours trying to keep him as pain free as he can. The nurses and staff let the man know that there will not be a lot they can do for him with all of his health conditions and him suffering from pneumonia.They provide him with information about DNR and how they think it will be his best choice. He will not give in and says he is not giving up he told him wife he will do everything he can. After some time Mr. Kohl’s lungs begin to collapse and he is hooked up to a ventilation machin e to help his lungs work correctly. As his wife Ann is on her way he than is given the option to be administered enough oxygen to keep him a live without a machine for a little longer. Mr. Kohl knows what is about to happen to him, and how his medical condition cannot be reversed.He decides to hang on and do what ever he can for the love of his wife. He promised her he would be able to see her before he goes, and than he will be ready to die. Although Mr. Kohl did not receive a physician assisted death procedure, he shares a lot of the same concerns that was researched for why patients decide when they are ready to die. Mrs. Kohl finally shows up to the hospital clasps his hands tightly, the heart monitor machines are shut off, and the morphine is administered for comfort. Mr. Kohl’s breathes start to slow down and he drifts into sleep.Alok the doctor on duty witnessed a powerful life story that night on her shift. On his way home the day before her marriage she looks over Mr . Kohl’s struggle to hang on for life. Although he was aware of his conditions and that he will not make it much longer he wanted the comfort of his wife. Alok realizes that after years of struggles with his soon to be wife one day when he is dying, she will come in and tell him its OK to die. He will listen, and it will be okay. For many patients who consider physician-assisted death there main reasons are to control there situation of death.Mr. Kohl was so persistant on not choosing DNR because he just wanted to control his situation and wanted his wife to be on his side. Once she was there he made his decision and he than was ready to go. Physician assisted death will always be a contradicted topic when discussing the tampering of a human life, but it is present that this Act has had no present negative effects. When laws are set up to assist patients desires to choose the end of life care, physicians should feel they are following patients request and their job, they have the right to help patients choose their death.Legalization has to protect both of the rights of terminally ill patients who wish to die, and patients who do not. 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