Vaccines Are The Best Effective Preventative Tools Against...

Vaccines are thought to be some of the most effective preventative tools against highly infectious disease processes and their complications. Routine vaccinations in the United States have led to drastic declines in vaccine-preventable diseases (Omer, Salmon, Orenstein, DeHart, Halsey, 2010) such as mumps, rubella, polio, smallpox and diphtheria. These diseases are occurring at less than 1% of what they were during the pre-vaccine era, especially in higher income countries. Vaccination requirements can be traced back to 1855, when United States schools began requiring immunizations for school entry. As a result of this requirement, vaccine coverage levels have resulted in widespread immunity throughout the population, thus significantly†¦show more content†¦Aside from the safety and efficacy concerns, are parental concerns that their children could not handle the administration of simultaneous vaccinations. To combat this concern, 26% of parents elect to follow an alternati ve vaccination schedule (as opposed to the schedule recommended by the Advisory Committee on Immunization Practices) and have been reported to refuse vaccines such as those for MMR, while another 54% delay the administration of the vaccine (Shimi, 2012). Some of the most recent parental concerns in regards to vaccine safety are a result of the unsubstantiated link between vaccines and autism. Although unsupported by a credible body of scientific evidence, there has been a marked increase in the number of parents refusing or delaying vaccinations. Plain and simple, refusing immunizations places the public at great risk and can impact the health of the community as well as the delivery and practice of public health. In 2007, an article published within the Journal of the Medical Association paralleled the annual average sum of cases and resulting deaths of assorted diseases before the advent of vaccines, to those occurring just the year prior. Before the advent of an effective diphth eria vaccine in the 1930s, the

Assess Kamil s Writing Skills Essay - 2316 Words

In order to assess Kamil’s writing skills, I collected and analyzed a few writing pieces of various types of writing. Kamil’s style of writing and the tone differ depending on the type of composition, which means that he is aware of the purpose and the potential audience when he writes. The graphic aspect of writing indicates that Kamil has knowledge about forming the 26 letters of the English alphabet. His writing is also legible and clear most of the time. Some pieces of Kamil’s writing, such as â€Å"Feature Article†, â€Å"Oil Spilling†, â€Å"Minecraft†, and â€Å"How I came to America† include a thoughtful and interesting introduction as well as an effective and creative conclusion. In these compositions, Kamil groups and organizes facts logically, he links the ideas together, using transition words, e.g. â€Å"After ten hours of doing stuff we finally got to America! Thereafter we went througth the securite machines†¦Ã¢â‚ ¬  Also, a variety of sentences is applied in these pieces. On the other hand, a persuasive letter and an opinion piece, â€Å"What would you rather do: find your way through a corn maze or tour a haunted house?† include a few confusing sentences and thoughts. The introduction and closing are not precise, as they do not clearly state Kamil’s personal opinion. For example, in a persuasive letter to the principal of his school, Kamil states a few good reasons why his school should not have air conditioning, he supports his arguments with some pieces of evidence, and then, in closingShow MoreRelatedThe Importance of Considering Philosophical and Psychological Foundations in Developing a Curriculum.9983 Words   |  40 Pagesbeginning in disturbed home relationships, limits of the subject-matter patterns of organization, and encouragement of developing creative thinking.   â€Å"The purpose of education in Malaysia is to enable Malaysian society to have a command of the knowledge, skills, and values necessary in a world that is highly competitive and globalised, arising from the impact of rapid development in science, technology, and information†. Preamble to the Education Act (1996). So, I would like to take this topic, the importanceRead MoreSupporting the Development of English Literacy in English Language Learners22851 Words   |  92 Pagesthe development of English literacy, does not advocate English-only instruction for ELLs. Research indicates that children who acquire literacy skills in a first language transfer those skills to their second language (Fitzgerald, 1995; Garcia, 1998). Collier and Thomas (1989) report that children who had attended school and learned basic literacy skills in a native language before emigrating to the United States achieved academic parity with peers as soon as they had acquired proficiency in EnglishRead MoreLearning Vocabulary And Impacts Of Reading Essay10232 Words   |  41 Pagesyou use regularly when you are speaking or writing. As we said, these words are part of your active vocabulary And then there are some another words that you understand when you hear them on television, but you do not use in your everyday speech. These words are part of your passive vocabulary (1997-2014 English Club). Vocabulary knowledge is not something that be fully mastered; it is something that expands deepens over the course of life time. A person s vocabulary is the set of words within a language

Health Issues of Tobacco and Smoking Samples †MyAssignmenthelp.com

Question: Is The Case About Health Issues Or Trade Issues? Answer: The given case study is about the health issue and not a trade issue. Tobacco and smoking is the leading reason of causing cancer. In Australia, approximately 15, 000 people die from smoking-related issues per year and are expected to spend an estimated budget of AUD $31 million in health expenses. The initiative of plain tobacco packaging is aimed towards enhancing the health of the Australian population (Mathews et al., 2013). Keeping in mind the health issues of the population, the Australian Government has enacted the Tobacco Plain Packaging Act in 2011. According to the Act, the tobacco companies are prohibited from using marketing materials that include company logos, labels, and trademark on the cigarette packets (Liberman, 2013). The laws are aimed to make the cigarette packets unattractive in the hope that few people will buy and smoke a cigarette. This is an initiative undertaken by the Australian government to minimize the consumption of cigarette and tobacco. Post impleme ntation of the law by the Australian government, the cigarette packaging in done unattractively (Mitchell Studdert, 2012). The Australian government is highly concerned with the health of the population, as diseases such as cancer affect the majority of the population. The youth of the country is highly fascinated by the packaging of the cigarettes. Therefore, the new Act is implemented by the Australian government with the aim of minimizing of purchase rate of tobacco and smoking by the population. Majority of the population is suffering cancer due to smoking that is hampering the country and its future. (Fooks Gilmore, 2014). However, the developing countries that rely on the tobacco industry and exports tobacco will be severely hampered, as the rate of tobacco consumption will decrease. Therefore, the initiative taken and implemented by the Australian government is more of a health issue that needs to be controlled for the betterment of the country. References Fooks, G., Gilmore, A. B. (2014). International trade law, plain packaging and tobacco industry political activity: the Trans-Pacific Partnership. Tobacco control, 23(1), e1-e1. Liberman, J. (2013). Plainly constitutional: the upholding of plain tobacco packaging by the High Court of Australia. American journal of law medicine, 39(2-3), 361-381. Mathews, J. D., Forsythe, A. V., Brady, Z., Butler, M. W., Goergen, S. K., Byrnes, G. B., ... McGale, P. (2013). Cancer risk in 680 000 people exposed to computed tomography scans in childhood or adolescence: data linkage study of 11 million Australians. Bmj, 346, f2360. Mitchell, A. D., Studdert, D. M. (2012). Plain packaging of tobacco products in Australia: a novel regulation faces legal challenge. Jama, 307(3), 261-262.

Workforce diversity management

Executive Summary Globalizing organizations encounter enormous challenges in the quest to manage the diversities of their work force. These diversities entail differences existing among people working in the organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities amongst others.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More Apparently, this largely surfaces as the chief types of diversities that exist in the Google Company that serves as the case company in this paper. A review of current literature to show the importance of managing workforce diversity for today’s managers reveals that managing diversities of an organizations work force is a mandate that organizational managers cannot treat with mini mal concern as it is of paramount importance, which include improvement of workforce productivity, improvement of workforce engagement and reducing instances staff absenteeism among others. In the analysis section, on the management strategies in place in Google company for managing workforce diversity, the papers finds workforce diversity management as resting on the need to avail networks, which are ideally open to all interested workforce members. Introduction In the present time, globalizing organizations avail immense benefits to the population in the regions where they establish in terms of promotion of HR policies that are innovative in nature. However, such a corporate encounters mega challenges in managing the workforce diversity in every region. For the purposes of discussions of this paper, the term diversity refer the myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affec tion, income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. As a repercussion and in the context of this paper, workforce diversity management encompasses â€Å"a comprehensive managerial process for developing an environment that works for all employees† (Parvis 2003, p.37). Using Google as a case example of large nongovernmental organizations, the paper dedicates itself to review current literature to show the importance of managing workforce diversity for today’s managers.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It conducts an analysis of the types/kinds of workforce diversity that exist in the Google Company. It later sums up by analyzing the management strategies in place in the organization for managing workforce diversity. Importance of managing workforce As organizations diversify, the appr oaches deployed to address workforce management issues are critical in influencing the performance of an organization in the competitive market place. Dessler (2004) reckons, â€Å"the importance of diversity management has been communicated by academics and professional alike, citing the many benefits of having a heterogeneous organization, as opposed to homogeneous organization† (p.43). A homogenous organization is a non-diversified organization while a heterogeneous is a diversified organization: it employs people of varying backgrounds in terms of race, age, physical abilities, and geographical regions among others. Cute management of workforce diversity has been acclaimed by many scholars as having the ability to improve workforce productivity, improvement of workforce engagement, foster staff absenteeism coupled with an increase of workforce turn over by about five folds (Dessler 2004, p.45). For the Google Company, workforce diversity management is critical in the ende avor to increase the ability to address the various needs of more diverse Google customer base. Particularly, Google gains from the valid view points of its diverse workforce in effect that such a workforce provides increased problem solving capacities coupled with enhanced creativity levels- something that is critical for the success of the organization in the future unknown dynamic business environment. In this context, it is arguable that proper management of Google’s work force makes the organization gain immensely in the sense that the organization ends up establishing a central position in the competitive market.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More An increasing number of scholarly studies reveal that a direct correlation exists between employees, attendance, job performance, dedication and perception of being valuable resources of an orga nization. For instance, according to Pope â€Å"if management and team members fail to value women and minorities, company productivity will likely suffer as a consequence† (2004, p.63). This infers that mismanagement of workforce diversity translates to affecting an organization’s costs. In this context, organizations, which do not support diversity existing in their workplaces, are likely to plunge into expensive lawsuits and out of court settlements case largely contributed by poor management of various talent tools: for instance stereotypes propagation, discrimination and harassment among others. Additionally, such organizations are susceptible to costs linked to replacement of employees (Jayne Dipboye 2004, p.412). In case an organization is constituted by people of varying ethnicities coupled with higher proportions of women as compared to the general industry on average, an interrogative arise seeking audience on how reconciliation of differences among employee s can be achieved without causing undue friction during every day interactions of the employees. In this context, managing workforce diversity becomes a crucial endeavor since otherwise the performance of an organization gets negatively impaired and hence its productivity and profitability (Pless Maak 2004, p.129: Alpert 1998, Para. 5). Development of plausible knowledge by today’s management professionals is indeed crucial since many of the issues encountered in the work environment prompting intolerance for the differences characterizing differing workers can only be solved by use of cute approaches of the work force diversity management. Most pressing stalemate issues pertaining to workforce diversity are more inclined on perspective of treatment of women (Ollapally Bhatnagar 2009, p.461). In this context, the concepts of workforce diversity management are vital for adoption by today’s organizational managers since race and gender constitute the major issues and t he key drivers of approaches for managing diversity.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Where minority groups largely perceive themselves as being more oppressed or discriminated, it is apparent that they would consider taking steps that are unhealthy to the performance of an organization. This is perhaps widely probable based on the possession of intense awareness of the minority rights among such person coupled with the existence of stricter organizations codes of conducts and regulations predominantly formulated to govern behaviors within work places. This argument makes more sense especially by consideration of Pope (2004) argument that â€Å"it is in the interest of the management of any firm to sensitize their workforce towards race and gender issues and ensure that the workplace is free of discrimination against minority groups, as well as women† (p.64). From this dimension, managing workforce diversity has a chief contribution in aiding people working within Google Company to connect with one another in an attempt to further Google company goals, create changes within the corporate community, which are positive without negating promotion and strengthening the Google Company’s business partnerships. From a different dimension, Kersten (2000) argues, â€Å"the impetus for diversity programs begins with desirable social and political goals while strategic commitment needed to make it part of the company’s business strategy come only from the highest level of an organization† (p.236). Drawing from this argument it is conspicuous that management has a proactive role to play in ensuring that workforce diversity is managed to avoid conflicts of interest among the minority and majority groups of workers. An analysis of the types or kinds of workforce diversity that exist in Google Company The clients of Google Company are diverse in many aspects including gender, race or ethnicity, age, region and physical abilities among other differences. To address the needs of these diverse clients, Google Company indeed employs a diverse work force regionally, ethnically, based on gender and even on an age basis. In fact, according to Saxena et al (2012), Google Company â€Å"†¦represents 138, 000 queries every minute of every day in 90 different languages† (p.4). With this kind of immense capacity to handle internet traffic of queries every minute, it is plausible to argue out that Google is indeed the best world’s search engine. For Google then it implies that she has to employ an immense number of people coming from a variety of ethnic lines across the globe. The capacity to orient her diverse workforce to a common goal saw Google’s revenue escalate to 961.9 million dollars in 2003, a figure that has grown into multi-folds since then (Saxena et al 2012). This means that Google has acquired an immense competitive advantage in the operational environment in which it has managed to outdo companies like America on line (AOL), Amazon and eBay, which have been tightly competing with Go ogle Company for revenue. For Google Company, concepts of diversity do not lie on the traditional perception of what ideally constitutes the differences among the workers within organizations such differing religious and moral believes among others. Professional differences also accounts for the sphere of diversities at Google Company. However, this is not an immense challenge since the Google Company products take into accounts all the professional qualifications of her entire workforce. Precisely speaking Google Company (2012) endeavors â€Å"to spread the love of Science, technology, engineering and Math (STEM)† (Para.5). Technology and Science makes use of diverse professional abilities and technical knowhow. Therefore, just as Google Company’s employees are diverse in respect to differences such as gender, ethnic origins and age, professional diversity is equally relevance for inclusion in the realm of workforce diversity management approaches at Google. Company G oogle (2012) reckons, â€Å"Google is the home for countless communities of unique people. We offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). This evidences that Google perceives differing professional abilities of her employees as part of her workforce diversity at her disposal, which while well tapped and managed may lead to increased productivity and consequently to escalation of profitability of the organization. As argued before, diversity within any organization including Google Company is critical in terms of influencing an organization’s costs. The better its management, the better the organization becomes protected from unnecessary costs. This is a positive aspect of deployment of credible workforce diversity management. However, on a different dimension, embracing total consideration of every aspects of workforce diversity results to unnecessary costs and hence negative impact of workfor ce diversity management. As a way of example, it is quite crucial in some organizations for workers not to take partisan positions especially on matters involving making personal opinion or judgments of issues of national public interests that attracts heated debates as doing so may invoke violence among the target audience. Amid this prerequisite, in such a situation, integration of utmost concepts of workforce diversity means that the managers also consider diversities in such opinions. Giving room for people for instance working in media organization; considering the massive influence they have on the masses, to express their diversities opinions, may give loopholes for thriving of stereotyped society largely fueled by the promotion of unlimited workforce diversity within media houses. An analysis of the management strategies in place in the organization for managing workforce diversity Founded by Larry Page and Sergey Brin, Google Company, is one of the companies classified as b eing most successful on start up right from it growth from a research being a project to a search engine that has revolution the world. Google is guided by the organizational slogan: ‘never judge a search engine by its interface. What this slogan means is that amid the simplicity of its interface, intrinsically within it, there rests the most sophisticated technological infrastructures of the world. Diverse people across the globe run and develop these infrastructures. The value of this diversity is indeed highly appreciated by the company’s CEO, Eric Schmidt, who posits, â€Å"at Google, we do not just accept differences-we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our products and our community† (Saxena et al 2012, p.13). The diversity referred in here is the workforce differences in term of gender, religious beliefs subscriptions, cultural beliefs and ethic differences among the Google workers coupled with other differ ences that define particular segregated groups of Google workers from the wider total work force. Google deploys numerous strategies to cope with the workforce diversities. Google (2012) informs, â€Å"Google offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). Many of these Groups and clubs are principally developed to facilitate and support ardently the Google’s diversity initiatives both within Google Company and within her communities. In this end, the key management strategies at Google to enhance workforce management rest on the establishments of workers diversity management approaches inspired by network organizations. Moore (1999) reckon that people who â€Å"are different from each other in terms of their gender, physical ability, socioeconomic background and so on, are more likely to have at least some stereotypes about each other, and it is these stereotypical attitudes and view that many d iversity training programs aim to address† (p. 208). Consistent with this light, at Google the main strategy for managing workforce diversity rest on the need to avail networks which are ideally open to all interested workforce members. Through the networks, employees take part in activities such as professional development, mentoring, community service and even education outreach among other activities that the company deems essential in fostering tolerance of differences existing among her workforce. This strategy is widely conforming to Anand (2004) insight that â€Å"effectively integrating diversity requires education, training and communication† (p.307). Communication across the networks is enhanced by the fact that while such networks are available across the world, the members normally comes together during annual general summit on leadership. Arguably holding such a summit goes far in breaching the regional differences among Google Company workers as the member s are given subtle platforms to express their concerns ardently. Communication across all the global networks in Google Company is in fact essential since as Parvis (2003) argues, â€Å"communication plays an important role in the diverse workforce environment† (p.37). Without communication is impossible for articulation of the various differences existing among organizational workers with the business missions and goals. The various networks groups that Google deploys to spread the concerns of the need to promote workforce diversities are formed on the basis of diversifies such as gender, race and or professionalism diversities among others. With reference to Google (2012), such networks include- Asian Google Network (AGN), which was formed in 2007 essentially to â€Å"support employee retention and career advancement, educate Google employees concerning Asian American culture and perform community outreach† (Para. 3). Others include GWE (Google Women Engineers), BGN (Black Googler Network) HGN (Hispanic Googler Network), AAGN (Asian American Google Network), Google Capability Council and GAIN (Google American Indian Network). The focus of these networks in promoting workforce diversities is perhaps brought out more conspicuously by consideration of the concerns of each of the network. For instance, according to Google (2012), BGN (Black Googler Network is indebted to â€Å"attract, recruit, retain and develop Black talent at Google† (Para. 10). Since when it was established, BGN has actively supported diversity at Google and within the communities in which Google conducts her business. Conclusion The paper has argued that the workforce within an organization is diverse in many respects. The term diversity has been used to refer to myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. In the example case of a large organization that is privately owned, the paper has used Google Company in the analysis section of the kinds or types of workforce diversities in it: gender and ethnicity. Google Company management strategies to deal with workforce diversities consequently have been confirmed as being established to address and promote the tolerance of the differences in the Google workforce inspired by these two types of diversities. Recommendations The paper recommends that organizations deserves to understand the benefits of adopting multicultural environment that is tolerant to workforce diversities. By doing this, organizations would gain immensely in form increase in the productivity of the diverse workforce and hence boosting the profitability of the organization in question. In this end, the paper proposes that ‘buy-in’ of the entire organization is one of the plausible way s of ensuring the existence of a multicultural organization. This calls for all management staff, right from top to down, to understand the relevance of workforce diversity from moral perspectives and business perspectives. The paper goes on to recommend that in order to achieve this, the organizations essentially deserve to alter their values to orient them to commitment for promotion of workforce diversity within the work environment as evidenced by the case for Google Company. References Alpert, T 1998, Gaining Competitive Advantage: The Case for Diversity. Web. Anand, R 2004, ‘Make diversity part of the business plan’, Restaurants Institutions, vol. 114 no. 22, pp. 307-311. Dessler, G 2004, Management principles and practices for tomorrow’s leaders, Prentice Hall, Upper Saddle River. Google 2012, Diversity in Our Workforce, https://diversity.google/. Jayne, A Dipboye, L 2004, ‘Leveraging Diversity to Improve Business Performance: Research Findings Re commendations For Organizations’, Human Resource Management, vol. 43 no. 4, pp. 409-424. Kersten, A 2000, ‘Diversity management dialogue, dialectics and diversion’, Journal of organizational change management, vol. 13 no. 3, pp. 235-48. Moore, S 1999, ‘Understanding and managing diversity among groups at work: key issues for organizational training and development’, Journal of European Industrial Training, vol. 2 no. 3, pp. 208-217. Ollapally, A Bhatnagar, J 2009, ‘The Holistic Approach to Diversity Management: HR Implications’, The Indian Journal of Industrial Relations, vol. 44 no. 3, pp. 454-472. Parvis, L 2003, ‘Diversity and effective leadership in multicultural workplaces’, Journal of Environmental Health, vol. 65 no. 4, pp. 37-38. Pless, M Maak, T 2004, ‘Building an Inclusive Diversity Culture: Principles, Process, and Practice’, Journal of Business Ethics, vol. 54 no. 2, pp.129-147. Pope, A 2004, †˜Diversity is the key in strategic planning’, American Water Works Association Journal, vol. 96 no. 7, pp. 63-64. Saxena, et al 2012, Case Study on Google. https://scribd.com/presentation/19583272/Google-Case-Study. This report on Workforce diversity management was written and submitted by user Giant Man to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.