6 - 7 Essay Example | Topics and Well Written Essays - 250 words

6 - 7 - Essay Example Strategy is done through the application of Porter’s five force model to reduce supplier power, which enables them to price their goods at a lower price than competitors in the market. One of the factors that have also helped Wal-mart is innovation and change management. With an embracement of change through creative ideas, Wal-mart is able to stay before other competitors by continually changing their strategies to fit the market. As already mentioned, using a business model based on cost leadership has also helped Wal-mart. This strategy helps them manage their suppliers and share business risks with them, thus reducing costs and ultimately the final price faced by the customer. However, despite the market leadership enjoyed, Wal-mart has continually lost customers to its competitors who have attractive prices and better convenience. This can be related to problems of managerial capability, which can be overcome by innovation. Wal-mart needs to stop focusing a lot on meeting shareholders’ needs and instead focus more on customers’

Effects of Performance Evaluation Systems on Employee Morale Research Paper

Effects of Performance Evaluation Systems on Employee Morale - Research Paper Example In human resources management, morale is defined as â€Å"the extent to which an employee’s needs are met ant the extent to which the person perceives that satisfaction as stemming from his or her total job situation; (it is) synonymous with satisfaction†. Job satisfaction and employee motivation are two of the more important concerns of the human resource function in any organization as most of these recognize, that its people are its most important resources. Therefore it is to their ultimate advantage to take care and provide for the needs of their employees. People’s needs are of course determined by different sources and these needs variously control their motivations or the driving forces behind their behaviors. In the study of employee morale therefore, the theories on motivation could be useful to explain this psychological construct. One of the most influential theories upon which many managers base their performance management approach is Abraham Maslow’s Hierarchy of Needs Theory. As people engage in activities that increase their satisfaction, the study of Maslow’s theory becomes important as it explains what particular needs people are trying to gratify through their pursuits. The theory proposes that there are five levels of needs, namely, physiological or the need for food, shelter, water, clothing and other biological needs; security or the need to for protection and safety; belongingness or the need for affection and love; esteem or the need for recognition either from himself or from others; and the highest need of self-actualization which is the desire for self-fulfillment. Maslow emphasizes that the needs in the lower rungs of the hierarchy should be met first before an individual can satisfy the higher level needs. This theory has important implications to management as it points out cl early which needs are to be met and provided at which stage at work and which could be used to motivate them (Jones, 2007). The need for esteem in particular relates to the need of employees to be recognized for their accomplishments, expertise, or skills. If an employee is motivated by this particular need, then providing timely and constructive feedback on how he does at work may encourage him to give a better performance. Another prominent theory on employee motivation is Victor Vroom’s Expectancy Theory which argues that employees will be more motivated to work if they believe that their efforts will lead to higher performance and that this better performance will result to more rewards (Jones (2007). It means then that if an employee will be provided knowledge about his past performance, he can gauge the likeliness of his success or failure in a future or similar task. Performance evaluation systems should be sensitive then to detect low performance so that managers can provide encouragement and the necessary support like coaching or training to underperforming employees. In the same vein, if the evaluation results show that an employee is performing very well at work, then managers’ congratulatory notes can boost the employee’s morale and self-confidence in his abilities and success at work. Psychologists Henry Murray and David McClelland introduced the Acquired Needs Theory which posits that individuals obtain

Aiu Econ Online Essay Example for Free

Aiu Econ Online Essay Abstract This paper will discuss the concerns of correcting the effects of gases and particulates emitted by a local power plant and how the market activities have unintended positive or negative effects outside the market’s scope. These effects are referred to as externalities and therefore, will examine the cost and benefits of each action. Externalities In the business world, things will come up that will either benefit both sides or vice versa. Because these type of things come up, your company has to be ready for these things. Usually externalities are set about as a benefit for business deal to go through. Externalities are generated when individuals impose costs on or provide benefits for others. They usually do not have an economic incentive to take those cost or benefits into account. This results in either a negative or a positive externality. â€Å"A negative externality is generated when a particular side effect imposes a cost on others. A positive externality is a side effect that generates benefits for others.† (Krugman, 2011). I feel the government should step in when this things affect the US in a negative way. They control so many other aspects of business so why not the bad externalities. There are many ways in which the government controls the amount of emissions and pollutants that are released, but the most two common ways they use is to tax the companies that are producing the pollutants. This is called the Pigouvian Tax. A Pigouvian Tax is a tax on external activities. These externalities are actions not taken into account by the acting party. For example, â€Å"pollution is considered an external activity to many industrial processes; therefore, the government might impose a tax on polluters†. (WordIQ, 2012). Another way the government can control the amount of emissions is to directly tax the pollution. This would put more of a responsibility on companies that just pollute our air. The government, in my opinion should regulate this more closely. However, this is referred to as the standards-charge approach. â€Å"The government will establish a level of pollution it believes is appropriate and will charge a fine to the company for each unit it is above the allotted amount†. (Crandell, n.d.). There are many benefits from reducing pollution, but the most notable are by reducing pollutants in our air, the environment would be much cleaner and ecosystems would be healthier by lowering the greenhouse gasses. In addition, the health of the individuals would benefit by having cleaner air to breath. Being that I have horrible allergies, this would greatly help me. Not only would I have a better living, but I am sure there are many more individuals that would enjoy cleaner air. Yes, not just clean air but longevity to our children of being responsible. The cost of reducing pollution will always result in some sort of loss involved, both to the government imposing fines and taxes and to the companies. If the taxes are levied, naturally companies will find ways to reduce costs by laying-off employees or by sending jobs elsewhere, for example, to a foreign country. References Crandall, R. (n.d.). Pollution controls. The Concise Encyclopedia of Economics. Retrieved from www.econlib.org. Krugman Wells. (2011). Microeconomics. (2nd. Ed). New York: Worth Publishers. WordIQ. (2012). Pigouvian tax. Retrieved from www.wordiq.com.

Develop A Change Management Strategy With Stakeholders Business Essay

Develop A Change Management Strategy With Stakeholders Business Essay The stakeholder is most important part of stakeholder management. Analysis of stakeholder is the process of to knowing the groups or individual those are possible to affect or be pretentious by a proposed action and organisation to their impact on the. It is significant to value the perspective of  stakeholders. They should be able to involve in direction of a business, as if a wrong decision is made against their will, they would have  lost investment  in a way that could have been avoided (Friedman (2000)).  Stakeholders must be fulfilled at least modestly or public policies, organisations, community, or even countries and civilization will not succeed (Huntingdon (1996)). Specific stakeholder definition be different, concurs in the need for stakeholder support to construct and continue pleasing coalitions (Riker 1986; Baumgartner and Jones, 1993) and to make certain continuing possibility of organisations (Eden and Ackermann (1998), Bryson, Gibbons and Shay (2000), Abramson and Kamensky, (2001)) as well as strategy, strategy, and preparation. Here factors which affects strength of stakeholder organisation: Establishment: independent with clear objects and configuration.(Terry Macdonald, 2008) Member: Representative and acceptable, high level of association. Financial funds : acceptable and sustainable to fund involvement Staff and workplace holders: appropriate skills to bring selected functions. This includes strong support skills. Policy: clear and attainable polices. Visibility: to be identify for task accomplishment (Jaime Rivera, ((2007) Further that analysis of Stakeholder firstly to identify who are stakeholders then after to find out influence, interest and power, so you know to whom you should focus. Finally the good understanding of the stakeholder management of visibility is encouraged by the personal goals and moral concerns and thats why it is important for managing impressions and group change. The finally expand a good considerate of the most significant stakeholders. So that you know how they are probable to take achievement that you can outline this analysis on a stakeholder management Develop a change management strategy with stakeholders Strategy for stakeholder Classify the stakeholders whose commitment is required. Each kind of stakeholder, explain the required change, superficial benefits and anticipated resistance.( Michael Jay Polonsky,  2008) Expand accomplishment plans together with ones for the stakeholder groups that are not satisfactorily commit. Significant group regularly ignored is higher-level organisation; they must be integrated one of the key groups. (Rogers, Everett M.2003) Change management strategy Change management strategy is key factor for organisation. It is involve direct or indirect in to business therefore each and every time business has to keep changing in process of organisation. (Robert S. Kaplan and David P. [internet] http://finntrack.co.uk/learners/strategic_renewal.htm) EXPLAIN THE MODEL ABOVE WHAT DOES IT SHOW Change leadership: organisational change need rapidly change with leadership were mobilized change through executive leadership and need strategic decision making Stakeholder commitment: it is important for organisation that commitment from stakeholder and to make decision for supplementary benefits. Business Disciplines: executive strategies to work, they must be related and integrated transversely many function finance, manufacturing, sales, marketing and other. The Balanced Scorecard can association these different and dispersed functions. Structure: increasing methods to continue the change. Talent creation: increasing skills and knowledge to support the change in organisation. Pay and intensive: for growth of organisation its also important to manage pay and intensive for employee. WHERES REFERENCE However, were stakeholders have been identified; their interest of organisation, characteristics and circumstances to be better understood. It is particularly important that stakeholders communicate their own concern. Here checklist of questions for each stakeholder group capacity is counting. What are the expectations of the policies or institution of stakeholders? What kind of stakeholders benefits and costs? What are the difference conflicts with the objectives of the policy or institution stakeholder interests? Which kind of stakeholders recourses has the mobilised? Here some useful methodologies are there bringing a strategic change WHERES REFERENCE Brainstorming (Namken and Rapp, 1997) Brainstorming is a trouble solve method ( namken and rapp,1997). Brainstorming is not a part of strategic development, but is used as put into operation throughout the planning process. It is a useful for allocation ideas with group or more then one person system to learn. (Reinig, Briggs, Nunamaker, 2007) Different points in the planning, the facilitator may engage the group in brainstorming techniques. However to be successful, a brainstorming session must pursue four rules which are expressiveness, postpone idea evaluation, .quantity versus quality and piggyback ideas (Forsythe, 2010). Semi-structured interviews Interviewing is one of the general tools and techniques for organisation. It is good for small sector but not suitable for large number of study (Drever, Eric 1995).It is useful for comfortable checklist of issue. At the same time as consent to other issues to occur and be pursue. This approach is mostly supportive for cross-checking, classification of common position, identification of tradeoffs and identification of managerial frameworks of stakeholders. Digging up existing data Collection of recorded materials may tool shed light on stakeholders security, individuality and situation. Well its always meaningful inquisitive and look through for information and recording information. There is almost for eternity additional of it than at initial come into view and occasionally establish in the most unlikely places. Time lines It can be arranged with stakeholders of the record of associations and contact of challenging policies, establishment and process, with discussion of basis and effect of a range of changes. Diagrams Diagrams may help many people to get a fast idea of what is designed or talk as regards. Well they can work to motivate conversation by both literate and non literate group. However diagram and visualisations work present a focus for notice while converse an issue, signify complex issues basically, motivate ideas and consequently assist in management. Intermittently people didnt work well in stipulations of diagrams think or and rather verbal conversation with images of real examples and furthermore story. Evaluate the system stakeholders in the planning of change Consequently research manager classify and compliant of the level of effort to allocate to individually stakeholder and preferred form of obligation and determine reliability. Dedication of stakeholder facilitate for dynamic development all the way through the process of planning and project. Previously period of stakeholders obligation most important issue is to identification from the concurrence establishment level and after that makes that program in to the important implement and develops throughout the processes of intensification. Thus, helpful commitment provide revelation of is recent expectation. The primary commitment obtains just about a problem or predicament in contras with the instant situation. Commitment of stakeholders requirements is to managing and describe with sentimental superior strategy. Purpose of organisation must gives result of development, budget and manage all responsibility of organisation. Differentiate of predicament management stakeholder management and stake holder engagement Stakeholder engagement characterized: Ongoing and Early Stakeholder Consultation Consultation founded on well developing some understanding and agreement between stake holders communicated plan which is developing more and more effective consultation process. purpose any pre-conditions for consultation affected stakeholders issues prioritised carefully selected engagement methodologies clearly identified individual responsibility among the program and project levels Document consultation process and actions and feedback to stakeholders Comprehensive and Timely Information Disclosure factual information earliest possible disclosure identify with timing related risks enthusiastically available admiration for perceptive information planned to assist engagement Create a strategy for managing resistance to change One of the main problem facing leading executive is that of effecting important strategic change in their organizations.It develops a number of expounding frameworks which contrate on the links between the development of strategy in organizations, proportions of mutual culture and managerial accomplishment.In allowing for such linkages, by illustrate them with examples from work undertaken in company, it also seeks to advance our understanding of the problems and means of managing change. Managing Resistance to Change is a methodology that is designed to help people in organisations face resistance and cross the street to actually manage the transitions experienced within organisational change. Ways to reduce resistance to change: Involve interested parties in the planning of change by asking them for suggestions and incorporating their ideas. clearly explain the need for the change by communicating the strategic decision personally and in written form. Address the people needs of those involved. Disrupt only what needs to be changed. Help people retain friendships, comfortable settings and group norms wherever possible. design the flexibility into change by phasing it wherever possible. This will allow people to complete current efforts and assimilate new behaviors along the way. Allow employees to redefine their roles during the course of implementing change. be open and honest. do not leave openings for people to return to the status quo. If you and your organisations are not ready to commit yourselves to the change, dont announce the strategy. Focus continually on the positive aspects of the change. Be specific where you can. Deliver training programs that develop basic skills as opposed to processes such as: conducting meetings, communication, teambuilding, self-esteem, and coaching. Create a strategy for managing resistance to change Method of managing resistance design to change is that to help people in organisation face and to cross boundaries. Actually control the transition practiced inside organisational change. How to decrease resistance to change: In the planning of change by asking gathering and involve interested people for proposition and integrate their ideas. Distribute training planning that develops basic skills as contrasting to processes such as: performing meetings, communication, teambuilding, self-worth, and lessons. Evidently classify requirement for the change through communicating the strategic decision individually and in on paper form. To be honest and open. Deal with the needs of community of those occupied. Interrupt only what requirements to be changed. Help people preserve friendships, contented settings and group standard wherever potential. Focal point frequently on the helpful aspects of the change. Where you can be specific. When possible making change by phasing it. It will allow people to entire efforts and incorporate new behaviours by the side of the way. Allocate workforce to redefine their roles throughout the course of put into operation of change. Be able to plan to implement models for ensuring ongoing change Develop appropriate models for change Thus, over many years of research in management, johns Kotter have established that most of all major change efforts in organisations are unsuccessful (Dr.john Kotter). Why do they not succeed? For the reason that organisations may be over and over again do not take the holistic approach requisite to see the change through. Conversely, following the 8-Step Process outline by Dr. Kotter, organisations can keep away from malfunction and become practiced at change. Organisations can expand their probability of success by improving their ability to change, both today and in the potential. Organisations cannot succeed, without this aptitude to become accustomed constantly. Following the 8 Step Process for Change will assist organisations accomplishes something in an increasingly changing world. 8 steps model by Dr. Jhon kotter (http://gtwebmarque.com/wikis/gtwm/index.php/Change_Management) Increase Urgency In rush to build a plan and obtain action, most organisation ignore this step. Certainly close to 50% of the organisation that be unsuccessful to build required change make their mistakes at the beginning. Organisation may take too lightly how hard it is to force people out of their console region or miscalculate how successfully they have done or basically lack of complaint needed to expand suitable urgency. On the other hand, identify with the importances of a sense of urgency are good at attractive of the pounding their organisation and powerful whether the state of the organisation is: Complacency   Satisfaction can take place whether organisation is at the top of their market or facing insolvent. It is a state people fail to respond to signs that actions have to be taken, significant themselves and each other. False urgency   Community are full of activity, functioning but their actions dont result in helping the Create organisation accomplish something in their most important objective True urgency   Every single day people are evidently focused on building real progress. To enormous hazards urgent behaviour is driven by a principle that the world contains great opportunities and. It inspires a gut-level resolve to move, and win, now. Build Guiding Coalition To put together a group with sufficient power to guide the change no one person, no substance how proficient, is capable of without help:   increasing the correct vision,   communicating it to vast numbers of people,   eradicates all of the key impediments,   produce short term be successful   most important and organisation major of change developments, Fasten latest approaches subterranean in an organisations ethnicity.   The significance of panels to assessment creation in a speedily changing world, multifaceted organisations are enforced to make decisions more rapidly and with not as much of certainty as they would like and with superior forfeit than they would have a preference. It is clear managers, acting in concert, are the only efficient being that can make productive decisions under these situations. There are four character of an Effective Guiding Coalition: Position Power, expertise, credibility, leadership. The assemblys are supposed to have enough verified leaders to be able to drive the change procedure.   Get the vision right To make patent how the upcoming will be different from the times past. Truthful apparition serves three significant functions. Primary it makes things easier thousands of more complete decisions, second, it motivates people to take action in the right direction even if the primary steps are tender, and third, it assist to organize the actions of different people in a amazingly fast and efficient way. A clear and powerful vision will do far more than an demanding order or micromanagement can ever hope to accomplish.   Several visions are deceptively mundane. The vision is part of a larger organisation that comprises strategies planning and budgets. Although the vision is attach that holds these belongings in concert and makes sense of them together for the intellect and the heart. A good vision can demand give up enterprises stakeholders in command to produce a better future for all. Thus, visions must be seen as tactically practicable To be effective. must take into, a vision description the current actuality of the enterprise, but also set forth goals that are truthfully determined. However leaders know how to make these determined goals look achievable. Vision must provide real guidance; it must be focused, flexible and simple to correspond. It must together motivate action and lead that action. It should be making relevant decisions, but not be so constricting as to decrease the possibility of empowering action. Finally, it must be communicable. If it cannot be explained quickly in a way that makes intuitive sense, it becomes useless. Effective visions have six key characters, imaginable, desirable, feasible, focused, flexible, and communicable. Communication for buy-in As many people as possible ensuring, understand and accept the vision, in advance a considerate and commitment to a new direction is never an easy assignment, particularly in composite organisations. Under communication and inconsistency are uncontrolled. In cooperation create stalled alteration. Therefore most organisation under communicate their visions by at least a factor a single memo publicizing the transformation or even a series of speeches by the management and the executive team are never enough. To be effective, the vision must be communicated in hour-by-hour actions. The vision will be referred to in emails, in meetings, in arrangement it will be corresponded everywhere.   Communicating the vision for the revolution, there are some things to continue in mind, the vision should be: simple, vivid, repeatable, invitational. Enable Action As possible removing as many barriers and unleash people to do their most excellent work. Structural barrier many times the interior structure of organisation is at chances with the change vision. Organisations that declare to desire to be customer focused finds its structures section resources and responsibilities for products and service. Organisation that assert to desire to build more local receptiveness have layers of management that second deduction and disapprove of provincial decisions. Organisation desires to amplify productivity and become a low-priced manufacturer have massive staff groups that constantly initiate valuable measures and program. Many times, these are the most difficult barrier to get past because they are part of the interior structure of the company. Realigning motivation and presentation appraisal to reflect the change vision can have a sympathetic effect on the ability to complete the change vision. Create short terms wins In the center leaders for long-term change attempt, short-term wins are necessary. Without attention running a change effort to short-term presentation is very risky. The conducting alliance becomes a significant force in identifying important improvements that can occur between six and 18 months. These wins help ensure the generally change initiatives success. Investigate shows that companies that experience significant short-term wins by fourteen and twenty-six months after the change initiative begins are much more likely to complete the transformation.   Comprehend these improvements is a challenge. In any change initiative, program get belated, there is a desire to ensure that customers are not affected; political forces are at work all of which slow the ability to carry out as promised. Though, short-term wins are important. Dont let up Confrontation is always to come in the wings to re-assert it. Thus if you are successful in the early stages, you may just drive resistors underground where they remain for an opportunity to appear when you least anticipate it. They might celebrate and then suggest taking a break to savor the victory. The consequences of letting up can be very dangerous, the new behaviors and practices must be driven into the culture to ensure long-term success.   Once regression begins, rebuilding momentum is a daunting task successful major change initiative, have some steps as bellow: More project being added supplementary people being brought in to facilitate with the changes Senior managements focused on giving simplicity to an aligned vision and shared principle Employees give power to at all levels to lead development concentrated interdependencies between areas of business continuous attempt to keep importance high regular show of proof that the new method is working Make it stick Secure latest approach in the ethnicity for sustained change new practices must produce deep roots in order to stay behind firmly planted in the culture. It is composed of norms of behavior and shared values. These societal forces are extremely strong. Each and every individual that connect an organisation is indoctrinated into its culture. Generally without even realizing its inaction is maintained by the combined group of employees over years and existence. Modify whether consistent or inconsistent with the older culture are difficult to ingrain.   Cultural change comes last, not first You must be able to establish that the new way is superior to the old The achievement must be visible and well communicated strengthen the culture with every new employee 4.3 build up suitable method to monitor development Regular evaluation of development is essential in instruct to ensure that arrangement purpose are accomplished in a timely conduct course improvement may be requisites as new information be converted into available or new prospects or intimidation expand. The determining procedure of confined presentation process and performance results should be translucent and willingly obtainable to the public. The presentation outcome for each contributes programs should also be release for reconsider, as production, workforce and skilled job seeker all require to be acquainted with services work. Additional, tax payers have to be informed of the point to which the expenses of public funds give way result helpful to the community. Contributor and other associates that do not meet presentation standards or precede the arrangement aims and objectives should obtain technical support to improve their service release. If organisations or individuals do not achieve improved results, they have to be authorized and finally dropped from the public labour force in organisation. Funds should be attached to presentation capacity which explanation for the particular challenges of effective in diverse community.

jet propulsion :: essays research papers

Jet Propulsion   Ã‚  Ã‚  Ã‚  Ã‚  Propulsion is a word that is derived from two Latin words: pro meaning before or forwards and pellere meaning to drive. To push forward or drive an object forward is Propulsion. A propulsion system produces thrust to push an object forward. Newton’s third law is the basis of the generation of thrust on airplanes. The engine accelerates a gas, and the reaction to this acceleration produces a force on the engine.   Ã‚  Ã‚  Ã‚  Ã‚  Different propulsion systems generate thrust in slightly different ways. That is: the propeller, the turbine engine, the ramjet, and the rocket. Each of these propulsion systems is applied everyday. The reason for four different types of engines is based on the balance of drag. Drag is what keeps planes in the air and accelerating. Thrust from the propulsion system must do two things: balance the drag of the airplane when the airplane is cruising and also the thrust from the propulsion system must exceed the drag of the airplane for the plane to accelerate.   Ã‚  Ã‚  Ã‚  Ã‚  Most airplanes spend most of their airtime cruising through the skies, such as cargo planes. In this application excess thrust is not as important as high engine efficiency and low fuel usage. Because of the aerodynamic efficiency of propellers and fans, it is more fuel efficient to accelerate a large mass by a small amount. That is why we find turboprops on cargo planes and airliners.   Ã‚  Ã‚  Ã‚  Ã‚  Some aircraft such as fighter planes require very high thrust to accelerate quickly and to overcome the high drag associated with high speeds of these airplanes, engine efficiency is not as important as very high thrust. Afterburning turbojets are used for this and a new technology called ramjet or rocket propulsion is used for this.   Ã‚  Ã‚  Ã‚  Ã‚  Well as you can see Propulsion is very important for flying through our skies.

Of Mice and Men :: essays research papers

The title of the book is Of Mice and Men. The author is John Steinbeck. It was published by the Penguin Group in New York, New York. The copyright date is 1965. Of Mice and Men is a novel about two men, one named George and one named Lennie. George somewhat takes care of Lennie. As the book opens they are walking along the bank of the Salinas River. They are one the way to a nearby ranch to sign on as barley bucks. Slow-minded Lennie had cost them their previous job. They are trying to earn money so they will be able to own their own ranch someday. Lennie has an obsession with petting small animals especially rabbits. George tells Lennie that he if he gets in any trouble he wont be able to tend the rabbits at the farm. George uses this as a bribe to keep Lennie out of trouble. Once they were hired, both George and Lennie went right to work. Later, as they waited for lunch to be served, Curley walked in, the ranch owner's son. He was there to look over the new men. After Curley had gone, Candy, the bunkhouse swamper, warned them about the young man. A former prizefighter, Curley tried to show how much of a man he was by picking on others. He was also an insecure husband, he became insanely jealous of anyone who even got near his wife. Seeming to sense that Curley would bring them trouble, Lennie now became agitated and nervous about the job, but with no money to fall back on, the pair was forced to continue working at the ranch in order to make enough money for their dream farm. On the third day at the ranch Lennie was in the farm playing with a puppy that Slim, another worker at the ranch, had given him. The rest of the men were in town. While he was in the barn Curley’s wife walked in. She began to show him how soft her hair was because he seemed to like the soft feel of the dog. He began to touch her hair and he couldn’t let go. She began to struggle and soon after she suffocated and died. After he realizd she was dead he panicked. He covered her body with some hay and then ran and hid in the brush like George had told him to do if he got in any trouble.

Kidney Stone Formation Due to Patients’ Lifestyle

EPI 602 INTRODUCTION TO HEALTH RESEARCH Research Proposal RESEARCH PROPOSAL | PART A STATEMENT OF PROBLEM, RELEVANCE & FIELD APPLICATION The kidney is an amazing organ. It makes urine and helps to control your blood pressure. It also keeps your bones strong and healthy, and controls manufacture of red blood cells. However, this organ is challenged with many diseases and complications. Thus, my Research Project is based on one of the most common problem: S KIDNEY STONE FORMATION A RESULT OF PATIENTS’ LIFE STYLEThere has been an increase in the number of kidney stone cases at Diagnostic & Specialist Medical Centre [DSM Centre, 2 Lodhia Street, Nadi Town] recently. Based on the records for the Year 2012, a tremendous increase in the number of new cases diagnosed with kidney stones was noted. Kidney Stones are increasingly becoming common health condition at DSM Centre Clinic. Therefore, this Research Project seeks to find out if kidney stone formation is just a medical complicati on or a result of patients’ lifestyle.Over a million people worldwide are diagnosed with Kidney Stones every year . . . PAGE 1 RESEARCH PROPOSAL | PART A STATEMENT OF PROBLEM, RELEVANCE & FIELD APPLICATION WHERE IS THE PROBLEM OCCURING? Kidney Stone Disease is a worldwide phenomenon. For this project however, my research is based on patients attending DSM Centre, Nadi. WHO IS AFFECTED BY THE PROBLEM? Generally both genders and all age groups are affected. My sampling will be constrained on patients attending DSM Centre, aged 30 – 50 years.Upon completion, this research project will reveal, whether lifestyle of patients [aged 30 – 50 years visiting DSM Centre] contributes to kidney stone formation. WHAT SOLUTIONS HAVE BEEN CARRIED OUT TO ERADICATE THE PROBLEM? WERE THEY SUCCESSFUL? Patient education and awareness programs in health centres and hospitals are implemented to inform the public about the condition and its consequences. However, with the increasing num ber of cases, indicates that these methods have not been as successful as intended.Through this research, numeric data will be obtained and analyzed to validate the above statement. RELEVANCE OF THE PROBLEM TO NATIONAL OR LOCAL ACTIVITIES: This research is relevant to the Programs administered by the Kidney Foundation of Fiji, who continue to raise public awareness aganist kidney diseases. The revelations from this project will substantiate their worthy cause. Never before Kidney Research has been so important! PAGE 2 RESEARCH PROPOSAL | PART A STATEMENT OF PROBLEM, RELEVANCE & FIELD APPLICATION FIELD APPLICATION OF THE PROPOSED RESULTSThe research result can be used in further awareness programs with evidences and recent figures relating to kidney stone formations and their causes. VARIOUS METHODS OF AWARENESS PROGRAMS CAN BE USED SUCH AS; KIDNEY FOUNDATION OF FIJI JOURNAL CLUB MEETINGS Results from this research can be sent to Kidney Foundation of Fiji in support of their awarenes s programs. DSM CENTRE WEBSITE Presentation of this research paper in Journal Club meetings will encourage medical professionals within the vicinity to join in the awareness program.MEDICAL CONFERENCES The entire research document can be uploaded on DSM Website for online readers. DSM NEWSLETTER Presentation of this research paper in Medical Conferences will encourage medical team nationally to participate in the awareness program. JOURNALS Publishing this research paper in form of an article in the DSM Newsletter â€Å"Your Doctor† will serve as introductory information to patients. POSTERS & BROCHURES Publishing this research paper in form of an article will provide first hand information to readers, thus creating awareness.SOCIAL HUB The results can be tabulated and diagrammatically illustrated in posters and brochures placed in the waiting area of the clinics and hospitals for patient awareness. With tremendously revolutionizing digital world, Facebook pages and Twitter l inks can be created for this research paper to obtain maximum audience and hence awareness. New era . . . new challenges . . . new approach! PAGE 3 A Research on Patients’ Lifestyle Robin Rohnil Kumar S019059 | BMIS – DFL College of Medicine & Health Sciences Fiji National University