The Process And The Plan - 957 Words

After I went to talk to the advisor, I realized the process and the plan are very important to attend in college because the advisor wants us to plan out and decide which field you will go in the future. That makes us easily to follow what we need to attend in college. They don’t want us to waste time and get lost on the direction we want to go. Luckily, I always decide the path I will go when I go to college because I don’t want to have anything new make me nervous at the first time. I planed out my schedule and my career. I wrote down all of my classes I need and those classes I will attend in each quarter. With me, the plan is really effect to myself because I don’t want to miss out anything or worry about it. That’s why I always put myself in a good schedule that works for me. The challenge I always feel is nervous, anxiety, and stress because I am the person always think too much. This is a weakness point of myself. Every time I face with the challeng e, it makes me really hard to sleep and focus on think about it. However, I never hide to challenge I have because each challenges will bring a lesson for me to learn. It teaches me a lot of important things to help my life and I can keep that to use when it is necessary in my life. Otherwise, it is a resource to me and I can share to anyone who needs help or have the same struggle like me. I’m excited about my planning ahead to next year because I already know the details and the specific classes to choose that makes meShow MoreRelatedProcess Improvement Plan Paper966 Words   |  4 PagesProcess Improvement Plan University of Phoenix Dr. Anthony Matias March 24, 2011 Abstract The premise of this paper is to identify deficiencies in daily managerial processes by using systematic statistical process controls and make the necessary improvements. 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Clinical Leadership in Contemporary Nursing

Question: Discuss about the Clinical Leadership in Contemporary Nursing. Answer: Introduction: The paper deals with the role of leader in the work place change. A leader plays a vital role in successful change of the workplace and the organisation. Since leaders have direct authority with people a successful change depends on them. Leaders support people undergoing change to execute the workplace change in their span of influence (Grossman Valiga, 2016). This is same with the leaders in every organisation. For this paper, role of leader in workplace change is discussed in reference to nursing practice. The role of nurse leaders is equivalent to navigating a perfect storm. The nursing profession strives to build a workplace that demonstrates a culture of safety for care users and their family. Simultaneously, it handles different forms of crisis in the workplace. It also refers to handling workforce issues that involves nursing faculty and nurses. The issues culminates in a situation where the resources, people, the whole system and the organisation seems to have potential thr eat (Yen et al., 2016). The metaphor perfect storm is appropriate in nursing profession due to depth of challenges faced by the nurse leaders. Neither of the challenges is the quality of the nursing workplace. According to Jackson and Daly, (2010) workplace change is essential because a quality of the work environment is the key to achieve optimal workplace outcomes. This determines the retention of nurses. A healthy workplace in any organisation refers to one where the staff are experiencing the job satisfaction and are contributing towards the organisational goals. The staff in the healthy work environment achieves personal goals and experience fulfilment. However, in healthcare organisation, it was identified ages back that negotiating the workplace is traumatic and complicated experience. Therefore, the health care workforce in a current period can be called as chaotic situation. The status of the healthcare workforce currently indicates further deterioration if serious system reforms are not taken (Yen et al., 2016). The role of leader in the workplace change comes into play because of the rich literature indicating multifactorial nature of the difficulties faced by the nurses, which sometimes also include inter-professional conflict. The importance on retention of the nursing staff and influencing the job satisfaction, worker wellbeing and staff morale is associated with the workplace difficulties. The leader must play an important role in the workplace change because an unhealthy environment is not only affecting the nurses negatively but is also carrying serious financial implications for the health care organisation. This is also associated with the suboptimal patient outcomes (Huber, 2013). The importance of the role of leader in changing the workplace is the outcome of the question: How can a patient be given a therapeutic environment when the caring staff are simultaneously experiencing the workplace environment as noxious and harmful? When the literature is convincingly highlighting the adversities in nursing workplace, several researchers contemplate the role of leaders and leadership. Different researchers and theorists have constructed this concept in different ways. However, it is generally accepted that the influence of the leader is due to direct authority with people. It occurs as a result of the interconnectedness between people and also includes strong relational and interpersonal aspects (Anonson et al., 2014). As per Mannix et al. (2013) the panacea to the organisational difficulties and poor management which is endemic in many clinical environment is effective clinical leadership. The role of the leaders in changing the workplace is assisted and influenced by many resources. Based on literature review the elements that direct the leaders to promote healthy environment for nurse in the workplace includes setting standards such as authentic leadership, true collaboration, skilled communication, appropria te staffing, decision-making, and meaningful recognition. These elements determine the change in the workplace initiated by the leader (Yoon et al., 2016). The role of leader is to be passionate, dynamic, solution-focused and act as driving force of the organisation. Only leaders with these qualities are admired and regarded as source of inspiration by future nurse leaders (Mannix et al., 2013). Bamford et al. (2013) recognised that a leader must establish authentic leadership as primary standard to make positive changes in the workplace and foster a healthy work culture. An authentic leader recognises that the follower trust is crucial. Therefore, such leader also acknowledges that authentic leadership is gateway to positive emotions such as optimism and hope which play a vital role in accomplishing the desired leadership outcomes. Banks et al. (2016) describes that the authentic leader is one who have attained high level of authenticity and have realisation of personal beliefs and values. Authentic leader transparently interacts with others while acting upon those values and beliefs. The concept of authentic leadership is compatible with the transformational leadership according to Cheng et al. (2016). It is the personal beliefs and principles that shapes the actions and behaviours of authentic leaders. However, the unanswered question in this aspect is how can a leader in itiate a change in the complex environment of healthcare and lead authentically when the they are compelled to act against their personal beliefs and principles. This dilemma is due to healthcare environment that is highly regulated, and is rapidly changing. The study executed by Lin et al. (2015) suggested that for effective leadership outcomes a nurse leader must adopt transformational leadership. The results of the transactional leadership are short lived and such leader intervenes when something goes wrong in the organisation. On the other hand transformational leadership offers longevity in the relationship between the senior nurses and junior colleagues. This leadership has positive effect on the teambuilding and communication. Transformational leaders play a role in shaping goals and values of other staff to benefit the nursing profession and the organisation. As per Lin et al. (2015), transformational leaders are those who provide opportunities to career pathways by mentoring and clinical supervision and access to effective role models. The role of transformational leaders is to involve in intentional succession planning and create work environment that values clinical competence. Transformational leaders strive to promote work e nvironment that is the centre of excellence (Hutchinson Jackson, 2013). Jackson and Daly (2010) suggested that the high level and exceptional skills is required in healthcare leadership which is controlled by various external and internal factors of the organisation. Thus in order to meet the demands imposed by the organisational forces carrying risks is important although complicated. Mauno et al. (2016) argued that without resources and support from the organisation it is difficult for the leader to enact their role to initiate change in the turbulent environment of the healthcare. Otherwise, the leaders my feel that they are not supported by the higher authorities in the organization and the followers. To them it appears difficult to sustain essential changes in the workplace. When the stakes are high the leadership is a risky business according to Jackson and Daly, (2010). However, a successful leader is aware of this risky business and special skills required to manage the complexities and tensions in nuanced ways. Thus, they emerge successful even in politically charged environment. There is a rich body of literature available bragging about the difficulties faced by the leaders in large organisations and several suggestions on how to avoid failure in changing workplace to gain positive outcomes. Despite the suggestions, several leaders have failed to change the workplace and eliminate issues such as staff retention or burnout and low job satisfaction among nurses. Effective leaders play a role where they do not distance themselves or stand back from the quality of the work environment (Huber, 2013). Even in the presence of such effective leaders, harmful actions have occurred in several health care organisations. It may be due to ineffective management, turning blind eye to them or blissful ignorance of such adversities. As per the literature, interpersonal skills and relationship is central to nurse leaders. Inspite of which, unhealthy and abusive factors in the workplace remain unaddressed. Frameworks such as NAMC (Nursing and Midwifery Council) and NAMB in Australia and similar other framework proposed by the American Association of Critical Care Nurses (AACN) are existing to promote positive work environment (Jackson Daly, (2010). However, a large scale systemic change remains elusive. The role of leader is to create a hopeful work environment, as factors such as optimism, positive expectation, and hope are vital to healthy work setting (Mannix et al., 2013). In addition, effective leader require undaunted courage, personal insight, fortitude and strength, as they are responsible for driving necessary change. These skills are required to maintain standards and productivity of the organisation. These skills help to promote the wellbeing of the staff and care users. Jackson and Daly, (2010) suggest that the leaders in the healthcare environment in order to facilitate change must ask certain question while exploring and recognising the complexity. The questions include- Are we doing enough to prepare the next generation of professional and clinical leaders in nursing in contemporary healthcare systems? What are the barriers and facilitators to enacting effective leadership in the workplace? Are we producing graduates who are empowered to lead in the workplace? How do we facilitate change to help leaders become more progressive and effective? and so on. Several researchers have considered these issues. The recent commission of inquiry into acute care services in New South Wales recognised the essential role of preparing medical graduates for leadership roles. It have recognised the role of effective health sector leadership (Mauno et al., 2016). The role of leaders is to focus on improving the work environment. They must lay greater emphasis on enhancing the working conditions for nurses. The role of leaders is to collaborate with the staff and the managers to address the challenges in the workplace. For example if a workplace has a culture of bullying then the role of leaders is to mitigate such behaviour by developing appropriate interventions. This ensures that the nurses leaders are able to recognise the behaviours that led to bullying. This calls for their immediate response when observing such behaviour in the work place. As per the literature, bullying behaviours mostly emanate from the senior levels (Johnson Rea, 2009). The refore, in such situations the role of leaders is to reflect on their personal conduct. This may assist the leaders in the development of the personal insights, which will enhance the workplace as suggested by Anonson et al. (2014). It is also suggested in the plethora of literature that leaders must reflect on the quality of the workplace knowing the existing difficulties faced by the nurses. The leaders must consider innovative ways by which they can contribute to the creation to a toxic and detrimental working environment or a healthy, optimal one. Bamford et al. (2013) argued that it is the role of leader to set standards for the workplace behaviour. It is for the leaders to establish a civil workplace where each and every staff will be treated with respect, and dignity. It will be a place where the issues of the nurses and conflicts will be dealt in a healthy and open manner (Jackson Daly, 2010). Since these are global issues it is imperative for the leaders to think globally and act locally to evoke a strategic response suggested Twigg and McCullough (2014). Nurse leaders demonstrating resilience can handle stress due to changing workplace demand. They are capable of thinking strategically, reframe thinki ng as per situational demand, which enable them to set changes in the workplace that are achievable, and are imperative (Frankel PGCMS, 2017). Senior nurses according to Arnold and Boggs, (2015) find way of involving in decision-making in the organisation on issues that influence the heath care. These include workforce planning, developing policy, and clinical governance. Therefore, the senior nurses and leaders must develop a constructive process to design workplace that is underpinned by the good patient outcomes. The role of leader is to enhance workplace change through learning opportunities and using communication kills (Yen et al., 2016). This learning occurs when there is change in the skills, attitudes, behaviour and knowledge of each individual. The rationale behind this workplace learning is to develop staffs ability to adjust to the changes in the workplace and to the work demands. It means the role of leaders is to be emotionally tuned with the staff and nurture others (Twigg McCullough, 2014). However, workplace learning is not given much attention due to busy schedule of the caregivers and the chaotic circumstances they handle throughout the day. Hence, the role of leader is to influence positive learning in workplace by means of activities other than formal education. This in turn influences the work performance. The leaders can influence learning in the workplace by facilitating reflective practice as suggested by Yen et al. (2016). By presenting new information to the staff suc h as reinforcement of standards, new policies and procedures or by presenting audit data one can trigger change in care activities. This will lead to performance change. Leaders with the help of managers should support the new staff by giving supportive learning experiences. Yen et al., (2016) suggested that the leaders must develop a hospital-generated generic framework of skills and competencies that must be adopted by each nurse mangers to the requirement of the workplace. It will help set performance goals for each staff in relation to generic and unit specific skills. It will help in monitoring progress towards their accomplishments incrementally over time. Here the strategy is to create managerial obligation for nurse managers to create order and create accountability and predictability. The significance of this system is that it will lead to dynamic process of development by creating open communicating system between the staff and the nurse managers. It will also create open communication between the nurse managers and the nurse leader. Based on the performance feedback the nurse leaders can design and redesign the plans and priorities. Thus, the role of leaders is not only to acknowledge own learning needs but also to engage other persons and mod el their learning behaviours (Arnold Boggs, 2015). Learning culture help in orientation of the new staff as well as professional development of the managers at all levels. The role of leaders in changing the workplace must include innovation in the allocation and the structure of work. In addition, the leaders must ensure that the profession has existence of opportunities for building relationship with significant others. The staff must feel that the efforts will be justified which means the workplace should be changed in a way that will have a presence of expectance of performance. These concerns are central to what determines or ensures job satisfaction and staff retention (Mauno et al., 2016). According to Frankel PGCMS, (2017) considering improvement of skills, allocation of work and mentoring relationship will provide a strong base for team and individual learning. This is essential for creating a culture of safety in the health care workplace. This is also called as strategic leadership. By recognising, the unique set of needs of the nurses as everyone will not perform at the same level, a successful leader will support staff in a way in which t hey can be useful to the organisation. Hence, the role of leaders is to develop motivational strategies keeping in view that each nurse responds differently to the wok stress and pressure. It will foster the development of confidence among the demotivated staff. Helping the demotivated staff in developing a vision of future, directly effects the staff morale and motivation (Yen et al., 2016). In reference to mentoring it can be said that the leader plays a role of supporter, teacher, assessor, facilitator supervisor and role model (Hafteinsdottir et al., 2016). Creating confidence and providing supportive environment is central to face the workplace challenges. Since poor performance is not only observed by others and is also felt by the staff members themselves, there is a need of identifying underperformance and devising efficient interventions to ensure patient safety. In such situation, the nurse managers must uptake leadership role in helping the staff in identifying gaps in the professional knowledge in reference to policies and procedures of the hospital. The nurse managers must first show the nurses how to perform the task and provide support to complete their responsibilities. After every shift the senior nurses should invest 30 minutes in mentoring activity and create a log as evidence or documentation of activities taught or coached and future goals (Grossman Valiga, 2016). This is not a management tool but a mentorship tool. This refers to the role of a democratic leadership (McKeown Carey, 2015). Staff can only be motivated by the culture of continual learning through best practice methods and support. In this process, the leader provides the new staff with opportunities to take initiative. It will give them the confidence in problem solving or making decisions. The act of role modelling is the traditional expectation of the nurses when learning from the experienced person. Through role modelling the nurse leaders can transmit values, skills, behaviour and attributes to the junior staff. It is important for the new staff to develop professional identity, emotional intelligence and deeper understanding of managing stress. This refers to role of transformational leaders where the nurse leader serve as a model to provide professional socialisation to less experienced one (Hutchinson Jackson, 2013). In conclusion, employing diverse manag ement strategies will help in collective learning from the practice opportunities, which leads to nurse empowerment. Such empowered nurses will eagerly participate in evidence-based practice and deliver high quality care to the patients. The paper has discussed the role of nurse leader in changing the workplace to create a skilled and competent staff. Irrespective of the personal leadership style the nurses leader play a vital role in optimising the workplace environment and are challenged to do so. The workplace in health sector is complex. This is a place of healing and caring for the patients and their families. However, for the nurses and the physicians it is a workplace. In order to improve the workplace of the health sector into healthy work environment then the leader must implement a strategic change. Since these are global issues it is imperative for the leaders to think globally and act locally to evoke a strategic response. Conclusively, the nurse leader should recognise that their leadership has great impact on the staff. The nurse leaders must acknowledge their role and positively influence the workplace so that juniors are inspired to develop similar professional skills and maintain positive environment . References Anonson, J., Walker, M. E., Arries, E., Maposa, S., Telford, P., Berry, L. (2014). Qualities of exemplary nurse leaders: perspectives of frontline nurses.Journal of nursing management,22(1), 127-136. Arnold, E. C., Boggs, K. U. (2015).Interpersonal relationships: Professional communication skills for nurses. Elsevier Health Sciences. Bamford, M., Wong, C. A., Laschinger, H. (2013). The influence of authentic leadership and areas of worklife on work engagement of registered nurses.Journal of nursing management,21(3), 529-540. Banks, G. C., McCauley, K. D., Gardner, W. L., Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy.The Leadership Quarterly,27(4), 634-652. Cheng, C., Cheng, C., Bartram, T., Bartram, T., Karimi, L., Karimi, L., ... Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses.Personnel Review,45(6), 1200-1216. Frankel, A., PGCMS, R. (2017). What leadership styles should senior nurses develop?.benefits,10, 32. Grossman, S., Valiga, T. M. (2016).The new leadership challenge: Creating the future of nursing. FA Davis. Grossman, S., Valiga, T. M. (2016).The new leadership challenge: Creating the future of nursing. FA Davis. Hafteinsdottir, T. B., Hamers, J. P. H., Francke, A. L., Meijel, B. V., Roodbol, P., Schoonhoven, L., ... Schuurmans, M. J. (2016). Leadership Mentoring in Nursing Research: Creating the future cadre of nurse scientists in the Netherlands. Huber, D. (2013).Leadership and nursing care management. Elsevier Health Sciences. Hutchinson, M., Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation.Nursing inquiry,20(1), 11-22. Jackson, D., Daly, J. (2010). Editorial: Improving the workplace: The pivotal role of nurse leaders. Johnson, S. L., Rea, R. E. (2009). Workplace bullying: concerns for nurse leaders.Journal of Nursing Administration,39(2), 84-90. Lin, P. Y., MacLennan, S., Hunt, N., Cox, T. (2015). The influences of nursing transformational leadership style on the quality of nurses working lives in Taiwan: a cross-sectional quantitative study.BMC nursing,14(1), 33. Mannix, J., Wilkes, L., Daly, J. (2013). Attributes of clinical leadership in contemporary nursing: an integrative review.Contemporary nurse,45(1), 10-21. Mauno, S., Ruokolainen, M., Kinnunen, U., De Bloom, J. (2016). Emotional labour and work engagement among nurses: examining perceived compassion, leadership and work ethic as stress buffers.Journal of advanced nursing. McKeown, M., Carey, L. (2015). Editorial: Democratic leadership: a charming solution for nursing's legitimacy crisis.Journal of clinical nursing,24(3-4), 315-317. Twigg, D., McCullough, K. (2014). Nurse retention: a review of strategies to create and enhance positive practice environments in clinical settings.International Journal of Nursing Studies,51(1), 85-92. Yen, M., Trede, F., Patterson, C. (2016). Learning in the workplace: the role of Nurse Managers.Australian Health Review,40(3), 286-291. Yoon, J., Kim, M., Shin, J. (2016). Confidence in delegation and leadership of registered nurses in long?term?care hospitals.Journal of nursing management,24(5), 676-685.

Southern Campaign Up

Table of Contents Introduction Southern Campaigns before the Kings Mountain The Kings Mountain Encounter Consequences of the Battle at the Kings Mountain References Introduction The American Revolutionary War was greatly shaped by the Battle of the Kings Mountain, which was a critical war that took place between the patriot and loyalist mercenaries in the southern campaign. In 7 October 1780, the Patriot mercenaries overpowered the loyalists by capturing and murdering their leader by the name Patrick Ferguson. Advertising We will write a custom research paper sample on Southern Campaign Up specifically for you for only $16.05 $11/page Learn More Ferguson was a leader that was trusted by the British and had been given a responsibility to eliminate the opponents of British in the southern states. He had earlier warned the patriots against participating in war with the British since they could face severe consequences. The patriots did not heed to his c alls but instead they decided to fight back by attacking the forces of Ferguson. On his part, Ferguson received reports that the patriots were preparing to fight back. He retreated to safety but he was unlucky since the patriots were swift in their actions. Ferguson and his team were caught up at the Kings Mountain near South Carolina and were brutally slaughtered (Ward, 1952). Through analysis, it is established that the victory gave the patriots moral support to continue with their campaign against racial discrimination and political oppression. The Britons treated other races unfairly. This victory was therefore needed in case the patriots were to continue fighting. The loyalists had to come up with other strategies that would guarantee their survival. For instance, Lord Cornwallis was forced to readjust his schedule by abandoning the plans to attack North Carolina and focus on the South Carolina issue. This paper will therefore analyze the activities of the patriots before the major achievement at the Kings Mountain. The paper also discusses some of the consequences of the battle at the Kings Mountain. Southern Campaigns before the Kings Mountain Before the battle at the Kings Mountain, major changes had taken place within the patriot and loyalist circles. Each group was preparing to defend its interests. In the loyalist militia, Ferguson was nominated as the inspector of the militia group on 22 may 1980. Ferguson was charged with the responsibility of protecting Lord Cornwall in the state of Carolina. The leader marshaled his troops to attack the enemy at the North of Carolina. Before he could attack, Ferguson urged the patriots to surrender in order to avoid serious casualties. However, Ferguson was unaware that the patriots had prepared for the war amicably. On their side, the patriot mercenaries led by prominent leaders such as John Sevier and Shelby Isaac convened a meeting upon realization that Ferguson was preparing to invade their territory. The patriot leaders urged other leaders with the same ambitions as theirs to join them in suppressing the enemy. Advertising Looking for research paper on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More For that case, William Campbell was brought on board since his mission was to achieve the rights of the Americans. Apart from Campbell, other leaders were also requested to join the patriot militia in defending the patriot’s land. Such leaders included Benjamin Cleveland, Charles McDowell and Arthur. The five commanders led the patriot militia to demand for their rights (Dameron, 2003). Some traitors chose to inform Ferguson about the planned battle, who chose to retreat to Lord Cornwallis backyard. Even though Ferguson requested for reinforcement from Cornwallis forces, it was too late since the patriots were swift enough to catch up with him before the letter could reach its destination. Ferguson demanded that the local militias had to join him or face the sword. However, the local militias could not join him instead opted to be non-partisan. When the Patriot militia reached the former Ferguson’s camp at Georgia, the Georgian partisan fighters, who demanded for quick action to end Ferguson’s ambitions, joined it. On 6 October, the patriot militia managed to reach the Cowpens. As it could be observed, the place was an important historical site since a major battle took place there (Babits, 2011). The locals detested Ferguson’s activities since they volunteered information to the patriots that was Ferguson was heading towards Lord Cornwallis palace. Patriot militias also received important information that Ferguson was with 1500 soldiers camping at the Kings Mountain. The Kings Mountain Encounter At the Kings Mountain, the patriots engaged in a battle with the loyalists, which only lasted for short time. The patriots had an advantage since the terrain favored them. The place was rocky and mountainous, which made it hard for the loyalists to fight effectively. The real battle took place on 7 October 1780 just after noon. To fight effectively, each group of the patriot militia decided to attack the loyalist army separately. From what took place at the Kings Mountain, the loyalists were surprised by the attack. They had not prepared for it hence suffering heavy casualties. Ferguson had a good-trained army that could launch a bayonet against the enemy. This is proved by the death of one of the patriot’s commander that is, Colonel Williams and the wounding of another commander by the name McDowell. The patriots employed a cover and camouflage tactic that saw them bring down the strong force of the loyalists. Advertising We will write a custom research paper sample on Southern Campaign Up specifically for you for only $16.05 $11/page Learn More After the killing of Ferguson, the patriots refused to accept the surrender of the loya list army since they were not willing to take up prisoners. In fact, they wanted to avenge for the Waxhaw massacre where the loyalist militia had killed the patriots even after conceding defeat. After sometime, the patriots accepted the pleas from the loyalist commanders. The war ended abruptly but Ferguson suffered a huge defeat, which cost his life (Wallace, 1964). Consequences of the Battle at the Kings Mountain The war at the Kings Mountain changed the politics of the US at the time. In other words, it was an important event as far as American Independent and freedoms are concerned. The victory boosted the confidence of the freedom fighters since they had earlier been humiliated by disastrous events such as the fall of Charleston, battle of Camden and the Waxhaw annihilation. Various leaders, including President Theodore Roosevelt, commented variously on the events at the Kings Mountain. According to Roosevelt, the battle at the Kings Mountain shaped the American Revolution. A nother President, Thomas Jefferson, observed that the victory at the Kings Mountain proved that Americans could succeed in what they pursue. The leaders hailed the activities of the patriots since they conquered the army that was more sophisticated (Allen, 2010). It can therefore be concluded that the victory at the Kings Mountain has always inspired Americans to pursue what they perceive as theirs. Many revolutions have been guided by the events of the Kings Mountain. The American congress appreciated the patriot fighters at the Kings Mountain in 1931 by constructing a museum referred to as the Kings Mountain National Military Park. References Allen, B. (2010). Tories: Fighting for the King in America’s First Civil War. New York: Harper Collins. Babits, L. (2011). A devil of a whipping, the battle of the Cowpens. Carolina: The University of North Carolina Press.Advertising Looking for research paper on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dameron, J. (2003). Kings Mountain: The Defeat of the Loyalists, October 7, 1780. Massachusetts: Da Capo Press. Wallace, W. (1964). Appeal to Arms: A Military History of the American Revolution. Chicago: Quadrangle. Ward, C. (1952). War of the Revolution. New York: MacMillan. This research paper on Southern Campaign Up was written and submitted by user Daniella Orr 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.

Cell Phone History essays

Cell Phone History essays In the early 1920s the Detroit Police Department was the first government agency to use mobile radiotelephones in their patrol cars. At this time only one-way service was available, the pertinent information could be sent to the police vehicle but no response to the call was possible. Some five years later two-way service was introduced by a police department in New Jersey. This capability was then also made available for those private citizens that could afford it. The basic concept of cellular phones began in 1947, when researchers looked at crude mobile (car) phones and realized that by using small cells (range of service area) with frequency reuse they could increase the traffic capacity of mobile phones extensively. Unfortunately at the time, the technology did not exist. In 1947, AT It was not until 1968 when the FCC reconsidered its position, stating if the technology to build a better mobile service works, we will increase the frequencies allocation, freeing the airwaves for more mobile phones. Both ATcell a few miles in radius and collectively covering a larger area. Each tower would use only a few of the total frequencies allocated to the system. The idea was that as the phones traveled across the area, cal...

Bioavailability And Bioequivalence Studies

Bioavailability And Bioequivalence Studies Each year so many drugs loss their patent protection and opens the door for the generic alternatives. In this way Bioavailability and Bioequivalence studies becomes most important. Bioavailability is defined as â€Å"The rate and extent to which the active moiety is absorbed from a drug product and becomes available at the site of action.† Bioavailability can be generally documented by a systematic exposure profile obtained by measuring drug and/metabolite concentration in the systemic circulation over a particular time period. Scope of Bioavailability studies: Development of new formulations of the already existing drugs. Determination of effect of excipients, patient related factors and possible drug To ensure the of quality of a drug product during the early stages of marketing in order to determine the influence of manufacturing factors, storage and stability factors on drug absorption. The systemic exposure profile of drug or metabolite obtained by measuring concentratio n in the systemic circulation over a particular time period during clinical trials in the early stages of drug development can serve as a benchmark for subsequent bioequivalence studies. Bioequivalence is a relative term which shows the absence of a significant difference in the rate and extent to which the active ingredient becomes available at the site of drug action when two or more identical dosage forms administered at the same molar dose under similar conditions. Bioequivalence mainly focus release of drug substances from its dosage forms and subsequent absorption into the systemic circulation i.e. test dose plasma concentration-time will be identical with reference dose plasma concentration-time without showing any significant statistical differences ,then test dosage form will consider as therapeutically equivalent to the reference dosage form . Scope of Bioequivalence studies: To establish relativity between different formulations used during the development of a new produc t. The therapeutic equivalence of a generic product and the reference product can be demonstrated. Development of a modified release form of a product which has already approved as an immediate release formulation. Development of alternative salt form for pharmaceutically equivalent drugs. Bioequivalence studies are designed to establish equivalence between the test and reference products. If test and reference products are found to be bioequivalent,by this one can expect that the test product will also be therapeutically effective. Bioanalytical method validation includes all of the procedures that demonstrate that a particular method used for quantitative measurement of analytes in a given biological matrix, such as blood, plasma, serum or urine is reliable and reproducible for the intended use. Bioanalytical method validation parameters: Accuracy Precision Selectivity Sensitivity Reproducibility Stability Validation documentation is done, by using specific laboratory investigatio ns ,which ensures that the performance characteristics of the method is suitable for the intended analytical use. The analytical method is applicable only when the validation parameters are in acceptable range. Types of validation: A. Full Validation Developing and implementing a bioanalytical method for the first time. Full validation is required for a new drug entity. If metabolites are added to an existing assay for quantification full validation is required. B. Partial Validation:

Critically discuss the importance of operations strategy to operations Essay

Critically discuss the importance of operations strategy to operations management - Essay Example It is a plan, which makes an organization utilize all available resources in an effective way. â€Å"Operational strategy begins with defining your business in terms of the present opportunity in relation to the customer and product of the business† (Wasmund 2006). Managers need to develop operations strategy by focusing many important factors, which include corporate strategy, business strategy, operational experience, and emergence sense of what ideas should included in the strategy. An operations strategy holds extreme importance in the overall organizational functions because it drives the organization towards achievement of desired goals in an efficient manner. An operations strategy needs to be comprehensive, appropriate, consistent, coherent, and all-inclusive in nature in order to move the organization towards success. Operations management includes complete processes whereas operations strategies include the plans to assist managers in the management of those processe s. The management of operational activities, which accepts inputs in order to delivers usable outputs, is called operations management (Sankaranrayanan 2011). Operations management incorporates the use of both operational strategy and operational efficiency to manage the business activities. Operational strategy includes a proper set of plans developed to achieve competitive advantage in the market.

Marketing Plan of Grace Kennedy Company Limited Term Paper

Marketing Plan of Grace Kennedy Company Limited - Term Paper Example This essay describes the Grace Kennedy Company Limited, that has been around for the past eighty-two years. The company with its staff of well over two four hundred persons sells tangible goods locally as well as internationally. The aspects of the company’s business consist of various areas. Operations, manufacturing, research, financing, personnel, marketing, business analysis and counseling, planning, presentations and project management are some of the ways by which the company fits into a number of its different aspects of business. A combination of all of these factors will help to ensure the financial success of Grace Kennedy Limited, which is its primary objective. While conducting business in a competitive market, it is to the company’s best interest that they know the competition. This knowledge will help them to better strategize their efforts. Businesses that are without competition tends to get sloppy as well as take advantage of consumers. To continue incr easing profits Grace Kennedy Company Limited should be willing to charge reasonable prices for its products. In order to develop new products for consumers, ongoing research done regularly. Because of ongoing research done in its product line, consumer needs are better able met and thus there will be an increase in sales. To create customer value, corporations should focus on the needs of individual customers as well as market segments and target industries, not product-or commodity-based priorities of the internal organization.