How To Write An Essay

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Writing Essays

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Essay Writing Service From Top

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Essay Helper

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Highly Qualified College Essay Writers

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Highly Qualified College Essay Writers

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Highly Qualified College Essay Writers

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Employer Strategies for Responding to an Aging Workforce - Free Essay Example

Table of Contents Executive Summary1 Introduction2 Part A2 Demographics2 Impact and challenges in service industry for assigned HR trend (aging workforce). 4 Challenges of an aging workforce:5 Solutions to Challenges of an Aging workforce7 Part B Fairprice Xtra @ Ang Mo Kio HUB8 Challenges Faced9 Relevant Solutions10 Feedback12 Referencing14 Appendices15 Executive Summary This report is commissioned to provide our readers with more information on aging workforce. Firstly in Part A of our report, we will be discussing about the demographic changes in Singapore. These include life expectancy; income distribution and how household sizes have evolved throughout the years for instance. This will in turn give us more insights as to why Singapore is currently facing with the challenge of an aging workforce. Next, impact and challenges of aging workforce in the service industry will be further elaborated. Some of the impact of an aging workforce will be lower labour productivity rate and greater healthcare services for the elderly. One challenge face by HR companies will be how they can retain the knowledge and skills of these older workers. Solutions for HR companies on how to overcome such challenges are also suggested. One such solution is to implement a flexible retirement age program for the older workers. Moving on to Part B of this report, our group visited the Fairprice located at Ang Mo Kio and made an evident observation. Observations of the workers were made. We have identified a few problems associated with having too many aging staff further explained below. This is followed by our recommended solutions with one of the problems illustrated through a skit which can be found under Appendices. Introduction Singapore faces the problem of an ageing workforce which brings about new opportunities and challenges faced by employers and government and how they respond to an aging population. Today, Singaporeans have a longer life expectancy and will need t o work longer, so that we lead healthy and productive lives and  have sufficient reserves for retirement. For employers, it means that there will be less young people entering the workforce each year in the future. Singapore’s workforce is aging rapidly and companies and the government faces the challenge to positively shape the mindsets of employers and employees towards employing older workers and to facilitate the re-design of jobs to make them more suited for older workers. Part A Demographics Age is one of the major demographic changes in Singapore. People are living much longer than they used to. Compared to year 2000, life expectancy has increased from 78 years to 79. 9 years in year 2006. The population has also increased from 4,027,900 to 4,483,900 in the same period. Life expectancy at birth has increased from 71 males and 76 females to 77 males and 81 females. Life expectancy at retirement age 62 is now over 20 years for both males and females. From year 20 00 to 2006, the number of males per 1000 females is falling from 998 to 982. If this continues, there is bound to have more females than males. In year 2007 alone, the statistics has fallen to 979. Income distribution has improved tremendously from $3,458 to $4,867 from year 1993 to 2003 per household. There is an annual growth of 6. 9% sales in services industry. Services ranges from health services, food and beverage services, transport and storage services, retail trade, information and communication services, wholesale trade, education services and all other services. The services sector comprised 138,700 establishments and employed a total of 1,047,400 workers in 2005, or an average of 8 workers per establishment. The biggest employment size in the services industry though falls to accommodation and food and beverage services with average of 20 workers per establishment. This is followed by transport and storage with an average of 12 workers per establishment. Employment rate for those aged 25 to 64 edged up to a new record of 76. 5% from 75. 5% a year ago. Supported by efforts to improve employability of older workers, the employment rate of older residents aged 55 to 64 rose by 2. 5% over the year to 56. 2% in June 2007. Most of the new jobs taken up by residents were in occupations paying more than the median income. Nine out of ten jobs gained by residents from 1997 to 2007 went to Professionals, Managers, Executives and Technicians (PMET), mostly in the services sector. Over the past three years, the gains were more spread out across the occupational groups, with more residents employed in sales services jobs than before. Nevertheless, the majority of 71% of the jobs created for residents from 2004 to 2007 still went to PMETs. Consequently, PMETs now form 49% of the resident workforce, up from 40% a decade ago, while the share of production related workers correspondingly declined from 31% to 26% and clerical, sales service workers from 2 9% to 25%. The workforce is also rapidly aging with slightly over half, 53%, of the economically active residents aged 40 years or older, including 25% aged at least 50 years, up from 33% and 13% respectively in 1991. While the strong labour market performance in 2007 has lifted prospects even for the older and less educated, these workers nevertheless remain more vulnerable to losing their jobs and less likely to be re-employed during a downturn. The challenge remains in enhancing their long term employability amid a volatile economic environment. Household size had become smaller due mainly to the increasing proportion of one person households. 9. 4% males and 15. 5% females aged 35 to 39 years remained single compared to less than 11% in the 1970s. Family life cycle has declined also by other factors such as lower fertility rate and delay in child bearing. Impact and challenges in service industry for assigned HR trend (aging workforce). Impact of an aging workforce: 1) Lower Labour Productivity Rate The impact that resulted from an aging workforce would be lower productivity and efficiency rate when it comes to the accomplishment of a certain task. Their movements and mobility will be slower than the younger staff. As compared to a teenager, an elderly will definitely take a longer time complete his job and hence, affecting the productivity of the work performance which might in turn slow down the business process. 2) High Turnover Rate As the workforce ages, more and more baby-boomers will become eligible to retire, creating a competition for the experience and skill of mature workers and turnover is expected to accelerate. With a huge turnover rate, companies will face problems in replacing those who retire thus, resulting in low unemployment rate thereafter. In addition, just because they cannot replace the elderly who retired adequately, economic growth will be slowed down, affecting the business outlook. 3) Greater Health Care needs for older workers Due to an aging workforce, more health care centers for elderly workers have to be set up in ensuring the health of these workers as elderly will have a tendency to fall sick more easily. In addition, generally speaking, elderly are more prone to injuries such as backaches and leg pains for instance. Only with good health then will they be able to perform their job well. Furthermore, companies will have to anticipate the labour shortages frequently since there are more elderly staff working these days. 4) A competitive economy Singapore’s aging workforce has crucial implications for its economy as we are one that experience rapid structural changes. In such an economy, the depreciation rate of human capital in terms of technology specified skills is expected to be high as new jobs created may require skills that are different from those that have been lost. This will be vividly reflected in older people as they will experience difficulties in acquiring new skills. Therefore, the decrease in the rate of depreciation of the technology specified human capital of older workers could dampen overall economic growth. Challenges of an aging workforce: 1) Communication Barriers Elderly workers’ education qualifications are low as majority of them do not have the privilege to go through formal education back then. Due to the lack of education, they might not be able to understand English as effectively in their respective workplace. In addition, there is a high probability that these elderly workers are not able to converse properly in English much less, fluently. Hence, there is a tendency that their English will be misunderstood by customers and maybe amongst colleagues as well. This in turn creates a communication barrier between the older staff and the younger ones. 2) Unable to catch up with advanced technology The older staff might not be able to understand how various latest machineries work within the company due to its complexity which is difficult for them to comprehend and apply thereafter. In addition, often or not, the instructions of machineries are written in English which might be a problem to them as well for they might not be able to understand the instructions completely. Furthermore, older staff will take a longer time to pick up new skills as compared to the younger staff. 3) Resilience to changes The aging workforce will be accustomed to how their company functions and operates as they could have been working at their various companies for a long time. It will be difficult to make them accept and learn new skills as effectively as compared the younger workforce who will be more adaptable to changes. Thus, they will be resilience to the upcoming changes involving the advancement in technology, job rotations and maybe even the changing in business operations as well. ) Retaining knowledge or experience of the older worker The older workers are normally the ones who possess most knowledge on th eir job scopes as they have been doing and repeating the same processes almost everyday other day. In addition, the experiences they have gained throughout the years of working at the company are invaluable and these experiences are an asset to the company. Thus, the company will now face with the challenge of whether or not the experiences that the aging workforce possess can in turn to applicable or even transferred to the upcoming younger workers. ) Flexible Retirement Age Minister Mentor Mr Lee Kuan Yew recently made some comments on the need to work longer. In 1999, the retirement age was raised from 60 to 62. There are 3 reasons for the implementation of the extended retirement age. Firstly, Singaporeans now live longer. The average life expectancy is about 80 years old. This has risen due to advances in medical science and also better living conditions. This also means that if one were to retire at age of 62, there is another 18 to 20 more years of living. Secondly, not every worker will be as fortunate. Some will have to work because they lack sufficient funds for retirement, furthermore, people will live longer these days hence, they will require a bigger sum of savings. Therefore, if savings are insufficient to these workers, companies will expect many more people to work after the age of 62. Lastly, there is a trend of shrinking family size going on nowadays. Shrinking family size means that there are now fewer young people to support the elderly. In addition, values have changed over the years, elderly are now increasingly expected to be self-sufficient after retirement. In conclusion for this challenge, companies have to anticipate such a change in which the older staff will still want to work after their retirement and come out with a flexible retirement age plan for the aging workforce. An important point apart from just blind employment, companies have to ensure that these workers stay relevant and employable by equipping with the necessa ry skills or even arrange them to work at places that are less strenuous. Solutions to Challenges of an Aging workforce 1) Communication Barriers In order to overcome communication barriers, it is possible that the company provides subsidized language classes for elderly workers. In addition, perhaps incentives can be given for workers who get pass each level. Further rewards like an extra day off can be given to motivate fast learners who are spotted making good use of their English learnt from classes at work. 2) Unable to catch up with advanced technology For the elderly workers to keep up with the changing trends in technology, one particular staff can be assigned to oversee the workers who are using the machineries daily. They can then explain to those who are not aware of the proper usage of the machineries, and show them step by step how to use them. A set of instructions can also be printed in a suitable language for elderly workers, to read through when they are free. Simplified instructions can be placed somewhere noticeable near the machineries as well. 3) Resilience to changes It is comprehensible that elderly people are more rigid and less adaptable to changes. However, they can be encouraged to be more flexible if we are more patient with them. What they need is the care and respect, and they are actually willing to learn as long as they have someone to guide them along the way. One suggestion would be to pair up elderly workers, so that they can help each other when learning new skills, and at the same time feel comfortable that they are not the only ones taking a longer time to learn. The younger employees should be trained as well, to motivate the older workers, and boost staff morale, should the older workers find it hard to adapt to new company policies. 4) Retaining knowledge or experience of the older worker To ensure that knowledge and experiences are retained, the company can recreate job designs, like creating advisor positi ons within departments, whereby workers who have stayed for more than 10-15years in the company can train others who are less experienced. They can be given rewards like an amount of money or products, if the employee under them is promoted within a given period. Not only will they feel appreciated, they will also feel that their loyalty to the company has not gone to waste. Focus groups can also be scheduled, to find out more about how they feel about the company, and share their experiences with others. ) Flexible Retirement Age One way could be to allow corporations and unions to find ways and means to allow workers to work beyond retirement age since there will be lesser young workers filling the vacancies of the jobs. More flexible work arrangements can be made to make it easier for workers to work after retirement. Management, unions and workers can work together to create windows of opportunity for workers to continue working in the same company after a certain age, though no t necessarily in the same department and salary. Older workers can also work on flexi-hours arrangements, or part-time and contract arrangements. Alternatively, these older workers are also free to move out of their current jobs after retirement and take up other jobs that will suit them more. Part B Fairprice Xtra @ Ang Mo Kio HUB We visited the Fairprice located at Ang Mo Kio and made an evident observation. We noticed that their employees mainly consisted of aging staff. We have identified a few problems associated with having too many aging staff further explained below. This is followed by our recommended solutions with one of the problems illustrated through a skit which can be found in our appendices. Challenges Faced 1) Aging Workforce Plenty flock the mall almost everyday and with the Fairprice at NTUC spacious with a huge floor area of 77,000 square feet. While NTUC is trying to keep up with the high traffic of patrons shopping at NTUC, they are facing an inevitable problem; aging staff. The problem of aging staff is the level of efficiency and effectiveness that will affect customer’s satisfaction. Customers are likely to be unhappy if they are made to wait long. As aging staff are unlikely to have a high level of energy and tend to be slower by nature, the high traffic may very simply cause them to suffer from periodic stress and affect their temperament. In some cases, it will affect the level of productivity and the way they relate to customers. However, while it would be unfair to say that all aged staff are liabilities and don’t perform well, there are some aged staff who perform better and that is only through experience in which accumulated from serving NTUC for a considerable period of time. In the long run, another issue that could arise is when the aging staff reaches the retired age or the decision to retire. This may cause NTUC operational problems as they may not have sufficient staff to tend the cashier and b ack room operations. With increasingly high traffic from NTUC customers, manpower remains an important fundamental in the daily running of their business. Moreover, aging staff are also more prone to illness as given their age, they to have a less strong immune system and hence more medical leave can be expected to be taken which results again in decreased fficiency. 2) Employee Retention We realize that Fairprice lacks the manpower to manage the huge store with many departments to keep an eye of given their large floor space. Furthermore, we noticed that they are very few supervisors monitoring the operations within the store and this serves as a difficult task for them should a product be running low on the shelves and requires replenishing. Back room employees have the task to run these jobs and with the size of the outlet, it can be an exhausting job for them especially so if they were to experience labour shortage, Another problem we observed is the lack of younger talents w orking at NTUC. The staff mainly consists of older workers. We conclude that this is probably due to their inability to retain or rather attract younger workers. As a result of this customers could expect a growing lack of efficiency in their overall NTUC shopping experience. The managers need to promote job enrichment or job re-design to motivate the employees to avoid them from engaging a similar job. This mundane activity does not allow the employees to experience new task that will give them the opportunity to learn and acquire new skills and knowledge on other areas. While this may have an impact on younger workers who are active and needs job experience, the aged staff will need other forms of motivation and benefits so as to keep them as loyal employees. The needs of the aged workers are different and they need to have better working environment and working hours for their health concern and well-being. Relevant Solutions Older people take a longer time to adapt to thei r surroundings. Hence one solution NTUC could adopt is to tailor a training programme to specially cater to the needs of the aging staff. This would include training them thoroughly and over an extended period of time. This is so that they are better equipped with the necessary skills to satisfy the demands of their job scope which would lead to improved efficiency. NTUC would do best by achieving a balance in the number of older and younger staff they employ. Younger staff would offset the lack of efficiency that is associated with aging staff who on the other hand make up for it through numbers by ensuring that NTUC do not face manpower shortages with more interested applicants applying for job vacancy at Fairprice compared to their younger counterparts. NTUC should also look towards recruitment in hiring and retaining younger staff. Perhaps they could outsource their HR recruitment function as NTUC would then be able to take advantage of their expertise which would then ensure competent and qualified workers. Additionally, these 3rd party service providers possess with them a wide and comprehensive database which ensures a wider pool of talent to choose from at the same time ensuring also that there are always sufficient workers to run their operations. NTUC could also encourage a friendlier working environment by calling for employees to help one another. For instance, if a staff is not doing his work correctly or is slow, fellow staff could teach or help out. Or if you notice a colleague struggling with a customer enquiry, a fellow staff should take the initiative to step in and not wait to be approached. This would foster good relationships among staff and also create a more customer oriented environment. Another thing that is difficult to control is the taking of medical leave that can NTUC short of human labour should any of their employees suddenly call in sick. This is a common problem among the aging staff as given their age, they can be mo re susceptible to falling sick. This problem can easily be remedied by having part-time staff on stand-by and by offering them slightly above market-rate wages or special benefits to entice them to be back-up staff. Below are solutions towards increasing the welfare benefits of the staff to retain them Solution: * Hold annual NTUC workfare to attract younger generations to choose NTUC as a part-time job of choice. * Increase benefit of aged staff if they work longer. * Provide monetary incentives for staff who introduced potential employee to management. * Yearly pay increment after 5 years of working with NTUC * Introduce better staff lounge to ensure that the staff’s welfare is well taken care of by the management to satisfy and delight employees. Introduce job rotation and split shifts to allow flexible timing for aged employees who needs a more relax working hours to avoid long and mundane working hours. * Allow flexible leaves for employees. During busy periods, opera tional hiccups may occur if any employee wishes to take emergency leave for important matters. * On-the-job training to upgrade the employees’ knowledge on other aspects of NTUC’s operations to give them opportunity to perform in other areas and discover hidden capabilities. Feedback In part A ,we learnt mainly of how the aging workforce is really a cause for concern, considering human labour is Singapore’s most powerful and only resource. We have further learnt that the maturing workforce is often seen as an issue to be dealt with instead of a great opportunity to be leveraged. Our group also gained certain insights in making a trip down to Fairprice. For one, we noticed an express queue specifically for those with 5 items of purchase or less. While it cuts down on queuing time and better facilitates the purchasing process we noticed that this condition was not observed many. We spotted many with a handful of items proceeding to the express queue and what was appalling about that was how the cashiers didn’t look at all surprised and didn’t even bother to impose the condition of 5 items or less. Another thing we noticed was how it was difficult it was to get assistance when we wanted, there was hardly a single staff in sight save for the cashiers and even they were obviously too preoccupied serving other customers. Our group were there on two separate occasions and both times we took notice of how there was almost little or no supervision of the staff. This could perhaps be attributed to the large store area which makes the governing of staff more difficult. Perhaps NTUC could do better in taking action for instance install more cameras to ensure staff are not skiving but dutifully doing their work and right for that matter. Otherwise, they could increase the number of supervisors on shift. Overall, in doing Part B, it had benefited us by letting us know the various challenges faced by the Human Resource Department i n a company in the real business world. We are able to analyse the problem in depth and come out with creative solutions for this challenges. Referencing * Shandre Thangavelu. Aging and Economic growth. 1st February 2008 https://nt2. fas. nus. edu. sg/ecs/pub/wp-scape/0613. pdf * Judith L. Diversity in the workplace. 1st February 2008 https://www. streetdirectory. com/travel_guide/1322/business_and_finance/diversity_in_the_workplace. html * Deputy Secretary-General NTUC, Heng Chee How. Speech. 31st January 2008 https://www. ntuc. com. sg/ntucunions/speeches/speeches_240507. asp Ministry of Manpower, Gan Kim Yong. Committee of supply speech. 1st February 2008 https://www. mom. gov. sg/publish/momportal/en/press_room/mom_speeches/2007/20070308-committee0. html * Enterprise one insights. 1st February 2008 https://www. business. gov. sg/NR/rdonlyres/22E806B0-C152-48A9-B91E-5A1E6E9BBFDF/16529/EnterpriseOneInsightsIssue0507. pdf * News release. Challenges in HR. Enterprise one insights . 2st February 2008 https://www. ntu. edu. sg/corpcomms2/releases/17%20Feb%2006%20NBS%20prof%20outlines%20challenges%20ahead%20in%20HR%20management%20NR. df * Ministry of Manpower, Gan Kim Yong. Approach to effective employment. 1st February 2008 https://www. wda. gov. sg/PressRoom/Speech/2007/20071114. htm * S. Ramesh. Helping older workers stay employed. 1st February 2008 https://www. channelnewsasia. com/stories/singaporelocalnews/view/276748/1/. html * Secretary General, Lim Boon Heng. Speech. 28th January 2008 https://www. ntuc. org. sg/ntucunions/speeches/speeches_171204. asp * MOM website. 1st February 2008 www. mom. gov. sg * Statistics Singapore. 28th Febuary 2008 www. singstat. gov. sg

Not So Quiet as representative of gender in WWII The...

Evadne Price wrote the book Not So Quiet in 1930 under the pseudonym Helen Zenna Smith. Price was an established author and playwright by the time she wrote Not So Quiet, best known for her serialized romance novels. She also wrote childrens books and articles for womens magazine. But Not So Quiet was a very different kind of piece, partly because of its far more serious nature, partly because it was somewhat autobiographical. She was initially approached by a British publisher to write a satire on All Quiet on the Western Front by Erich Maria Remarque, but Price argued that she would rather write an account of a womans experience with war instead. Price then contacted a British ambulance driver who had kept war diaries as a†¦show more content†¦For most women, however, the experience of war was masked and covered behind nationalism and propaganda. Although much of the book takes place on the front, hints of what is happening back home are frequently given, mostly through le tters received by Smithie from her mother and through the character of B.F. Mrs. Evans-Mawning, throughout the novel, serves as a figure of the worst kind of feminine nationalism, boasting about Roy but not having the edge on Smithies mother because she has only her one son to sacrifice as opposed to Smithies larger family. Smithie also notes that she is sick of reading positive news about wonder war girls in the news, comparing her experience to having a baby because once you get started your trapped in it. (Smith, pg. 134). Women on the home front were being coddled into believing everything was going well because this was still a time in which men saw women as more sensitive then they were intelligent and therefore needed to be protected (Thebaud, pg. 95). This sort of sugar-coating gave women false impressions about the war, which was particularly disappointing to those who enlisted. In one letter from Smithies younger sister, Trix, she writes Why the dickens they dress you up i n a pretty cap and make you think youre going to smooth the patients fevered brow beats me hollow. (Smith, pg. 84). Another letter in the book that is very reflective of home front feelings is the one Smithie receives from B.F, who

Society of Anesthesiology and Intensive Care

Question: Discuss about the Society of Anesthesiology and Intensive Care. Answer: Introduction The research will involve the causes of maternal deaths amongst women and on the strategies that can be considered to be able to reduce the number of maternal deaths. The paper will focus on a film that shade light on the causes of deaths of women at the end of their pregnancy. In the film, Sarah James delivered her second daughter Grace the normal way through the vagina, but later on, she experienced vaginal bleeding. She experienced vaginal trickling and boggy fundas that made it necessary for the midwives with the help of the doctor to transfuse her with blood and oxytocin from time to time. Her condition only became worse, and later on, she had difficulties in breathing. Sarah was later taken to the theater after about an hour and 40 minutes of unmanaged vaginal bleeding. The local private health center is unable to control the situation fully and thus refers her to a public healthcare by the name of St Helen's, and at this time the doctors were not feeling her pulses. The emergency unit took some time to take her to the hospital because of the redirection that the doctor makes. The transfer is because of the need for Helen to acquire a quick hysterectomy. She later passed on at St Helens hospital because they were unable to manage her hemorrhage. The paper will give light on the prospects that are to be implemented to help mitigate the maternal deaths of innocent women in need of healthcare. Data was attained stating that the number of deaths has declined from an approximated number of 35800 maternal deaths to 530000 deaths annually. Africa and Asia report the most maternal deaths in women. The maternal deaths can be caused by factors that can be controlled. There are some causes of maternal deaths that are beyond the control of the health team. Such cases include indirect obstetric causes. The maternal deaths often occur within 42 weeks in instances that are related to the monitoring of the pregnancy. The survival of a woman depends on the ability to acquire health care in time (Grnvall et al. 2014) Factors that contributed to the death of Sarah James To begin with, Sarah James death was caused by the prolonged vaginal trickling a condition that was persistent. The condition led to her being hemorrhage, Sarah James had to be added blood frequently and even gauzes inserted in her vagina to stop the bleeding. But more milligrams of blood kept on being lost. The intensive bleeding made her weak, and she started feeling tired. At the time of her transfer, she had lost 2litres of blood. The uncontrolled vaginal bleeding was the major cause of death ( Egenberg et al. 2015). The other cause was the fact that there was poor coordination of the midwives and the doctor. The doctor was not around most of the time. The doctor was called most of the period and gave directions without a clear description of the condition of Sarah James. Oxytocin was administered to Sarah James most of the time yet the condition of the patient continued to deteriorate. The decision to take Sarah James to the theater in the local health care was late, and the patient was in a severe condition. After her theater session, things became even worse with the patient being unable to manage her airways. The nurses watched the patient suffer yet they could not agree on whether to call the doctor or not. Moreover, the doctor was not conversant with the condition that Sarah James was in, and so he had to take a lot of time researching on coagulation in patients. It is after some time that he discovered that Sarah was depicting signs of moderate anemia. Delays in diagnosis are a major cause of maternal deaths because of the delayed treatment process. The wrong prescriptions were being administered throughout the session. Lack of proper technical knowledge in the field of health has made it difficult for patients to acquire quality healthcare (Bolin et al. 2014). Sarah had to wait for so long for Doctor Krite to admit that he and his team could not help her. There was the delay in reaching care. The emergency team that was first called by the midwife to take the patient to St. Margaret health center that was a private hospital. Dr. Krite redirected the doctor that was on shift that the patient should be transferred to St Helen public hospital. Sarah was referred to a modernized hospital, where Sarah James could acquire a prompt hysterectomy. The delayed decision to the right medical care was a major cause of her death. Therefore, the cause of the death was controllable. Lastly, the death of Sarah James was caused by lack of proper medical care. The local health care that Sarah James chose to visit lacked the facilities to administer the best care to Sarah James. The medical center lacked its emergency services transport. The local medical center was unable to administer hysterectomy to Sarah James. Delays could not otherwise be sustained if the facilities were present at the institution. Under development of medical centers is a major cause of maternal deaths. Communication and documentation Communication between the Sarah James and the caregivers was apt. Sarah was spoken to politely throughout the session. In addition, the caregiver talked to her every time asking her on how she was feeling. Sarah was informed on what she was being injected with every time an injection was being administered to her. It is also significant that before Sarah was taken to the theater, she was explained to what she was to undergo. She was then made to sign a document agreeing to be taken to the theater. In addition, every time she had blood pressure and the temperature was assessed, the data was recorded in her medical report immediately (Jorgenson, 2013). It was identified that documentation of the records was inaccurate because the caregivers were talking and thus the caregiver that was assessing Sarah James was unable to take down data regarding her pulse rate. It is evident that the caregivers were so tensed to keep the records more so at the time that Sarah James was in the recovery room. The other shortcoming in the manner of communication was the inability to listen to what the other caregiver was saying and thus there was no coordination of ideas (Dahlke et al. 2015). Best Clinical Practice Recommendations in the management of a PPH The quantity of blood that was lost was not measured at any juncture. The midwives just looked at it and threw away the blood soaked clothes. The practice is questionable, but there is no evidence that indicates that the caregivers are supposed to measure the amount of blood (Chi,2015).The blood quantity was just approximated. It was appropriate for the caregivers to study the blood loss from Sarah James from time to time. The use of oxytocin was appropriate for the control of PPH (Lavigne?Lissalde, 2015). In addition, the health center also applied the best practice recommendations by incorporating prostaglandin gels in the case of Sarah James. The use of oxytocin is important for patients with PPH because it is very effective than other drugs. In addition, oxytocin can easily be combined with other drugs such as prostaglandin, ergometrine and carbetocin thus it is very apt. Conversely, the drug has limited side effects to the patients. Such a drug is the most relevant in the case of a woman having the PPH for it will not further her infections (Le Gouez Mercier, 2016). Oxytocin performs the role of reducing the blood loss of a woman with PPH First and second line drug and fluid management The first and the second line drugs were not well managed. The best practice recommends that for PPT to be well managed; then oxytocin should be combined with ergometrine, carbetocin and the prostaglandins (Liu et al. 2014). Only prostaglandins were combined with oxytocin. In addition, there was poor management where the caregivers did not administer ergometrine after the dose of oxytocin failing to stop the bleeding that Sarah James was experiencing. The patient was transfused with blood from time to time to make sure she had enough blood (Hofmeyr Qureshi, 2016). According to the best clinical practice recommendations, the caregivers are required to give a dosage of 20 units in managing complications that occur in pregnancies. In the case of Sarah James, the local health care was giving Sarah 5 units of oxytocin in the third stage. After some time, after the direction of the doctor, the midwife was to administer 40units in one Litre of normal saline that was to be given the frequency of 125ml per hour. In the case of the best practice requirement, a patient that is using the drug should be given 20units in a Litre of fluid and then 40 drops given to the patient in intervals of one minute (Sentilhes et al. 2016). The best practice requirements were not critically followed by the caregivers. The overdose of the drugs could have resulted to the seriousness of the case of Sarah James. Other non-pharmacological methods of managing a PPH It is also important to note that the caregivers were efficient in identifying that oxytocin was the most effective drug for the management of complications of pregnancies. At the juncture that a patient is identified to have symptoms of PPH, she is supposed to be massaged (Mishra Doke, 2015). In the case of Sarah, the massage was not administered immediately. It was only done once, and though it helped reduce the bleeding, the midwives did not persist on it alongside other medications. The massage of the fundas is recommended because it is easy and it reduces the medical costs that could be sustained if another practice was administered. The uterus packaging is appropriate in reducing a blood loss. It is important that Sarah James had her uterus packed with four gauzes at the theater to control her bleeding. It is contrary to the case that uterus packaging helps in reducing the chances of getting a hysterectomy (Salati Tolosa, 2016). In the case of Sarah James, she had to be transferred to another medical center for the invasive procedure. The uterus packaging was either delayed, or it was not done in the proper way. General principles of managing an emergency There should be a chain of command in the monitoring of PPH. Before the midwives administer any treatment, they should be advised by the physician in control. Therefore, it is evident that the midwives that were taking care of Sarah James were keen to follow protocol before engagement in any practice. The process to a great extent delayed the medication process because the doctor had to be reached every time through a call. Before a patient is referred to another medical center, a protocol must be followed (Seacrist Noell, 2016). In this case, delays can be experienced because of the lags that are experienced before decisions are reached more so when the doctor or the one in authority is far away. The principles create formality on operations, but they have implications. A woman experiencing PPH as a result of continuous bleeding after a vaginal birth should be monitored sensitively by medical practitioners. The situation poses a great risk to the woman. It is evident that there are symptoms that may depict that a patient is not responding to the treatment that is being administered (Macrae Draycott, 2016). If the patient becomes weak, cannot communicate and also has difficulty in breathing then the patients condition is deteriorating. In the case of Sarah James, she had all these symptoms, and yet they were not taken seriously at the beginning. It was until the caregivers studied her pulse rate that the doctor had to refer her to another hospital. It is with certitude that the life of Sarah could have been saved. If at the point that she became weak and her temperature and blood pressure were at critical point she could have been referred to a modernized hospital, then she could have survived. It is not moving for a doctor to carry out a research o n the condition of a patient at a time that the patient is at a critical point. The doctor must be conversant already with the cases of coagulation (Behling Renaud, 2015). Teamwork in responding to an emergency Teamwork was properly carried out by the team at the hospital. The midwives worked in twos at the beginning and after Sarah delivered her daughter Grace. The midwives communicated from time to time. Throughout the time that Sarah was in the hospital, there was teamwork (Jackson Tuckey, 2017). The midwives accompanied Sarah to St Helen medical center where she is referred. The problem arises when the doctor makes his decisions before the consultation, and the other team members are confused. The doctor later redirected the midwives to transfer Sarah to a public hospital yet initially they had agreed that the patient should be taken to a private hospital. The caregivers were concerned about the condition of Sarah, but the problem was that they did not respond in time. Teamwork should be more effective in the time of turbulence at a medical care which was not the case. Delays were caused by calling and the arrival of the emergency team (Varghese et al. 2015). Training should be administered to most of the medical practitioners. Training enables the caregivers to be more conversant with the medical procedure. For instance in the case of measuring the amount of blood loss of a patient that is suffering from PPH. Training will help in the efficiency of most of the procedures that are undertaken in the health centers (Rousseau et al. 2016). In addition, patients should be informed of the way to go about when they notice some symptoms. Like in the case of Sarah, if she was informed that her condition could not be treated in the local hospital, she could have advocated being taken to another medical institution. The emergency services more so those of the transport sector should be quick to respond to emergencies. Like in the case of Sarah, the emergency services team delayed a bit when they were summoned. Communication should always be effective amongst the team members at health facilities. For instance, most of the time the doctor was not around, and he only checked on Sarah on very few occasions (Wikkels et al. 2015). The collaboration of all the team workers would create more sensitive care to patients that suffer from pregnancy complications. It is also important for a health care to have its emergency services vehicle that can help in timely transportation of patients to referral hospitals. Conclusion There is an indication that a lot of women and not just Sarah James have lost their lives in cases related to complications of pregnancy. The cases are serious because they have led to massive deaths in women. The fact that some of the causes of the deaths could be controlled is so sad. It is evident that more developments and training should be done in health care facilities so that they can better give quality health care to patients with obstetric complications. Ethical standards should always be incorporated in medical care for the best results. The ability to save lives makes the health care sectors to earn the respect that they deserve. It is important for all stakeholders in the healthcare sector to diversify research and engage in the best practices so that the best care is given to women with PPH References Behling, D. J., Renaud, M. (2015). Development of an obstetric vital sign alert to improve outcomes in acute care obstetrics. Nursing for women's health, 19(2), 128-141. Bolin, M., kerud, H., Cnattingius, S., Stephansson, O., Wikstrm, A. K. (2014).Hyperemesis Gravidarum and Risks of Placental Dysfunction Disorders: A Population- Based Cohort Study. Obstetric Anesthesia Digest, 34(2), 106-107. Chi, B. H. (2015). Translating clinical management into an effective public health response topostpartum hemorrhage. BJOG: An International Journal of Obstetrics Gynaecology, 122(2), 211-211. Dahlke, J. D., Mendez-Figueroa, H., Maggio, L., Hauspurg, A. K., Sperling, J. D., Chauhan, S. P., Rouse, D. J. (2015). Prevention and management of postpartum hemorrhage: acomparison of 4 national guidelines. 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Best Practice Research Clinical Obstetrics Gynaecology, 36, 68-82. Liu, W., Manias, E., Gerdtz, M. (2014). Medication communication through documentation in medical wards: knowledge and power relations. The nursing inquiry, 21(3), 246-258. Lavigne?Lissalde, G., Aya, A. G., Mercier, F. J., Roger?Christoph, S., Chaleur, C., Moreau, E., ... Boehlen, F. (2015). Recombinant human FVIIa for reducing the need for invasive second?line therapies in severe refractory postpartum hemorrhage: a multicenter, randomized, open controlled trial. Journal of Thrombosis and Haemostasis, 13(4), 520-529. Le Gouez, A., Mercier, F. J. (2016). Major obstetric hemorrhage. Transfusion Clinique et Biologique, 23(4), 229-232. Macrae, C., Draycott, T. (2016). Delivering high reliability in maternity care: In simulation as a source of organizational resilience. Safety Science. Mishra, A., Doke, P. P. (2015). Assessing the Gap in Policies of Human Resources, Quality and Communication for Indian Teaching Hospitals. Sentilhes, L., Vayssire, C., Deneux-Tharaux, C., Aya, A. G., Bayoumeu, F., Bonnet, M. P., ... Dupont, C. (2016). Postpartum hemorrhage: guidelines for clinical practice from the French College of Gynaecologists and Obstetricians (CNGOF): in collaboration with the French Society of Anesthesiology and Intensive Care (SFAR). European Journal of Obstetrics Gynecology and Reproductive Biology, 198, 12-21. Seacrist, M. J., Noell, D. (2016). Development of a tool to measure nurse clinical judgment during maternal mortality case review. Journal of Obstetric, Gynecologic Neonatal Nursing, 45(6), 870-877. Rousseau, A., Rozenberg, P., Perrodeau, E., Deneux-Tharaux, C., Ravaud, P. (2016). Variations in Postpartum Hemorrhage Management among Midwives: A National Vignette-Based Study. PloS one, 11(4), e0152863. Salati, J., Tolosa, J. E. (2016). The third stage of labor. In Obstetric Evidence-Based Guidelines (pp. 103-110). CRC Press. Varghese, B., Krishnamurthy, J., Correia, B., Panigrahi, R., Washington, M., Ponnuswamy, V., Mony, P. (2016). Limited effectiveness of a skills and drills intervention to improve emergency obstetric and newborn care in Karnataka, India: a proof-of-concept study. Global Health: Science and Practice, 4(4), 582-593. Wikkels, A. J., Edwards, H. M., Afshari, A., Stensballe, J., Langhoff-Roos, J., Albrechtsen, C., ... Pedersen, L. M. (2015). Pre-emptive treatment with fibrinogen concentrate for postpartum hemorrhage: randomized controlled trial. British Journal of anesthesia, 114(4), 623-633. Hanging on for life. (2017).Retrieved from:https://youtu.be/BObGVu_Gdmo

The History Of The Victorian Age Essays - Bloomsbury Group

The History of the Victorian Age The History of the Victorian Age The Victorian era produced many eminent figures. Lytton Strachey was one of them. Born in 1880, Strachey was a British biographer and a critic who is credited of having revolutionized the art of writing biography. He opened a new era of biographical writing by adopting an irreverent attitude to the past, especially to the volumes of the Victorian biography. His book, Eminent Victorians, a wartime book composed of four miniature biographies, won him widespread recognition as a literary critic and a biographer. In this work, instead of using the conventional method of detailed chronological narration, he has carefully selected his facts to present highly personal portraits of his subjects. The four biographies of Victorian figures that Strachey has described in Eminent Victorians are of Henry Cardinal Manning - a Roman Catholic prelate, Florence Nightingale - a sentimentally idolized female humanitarian, Thomas Arnold of Rugby - an educational reformer with a pronounced moralistic bent and General Charles ("Chinese") Gordon - a military adventurer. All this figures had earlier been the subject of admiring biographies, but Strachey treated them instead in the form of caricatural case histories: Manning as an obsessive ecclesiastical opportunist, Florence Nightingale as a workaholic driven by ruthless devotion to duty, Arnold as a zealous pompous public-school head master who tended to confuse himself with God, and Gordon as a religious fanatic and dipsomaniac, alternating between Bible and brandy bottle. The four demonstrated the goals of the Victorian age but Strachey's presentation gave rise to a new form of biography and caused people to express their opposition to the Victorian period. In short, Strachey had four - victim agenda for misrepresenting the whole culture. He did not just use his subjects: he abused them. I feel that Strachey has used his witty and impressionistic style in writing this book Eminent Victorians, not only to disclose the hidden facts of the Victorian society, but also by writing this biographies, he has targeted on hypocrisy, imperialism, and religion of the Victorian era. It seems that each of the four figures was chosen with malice aforethought. For example, there are some things about Nightingale that Strachey has genuinely admired - her determination to cut herself free from family ties and make her own way in the world; her reforming zeal and her crusading ardor. But in general he found the matron very unpalatable. According to Strachey, she was a self-righteous, domineering amazon, who was ruthless in her compassion, merciless in her philanthropy, destructive in her friendship, obsessional in her lust for power, and demonic in her saintliness. Above all, Strachey disliked her because in her frigid indifference to intimate relationships, in her determined suppression of her own erotic impulses, she denied her own womanhood, and thus rejected in her self the very humanity she claimed to be serving. Overall, the book has great brilliance of style and is probably the most successful application of the comic spirit to literary biography in English literature. It is a period piece, a vivid point in the long transaction of the twentieth century with its immediate past. Although the book offers very few dates and not many footnotes or charts or graphs, Strachey's biographies are short anecdotal, witty and entertaining. His aim, as he has declared in the preface, was to cast" a sudden revealing searchlight into obscure recesses hitherto undivined". In the process he occasionally sacrificed truth, but the result - polished, malicious, and lively - made him the hero of the Victorian era. Even today, when people use "Victorian" as a synonym for "smug," "prudish" or "flowery," they are showing the impact of Strachey's satiric perspective.

The Pelican Brief Essays

The Pelican Brief Essays The Pelican Brief Paper The Pelican Brief Paper The pelican brief. „The pelican brief† is the 3rd novel written by John Grisham in 1992. Most of his novels are about lawyers and so is this one. I could say that this book is definitely the one with most action in it, because the storyline is based on major government cover-up. One aspect of this book is its theme. The main theme of this novel is large-scale conspiracies in America. The author shows us the dark side of political and economical impact and its importance in the same time. The story starts out with two Supreme Court Justices murdered for no apparent reason. The main character is a young law student, named Darby who gets drawn apart in the deeps of political conspiracies by writing a brief in witch she reveals her theory of conspiracy. It was a shot in the dark for Darby, a brilliant guess, which appeared to be true and that’s the main reason why she becomes a target for a big business and political giant- Victor Mattiece, who murders Darby’s friend Thomas Callahan and Gavin while the young student tries to run to earth the evidence against Victor Matice. Darby have to deal face to face with the political corruption, trying to get evidence against the persons involved in these crimes. Throughout the novel her struggle with guilt and pain is blowing up , as well as her fear. The author shows how hard it is to be alone against all system of bureaucratie. To some this may seem ironic that a young female law student can so easily write a brief, that turns out to be the only document that can cover up such a large-scale corruption, but that is not the point. The idea is to show political system problems in general. In my opinion the author ties to show us that they are more interested in golf than a major government crisis, and choose to let others worry about it. Step by step the young law student and her friend Gray debunks a shifty cover-up, made by the most prestigious men in the country. In the end of the book Darby lies in the beach feeling slightly free from all troubles she have lived thought. The second aspect of â€Å"The Pelican brief† is it’s style . The author’s language is quite pleasant, he writes in the 3rd person. The interest aroused quite quickly, because of the unexpected turn in the very beginning . I could say that it is hard to follow the storyline if you have missed some events, because the story is fast mooving. The final aspect of â€Å"The Pelican brief is its value. The story has an influence on reader it made me think about who you can and cant trust, and also showed some skills of being sharp. I think John Grishams goal while writing this novel was to strike suspense, fear, happiness, and enjoyment into the reader in the same time.

Reasons for Investing in HSBC HOLDING PLC Essay - 1

Reasons for Investing in HSBC HOLDING PLC - Essay Example It is branded world’s number 1 in the provision of various services and products to many customers. HSBC helps their customers in investigating emotional attitudes in matters related to financial markets and telling them the importance of investing in long-term. They also provide share services online for those investors who are interested in their own portfolio management. HSBC has a range of investments, life insurance, and savings opportunities, which can be applied online for experts (Chandra, 2008). By 2009, this company was rated amongst the largest group of banks and the sixth largest in the world according to the measure of the Forbes magazine. Hong Kong used to be its headquarters up to 1992 when there was an urgent need due to the force that was eminent by then to move to the UK as a state of completion of acquiring Midland bank. Presently, there is no area in the world that dominates the earnings made by this group. Hong Kong is still HSBC’s substantial incom e source. The recent expansion and acquiring of HSBC roots in China have increased their customer confidence and reason to invest in them. This banking company has established itself well and widely in its operational base in the world. This company has its major points on such services as an investment, lending, and provision of insurance services globally. HSBC bank as a company of the HSBC group is internationally recognized as a bank and a provider of financial services. It offers a stream of services related to finance and serves to diversify customers across the world in four groups of customers and worldwide business, namely commercial banking, financial services that are personal, private banking and global markets and banking. The group in general and the bank in particular, cater for a wide range of services such as commercial, personal, institutional and corporate, private banking and investment by clients. This company carries out its operation across the border in the U K, Asia, America, Africa, and in the Middle East.

Occupational Safety and Health Administration Essay

Occupational Safety and Health Administration - Essay Example As the best precaution to be taken against health and environmental hazards, the following steps would be taken into consideration: Recognition and Identification of the Surrounding Hazards and Risks: - This is, in fact, the first and initial step that I have to undertake in order to establish a safe and risk-free environment. It is also the most important step in the program of safety awareness. Wayne Hebertson, in â€Å"The Practical Safety Guide†, once said that the first step in the process of safety implementation is Identification of Hazards and assessment of risks (Cardenas, Para, 2). I will immediately take the time to review the current condition of the organization and that of the employees. This will enhance identification of the places that need changes, and then initiate the implantation process (Gregory, 97). I will introduce a program where the employees and the employers share a responsibility in understanding and practicing proper hazards and risk management. Normally, it is good for a person to use his or her knowledge to practice proper safety measures. I would recommend the employer to provide the employees with proper and safer working condition (Cardenas, Para, 2). In addition, I will try as much as possible to explore the current and new ideas in all sections concerning safety matters and check for better approaches to safety. This will be achieved through a safety program that contains effective safety procedures and processes, employees training and checklists (Gregory, 101).

Virtual Childhood reflection Essay Example for Free

Virtual Childhood reflection Essay Debbie has grown so much in the last few months. She has achieved some milestones that are predominantly seen amongst infants within this age brackets. Breast milk is still her main source of food up on till the time she clocked six months of age when solids were introduced. She sucks at everything that touches her lips; this is due to the sucking reflex that is inborn. My virtual child ate fairly well; she would once in a while vomit the food if she didn’t burp. Her motor development is consistently being tweaked as she’s able to coordinate her pass objects from one hand to another. She occasionally paddles and kicks in sort of a swimming motion. Sleep is somewhat troubling because she wakes up at night to feed and she fusses occasionally for no reasons. Debbie is currently at six months and she’s able to fully identify key persons in her life. This is because of the interactive activities she has been exposed to, such as reading. Her cognitive abilities have developed with exposure to her surroundings especially during evening strolls. Debbie warms up to people after a period of time. This is because she knows the key people in her life while she takes a couple of minutes to warm up to strangers. Eventually she warms up to them. At 3months she was starting to recognize key persons in her life. By the 8month mark, she was able to fully recognize her parents. An emotional attachment had developed. She would cry passionately and we respond to her needs. According to Ainsworth the continuity of this attachment would only build a child a child who would tend to be insecure in the future.

Should We Respect Pro Wrestling and Pro Wrestlers? Essay -- Expository

Pro Wrestlers – Why Can’t They Get Any Respect? Time to point out the obvious: pro-wrestling is not a sport. Why? Because pro-wrestling involves no sport[ing]. Wrestlers do not show up to work every day trying to do all they can to win; they show up to work trying to do all they can to do their job, which is entertain the fans. However, this line of thinking often leads to another conclusion: If pro wrestling is not a sport, then wrestlers are not athletes. This could not be further from the truth. What pro wrestlers do in the ring day in and day out may not be sport, but it is athletic activity on the most demanding level. It is high time that the men and women who work harder than any other professional athletes got a little respect. Think about the four major sports in America: football, baseball, basketball, and hockey. Football players perform once a week. Hockey and basketball players work from 2-4 times a week. Baseball players may play up to five games a week, but the physicality of that sport is much lower than the other three (especially football and hockey). Now, how often do professional wrestlers perform? Well, for example, the World Wrestling Federation performs three weekly shows: Raw on Mondays, Smackdown! on Thursdays, and Heat on Sundays. In addition, each month there is a Pay-Per-View event on a single Sunday. Now, that means 3-4 times per week, already even with hockey and basketball players. However, wrestlers also work what are called House Shows: non-televised "events-between-events." They can do up to 3 a week in addition to their already[-] busy schedules. Not wrestling today? Get on the bus and travel to the next town. Not travelling today? Get in the gym and train. The work never ends. Take ... ... millions watching around the world. Hart fell from rafters 40 feet above the ring, hitting his head on a turnbuckle on the way down and snapping his neck. He died on impact, during what was a common way for him to enter the ring as his "Blue Blazer" persona. Knee and back injuries plague wrestlers from Hulk Hogan to Steve Austin and all the way down, and always have. Pro wrestling is just as dangerous as pro football. And wrestlers get paid a whole lot less, on average. Pro wrestling is not for everyone, and I would be naive to think I could change a lot of minds with this piece. However, I hope I have given sufficient examples as to why pro wrestlers should be given more respect as athletes. A final thought: many pro athletes cannot speak straight when interviewed after a game, but pro wrestlers have to be passable actors, in addition to their athletic prowess.

The Driverless Car Revolution

A) Some of the world’s cleverest scientists and engineers are pioneering a new generation of driverless cars that will change our lives as much as the internet has already done. B) The idea of self-driving vehicles will sound like science-fiction to many, but the prototypes already work, using 360-degree sensors, lasers, learning algorithms and GPS to navigate streets in an astonishingly precise fashion. They are likely to go mainstream in 15 to 20 years’ time and are a genuinely exciting, game-changing breakthrough that refute the myth that our economy has ceased to spawn major technological innovations. Google’s vehicles have already driven more than 400,000 miles without an accident and are beginning to be legalised in US states.C) The technology could trigger a burst of economic growth, transform transport around the world, free vast amounts of time, increase productivity, make us a lot wealthier and unleash drastic, unpredictable economic and cultural change s. By allowing people to relax or work as they commute, they will deal a devastating blow to public transport in all but the densest, most congested areas.D) The biggest US think-tanks, universities, forecasters and corporations are busily trying to work out how, not if, the world will change as a result of driverless cars, and who the winners and losers will be.E) Driverless cars will have huge advantages. Commuting will become useful, productive time, saving many people two or more hours a day that are currently wasted. The number of accidents will fall by at least 90pc, scientists believe, preventing thousands of deaths, by controlling distances between vehicles, braking automatically and eliminating human errors and reckless driving. The superior safety of driverless cars means that it ought to be possible to reduce their weight, cutting back on fuel consumption, and to redesign car shapes, making them more like living rooms. Even car sickness could be reduced, with smoother dri ving.F) The dynamics of commuting will change as it will no longer be necessary to  find a parking space on arrival: the driverless car could either park itself at some distance from the workplace or even return home, before picking up the passenger in the evening. Fewer people may want to own cars, with rental becoming more attractive. This could allow residential parking areas to be put to other uses.G) The look and feel of roads and towns will drastically change. It will be possible to cram in far more cars into existing roads, driving at much faster speeds. Simulations of intelligently controlled intersections from the University of Texas suggest that they perform 200 to 300 times better than current traffic signals. Self-driving vehicles will have the ability to â€Å"platoon†, acting almost like train carriages on motorways, increasing lane capacity by up to 500pc, according to research from the US Institute of Electrical and Electronics Engineers.H) Far more people w ill travel at night, sleeping at the same time, especially for longer trips such as holidays, reducing the demand for train and short-haul plane journeys. Driverless cars will once again boost the value of suburbs and country living, and their house prices: far more people will be willing to commute much longer distances to work or school. This will encourage cities to become even more sprawling, putting massive  pressure on existing planning rules. The premium on living centrally will be reduced, albeit not eliminated because of congestion, which means there will still be a need for some urban rail services.I) The transition process will inevitably be painful. Like all technological shifts, self-driving vehicles will threaten some existing jobs, including that of many professional drivers, though consumers will have more money to spend on other things, creating employment in those areas.Which paragraphs contain the following information? 1. It is predicted that many lives will be saved. 2. Prototypes have already been tested successfully. 3. Motorways will be used more efficiently. 4. The impact on transport by rail and plane. 5. Drawbacks for certain professions.

Israeli-Palestinian Water Rights - Free Essay Example

Sample details Pages: 6 Words: 1827 Downloads: 9 Date added: 2017/06/26 Category Law Essay Type Narrative essay Did you like this example? The Israeli-Palestinian bilateral negotiations in the 1990s resulted in three signed agreements that related, inter alia, to water: the Declaration of Principles of September 1993; the Cairo Agreement of May 1994 (Oslo I); and the Interim Agreement of September 1995 (Oslo II).[1] Oslo II included Article 40 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Water and Sewage.[2] These agreements, like all agreements relating to the Oslo process were in favor of Israel and in prejudice to all Palestinian rights, including water rights. First, they neglected the Palestinian water rights in the Jordan River which is a trans-boundary river,[3] and were geographically limited to only those parts of the Mountain Aquifer that underlie the West Bank, while the other water resources in the OPT remained under unilateral Israeli management.[4] Second, the agreements were about the Palestinian use of water inside the West Bank and gave Israel the veto over any water development projects through the Joint Wat er Committee (JWC),[5] which was established according to the Oslo II to implement the agreement and govern management of aquifers shared by Israel and Palestinians.[6] Third, although they recognized the Palestinian water rights, the terms were broad and there was no elaboration on the nature of these rights or the principles governing the rights and obligations of both sides.[7] While Israel has in principle recognized Palestinian water rights, its conduct suggests otherwise, and the Oslo Accords did not result in greater access for the Palestinians to the water resources of the OPT.[8] The agreements stipulated that Israel would provide an additional 70-80 MCM/Y in order to satisfy future Palestinian needs.[9] However, of this quantity which was supposed to be provided by Israel, only 28.6 MCM/Y has been received by Palestinians, who were allowed to extract this quantity from the eastern aquifer over which Israel has no claim.[10] In fact, Palestinian water supplies have dropp ed from 118 MCM/Y prior to the Oslo Accords to 98 MCM/Y in 2010.[11] Water is inherent in each issue to be discussed in the permanent status negotiations, which were supposed to be completed by May 1999, be it borders, settlements, Jerusalem or the viability of the Palestinian state.[12] The Oslo process did not come close to fulfilling Palestinian water rights and needs or meeting the Palestinian call for the implementation of international law to solve such a dispute.[13] They even perpetuated Israels control over water resources in the OPT. . Don’t waste time! Our writers will create an original "Israeli-Palestinian Water Rights" essay for you Create order 2.2.1. The Role of the JWC Under article 40 of Oslo II, which pertains to water and sewage management in the West Bank, any water project implemented in the West Bank must receive prior unanimous approval from the Joint Water Committee (JWC), which comprises representatives of both the Israeli Water Authority and the Palestinian Authority (PA).[14] The JWCs role is to implement Article 40, including water allocation and project appraisal, but only in the West Bank.[15] The PA must obtain the JWCs consent even for projects responding to emergency water needs.[16] Israel, through the JWC, not only refuses projects on a technical level but also uses its power of veto as a political bargaining chip.[17] In order to avoid the Israelà ¢Ã¢â€š ¬Ã¢â€ž ¢s veto, the PA must often compromise its core principles and long-term interests.[18] When seeking to acquire approval for projects that are necessary to mitigate ongoing and imminent humanitarian crises, the PA must frequently agree to service illegal Israeli sett lements in the West Bank.[19] For instance, in 1998, the Palestinian Water Authority received funding from KfW (the German government-owned development bank) to build a wastewater treatment plant in the Salfit Governorate.[20] The JWC made approval of the project conditional upon connecting the largest West Bank settlement, Ariel, to the treatment plant.[21] The Palestinian Water Authority rejected any act recognizing settlements, so the project was frozen and the donor withdrew.[22] Israel has frustrated Palestinian water sector development in the West Bank through its de facto veto authority over all West Bank water projects by the JWC and the Civil Administration.[23] Whilst theoretically Israelis and Palestinians are given equal rights and responsibilities under the JWC, the JWC de facto discriminates against Palestinians.[24] This is primarily because the Palestinians are the party that needs major infrastructure development in the water and sanitation sector that has been b adly neglected by the occupation authorities since 1967.[25] As of July 2008, 145 Palestinian projects were pending the JWCs approval, including projects to rehabilitate old water supply networks, build new pipelines to connect communities un-served by the water network, and build cisterns for rainwater harvesting.[26] All proposed water projects in the West Bank must receive approval from the Israeli representatives in the JWC, while there is no analogous check on projects proposed by Israeli authorities within that countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s own borders or inside the West Bank although article 40 requires Israeli authorities and settlements in the West Bank to obtain prior approval from the JWC.[27] In addition, the absence of a dispute resolution mechanism leaves the Palestinians without recourse to challenge JWCs rejection of their proposals.[28] Israels control of extraction of water from the shared aquifers is not limited to its veto power in the JWC over new drillings.[29] In addition to receiving the JWCs approval, all proposed water projects that could impact Area C (a geographic region encompassing roughly sixty percent of the West Bank which is under full Israeli control according to the Oslo Accords) must obtain the Israeli Civil Administrations approval.[30] Obtaining the Civil Administrations approval entails a lengthy and protracted bureaucratic process and many Palestinian applications are rejected.[31] In many cases, project proposals receive approval from the JWC, but they are rejected by the Civil Administration as presenting a security risk, among other reasons.[32] Even if the Civil Administration agrees to authorize a proposal, it may require certain modifications of the original plan, which the PA must then re-submit for approval by the JWC.[33] When projects may ultimately win approval from both the JWC and Civil Administration, the lengthy process and procedural barriers obstruct and delay development of the Palestinian water sector in the West Bank.[34] Of the 236 projects overall approved by the JWC 1996-2008, 151 have been implemented.[35] Israel wants the JWC to continue as a permanent institution. It wants to force the Palestinians through the JWCs measures to reduce agricultural water, to stop drilling additional wells, and not to impact the current Israeli utilization of water.[36] In conclusion, the mechanism created by Oslo II in the form of the JWC has perpetuated Israels exclusive control over the water resources of the West Bank, and limited Palestinian access and ability to develop new water projects.[37] In reality, the Oslo II water regime maintained of Israelà ¢Ã¢â€š ¬Ã¢â€ž ¢s exclusive control over e water resources in the OPT.[38] The Palestinians are systematically denied building and/or drilling permits for water structures, while Mekorot is allowed to drill into water sources in a manner that dries out existing wells that serve the Palestinian population.[39] [1] BTselem, Thirsty For A Solution The Water Crisis In The Occupied Territories And Its Resolution In The Final-Status Agreement (2000) 51. [2] Al Haq, Water for One People: Discriminatory Access and Water Apartheid in the OPT (2013)35. [3] Amjad Aliewi, Management Aspects of Transboundary Waters between Palestinians and Israel (House of Water and Environment 2008) 1 [4] Al Haq, Water for One People: Discriminatory Access and Water Apartheid in the OPT (2013)36. [5] Amjad Aliewi, Management Aspects of Transboundary Waters Between Palestinians And Israel (House of Water and Environment 2008) 1. [6] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [7] Elizabeth G Matthews, The Israel-Palestine Conflict (Routledge 2011) 128. [8] Al Haq, Water for One People: Discriminatory Access and Water Apartheid in the OPT (2013) 36 [9] D avid B Brooks and Ozay Mehmet, Water Balances in the Eastern Mediterranean (IDRC 2000) 79. [10] David B Brooks and Ozay Mehmet, Water Balances in the Eastern Mediterranean (IDRC 2000) 79. [11] Al Haq, Water for One People: Discriminatory Access and Water Apartheid in the OPT (2013) 36. [12] Elizabeth G Matthews, The Israel-Palestine Conflict (Routledge 2011) 129. [13] Elizabeth G Matthews, The Israel-Palestine Conflict (Routledge 2011) 130. [14] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [15] World Bank, Assessment of and Restrictions on Palestinian Water Sector Development (2009) 51. [16] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [17] Centre on Housing Rights and Evictions, Polici es of Denial: Lack of Access to Water in the West Bank (2008) 22. [18] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [19] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [20] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008) 22. [21] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008) 22 [22] World Bank, Assessment of and Restrictions on Palestinian Water Sector Development (2009) 41. [23] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 181. [24] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008) 21. [25] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008) 21-22. [26] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008)22. [27] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 182. [28] Centre on Housing Rights and Evictions, Policies of Denial: Lack of Access to Water in the West Bank (2008) 22. [29] BTselem, Thirsty For A Solution: The Water Crisis in the Occupied Territories and Its Resolution in the Final-Status Agreement (2000) 33. [30] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 182. [31] BTselem, Thirsty For A Solution: The Water Crisis in the Occupied Territories and Its Resolution in the Final-Status Agreement (2000) 33. [32] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 182. [33] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 182. [34] Jeffrey D. Stein, Waging Waterfare: Israel, Palestinians, and the Need for a New Hydro-Logic to Govern Water Rights under Occupation (2011) 44 NYU International Law and Politics, 182. [35] World Bank, Assessment of and Restrictions on Palestinian Water Sector Development (2009) 52. [36] Hillel Shuval and Hassan Dweik, Water Resources In The Middle East (Springer-Verlag Berlin Heidelberg 2007)27. [37] Malvina Khoury, Construction and Rehabilitati on of Water Sources in Area C: An Overview of the Applicable Legal and Permit Regime (Norwegian Refugee Council 2013) 10. [38] Al Haq, Water for One People: Discriminatory Access and Water Apartheid in the OPT (2013) 17. [39] Malvina Khoury, Construction and Rehabilitation of Water Sources in Area C: An Overview of the Applicable Legal and Permit Regime (Norwegian Refugee Council 2013) 10.