Construction management Assignment Example | Topics and Well Written Essays - 750 words

Construction management - Assignment Example To correct this and improve productivity I proposed that the targets and goal be realistic that the workforce is able to achieve. If this was not possible then an increase in the workforce was necessary to ensure that the delays are over. Lean system has the clients in mind and by so doing; the system is able to create the customer and not what is available and easy for production need whatever. Value streaming is also a special characteristic that makes lean system sufficient Ahmed (2010 p.g 34). The system is able to identify where recourses are less and come up with situations where the recourses are wasted and there is need for the recourses to be minimised for maximising their use. With lean production system, we get to know the flow of the recourses and the cash. To keep with customer demands, lean production system is able to come up with pull, which is effective in identifying and combining the total efforts that the customer and the worker use. No one is perfect but we can always strive for perfection. We make this possible by the lean system, which provides an environment for the managers to try to work perfectly. We can as well use Lean construction services to improve our production. Lean construction provides clear goals on developing basic practices and goals regarding the project, which we are working on. The operating system is able to create awareness as well as understanding the project goals. We are also able to interact with various companies who are experiencing the same problems and know how they have dealt with their own problems Ahmed (2010 p.g 34). To reduce any risk o overrun and liquidated damages, we have to use the cost plus the fixed percentage contract. In this type of contract, we are able to receive the actual fee of the construction job and a fixed fee that will act as the profit. This will in return give us a reduced risk of any liquidated risk. If we are

Foundations in human physiology- structure, function and permeability Assignment

Foundations in human physiology- structure, function and permeability of cells - Assignment Example One or more cells constitute all forms of life. Cells can only develop from pre-existent cells. The smallest form of life is cell. The human cell consists of an outer plasma membrane which encloses the minute organelles dispersed within the cytoplasm. These organelles include endoplasmic reticulum, Golgi apparatus, mitochondria, ribosome, chromosomes, nucleus, lysosome, vacuoles and centrioles. A typical human cell (Carone, 2001) The outer cell membrane is made up of lipid molecules and provides the passage for interaction of cells with each other. Different kinds of human cells have distinct structures that aid in the functioning of their particular activity, such as the axons of nerve and brain cells which transmit signals out across distances to other cells via neurotransmitters. The neurons are specially adapted to perform this function as the axons are as long as one meter in length and the nerve impulse is transmitted from one neuron to another. The various functions performed by human cells include enzyme production, movement, transmission of electrical impulses and demolishing invaders. Among the various cells constituting the human body five main are: epithelial, nerve or neuron, connective, adipose and muscle cells. The four main selected to be explained in the given text include epithelial cells, neuron, connective and adipose cells (Marieb & Hoehn, 2010). Nerve Cells Nerve cells or neurons are specialized cell often referred as the structural and functional unit of nervous system. A characteristic neuron consists of a cell body known as soma, an axon and dendrites. The thin structures arising from the cell body are dendrites that frequently extend for hundred micrometres and forming multiple branches thus forming a complex called "dendritic tree". An axon on the other hand is a peculiar cellular extension that originates from the axon hillock and travels as far as one meter (Chudler, 2012). A typical Neuron (Chudler, 2012) Synapse is a specialized c onnection of these neurons with other cells that facilitates chemical signal. Neurons communicate by electrical and chemical (via neurotransmitters like GABA, dopamine and glutamate) synapses in a process referred as synaptic transmission. Action potential is the basic process that activates synaptic transmission, a disseminating electrical signal that is produced by tapping the electrically impulsive membrane (the myelin sheath) that encloses the axon of the neuron. This is also known as a wave of depolarization. Neurons are the central part of the nervous system consisting of the spinal cord, the brain and peripheral ganglia. A great number of these specialized neurons exist and are classified on the basis of their function as sensory, motor and inter-neurons. The inter-neurons connect other neurons within the spinal cord or brain while the motor neurons transmit the response generated from brain and spinal cord to the organs. Sensory neurons respond to light, sound, touch, taste and legion other stimuli impacting the epithelial cells of the sensory organs (Levitan & Kaczmarek, 2001). Dorsal root ganglion The sensory neurons cell bodies are settled outside the spinal cord and brain in ganglia or in the sensory organs. Ganglia situated along specific cranial and spinal nerves accommodate the sensory neurons

Transformational Leadership in Nursing

Transformational Leadership in Nursing Ashley Freeman Introduction Transformational leadership theory is the process whereby the leaders attends to the needs and motives of their followers so that the interaction advance each to higher levels of morality and motivation (Yoder-Wise, P., 2014, pg. 10). In its most optimal form, it produces positive and valuable change within the followers with the purpose of developing the followers into leaders. When a leader embodies transformational leadership, they enhance the morale, motivation and performance of followers with various techniques. These techniques include helping the followers to connect their sense of self and identity to the mission and the collective identity of the organization; inspire followers by being their role model; challenge followers to go above and beyond what is expected of them, and understand their strengths and weakness, so the leader can assign tasks to its followers that can optimize their performance. Background In 1978 leadership expert, James McGregor Burns developed the first concept of the transforming leadership theory. He created this theory to address the aspects of an organization in which leaders focus on the beliefs, success, needs and values of their employees. According to Burns (1978), the transforming approach creates significant change in the life of people and organizations. It redesigns perceptions and values, and changes expectations and aspirations of employees. In 1985 Bernard M. Bass extended the work of Burns by explaining transforming leadership, but using the term transformational instead, that the followers of such leaders feel, trust, appreciation, constancy and respect for the leader because of the attributes of the transformational leader willingness to work harder than anticipated. Transformational Leadership in Nursing Transformational leaders have the following characteristics: model of integrity and fairness, effective communication skills, provides support and recognition, sets clear goals, visionary, encourage others and has high expectations (Yoder-Wise, P., 2015). My current nurse manager, Cathy, is a transformational leader. She allows the Patient Care Coordinators (PCCs) or charge nurses and sometimes the staff to participant in the decision making. As one of the PCCs, Cathy lets me make decisions about staffing and I am responsible for scheduling the staff. She provides constructive criticism, offers information, makes suggestions, and ask questions (Blais Hayes 2011, p. 167). Cathy lets me know when I am doing a good job and gives me recommendations on how I can make improvements. She gives us complements and rewards for working an extra day, orienting new staff or mentoring student nurses. Cathy is open and encourage openness, so that real issues are confronted (Blais Hayes 2011, p. 16 8). She respects each individual and values and uses each staff members contribution (Blais Hayes 2011, p. 168). She encourages everyone to be a team player because when everyone is working together, there is a higher job satisfaction, less nurse turnover, better patient satisfaction and outcomes. She comes to work with a smile on her face, says good morning and how are you doing to everyone. She builds relationships with the staff and gets to know everyone on a personal level. She is straightforward and gives you her honest opinion. Cathy is a good leader and remodel. Since I am a member of the leadership team as a PCC of a critical care unit, we must be able to contain cost while ensuring staffing productivity and competency, along with improving patient outcomes. One major area of cost containment where I work is staffing productivity. My hospital uses a predictive model to determine the number of full-time staff each department can have based on the number of patient that were seen that month from the previous year. I work in an eight beds intensive care unit and our staffing grid is the following: eight or seven patients four nurses and one patient care tech. (PCT); six patients three nurses and a PCT, five patients three nurses and a PCT, unless we are tight on man-hours then we can only have two nurses and no PCT, however if there is a patient(s) that needs behavioral observation (sitter), then we can have that extra person; four patients two nurses, unless patient(s) need a sitter, then we can have an extra person; three patients two nurses and no PCT; two patients two nurses and no PCT and one patient one nurse and no PCT. When we have an odd number of patients, we tend to go over in man-hours, so we must follow our staffing grid to ensure that we dont have to answer to administration. As a nurse manager, you educate, encourage and support staff through the changes to come within health care. Its the nurse manager role to ensure that all staff is maintaining the current acceptable level of care. Along with maintaining adequate staff for patient safety, while controlling the budget. One of my responsibilities is to help motivate the staff to buy into different policies and procedures changes. We recently had our blood culture collection policy changed and I had to educate all the staff about the new changes. One of my biggest attributes is that I am a visionary leader because I can envision the potential reality, think outside of the box and I have innovative ideas. I can come up with new ideas and new ways of looking at situations. I am a big thinker and I dream even bigger. The critical care unit that I work in has eight beds, so relatively small, and it is on the third floor. We will be expanding, which means more beds, however, I requested through my manager for the unit to move down to the first floor because it makes more sense for us to be down there, close to the ER, OR and radiology, but I was told that was not going to happen. That was just one of the many ideas that I had. As health care continues to transform, hospitals should work to improve current practices for the future. Whether you are a leader, a follower, or a manager, being able to visualize in your mind what the ideal future is becomes a critical strategy (Yoder-Wise 569). The Wise Forecast Model would be useful because it allows us to be proactive in preparing for the future instead of being passive and reacting to the changes as they happen. There are three steps: 1. Learn widely, 2. Think wildly and 3. Act wisely. Learn widely means to extend your knowledge beyond your own clinical role and area. Think wildly means to think outside of the box, dream big, and know that we are only limited by our imagination. Act wisely is bringing thoughts and/or ideas back down to reality and doing what is possible with the resources that is available (pg. 570). Conclusion Transformational leaders provide their followers with an inspiring mission and vision to give them an identity, rather than just working for self-gain. The followers are motivated and transformed through their leaders charisma, encouragement and individual consideration. These leaders encourage their followers to think of new and unique ways to challenge the status quo and to adjust the environment to support them being successful. References Blais, K. K., Hayes, J. S. (2011).Professional nursing practice: Concepts and perspectives (6th ed.) [Vital Source Bookshelf]. Retrieved from https://online.vitalsource.com Burns, J.M. (1978) Leadership, New York: Harper and Row. Yoder-Wise, P. (2015). Leading and Managing in Nursing. (6th ed.). United States: Elsevier Health Sciences.

Muhammad And The Beginnings Of Islam :: History Historical Islam Islamic muslim

Muhammad And The Beginnings Of Islam Muhammad, whose full name was Abu al-Qasim Muhammad ibn 'Abd Allah ibn 'Abd al-Muttalib ibn Hashim, was born in Mecca around 570 AD after the death of his father, 'Abd Allah. Muhammad was at first under the care of his paternal grandfather, 'Abd al-Muttalib. Because the climate of Mecca was considered to be unhealthful, he was given as an infant to a wet nurse from a nomadic tribe and spent some time in the desert. At six, he lost his mother, Aminah of the clan of Zuhra, and at eight his grandfather. Though his grandfather had been head of the prestigious Hashem clan and was prominent in Mecca politics, he was probably not the leading man in Mecca as some sources suggest. Muhammad came under the care of the new head of the clan, his uncle Abu Talib, and is reputed to have accompanied him on trading journeys to Syria. About 595, on such a journey, he was in charge of the merchandise of a rich woman, Khadijah of the clan of Asad, and so impressed her that she offered marriage. She is said to have been about 40, but she bore Muhammad at least two sons, who died young, and four daughters. The best known daughter was Fatimah, the wife of Muhammad's cousin 'Ali who is regarded as Muhammad's divinely ordained successor by the Shi'ah branch of Islam. Until Khadijah's death in 619, Muhammad took no other wife. The marriage was a turning point in Muhammad's life. By Arab custom, minors did not inherit, and therefore Muhammad had no share in the property of his father or grandfather. However, by his marriage he obtained sufficient capital to engage in mercantile activity on a scale commensurate with his abilities. Muhammad appears to have been of a reflective turn of mind and is said to have adopted the habit of occasionally spending nights in a hill cave near Mecca. The poverty and misfortunes of his early life doubtless made him aware of tensions in Meccan society. Mecca, inhabited by the tribe of Quraysh to which the Hashim clan belonged, was a mercantile center formed around a sanctuary, the Ka’bah, which assured the safety of those who came to trade at the fairs. In the later 6th century there was extensive trade by camel caravan between the Yemen and the Mediterranean region (Gaza and Damascus), bringing goods from India and Ethiopia to the Mediterranean. The great merchants of Mecca had obtained monopoly control of this trade. Mecca was thus prosperous, but most of the wealth was in a few hands.

Bata Proposal

Proposal For The Student Internship Report Semester: Fall 2012 Title of the Report: Automation and Update of the Employee Profile in BATA Shoe Co. (BD) Ltd. Rationale for Selecting the Report: I am Doing my internship in BATA shoe Co. (BD) Ltd. and currently working in the department of Human Resource Management. As BATA is a production based company and the company has to deal with man power frequently and in a huge amount. And for managing this huge man power HRD plays a huge role. And one of the biggest company in our country and in the world they are practicing Human resource Management for a long time.As they are practicing it for a long time now, previously they were doing the operations of HR in manual way but by time they got into Automation. They were keeping the data into HRIS software for a long now but in the old HRIS software many fields were missing and now they have decided to develop new HRIS software and add some new fields to it which is very important for the organ ization. By this new software they will get fully updated HRIS software with new information about all the employees, so that they will e able to use it whenever they need.And now I am helping the HR department of BATA to update the employee profile by assisting them to fill up the employee information field and collect the up-to-date information about all the employees of the organization. And giving input into the software. I think this will help me understand the process how HRIS of BATA shoe Co. (BD) Ltd. Works and how it will help the organization as well as the department of HR. it is to see how they manage the personnel through this HRIS software. Background of BATA Shoe: Bata Ltd. is a privately owned global shoe manufacturer and retailer headquartered in Ontario, Canada.The company is led by a third generation of the Bata family. With An operation in 68 countries, Bata is organized into four business units. Bata Canada, based In Toronto, serves the Canadian market with 250 stores. Based in Paris, Bata Europe Serves the European market with 500 stores. With supervision located in Singapore, Bata International boasts 3,000 stores to serve markets in Africa, the Pacific, and Asia, Finally, Bata Latin America, operating out of Mexico City, sells footwear throughout Latin America. All told, Bata owns more than 4,700 retail stores and 46 production facilities.Total employment for the company exceeds 50,000. 1894: The Bata family establishes a company in Zlin, located in what is now the Czech Republic. 1932: Founder Tomas Bata dies in an airplane accident. 1939: The Company relocates to Canada after the movement of German military forces Into Eastern Europe. 1945: Czechoslovakia business operations are nationalized by the new communist Government following World War II. 1991: Bata returns to the Czech Republic following fall of the communist regime. 1994: Thomas J. Bata, the son of the company's founder, retires. 1962: Started in Bangladesh 2001: Thomas J. B ata, Jr. becomes chairman and CEO. Bata Bangladesh is affiliated to the Bata Shoe Organization, the world's largest footwear Manufacturing and marketing organization.Started operation in Bangladesh in 1962, Incorporation in Bangladesh in 1972. Currently, Bata Bangladesh operates 2 manufacturing plant Tongi and Dhamrai, Bata Bangladesh is producing around 110,000 pairs of shoes daily. It has a modern tannery With the latest technological facilities to process 5 million square feet of leather yearly. Objectives: General Objectives: The general objective of the internship report is to learn how the HRIS works in the BATA Shoe Co. BD) Ltd. and the organizational behavior how the corporate culture works in the organization. I can also compare the practical and theoretical knowledge of Human Resource Management and HRIS. Specific Objectives: †¢It will help me to complete my undergraduate program †¢I will be able to know the HR process of BATA †¢It will also be useful for me to understand about the HRIS in BATA. Submitted By: Name of the Student (Intern): Fahmi Rahmat Nawaz ID No# 09-14444-2 Major: Human Resource Management (HRM) Date: 07-11-2012 Action by the Supervisor: Approved: Disapproved: Approved With Revision:

John Locke outlinect Essay

â€Å"Rationalism is the thought that appeals to reason or intellect a primary or fundamental source of knowledge or justification. † â€Å"It is typically contrasted with empiricism, which appeals to sensory experience as a primary or fundamental source of knowledge or justification. † John Locke argues that, â€Å"We come to this world knowing nothing whatsoever. † (Warburton 74). He believes that experience teaches us everything we know. This view is usually known as empiricism, in contrast to innatism, (the theory that some of our knowledge is in born), and to  rationalism (the strife that we can achieve knowledge of the world by the power of reason alone). ?Locke’s essay â€Å"Human Understanding† published in 1689, soon became a philosophical bestseller. He produced four editions of it in his lifetime, and it had already reached its eleventh by 1735. This book is complex and wide ranging work; its main focus is the origin and limits of human knowledge. He tries to answer these questions. * what can we know? * What is the relation between thought and reality? These are real the perennial questions of the branch of philosophy called epistemology, or the theory of knowledge. ?Locke described his role as that of an underlabourer , clearing away conceptual confusions so that the scientists, or natural philosophers, as they were then known, could carry on their important work of adding to human knowledge. (Warburton 75). ? No innate principle 1. Locke does not believe that it makes sense to say that someone could be having a thought without their knowing what that thought was about. He rejects any idea of unconscious thoughts as nonsensical. A) One argument he uses to support his claim that there are no innate principles is that it is obvious that there is not total agreement about what the supposedly innate  principles might be. If we were all born knowing that, for example, we should keep our promises, then everyone would recognize this as fundamental principle. But, as Locke points out, there is no such general agreement. (Warburton 76). Nor do children immediately recognize the principle as one binding on them. Locke continues to argue that there is no innate principle aside from the principle that is taught and learnt. ?Locke supports his idea by saying, if there were innate principles then children must strongly abide by them since adults have already influenced by the culture and people. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ These and other arguments lead Locke to reject the view that there are any innate principles. This led him with the task of explaining how it is that the human mind comes to be furnished with thoughts, beliefs, and knowledge of the world. His answer is that all our ideas come from experience. Ideas Locke uses the word idea to mean whatever it is that anyone thinks about. When you look out of your window, what you see – a tree perhaps, or a sparrow – is not the tree or sparrow itself, but rather representation of it, an idea, something like a picture in your head. (Warburton 76). Locke believes that not all our ideas are received from immediate sensation of the world. Some of them are ideas of reflection, such as when we reason, or remember or will do something. Locke believes that all our ideas ultimately come from experience, so that the contents of our thoughts, even when we are reflecting rather than perceiving, all come from sensation. Example: A child locked away would have no more idea of scarlet and green than he would of the taste of  oyster or pineapple if he had never tried them. Ideas can be combined in several ways, so that once we have the idea of scarlet and the idea of a coat, we can imagine a scarlet coat, even if we’ve never actually seen one. But the simpler ideas from which the complex ones are built all originate in perception by one or more of the five senses. ( Warburton 77). Primary and Secondary Qualities When we say that a snowball is greyish-white and cold and round, what we mean is that it can produce in us ides of these properties. Locke distinguishes primary and secondary qualities , giving a very different account of each. -Primary qualities are inseparable from objects. The primary qualities of a snowball would include its shape and solidity, but not its color or its coldness. Solidity and shapes are more likely to remain constant at place over time. – Secondary qualities would be color and coldness because its coldness can be changed at a different room temperature while different light settings can give shade to whatever object of your concentration that in a way gives you an illusion view of what you’re actually watching. Personal Identity.