Education Is A Waste Of Time And Money - 1487 Words

Education is very important in today’s society in many different ways because it can tell a person’s success in life. Although education is important, some believe that college is a waste of time and are forced by their parents for the fact that they think college education is essential for the American dream or being successful in life. Some may believe that knowledge is the key to one’s success. Colleges can put an enormous amount of pressure on students because they need to keep a good GPA otherwise they have a chance of getting kicked out. I believe that sometimes colleges can waste your time and money by giving you classes that you don t need toward your degree, even though learning new skills and knowledge is important in today s†¦show more content†¦In Caroline Bird essay â€Å"College is a waste of time and money† she argues about how there are many other ways that a student that just got out of high school can be successful. Many students when asked about why they want to enroll in college is because it’s the most pleasant place to be in for the fact it’s is a chance for them to get out of their house and live on campus and be on their own. Finding a job is also a big issue for students who graduated. Caroline Bird states â€Å"Somewhere between the nursery and the employment office, they become unwanted adults. No one has anything in particular against them. But no one knows what to do with them either. We already have too many people in the world of the 1970s, and there is no room for so many newly minted 18-year-olds. So we temporarily get them out of the way by sending them to college†(Bird 248). This shows that although many people graduate and get a degree they still aren’t able to find a job. In addition, she states that although many people decide to go to college few people actually belong there. One major problem is debt which students rake up during their four years which puts them behind because they have to pay that loan back with interest. Even if they file bankruptcy student loan will never be forgiven and stay with them for the rest of their lives. Clearly, this shows that going to college isn’t for everyone because not everyone graduates in field they want to be in or they just drop outShow MoreRelatedGeneral Education Courses Are A Waste of Time and Money Essay examples1569 Words   |  7 Pagesindependent, mature new lifestyle. Not only is higher education a rite of passage, for some, it is also an opportunity to have a better life. Overall, college is a wonderful part of many people’s lives, yet the way the college education system is conducted wastes students time and money. College is basically composed of two parts: general education classes and major specific classes. General education courses are the source of wasted time and money, and should not be required of students. A few ofRead MoreCollege life or your life? In our society in this day and age a secondary education is certainly800 Words   |  4 PagesCollege life or your life? In our society in this day and age a secondary education is certainly not a preference or pleasure, but somewhat of a requirement. Students are basically grown and accustomed to consider that one needs advanced schooling in order to be successful in life. In addition, President Barack Obama gave a speech and he stated that, â€Å"If you think education is expensive wait until you see how much ignorance costs in the 21st century† (Obama). But then as technology continually advancesRead MoreCollege Is Not a Waste of Money1414 Words   |  6 Pages2013 English Dr. Polster College Is Not a Waste of Money In the essay â€Å"College is a Waste of Time and Money,† by Caroline Bird, Ms. Bird explains her beliefs that college is a waste of time and money and how people only go either because they are told to, or because they are not ready for life. She believes college students are all living in sadness and if they would invest money for years, instead of getting an education, they would get more money than if they were to build a career and workRead MoreStudy Abroad : A Waste Of Time1500 Words   |  6 PagesStudy Abroad, a waste of time. I think not! Is Study Abroad a waste of time or an exciting experience? I say that it s a great thing and for the right people it’s not a waste. Williamson in â€Å"Study Abroad: Revenue Drain or Stream† for the Chronicle states, â€Å" many higher-education institutions and others have found ways to generate revenue from study-abroad ventures. The World Bank estimates that $300-billion is spent each year on global higher education†¦Ã¢â‚¬ What Williamson really means is that sinceRead MoreIs College Not The Best Choice For Everyone?958 Words   |  4 PagesCaroline Bird, in her essay about â€Å"Collage is the Waste of Time and Money†, there are thousands of high school graduates going to the college every year despite their interest and necessity. They aren’t there for the higher education; rather it is for the personal benefit. They take it as a medium to escape for the family yet get the financial support from them. She gives numerous reasons to why college is not the best choice for everyone. The college education has been a necessity rather than an optionRead MoreCollege Is A Waste Of Time And Money By Caroline Bird1287 Words   |  6 PagesAshley Loker Project 3 Mr. Lawson 6 October, 2017 Rhetorical Strategies in Bird’s â€Å"College is a Waste of Time and Money† The decision to obtain a higher education beyond high school is no longer a question of if, but when. This is the question that author Caroline Bird discusses in her article, â€Å"College is a Waste of Time and Money,† written in 1975. This text strives to convince students, parents, and advisors that obtaining a degree might not be in the best interest for those involved. CirclingRead MoreCollege is a waste of time and money1196 Words   |  5 Pagesï » ¿Sorayah Vuningoma Professor Scott English 101 Rough Draft College is a waste of time and money In Caroline Bird, â€Å"College is a waste of time and money,† Bird discusses why college is not necessary for everyone. She states that many college students are in college not because they want to but because they have to. Bird came to realize that college students don’t feel needed. They are led to believe that getting a college degree is important because it’s a way of getting higher chanceRead MoreDo The time, Lower The Crime by James Q. Wilson and Mandatory Minimum Drug Sentences Waste Resource by Kevin Zeese1205 Words   |  5 Pageswith prison related problems like overcrowded facility and huge sums of money being spent on these prisons. Two article that are going to be analyzed in this essay are entitled â€Å"Do the time, lower the crime† by James Q. Wilson and â€Å"Mandatory Minimum Drug Sentences Waste Resource† by Kevin Zeese. Both of these articles have opposite viewpoints toward prison reform. One side of the argument which is int roduced in â€Å"Do the time, lower the crime† argues that harder prison sentences are lowering the crimeRead MoreGraduation Speech : College Is A New Lifestyle, And The Hope Of A Job After Graduation1224 Words   |  5 Pagesindependent, mature new lifestyle. Not only is higher education a rite of passage, for some, it is also an opportunity to have a better life. Overall, college is a wonderful part of many people’s lives, yet the way the college education system is conducted wastes students time and money. College is basically composed of two parts: general education classes and major specific classes. General education courses are the source of wasted time and money, and should not be required of students. A few of theRead MoreI Have Never Let Schooling Interfere With My Education951 Words   |  4 Pageswith my education,† by Mark Twain. Mark Twain is differentiating between education one gets at school and education one gets from real life experiences. Th ere are high chances that experience that a person gets from real world cannot get in school or college. A person cannot live his or her entire life with only knowing information or facts learned from school or college. A person also needs talent, skills, and real world experience to live. College is one of the good ways to get education and become

SOLUTION MHR Brewster Seaview Case Study Essay - 2017 Words

The Brewster-Seaview Landscaping Co. Part 1 During the summer of my freshman year in college, I worked for a small private landscaping company planting shrubs, seeding new lawns, cutting grass, and tending flower gardens. The company was located in my hometown of Seaview, N.J., which is a rural community on the coast about 80 miles from Philadelphia. The company was owned and run by Joe Brewster, a 45-year-old man who had lived in Seaview all his life. He had started the company some years ago and not only handled the paperwork (payroll, bills, estimates, and so on), but also worked along with the crew six days a week. The crew consisted of five guys ranging in age from 17 to 20 years. We all lived in towns around Seaview and had gone†¦show more content†¦We were always willing to work overtime for Joe when he needed us to do so. Part II I returned the following summer to work for Joe because of the strong satisfaction I had with the job the summer before. So did the others. However, we were in for a surprise. Many things had changed. Joe had increased the number of workers to 10, bought another truck, and hired two young college graduates from Philadelphia as crew supervisors. His plan was to concentrate on the paperwork and on lining up new customers, leaving the direct guidance of the two work crews to the new supervisors. Joe had hired the two supervisors during the early spring after interviewing a number of applicants. Both were young (23 and 24), from the city, and had degrees in agricultural management from Penn State, but had not known each other previously. We â€Å"old timers† were assigned to one crew and five new workers were hired for the other crew. Because the job market was tighter this year, we were hired at the same base pay as the five new workers, but we were told that we would still be able to make bonus money based on referrals but the new people didn’t have this option. These new workers had little experience in landscaping. Except for the working hours, which were the same as during the previous summer, the two supervisors were told that they could run their crew in any manner they wished as

Healthy Work Environment Free Essays

string(151) " characterized as one that establishes relationships which are based on trust, respect, and can be considered genuine and believable \(Shirey, 2006\)\." A Healthy Work Environment: Essential in Providing Quality Health Care Kimberly Lett DeVry University ENGL135: Advanced Composition Fall term 2010 A Healthy Work Environment: Essential in Providing Quality Health Care The delivery of healthcare has evolved and changed over the years and with the advances in science and technology, the ability to provide safe, quality care to all patients has been impacted by the changes. With the rising healthcare costs and decrease in reimbursement for care provided, organizations must look for ways of cost containment to maintain viability for the future. Fabre (2005) noted that administrators are struggling to maintain financial stability and retain competent nurses during these difficult financial times. We will write a custom essay sample on Healthy Work Environment or any similar topic only for you Order Now Organizations are being evaluated and reimbursed based on their patient care outcomes; as such the nurse’s role is critical in helping to identify potential safety risks to patients and the prevention of medical errors. As hospitals have responded to financial pressure from Medicare, managed care , and other private payers, registered nurses have become increasingly dissatisfied with the working conditions in hospitals† (Fabre, 2005, p. 20). One of the many challenges in healthcare today, is the need for organizations to recognize and facilitate the improvement of the work environment. The need for competent, qualified nurses in any organization is imperative for providing safe, quality care to the clients. For this reason the critical role that nurses have in providing patient safety should not be underestimated. The Institute of Medicine (2004) reported â€Å" research is now beginning to document what physicians, patients, other healthcare providers, and nurses themselves have long known: how well we are cared for by nurses affects our health, and sometimes can be a matter of life or death† (p. 2). The importance of a healthy work environment has been recognized as a key component in maximizing organizational performance, contributing to a decrease in the nursing shortage within an organization and is vital in providing quality care to the clients they serve. The growing concern for the nursing shortage continues to be a major issue affecting the profession and attention is being given to the stressful nature of the work environment. Several national surveys were completed in 2002 and 2004, identifying reasons for the ongoing nursing shortage, one of the major concerns centered on the work environment (Florida Center of Nursing, 2006). Organizations are looking at ways of restructuring the work environment, enabling staff nurses the opportunity to participate in decisions that impact their ability to practice. McDonald, Tullai-McGuinness, Madigan, and Shively (2010) remarked that workplaces that have a supportive work environment have noted success in recruitment and retention of their work force, citing an increase in job satisfaction and improved patient outcomes. With nurses making up the largest percentage of professionals working in a hospital setting, organizations now recognize the importance of the nurses’ role and measures to improve the workplace are being developed. Lowe (2002) noted â€Å" diagnosing the extent of work environment problems in healthcare is the first step in designing strategies to improve the quality of healthcare workplaces† (p. 49). Hospitals looking to improve on the work environment must first have an understanding of the nurses’ perception of their workplace environment. Kramer and Schmalenberg (2008) noted â€Å"the perspective of clinical nurses at the front line as to what constitutes a healthy work environment is essential if interventions to improve practice environments in hospitals are to be implemented† (p. 57). Once an organization is able to identify distinctive characteristics that have an impact on staff and their environment, they are then able to proceed in developing strategies to improve the work culture. All members of the healthcare team, including staff, management, and administrators, must be committed to the development of a healthy work environment as well as sustaining the culture through modeled behavior. Practical techniques to assist in the development of staff friendly cultures are clearly identified, with long term strategies implemented rather than short term fixes, for all members of the organization. To help facilitate and guide organizations, professional groups have designed several programs available for their use in fostering a healthy work environment (Florida Center of Nursing, 2006). The American Nurses Credentialing Center (ACNN) sponsors the Magnet Recognition Program, which focuses on the development of nursing practices and evaluates the environment where nursing is practiced. This program is well recognized by organizations throughout the country, as the Magnet Journey and is considered to be one of the highest achievements that organizations can obtain (Broom, Tilbury, 2007). Organizations that strive to achieve the Magnet designation, acknowledge the link between a healthy work environment and the development of an organization of nursing excellence. Hospitals utilizing the Magnet concept demonstrate the following characteristics; (a) authentic leadership, (b) skilled communication, (c) effective decision making, (d) quality patient care processes, (e) collaboration and teamwork among all healthcare workers, (f) professional growth and accountability, (g) clinically competent staff and (h) adequate staffing levels (Shirey, 2006). All the above components are essential and linked to the effectiveness of a quality work culture. An online survey of clinical nurses, conducted by the AACN, were asked to identify factors that had an impact on their satisfaction with nursing as well as potential reasons that might cause them to leave the profession ( Ulrich et al. , 2006). Leadership style was identified as a key component affecting nurses’ satisfaction with their job. Nursing leadership is a crucial element to the work environment of nurses, as it is the leaders who can bring about positive changes to the environment (Florida Center of Nursing, 2006). The importance of effective leadership from all levels of management in any organization is essential in developing and promoting collaboration with their employees. A manager’s ability to foster leadership growth, and recognize the importance and expertise of the nursing staff will have a major advantage in retention of competent nurses in their units. In essence, leaders who can motivate and provide opportunities for their staff, and demonstrate a high level of role model behavior, have higher levels of staff participation and commitment to the organization. Authentic leadership is characterized as one that establishes relationships which are based on trust, respect, and can be considered genuine and believable (Shirey, 2006). You read "Healthy Work Environment" in category "Papers" Leaders that demonstrate excellent management styles are participatory, coaching and mentoring, they encourage and value staff members and support staff involvement in decision making that has an impact on their work environment (Tomey, 2008). The importance of effective leadership, with staff and management working together, is noted by their ability to create a shared vision for the organization through collaboration and continuous improvement of the work environment. Shirey (2006) noted â€Å"authentic leadership was described as the glue needed to hold together a healthy work environment† (p. 256). Another influential factor in the workplace is skilled communication among all levels of the healthcare team. Key components when utilizing one’s communication skills include verbal and nonverbal interactions and enhanced listening skills, all are vital in ensuring effective communication. Because communication happens continuously in the workplace between employees, managers and customers, it plays a vital role in the development of healthy relationships. Fabre (2005) noted that nursing staff expect sincerity, trust and good communication from all levels of leadership within the organization. Communicating openly and honestly allows for individuals to deal with one another in a respectful manner, build trust and have an appreciation for each other. A healthy relationship among co-workers enhances the communication process, allowing collaboration and teamwork, which in turn leads to a decrease in medical errors and fosters a safe environment for patient care. The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) remarked that the 80% of medication errors and 70% of sentinel events that occurred in delivery of patient care were directly related to ineffective communication among the care providers (Florida Center of Nursing, 2006). Interactions among nurses, physicians, patients and managers, all have a direct impact on the quality of care delivered. In order to provide optimal patient care, it becomes crucial for all members of the healthcare team to communicate effectively with one another. Interpersonal relationships and collaborative teamwork among nurses, physicians and other members of the healthcare team are crucial to the delivery of quality care to the patients (Parsons, Cornett, 2005). Another important aspect of a healthy work environment is one where nurses are supported and feel empowered to participate in decision making. Ulrich et al. (2006) reported the Institute of Medicine advocates for frontline staff to be involved and entrusted in the decision making and delivery of the patient care provided. When nurses are given the opportunity to participate in clinical and organizational decisions and receive support for their efforts, it fosters personal accountability and autonomy for all staff involved. Empowerment of the nursing staff establishes the groundwork for a positive workplace with collaboration and meaningful communication, enabling professional development and growth within the organization (Parsons, Cornett, 2005). Organizations that promote staff involvement in the development of policies and procedures, fosters support for the nurses’ ability to use their critical thinking skills in determining what is the best plan of care for their patients. Nurses need to feel safe and secure in their work environment to be effective in utilizing their critical thinking skills. Kouzes (as cited by Fabre, 2005) remarked â€Å"the key to unleashing the organization’s potential to excel is putting that power in the hands of the people who perform the work (p. 7). When staff members are engaged and feel valued as member of the team, a true sense of autonomy is present in their daily care of patients. Fabre (2005) remarked it is extremely important for nurses to be autonomous, allowing them the ability to make decisions about direct patient care in their daily practice. One such method for getting staff members involved is through the use of shared governance committees within their units. Direct care nurses participating on these councils, are involved with decision making regarding positive patient care models as well as nursing satisfaction and retention (Florida Center of Nursing, 2006). Nurses working in positive work environments demonstrate mutual respect for one another, show consistent professional collaboration among all team members and function as high performance team members in their organizations. Vollers, Hill, Roberts, Dambaugh, and Brenner (2009) noted â€Å"nurses affect patients’ outcomes by their direct actions and their influence over the actions of other† (p. 24). It becomes easier for employees to recognize and accept the need for change, problem solve and decrease stress in their workplace. Another important aspect relating to nursing satisfaction is the importance of professional development. Organizations that are recognized for their high standard of patient care acknowledge the importance of their nursing staff and provide opportunities for personal and professional growth. Successful organizations offer various learning avenues for their employees. Emphasis is placed on orientation for new staff members, in-service education, continuing education as well as formal education and career development (Tomey, 2008). Nurses recognize that continuing education and competency go hand and hand and is imperative for professional development as well as patient safety. Individuals, who are given the opportunity to grow and develop their skills and abilities within an organization, will be happier and more productive at work. Another avenue of development for nursing is certification in their specialty. A certified nurse provides a level of expertise at the bedside when caring for his/her patients. Ulrich et al. (2006) noted the correlation between certified nurses and improved patient care; nurses were able to quickly identify the problem and intervene appropriately to the issue at hand. Nurses who embrace the idea of lifelong learning are able to adjust to the ever changing needs in healthcare and are much more satisfied in their job roles. Personal and professional growth is valued in organizations, where managers are committed to providing time and resources for staff learning and educational opportunities (Institute of Medicine, 2004). A shift in management thinking, from controlling to guiding staff, becomes an important step for staff development which in turn improves quality of nursing care. A common concern that nurses have with their current work environment is one of inadequate staffing levels. Hospitals that employ the concepts of magnet empower their nurses to make decisions about appropriate staffing levels. Management and staff nurses work together to build safe staffing strategies to meet the needs of the individual units. This collaboration between staff and management, builds trust, empowers the nursing staff and enables nurses to feel they have personal accountability for the success of their organization (Fabre, 2005). Organizations have struggled with trying to determine the number of nurses needed to provide safe, quality patient care and do so in a cost effective manner. The Institute of Medicine (2004) remarked that experts have recognized that healthcare organizations need to be aware, that overemphasis on efficiency and productivity may have a negative impact on patient safety. With the added stress of providing care for sicker patients with fewer nurses at the bedside, less time is available for nurses to meet all the physical, mental and psychosocial needs of the patients. Morgan and Lynn (2009) remarked â€Å"being pressed for time and energy, nurses describe their work in terms of survival; the luxuries of meaningful care interactions with patients are forgone† (p. 07). Often nurses feel they have time to only perform the minimum amount of basic care; and patient education, basic comforting and advocating for the patient is omitted. The lack of resources in staffing as well as a poor working environment is extremely dissatisfying to the nursing staff and impacts patient outcomes. â€Å"Research indicates that nurse staffing has a defin ite and measurable impact on patient outcomes, medical errors, length of stay, nurse turnover, and organizational outcomes† (Florida Center of Nursing, 2006, p. 5). There is no single action that guarantees a foolproof solution to patient safety during one’s hospitalization, but consideration of staffing levels has played a critical role in providing that safe care. Buchan and Aiken (2008) noted an association between higher nurse staffing ratios and a decrease in medical complications and patient mortality. Staff nurses recognize high risk situations and patient safety concerns, when understaffed they are often times unable to prevent these catastrophic incidents. Safety is a patient’s right and they deserve the nurse’s best efforts. Fabre (2005) noted that the success of nurses as well the healthcare organization is dependent on a positive healthy work environment. Patient safety needs to be the most important goal for any organization. Culture does matters and a healthy work environment makes the difference in an organization’s performance. The importance of promoting health, through the use of wellness programs, as well as prevention of illness for employees in an organization should not be overlooked. Staff should be supported and encouraged to participate in their own health management. Burton (2008) remarked â€Å"it is intuitively obvious that unhealthy, stressed employees will cost a company something in terms of absenteeism and decreased productivity† (p. 3). A positive work environment fosters healthy lifestyles, behaviors and enables individuals to develop coping skills to deal with stress on a daily basis. The financial benefits versus the cost of creating a healthy work environment can be cost neutral. Many of the magnet concepts, if developed in the workplace, are done with no direct costs to the hospitals. Changes in leadership styles, supportive and respectful behavior towards staff and empowering nurses in the decision making does not cost the organization money (Burton, 2008). All these factors will have a significant impact on the work environment; improving the physical and mental wellbeing of staff members. Patients trust and recommend hospitals because of the nursing care they receive. Fabre (2005) noted an important reminder to hospitals; patients tell their family, friends and neighbors about the care, good or bad, they received while a patient in their organization. Excellent patient care coupled with patient satisfaction is what attracts people to an organization. Healthcare organizations that demonstrate and promote healthy work environments will become the employer of choice in their communities. Burton (2008) noted that administrators of an organization cannot argue the fact that their reputation is extremely important in the community in relation to the success of their facility. Patients do notice the difference and when hospitals are able to recruit and retain the best nurses in the community; this nursing excellence has the ability to drive the success of the organization. Whether an organization chooses to seek Magnet designation or not, the concepts can still be utilized in any organization towards the development of a healthy work environment. It is important that organizations recognize the need for development of strategies that foster a healthy work environment, where staff are valued and acknowledged for their contributions and have a desire to work in their facilities. The association between a healthy work environment and the health and wellbeing of the nursing staff correlates to the impact on the quality of care provided to the patients they serve. It is evident that the continuity of patient care, recruitment and retention of competent nursing staff and organizational viability are all greatly impacted by the nurses’ work environment. Maintaining a healthy workplace remains a challenge in healthcare and must be seen as an ongoing process. Healthcare organizations that are able to develop and sustain quality workplaces will be able to meet the demands of healthcare in the future by retaining competent nursing staff and meeting the health needs of their communities. . References Broom, C. , Tilbury, M. S. (2007). Magnet Status: A journey, not a destination. Journal of Nursing Care Quality, 22(2), 113-118 Buchan, J. , Aiken, L. (2008). Solving nursing shortages: a common priority. Journal of Clinical Nursing, 17, 3262-3268. Burton, J. (2008). The business case for a healthy workplace. Retrieved January 24, 2011 from: http://www. iapa. ca/pdf/fd_business_case_healthy_workplace. pdf Fabre, J. (2005). Smart nursing: How to create a positive work environment that empowers and retains nurses. New York, New York: Springer Publishing Company, Inc. Florida Center of Nursing. (2006). The value of a healthy work environment. 1-20. Retrieved January 28, 2011 from http://www. flcenterfornursing. org/files/healthworkenv. pdf Institute of Medicine of the Nation Academies. (2004). Keeping patients safe: Transforming the work environment. Washington, D. C. : The National Academies Press. Kramer, M. , Schmalenberg, C. (2008). Confirmation of a healthy work environment. Critical Care Nurse, 28(2), 56-64. Lowe, G. S. (2002). High-Quality Healthcare Workplaces: A vision and action plan. Hospital Quarterly Summer, 49-56. McDonald, S. F. , Tullai-McGuinness, S. , Madigan, E. A. , Shively, M. (2010). Relationships between staff nurse involvement in organizational structures and perception of empowerment. Critical Care Nursing Quarterly, 33(2), 148-162. Morgan, J. C. , Lynn, M. R. (2007). Satisfaction in nursing in the context of shortage. Journal of Nursing Management, 17, 401-410. References Parsons, M. L. , Cornett, P. A. (2005). A healthy emergency department workplace; the staff describe it. Topics in Emergency Medicine, 27(3), 198-205. Shirey, M. R. (2006). Authentic leaders creating healthy work environments for nursing practice. American Journal of Critical Care, 15(3), 256-267. Tomey, A. M. (2009). Nursing leadership and management effects work environments. Journal of Nursing Management, 17, 15-25. Ulrich, B. T. , Lavandero, R. , Hart, K. A. , Woods, D. , Leggett, J. , Taylor, D. (2006). Critical care nurses’ work environments: a baseline status report. Critical Care Nurse, 26(5), 46-57. Vollers, D. , Hill, E. , Roberts, C. , Dambaugh, L. , Brenner, Z. R. (2009). AACN’s healthy work environment standards and empowering nurse advancement system. Critical Care Nurse, 26(6), 20-27. How to cite Healthy Work Environment, Papers