Category: Uncategorized

Career Exploration Questions

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Career Exploration Questions

• Fire prevention

Some people think that installing fire prevention systems or fire counter systems is expensive, how do you convince them that it is an important part of their construction?

How frequently should a home be inspected for fire prevention intactness?

What should a fire prevention officer look for when inspecting a home or a business building?

• Employment in the fire and emergency services

What qualifications do I need to be employed as a firefighter in your firefighting station?

Apart from the educational qualifications of a person looking for employment at your facility, what else is required?

Is the distance from my home to the workplace a consideration when am getting a fire fighting job or I can get a job even if I come from very far away from the firefighting station?

• Work practices / daily activity/job tasks

Do firefighters have a daily schedule of events or do they just get to work in case there is a fire that needs to be put off or inspection done?

When do firefighters go for leave and when they are on leave and there are many fires to be put off can they be called back to help?

What happens if the best and most experienced firefighter keeps reporting to work late and always gives the same excuses?

• Educational needs for the fire and emergency services

For those workers who are not actively involved with firefighting, do they need an education related to firefighting, or can be trained here at your station about the basics?

Must I have a bachelor’s degree for me to work as a firefighter or a lower qualification is okay?

Those with high levels of educational qualification like masters or PhDs, do they go to the field or most of the time stay in offices?

Achieving High Performance in an Organization

Student’s Name:

Institution:

Date:

Achieving High Performance in an Organization

Abstract

For a company to experience maximum profits and expand its boundaries, proper management is very essential. Proper management will ensure the workforce gives their best of skills and talents to the company (Nohria, Groysberg, & Lee, 2008). In addition, the employees will feel more motivated and attached to their working environment. However, low employee morale results into very serious concerns for an organization. Unhappy employee results into problems with employee retention, poor customer service and reduced productivity. This research paper aims at analyzing reasons for low employees’ morale and ways of coming up with effective management strategy that will ensure all employees are satisfied and happy with their work and feel incorporated in achieving the overall success for the company.

Although good incentives such as benefits, raises and employee recognition programs can boost morale in employees, when a company suffers from low morale, it is extremely crucial to unearth the root cause. Many employees felt less motivated for the work because they were overworked, offered poor wages for the services rendered, the organization was understaffed, wasted potential in them such as talents, lack of clear guidelines hence spending too much time without knowing what is expected of them, and most importantly is the inexistence of effective and open communication strategies.

Since good employees morale is an essential requirement for any organization or business to achieve success, proper strategies must be put in place to ensure all employees are well motivated and happy with whatever job they are assigned. This can be achieved by showing them respect. By showing employees respect, managers can achieve best results with just a little time invested in each employee. The secret is by defining their expectation, showing them respect and avoiding micromanaging (Martín Cruz, Martín Pérez & Trevilla Cantero, 2009). Morale can also be achieved by forming cordial relationships that is built on trust with the employees, nurturing creativity in employees and promoting effecting team building amongst employees. Finally, the managers must adapt what is called “Make It Real”. This strategy is usually very simple to an extent that most managers tend to overlook it yet it is what makes the employees believe the employer or the manager is honest, genuine and practices very high levels of integrity. Unless the manager adapts this strategy, any single effort he makes towards improving employees’ morale will raise suspicion. However, any employee who adopts the “Make It Real” strategy will find it rather easy to improve the overall morale in employees and hence enjoy benefits such as better retention, higher productivity, low cost or production and maintenance of the establishment, and happier and more satisfying workplace.

It is also crucial for the organization to encourage individual efforts by employees so that they can feel their efforts are appreciated. In cases where the company experiences financial constraints, the management can implement other performance payment strategies such as non-monetary and indirect payment strategies rather than relying on direct payment method as the only method of appreciating individual efforts. In addition, the management should give employees more control. Employee’s happiness is greatly influenced by sense of control they have over their lives.

Finally, the organization should implement a participative kind of management style since it encourages collective involvement of all the stakeholders of the organization at all levels of the organization in analyzing problems, developing strategies and executing the solutions. By adopting these strategies the workers will be given a chance to take part in the decision-making process of the organization by taking part in activities such as determining work schedule, setting goals, and making suggestions (Lustri, Miura & Takahashi, 2007). By implementing a sense of ownership in an organization, participative management motivates employees and implants a sense of pride; increasing their productivity in order to attain their aims.

References

Nohria, N., Groysberg, B., & Lee, L. (2008). Employee motivation: A powerful new model. Harvard Business Review, 86(7/8), 78.

Martín Cruz, N., Martín Pérez, V., & Trevilla Cantero, C. (2009). The influence of employee motivation on knowledge transfer. Journal of Knowledge Management, 13(6), 478-490.

Lustri, D., Miura, I., & Takahashi, S. (2007). Knowledge management model: practical application for competency development. The Learning Organization, 14(2), 186-202.

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1st Amendment Law

Most Americans know the 1st amendment as the amendments in the bill of rights with clauses such freedom of speech, religion, and the press. The 1st amendments encourage one to believe and practice religious principles s/he wishes to do and his right to convey what s/he like. It protects lawyers’ right to publish any information he/she wishes, provide his/her service to anyone s/he wants and questions the government doings especially those that s/he do not like. Most clauses in the 1st amendment law are controversial, however, in many cases the uncertainty deals with how the amendment requires the Americans to go in a given direction.

The first is the establishment clause which forbids the government from creating state religion and from compelling citizens in what they should believe. However, the clause has some controversies. Some citizens consider that whenever there is state involvement, totally, all religious expression must be prohibited in order to fulfill the establishment clause (LII). For instance, a public school basketball team should be banned from praying at a basketball game because the institution is a government funded school. Others argue that the government should allow religious expression in public occasions and premises given the religious nature of Americans. Truly, in some people’s mind, prohibiting expressions of religious belief in this manner is an infringement of the free exercise clause that is part of the first amendment as it requests to control religious expression of Americans (Revolutionary War and Beyond).

The second clause is the free exercise that restricts the congress to regulate somebody’s religious observations. That is the congress cannot direct citizens on how they should practice their religious faith. However, controversy may arise whereby minority religious groups seek to exercise something that is not legal or that the government has a tough interest in regulating. For instance, such behaviors like ritual sacrifice, drug usage and polygamy are outlawed due to a public compelling interest. This signifies that this clause does not provide a free license to anyone to practice any behavior s/he claims is religious (LII).

The next is freedom of speech clause, which restricts the congress from reducing the freedom of speech. This allows Americans to express their concerns about state policies they do not like. It allows them to convey their religious faith. This clause is distorted especially where some citizens insult others they disagree with and using hateful languages. Freedom of speech goes beyond word people speak to expressions that are deployed in communicating ideas. Expressions such as wearing symbols, picketing and flag burning, are protected speech forms (Revolutionary War and Beyond).

Another significant principle is the freedom of the press clause and this clause is believed to have played a crucial role during the revolutionary war. It helped Americans strengthen their views against England and spread concept that justified a break with England. Historically, English had no press freedom at all. All publications were to be reviewed first by the state before publication. Government criticism were subjected to trials and charged with treason. Therefore, every American aspired to have the right to criticize their authority fearlessly as well as to debate other subjects whenever they wish (Revolutionary War and Beyond).

Lastly, is the freedom of assembly clause which goes “congress shall make no law… abridging … the right of the people peaceably to assemble…” this clause guards the rights of Americans to associate peacefully (LII). This right has proved to be significant, for instance, women minorities assembled and petitioned their argument to why women received no fair treatment as compared to their male counterpart (LII).

In conclusion, for Americans effectively enjoy their lives, then all the aforementioned clauses need to exist practically. However, the clauses are controversial forcing the government to protect some rights. This call for law specialists to assist interprets some contradicting clauses.

Work cited

Legal Information Institute (LII). “First Amendment: An Overview.” 2010. Web. 7 Dec. 2012. <http://www.law.cornell.edu/wex/first_amendment>

Revolutionary War and Beyond. “The 1st Amendment”. 2012. Web. 7 Dec. 2012 <http://www.revolutionary-war-and-beyond.com/1st-amendment.html>

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DateMoney as The Root of All Societal Evils

Money is both a blessing and a curse, making life simpler and better while at the same time, total dependence and the inability to control money may lead to confusion among the people. In the present world, people have become too dependent on money such that they have forgotten the social values that have held communities together for a long time, tearing them down to individuality and selfishness. Money has turned people into evil, never inputting in their minds the desire to do good to people. Money rules the world, taking control of all activities in human endeavors with the aim of controlling human beings, as it brainwashes people’s minds, leaving them mindless.

Money is the leading cause of political instability. One of the main ways that money causes political instability is through hyper-inflation that eventually leads to the fall of governments. Another way is that it is used to finance terrorism, waging war against nations, and spreading chaos around the globe. It is the nations that have financial control that is able to stop or wage war as they are able to purchase ammunitions of their like. The main aim of terrorism is to murder people in large numbers, and when terrorists invade a country, the government is shaken, and this means that there is a probability of the government going down. It is money that makes all these possible.

Money is the sole cause of exploitation that results in the unequal distribution of wealth and resources. The economic structure in the present day is designed in such a manner that there doesn’t exist any regulatory body that monitors the flow of money. Due to this, the society has become aggressive, moving towards the concept of survival for the fittest. Some people are too wealthy, while others are on the verge of poverty. It is money that is responsible for the societal stratification into classes based on the amount of wealth acquired. Individuals with little or no money are at the lowest class, which makes them seem inferior, yet human beings are equal. As a result, the wealthy take advantage of the poor, paying the poor to work for them and paying them peanuts, which translates to oppression.

People have become too dependent on money, and this has compelled individuals to do whatever they can to get more money. As a result, people have sold their souls to the devil in return for money and wealth. Many people from all walks of life that include politicians, musicians, athletes, and business people have sold their souls to the devil for different purposes, such as becoming famous, excelling in business, and winning political positions, all of which are central to the money.

Debts are another way that money has and have been for a long time considered evil. The wealthy class in society lends money to the needy in return for profits. Some of the lenders are too selfish and resolute to extortion. Due to this, they put higher margins on their interests so that they can get more money from what they have given out. If the debt is not paid on time, it may be followed by threats even to lives, and this explains how money has been used to control other people’s lives as someone can even murder without guilt just because of money.

Money has been used to perpetuate social evils in modern society, where moral values have been sacrificed at the expense of money. People have become so much money-minded to the extent that they can indulge in corrupt practices openly in order to satisfy their greed for money. Besides, money can buy freedom in the current generation where people with no money spend more time in jail while those who have money buy out their freedom regardless of the crime they have committed.

According to the bible, God is the owner of the soul and thus has the power to control it. However, money has reversed this as people have reverted to the love for money, which in turn has cost them their lives and souls. Most of the people have sold their souls to the devil and thus going against God’s will and purpose. As the bible says, the love for money is the root of all evil, people have loved money sitting in the middle of a lifestyle that compels them to forget eternity, living selfish lifestyles that prioritize the present and they are more focused on the physical comfort in this world, rather than focusing on the eternal destiny.

Money Equals Happiness (The Great Gatsby)

Throughout history many societies have had upper, middle, and lower classes. The classes formed separate communities of diverse living and never crossed social barriers. In the book, The Great Gatsby, instead of streets and communities separating each class there was a sound. On West Egg, the rich received their money not from inheritance but from what they accomplished by themselves. They worked hard for their money and received no financial support from their families. These people gained in one of two ways; either they worked for it or relied on illegal means for survival. On the other hand, or island, East Egg natives represent the class of society that receive money from their relatives. They were someone’s heir and rich from birth. It was also known that no one on East Egg would marry someone poor or with new money. Fitzgerald reveals that the life of the privileged class is filled with corruption, carelessness, and materialism through his use of characterization in the novel.

Daisy, the wife of Tom Buchanan, has no goals in life; no discipline, nor any morals. She can’t even think for herself because she has never had to before. She talks to Nick as if he is part of a group which is secluded from the lives of the East Eggers and in some aspect he is ” ‘All right,’ said Daisy. ‘What’ll we plan?’ She turned to me helplessly. ‘What do people plan?’,” (153). Daisy lacks competence. Daisy has nothing to do or care about each day. She has no idea of how to plan something because she hasn’t had to do anything that requires thinking since the day that she thought money would solve her problems. She can go through life without having to think about anything that would probably require an elementary education. In the scene where Daisy runs over Myrtle, she doesn’t care what has happened, she just cares about herself. “For Daisy was young and her artificial world was redolent of orchids and pleasant, cheerful snobbery and orchestras which set the rhythm of the year, summing up the sadness and suggestiveness of life in new tunes,” (158). This quote shows that Daisy is living in a dream world where she doesn’t have to obey any laws. Her snobby personality gets her in trouble. Killing Myrtle has no affect on her. She just keeps living her boring carefree life with no regard for other people.

The corruption in this novel can be seen through Daisy and Tom’s way of life. They believe they can run away from the problems they start and not be held responsible for them. Their money corrupts them into thinking that they are untouchable.

‘Don’t tell me, old sport.’ He winced. ‘Anyhow-Daisy stepped on it. I tried to make her stop but she couldn’t so I pulled the emergency brake. Then she fell over into my lap and I drove on’ (151).

Both Daisy and Tom are incapable of guilt and believe if they have a lot of money then they can get away from any situation. Tom’s behavior clearly reveals his lack of guilt when he fails to react to the death of his mistress. He regarded her as an object which really meant nothing to him. He showed her off and used her just like everyone else in his life. Tom’s carelessness and money powered mind makes himthink he can cheat on Daisy because he does not believe he has to answer to anyone for his behavior. ” ‘That fellow had it coming to him. He threw dust in your eyes just like he did in Daisy’s but he was a tough one. He ran over Myrtle like you’d run over a dog and never stopped his car,” (187). Tom had every intention in convincing everyone that Gatsby was the one who killed Mrytle with his car. He didn’t care what happened to Gatsby just as long as the blame wasn’t on Daisy. Then he makes up the idea of Gatsby telling lies to Nick and Daisy. Tom doesn’t care who he hurts as long as the outcome of it is beneficial for him. Tom and Daisy seek justification in only their values when it suits them. Tom and Daisy are products of the pervasive corruption of the 1920’s and demonstrate how the rich are corrupt and careless.

Also, Daisy and Tom are carelessly creating problems and leaving them to be resolved by someone else. They believe they can have a carefree life without anything ever happening to them. Daisy sits around all day doing nothing and believing that her material possessions make her happy and that is all she needs in the world. Her daughter was only something that she could show off to guests just like all of her other possessions that she had. She believes that what she owns is what makes her accepted. She shows off her daughter as if she was a possession that she bought.

‘I waited but she didn’t say any more, and after a moment I returned feebly to the subject of her [Daisy] daughter.’

‘I suppose she talks, and-eats, and everything.’

‘Oh, yes.’ She looked at me absently (21).

The only reason she even acknowledges that her daughter is there is when she feel she needs to show off her possessions, and her daughter is only a possession to her. If she tried to change and actually decided to be less materialistic then maybe she would change her whole outlook on life.

‘Her [Daisy] voice is full of money,’ he said suddenly. That was it. I’d never understood before. It was full of money-that was the inexhaustible charm that rose and fell in it, the jingle of it, the cymbals’ song of it. . . . High in a white palace the king’s daughter, the golden girl. . . . (127).

Gatsby knows what makes Daisy different from the common people. The way she uses her voice shows that she lives a luxurious lifestyle and by proving it to people around her she has made her voice more elegant and almost proper. It is her way of showing people that she is rich when she cannot show off her possessions. She needs to let people know that she’s rich because money is the only thing that she cares about, and the only happiness she gets out of life.

The novel The Great Gatsby shows many different aspects of the upper class. From corruption to being uncaring many characters never change personalities and don’t even try to change. Daisy stayed the same careless, materialistic woman throughout the book and Tom stayed hypocritical and angry. Eventually both run away never accepting responsibility for the damage that they caused. They thought that because they have money they would never have any problems and if they did money would get them out. Money was everything to them and Daisy loved money more than she loved her own daughter. Tom thought that because he had money he could cheat on his wife and that love meant buying his wife a necklace which to his wife was love because it cost a lot of money. Both characters never realized what money couldn’t buy them. Between Daisy and Tom money can buy love. To them money equals happiness.

DEMOGRAPHY

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A.1. Fertility Measures

Age (x) Bangladesh (2010) Japan (2010)

ASFR (per 1000) Female Pop. ASFR (per 1000) Female Pop.

15-19 118.2 8,180,000 5.4 2,963,000

20-24 153.3 7,434,000 39.6 3,315,000

25-29 106.7 6,719,000 91.4 3,833,000

30-34 56.2 6,269,000 93.2 4,247,000

35-39 21.8 5,565,000 39.3 4,828,000

40-44 6.1 4,335,000 6.2 4,265,000

45-49 3.0 4,032,000 0.1 3,914,000

For each of female population (i.e. in Bangladesh and in Japan) calculate:

The Total Fertility Rate (TFR) in 2010.

Bangladeshi

TFR= 5x sum (ASAFRx)

=5 x (118.2+153.3+106.7+56.2+21.8+6.1+3.0)

=2326.5 per 1000 women or 2.3265 per woman

Japan

TFR= 5x sum (ASAFRx)

=5x (5.4+39.6+91.4+93.2+39.3+6.2+0.1)

=1376 per 1000 women or 1.376 per woman

The General Fertility Rate (GFR) in 2010.

General Fertility Rate is the birth rate of women of child bearing age (15-44)

= (Total birth/ no. Of women aged 15-44) x 1000

Based on cumulative frequency, GFR of Bangladesh = (42,534,000/38,502,000) x 1000

=1104.721

For Japan= (27,365,000/23,451,000)1000

=1166.901

The Gross Reproduction Rate (GRR) in 2010, assuming the sex ratio at birth is 104 for Bangladeshi population and 106 for Japanese population.

For the Bangladeshi, GRR in 2010, = TFR x 100/ (100+ SR)

= 2.3265 x 100/ (100+ 104)

=1.140

For Japan, GRR in 2010, = TFR x 100/ (100+ SR)

=1.376 x 100/ (100+ 106)

=0.0668

d. The Net Reproduction Rate (NRR) in 2010, assuming that female mortality for both populations is described by the 2010 life tables for each country. Selected values from the Tx column of the two life tables are presented in the table below (l0 = 100,000).

(Note: Use 3 dcp. for TFR, GFR, GRR and NRR).

Age (x) Bangladeshi female Japanese female

5Lx Tx 5Lx Tx

15 455,185 5,380,375 497,965 7,132,329

20 452,440 4,925,190 497,427 6,634,364

25 449,475 4,472,750 496,765 6,136,937

30 445,740 4,023,275 495,906 5,640,172

35 441,405 3,577,535 494,729 5,144,266

40 435,905 3,136,130 493,020 4,649,537

45 428,520 2,700,225 490,458 4,156,517

50 2,271,705 3,666,059

Survival Probability [0 tends to (x, x+5)]

Age (x) Bangladeshi women Japanese women

15-19 0.91037 0.99593

20-24 0.90488 0.994854

25-29 0.89895 0.99353

30-34 0.89148 0.991812

35-39 0.88281 0.989458

40-44 0.87181 0.98604

45-49 0.85704 0.980916

Proportion of female Birth ASFR x Survival prob. x prop. Of female Birth

Age (x) Bangladeshi Japan Bangladeshi Japan

15-19 100/ (100+104) 100/ (100+106) 52.727 2.608

20-24 100/ (100+104) 100/ (100+106) 67.972 19.107

25-29 100/ (100+104) 100/ (100+106) 47.000 44.042

30-34 100/ (100+104) 100/ (100+106) 24.550 44.832

35-39 100/ (100+104) 100/ (100+106) 9.430 18.860

40-44 100/ (100+104) 100/ (100+106) 2.606 2.965

45-49 100/ (100+104) 100/ (100+106) 1.260 0.048

205.545 132.462

NRR for Bangladeshi =5x sum (ASFR x Proportion of female x survival probability)/ 1000

= (5 x 205.545)/1000

=1.028

NRR for Japan =5x sum (ASFR x Proportion of female x survival probability)/ 1000

= (5 x 132.462)/1000

=0.662

The following table presents the age specific fertility rates (per 1000) for Japan in the period 2000-2009. Use the information provided in the table to answer Questions e and f.

Age 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

  Age-specific fertility rate (per 1000)

15 0.14 0.16 0.19 0.19 0.16 0.15 0.16 0.15 0.15 0.18

16 0.67 0.78 0.89 0.87 0.77 0.68 0.70 0.67 0.69 0.69

17 2.45 2.74 2.87 2.65 2.54 2.27 2.36 2.19 2.37 2.36

18 5.46 5.75 5.94 5.46 5.32 4.91 5.06 4.84 5.18 4.96

19 10.35 11.00 11.29 10.60 10.51 9.70 9.45 9.42 9.72 9.43

20-24 33.99 34.92 34.96 33.42 33.01 32.03 33.04 32.31 32.48 31.17

25-29 93.86 90.49 87.40 84.06 82.01 78.87 81.57 81.18 81.95 80.95

30-39 67.27 66.04 65.52 65.05 65.92 64.70 68.44 70.39 72.42 73.41

40-49 2.61 2.68 2.86 3.05 3.26 3.33 3.69 4.10 4.42 4.75

e.What is the cumulative fertility rate for the 2005 birth cohort to age 18?

The cumulative frequency of birth for the 2005 to age 18 = 8.01 (per 1000 women)

f.What is the total fertility rate for Japan in 2008?

The total fertility rate of Japan in 2008 = 5 (209.38)

=1046.9 per 1000 women

A.2. Mortality and Standardization

The numbers of population by age on 30/6/2010 and the age specific death rates (ASDR) per 1000 population in 2010 for Japanese and Bangladeshi female population are given in the following table: Japan Bangladesh Number of Deaths ( pop x ASDR/1000)

Age x Female Pop. ASDR (per 1000) Female Pop. ASDR (per 1000) Japan Bangladesh 0-4 2,577,000 0.586 8,816,000 17.149 1,510 151,186 9-May 2,723,000 0.08 9,179,000 1.4 218 12,851 14-Oct 2,877,000 0.071 8,820,000 0.739 204 6,518 15-19 2,929,000 0.164 8,180,000 1.2 480 9,816 20-24 3,106,000 0.255 7,434,000 1.22 792 9,070 25-29 3,531,000 0.29 6,719,000 1.411 1,024 9,481 30-34 4,073,000 0.408 6,269,000 1.929 1,662 12,093 35-39 4,761,000 0.565 5,565,000 1.98 2,690 11,019 40-44 4,251,000 0.831 4,335,000 3.042 3,533 13,187 45-49 3,932,000 1.263 4,032,000 3.799 4,966 15,318 50-54 3,812,000 1.935 3,033,000 6.971 7,376 21,143 55-59 4,414,000 2.763 2,290,000 8.819 12,196 20,196 60-64 5,062,000 3.94 1,787,000 16.071 19,944 28,719 65-69 4,304,000 5.953 1,406,000 29.601 25,622 41,619 70-74 3,742,000 9.832 1,033,000 53.709 36,791 55,481 75-79 3,355,000 18.01 674,000 67.189 60,424 45,285 80-84 2,643,000 34.614 359,000 87.149 91,485 31,287 85+ 2,716,000 107.652 162,000 275.4 292,383 44,615   64,808,000   80,093,000   563,300 538,884 Total Using the mortality data provided in the previous page, estimate:

a. The actual number of deaths and crude death rates (CDR) for Japanese and Bangladeshi female population in 2010.

Note: use 0 decimal places (dcp.) for the number of deaths and 3 dcp. for CDR.

From the table above, the Total Number of Deaths in 2010 female population of:

Japan=563,300

Bangladeshi=538,884

Crude Death Rates (CDR) for the countries,

Japan: CDR= (Total no. of Deaths /population) x1000

(560472.475 /64,808,000)1000

=8.648

Bangladeshi: CDR = (538,884/80,093,000) 1000

=6.728

b. Using the 2010 Japanese female population as the standard population, calculate the indirectly standardised death rates (ISDR) for Japanese and Bangladeshi female population (Note: use 3 dcp. decimal point for SDR).

Expected number of death= sum[(ASDR standard x population Agex)/1000

  Japan Bangladesh Age x Female Pop. Expected number of death ASDR (per 1000) Female Pop. Expected number of death ASDR (per 1000) 0-4 2,577,000 1,510 0.586 8,816,000 151,186 17.149 9-May 2,723,000 218 0.08 9,179,000 12,851 1.4 14-Oct 2,877,000 204 0.071 8,820,000 6,518 0.739 15-19 2,929,000 480 0.164 8,180,000 9,816 1.2 20-24 3,106,000 792 0.255 7,434,000 9,070 1.22 25-29 3,531,000 1,024 0.29 6,719,000 9,481 1.411 30-34 4,073,000 1,662 0.408 6,269,000 12,093 1.929 35-39 4,761,000 2,690 0.565 5,565,000 11,019 1.98 40-44 4,251,000 3,533 0.831 4,335,000 13,187 3.042 45-49 3,932,000 4,966 1.263 4,032,000 15,318 3.799 50-54 3,812,000 7,376 1.935 3,033,000 21,143 6.971 55-59 4,414,000 12,196 2.763 2,290,000 20,196 8.819 60-64 5,062,000 19,944 3.94 1,787,000 28,719 16.071 65-69 4,304,000 25,622 5.953 1,406,000 41,619 29.601 70-74 3,742,000 36,791 9.832 1,033,000 55,481 53.709 75-79 3,355,000 60,424 18.01 674,000 45,285 67.189 80-84 2,643,000 91,485 34.614 359,000 31,287 87.149 85+ 2,716,000 292,383 107.652 162,000 44,615 275.4   64,808,000   80,093,000   Total 563,300 538,884 Standardized mortality ratio= (Actual deaths/ Expected Deaths)

For Japan=560472.475/563,300 =0.995

For Bangladesh=538,884/538,884=1.000

Indirect SDR= SMR x CDR standard population

For Japan=8.648 x0.995 =8.605 deaths per 1000 population

For Bangladesh=6.728×1.000 =6.728 deaths per 1000 population

c.If the standardized mortality ratio (SMR) for Bangladeshi population is estimated 4.52 and for Japanese population is estimated 1.00. Using the 2010 Japanese female population as the standard population, what are the new values of the indirectly standardized mortality rates (ISDR) for Bangladeshi population and for Japanese population?

If the estimated SMR= 4.52 and 1 for Bangladeshi and Japan respectively, then the new values of ISDR

For Bangladesh= 4.54 x 6.728 = 30.545

For Japan=1 x 8.648 = 8.648

A.3. Population Projection

Project the female population of Japan from 2010 to 2015 with the following assumptions:

Female mortality is constant at the levels described by the 2010 Japanese female life table,

Fertility declines by 5% from its level in 2010 levels,

The sex ratio at birth is 106 males per 100 females.

The additions of population in 2010 are also affected by net female migration.

The estimated numbers of females in Japan by age on 30/6/2010 and age-specific fertility rates (per 1000) for Japanese in 2010 are presented in the following table:

Age (x) Number of females

on 30/06/2010 ASFR

(per 1000)

in 2010 Proportion Surviving

x à x+5 Projected

Female pop. before Migration Net

Female Migrants

in 2015 Projected

Female

Population in 2015

0-4 2,577,000 0.9993 2,577,000 -3,299 2573701

5-9 2,723,000 0.9997 2575196.1 -977 257419.1

10-14 2,877,000 0.9994 2722183.1 174 2722357.1

15-19 2,929,000 5.4 0.9987 2875273.8 7,771 2883044.8

20-24 3,106,000 39.6 0.9987 2925192.3 10,649 293584.3

25-29 3,531,000 91.4 0.9983 3101962.2 -1,898 3100064.2

30-34 4,073,000 93.2 0.9976 3524997.3 -3,462 3521535.3

35-39 4,761,000 39.3 0.9966 4063224.8 -1,630 4061594.8

40-44 4,251,000 6.2 0.9948 4228894.8 401 4229295.8

45-49 3,932,000 0.1 0.9921 3900937.2 252 3901189.2

50-54 3,812,000 0.9885 3900937.2 -139 3900798.2

55-59 4,414,000 0.9835 3768162 856 3769018

60-64 5,062,000 0.9598 4341169 2,306 434375

65-69 4,304,000 0.9627 4858507.6 1,105 4859612.6

70-74 3,742,000 0.9348 4143460.8 724 4144184.8

75-79 3,355,000 0.8803 3498021.6 406 3498427.6

80-84 2,643,000 0.7762 2953406.5 139 2953545.5

85+ 2,716,000 0.4725 1248817.5 21 128838.5

Total 64,808,000 51,232,586

Note: Use 5 decimal places for proportion surviving ( x à x+5)

Use 0 decimal places for the projected population

Some values from the Tx column of an abridged life table (l0 = 100,000) for Japanese females (2010) are presented in the following table:

Age x 5Lx Tx Age x 5Lx Tx

0 498,769 8,627,756 50 486,565 3,666,062

5 498,414 8,128,987 55 480,988 3,179,497

10 498,244 7,630,572 60 473,053 2,698,509

15 497,965 7,132,329 65 461,643 2,225,456

20 497,427 6,634,364 70 444,446 1,763,813

25 496,765 6,136,937 75 415,454 1,319,367

30 495,905 5,640,172 80 365,730 903,913

35 494,729 5,144,267 85 283,872 538,183

40 493,020 4,649,538 90 254,311

45 490,456 4,156,518

B.1.Using the results from A.1, describe and comment on the differences in the fertility parameters (ASFR, TFR and NRR) of Bangladeshi and Japanese female population. Comment on how do the values of Net Reproduction Rate (NRR) for Bangladeshi and for Japanese female population in 2010 compare to the replacement level? Suggest possible causes or determinants of its differences in those fertility measures.

According to result of A1, the fertility parameters of Japan and Bangladeshi vary significantly owing to the population contents and growth of the two countries. The TFR, NRR as well as the ASFR of Bangladeshi are higher than that of Japan due to a number of factors. Notably, the NRR of Bangladeshi reflects high female proportion and survival probability raising the figure higher than that of Japan in 2010 at the replacement level. More importantly, with this projection, Bangladeshi shows strong signals of reproduction rate, for women aged 15 to 44 (at the reproductive age). Japan on the other hand shows strong signal of fertility rate owing to different population growth indicators.

Some of the possible causes of the differences in fertility measures are owed to survival mechanisms of the women population, social interactions, and the pre-existing fertility conditions. The determinants of these measures are the fertility transitions, mortality changes, income levels of the population, and the net production rates.

B.2.Using the results from A.2, describe and comment on the differences in the mortality parameters (CDR and I-SDR) and patterns of Japanese and Bangladeshi female population. Please justify what are the possible reasons of its differences.According to A2, Japan shows high mortality parameter rates in terms of CDR and ISDR than Bangladeshi. The female population is high in Bangladesh than In Japan. However, the expected number of deaths is high in Japan than in Bangladesh. The difference is owed to the differences in their ASDR.

The possible reasons for this difference are among others due to their significant differences in the social strata of the two countries that reflect high population variances. The economic differences of the two nations is big as well making different population indicators, perceptions, and the health pre-existing conditions to vary.

a. Compare and contrast the main characteristics of the long term population projections produced by the following five organisations (mention at least two points for each organisation):

United Nations (UN)

The UN publishes their population projections every 2 years with scenarios which differ in their assumptions on fertility rates. The main characteristics of these projections produced by the United Nations are production of these population scenarios with high, low and medium fertility trends assumptions in the future ((Brian, et all. 2001, pp 203-238).). It also characterized by scenarios that illustrate the influence of rising life expectancy on projection outcomes though comparisons of fertility and alternative mortality scenarios in the future.

World Bank (WB)

Population projections characterized by their annual projections at the country levels. The long term projections are six biennial projections to 2150, which have base case and assumptions of either slow or rapid fertility decline. Their long-term projections are also characterized by 40 years projection output, and mainly for internal use.

(3) US Census Bureau (USCB)

The USCB long term projections are characterized by single a scenario with printed versions that show their output for 15 to 25 years into the future. Their projections are updated annually through to 2050.

(4) International Institute for Applied Systems Analysis (IIASA)

The IIASA population projections are characterized by three scenarios of output in 13 regions in the world through to 2100. The three outputs are fertility, mortality, and migration. The main characteristic of this institution is that they provide probabilistic output.

(5) Population reference Bureau (PRB)

The long-term population projection of the PRB is characterized by limitations of their public output to population size. In addition, their projections combine country-supplied projections, projections by the UN as well as that of the USCB to generate their own projections in minority of countries. The main characteristic of their projections is their generation of projections if only in access to more and reliable data on baseline population, fertility and mortality (Brian, et all. 2001, pp 203-238).

b. What projection method is used by each of these organizations?

The projection method used by all the above institutions is the cohort-component methodology.

c. What are the two possible approaches discussed for allowing for a range of projected outcomes relating to assumptions about the future?

The two approaches discussed are the single scenario and the use of different scenario approach. They also use time based approach for projections.

d. Summarize in point form (cover at least 5 points), the issues discussed in section 5 relating to assumptions for fertility trends for different countries over the future period of projections.

Individual institutions have made massive steps in making significant contributions in making global projections in population by of use different methodologies in population projections

United States and the United Nations have taken leadership roles and contributions to population projections in the world that are significant in global socio-economic planning.

Most long term projections have myriad approaches but are characteristically based on time series scenarios that cover periods of time.

The input assumptions which are the basis of these projections, for instance future rates of fertility, mortality and migration, vary considerably with the number output scenarios produced.

The United Nations are best suited in producing long term projections based on their 10 years approximations which caters substantial changes and assumptions over the period.

Reference List

Brian, et all. 2001, A Guide to Global Population Projections, Demographic research, vol (4); p 203-288.

Frejka, T., & Sardon, J.-P. (2004). Childbearing trends and prospects in low-fertility countries: a cohort analysis. Dordrecht [u.a.], Kluwer.

United Nations. (2009). Completing the fertility transition. New York, N.Y., United Nations.

Most consultation firms are presently trying to implement processes and technologies that will transform individual experience into organizational knowledge. They try to preserve these experiences and make them available to employees as continuation of progressive acceleration towards collective learning. These experiences are geared towards the improvement of competitiveness and to facilitate response to market changes. Knowledge dynamics is however an art that should be utilized for organizational development. It is definitely divided into technical and scientific knowledge. Individuals familiar with technical know-how utilize it to read and interpret data and act on the basis of generalizations. Scientific knowledge is however propositional as it takes on the form of casual generalizations. It assumes that since A has happened then B will certainly follow. However, we can not say that since all experience is helpful, it should be incorporated into organizational knowledge. There is a great discrepancy when we think about this area. Knowledge is only helpful if it can be used as a recipe or solution for the specific situation present.

If individuals were taken as part of organization knowledge, then a great deal of modification has to be done for them to fit in. since each organization has particular means of operation, managers can only use knowledge in a more flexible and opportunistic way rather than in a planned and careful way. Experience in the work place, and with the organization culture considered, then individual knowledge is considered helpful to the company. More so, if the possessed knowledge is tacit knowledge, then they will be very useful to the company. This is because personal intuition is in play rather than the formal explicit type of knowledge. This will make it manageable since the managers can tell what is inherent in the individual and what is explicit in accordance to the way the individual reacts to situations. The managers will then seek to establish policies and procedures that will transfer, store, develop and disseminate the organizational knowledge.

If the organization is to be considered as a brain, then several aspects have to be taken into consideration. First and foremost, who will feed the brain with information? How will this feed occur and who is to control what type of information is fed? How will it be synthesized and how will others be aware of the expected outcome?

Managers use what is referred to as the experiential knowledge which is basically a narrative of how real people deal with real problems in the world. If they are the ones that will feed the organization with knowledge, and then who will determine the checks and the balances? The manager is considered as being overall. However, if the manager utilizes ethical communication as a tool of advancement, then the rest of the workforce will be involved in decision making. Borrowing knowledge from different quarters is helpful especially in situations where others have been through and come out successfully. Therefore, if this information is to be fed through consultative forums between the top management and the workforce, then it is easy to adapt to recipes that will provide solutions to difficult challenges. The outcomes will therefore be in form of market capitalization, increasing profit margins, a surge in client retention and employee turnover rate. These will be experienced through out the organization and society as well. This will tell whether the information was well synthesized and what needs to be done to increase adaptive capability in cases of difficult challenges. Therefore, if organization is referred to as a “brain”, then those in it must be prepared to work towards the creation of information helpful to the organization. Managing the knowledge will be the next step so as to keep the knowledge circulation and modifiable to suite dynamism of the market and clientele needs.

Career Development Plan Part I—Job Analysis and Selection

Eustace Langley

HRM 531

University of Phoenix

Job Analysis

The merger between InterClean and EnviroTech will create some new directives for the company. The merger will also require a new sales team, so we will have to develop a new strategic plan and change the focus for InterClean. As a manager, my first step in the company’s job analysis will be to determine the KSAs required by the job. To do this, I will use the Common-Metric Questionnaire (CMQ) by Psychological Corporation because it is comprehensive enough to be use with any job found in any organization and administer it to the five to seven employees that I will be choosing to join my sales team. I will also conduct interviews and do observations for the new employees who are coming from EnviroTech and then make my selections.

Job duties and specifications that will pertain to the new sales department that will be form at InterClean:

Good communication skills: the most important trait of good sales person is his or her communication skills. The salesperson must demonstrate good communicate skills both oral and written. Must be able to interact with customers and make accurate decisions under stressful situations in a clear and precise manner.

Contract Negotiations: Employees must posse strong negotiation techniques, and are also required to have knowledge of contract laws, contracting policies and procedures. It is also Require that the employee have knowledge of InterClean performance commitments and related rewards or penalties (e.g., rewards for exceptional performance and penalties for poor performance). An effective salesperson must have the ability to apply the knowledge and techniques.

Product and Compliance Knowledge: The employee must be able to differentiate our various products and he or she must also have a knowledgeable background in the areas of sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. The employee should be able to develop customized cleaning and sanitation packages of products and services for customers that do not conflict with the current legal, environmental, safety, ethical, and regulatory standards.

Account management: The employee must maintain customer records and use customer relationship management (CRM) software to develop and maintain long-term customer relationships. The employee must answer customer questions about products, services, prices, availability, product uses, and credit terms. The employee must be available to resolve any problems that the customer might encounter with the products or services provided. This task requires customer service skills, the ability to use the CRM software, problem solving, and inductive reasoning.

Lead Generation and Prospecting: employee must have detailed knowledge about company products, processes, policies and procedures including but not limited to pricing and time to market. Applicant should also posses the ability to identify customer needs and be able to sell the solution and its value, rather than focusing on price alone. Requires the skills associated with moving beyond customer objections.

Workforce Planning System

Workforce planning is a systematic process for identifying the workforce competencies required to meet the agency’s strategic goals and for developing the strategies to meet these requirements.

My workforce planning system will include the four basic phases. Phase one will be where I analysis and determine the profile of the current workforce and future workforce needed to attain the team and organization goals, Phase two will be of planning; I will evaluate the actions that are vital and remove those that are not from the current workforce and transform them into actions necessary for the future workforce. Phase three is the implementation phase, executing both phases one and two of the plan that I described above.

The final phase is monitoring. This is the most important phase in the process, because it is during this process that I will be able to measure the effectiveness of my plan and make take corrective action if necessary. With everything being reviewed and understood of what is expected for the “new” sales team, I believe that certain positions are needed to make a “complete” sales team of at least six individuals. Each employee of the sales team will be crossed trained in other areas so as to allow for sick days, vacations, promotions, or loss of employees. For To meet the needs of the new sales team that is about to be formulated, there will be a senior sales position, a sales coach, an educational trainer, and three outside sales positions.

My selection method

Based on the assumption that one of the best predictors of what a person will do in the future is what he or she has done in the past, (Cascio, 2005). The selection method I will use is Application Blanks and Resumes; because much of the information gathered on application blanks is objective, it will make it easier for me to verify them. The disadvantage to this method is, if you don’t verify information gathered, it will sometimes lead to claims of negligent hiring Results show that 96% of firms use this type of selecting method more frequently than the other methods. The use of situational tests, such as the leaderless group discussion, the in-basket, and business simulations, lies at the heart of the assessment center method. Key advantages of the method are its high validity, fair evaluation of each candidate’s ability, and flexibility of form and content. Other features include the use of multiple assessment techniques, assessor training, and pooled assessor judgments in rating each candidate’s behavior (Cascio, 2005).

My team

Terry Garcia, Outside Sales Representative: Terry is a 56 year-old Hispanic female who was hired 6 years ago by Sally Lindley, CEO of EnviroTech. Terry was a former high school teacher who was hired by Sally for her ability to communicate, educate, and her use of critical thinking skills in problem resolution.

Ving Hsu, Outside Sales Representative: Ving is a 42 year-old Asian male who was hired 12 years ago by Sally Lindley, CEO of EnviroTech. Ving enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers.

Eric Borden, Outside Sales Representative: Eric is a 41 year-old African-American male who was hired by Sally Lindley, CEO of EnviroTech. Eric has a solid reputation for servicing the customer and helping the customer get the best products for the best prices.

Susan Burnt, Outside Sales Representative: Susan is a 62 year-old Caucasian female who was hired by David Spencer, Sr., the founder of InterClean. Susan has performed numerous jobs during her 24 years at the company, achieving success in each role.

Mark Pierce, Outside Sales Representative: Mark is a 24 year-old Caucasian male who was hired by Shane Huck eight months ago from a competitor (non-compete agreement is still valid) in the sanitation industry to work at InterClean. He is an aggressive sales rep who has a “get the sale at all costs” reputation in the local market.

Jim Martin, Vice president of Sales: Jim is a 54 year-old Caucasian male who was recently hired by David Spencer of InterClean to be the new VP of Sales, taking sales leadership away from Tom Jennings, VP of Marketing. Jim is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry and he has a reputation for taking great care of the customer.

I choose Jim, Mark, Susan, Eric, Ving, and Terry to represent my sales team because of what they can bring to the team as individuals and also as a group. They represent various ethnicities, making it a diverse team, both male and female genders are employed; they have extensive knowledge and experience in the industrial cleaning industry this will give us a competitive edge over other companies in the same business; and most important, they have a high commitment to providing the best customer service, which ultimately will establish long-lasting customer relationships.

Jim Martin will be the senior sales representative because of his experience and knowledge of the entire company. Eric Borden will be the sales coach because he has a solid reputation of helping the customer get the best product for his or her needs. The educational trainer Ving Hsu will be because of his experience and he is already performing training seminars. The outside sales representatives will be Mark Pierce and Tom Gonzalez for their years of sales experience and Terry Garcia for her ability to communicate, educate, and her use of critical thinking skills in problem resolution.

References:

HRM: A strategic approach 4th Edition (Chap 6)

SUPPLEMENT: Employee ProfilesCascio, W. F. (2005). Managing Human Resources. (Chap 5-8) Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx

Scenario: InterClean, Inc. Retrieved May 1, 2009, from University of Phoenix, Week One and two, HRM/531 Human Capital Management.

CAREER INFORMATIONAL: Post-Interview

(Use this Word doc and expand the space under each requirement as needed.)

NameDUE: 07/18/2021

Class /& Sec__Stefany Beltran SPCH1321_________

INTERVIEWEE NAME, TITLE, ORGANIZATION: YAMAN SUBEI, CEO URGENTOLOGY CARE

Write each of your questions followed by each of the interviewee’s answers. Use the notes you took in your face-to-face interview OR if email interview, make sure you attach copies of email responses. You will use interesting material from the interview in your career speech.

TIP: Copy your questions from the pre-interview assignments and type the answers after each question.

Expand this space to accommodate all your Q&A’s.

What is your mission for your company?

Mission is to provide access to UrgentCare services at affordable price. Quality of pt. care.

How did you build your 5-year plan?

Top Down approach: High level check to see if you are. You go based off what other people. (Care now: How is Care Now doing, XYZ”. See what their life cycle is. Life cycle is based on what the worst.

Bottom-up approach: Going into every detail of the business. Building based on cost. (How much is all cost and how to charge services) Blow that up into multi-plan. How many patients do you need to see to break even?

Who are your biggest competitors? How does your company differ from them?

Expiden Urgent Care/ Care Now. Pt experience VS Urgent Care services.

Attention in detail. Thinking about pt encounter. Localizing the service, tailor to community. Pt feels like they are going to PCP.

What is the best and worst part of being a CEO?

Best part of being CEO. Control of your time and you call the shots. Worst part is that you call the shots.

What is the biggest challenge you have faces in your career?

Decision to leave a corporate job to start your own business

What is your communication style?

Yaman communication adjust his style based of the audience. Direct to the point

What is your main responsibility as a CEO?

Set business strategies. Meeting your goals

What is a typical week for you?

NA

What do you like most about being CEO?

Yaman sets the vision of the company and set strategies.

What do you like least about being CEO? NA

How does your career effect general lifestyle?

It is challenging. Being able to balance life and work. You must learn how to use time wisely. Milestone in business. (Formatting stage- Personal life is affected.) Good communication with spouse and family about the needs of the business. If you have a vision and plan and time deadline.) Find moments to tailor to family. Smallest things. What is important to your family

How did you become interested in this field?

Evolved in different point in career. Started to with Business Law- Yaman wanted to be a business. CPA when he was in college. Yaman wanted to become a partner in his firm. With time Yaman wanted to be a businessman.

What kind of education, training, or background does your career require?

Business Degree, Higher education (Master or MBA). Yaman wants to go back to school for MBA.

What skills, abilities and personal attributes are essential to success in the career field?

Surrounding self with the right people, being able to take leadership, knowing when to take yourself into detail and know when to take yourself out of detail. You can pay attention to detail. Take yourself out the equation. Having balance and knowing when to adjust and picking the right team.

How did you begin your career? In college

What do you do to ensure you continue to grow and develop as a leader/CEO?

Stay involved and know what is going on what going on. Attending conferences in field. Wall Street Journal app and reads

What is something you wish you would have known when you started your career path? — NA

Where do you see yourself on 5 years?

In 5 years, Yaman sees that he has a series of location. (Urgentology care, Cure, MedSpa. Cure Allergy will have about 3 locations. MedSpa /Urgentology Care

What are the most effective strategies for seeking a position in this field?

One step at a time. Have goals (always have goals) Surround yourself that will inspire you, make sure to know who your friends are. Make sure to keep family close. Always have an I can do it attitude vs an IDK or maybe not, or if someone lese can do it I can do it.

What advice would you give someone who is considering your career type?

How do you use your communication skills at work?

*Can you think of two other people in this field I should talk to or email for further career information?- Talk to in my network. Paige Payne.

**Can I contact you in the future if I have other questions? Yes

What surprised you most about what you learned from this interview?

How much time and effort and money it takes to have your own company.

Who are the two people your interviewee told you about who would be good for additional career information interviews?

Informational Interview Contact 1:

Paige Payne

Informational Interview Contact 2:

Jim Ross

Send a thank you note! Send an email or a handwritten thank you note as soon as possible to your interviewee. Buy some nice, blank cards with envelopes at Office Max, Target or Walmart.

Write out below what you wrote as a thank you note (U.S. Mail) or email following the guidelines in the assignment and in the rubric.

Dear Mr. Subei,

It was so nice to meet with you today! Thank you for taking the time to answer my questions and talk about what it’s like at Urgentology Care, it seems like an amazing place to work. I especially loved hearing about your pros and cons of being a CEO.

I look forward to staying in touch as I continue my job search. I plan on using your advice. And if Urgentology Care has any openings in there, I hope you’ll let me know so I can apply.

Thank you,

Stefany Beltran

Name

Institution

Achievements in the public healthcare

Discussion 1

Subsequent achievements in health status may be less connected to science as opposed to societal policies. I agree with this conviction due to a number of reasons. The notable accomplishments of the 20th century did not totally eliminate the public health dilemmas encountered in the last century. Numerous of this carry on threatening the American citizens’ health and obstructs progress toward understanding the life span protrusions of the American inhabitants. New features for old adversaries have emerged in the outline of tests and obstructions to be conquered in the untimely decades of the 21st century. Communicable ailments, tobacco, motherly and infant deaths, ecological and work-related health, food security, cardiovascular illness, injuries, in addition to, oral health stay are among the principal dangers to public’s health. The extensive and, sometimes, haphazard employment of antibiotics in farming and healthcare surroundings create strains of bacteria, which are defiant to the current medical drugs. Global ecological hazards, the interference of vital environments, international population overload, relentless and broadening societal justice and health disparities, and lack of admission to efficient care are as well the overriding aspects to scientific limitations. Among the restraints influencing the science of civic health is an unwarranted emphasis on reductionist belief that looks for molecular-level clarifications for societal and structural happenings. Recognition of risk aspects has been helpful for public health endeavors, but the stress on individual threat aspects frequently obscures trends that need multilevel reaction. The public health tests of the 20th century require the application of reasonable science in a surrounding that sustains societal justice in health. This continues being the most alarming test facing public health performance in the century (Turnock, 2012).

Discussion 2a

The most significant accomplishment of public health in the 20th century was oral health. It is deemed as being among the mainly unnoticed accomplishments of public health in the preceding century. This is because of the theatrical decrease in dental caries owing to drinking water fluoridation supplies. Paradoxically, these progressions in oral health have added to the insight that dental caries are not again a noteworthy public health predicament. Moreover, they have also increased the insight that fluoridation is no longer desired and wanted. These fights are expected to be battled in political, as opposed to scientific domes, tendering a considerable confrontation and misery to public health in the last century.

Discussion 2b

The most significant accomplishment of civic health in the twenty-first century is workplace safety. This owes to the fact that they are presently as safe as opposed to before. Enhanced observation of work related harms and infirmities and better techniques of carrying out field studies in high-risk professions and industries stay being frightening challenges. Pertaining new techniques of risk judgment to develop assessment of injury experiences and interference outcomes symbolize additional tests for public health performances in the 21st century.

Discussion 2c

External barriers will have the utmost negative consequence on the efficiency of public health. Public values, economic, as well as, resource availability will be the impending aspects towards this course. This is because health dilemmas stick with the public health program that has presently expanded to take in new concerns related to alcohol, cerebral health, aggression, and dangerous sexual behaviors. They are presently classified as significant public health difficulties and have assumed their equitable position on the public health program.

References

Turnock, B. J. (2012). Public Health: What It Is and How It Works. Burlington, MA: Jones &

Bartlett Learning.