Hypertension An Abnormal Elevation Of Blood Pressure

Introduction Hypertension is a modifiable risk factor defined as an abnormal elevation of blood pressure. Health problems can result if it remains elevated for extended periods (Centers for Disease Control, 2015). High blood pressure is a major risk factor for cardiovascular disease and stroke, which are leading causes of death in the United States (Mozzafarian et al., 2015). Randomized trials have shown that morbidity and mortality from heart disease and stroke are reduced with treatment of hypertension. Even modest decreases in elevated blood pressure have been shown to reduce potential negative outcomes (Wang Ramachandran 2005). Various therapeutic recommendations are available for addressing hypertension. The Seventh Joint National Committee (JNC 7) hypertension guidelines were the most recent standard for which hypertension was treated prior to anticipation of the release of the updated guidelines from the Eight Joint National Committee (JNC 8). While waiting for the JNC 8 to publish their recommendations, other organizations like the American Heart Association (AHA) and the American College of Cardiology (ACC) publicized their own guidelines. The updated JNC 8 recommendations have been met with resistance by some clinicians. Epidemiology of hypertension According to the Centers for Disease Control (2015), around 1 in 3 American adults have high blood pressure and half do not have it under control. Individuals with hypertension are 3 times as likely to die fromShow MoreRelatedEssay on Understanding Pulmonary Hypertension954 Words   |  4 PagesUnderstanding Pulmonary Hypertension The human body is a very complex organism composed of different types of systems and functions. All the functions that each system has, is what makes possible for the body to obtain life. 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Energy Efficiency - 2445 Words

ENERGY EFFICIENCY: MISSIONS AND MEASURES INTRODUCTION Talking about the importance of energy efficiency measures in India, the first thing that comes to the mind is JNNURM mission, a joint initiative by the Ministry Of Urban Employment and Poverty Alleviation and the Ministry of Urban Development on behalf of the Government of India. But before going to the details of JNNURM mission it is important to first understand the importance and need of Energy Efficiency in the Indian context. The need for Energy Efficiency reforms can be discussed under the following headings:- 1) Need for Efficiency Enhancement:- There is an urgent need to take measures to enhance efficiencies in urban service deliveries so that the problems arising out of†¦show more content†¦Strategies to implement the Mission:- The following strategies would be adopted to meet the objective of the mission 1) Preparing city development plan:- Every city will have to formulate its City Development Plan(CDP) and indicate the policies, programmes and financing plans. 2) Preparing projects :- The CDP would be used to indentify feasible projects the Urban Local Bodies /Parastatal bodies would be responsible for preparing Detailed Project Reports(DPR) for undertaking projects in identified areas. It is essential that the project planning should optimize the life cycle cost of project keeping in mind the Oamp;M costs and their working conditions requirements in order to see JNNURM assistance projects to have to demonstrate and ensure the life cycle cost over the planning period of the project. 3) Release and leveraging of funds:- Once the feasible project have been identified and earmarked for implementation, funds would have to be arranged. It is expected that the funds allocated by the Central and the State Government will flow through the assigned nodal agencies as grants-in-aid. These funds would be disbursed to the ULB/Parastatal agencies through the designated State Level Nodal agencies. 4) Incorporating private Sector Efficiencies:- It is important to involve the private sector in this reform program to ensure study progress and more efficient performances. 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Effective Solution To The Problem Of Employee Absenteeism at AKC

Question: Discuss about the Effective Solution To The Problem Of Employee Absenteeism. Answer: Introduction The discussion deals with the architectural firm AKC, which is a medium sized organization in the inner suburbs of Melbourne. Although the members has a good performance in terms of productivity and possess a good staff morale, work environment is facing too much of absenteeism of the employees of the firm. According to the Human Resource review, the majorities of the office staffs are married and have children. Therefore, they have to stay back at home frequently to look after their children and family when they are sick or to attend their childrens school related activities. The purpose of the report is to analyze the issue and find a suitable solution to this. Discussion In order to resolve the pointed out issue, an urgent investigation is necessary. The Accountant of the firm has to arrange a solution efficiently so that the productivity of the company is not hampered. The company should develop the strategy in such a way that the staff motivation is intact and the loss in productivity minimized (Leung and Zhang 2017). The various points that are to be covered during investigation is shown in the below headings: Existence of various software that would facilitate Work from Home of employees Telecommunicating software is needed to carry on with the process. The workers sitting at home can communicate with their supervisor, make the architectural structures, and do their official work. Software like team viewer can be installed where the progress of the work can be supervised and managed by many at the same time (Davies and Frink 2014). Need for purchasing additional resources for facilitating Work from Home The firm needs to provide their employees, in order to facilitate flexile working individual laptops so that they can carry it home and work from there (Barber and Jenkins 2016). The team viewer software must be installed in the laptops so that the work is smooth and there is no confusion. Cost saving of the firm The analysis made in terms of cost saving if the work from home. If the employees are working from the office overhead is much reduced. Moreover, there is no cost of transportation and office refreshment (Adkins and Premeaux 2014). Fixed costs like the electricity, accommodation cost and administration cost is reduced. Thus, the flexible working system along with the employee, economically benefits the employer. Need for educating the employees A special training program must be conducted to efficiently educate the employees so that they can effectively engage in office work without any confusion. The staffs should also know how to use the team viewer software and the telecommunication process so that they are continuously in touch with the supervisor at office and at the same time balance work with family (Bloom Liang, Roberts and Ying 2014). Standard working hours The standard working hours should be more than that of the regular employees as the time for travelling from home to office is saved and thus, the worker can devote more time in work. The standard working hours for employees is 38 hours per week; staffs working from home can easily devote more two hours per day that is 52 hours pr working week. Processes to prevent the workers from taking advantage of the flexible working system The worker working a may be reluctant for and take attention of this flexible working system there is lack of continuous supervision by the supervisor. Therefore, the an online portal must be set for each of the staff so that whether they are on site or not can be seen when the employee logs in the their attendance is recorded (Bodhani et al. 2016). Web cam can also be installed so that they can be supervised face to face through camera. The technique to ensure whether the employees are on site or not Web cam can be installed so that they can be supervised face to face through camera. Online portal log in can also show whether they are online or not. Benefits of the Work from home process From both the employee employers point of view the different hidden like the cost of commuting, regular wear and tear of recourses, taxes and other indirect costs are reduced and there the work life becomes flexible. The office staff can effectively balance family life with work and can enjoy a great job satisfaction. Moreover, there is no distraction like conflicts with co-worker and supervisor (Albouy 2016). The conduct is systematic and is of less stress leading to more productivity. The procedures can also positively effect on the health of the office staffs. Limitations of the flexible working system The various problems faced from work from home are as follows: Isolation: The absence of co-workers and supervisor may make the employee suffer from isolation. In case of confusion or need of help, the employee may suffer. Moreover, the work environment is missing at home. Distraction: The temptation to engage one-self in household chores and maters may distract the staff. Moreover, constant intervention of family and other personal issues affect the quality of work. It is essential to draw line between home and work. More work: the working hours is much more in case of work from home facility. There is lack of supervision and it consists of strict hours, therefore the pressure is much more Need for high self-discipline: The environment of home is different from that of an office, while a staff is working in office should posses a high self-discipline quality so that their productivity is not hampered. They are getting an extra benefit from office, to help them regulate their personal matter they should not misuse that (Mihm and Ozbek 2016). Conclusion The workers are the assets of an organization. In order to motivate them and provide then with job satisfaction work from home facility is trending. This helps the staffs to balance the work life along with their personal life effectively. The workers have home, family and duties that are necessary for them to perform. Work from home enables them to easily provide the company with output and mange household during emergency. Recommendation In order to find out an effective solution to the problem of absenteeism of the workers, Work from Home facility is highly recommended for the organizations. This can make the work environment more flexible and the company can enjoy production along with employee job satisfaction. References Adkins, C.L. and Premeaux, S.A., 2014. The use of communication technology to manage work-home boundaries.Journal of Behavioral and Applied Management,15(2), p.82. Albouy, D., 2016. What are cities worth? Land rents, local productivity, and the total value of amenities.Review of Economics and Statistics,98(3), pp.477-487. Barber LK, Jenkins JS.,2016. Creating technological boundaries to protect bedtime: Examining workhome boundary management, psychological detachment and sleep. Stress and Health. 2014 Aug 1;30(3):259-64. Bloom, N., Liang, J., Roberts, J. and Ying, Z.J., 2014. Does working from home work? Evidence from a Chinese experiment.The Quarterly Journal of Economics,130(1), pp.165-218. Bodhani, A.R., Suryavanshi, M., Medema, J. and Fuldeore, M., 2016. Impact of erosive hand osteoarthritis on work productivity among patients in The United States.Osteoarthritis and Cartilage,24, p.S234. Davies, A.R. and Frink, B.D., 2014. The origins of the ideal worker: The separation of work and home in the United States from the market revolution to 1950.Work and Occupations,41(1), pp.18-39. Leung, L. and Zhang, R., 2017. Mapping ICT use at home and telecommuting practices: A perspective from work/family border theory.Telematics and Informatics,34(1), pp.385-396. Mihm, M. and Ozbek, K., 2016. A Model of Self-Discipline.

Total rewards free essay sample

The article I chose is titled â€Å"How BMW successfully practices sustainable leadership principles†, and is nested in many of the concepts covered during the period of this course. The main premise focuses on how the BMW Corporation was able to build and incorporate a resilient leadership model that helped shape how the company most recently survived the economic downturn that started in 2008. The authors have developed a model called â€Å"honeybee† leadership that spreads 23 key principles built into a 4-tier pyramid. The base of the pyramid is comprised of 14 foundation practices; the second tier contains 6 higher-level practices that are a result of any combination of the foundational practices being applied; the third tier has 3 performance outcomes. When the company works toward problem solving, any outcome can be arrived at by applying the principles in combinations that help focus efforts and priorities of work. In the context of this article, focusing on these key principles allowed the company to post record profits in 2010 (the highest it has seen since the company was founded in 1916), while 2 main competitors-GM and Chrysler-fell into bankruptcy due to unsustainable business practices. We will write a custom essay sample on Total rewards or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page To start, BMW only builds cars that have been ordered. This allows the company to flex its work force based on demand, and ultimately allowed the company to create 300 work-time patterns that offered flexibility for the workers as they saw fit. Additionally, as the world economy soured, the company was forced to cut overhead costs and reduce staffing but did so in a creative way; they offered early retirement packages, did not renew contracts with temporary workers and did not backfill vacant position positions. However, the company values its highly-skilled workforce, and in order to keep those individuals employed, they forged a collaboration with the German government that allowed the company to shift workers to a 4-day work week which BMW paid, while the German government paid 80% of wages for the 5th day, thus resulting in workers only losing 20% of 1 days pay. To focus on long-term planning, the company appointed a relatively young board of management team with the idea that they will grow and develop over time and forge a strong team that will carry relevant experience forward. BMW also invests heavily on employee training, and continued to do so through the recession. This in turn feeds the company succession plan, as the key motive is to develop young individuals who will eventually be promoted from within and trained in the key areas BMW feels necessary. Other concepts include many items from a total rewards strategy- benefits, paid sick and maternity time, annual bonuses, holiday bonuses, and even a profit-sharing plan. The company also relies heavily on self-managing teams, empowers each of its employees to make decisions that affect design, and encourages collaboration across departments. There is no point to argue here, as the proof of all the concepts taught in the course is practically in the company. They have established and built a culture that motivates employees to want to be a part of the company, as well as proving that a practical application of a total rewards program centered on managing their greatest asset-people-will foster success