Ocean Fisheries Essays - Fisheries, Ichthyology, Seafood

Ocean Fisheries Most people are familiar with the problems of the blue whale, efforts to save endangered sea turtles, and the many tragic tales of dolphins dying in tuna nets. Many people do not realize the extreme danger that tuna and many other fish face. There is an alarming decline in fish populations, and this poses a dangerous threat to life in the ocean. If fish decline, so does the sea, into and unstable environment. Conservation measures, and public support for them are badly needed. For decades man has taken fish out of the sea, seeming to believe that there is an endless supply, and that this supply cannot be destroyed. We take these fish out of the sea faster than they can be replaced. According to National Marine Fisheries services, 90 fish species found off the shores of the U. S. have been depleted. Many more are in danger off being killed off. Fish and shell fish that are at danger include: cod, flounder, swordfish, bluefin tuna, blue marlin, Atlantic lobster, red snapper, salmon and some species of shark. These are just a few and the list gets longer every year. The chief problem of the fish numbers being at an all-time low, is over fishing. Yet another environmental problem caused by the human race. Modern, technologically-advanced fishing fleets have the capacity to push most fish populations to the brink of extinction. Modern fishing fleets have large factory steam trawlers that can easily haul in net loads of up to 100 metric tons of fish. These vessels can work fishing grounds for many months at a time. Echo sounding has been useful to fisherman by locating and determining the species and size of fish shoals. Airplanes and helicopters are even used to detect the surface fish. Some species such as squid are attracted with strong lights and then sucked into the ship with powerful vacuum pumps. Because of these improved technologies more fish can be harvested, but about one-fourth of the global catch, ( over 20 million tons of fish and other marine animals) are discarded yearly by fisherman. Some of these fleets throw away more fish than they keep. This waste is a problem in almost every fishery. The threat of over fishing is increased be the threat of large-scale changes to marine ecosystems. Most salt water fish spend most of their time near coastal areas, but the problem is that these coastal waters are being assaulted by pollution and development. Without healthy, functioning coastal systems, fish cannot grow or reproduce, they simply cannot and will not survive. There are a number of steps that can be taken in order to conserve our waters and the fish in them. One big thing we can do is crack down on the companies and the people that are harming the environment. We could have harsher punishments for those committing crimes against our oceans, and the ocean wildlife. Another thing that could cut down on over fishing is to fine companies that over fish a large amounts and use that money to put back into our waters. If something is not done about the problems of over fishing and water pollution, permanent changes will take place in the ocean food chain. The predator-prey relationships of the ocean will cease to exist. These relationships, which took millions of years to evolve, will be destroyed. The depleting fish populations will alter and damage the genetic and species diversity of the ocean world. If we could understand the meaning of moderation, perhaps over fishing would not be a problem that our environment would have to endure.

George Brown V. George Kendall 1850 †United States Law Paper

George Brown V. George Kendall 1850 – United States Law Paper Free Online Research Papers George Brown V. George Kendall 1850 United States Law Paper Facts: There were two dogs, one belonging to the plaintiff and one to the defendant, respectively, were fighting in the presence of their masters; that the defendant took a stick about four feet long, and commenced beating the dogs in order to separate them; that the plaintiff was looking on, at the distance of about a rod, and that he advanced a step or two towards the dogs. In their struggle, the dogs approached the place where the plaintiff was standing. The defendant retreated backwards from before the dogs, striking them as he retreated; and as he approached the plaintiff, with his back towards him, in raising his stick over his shoulder, in order to strike the dogs, he accidentally hit the plaintiff in the eye, inflicting upon him a severe injury. Judicial History: The lower court ruled for defendant, as well as the Appellate and Supreme Issues: Whether the defendant is guilty of trespass for assault and battery Rules: No. The lower court ruled in favor of the defendant stating that the burden of proof was on the plaintiff to establish the want of due care on the part of the defendant. The Supreme Court affirmed. Analysis: In order to separate the dogs the defendant was using due care in ending the dog fight. The plaintiff should have used reasonable caution when the defendant was trying to separate the dogs. The court found that it was proper and lawful to separate the dogs. If he hit the plaintiff in the eye it was an accident and unavoidable. Conclusion: The plaintiff failed to provide the court with the needed burden of proof and he is not entitled to recover the damages. Research Papers on George Brown V. George Kendall 1850 - United States Law PaperUnreasonable Searches and SeizuresPETSTEL analysis of IndiaNever Been Kicked Out of a Place This NiceThe Hockey GameQuebec and CanadaThe Spring and AutumnPersonal Experience with Teen PregnancyCapital PunishmentAssess the importance of Nationalism 1815-1850 EuropeThe Effects of Illegal Immigration

Vision and Rewriting the Vision Statement Research Paper

Vision and Rewriting the Vision Statement - Research Paper Example An advantage of this vision statement is that it clearly defines the objectives of this institution, which are to enable students to achieve a career in the marine industry and help its students learn how to study. The second vision statement is from PennState College of Education â€Å"to be a world leader in the integration of teaching and learning, advancement of knowledge base through research and scholarship, and leadership in service and outreach† (PSCE, 2012). This vision statement is inspirational. It also clearly states the objectives of the learning institution in its goal to promote learning among its students. The third vision statement is from City College of San Francisco â€Å"providing an affordable and unparalleled learning experience in a supportive and caring environment that lead student successfully complete their goals† (CCSF, 2012). Just like the second vision statement, this one is also inspirational and clearly defines the objective of the insti tution, which is to enhance a learning environment to promote learning. A shared vision encompasses goals of various departments. Shared vision created by learning organization should be short but detailed. The partnering learning institutions face a challenge in making the vision short and detailed. The reason for this is that the shared vision statement must state future goals of each of the departments involved. The other challenge when creating shared vision comes from conflicting future goals and objectives of different departments of learning institutions. This makes it difficult to state all of them in one vision statement. The challenge of precision and content can be overcome by using the general future goals of the departments in the learning institution. Frequently, these general goals are either similar or closely related and thus, merging them into a single statement becomes easier. The vision statement I rewrite in this part is â€Å"providing an affordable and unparalleled learning

Analysis of the fashion industry, Assignment Example | Topics and Well Written Essays - 2500 words

Analysis of the fashion industry, - Assignment Example Fashion weeks held in the US brings in huge amount of money into the country’s reserve. On the other hand, the UK fashion industry is worth  £26 billion (Pithers, 2014). Even in the UK, this industry accounts for high number of jobs. Report states that during the London Fashion Week, more than  £100 million of orders are placed. In fashion industry, the market is segmented according to brands, which is generally concerned with creativity involved in the product design and another as per market, which again is determined by price of the product that the consumer is willing to pay. The clothing that are made in factory setting and not by hand are referred as ready-to-wear (RTW). They are also sold in the market in standard sizes (D’Aveni, 2010). These cloths are manufactured so that consumers can wear them without excessive alteration owing to the standard sizes. On the other hand, diffusion line is created by high-end fashion brands or fashion designers. These are secondary merchandises, which are available in the market at lower prices. This helps in increasing sales volume as the customer base becomes wider with lowering of the price. By leveraging desirability of the premium ranges, designers successfully tap the market through a halo effect (D’Aveni, 2010). In case of RTW clothes, the buyers’ needs are taken care of as sizes offered are standardised in nature and fit properly to majority of individuals. These clothes hardly require any alteration, which means the product is available to consumers at the desired time. Generally, this is followed by all fashion brands at present. The diffusion, on the contrary, is to increase the consumer base as brands start a secondary merchandise line, which is sold at lower prices than the primary one. There are takers for fashionable merchandises if available at affordable price. The brands are aware of the same, which is why they have taken the path of

Forced Segregation Essay Example | Topics and Well Written Essays - 500 words

Forced Segregation - Essay Example By confronting the injustice and potential violence, African-Americans organized in a courageous effort to claim their constitutional rights as guaranteed and backed by the US government. The same year that the Supreme Court ruled on Brown v. Board of Education over 100 lawmakers across the South signed the Southern Manifesto, which opposed integrated schools. State legislatures further cut off funding to any public school that allowed integration. African-Americans used this affront to their dignity to organize a concerted effort against the South's segregationist policies. On New Years Day in 1959, the Congress of Racial Equality (CORE) organized a march to condemn racial inequality. After a prayer meeting in Richmond VA. 800 members marched on the Capitol where they passed a resolution calling for an end to Virginia's public school crisis (The Civil Rights Movement in Virginia). Two weeks later the law that removed financial support for integrated schools was overturned and led to a massive integration movement. The US Government had supported the integration of public education since the ratification of the Fourteenth Amendment in 1868. However, at that time there was little political will to enforce the amendment. Racist extremist groups such as the Ku Klux Klan (KKK) ruled the rural south through intimidation and terror.

Impacts Of Leadership On Nurses Nursing Essay

Impacts Of Leadership On Nurses Nursing Essay This essay will analyses leadership and how it impacts on organisational culture and the effects on nursing staff, this paper will show the difference between leadership and management, consider the impact and influence of organisational culture on patients and their outcomes, this essay will explore the theories of leadership and show the elements required to have an effective sustainable culture for better patient outcomes. Organisational culture effects the environment in which nurses work and patient care (Lok Crawford 2003, p.321). Studies have reported that when employees are dissatisfied with the organisational culture there is higher staff turnover, less commitment and patient care outcomes are poorer (Meterko et al 2004, p. 492). Many hospitals within Australia are governed by a bureaucratic organization, where there is structure, goals, and staff are managed systematically with formal leadership things are done this way attitude, this makes change very difficult and nurses feel they are in an oppressed group (Crookes et al 2008, p.p 97-98). To change this form of culture nurses need to become leaders (Meterko et al 2004, p. 493). Day et al (2008) identified five cultures within the Australian health care system 1. Culture of blame this is where staff are dissatisfied with the organization, there is poor communication, there is conflict among staff and the union is often involved (Day et al 2008, p. 72). 2. Culture of reaction this is where management is trying to resolve ongoing staff issues and trying to improve communications (Day et al 2008, p. 72). 3. Culture of consolidation this is where there is always change and staff verbalize they are tired of change (Day et al 2008, p. 72). 4. Culture of ambition this is where staff look for new better ways of doing things there is a risk of having too many projects that can cause the projects to fail or not be completed (Day et al 2008, p. 72). 5. Culture of success this is where staff think about the future and where they are heading, are proactive in problem solving, are close knit, focused and effective workers (Day et al 2008, p. 72). Organisational culture is built by its members; they exhibit common values, beliefs and perceptions of the organization (Day et al 2008, p. 73). To be an effective leader the nurse must learn certain skills, to be more self aware and understand their weakness and strengths, this will in turn build self confidence (Dierckx de Casterle et al 2008, p. 758). They need to become an effective communicator inspiring as well as listening, have a clear vision, but being able to be flexible to change the vision with the nursing staff and the organisation (Dierckx de Casterle et al 2008, p. 761). Leadership within nursing may relate to specific activities or behaviours and may be both supported and limited by the organisation and its culture, but there is also a myriad of professional cultures as well, all of which impact upon the culture of the organisation (Mullins 2006, p.6). This relates to the ways in which individuals and groups interact within the structure of the organisation (Mullins 2006, p.6). McCormack and McCance (2006) argue that for nurses to deliver person-centred outcomes, account must be taken of the prerequisites and the care environment that are necessary for providing effective care through the care processes, (p.472). Chiok Foong Loke (2001, p. 193) highlights five distinct practices that leaders use to affect performance in nurses and the organisation. These practices include challenging the process, inspiring a shared vision, enabling others to act, modelling the way and encouraging the heart (Chiok Foong Loke 2001, p. 193). The study conducted by Chiok Foong Loke (2001, p. 200) explored the relationship between the five leadership behaviours, their findings suggests that the five leadership behaviours should be introduced by administrators to nursing staff and constantly encouraged as leadership is an observable and learnable set of practices (Chiok Foong Loke 2001, p. 200). Leadership can contribute to the success or failure of an organisation (Lok Crawford 2003, p. 324). Leadership as a concept is considerably complex, and theories of leadership are multiple and often opposing or challenging each other. There are the theories of innate or trait leadership, in which people are said to be born leaders possessing natural abilities in this field, which are countered by theories that state people can learn leadership attributes, knowledge and abilities, and so occupy leadership positions (Day 2000). However, it is important here to distinguish between leadership and management, because leaders can be transformational leaders, and tend to be followed because they inspire others by their behaviours, while managers are those that occupy formal positions of power or authority within the organisational hierarchy (Day 2000). Of course, leaders can be managers, and some argue that anyone in a leadership role should best have innate leadership traits, while others suggest that these leadership abilities can be acquired (Green 2003). Effective leadership however depends on the ability to work within the organisational culture and to mediate between the organisation and the employee (Green 2003). Often, because of the way that the health care service and the healthcare unit is structured, leadership strongly relates to the leadership of teams, in which often leadership is conferred by support and acceptance, rather than by the authority of an individuals position (Grint 2005). This however can only occur if there is an underlying culture which allows individuals to express their leadership traits or skills (Grint 2005). Lok Crawford (2003, p. 324) states that leadership styles have been extensively studied. There are many types of leadership but the most effective for change is transformational leadership, nurses who had exhibited leadership behaviours were higher in organisational commitment and increased job satisfaction (Wong 2007). These nurses were also more likely to stay in their job longer (Wong 2007). They are agents of change to promote and sustain the quality of patient care including patients mortality rate (Wong 2007). Studies have shown that leadership behaviours in nurses correlate to positive effects on job performance, job productivity, and job satisfaction, which may lead to patient satisfaction and quality care (Wong 2007). Leadership has been accepted as the key factor of a workers job satisfaction and organisational effectiveness. Research suggests that nurses who demonstrated behaviours of contemporary theory model often benefit patients, their employers, and themselves (Wong 2007). This in turn impacts on other nursing professionals in a positive way, leadership behaviours are important to encourage productive nurses, giving them the confidence to act and make their own decisions, helping nurses to see the shared vision of the organisation and empowering them to change practice for better patient outcomes (Chiok Foong Loke 2001, pp.199-200) Leadership within nursing has emerged over time to impact upon the way that care is delivered and managed, and this can provide us with one example of how leadership can impact upon organisational culture. Over the last twenty years, the role and scope of nurses has expanded to include a significant movement into advanced practice, and nurses within advanced practice roles are expressing significant leadership power and position. Advanced practice nurses act as assessors of health care, individual and group needs, and provide management and clinical leadership (Walsgrove and Fulbrook, 2005). The difference between leadership and management is leadership means lead and management means manage (Grimm 2010, p. 74). Leadership is a complex entity and is often describe as an art, effective leaders must have certain traits, they must have confidence and confidence is built over time and experience (Grimm 2010, p. 75), purpose leaders must have a purpose know which direction they wish to take the organisation and discuss this with staff with openness and honesty (Grimm 2010, p. 75). They need to have moral courage which requires the leader to have integrity and know their beliefs and values and stand by them (Grimm 2010, p. 75). They require ethical fitness, knowing what is right and wrong and have the courage to take a stand reflecting on their morals and values to ensure they have made the right decision (Grimm 2010, p. 75). Setting priorities is an important trait, trying to only have 3 to 5 issues to deal with at a time (Grimm 2010, p. 75). Leaders motivate people, empower staff and encourage practice development (Manley 2000, p. 34). The most effective form of leadership is transformational leadership, these leaders transform people and organisations encouraging and effecting necessary change (Crookes et al 2008, p. 101). Managers control, have an assigned position, carry out functions, duties, responsibilities, manipulate people, money, time and aspire to organisational goals and have willing and unwilling subordinates (Covey Drucker 2009, p. 31). Managers have contributed to the poor image of management and have come to be perceived as organizers, planner and controllers (McKenna et al 2010, p. 130). Therefore as stated before those in leadership positions lead and those in management positions manage. Organisational culture plays a big part in patient care, when organisational culture is dysfunctional patients and nursing staff are the ones that suffer (Meterko et al 2004). Functional organisational cultures that have transformational leaders and teamwork have better outcomes, patient care and low nurse turnover (Meterko et al 2004, p. 492). Wong Cummings (2007, p. 517) suggests that new organisational models have changed the process in nursing; due to the change leadership in nursing is having better patient outcomes. Patient outcomes were changed through work context and nurse behaviours that enhanced patient care (Wong Cummings 2007, p. 517). Wong Cummings (2007, pp.517-518) study showed four areas of leadership and patient outcomes. 1. Patient satisfaction showed a significant increase with positive leadership behaviours and a decrease in transactional leadership style (Wong Cummings 2007, p. 517). 2. Patient mortality reduced mortality rates were contributed to experienced staff, effective leadership and staff being retained in the role (Wong Cummings 2007, p. 517). 3. Patient safely outcomes: adverse events, a strong relationship between leadership and patient outcomes was evident here, there was a decrease in patient falls, medication errors, increase in patient safety to due positive leadership practices (Wong Cummings 2007, p. 518). 4. Patient safety outcomes: complications, a reduction of pneumonia and urinary tract infections were attributed to positive leadership practices (Wong Cummings 2007, p. 518). The study concluded that the culture of transformational nursing leadership increased patient satisfaction, reduced patient adverse events and complications (Wong Cummings 2007, p. 520). Leadership theories go back to the 1900s where man were leaders and born to be leaders this was called the great man theory, similar to the great man theory was the trait theory it was assumed that people inherit certain traits this made them better leaders (Cherry 2010, p.1) The 1940 to the 1980s bought behavioural, contingency and situational theories these theories were about the authoritarian, democracy and laissez-faire according to these theories no situations are the same and different leadership styles were called for (Cherry 2010, p. 1). The 1980s to present bought about contemporary theories, transactional leaders who are usually managers and transformational leaders are nurse leaders (Cherry 2010, p. 1). According to Wong Cummings (2007, p. 520) transformational leadership increased positive patient outcomes, increased patient satisfaction and reduced compilations. Nurses are leaving the profession in large numbers due to job dissatisfaction (Joyce Crookes 2007, p. 18). This is happening all over the world, health authorities need to make a change to keep nursing staff and increase better patient outcomes (Joyce Crookes 2007, p. 18). Magnet hospitals were established in the United States in the early 1980s there is evidence that magnet hospitals retain staff, produce better outcomes for patients and produce quality patient care (Joyce Crookes 2007, p. 18) The health care system has the need to address these problems in Australian hospitals to retain staff, produce better patient care and outcomes (Joyce Crookes 2007, p.23). Lewins Theory of change is one way an organization could make changes that are staff and patient focused (Crookes et al 2008, p. 104). Lewins Theory was to unfreeze, move and refreeze (Crookes et al 2008, p. 104). By unfreezing the current environment and exploring the need for change, what needs to be changed, where and why (Crookes et al 2008, p. 105). The organisation can move into the second phase moving, this is where change is identified and everybody is consulted from management to staff to share their values and beliefs and affect the change (Crookes et al 2008, p. 105). The third stage is refreezing, the new change takes place promoting sustainable culture and positive patient outcomes as seen in the magnet hospital system and those hospital that have transformational leadership (Crookes et al 2008). Conclusion Organisational Culture effects the environment in which nurses work and patient care. There are many types of culture in the health care system and the most effective culture would be a culture of success were staff and the organisations have a shared vision, common values and beliefs, think about the future, have patient centred care goals and effective leaders. The multiple disciplines, specialities and professions involved within healthcare delivery require effective management and organisation, but furthermore, the complexities of patient needs require appropriate individualised responsiveness from the organisation. Leadership has a great effect on organisational culture it can mean success and failure of the organisation, effective leadership is known as transformational leadership and has the best outcomes for patient care and job satisfaction. It is evident that culture plays a part in patient care and transformational leaders have an influence on positive patient outcomes. When there is a dysfunctional organisational culture there is a need for change, by using Lewins Theory of Leadership, unfreezing, moving and refreezing, change can take effect, having a sustainable culture improves nursing practice productivity, improves patient outcomes and quality of care.

The Skystone and The Singing Sword :: Historical Novels Jack Whyte Essays

The Skystone and The Singing Sword Marion Zimmer Bradley, a book critic, says The Skystone is "one of the most interesting historical novels that I've ever read, and I've read plenty"(Front cover). In writing, success is generally a direct result of an author being able to keep a reader interested. Jack Whyte is an interesting and successful author throughout The Skystone and The Singing Sword because of his development of characters and his ability to write strategically. Character development is an important element in a story because if readers feel strongly about the characters, they are interested in reading further, and are more apt to enjoy the novel. Jack Whyte effectively develops the characters Caius Britannicus and Claudius Seneca through their words and actions in The Skystone and The Singing Sword, creating a strong impression of these characters in the mind of the reader. Another crucial element to Jack Whyte's success is his strategical writing. His ability to seize the attention of a reader imm ediately, and to maintain that level of intrigue throughout the novel until his climactic ending is reached, demonstrates a well planned writing strategy, and is a significant contribution to his success. In The Skystone and The Singing Sword, Jack Whyte's character development and strategical writing create and maintain the interest of the reader, exhibiting a basis for his success. In Jack Whyte's novels, he develops his characters effectively, sparking the interest of the reader. In The Skystone and The Singing Sword, one of the characters that Whyte develops well is Caius Britannicus. Throughout these two novels, Britannicus' development is seen through the eyes of Publius Varrus, the main character, and Britannicus' eventual lifelong friend. From the very beginning of their friendship, Publius recognizes the qualities of Caius as a person, and as a leader, and describes them in The Skystone when saying, from the outset of our relationship Britannicus invariably treated me with military correctness, slightly warmed by courtesy and consideration. I found him to be just, temperate, and dispassionate in his dealings with the men under his command. But he could be awesome in his wrath when provoked by incompetence or malfeasance. A rigid disciplinarian, he was implacable once he had decided that punishment was in order. And never, at any time, did he show any ca pacity for suffering fools gladly(37). Although Caius does not initially strike the reader as a particularly amiable character, Jack Whyte continues to develop Britannicus and his friendship with Publius, revealing a more compassionate character.