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correlation problem
I would like to focus on one correlation problem: if nurse-driven practices directly correlate to workplace safety. Rather, authority in nursing is becoming extensively explored as a variable positively impacting workplace safety. Educating nurses on managing non-healing diabetic wounds is a proactive practice that has been found to reduce infection rates in the outpatient setting. The correlation between educated nurses and workplace safety was assessed by gathering information from three previous studies (Mutshatshi et al., 2018). In the first study, nursing directors were significantly more likely to implement nurse-driven practices if they knew the correlation between strong leadership and workplace safety. For example, directors with solid leadership skills were significantly more likely to be aware of how to assess their nursing staff’s in-house safety practices. My null hypothesis for my research problem would be that nurse-driven practices do not impact workplace safety. My null hypothesis for my research problem would be that being aware of the correlation between authority and workplace safety does not affect the practice of nurse-driven practices. My alternate hypothesis for my research problem would be a significant link between authority and workplace safety. A possible reason behind this is that leadership skills have been found to directly correlate with infection rates in healthcare settings due to inadequate employee supervision leading to a lack of prevention measures. I predicted that good leaders would know how to implement a nurse-driven practice in their unit, but I believe it is possible that the effect may not have been successful.
The dependent variable in this research problem would be the connection between authority and nurse-driven practices under workplace safety. The independent variable in this research problem would be the correlation between health care workers being aware of the connection between nurse-driven practices and workplace safety. I think that a possible explanation for a positive correlation between authority and knowledge of nurse-driven practices is because health care workers with solid leadership skills understand the importance of having their employees well trained to prevent workplace injuries. For example, it has been proven that managers who are ready to receive training have been found to have fewer workplace injuries than other managers who don’t know how to avoid such injuries (Mutshatshi et al., 2018).
A study found that there is a positive correlation between health care workers being aware of the connection between nurse-driven practices and workplace safety. This study found that employees who are aware of how to assess their health care workers’ in-house safety practices and are ready to receive training on their initiative have been found to have a significantly lower workplace injury rate than those who are not aware of their health care worker’s in-house safety practices. The study demonstrated that having a good knowledge of the link between nurse-driven practices and workplace safety will reduce workplace injuries or the need for medical treatment among health care workers. The findings also revealed no significant correlation between supervisors and health care workers’ increasing injury rates (Mutshatshi et al., 2018). Overall, there is a substantial connection between being aware of the relationship between nurse-driven practices and workplace safety.
Reference
Mutshatshi, T. E., Mothiba, T. M., Mamogobo, P. M., & Mbombi, M. O. (2018). workplace safety: Challenges experienced by nurses in selected public hospitals. Curationis, 41(1), 1-6.
Definition of geology
Geology Exercise
Definition of geology: geology is defined as the science that deals with the earth’s physical structure and substance, its history, and the processes that act on it.
This is a very complicated definition but it means we are looking at anything to do with the earth. In this assignment we are going to be having a brief introduction to geology
Minerals are the basic building blocks of geology. watch the YouTube video here https://youtu.be/fnHgMLJq7VIWhat are the five characteristics that define minerals (5 points)
The substance must exist as a solid under normal conditions on earth.
The substance must be naturally occurring on earth, not manmade.
The substance must be inorganic, not living or made from living things.
The substance must have a fixed chemical formula, made of a specific combination of elements.
The atoms making up the substance must be arranged in a specific structure.
This is a picture of the most common mineral quartz
Based on what you see above how would you tell minerals apart? Chose two different characteristics and define why you would chose those characteristics. (feel free to do some research) (4 points)
Quartz mineral occurs in a range of colors with clear being one of them. Quartz mineral in the picture appears colorless which leads me to believe that it is quartz mineral.
Another characteristic is that its hardness and glassy luster and the fact that it breaks with a conchoidal fracture.
There are three types of rocks
Igneous: from volcanoes very often shiny
Metamorphic: made deep in the crust often has big minerals
Sedimentary: made out of eroded other rocks. Often has layers or fossils.
A
What type of rock is this and why (3 points)
Sedimentary rocks
Sedimentary rocks contain sand-sized grains making it as kind of sandstone as shown in the image above. Sedimentary rocks are made from lithified sediments including minerals, rocks, and mineraloids that are often deposited on the earth’s surface. Notably, sedimentary rocks are soft and contain several layers formed as a result of deposition from sediments.
Fossils: fossils are evidence of past life.
What do you think the fossil is below and what type of environment it lives in? (4 points)
It is a body fossil as it shows the remains of a plant particularly the leaves and tree truck. The fossil shows a hard skeleton of a tree that was once alive. The image shows an image of the external cast that show the remains of what used to be a lively palm tree.
Hint compare to this
So they have found fossils like this in Antarctica from 53 Ma years ago. Based on what you interpreted above what does this say about Antarctica climate 53 Ma ago and how has the climate changed. (see more https://www.smithsonianmag.com/smart-news/ancient-climate-change-meant-antarctica-was-once-covered-with-palm-trees-12098835/ ) (3 Points)
53 million years ago Antarctica’s climate was warm and filled with palm trees. Today, Antarctica records low temperatures and is among the coldest places in the world. 53 million years ago, Antarctica was a subtropical paradise that maintained temperatures of 25 degrees C and winters that were free of frost.
How does the above example suggest an importance of fossils in understanding changes in the earth (1 point).The example of the palm tree fossil helps the understand extent to which the climate of the Antarctica has changed over the years. By examining fossils of palm trees from a over 50 million years ago, such as the leaves, archeologist can compare determine the kind of climate that existed at the time and compare it to the current climate.
Geologic Maps: scientists use maps to look at where rocks can be found and what that says about the history of a place.
Go to http://www.mgs.md.gov/esic/geo/pri.html(after you are done here feel free to play around and look for your own house).
Find Largo and click on it and then describe what the dominant formation is in the area (Hint is blue and look to the left of the zoomed in map) (2 points)
The dominant geologic formation is largo limestone, a fossilized coral reef. The formation is exposed along middle and upper Florida keys to Bahia Honda Channel. The limestones include mollusks, corals, and bryozoans. In some exposures, fossil coral heads formations can be seen.
Then click on the box in the key, which corresponds to the most dominant sediment this will bring up a description of the sediment. Read the full description.
What is the dominant type of sediment is this formation made out of (Sand, Gravel, Mud, all of the above)? (2 Points)
The most dominant sediment is coastal plan rocks and sediments. The sediment is made out of gavel, sand and clay
Given the (rough) idea that Mud=Ocean Sand=Beach and Gravel= River what type of environment would you find this sediment and what does this suggest the environment ofLargo once was (hint it could be more then one) (2 Points).
One is likely to find coastal plan rocks and sediments environments that are mild with cool winters and hot summers. This shows that Largo was an environment that was once mild with temperatures of about 77 degrees throughout the year.
Look at this picture it is of a famous road cut on interstate 68 in western Maryland. What are the rocks doing in the figure below (this is called a syncline) (2 points)
The syncline rocks assist in the storage and collection of underground water. They are helping in the formation of groundwater basins.
What dose this mean has happened to the rocks to help build mountains in western Maryland. (2 Points)
It means that the folded rock layers are helpful as it contributed to the formation of mountains in Western Maryland.
Correlation linking Work Dissatisfaction and an Employee’s Income
Correlation linking Work Dissatisfaction and an Employee’s Income
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Correlation linking Work Dissatisfaction and an Employee’s Income
Job dissatisfaction according to Locke is best defined as the behavior or attitude an individual develops towards their job. When an individual becomes satisfied in their workplace, they develop a state of pleasure, which tends to affect their cognitive abilities because of their work appraisal (Brief, 2002). When it comes to an organization and obtaining profits, employee satisfaction will make sure that maximization of work profits is the key issue. When an employee is satisfied the employee turnover becomes minimal and the profit maximization becomes higher. According to research carried out, there is a mutual relationship between the employees’ performance in a company and the satisfaction obtained in the work place (MBA, 2010). An employee turnover can have negative or positive results. This may result from either the employer or in other cases the employee. Human resource management plays a vital role in an organization because employers use this strategy to reduce the voluntary turnover or the employer firing the workers (Vangel, 2011). The work of human resource management is to train the employees, manage their overall performance, compensation strategies, and the methods best suitable for employee selection. This means the human resource team usually works very hard to make sure the company’s employment rate is on an increase while the job turnover is on the decrease (Kazi, 2011). Even though there have been studies conducted in the past, few have tried to explain the reasons as to why employee turnover is relatively proportional to the level of satisfaction in the workplace. This paper explains why employee income is affected by job turnover with regards to maximizing the profits to the company and therefore resulting in high turnover levels of job dissatisfaction.
One of the reasons as to why job satisfaction results in a higher level of turnover is the employee’s work life conflict (Kazi, 2011). Work and life conflict in itself depends wholly on an individual’s satisfaction. In an organization, individuals aspire to earn a higher living as compared to their work mates in order to boost their lives and satisfy their levels of needs (Luthans, 1992). In quite a number of organizations, it is possible to find the work colleagues talking together about how much they earn in terms of salaries. When a worker finds out their fellow workmates earn more, they tend to feel dissatisfied and in the long run, the company is the one to go down. According to research carried out, the level of income an individual earns is directly proportional to the level of satisfaction that is required for a company to succeed even when the managerial levels of the company are held constant over time (Aydogdu, 2011). In the end, low level personal satisfaction in the work place may have a negative impact on the organization’s effectiveness in carrying out its activities as well as deteriorating the lives of the employees.
Compensation is the other determining factor for job satisfaction and employee turnover. Compensation is used to define the parameters a company considers when it comes to paying back the employee’s rendered services (Milkovich & Newman, 2005). This employment strategy employs the use of two forms of payment benefits; the direct and indirect mode of payment (Dessler, 2000). The direct payment includes salaries, incentives, allowances and remunerations while the indirect mode of payment includes holidays, insurance benefits, which include life insurance, medical insurance, sick leave, and child care support. The other forms of indirect payment include education assistance in case an individual wants to advance their studies, a retirement package plan. Most employees tend to have a misconception regarding their indirect payment especially the contribution plan and the benefit plan. The contribution plans in an organization’s compensation package refer to the amount of money in the retirement package an employer throws in using the extra bonus and provident subsidy so as to work out the future profits of their employee (Kazi, 2011). The benefit plan is defined as the predetermined retirement plan, which is calculated to determine the future profits of the employee at the time of retirement (Kazi, 2011). Due to the misconception, most employees tend to think the company is stealing their hard earned money therefore resulting in high levels of turnover. High turnover rates in a company are achieved when the human resource management defines clearly the importance of such benefits to an employee and try to create a positive notion in accordance to achieving the goals and objectives of the company (Kazi, 2011). If one considers an employee’s perspective and the amount of compensation, the rate of job satisfaction will improve if the chances of getting a good compensation are high and the benefits acquired are pretty appealing. The goals and objectives of an organization will be achieved in such a situation because the employment turnover will become minimal.
Job turnover is another threat that affects an organization’s performance. This takes place as a result of the downsizing strategies organizations in the recent past are trying to do. A single organization has more than one employee with whom they rely on in order to become successful. Economizing in an organization may tend to bring about voluntary turnover by a high number of employees. These employees were devoted, motivated, and faithful and who contributed greatly towards the company’s growth (Mishra & Spreitzer, 1998). Competition and globalization in the industrial scene have created a situation whereby an organization has to reduce the expenses with an aim of achieving maximum profits. One way of achieving this is by reducing the number of employees and utilizing the human resources to its maximum potential. This being the case, quite a number of employees have a low dissatisfaction level regarding the company and their employment uncertainty. A number of the employees feel like quitting the job and declining certain organizational commitments (Brockner, Grover, Reed, DeWitt & O’Malley 1987).
The working environment acts in improving or destroying the employment turnover. There are certain basic conditions in the work place that tend to determine how the employment turnover will be for example a proper lighting system, good furniture in the office, good relationships with their colleagues, and a clean work place. The attributes and attitudes towards the working conditions of the employees are directly proportional to an organization’s success and the willingness of a person to work faithfully in the company without second doubts (Laser, 1980). Adapting to a new working environment tends to be a bit problematic for certain people and therefore their levels of satisfactions may be affected (Kazi, 2011). In case an employee’s new working conditions are not as favorable as the previous, it will affect their intent to leave their new workplace. According to research, many people will tend to jump from one company to the other as a result of their working environment because their personal satisfactions have not been achieved at all (Kazi, 2011).
In an organization, job turnover rates are directly comparable to the number of opportunities available in the organization. Lack of opportunities by an employee in the industry tends to result to low growth rates and the number (Aydogdu, 2011). Promotion is one major possibility that employees tend to perceive while working. Promotion in the work place involves the likelihood of progression from one level to the other. During the recruitment process, many employers have a tendency to give a certain impression to their employees as to suggest their advancement while working in the company and in the process; they hide the basic job requirements (Kazi, 2011). When this does not happen, the employee tends to have dissatisfaction towards their work because of the negative perception about the management towards their economic advancements and other subsidiary benefits (Kazi, 2011). Research has it that the human psychological nature has a tendency to relate to the company in terms of appreciating and appraising the quality of work they do (Feldmann and Arnold, 1985).
Due to high levels of dissatisfaction with an organization and the quality of work rendered by the employee, there are certain consequences that result in the process with regards to the organization and the employee. One such consequence is the level of work performance (Aydogdu, 2011). This can be determined by how an individual performs their duties at work, their consistencies in terms of work attendance, and how they behave towards their organization’s management. According to research carried out, there is a great diversity emanating from the situation concerning an employer and employee in terms of performance. A number of employers interviewed claim that the production of an organization depends on the level of satisfaction extended towards the employees (Aydogdu, 2011). The other end result arising from an employee’s dissatisfaction is the fact that the rate of turnover increases. The employees tend to look for better working conditions and other organizations that pay quite a handful of money for the quality of services they render (Aydogdu, 2011). This in turn leads to a high percentage of employee non-attendance. Studies show that there is a negative relation between commitment towards an organization and the rate of absenteeism (Aydogdu, 2011). The number of employees who become absent in an organization comes as a result of their commitment to their organizational duties.
In conclusion, while creating a self-motivated working environment that favors good treatment of employees and achieving the highest levels of satisfaction by the employees, implementing policies and strategies that look after their well being is essential. Employees are a contributing factor towards an organization’s success. They play the important role of providing the resources and ensuring the goals and objectives of a company are achieved. The human resource management is an essential key factor in ensuring the employee’s requirements are met the best way possible. It helps bring up decent and hardworking employees and strive to make sure issues related to an employee are addressed. This means that for a company to become successful and extremely productive, it ought to address its employee’s demands and try to uplift their economic and social status.
Reference
Aydogdu, S. (2011). An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment and Turnover Intention. Retrieved December 11, 2012, from www.econjournals.com/index.php/irmm/article/download/30/24Brief, A. P. (2002). Organizational behavior: affect in the workplace. Retrieved December 11, 2012, from www.annualreviews.org/doi/pdf/…/annurev.psych.53.100901.13515…
Brockner, J., Grover, S. L., Reed, T. F., DeWitt, R. L., & O’Malley, M. N. 1987. Survivors’ reactions to layoffs: We get by with a little help for our friends. Administrative Science Quarterly, 32: 526-541.
Dessler, G. (2000). Human Resource Management. New Jersey: Prentice Hall.
Feldman, D. C. and Arnold, H. J. (1985). Managing Individual and Group Behavior in Organizations. New York: Mc Graw Hill Publishers.
Kazi, G. M. (2011). The Contribution of Individual Variables: Job Satisfaction and Job Turnover. Retrieved December 11, 2012, from www.journal-zarchieves8.webs.com/984-991.pdf
Laser, S. A. (1980). Dealing With The Problem Of Employee Turnover. Retrieved December 11, 2012, from www.onlinelibrary.wiley.com/doi/10.1002/hrm.3930190404/pdfLuthans, F. (1992). Organizational Behavior. New York: Mc Graw Hill Publishers.
MBA. (2010). What are benefits of Job Satisfaction? Retrieved December 11, 2012, from http://www.mbaofficial.com/mba-courses/human-resource-management/what-are-benefits-of-job-satisfaction/Milkovich, G. T., & Newman, J. M. (2005). Compensation. Boston: McGraw Hill Publishers
Mishra, A. K. & Spreitzer, G. M. 1998. Explaining how survivors respond to downsizing: The role of trust, empowerment, justice, and work redesign. Academy of management Review, 23 (3): 568-588.
Vangel, K. (2011). Employee Responses to Job Dissatisfaction. Retrieved December 11, 2012, from http://www.google.co.ke/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&ved=0CDYQFjAB&url=http%3A%2F%2Fwww.uri.edu%2Fresearch%2Flrc%2Fresearch%2Fpapers%2FVangel-Commitment.pdf&ei=-tvHUKR_gsLRBdOEgEg&usg=AFQjCNFQ-FrN8rR-qXzuGipRjKggi-jFvg