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Poor Health and Nutrition
Poor Health and Nutrition
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Course Name
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Poor Health and Nutrition
Poor health and nutrition are among the major issues that are being experienced in most metropolitan areas. This is brought about by several issues such as poverty, poor eating habits, limited access to basic services, and geographic isolation (Allcott et al., 2019). Poverty is a contributing factor to poor health and nutrition in that people in metropolitan areas consume cheap and affordable food. This kind of food is mostly energy-giving but lacks other nutrients which lead to poor health. Poor eating habits could include under-feeding or over-feeding. This is common among people in these areas; underfeeding due to financial constraints or over-feeding to the lack of knowledge on healthy eating (Allcott et al., 2019). Limited access to basic services such as labor and health facilities is also a contributing factor to poor health in metropolitan areas. This could be because of the lack of these facilities in the area or a long distance to travel to get these services. Lastly, geographic isolation is a barrier to the development of metropolitan areas. This prevents people from investing in such areas and sometimes food insecurity since no food supplies are brought to the area (Allcott et al., 2019).
Poor health and nutrition is a challenge that needs to be addressed by both the local government and the state government. They should work together to ensure that more health facilities are built for the people who live in the metropolitan areas (Mead, 2019). They should also come up with ways that will ensure there is food security in these areas so that people can get more nutritious foods that they can afford. The public should also be educated on the benefits of having a balanced diet and healthy eating to their health. The community members also should seek medical services whenever necessary and live a healthy life within their means (Mead, 2019).
The possible solution to this issue is to avoid labeling these areas. The fact that they are considered anti-urban already disadvantages them from getting the right treatment. These affect their businesses, financial status, and developments such as infrastructure. If all cities and towns are considered to be equal then we will have equal resources being distributed to all these areas. That way, we will be able to eradicate poverty in the metropolitan areas, increase food security, get rid of ignorance about health among members of these communities, and end up with a healthy community (Mead, 2019). Roles of both the state government and local government should be clearly outlined so that there will be someone liable or held responsible when something goes wrong.
Since home rule is self-governed and independent, it will have the power to bring about the necessary changes required by its people. The issue surrounding health and nutrition can be tackled by giving out the required resources to the members of the community (Su, 2017). Home rule will work out well since it will be held the responsibility of all contributions and problems in the metropolitan areas. In home rule, it is as if that area is on its own and does not compare or compete with other areas which give it the comfort to develop itself. The Dillon rule, on the other hand, will always need validation from the centralized government (Su, 2017). For instance, the proposal of building a health facility in a given area could be accepted or rejected by the state government if deemed unnecessary. But also, if the proposal is accepted there will be abundant resources for the work to get done.
My opinion is centered on the fact that home rule is independent governance while Dillon’s rule is dependent on the state government. It could be easier to get things done with the home rule since the decision relies on the local government but the resources will be limited to that region alone (Su, 2017). The Dillon’s rule will have vast resources since it is provided by the state government but only if their projects are approved by the state government. They do not have the power to make decisions on their own.
References
Allcott, H., Diamond, R., Dubé, J. P., Handbury, J., Rahkovsky, I., & Schnell, M. (2019). Food deserts and the causes of nutritional inequality. The Quarterly Journal of Economics, 134(4), 1793-1844. https://doi.org/10.1093/qje/qjz015
Mead, T. D. (2019). Federalism and state law: legal factors constraining and facilitating local initiatives. In Handbook of local government administration (pp. 31-45). Routledge. https://www.taylorfrancis.com/chapters/edit/10.4324/9781315093239-3/federalism-state-law-legal-factors-constraining-facilitating-local-initiatives-timothy-meadSu, R. (2017). Have cities abandoned home rule. Fordham Urb. LJ, 44, 181. https://heinonline.org/HOL/LandingPage?handle=hein.journals/frdurb44&div=10&id=&page=
Gaining Employee Acceptance and Cooperation
Gaining Employee Acceptance and Cooperation
Author
Institution
Introduction
The importance of collaboration between the varied levels of employees in an organization or business entity cannot be gainsaid. This is especially considering that employees are the backbone of any business entity, playing a crucial role in enhancing the productivity of the business entity, as well as sustainability and profitability, both in the short-term and long-term. There are varied reasons as to why employee cooperation is crucial to the job analyst. First, employee cooperation would enhance the productivity of the business entity on the overall. In instances where the employees disagree with the job analyst with regard to the appropriate manner for carrying out a particular task, it is evident that immense time would be lost, which weighs heavily against the productivity of the business entity (Luecke et al, 2006). Nevertheless, a business entity that learns the technique through which the employees and the job analysts can work together also learns about the appropriate way for getting the job cleared in the most productive manner.
In addition, this comes as one of the most effective techniques for enhancing the pleasant nature of the workplace, thereby lowering the turnover rates. A large number of companies face immense rates of employee turnover, thanks to the deficiency of cooperation between the varied groups of employees. This is especially so with regard to employees who are just about to have or have just had their jobs analyzed. Henderson (2006) notes that employees, in a particular business entity, may be a little apprehensive about coming into contact with the analyst. This is especially in instances where they have been wronged by the employer or harbor preconceived or pre-existing notions pertaining to the kind of treatment they have received and its effects on their job (Henderson, 2006). Nevertheless, the job analysts can enhance the success of the analysis through familiarizing themselves with the job requirements, time frame for completion and techniques to be used in the analysis. On the same note, it is imperative that they get a tour around the business entity with the incumbents so as to break the ice and familiarize oneself with the employees. This would go a long way in enhancing the cooperation provided by the employees to the job analyst, which would make the workplace more pleasant thereby lowering the turnover rates in the business entity.
Needless to say, job analysis comes as extremely fundamental to the sustainability and overall profitability of a business entity. While gaining employee cooperation would go a long way in enhancing the process of job analysis, it is imperative that the employer comes up with the appropriate policy framework to back up the process of analysis (Luecke et al, 2006). Scholars have underlined the fact that, as much as cooperation may take some effort to build, employees would have no problem working together and cooperating with the job analysts in instances where it is mandatory in the organization (Luecke et al, 2006). On the same note, it is imperative that the employer makes the work environment fun to work in, which would eliminate any issues about which the employees would want to gripe, thereby allowing them to conduct their duties in a more effective manner. In addition, it is imperative that the managers in the business entities strive to train both their analysts and their employees on the varied aspects pertaining to analysis, as well as the importance of cooperation (Luecke et al, 2006). In most cases, non-cooperation usually results in instances where there is lack of clarity on these aspects, in which case enhanced training would go a long way in enhancing the process of job analysis.
References
Henderson, R. I. (2006). Compensation management in a knowledge-based world (10th ed.). Upper Saddle River, NJ: Prentice Hall.
Luecke, R., Hall, B. J., & Harvard University. (2006). Performance management: Measure and improve the effectiveness of your employees. Boston, Mass: Harvard Business School Press.
Poor Communication Skills as a Health Communication Issue
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Poor Communication Skills as a Health Communication Issue
Published on 22nd August 2022, Alex Duvigneau delves into five ways that institutions can capitalize on to boost communication within the healthcare sector. The article posits that direct and immediate communication is critical in any healthcare environment. Duvigneau noted that the first step to boosting communication is assessing the current communication method. This is because before the institution can make any improvements to its internal communication channels, it first needs to look at the current efforts. Streamlining communication channels is also another way of improving communication. Following protocol is important, and communication should be as simple as possible. Duvigneau also mentions encouraging mobile collaboration among the professional healthcare as a way of boosting communication. Because healthcare professionals may not be huge fans of using email, institutions can encourage bottom-up, top-down and peer communications through mobile communication apps. The article also emphasizes the need to give employees a voice. This shows that their input is important in boosting communication among employees. Prioritizing face-to-face communication is also important in establishing communication channels. In-person meeting are better than online communication as they boost attention and active listening.
Duvigneau employs various health communication concepts in this article. She talks about in-person meetings being more effective in boosting communication. In-person meetings would require a physical presence which makes interactions more natural when compared to virtual meetings. Another concept that emerges is that of giving employees voice, which refers to the confidence that their inputs matter.
Moving forward, some questions students can answer in relation to this topic is why effective communication is critical for the healthcare sector. The reality is that its importance cannot be stressed enough as, in some cases, it communicates defines lie and death. Students can also pose the question of ways of boosting communication between members of staff. The final question would be what are their next steps keeping in mind the information they learned in this health communication course.
In my viewpoint, the article was articulate and well written by the author. Her explanations and examples show that Duvigneau took the time to research the topic in depth. I enjoyed reading through it and would recommend people that are interested in the topic to read it.
Source: https://www.beekeeper.io/blog/5-ways-improve-communication-between-healthcare-staff/