Factors Influencing Static Electricity

Factors Influencing Static Electricity Abstract The purpose of this experiment is to understand the magnitude of static electricity and the factors influencing it. The importance of this study can be linked to climate, technological advances, and improving existing inventions or creating new inventions. The fascination with static electricity motivated me to understand what static electricity is, in order to further my knowledge and flawlessly explain the science of lightning. Static electricity is the imbalance of electric charge which produces a small spark, therefore on a much larger scale, lightning in a thunderstorm is the result of the separation of protons and electrons. For my experiment, I created an electroscope using a glass jar with a plastic lid, a paperclip holding two small pieces of aluminum foil and tape securing the paperclip. I used 3 balloons of different sizes, small, medium, and large and rubbed it on my hair to separate charges, then I brought the balloon closer to the electroscope and the aluminum  foil then repelled from the other piece of aluminum; this successfully conveyed  that there was a separation of charge on the balloon from rubbing it on my hair. I repeated this experiment with the next 2 balloons and recorded my results. To decrease the likelihood of failure, I did 2 more trials; the results I came across supported my original hypothesis which stated that the bigger the material, the greater amount of electric   ch arge, and after conducting the experiment 2 more times with each different size of material, my hypothesis still was proved to be accurate. Upon proving the hypothesis to be true, I then concluded that the magnitude of lightning must have extreme strength considering the large scale damage it can do, and the fascination continued as I felt as though the science behind lightning was now between my very fingertips. To conclude, my experiment has taught me about the science of static electricity, the different ways we can separate charges in order to induce a shock, and how it can be related and interconnected with climate. This field of study has extreme significance and I am confident that the use of static electricity will grow, such as the use of static electricity in printers and photocopiers has already been implemented. For the next experiment I conduct, I would like to test the different influences other factors have on static electricity, such as the type of materials tested, the effects of the environment where the experiment takes place, or the significance of climate regarding static electricity. Introduction fI have always been fascinated with electric charge, static electricity, and the effects of friction. The fascination with science and its relationship to static  electricity and climate leaves me wondering what causes static electricity, how it is produced, and what are the factors that create a higher magnitude of static electricity. The main reason I am motivated to do this experiment is due to the fact that the world is advancing technologically each and every  day. In my opinion the incorporation of static electricity into common  applications is a very important subject to study; especially considering the amazing capabilities, and future advancements, of printers, photocopiers. I have many un-answered questions about the science of static electricity and the various factors that influence it. The topic of static electricity raises interesting points and thought provoking questions, I would like to answer a few such as; how does static electricity relate to lightning? What is the effect of size and temperature on static electricity? And, is static electricity necessary for life on Earth? + The purpose of this experiment is to examine the difference in magnitude of  static electricity, using several materials of different sizes. Testing the different materials will then lead me to understand the factors that may influence the strength of electric charges, and how it could relate to climate. +Hypothesis: I think that the size of an object is ther essential factor affecting  the magnitude of static electricity, that is, the bigger the material, the  greater magnitude Indicatevariables Manipulated  variable :Size of the material testing balloons Responding  variable:  Amount of static electricity Constants:  The types of materials, number of times each balloon is rubbed, and the temperature in the room the experiment will be conducted in. Research Static electricity is an imbalance of electric charges, and is generated by the separation of positive charges and negative charges. Therefore, when two different materials are within contact, the electrons can move from one material to the next when then leaves a surplus of positive charge on the other material, this consequently creates static electricity. Static electricity may be produced by friction and create a spark; however friction does not create it, but rather the transfer of electrons will create the static charge. All materials, people, and objects contain atoms. Atoms possess a nucleus which consist of protons and neutrons, whereas the electrons are outside of the nucleus. Objects and materials are usually neutrally charged as there is an equal number of protons and electronshowever if there is an imbalance between the  electric charges induced by contact, static electricity will generate. Static electricity can also be generated through various ways, such as when putting ceramics under pressure or heat. One can also separate charges by positioning a charged object   near a neutral object. This results in the charges of the neutral object repelling the same polarity as the charged object while the charged object will be attracted to the opposite polarity, which then causes the neutral object to have an unequal amount of charge. Discovering the different ways to separate charges increases my motivation to understand the factors that affect the magnitude of static electricity. The transfer of electrons onto a different material and having an imbalance between charges will result in static electricity, however I would like to understand the  relationship between polarity and size. My entire experiment is based on the many factors that could possibly influence the degree of static electricity. I am using the factors that could possibly affect static electricity as my foundation because static  electricity is vital to human existence, and important.                    . Hypothesis Based on my research, I think that the size of an object is the significant factor affecting the strength of static electricity, in other words, the larger the material, the greater the magnitude. Research that I have conducted has helped me discover the science behind lightning, which reenforces my hypothesis of larger  materials or objects that hold electric charge having greater strength because of how strong lightning is. Lightning is essentially static electricity on a bigger scale. Procedure Materials Glass jar Plastic lid Tape Aluminum foil Paper clip Balloons Ruler Variables o Manipulated variable- For this experiment, the size of each balloon will be manipulated. o Respondingvariable The magnitude of static electricity observable from the  foil repels.   o Constants Types of material, number of times each balloon is rubbed, and the temperature of the environment that the experiment will be conducted in. Stepbystep 1. Inflate 3 balloons of different sizes; small, medium, and large 2. Straighten   the paper clip out, then create a shape with a center circle with two hooks attached to it 3. Make a small opening in the middle of the plastic lid 4. Place the paper clip in the opening with the center circle sticking out from the top, and the hooks at the bottom, then secure it with tape 5. Cut two small pieces of aluminum foil of equal size, then make a small hole in the end of each strip 6. Attach the strips of foil onto the hooks of the paperclip 7. Now we have an electroscope and its time for the experiment to be conducted, create a data chart to record trials and measurements 8. Grab the small balloon, and rub it on your hair 10 times, then take the balloon and get close to the top of the electroscope, the foil should then move apart; this conveys that there is a separation of charges. 9. Measure the distance between the aluminum foil in the data chart 10. Repeat step 8 with the next two balloons and record the results to compare the strength of static electricity 11. Complete 2 more trials for each size of the balloons Results Observations Small balloon 0.7 inches Medium balloon 1inch Large balloon 1.2 inches Conclusion Based on the results of this experiment, the hypothesis that   the bigger the material is, the stronger the magnitude, is proven to be true. The small balloon on  each trial has the smallest distance between the 2 strips of aluminum foil, and the  large balloon has the largest distance. This correlation supports my original  chypothesis and can therefore expand my knowledge of static electricity and apply  Q-:it to wider scales. This study has extreme significance as it can be applied to  creating new inventions with the use of static electricity, explaining climate, and  understanding the different strengths of static electricity and its uses. On a personal interest, I believe the fascination with this topic is because of how   powerful lightning can be, and how it can be conducted from my very fingertips. The purpose of this project for me is to understand the science behind lightning  learned the details of static electricity, why we feel a shock when there is an imbalance of charges, and the different ways to separate charges. For next time, I would like to experiment with varying materials rather than different sizes, and possibly change small details such as, number of rubs per material, number of trials, and trying to experiment in different temperatures. Bibliography Hanania, Jordan, Kailyn Stenhouse, and Jason Donev. Static electricity. Static electricity-EnergyEducation.N.p., n.d. Web. 9 Jan. 2017. . How does static electricity work? Howdoesstaticelectricitywork?{Everyday Mysteries: FunScienceFactsfrom theLibraryofCongress).N.p., n.d. Web. 10 Jan. 2017. . What Is Static Electricity? LiveScience.Purch, n.d. Web. 10 Jan. 2017. .                 Ã‚  

Internet Taxation Essay -- Taxing Internet Web Essays

Internet Taxation Should states and local governments be able to impose internet tax on individuals and corporations? Maybe they should not, but they are. There are currently twelve states and the district of Colombia that currently impose sales tax on internet access. There are also 10 states that presently collect taxes on data downloads. Who pays for these taxes? And how is this tax computed? Is there truly justification for this taxation or is it just another way for federal, states, and local governments to collect potentially huge tax revenues? And what effects will these taxes have on the internet? Would taxing the internet kill the industry? In any case, individuals should educate themselves about internet taxation. There are three primary types of internet taxes: taxes on internet access, Sales and use tax, taxation on information and other non-tangible goods obtained from the internet (http://by4fd.bay4.hotmail.msn.com). One type of internet tax is the Internet access tax. These are taxes enforced on individuals or corporations for use internet access. Currently, there are 10 states which charge for internet access. These taxes are sometimes undetected by the customer because the tax is already embedded in the information or data processing services fee or the telecommunication services fee that is already being paid. So it is likely that firms or individuals don’t even realize they are paying this internet tax. If the internet tax is not already imbedded in these fees it would mean that the firm or individual would have to pay additional fees to access the internet. In many situations the imposed taxes are paid for by the internet service provider. For the states that are not currently paying taxes f... ...ack and watch internet retailers take advantage for so long. Though it seems fair to tax information and intangible goods, many internet customers are not going to be willing to pay for these taxes in addition to having to deal with longer time period to access the internet. Usually when people pay more they expect something in exchange. So taxing information and intangible goods does not seem like a wise move to make, unless there is a way of speeding up the internet speed and/or making internet access faster. Customers are just not going to pay more for less. This assignment has made me aware of what internet taxation is and informed me about the major controversy over it. I now know that there are many states in the U.S. that charge customers internet taxes. And I feel fortunate to live in Arizona where we do not have to pay these taxes at this time!!!

Hcs-490 Demographic Paper Essay

San Diego’s Children Obesity In this day of age, everyone is busy with life; taking short cuts anywhere possible seems to be the solution for many people. This means turning to fast foods and an unhealthy lifestyles sweeping over humanity. This paper will focus on child obesity in San Diego, California, and the impact it has caused on the health care marked. Furthermore, health related challenges, chronic wellness programs that affect health care cost, and marketing needs for this population. The community in San Diego can come together to provide a healthier lifestyle for their children. Demographic Data San Diego is known as a hot spot, a place where people love to get away and enjoy a great vacation. However, there is a huge epidemic taking place within the San Diego community. San Diego’s obesity rates pass the nation’s average, there is more than one out of every four children who are overweight and considered obese (Childhood Obesity Initiative, 2011). There are several factors that play into obese children in San Diego primarily starting with genetics and family history with poor functioning family and limited education. Secondary is behavioral and social risk factors. This is because a lack of physical activates, excessive screen time such as television, poor nutrition, and limited to fresh food access. The tertiary outcomes of these factors result in eating disorders and overweight children turning into adults (Centers for Disease Control and Prevention. 2012). In the years of 2009 to 2010, girls in the age range of 12 to 19 had a higher prevalence of obesity th an girls age two to 11. That same year boys age ranging from six to 11 had the highest prevalence of obesity than boys aging from two to six and boys aging 12 to 19 (County of San Diego. 2009). In 2008, boys ranging in the age of two to 19 had a higher chance of becoming obese than non-Hispanic White boys. Within that same year, non-Hispanic Black girls had a greater chance of becoming obese that a non-Hispanic White girl (County of San Diego. 2009). San Diego County projects every one in three children who come from a low income family are considered obese before they even have their fifth birthday (County of San Diego. 2009). Child Obesity Effects on Health Care Obesity has a wide range of health factors and risks that follow; however, that is not the only problem. California spends more public and private money on health care related to obesity than any other state. This includes a loss of productivity in overweight and the obese costing families, health care industry, employers, and the government more than 21 billion dollars each year (Babey, 2012). Poor eating habits are becoming a big problem costing billions of dollars. San Diego like many other neighborhoods have unhealthy, inexpressive foods that contributing to this obesity epidemic. This is why the hospital systems across San Diego County are coming together to promote healthy eating within their cafeterias, patient meals, and the community (Childhood Obesity Initiative. (2011). In 2012 the Nutrition in Healthcare Leadership Team (NHLT) completed a plan for healthier food choices. This goal include making healthy foods and beverages the standard, give leeway on buying powers to buy healthier foods, collaboration among healthcare organizations, raise the food literacy, and track food practices in the health care system (Childhood Obesity Initiative. (2011). Health Care Challenges There are both direct and indirect costs that are associated with obesity among children who face challenges for San Diego County. Direct costs are healthcare cost as well as pharmaceuticals, while indirect costs are lost productivity and costs that would be associated with workdays and earning wages lost (Cohen, 2000). San Diego County spends more than three billion dollars on direct and indirect cost annually. As the percentages of child obesity are on the rise, the cost of medical care and productivity will rise (Childhood Obesity Initiative. 2012). Wellness Programs Affecting Cost Fusion Academy and Learning Center of San Diego is introducing a comprehensive Wellness Program for school children in sixth to twelfth grade. This program will educated these students and give them a chance to make healthier lifestyle choices and easily navigate through childhood adolescence (Fusion Academy & Learning Center, 2012). Fusion academy runs 20 sessions that focus on four separate disciplines. These are emotional wellness, art expression, music expression, yoga, nutrition, and meditation (Fusion Academy & Learning Center, 2012). The cost for the program is $1,680 (Fusion Academy & Learning Center, 2012), it may seem a high price to pay; however, this wellness program will pay off by educating the young on how to live a healthier lifestyle and make healthier decisions. This would lead to lower healthcare cost in the future and a fresh start for the children of this county. Markets Needs Marketing needs for obese children in San Diego County start off with planning. Planning is one of the most important steps in marketing. Knowing the targeted audience in which planning to market for such as races, ethnicities, cultures, and backgrounds. A large population of obese children in San Diego County comes from lower income families who are not well educated (County of San Diego. 2009), so this would be the targeted audience. Apart of this plan for marketing San Diego County would need to address the following: †¢ Build awareness for childhood obesity†¦ [paragraph continues] †¢ Build a guide for everyone interested in San Diego County; addressing childhood obesity, including businesses, and instructions with neighborhoods to be addressed†¦ [paragraph continues] †¢ Building drive for the plan of action†¦ [paragraph continues] †¢ Teaming partnerships with already existing organization on this issue with new new sectors†¦ [paragraph cont inues] †¢ Make sure that strategies follow policy and environmental changes and not just individual needs and family efforts†¦ [paragraph continues] †¢ Develop a planned document to support the community partnerships in their efforts†¦ [paragraph continues] This would call for everyone in San Diego County to collaborate in the fight against childhood obesity (Call to Action, 2006). Once all the criteria are addressed, it would be presented to seven different domain areas such as: †¢ County and city governments†¦ [paragraph continues] †¢ Healthcare systems and providers†¦ [paragraph continues] †¢ Schools†¦ paragraph continues] †¢ Preschools, childcare providers and other school programs†¦ [paragraph continues] †¢ Community-based programs†¦ [paragraph continues] †¢ Media†¦ [paragraph continues] †¢ Different businesses†¦ [paragraph continues] Relaying the message about childhood obesity and the impacts it has on San Diego will help in the fight to turn the epidemic around. Addressing Child Obesity Addressing childhood obesity takes the whole community to get involved. There are several initiatives that address childhood obesity in San Diego County, such as Halloween Candy Buy Back program (Childhood Obesity Initiative, 2012). This program consists of 13 different dental offices and pediatric offices that buy back children’s Halloween candy and send it as a treat to the United States troops through a nonprofit organization called Operation Gratitude (Childhood Obesity Initiative, 2012). In 2011, the healthcare domain collaborated with health care physicians to build a menu for children in a fight to cut back on childhood obesity. Annual Anderson Memorial Conferences are held to bring dental providers and medical providers together to cross-collaborate and communicate child obesity prevention (Childhood Obesity Initiative, 2012). Conclusion There is no doubt that child obesity has become a huge issue in San Diego County. This is a problem that can be changed with educating the community. Getting the community involved and educating the children to live a healthier lifestyle are steps to take for a bright future in San Diego County. The children are the future and taking action will give these children a chance to live a long and health life while saving costs in health care and fighting off diseases. References Babey, S. H., Bloom, A., & Goldstein, H. (2012, June). Overweight and Obesity among Children by California Cities – 2010. UCLA Center for Health Policy Research and California Center for Public Health Advocacy,. Retrieved from http://cbsla.files.wordpress.com/2012/08/patchworkcities6-4-12.pdf Call to Action. (2006). San Diego County. Childhood Obesity Action Plan. Retrieved from http://eatbettermovemore.org/sa/policies/pdftext/SDobesity_action_plan.pdf Centers for Disease Control and Prevention. (2012). Overweight and Obesity. Causes and Consequences. Retreived from http://www.cdc.gov/obesity/adult/causes/index.html. Childhood Obesity Initiative. (2011). Overweight and Obesity in San Diego County. Overview. About us. Retrieved from http://ourcommunityourkids.org/ Childhood Obesity Initiative. (2012). The Challenges of Childhood Obesity. Call of Action Child Obesity Action Plan. Retrieved from http://ourcommunityourkids.org/media/17878/action%20plan%20revision%202010%20final.pdf Cohen, J. (2000, December). Overweight Kids: Why Should We Care. CRB, 1-42. Retrieved from http://www.library.ca.gov/crb/00/08/00-008.pdf County of San Diego. (2009). Health and Human Services, Public Health Services, Community Heal th Statistics Unit. Healthy People 2010 Health Indicators for San Diego County; Full Report. Retrieved from www.SDHealthStatistics.com. Fusion Academy & Learning Center. (2012). Retrieved from http://www.fusionacademy.com/news/san-diego-fusion-san-diego-introduces-wellness-program

12 Angry Men: Review 3

In the beginning of 12 Angry Men, they clarify that they had sat through six days of court listening to the case, and were now ready to decide the verdict. After those six days of hearing believed conclusive evidence and no defense from the plaintiff, it seemed to be an assured decision. When I researched on what exactly happens in the Jury Room it said: The first motion of business in a jury room is to select one of the jurors as a foreman. He or she leads the discussion and tries to encourage everyone to join in the discussion.Every juror should have input. The purpose of these deliberations is to have a robust, uninhibited discussion which will lead to a calm, unbiased reasoning. With that being understood, it helped me comprehend and get more of a grasp on what the climate the jury room should have. As we saw in the movie, the jurors entered the room and none of them seemed eager or looked like they had the motivation to sit there and converse. What make’s matter worse was the scorching heat with no air conditioning.They were locked inside a small room with 12 other men; one was sick, and almost all of them were smoking. Absolutely nobody wanted to be there, so the climate is completely negative to begin with. Climate is defined as the atmosphere or environment within a group and is experienced by all members of the group. It materializes and is impacted by communication and can either be supportive or defensive. The frame of mind is set by the irritated baseball fan who tells everyone he has a game to get to and makes it clear that this case has an unambiguous verdict.With this sort of nonverbal confidence he is showing in his decision, it provides confirmation to the jurors in the room that there is nothing significant to discuss. The only thing established is the fact that the jurors have already made up their mind about the boy being guilty without any discussion. To start the jurors meeting, they decided to take a vote of how many feel the boy i s guilty and how many do not. Fortunately for the boy being tried as guilty, there was one juror, Henry Fonda; that had a reasonable doubt about the case and stood against the others.It wasn’t that he had already a made a decision on the verdict; it was that he felt he couldn’t vote guilty and send a man to die until he at least talked about it. The climate in the room became exceptionally negative because they all thought they were going to be able to go home but Fonda stopped them from doing so by not voting guilty. One man wouldn’t stop yelling and others were taking his side making the environment in the room a bit hostile. Fonda was willing to face the ridicule of eleven angry men.He challenged every juror to effectively tell him why they are voting guilty, which promoted deliberation. By standing up to all of the others, he gradually began to gain respect from some of the other jurors who were now ready to hear what he actually had to say. Without being na med the jury foreman, Fonda turned the broken juror room into a proper and productive room. In my opinion, this was a fine demonstration of leadership. When they decided to take turns around the table putting their two cents in, Fonda sat there and listened.Instead of arguing for the sake of not guilty, he simply let the other jurors elaborate on some of the main facts they had in the case, which often became major points of speculation. Just by listening, Fonda was able to hear everyone’s arguments and the other jurors themselves started to second guess themselves because what they believed were based on wrongful facts. When they started discussing more and more about a particular fact or certain evidence, the smaller details became inconclusive. Without listening, none of what they had found out by speculating the facts, wouldn’t have unfolded the way it did.It was from there, they started developing cohesiveness and the jurors started opening their minds and explori ng all of the other possibilities. As they kept their discussions and expatiated on the facts that they can all relate to, clues about the case started to become clear. They started to listen to one another, realizing it was necessary to hear each other’s incite, and they finally began to support each other’s views. This is a perfect illustration of groupthink, which is where group members try to cut down on any sort of conflict by not evaluating, scrutinizing, or arguing with other people’s ideas.However, they had a conflict with one of the jurors. There was no intention throughout the entire movie that this was going to switch his vote because he had personal ties from a family feud he was portraying. He had told us that in the beginning of the movie that he got into a fist fight with his 16 year old son and hasn’t seen him in two years. Once everyone was on the same page, convincing this man to vote not guilty became the name of the gamehttp://www. ala meda. courts. ca. gov/courts/jury/procedure. shtml

NUMMI Analysis Essay

The goal of this executive summary is to identify the problems, the major causes, solutions and methods of implementation for the New United Motor Manufacturing Inc. better known as NUMMI. NUMMI though specializes in vehicle manufacturing, was having trouble producing small vehicles. NUMMI workforce also had a horrible reputation. NUMMI would like to successfully reinvent its organization culture and produce high quality vehicles. NUMMI solution is to adopt a new production and management systems. To conclude this report, we will justify why adopting new production and management system will benefit NUMMI and help change its organizational culture. Problem Identification In1983 the New United Motor Manufacturing Inc., Toyota and GM joint venture experiment in a unlikely collaboration to bring a new fleet of profitable small cars to the United States. This partnership took place in Fremont, California in a factory plant called NUMMI. GM objective was to learn how to make small profitable vehicles and learn Toyota production and Management System. Toyota objective on the other hand wanted to simply begin producing vehicles in the United States. GM already had the infrastructure in place that Toyota needed; this lead to their partnership. The workforce at the original GM Fremont factory was well-known to be the worst in producing low quality vehicles in the GM ecosystem. â€Å"The work force in those days had a horrible reputation, frequently going out on strike (sometimes wildcat strikes), filing grievance after grievance and even sabotaging quality.†(Shook 2010) The objective of NUMMI was to devise a plan to help change the culture of the organization. NUMMI would measure there outcomes by successfully reinventing there organization culture and producing high quality vehicles. This level of achievement allowed NUMMI to go from being GM’s worst factory to later becoming one of its best. NUMMI employees where empowered to be accountable for their selves and build quality vehicles. â€Å"What changed the culture was giving employees the means by which they could successfully do their jobs. It was communicating clearly to employees what their jobs were and providing the training and tools to  enable the m to perform those jobs successfully.† (Shook 2010) GM Fremont plant workforce was once considered one of the company’s worst production facilities. At the time, the plant workforce was producing some of the worst quality vehicles for GM; there level of absenteeism regularly ran over 20%, employees would habitually go on strike and sometime known to sabotaging quality. Without changing employees the once dysfunctional manufacturing plant was transformed into a model facility with a new company culture. By adopting Toyota’s production and management system, NUMMI overcame the many obstacles that once prevented its ability to achieve the objectives above. Causes of the Problem As stated before, GM Fremont factory in 1983 was producing extremely low quality vehicles. To try and correct this problem, GM entered a joint venture with Toyota. Toyota faced many challenges partnering with GM. To begin GM didn’t know how to make small profitable vehicles. GM attempts to create small size vehicles ultimately failed thus why reaching out to Toyota. GM also wanted to reinvent its work force production and management systems. This joint venture would allow GM to learn how to make quality small profitable vehicles and more importantly learn Toyotas production and Management System. GM Fremont was well known for having an unsatisfactory workforce. The employees had a terrible company-employee relationship culture and reputation. Employees were known to habitually go on strike, filing grievances were common, and there were employees to go as far as sabotaging quality. â€Å"Toyota had many concerns about transplanting perhaps the most important aspect of its production system — its way of cultivating employee involvement — into a workplace as poor as Fremont. Toyota wondered how workers with such a bad reputation could support it in building in quality. How would they support the concept and practice of teamwork?† (Shook 2010) The work force culture obviously was not a positive one. Employees had an unfavorable outlook of the employers. Company -employee relationship morale  was low thus affecting the company’s culture. GM Fremont facility was failing, due to the plant lack of company-employee relationship culture, production ineffic iency and management systems. Possible Solutions Changing NUMMI company-employee culture was no easy task. Shook stated it best, â€Å"the way to change culture is not to first change how people think, but instead to start by changing how people behave — what they do. Those of us trying to change our organizations’ culture need to define the things we want to do, the ways we want to behave and want each other to behave, to provide training and then to do what is necessary to reinforce those behaviors. The culture will change as a result.† NUMMI empowered its employees to find and solve daily problems and make justified improvements as they see fit. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. In the article â€Å"The Stop the Line System† was the primary example of this. Stop the line enabled employees with the obligation to stop the assembly line if and when there was a problem. This in turn reassured employees that the company value their opinions and trust them enough to make pertinent decisions. â€Å"Managers have the responsibility to create a proper climate in which employees can develop to their fullest potential. Failure to provide such a climate would theatrically increase employee frustration and could result in poorer performance, lower job satisfaction, and increased withdrawal from the organization.† (Steers and Porter 1983) â€Å"What changed the culture at NUMMI wasn’t an abstract notion of â€Å"employee involvement† or â€Å"a learning organization† or even â€Å"culture† at all. What changed the culture was giving employees the means by which they could successfully do their jobs. It was communicating clearly to employees what their jobs were and providing the training and tools to enable them to perform those jobs successfully.† (Shook 2010) Secondly, NUMMI provided its work force with a since of membership. Employees desired commitment from their employers. NUMMI did not guarantee life time employment, no employer can guarantee that. Instead NUMMI devised a mutual  trust agreement stating that the last thing it wanted to do was lay of its employees. To reassure employees, â€Å"NUMMI wrote into the contract the commitment that before anyone was laid off certain steps would have been taken, including reducing plant operating hours and cutting management bonuses. Employee motivation comes from assuring membership in the organization, rather than from buying and selling time, whatever the price tag. â€Å"(Shook 2010) To further advance and change the culture of the organization; In the hiring process NUMMI allowed certain floor leaders take part in the hiring of their own team members. This in turn gives employees since of responsibility and authority, thus positively changing the culture dynamics of NUMMI company-employee relationship. These are only some of the reason why Shook suggests how NUMMI culture was changed. Additionally, there are many other possible solutions that can be implemented in order to continue to motivate and change an organization culture. For instance, NUMMI can introduce an employee reward/recognition system. The drive to be rewarded or recognized by ones employer should be ample motivation to keep employees satisfied. The reward system could be broken down between the all-around best and worst performers, reward can be tied to individual performance and provide the lead performing employees with an opportunity for advancement. A disadvantage to the reward system would be convincing the entire workforce to continuously give 100% even though there may be a gap in skills amongst fellow workers. â€Å"The challenge therefore for organization is to develop reward system that are perceived to be fair and equitable and distributing the reward in accordance with employees beliefs about their own value to the organization.† (Ramlall 2004) Another method to having an amazing company-employee culture is by having a good work environment. Employees want to go to work to in an environment with a friendly setting, productivity, promote teamwork, collaboration, are respectful, and encourages an since of inclusiveness. A organization never wants to be in a situation where an employee feels as if there working in a hostile environment. â€Å"The consequences of employees perceiving they are not treated fairly can create a variety of options for employees. These options include the employee reducing their input through directly restricting their work output, attempting to increase their output be seeking salaryincreases, seeking more enjoyable assignments or simply withdrawal from the situation entirely, that is, quit the job and seek employment elsewhere.† (Champagne 1989) Lastly, developing jobs positions that are meaningful and challenging where employee roles and duties are clearly defined will help foster a positive organizational culture. For instance, â€Å"Cirque du Soleil, too, is committed to making jobs challenging and fulfilling. Despite grueling rehearsal and performance schedules, it attracts and retains performers by accommodating their creativity and pushing them to perfect their craft. Its employees also get to say a lot about how performances are staged, and they are allowed to move from show to show to learn new skills.† (Nohria, Groysberg, Lee2008) Solutions and Implementation Due to Toyota production and management systems, NUMMI went from being GM’s worst plant to GM’s best plant in just one year. â€Å"All with the exact same workers, including the old troublemakers. The only thing that changed was the production and management system — and, somehow, the culture.† (Shook 2010) There is no one specific solution for changing an organizations culture. The closet explanation explaining why NUMMI’s culture changed was the adoption of Toyota’s production and management system. Toyota’s system was more robust and organized compared to GM’s system. The workforce embraced Toyota’s system because it yielded them more favorable results and allowed employees to finally feel part of the organization. Toyota’s system offered NUMMI employees the opportunity to find and solve daily problems and make justified improvements as they see fit. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. Toyota’s system also provided its work force with a since of membership. Employees wanted to be reassured that NUMMI was just as committed to the organization as they were. Other solutions that would keep the work force motivated and change origination culture is an employee reward/ recognition system, a good work environment/culture and developing job positions that are challenging and fulfilling. All of these solutions work hand in hand in order to create a well-balanced origination culture. Furthermore, of the five solutions; I believe the opportunity for NUMMI employees to find and solve daily problems and make justified improvements would be the most important. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. The case states â€Å"Every person in a supervisory capacity, including hourly team leaders, visited Toyota City for two or more weeks of training at the Takaoka plant. The training included long hours of lectures but, most importantly, practical on-the-job training in which they worked alongside their counterparts to learn what was to be their job back in California. At the end of each training tour, we asked the trainees what they would most want to take back with them to Fremont of all they had seen at Toyota. Their answer was invariably the same: â€Å"The ability to focus on solving problems without pointing fingers and looking to place the blame on someone.† (Shook 2010) This in turn reassured employees that the company value their opinions and trust them enough to make important decisions. The organization allowing employees to solve problems will benefit the company long term in that it will boost workforce morale, employees don’t have to be afraid to solve problems without ramifications and there will be a better form constant communication between employees and managers. Disadvantages for an organization allowing employees to solve problems without managerial supervision can result in damage product, slowdown or stop of assembly line thus resulting in loss of money. Once implemented, the organization needs to ensure that the workforce (including managers) is on board with the changes in order to move forward. To do this, NUMMI must provide new training through workshops and seminars to all employees. After participating in either the workshop or seminars, Humane Resources should devise a form; having all employees sign that form in order to not have any miscommunication down the line. To sustain success, NUMMI should create team building events/demonstration for all employees to constantly remain on the same page. Currently, NUMMI provides its employees with the opportunity to find and solve daily problems and make improvements without fear of anyone pointing fingers. The workforce embraced the system so well that in one years’ time; NUMMI went from being GM’s worst plant to GM’s best. Justification Changing an organization culture is no easy task. When GM and Toyota decided to form there joint venture, no one could have predicted that they would become a success in a year’s time. There was no one specific solution for changing NUMMI organizations culture. The closet explanation explaining why NUMMI’s culture changed was the adoption of Toyota’s production and management system. Toyota management system benefited the organizational cultural in that it allowed NUMMI employees the opportunity to find and solve daily problems and make justified improvements. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. Toyota’s system also provided its work force with a since of membership. Employees wanted to be reassured that NUMMI was just as committed to the organization as they were. Other solutions that would keep the work force motivated and change origination culture is an employee reward/ recognition system, a good work environment/culture and developing job positions that are challenging and fulfilling. All of these solutions work hand in hand in order to create a well-balanced origination culture. I believe the opportunity for NUMMI employees to find and solve daily problems and make justified improvements is the most important solution. The article stated that of all the solutions; being able to solve problems without anyone looking to place blame on someone† was the most important organizational culture change. Adopting this organizational cultural change benefitted NUMMI in that the company now is GM best vehicle manufacturing plant. References 1. Champagne, P., & McAfee, B. (1989). Motivating strategies for performance and productivity. In A guide to humane resource development. New York: Quorum Books. 2. Ramlall, S. (2004). Motivation Theories and their Implications for Employee Retention within Organizations. Journal of the American Academy of Business, (5), 52-64. 3. Shook, J. (2010). How to Change a Culture: Lessons From NUMMI. MIT Sloan Management Review, 51(2). 4. Steers, R., & Porter, L. (1983). Motivation & Work Behavior. New York: McGraw-Hill Book Company. 5. Nohria, N., Groysberg, B., & Lee, L. (2008). Employee Motivation: A Powerful New Model.Harvard Business Review.

Qualitative Nursing Research Critique on the Relationship of Nursing Assignment

Qualitative Nursing Research Critique on the Relationship of Nursing Unit Structure to Patient Satisfaction - Assignment Example Qualitative Nursing Research Critique on the Relationship of Nursing Unit Structure to Patient Satisfaction In the field of medicine, most of the time patients under similar diagnoses may not have similar outcomes. This makes for the uncertainty that is commonly present under medical conditions (Lubin, Smith, Dodson, Spell, & Walker, 2010). What can be certain however is the satisfaction or dissatisfaction of both the patients and the level of engagement of the nursing staff that serves them. In a study conducted by Bacon and Mark in 2009, they were able to make a connection between the management and organization of nursing staff units and the level of satisfaction of patients and their characteristics under medical-surgical settings in 146 hospitals. By finding out how the response and availability of nursing staff could affect the satisfaction of patients in inpatient settings, the research was able to conclude that modifications in the work structure and the engagement levels of staff could give better service to patients, especially those recovering from surgeries. This is most significant to nurses that are under medical-surgical settings since most of the time they have to deal with patients who would need medications to alleviate pain (Mills, 2006). During the course of the study, the authors had a purpose of providing an improved solution to patient problems such as pain management in inpatient settings. The study was conducted in order to examine the connection of patients’ characteristics and level of satisfaction to the hospital environment that they are in, as well as the organizational structures of the nursing units and the total impact of such structure in the contentment of the admitted patients (Bacon & Mark, 2009). They focused on the numerous reports of patients who have or had problems with regards to the interaction between them and their care providers, and this is one of the leading causes of their dissatisfaction during hospital stays. The research question is apparent in their premise of finding a solution, and that in order to give patients a more satisfying stay in the hospital, factors that can affect them directly are sought out and sorted, finding a better way for nursing staff to deliver better services in the process. The study’s finding that there should also be satisfaction at the level of the nursing staff in order to deliver better services coincides with a previous report that high levels of stress and low motivation among nurses have a great impact on the mortality and the failure of rescuing patients in some hospitals in PA (Aiken, Clarke, Sloane, Lake, & Cheney, 2008). This is very significant for the field of nursing especially due to the nature of providing not just treatment but also care to all patients. By making improvements in the efficiency, technology, work processes and organizational design of the nursing staff, they may be able to increase their productivity without sacrif icing too much of their personal time. In turn, the satisfied nurses can be much more effective in delivering care safely to their patients (Hendrich, Chow, Skierczynsky, & Lu, 2008). The study design of the experiment was done according to the definitions of qualitative

Theories of Development Term Paper Example | Topics and Well Written Essays - 1250 words

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