Essay about last words of Christ - 880 Words

JESUS LAST WORDS ON THE CROSS The seven last words of Jesus on the cross demonstrate both his humanity and his divinity, and capture the last moment Jesus went through to gain our forgiveness. 1. Father forgive them, for they know not what they do: (Luke 23:34) Forgiveness for those who arrested condemned and executed Jesus†¦but also forgiveness those who drove the nails into the hands of Jesus, and those who mocked him. It is amazing to see the boundless mercy of Jesus. The first words He utters when he goes onto the Cross are words of forgiveness. This echoes what Jesus feels today when he looks down upon us and says the same words of forgiveness nbsp;nbsp;nbsp;nbsp;nbsp; Parallel verse: Matt 5:44 Love your enemies, bless those†¦show more content†¦This shows it is never too late to turn to Christ. Even in His (Jesus) misery, he had mercy on this criminal Parallel verse: Hebrew 8:12 â€Å"For I will be merciful to their unrighteousness, and their sins and lawless deeds I will remember no more† 3. Woman behold your son!†¦Behold your mother!: (John 19:26-27) In the midst of all His pain, Jesus understands his mother Mary’s pain of watching her son being crucified, he understands this and tells John, his beloved disciple to care for her. The term woman at that time is a term of dignity and affection. Jesus is symbolically establishes Mary as the mother of all faithful disciples. Jesus first thinks about forgiving other, then about accepting a sinner, then about family—shows how much He cares for others, and how we should too. Parallel verse: 1Timothy 5:8 4. My God, My God why have You forsaken Me: (Matt 27:46) Now the whole earth is dark, and we hear a voice crying out! Jesus says â€Å"Eloi, Eloi† which has the same meaning but in the Syrian language. 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Goal Setting Theory - Free Essay Example

Sample details Pages: 6 Words: 1813 Downloads: 2 Date added: 2017/09/16 Category Psychology Essay Type Argumentative essay Tags: Motivation Essay Did you like this example? Introduction This essay will explain the goal setting theory. I will review theories related to goal setting. Then I will apply the theories to a work example. Lastly, I will provide recommendations based on the theories. Literature review: Goal setting is a theory of motivation, which may give employees a sense of purpose, challenge, and meaning to their work as well as a sense of accomplishment (Latham 2007, p. 62). Effective goal setting has according to Medlin and Green (2009, p. 952) been a driver of performance for decades. Latham and Locke (1990, p. 261) states that goals direct attention to the activity specified by the goal and simultaneously away from goal-irrelevant activities. The core finding of goal setting research is that specific high goals when accepted, lead to higher performance than no goals or vague goals (Latham 2007, p. 53). The importance of the goal to the individual and self-efficacy (i. e. self-confidence that the goal for a specific task is att ainable) influences the commitment of an individual to a goal (Latham Locke, 2007, p. 291). However, if there is no commitment to the goal, no motivational effects will occur from goal setting (Slocum, Cron and Brown, 2002, p. 77). According to Latham and Locke (1990, p. 95) goals motivate individuals to be persistent, and challenging goals inspire the individual to be determined in not settling for less than could be achieved. Furthermore, goals can affect performance indirectly by motivating the individual to develop task specific strategies (Latham Locke, 1990, p. 261). Goals are moderated by ability, goal commitment, feedback in relation to goal pursuit, the complexity of the task, and situational factors (e. . , presence of needed resources) (Latham Locke, 2007, p. 291). An employee’s motivation is according to Latham and Locke (2007, p. 291) affected by specific challenges and demands such as high goals. However, people automatically use the knowledge and skills t hey have already acquired that are relevant to achieve the goal (Latham Locke, 2002, p. 707). In the absence of knowledge or ability, setting a specific high goal can have a negative effect on a person’s performance (Kanfer Ackerman, 1989, p. 661). A learning goal should be set rather than an outcome goal when the knowledge or skill for attaining the goal is unknown (Latham Locke 2007, p. 293). A situational constraint to effective goal setting is environmental uncertainty, which might be due to unavailable information in order to set efficient outcome or learning goals (Seijts Latham, 2001, p. 292). In order for goals to affect performance, Erez and Zidon (1984, p. 77) state that there must be commitment to the goals, that is, employees must be truly trying to attain them. One important factor that facilitates goal commitment is the belief that the individual are able to attain the goal (i. e. , high self-efficacy), and the importance of the outcome that they expec t as a result of working to attain the goal is yet another important factor (Locke Latham, 2002, p. 707). An employee’s success in achieving challenging but attainable goals is associated with positive and valued (high-valence) outcomes (Fried Slowic, 2004, p. 406). Examples of internal outcomes are a sense of accomplishment, escape from feeling bored or useless, and proving oneself. External outcomes are for example, higher income, job security, and opportunities for promotions. The higher the importance of these expected outcomes for the person, the higher the goal commitment to attain it (Latham, 2007, p. 185). Locke and Latham (1990, p. 242) suggest that when feedback allows performance to be tracked in relation to one’s goal, goal setting is more effective. When people find they are below target, they normally increase their effort or try a new strategy (Matsui, Okada, Inoshita, 1983, p. 10). If the employees do not know how they are doing, it is difficult f or them to adjust their performance strategies to match what the goal requires (Locke Latham, 1990, p. 242). When the goal is set, it is the person’s perception of how well he or she will perform, that will determine the level of performance, hence the importance of one’s self efficacy (Latham, 2007, p. 82). According to Lee and Bobko (1992, p. 364) a goal is perceived to be less difficult when a person’s self-efficacy is high. Also, people with high self-efficacy adjust their level of performance to negative feedback more effectively than do people who have low self-efficacy. Allowing employees to participate in goal setting lead consistently to higher level of commitment as participation generally make the goals more important to the individual, and the goals would be set based on previous performance and current knowledge (Latham Locke, 1990, p 109). The employee will usually have a higher self-efficacy and therefore perform better than those who do not participate in setting the goals (Locke, 2002, p. 08). Example In a previous job, I was given a specific outcome goal, which consisted of selling a certain amount of cell-phones in a day. I received a fixed salary regardless if I reached the goal or not. A situational constraint of having few customers made me incapable of reaching the goal. In addition, I had little knowledge of the products I was supposed to sell, as I had only been working for a few weeks. I experienced lack of motivation and commitment to the goal I had been given. According to Latham (2007, p. 176) goal setting without adequate knowledge is useless (i. . , unless the individual know how to attain a goal, there will be no commitment). When learning rather than motivation is required to master a task, setting an outcome goal can have a detrimental effect on performance and a decrease in self-efficacy (Latham Locke, 2007, p. 293). People with low self-efficacy are unlikely to commit to a high goal (Latham Locke 2007, p. 291). I had low self-efficacy and no commitment due to the lack of ability and knowledge to perform the goal I was given. This is consistent with the theory where Woofford, Goodwin, and Premack (1992, p. 95) state that when commitment is lacking, goals have little or no effect on behavior. The goal I was given was unrealistic, therefore I ignored there even was a goal. Goals that are perceived as difficult are less likely to be accepted than easy goals (Latham Locke, 1990, p. 259). As learning was required to master the task, it is consistent with the theory that the given outcome goal had detrimental effect on my performance (i. e. , Seiits Latham 2001, p. 292). Latham (2007, p. 92) states that high dissatisfaction occurs when rewards are perceived as unfair. I got de-motivated and felt no commitment to the organization as there was no reward or high-valence outcome if the goal was achieved. Moreover, I was not committed to the goal I was given, hence feedback became irrelevant and ineffective, and this is where it breached the theory (i. e. , Matsui, Okada, Inoshita 1983, p. 410). Recommendation: First of all, due to the lack of ability and knowledge to perform the given goal, a specific difficult learning goal should have been set rather than an outcome goal. A specific outcome goal should be set only when people have the required knowledge or ability (Latham, 2007, p. 8). By ensuring adequate training, strategy development or task instructions, the employees would have the accurate knowledge and ability to perform the given task; self-efficacy might increase, which in turn enhances goal commitment and performance (Bandura Locke, 2003, p. 94). Second, an alternative for managers to assigning an appropriate goal is to allow employees to participate in setting them (Latham Locke, 2002, p. 707). Generally, employees will set goals based on previous performance and current knowledge, which usually lead to a higher self-efficacy and better perfo rmance (Latham Locke, 1990, p 109). Also, people with high self-efficacy will typically set higher goals upon attainment than those with low self-efficacy (Latham Locke 2007, p. 291). Third, a reward such as monetary incentives may be used to enhance goal commitment. Employee satisfaction will derive, in part, from giving employees personally meaningful work that they are capable of handling and, in part, reward good performance (Locke and Latham 1990, 267). Other rewards such as gift cards, competition of being â€Å"employee of the month† and flexible working hours is examples, which could enhance goal commitment. Fourth, the manager should take social constraints into consideration prior to the goal setting. Here, as few customers visited the store, it was literally impossible to sell enough products to reach the given goal. The goal should be achievable for the reason that employees will only commit to a goal if they have the ability and knowledge to attain them ( Latham Locke, 2002, p. 707). Fifth, the manager should try to convince the employee that attaining the goal is important, communicate an inspire vision and be supportive (Latham Locke, 2002, p. 707) References: Bandura, A. Locke, E. A. (2003). Negative Self-Efficacy and Goal Effects Revisited. Journal of Applied Psychology, 88(1), 87-99. Retrieved April 12, 2010, from the EBSCOhost database. Erez, M. , Zidon, I. (1984). Effect of Goal Acceptance on the Relationship Of Goal Difficulty to Performance. Journal of Applied Psychology, 69(1), 68-78. Retrieved February 4, 2010, from the EBSCOhost database. Fried, Y. , Slowik, L. H. (2004). Enriching Goal-Setting Theory with Time: An Integrated Approach. Academy of Management Review, 29(3), 404-422. Retrieved April 2, 2010, from the EBSChost database. Kanfer, R. , Ackerman, P. L. (1989). Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition. Journal of Applied Psychology, 74 (4), 657-690. Retrieved April 15, 2010, from the EBSChost database. Latham, G. P. , Locke, E. A. (1990). A Theory of Goal Setting Task Performance. Englewood Cliffs: Prentice Hall. Latham, G. P. , Locke, E. A. (2007). New Developments in and Directions for Goal-Setting Research. European Psychologist, 12(4), 290-300. Retrieved April 15, 2010, from the EBSCOhost database. Latham, G. P. (2007). Work Motivation: History, Theory, Research, and Practice (Foundations for Organizational Science). Thousand Oaks: Sage Publications, Inc. Locke, E. , Latham, G. P. (1990). Work Motivation and Satisfaction: Light at the End of the Tunnel. Psychological Science, 1(9), 240-246. Retrieved April 2, 2010, from the EBSChost database. Locke, E. A. , Latham, G. P. (2002). Building a Practical Useful Theory of Goal Setting and Task Motivation. American Psychologist, 57(9), 705-717. Retrieved April 1, 2010, from the EBSChost database. Lee, C. , Bobko, P. (1994). Self-Efficacy Beliefs: Comparison of Five Measures. Journal of Applied Psycology, 79(3), 364-369. Retrieved April 15, 2010, from the EBSCOhost database. Matsui, T. , Kakuyama, T. , Onglatco, M. L. (1987). Effects of Goals and Feedback on Performance in Groups. Journal of Applied Psychology, 72(3), 407-415. Medlin, B. , and Green Jr, K. W. (2009). Enhancing performance through goal setting, engagement, and optimism. Industrial Management Data Systems, 119(7), 943-956, from the Emerald database. Seijits, G. H. , Latham, G. P. (2001). The effect of distal learning, outcome, and proximal goals on a moderately complex task. Journal of Organizational Behavior, 22(3), 291. Retrieved April 15, 2010, from the ProQuest database. Slocum Jr, J. W. , Cron, W. L. , Brown, S. P. (2002). The effect of goal conflict on performance. Journal of Leadership Organizational Studies , 9(1), 77-89. Retrieved April 15, 2010, from the ProQuest database Wofford, J. C. , Goodwin, V. L. , Premack, S. (1992). Meta-Analysis of the Ante cedents of Personal Goal Level and of the Antecedents and Consequences of Goal Commitment. Journal of Management, 18(3), 595-615. Retrieved April 12, 2010, from the ProQuest database. Don’t waste time! Our writers will create an original "Goal Setting Theory" essay for you Create order

Listening Is The Conscious Processing Of Auditory Stimuli...

Developing Interpersonal Skills Listening Listening is the conscious processing of auditory stimuli perceived through hearing. According the website skillsyouneed.com, adults spend upwards of 70% of our time in communication, of which 45% is listening. Active listening is essential in the business setting, from communicating with team members, customers or suppliers if you are not paying attention to what is being conveyed, you will miss vital information necessary to make a decision or provide direction. Active listening requires that, the listener rely on more than what they hear. Much of what is conveyed during a conversation is done through gestures, facial expression, vocal inflection, pitch, or other non-vocal actions. In marketing, part of understanding what to build or add as new features to an existing product is gaining insight from the customer through in depth interviews, and focus groups. If you do not know what should be done to prepare the environment and yourself for the interview or focus group, you wi ll likely miss valuable information that would affect your product enhancement or development decision. For more on the topic of active listening, visit: †¢ http://www.skillsyouneed.com/ips/listening-skills.html †¢ https://www.mindtools.com/CommSkll/ActiveListening.htm Assertiveness Assertiveness is the quality of being self-assured and confident with being aggressive. Being assertive is important in the business setting as it permits you to convey yourShow MoreRelatedEssay on Early vs Late Selection Models of Attention2044 Words   |  9 Pagesa review of some of the most influential theories of selective attention will be compared those of Broadbent (1958) Treisman (1964) and Deutsh Deutsh (1970). It will be considered how well these models describe the mental processes involved in auditory attention and aid our understandings of how we can selectively attend to information within our environments. Before we begin to examine some of the theories explaining attention it would be appropriate to offer a definition what it refers toRead More Viewers Perceptions of On-Air Cursing Essay6162 Words   |  25 Pagesno effect on either program liking or perceptions of realism; however, bleeping decreased perceptions of the programs offensiveness, and increased viewers perceptions of profanity frequently estimates. Lastly, verbally aggressive participants perceived the program as more realistic, and the language as less offensive ********** The Telecommunications Act of 1996 mandated that broadcasters in the United States adopt program age and content ratings in order to help viewers make program viewingRead MorePsychology Workbook Essay22836 Words   |  92 Pagessociocultural approach? | | Key Terms . Behaviorism-   a theory of learning based upon the idea that all behaviors are acquired through conditioning. Conditioning occurs through interaction with the environment. Behaviorists believe that our responses to environmental stimuli shape our behaviors. Observeable behavior Psychoanalysis-emphasized the influence of the  unconscious mind  on behavior. Freud believed that the human mind was composed of threeRead MoreFactors Affecting Motivation to Learn English25117 Words   |  101 Pagesimmerse and educate their children in the English language. Most of these English-educated Chinese were unable to read and write in Chinese. Many of them are now in their 60s and have retired. The Malaysian Chinese community has gone through a lot of changes through the years. Many of the young Chinese are third generation Malaysians or more. Malaysian Chinese maintain a distinct communal identity as an ethnic, cultural and political people. Mandarin is the lingua franca in most Chinese homes inRead MoreSantrock Edpsych Ch0218723 Words   |  75 PagesConfederation on modern-day Canada. guage skills and cognitive development. However, I The students loved the project and I was able to inte- have also come to realize that as students progress grate many elements of the curriculum into the unit. through the elementary grades the nature and By providing students with opportunities to express design of this play needs to be modified in order to their learning across a number of authentic, playful be developmentally appropriate. For instance, while

Mothers That Work Essay - 1272 Words

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Microinsurance Free Essays

Research question In the developing countries, people are destitute which can be attributed to the political and economic conditions in addition to the situations in the financial and social sector that inhibit the opportunities available for the development.( Islam and Memun,2005,2006).   Micro credit concept with different mechanisms and practices developed by the microfinance institutions helps to reduce the poverty. We will write a custom essay sample on Microinsurance or any similar topic only for you Order Now The impact of the risks on poor people is such that it inhibits the economic and human welfare to a greater extent. Personal, social, and natural risks that involve high expenditures increase the poverty. Services offered by the formal mechanisms provide more benefits at a lower cost than the services when compared to the services of the informal mechanisms, even though the risk factor reduces the effectiveness of the micro credit. Institution and the borrower are connected by a mechanism which is risk protection or insurance. Many of the micro financial institutions focus on the lender’s part of risk and ignore the risk from the borrower’s side. Improvements in this area will protect the risk of the borrower and alleviate poverty. (Mamun.M.Z). Aim of the study The aim of the present study is to investigate the relationship between micro insurance mechanism and sustainable poverty alleviation among the women of Kiberia of the country Kenya. The study also aims to find out whether there is any relationship between the vulnerability and risk management, and the capabilities of the micro financial institutions to manage the risk effectively. Objectives of the study: Overview of the micro insurance Analysis of the micro insurance practices in Kenya Analysis of the provisions of the different models of micro insurance. Analyze the   performance of the micro financial institutions as providers of micro insurance Investigate the socio-economic and psycho-social aspects of the risk To study the cultural and sociological values and attitudes. Research hypothesis of the study The present study focuses on the link between the micro insurance and poverty alleviation, in addition to focusing on such issues as the policies and regulations of the government of Kenya for insurance in general and micro insurance in particular. Hypothesis-1 Micro insurance and its role in the alleviation of poverty: Insurance designed for the people of low-income group and businesses that is characterized by low premiums and low coverage limits. As with the insurance, micro insurance also functions on the concept of risk pooling but by linking many smaller units to larger structures.   The concept of micro insurance enhances the functions of insurance as well as supports the structures for the improved governance. Similar to the general insurance, micro insurance covers a wide variety of risks that include health risk and the property risk. (Alexander S. Preker et.al, 2002). Thus the micro insurance protects the people of the low income group against certain risks for the payment of regular premiums. In addition to its coverage of expenses against health risks, it can also cover to certain hazards of the business. The main challenge associated with the micro insurance is it has to provide a comprehensive protection that is ideal that could be affordable at low premiums. A mixture of mechanisms will help poor people to manage the risks. The new products and services of micro insurance will definitely help poor people to recover the setbacks. Demand assessment in a right way will help to develop an effective design of the products and services of the micro insurance. Micro insurance is the key for the alleviation of poverty. Hypothesis-2 Filling the gap to provide the coverage for the excluded: Some reports on the market opportunities for the sustainable micro insurance products in Kenya, it was found that only a few mechanisms help to cover the losses. To recover the losses people borrow, rather than drawing the hard earned money from their savings. In the formal insurance mechanisms, the claiming process is burdensome for the people who are illiterate and linkage of the formal insurance to the credit increases the cost of premium. The micro insurance mechanisms are popular in that the terms associated with them are understandable, premium payment systems that are flexible, trust and timely pay outs. Poor people use a mixture of the tools to manage the risks as none of the existing strategies have the ability to provide 100% coverage. Micro insurance can play an important and potential role in filling these gaps. To make the mechanism sustainable and effective, there is a need for the providers of the micro insurance to understand the underlying challenges in the mechanism. It is important to Understand the range and effective of the risk, learning the advantages and disadvantages of these mechanisms in social obligations. Hypothesis-3 Transformation of the micro finance institutions to micro insurance- a new way to fight poverty: microfinance is the humanitarian activity for the welfare of the poor people, a small amount of unsecured loans, provided for the people for the income generation. The efficiency of the micro loan mechanism encouraged to bring this endeavor to a large scale. In many countries legislations were enacted to formalize the activities of this sector. However there are some draw backs associated with the micro finance institutions. (MFI). Lack of knowledge in designing the product is the draw back with MFI’s as these institutions have never attempted the risk calculation and designing matters related to insurance. There are no proper policies of the government that help in giving a scope for reinsurance and work commercially in a full fledged way. There is no specific method available with MFI that can handle the risks effectively, and the MFI’s do not adjust the premiums on par with inflation. The MFI’s perform tasks like sale of products, collection of the premium and pooling the risk. MFI’s are sustainable in their growth due to their good relations with the clients and they are high performers in terms of cash collection and sales of the product, consequently their product designing and risk pooling is very poor. MFI’s are innovators and practitioners and they have a rich experience and professionalism with poor. They have a better knowledge of adopting the strategies and policies to the target group. It has been shown that MFI does can respond the needs of clients for insurance. These institutions have recognized the fact that insurance has the role protecting the client as well as the institution. The MFI’s have an additional source of income that can improve sustainability. Hypothesis-4 Changing the policies of the insurance with the intervention of the government is a key to success: It is important to establish the concept of micro insurance as a market product and the MFI’s as providers of service. There are several avenues in this sector that require the intervention of the government. The government has to design its policies in such a way that it can assist the commercial insures and MFI’s in an agent partner model and design the schemes based on the strengths of the clients. The generic service business market, with the support of the vertical commodity based business service market by enabling an environment set by government regulations and policies that are relevant to the specific markets offered by the government is a key to the success. Hypothesis-5 Poverty in Kenya reflects challenges and complexities in dealing with the alleviation of poverty and making them sustainable: The women comprise around 50% in Kenya and comprise a vulnerable group that faces unique constraints. Most of the women combine domestic activities with the income generating activities and the lack of time dictates their choice of the enterprise. Most of the women that are involved in the small enterprises lack the investment capital. The other constraints include their illiteracy, lengthy beaurocratic procedures to acquire the license, lack of adequate housing, and the limited resources coupled with heavy family responsibilities. Remedial measures by the government and the institutions will not only increase the participation of women in the small micro enterprises but also improves the quality of the life of the household and the economy of the country as a hole. The intervention of the MFI’s with micro insurance designs will help to improve the poor women as well as the institution. Methodology My research studies comprises of quantitative and qualitative studies. Quantitative studies: Data collection is done mostly through direct observation and interviews. Most of my sources for the secondary analysis include books, articles, newspapers and internet. I choose the sources that are mostly of objective nature. I search for some models and methods to adopt them for my research to find out whether there is any correlation between the micro insurance and poverty alleviation. Qualitative study: Data collected from the interviews will enable me to do my qualitative studies in a realistic manner. I will interview the women from the low income group, personnel from banks government offices, financial institutions, insurance companies that are involved in the insurance related matters. These interviews will help me to gain a knowledge on the needs of the women of low income group, and their view on the operations of the institution of the micro insurance. Time to be spent on my research studies The first nine months will be spent to develop the proposal, methodology and literature review. During this time I will allocate my time also to attend the courses relevant to the subject and research methods as per the recommendations of the university. I will spend four to six weeks to obtain data from the interviews and statistical work. I will spend six months time in the slums of kibera for an intensive field work. Application With this proposal I feel I can apply for a research grant for my research studies. References Alexander S. Preker, Guy Carrin, David Dror, Melitta Jakab, William Hsiao, Dyna Arhin-Tenkorang (2002). â€Å"Effectiveness of community health financing in meeting the cost of illness†. Bulletin of the World Health Organisation 80 (2): 143–150. Geneva: WHO. Islam, Nazrul and Mamun, M. Z. (2006). Prospects of health Insurance Initiatives in Bangladesh: An Empirical Study, Proceedings of the Tenth Annual Conference of Asia-Pacific Risk and Insurance Association (APRIA), July 30- August 2, 2006, Meiji University, Tokyo, Japan. Islam, Nazrul and Mamun, M. Z. (2005). Factors for Not Buying Life Insurance Policies in a Developing Country: A Case of Bangladesh. Journal of Business Administration, Institute of Business Administration, University of Dhaka, Bangladesh, Vol. 31, No. 1 2, pp. 1-22, January April 2005. Ziaulhaq Mamun.M, Contribution of Micro-Insurance Augementing The poverty alleviation A Draft Paper Prepared for the 11th APRIA Conference at National Chengchi University, Taipei, Taiwan (July 25-28, 2007) How to cite Microinsurance, Essay examples

Lack of Respect towards Nurses-Free-Samples-Myassignmenthelp.com

Question: Write an essay on lack of respect towards Nurses: Contemporary Nursing Issues. Answer: Although the nursing profession is the most trusted, polls and surveys prove that it is definitely not the most respected profession. Nurses suffer disrespect from physicians, patients, visitors, family members, colleagues, and even the hospital administrators. The saddest part of it all is that disrespect has been a tolerated culture in the medical profession by the management, administrators, and the public. In healthcare, disrespectful behavior can result in medical errors, increased healthcare costs and endangering patients safety (Johnstone 2016).This essay will explore how nurses are disrespected in their work places. The role of nurses has changed overtime- from subordinate role to that of independent stakeholders in the delivery of health care. The aim of this significant change is to improve on service delivery. Despite these significant changes in the healthcare delivery, there still exists the mindset and negative public perception on nurses causing them to be undervalued and disrespected. In most cases, nurses become easy targets of blaming and shaming for ineffective practice, which can be blame on dysfunctional and failing system. Based on this fact, nurses face disrespect in the course of their work. For instance, nurses are widely disrespected by their patients. When addressing or asking for assistance from nurses, patients order them around and very few remember to use the words please and thank you. One nurse claims that patients yell at her all the time for things that are completely out of her control. For instance, there was an incident whereby a male patient rang the bell and when she came around to see what he wanted, he screamed at her ordering her to switch off his light. The nurse responded by calmly telling, the patient that she would do so if he used the word pleases (Clearly, Hunt Horsfall 2015). In addition, family members of patients fail to show respect towards nurses. An instance of outrageous disrespect was witnessed when family members were yelling threats to a floor nurse when the supervisor informed them that the patient had contracted a bacterial infection. They were quoted saying, You havent seen crazy until youve seen me! Youd better get my mother out of this hospital before I get you out of the way (Johnstone 2015). The patient was taken to another hospital where she continued being given the same antibiotics as she was getting from the previous hospital. Another nurse reported that a daughter of one of her patients went off at her because her father, who had dementia, did not get the usual meal as he had chosen what he got. She yelled hatefully, You will address me with yes maam and that is all, do you understand me?(Randle 2016). Such attitude towards nurses can affect delivery of healthcare, which can lead to unfavorable clinical outcome. Additionally, there have also been cases of lack of respect for the nurses themselves. Many may not know this but it is a prevalent behavior in nursing that destroys and discourages teamwork. A certain nurse told her colleague that she could not take extra days to cover for her vacation because she was also feeling a little bit burnt out. The result was that she got her hair pulled thrice during her shift for failing to cover her colleague. In another case, when a fellow nurse asked for assistance the colleague rolled her eyes, folded her arms and walked away. Another ICU nurse had her patient crashing and when she asked for help, her coworker refused to say that she was going for her smoke break and had no time for incompetent nurses (Vagharseyyedin 2016).The most known cases of workplace disrespect experienced nurses are said to be hazing the new nurses. In one occasion, Cathy enquired about a certain medication from three experienced nurses standing by and she ended up wishing tha t she had not. The nurses openly laughed at her and started talking about her from a distance. She could hear them say that she was stupid and it was ridiculous for her to ask such a question. Incidences have been reported whereby a new nurse is assigned to the most difficult patient so that the rest can test her as if it is a rite of passage. However, the younger nurses are sometimes rude to the elderly nurses who may be having difficulty adapting to new technology. Some newer nurses pick on the older nurses for being slow; this can inhibit cooperation amongst nurses and thus preventing effective service delivery. They have the minimal experience yet they dictate to the defenseless older nurses claiming that they are now old and should retire (Hutchinson, Vickers, Wilkes, and Jackson 2014). Further, another common type of disrespect experienced by nurses is from the physicians. For a long time, nurses have been on the receiving end of extremely tempered doctors and have been treated with disrespect. Most of them have encountered doctors who are reluctant or entirely refuse to return their calls or answer their questions. Reports have been made of doctors scolding nurses, hurling demeaning insults and comments, threatening and even assaulting them physically. Others go as low as spreading malicious rumors to shame and humiliate nurses (Hayward, Bungay, Wolff, and MacDonald 2016). A journal reported that physicians roughly push nurses away in the operating room, throwing surgical instruments, pens, scissors, and stethoscopes at them. For instance, a surgeon threw a scalpel at a nurse out of anger because the nurse did not have a rare medical gadget that he needed. He ended up endangering the nurse and many other people including a weak patient by throwing a tantrum. Anest hesiologists told a Certified Registered Nurse Anesthetist that he could teach a monkey to do her job. Another surgeon was reported for throwing a bloody sponge at a nurse and yelling at her asking, Are you stupid or something? (Stevens 2017). In another incident, a nurse informed the physician that the patient was extremely anxious and was experiencing shortness of breath. Dismissively, the doctor instructed the nurse to give the patient some anti-anxiety drug and to take some of them herself. Later in the evening, the patient was rushed to the intensive care unit due to congestive heart failure. This would have been avoided if the doctor had examined the patient instead of being rude. Another nurse reported that the sponge count after an operation was inconsistent. The physician sarcastically said that an expensive x-ray would be done since the nurse was suffering from the obsessive-compulsive disorder. When the x-ray was carried out, the sponge was found inside the patient. Clearly, such nurses are in a hostile working environment while fearing for their well-being (Hendricks and Cope 2016). Such cases should be reported to the hospital administrators even if they appear to be trivial. However, this is often not the case, because the nurses are afraid that the administration will fail to punish doctors who generate income or garner media approval. They even fear that they might lose their jobs as retaliation from the involved physicians. Additionally, they worry that their colleagues will see them as whistleblowers or snitches. These fears are somehow justified due to the kind of double standards that protect the physicians and render nurses vulnerable. It has been reported that there are hospitals that have fired nurses who reported disrespectful doctors who endangered patients (Simons and Mawn 2014). In a certain instant, an ER doctor refused to try to save a man whose heart had stopped and the nurses reported the female doctor to the director. The director dismissed their complaints in an insulting way saying, Youre just jealous because the doctor is young and pretty (Davey 2015). Hospital administrators have been reported to disrespect nurses and instead of seeing them as the heroes they are, they view them as servants. In a certain undisclosed medical center, the administrators were trying to cut costs and they forced nurses to perform house-keeping chores. They risked cross-contamination by having the nurses handle patients and carry out duties such as emptying litter cans, sweeping, changing linens, and mopping (Winch, Henderson, Kay, Burridge, Livesay, and Sinnot 2014). In another hospital, nurses reported that they are charged for parking yet the physicians and technicians park for free. Some nurses have made complaints of managers who constantly criticize their work and humiliate them. Others have complained of being shouted at or marginalized. All this happens despite the fact that nurses are skilled and educated professionals and human beings who deserve appreciation and respect (Ebrahimi, Hassankhani, Crowley, Negarandeh, Sadeghian and Azizi 2016). Disrespectful gestures such as eye rolling, arms crossing, sarcasm, clicking, or raising eyebrows affect teamwork and are a source of conflict. Sometimes the disrespectful behavior is more direct and may involve name-calling, spitting, hitting, or making sexually inappropriate remarks. All this has a negative impact on patient safety and healthcare cost. The nurses who fall victim to such behavior end up being detached, they second-guess their qualifications and fail to be productive at work (Allen, Holland, and Reynolds 2015). Many healthcare managers ignore such conflicts among colleagues because they see them as time-consuming and exhausting. Administrators often view this as minor issues that should be dealt with by the Human Resource Department. Nurse to nurse conflict is rarely solved and instead, it runs underneath, undermining healthy relationships (Winch, Henderson, Kay, Burridge, Livesay and Sinnot 2014). A study conducted by Davey (2015) explained that a number of things could cause disrespect and rudeness among the hospital workforce. Some of the causes are excessive workload, lack of support, hierarchy, and culture. New nurses are the most vulnerable to this disruptive culture and 60% of them quit their positions within the first six months. The medical setting is one characterized by a lot of pressure but it is always important to mind the other persons feelings and show respect. The nursing profession particularly is a stressful one, since nurses are held accountable for all outcomes and are paid by the hour (Winch, Henderson, Kay, Burridge, Livesay, and Sinnot 2014). Additionally, they are given minimal or no representation when it comes to decision-making platforms. The feelings of frustration accompanied by an increasingly stressful and complex job can create situations whereby nurses project it to each other. Despite extensive research and creation of awareness of the disresp ectful culture, nurses are still not accorded the level of respect that they deserve (Johnson 2013). The consequences of failing to show respect to nurses are seen in the negative impact this has on the staffs well-being, safety, provision of quality care and retention. Nurses are dissatisfied with their jobs and they end up leaving their positions and taking early retirement causing a shortage of nurses. Therefore, it is important that all the healthcare members get an understanding of the causes and effects of lack of respect towards nurses. There should be strategies to reduce cases of disrespect such as having code words among the hospital faculty. For instance, there are hospitals who use the code words code white or code pink to stop a coworker who may be about to be disrespectful (Dambra, Amanda, and Diane 2015). In conclusion, it is evident that nurses are not shown respect in the operating rooms, emergency department, and floor nursing, in ICUs and in nursing homes. Physicians belittle and put them down with demeaning remarks, insults, and gestures. Hospital directors and managers turn their back on nurses when they report such cases and they show disrespect to them by viewing them as mere servants. Family members and patients rudely address the nurses and put the baseless blame on them when things go wrong. Among the nurses, the younger and veteran nurses both show each other disrespect on some level. This serves as a distraction to nurses, which can lead to an unfavorable clinical outcome. Nurses deserve respect for optimal provision of health care services; this can be achieved through public education on the role of nurses in healthcare and the need to change the negative perception on nurses. Reference List Allen, B. C., Holland, P. and Reynolds, R., 2015. The effect of bullying on burnout in nurses: the moderating role of psychological detachment. Journal of advanced nursing, 71(2), pp. 381-390. Clearly, M., Hunt, G. E., Horsfall, J., 2015. Identifying and addressing bullying in nursing. Issues in health and nursing, 31(5), pp. 331-335. Dambra, Amanda,M., and Diane, R., 2015. Incivility, retention and new graduate nurses: an integrated review of the literature. Journal of nursing management, 22(6), pp. 735-742. Davey, L., 2015. Nurses eating nurses: the caring profession which fails to nurture its own! Contemporary Nurse, 13(2-3), pp. 192-197. Ebrahimi, H., Hassankhani, H., Crowley, M., Negarandeh, R., Sadeghian, E. and Azizi, A., 2016. Vulnerability of Newly Graduated Nurses in Clinical Setting: A Qualitative Study. International Journal of Medical Research Health Sciences, 5(9), pp. 68-77. Hayward, D., Bungay, V., Wolff, A. C. and MacDonald, V., 2016. A qualitative study of experienced nurses voluntary turnover: learning from their perspectives. Journal of clinical nursing, 25(9-10), pp. 1336-1345. Hendricks, J.M. and Cope, V.C., 2016. Generational diversity: what nurse managers need to know. Journal of advanced nursing, 69(3), pp. 717-725. Hutchinson, M., Vickers, M. H., Wilkes, L. and Jackson, D., 2014. A typology of bullying behaviors: the experiences of Australian nurses. Journal of clinical nursing, 19(15-16), pp. 2319-2328. Johnson, S.L., 2013. International perspectives on workplace bullying among nurses: a review. International nursing review, 56(1), pp. 34-40. Johnstone, M.J., 2015. The loss of common decency. Australian Nursing and Midwifery Journal, 23(5), p.23. Johnstone, M. J., 2016. Professional ethics, bullying and workplace cliques. Australian nursing and midwifery journal, 23(9), pp. 14-14. Randle, J., 2016. Bullying in the nursing profession. Journal of advanced nursing, 43(4), pp. 395-401. Simons, S. R. and Mawn, B., 2014. Bullying in the workplace-A qualitative study of newly licensed registered nurses, AAOHN journal, 58(7), pp. 305-311. Stevens, S., 2017. Nursing workforce retention: Challenging a bullying culture. Health Affairs, 21(5), pp. 189-193. Vagharseyyedin, S. A., 2016. Nurses perspectives on workplace mistreatment: A qualitative study. Nursing health sciences, 18(1), pp. 70-78. Winch, S., Henderson, A. J., Kay, M., Burridge, L. H., Livesay, G. J. and Sinnot, M.J., 2014. Understanding compassion literacy in nursing through clinical compassion. The journal of Continuing Education in Nursing, 45(11), pp. 484-486.