Extrinsic Versus Intrinsic Motivation and Performance-Driven Teams

Perspectives about motivation have varied widely over the years. Initially, resulting from the work of psychologists such as Skinner, motivation was deemed to arise from external factors, such as rewards or punishments associated with performance of a particular activity (Lepper & Henderlong, 2000). As such, extrinsic motivation, as this type of motivation is named, arises from “pursuit of an instrumental goal” to earn the rewards or avoid the punishments that arise with respective accomplishment or non-accomplishment of such a goal (Reiss, 2012, p. 152). Subsequently, however, motivation that may not be associated with an expectation of rewards was described (see Lepper & Henderlong, 2000). This second type of motivation, intrinsic motivation, as Reiss (2012) points out, is “doing something for its own sake” (p. 152). As such, for intrinsic motivation, the reasons behind one’s performance of an activity include enjoyment and fulfillment rather than the rewards that arise from such an activity.

Differences between people who are intrinsically motivated and those extrinsically motivated may be evident in their behavior and beliefs. For intrinsically motivated people find their jobs enjoyable and will tend to work to improve aspects of the job they find unsatisfactory rather that view such aspects to be beyond their capabilities. On the contrary, extrinsically motivated people do work because they have to. As such, extrinsically motivated people are likely to find work to be dissatisfying and likely to complain always about their work, for example being dissatisfied with the amount of remuneration they receive for the work they do.

To motivate an individual who is intrinsically motivated, focus needs to be on job and personal characteristics that can enhance the individual’s enjoyment of the job. For job characteristics, aspects such as increasing autonomy, task significance, skill variety and task identity can help the individual have more leeway to enjoy his or her work (Moody & Pesut, 2006). For personal characteristics, aspects such as recognizing an individual’s achievement, giving the individual more responsibilities, and offering avenues for advancement can offer ways to enhance the individual’s intrinsic motivation (Moody & Pesut, 2006). Concerning extrinsic motivation, motivation would arise from aspects such as reasonable remuneration, job security, better working conditions, and better quality of administration and supervision (Moody & Pesut, 2006).

Performance-Driven Team

Performance-driven teams recognize the role of teams as the facilitators of success in an organization. As outlined by Pryor, Singleton, Taneja and Toombs (2009) such teams are characterized by aspects such as shared values; specific, measurable goals; commitment to team goals; knowledgeable, involved members; accepted leadership; and impeccable communication. Other features of such teams are that they have managerial support, can access resources needed to complete their tasks, and have goals and missions that are aligned to the entity’s vision (Pryor, 2009). As such, the success of performance-driven teams arises from effective member selection processes, empowerment to make decisions, clear framework and processes, and provision of conducive environment to achieve their goals.

 

 

References

Lepper, M. R., & Henderlong, J. (2000). Turning “play” into “work” and “work” into “play”: 25 Years of research on intrinsic versus extrinsic motivation. In C. Sansone & J. M. Harackiewicz (Eds.), Intrinsic and Extrinsic Motivation (pp. 257-307). San Diego, CA: Academic Press.

Moody, R. C., & Pesut, D. J. (2006). The motivation to care: Application and extension of motivation theory to professional nursing work. Journal of Health Organization and Management, 20(1), 15 – 48. Doi:10.1108/14777260610656543

Pryor, M. G., Singleton, L. P., Taneja, S., & Toombs, L. A. (2009). Teaming as a strategic and tactical tool: An analysis with recommendations. International Journal of Management, 26(2), 320-333.

Reiss, S. (2012). Intrinsic and extrinsic motivation. Teaching of Psychology, 39(2), 152-156. doi:10.1177/0098628312437704

 

Effective Communication Tool

The implementation of nurses’ ideas for the improvement of patient care depends on the support and funding from the upper management. Therefore, need arises for the nurses to communicate to the management effectively to persuade them to support the idea. The most suitable communication tool to achieve this purpose is a face-to-face meeting. This communication tool is effective because there is no chance of the ideas being misinterpreted. Other communication tools such as emails can be misinterpreted or the manager may not read them (Byron, 2008). A face-to-face meeting is effective because the manager will be able to give immediate feedback (Morella, 2010). He will raise his concerns about the ideas and seek clarifications on what is unclear. The nurse will be able to articulate the ideas verbally and avoid miscommunication. Moreover, emails take a lot of time as the nurse and manager will send messages and feedback back and forth whereas a face-to-face meeting is instantaneous (Friedman & Currall, 2003).

Furthermore, a face-to-face meeting is the most effective tool for persuasion. If the manager shows disapproval for the ideas, a face-to-face meeting gives a nurse the chance to explain the ideas further and try to convince the manager to accept them. On the other hand, managers can disapprove the ideas through an email or letter without giving the nurse a chance to persuade them to support the proposal (Friedman & Currall, 2003). A face-to-face meeting also enables the nurse to read the manager’s non-verbal cues and body language and act accordingly (Morella, 2010). Nonverbal cues such as smiling, nodding, yawning and looking at the watch enable the nurse to understand the manager and either change the approach or be more brief. The nurse can also tell whether the manager is interested in the idea or not through nonverbal cues. Face-to-face meetings also build stronger relationships between the management and nurses and promote engagement and collaboration (Morella, 2010). As such, nurse leaders should strive to get an appointment with the managers for theme to articulate their ideas and persuade the managers to support such ideas.

 

References

Byron, K. (2008). Carrying too heavy a load? The communication and miscommunication of emotion by email. Academy of Management Review, 33(2), 309-327.

Friedman, R. A., & Currall, S. C. (2003). Conflict escalation: Dispute exacerbating elements of e-mail communication. Human Relations, 56(11), 1325-1347.

Morella, M. (2010). Try Talking for a Change. U.S. News & World Report, 147(11), 48-51.

 

Department Reorganization

Implementing change is often met with resistance because most people do not like adopting new ways of acting and thinking. Change causes uncertainty and anxiety and failure to inform the nurses and include their input in the changes can cause resentment and resistance. Conflicts during change implementation can arise if the nurses do not understand the reason for reorganization and this leads to suspicion and anxiety. Furthermore, conflicts arise when employees do not see the importance of implementing the change (Ford, Ford & D’Amelio, 2008). As such, failure to involve them during planning will likely increase their resistance to change (Agboola & Salawu, 2010). Moreover, failure to communicate the change clearly and advocate the change gives them the impression that some leaders do not support the change. Changes that lead to significant alterations in the nurses’ roles such as loss of autonomy will face resistance (Ford et al., 2008). Employees will also be resentful and resistant to changes if organizational goals are incompatible with their personal goals since such incompatibility will restrict achievement of personal ambitions.

Conflicts during change can be managed in various ways. Communicating the change clearly to the nurses will reduce resistance (Fernandez & Rainey, 2006). Moreover, it is important to allow them to give their views regarding the change and if any modifications should be made before it is implemented. This will make them feel valued and reduce their resistance to change. It is also necessary to communicate clearly why the change is needed in the organization. Moreover, it is important to explain to them the benefits that they will gain from the change (Fernandez & Rainey, 2006). Nurses will be more enthusiastic about the change if it positively affects their personal career. Furthermore, explaining to them what roles they will play in implementing the change and giving them important roles in the change process will enable them to embrace and own the change (Agboola & Salawu, 2010). As such, they will remain committed to the change process thus reduce the chances of the entity abandoning the change midway due to lack of the nurses’ support.

 

References

Agboola, A. A., & Salawu, R. O. (2010). Managing deviant behavior and resistance to change. International Journal of business and management, 6(1), 235-242.

Fernandez, S., & Rainey, H. G. (2006). Managing successful organizational change in the public sector. Public Administration Review, 66(2), 168-176.

Ford, J. D., Ford, L. W., & D’Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362-377.

 

Importance of Personal Affiliations and Networking for Nursing Leaders

Personal affiliations and networking offer nurses resources that they can use to cope with the challenges that they encounter in their work and to advance in their careers. Personal affiliations such as friends, colleagues and relatives for instance serve as sources for valuable encouragement for nurse managers that can help them to cope with job-related stress. In respect to networking, professional networks offer nurses resources where they can get mentorship, career advice, and support to address challenges in their work that they may otherwise find overwhelming. As such, both personal affiliations and professional networks offer ways for nurse leaders to remain motivated in their demanding work experiences thus avoid detrimental outcomes such as burnout.

One of the characteristic of nursing is that it engages nurses’ physical, mental and emotional resources while caring for the patients. As such, absence of resources to replenish the emotional resources such as through encouragement may lead to nurses experiencing stress and dissatisfaction in their work For example, in a study by Lindholm, Dejin-Karlsson, Ostergren and Uden (2003), nurse managers who had little support outside their work places had greater odds for low self-rated health. As Shirey (2004) further reinforces, social support could have benefits such as effective coping behaviors, sense of self-worth, reduced depression and psychological well-being. Such positive self-care aspects are critical for nurses to be able to perform their roles effectively as advanced in holistic care concepts.

In respect to networking, nurse leaders can reap various benefits. For example, as highlighted by Waller-Wise (2006), networking is associated with benefits such as success in personal career since the networks offer opportunities for nurses to “display [their] unique abilities and talents” (p. 37). In professional networks, nurses are able to access support from colleagues who experience similar challenges in their work place thus enhancing their ability to come up with initiatives that can alleviate job-related stressors. Further, as observed by Tracey and Nicholl (2006) networking helps nurses to identify mentors in their profession who can guide them into developing needed leadership qualities and competencies for their roles. As such, networking serves not only as a means of alleviating job-related stress, but also as a way of enhancing one’s competencies to be a more effective leader.

In summary, personal affiliations and networking offer nurses opportunities to build resources to cope with job challenges and advance their career. Personal affiliations for instance serve as a source of encouragement thus enabling nurse to get the social support they need both in their workplaces and outside. Apart from providing similar benefits as personal affiliations, networking further enables nurse leaders to link with mentors within their profession who can motivate them to develop the competencies, values and attitudes needed for higher levels of responsibility. Therefore, nurse leaders ought to maintain such relationships to enhance their ability to provide better leadership and advance their careers.

 

References

Lindholm, M., Dejin-Karlsson, E., Ostergren, P. O., & Uden, G. (2003). Nurse managers’ professional networks, psychosocial resources and self-rated health. Journal of Advanced Nursing, 42(5), 506 – 515. doi:10.1046/j.1365-2648.2003.02650.x

Shirey, M. R. (2004). Social support in the workplace: Nurse leader implications. Nursing Economic$, 22(6), 313-319.

Tracey, C., Nicholl, H. (2006). Mentoring and networking. Nursing Management, 12(10), 28-32.

Waller-Wise, R. (2006). Growing collegial relationships: How networking can benefit your practice & patients. AWHONN Lifelines, 10(1), 34-38.

The importance of accuracy in cost allocation

It is very crucial for firms to be keen in the way they allocate cost to ensure it is done accurately. This is because accuracy in cost allocated impacts on a firm’s competitiveness and financial viability. The manner in which cost is allocated impacts the success of marketing efforts of a firm (Deo, 2009). This is because costs affect the pricing strategy which ultimately manifests in the market share or revenues, operating expenses, profit margins and customer satisfaction levels. If cost is not accurately allocated product /service pricing will be uncompetitive in the market. Cost allocation should ensure the sales contribution margin per unit exceeds fixed and variable costs per unit.  If that does not happen then the firm reports losses as it is unable to cover its cost of carrying out the business (Deo, 2009).

Uncompetitive pricing impacts a firm’s ability to compete in the market and affects revenue targets. If a firm for example quotes low prices than it should had cost allocation been done accurately, it ends up making loses which erode the equity invested by the owners. If the firm makes loses in enough subsequent years it will be unable to secure loan financing from its bankers and eventually will be unable to grow its revenues (Doost, 1996). On the other hand if a firm quotes a higher price than it should, it may be unable to sell adequate quantities because competitors will offer their products at lower prices and reduce demand for its products. The firm will eventually be forced to shut down because it will not be able to sell. Cost allocation also impacts on product and service quality, product/service positioning, marketing efforts, promotion and service delivery which eventually determines competitiveness and sustainability (Doost, 1996).  In the event cost allocation is not done accurately product costs are likely be understated and profit generated from each product line can be seriously overstated which will impact on dividends payout and taxation levels (Deo, 2009). The accuracy of cost allocation determines the quality of decisions that managers make and hence influences a firm’s financial performance (Deo, 2009).  

References

Deo, P. (2009). Cost allocation in a service industry. The Journal of Applied Business and Economics, 9(4), 94-102. Retrieved from http://search.proquest.com/docview/218718208?accountid=45049

Doost, R. K. (1996). Cost allocation: What purpose does it serve? Managerial Auditing Journal, 11(8), 14-22. Retrieved from http://search.proquest.com/docview/274704508?accountid=45049

 

Alan Soble’s article “Sexual Use and What to do about it.”

Kant’s second formulation is the formula of the end in itself, sometimes referred to as the principle of respect for persons.  This formulation states that individual needs to treat the humanity or self as an end and not a means to an end. Treating people to an end means respecting other people as moral agents with goals and projects to pursue in their lives. Kant’s second formulation states that an individual should never treat other people the same way as they treat inanimate objects.  Kant offers a definition of sexual desires and sexual use in the metaphysics of morals in consistency with his moral system. Sex has moved away from the patriarchal conception of it where the rape victims claim to have exclusive rights, which has replaced Kantian conceptions in ideas of sexual objectification, and the primacy of consent in distinguishing between the acceptable an unacceptable morality. It is true that humans have to engage in sexual acts for procreation (Soble 228).

Kant’s own solution to the sexual problem is that sexual activity is permissible only in the context of heterosexual, monogamous lifelong marriage. In this case, Kant’s solution to the problem is a thick externalism that is minimalist. Howard Williams made a shrewd observation on Kant’s solution that the most significant of Kant’s argument involves treating oneself and their partners as objects. Therefore, this clearly, demonstrate that marriage is the only ethical desirable context for sex, Kant should start from better premise than the claims that sexual activities are restricted to marriage.

There are two proposed solutions to the problem, the internalist solution and the externalist solution. Furthermore, the internalist resolutions offer advice on the modification of the character of sexual activity so that the individuals engaging in the sexual activity conform to Kant’s Second Formulation. In this case, the internalists restrain their impulses on natural sexual expression. In this case, mutual consent is necessary for morality of sexual acts. There are two ways in which internalism is expressed, the behavioral and psychological internalism. The behavioral internalism is a process through which the physical components of the sexual acts constitute moral differences (Soble, 233).   In this case, sexual desires are defined according to the desires for contact with another person’s body, and the consequent pleasure brought by the physical contact. On the other hand, the psychological internalism occurs in accordance to the different attitudes present during the sexual act. These attitudes are the attitudes that repudiate between morally wrong acts and destructive mutual pleasures.

According to the externalist solution, morality necessitates the placement of restraints on the conditions, under which the sexual activities are performed.  This sets the background that sexual acts occur enabling the satisfaction of Second Formulation. Minimalist externalism claims that morality requires the context of sexual activities defined, and the sexual activity outcome is not a factor in this case. On the other hand, the extended externalism states that the outcome of the sexual activity affects the character of the sexual acts. However, in both cases, the concept of informed consent of factors in both cases is a necessity and sufficient in both cases. The giving of informed consent   from the other party is essential, as it is essential in making permissible sex.

Soble claims that the other solution to sex problem is the reformulation of sex in such a way that it is not a priori to immoral. Soble’s identifies that the problem lies in the definition of sexual desires. Soble supports Kant’s ideas that the body is a means that one uses for sexual pleasures, and to this effect, the other person is treated as a fungible, functional thing (Soble, 226). Therefore, he suggests that a special consideration to the reformulation of definition, to a property whose effects is the categorical objectification of others, is the other solution.

Internalist theory refers to the belief that an explanation can be given of a given subject by highlighting the things internally conceived by an individual. Internalists are driven by moral convictions that are intrinsically motivating. Therefore, according to this theory, a person’s conviction drives their actions and moral motives. On the other hand, externalist theory defines the things that motivate humans, in justifying their beliefs and determine meanings. According to this theory, there is no relationship between moral motives and moral convictions. In this case, there is no relationship between the moral convictions that an act is wrong, and the motivation against doing the act (Soble, 258).

The reconciliation of the goodness of sexuality with the categorical Imperative differs from the internalist and externalist solutions offered.  The conditions under which sexual good can be explored include the use of both the internalist and externalist conditions, through the understanding of purely affective sense.  Sexual acts should be restrained by certain attitudes and the presence, which ensure the satisfaction of the other party. When sex is about pleasing the other party as much as pleasing oneself, then it does not involve using the other party as a means as it incorporates the aspect of respect. In this case, providing sexual satisfaction to the other party satisfies Kant’s second formulation.

In conclusion, Motivational internalism is the most acceptable and applicable solution, because morality is intangible and metaphysical is impossible. This is because amoralist is aware of their moral obligations yet they are still not motivated to do the right thing. Marriage is the best context to achieve sexual good, as it has minimum risks of objectification. Having the notion, that marriage is a sacramental union rather than a legal union brings the two classes of solutions together. Setting moral constraints on desires allow an individual to control sexual desires, and choose only to pursue the desires, which eventually bring virtuous habits.

 

 

Work cited

Soble, Alan. “Sexual use and what to do about it: Internalist and externalist sexual ethics.” Essays in Philosophy 2.2 (2001): 2.

 

Management Style: J.C. Penney’s management in Focus

 

Introduction

The management style in an organization is one thing that cannot be taken for granted. This is because the management of an organization is usually the backbone of the organization’s success. The importance of putting in place a proper management style in an organization is emphasized by the fact that the management has the mandate of making decisions for an organization (Wetherly & Otter, 2008). It is worth noting that the decisions of a company define the path towards achievement of the objectives. This means that whenever the management style of an organization is not proper, the decisions made will be misleading.

To explain the importance of proper management style, the evaluation of J.C. Penney’s management’s style will be useful.

J.C Penney is a company operating several department stores. This company was founded in the year 1902. It is currently headquartered in Plano, Texas in the United States of America. Over the years, the company has seen several changes taking place in the management style. Business need and change of the company’s top leadership has contributed to the changes in the management style.

Two (2) key changes in J.C. Penney’s management’s style from the company’s inception to the current day

The management in J.C Penney has changed in several ways since the company was founded. One of the changes is seen in the management of corporate culture. Until recently, the company had a company culture which exhibited high standards of protocol. Currently, this is not the case. This means that the directions or instructions on doing things usually change rapidly. This leaves everyone confused on the way forward regarding the way things should be handled. Secondly, the management style of the company has changed when it comes to the requirements in the work environment. The previous management headed by Ron Johnson went for a more casual environment. For example, the dress code was more casual. The current management style under Mike Ullman has ensured that the environment is more official and professional. Unlike the immediate previous management style, the dress code has changed to business- casual. This is aimed at giving the customers an easy time when locating store attendants.

I believe that the company is being managed properly today. This is because there are very many good things in the management style being used by Mike Ullman. Firstly; Mike Ullman has made it clear that there will be no ‘quick fixes’ to errors which were committed in the past. This means that there are big chances of having the company’s operations getting streamlined. Secondly, the color coding of employees for firing is not being practiced nowadays. This means that the employees are motivated and settled, which a sign of a good management style. Additionally, the current company CEO is getting involved in the operations of the company. Unlike the previous CEO, Mike Ullman is interested and spending time to oversee smooth running of the company’s activities.

Senior management’s role in preparing the organization to shift from a catalog-based retailer to an Internet retailer

The company’s senior management’s role in preparing the organization to shift from a catalog-based retailer to an Internet retailer can be seen through the decisions which have been taken. The senior management has been able to make decisions approving the use of internet in retail business of the company. The other thing that the senior management has been able is hiring employees who are able to carry out internet business management with efficiency. Additionally, the senior management has been able to make approvals of various proposals supporting internet retail business in the company. The senior management of the company has also been able to avail the necessary resources required in running internet retail business of the company.

 The nature of the transition: Seamless

The transition of J.C Penney from a catalog-based retailer to an Internet retailer was seamless. It can be seen how the company changed gradually from catalog retailing to internet retailing. The use of the first online platform Viewtron videotex service was not problematic. This gave the company an opportunity to use other online retail platforms such as the company’s Internet store. The company took each step at a time and there seems to be no major challenges in the shift. This was able to make the company well prepared when it comes to cyber crime. For example, when there were rumors of a computer hacker in the industry in the August 2009, J.C Penney was not affected.
Evaluation of the management’s decision to use celebrities as key merchandise vendors and spokespersons

The management of the company came up with a decision to use celebrities as key merchandise vendors and spokespersons. This was aimed at making more people hear about the company’s products. This would make the market’s knowledge of the company’s products better. While coming up with the decision, the management was aiming at using the popularity of the celebrities as a god tool for making sure that the attention of the consumers is turned towards what J.C Penney is offering.

This decision had a positive impact on the organization. This led to an increase in the sales revenue of the company. This is because the celebrities made makes more people get attracted to what the company is offering. This increases the sales made over a given time period. Cindy Crawford is one of the celebrities who have been used by the company in the process of improving the company’s popularity in the market.

An innovative idea that could have a positive impact on both the employees and customers of the company

The idea of involving employees and customers in the design process of the company could have a positive impact on both the employees and customers. To achieve this, it would be necessary to create an online platform where interaction would take place. Each employee and customer would be given a chance to open an own account on the company website. Through the own accounts, the customers and employees will be able to give their ideas on how to go about several things in the design process of company. This would lead to creating of things which have factored in the interests of the employees as well as the customers. With this type of involvement taking place, the employees would be willing to work harder and stay with the company since their interests are put forward. The customers would also be willing to pledge their loyalty since their concepts are integrated in the company’s products and services. This would in turn enable the employees to get better pay since the profitability of the company would increase reasonably. On the other hand, the customers would get products and services which fit their level of expectation. According to Jones and Hill (2009), the satisfaction of customers is an important thing in success of a business.

Prediction of J.C Penney’s ability to adapt to the changing needs of customers and the market

I believe that J.C Penney will be able to adapt to the changing needs of customers and the market with ease. One of the reasons is the fact that the current CEO is seen to be interested in delivering what the customers require. This is seen through several actions such as the decision to create a new dress code. This means that the customer will be able to locate the store attendant with ease and get the necessary assistance. Secondly, Mike Ullman is overhauling the stores to the settings which fit the customers’ needs perfectly. Secondly, the company will be able to adapt since it has been able to embrace the online business concept which has become one of the greatest ideas in the market. The current set of customers is focusing on making purchases more comfortably from their places of convenience. This is usually through the use of internet based platforms and means. Since J.C Penney has been able to incorporate online platforms in its business model, it will be very easy to succeed in wooing more customers to the products and services of the company. The thing that needs to be done so as to fully take care of the current needs of customers and market is ensuring that technologically the company is set. In the business circles, it is always important to ensure that the players match or surpass their competitors in the market when it comes to crucial aspects of business (Johnson, Whittington & Scholes, 2011). This means that getting the best technological systems and resources would prove beneficial to the company.

Conclusion

It is important to have proper management in an organization. This is because the roles of the management will be carried out in the right way. For example, we can see how the management of J.C Penny assisted in the process of shifting from catalog retailing to internet one. The popularity of a business should also be considered by the management. All the available avenues should be utilized to ensure that the business gets the necessary popularity. The use of celebrities is one of the ways of managing popularity. Innovation is another thing which should be involved in the managerial level of a company.

References

Johnson, G., Whittington, R. & Scholes, K. (2011). Exploring corporate strategy, 9th ed., Harlow: Pearson Education Limited.

Jones, R. & Hill, W. (2009). Strategic Management Essentials. 2nd ed. Southwestern: Cengage Learning.

Wetherly, P. & Otter, D. (2008). The business environment. Oxford: Oxford University Press.

 

 

 

 

Cultural Immersion Experience

Some programs define cultural immersion as a matter of getting out of one’s room and expat environment and into the surrounding world (Jeffreys, 2010). Although these programs offer a wide range of learning outcomes, they can be limiting. The intangible perspective shift that people derive from a deeper and more critical cultural immersion experience includes learning about different culture, understanding better and empathizing with people from different culture, reflecting on, and becoming aware of attitudes and beliefs that one might have about a group that is different from one he/she belongs to. For the purpose of this assignment, I decided it will be interesting to visit a nursing home which later proved to be an eye-opening and interesting experience to me. This is because the visit at the nursing home made me understand how different I was from the hospital residents especially nurses. In fact, the manner in which I interacted with the nurses and how the residents related to me were different.

Purpose

Effective professional development is required to prepare learners to understand how to interact with people from different cultural background. Jeffreys (2010) feels that, although cultural awareness can also be achieved through training, effective cultural learning should contain experiences that are beyond what might be included in the learning process that entails the use of lectures. In most cases, when students learn through a direct experimental process, they gain a deeper understanding and reflection about the topic and/or concept (Jeffreys, 2010). Some studies affirm that, studying culture in its natural setting provides an individual with opportunities to fully experience diverse cultural issues. As such, I opted to study culture in its natural setting by spending time in a nursing home, studying residents’ interactions.

The Visit to a Nursing Home and Subsequent Experience

When I told my father that I was going to visit a nearby nursing home, he clasped his hands over his mouth and said “oh child! There are many people there from different cultural background!” Up on hearing my father’s concern, I became nervous about my intention to visit a nursing home and whether there were many people who are older than me. I had never heard experience with nursing homes and had a totally different attitude about the nursing homes. Nonetheless, I decided to visit the nursing home. At first, I was nervous when I walked through the door because I was not sure how the nurses could perceive me. After about 1 hour, the nurses started being habitable and eventually started laughing as we talked about stories and the experiences they encountered when they were my age. One of the nurses noted that it was a nice experience for an individual to be my age. This made me admire being the minority in such setting because I got an opportunity to understand on how things would be when I become as old as the nurses. All the nurses were nice to me and welcoming. In fact, from the look of things, the nurses looked excited to have me there and share with me.

At first, I thought young people are often placed into a nursing home setting. As such, I believed such little society (nursing home) often has young people who are being scrutinized by the nurses because of their age. Perhaps, the nurses do not understand why young person are in the nursing home. However, the moment the any one visiting realizes that the nurses mean no harm; one would relax and become part and parcel of the nursing fraternity. During my visit at the nursing home, I realize that my norms and values were different from theirs. Whereas the nurses’ norm was based on the fact that they depend on one another and always have someone clean–up after them, my norm differed from the nurses’ because I am always independent and conduct the clean up by myself.

Reflection

Reflecting on the above scenario, I do not think my father realized that his remark about my intension to visit the nursing home was oppressive to me. His remark implied that, people often draw conclusions ignorantly about others based limited cultural perspective (Carter, 2005). The comments from my father reflected what can be referred to as unexamined ideologies that shape commonly accepted values and ideas. Carter (2005) argues that, most people’s values, ideas, and beliefs are absorbed during childhood from family and/or community. As a matter of fact, people think of culture in-terms of their dress, language, or food. They are also reminded of the traditions that distinguish people as particular part of the society. Just like my father did, I thought that a nursing home was a totally different environment; quiet and oppressing. However, I realized that culture also includes our learned behavior patterns (Carter, 2005). That is, how an individual or classify others, distinguish between wrong and right, and teach other people or colleagues or peers certain expectations.

Mostly, people accept ideas and beliefs as principles that guided them into adulthood and helped them understand various issues in life. Larsen and Reif (2011) assert that, people have a set of expectations about the world around them that are based on formative childhood experience. Such experience continues to act as a filter that assists in understanding life. Such argument reflects both my expectations that nursing homes were always calm and probably disappointing, and my father’s expectations that visiting a nursing home was not a good idea because things are done differently in the nursing home compared to what is done at home. However, after interacting and speaking freely with the nurses, I gained a different insight on how things are done within a nursing home.

Moreover, assumptions based on limited cultural background that people understand and believe might also include stereotypes, distortions, prejudice, and unexamined or unquestioned beliefs (Larsen & Reif, 2011). Such assumptions are people’s way of perceiving the world based on their culture, background, and experience and are expressed as their perspective or points of view.

The visit to the nursing home enabled me to gain important insights about nursing culture. For instance, prior to the visit, I thought that nurses were very strict and I expected to meet unwelcoming people. However, contrary to presumptions which resulted from lack of exposure to broad culture, I realized that nurses are humbled and easily make people happy and interacts with people. For instance, it did not take long before we knew one another and started laughing and talking openly to each other. Nurses are nice and welcoming. This was further reflected in the fact that they all looked excited for my visit. Through talking openly with the nurses, I realized that, their culture was different from mine. For instance, the nurses dependent on one another and would always had someone clean up after them. This reflects Larsen and Reif (2011) argument that, although not all nursing actions are interdependent, most nurses act after mutual determination by the nurse and physic. This is different from my culture; for instance, despite that I am independent, I rarely have someone clean up after me. Moreover, prior to the visit I thought that a nursing home is very quiet and depressing. In fact, I was very nervous because I did not know how I could interact with other people. Contrary to my expectation, I came to learn that, a nursing home is a light and fun atmosphere.

Through the visit to the nursing home, I gained a better understanding of nurses and even empathized with them. In most cases, the values or beliefs that people have maintained throughout their lives are questioned (Zhao, Meyers, & Meyers, 2009). That was clearly the case in my experience of visiting a nursing home. I was frightened because of my limited experience with diversity and limited familiarity with the culture. This made me nervous when I walked around; I was not sure how the residents would perceive my presence. However, after I established relationship with nurses and other residents, I began to question some of my embedded assumptions. For instance, when the nurses started talking about their childhood experience, I realized that we shared a similar experience. Moreover, when the nurses started laughing and saying how nice it was to be young, I recognized the transformative process that had taken place. In other words, I realized that there had been a transformation between what I had earlier been conditioned to believe was right and true and my new set of values and beliefs that were more reflective and open.

Whenever people’s values and beliefs are challenged, they might choose to examine their beliefs and possibly adapt new mind’s habits, just as I initially thought a nursing home was depressing, but I as adapted the new thinking, I realized that, a nursing home is light and an appealing environment. Zhao, Meyers, and Meyers (2009) cite that, when people critically examine their habitual expectations, and act on the new point of view, transformative learning occurs. Ideally, this process transformed my taken-for-granted reference frames and made me more open, inclusive, emotionally capable of change, and reflective. This implies that, the new frames might generate opinions and beliefs that then proved more justified or true guide to action. Zhao, Meyers, and Meyers (2009) believed that, new experiences can act as a medium for the creation of new perspectives that transform how people think about themselves and the world around them; a shift that can change people’s way of viewing the world.

In addition, after visiting the nursing home, I got an opportunity to understand better and enjoyed being associated with nurses. Through sharing with nurses and listening to their experiences, I liked being the minority in this setting. Through sharing, the nurses helped me understand how things will be when I get to the nurses’ age. Such experience encouraged me to think about my own cultural perspective and recognize multiple perspectives together with cultural differences. For instance, I realized that, my values and norms are different from that for nurses.

Interacting with nurses provided me with an opportunity to become aware of attitudes and beliefs I had about nursing. After my experience, I put some sociological theories. One of these theories was the Ideal versus Real culture. For instance, my I perceived a nursing home to be a place that is calm and gloomy. However, after my real experience, I disapproved my misconception. Moreover, I received some insights regarding the nature versus nurture debate that made me conclude that, the nature part of nursing home is based on the perception that patients are aware they are not independent. On the other hand, the nurture part try give patients back their independence by assisting them.

In conclusion, this paper focused on cultural immersion. The cultural transformation that people derive from cultural immersion experience includes learning about a different culture, understanding better and empathizing with people from a different culture, reflecting on, and gaining more insights about attitudes and beliefs about people from different cultural background. Such aspects were reflected through a visit to a nursing home where, contrary to cultural beliefs prior to the visits, I realized that nursing profession or rather nurses are welcoming and exciting to interact with. The experience at the nursing home opened up my eyes and assisted by to have a broader understanding of nursing cultural background.

 

References

Carter, R. T. (2005). Handbook of racial-cultural psychology and counseling: Vol. 2. Hoboken, N.J: Wiley.

Jeffreys, M. R. (2010). Teaching cultural competence in nursing and health care: Inquiry, action, and innovation. New York: Springer Pub Co.

Larsen, R., & Reif, L. (2011). Effectiveness of cultural immersion and culture classes for enhancing nursing students’ transcultural self-efficacy. The Journal of nursing education, 50(6), 350.

Zhao, Y., Meyers, L., & Meyers, B. (2009). Cross-cultural immersion in China: Preparing pre-service elementary teachers to work with diverse student populations in the United States. Asia-Pacific Journal of Teacher Education, 37(3), 295-317.

Touch

Introduction

Our minds are subject to drawing conclusions from our own perception due to our sensitive nature. The brain assumes situations from what we hear, see or when touched. Illusion is a perception that occurs due to deliverance of a particular stimulus under specific conditions that produce a different mental experience when conditions change (Calvert, Spence & Stein, 2004). Tactile illusions are motivated by technological displays, displays in cinemas, computer screen displays and audio reproduction systems.

The Parchment Skin Illusion

Performed action

I patted my friend once on his skin while playing three spaced electronic beeps in the background. My friend thought that I patted him three times instead of once.

Explanation for this illusion

This is a cross-modal interaction resulting from touch and hearing. My friend thought I patted him thrice because his braining was simultaneously listening to the electronic beeps I was playing. Cutaneous sense comprises the basket cell, Pacinian corpuscle, and nerve ending receptors (Calvert, Spence & Stein, 2004). The basket cell produces a sensation that is sent to the brain by the neuron inform of impulses. Pacinian corpuscle detects physical pressure on the skin and triggers a nerve impulse to the brain. Nerve endings detect any pain or damage to the skin. In this case the brain is affected by both cutaneous sense and hearing sense (Calvert, Spence & Stein, 2004). This illusion is not specific for touch. Tactile illusions are very few and rare to find but most of them are accompanied by other illusions especially auditory and visual. The effectiveness of counting the tactile events was affected by the simultaneity of the two events. Therefore the felt taps depended on the heard beeps. These two interactions show that multi-modal cortical circuits do exist. Therefore, tactile effect is affected by cross-modality of numbers.

The curved bowl illusion

Performed action

I tied my friend’s eyes with a piece of cloth then pressed his hand down in a bowl with his fingers stretched upwards for a minute or two. I then removed his hand and placed it on a flat surface. My friend claimed he was touching a curved surface.

Explanation for this illusion

This tactile illusion was a result of his hand first adapting to curved surface such that on changing the surface, the initial stimulus persisted. This is as a result of sensory adaptation by all senses in his body. The brain’s adaptation to nerve signals cause a sense of proprioception in his mind hence causing the curved surface after-effect. Specialized sensory organs that give one his indispensable sense of himself are called proprioceptors. They are found in muscles, tendons, joints and they induce balance, coordination and agility in the human body (Calvert, Spence & Stein, 2004).

Muscle spindles work at informing the brain the degree a muscle stretches and contracts so as to keep track of its length. Golgi tendon proprioceptors attach muscles to bones and relay information on the amount of tension felt by a muscle to the brain. Therefore incase the length of a muscle does not change though it could be under pressure; tendons relay this message to the brain for necessary action to be taken (Calvert, Spence & Stein, 2004). Joint receptor proprioceptors collect information on limb position, orientation and movement. The brain therefore has to remember a lot of information which is why it has somehow developed ways to ignore constant signals that have been that way for a period of time. This illusions created by the brain demonstrates the interconnection that exists between it and its many input and output functions.

Conclusion

Illusions are of many different kinds depending on what body organ is being used. We generally consider them to be tricks played by the brain on us but in reality this illusions are considered very normal and proof of existence of the sixth-sense we constantly ignore.

 

 

Reference

Calvert, G., Spence, C., & Stein, B. E. (2004). The Handbook of Multisensory Processes. New      York: MIT Press.

Social Performance, Part 2

Third Federal Bank is a medium sized bank that was established in 1938 and it has a commitment to providing the best rates on their products. Ben and Gerome Stefanski established the bank and their son Mark A. Stefanski is the current CEO. It gained the status of a public company in 2007. They offer products such as savings, loans and mortgages at competitive rates and with excellent service in their 21 and 17 branches in Ohio and Florida respectively (Reavia, 2013). The company has employed almost 2000 people and registers an average yearly turnover of $300 million. It also operates a health social responsibility program that assists children without medical insurance.

Citizens Bank has a code of conduct detailing the ethical standards by which the company operates. It outlines that the company functions with integrity in protecting employees, customers and the communities that interact with the bank. The code provides guidelines for employees in making ethical decisions when they are faced with dilemmas. It also has a disclaimer that employees are required to use good judgment because the code may not outline all the possible ethical dilemmas. Citizens bank code of conduct outlined details for its application such as the people involved in offering guidance and the procedures for reporting violations, upholding confidentiality, addressing conflicts of interests, employees’ conduct while participating in outside activities, employees’ conduct in personal trading and investments, employees’ personal behavior, using company’s time and property, other employees obligations for managing accounts and records and a section that detail procedures for approval of the code of conduct by all parties (Citizens Financial Group, 2011).

Sumner Bank and Trust is another medium sized bank that emphasizes that a code of conduct plays a significant role in safeguarding its reputation. It outlines its code of conduct provides guidance in the exercise of personal judgment while interacting with customers and shareholders. It has a bank policy section detailing employees conduct in relation to trading and soliciting personal gifts courtesy of the bank, an exceptions section that details circumstances under which bank officials may accept valuables from the company’s customers or partners, a section detailing confidentiality, a section for conflict of interest, a section on disclosure and a section on compliance (Sumner Bank & Trust, 2007).

Heritage Bank and Trust capitalizes on maintaining public trust as the most important factor in keeping a reputation in abiding to regulations for financial institutions. Its code of conduct clusters issues such as confidentiality, receiving gifts, preferential treatment, use of company property, documenting payments and transactions and personal relationships under the section on policies on legal and Ethical Standards. Its other sections include conflict of interest, securities and disclosures, a section detailing competition and compliance to antitrust laws and finally a section on administration of the code of conduct, reporting breaches and amendment (Heritage Bank & Trust, 2013).

Ethical challenges affect financial institutions in numerous ways. The most challenging ethical issue for banks is in representatives upholding confidentiality, avoiding conflict of interest, compliance to competition and antitrust laws and disclosures. Codes of conduct work to assist representatives to exercise integrity, honesty, impartiality and refrain from preferential treatment to any person in business operations. Third Federal Bank‘s code of conduct shall have sections that cover these aspects to promote public trust in the company and retain its reputation as a law abiding institution.

The conduct shall have a confidentiality section that outlines employees’ duty to safeguard information obtained from the company. Employees will safeguard customer information such as social security numbers by only disclosing such information to authorized people. They will also disclose financial information in appropriate ways and abide by consumer privacy policy that requires all sensitive and confidential information is attended to in appropriate ways. This will enhance the ethics program because the federal and state law requires that customer and financial information be kept confidential.

Competitor interaction, compliance with antitrust laws and securities section of the code of conduct requires that Third Federal Bank representatives keep accurate books, records and accounts that detail transactions and assets of the bank. It will also require them abide with the prevailing tax laws and to present truthful financial and accounting information. It will also require representatives to engage competitors in fairness and without colluding with them to unlawfully control prices or disclosing future plans of the company. The company is also required to abide by antitrust laws by ensuring that customers are not compelled to obtain extra services from the bank or from another bank or obtain other forms of services or products from competitors.

Third Federal Bank shall have a section detailing conflict of interest and disclosure terms. Employees are required to refrain from participating in transactions with people that they have financial interests with or with close friends and relatives. Employees are also required to refrain from outside activities such as taking employment with the banks competitor, serving as accountants for the bank, using the bank equipment and facilities for personal gain and other activities that are perceived to be in conflict with the Third Federal Bank. Regarding disclosure, employees are required to disclose all gifts that exceed $25 received due to their business and friendships with customers and competitors. This will ensure the bank promotes fairness in all its dealings in conformity with financial regulations

The last section outlines compliance where various efforts shall be made to ensure that employees comply with the code of conduct. All employees must submit a written acknowledgement and declaration to abide by its standards. Ethics and Compliance officers in coordination with the human resources top officials shall also organize and conduct periodic trainings to foster a strong ethical culture within the bank. A strong ethical culture is essential in fostering compliance through deterrence and rewards for good conduct.

The ethics program is influenced by chapter eight of the sentencing guidelines that outlines that fraud, violation of tax laws and breaches of antitrust laws are some of the applicable violations in the financial services industry (Desio, 2013). It is very important to establish clauses that address each of these issues as the guidelines require organizations to encourage compliance with the set laws or risk facing various forms of punishment. It was also influenced by the knowledge that companies with self-policing mechanisms are less guilty and they get lower fines. It is important to establish a compliance program that also encourages the representatives to cooperate during investigations and practice diligence to identify felonies (Murphy, 2002).

The guidelines also influenced the code of conduct to set procedures to deter criminal activity, ensure that top level executives participate in oversight, and ensure training of employees on compliance programs, establishing auditing systems to safeguard against recurrence and its effective enforcement (Murphy, 2002). The code of conduct is also in the spirit of safeguarding innocent people from harm that emanate from misconduct by companies.

One of the anticipated problems in the implementation of the code of conduct is in the area of self-reporting. This is because many people are fearful about losing their employment and other benefits when they report felonies. The best way to address this challenge is through the establishment of a dedicated line where individuals can anonymously whistle blow. Professional compliance and ethics officials shall handle the reported cases with utmost discretion. This will encourage compliance because people can report without fear of retaliation.

Another setback in the implementation of the code of ethics is recurrence of similar offences. There is a tendency or temptation for people to engage in an offence that has been committed before such as fraud or non-disclosure in the hope of covering the trails better than the predecessors. To counteract the recurrence, of such activities Third Federal Bank shall establish systems to periodically monitor and audit the company’s operations to act as a deterrent. It will also engage in quarterly code of conduct trainings to instill ethical values among its representatives.

The code of conduct will remain relevant amidst numerous economic, political, cultural and technological changes. This will be realized through vigorous activities to embed the compliance program as the most important aspect of the company’s organizational culture. There shall be a new department staffed with compliance and ethics officials that will coordinate their work with the human resources department to instill a strong ethics program. This is will foster a perception that employees work in a strong ethical culture and promote integrity among the company’s representatives.

References

Citizens Financial Group. (2011, March 28). CFG Code of Business Conduct and Ethics. Retrieved November 26, 2013, from Citizens Financial Group: http://www.citizensbank.com/pdf/code_of_ethics.pdf

Desio, P. (2013). An Overview of the Organizational Guidelines. Retrieved November 26, 2013, from United States Sentensing Commission: http://www.ussc.gov/Guidelines/Organizational_Guidelines/ORGOVERVIEW.pdf

Heritage Bank & Trust. (2013). Code of Conduct. Retrieved November 26, 2013, from Heritage Bank & Trust: http://www.heritagebankandtrust.com/codeOfEthics.aspx

Murphy, D. E. (2002). The Federal Sentencing Guidelines for Organizations: A Decade of Promoting Compliance and Ethics. Iowa Law Review, 608-719.

Reavia, D. (2013, September 5). Third Federal Savings and Loan Celebrates 75 Years by Ringing the NASDAQ Stock Market Closing Bell. Retrieved November 26, 2013, from Market Wathch: http://www.marketwatch.com/story/third-federal-savings-and-loan-celebrates-75-years-by-ringing-the-nasdaq-stock-market-closing-bell-2013-09-05

Sumner Bank & Trust. (2007, June 11). Code of Conduct. Retrieved November 26, 2013, from Sumner Bank & Trust: http://www.sumnerbankandtrust.com/codeofconduct.pdf