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- UN Libraries Research - Mine Action is created by the Dag Hammarskjöld Library and the UNOG Library in collaboration with UNMAS. This guide provides information on landmines, the explosive remnant of war, and other weapons of societal disruption, including SG reports, GA resolutions and SC resolutions.
- General Assembly Resolution A/RES/74/80 [AR] [EN] [ES] [FR] [RU] [ZH] underlines that mine action is humanitarian action, it highlights that mines and explosive remnants of war impede the delivery of humanitarian assistance, recognizes the impact of such devices on internally displaced persons and refugees as well as the humanitarian consequences of improvised explosive devices. It underscores the significant role played by the United Nations and UNMAS as its coordinator in the field of mine action.
Learn more: https://digitallibrary.un.org/record/3846439
- International Humanitarian Law Instruments covers the international agreements that regulate or ban the use of landmines and explosive remnants of war.
- Publications, annual reports, guidance documents and United Nations studies.
- Trainings, access to important training documents used by the United Nations.
- Landmine and Cluster Munition Monitor provides civil society monitoring on the humanitarian and developmental consequences of landmines, cluster munitions, and explosive remnants of war (ERW). An initiative of the International Campaign to Ban Landmines (ICBL) created in 1998, it provides research and monitoring for the ICBL and the Cluster Munition Coalition (CMC).
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https://unmas.org/en/resources
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Today marks 4 April, the day for International Mine Awareness and Assistance in Mine Action. 4 April aims at raising awareness of dangers caused by landmines and explosive remnants of war. The International Campaign to Ban Landmines (ICBL) and its members worldwide mark 4 April with action.
The horrendous effect of landmines on communities throughout the world was witnessed by the founding member organizations of the ICBL, which joined the global movement in 1992 to address the problem. It soon became apparent that the only real solution to address the landmine crisis was a complete ban on antipersonnel mines. The ICBL, in close partnership with a small number of states, the ICRC, and the UN, therefore began the Ottawa Process that led to the creation of the Mine Ban Treaty in 1997. The Mine Ban Treaty has achieved a lot. States Parties to the Mine Ban Treaty are committed to complete the job by 2025.
But unfortunately landmines are still a global problem. For instance, over 60 states and territories are still contaminated by landmines, 35 states have not joined the treaty yet, an average of 18 people were killed or maimed by landmines every day in 2015, survivors’ needs have not been fulfilled, and, in 2015 landmines were used in over a dozen countries while funding to mine action has been decreasing.
Therefore, the international community must remain committed until the job is done by 2025. And all the 35 States not party should take action to outlaw landmines and to join the Mine Ban Treaty.
Today or around 4 April, ICBL members in Asia, Africa, Americas, Europe and in the Middle East take action to mark the Mine Awareness Day. To name a few examples: In Afghanistan national campaigners are conducting media work and public awareness campaigns encouraging government and mine action actors to stay committed to finish landmine clearance by 2023, and to increase assistance to mine victims and persons with disabilities. The Italian campaign, in collaboration with the National Association of civil war victims, is convening a high level conference “Mine action: an investment in Humankind” at the Palazzo Giustiniani to highlight the needs of landmine victims and the importance of mine action. The conference’s keynote speaker is Mr. Alberto Cairo, a well-known humanitarian practitioner from the International Committee of the Red Cross’s Afghanistan program.
Campaigners in Belarus are holding round-table discussions with government authorities and civil society and organizing cultural and sports events to urge the government to complete destruction of stockpiled landmines and to raise awareness among students and public. In Senegal the Association of landmine survivors is providing free consultations for mine survivors in an affected district (Lyndiane) to facilitate access to medical care services. Campaigners in Sweden published an article and are sending out a press release urging the government of Sweden to increase its support to mine action.
To promote implementation of the Convention on Cluster Munitions and accession to the Mine Ban Treaty, national campaigners in Lebanon have been holding a series of events including media work, mine risk education marathon, puppet show with students of public schools, rally, football game with participation of survivors in different locations and in collaboration with government and other mine action actors. In Georgia, national campaigners plan to mark the Mine Awareness Day by holding a training session for cluster munition and mine survivors in Tbilisi. The event aims to provide an opportunity for survivors to discuss socio-economic inclusion challenges and ways to overcome them and also to share their stories.
Campaigners in Pakistan are reaching out to media outlets and conducting a social media campaign to raise awareness on impact of landmines and to urge the government of Pakistan to join the Mine Ban Treaty. In Vietnam national campaigners are holding a workshop to build capacities among landmine/cluster munitions/UXO victims and persons with disabilities in Quang Binh, a cluster munition affected province. The workshop will focus on importance of participation, peer support and it aims to improve business management skills among victims and persons with disabilities.
On 12 April Sudanese campaigners will join national mine action authorities to hold a big mine awareness event at the Friendship Hall in Khartoum. Cambodian campaigners joined the mine action authority to mark mine awareness day on 12 February where some 2,000 persons attended the event in Banteay Meanchey province. Somalian campaigners will mark the Mine Awareness Day together with national mine action authority. Campaigners will encourage the Somali government to submit its transparency report on implementation of the Mine Ban Treaty and Convention on Cluster Munitions.
In spite of the difficult situation in Yemen due to conflict and use of cluster munitions and landmines, national campaigners in Aden, Lahj and Abyan have been working to mark the Mine Awareness Day by providing mine risk education to students in six schools and by engaging them in awareness activities, in collaboration with national mine action authorities. National campaigners in Myanmar in partnership with some of the international mine clearance operators, are preparing for a big mine awareness event to encourage mine clearance, assistance to victims and accession to the Mine Ban Treaty and Convention on Cluster Munitions by the government of Myanmar.
Algeria completed landmine clearance in December 2016, four months ahead of its Mine Ban Treaty mandatory deadline of April 2017. ©Algerian mine action authority
4 April is observed by national mine action and victim assistance authorities, international organizations and the UN agencies. UN Secretary-General António Gueterres’s message for 4 April highlights the broader impact of mine action in “development” and urges the international community to consider mine action “at the top of the international agenda when negotiating peace”.
2017 is an important year for the ICBL and for the Mine Ban Treaty community. This October will mark 25 years since ICBL was founded and September will mark 20 years since the Mine Ban Treaty was adopted. Commemoration of these two historic and momentous dates this year will provide an opportunity for all of us to reinvigorate our work for a mine-free world by 2025.
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http://icbl.org/en-gb/news-and-events/news/2017/4-april-going-beyond-awareness.aspx
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Participation Through E-mails and Tweets Allowed Involvement During Internet Broadcast
Nobel Prize winner Jody Williams gave a speech at the United Nations that was broadcasted over the internet where students could engage with her during an informal briefing.
Jody Williams is a Nobel Peace Prize winner, grass roots activist, and has fought to ban landmines, for human rights, and against militarism. Williams said during the briefing, “I don’t care what anyone thinks about me. I don’t care if they agree with me or not. I believe what I believe for good reasons. I believe in sustainable peace, I believe in equality, I believe in justice, and if I make you uncomfortable that is your problem not mine.”
University students were able to watch the live briefing that was happening in the United Nations. The briefing began by the moderator, Ramu Damodaran declaring, “At one time the stage of history was always filled with kings and princes. And now one woman has come to change that, and her name is Jody Williams.” He continued by stating, “She has brought to the platform an individual without a platform.”
Williams explained that her advocacy began while attending the University of Vermont in the 1970s. While she was a university student, Vietnam War was taking place. She stated, “The war in Vietnam shattered the belief of the beautiful mythology of the US.”
She continued, “Every country creates a mythology and only talks about the good parts not the unpleasant parts. Vietnam wasn’t pleasant.” That was the first time she noticed the strong military presence the United States positioned around the world. For the past 30 years she has worked to stop U.S. militarism in Central America.
Her efforts to ban landmines received Williams’s global recognition. Landmines are explosive devices that are positioned in the ground and are triggered when the device senses a human presence. According to the United States Campaign to Ban Landmines, “There are between 70 and 80 million landmines in the ground in one-third of the world’s nations.”
When these landmines explode, there are many casualties that are not always the enemy. Williams saw the landmines as a threat to humanity, mobilized civil society, and was able to achieve an international treaty.
William was awarded a Nobel Peace Prize in 1997 for her work on the International Campaign to Ban Landmines. Williams explained the problematic nature of landmines by stating in her Nobel Peace Prize acceptance speech “when landmines are triggered, they can not distinguish between peace and war, soldier or civilian.”
According to NobelPrize.org, “Forty-four women in total have been awarded the Nobel Prize between 1901 and 2013.” After joining this selective group of women, Williams worked with other women Nobel Prize recipients to create The Nobel Women’s Initiative. NobelWomensInitiative.org described the Initiative by stating, “[it] uses the prestige of the Nobel Peace Prize and courageous women Peace Laureates to increase the power and visibility of women’s groups working globally for peace, justice and equality.”
Williams is an advocate of many causes including stopping gender violence in conflicted areas. One specific advocacy is ending rape as a war crime. Williams said, “Rape happens as a tactic of war because violence against women is accepted.”
Dr. Rekha Datta, assistant professor of political science, interactively communicated with Williams by stating “Thank you Jody for your passion, activism, and courage. And for being a role model for the youth and women around the world.”
Throughout the briefing, Williams continually declared “the glorification of war.” Williams cannot understand how the videogames, movies, and the news glorify war on a daily basis. She claims that if people were truly aware of how ugly war really is, they would stand up and protest the warsm Williams states.
“People want to believe in the benevolence of the United States.” She explained that the United States hids behind “benevolence” to invade countries and maintain the United State’s militant strength. Then, she declared that, “Since the beginning of the US, there has only been 24 years, scattered, that we have not been at war.”
Then Datta asked if militarism would be reduced if more world leaders were women. Williams responded, “ I think that whenever you diversify a group in power, where everyone feels like they are in power, the dialogue changes.”
Williams explained that the only way for countries to stop glorifying war is if they work to achieve sustainable peace. Sustainable peace is not just removing war from existence, but learning to co-exist in harmony with other cultures and countries. Without peace education and efforts to achieve sustainable peace in the near future militarism will continue to dominate the globe.
Dr. George Gonzalez, assistant professor philosophy, peligion and interdisciplinary studies, stated “I do not think that peace can ever be built on a foundation of militarism and the fear and devastation it breeds. In my view, we would be wise to look for alternative means of ensuring security, namely making sure that peoples across the globe have access to the resources (material and non-material) they need to flourish and live with dignity.”
Gonzalez continued, “This is what I take our own Professor Datta’s view to be and it is a view I share. Institutions will never solve all the problems life presents since life is never an idealization.”
Gonzalez continued, “The philosopher and anthropologist in me believes that. But it is also morally irresponsible to fail to engage and work to change and compel institutions that have the ability to make life more livable for others and ourselves. I was struck, as I have been by my colleague, Professor Datta, by the intellectual humility that underlies Professor Williams’ commitment to social justice.”
Then, William’s described The Campaign to Stop Killer Robots. This is another passion of William’s that has hastily produced a movement. This campaign focuses on the rapidly advancing technology that has transformed human warfare into creating fully autonomous weapons. StopKillerRobots.org states, “These robotic weapons would be able to choose and fire on targets on their own, without any human intervention.”
Williams clarified that Drones are not “Killer Robots” because a person is ultimately the one who decides to inflict havoc, not a machine. But, she holds a genuine distaste for drones because they fall within the gray area of technology advancements.
Gonzalez declared, “Today, [Williams’s] like Cassandra, demanding that we turn our attention to the future dangers presented by killer robots. We should be listening to her! But sometimes lessons have to be learned time and again, unfortunately.”
Daniel Roman, a junior political science major, stated, “I think the Jody Williams presentation was very educational. She was very passionate about human rights abuses that are occurring. And it was interesting to see how the US plays a militant role around the world.”
Williams strived to promote the importance of advocating for a cause by describing it as a privilege to watch minds open and see the world change.
She stated, “The root of the word activism is act.” Williams advised the students that anyone could become an activist. She told students to find one cause they were passionate about and dedicate time their efforts for that cause. She described that anyone could become an activist, “it’s not magic.”
Michael Hamilton, a senior political science student said, “I think the thing I found most interesting about Jodi Williams was her existential qualities she expressed. She is a woman of action instead as shown when she was comparing how the Buddhist meditation was good, but lacking in that it does not provide a means of actually getting things done.”
Williams tried to instill that changing the world is a huge process, and everyone’s actions make a difference even if we never know it. She declared, “There are a lot of people I don’t like, I am not a saint, but I want to make the world a better place for everyone.”
Ryan Kelly, a junior political science major, stated, “You have to admire Jody Williams and the courage she carries with her. Yes, everyone is aware of human rights, but not all are aware of the importance of human rights. This has been her job for quite some time, and based on what I saw, she is completing her job with flying colors.”
Gonzalez stated, “I believe that none of us are simply representatives of our roles in society. Yes, one may be a student or one may be a professor or a lifelong activist but all of us are in this life together. But we also live in a world of want, need and inequality.
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https://outlook.monmouth.edu/2014/02/students-participate-and-observe-united-nations-briefing-with-speaker-jody-williams/
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In December 1997, the Ottawa Convention or Mine Ban Treaty (MBT) was signed by 144 states. As with other international treaties and conventions, the MBT can only be acceded to by states. It does not contain any provisions dealing with armed non-state actors, nor does it provide them with the opportunity to express their commitment to the ban. Seeking to complement the state-centric process, Geneva Call launched a new tool to engage armed groups in a landmine ban: the Deed of Commitment.
Geneva Call seeks to establish humanitarian dialogue with these groups and obtain from them a sustainable commitment to the mine ban, as well as respect for the norms of International Humanitarian Law (IHL) more broadly. The Deed of Commitment by which the armed groups can commit to the ban is a unique process based on an inclusive rather than exclusive or repressive approach towards these actors.
The work of Geneva Call in Colombia
Colombia is the only country in South America where landmines and Improvised Explosive Devices (IEDs) are still being laid. The civil war that has been raging for forty years is vastly complex due to the variety of actors involved: two large guerrilla organizations, a range of paramilitary groups and the government armed forces. Colombia is a signatory to the Mine Ban Treaty and, at present, no longer uses anti-personnel (AP) mines. The armed forces affirmed the destruction of their stock of AP mines in October 2004.
The other actors in the conflict are regular landmine users because mines are cheap and easy to acquire and assemble. The population is therefore severely affected by landmines. Current statistics suggest that AP mines are responsible for a conservative average of two victims a day, of which around 40 per cent are civilians. A significant proportion of the indigenous population is also victimized by these weapons, with displacement, the prevention of land cultivation, and disrupted transportation among the effects. Furthermore, landmines placed by armed groups cause 50 per cent of the armed forces' casualties. Considering the gravity of the situation, in 2003 Geneva Call decided to commit itself to approaching the Colombian groups using mines or IEDs.
The Colombian Campaign to Ban Landmines (CCCM), a member of the International Campaign to Ban Landmines, works in Colombia supporting the implementation of the MBT and immediately expressed interest in assisting Geneva Call's project with its knowledge of the conflict and its contacts with local communities.
Since 2003 Geneva Call has approached two armed groups: the National Liberation Army (ELN) and the Revolutionary Armed Forces of Colombia (FARC). While only indirect contact has been established with the FARC, considerable progress has been made with the ELN with whom Geneva Call is in direct communication.
One of the guiding principles of Geneva Call's work is transparency. This means that in most of the cases where the organization initiates contact with an armed group it informs the state authorities and publicizes its action in the local communities concerned. When the Colombia project started the government supported Geneva Call's inclusive approach to the landmine ban and took steps to facilitate contacts between the organization and the armed groups active on its territory. For example, a Geneva Call delegation was allowed to meet directly with two ELN spokespersons detained in the high security Itagui prison in Medellín. Since this first meeting, regular exchanges have taken place and a dialogue with the group's leadership has been made possible. Discussions are continuing with Francisco Galan, the ELN spokesperson imprisoned in Itagui, and with contacts in the field. Geneva Call has also met a member of the Central Command in Cuba.
It is important to remember that at the time of its first meeting with Geneva Call, the ELN had publicly ruled out attempting to seek a negotiated settlement with President Uribe's administration after the breakdown of a peace process with the previous government in May 2002. In a Forum organized by Geneva Call in June 2004 (see below) the ELN opened the door again and the government replied positively, proposing Mexico as a facilitator. But the talks between the two parties are difficult, and tensions and disagreements have made the Colombian government more cautious in its support - initially very positive - for Geneva Call's activities.
Geneva Call is not alone in its efforts to engage armed groups in dialogue. Many other actors such as the Catholic Church and the 'group of friendly countries' are also active in trying to find ways to re-open negotiations and to maintain contact with the armed groups.
From rejection to first steps
Early on, it became apparent to Geneva Call that the ELN was not willing to discuss the possibility of renouncing the use of landmines and IEDs at that time. Landmines were deemed essential in the armed struggle against the government. For Geneva Call this was a first: previous negotiations with armed groups in other parts of the world had been long and arduous but never had a group categorically refused the notion of a total ban on AP mines. The ELN showed no signs of bending on the issue.
At this juncture, Geneva Call faced a dilemma: should the dialogue be halted until the ELN assumed a more reasonable position? It was decided that to do so would be to abandon the humanitarian cause of the people in the region. If even a slight possibility existed that continued dialogue might build confidence and yield a positive outcome for potential victims, then this had to be pursued.
Thus the dialogue continued and the idea of creating a mine-free pilot zone was conceived. This idea, which has been accepted in principle and is currently being developed, concerns a zone in which the ELN will carry out an initiative on three fronts: (1) progressively allowing the implementation of mine-risk education programs; (2) mapping and marking mined land; and (3) enabling the eventual de-mining of designated zones.
Linking the landmine ban to the peace process
On 4-5 June 2004 Geneva Call and the CCCM organized the 'First International Forum on Landmines, Non-State Actors and Humanitarian Agreements' in the Senate room in Bogotá. Government officials, NGOs, international organizations, indigenous peoples, representatives of the Colombian military and others were to attend.
Upon learning of this event, the ELN voiced its concern that the forum would provide an opportunity for all but itself to be heard. Geneva Call asked the government to authorize the recording of a video interview with the ELN to be shown during the Forum. The government refused but later made a proposal that signalled its willingness to endorse the renewal of peace talks. Francisco Galan would be released from prison for a few hours to make a declaration in front of the participants.
In a live broadcast from the Senate room on 4 June, Galan read a statement on behalf of the ELN that proposed peace negotiations be re-opened around three themes:
1. a humanitarian agreement that includes a commitment to limiting the use of AP mines;
2. a general amnesty for ELN political detainees and prisoners of war;
3. a temporary bilateral ceasefire agreement.
Galan expressed the wish that "Geneva Call and the Colombian Campaign Against Mines [...] accompany [the ELN] in the process of building this humanitarian agreement." This attested to the successful confidence-building process of the preceding year.
The Colombian authorities immediately responded positively, voicing willingness to re-open negotiations with the ELN through the Mexican government and emphasizing the need to prioritize the fight against landmines. Moreover, Colombian Vice-President Francisco Santos publicly authorized Geneva Call to hold discussions with the illegal armed groups on this issue.
Through the organization of a forum on landmines, and after a long process of confidence-building between the ELN and Geneva Call, a possible small path to peace was opening.
Positive spin-offs
Since June 2004 work has continued, and Geneva Call and the CCCM have organized several regional meetings. New actors have become interested in the question of armed groups and landmine usage. Most notably, the Governor of Antioquia has created a Humanitarian Commission, launched during a Geneva Call workshop, with a view to finding regional solutions to the humanitarian crisis. Antioquia is one of the regions that suffers most from landmines, which have left a number of villages completely deserted. Geneva Call was the only international organization invited to become a member of this Commission. The Governor's objective is to negotiate various humanitarian agreements through the Commission, with the AP mine issue as one of the priorities. Geneva Call has been endorsed as the Commission's intermediary with the guerrilla groups, the main responsibility being to formalize agreements for demining affected zones and enabling the safe return of internally displaced persons. To date, Geneva Call has visited communities from three of the most affected towns in the Antioquia region - San Carlos, San Fransisco and Argelia - where the proposed negotiation of humanitarian agreements on landmines with armed groups has been very positively received. However, until now the progress of the Commission has been slight because the government has resisted the development of regional humanitarian agreements. President Uribe's strategy demands a global and total agreement on a suspension of hostilities before any talks with the ELN are opened.
At the end of November 2004, the ELN proposed discussing another humanitarian agreement outside of this Commission. The group proposed allowing demining in an area of Micoahumado, north of Santander, and asked Geneva Call to follow up. Several criteria were taken into account in selecting this zone: it is a zone under the ELN's influence whose mining seriously affects civilians, and the local population is well organized, thus facilitating the monitoring process and information exchange.
Rejecting the ELN's proposal, the government refused to authorize a specialized NGO to de-mine the area. In response, in January 2005 the ELN announced it had taken the initiative itself and de-mined the zone. The ELN requested that Geneva Call ensure that a process of verification was conducted before civilians use this zone again.
The government has so far refused to allow this verification to take place, despite the readiness of a specialized international organization to do it. The government is under enormous pressure to allow verification to occur, with appeals from such actors as the regional Laboratory of Peace, the United Nations Development Programme, the United Nations Children's Fund, the Geneva International Centre for Humanitarian Demining and the local population. The deaths of three children in a landmine incident in February 2005 have further increased this pressure.
Geneva Call has proposed that this zone be declared demilitarized to prevent the land from being re-mined in the future. The authorities have also rejected this, but Geneva Call intends to seek a compromise that would guarantee that the zone will not be mined again.
In this difficult and suspicious climate Geneva Call tries to reaffirm that the landmine initiative must be isolated from political debates and considered only in relation to meeting humanitarian needs. This is a great challenge since up till now the Colombian authorities have always refused to support regional or local agreements. But Geneva Call hopes that discussions on mines can open doors for broader negotiations or even re-launch abandoned peace talks.
Lessons learned, dilemmas and opportunities
Even if the ultimate objective of a total ban on AP mines seems out of reach for the moment, there is space to improve the lives of populations that face the threat of landmines on a daily basis. The following lessons, dilemmas and opportunities from Geneva Call's involvement in Colombia can be identified:
- Discussing a concrete and tangible topic
such as landmines could open up new possibilities for dialogue and bring
actors who would otherwise refuse to speak to each other together, because
the acute need for solutions to the humanitarian issue posed by mines seems
to be accepted by both parties and many other actors. By raising awareness
of the question of landmines, it is possible to find common ground for
negotiating regional humanitarian agreements. This approach of beginning
locally and expanding regionally was the key to achieving peace in El Salvador.
- The involvement of the national government
is indispensable. Conversely, an NGO such as Geneva Call can assume a role
that governments can rarely afford to play, especially in a complex political
reality such as Colombia's. Engaging armed groups is a sensitive issue,
and other foreign governments fear creating diplomatic incidents with the
countries concerned or giving legitimacy to these groups. An NGO can play
a complementary role by engaging with armed groups without taking risks
on diplomatic or political matters.
- The fight against landmines, approached inclusively through the parallel engagement of state and non-state actors, has provided opportunities for direct and indirect dialogue between the Colombian government and the ELN that could potentially help build the trust and mutual understanding required for future peace talks.
Geneva Call's engagement with the ELN and Colombian government on landmines has experienced both progress and setbacks. The project of de-mining areas of Colombia has an impact on the prospective peace process, and the relationship between the parties is subject to both opportunities and risks; for example, there may be negative ramifications for this relationship when the ELN pushes forward on a de-mining initiative and the government is reticent. But while results may be small, they are real. Since Geneva Call initiated its project in Colombia, debate on the landmine issue and the condemnation of mine use has become very visible throughout the country. Thanks to several regional workshops, the Afro-Colombian and indigenous communities, usually excluded from these debates, have become very active on this question. The Governor of Antioquia has created a Humanitarian Commission and other mayors have expressed their willingness to negotiate humanitarian agreements on mines. A small zone has been de-mined. Colombia's attention is increasingly focused on this question. The process has grown yet is fragile and complicated, but it is important to push forward with this work as even a little progress is of benefit to the population.
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https://reliefweb.int/report/colombia/struggle-against-landmines-opening-peace-talks-colombia
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Pakistan has one of the highest levels of casualties in the world due to landmines and explosive remnants of war. In 2017, it recorded 135 casualties, which was the highest in the world and made up 28 percent of the global total. The large number of landmines in the country are mostly as a result of mines contaminating its borders due to conflicts with India as well as the Soviet-Afghan war. Mines have also been planted by non-state actors due to the increasingly widespread availability of such devices. This article discusses the key aspects of landmine use in Pakistan, it starts by explaining what landmines are, followed by a historical analysis of landmine warfare globally, the present-day situation with regards to Pakistan’s commitment to international treaties, and mines under international humanitarian law. It concludes with recommendations to resolve issues relating to landmines in Pakistan.
Landmines as Weapons
Landmines are vessels that contain explosives with detonating/fusing systems which, when triggered by a person or a vehicle, lead to an explosive and incapacitating blast. Landmines, unlike other military weapons, are completely indiscriminate in their operation in that the mine explodes due to mere proximity, contact, or presence of a person or a vehicle. They are unable to tell the difference “between soldiers and civilians, between tanks and tractors, between adults and children”. Landmines are divided generally into two categories: anti-vehicle /or anti-tank mines and anti-personnel (AP mines). Anti-personnel mines are of two types: blast mines and fragmentation mines. The blast mines are laid in the ground (either on the surface or sub-surface) and they explode when someone steps on them. The fragmentation mines are usually victim-activated by tripwires or command-detonated and, when they explode, fragments of metal are projected into the surrounding area.
History of Landmine Warfare
Landmine warfare dates back to the ninth century B.C. when the Assyrian empire would dig tunnels under enemy walls and fortifications, support a wall with dry timbers, and then collapse it by burning the timbers. The Greeks, Macedonians, Romans, and Rhodians all made use of mining as a defence strategy though it was not until the Chinese invented gunpowder in 1044 C.E. that advanced effective mining was used. Anti-personnel landmines were first used by the Confederate Armyduring the American Civil War in the nineteenth century. They were also quite extensively used in both World Wars I and II. During World War I, landmines were used by Prussia, British, and Russia on various occasions. German artillery projected explosive anti-tank mines to combat British armoured tanks. The German military also laid down, marked and recorded minefields in a pattern that was later copied by the Allies. Landmine warfare reached its age of adolescence by the end of the American civil war so when World War II broke out, it had already matured and advanced. After World War II ended, conventional wars made abundant use of landmines and by no means restricted them. The use of landmines was witnessed in the Vietnam War, Korean War, the first Gulf war, Libyan-Egyptian war, Arab-Israeli wars, Iran-Iraq war, India-China war, and India-Pakistan wars.
Landmine Use in Pakistan
Pakistan and India have been in a state of war three times since 1947. Landmine use started during the conflict of 1947-48 where landmines were installed on either side of the border for defence purposes. During the 1965 and 1971 wars, installation of landmines increased. However, it was monitored by both parties carefully mapping and marking minefields, and once the conflicts ended, maps were made available for the safe removal of mines. The political situation between India and Pakistan worsened during 2001 and mid-2002 and during this period anti-personnel and anti-vehicle mines were installed along the line of control (LOC) by both parties. In 2017, Pakistan stated that the mines which were installed along the LOC have been cleared and no mines have been installed since then.
The Soviet-Afghan war of 1979 subjected Pakistan to minefield contamination; the Soviet army, the Afghan Army and the Mujahideen laid anti-personnel mines near the Afghan national infrastructure, arable land and even along the borders of Pakistan and Iran. After the Soviet withdrawal in 1989, state and non-state actors pushed the Afghan government to clear the landmines scattered all over the country. The United Nations even deployed mine clearing units to Afghanistan for the said purpose, however, it is reported that approximately 717 square kilometres of landmines were not cleared. Pakistan has stated that the encountered mines on the Pak-Afghan border are the ones left by the former Soviet troops, maintaining its stance that the country has not used landmines along the Afghan border. Nevertheless, the areas surrounding the Durand line are contaminated with landmines, unexploded ordnance (UXO) and improvised explosive devices (IEDs). These are also as a result of ongoing hostilities between the Pakistani armed and security forces against the Pakistani Taliban, Al-Qaeda, as well as Baloch insurgents.
The use of landmines has been quite rampant by non-state actors and during tribal and sectarian conflicts in the South-Waziristan region bordering Afghanistan. In 2018, Pakistan stated that the country is a victim of landmines and improvised explosive devices (IEDs) at the hands of non-state actors and terrorists. It also maintained that the Pakistani security agencies do not use landmines for the maintenance of internal law and order or in counter-terrorism operations. According to the security officials, terrorists laid unmarked landmines, IEDs and booby traps to fortify their positions. The military deployed units to demine and clear contaminated areas but some mines which had previously drifted due to natural calamities such as floods and earthquakes still haunt civilians living near the Pak-Afghan border.
The Impact of Landmines on Civilians
Between 1999 and 2013, the Landmine and Cluster Munition Monitor, an organisation that conducts research for the ICBL-CMC (International Campaign to Ban Landmines – Cluster Munition Coalition) identified at least 3,817 (1,433 killed; 2,291 injured; 93 unknown) from landmines, victim-activated IEDs, and ERW. As there is no official monitoring mechanism to collect data, it is likely that the total number of casualties may be much higher. These casualties occurred due to the lurking presence of mines laid by armed troops along the LOC, mines laid by non-state actors, and landmines and IEDs in the South Waziristan region. In 2017, the Sustainable Peace and Development Organization (SPADO) which is an active member of the Global Control Arms Coalition and International Action Network on Small Arms (IANSA), reported that among 469 casualties in total, Azad Jammu and Kashmir reported 7, Balochistan reported 171 and KPK reported 291 (ex-FATA had a count of 230 out of 291). In the same year, Geneva International Centre for Humanitarian Demining (GICHD) published a report saying that Pakistan had the highest number of recorded casualties from anti-vehicle mines which amounted to 28% of global total casualties.
Sher Mohammad, resident of Khat Kalli, Peshawar, became the victim of a landmine explosion while he was on his way to the mosque. He said to the Express Tribune that he had become a liability for his family of nine. The Pakistan Institute of Prosthetic and Orthotic Sciences (PIPOS) in Peshawar, where Mohammad was being treated, told the newspaper that sixty-percent of the mine blast victims are civilians whilst forty-percent are military personnel and most of the applicants waiting for prosthetics are minors. Such casualties due to landmines and IEDs planted by non-state actor groups continued in 2017 and the Pakistan Red Crescent Society stated that the presence of landmines in Gandaw, Dawra, and Landi Kallay in Sipah and Sheen Kamar area near Mastak, KPK, pose a serious threat to the lives of civilians. Children are reported to be at higher risk of unexploded ordnance and landmines as they usually mistake them for toys.
In June 2021, a group of lawyers filed petitions at the Peshawar High Court on account of the killing of 800 people and 4000 cattle in South Waziristan due to 178 mine blasts over the years. The petitioners urged the federal and KP governments to clear the landmine contaminated areas in South Waziristan, mark the affected areas as Red Zones, and pay monetary compensation to affectees and legal heirs of the deceased. The petitioners also requested the court to direct that the police force maintain a register of landmine blast cases. The Peshawar High Court responded that the affectees and legal heirs should approach the relevant administration for the redressal of their grievances but in case they receive no response the court shall be responsible to cater to them. The Additional Attorney General (Peshawar) stated that most areas had already been cleared out by security forces leaving behind a few red zones. An official of the security forces pointed out that during the night miscreants would plant mines, and so the local population should cooperate with the security forces to ensure full clearance of the affected areas.
However, there are reports that NGOs do not have permission to carry out independent risk assessments of mine contaminated zones and people are afraid to talk about the issue openly as if they complain about mines they are jailed.
Mines under International Law
Landmine warfare is regulated by customary international humanitarian law, the 1980 Convention on Certain Conventional Weapons, and the 1997 Mine Ban Treaty. Under customary international humanitarian law, civilians are not to be directly attacked and indiscriminate attacks as well as indiscriminate weapons are prohibited. It is also prohibited to use weapons which cause unnecessary suffering and superfluous injuries. The 1980 Convention’s Protocol II, to which Pakistan is a Party, mandates the Prohibitions or Restrictions on the Use of Mines, Booby Traps and Other Devices. According to the Convention, landmines can only be used to target military objectives; remote mines cannot be used unless their location is recorded and they have a neutralizing mechanism attached; minefields are to be properly recorded; and at the end of hostilities the parties to the conflict have to clear minefields.
The international campaign to ban landmines (ICBL) is a global network that aims to promote and secure an international ban on the production, stockpiling, and use of antipersonnel mines; and obtain resources for civilian demining operations and help the victims of landmines. In 1997, the ICBL was able to mobilize member states, as an official observer, to negotiate a treaty to ban anti-personnel mines. The 1997 mine ban treaty bans the use, production, stockpiling, and transfer of antipersonnel mines, and requires states to destroy their stockpiles and clear all mined areas as well as assist landmine survivors. More than 150 States have joined this treaty and there has been a reduction in the number of mine-induced casualties in these countries.
Pakistan’s Landmine Policy under International Law
Pakistan is not a state party to the mine ban treaty but it has obligations under international humanitarian law to minimize the use of deadly weapons which may result in indiscriminate attacks, unnecessary suffering and superfluous injuries. Pakistan currently has no civilian anti-mine programme in action though military engineering units are deployed in landmine contaminated areas for demining purposes. The country has not made any official statements regarding abstinence from manufacturing landmines and its ordnance factory has produced anti-vehicle mines and six types of anti-personnel mines.
Human Rights Watch (HRW) argues that by using anti-personnel mines, Pakistan is violating the customary international humanitarian law since such mines are indiscriminate in nature and their limited military usage outweighs their negative humanitarian consequences. As the Pak-India border is heavily mined which continues inflicting civilian and military casualties, ICBL wrote letters to India and Pakistan and urged the countries to refrain further from laying mines along their borders. Even though no official records exist on recent mining of the India-Pakistan border and Pakistan military claims it is making demining efforts, the areas along Kashmir’s LOC reports casualties to date.
Pakistan is a party to the Convention on Prohibition or Restrictions on the Use of Certain Conventional Weapons (CCW) and its five protocols, including Amended Protocol II (AP-II) which effectively regulates anti-personnel landmines. In 2007, Pakistan’s ordnance factories incorporated self-destruct/self-deactivation mechanism in their production of anti-personnel mines to meet Additional Protocol-II requirements. In the same year, the country gave a briefing on its mining programme that it had met the specifications on the detectability of mines to meet the requirements of Additional Protocol-II. In 2018, Pakistan made another statement that the country is fully compliant with the provisions of the said protocol and used landmines only for defence purposes, which was done by keeping in mind international norms, safety parameters, and humanitarian considerations. It further stated that landmines were marked, fenced, and monitored by the Pakistan military, which is in compliance with Article 5 of Additional Protocol-II. In addition to this, Pakistan states that it also adheres to the ban on all exports of mines and that the private sector is not allowed to manufacture or trade in landmines.
Article 7 and 8 of the Convention on Certain Conventional Weapons Protocol V mandates assistance with respect to existing explosive remnants of war through a mine action programme. In most countries, this is in the form of mine action centres which introduce mine action programmes that focus on the eradication of landmines and explosive remnants of war, provide risk education to people living in mine contaminated zones and also assist victims of landmine explosions. Pakistan does not have a mine action centre and in April 2011, the Ministry of Foreign Affairs informed the Landmine Monitor that a mine action facility could not be established in the country due to insufficient resources. According to the Sustainable Peace and Development Organization (SPADO), the Government of Pakistan does not permit NGOs to undertake any mine clearance action since only the Army Corps of Engineers, the Frontier Corps and the police are permitted to conduct ad hoc mine clearance. No data is released by these authorities and there is absolutely no existing mechanism for coordinating mine actions. The NGOs cater to the task of providing risk education (RE) and victim assistance in mine contaminated zones within the country. However, due to security threats in affected regions and a complex system for issuing permits for humanitarian mine action no streamlined procedure is adopted for coordination amongst NGOs.
Recommendations
Pakistan should accede to the Mine Ban Treaty since landmines, as indiscriminate weapons which launch indiscriminate attacks and cause superfluous suffering, violate international humanitarian law. Also, while the notion of demining contaminated areas is important, the continual production of landmines and other explosive devices has further escalated the issue of these disastrous weapons falling into the hands of non-state actors. The ban on the export of landmines is not enough to control and regulate the safe use of landmines because smuggling of landmines by non-state actors is very common between Afghanistan and Pakistan as reported by SPADO. The presence of planted landmines within Pakistan constitutes the most significant barrier to sustainable development. This is because Pakistan is an agrarian country and these landmines affect both agriculture and livestock.
It is essential that Pakistan establish a mine action centre that can introduce a national mine action programme to provide victim assistance and mine risk education (MRE) to civilians exposed to landmines. The provincial governments should be directed to coordinate with the centre for the implementation of the programme. The Federal government should provide funds to provincial governments especially those of KPK and Balochistan to carry out their respective impact and technical surveys. The Federal Government should seek assistance from mine action agencies worldwide and ensure that all mine clearing personnel in conflict-affected areas are properly equipped and trained. Since Pakistan doesn’t have a formal risk education (RE) program as of now, the Federal Government should engage international organizations such as UNICEF, Mines Advisory Group, Handicap International and the Swiss Foundation for Demining (FSD) to conduct risk education activities in conflict-affected and mine contaminated areas. Students, especially those living in conflict-affected zones, should be taught mine risk education as part of their school syllabus.
It is equally important for the Federal Government to introduce rehabilitation programs including medical and emergency care. Proper first aid and surgical facilities for landmine victims should be provided. The government should undertake effective economic measures to generate employment for the victims of mine blast and legal heirs of those deceased and provide them with monetary compensations. Survivor participation should be encouraged and socio-economic benefits should be extended to persons with disabilities by engaging the ministries of Health, Social Welfare and Special Education. To ensure social security of the victims and their families the provincial governments should provide them with education, vocational training, economic rehabilitation and micro credit schemes. The provincial governments should address the issue of disabled landmine victims by constructing handicap accessible buildings. The affected persons should be able to benefit from procedures of physical rehabilitation such as prosthetics at the expense of the State treasury or the social welfare organizations shall be engaged for this task. The provincial governments should establish a database of the landmine victims in order to keep track of their progress, plan for their social benefit and provide them with required services via an outreach programme.
Conclusion
Pakistan must clear mine contaminated areas as a matter of priority and should consider acceding to the mine ban treaty. The loss incurred due to landmines exceed the defense purposes of laying them. The scant resources to cater to mine action, high rate of casualties due to mine explosions, and the internal conflicts between non-state armed groups and security officials poses a serious threat to the strategic stability of Pakistan in South Asia. As a result, Pakistan should address the issues of landmines and unexploded ordnance with India and Afghanistan and agree to demine their borders, for the sake of the civilians who reside there and suffer unnecessarily.
References
‘Global Mapping and Analysis of Anti-Vehicle Mine Incidents in 2017’, GICHD: SIPRI (Geneva, 2018)
ibid.
‘Addressing the Impact of Landmines and Explosive Remnants of War in Pakistan’, SPADO (2012) < http://www.genevacall.org/wp-content/uploads/dlm_uploads/2013/12/The-Impact-of-Landmines-and-Explosive-Remnants-of-War-in-Pakistan.pdf> accessed 8 December 2021
ibid.
The accepted legal definition is contained in Article 2 of Protocol II of the 1980 UN Convention on Certain Conventional Weapons
Ibid
‘The landmine crises: designated to kill and injure, to impede’, MLPD International Committee (1994) < http://www.ccdonline.ca/en/international/landmines/crisismlpd> accessed 8 December 2021
ICRC, ‘Anti-personnel Landmines – Friend or Foe?’ (2006) <https://www.icrc.org/en/doc/assets/files/other/icrc_002_0654.pdf> accessed 3 December 2021
Norman Edgar Youngblood IV, ‘The Development of Landmine Welfare’ (December 2002) <https://ttu-ir.tdl.org> accessed 3 December 2021
Ibid
Ibid
Alternative technologies to replace antipersonnel landmines, National Academy Press (2001) < https://www.nap.edu/read/10071/chapter/3#11> accessed 3 December 2021
Ibid
ICRC, ‘Anti-personnel Landmines – Friend or Foe?’ (2006) <https://www.icrc.org/en/doc/assets/files/other/icrc_002_0654.pdf> accessed 3 December 2021
Ibid
Human Rights Watch Backgrounder, ‘Recent Landmine Use by India and Pakistan’ (2002) <https://www.hrw.org/legacy/backgrounder/arms/ind-pak-landmines.htm) accessed 3 December 2021
Statement of Pakistan, 16th Meeting of the States Parties to the APMBC, Convention on Certain Conventional Weapons (CCW) Amended Protocol II Article 13 Report (2017)
ICRC, ‘Anti-personnel Landmines – Friend or Foe?’ (2006) <https://www.icrc.org/en/doc/assets/files/other/icrc_002_0654.pdf> accessed 3 December 2021
Norman Edgar Youngblood IV, ‘The Development of Landmine Welfare’ (December 2002) <https://ttu-ir.tdl.org> accessed 3 December 2021
Convention on Certain Conventional Weapons (CCW) Amended Protocol II Article 13 Report (16 August 2006 to 15 August 2007)
Country profile: Pakistan: Mine Action, ICBL-CMC (2012) <http://archives.the-monitor.org/index.php/cp/display/region_profiles/theme/2097> accessed 3 December 2021
Ibid
‘UXOs continue to endanger life in isolated tribal belt’, IRIN (The New Humanitarian, 26 November 2004) <https://www.thenewhumanitarian.org/fr/node/195529> accessed 4 December 2021
Convention on Certain Conventional Weapons (CCW) Article 13 Report (2017)
‘The Taliban are defeated, but their minefields continue to bleed South Waziristan’ (The Express Tribune, 13 February 2018) <https://tribune.com.pk/story/1633522/1-taliban-defeated-minefields-continue-bleed-south-waziristan> accessed 4 December 2021
Country profile: Pakistan: Casualties and Victim Assistance, ICBL-CMC (2013) < http://archives.the-monitor.org/index.php/cp/display/region_profiles/theme/3771> accessed 4 December 2021
‘Summer brings with it landmines in Azad Kashmir’, (Pakistan Today, 6 July 2018) <https://www.pakistantoday.com.pk/2018/07/06/summer-brings-with-it-landmines-in-pakistani-kashmir/> accessed 4 December 2021;‘UNICEF deeply concerned by death and injury of children due to landmine and grenade explosions in Pakistan’ UNICEF (Pakistan, 6 June 2021) <https://www.unicef.org/pakistan/press-releases/unicef-deeply-concerned-death-and-injury-children-due-landmine-and-grenade> accessed 4 December 2021; ‘Landmines in Ex-FATA’ (DAWN, 27 June 2021) <https://www.dawn.com/news/1631747/landmines-in-ex-fata> accessed 4 December 2021
The Sustainable Peace and Development Organization conducts research on landmines covering policy, mine action, stockpiles, use, casualties and victim’s assistance. SPADO is also maintaining a research database of landmines and it is committed to pushing the country forward into signing the mine ban treaty.
Zofeen Ibrahim, ‘Displace Pashtuns Return to Find Homes “Teeming” with Landmines’, IPS (26 April 2018) < https://reliefweb.int/report/pakistan/displaced-pashtuns-return-find-homes-teeming-landmines> accessed 4 December 2021
‘Global Mapping and Analysis of Anti-Vehicle Mine Incidents in 2017’, GICHD: SIPRI (Geneva, 2018)
Saadat Ali, Shahabullah Yousafzai, ‘The killers underground’ (The Express Tribune, 20 November 2017) <https://tribune.com.pk/story/1562782/the-killers-underground> accessed 15 December 2021
ibid.
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https://rsilpak.org/2022/use-of-landmines-in-pakistan/
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Norwegian People’s Aid was founded in 1939 to provide post-conflict reconstruction assistance and humanitarian relief during conflicts.
NPA is engaged in more than 33 countries and operates de-mining activities in 16 of these. It played a central role in the International Campaign to Ban Landmines and the Convention on Cluster Munitions signed in Oslo in 2008.
International Campaign to Ban Landmines is a global network in some 100 countries that works for a world free of antipersonnel landmines, where landmine survivors can lead fulfilling lives.
Cluster Munition Coalition is an international civil society campaign working to eradicate cluster munitions, prevent further casualties from these weapons and put an end to the suffering they cause.
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http://mq-7.com/links.html
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Survivors meeting of Gandaki province-3 and some recommendations to the government
On the 8th of September 2021, Ban Landmines Campaign Nepal (NCBL) organized a province-level meeting for survivors of Landmines and other Explosive devices in the province of Gandaki. The meeting was chaired by Mr. Dudhraj Adhikari, a survivor, who has been appointed as the coordinator of Gandaki. The meeting was attended by representatives of six districts including Bharat Gautam (Kaski), Ram Chandra Bik (Kaski), Ruban Shrestha (Kaski), Gita Magar (Tanahu), Krishna Pathak (Syanja), Sunita Ghale (Lamjung), Surendra Khatri (Myagdi) and Purna Shova Chitrakar and Kamala Shrestha from NCBL.
In the meeting, participants shared stories of their accidents as well as the challenges they are currently facing. Various proposals also were put forward to restore normalcy to the lives of the people affected by the conflict, landmines and other explosives and to their proper relief and rehabilitation, to free Nepal from the problem of landmines and explosives and to ensure that no one is affected by such inhumane weapons in the days to come. During this meeting, the participants reached a decision to submit these proposals in the form of a memorandum to the Central, Provincial and Local Governments as well as the previously conflicting parties of the armed conflict, various political parties. These point are delineated in the following points.
· There is a lack of clear statistics on the number and demography of people injured, disabled and killed by landmines and explosives. The government should maintain clear records for each district.
· As the original documents proving the accident submitted by the victims are lost by the responsible bodies of the district, the survivors have become more vulnerable. To prevent such a situation from happening again, the records of the victims should be reliably documented in an electronic system.
· We are saddened to hear through the victims that the distribution of "disability color cards" is based on access and affiliation to the staffs and on affiliation with political parties. Color cards must be distributed to the survivors and persons with disabilities on the basis of truth, facts and in a fair and transparent manner.
· As victims have to take medicine for the rest of their life due to disability from explosives, a certain amount of the medicine should be provided freely. The government should provide priority to survivors of conflict in issues such as vaccination and aid for nutritious food for the survivors of the conflict during COVID-19.
· Large stockpiles of explosives are still being found during major constructions such as bridges and other infrastructure even a decade after the cessation of conflict. The previously conflicting parties must take it seriously and survey the possibility of existing caches of explosive and report these sites immediately to the official demining teams.
· Despite the peace agreement reached in 2006, landmines and explosives laid during the conflict continue to kill and maim civilians long after the peace agreement. But the government's policy of providing services and facilities to the victims only on the basis of the incidents before the peace agreement has left many survivors suffering. It is urgent to provide the same services and facilities to the survivors of any landmines explosive remnants of war after the peace agreement as those before.
· As the Mine Ban Treaty makes it easier to enact national laws against landmines and explosives, governments at all levels must pressure the government to become party to the Mine Ban Treaty to protect humanitarian laws and rights as well as advocate for and assist victims.
· Violence propagated by political against the constitution and law are fueling violence in the country. This has ultimately hit civilians. All political parties should pay attention in this regard.
The Truth and Reconciliation Commission should be extended and activate to resolve the problem of survivors of landmines and ERW and survivors of conflict.
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https://naya.com.np/post/p1631755673t0i4q
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KARACHI, Apr 26 2018 (IPS) - “If I’m assured that my home and my village has been de-mined, I’d be the first to return with my family,” says 54-year old Mohammad Mumtaz Khan.
Khan lived in the mountainous village of Patwelai in South Waziristan, a rugged territory in the Federally Administered Tribal Areas (FATA) near the Afghan border, one of the world’s most important geopolitical regions. In 2008, he shifted to Dera Ismail Khan in Khyber Pakhtunkhwa province with his wife and six children.
They had to leave Patwelai hurriedly, “with just the clothes on our backs”, after the Pakistan army decided to launch a major ground-air offensive to cleanse the entire area of the Taliban.
Since then, the military carried out a series of intermittent operations across FATA till 2016, when they claimed they had destroyed the Pakistani Taliban’s infrastructure in the country.
That same year, in 2016, the army gave the internally displaced persons (IDPs) — over half a million — a clean chit to return to their homes. Feeling lucky, Khan and a few dozen men decided to visit their village and assess the situation before returning with their families.
It was while he was entering his home through a window that he accidentally stepped on a landmine. “There was a boom and before I could fathom what had happened, I saw my bloodied left foot,” Khan said.
“I am lucky that I got away with a small injury. It may not be so the next time around,” he said, adding that the mountains and valleys are “teeming” with improvised explosive devices (IED) and explosive remnants of war (ERW).
“Despite having cleared the area of militants, it is not possible for many to move about freely as the place remains infested with landmines,” agreed Raza Shah, who heads the Sustainable Peace and Development Organization (SPADO), an active member of the global Control Arms Coalition and International Action Network on Small Arms (IANSA). Since 2010, SPADO has been blocked from working in FATA.
After the demand by the Pashtuns earlier this year during their long march to Islamabad, the authorities promised they would start de-mining the area.
Not everyone is convinced, especially since the accidents continue. “It is not just a daunting task, but a painstaking, expensive, and risky one and the government is neither equipped with the technology nor does it have the huge human resources needed to comb the vast area,” said Gohar Mehsud, a journalist from the area who has covered the issues of the FATA extensively.
“The military should have cleared the area of mines before letting the tribes return,” said Mohsin Dawar, one of the people behind the newly formed Pashtun Tahafuz Movement which is day by day gaining strength. He pointed out that among their demands was to ask the military to send more teams of bomb disposal units to comb the area and clear the place.
Recalling his tragedy, Khan narrated that he was carried down the mountain to the main road on his nephew’s back for a good two hours, all while bleeding profusely. Once they reached the road, he was tied onto a motorbike and taken to the nearest health centre where he was administered basic first aid. “All I remember was the excruciating pain I felt throughout the journey that seemed never-ending,” he said.
Meanwhile, another cousin had arranged a car to take him to the nearest hospital in D.I. Khan. All in all, the journey took a good nine hours before he reached the hospital.
His injury, like those faced every day by countless others residing in the area, highlights a problem that this conflict has left behind. It also shows an utter disregard for civilian life. Dawar calls it nothing but “criminal negligence” on the part of the Pakistani army.
According to Mehsud, the bombs may have been laid during the conflict by both the army and the terrorists. He discovered a landmine in his house a couple of years back after his family returned to their village in South Waziristan.
“We have been after the army personnel to send someone to defuse the bomb but so far nothing has been done,” he said. For now they have placed stones around it and continually remind their family members not to step anywhere near it.
According to a SPADO spokesperson, the area along the Line of Control between India and Pakistan is heavily mined. “But that area is also heavily fenced with no civilian access; it is marked too.”
The scattered cases of injuries and casualties have occurred only because the mines may have slipped from their position due to rain. On the other hand, in FATA, the landmines are used as an offensive not a defensive weapon by both the military and the militants and are therefore unmarked. “They are even found inside school compounds, homes, and agriculture fields,” said Shah of SPADO.
“I don’t care who planted these bombs; the military carried out the operation in our territory and I hold them responsible for clearing it,” said Dawar.
Shah agreed that mine clearance was the responsibility of the military corps of engineers. He fails to understand why, if the bomb disposal units were so good and sent on missions abroad to clear mines, why not make their own country safe first.
He added that if the military initiated a full-throttle de-mining, it would be the easiest way to win the hearts and mind of the tribal people. “They will gain confidence that the army is there to protect their children,” he said.
“The army has started to cover some ground in South Waziristan, but it needs to be more proactive and engaged and begin this in earnest in the rest of the agencies,” said Mona Naseer, co-founder of Khor Network of tribal women, who belongs to Orakzai agency where a kid was recently injured by stepping on a mine and fatally injured.
These injuries come with a life-long economic cost. For the last two years, Khan has undertaken cumbersome travel from D.I. Khan to bigger cities like Peshawar and even down to Rawalpindi, in the Punjab province, from one doctor to another, each giving their own opinions. “I have spent over one million rupees on my leg, but still walk with the help of crutches,” he points out helplessly.
Along with losing his limb, his job, and his home, Khan has lost the purpose of his existence. His life, he said, has changed completely. “I’m now a cripple, imprisoned at home and dependent on others for help. I cannot ride a motorbike, cannot go to the market, have to ask others to help me in the bathroom…everything that I should be doing myself.” Khan doubted he would ever manage to go back to his village given the rugged mountainous terrain that it is located in. The former school teacher is now limited to tutoring students at home.
Pakistan is not the only country facing a landmine problem. While it is impossible to get an accurate number of the total global area contaminated by landmines due to lack of data, landmine watch groups estimate that there could be 110 million landmines in the ground and an equal number in stockpiles waiting to be planted or destroyed. The cost to remove them all is 50 to 100 billion dollars.
According to the International Campaign to Ban Landmines network, more than 4,200 people, of whom 42 per cent are children, fall victim to landmines and ERWs annually in many of the countries affected by war or in post-conflict situations around the world.
A global Mine Ban Treaty known as the Ottawa Convention (which became international law in 1999) has been signed and ratified by 162 countries. It prohibits the use, stockpiling, production and transfer of anti-personnel landmines (APLs). Sadly, Pakistan is among the countries (United States, China, India, Pakistan, Nepal, and Russia) that have have not signed the treaty and is among both the producers and users of landmines.
In 2016, the Landmine Monitor report placed India as the third biggest stockpiler of APLs in 2015 after Russia and Pakistan.
Last year, Sri Lanka acceded to the Antipersonnel Mine Ban Convention and set a deadline to be free of landmines by 2020. “Sri Lanka’s accession should spur other nations that haven’t joined the landmine treaty to take another look at why they want to be associated with such an obsolete, abhorrent weapon,” said Steve Goose, arms director at Human Rights Watch and chair of the International Campaign to Ban Landmines – the group effort behind the 1997 Mine Ban Treaty.
But Shah said that unless India agreed to accede, Pakistan will not take the first step. “Perhaps the way to go about it is to bring the issue on the agenda during peace negotiations and when talks around confidence building measures take place between the two countries,” he said.
SPADO is also the official contact point of the International Campaign to Ban Landmines (ICBL) and Cluster Munitions Coalition (CMC). It openly advocates for the universalization of the Mine Ban Treaty and the Convention on Cluster Munitions.
Along with FATA, accidents due to landmines are happening in other places in Pakistan. In 2017, according to SPADO, among the 316 injuries and 153 deaths in total, Pakistan-administered Kashmir recorded seven; Balochistan province 171; FATA 230; and KPK 61.
A majority of the injured and dead were men who were found either driving, fetching water, taking livestock for grazing, rescuing others who had stepped on a bomb, passing by etc. Children were usually playing outside when they chanced upon a shiny object, like a “disc-shaped shoe polish box” hidden in the grass which they attempted to pick up.
“The figures that SPADO has collected includes only those that were reported in the media and are just the tip of the iceberg,” Shah emphasized.
He said there was an urgent need for a national registry where such a record is kept and a more comprehensive rehabilitation programme is instituted.
“Taking care of the injured and maimed is expensive and long term,” he said, noting that when the victim is a child, for example, he or she will grow and require new prosthetic limbs. “While the army takes care of its own, unfortunately, there are very few institutes where civilians can go and seek help,” he said.
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Document type:
Book
Subtype of document:
Actes de conférence
Title:
Budapest regional conference on anti-personnel landmines : summary report of the proceedings, Budapest, March 26-28. 1998
Author zone:
co-sponsored by The International Committee of the Red Cross, The International Campaign to ban landmines...[et al.]
Editor:
Budapest : [s.n.], March 1998
Physical description:
136 p. : photogr. ; 30 cm
Language(s):
eng
Keyword in French:
MINE
CICR
INTERDICTION
CAMPAGNE D'INFORMATION
Keyword in English:
MINE
ICRC
PROHIBITION
INFORMATION CAMPAIGN
Authors:
CICR
International Campaign to Ban Landmines
Regional conference on anti-personnel landmines (March 26-28, 1998 : Budapest)
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Mine warfare has been a feature of armed conflict in Myanmar/Burma for decades. [ref]The International Campaign to Ban Landmines annual Landmine Monitor reports have documented mine use by the Tatmadaw (common acronym referring to Myanmar’s Armed Forces) and by ethnic armed groups within the country for every year since the Landmine Monitor first published in 1999.[/ref] In September 2016, the deputy Minister of Defense Major General Myint Nwe acknowledged in the Myanmar Parliament that Myanmar’s Armed Forces do use landmines within the country.[ref]See Landmine Monitor Report 2016, Myanmar/Burma Ban Policy profile.[/ref] In June 2017, an officer at Myanmar’s Ministry of Defense stated to the International Campaign to Ban Landmines (ICBL) that its forces do not use mines near heavily populated areas.
Rohingya flight and mine use on the border since 1991
The first massive outflow of Rohingya people, nearly a quarter of a million, from Northern Rakhine State (NRS) occurred in 1991 and 1992. Following widespread condemnation of Burma at that time by the muslim world, Myanmar’s Armed Forces laid a significant mine field along the entire length of its border with Bangladesh. Bangladesh officials and humanitarian workers stated at the time that Burma’s boundary mine field was laid for the purpose of deterring further flight out of the country by the Rohingya, and also to harass cross border movement by several Rohingya and Rakhine armed groups active at that time.[ref]See Landmine Monitor 2000, Burma Country Report. In the early 90s several armed groups existed in that border area, including the Rohingya Solidarity Organization, the Arakan Rohingya National Organization, the Arakan Army and the Arakan Liberation Army.[/ref] The 1991-2 exodus led to the refugee camps on the Bangladesh-Burma border, and the presence of the UNHCR in Burma in 1994 to assist with the repatriation of Rohingya to Burma from Bangladesh.
Bangladesh claimed that some of the landmines laid by Burmese military forces were on the Bangladesh side of the border, in part due to poor demarcation and thick jungle along their shared border. Citizens of both sides, and animals, including elephants, have become victims of the mines laid on the joint border between Bangladesh and Burma.
Mined areas are reported to exist along the entirety of Burma’s border with Bangladesh, from the Naf River to the tri-border junction with India. These form the largest purpose laid mine fields in the country.
Recent allegations of further mines being laid along the border with Bangladesh occurred in 2013, 2014 and 2015.[ref]See the Myanmar/Burma Ban Policy profiles in Landmine Monitor annual reports 2013, 2014 and 2015.[/ref] Bangladesh does not lay mines on its border, and is a State Party to the 1997 Mine Ban Treaty. Due to demilitarization agreements along its border, Bangladesh has repeatedly raised all allegations of new mine laying in flag meetings between military officers of the two countries. Previously, in April 2017, the Bangladesh government had announced that an agreement had been reached between Border Guard Bangladesh and Myanmar Police Force to remove improvised explosive devices (IEDs) and land mines along the border of the two countries.[ref]“BD, Myanmar agrees to remove land mines from border,” The Financial Express (Dhaka), 6 April 2017.[/ref]
Post October 2016 situation
Since October 2016, the situation in NRS has deteriorated, following the rise of a new armed group, the Arakan Rohingya Salvation Army (ARSA). Subsequent widespread military operations, allegedly in response to attacks by the ARSA, have led to a new exodus by massive numbers of Rohingya from NRS.
Some of the current wave of refugees have stepped on landmines during their attempts to leave Myanmar.[ref]See, for example, “Three Rohingya reported killed by suspected mine in Myanmar,” Prothom Alo (Bangladesh), 10 September 2017.[/ref] International news agencies and human rights organizations have stated that they have witness testimony of new use of landmines by Myanmar’s Armed Forces along the NRS-Bangladesh border, and this has reportedly led to the issue being raised with Myanmar by Bangladesh authorities.[ref]See, Amnesty International, “Myanmar Army landmines along border with Bangladesh pose deadly threat to fleeing Rohingya,” News, 9 September 2017; and Krishna N Das, “Exclusive: Bangladesh protests over Myanmar’s suspected landmine use near border,” Reuters, 5 September 2017; and Ananya Roy, “Bangladesh accuses Myanmar government of laying landmines near border,” International Business Times, 6 September 2017.[/ref]
On 11 September 2017 Zeid Ra’ad Al Hussein, United Nations High Commissioner for Human Rights stated at the opening of the 36th Session of the United Nations Human Rights Council, that he was “appalled by reports that the Myanmar authorities have now begun to lay landmines along the border with Bangladesh.”[ref]Zeid Ra’ad Al Hussein, “Darker and more dangerous: High Commissioner updates the Human Rights Council on human rights issues in 40 countries,” United Nations Human Rights Council, Geneva, 11 September 2017.[/ref]
UPDATE 19 SEPTEMBER 2017
The ICBL/Landmine Monitor has verified that recent mine victims were from newly laid mines.
On 28 of August, humanitarian workers providing relief to refugees camped on the Zero line of the border witnessed an Army truck arrive on the Myanmar side and unload three boxes from which soldiers took mines and placed in the ground. This continued on that day from 10am until 3pm. The mines were laid commencing in Taung Pyo Let Yar village tract of Maungdaw Township, which is adjacent to border pillar No. 31 in Bangladesh. This area demarcates the beginning of the land border between Bangladesh and Myanmar, as south of this area the border follows the Naf River.
New mine use was witnessed along about a 20km stretch of the shared border between Burma and Banladesh. This stretch lies between the two main land crossing routes between Burma (Maungdaw township) and Bangladesh (Bandarban District). Subsequent to the daytime landmine operation, the Burmese Army brought trucks at night to continue laying mines, which could be seen under the lights by which they worked. Mine laying continued during the next few days, and was witnessed progressing along the border to the northeast in Mee Taik, Nga Yant Chaung, Hlaing Thi, Bauk Shu Hpweit and In Tu Lar townships. Mine laying was last seen continuing to the east of In Tu Lar township.
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https://burmamineban.demilitarization.net/?p=773
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The Honorary Members are people committed to the protection of persons with disabilities, working for other associations, institutions or other entities. Membership is voluntary, without any constraint that can be an obstacle to their activities.
Giuseppe Schiavello (Sociologist): Director of the Italian Campaign to Ban Landmines – non-profit organization since 2006, previously in charge of external relations and fund raising for the same association from 2000 to 2005. It represents the association in the International Campaign to Ban landmines ( Nobel Peace prize 1997) global network of 1,000 association (ICBL) and the Cluster Munition Coalition at. Managing relations with the Parliament, takes part for the association within the National Committee for Humanitarian Action Against Mines in the Ministry of Foreign Affairs (CNAUMA) chaired by the Secretary with responsibility for disarmament and human rights; Consultant for Corporate Social Responsibility, promotes territorial development with particular attention to the inclusion of socially disadvantaged groups. He has worked as a lecturer in the Master’s Degree “Peace Keeping and Security Studies” of Rome III and the University La Sapienza, as a lecturer at the Master of Public and Institutional Communication and is author of several articles with focus disarmament and international humanitarian conventions.
Paolo Genovesi – Professional photographer for over twenty years, has captured some of the major national and international sporting events.
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https://www.youable.org/membri-onorari/?lang=en
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If that slope is positive it means that there is positive spatial autocorrelation: Note, however, that the fact that a value is high in comparison with the values in neighboring locations does not necessarily mean that it is an outlier as we need to assess the statistical significance of that relationship. In Anselin's Moran scatter plot, the slope of the curve is calculated and displayed on top of the graph.
In Anselin's Moran scatter plot, the slope of the curve is calculated and displayed on top of the graph.
For convenience that matrix is standardized in such a way that the rows sum to one by dividing each value by the row sum of the original matrix. Modern Spatial Econometrics in Practice: Retrieved from " https: Anselin L, McCann M. Workbook developed for the Legacy version opengroda GeoDa 0. In essence, Anselin's Moran scatterplot presents the relation of the variable in the location opengoeda with respect the values of that variable in the neighboring locations.
In this case, this value is positive, which means that areas with a high rate of criminality tend to have neighbors with high rates as well, and vice versa. The software is used internationally, with more than 75, unique downloads, and lab installations at universities such as Harvard, MIT and Cornell.
LISA analysis allows us to identify where are the openngeoda high values of a variable that are surrounded by high values on the neighboring areas i.
The map above represents homicide rates for a cluster of counties, with high rates in red and low rates in blue. These two OpenGeoDa views allow exploration of a region's homicide patterns in both geographic and statistical space.
Link to publication in Scopus. It is freely downloadable and open-source.
OpenGeoDa is the open source successor to GeoDa, a software package designed to kpengeoda non-experts to spatial data analysis. Abstract OpenGeoDa is the open source successor to GeoDa, a software package designed to introduce non-experts to spatial data analysis.
This means that when the user has multiple views or windows in a project, selecting an object in one of them will highlight the same object in openyeoda other windows. Concomitantly, the low-low clusters are also identified from this analysis.
Projects in GeoDa basically consist of a shapefile that defines the lattice data, and an attribute table in a. Fingerprint Open Source Software.
Linking of the map with the graph allows the OpenGeoDa user to select a few counties yellow and see their values for all three variables on the plot green. GeoDa is a free software package opegeoda conducts spatial data analysisgeovisualizationspatial autocorrelation and spatial modeling. This functionality is available in GeoDa by means of Anselin's Moran scatter plot. An introduction to spatial data analysis.
N2 - OpenGeoDa is the open source successor to GeoDa, a software package designed to introduce non-experts to spatial data opengwoda. Note, however, that the fact that a value is high in comparison with the values in neighboring locations does not necessarily mean that it is an outlier as we need to assess the statistical significance of that relationship.
Opengroda most important thing, however, is the capability of mapping and linking those statistical devices with the spatial distribution of the phenomenon that the users are studying. In other words, we may find areas where there seems to be clustering or where there may seem to be clusters but when the statistical procedures are conducted they turn to be non statistically significant clusters or outliers.
The attribute table can be edited inside GeoDa. That summary is obtained by means of a spatial weights matrix, which can take various forms, but a very commonly used is the contiguity matrix.
The new version of OpenGeoDa can show how these relationships vary over time, and offers live links opeengeoda the maps and different chart types such as scatter plots, histograms, box plots, parallel coordinate plots, 3D plots, conditional maps or plots, and bubble charts.
The spatial lag is nothing but a summary of the effects of the neighboring spatial units.
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http://acclivo.us/graphic-design-software/opengeoda.php
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Next: Proper tail recursion, Previous: External representations, Up: Basic concepts [Contents][Index]
Variables and objects such as pairs, vectors, and strings implicitly denote locations or sequences of locations. A string, for example, denotes as many locations as there are characters in the string. (These locations need not correspond to a full machine word.) A new value may be stored into one of these locations using the string-set! procedure, but the string continues to denote the same locations as before.
An object fetched from a location, by a variable reference or by
a procedure such as ‘car’, ‘vector-ref’, or ‘string-ref’, is
equivalent in the sense of
eqv?
(section see Equivalence predicates)
to the object last stored in the location before the fetch.
Every location is marked to show whether it is in use. No variable or object ever refers to a location that is not in use. Whenever this report speaks of storage being allocated for a variable or object, what is meant is that an appropriate number of locations are chosen from the set of locations that are not in use, and the chosen locations are marked to indicate that they are now in use before the variable or object is made to denote them.
In many systems it is desirable for constants (i.e. the values of
literal expressions) to reside in read-only-memory. To express this, it is
convenient to imagine that every object that denotes locations is associated
with a flag telling whether that object is mutable or
immutable. In such systems literal constants and the strings
returned by
symbol->string are immutable objects, while all objects
created by the other procedures listed in this report are mutable. It is an
error to attempt to store a new value into a location that is denoted by an
immutable object.
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https://www.gnu.org/software/guile/manual/r5rs/Storage-model.html
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Some of my training reports showed surprisingly low association with inputs which were quite visibly correlated with the target itself. Is there a way to bias the training to take advantage of this?
This refers to the Variable Impact values that are included in training reports. It's important to understand the purpose of the Impact values, and how they're calculated. Calculation and Use of Variable Impacts has a lot to say about this.
The purpose is only heuristic, and the idea is that it's worth dropping variables with low impact values to see if the results improve.
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https://kb.palisade.com/index.php?pg=kb.page&id=1464
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AdvisorSwanson, Sherman R.
Date2017
TypeThesis
Department
Natural Resources and Environmental Science
Degree Level
Master's Degree
Statistics
AltmetricsView Usage Statistics
Abstract
Thousands of acres of Wyoming big sagebrush (Artemisia tridentata ssp. wyomingensis) habitat have been mowed throughout Nevada to create fuelbreaks for wildfire control, enhance resilience and resistance to invasive plant species, increase perennial herbaceous understory, and improve wildlife habitat. To improve our understanding of how these plant communities respond to mowing and whether treatment goals are being met, an observational study of paired mowed and unmowed locations was conducted between 2010 and 2015 across the geographic extent of mowed Wyoming big sagebrush in Nevada. In 2015, foliar and ground cover, perennial herbaceous density, and soil profile data were collected at 32 locations within 16 individual mow projects of different ages. Wilcoxon signed rank tests indicated significantly different mean cover values of ground cover, functional groups and individual species between treated and untreated locations. Bare ground (p < 0.01), moss (p < 0.01), cryptogam (p = 0.01), total foliar cover (p < 0.01), non resprouting shrub (p < 0.01), Poa secunda (p = 0.01) and Phlox sp. (p = 0.04) cover were lower in mowed locations. Litter (p < 0.01), tall perennial bunchgrass (p = 0.02), Bromus tectorum (p = 0.08) and Elymus elymoides (p = 0.01) cover were greater in mowed locations. Median density values of tall perennial bunchgrasses (p = 0.01), Sphaeralcea sp. (p = 0.04), and Agropyron cristatum (p = 0.08) were greater in mowed locations, while Linanthus pungens density (p = 0.02) was lower. Generalized linear models examining the influence of abiotic variables on herbaceous perennial response showed that greater amounts of precipitation in March through June following treatment were correlated with greater increases in perennial herbaceous cover (p < 0.01). An increasing percentage of clay in the soil A horizon was correlated with greater perennial herbaceous density following treatment (p = 0.02). Precipitation during July through September in the year following treatment was correlated with declines in both perennial herbaceous cover (p < .01) and density (p < .05). These results indicate variable responses to mowing in Nevada.
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https://scholarworks.unr.edu/handle/11714/1960
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With the ArcGIS Spatial Analyst extension, you can create a classification by grouping raster cells into classes or clusters. A class is usually a known category, such as forests, residential areas, or water bodies, while a cluster is a grouping of cells based on the statistics of their attributes. A signature is a subset of cells that are representative of a class or cluster. The statistics of signatures are stored in a signature file that will be used to classify all cells in the intersection of the input bands.
A class corresponds to a meaningful grouping of locations. For example, forest, water, and high wheat yield are all classes.
Each location is characterized by a set or vector of values, one value for each variable, or input band. Each location can be visualized as a point in a multidimensional attribute space whose axes correspond to the variables in the input bands. A grouping of points in this multidimensional attribute space is referred to as a cluster, and in this case, since the cluster refers to something meaningful, it can also be considered a class. Two locations belong to the same cluster if their attributes (vector of band values) are similar.
Known classes may form clusters in attribute space if the classes can be separated, or distinguished, by their attribute values. Locations corresponding to natural clusters in attribute space can be interpreted as naturally occurring classes of strata.
In a supervised classification, you know what classes you want to divide the study site into, and you have sample locations in the study site that are representative of each class. For example, if you are creating a land-use map from a satellite image, the classes might be urban, water, forest, fields, and roads. The goal is to assign each location in the study area to a known class. The more sample locations that can be identified as belonging to a class and the more homogeneous the cell values are within a class, the better the ensuing classification will be. The actual locations identifying the known class locations are called the training samples.
The training samples can be identified on a polygon layer or on a raster. When defining the training samples, you can identify an existing raster as reference. Generally, a color composite of the first three layers in the raster is displayed as background and used as reference to identify areas to encircle when producing training samples.
The first step in an unsupervised classification is to create clusters. Statistically, clusters are naturally occurring groupings in the data. The Iso Cluster tool requires input raster bands, the number of classes, the name of the output signature file, the number of iterations, minimum class size, and the interval at which to take the sample points from which to calculate the clusters (the final three parameters are discussed below).
The tool returns a signature file containing the multivariate statistics for a subset of the cells for the identified clusters. The resultant calculations identify which cell location belongs to which cluster, the mean value for the cluster, and the variance-covariance matrix. This information is stored in an ASCII signature file. The signature file is essential in the clustering and classification of the remaining unsampled cells.
The signature file is an ASCII file that stores the multivariate statistics for each class or cluster of interest. The file includes the mean for each class or cluster, the number of cells in the class or cluster, and the variance-covariance matrix for the class or cluster.
The signature file can be displayed with any text editor.
For any class or cluster, the diagonal values moving from the upper left to the lower right in the variance-covariance matrix are the variance values for the variables corresponding to the input raster bands identified by the row/column intersection in the matrix for the bands. All other values in the matrix are covariance values.
The name of the algorithm used for creating clusters in an unsupervised classification is Iso Cluster. The Iso prefix of the isodata clustering algorithm stands for Iterative Self Organizing (ISO), a method of performing clustering. Clusters are calculated using a subset of the cells in the study area. All cluster calculations are performed on the cell values in multivariate attribute space and are not based on any spatial characteristics. That is, the mean is derived from the attribute values for the different input bands. The variance and covariance values are calculated from the variation within and between bands.
The following example uses a K-mean or ISO clustering approach. A two-band raster will be used to theoretically explain the methodology. This same methodology works for as many bands that are entered, or in n-dimensional space. The following discussion is conceptual to allow a better understanding of the ISO clustering approach.
An empty graph is made with the range of values in the first band plotted on the x-axis and the range of values in the second band plotted on the y-axis.
A 45-degree line is drawn and divided into the number of classes you specify. The center point of each of these line segments is the initial mean value for the classes.
Mean values for classes are determined.
Each sample cell is plotted on the graph, and the distance from the point to each mean center point on the 45-degree line is determined. The distance is calculated in attribute space using the Pythagorean theorem. The sample point is assigned to the cluster represented by the closest mean center point.
Distance from each point to the mean center point is calculated.
The next sample point is plotted, and the above procedure is repeated for all sample points.
Distance is calculated for all sample points.
The above process will iterate. Before the next iteration, a new mean center point is calculated for each cluster based on the values of the cell locations currently assigned to the cluster in the previous iteration. With the new mean center point for each cluster, the previous two steps are repeated.
New mean center points for each class are calculated.
The means are updated, and the previous step is repeated. The iteration process for updating the mean values continues until the user-defined number of iterations is reached or until less than 2 percent of the cells change from one cluster to another relative to the new means within an iteration.
Clustering is sensitive to the range of values within each band. This range of values determines the values on the x- and y-axis from which the Euclidean distances between means and sample points are calculated. To have the attributes of each band considered equally, the value range for each band should be similar, whether performing a supervised classification or unsupervised clustering. When the value range of one band is small relative to the other bands, the Euclidean distance in multivariate space may be so small that several clusters may result in a mean of zero. If any cluster has a mean of zero, the final classification and any other multivariate tool that depends on a signature file will fail. Ideally, all bands should be normalized to the same value range.
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https://pro.arcgis.com/en/pro-app/tool-reference/spatial-analyst/producing-signature-files-class-and-cluster-analysis.htm
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4.1. Correlation between population density and factorsStatistical models are used to analyze the correlation between the population density and various factors that change in time and/or in space, e.g., temperature, precipitation, elevation, etc. These models can be used to predict population numbers in the future or in unsampled spatial locations.
Data may be of 3 types:
where y is the predicted variable (e.g., population density); Xi are factors; and bi are parameters which can be found using regression analysis.
Autoregressive model is a regression model in which the value of the dependent variable is predicted from values of the same variable in previous time steps or in neighboring locations in space. Most statistical models of population dynamics are autoregressive. For example, the density of the population in the next year can often be predicted from its current density and/or its density in 1 or 2 previous years. In spatio-temporal models, population density in a specific location in the next year can be predicted from the current density in the same location as well as in neighboring locations. Autoreggressive models may include external factors, i.e., climatic factors.
Geostatistics (kriging, see Lecture 2) is a better method for spatial modeling than standard regression. It is possible to use a 3-dimensional kriging (2 space coordinates, and 1 time coordinate) for spatio-temporal models .
The mechanisms that cause correlations between population density and factors are not represented in these models. Prediction is based solely on the previous behavior of the system. If in the past the system exhibited specific behavior in particular situations, then it is most probable that it behave in a similar way in the future. Statistical modeling is based on the assumption that system behavior remains the same. Thus, these models have very limited value for predicting new behaviors of the system. For example, if we develop a new method for controlling pest populations or a new strategy for conservation of some species, then stochastic models based on the previous dynamics of these populations may be misleading.
In some cases stochastic models may help to understand some mechanisms of population dynamics. For example, if insect population density increases in years with hot and dry summer, then it is possible that insects of this species have low mortality in these years, possibly due to reduced resistance of host plants. Of course, these hypotheses require thorough testing.
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http://alexei.nfshost.com/PopEcol/lec4/correl.html
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If you want your program to perform useful actions, it has to store information. As you might know, every time you run a program, the operating system loads the program’s instructions into the computer’s RAM memory. While running, your program stores values in the memory locations by using variables, just like in mathematics X and Y store a value, therefor being variables.
For instance, let’s say you have a program that prints a document. Every time you run the program, it will display a message that will ask you for the name of the file and the number of copies you want to print. When you input those information, the program stores the values you entered at some memory locations. To help the program find the memory locations where this data was stored, every memory location has a unique address. Because there can be billions of such addresses, keeping track of every location can be very difficult.
To simplify information storage, software programs define variables. These are names that the program associates with some locations in the memory. As the name variable suggests, the value that the program stores in these locations can be modified during the execution of that program. Every variable is defined by its type, which presents to the computer how much memory it needs in order to store that particular type of data and what operations can the program perform on that data.
In our previous example the program that prints the document should have a variable named filename (which stores the name of the file you want to print) and another variable named numberOfCopies (which stores the number of copies you want to print). Inside your codes you will refer to your variables by their name. That’s why you should always give your variables significant names (unlike math, where they are always called X or Y… who is that damn X?!).
Usually, in our console applications, we will declare our variables immediately after the beginning of our Main function, before the instructions of our programs, like this:
The following program shows you how you should declare three variables of the type integer (variables that can store integer values, like 1, 3, 4, 11, etc):
Each variable is defined by its type, which defines the quantity of memory that that variable needs and what operations can be performed on it. To define an integer variable, C# programs uses the type int. After you declare a variable (which means indicating to the program its type and its name), you can assign a value to this variable (in other words, you can store data in it).
In the academic language, a variable is defined as a name that your program associates with a memory location.
The concepts explained in this lesson are also shown visually as part of the following video:
|
https://www.rusoaica.com/introduction/variables/
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A procedure is said to contain aliased values if it can refer to the same memory addresses in two or more distinct ways. A typical example is the following procedure:
Dim g_GlobalVariable As Long...Sub ProcWithAliases(x As Long) x = x + 1 g_GlobalVariable = g_GlobalVariable + 1End Sub
If this procedure is passed the g_GlobalVariable, it is able to modify that variable in two ways, through a direct reference and through the x parameter. Another common variant of aliased values occurs when a procedure expects multiple arguments, and you pass the same variable to two or more of them.
Aliases values are often the effect of poor programming practice, but they are also harmful to optimization. In fact, if you are absolutely sure that your app never makes use of aliased variables, you can turn on the “Assume No Aliasing” advanced compile option. This option informs the compiler that no procedure is able to modify the same memory locations, which enables the compiler to generate more efficient assembly code. More specifically, the compiled program will try to cache the value of those variables into CPU registers, which sensibly speeds up execution.
Summarizing, you don’t have aliased value when: (1) the procedure doesn’t refer to any global variable, (2) if the procedure refers to global variables, you never pass the same variable as a ByRef argument to the procedure, (3) if the procedure expects multiple ByRef arguments, you never pass the same variable in two or more of them.
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https://www.devx.com/tip-bank/18248/
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[ACCESS RESTRICTED TO THE UNIVERSITY OF MISSOURI AT AUTHOR'S REQUEST.] Imaging spectrometers measure the response from materials across the electromagnetic spectrum. Often, in remote sensing applications, the imaging spectrometers have low spectral resolution resulting in most measurements being mixed spectra from a scene. In these cases, pixels are assumed to be mixtures of pure spectra known as endmembers. Given the prevalence of mixed spectra, a common analysis technique is spectral unmixing. When the responses from materials are measured across hundreds or thousands of narrow contiguous wavelengths, then it gives rise to the concept of Hyperspectral Imaging (HSI). The high dimensionality of the hyperspectral data results in highly correlated information in neighboring spectral bands. Also, irrelevant bands may degrade the performance of spectral unmixing methods. As a result, band weighting can aid hyperspectral unmixing and endmember estimation methods. 'Band Weighting' refers to a method for assigning weights to each band in hyperspectral data that indicate the relative degree of importance during unmixing. Many hyperspectral scenes possess multiple sets of endmembers. For example, consider a scene consisting of two distinct ground regions (eg. urban and rural areas) composed of distinct materials or endmembers. The image spectra from each region will then only be mixtures of the endmembers associated with the corresponding region. The proposed methods perform endmember estimation for multiple sets of endmembers, estimates proportion values, and assigns partition specic band weights. Band weights are estimated using weight decay and sparsity promoting techniques. The proposed approach is compared with state of the art method present in the literature. Results are shown on simulated and real hyperspectral data sets.
Degree
M.S.
Thesis Department
Rights
Access is limited to the campuses of the University of Missouri.
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https://mospace.umsystem.edu/xmlui/handle/10355/44361
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Trying to write a correlated rule that can alert me when a user from one location logs into a server at another one of our locations..
So... how can pull the 4 digit number from the user name and compare it to the 4 digit location number in the correlated rule? Do I have to pull this number into a cache variable and then compare it to a regex of the host name?
I don't think that it is possible to do this...when comparing a difference in variables you would use the cache variabled. When you want to gather events with similar values then you would multi-thread.
There are some other issues...hostname is usually the short part of the FQDN, so in your cases it would be server1 and server2. The data you are looking at would be part of domain or domain name which would be 0623.domain.com. Since you are comparing only the 4 digits and you can't use LIKE, NOT LIKE, or Regex with cache variables, I don't think you will be able to do this alert.
I'll reply, but I don't have a good solution at all.
With no way to to do a cache variable comparison using the REGEX operator, there is no direct way to make the comparison with the numeric string in the middle of the username.
That said, if you can guarantee that the username is always in the format a0000aaa, where a is an alpha character and 0 is a numeric character, then you might be able to modify the actual device XML to strip out just the numbers.
The drawback to this is that you will no longer be able to read in the username as the full 8 character string.
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https://community.rsa.com/thread/164698
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What is a ratio variable?
Ratio-variable meaning Filters. (statistics) A variable with the features of interval variable and, additionally, whose any two values have meaningful ratio, making the operations of multiplication and division meaningful.
What is an example of a ratio scale variable?
The common example of a ratio scale is length, duration, mass, money age, etc. For the purpose of marketing research, a ratio scale can be useful to evaluate sales, price, share, and a number of customers.
What is ratio data example?
An excellent example of ratio data is the measurement of heights. Height could be measured in centimeters, meters, inches, or feet. In ratio data, the difference between 1 and 2 is the same as the difference between 3 and 4, but also here 4 is twice as much as 2.
What is an example of ratio?
In mathematics, a ratio indicates how many times one number contains another. For example, if there are eight oranges and six lemons in a bowl of fruit, then the ratio of oranges to lemons is eight to six (that is, 8∶6, which is equivalent to the ratio 4∶3). Equal quotients correspond to equal ratios.
Is age a ratio variable?
Age, money, and weight are common ratio scale variables. For example, if you are 50 years old and your child is 25 years old, you can accurately claim you are twice their age.
What is a ratio scale in geography?
Map scale refers to the relationship (or ratio) between distance on a map and the corresponding distance on the ground. For example, on a 1:100000 scale map, 1cm on the map equals 1km on the ground. For example, a 1:100000 scale map is considered a larger scale than a 1:250000 scale map.
What do you mean by ratio scale give an example?
A ratio scale is a quantitative scale where there is a true zero and equal intervals between neighboring points. Unlike on an interval scale, a zero on a ratio scale means there is a total absence of the variable you are measuring. Length, area, and population are examples of ratio scales.
Which of the following is an example of ratio measurement?
A ratio scale is the most informative scale as it tends to tell about the order and number of the object between the values of the scale. The most common examples of this scale are height, money, age, weight etc.
Which is the best example of ratio data?
Examples of Ratio Data
- Kelvin Scale: One most noted example of Ratio Data is the temperature on a Kelvin scale.
- Height: Height or length is measured in meters, inches, or feet.
- Speed: Speed can also be an example of a ratio scale.
- The ratio between 44.738 mph to 22.369 mph is 2.
Is age an example of ratio data?
Age is frequently collected as ratio data, but can also be collected as ordinal data.
What is a real life example of a ratio?
Examples of ratios in life: The car was traveling 60 miles per hour, or 60 miles in 1 hour. You have a 1 in 28,000,000 chance of winning the lottery. Out of every possible scenario, only 1 out of 28,000,000 of them has you winning the lottery.
What is a ratio easy definition?
1a : the indicated quotient of two mathematical expressions. b : the relationship in quantity, amount, or size between two or more things : proportion. 2 : the expression of the relative values of gold and silver as determined by a country’s currency laws.
What is an example of fixed ratio schedule?
Fixed refers to the delivery of rewards on a consistent schedule. Ratio refers to the number of responses that are required in order to receive reinforcement. For example, a fixed-ratio schedule might be delivery a reward for every fifth response.
What is an example of interval variable?
Intervals variables are very usefull to compare the size of social inequalities. Another examples of interval variables would be: gross domestic product, number of siblings or the number of years studied.
What is fixed interval ratio?
Variable-Interval (VI) schedule. A fixed-ratio schedule of reinforcement means that reinforcement should be delivered after a constant or “fixed” number of correct responses. For example, a fixed ratio schedule of 2 means reinforcement is delivered after every 2 correct responses.
What is fixed ratio schedule?
In operant conditioning, a fixed-ratio schedule is a schedule of reinforcement where a response is reinforced only after a specified number of responses. Essentially, the subject provides a set number of responses and then the trainer offers a reward.
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https://greatgreenwedding.com/what-is-a-ratio-variable/
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Frequently Asked Questions
What information do I need to submit an article?
All you need in order to contribute an article to JournalMap is the DOI number and the location where the study was conducted. The tools on the JournalMap article submission page can help you determine the coordinates for a study area if no coordinates were reported.
What if my article does not have a DOI number?
Older studies and articles from small publishers may not have DOI numbers. These articles can still be added to JournalMap, but you will need to contact us to do so.
Do I have to be an author on a paper to submit it to JournalMap?
No, anybody can contribute an article to JournalMap whether they were an author of that article or not. The only requirement is that you have access to the article to obtain the location information from it.
What happens to an article after I submit it to JournalMap?
When articles are submitted to JournalMap, they go into a queue to be approved before they are added to the complete JournalMap database. This is to ensure that submitted articles meet JournalMap's requirements for completeness and accuracy.
Can I submit a large number of articles at one time to JournalMap?
Yes, but you will need to contact us to do this. The JournalMap website can accept uploads via CSV and XML file formats, but they will need to be formatted correctly. Presently this function is not available to public users.
My study location is a large area, not a point. Can I input polygons or areas into JournalMap?
Presently, JournalMap can accept only point locations for a study. There are attribute fields available where you can specify that the point represents a larger area. We are working to expand JournalMap so that users can delineate areas or linear features for articles.
Article Locations
I found an error in an article's location. How can that be corrected?
Errors are uncommon in coordinates that are published in articles, but they do occur. Additionally, geotagging of articles from place names can sometimes cause errors. We try to catch obvious location errors, but we sometimes miss them. Luckily errors in article coordinates are easy to fix in JournalMap. If you discover a study that is incorrectly geotagged, please contact us or fill out our feedback form.
Where do the article locations in JournalMap come from?
The geographic coordinates assigned to an article in JournalMap come from the study itself. Geographic coordinates or study area descriptions reported in a paper are used to geotag the articles.
Geographic Searching
How are the values for environmental variables like elevation or land cover assigned to articles in JournalMap?
Once an article is geotagged in JournalMap, that location is intersected against a series of data layers to determine the different search filter values.
The values of environmental variables that are assigned to an article are incorrect. How did that happen, and can it be fixed?
The environmental variable values assigned to articles in JournalMap come from GIS data layers that are global in extent. By necessity these datasets are relatively coarse in scale (typically 1 sq. km. resolution), and may miss or average out local variability. To maintain consistency across the world, it is necessary to use these broad, global-scale datasets. We are exploring other options of incorporating higher-resolution and more accurate data layers as available in different parts of the world. At present, we do not have the ability to manually modify/correct the environmental variable values assigned to an article, but we are working to enable that.
General JournalMap
Beyond contributing articles, how can I contribute to JournalMap?
First, thanks for your interest in JournalMap. We would love to have your help, and we're always looking for new collaborators. Please send us feedback.
What do you have planned for future JournalMap development?
Lots of exciting things are in store for JournalMap! Our development roadmap on the Support Us page gives a brief overview of where we're headed.
I have a suggestion for a JournalMap feature. How do I submit that to you?
We would love to hear any suggestions you have on how JournalMap could be improved. Please contact us Support Us page.
Why hasn't anybody done this before?
That's a really good question. Probably because of the challenges of identifying and extracting location information from published studies and the lack of standards for how locations are reported. Advances in parsing algorithms and computing as well as the rise of crowdsourcing now makes the task achievable. Indeed, there are other similar efforts to JournalMap like GLOBE
How can I get access to the actual articles that are in JournalMap?
JournalMap is a knowledge discovery tool that can help you find relevant scientific papers but we do not store and distribute the actual content. Each article in JournalMap will link you to the publisher's website for that article. Accessing most copyrighted papers will require going through the journal publisher or professional society.
Search Filter Definitions and Sources
Aridity Index
Aridity characterizes moisture availability to plants. The aridity index is a function of precipitation, temperature, and potential evapo-transpiration. Higher aridity index values indicate humid areas, and low values dry areas.
|Aridity Index Value||Climate Class|
|< 0.03||Hyper Arid|
|0.03 – 0.2||Arid|
|0.2 – 0.5||Semi-Arid|
|0.5 – 0.65||Dry sub-humid|
|> 0.65||Humid|
Source: Trabucco, A., and Zomer, R. J. 2009. Global Index (Global-Aridity) and Global Potential Evap-Transpiration (Global-PET) Geospatial Database. CGIAR Consortium for Spatial Information. Published online, available from the CGIAR-CSI GeoPortal at: http://www.cgiar-csi.org/
Biomes
Biomes are large geographic regions of the world that share similar climate, flora, and fauna. Biomes can be defined for terrestrial as well as aquatic and marine environments. The JournalMap biomes filter is based on a combination of the World Wildlife Fund's terrestrial biomes and marine realms.
Elevations and Slope
Global elevation and slope data are from the USGS's GTOPO30 digital elevation model (DEM) dataset. GTOPO has a resolution of 30 arc-seconds - or approximately 1 sq. km. Slope was calculated from the GTOPO30 DEM in degrees.
Annual Precipitation and Temperature
Climate data for JournalMap is from the WorldClim Global Climate Dataset. These layers have a resolution of 1 sq. km. and represent annual averages over the period of 1960 to 1990.
Source: Hijmans, R.J., S.E. Cameron, J.L. Parra, P.G. Jones and A. Jarvis, 2005. Very high resolution interpolated climate surfaces for global land areas. International Journal of Climatology 25: 1965-1978. http://www.worldclim.org/
Growing Degree Days
Growing degree days (GDD) refers to the number of days in a year where the temperature is high enough for plant growth to occur. JournalMap uses GDD data from the University of East Anglia's Climate Research Unit. In this dataset, a base temperature of 5°C was used to compute monthly GDD's and those monthly values were then totaled to yield an annual number.
Source: Climate Research Unit, Univ. of East Anglia.New, M.G., M. Hulme and P.D. Jones, 1999: Representing 20th century space-time climate variability. I: Development of a 1961-1990 mean monthly terrestrial climatology. J. Climate. 12, 829-856. http://www.sage.wisc.edu/atlas/maps.php?datasetid=31&includerelatedlinks=1&dataset=31
Landcover
JournalMap uses the 1km landcover data from the U.S. Geological Survey's Global Land Cover Characterization, version 2.0.
Source: Loveland, T.R., Reed, B.C., Brown, J.F., Ohlen, D.O., Zhu, J, Yang, L., and Merchant, J.W., 2000, Development of a Global Land Cover Characteristics Database and IGBP DISCover from 1-km AVHRR Data:International Journal of Remote Sensing , v. 21, no. 6/7, p. 1,303-1,330. http://edc2.usgs.gov/glcc/globdoc2_0.php
Soil Depth
Soil depth information in JournalMap came from the United Nations Food and Agriculture Organization's Effective Soil Depth data layer (version 3.6).
Topsoil Texture
Soil surface texture data in JournalMap is from the Harmonized World Soil Database (version 1.2)
Contact Us
If you're interested in collaborating on the JournalMap project, contact:
Jason Karl, Ph.D.
Research Ecologist,
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https://www.journalmap.org/help
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This project involved an overseas client in a private hospital. Stonewall evaluated the viability of surgical interventions in 74 elderly patients given certain variables associated with each patient. The variables associated with the patient include age, gender, length of stay (adjustor), number of comorbidities (adjustor), and surgical complications (indicator). The outcome variable used in the model included surgical viability (i.e., whether the surgery improved the patient's symptoms).
Analysis
A binomial logit model was used to answer the main research question of evaluating variables associated with the patient in determining surgical viability. The outcome variable (dependent variable) was improvement in symptoms. Originally, four values were presented with this scale (0 = missing, 1 = no change, 2 = improved, 3 = worsened). As missing values are excluded from the model, it was decided the best course of action was to reduce the remaining values for this variable and turn them into a binomial value (i.e., did symptoms improve or not). This outcome variable was then evaluated against the other variables associated with the patient (gender, age, length of stay, comorbidities, and surgical complications). Prior to any statistical model, we always produce figures for the variables under study and perform basic descriptive statistics. The following boxplots demonstrate some of the key variables examined in this analysis.
A binomial logit model presents values in terms of log-odds. As interpreting a coefficient based in terms of log-odds is challenging, model coefficients can be exponentiated so coefficients are presented in log-odds. Odds have close relation to probability, and presenting model coefficients in terms of odds is quite common in medical research. All coefficients were compared against an alpha of 0.05. The logit model is as follows (note all coefficients are presented in log-odds). The model is first evaluated in log-odds to determine whether each coefficient impacts the outcome variable. In this case, no variable significantly impacts the outcome variable (as a result the estimates are not exponentiated).
When evaluating model coefficients, no coefficients have a probability value less than 0.05. Comorbidities and length of stay have marginal significance (i.e., they have significance close to 0.10 or less), but it is highly likely that length of stay is correlated with surgical complications, which could impact overall interpretation.
Conclusion
While this model did not reveal any significant differences in terms of variables associated with patients and surgical viability, there are a few shortcomings that could be corrected with further research, which may demonstrate a significant difference does in fact exist. First, there were a number of missing variables associated with viability and other variables. In most frequency-based statistics, when variables are missing they are excluded from the analysis (termed list-wise deletion). In this specific case, the main logit model excluded some observations. If the sample size were increased with fewer missing cases, then it is possible significant differences may exist. Second, some of the variables used as adjustors (e.g, length of stay, surgical complications) are potentially highly correlated with one another. When performing frequency-based statistics with highly correlated variables and fewer observations (30 or less), coefficients could behave in a manner that prevent meaningful inference. One way to overcome correlated variables in this analysis would be to increase the sample size.
Return to Our Work.
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https://www.stonewallanalytics.com/surgery
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Typically, electronic documents need to be filed in a system memory such as that of a Personal Computer, in a manner which allows the same to be identified and retrieved. Conventionally a multilayered, or hierarchical storage structure is used.
However, with a complex hierarchical filing structure it can be time consuming to traverse, scroll and attempt to find the appropriate file folder for the electronic document. Currently, two facilities assist this process in that the navigated structure can be partially expanded, and/or a history of most recently accessed folders is available.
However, with disparate sources of electronic documents coming in to the system, the history is only partially valuable, while the expanded hierarchical structure effectively just flattens the structure while requiring substantial scrolling through the structure by the user.
Thus, while both facilities may be of limited use, they can still entail a significant amount of time being required to be spent by the user when trying to file or retrieve an electronic document.
The aim of this invention is to provide an analysis of an electronic document attribute or attributes such as the header, audience, sender and/or content and therefore provide a suggested location or locations in the storage system in which to file it.
In a first aspect of the invention there is provided a method of storage and/or filing of electronic documents wherein said method includes the compilation of a list of possible filing locations within a document storage system, assessing each location and allocating a weighting value to each location with respect to other locations and in relation to specified attributes of each of the locations and, upon receipt of an electronic document, assessing at least one attribute of the document and, with reference to the attributes and weighted values of the selectable locations for storage, selecting to locate said electronic document in at least one of the storage locations.
Typically, for each incoming document, a correlation is made against a database representative of the filing properties of the storage locations of the filing system which is being used to store those documents.
Preferably, a certain number, say 5-10, of the best correlations can be presented, such that if a correlation is matched for an incoming document, that document can be stored in a storage location automatically or by instant selection without the need to traverse or descend into the filing hierarchy. Thus, considerable savings in time and a reduction of the frustration caused to the user is achieved by this invention.
If, upon analysis of an incoming document, a matching correlation is not identified such that none of the “shortcut” storage locations are relevant, then the document can be stored in a storage location using the conventional method of document filing.
Typically, as new documents are added into the filing system, the database of filing properties used for the correlation and analysis is adapted to reflect the documents received in order to ensure statistically significant correlating features are used at all times.
In this manner the method and system is highly adaptive such that regular assessment of the statistical significance of the attributes of the locations is performed and the relevance of the same is adjusted for the associated databases respectively as required. Typically therefore, in practice, as new e-mails arrive to the system the attribute analysis continues to re evaluate the statistical significance of the folder locations into which the e-mails can be filed. By performing this on going analysis so the relevance of the system is maintained to the use at any instant of usage.
Typically the attributes of the document which are assessed can be set by the system and/or user and some attributes which it is submitted can be usefully assessed are any or any combination of the following; document Sender's name, Senders company, Target audience, Header text match against folder titles, core text correlation against folder titles, Keyword extraction from filed document, and/or Header text correlations against filed documents. However this list is not intended to be exhaustive and should not be interpreted as limiting the parameters which can be selected.
Clearly some attributes are more easily assessed and detected than others. Furthermore in the analysis of certain attributes some level of statistical significance can be attached to the results so that they are meaningful. For example; a high correlation of the word “the” might occur, yet it would not be a statistically significant differentiator among the file folders.
This is why a companion database associated with the file structure is preferred. This would hold, for example, statistically differentiating key words associated with a particular folder and only these keywords would be used to correlate against the e-mail to be filed. Thus affording a reduction in computational effort over systems that would otherwise have to perform detailed correlations against the actual folder contents as each new item arrives.
In a further aspect of the invention there is provided an e-mail reception and storage system, said system comprising a series of storage locations, each provided to receive selected e-mails and characterised in that the selection of a particular storage location for a received e-mail is made by assessing each location and allocating a weighting value to each location with respect to other locations and in relation to specified attributes of each of the locations and, upon receipt of the e-mail, assessing at least one attribute of the e-mail and, with reference to the weighted values of the storage locations for storage, selecting to locate said e-mail in at least one of the storage locations.
If required the received e-mail can be selected to be stored in more than one storage location.
In a preferred embodiment the weighting values and/or attributes are reviewed and if necessary revised as new e-mails are received and stored.
In one embodiment the attributes and weighting values are stored in a companion database with which the attributes of the received e-mail are compared rather than the actual content of each of the storage locations.
A specific example of the invention is now described with reference to
In this case two general storage locations are available, a first relates to the attribute of companies and the second relates to the attribute “technical”. Each of the storage locations is split into a series of folders, each having an identified attribute within that storage location such as, in the case of the “companies” storage location, “retailers”, “financial” and “government”. Each of these may have further folders as indicated.
Storage location 1-Companies *
Folder (i)-Retailers*
Sub-folder-Mr Smiths Shop*
e-mail: “blah,blah”from [email protected] . . .
e:mail . . .
Sub folder-Confederation of retailers
e:mail “Meeting 27
e:mail . . .
Folder (ii)Financial
Folder(iii)Government
Storage location 2-Technical
Folder (i)-Distribution
e-mail Latest shipping uses ABCD technology
e-mail: Company X designs ABCD widget
e-mail: re: Company X designs ABCD widget
Thus with the relevant attributes identified within the database for which the analysis of incoming documents is to occur, then in this example, the method for analysis of incoming documents identifies a high statistically significant correlation of the term <from :> as the address of any incoming e-mails.
Thus with the storage locations and folders therein identified, in one example and using the correlation string “Companies\Retailers\Mr Smiths Shop” in accordance with the entries marked by an asterisk above to identify the particular storage location, an e-mail identified as <from
Similarly, replies to and messages sent to an organisation or person can be stored in accordance with the invention. For example and e-mail addressed <to :>
Furthermore, if a significant number of e-mails with the same source address are already filed within a particular storage location folder, then that particular location can be noted as a significant attribute for that folder and stored within the database for subsequent use by the correlator.
With respect to the “Technical” storage location the keywords, “Company X” and “ABCD” can be extracted from the headers of the e-mails in the storage location folder “Technical\Distribution” and stored within the correlation database.
Typically, as the storage location system grows in complexity and the diversity of the content filed increases, the adaptive value of the system will become more apparent.
In one enhancement of the system, a degree of user “bias” can be specified for a storage location folder if desired. For example, even though a high degree of correlation may be attributable to say an e-mail address and a particular storage location, a specific keyword may be more important. Thus, in one example, if a user receives a relatively large number of e-mails from company X relating to a technology Y, but rather than file the e-mails in a folder relating to the Company X they wish to file the same in the folder relating to the technology Y so the user will specify to the system that reference to Technology Y takes precedence over the reference to Company X when allocating the storage location so that the e-mail is stored in the storage location relating to technology Y.
The accompanying Figure provides one arrangement of the invention in schematic fashion and refers to the example described previously.
In accordance with the system in this example, there is provided an e-mail inbox
At the same time the user can receive an indication
When the new e-mails have passed through the correlation and weighting process they can then be filed and stored
As new e-mails are stored, the folder's attributes can, if necessary be redefined in accordance with the features of the newly stored e-mail and those already received and stored therein. If the attributes are redefined these are sent to the companion database for updating of the same prior to the next e-mall being received.
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https://www.freepatentsonline.com/y2002/0040370.html
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Burnout among employees particularly in healthcare has resulted in workforce shortages as well as mental illness among our present workforce. The outcomes have pushed leadership to increase their understanding of the importance of looking at employees holistically to decrease burnout. The related causes and consequences of burnout and mental illness of employees have been the topic of a lively debate in both public and academic discourses in recent years. The 75-minute session will consist of two presentations each followed by a moderated discussion. Please complete these readings before the discussion:
- Cultural influences on burnout: a Swedish–American comparison
- Prioritizing the Mental Health and Well-Being of Healthcare Workers: An Urgent Global Public Health Priority
"Outcomes of a Global Healthcare Crisis" led by Dr. Diane Spokus (Penn State)
How can we identify ways to lead, manage, motivate, retain, and recruit during the pandemic? This session will give insight into the human resource management and healthcare system practices affected during the global pandemic in a contrasting culture, such as Sweden, with a strong focus on HRM. International experience in the study of how a country responds to a pandemic is a critical learning point for students entering the healthcare and management fields.
“Workplace Influences and Outcomes through a Comparative Lens between USA and Sweden” led by Dr. Jing Wu (Gothenburg University, Sweden)
How can we understand better the importance of mental health of employees in the workplaces within different cultural, social and economic contexts? What role does/can workplace play in alleviating burnout and improving well-being of employees? To what extent can the discourse in this respect be linked to HR education, research and practice? The joint session between The Pennsylvania State University and University of Gothenburg will open space to a high-level discussion of the aforementioned issues.
Please note: You will be asked to complete supplemental work (short reading or video) before the discussion. Registration for events in this series is required and, given the topics and speakers, we anticipate interest to be high. Event is limited to 25 students with preference to Schreyer Scholars; early registration is strongly encouraged. To enhance your online engagement experience, video presence is strongly encouraged and recommended. Scholar attendees will receive a complimentary electronic gift card.
Faculty Presenters
Diane Spokus is a Teaching Professor in the Department of Health Policy and Administration at Penn State and the Associate Director of HPA Undergraduate Professional Development. Her research has focused on workforce retention, working longer, and quality of work life. She has a special interest in older adults related to cognitive and physiological aging having worked on a cognition intervention study, a human factors and ergonomic study as well as a peer exercise program for older adults.
Dr. Jing Wu is Senior Lecturer at the Department of Sociology and Work Science, University of Gothenburg, Sweden and she is Program Director of International Master's Program in Strategic Human Resource Management and Labour Relations in her department. Her research lies on well-being of older adults in the context of welfare state from a comparative perspective. Her current research project is focused on tackling ageism in the era of digitalization and productivity and capability of older workers in the private sector.
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https://www.shc.psu.edu/events/item.cfm?id=10141
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PHOENIX, Jan. 24, 2019 – January is Mental Wellness Month, and University of Phoenix today announced survey findings regarding employed adults and perceptions of burnout and mental wellness in the workplace. The online survey, conducted among 2,020 U.S. adults, found more than half (55 percent) of those currently employed say they have experienced job burnout. However, even with the high rate of burnout, employees are not taking time off. Only 34 percent of employees say they have taken days off for mental health compared to 61 percent who say they taken time off for physical ailments.
Feelings of burnout can be brought on by number of things including heavy workload, workplace stress and lack of recognition and may have a direct correlation with overall job satisfaction. The survey found that only two in five (44 percent) employed U.S. adults are satisfied with their job, and nearly nine in 10 (86 percent) feel worker burnout is connected to job satisfaction.
Why Have Only a Third of Adults Taken Time Off for Mental Health Reasons?
While there has been an increased effort to change the perception of mental wellness, negative stereotypes and barriers still exist that keep people from taking time off for mental health.
Despite the stigmas that still exist, the data shows that some employees are taking care of their mental health. Interestingly, 12 percent of employed U.S. adults note they have taken five or more days off in the past 12 months for mental health reasons. The survey also found parents of children 18 and under are more likely than non-parents to have taken at least one day for mental health reasons (42 percent vs. 28 percent) in the past 12 months.
To view a visual representation of the data, click here. For more information on the counseling center, or to set up an appointment, visit phoenix.edu/students/counseling-skills-centers.
This survey was conducted online within the United States by University of Phoenix using The Harris Poll from Nov. 8-12, 2018 among 2,020 U.S. adults ages 18 and older, among whom 1,123 are employed. Figures for gender, age, race/ethnicity, household income, investable assets, education, household size, employment status, marital status, and region were weighted where necessary to bring them into line with their actual proportions in the population. For more information, please contact Amanda Barchilon.
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https://www.phoenix.edu/news/releases/2019/01/uopx-survey-finds-more-than-half-employed-us-adults-feel-companies-do-not-view-mental-health-acceptable-reason-take-off-work.html
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ORLANDO — In this exclusive video from the World Congress of Gastroenterology at ACG 2017, outgoing ACG president Carol Burke, MD, of the Cleveland Clinic, discusses her presentation of survey results that showed high rates of burnout among gastroenterologists.
“Altogether ... 49% were burned out,” she told Healio Gastroenterology and Liver Disease. “My personal opinion was that we were going to find that workplace issues led significantly to burnout, and we were surprised to find it was most of the family and psychosocial issues that contributed to burnout.”
You can read about the findings of this study in detail here, and Burke also shared strategies to maximize wellness and decrease burnout at the practice management course held before the scientific meeting.
Reference:
Burke C, et al. Abstract 8. Presented at: World Congress of Gastroenterology at American College of Gastroenterology Annual Scientific Meeting; Oct. 13-18, 2017; Orlando, FL.
Disclosures: Burke reports no relevant financial disclosures.
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https://www.healio.com/gastroenterology/practice-management/news/online/%7B76f2a7fb-cea8-4427-95a9-3a6918cb4148%7D/video-half-of-gastroenterologists-report-burnout
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Background Physician burnout and emotional distress are associated with work dissatisfaction and provision of suboptimal patient care. Little is known about burnout among nephrology fellows.
Methods Validated items on burnout, depressive symptoms, and well being were included in the American Society of Nephrology annual survey emailed to US nephrology fellows in May to June 2018. Burnout was defined as an affirmative response to two single-item questions of experiencing emotional exhaustion or depersonalization.
Results Responses from 347 of 808 eligible first- and second-year adult nephrology fellows were examined (response rate=42.9%). Most fellows were aged 30–34 years (56.8%), male (62.0%), married or partnered (72.6%), international medical graduates (62.5%), and pursuing a clinical nephrology fellowship (87.0%). Emotional exhaustion and depersonalization were reported by 28.0% and 14.4% of the fellows, respectively, with an overall burnout prevalence of 30.0%. Most fellows indicated having strong program leadership (75.2%), positive work-life balance (69.2%), presence of social support (89.3%), and career satisfaction (73.2%); 44.7% reported a disruptive work environment and 35.4% reported depressive symptoms. Multivariable logistic regression revealed a statistically significant association between female gender (odds ratio [OR], 1.90; 95% confidence interval [95% CI], 1.09 to 3.32), poor work-life balance (OR, 3.97; 95% CI, 2.22 to 7.07), or a disruptive work environment (OR, 2.63; 95% CI, 1.48 to 4.66) and burnout.
Conclusions About one third of US nephrology fellows surveyed reported experiencing burnout and depressive symptoms. Further exploration of burnout—especially that reported by female physicians, as well as burnout associated with poor work-life balance or a disruptive work environment—is warranted to develop targeted efforts that may enhance the educational experience and emotional well being of nephrology fellows.
Burnout is a state of mental distress characterized by the presence of emotional exhaustion, depersonalization, and sense of low accomplishment at work.1 Burnout among physicians is associated with adverse effects at both personal (relationship difficulties, substance abuse, depression) and professional (decreased productivity, work dissatisfaction, suboptimal patient care) levels.2 Physician burnout is considered a public health crisis and a threat to future medical practice.3 Causes of burnout include a host of factors at work (workload, regulatory pressures, poor work-life balance, lack of social support, loss of control) and at the individual level (compulsivity, poor personal coping mechanisms) that may exacerbate the response to stressors at work.2 Burnout among attending physicians in all specialties combined is estimated at 44%.1 Burnout is also common among medical trainees (medical students, residents, and fellows) and is concerning because of its association with self-reported medical errors, suboptimal patient care, and suicidal ideation.4
A 2017 survey of 15,543 United States physicians reported a burnout prevalence of 40% among nephrologists (range 23% [plastic surgeons] to 48% [intensivists]).5 However, information about burnout in nephrology fellows remains a critical knowledge gap. This is especially relevant because the high proportion of unfilled positions in nephrology fellowship programs is likely to compromise the future workforce.6 Medical students, residents, and non-nephrology fellows perceive nephrology practice to be based on complex pathophysiology concepts, comprising management of medically complex patients with chronic illnesses and a heavy workload that may cause distress at work.7 Nephrology fellows constituted the greatest proportion (22.3%) of the 121 fellows in 20 internal medicine subspecialties who left before completing their fellowship training in 2016–2017.8 Hence, we performed this exploratory study to investigate the prevalence of burnout and other emotional-distress measures using standardized, validated questions in a cross-sectional survey. We sought to identify personal and work-related risk factors associated with burnout in nephrology fellows, a high-risk group.
Methods
Study Design and Population
The target population in this cross-sectional study was all first- and second-year fellows in adult nephrology training programs in the United States. Our 11-item study questionnaire on burnout and well being was approved by the American Society of Nephrology (ASN) Workforce and Training Committee for inclusion in the annual ASN fellow survey that sought to capture information on demographics, educational perceptions, job market experiences, and future employment characteristics for all trainees.9 The survey had a total of 83 questions (inclusive of our questions) and was distributed electronically to all nephrology fellows in training who received complimentary ASN membership (n=1329). Because ASN extends fellow membership to all current trainees, the survey audience comprised all or nearly all adult nephrology, pediatric nephrology, research, transplant, nephrology critical care, interventional nephrology, and postdoctoral fellows. All respondents outside the target population were excluded as follows. Responses from third-year fellows (whose third year of fellowship is almost always dedicated to research) were censored because their clinical load is minimal (comprising coverage for other fellows or a few night or weekend calls) and not representative of service demands experienced during the 2 years of accredited nephrology fellowship training.10 Furthermore, there are sparse data on fellows pursuing additional training beyond the 2 years accredited by Accreditation Council for Graduate Medical Education (ACGME) due to a lack of a centralized accreditation organization.8 Pediatric nephrology fellows were excluded because their practice (although renal specific) is not a direct analogue of adult nephrology, with a smaller fellow pool (101 pediatric versus 808 adult nephrology fellows), different training protocols (three accredited years of training with a dedicated research year), differing etiologies and complexity of renal disorders, and higher attrition in pediatric nephrology fellows.8,11 Emails with a unique link to the online survey were sent to each potential respondent by ASN in collaboration with the George Washington Health Workforce Institute (George Washington University Institutional Review Board #051430; principal investigator Edward Salsberg). The consent page made no mention of “burnout” or “distress.” Participation was voluntary, responses were anonymous, and participants were eligible for incentives (ASN educational programs), with winners chosen randomly from participants at the survey’s conclusion.
After informed consent was provided, the respondent could start answering the questions, and responses were collected by Research Electronic Data Capture (REDCap).12 Confidentiality was ensured by separating identifying information (emails, internet protocol addresses) from the rest of the data in a secure server at the completion of each survey. Frequent email reminders (approximately weekly) to the respondents and two reminders to the fellowship program directors were sent. Fellows could complete the survey over multiple sessions but once it was finalized and submitted they could not make further changes. The survey opened on May 1, 2018 and closed on June 11, 2018. In addition to third-year adult and pediatric nephrology fellows, participants who did not respond to any question on the survey and whose burnout status (primary outcome of interest) could not be clearly determined were excluded. A pilot study for system validation was performed on two nephrology fellows in May 2017 at the University of Vermont and these data were excluded from subsequent analysis. The questionnaire was reviewed both internally and externally and we edited the survey to enhance readability and ensure capture of key variables of interest. Content validity was established by seven nephrologists in the National Kidney Foundation (NKF) Education Committee. Approval for the study was obtained from the Committee on Human Research in the Medical Sciences, Institutional Review Board, University of Vermont, Burlington, Vermont (CHRMS 17-0516) under the exempt category.
Study Variables
Burnout
Questions from previously validated survey instruments were selected to measure different aspects of emotional health. Two single-item measures of burnout adapted from the 22-item Maslach burnout inventory (MBI), the reference standard for measuring burnout, were used.13 The two-item burnout questions have similar efficacy as the full-length MBI and have been effectively used in physician surveys due to its brevity.4,14 These items test how frequently the respondent perceived emotional exhaustion (“I feel burned out from my work”) and depersonalization (“I’ve become more callous toward people since I started this job”) on a seven-point Likert scale ranging from “never” to “every day.” Choosing “once a week” or more frequently to either item was considered a positive response and indicated burnout.14 A total of 650 online licenses for use of these proprietary questions were purchased from Mindgarden.com with research funds provided by the Division of Nephrology and Hypertension, University of Vermont.
Depressive Symptoms and Other Well Being Measures
Questions on depressive symptoms, positive influence at work, quality of program leadership, work-life balance, quality of life, and career satisfaction were included in the survey (Supplemental Table 1).4,15–18 All the questions were multiple-choice questions and one best response had to be chosen. Responses were on a Likert scale and addressed level of agreement (“definitely yes” to “definitely no,” or “strongly agree” to “strongly disagree”) or frequency (every day to never). Permissions were obtained from the authors of the original questions for adoption in this study. Questions on demographics and information on the respondent’s fellowship program were also included in the analysis. After an iterative process of internal review, one question each on disruptive behavior and social support were considered pertinent to the survey and included in the final draft before survey dissemination (Supplemental Table 1).19,20
Statistical Analyses
Data are presented as descriptive statistics. Proportions were calculated with the denominator being the total number of respondents included in the analysis. Response rate was calculated as the proportion of eligible adult nephrology first- and second-year fellows in the United States who provided responses in this survey to conclusively determine burnout status. ASN’s membership database does not capture fellowship year, and the number of eligible United States adult first- and second-year nephrology fellows were obtained from the ACGME Data Resource Book for the academic year 2017–2018 (n=808).8 Because ASN membership is required to register for the In-Training Exam—taken by all adult nephrology fellows (>98% of fellows in 2014) and administered by ASN—we believe ASN’s 2018 fellow survey was directed to almost every first- and second-year adult nephrology fellow.21 Demographic data for the nonresponders were derived by subtracting the categorical data of the study sample from the ACGME data set and compared with the responders by chi-squared test of independence (ethnicity was not compared due to numerous missing responses in the ACGME Data Resource Book). The mean age of first-year fellows who did not respond to the survey was imputed from similar available data from the ACGME data set and study sample and then compared with the responding fellows by one-sample t test. Chi-squared and unpaired t tests were used to compare categorical data and continuous variables, respectively. Missing responses were reported as such. Logistic regression analysis with adjustment for all available covariates (mutually adjusted multivariable model) was performed to determine demographic and emotional health factors associated with burnout. Cases that had missing variables in the model were dropped by the statistical program when performing the analysis, leaving only complete cases and no imputation was performed. A priori, the following 10 variables were chosen for inclusion in the multivariable model: age, gender, fellowship year, international medical graduate (IMG) versus United States medical graduate (USMG), workload, relationship status, strong program leadership, social support, disruptive environment, and work-life balance, because we predicted 100 burnout events (based on 25% response rate and 50% burnout prevalence).22,23 Due to notable findings on depressive symptoms, additional regression analysis using the same 10 variables was performed to identify predictors of depressive symptoms. We did not include depressive symptoms in the regression model for burnout (and vice versa) because a strong correlation between these two constructs is known and overlapping features (such as exhaustion and feeling down) make it very difficult to differentiate between cause and effect.24,25 A P value <0.05 was considered statistically significant. Statistical analysis was performed with SPSS, Inc., version 25.0 (Chicago, IL).
Results
The survey was distributed to 1329 nephrology fellows in the United States with ASN fellow membership, with 494 fellows consenting to participate. Participants with no responses (n=12), pediatric nephrology fellows (n=41), and those who identified themselves in their third year of fellowship (n=51) were excluded. Among the remaining fellows, burnout could not be determined in 54, who were censored. The final study sample comprised 347 of the 808 eligible adult nephrology first- and second-year fellows in the United States, yielding a response rate of 42.9%.
More than half of the fellows were 30–34 years old (56.8%) and male (62.0%) (Table 1). Most of the fellows were in clinical nephrology fellowship (87.0%) and the postgraduate years were about equally distributed (45.5% first-year and 50.1% second-year fellows). More than half of the respondents identified themselves as IMGs (62.5%). Respondents were commonly training in the southern (30.8%) and northeastern (27.1%) United States. Two thirds of the fellows were in a relationship (married or partnered, 72.6%), and nearly half of the respondents had no educational debt (50.7%). Two thirds of the fellows had applied to other specialties or general practice before choosing to pursue nephrology (63.1%) and three quarters of the fellows saw >15 patients on average in a weekday (75.8%). No statistically significant difference was noted between our study sample and the nonresponders in distribution of fellowship year or gender, although the proportion of IMGs versus USMGs and age of first-year fellows was higher in the nonresponders when compared with the responding fellows (Supplemental Table 2).
Burnout and Emotional Well Being
On the two-item burnout question items, emotional exhaustion more than once weekly and depersonalization more than once weekly were reported by 28.0% and 14.4% of the fellows, respectively (Figure 1, Table 2). This yielded a burnout prevalence of 30.0% among the respondents. On evaluating for depressive symptoms, depressed mood and anhedonia were identified in 31.1% and 23.9% of the fellows, respectively; 35.4% of the respondents were positive for depressive symptoms.
About half of the fellows agreed that their work had a positive effect on their patients (54.8%). Three quarters of fellows identified strong leadership in their fellowship program (75.2%). Satisfactory work-life balance was noted by 69.2%, adequate social support by 89.3%, and good quality of life by 86.2% of the respondents. Career satisfaction and disruptive environment at work was reported by 73.2% and 44.7% of the fellows, respectively.
Characteristics Associated with Burnout and Depressive Symptoms
Demographic and emotional well being factors stratified by presence of burnout are presented in Supplemental Table 3. Fellows with burnout were more likely than those without burnout to be female, see >15 patients per weekday, have depressive symptoms, and report a disruptive environment at work. Fellows negative for burnout were statistically significantly more likely than those positive for burnout to identify a strong program leadership, appropriate work-life balance, adequate social support, good quality of life, and presence of career satisfaction. Multivariable logistic regression analysis revealed poor work-life balance (odds ratio [OR], 3.97; 95% confidence interval [CI], 2.22 to 7.07; P<0.001), presence of a disruptive environment (OR, 2.63; 95% CI, 1.48 to 4.66; P=0.001), and female gender (OR, 1.90; 95% CI, 1.09 to 3.32; P=0.024) to be statistically significantly associated with burnout (Figure 2, Supplemental Table 4). Because there was a sizable number of fellows with depressive symptoms, a multivariable logistic regression analysis was also performed to identify factors associated with depressive symptoms (Supplemental Table 5). Presence of social support (OR, 0.08; 95% CI, 0.03 to 0.24; P<0.001), adequate work-life balance (OR, 0.17; 95% CI, 0.10 to 0.31; P<0.001), and strong program leadership (OR, 0.46; 95% CI, 0.24 to 0.88; P=0.018) were statistically significantly associated with depressive symptoms.
Discussion
The need to recognize and address physician burnout to improve the joy of nephrology practice has been recently emphasized.26 Clinical workload, administrative burden in dialysis care, and electronic medical records (EMRs) at multiple sites were speculated to be some of the drivers of burnout in nephrology attendings.26 While going through the rigors of medical training, nephrology fellows provide care to patients with medically complex issues and commonly work long hours in a consultant role to the primary medical team.6 We expected the burnout prevalence among nephrology fellows to be similar or even worse than that among medicine residents (45.2%–60.3% prevalence) when measured in a questionnaire similar to ours.4,27 In this first study of burnout in a national sample of nephrology fellows in the United States, the prevalence of burnout (30.0%) was, importantly, much lower in comparison with that in medicine residents. A similar survey of hematology-oncology fellows in 2013 revealed a burnout prevalence of 34.1%, which is closer but still higher than our study results.28 The multi-institutional random sample of nephrology fellows with almost equal distribution between first- and second-year fellows and representativeness of the United States nephrology fellow pool improves the generalizability of our findings.8 We designed the survey from validated instruments in the research literature, thus ensuring validity to a large extent. Although our study design precludes any conclusion on how burnout among nephrology fellows is different when compared with other internal medicine subspecialties, our findings do warrant further studies into this concerning burden affecting physicians in training.
We sought to speculate on why the burnout prevalence rate in our study was lower than expected by looking at the study methodology and findings. The survey was distributed toward the end of the academic year when clinical workload may be more efficiently handled, as compared with the start of the year, due to familiarity with the health system processes and enhanced medical knowledge. Improved seasonal affective symptoms or a secured employment after graduation may have also affected our study results. Nephrology fellowship programs are unique in having a higher proportion of IMGs.8 We did not find IMGs to have greater burnout than USMGs, possibly due to low educational debts from their home countries and resilience from navigating the competitive application process for training and work-related acculturation, although cultural differences and visa restrictions to securing a job may add to emotional distress.4 Many fellows were in a relationship and indicated having good social support, a known deterrent to burnout.20,22 About two thirds of the responding fellows had applied to another specialty besides nephrology, a finding in line with a 2015 report where 59% of the nephrology fellows applied simultaneously to another specialty.29 In our study, we did not find a difference in burnout prevalence between fellows who applied only to nephrology or a second specialty, suggesting a complex interplay between work-related and individual factors in causing burnout. Interestingly, we also found social support to be negatively associated with depressive symptoms. Promoting a culture of support from faculty, cofellows, staff, and family during physician training is likely to help decrease burnout and enhance resilience.22 Strong program leadership reported by many fellows in our survey may have lowered the burnout prevalence because an effective leader who can engage and inspire physicians has a negative effect on burnout.30 Nephrology program directors form a cohesive group, striving to improve the educational experiences of the fellows, streamline the fellowship application and matching process, and enhancing interest in nephrology in close collaboration with the ASN Workforce and Training Committee.6 Furthermore, a national survey of United States physicians reported that burnout prevalence in 2017 may actually be decreasing when compared with 2011, although work satisfaction continues to be low.1
We identified factors associated with burnout in nephrology fellows, although causality could not be established due to the cross-sectional design of our study. We found female nephrology fellows were more likely to experience burnout than their male colleagues, an observation also reported among residents and attendings. Our finding may possibly be explained by under-reporting by males, perceived lack of control over work schedule, patients having different expectations from female versus male physicians, or more work-home conflicts by female as compared with their male counterparts.31–34 Low satisfaction with work-life balance was associated with burnout in our survey and other studies in residents and attendings.4,34,35 This is especially relevant to the field of nephrology because having an adequate lifestyle and work-life balance is important in influencing career decisions.36 Similar to our findings, the 2017 ASN Nephrology Fellow Survey reported 17% of second-year fellows had poor or very poor work-life balance.9 We could not identify the reason behind the perception of poor work-life balance. Large case workload, as expected, was associated with burnout in bivariate analysis, possibly due to the burden of patient interaction, long work hours, and increased documentation requirements.37 The effect of work-related factors such as work hours, workload, pace, working conditions, and EMR documentation—especially at home (“pajama time”)—on burnout need to be studied.6,38–40 Presence of disruptive behavior at work was strongly associated with burnout in our survey. Disruptive behavior—actions that violate the perpetrator’s standard of respectful behavior and results in a perceived threat to the victim (or witness)—was witnessed by 71% of physicians in a 2011 survey commonly in the surgical, emergency room, and intensive-care-unit settings.41,42 Because nephrologists commonly collaborate with physicians in multiple medical and surgical settings in a consultant role, it is possible that nephrology fellows are exposed to disruptive behaviors. Our survey could not delineate if the disruptive behaviors originated from patients or other health care providers, or whether it was physical or psychologically traumatic. The high proportion of IMGs in nephrology fellowship programs may possibly expose them to racist behaviors by patients, thus contributing to workplace disruption.43 The psychologic stress of experiencing or witnessing the disruptive behavior and the fear of a future similar event may lead to burnout.44
Concerning findings in our survey were that 35.4% of fellows reported depressive symptoms and about a quarter of the nephrology fellows reported career dissatisfaction. We used the two-item Primary Care Evaluation of Mental Disorders questionnaire that inquires about the presence or absence of depressed mood and anhedonia in the past month. A positive (“yes”) answer to either of these questions constitutes a positive screen for depression (i.e., positive for depressive symptoms) and has a sensitivity of 97% and specificity of 57%, respectively, for diagnosing major depression.16 Our finding is in line with 2015 meta-analysis data that showed prevalence of depressive symptoms to be 28.8% (95% CI, 25.3% to 32.5%) among resident physicians and surgeons.45 A positive screening result for depression is of major concern because this requires evaluation with the Patient Health Questionnaire-9 or direct psychiatric interview to diagnose major depression.46 Prompt psychiatric involvement is needed in an attempt to prevent self-harm, especially as medical trainees do not necessarily seek help in depression due to guilt or shame in pursuing mental health services.47 Some experts propose that burnout is a depressive symptom and that prolonged period of exposure to severe burnout stressors at work may lead to depression.48 Career dissatisfaction is also of concern because it is associated with physician burnout.34 In a survey of >6500 physicians in the United States, nephrology ranked 39 (out of 42) in career satisfaction, which correlated with long work hours.49 A 2011 survey by Shah et al.38 found that approximately 16% of the 204 responding nephrology fellows were slightly or not at all satisfied with their career choice, especially IMGs or those who indicated nephrology not to be their first career choice. Fellows who identified positively for burnout in our study were more likely to have career dissatisfaction on bivariate analysis. Career dissatisfaction among nephrology fellows was reported to be due to poor income potential after fellowship, poor job opportunities, long work hours, and overall poor experiences during fellowship.38 Physicians dissatisfied with their career or specialization have indicated the desire to leave medical practice, which highlights the need to look into career dissatisfaction to maintain a nephrology workforce for the future.34
Our study has important implications for nephrology fellowship program directors and teaching faculty members who make concerted efforts to ensure fellow well being.28,50–53 Fellowship programs need to implement steps to minimize burnout, identify trainees at high risk of burnout, and provide fellow support to achieve work satisfaction and high-quality learning experiences throughout training (Table 3). Our study has limitations because we are unsure how many fellows received the survey due to email addresses being inactive or behind institutional firewalls. Survey fatigue may have affected our survey results as suggested by the missing values.54 However, the response rate in our study was similar to the 2017 ASN survey.9 Although we have shown that our study sample is reasonably well representative of the nephrology fellow pool, we do not have the complete data on the nonresponders and we could not fully account for this bias. Although we cannot exclude the possibility that nonresponders may have more burnout, the participants were not aware that the ASN survey included questions on burnout and well being because this was not mentioned in the cover letter or consent form. Our study was not designed to identify the drivers of burnout and we did not evaluate whether fellows’ schedules, night calls, or EMR use were associated with burnout. We used the validated two-item burnout from the MBI to identify burnout. Due to the large variability in prevalence of physician burnout reported (from 0% to 80.5%) with various questionnaire instruments and between different specialties, there exists an opinion whether the two items (emotional exhaustion and depersonalization) can reliably assess burnout among physicians.55,56 We evaluated the fellows for depressive symptoms but were unable to offer support or resources to those affected due to anonymous data collection.
About a third of nephrology fellows in the United States experienced burnout and depressive symptoms. Future research studies need to evaluate nephrology fellows for burnout using questionnaires such as the full-length MBI, Mini-Z, or Copenhagen Burnout Inventory longitudinally or using qualitative research methods to study the prevalence and drivers of burnout in training.57 Further research needs to measure the burden of depressive symptoms in nephrology fellows and identify factors (including burnout) that could result in serious mental health problems and major depression. Burnout in nephrology fellows—especially that perceived by female physicians and due to disruption in work environment or poor work-life balance—need to be further explored to evaluate causality and develop targeted efforts (e.g., by ensuring reasonable workload, constructive and supportive program leadership, and adequate social support) to enhance the educational experience and emotional well being of nephrology fellows.
Disclosures
Mr. Pivert is an employee of the ASN Alliance for Kidney Health. All remaining authors have nothing to disclose.
Funding
This study was supported by the Division of Nephrology and Hypertension, University of Vermont for purchase of the questionnaire instrument. Travel support to Dr. Agrawal was provided by the Teaching Academy at the Larner College of Medicine, University of Vermont.
Supplemental Material
This article contains the following supplemental material online at http://jasn.asnjournals.org/lookup/suppl/doi:10.1681/ASN.2019070715/-/DCSupplemental.
Supplemental Table 1. Questions on depressive symptoms and emotional well-being in the survey.
Supplemental Table 2. Comparison of demographic characteristics of responders and non-responders.
Supplemental Table 3. Parameters stratified by burnout status.
Supplemental Table 4. Association of characteristics with burnout among responding US nephrology fellows.
Supplemental Table 5. Multivariable logistic regression model for predictors of depressive symptoms.
Acknowledgments
The authors thank the surveyed physicians for their participation. They also thank Alan Howard (University of Vermont) for biostatistical support, Dr. Robert W. Rope (Oregon Health & Science University), the ASN Workforce and Training Committee (chaired by Dr. Scott J. Gilbert, Tufts Medical Center), Edward Salsberg, Master of Public Administration, the NKF Education Committee (chaired at the time of the study by B.G.J., Johns Hopkins University), Dr. Shaden T. Eldakar-Hein (University of Vermont), and Dr. Jeffrey S. Berns (University of Pennsylvania) for critical review of the questionnaire, as well as Dr. Richard J. Solomon (University of Vermont) for financial support.
An abstract of this work was presented in part at the NKF’s 2019 Spring Clinical Meeting.
All authors reviewed and approved the final version of the manuscript. Dr. Agrawal was responsible for conception, study design, data analysis, interpretation, drafting, analysis, and was accountable for the work and accepts all responsibilities. Dr. Plantinga and Dr. Abdel-Kader were responsible for data analysis, interpretation, drafting, and critical revision of the manuscript for important intellectual content. Mr. Pivert was responsible for acquisition of study data, editing, and figure design. Dr. Provenzano was responsible for conception of the study and study design. Dr. Soman, Dr. Choi, and Dr. Jaar were responsible for conception of the study, study design, interpretation, and editing.
Footnotes
Published online ahead of print. Publication date available at www.jasn.org.
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https://jasn.asnjournals.org/content/31/4/675
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Amidst of the COVID-19 pandemic and its repercussions that have turned the world upside down in recent years, entrepreneurs, CEOs, startups, SMEs, and traditional companies are increasingly seeking for more information and advice about mental health. Lately, many media outlets and companies are talking about burnout syndrome or “burnt worker”. In 2019, the World Health Organization (WHO) recognized it as a disease, but it was only this year that the new International Classification of Diseases came into force, where it is described as a syndrome “resulting from chronic stress in the workplace that has not been successfully handled”. In simple words, burnout or “burned head syndrome” is the accumulation of chronic and prolonged stress at work. Several factors increase the burnout risk, such as overwork, constantly working against the clock, and loneliness, factors that increased during the pandemic. Also, remote teams that don’t tend to go offline may be at higher risk (due to overwork, disorganization, and loneliness). Although all of these factors are common in the tech industry, the presence of burnout in technology is not well documented. This has unleashed a great wave of growth and creation of digital tools honing on mental health with an emphasis on all ranks within companies. Of course, this is the case with Yerbo, a startup that provides a set of tools to help teams stay productive and fight burnout.
Tendering to this new hotspot causing anxiety and burnout in Latin America, Yerbo launched a free tool to help tech workers track their well-being, as well as a survey that achieved a high participation with over 100,000 people who responded in the first 2 weeks. At the same time, the startup researched and collected information about the State of Burnout that is currently taking place in the Tech industry worldwide. This study is the largest scientific assessment of work burnout in the technology sector today. Among the findings, it was discovered that 2 out of 5 technology professionals are at a high risk of developing emotional exhaustion (one of the main indicators of burnout), and 42% of them want to leave their company within the next 6 months, due to lack of mental well-being.
Additionally, the study found that people who identify themselves as female are at a higher risk of developing burnout than their male co-workers. Women tend to score higher in burnout levels: 69% of women feel exhausted at the end of the day against 56% of men, which could be due to different family responsibilities. This is in line with previous studies, including a recent Girls in Tech report that found 79% of working moms feel burned out.
The study shows interesting data that all workers in the industry should take into account the most dangerous thing about burnout, which is that many times the worker does not realize that he/she is going through it.
“Others say, ‘I’m fine”, when really they are experiencing burnout. It is very important that the meaning of burnout is not just buzzwords and media headlines; We are talking about the well-being of real people, we need a common definition and understanding to be able to challenge and put an end to this burnout within the organizations”, says Marcos Sponton, CEO at Yerbo.
About Yerbo
Founded in 2020 by Marcos Spontón (after Mercado Libre acquired his previous machine learning company) and his co-founder Francisco Mendes, Yerbo makes mental wellness accessible to software engineering teams of all ages. sizes, and also offers a free personal plan.
In 2021, the startup from Argentina raised an investment round of US$455,000 that proposes to address the mental health of most emerging startups and democratize this sector. The platform currently serves engineers and collaborators from large startups such as NuBank, Gitlab, Despegar, ShipHero, and WillBank.
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https://newtopia.vc/the-state-of-work-burnout-in-technology/
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Background: Burnout syndrome is well-documented among healthcare professionals across various practice settings. There has been recent expansion of Canadian pharmacists into team-based primary care and burnout in this setting has not been assessed. Our objective was to assess workplace burnout and to identify factors that play a role in perpetuating or diminishing it.
Method: An online survey to assess burnout was developed using the Maslach Burnout Inventory (MBI) tool and questions regarding pharmacist background and practice. Invitations to complete the survey were sent to Canadian pharmacists working in team-based primary care settings on November 26, 2019 via a national primary healthcare listserv.
Results: A total of 31/433 completed responses were collected. The main analysis focused on the personal accomplishment (PA) domain as it had an adequate response rate. The PA domain had a median score of 5.0 (95% CI 4.69-5.22). We compared medians of the PA domain across different groups of each categorical variable. We found that the number of years working in primary care settings was positively associated with a higher PA domain score (p= 0.029).
Discussion: PA was higher in pharmacists who have been practicing in a primary care setting for longer; however, burnout rates could not be properly assessed due to the limited response rate.
Conclusion: This is the first study to assess burnout among Canadian team-based primary care pharmacists. Personal accomplishment was higher in those who have been practicing in a primary care setting for longer. Future studies should consider alternate methods to evaluate burnout in this population.
Article Type: Original Research
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Accepted 2020-10-06
Published 2020-11-09
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Copyright (c) 2020 Hayley Bessette, Caitlin Chew, Anita Kapanen, Jillian Reardon, Jamie Yuen
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Copyright of content published in INNOVATIONS in pharmacy belongs to the author(s).
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https://pubs.lib.umn.edu/index.php/innovations/article/view/3428
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Overview of Incivility in Nursing
The key concept to eliminate incivility entails evidence-based practice, which is the research applied to clinical expertise to set forth quality improvements in health care by reviewing the best clinical evidence to resolve an issue. The evidence-based practice research is the scientific systematic collection of relevant data of both quantitative and qualitative data, to view a potential need of improvement to best deal with incivility at its core (Conner, 2014). Evidence-based practice has served the nursing profession in many areas of quality improvements that improve their functions and the way nurse’s orient, implement care and improve outcomes. Research is needed to generate new knowledge or validate an existing know how, using a systemic approach of testing hypothesis to gain a better insight.
Evidence-based nursing differs from research, as it does not try to develop a new method of how-to. Instead, it serves to collect data that will translate the evidence and apply it to clinical making decisions to improve a previous practice. By utilizing both concepts, knowledge, as well as the best clinical decisions, can help to address the acts of incivility of seasoned lead nurses towards new nurses, which has caused many units across America to become toxic.
Identification of Nursing Concern to be Improved
In my specialty, my focus is Nurse Executivewitha career prospect of becoming a Chief Nursing Officer, to empower change and eliminate incivility in nursing. Ideally, the solution to incivility requires empowering all staff to comfortably report incivility, and have it eliminated through progressive discipline, as “one in three nurses in all care settings have been a victim of lead nurse role incivility” (Abdollahzadeh, Asghari, Ebrahimi, Rahmani, &Vahidj, 2017). In this case, my specialty track will enforce the most effective educational training as well as the policies to best deal with incivility. I will also be responsible for ensuring that clinical, patient care and staffing standards within the healthcare organization are met.
My role will also involve advising senior management on best practices in nursing, recruitment, training, retention, managing nursing budgets, among other functions of a CNO. Moreover, my responsibilities extend to ensuring a healthful workplace environment. In particular, it will be my responsibility to educate nurses and ensure that they understand they are accountable for their behavior. To achieve this, the introduction of in-service programs to help train new nurses on the right way to handle disruptive behavior is necessary. Quarterly surveys that monitor for incivility among nurses in all areas will be adopted. These will be sent to the human resource and the unit director to help monitor the corrective action taken to fix all inappropriate behaviors. Another thing is to model a nursing culture that exhibits appropriate behaviors, by first being a role model, and ensuring nurses follow my example.
PICOT/Pico question and Literature Search Process
P- Incivility amongst lead roles nurses unto new nurses on a unit
I – Use of progressive write-ups as the framework to deal with cases of incivility
C- zero-tolerance policy against incivility and workplace bullying
O- Reduced incidences of incivility and workplace bullying amongst new nurse thereby enhancing their longevity within their current role with growth and development
T- Within an annual timeline, through random staff survey’s, policy changes, and addressing the behaviors will create a friendly and resourceful environment for all new nurses
Research Question
When dealing with incivility among lead role nurses to the new nurses in a unit, does the use of progressive write-ups a better framework than a zero-tolerance policy help in reducing the incidences of incivility and workplace bullying among new nurses? Does it enhance their longevity within their current role with growth and development within a time of one-year?
A literature review will be relevant for this research since it offers a summary of what has been done on the topic of interest. It assists the research to make sense of a body of research and is effective in providing the reader with the information done without the need to access the individual research report highlighted. The vast amount of literature on literature makes it important to provide a summary of the information on a certain topic of interest. A literature review is important when carrying out an evidence-based research as it provides the evidence to researches that promote the development of the evidence-based practices. The literature review provides an explanation of the background of research on a certain topic. It helps justify why the certain topic being researched on is an important subject area. The process of carrying out literature review helps identify the relationship between different studies. The analysis of different studies on a certain topic area is an effective way of identifying major themes, concepts, and researcher. Through the investigation of the available literature, a research is able to identify critical gaps in knowledge and areas where evidence provided conflict with each other.
PubMed Health and PubMed.gov were journals selected as being appropriate for carrying out the literature search. This was informed due to their vast quantity of articles that can be accessed from their database. PubMed has more than 21 million research articles for biomedical based on the US National Library of Medicine. This qualifies it as a credible database for journals. Among its database’s index, there are more than 5000 journals published within the United States and over 80 journals published in other nations. The research articles found within the database are range from the disciplines of medicine, nursing, dentistry, healthcare systems and other preclinical sciences.
Another database used for the literature research was the Medline Plus database, which is useful in the medical field. It is an important source of consumer health information-based. It is made available by the National Library of Medicine. Its user-friendly design facilitates a well-organized and selective search of appropriate and relevant research articles. The database is structured in terms of dictionaries, organizations, directories, organization, and libraries, which simplifies the overall process of searching for health-related information.
Key search words: Major-Incivility in Nursing, Incivility, Leadership on how to address Incivility,
The key search words used during the literature research included minor- Settings of Incivility, Differentiating Evidence-based practice from research, policies to effectively discipline, Instigated Incivility, PDSA Change Model, progressive write-ups, zero tolerance to incivility and workplace bullying.
`Theoretical Framework
One of the theories that best applies to this research is the Theory of the Nurse as Wounded Healer. This theory indicates that nurses and other nursing professionals become wounded after recognizing, transforming, and transcending the pain of trauma in their lives. As the traumatized nurses attempt to find wholeness, they pass through the stage of walking wounded to being a wounded healer. Walking wounded are people who remain physically, emotionally, and spiritually attached to a past trauma. The wounded nurses who may have experienced incidences of incivility and workplace bullying normally have limited consciousness related to how the pain manifests in their lives. Wounded healers through self-reflection and spiritual growth are able to attain expanded consciousness that facilitates the manner in which it is processed, converted, and healed. Wounded healers are able to use their personal experiences therapeutically to assist others (Wanda, 2014).
Another model that may be used to understand the issue of incivility among the nurses is the Freire’s Model of oppressed group behavior. Roberts, a nurse scholar, made the proposition that submissive and dependent behaviors of nurses developed through the course of history to respond to the domination by authoritative groups such as the hospital administrators and physicians (Hedin, 1986).
Heider’s attribution theory may also help to understand the issue of incivility among nurses. The theory indicates the reasons why some events and certain behaviors occur, to help predict and control subsequent events or behaviors (Wagner, 2014). This theory is relevant in exploring differences in the perceptions of incivility among nurses. Wagner effectively applied the theory in a study that focused on individual’s perceptions of incivility as they observe the behaviors and actions of self and others. In this study, the theory provided new knowledge that indicated that students attach attributions as the reason as to why faculty incivility happens (Wagner, 2014).
The social exchange theory is concerned with the social relationships and associations that take place between behaviors and rewards. The social exchange theory indicates that incivility is less likely to take place where faculty members offer good rewards for exemplary performance (Cropanzano & Mitchell, 2005).
Research Literature Support
Research Question
When dealing with incivility among lead role nurses to the new nurses in a unit, does the use of progressive write-ups offer a better framework than a zero-tolerance policy in reducing the incidences of incivility and workplace bullying among new nurse? Does it enhance their longevity within their current role with growth and development within a time of one-year?
The study by Natarajan, Muliira& Van-der-Colff (2017) focused on identifying the perception and the level of academic incivility among nursing students and nursing faculty members undertaking a university-based undergraduate program in nursing in Oman. The cross-sectional survey used a sample of 155 nursing students and 40 nursing faculty to collect data through nursing education surveys. The results indicated an agreement between the students and faculty members on the behaviors perceived to be disruptive. Moderate incidents of academic incivility were noted among the nursing students. It was also clear that the nursing faculty and nursing students perceived the incidences of incivility behavior differently. One of the strengths of using survey is that it offered a wider picture of the issue of academic incivility. A crucial limitation of the research is that it was based on data that was gathered from a convenient sample comprised of nursing faculty and nursing students from a single learning institution and program in Oman.
The purpose of the study by Abdollahadeh et al. (2017) was to establish the mechanism to prevent workplace incivility based on the nurse’s perspective. The researchers used qualitative study based on a conventional content analysis approach. The data came from a sample of 34 nurses from seven training hospitals in Tabriz using semi-structured interviews and field notes. The results pointed to a theme of a need for a comprehensive attempt in dealing with incivility. The results indicated that it was essential to put in place attempt of an organization, nurse, and public to prevent workplace incivility. The strength of this research is the generalization of the results to the situation facing nurses and what was experienced in hospitals. The limitation of this study arises from the complex nature of the textual analysis.
The research by Kirk, Schutte, & Hine (2011) examined the effect of an expressive-writing paradigm meant to increase the emotional self-efficacy in employees. The data was collected from participants to determine pre-test self-efficacy scores. The results indicated that among the participants in the writing intervention condition there was reduced workplace incivility perpetration relative to the participants in the control writing condition. The results indicated the importance of having an expressive-writing intervention may be an effective strategy for increasing positive workplace outcomes.
The purpose of this study by Armstrong (2018) was to analyze and summarize the most recent, available data related to interventions in assisting the nursing staff in the healthcare settings in managing incivility. The research method used for the study was a systematic review of relevant literature. The collection of evidence indicated that it is important to use a mix of education training in dealing with workplace incivility, training on effective response to uncivil workplace behaviors, and active learning activities as effective mechanisms in improving the ability of nurses in managing incivility in the workplace. Among the strengths of the research approach used in this study is that it helps reduce the implicit researcher bias through the adoption of extensive search strategies, and standard inclusion and exclusion criteria. One of the limitations of this study was the use of low-quality research thereby may affect the credibility and reliability of the research findings.
The purpose of this study by Shi et al. (2018) was to investigate the impact of workplace incivility on job burnout among new nursing staff, verify the partial mediating role of anxiety in the relationship between workplace and job burn-out, and establish the resilience that manages the relationship between workplace incivility and job burn-out. The research was carried out through a cross-sectional online survey form of questionnaires for data collection. The results indicated that workplace incivility positively correlated with anxiety and job burnout of new nurses. It was indicted facing workplace incivility by new nurses is likely to generate in the victims. The strengths of this research approach are on the reliability of the data due to the vastness of participants. The cross-sectional online survey research design has a limitation of being prone to non-response biases.
A research by Kang, Jeong, and Kong (2018) sought to explore the experiences of incivility among the nursing students. The research was carried out through a qualitative study approach where a grounded theory approach of Corbin and Strauss was adopted. Data was collected through a one-on-one interview. The results indicated that incivility takes place in the context of a hierarchical organizational culture that results from the situation of nurses as outsiders, non-systematic clinical education, and poor nursing work environment. The students were found to respond to incivility through reality shock, passive action, and submissive acceptance. The strength of this research approach is in its theoretical approach, which helps in the understanding and explaining human behavior through inductive reasoning processes. One limitation of the research approach is that it fails to consider the embeddedness of the researcher.
The purpose of the research by Oja (2017) was to examine the relationship between perception of nurse-nurse incivility, professional behavior among critical care nurses, and the level at which nurse characteristics affect their perceptions. The research approach used for this research was a quantitative research. Data were collected from nurses in 14 critical care units and was analyzed through correlation analysis to establish the relationship between nurses’ perceptions of nurse-to-nurse incivility and professional attitude. Regression analysis was used to establish the predictors of nurse-to-nurse incivility. The results indicate that there was reduced perceptions of nurse-nurse incivility were connected with increased perceptions of behavior. It was thus, established that professional behavior education for critical care nurses is essential and may be an effective way of reducing the levels of incivility, and enhances healthy work environments for nurses. One of the strengths of this research approach is the generalizability of results from the sample to the entire population. The limitation of this research design is that the use of structured questionnaire causes an unnatural situation that creates a tendency to alienate respondents.
The objective a study by Babenko and Laschinger (2014) was to establish whether there was any relationship between nursing between the nurse students’ exposure to different forms incivility within acute care practice setting and their experience of burnout. The experiences of incivility experienced by staff nurses and new nurse graduates in the workplace informed the study. The research used a cross-sectional survey design with a sample of 126 students. Data was collected through having students’ complete instruments to assess the level of uncivil behaviors experienced during the past six months from nursing staff, clinical instructors, and other healthcare professionals in the acute care practice setting and to measure the level of student burnout. The result from the research indicated that there reported incidences of incivility in the practice setting connected to burnout. Higher rates, especially from staff nurses, were connected with higher levels of emotional exhaustion and cynism, which are components of burnout. The strength of the research design used is that it is relatively quick and easy to carry out, as it does not require long periods of follow-up. Among the limitation of cross-sectional survey design is that it does not measure the incidences.
The research by Johnson, Boutain, and Tsai (2015) aimed to establish how hospital nursing unit managers and organizational policies deal with workplace bullying. It was based on the fact that workplace bullying to organizations and by the situation where the managers do not deal with the issue in a consistent manner. The study used a discourse analysis to analyze interview data and policy documents. The results indicated that there existed differences in the method that managers used and the policy indicated as policy documents labeled bullying-type and highlighted the roles and responsibilities of staff and managers. Notably, the policies did not clearly delineate the method in, which managers should deal with the workplace. Unclear policy language provided insufficient guidance to managers, resulting in differential enforcement of policies. The strength of the research method is that it binds the researchers to the tradition of social constructionist that indicates that reality does not exist in isolation, but rather founded on its subjects. One of the limitations of the research approach is that fails to take into consideration the actual content of the matter.
The main aim of a study by Cicotti (2012) was to investigate the relationship that exists between engagement and incivility among nursing college students. The research used a quantitative approach. The strength of this research approach is that it was well suited for the current study as it has the ability to establish the correlation between incivility and engagement. Data for the research was collected using CFF student course feedback form. The data analysis sought to determine the most disruptive classroom behavior. The results pointed out to a relationship between incivility and engagement and indicated the most prevalent and disruptive nursing student behaviors. The limitation of this research design is that the use of structured questionnaire causes of unnatural situation that creates a tendency to alienate respondents.
Workplace incivility has been prevalent in healthcare organizations. The purpose of a study by Schenck (2017) was to explore how successful strategies leaders at healthcare organizations strive to reduce workplace incivility and improve employee retention. The research approach used for this study was a single case study. Data collection used semi-structured interviews with human resource professionals and departmental heads tasked with the responsibility of dealing with employee relations. From the study, it was established that the use of strategies and processes for dealing with workplace incivility. Among the techniques identified was the one-on-one communication technique between managers and employees and dealing with the implantation barriers such as resistance to change. Among the key strengths of qualitative studies used in this study is that it enables the researchers to identify and analyze the emerging themes. The limitation of this research approach is on the risk of researcher bias, which may affect the reliability of the study.
Workplace incivility has the possibility of causing emotional and physical distress among victims and negatively affects the quality of care provided by the nurses. Armstrong (2015) conducted a study to implement a civility-training program that incorporated the education on incivility by facilitating discussions. The implementation of the project was through a medically focused surgical unit. The results of the project indicated that there was no significant change in the frequency of the nurses’ experiences with incivility in their unit. There was a significant increase in the nurses’ self-assessed ability to identify workplace incivility and confidence as well as the nurses’ ability to deal with incidences of workplace incivility. The limitation of this research approach is that the program is specific to a certain facility.
The research project by Johnson (2013) purposed to finding out discourses of workplace bullying and workplace bullying management that managers of hospital nursing units used as well as those used by the agencies responsible for regulating. The research approach was critical discourse analysis. Data collection was through interviews of fifteen hospital nursing unit managers. Analysis of data from hospitals and regulatory agency showed that there was not a common label for bullying-type behaviors within or across the documents. The results indicated bullying to be an interpersonal issue connected to the target and perpetrator. In the management of bullying, studies showed some bullying was the responsibility of staff to resolve while some other forms were the task of managers. The managers can use progressive guidance as a solution for solving workplace bullying. One of the limitations of discourse analysis is that the results are not generalizable.
The purpose of the study by Gillian (2015) was to establish the level of incivility among registered nurses in a hospital set up. The research approach used for the study was a non-experimental descriptive quantitative design. The data came from the nursing incivility scale delivered to all registered nurses at the facility through an email. The results showed that the nurses did not have experiences in dealing with incivility. The strength of the research approach used in this study is that the participants were in their natural environment with no manipulation. The limitation of this study was that the scale used for collecting data was in providing ranges for the participants to provide answers to questions.
Research Approach and Design; –
In investigating incivility, the best research approach to identify the problem is a descriptive design, because it locates the core features of the problem in nursing with incivility. The reason for identifying incivility as a nurse executive track issue to resolve is one of the major issues in nursing plaguing all units in every setting throughout the world. The data collection used descriptive quantitative research that entailed the prevalence of incivility within all units in nursing. The study used new “nurse surveys that about their preceptor’s, and new nurses quitting a unit triggered directors and human resource personnel” to find the root of the problem (Meires, 2015).
Sampling
The population selected for the research consisted of new nurses as well as students who were at the mercy of the lead role nurse over them. The sampling of data consisted also of new nurses who exhibited negative behaviors unto lead role nurses that were all parts of negative behaviors. The sampling method used in this study will be convenience sampling. The convenience sampling method is a non-probability sampling method that uses the judgment of the research to select the sample to be included in the research. One advantage of this method is that the researcher will manage to get nurses who are new nurses and thus qualify the inclusion criteria. One disadvantage of this sampling method is the risk of research biases in selecting the sample to include. To protect the confidentiality and anonymity of data from the research, only authorized personnel will access it.
Effective Change with the PDSA Model Incorporation
In using the PDSA Change Model, in our addressing incivility, the “first steps are to Plan, Do, Act, Study as each focus implements a true insight into the problem while incorporating the best outcome for the organization, unit, facility and discipline methods” to educate and prevent the incivility amongst all units (Donnelly & Kirk, 2015). In the planning phase for incivility, all employees will engage in online education as well as in-person training with incivility and how to report it, along with quarterly surveys to aid in the elimination of incivility within a year from the nursing units who implement these core steps. Next, in the do step, having all employees sign job descriptions annually as well as new hires unto professional behaviors and expectations towards co-workers. Then in the active phase of change model, will consist of improvements to identify, report, and eliminate all incivility in nursing units, by administrative rounds on units talking with all staff and keeping them abroad about the importance of recognizing what is incivility and how to best deal with its negative impact.
Finally, in the last phase of plan, analyzing data from quarterly throughput, and progressive write-ups, staff will be able to see the impacts within the annual review of the situation, while the nurse executives and leaders will round to depict to staff how the changes improved through questionnaire survey’s staff filled out and the actual reports that reflect actual incivility. The report would also demonstrate the instigated incivility reported, as well as false accusations to demonstrate to staff, progress has been made. Ultimately, the units will see the direct impact of the elimination of incivility as the atmosphere will be friendly, full of teamwork, improved longevity amongst all staff, and eagerness to help co-workers as we all strive to improve the quality of care we deliver unto our patients.
Patient satisfaction will improve as a direct reflection also as a well-run unit provides better care, improved rounding, and looks out for every nurse’s patients on the unit, which “patients sense a friendly unit and improved infrastructure” (Mennella &Balderrama, 2017). As a beneficial end-result, the staff, facility, and patient all began to have a homeostasis within this productive environment. This improves “patient satisfaction scores for facilities and improves reimbursements for remaining within the top 95% in the country according to Center for Medicaid and Medicare Services” (Stein & Newell, 2016).
References
Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., &Vahidi, M. (2017). How to Prevent Workplace Incivility? Nurses’ Perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157–163.
Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: a systematic review. Workplace health & safety, doi: 2165079918771106.
Armstrong, N. E. (2015). The Effect of a Facilitated Educational Program and Experiential Learning on Nursing Workplace Incivility.
Babenko-Mould, Y., &Laschinger, H. K. (2014). Effects of incivility in clinical practice settings on nursing student burnout. International journal of nursing education scholarship, 11(1), 145-154.
Cicotti, C. (2012). The relationship between incivility and engagement in nursing students at a state college.
Gillian, L. (2015). Exploring Incivility among Registered Nurses in the Hospital Setting. Gardner-Webb University.
Johnson, S. L., Boutain, D. M., Tsai, J. H.-C., & de Castro, A. B. (2015). Managerial and Organizational Discourses of Workplace Bullying. The Journal of Nursing Administration, 45(9), 457–461.
Johnson, S. (2013). An exploration of discourses of workplace bullying of organizations, regulatory agencies and hospital nursing unit managers (Doctoral dissertation).
Kang, J., Jeong, Y. J., & Kong, K. R. (2018). Threats to Identity: A Grounded Theory Approach on Student Nurses’ Experience of Incivility during Clinical Placement. Journal of Korean Academy of Nursing, 48(1), 85-95.
Kirk, B. A., Schutte, N. S., & Hine, D. W. (2011). The effect of an expressive‐writing intervention for employees on emotional self-efficacy, emotional intelligence, affect, and workplace incivility. Journal of Applied Social Psychology, 41(1), 179-195.
Natarajan, J., Muliira, J. K., & van der Colff, J. (2017). Incidence and perception of nursing students’ academic incivility in Oman. BMC Nursing, 16(1), 19.
Oja, K. J. (2017). Incivility and Professional Comportment in Critical Care Nurses. AACN advanced critical care, 28(4), 345-350.
Shi, Y., Guo, H., Zhang, S., Xie, F., Wang, J., Sun, Z., … & Fan, L. (2018). Impact of workplace incivility against new nurses on job burn-out: a cross-sectional study in China. BMJ Open, 8(4), e020461.Schenck, K. L. (2017). Strategies for Addressing Workplace Incivility and Retention in a Healthcare System (Doctoral dissertation, Walden University).
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The chosen dissertation was written by Kaya (2008) who focused on the problems and experiences of general education teachers working in Turkey. The research was conducted in an urban center in Turkey in 2008. The researcher was paying focused attention to the connection existing between “burnout and classroom and teacher factors” (Kaya, 2008, p. 7). During the research, the author was focusing on three important questions shaping the study. First, the paper studies the degree of burnout among teachers “teaching in inclusion classrooms in Turkey” (Kaya, 2008, p. 9). Also, it focuses on the specific factors about the working process and characteristics of participants that can be used to predict burnout in teachers working in Turkey. The third research question touches upon the existence of perceived challenges associated with this profession.
The sample studied during the research included almost six thousand elementary school teachers from Turkey. Data collection methods used during the research include the use of two survey tools (MBI and EBES). As for the data analysis methods chosen by the researcher, there are five of them: “descriptive statistics, one-way ANOVA, independent t-test, stepwise multiple regression, and qualitative analysis” (Kaya, 2008, p. 7). Having analyzed the collected data, the researcher concluded that both age and teacher experience could be called the variables predicting burnout in Turkish teachers. In terms of the perceived work-related difficulties, a lot of the participants reported that it was difficult for them to use individualized strategies in classes with large numbers of students. The given dissertation is important to the proposed research as it demonstrates the practical significance of inclusion policy and provides an example of the proper use of quantitative research methods and data collection tools. Therefore, a lot of conclusions presented in the dissertation can help to study the topic of burnout in intellectual disability teachers in Saudi Arabia.
Dissertation Critique
Among the key concepts and terms used by the author of the chosen dissertation, there are employee burnout, inclusion classrooms, and the history of disability education in the country where the research was conducted. As for the key notions that the proposed research will utilize, they include intellectual disability, occupational burnout, and the impact of important characteristics of special education teachers in Saudi Arabia on the levels of burnout that they experience. The most important term that needs to be discussed in this section is employee burnout and the way that it is defined in the two works that are compared.
Generalizing the information on employee burnout that acts as a primary term in his research, the author of the dissertation acknowledges that no definition would be accepted by all researchers in the field due to the difference of opinions concerning the dimensions and signs of burnout. At the same time, the author believes that the majority of researchers appreciate the idea concerning burnout dimensions forwarded by Maslach in the twentieth century. According to the latter, occupational burnout presents a combination of three factors that include “emotional exhaustion, depersonalization, and reduced personal achievement” (Kaya, 2008, p. 13). The proposed research will use the definition proposed by Maslach as it presents the most comprehensive one. Importantly, the proposed research will use numerous sources whose authors rely on the theoretical knowledge discussed by Maslach.
In terms of the topic and research questions of the discussed dissertation and the proposed research, the most significant difference between these two works is presented by location and population. The dissertation, the author reports, remains the first work in Turkey that studies a wide range of variables and their connection to the phenomenon of occupational burnout. The author proves the significance of the work stating that the previous studies “did not include inclusion related variables” (Kaya, 2008, p. 9). The research questions identified in the dissertation focus on the way that teachers in Turkey perceive themselves in connection with the three dimensions of burnout, teacher and classroom characteristics predicting burnout, and the perceived work-related challenges reported by teachers. As for the proposed research, it will focus on burnout in special education teachers with a different cultural background – the research will be conducted in Qassim, Saudi Arabia.
The proposed study will focus on four variables and the way that they influence burnout rates whereas the dissertation utilizes a larger number of variables. This is because the phenomenon of teacher burnout in specialists from Saudi Arabia has not been thoroughly studied yet. At the same time, the author of the discussed dissertation refers to some studies conducted in countries with similar cultures such as the UAE. According to the findings, male education specialists from the country were “less positive towards inclusion” than their female colleagues, and the negative perception of inclusion was more manifested in less experienced education specialists (Kaya, 2008, p. 26). Nevertheless, the situation for special education teachers in Saudi Arabia has not been studied, and this is why the proposed research will be unique. Due to the presence of a knowledge gap related to occupational burnout in intellectual disability teachers in the country, the findings will also possess practical significance.
Unlike the chosen dissertation, the proposed study will use four sub-questions guiding the research process. As for the latter, they refer to the impact that four variables have on burnout levels in intellectual disability teachers in Saudi Arabia. The variables that will be studied are the following: the gender of disability teachers, their academic degree, the level of teaching, and the number of years that participants work as special education teachers. As is clear from the research questions, the proposed study and the dissertation are extremely different in terms of study variables that are identified. Thus, the proposed research will not include some of the variables related to inclusion classrooms such as the types of disabilities that students have, resources used by teachers, and the number of students with individual plans taught by the participants.
The sample chosen for the discussed dissertation includes almost six thousand participants working in inclusion classrooms in Turkey. About the proposed research, it is planned to survey at least five hundred special education teachers from Qassim in Saudi Arabia. The sampling strategy used by the author of the dissertation is random, and the proposed research is also going to use random sampling that is one of the popular quantitative sampling strategies. Using this strategy, researchers are required to assign numbers to participants instead of using their details during the stage of data analysis. The given strategy was chosen for the proposed research to give an equal chance to all teachers to make their contribution to the research. Due to this strategy, each teacher in Qassim will have an “equal probability of being selected from the population” (Creswell, 2012, p. 143).
As for the tools for data collection used by the author of the dissertation, they include MBI with more than twenty statements helping to measure burnout levels using three dimensions. The researcher has chosen this tool due to its reliability and proven effectiveness. Also, the researcher was using the survey that was created for the particular research; the latter was aimed at collecting demographic data and the information on the classroom environment. It is clear from the results reported by the researcher that the combination of two data survey tools helped her to conduct an in-depth analysis of factors affecting burnout rates. The second tool used by the researcher includes questions related to teachers’ previous experience, personal details, degrees earned, professional licenses, and the level of teaching. Also, it touches upon the types of inclusion classrooms that they can use, the number of students they teach (including students who have IEPs), and types of disabilities that the latter have.
The attention is also paid to specific materials that teachers can use to support children with special needs. To study the system of special education applied in different schools, the researcher also included the questions concerning the participants’ collaboration with other professionals helping children with special needs. In the end, the respondents are supposed to identify the most important work-related challenges that they face. The proposed research will use MBI (1982) to measure burnout among special education teachers whereas the dissertation studies general education teachers as well. The tool is known to “have the strongest psychometric properties”, and it uses three subscales to measure burnout rates about three dimensions presented by reduced performance, exhaustion, and cynicism (Maslach, Schaufeli, & Leiter, 2001, p. 401). Also, there will be a demographic survey that will be distributed with the help of the Survey Monkey service after the approval of the Ministry of Education. The author of the dissertation analyzes data with the help of the ANOVA test, qualitative analysis, t-test, and other tools. To analyze the data that will be collected within the frame of the proposed research, it is planned to perform a multiple regression analysis using SPSS software.
The limitations identified by Kaya (2008) include the possible influence of “the official endorsement of the government” on data credibility and the lack of open-ended questions in the survey (p. 157). The latter, the researcher believes, can prevent researchers from identifying unknown factors that can also be responsible for growing burnout rates. As for the challenges that the proposed study may encounter, there is a danger that the respondents’ answers will be influenced by their sense of guilt or the position of the unwillingness to share their negative experiences.
The Proposed Research Study
The proposed research study is expected to improve the state of knowledge concerning occupational burnout among intellectual disability teachers in Saudi Arabia. In particular, the desired results are to indicate whether burnout in this group of special education teachers is predicted by the following variables: gender, the level of teaching, degrees earned, and professional experience. In terms of setting chosen for the proposed research, the study will be conducted in Qassim, Saudi Arabia.
The sampling strategy chosen for the proposed research is one of the subtypes of probability sampling – simple random sampling. They discussed strategy is often regarded as “the most popular and rigorous form” of probability sampling (Creswell, 2012, p. 143). The chosen sampling strategy possesses numerous advantages that make it appropriate for the proposed study. To begin with, using this sampling strategy, it is easier for researchers to analyze data as they are not required to divide the sample into a few groups. Another important advantage that needs to be mentioned is strictly interconnected with the purpose of the proposed research. Considering the necessity to study the situation with a burnout in special education teachers in Saudi Arabia and fill the knowledge gap that exists in the field, the research is aimed at identifying the relationships between burnout and four independent variables. At the same time, simple random sampling is regarded as an appropriate strategy allowing to generalize results and single out the most obvious tendencies.
The proposed study is going to use a combination of two data collection tools such as MBI and a survey helping to analyze personal details and the professional situation of teachers in Qassim. A demographic survey will be distributed with the help of Survey Monkey that is a popular website helping to develop and conduct surveys. The use of the Internet for “electronic data collection” is extremely popular in quantitative research as it has numerous advantages related to costs and the speed of data analysis (Creswell, 2012, p. 156). The use of multiple regression analysis is appropriate for the proposed research as it will help to describe the connection between each independent variable identified and burnout in special education teachers in Saudi Arabia.
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References
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (4th ed.). Boston, MA: Pearson.
Kaya, O. (2008). Inclusion and burnout: Examining general education teachers’ experiences in Turkey. Web.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
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July 2019 Newsletter
The CDPP is hard at work on a Cross-Cutting project that brings together the Employment, Mobility, and Sport & Exercise teams to look at what factors predict, and what outcomes are associated with, quality participation in sport, exercise, employment and mobility for Canadians with a physical disability. This survey study will help identify factors that can be modified in workplace, physical activity, and community settings to improve the quality of participation by Canadians with physical disabilities. The study will also shed light on the benefits of quality participation in these settings.
NEW! The Mobility Device Training Catalogue: Online Resources for Canadians Living with Disabilities has just been released.
This bilingual catalogue (French and English) was created by members of the Mobility Team, and provides online training resources for common mobility aids for Canadians living with disabilities. Such mobility aids include: crutches, canes, walking aids, manual and motorized wheelchairs, and scooters. We intend the resource catalogue to be used to provide Canadians across the country with quality information about how to use mobility devices.
Click the pdf file for a full copy of the catalogue:
Mobility Device Training Catalogue CDPP FINAL.pdf
In a paper led by Dr. Silvia Bonaccio of the University of Ottawa/Telfer School of Management and the Employment Team, the authors provide evidence-based responses to 11 specific concerns that employers have about people with disabilities. The authors address concerns throughout the employment cycle, from pre-employment and entry experiences to the final dissolution of the employment relationship. The paper summarizes and evaluates the relevant empirical evidence, and provides recommendations for organization and avenues for future research.
Click HERE for the Open Acess Paper
Click HERE for the Infographic Press Release
Now available from the Sport & Exercise Team:
A new catalogue of resources for health and recreation practitioners---Supporting Physical Activity among Canadians with Physical Disabilities: Resources for health and recreation practitioners supporting physical activity among Canadians with physical disabilities. The tools and resources in the catalogue are intended to provide practitioners with knowledge and strategies to support physical activity among people with physical disabilities.
Click the pdf file for a fully copy of the catalogue:
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A 2016 study supported by the American Bar Association confirmed elevated rates of “problematic alcohol use and symptoms of depression” among 13,000 participating practicing lawyers.
Five years later, the non-medical condition of “burnout” is getting a similar look.
The Institute for Well-Being in Law is sponsoring a research study to help understand burnout, or unmanaged chronic workplace stress, in the legal profession and what factors contribute to it. The IWIL is collaborating with Claremont Graduate University, a small graduate-level school in California, to conduct the survey.
The IWIL emphasized the importance of this research in the study details, writing that the institute “could locate no study in the U.S. seeking to determine the frequency of burnout among lawyers or their support staff.”
“Although burnout has a significant relationship with depression, substance use disorders, and suicidal thinking, burnout itself is a non-medical, more socially acceptable label that has limited stigma,” the IWIL wrote. “This could make burnout prevention a useful complement to legal employers’ efforts to prevent mental health and substance use disorders, which tend to be stigmatized.”
In order to be eligible for the study, survey respondents have to be either a practicing lawyer or a staff member working at a law firm, in-house legal department, government position, non-profit or judicial chambers. Responses are anonymous and individual and organizational identifying information are not collected.
Eligible people are encouraged to volunteer to take the survey, which can be found at https://bit.ly/3yhwmvA. The IWIL says the survey takes about 10 minutes to complete.
The deadline to participate in the survey is May 31. Results of the survey will be distributed by the IWIL at a later date. The institute says survey results may also be published in academic journals or technical reports and will contribute to the institute’s future program planning.
Claremont Graduate University wrote that the data gathered “will be used to provide law firms with recommendations for enhancing employee well-being.”
The IWIL was initially created as the National Task Force on Lawyer Well-Being shortly after the 2016 study was released. Over the years, the organization has remained active in attempting to “lead a culture shift in law” by promoting wellness. The organization, desiring to create a more permanent model, became the IWIL in 2020.
Research on the conditions surrounding burnout has been done in recent years. A 2015 American Bar Foundation Study found the median lawyer worked 50 hours a week, with 41% of lawyers at large law firms working 60 hours or more each week. In addition, a 2018 Vault survey found only 31% of attorneys use all of their available vacation days each year. The task force that later became the IWIL released a report in 2017 stating that “the number of vacation days taken was the strongest predictor of well-being among all activities measured” in a 2016 study.
“To be a good lawyer, one has to be a healthy lawyer,” the task force wrote. “Sadly, our profession is falling short when it comes to well-being.”
“This research suggests that the current state of lawyers’ health cannot support a profession dedicated to client service and dependent on the public trust,” the task force continued.
The end of the burnout survey caps off a busy May for the IWIL. During Mental Health Awareness Month, the institute organized Well-Being Week in Law, which saw participation at the state level in Virginia through a trio of CLEs hosted by the Virginia Judges and Lawyers Assistance Program. VJLAP said last month that their CLEs, which were held in the first week of May, had “a fairly healthy number of people” pre-register.
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https://valawyersweekly.com/2021/05/23/survey-on-burnout-in-the-legal-field-underway/?shared=email&msg=fail
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Burnout is common among healthcare providers in the United States, with the National Academy of Medicine reporting that between 35 and 54% of nurses and doctors have significant burnout syndrome. Nurse burnout is characterized by feelings of:
- Exhaustion
- Reduced job performance
- Negativity or cynicism about work
Burnout is so serious that the World Health Organization (WHO) included this occupational phenomenon in the latest edition of the International Classification of Diseases.
Why nurses should be concerned about burnout
Nurse burnout isn't just an unpleasant feeling; it can cause a variety of serious consequences for nurses who experience it. The National Academy of Medicine notes that these consequences include injuries at work and unhealthy coping mechanisms, such as alcohol abuse. If you have burnout, you could miss shifts or stop pursuing professional development, both of which can impact your earnings or career progression.
Because burnout harms nurses' work performance, it can have consequences for their patients, too. Lipincott NursingCenter explains that burnout can lead to lower patient satisfaction and lower-quality care. Nurses who are experiencing burnout may make more errors, and their patients could be at risk of complications, such as higher rates of hospital-associated infections.
Possible causes of nurse burnout
Burnout is caused by chronic workplace stress, and for nurses, there are many potential sources of this stress. Understaffing is a major problem in hospitals, with a recent Agency for Healthcare Research and Quality survey revealing that only 52% of hospital employees say they have enough staff to handle the workload. This understaffing may lead to time pressure as well as excessive and unmanageable workloads for nurses. These job demands are risk factors for burnout, the National Academy of Medicine warns.
Administrative burdens are another potential source of stress. Much of a nurse's shift is spent working on charting and other administrative tasks. A time-motion study published in the AMIA Annual Symposium Proceedings and conducted in an academic medical center in the Midwest found that nurses spent about one-quarter of their shifts updating and reviewing patients' charts. If your workplace has a hard-to-use electronic health record (EHR) system, you may find administrative tasks even more stressful.
Mayo Clinic notes that dysfunctional workplace dynamics may cause burnout. Nurses who feel bullied or undermined by their fellow nurses may feel stressed at work, and without camaraderie in the unit, they may feel isolated and unsupported. Supervisors play a role, too. Nurses may be at risk of burnout in units where the job expectations aren't clear or where they feel micromanaged.
How nurses can reduce their risk of burnout
Because burnout is caused by work-related stress, nurses can reduce their risk by taking steps to manage stress. After a busy shift, try a relaxing activity that helps you de-stress, such as yoga or meditation. Regular exercise can help you take your mind off work, so consider visiting the gym before or after your shifts.
RELATED: Getting seven to nine hours of sleep each night can also help you cope with nursing stress.
Seeking support from your coworkers and supervisor can help reduce your risk of nurse burnout. For help coping with workplace stress, reach out to the other nurses in your unit. Talking about your concerns with your supervisor may also be helpful. They may be able to suggest compromises or solutions that can make the workplace less stressful, and if not, they may direct you to resources, such as your hospital's employee assistance program (EAP), that could help you.
Sometimes, reducing your risk of nurse burnout may be as simple as moving to a new workplace. Nurses are in high demand, and with a new nursing job, you could find more flexibility, a healthier organizational culture, or even higher pay. A change of scenery can also help improve your outlook, so why not look for travel nursing jobs in a part of the country you've always wanted to visit?
Nurse burnout is a serious workplace syndrome that can negatively affect both nurses and their patients. This syndrome is caused by workplace stress, but nurses can take steps to protect themselves.
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https://www.onwardhealthcare.com/resources/blog/nursing-news/nurse-burnout-risks-and-avoidance/
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PurposePoint-of-care ultrasonography (POCUS) is an established tool in the management of hypotensive patients in the emergency department (ED). We compared the diagnostic accuracy of a POCUS protocol versus standard assessment without POCUS in patients with undifferentiated hypotension.Methods This was an international, multicenter randomized controlled trial included three EDs in North America and three in South Africa from September 2012 to December 2016. Hypotensive patients were randomized to early POCUS protocol plus standard care (POCUS group) or standard care without POCUS (control group). Initial and secondary diagnoses were recorded at 0 and 60 min. The main outcome was measures of diagnostic accuracy of a POCUS protocol in differentiating between cardiogenic and non-cardiogenic shock. Secondary outcomes were diagnostic performance for shock sub-types, as well as changes in perceived category of shock and overall diagnosis.ResultsFollow-up was completed for 270 of 273 patients. For cardiogenic shock, the POCUS-based diagnostic approach (POCUS) performed similarly to the non-POCUS approach (control) for specificity [95.5% (89.9–98.5) vs.93.8% (87.7–97.5)]; positive likelihood ratio (17.92 vs 14.80); negative likelihood ratio (0.21 vs 0.09) and diagnostic odds ratio (85.6 vs 166.57), with a similar overall diagnostic accuracy between the two approaches [93.7% (88–97.2) vs 93.6% (87.8–97.2)]. Diagnostic performance measures were similar across sub-categories of shock.Conclusion This is the first randomized controlled trial to compare diagnostic performance of a POCUS protocol to standard care without POCUS in undifferentiated hypotensive ED patients. POCUS performed well diagnostically in undifferentiated hypotensive patients, especially as a rule-in test; however, performance did not differ meaningfully from standard assessment.
Background: Spinal Muscular Atrophy (SMA) is a hereditary neuromuscular disease with an estimated prevalence of 1/10 000 births. SMA is increasingly recognized as a multi-system disease with a need to study additional under-recognized health domains such as quality of life, fatigue, bulbar function, respiratory function, and independence. Objective: Identify and assess reported evidence from the literature investigating Patient Reported Outcome Measures (PROMs) in adults with SMA. Develop a novel method drawing from network theory to graphically depict the literature, PROMs, and supporting psychometric evidence. Methods: A scoping review was completed following PRISM-ScR, COSMIN and JBI scoping review guidelines. Literature investigating PROMs in adult SMA or neuromuscular disease was identified from peer-reviewed and grey databases. A network graph was derived from extracted data. Results: 5292 articles were retrieved, 81 articles met inclusion criteria; corresponding to 31 unique PROMs. Only two PROMs were developed specifically for SMA. Few PROMs covered multiple domains of health. Most PROMs were incompletely validated, focusing on concurrent validity, and few assessed responsiveness or internal consistency. Conclusions: PROMs are emerging tools for monitoring and assessing adults with SMA. Despite their potential benefits, additional validation studies should be completed prior to their use for clinical decision-making. Network graphics may represent a technique to aid in the visualization of evidence supporting a scoping review.
Background: Characterizing the prevalence and distribution of frailty within a population can help guide decision-making and policy development by identifying health service resource needs. Here we describe the prevalence of frailty among hospitalized older adults in New Brunswick (NB), Canada. Methods: NB administrative hospital claims data were used to identify hospitalized older adults aged 65 or older between April 1, 2017 and March 31, 2019. Frailty was quantified using the Hospital Frailty Risk Score (HFRS), a validated frailty tool derived from claims data. Individuals with a HFRS ranked as intermediate or high were categorized as frail. The distribution of frailty across sex and age are described. Crude prevalence estimates and corresponding 95% confidence intervals are presented. Results: A total of 55,675 older adults (52% females) were hospitalized. The overall prevalence of frailty was 21.2% (95%CI: 20.9-21.6). Prevalence increased with age: 12.7% (95%CI: 12.3-13.1) in the 65-74 age group, 24.7% (95%CI: 24.1-25.3) in the 75-84 age group and 41.6% (95%CI: 40.6-42.7) for those aged 85 and over (p<.001). Discussion/conclusion: The distribution of frailty is in line with that reported in other jurisdictions. We demonstrate the feasibility of the HFRS to identify and characterize frailty in a large sample of older adults who were hospitalized, using administrative data.
It is well established that an elevated potassium level (hyperkalemia) is associated with a risk of adverse events including morbidity, mortality and healthcare system cost. Hyperkalemia is commonly encountered in many chronic conditions including kidney disease, diabetes and heart failure. Furthermore, hyperkalemia may result from the use of renin-angiotensin-aldosterone system inhibitors (RAASi), which are disease-modifying treatments for these conditions. Therefore, balancing the benefits of optimizing treatment with RAASi while mitigating hyperkalemia is crucial to ensure patients are optimally treated. In this review, we will briefly discuss the definition, causes, epidemiology and consequences of hyperkalemia. The majority of the review will be focused on management of hyperkalemia in the acute and chronic setting, emphasizing contemporary approaches and evolving data on the relevance of dietary restriction and the use of novel potassium binders.
Background The planning and execution of discharge plans to successfully transition frail older adults from hospital-to-home can be a complicated endeavour. Objective To identify areas for improvement in the transitional process of frail older adults who were discharged from hospital based, geriatric units to their homes in the community. Method A prospective multi-phased mixed methods design was used, and cross-case thematic analysis of Phase 2 data were triangulated with Phase 1 findings. Results Thematic analysis findings indicated several related areas of importance within the transitional process: 1) Coordination of discharge; 2) Transition-to-home planning; 3) Home and community care; 4) Following of recommendations; and, 5) Medical follow-up. Conclusions Strengthening communication between stakeholders, as well as the implementation of harmonized policies and guidelines are needed to facilitate more consistent care delivery and provide patients and families with information on what to expect during the transitional process.
Aims and Objectives Cognitive abilities between monolingual and bilingual individuals may differ, making it an important factor to consider during the administration of cognitive screening tools. Otherwise, assessments could be subject to misinterpretation, leading to possible inaccurate diagnoses. The current project aimed to compare cognitive performance of healthy older monolingual and bilingual anglophones on the English version of a new cognitive screening test designed for better recognition of atypical dementia: the Dépistage Cognitif de Québec (DCQ; www.dcqtest.org ). Design The DCQ was administered by qualified psychometricians to 85 native English-speaking participants aged 50 years and over, in various sites across Canada. Language proficiency was established using the Language Experience and Proficiency Questionnaire (LEAP-Q). The Montreal Cognitive Assessment (MoCA) was used to exclude individuals with cognitive impairments. Data and Analysis Amid the anglophone participants recruited, 30 monolingual anglophones and 29 bilingual anglophones (English and French) met inclusion criteria. Groups had similar age, education, and MoCA scores. Monolinguals and bilinguals were compared on their total DCQ scores and each of the five DCQ indexes: Memory, Visuospatial, Executive, Language, and Behavioural. Findings The bilingual participants performed better on the Language Index, which contributed to the significant bilingual advantage for the overall DCQ scores. When applying a Bonferroni correction, the differences between groups were, however, not maintained. No differences were found on any of the other indexes. Originality This study is the first to explore psychometric properties of the DCQ in older monolingual and bilingual participants tested in their native language. Implications Results highlight the importance of identifying and characterizing linguistic diversity before using new screening tools in clinical settings. The potential cognitive advantages of bilingualism should be considered when interpreting test data and explicitly discussed in neuropsychological reports.
Objectives: Significant heterogeneity exists internationally in the airway devices used in the pre-hospital setting during cardiac arrest. This study evaluated the first-pass success (FPS) rate of two supraglottic airways (SGAs) used by paramedics during out-of-hospital cardiac arrest: the King LTS-D and the i-gel. Methods: By examining 2,680 patient care records compiled by Ambulance New Brunswick between 2015 and 2020, we evaluated the FPS rate of the two SGAs using a 2x2 Pearson chi-square test for association, and a Mann-Whitney U test, to determine whether there were significant differences in FPS rates. Results: Our study demonstrated a statistically significant association between airway devices and FPS favoring the i-gel with an FPS of 90.6% compared to a 76.6% FPS with the King LTS-D; X 2(1) = 96.01, p < 0.001. The odds of successfully inserting the airway on the first attempt were 2.94 times higher if paramedics used the i-gel than if they used the King LTS-D with a 95% CI [2.32, 3.60]. Mann-Whitney's U test for SGA differences favored the i-gel in fewer attempts for successful insertion (z = -4.357, p < 0.001, d = 0.15). Conclusions: Among patients in New Brunswick with out-of-hospital cardiac arrest, paramedics had a higher FPS rate with the i-gel compared to the King LTS-D. Our study also found a statistically significant difference between the King LTS-D and i-gel, favoring the i-gel in fewer attempts. Our findings suggest that the i-gel provides a more consistent FPS rate compared to the King LTS-D within our study populations; however, further research is necessary to determine the clinical implications of this. While multiple attempts at tracheal intubation are associated with negative clinical outcomes, no such evidence exists for SGAs.
Objectives: Few surveys have focused on physician moral distress, burnout, and professional fulfilment. We assessed physician wellness and coping during the COVID-19 pandemic. Design: Cross-sectional survey using four validated instruments. Setting: Sixty-two sites in Canada and the United States. Subjects: Attending physicians (adult, pediatric; intensivist, nonintensivist) who worked in North American ICUs. Intervention: None. Measurements and main results: We analysed 431 questionnaires (43.3% response rate) from 25 states and eight provinces. Respondents were predominantly male (229 [55.6%]) and in practice for 11.8 ± 9.8 years. Compared with prepandemic, respondents reported significant intrapandemic increases in days worked/mo, ICU bed occupancy, and self-reported moral distress (240 [56.9%]) and burnout (259 [63.8%]). Of the 10 top-ranked items that incited moral distress, most pertained to regulatory/organizational (n = 6) or local/institutional (n = 2) issues or both (n = 2). Average moral distress (95.6 ± 66.9), professional fulfilment (6.5 ± 2.1), and burnout scores (3.6 ± 2.0) were moderate with 227 physicians (54.6%) meeting burnout criteria. A significant dose-response existed between COVID-19 patient volume and moral distress scores. Physicians who worked more days/mo and more scheduled in-house nightshifts, especially combined with more unscheduled in-house nightshifts, experienced significantly more moral distress. One in five physicians used at least one maladaptive coping strategy. We identified four coping profiles (active/social, avoidant, mixed/ambivalent, infrequent) that were associated with significant differences across all wellness measures. Conclusions: Despite moderate intrapandemic moral distress and burnout, physicians experienced moderate professional fulfilment. However, one in five physicians used at least one maladaptive coping strategy. We highlight potentially modifiable factors at individual, institutional, and regulatory levels to enhance physician wellness.
Purpose: Proton Beam Therapy (PBT)is a treatment option for select cancer patients. It is currently not available in Canada. Assessment and referral processes for out-of-country treatment for eligible patients vary by jurisdiction, leading to variability in access to this treatment for Canadian cancer patients. The purpose of this initiative was to develop a framework document to inform consistent and equitable PBT access for appropriate patients through the creation of pan-Canadian PBT access consensus recommendations. Materials and methods: A modified Delphiprocess was used to develop pan-Canadian recommendations with input from 22 PBT clinical and administrative experts across all provinces, external peer-review by provincial cancer and system partners, and feedback from a targeted community consultation. This was conducted by electronic survey and live discussion. Consensus threshold was set at 70% agreement. Results: Fourconsensus rounds resulted in a final set of 27 recommendations divided into three categories: patient eligibility (n=9); program level (n=10); and system level (n=8). Patient eligibility included: anatomic site (n=4), patient characteristics (n=3), clinical efficacy (n=2). Program level included: regulatory and staff requirements (n=5), equipment and technologies (n=4), quality assurance (n=1). System level included: referral process (n=5), costing, budget impact and quality adjusted life years (n=2), eligible patient estimates (n=1). Recommendations were released nationally in June 2021 and distributed to all 43 cancer programs in Canada. Conclusion: A pan-Canadian consensus-building approach was successful in creating an evidence-based, peer-reviewed suite of recommendations thatsupportapplication of consistent clinical criteria to inform treatment options, facility set-up and access to high quality proton therapy.
Background: Burnout is a growing problem among health care professionals, with consequences for patient safety and personal satisfaction. The prevalence of burnout among hospital pharmacists in Canada is unknown; however, it has been documented at over 60% in other countries. Objectives: To assess the prevalence of burnout and variables associated with burnout among hospital pharmacists in Canada. Methods: This cross-sectional cohort study was based on a survey made available to more than 2600 Canadian hospital pharmacists from February 10 to April 2, 2020, through the Canadian Society of Hospital Pharmacists QID platform. The questionnaire collected data for the Maslach Burnout Inventory Human Services Survey for Medical Personnel (MBI-HSSMP), demographic data, employment characteristics, and workplace factors; it also included an open-ended question about burnout. Results: A total of 171 respondents provided data suitable for analysis. Of these, only 13 (7.6%) met the criteria for burnout on all 3 subscales of the burnout inventory; however, 105 respondents (61.4%) surpassed the threshold for burnout on the emotional exhaustion subscale. In univariate analyses, not working to one's full scope of practice was associated with meeting the criteria for burnout on all 3 scales. Linear regression highlighted associations between scores on the emotional exhaustion subscale and gender identity, perceived excessive on-call duties, area of practice, and positivity of workplace culture. Content analysis of the open-ended question supported the quantitative findings and pointed to 3 major themes: workload quantity, workload quality, and workplace culture. Conclusions: Results on the emotional exhaustion subscale of the MBI-HSSMP and responses to the open-ended question suggested a relatively high prevalence of burnout among Canadian hospital pharmacists, and indicated potential links between burnout and certain workplace characteristics.
Background: Canadian clinical pharmacy key performance indicators (cpKPIs) have been developed for inpatient hospital practice but are not established for ambulatory oncology. This study represents the first step in developing cpKPIs for ambulatory oncology. Objectives: To describe the current landscape of pharmacy services in ambulatory oncology in Canada and to identify perspectives related to the development and implementation of cpKPIs in this practice setting. Methods: In this national cross-sectional study, a web-based questionnaire was distributed to pharmacists working in ambulatory oncology settings. Potential participants who self-identified as pharmacists practising in an ambulatory oncology setting were eligible. Survey questions focused on participants' demographic characteristics, oncology pharmacy services provided, metrics captured, and pharmacists' perceptions of cpKPIs. All data were analyzed using descriptive statistics. Results: A total of 44 responses were received, with most respondents practising in community hospitals in British Columbia, Ontario, and Atlantic Canada. The services most commonly provided were chemotherapy order verification, laboratory monitoring, identification and resolution of drug therapy problems, and counselling on anticancer medications. Twenty-six of the 44 respondents (59%) indicated that performance metrics or patient outcomes were tracked at their respective institutions, with none being universally captured. Overall, 43 (98%) of the respondents favoured the development of cpKPIs for ambulatory oncology practice. Conclusions: Despite growing patient care needs in ambulatory oncology, there is significant heterogeneity in the scope of pharmacy services offered and the outcomes used to qualify their impact within this setting across Canada. This study demonstrates a clear need for national consensus cpKPIs to inform pharmacy resource utilization and patient-centred quality improvement initiatives.
Study Design Prospective cohort study. Objectives To identify patient trajectories of recovery defined by change in health-related quality of life (HRQOL) following surgery for adolescent idiopathic scoliosis (AIS). To explore possible predictors of trajectory membership. Methods Adolescent patients scheduled to undergo spinal fusion for AIS were enrolled in the Post-Operative Recovery following Spinal Correction: Home Experience (PORSCHE) study. Responses to the Pediatric Quality of Life Inventory–version 4 (PedsQL–4.0) were collected prior to surgery and 4 to 6 weeks, 3, 6, and 12 months post-operatively. Latent class growth analyses identified patient subgroups based on their unique trajectories of physical health (PH) and psychosocial health (PSH) outcomes using the PedsQL–4.0 subscale scores. Predictors included demographic, clinical, and psychosocial factors. Results Data from up to 190 patients were included (87.4% female; mean±SD age = 14.6 ± 1.9 years). Three trajectory subgroups were identified for PH and 4 trajectories were found for PSH, with a majority of patients scoring within the established range of healthy adolescents 12 months post-surgery. Increased child and parent pain catastrophizing, child trait anxiety and previous hospitalizations were associated with poorer PH outcomes, whereas increased child and parent pain catastrophizing, child state and trait anxiety, and parent state and trait anxiety were associated with poorer PSH trajectories. Conclusions The PH and PSH trajectories identified in this study and the factors associated with their membership may inform surgical decision-making for AIS while facilitating patient and family counselling regarding peri-operative recovery and expectations.
Introduction Out-of-hospital cardiac arrest (OHCA) patients experience poor survival. The use of extracorporeal membrane oxygenation (ECMO), a form of heart-lung bypass, in the setting of cardiac arrest, termed extracorporeal cardiopulmonary resuscitation (ECPR), has promise in improving survival with good neurologic outcomes. The study objective was to determine the number of potential annual ECPR candidates among the OHCA population in a health region within the Atlantic Canadian province of Nova Scotia. Methods A retrospective chart review was conducted over a five-year period: January 1st, 2012 to December 31st, 2016. Consecutive non-traumatic OHCA and emergency department (ED) cardiac arrests occurring in a pre-determined catchment area (20-minute transport to ECMO center) defined by a geographic bounding box were identified. Criteria for ECPR were developed to identify candidates for activation of a "Code ECPR": (1) age 16-70, (2) witnessed arrest, (3) no flow duration (time to CPR, including bystander) <10 minutes, (4) resuscitation >10 minutes without return of spontaneous circulation (ROSC), (5) emergency medical service (EMS) transport to hospital <20 minutes, (6) no patient factors precluding ongoing resuscitation (do not resuscitate status (DNR), palliative care involvement, or metastatic cancer), and (7) initial rhythm not asystole. Candidates were stratified by initial rhythm. Candidates were considered ultimately ED ECPR eligible if they failed conventional treatment, defined by death or resuscitation >30 minutes. Clinical data related to candidacy was extracted by an electronic query from prehospital and ED electronic records and manual chart review by three researchers. Results Our search yielded 561 cases of EMS-treated OHCA or in-ED arrests. Of those 204/561 (36%; 95% CI 33-40%) met the criteria for activation of a "Code ECPR". Ultimately 79/204 (34%; 95% CI 28-41%) of those who met activation criteria were considered ED ECPR eligible; which is 14% (95% CI 11-17%) of the total number of arrests-of the total number of arrests, the initial rhythms were pulseless electrical activity (PEA) 33/79 (42%; 95% CI 32-53%) and shockable 46/79 (58%; 95% CI 47-69%). Conclusion Of all cardiac arrests in the area surrounding our ECMO center, approximately 41 per year met the criteria for a Code ECPR activation, with 16 per year ultimately being eligible for ED ECPR. This annual estimate varies based on the inclusion of initial rhythm. This provides insight into both prehospital and hospital implications of an ED ECPR program and will help guide the establishment of a program within our Nova Scotian health region. This study also provides a framework for similar investigation at other institutions contemplating ED ECPR program implementation.
Background Knowledge about the specific engagement activities pursued and associated impacts of patient engagement in research in Canada remains nascent. This study aimed to describe engagement activities and perceived impacts of projects funded by the Strategy for Patient-Oriented Research (SPOR). Methods This was a cross-sectional online survey of academic researchers and patient partners engaging in projects funded through 13 SPOR funding calls (2014–2019). Patient engagement activities and impacts were measured using a self-developed survey. Thematic analysis was used to describe engagement activities and impacts. Results 66 of 511 academic researchers and 20 of 28 patient partners contacted completed the survey and were included in analyses. Respondents reported that patient partners were engaged in seven types of activities across the research cycle: (a) sharing experiences/giving advice, (b) identifying the research focus/methods, (c) developing/revising aspects of the project, (d) conducting research activities, (e) study participation, (f) presenting on behalf of the project, and (g) other grant development or knowledge translation activities. Engagement was associated with six different types of impacts related to knowledge, outputs, or directions being (a) created, (b) moulded, (c) confirmed, or (d) chosen/prioritized, (e) perceived success of the research, and (f) minimal/negative impacts on the research. Conclusions This study presents information on different ways that patient partners were engaged in SPOR-funded research and the potential impacts of these activities. This knowledge base is imperative to the future of patient engagement in research, including the planning and evaluation of future studies that engage patients as active shapers of research.
Objective To count and describe the elements that overlap (ie, present in two or more) and diverge between models and frameworks of patient engagement in health services research. Our specific research question was ‘what are the elements that underlie models and frameworks of patient engagement in health services research?’ Design Scoping review. Data sources On 6–7 July 2021, we searched six electronic databases (ie, CINAHL, Cochrane Database of Systematic Reviews, Joanna Briggs Institute Evidence Based Practice Database, MEDLINE, PsycINFO and Scopus) and Google Scholar for published literature, and ProQuest Dissertations & Theses, Conference Proceedings Citation Index, Google, and key agencies’ websites for unpublished (ie, grey) literature, with no date restrictions. These searches were supplemented by snowball sampling. Eligibility criteria We included published and unpublished literature that presented (a) models or frameworks (b) of patient engagement (c) in health services research. We excluded articles unavailable as full text or not written in English. Data extraction and synthesis Two independent reviewers extracted data from included articles using an a priori developed standardised form. Data were synthesised using both quantitative (ie, counts) and qualitative (ie, mapping) analyses. Results We identified a total of 8069 articles and ultimately included 14 models and frameworks in the review. These models and frameworks were comprised of 18 overlapping and 57 diverging elements, that were organised into six conceptual categories (ie, principles, foundational components, contexts, actions, levels and outcomes) and spanned intrapersonal, interpersonal, process, environmental, and health systems and outcomes domains. Conclusions There is little overlap between the elements that comprise existing models and frameworks of patient engagement in health services research. Those seeking to apply these models and frameworks should consider the ‘fit’ of each element, by conceptual category and domain, within the context of their study.
Sports are important activities for youth, with millions of children and adolescents participating in organized sports and recreational activities every year. Sports participation has many benefits but can also cause injuries, accounting for two-thirds of all injuries in Canadian adolescents and resulting in hundreds of thousands of medical visits annually. Despite the frequency of sport-related injuries in youth, many practising pediatricians are not comfortable managing these issues, citing lack of teaching and clinical exposure during training. Many studies have found deficits in musculoskeletal (MSK) and sport and exercise medicine (SEM) training in residency programs in North America, including Canadian pediatric residency programs. To address this learning gap, Canadian pediatric residency programs should incorporate more MSK/SEM training and clinical exposure to these issues. A standardized national curriculum in MSK/SEM will help ensure that community pediatricians practicing in Canada are adequately prepared to care for active youth.
This retrospective study of prospectively collected data aimed to identify unique pain and disability trajectories in patients following lumbar discectomy surgery. Patients of this study population presented chiefly with lumbar radiculopathy and underwent discectomy surgery from thirteen sites enrolled in the CSORN registry. Outcome variables of interest included numeric rating scales for leg/back pain and modified Oswestry disability index scores at baseline, 3, 12, and 24 months post-operatively. Latent class growth analysis was used to identify distinct courses in each outcome. Data from 524 patients revealed three unique trajectories for leg pain (excellent = 18.4%, good = 55.4%, poor = 26.3%), disability (excellent = 59.7%, fair = 35.6%, poor = 4.7%) and back pain (excellent = 13.0%, good = 56.4%, poor = 30.6%). Construct validity was supported by statistically significant differences in the proportions of patients attaining the criteria for minimal important change (MIC; 30%) or clinical success in disability (50% or Oswestry score ≤ 22) (p < 0.001). The variable proportions of patients belonging to poor outcome trajectories shows a disconnect between improved disability and persistence of pain. It will be beneficial to incorporate this information into the realm of patient expectation setting in concert with future findings of potential factors predictive of subgroup membership.
Objective : To identify the characteristics of activity-based therapy (ABT) that individuals with spinal cord injury and disease (SCI/D) participate in across the continuum of care. Data Sources : A search of eight databases was conducted from inception to 4 March 2020: Medline, CINAHL, Embase, Emcare, PEDro, APA PsycINFO, Cochrane Database of Systematic Reviews and the CENTRAL. The search strategy used terms identifying the population (SCI/D) and concept (ABT). Study Selection : Original studies involving individuals with SCI/D ≥16 years of age participating in ABT interventions >1 session were included in the review. The Joanna Briggs Institute guidelines for scoping reviews were followed. The initial search produced 2,306 records. Title, abstract and full-text screening by two independent reviewers yielded 140 articles. Data Extraction : Data extraction was conducted by three independent reviewers and charted according to key themes. Data fields included participant demographics, ABT interventions, exercises, parameters, technology and setting. Data synthesis included frequency counts and descriptive analysis of key themes. Data Synthesis : Eighty percent of participants were male. Eighty-seven percent of studies included individuals with tetraplegia (26% exclusive). Fifty-six percent of studies occurred in a research lab. Fifty-four percent of studies were single modality interventions encompassing the whole body (71%). Sixteen main types of ABT exercises were identified. The most common were treadmill training (59%), muscle strengthening (36%) and overground walking (33%). Electrical stimulation (50%) and virtual reality (6%) were used in combination with an ABT exercise. Eighty-four types of parameters were identified. Six were general intervention parameters and 78 were specific to the type of ABT exercise. Sixteen main categories of technology were reported. The most common were motorized treadmills (47%) and transcutaneous electrical stimulation (44%). Conclusions : The characteristics of ABT are diverse in scope. The results will inform the content to include in tools that track ABT participation and performance.
Objective: This systematic review will synthesize the qualitative literature on students' experiences of a post-licensure practical nurse to registered nurse bridging program. Introduction: The worldwide shortage of registered nurses has prompted governments and educational institutions to develop alternative pathways to nursing licensure. One strategy used to increase the supply of registered nurses is bridging programs. These grant practical nurses academic credit for previous educational and practical experience, which allows them to complete a Bachelor of Nursing degree in a shorter period of time. However, attrition in bridging programs is a concern. Understanding the experiences of students enrolled in bridging programs will help identify their specific needs and the educational support needed for them to successfully transition into the registered nursing role. Inclusion criteria: This review will include published and unpublished studies that examine the experiences of practical nurses enrolled in bridging programs. Studies published in English will be considered, with no date limitations. Methods: Databases to be searched include CINAHL, MEDLINE, Embase, and ERIC. Gray literature will be searched for in ProQuest Dissertations and Theses and GreyNet International. Reference lists of included studies will also be reviewed to identify additional studies. The critical appraisal of selected studies and the extraction of data will be independently undertaken by two reviewers using JBI methodology. The findings will be pooled using meta-aggregation to produce comprehensive synthesized findings. A ConQual Summary of Findings will also be presented. Systematic review registration number: PROSPERO CRD42021278408.
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https://www.researchgate.net/institution/Horizon-Health-Network
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Orientation: Reversed causality is an area that has not commanded major attention within the South African context, specifically pertaining to engagement, burnout and job demands resources. Therefore, this necessitated an investigation to elucidate the potential effects.
Research purpose: To investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time.
Motivation for the study: Organisations and researchers should be made aware of the effects that burnout and engagement could have over time on resources and demands.
Research design, approach and method: A longitudinal design was employed. The availability sample (n = 593) included participants from different demographic backgrounds. A survey was used to measure all constructs at both points in time. Structural equation modelling techniques were implemented with a categorical estimator to investigate the proposed hypotheses.
Main findings: Burnout was found to have a significant negative longitudinal relationship with colleague support and supervisor support, whilst the negative relationship with supervisor support over time was more prominent. Engagement showed only one significant but small, negative relationship with supervisor support over time. All other relationships were statistically non-significant.
Practical/managerial implications: This study makes organisations aware of the relationship between burnout and relationships at work over time. Proactive measures to promote relationships at work, specifically supervisor support, should be considered in addition to combatting burnout itself and promoting engagement.
Contribution/value-add: This study provides insights and information on reversed causality, namely, the effects that engagement and burnout can have over time.
Orientation: It is of theoretical and practical interest to establish the sequential relationship between work engagement and positive organisational behaviour, as represented by the psychological capital (PsyCap) construct.
Research purpose: The main aim of this study was to conceptualise and investigate the causal relationship and temporal order in the relationship between PsyCap and engagement by means of longitudinal data.
Motivation for the study: The rationale for establishing the sequence of engagement and psychological capital lies in the fact that training interventions to enhance the organisational well-being of employees may need to be focused on either one or the other.
Research design, approach and method: A longitudinal study with a cross-lagged panel design was conducted; data was gathered by means of a survey that was constructed for the purpose of the study. The survey contained the Utrecht Work Engagement Scale (UWES), and a measure of PsyCap. All employees within a chemical factory (N = 1003) were approached to provide data; 163 employees participated.
Main findings: Results revealed that PsyCap at Time 1 (T1) did not significantly predict engagement at Time 2 (T2). Evidence does however exist that initial levels of employee engagement predict subsequent PsyCap.
Practical/managerial implications: Results suggest that employee interventions aimed at protecting and fostering employee engagement may have implications for subsequent employee psychological capital.
Contribution/value-add: As an empirical, longitudinal study to address the temporal order between PsyCap and work engagement, this study makes a contribution especially to theory, but also with practical implications by indicating that engagement precedes employee psychological capital.
Orientation: Boredom at work has been shown to be a concern for individuals and organisations. At the time of this research, no validated scale was available to measure and investigate workplace boredom within the South African context. Research purpose: To determine the psychometric properties of the Dutch Boredom Scale (DUBS) within the South African context. Motivation for the study: No reliable and valid scale for workplace boredom was available in South Africa at the time of the current research. Boredom at work has been found to affect organisations negatively in other countries. Insights are needed into workplace boredom and how it affects the outcomes of organisations in South Africa. Research design, approach and method: A cross-sectional research approach was utilised. A random convenience sample (N = 490) was obtained from organisations within the manufacturing and logistics sector. In order to validate the DUBS, the factor structure, construct validity (convergent and discriminant validity) and scale reliability were investigated. A mediation model was also tested with structural equation modelling to ascertain predictive validity. Main findings: The results showed that the one-factor structure of the DUBS could be confirmed and that this factor had acceptable reliability. In terms of convergent validity, all of the item indicators loaded significantly on the workplace boredom construct, and the relationship between workplace boredom and work underload revealed that they were positively correlated with medium effect size. Furthermore, work engagement and organisational commitment were correlated negatively in terms of practical significance with workplace boredom. A structural mediation model showed that work underload was significantly and positively associated with boredom, which in turn had significant negative relations to both work engagement and organisational commitment. No significant direct relations were found from work underload to either work engagement or organisational commitment. Instead, bootstrapping showed that there was an indirect-only relationship from work underload to work engagement and organisational commitment through workplace boredom - indicating full mediation. Practical/managerial implications: Management should not neglect workplace boredom, as results indicate that it may adversely impact work engagement and organisational commitment. Therefore, workplace boredom should be a concern not only for individuals, but also for the organisation at large. Contribution/value-add: This study contributes to the limited research available on workplace boredom in South Africa by providing evidence of acceptable psychometric properties for a workplace boredom scale.
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http://umu.diva-portal.org/smash/resultList.jsf?af=%5B%5D&aq=%5B%5B%7B%22journalId%22%3A%2226859%22%7D%5D%5D&aqe=%5B%5D&aq2=%5B%5B%5D%5D&language=en&query=
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Women have made massive strides over the last decades, demanding their workplace rights. However, new mothers are still experiencing huge discrimination, with a recent survey revealing 9 in 10 mothers faced issues when returning to work after maternity leave.
Now, more than ever, we should be looking to our employers to help us remedy burnout and support new working mums’ wellbeing.
I sat down with Gosia Bowling, National Lead for Mental Health at Nuffield Health to find out the issues impacting working mothers’ mental health the most, here she explains how your workplace can support you when you need help.
#1 Post-pandemic burnout
A study by Montreal University revealed women were more vulnerable to burnout than men. Burnout among women – particularly working mothers – continues to be an increasing issue with the pandemic heightening women’s risk.
Childcare demands at home soared during the pandemic, but men and women did not split the challenge equally, with women doing three times more unpaid childcare.
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https://www.silvercloudhealth.com/uk/press_releases/7-issues-which-impact-working-mothers-mental-health
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Study: High Prevalence of Physician Burnout Among Emergency Medicine Residents Across the U.S.
In March 2017, our ALiEM Wellness Think Tank launched an ambitious initiative to try to identify the prevalence rate of U.S. emergency medicine (EM) resident burnout across the country. No study to date had been done to assess this. Amazingly we got a response from over 1,500 confirmed U.S. EM residents from 193 residency programs purely through our social media, email listservs, and Wellness Think Tank outreach efforts. We measured burnout using the Maslach Burnout Inventory-Human Services Survey (MBI-HSS). This 22-item MBI-HSS is the most common, validated tool used to measure burnout in healthcare professionals. It assesses 3 subscale domains:
- Emotional exhaustion (EE), which means being emotionally depleted at work
- Depersonalization (DP), which means a lack of feelings or negative, cynical feelings towards others
- Personal accomplishment (PA), which is a positive sense of self-evaluation and success at work.
A combination of high EE, high DP, and/or low PA scores are correlated with burnout.1,2 This post reviews some of the highlights from our study, High Prevalence of Burnout among Emergency Medicine Residents across the US, which was recently accepted by Annals of Emergency Medicine and published online.3
STUDY OBJECTIVE: Previous work shows that emergency medicine attending physicians have higher-than-average rates of burnout. Preliminary data suggest that emergency medicine residents are also at risk for burnout. The objective of this study was to conduct the first national survey assessment of US emergency medicine residents to determine the prevalence of burnout.
METHODS: This prospective 2017 National Emergency Medicine Resident Wellness Survey study was conducted through the Wellness Think Tank whereby EM residents from 247 residencies across the United States were invited to participate in a national survey. The primary measure of burnout was the Maslach Burnout Inventory-Human Services Survey (MBI-HSS). As per others’ work, “burnout” was defined as a dichotomous variable represented by high levels of emotional exhaustion or depersonalization. Due to interpretative variability with the MBI-HSS tool, we also calculated burnout rates using a more restrictive definition and more inclusive definition that have been reported in the literature.
RESULTS: Surveys were completed by 1,522 residents (21.1% of all US EM residents), representing 193 of 247 (78.1%) US EM residency programs. Within this sample, the prevalence of burnout residents was 76.1% [95% CI 74.0-78.3%]. Applying alternative definitions, burnout prevalence rates for this same sample was 18.2% [16.3-20.1%] using the more restrictive definition and 80.9% [78.9-82.9%] using the more inclusive definition.
CONCLUSIONS: The majority of U.S. EM residents responding to this survey reported symptoms consistent with burnout, highlighting that physician burnout in the EM profession seems to begin as early as residency training. These findings may provide a baseline against which future work can be compared.
Results
Demographics
1,522 residents (21.1% of all U.S. EM residents) responded to the survey, representing 193 of 247 (78.1%) U.S. EM residency programs.
Result: 76% of residents are burned out
We applied the most accepted definition of burnout, which is defined as showing high levels of emotional exhaustion or depersonalization.
Result: EM resident physician burnout may be different from general physician burnout
The causes of burnout may not be the same for residents and practicing physicians. 72.5% of residents in our study reported a high degree of depersonalization versus lower depersonalization scores reported in other studies of attending emergency physicians (38.9%)4 and in other specialties (34.6%).5 We hypothesize that this more negative and cynical attitude towards patients results from working more clinical hours in the Emergency Department as a resident; having a greater clerical burden; and interacting more with consultants, admitting services, and ancillary staff as a trainee.4,6
Result: Intern burnout rates are lower than those of more senior residents
Uniquely, PGY-1 residents had the lowest levels of burnout at 75%, followed by PGY-3+ (83%) and PGY-2 (85%). These first-year residents are typically less often working in the ED and instead are on off-service rotations. They presumably have less clinical responsibilities, are not as responsible for ED throughput in the face of overcrowding, and typically do not manage high-acuity patients.
Bottom line and next steps
- We now know that physician burnout in EM often begins during residency training, although it may be slightly less during intern year. We report that 76% of U.S. EM residents are burned out. This ranks among the highest rates of resident burnout across specialties.
- This national survey provides baseline prevalence data on U.S. EM residents that has not been available before. As more and more programs are focusing on wellness and burnout, we hope to repeat this survey periodically to track national burnout rate trends. This data can be used to inform future individual, programmatic, and systems-level interventions.
- This study and publication would not be possible without the help of:
- US Acute Care Solutions as the exclusive sponsor of the Wellness Think Tank
- Hippo Education and Emergent Medical Associates for helping to fund gift cards and prizes to incentivize survey completion
- CORD and EMRA for allowing us to post the announcement of this survey on their listservs.
- William Briggs and Newton Addo-Otoo for their statistical help
- The tireless work of the entire 2017-18 Wellness Think Tank members
References
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1.Schaufeli WB, Bakker AB, Hoogduin K, Schaap C, Kladler A. on the clinical validity of the maslach burnout inventory and the burnout measure. Psychology & Health. September 2001:565-582. doi:10.1080/08870440108405527
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2.Manual – Maslach Burnout Inventory. Mind Garden. https://www.mindgarden.com/maslach-burnout-inventory/685-mbi-manual.html. Accessed February 20, 2019.
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3.Lin M, Battaglioli N, Melamed M, Mott SE, Chung AS, Robinson DW. High Prevalence of Burnout Among US Emergency Medicine Residents: Results From the 2017 National Emergency Medicine Wellness Survey. Ann Emerg Med. 2019. doi:https://doi.org/10.1016/j.annemergmed.2019.01.037
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4.Lu D, Dresden S, McCloskey C, Branzetti J, Gisondi M. Impact of Burnout on Self-Reported Patient Care Among Emergency Physicians. WestJEM. December 2015:996-1001. doi:10.5811/westjem.2015.9.27945
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5.Shanafelt TD, Hasan O, Dyrbye LN, et al. Changes in Burnout and Satisfaction With Work-Life Balance in Physicians and the General US Working Population Between 2011 and 2014. Mayo Clinic Proceedings. December 2015:1600-1613. doi:10.1016/j.mayocp.2015.08.023
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6.Physician Burnout: Stop Blaming the Individual. NEJM Catalyst. https://catalyst.nejm.org/videos/physician-burnout-stop-blaming-the-individual/. Accessed February 20, 2019.
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More than four decades later, we have learned the physical and behavioral signs of burnout, developed methods to measure its severity, and identified significant consequences associated with burnout. However, burnout remains highly prevalent. The development of meaningful interventions is imperative to alleviate the negative effects of burnout on individual professionals; institutional performance; and most importantly, quality patient care.
Defining Burnout
The World Health Organization identifies burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed”.2 It is characterized by feelings of energy depletion or exhaustion, increased mental distance from one’s job, feelings of cynicism related to one’s job and reduced professional efficacy. The “gold standard” for measuring the extent of burnout is the Maslach Burnout Inventory (MBI).3 This validated, 22-item questionnaire allows respondents to score each statement on a Likert scale (0 to 6, Never to Every Day) to assess burnout on three scales including emotional exhaustion, depersonalization, and personal accomplishment.
Higher scores on the emotional exhaustion and depersonalization scales represent higher levels of burnout, whereas lower scores on the personal accomplishment scale represent higher burnout. Additionally, the Well-Being Index (WBI) was designed to measure multiple dimensions of distress, including anxiety, stress, depression, and fatigue, and assess the risk of burnout.4 This nine-item questionnaire is advantageous given its shorter length and it has been validated across many professions, including pharmacists.5
Consequences of Burnout
The consequences of burnout in hematology/oncology pharmacy should not be taken lightly. Hematology/oncology pharmacists help to manage critically ill patients receiving highly toxic chemotherapy with a high burden of adverse effects. The longitudinal relationships with patients, coupled with the terminal nature of many disease states may be emotionally challenging. Additionally, the pressure of maintaining competency in a field with the highest rate of new drug approvals among specialties and a proliferative body of literature may confer additional stress.6,7
The emotional exhaustion felt by someone suffering from burnout can lead to feelings of workplace apathy. This disinterest may progress to negative feelings about their job, detachment from their responsibilities, decreased efficacy in their position, and may even affect coworkers. At its worst, burnout can result in an individual leaving their position. In hematology/oncology pharmacy, the loss of a highly trained and expert pharmacist can be financially detrimental to an organization as the cost of recruiting, hiring, and training a new pharmacist can be significant.
Healthcare professionals spend a large portion of their lives caring for others, but those with burnout are at increased risk of developing their own mental and physical health conditions.
Studies have correlated high levels of burnout with depression, anxiety, insomnia, and use of psychotropic and antidepressant medications.8 Additionally, those suffering from burnout may be at higher risk for hypercholesterolemia, coronary heart disease, headaches, and gastrointestinal disorders.9 While it is important to continue caring for patients, it is crucial for healthcare professionals to take care of themselves.
Healthcare professional burnout affects not only the individual and their institution, but also the patients.10 A recent study of 2,231 pharmacists found nearly a quarter of pharmacists reported concern for having made a major medication error within the past three months.5 Pharmacists who were concerned about making an error reported higher scores on the WBI, which is associated with an increased risk of burnout. Other studies in pharmacists have demonstrated that increased workload, external job demands and work stress negatively impact medication safety and self-reported medication errors.11,12
Seventy percent of studies included in a systematic review of burnout literature demonstrated a significant association with medical errors and potential errors.13 Similarly, a meta-analysis highlighted physicians with burnout were twice as likely to be involved in a patient safety incident.10 Even small errors in hematology/oncology pharmacy, such as a miscalculation of body surface area, or missing a decimal point, could result in significant morbidity or even mortality for patients.
Burnout Among HOPA Membership
Given the uptick in discussion around burnout, potential for serious consequences associated with burnout in hematology/oncology pharmacy, and lack of current literature regarding burnout in this population, our team decided to assess burnout among hematology/oncology pharmacists. As the largest organization of hematology/oncology pharmacists, HOPA was chosen as the study population. We developed a survey comprised of the MBI, WBI, and several items assessing sociodemographic and occupational factors to assess the prevalence and risk factors associated with burnout. This survey was validated by the Mayo Clinic Survey Research Center and sent out to HOPA members in October 2020.
Of the 3,024 pharmacist members of HOPA contacted via email, 550 (18.2%) surveys were able to be scored for burnout and were included in our analysis. Pharmacists who responded worked in a wide variety of settings, including ambulatory clinics (55.2%), hospital/inpatient (47.9%), infusion clinics (41.5%), academic medical center (38.0%), specialty pharmacy (5.9%), administration (5.7%), and academia (5.1%). Respondents had worked on average 12 years as a licensed pharmacist, 8.3 years as a hematology/oncology pharmacist, and five years in their current role.
High Levels of Burnout Among our Colleagues
Overall, our study found that 61.8% of pharmacists were experiencing high levels of burnout based on their emotional exhaustion (≥27) and depersonalization (≥10) scores of the MBI. This rate was consistent with previous studies assessing burnout in pharmacists. It is clear from this data that a majority of our colleagues are struggling with significant symptoms from burnout and mitigating actions are required.
As part of the study, we wanted to assess potential consequences associated with burnout in hematology/oncology pharmacists. One of the most jarring findings was that pharmacists with high burnout were more likely than their counterparts without high burnout to report concern for having made a major medication error in the past three months (27.6% vs 8.1%, P < 0.001). Again, it is important to underline the significance of this statistic as even minor errors when working with chemotherapy and other high-risk medications can result in significant, if not fatal, consequences for our already at-risk patients.
Those with Burnout Likely to Leave their Positions
Another potential consequence of burnout we noted was the likelihood of an individual leaving their current position. Of the pharmacists with high burnout based on the MBI, 26.8% responded they were likely or definitely leaving their current position within the next two years for reasons other than retirement compared with 8.1% of pharmacists without high burnout (P < 0.001). This correlates with approximately 90 hematology/oncology pharmacists leaving their current position in our cohort of 550 pharmacists. When taking into consideration the incredible amount of expertise and training that could be lost, efforts to minimize the risk of burnout would be valuable to organizations seeking to minimize overhead costs for replacing such a highly trained individual including recruitment and onboarding.
In our multivariable analysis, we identified several factors associated with an increased risk of high burnout. These factors could be used to develop targeted interventions to help mitigate the risk of burnout. First, we found that individuals who were unaware of any wellness programs were over two times as likely to have high burnout. Of those with high burnout, 62.7% felt they would benefit from a wellness program but 30.5% were unaware of any programs available to them. Additionally, pharmacists working more hours overall (per four hours worked, OR 1.22; 95% CI 1.10-1.35) and more administrative hours (≥4 hours versus <4 hours, OR 2.40; 95% CI 1.52-3.78) were at an increased risk of high burnout. We also found that those with decreased wellness secondary to the COVID-19 pandemic were at higher risk for high burnout (OR 1.89; 95% CI 1.24-2.89).
Where Do We Go From Here?
In February 2021, the American Society of Clinical Oncology (ASCO) published a five-year roadmap to address oncology provider burnout.14 ASCO’s framework is threefold: (1) to engage in well-being initiatives across the organization, (2) develop and improve upon well-being resources, and (3) promote research on well-being amongst clinicians. This comprehensive initiative further emphasizes that burnout is a significant problem in oncology. While this plan is intended for our physician and advanced practice provider colleagues, these concepts can be utilized in hematology/oncology pharmacy to develop a framework to tackle this important issue.
Our study identified that pharmacists who were unaware of wellness programs were at an increased risk of burnout. A logical first step would be to ensure institutional wellness programs are open to pharmacists, advertise availability, and educate on resource options. This would ensure equitable access for all provider levels within an institution and may also be emphasized through a national platform such as HOPA with newsletters, email communication, or postings throughout the workplace so the information is readily accessible to those who need it. Hopefully by increasing awareness and access to programs that already exist, more individuals would utilize these resources and the risk and severity of burnout would decrease.
After providing increased awareness, it is important to collect information about the root cause of the problem. A starting point for administrators and organizations would be to identify pharmacists working more hours and those with more administrative responsibilities since we found those were associated with increased risk of burnout. By identifying these pharmacists, we can have open conversations about what they are experiencing, interventions that may be beneficial, and additional resources that are needed to alleviate workplace stress.15 Hopefully, by starting with those experiencing the most burnout—resources and programs that are initiated would trickle down to those who are experiencing less severe burnout as well.
While these suggestions may serve as a starting point, there is still much to be done to help reduce the incidence and severity of burnout with interventions that are targeted to the needs of hematology/oncology pharmacists. Once interventions are put into place, it will be important to collect follow-up data and determine what types are the most beneficial so efforts can be focused in these areas. In the meantime, it is critical to maintain open dialogue with colleagues, friends, and mentors because simply knowing there is support can alleviate some symptoms of burnout.
Acknowledgement: Thank you to my research team Kristen B. McCullough, PharmD, BCPS, BCOP (Mayo Clinic Cancer Center); Scott A. Soefje, PharmD, BCOP, FCCP, FHOPA (Mayo Clinic Cancer Center); Kristin C. Mara, M.S. (Mayo Clinic); Tait D. Shanafelt, MD (Stanford Medicine Hospital and Clinics); and Julianna A. Merten, PharmD, BCPS, BCOP (Mayo Clinic Cancer Center).
REFERENCES
- Freudenberger HJ. Staff Burn-Out. J Soc Issues. 1974;30(1):159-165.
- World Health Organization. QD85 Burnout. International Classification of Diseases and Related Health Problems (11th ed.). Published 2019. https://icd.who.int/browse11/l-m/en#/http://id.who.int/icd/entity/129180281
- Maslach, C. Jackson, S. E. & Leiter MP. Maslach Burnout Inventory Manual 4th Edition. Published online 2018. http://www.amazon.com/Maslach- Burnout-Inventory-Manual-Christina/dp/9996345777
- Dyrbye LN, Satele D, Shanafelt T. Ability of a 9-Item Well-Being Index to Identify Distress and Stratify Quality of Life in US Workers. J Occup Environ Med. 2016;58(8):810-817. doi:10.1097/JOM.0000000000000798
- Skrupky LP, West CP, Shanafelt T, Satele D V., Dyrbye LN. Ability of the Well-Being Index to identify pharmacists in distress. J Am Pharm Assoc. Published online 2020. doi:10.1016/j.japh.2020.06.015
- Pardhan A, Vu K, Gallo-Hershberg D, Forbes L, Gavura S, Kukreti V. Evolving Best Practice for Take-Home Cancer Drugs. JCO Oncol Pract. 2020;17(4):OP.20.00448. doi:10.1200/op.20.00448
- Kirkwood MK, Hanley A BS. The State of Oncology Practice in America, 2018: Results of the ASCO Practice Census Survey. J Oncol Pract. 2018;14(7):e412-420. doi:doi:10.1200/jop.18.00149
- Koutsimani P, Montgomery A, Georganta K. The relationship between burnout, depression, and anxiety: A systematic review and meta-analysis. Front Psychol. 2019;10:1-19. doi:10.3389/fpsyg.2019.00284
- Salvagioni DAJ, Melanda FN, Mesas AE, González AD, Gabani FL, De Andrade SM. Physical, psychological and occupational consequences of job burnout: A systematic review of prospective studies. PLoS One. 2017;12(10). doi:10.1371/journal.pone.0185781
- Tawfik DS, Scheid A, Medical H, et al. Evidence relating healthcare provider burnout and quality of care: A systematic review and meta-analysis. 2019;171(8):555-567. doi:10.7326/M19-1152.Evidence
- Chui MA, Look KA, Mott DA. The association of subjective workload dimensions on quality of care and pharmacist quality of work life. Res Soc Adm Pharm. 2014;10(2):328-340. doi:10.1016/j.sapharm.2013.05.007
- Johnson SJ, O’Connor EM, Jacobs S, Hassell K, Ashcroft DM. The relationships among work stress, strain and self-reported errors in UK community pharmacy. Res Soc Adm Pharm. 2014;10(6):885-895. doi:10.1016/j.sapharm.2013.12.003
- Hall L, Johnson J, Watt I, Tsipa A, O’Connor D. Healthcare staff wellbeing, burnout, and patient safety: a systematic review. PLoS One. 2016;11:1-12.
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https://www.hoparx.org/hopa-news/volume-18-issue-3-2021/feature-up-in-flames-burnout-in-oncology-pharmacy
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Burnout is a sneaky little devil. And when I say devil, I mean it. In fact, you could be suffering burnout right now, and you don't even know it.
According to the World Health Organization, burnout is a result of chronic workplace stress. While it's not officially considered a medical condition, it wreaks serious havoc on mental and physical health. The Korn Ferry Institute recently conducted a survey about the impact of workplace stress. 76% of respondents said workplace stress had a negative impact on their personal relationships. 66% said they lost sleep due to work stress. Studies conducted by the American Institute of Stress show that work-related stress is the major source of anxiety for American adults. Many consider stress to be a regular part of the workday. We take on more (responsibility, work hours, dealing with difficult people) without considering the consequences. "It's all in a day's work," we say. We've been brainwashed to think it's true, only to end up damaging our own health and happiness along the way.
4 Telltale Signs of Burnout
Workplace stress gradually seeps into your everyday life. You may see and feel its repercussions but, being a dedicated employee, you ignore the signs. Here are some of the most common signs that you're already in burnout:
- Energy depletion or exhaustion. You used to wake up excited and energized to start your day. Now you wake up with a slight feeling of dread for the workday ahead and your body feels like a lead weight.
- Increased mental distance from your job. You used to have 100% buy-in for your job and your purpose at work. Now everything feels more cumbersome and the negatives outweigh the positives. You don't really care that much anymore.
- Increased cynicism about your job and or co-workers. You used to consider your workplace a happy and healthy second home. Trust in and harmony with co-workers was the norm. Now you're seeing everyone's glaring faults and it's difficult to identify their good qualities.
- Reduced Productivity and or Effectiveness. You used to feel like you conquered the world at the end of your workday. You got a lot accomplished and everything went smoothly. Now you feel depleted and have nothing left to give. Tasks that you used to accomplish easily have become cumbersome and time-consuming.
Does any of this sound familiar? If so, it's time to take action. Getting over burnout is much more life-changing than avoiding it altogether.
5 Ways to Avoid Burnout
- Identify Your Current Outlook. You likely have no idea that your current level of stress is leading to burnout. Take a quick survey on The American Institute on Stress to help assess your perception of workplace stress. It's important to understand that you need to conduct your own wellness checks. Others, even those close to you, have no idea that your current level of stress is leading to burnout.
- Stop Ruminating about Work. Minds tend to wander during times of relaxation or rest. Work-related issues seep in and take over thoughts. We ruminate about how the day went and come up with scenarios, most of which will never even happen. A healthy mind requires time to rest and rejuvenate. Identify some solid methods of relaxation that work for you. We promote several good lifestyle hacks here at Roxy Fit Club.
- Use Your Tools. Technology has changed the pace of modern society. Computers, cell phones, and tablets offer access to a mind-boggling amount of information at a moment's notice. People are hitched to their devices and pride themselves on always being available. Time to use your tools to help you in a different way:
- Your online calendar can remind you. I used to have an extremely hectic job. Hours would fly by before I even looked up. Most often, others would suddenly be saying their goodbyes at the end of the workday and I hadn't even taken a lunch break. By that time I was already late to pick up my spouse for our commute home. I added an appointment to my calendar every day: LEAVE. Scheduled at the appropriate time, my computer and cell phone reminded me automatically that it was time to call it quits. This also worked well to send me on a lunch break. Suddenly my days were a bit more manageable.
- Your smart home device can be your personal assistant. If you're like many busy working people, you might have a smart home device (Amazon Echo, Google Home, etc.) I use Alexa to set reminders, keep a grocery list, and a host of other conveniences. How can your smart home device help you at work? It can remind you to call in for jury duty at the appropriate time with a pop-up on your cell phone. Now your mind is free from having to store that bit of info. It can also remind you of tasks you need to complete throughout your workday. It can even remind you to take three deep breaths and relax. (This is harder than it seems.)
- Take Time Off. Some jobs require longer than normal work hours, some require employees to be on-call 24 hours or more, and some are just always hectic and stressful. People get so wrapped up in their work that sometimes it seems impossible to take time off. What would happen without you? You may be surprised to learn that life goes on whether you take time off or not. More importantly, people who take time off report higher productivity and enjoy more workplace satisfaction. The U.S. Travel Association states that 52% of American employees didn't use all of their vacation days in 2017. A staggering 212 million vacation days are forfeited annually. This only applies to those who actually receive paid time off. More than 15% of American workers don't have this benefit, making the above statistics even harder to believe. Bottom line: Go on vacation, even if it means staying home and enjoying your family and friends. And don't work while you're on vacation.
- Get Adequate Sleep. "I'll sleep when I'm dead!" I hear this a lot. People don't realize that lack of sleep can cause a slow demise. Even more alarming, most people don't realize they are sleep deprived. (We'll discuss sleep deprivation in further detail in a separate post.) Sounds a lot like burnout because sleep deprivation is a good friend of burnout.
Lack of sleep negatively affects work performance and work relationships. Without adequate sleep, it's difficult to concentrate and communicate. People are moody and less tolerant of others. All of these factors, brought on by lack of sleep, accelerate the rocky road to burnout.
While it's difficult to identify how many hours of sleep each individual needs to thrive, studies show that American workers are sleeping less all the time. The National Sleep Foundation, recommends that adults get 7 to 9 solid hours of sleep per night. According to a 2013 Gallup poll, roughly 40% of Americans sleep less than 7 hours per night, with 14% getting only 4 or 5 hours. There is only one solution: to get adequate sleep.
Job burnout is a state of physical or emotional exhaustion that can be life-changing. If you have a high workload, work with difficult people or situations, work long hours, or lack work/life balance, you're a prime candidate for workplace burnout. Being mindful of the risk factors and taking immediate action can help you thrive rather than survive.
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https://roxyfitclub.com/5-hacks-for-avoiding-workplace-burnout/
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Burnout Continues To Be A Serious Problem In Radiology
August 9, 2019 -- More than half of radiology practice leaders report that burnout continues to be a very significant problem among the radiologists in their group, according to a study published online August 6 in the Journal of the American College of Radiology.
The results confirm that burnout among radiologists must be addressed, stated a team led by Dr. Jay Parikh of University MD Anderson Cancer Center in Houston.
"According to practice leaders, radiologist burnout is a prevalent issue. ... Overall, 55% of practice leader respondents reported that burnout was a very significant problem, and 22% reported that burnout was a significant problem," the group wrote.
Recent radiologist surveys have reported burnout prevalence of more than 50%. But these studies may inflate burnout rates because they focus on radiologists rather than practice leaders, according to the authors.
"These types of studies ... are potentially prone to selection bias, as responding radiologists may be more likely to be burned out or transiently burnt out at the time of the survey, which can artificially elevate the rate of true burnout," the group explained. "The purpose of this study was to investigate the prevalence and severity of radiologist burnout as perceived by practice leaders. This perspective inherently implies radiologist burnout has escalated enough to reach a critical level affecting the practice and being noticed by leadership."
The study used data from the American College of Radiology's (ACR) 2018 Commission on Human Resources Workforce Survey, which included questions regarding radiologist burnout using Likert scales (somewhat significant, significant, or very significant). For this survey, 367 of 1,588 radiology practice group leaders responded, for a rate of 23%.
Of the practice leaders who participated in the survey, 71% stated that stress from workplace factors very significantly affected the wellness of their radiologists, and 36% reported that personal or social factors affected employee wellness.
Unfortunately, only 19% of survey participants stated that their practices had tools in place to assess and address burnout, and only 21% stated that these tools were effective. Parikh and colleagues also found the following:
> The proportion of practice leaders reporting very significant rates of burnout was 37% in practices
of five or fewer radiologists but 71% in practices with more than 50 radiologists.
> Burnout was more prevalent in academic practices (84%) than in hospital practices (77%);
academic practices had more mechanisms to assess burnout than hospital practices (42% versus
18%).
> No significant variation in burnout prevalence by geographical region was noted.
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https://www.mobiledigitalimaging.com/single-post/2019/08/14/burnout-continues-to-be-a-serious-problem-in-radiology
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BACKGROUND AND OBJECTIVES: Current physician burnout levels are at historically high levels, especially in family medicine, with many factors playing a role. The goal of this study was to understand demographic, psychological, environmental, behavioral, and workplace characteristics that impact physician wellness and burnout, focusing on family medicine physicians and residents. METHODS: Survey respondents were 295 family medicine residents and faculty members across 11 residency programs within the Residency Research Network of Texas (RRNeT). Subjects completed multiple measures to assess resilience, burnout, psychological flexibility, and workplace stress. Respondents also reported personal wellness practices and demographic information. The primary outcome variables were burnout (depersonalization, emotional exhaustion, and personal achievement) and resilience. RESULTS: The predictor variables contributed significant variance (depersonalization= 27.1%, emotional exhaustion=39%, accomplishment=37.7%, resilience= 37%) and resulted in large effect sizes (depersonalization f2=.371, emotional exhaustion f2=.639, accomplishment f2=.605, resilience f2=.587) among the three burnout models and the resilience model for the sample. Similar variance and effect sizes were present for independent resident and program faculty samples, with resilience being the only outcome variable with significant differences in variance between the samples. CONCLUSIONS: This study demonstrates the roles of both individual and organization change needed to impact provider wellness, with special attention to resilience across faculty and residents. The results of this study may inform workplace policies (ie, organizational practice change) and wellness programming and curricula (ie, individual level) for family medicine residents and program faculty.
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https://scholars.uthscsa.edu/en/publications/family-physician-burnout-and-resilience-a-cross-sectional-analysi
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This study builds on the small but growing body of research examining the antecedents and effects of burnout on police and corrections officers. A review of the extant literature on burnout in general and on the literature exploring police and correctional officer burnout in particular identified several variables that contribute to the social-psychological condition of burnout. The variables identified in the literature review were grouped according to biographical factors (gender, race/ethnicity, and age), biographical stressors (marital status and level of education), organizational factors (occupational field, agency size, tenure, and rank), workplace stressors (recent promotions, transfers or discipline, and perceptions of fairness in promotions, discipline, and transfers), or life-event stressors. This study utilized the Maslach Burnout Inventory-General Survey (MBI-GS) to assess burnout. The Social Readjustment Rating Scale (SRRS) developed by Holmes and Rahe (1996) was used to identify life-event stressors. The sample for this study was drawn from police and correctional officers attending professional development training at a regional criminal justice training center in Central Florida. Of the 577 students surveyed, 417 remained in the sample after duplicates were eliminated. A multi-stage analysis, which included analysis of variance (ANOVA), independent sample t-tests, and ordinary least squared techniques (OLS), was conducted to explore the influences of different correlates of burnout on police and correctional officers. Multiple one-way ANOVA models and independent sample t-tests were run first, followed by several stages of multiple regression analysis. In the initial OLS regression models, only the variables for biographical factors, biographical stressors, and occupational factors were entered in the models. In following stage, workplace stressors were added to the regression models, followed by the addition of life-event stressors into the final regression models. The correlates of burnout found to be most significant included race/ethnicity, agency size, and perceptions of fairness in promotions and discipline. Of the correlates that were significant, race/ethnicity and perceptions of fairness were the most noteworthy, since the data indicated White/Caucasian officers experienced greater levels of burnout than minority officers, a finding that appeared related to an officer's perceptions of fairness in promotions and discipline. In addition, a statistically significant difference in professional efficacy scores was detected between officers from smaller agencies (99 officers or fewer) and officers from the largest agencies (1,000 officers or more). The findings from this study seem to suggest that burnout may be influenced by perceptions of fairness in promotional and disciplinary processes, which may be confounded by an officer's race/ethnicity. To address this matter, police and correctional agency administrators might want to consider designing promotional and disciplinary procedures that stress transparency and emphasize merit-based outcomes rather than equality-based outcomes. With regard to agency size, administrators from small agencies should consider steps that make the job more rewarding to their officers so they are less susceptible to burnout.
Notes
If this is your thesis or dissertation, and want to learn how to access it or for more information about readership statistics, contact us at [email protected]
Graduation Date
2012
Semester
Spring
Advisor
Holmes, Stephen
Degree
Doctor of Philosophy (Ph.D.)
College
College of Health and Public Affairs
Degree Program
Public Affairs
Format
application/pdf
Identifier
CFE0004215
URL
http://purl.fcla.edu/fcla/etd/CFE0004215
Language
English
Release Date
May 2012
Length of Campus-only Access
None
Access Status
Doctoral Dissertation (Open Access)
Subjects
Dissertations, Academic -- Health and Public Affairs;Health and Public Affairs -- Dissertations, Academic
STARS Citation
McDonald, James, "Correlates to Police and Correctional Officer Burnout: An Exploratory Study" (2012). Electronic Theses and Dissertations, 2004-2019. 4480.
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https://stars.library.ucf.edu/etd/4480/
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SIU professors conduct study on nursing burnout in the workplace
CARBONDALE, Ill. (KFVS) - It’s been a tiring, stressful 18 months for nurses across the country and in the Heartland.
Now, southern Illinois researchers are focused on what causes burnout in the nursing profession, and how to avoid it.
“There’s not enough you can do to make things better and so you just basically do your best,” said Pickneyville Community Hospital RN Brande Alvis.
Burnout in the nursing profession is real, just ask Alvis.
“You feel like you’re treading water.”
Alvis’ colleague Diedra Restroff has worked at Pinckneyville Community Hospital for 25 years.
“I think we’ve always known that nurse burnout is a thing, but this last year has just added an extra element of stress on top of everything,” said Restroff.
Added stress, emotional exhaustion and lack of control are just some of the issues researchers at SIU uncovered in a year-long study focused on nursing and burnout.
SIU Nursing Program Director Kelli D. Whittington said their work began as the pandemic took shape.
“It really played into how that changes nurses’ workload, how that really changed their sense of control over what they were doing to be doing on a day-to-day basis and then that sense of community because people were working in a different environment,” Whittington explained.
So how can nurses handle that stress? The men and women who joined in the survey offered several solutions including taking breaks, making sure their workload is balanced and keeping work life and home life separate.
The survey results also point to what health care facilities can do.
“We really want to put a big focus on, on that need for organizations, healthcare organizations to really focus on employee health and wellness,” said Sandra Collins, professor and program director of Healthcare Management.
Collins also plans to implement this study into her classroom.
Back in Pinckneyville, Alvis offers some advice to future nurses.
“If they remember what they got in health care for, then it’ll make their job easier,” she said. “We all got into it because we wanted to help people and you’re really helping people and some days it’s the worst day of their life and some days it’s the best of their life.”
Researchers said the study on workplace burnout will continue in the fall and will expand to include more than just the nursing profession.
Copyright 2021 KFVS. All rights reserved.
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https://www.kfvs12.com/2021/07/08/siu-professors-conduct-study-nursing-burnout-workplace/
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The start of the COVID-19 pandemic spurred the beginning of increased stress on the health care industry caused by an increasingly hostile environment, with many nurses and health care workers leaving their positions due to burnout, personal safety, low pay, and other factors. The most recent Frontline of Healthcare Survey conducted by Bain & Company in July 2022 shows that 25% of clinicians—about a quarter of the clinician workforce in the US—are considering switching careers, with 89% of those surveyed citing burnout as the main reason. About a third of the country’s clinician workforce are also considering switching employers.
Burnout has been a pervasive issue in the health care field that has only continued to grow since the beginning of the pandemic. The survey reported that 63% of clinicians feel worn out at the end of the workday, 51% feel that they don’t have proper leisure time away from work, and 38% claim that they feel exhausted in the morning at the thought of returning to work. Besides burnout affecting workers personally, it also affects a health care system’s ability to bring in new employees. The likelihood of US physicians to recommend their employer has fallen from 36 points in 2019 to 19 points as of this year.
How to Fix Burnout-Induced Turnover
The message from clinicians, nurses, and health care staff has been clear—workers want better compensation, better support in their field, manageable workloads, increased flexibility, and more clinically-focused job responsibilities. Bain’s survey has found that these five criteria are considered the most important to clinicians across all roles. Short-term fixes are quick to implement, but more long-term solutions are needed to bring down the rate of clinician turnover.
Boost Engagement Among Employees
About a third of clinicians reported that they don’t feel that they are involved in strategic decision-making in their workplace. Workplaces can engage staff in decision-making through surveys, town halls, or feedback requests. Creating strong feedback systems for employees can boost morale by quickly prioritizing staff needs.
Create a Supportive Workplace
Recognizing employees for making positive impacts can boost employee satisfaction and retention—only about half of clinicians report that they feel satisfied with the amount of recognition that they and their coworkers receive. Building an inclusive and supportive workplace culture is one of the most important changes that could be made, as well—about 60% of clinicians report that they feel they do not receive adequate coaching or mentorship, and about half of clinicians say that an inclusive work environment is a “very important” consideration when choosing an employer. Creating a diversity, equity, and inclusion (DEI) strategy for your workplace is the first step to a more supportive workplace. Besides offering coaching and mentorship, collecting information and personal stories from employees can help boost marginalized voices, leading to better employee wellbeing.
To curb the further loss of important staff, health care workplaces need to implement permanent solutions to create a better, more hospitable environment for clinicians, which will boost employee satisfaction for the long run.
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https://cancernursingtoday.com/post/addressing-health-care-worker-burnout
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We Didn’t Start the Fire - Employee Burnout Is Already Ablaze
Regardless of the industry, slow economic recovery has led to a greater need for company efficiencies. Becoming more lean and agile is a common trend, which is placing higher expectations on the workforce – with fewer resources. Such expectations are creating the perfect environment for employee burnout.
Even though unemployment rates are at historic lows, employee retention continues to be an issue for many companies. If employee turnover is a concern for you and your organization, managing employee burnout should be at the top of your list of priorities. Having experienced and recovered from burnout, I have some thoughts on how to best identify and manage it.
Definition of Burnout
Dr. Herbert Freudenberger first termed the word “burnout” in the 1970s, using an analogy of a burned-out house: The outer shell may seem almost intact, but the inside reveals the full force of the desolation. People who are burnt out may not appear that way on the outside, but like a burned-out house, “their inner resources are consumed as if by fire, leaving a great emptiness inside.”
Researches have divided burnout into three parts:
- Exhaustion
- Cynicism
- Inefficacy
Employees who are experiencing exhaustion from burnout could become easily upset, have trouble sleeping, get sick more often and struggle to concentrate. Those who are experiencing cynicism often feel alienated from the people they work with and lack engagement in their work. Employees who are suffering from inefficacy do not believe in their ability to perform their jobs well and have decreased productivity.
Depending on the extent of burnout in your workforce, these symptoms can have a serious impact on the company bottom line and an even more serious impact on your employees’ overall health and wellness. When Kronos Incorporated surveyed human resources professionals at 614 organizations, 95 percent of respondents cited burnout as an obstacle to employee retention. Nearly half of respondents reported that up to 50 percent of their turnover was related to burnout. Furthermore, the University of Phoenix’s Job Burnout Poll for 2018 revealed that more than half of employees have experienced job burnout. The report cites anxiety, fatigue, depression and anger as signs of the problem.
Causes of Employee Burnout
Interestingly, burnout is not the result of working too hard for too long, according to Association for Psychological Science writer Alexandra Michel. Burnout occurs when the demands of work and other stressors outweigh the reward or recognition. Ethnographer and author Simon Sinek has said, “Working hard for something we don’t care about is called stress; working hard for something we love is called passion.”
When work is not aligned with employees’ needs or passions, they experience burnout. As an employer, how do you really know what motivates your employees and if their workloads and rewards are aligned?
Identification of Burnout in Your Workforce
Measuring employee engagement is a good way of identifying employee burnout risks in your organization. Employee engagement is the emotional connection an employee has to the organization and to its goals. When employees are engaged with their work, they’re more fulfilled, more productive and more motivated. Higher levels of employee engagement, or emotional bonds, correlate with higher employee satisfaction, loyalty, customer satisfaction and organizational financial performance.
The Raddon Employee Viewpoint Survey helps identify the levels as well as the key drivers of employee engagement. Raddon categorizes employee responses in four levels of engagement (see Figure 1):
- Cheerleader
- Content
- Complacent
- Detached
The employees in the cheerleader and content categories make up an engaged workforce. Those in the complacent and detached categories are considered disengaged, making them more at risk of burnout. Even though Raddon works primarily with financial institutions, a recent Raddon Research Insights study reveals levels of engagement across multiple industries. About 70 percent of all respondents are considered disengaged, while 56 percent of financial institution employees are disengaged, according to the Raddon Viewpoint survey (see Figure 2).
Employees are motivated or passionate about different things. Understanding what drives employee engagement helps mitigate the risk of burnout. Raddon identifies and measures these drivers of engagement in four main categories:
- Social: Atmosphere & enjoyment
- The job itself: Confidence & work
- The company: Vision & commitment
- Rewards: Accomplishment & recognition
A recent Raddon study revealed that Millennials, in general, are likely to agree with or be engaged based on the social statements in the survey, whereas Baby Boomers are more likely to agree with elements of the job itself.
Tips on Mitigating Employee Burnout
An organization’s culture, in my opinion, is the No. 1 factor in igniting or extinguishing employee burnout. In order to understand and manage individual employee passions, an engaged management team with an open-door culture is necessary. Employees must feel comfortable and empowered to speak up and have candid conversations with their immediate supervisors. It is management’s responsibility to establish, demonstrate and nurture such a culture. If employees are not comfortable speaking openly and honestly, managers are less likely able to identify and manage the effects of burnout.
Varying degrees of emotional support both inside and outside the workplace help employees work through burnout. Disengaged employees who do not have a support group or those who are not willing to speak up are more likely to experience burnout, based on recent findings by Raddon.
Having a management team who is willing to listen to employees and validate their concerns is only one piece of the puzzle. Encouraging work-life balance is critical to reducing the percentage of burnt-out employees in the workforce. A 2018 Robert Half poll of 2,800 employees found that 39 percent of respondents felt their employers were responsible for creating work-life balance. In a separate survey, only 26 percent of business leaders cited work-life balance as the employees’ concern.
Management sets the tone and expectations for its workers and their performance. Too often, employees feel they would not be able to get ahead if they requested time off. When company cultures demand allegiance of their employees to their jobs, at the expense of their personal lives, employee disengagement and resentment fester. However, when companies encourage work-life balance, the business benefits as much as the employees do. Employees who take a week or more of vacation are more likely to be driven to contribute to their company’s success than workers who do not take time off. Also, when organizations give employees flexibility, they retain and attract more talent, according to a Hiring Lab report. It is important to create a culture where requesting time off and avoiding an “always-on” electronic connection to the workplace is encouraged and expected of employees.
In addition, organizations can establish formal mentor programs to help combat impending employee burnout. Mentoring helps establish a trusting relationship between two people that lays the foundation for open and honest communication, even on sensitive subjects. According to Michael Gill and Thomas Roulet’s “Mentoring for Mental Health” research, both mentors and mentees feel the positive effects of a mentoring program, including reduced stress and anxiety as well as increased feelings of meaningfulness in their work. Job performance and satisfaction among employees increase at companies that establish formalized mentoring programs that encourage regular meetings between mentors and mentees.
Finally, establishing a volunteer program can also help mitigate the risk of employee burnout. People need to spend time in activities they love. Helping employees find the time to do the things they’re most passionate about also drives engagement. Volunteering was the perfect prescription for my personal burnout. I took author James Sudakow’s advice and added something new to my already demanding work and personal life schedule. As backward as it sounds, that approach to alleviating burnout worked. My weekly commitment to volunteering at an organization I’m most passionate about rejuvenated me. Not only was I even more committed to my work duties, I found increased energy and focus as a wife, mother and friend. Oddly enough, I found balance.
It is not a question of if and when your workforce will experience burnout. It’s a matter of how many are currently experiencing it, how many more are on the brink of burning out and whether your organization is prepared to do something about it. The ability to carry out your mission lies with your people. You can fight the fires of employee burnout, but proactively establishing fire-prevention measures is more effective. When you drive a culture of employee engagement, you have less burnout and less turnover. Therefore, you are better able to deliver your brand promise at a superior level to your customers.
Interested in learning more about employee engagement? Raddon’s newest research study, Employee Engagement: How to Build Loyalty and Your Brand, investigates what drives engagement nationally and how FIs can keep their employees satisfied. Download your copy today!
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https://www.raddon.com/raddon-report/we-didn-t-start-fire-employee-burnout-already-ablaze
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Factors related to hospital nurse intention to leave: Does striving for work-life balance and sense of coherence affect wishes to stay in the organization?
Abstract
The aim of this study is to identify relationships between striving for work-life balance (S-WLB), sense of coherence (SOC), and intention to leave among hospital nurses. In August of 2017, we conducted a self-administered questionnaire survey to 2239 nurses at nine public hospitals. The questionnaire included demographic factors, work environmental factors, organizational factors, striving for worklife balance, a 13-item SOC, the Maslach Burnout Inventory, and intention to leave. We carried out a multiple regression analysis with intention to leave as the dependent variable and others as independent variables. We obtained valid responses from 1368 full-time employed nurses (61.1%). The mean age of respondents was 36.38 ± 10.18 years, and the length of clinical experience 13.4 ± 9.65 years. The mean total score of the intention to leave was 14.58 ± 5.09. As a result of the multiple regression analysis, the SWLB and the SOC were found to be statistically related to the intention to leave even after controlling for the confounding factor of burnout. In addition, the satisfaction of desire level for the actual working assignment at the workplace was a significant independent factor. In this study, the full-time nursing staff had a low intention to leave score when they had a high score in the SWLB and the SOC. It was also found that the level of satisfaction with appointment to a desired assignment is a significant factor in the intention to leave. In establishing an attractive workplace for nursing staff, it is important to create a workplace environment and supports to be able to properly evaluate workplace satisfaction after assignments are made while taking into account individual S-WLB and SOC functions.
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http://dl6.globalstf.org/index.php/jnhc/article/view/1978
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As an Artist/Blacksmith I take on the challenges of iron and specialty metals as my medium to express myself to the best of my ability. This expression proceeds delicately through education, training, design and skill to produce something beautiful from a material that by nature is brutal. My goal is to work in a state of continuous progress by learning and applying each and every new technique required by the project at hand. I enjoy solving new design problems using traditional materials, e.g. converting wood design to a wrought iron creation of functional art or furniture. I aspire to achieve the greatness of my teachers and their predecessors to achieve a higher understanding of metal, blacksmithing and creative applications. Every new challenge, be it custom interior and exterior railings, furniture, functional art or sculpture is welcomed. My work comes from a process of both in the studio/work area and outside. An exciting element of my work come from starting with the visualization of the final piece, from start to its intended placement. Materials used in blacksmithing, even stainless steel, are relatively forgiving when forged and each may have different applications depending on the amount of heat and pressure applied on the anvil. My recommendations of materials depend on the rigidity, balance, shape or form, and the application. The techniques used depend on the overall theme of an assignment which I, in turn, communicate in metal to create the overall desired appearance of a piece. Thus, my work is a convergence of traditional techniques applied to modern design trends. Through this process my pieces become a conglomerate of modern design needs in shape and form, though show detailed traditional blacksmithing technique. Though this is only one direction of my work I adapt and use modern techniques and design to make myself the most experienced and well-rounded Artist/Blacksmith I can be. - Sherman Blankenship Artist/Blacksmith Iron Touch Forge, LLC.
Graduated Murray State University in 2000.
B.A. in Fine Arts with an emphasis in Metal Sculpture.
3.5 year Apprenticeship under a Master in Ornamental Blacksmithing. 1998-2001.
Iron Touch Forge has been providing excellence in Blacksmithing and Hand Crafted Forgings since 2001.
Copyright © 2019 Iron Touch Forge, LLC - All Rights Reserved.
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https://irontouch.com/
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You can see the use of metal in our everyday life — be it in the residential, commercial, or industrial setting. What’s more, its quality can be insured through several factors. For example, the effectiveness of metal cutting in a Utah setting can greatly benefit from them. Through these, better results are driven.
Microstructure
A microstructure can be seen through a microscope. This is the crystal or grain components of the metal. Under a microscope, the microstructure of metal has a polished and etched surface. The microstructure of the metal influences its machinability.
Size of the Grain
You can tell whether a metal can cut easily or not through its structure and grain size. These are its general indicators. For metals with small and regular surfaces, the grains will cut fairly easy. An intermediate metal will have some sort of requirement to cut and finish. Another factor in the machinability of a metal is its hardness.
Heat Treatment
Metals can be put in extreme conditions — like heat and cold — in its solid form to achieve desired quality. The results of these operations decrease the brittle quality of the metal. It also removes the stress of the metal and makes it tough and durable.
Chemical Composition
This plays a major role in the machinability of metal; although the outcomes are not always the same. The reason for this is the elements that make up the metal, which can work collectively or by itself. There are, however, simplification methods to do to render its machinability.
Fabrications
You can do several procedures to metal to alter its machinability, component, and structure. These methods are cold rolling, hot rolling, and cold drawn casting. An example of working with metal is hammering, which brought forth wrought metal. Wrought metal comes in many shapes and is done using traditional techniques in manufacturing. On the other hand, casting is the process that uses a mold to pour molten metal in. There are times when there’s no need for a machine to do a casting.
Hardness
Hard metal is not susceptible to deforming. You can use the Rockwell or Brinell scale to measure the hardness of a metal. To add, you can test the hardness by putting an indenter to the test material. There is a specific weight load for this procedure.
Yield Strength
The tensile test is used to measure the yield strength. It’s for the comparison of metal material conditions as well as the different kinds of metals. You can do the procedure by using a shaft or a cylindrical rod. The opposite ends must then be pulled using a hydraulic machine. Two marks are put on the shaft and as the process happen, these marks will be pulled further apart.
The machinability of metal is determined through the factors above. There are still several properties that makeup metal like elasticity, thermal expansion, and thermal conductivity. You must consider these first before working with metals. Doing so allows you to work effectively, resulting in less waste and repetitions.
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https://www.maketheirday.com/what-properties-affect-metal-machineability/
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What is MIM?
How does the MIM process work?
PVD Coating
Ceramic Injection Molding(CIM)
Common defects in MIM
Powder Metallurgy
FAQs
1.
What is MIM technology?
MIM (Metal Injection Molding) is a manufacturing technology that combines the shape making complexity of Plastic Injection Molding with the material flexibility of Powder Metallurgy.
2.
How does the MIM process work?
Fine metal powders are combined with thermoplastic and wax binders to form a feedstock. When heated, the feedstock becomes a viscous slurry which is then injected under high pressure into an engineered mold to form the desired shape component. Upon cooling, the part is ejected from the mold and then subjected to a process (called “debinding”) to remove binder constituents. The final step (sintering) subjects the part to high temperature in a controlled atmosphere to fuse the metal powders together into a near fully dense solid.
3.
Is the metal melted during the molding process?
No, only the binders are melted allowing the powders to flow like a plastic material. Upon cooling the binders solidify giving the part strength for handling. The part must be subsequently sintered to high density to achieve the required mechanical properties.
4.
How does MIM differ from the Conventional PM process?
Conventional PM uses high, uniaxially applied pressure to coarse metal powders in a die set to produce moderately complex components. Typically, no further densification is gained during the sintering process. Densities achieved by this method are typically in the range of 80-90% of theoretical which limit the physical properties that can be achieved for the given alloy. MIM products are not limited in shape complexity due to the flexibility of the injection molding process. The fine metal powders used - combine with higher sintering temperatures to allow MIM to achieve near full density in the final article. This allows MIM products to have similar properties as wrought materials.
5.
Does the part shrink during removal of binders?
No, the part will not change size in the debinding phase of the process. However, since sintering achieves near full density of the powders, the part will undergo a size change of up to 20%.
6.
What will be the density and strength of the MIM parts?
Typical MIM densities achieved are ≤ 96% of theoretical. Properties vary depending upon the alloy chosen however they will be similar to wrought material.
7.
Why should I use MIM?
MIM excels in producing small, highly complex parts that are difficult or cost prohibitive to produce with conventional technologies such as machining or casting.
8.
What materials can be manufactured?
Almost all kinds of metal alloy can be used in the MIM process. Typical alloys include high strength steels, stainless steels plus Ni and Co super alloys. Other materials processed include refractory metals, titanium and copper alloys. Low melting point alloys like brass, bronze, zinc and aluminum are possible but not usually economically viable by the MIM process. Check the Jiangsu Tech materials selection chart for the full range of MIM materials processed.
9 What is the best way to realize the benefits of MIM?
The best way to realize the full benefits of MIM is to apply the technology early in the design phase in your product development cycle. Jiangsu Tech will assist you in the application of MIM whether it is a new component or a conversion from an existing metal forming technology.
10.
What is the lead-time required for MIM?
Typical lead-time for tool building and sample submission is 8-10 weeks. However, shorter lead-times are possible depending upon the specific project requirements.
11.
What is the typical annual quantity in MIM?
Generally, production volumes will need to be in excess of 20K pieces annually for a typical product. However, Jiangsu Tech will consider any annual production volume that will be economical viable for the customer.
12.
Is there a rule for defining complexity?
There is nothing right or wrong here. As a thumb rule, if a drawing has more than 20 dimensions – it may be a good part for MIM.
13.
Are there any limitations in MIM?
As with any technology, MIM has limitations. Product weight is limited to a maximum weight of about 240 grams (although economics generally push the weight limit to no more than 50 grams). Certain geometrical features can also present a problem (like extremely thin or thick cross sections). Jiangsu Tech will advise the best design options to suit your requirements.
14.
What kind of tolerances can MIM achieve?
Typical MIM tolerances range from ± 0.3% to 0.5% of the dimension. However, tolerances are highly dependent upon product geometry. Tolerances beyond what MIM is capable of are achieved by post machining operations. Jiangsu Tech will help you with this analysis and can provide a full range of in-house machining options to supply a product that meets you requirements.
15.
What kind of equipment is used in the MIM process?
MIM technology typically uses off the shelf machinery with proprietary enhancements. Jiangsu Tech uses state-of-the-art machinery with the latest controls for maintaining superior process output. Jiangsu Tech has built a strategic relationship with many of its US and European equipment suppliers to customize their machinery to our specific requirements.
16.
Can MIM parts be heat treated or plated?
Yes, MIM parts can be heat treated & plated as done on a conventional machined, cast or forged product. Jiangsu Tech maintains in-house heat-treating and plating facilities to supply fully finished components.
Copyright © Jiangsu Tech. All Rights Reserved.
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http://www.mimwork.com/resources/RAQs.html
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- Basic and performance of composite board
Composite boards generally use hard materials as the surface layer and low-density materials as the core. The former is used to improve the strength, and the latter is used to increase the thickness and stiffness of the board, which also has the performance of thermal insulation. The surface layer of hard material can be engineering plastic or metal material, and the core layer is generally light material.
(1) Performance comparison and stiffness calculation method of composite plate structure. Figure 1.12 lists the performance comparison and stiffness calculation formula of several composite plates. It can be seen from the figure that the rigidity of the three-layer composite plate is much higher than that of the solid material under the same plate weight. The figure also lists the stiffness calculation formula of the three-layer composite plate and the quality of different combinations of aluminum plastic plate and aluminum alloy, stainless steel and engineering plastic plate in different layer thickness combinations.
(2) Thickness and quality of aluminum Pt plastic aluminum composite plates of different combination series. See Figure 1.13 for the comparison of three combined aluminum-plastic plates and three solid materials. It can be seen from the figure that the weight reduction effect of composite plate is much better than that of solid material.
(3) Performance comparison of two kinds of composite plates. There are great differences in the properties of composite plates with different material combinations and thickness combinations. See Figure 1.14 for the performance comparison. It can be seen from the figure that the performance of aluminum-plastic plate is greatly improved than that of plastic plate in all aspects. Each thickness combination is different, and the performance is also different. Therefore, when selecting composite plate, we must fully understand the material combination of composite plate and the performance of the plate with thickness combination. In addition to mechanical properties, the composite board also has heat preservation, heat insulation and corrosion resistance. When there are special requirements, the composite board should also have fire prevention and other special properties.
(4) Stiffness of composite plate. In the design and use of structures, in addition to the strength requirements, more attention is often paid to the stiffness requirements. The advantage of composite plate also lies in improving the stiffness of the material. See Figure 1.15 for the calculation method and example of the stiffness of composite plate and the comparison with the stiffness of equal mass solid metal plate. Due to the increase of TC, the bending stiffness and shear stiffness are greatly increased. For example, TC is increased from 10mm to 30mm, the bending stiffness is increased to 8 times, and the shear stiffness is increased to nearly 3 times. If it is a closed central control profile, its torsional stiffness will also be greatly increased.
- Aluminum plastic composite plate
(1) Structure and application of aluminum plastic plate. The plate with aluminum plastic core is called aluminum plastic composite plate, as shown in Figure 1.16. Goods are available on the market. The structure of aluminum-plastic plate is a new material made of aluminum plate with surface oxidation treatment and coating baking paint as the surface, polyethylene and polypropylene plastic as the core layer, and processed and compounded through a series of processes. It can be widely used in various architectural decorations. In developed countries, aluminum-plastic plate is also used as sound insulation materials for automobile and train body manufacturing, aircraft and ships.
(2) Characteristics of aluminum plastic plate materials. The material characteristics of aluminum plastic plate are ① economy. It has high cost performance and good self-cleaning. It can be cleaned with detergent and water. After cleaning, the plate will be as new as ever. ② Durability. Fluorocarbon coated aluminum-plastic plate has the characteristics of durability, weather resistance, high temperature resistance, wear resistance, pollution resistance and so on. ③ Light weight. Aluminum plastic plate is made of aluminum alloy and high-quality plastic, which is much lighter than other decorative materials, reducing the burden of material quality, convenient construction and short construction period. ④ Workability. Easy to cut, cut, gouge, bend into arc angle and other shapes, and can design and make products of various shapes. ⑤ Fire resistance. The outer aluminum box of the aluminum-plastic plate can protect the polyethylene core material and has a certain heat insulation and flame retardant function. ⑥ Environmental protection. The surface layer will not change and will not pollute the environment. ⑦ High strength. The use of high-quality surface aluminum has high strength, which greatly improves the strength of aluminum-plastic plate, with compression resistance, vibration resistance, leakage resistance, lightning protection and impact resistance. ③ Flat and colorful. The flat surface and various colors can meet the designer’s high-quality design and achieve perfect decorative effect.
(3) Typical products of aluminum plastic plate. Its main technical parameters are shown in Figure 1.17. The surface coating is fluorocarbon resin (PVDF), polyester resin (PET) and other imitation marble and imitation wood grain surfaces; The fireproof and flame-retardant core material is high-pressure low-density polyethylene (PE), and special size, color and specification can be customized according to customer needs. It can be seen from the performance parameters and characteristics in the figure that the aluminum-plastic plate can be applied in many aspects, which is light, cheap, good in quality, easy to process and easy to clean.
(4) Application and promotion of multilayer composite board. Aluminum plastic panels are not only used in building walls, but also in car body skins, tables, chairs and furniture. In this way, multi-layer composite panels can play an important role in vehicle lightweight and cost reduction.
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https://www.walnutsolarcar.com/performance-and-application-of-aluminum-plastic-composite-platen.html
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A die is a specialized tool used in manufacturing industries to cut or shape material mostly using a press. Like molds, dies are generally customized to the item they are used to create. Products made with dies range from simple paper clips to complex pieces used in advanced technology.
The term hardened steel is often used for a medium or high carbon steel that has been given heat treatment and then quenching followed by tempering. The quenching results in the formation of metastable martensite, the fraction of which is reduced to the desired amount during tempering. This is the most common state for finished articles such as tools and machine parts. In contrast, the same steel composition in annealed state is softer, as required for forming and machining.
Wire drawing is a metalworking process used to reduce the cross-section of a wire by pulling the wire through a single, or series of, drawing die(s). There are many applications for wire drawing, including electrical wiring, cables, tension-loaded structural components, springs, paper clips, spokes for wheels, and stringed musical instruments. Although similar in process, drawing is different from extrusion, because in drawing the wire is pulled, rather than pushed, through the die. Drawing is usually performed at room temperature, thus classified as a cold working process, but it may be performed at elevated temperatures for large wires to reduce forces.
With a mandrel, a draw plate can be used to draw tubes of metal. Plates are available in many different sizes and shapes for drawing different shapes of wire, including round, square, oval, half-round and hexagonal. The plate has rows of holes drilled through it which are slightly wider at the back.
A mandrel is one of the following:
When drawing, the plate is held securely in a vise or other fixture. Annealed wire is filed at one end to give it an initial taper. The tapered end is inserted into a hole with a final diameter just smaller than its current width. Special pliers, called draw tongs are used to hold the tip of the wire and pull it through, sometimes with the aid of grease or wax as a lubricant. Small diameter wire may be drawn manually, while very thick wire may require a drawing bench with a crank. Often, a wire can be drawn three times in a row before it needs to be re-annealed. This must be done because drawing wire work-hardens it, which causes the wire to become brittle. Brittle wire that has not been annealed may snap during the drawing process (or develop microscopic or macroscopic cracks, which may weaken the piece or "grow" with further working).
Annealing, in metallurgy and materials science, is a heat treatment that alters the physical and sometimes chemical properties of a material to increase its ductility and reduce its hardness, making it more workable. It involves heating a material above its recrystallization temperature, maintaining a suitable temperature for a suitable amount of time, and then cooling.
Pliers are a hand tool used to hold objects firmly, possibly developed from tongs used to handle hot metal in Bronze Age Europe. They are also useful for bending and compressing a wide range of materials. Generally, pliers consist of a pair of metal first-class levers joined at a fulcrum positioned closer to one end of the levers, creating short jaws on one side of the fulcrum, and longer handles on the other side. This arrangement creates a mechanical advantage, allowing the force of the hand's grip to be amplified and focused on an object with precision. The jaws can also be used to manipulate objects too small or unwieldy to be manipulated with the fingers.
Tongs are a type of tool used to grip and lift objects instead of holding them directly with hands. There are many forms of tongs adapted to their specific use. Some are merely large pincers or nippers, but most fall into these few classes:
Draw plates reduce the thickness of wire by reshaping the metal; increasing length while decreasing diameter. As such, a piece of wire will become considerably lengthened during the drawing process.
Electrical discharge machining (EDM), also known as spark machining, spark eroding, burning, die sinking, wire burning or wire erosion, is a manufacturing process whereby a desired shape is obtained by using electrical discharges (sparks). Material is removed from the work piece by a series of rapidly recurring current discharges between two electrodes, separated by a dielectric liquid and subject to an electric voltage. One of the electrodes is called the tool-electrode, or simply the "tool" or "electrode," while the other is called the workpiece-electrode, or "work piece." The process depends upon the tool and work piece not making actual contact.
A blacksmith is a metalsmith who creates objects from wrought iron or steel by forging the metal, using tools to hammer, bend, and cut. Blacksmiths produce objects such as gates, grilles, railings, light fixtures, furniture, sculpture, tools, agricultural implements, decorative and religious items, cooking utensils and weapons.
Forging is a manufacturing process involving the shaping of metal using localized compressive forces. The blows are delivered with a hammer or a die. Forging is often classified according to the temperature at which it is performed: cold forging, warm forging, or hot forging. For the latter two, the metal is heated, usually in a forge. Forged parts can range in weight from less than a kilogram to hundreds of metric tons. Forging has been done by smiths for millennia; the traditional products were kitchenware, hardware, hand tools, edged weapons, cymbals, and jewellery. Since the Industrial Revolution, forged parts are widely used in mechanisms and machines wherever a component requires high strength; such forgings usually require further processing to achieve a finished part. Today, forging is a major worldwide industry.
A grommet is a ring or edge strip inserted into a hole through thin material, typically a sheet of textile fabric, sheet metal or composite of carbon fiber, wood or honeycomb. Grommets are generally flared or collared on each side to keep them in place, and are often made of metal, plastic, or rubber. They may be used to prevent tearing or abrasion of the pierced material or protection from abrasion of the insulation on the wire, cable, line being routed through the penetration, and to cover sharp edges of the piercing, or all of the above.
Drill bits are cutting tools used to remove material to create holes, almost always of circular cross-section. Drill bits come in many sizes and shapes and can create different kinds of holes in many different materials. In order to create holes drill bits are usually attached to a drill, which powers them to cut through the workpiece, typically by rotation. The drill will grasp the upper end of a bit called the shank in the chuck.
A reamer is a type of rotary cutting tool used in metalworking. Precision reamers are designed to enlarge the size of a previously formed hole by a small amount but with a high degree of accuracy to leave smooth sides. There are also non-precision reamers which are used for more basic enlargement of holes or for removing burrs. The process of enlarging the hole is called reaming. There are many different types of reamer and they may be designed for use as a hand tool or in a machine tool, such as a milling machine or drill press.
Swaging is a forging process in which the dimensions of an item are altered using dies into which the item is forced. Swaging is usually a cold working process, but also may be hot worked.
Sheet metal is metal formed by an industrial process into thin, flat pieces. Sheet metal is one of the fundamental forms used in metalworking and it can be cut and bent into a variety of shapes. Countless everyday objects are fabricated from sheet metal. Thicknesses can vary significantly; extremely thin sheets are considered foil or leaf, and pieces thicker than 6 mm (0.25 in) are considered plate steel or "structural steel."
Work hardening, also known as strain hardening, is the strengthening of a metal or polymer by plastic deformation. This strengthening occurs because of dislocation movements and dislocation generation within the crystal structure of the material. Many non-brittle metals with a reasonably high melting point as well as several polymers can be strengthened in this fashion. Alloys not amenable to heat treatment, including low-carbon steel, are often work-hardened. Some materials cannot be work-hardened at low temperatures, such as indium, however others can only be strengthened via work hardening, such as pure copper and aluminum.
Drawing is a metalworking process which uses tensile forces to stretch metal or glass. As the metal is drawn (pulled), it stretches thinner, into a desired shape and thickness. Drawing is classified in two types: sheet metal drawing and wire, bar, and tube drawing. The specific definition for sheet metal drawing is that it involves plastic deformation over a curved axis. For wire, bar, and tube drawing the starting stock is drawn through a die to reduce its diameter and increase its length. Drawing is usually done at room temperature, thus classified a cold working process, however it may be performed at elevated temperatures to hot work large wires, rods or hollow sections in order to reduce forces.
In machining, boring is the process of enlarging a hole that has already been drilled by means of a single-point cutting tool, such as in boring a gun barrel or an engine cylinder. Boring is used to achieve greater accuracy of the diameter of a hole, and can be used to cut a tapered hole. Boring can be viewed as the internal-diameter counterpart to turning, which cuts external diameters.
The English wheel, in Britain also known as a wheeling machine, is a metalworking tool that enables a craftsperson to form compound curves from flat sheets of metal such as aluminium or steel.
A jewelry wire is wire, usually copper, brass, nickel, aluminium, silver, or gold, used in jewelry making.
Deep drawing is a sheet metal forming process in which a sheet metal blank is radially drawn into a forming die by the mechanical action of a punch. It is thus a shape transformation process with material retention. The process is considered "deep" drawing when the depth of the drawn part exceeds its diameter. This is achieved by redrawing the part through a series of dies. The flange region experiences a radial drawing stress and a tangential compressive stress due to the material retention property. These compressive stresses result in flange wrinkles. Wrinkles can be prevented by using a blank holder, the function of which is to facilitate controlled material flow into the die radius.
Tube bending is the umbrella term for metal forming processes used to permanently form pipes or tubing. One must differentiate between form-bound and freeform-bending procedures, as well as between heat supported and cold forming procedures.
A die in polymer processing is a metal restrictor or channel capable of providing a constant cross sectional profile to a stream of liquid polymer. This allows for continuous processing of shapes such as sheets, films, pipes, rods, and other more complex profiles. This is a continuous process, allowing for constant production, as opposed to a sequential (non-constant) process such as injection molding.
Rule based DFM analysis for forging. Forging is the controlled deformation of metal into a specific shape by compressive forces. The forging process goes back to 8000 B.C. and evolved from the manual art of simple blacksmithing. Then as now, a series of compressive hammer blows performs the shaping or forging of the part. Modern forging uses machine driven impact hammers or presses which deform the work-piece by controlled pressure.
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https://wikimili.com/en/Draw_plate
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Sheet metal fabrication can be a complex process depending on the item being produced. From cutting, to assembling, and beyond there are a number of techniques that can be used to achieve a desired part. Below you’ll find a list of some of the most common techniques that happen during the fabrication process, and how it can benefit the finished product.
Assembling during the sheet metal fabrication process occurs when parts are fused together. This process is often completed by a welder who will bind the pieces with adhesive. This process can be completed by either a machine or human.
Cutting is an important part of the fabrication process as it sizes the item. Cutting the metal is often done by using a saw, shears, chisel or torch. These types of utensils are typically operated by hand which can turn into quite a labour-intensive process.
For more intricate cuts, controlled cutters can be used. These types of cutters are operated by a highly accurate machine that can use a laser, torch or water. These types of cutters are ideal for intricate work that may be too delicate to complete by hand.
Bending is another process during fabrication that can be highly labor intensive and strenuous. This process is deigned to move the metal into its correct position. This process can be done by hand or with the help of a machine. If it is completed by hand, the individual will typically use a hammering device.
Manual bending can result in errors in the bend and be hard on person hammering the metal. To resolve these issues, many companies are turning to electric bending devices. These devices are highly accurate and can easily manipulate the steel into position.
Blanking is another technique used to cut the sheet metal into position. Unlike cutting (which involves sawing the item in half), blanking is used to remove a single part of the metal. The desired part that is cut out is kept to continue down the line of production and the remaining metal is discarded.
If an item in production needs holes or shapes imbedded into it, the process is referred to as punching. Punching is typically completed with the assistance of a machine. This device will intricately trace a shape or hole into the metal sheet.
Stamping is a similar process to punching but produces drastically different results. That’s because, stamping is used to create consecutive holes or bends in the metal. This differs from punching which is ideal for a single cut, whereas stamping is perfect for metal that requires a large number of cuts.
Just like the techniques mentioned above, fastening is another process that can be used in the fabricating process of sheet metal. This particular technique uses parts that cinch items together. This can include such items as spacers, studs or nuts to hold the parts in place.
Galvanizing is an imperative part of the fabrication process as it drastically increases the lifespan of the produced item. Galvanizing is done to protect the metal by applying a protective coating to it. This coating is often made of zinc which can prevent rusting from occurring to the metal.
Tucking can be a labor-intensive process during production. That’s because, tucking is done by hammering pieces of metal together. This is done to fuse the two pieces into one which will shrink the metal’s surface.
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http://www.thebottomsupblog.com/9-types-sheet-metal-fabrication-methods/
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An aircraft must ascend to heights by defying gravity and sustain the tiring task of cruise – naturally, it is weight-sensitive. Anyone who has climbed a hill knows about this experience, especially if one has to carry baggage. An inanimate aircraft is no exception; its performance suffers by carrying unnecessary mass (i. e., weight). At the conceptual design stage, aircraft designers have a daunting task of creating a structure not only at a low weight but also at a low cost, without sacrificing safety. Engineers also must be accurate in weight estimation, well ahead of manufacture. This chapter presents a formal method to predict an aircraft and its component mass (i. e., weight), which results in locating the CG during the conceptual design phase. The aircraft inertia estimation is not within the scope of this book.
In the past, aircraft weight was expressed in FPS units in pound (lb) weight in the United Kingdom and the United States. With the use of kg as mass in SI, the unit for weight is a Newton, which is calculated as the mass multiplied by gravitational acceleration (9.81 m/s2). This book uses both the FPS and SI systems; this chapter addresses mass in SI and weight in FPS, sometimes interchangeably.
Material strength contributes to structural integrity. As stated previously, aircraft conceptual designers must have broad-based knowledge in all aspects of technology; in this case, they must have a sound knowledge in material properties (e. g., strength-to-weight and strength-to-cost ratios). Higher strength-to-weight and strength-to-cost ratios are the desired qualities, but they act in opposition. Higher strength-to-weight-ratio material is more expensive, and designers must stay current about materials technology to choose the best compromises.
In the early days, designers had no choice but to use the best quality wood for aircraft construction material. Today, it is not a viable option for the type of load encountered and it also poses an environmental issue. Fortunately, the advent of duralumin (i. e., an aluminum alloy) in the 1930s resolved the problem, providing a considerably higher strength-to-weight ratio than wood. Having a mass-produced aluminum alloy also offers a lower material cost-to-strength ratio. Wood is easier to work with, having a low manufacturing infrastructure suitable for homebuilt aircraft, but other civil and military aircraft use predominantly metal alloys and
composites. The last two decades have seen a growing use of composite material, and more exotic metal alloys offer still better strength-to-weight ratios.
Composites are basically fabric and resin bonded together, generally formed to shape in moulds. The manufacturing process associated with composites is yet to achieve the quality and consistency of metal; hence, at this point, the certifying authorities are compelled to apply reduced values of stress levels to allow for damage tolerance and environmental issues, as well as to keep the factor of safety at
1.5 (see Section 5.6). The manufacturing process also plays a role in deciding the allowable stress level. These considerations can erode the benefits of weight savings. Research on new material, whether metal alloys (e. g., lithium-aluminum and beryllium alloy) or composites (e. g., fabric and resin) or their hybrid is an area where there is potential to reduce aircraft weight and cost. New materials are still relatively expensive, and they are steadily improving in both strength and lower costs.
8.1.1 What Is to Be Learned?
This chapter covers the following topics:
Aircraft mass, component mass, and CG position Parameters that act as drivers for aircraft mass Aircraft mass breakdown sequence Desirable CG location relative to aircraft Aircraft mass decomposed into component groups Aircraft component mass estimation methods Civil aircraft rapid mass estimation method Civil aircraft graphical mass estimation method Civil aircraft semi-empirical mass estimation method Bizjet example
Methodology to establish aircraft CG with Bizjet example Military aircraft rapid mass estimation method Military aircraft graphical method for mass estimation Military aircraft semi-empirical mass estimation method AJT and CAS examples (military aircraft)
Methodology to locate aircraft CG with AJT and CAS examples
8.1.2 Coursework Content
The coursework task continues linearly with the examples worked out thus far. Readers must now estimate aircraft-component mass, which gives the aircraft mass and its CG location. This is an important aspect of aircraft design because it determines aircraft performance, stability, and control behavior.
Experience in the industry has shown that weight can only grow. Aircraft performance is extremely sensitive to weight because it must defy gravity. Aerodynam – icists want the least weight, whereas stress engineers want the component to be strong so that it will not fail and have the tendency to beef up a structure. The structure must go through ground tests when revisions may be required. It is easy to omit an item (there are thousands) in weights estimation. Most aeronautical companies
have a special division to manage weights – weights-control engineers – a difficult task to perform.
8.2 Introduction
Because aircraft performance and stability depends on aircraft weight and the CG location, the aircraft weight and its CG position are paramount in configuring an aircraft. The success of a new aircraft design depends considerably on how accurately its weight (mass) is estimated. A pessimistic prediction masks product superiority and an optimistic estimation compromises structural integrity.
Once an aircraft is manufactured, the component weights can be easily determined by actual weighing. The aircraft CG then can be accurately determined. However, the problem in predicting weight and the CG is at the conceptual design stage, before the aircraft is built. When the first prototype is built, the weights engineers have the opportunity to verify the predictions – typically, a 4-year wait! Many of the discrepancies result from design changes; therefore, weights engineers must be kept informed in order to revise their estimations. It is a continuous process as long as the product is well supported after the design is completed.
Mass is the product of the solid volume and average density. For an aircraft component (e. g., wing assembled from a multitude of parts and fasteners), it is a laborious process to compute volumes of all those odd-shaped parts. In fact, the difficulty is that the mass prediction of complex components is not easily amenable to theoretical derivations. The typical approach to estimate weights at the conceptual design stage is to use semi-empirical relationships based on theory and statistical data of previously manufactured component masses. (A 3-D CAD model of parts provide the volume but may not be available in the early stages of conceptual design.)
The mass of each component depends on its load-bearing characteristics, which in turn depend on the operational envelope (i. e., the V-n diagram). Each manufacturer has a methodology developed over time from the statistics of past products combined with the physical laws regarding mass required for the geometry to sustain the load in question. These semi-empirical relations are proprietary information and are not available in the public domain. All manufacturers have developed mass-prediction relationships yielding satisfactory results (e. g., an accuracy of less than ±3% for the type of technology used). The semi-empirical relations of various origins indicate similarity in the physical laws but differ in associated coefficients and indices to suit their application domain (e. g., military or civil, metal or nonmetal, and level of desired accuracy). Nowadays, computers are used to predict weight through solid modeling – this is already in conjunction with semi-empirical relations. The industry uses more complex forms with involved and intricate manipulations that are not easy to work with in a classroom.
The fact is that no matter how complex academia may propose semi-empirical relations to improve accuracy in predicting component mass, it may fall short in supplanting the relationship available in the industry based on actual data. Of necessity, the industry must keep its findings “commercial in confidence.” At best, the industry may interact with academia for mutual benefit. An early publication by Toren – beek with his semi-empirical relations is still widely used in academic circles. Roskam presented three methods (i. e., Torenbeek, Cessna, and U. S. Datcom)
that clearly demonstrate the difficulty in predicting mass. Roskam’s book presents updated semi-empirical relations, corroborated with civil aircraft data showing satisfactory agreement (this may be useful to homebuilt aircraft designers). The equations are not complex – complexity does not serve the purpose of coursework. Readers will have to use industrial formulae when they join a company. This chapter explains the reasons associated with formulating the relationships to ensure that readers understand the semi-empirical relations used in the industry.
The author recommends the Society of Allied Weights Engineers (SAWE) (U. S.) as a good source for obtaining semi-empirical relations in the public domain. Some of the relations presented herein are taken from SAWE, Torenbeek, Sechler, Roskam, Niu, and Jenkinson ( through ). Some of the equations are modified by the author. It is recommended that readers collect as much component weights data as possible from various manufacturers (both civil and military) to check and modify the correlation and to improvise if necessary.
Revision of mass (i. e., weight) data is a continuous process. In each project phase, the weight-estimation method is refined for better accuracy. During the conceptual design phase, semi-empirical relations based on statistical data are used; in subsequent phases, more detailed analytical and statistical methods are used. CAD solid models offer accurate geometric representations to improve volume prediction. Actual mass is known when components are manufactured, providing an opportunity to assess the mass-prediction methodology. The unavoidable tendency is that aircraft weight grows over time primarily due to modifications (e. g., reinforcements and additions of new components per user requirements). Although strengthtesting of major aircraft components is a mandatory regulatory requirement before the first flight, structural-fatigue testing continues after many aircraft are already in operation. By the time results are known, it may not prove cost-effective to lighten an overdesigned structural member until a major retrofit upgrading is implemented at a later date.
The importance of the Six Sigma approach to make a design right the first time is significant to weights engineers. Many projects have suffered because of prototypes that were heavier than prediction or even experienced component failure in operation resulting in weight growth. The importance of weight prediction should not be underestimated due to not having an analytical approach involving high-level mathematical complexity, as in the case of aerodynamics. Correct weight estimation and its control are vital to aircraft design. One cannot fault stress engineers for their conservatism in ensuring structural integrity – lives depend on it. Weight-control engineers check for discrepancies throughout project development.
Mass prediction methodology starts with component weight estimation categorized into established groups, as described in Section 8.6. The methodology culminates in overall aircraft weight and locating the CG and its range of variation that can occur in operation. Estimations of aircraft inertia are required to assess dynamic behavior in response to control input but then are not needed until completion of the conceptual design study – hence, inertia is not addressed in this book. Iteration of the aircraft configuration is required after the CG is located because it is unlikely to coincide with the position guesstimated from statistics in Chapters 6 and 7. A spreadsheet is recommended for calculations.
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http://heli-air.net/2016/02/15/aircraft-weight-and-center-of-gravity-estimation/
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When manufacturing mold parts, heat treatment processes are usually used to achieve the required hardness and strength. The metal heat treatment process is to change the surface or internal structure of the material and obtain the required performance by means of heating, heat preservation, and cooling in the solid-state of the metal material.
However, in actual operation, failures are often caused by small details that are not worth mentioning rather than technical key problems, nor are they caused by errors in the specific application of the typical theories mentioned in the books. Lessons should be learned and cautioned. Today I have sorted out some minefields in the heat treatment process for you, as follows:
Hardened parts that require higher hardness and larger dimensions cannot be made of carbon steel
The achievable hardness of the surface of the part after quenching depends on the hardenability of the steel, the section size, and the quenching agent. When other conditions are constant, as the size of the part increases, its surface hardness decreases after quenching. Therefore, the effect of quenching hardness and size must be considered when designing and selecting the material of quenched parts.
For carbon steel, due to its poor hardenability, its quenching hardness and size effect are more obvious. When the designed part cross-section size is larger than the critical quenched diameter of the selected steel, the predetermined hardness requirement cannot be reached. Therefore, alloy steel with better hardenability should be used for this kind of workpiece.
The mechanical property data of the materials listed in the manual cannot be simply applied in the mechanical design
The number of mechanical properties listed in various manuals is generally based on data obtained by testing small-sized specimens that can be hardened. Therefore, when using these data, attention must be paid to the influence of the size effect on the mechanical properties.
When the diameter (thickness) of the part is similar to the critical hardening diameter of the material, the data in the manual can be used as the basis for design and material selection. When the size of the part is larger than the critical diameter of the material, the mechanical properties of the steel will decrease as the section size increases (this phenomenon is called the size effect), especially for steel with low hardenability, the size effect is particularly obvious.
Hardened parts with complex shapes cannot be selected from steel with large deformation
For workpieces with complex shapes, due to the effect of thermal stress and structural stress during quenching, large internal stresses will be generated inside the workpiece, which will cause the workpiece to deform or even crack and be scrapped.
To eliminate the side effects produced during quenching, we must try to reduce the quenching cooling rate. To be able to harden at a lower cooling rate, steel grades with good hardenability and small deformation must be selected.
In the quenching oil tank, water should be strictly prevented from entering
Oil is a commonly used quenching agent for some small-section alloy steels. However, if water is unintentionally brought into ordinary quenching oil and the oil is not water-soluble, the oil will emulsify with water to form an emulsion. The cooling capacity of this medium is comparable to Poor oil. If the oil is a non-emulsified liquid, water and oil layered exist, and the water is located at the bottom of the oil tank, which may cause quenching deformation and cracking of the workpiece during quenching. If the water layer is thick, the rapidly vaporized water during quenching may cause an explosion.
Sometimes it is unavoidable to use water and oil double medium quenching, which should be managed in place and separated regularly.
The design and manufacture of quenching fixtures cannot be manufactured without principle
In order to ensure that the quenched workpiece can be reasonably heated and immersed in the quenching agent in the correct way to improve production efficiency, it is often necessary to design and manufacture some fixtures in production. The quality of the quenching fixture design has a great relationship with the quality of the product, so the quality of the quenching fixture Design and manufacturing cannot be carried out at will, and the following requirements must be met:
1) Fixtures and hangers that cannot withstand the load given by the workpiece during red heat, and the deformation of the fixture during heating and cooling prevents the free extension of the workpiece;
- The size and weight of the fixture are too large or too heavy to be used;
- Fixtures that affect the cooling of the workpiece in structure should not be used;
- High-carbon steel should not be used as the material of the fixture, and low-carbon steel is best because high-carbon steel is difficult to weld and easy to break from the fracture, which affects quenching. High-carbon steel is easy to oxidize and decarburize, and breaks due to repeated hardening during repeated flashing, and has a short service life.
The surface medium-frequency and high-frequency induction hardened workpieces must undergo preliminary heat treatment
The workpiece is quenched by medium-frequency induction heating equipment and high-frequency induction heating equipment and has a higher surface hardness, higher strength, and higher fatigue strength than ordinary quenched ones. These superior performances are mainly due to the fact that high and intermediate frequency heating is a kind of rapid heating without heat preservation. This heating condition causes uneven austenite composition, refinement of austenite grains and substructures, and in the hardened layer after quenching The martensite needles are extremely small, and the carbides have a high degree of dispersion.
These superior organizations and excellent performance can only be obtained under the small original organization. If there are large pieces of free ferrite in the original structure, the thickness of the hardened layer will be uneven after quenching, which will affect the uniformity of the hardness of the hardened layer, reducing the performance of the hardened layer, or appear soft spots after quenching. Therefore, the high and medium frequency quenched parts should be normalized or quenched and tempered before quenching to obtain a fine and uniform structure.
The distance between gas carburizing workpieces should not be too small
Gas carburizing uses a fan to make the atmosphere intensively circulate in the furnace to achieve a uniform atmosphere in the furnace. In order to achieve the purpose of good circulation of furnace gas in the carburizing tank, the distance between the workpieces should not be too small. Especially for some small cementite, not only the workpieces cannot be in contact with each other when the furnace is installed, but also the spacing cannot be made too small, otherwise it will make the furnace atmosphere difficult to circulate. The atmosphere in the furnace is uneven and even causes a dead angle in the furnace part, resulting in poor carburization. Under normal circumstances, the gap between the workpieces should be 5-10mm.
The quenched repair parts of high carbon and high alloy steel should not be quenched directly
High-carbon high-alloy steel has a low Ms point and a large quenching specific volume. Therefore, the quenched part has large internal stress. If it is directly re-quenched, it is easy to deform and crack. Therefore, an annealing treatment must be performed before re-quenching to eliminate its internal stress.
High-alloy molds with high-temperature quenching cannot be used for a long time tempering instead of multiple tempering
High-alloy molds that are quenched at high temperatures need to be tempered multiple times, such as hot forging dies made of 3Cr2W8 steel that needs to be tempered more than twice. This is because these high-temperature quenched high-alloy workpieces have more retained austenite in the structure after quenching. The purpose of multiple tempering is to complete the transformation of retained austenite to martensite during tempering and cooling so that the retained austenite The transformed martensite is then transformed into tempered martensite.
It is difficult to achieve the above-mentioned structural transformation if long-term tempering is used. Insufficient tempering will result in insignificant secondary hardening, the poor dimensional stability of the workpiece, greater brittleness, and low service life.
High carbon steel with network carbides is not suitable for spheroidizing annealing
In order to reduce hardness and obtain better processing performance, high carbon steel is not prone to overheat, deformation, and cracking during quenching. Generally, spheroidizing annealing is adopted. But before the spheroidizing annealing, there should be no serious network carbides in the steel. If the network carbides exist, it will prevent the spheroidization from proceeding.
For high-carbon steel with a severe network carbide structure, normalizing treatment must be used before spheroidizing annealing to eliminate network carbides and then spheroidizing annealing.
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https://inductionheattreatment.com/matters-needing-attention-during-heat-treatment/
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Tempering is a heat treatment process that alters the mechanical properties (typically ductility and hardness) and relieves internal stresses of a steel. Tempering allows carbon trapped in a martensitic microstructure to disperse, and enables the internal stresses to be released from the steel that may have been created from prior operations.
The Tempering Process
Tempering is performed by elevating the steel to a set point below its lower critical temperature, typically following a hardening operation. Once this temperature is reached, it is held there for a specified amount of time. The exact temperature and time depend on several factors such as the type of steel and desired mechanical properties.
To get the steel to its critical temperature, some type of heating device must be used. Common devices include gas furnaces, electrical resistance furnaces, or induction furnaces. Often, this heating is done in a vacuum or with an inert gas to protect the steel from oxidation. Once the furnace achieves the desired temperature, a dwell time occurs. Following the dwell time, the furnace is shut off and the steel is allowed to cool at predetermined rate.
Why Is Steel Tempered?
Tempering steel after a hardening process allows for a middle ground of hardness and strength. This is achieved by allowing the carbon diffusion to occur within a steel microstructure. When steel is hardened, it can become excessively brittle and hard. However, when not hardened, the steel may not have the strength or abrasion resistance needed for its intended application. Tempering also improves the machinability and formability of a hardened steel, and can reduce the risk of the steel cracking or failing due to internal stresses.
When Is Tempering Used?
- Tempering is most commonly used following a quenching operation. Heating a carbon steel and rapidly quenching it can leave it too hard and brittle. Tempering it can restore some of its ductility.
- Tempering can reduce the hardness and relieve the stress of a welded component. Welds can create a localized zone that has been hardened due to the heat of the welding process. This can leave undesirable mechanical properties and residual stress that can promote hydrogen cracking. Tempering helps prevent this.
- Work hardened materials often require tempering. Materials can become work hardened through processes such as punching, bending, forming, drilling, or rolling. Work hardened materials have a high amount of residual stresses that can be alleviated through a tempering process.
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When you’re tasked with building a new industrial facility, you want everything to go smoothly and on schedule. Unfortunately, many construction projects go over budget and are behind schedule.
Steel fabrication is an essential part of any industrial construction project, and it should not be glossed over, especially if you want the project to go smoothly.
Here is a look at how the steel fabrication process works and why you should hire a professional.
What is the Process?
Using a variety of tools and methods, steel is usually formed into preset shapes throughout the fabrication process. This can be usually done for a variety of purposes, such as producing machines, artworks, or structural support.
The first step in fabrication is to select the type of steel that will use. There are a variety of steel alloys available, each with its own unique properties.
Once the type of steel has been selected, it will be cut to the desired length and width. The steel is then heated to a high temperature and formed into the desired shape. Finally, the steel is cooled and ready to use in its intended application.
Uses
Steel fabricators cut, bend, and weld steel to create metal products for various industries. A metal fabricator uses a variety of machines to cut, bend, and weld steel.
These machines include press brakes, shears, MIG and TIG welders, plasma cutters, and more. The fabricators typically work in factories or industrial settings. You can visit swensonwelding.net to learn more about metal fabrication.
Types of Steel Fabrication
Steel fabrication is the process of taking a steel alloy and molding it into the desired shape for use in construction or manufacturing. The most common forms of steel custom fabrication are welding, cold forming, and hot forming.
Welding
Welding is one of the most important techniques used in steel fabrication. Welding is the process of joining two pieces of metal together by melting them and applying pressure. Welding is usually used in creating strong, permanent joints between steel plates.
Bending
Bending is a process that changes the shape of a workpiece by deforming it along a linear axis. The degree to which the workpiece deforms determines the severity of the bend. Bending is often used to create curves and to shape metal into objects such as brackets, pipes, and tubes.
Cold Forming
Cold forming is one method of shaping steel. In cold forming, steel is pressed or drawn into the desired shape at a temperature below its recrystallization point. This is in contrast to hot forming, which is done at temperatures above the steel’s recrystallization point.
It can be usually used to create a variety of shapes, including complex conditions that would be difficult or impossible to create with hot forming.
Hot Forming
In hot forming, steel is heated above its recrystallization temperature, which is the temperature at which grain boundaries disappear and the metal becomes soft and pliable.
The steel is then worked, or shaped, while it is still hot. Once it has cooled, the steel will retain its new shape.
The Most Important Part Of the Steel Industry
The steel fabrication process is an interesting and complex one. There are many different steps involved in order to create a finished product.
The steel industry is a large and important one, and steel fabrication is a crucial part of that industry.
If you found this helpful and want to read more great content, check out our latest blog posts now!
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https://freesiteslike.com/blog/how-steel-fabrication-works/
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Spain's transition to a democratic model has been based on the recognition of territorial cultural diversity. Understood in this sense, "territorial cultural diversity" is far away from the concept of "cultural minorities".
Both the rapid influx of immigrants (since the 2000s until the start of the crisis that led to the transformation of the country) and the influx of Spaniards abroad due to the crisis are relatively recent phenomena, and these facts may help explain, to some extent, why a debate has yet to be held on cultural policies for minorities, although some aspects of integration are being touched upon regarding education, citizenship, customs, security, etc.
According to the Quarterly Report of the Permanent Immigration Observatory (Ministry for Employment and Social Security), on 30 June 2014, the number of foreign residents in Spain was 4 905 495, a decrease of 11% on the previous year. As regards the distribution by continent of origin, the largest group comprised those from the European Union member states (47.5%), followed by Africa (21.1%), Latin America (19.2%), Asia (7.7%), the rest of Europe (3.1%), North America (0.7%), AELC-EFTA (0.6%) and Oceania (0.0%). According to country of origin, the largest immigrant community was from Romania (940 252 persons), followed by Morocco (774 395), the UK (269 756), Italy (210 304), and Ecuador (203 654). In comparison to the previous year, there is an increase in immigrants from European countries, and a decrease in the Latin American communities.
The main aim of the government's immigration policy (currently implemented by the General Secretariat for Immigration and Emigration) is to derive the maximum benefit for society as a whole. The policy applies to all foreigners resident in Spain, regardless of their nationality. The Forum for the Social Integration of Immigrants, a collegial organisation attached to the former Ministry for Employment and Immigration, through the Secretary of State for Immigration and Emigration, was set up in 2006 to aid the integration of immigrants who reside legally in Spain. The Forum is the consulting, informing and advising entity for Spain's national government and, when appropriate, for the 17 autonomous regional and local governments in matters of the integration of immigrants. In 2009, the Organic Law 2/2009, which modifies the Organic Act 4/2000, on the rights and liberties of foreign nationals in Spain and their social integration, was approved, with the aim of emphasising the role of integration within the government's immigration policy. According to the European Community acquis on migration and international protection, the new Act sought to achieve a peaceful framework for the coexistence of identities and cultures. In this sense, the Act includes extensive references to the full integration of immigrants in Spanish society, within a framework for a fruitful coexistence of diverse identities and cultures limited only by respect for the Constitution and the Act. In April 2011, as a development of the aforementioned Act, the new Regulation on the rights and freedoms of foreigners in Spain was approved (Royal Decree 557/2011). Its main objectives include the regulation of labour migration flows and the strengthening of integration and social cohesion in a cultural diversity context. More recently, in 2012, the Spanish Monitoring Centre on Racism and Xenophobia was set up with functions of study and analysis, and with capacity to make proposals for action in the fight against racism and xenophobia and for the promotion of equal treatment.
The cross-sectional nature of immigration has meant that various ministries (education, labour, health and social services, etc.) have drawn up specific regulations and programmes for the access of these groups to education, employment, health and accommodation. Of these projects, the most important is the National Action Plan on Social Inclusion (2001-2003, 2003-2005, 2005-2006, 2006-2008 and 2008-2010). Arriving late and with an insufficient budget allocation given the situation of poverty and social vulnerability of the country, in December 2013, the government approved the National Action Plan on Social Inclusion 2013-2016. It is based on three pillars: inclusion through employment, guarantee of a system of economic benefits and basic public services, and fight against child poverty (which is considered for the first time and included as a transversal objective). Unlike the periods when previous plans were designed and implemented, at present, poverty and social exclusion in Spain affect very drastically children, foreign population (excluding those with European Union citizenship), unemployed and inactive people, adults with basic education, as well as the residents of some regionsin the South of Spain and in the cities of Ceuta and Melilla. The references to culture in the new plan are related to the access by the younger population, as well as to the promotion of integration and intercultural coexistence of the immigrant population.
With the general aim of promoting social cohesion, and been built with the maximum institutional and social participation, in September 2011, the government approved the Strategic Plan on Citizenship and Integration (2011-2014), which replaced the previous Plan which was adopted in 2007. Addressed to all the population, autochthonous and immigrants, the Plan recognises equal rights and duties for everyone, equality of opportunities, and respect for diversity. The Plan also wants to consolidate among immigrants a consciousness of belonging to the Spanish community. In that sense, the Plan is aimed to foster among immigrants greater understanding and respect for the common values of the European Union, the rights and duties of residents in Spain, the official languages used in different Communities and the social rules of Spanish society. In relation to the previous Plan, the new one considers new measures aimed at responding to new challenges such as how to manage diversity, to strengthen human capital and to ensure equal opportunities for guaranteeing social cohesion.
In the strictly cultural field, one of the projects undertaken by the government is the creation of the Roma Cultural Institute Foundation, a state-owned public sector foundation that is associated with the Ministry of Education, Culture and Sport. Its creation was authorised by a Council of Ministers held on 9 March 2007 to support the community of gypsies, which has maintained its own identity in Spain since its entrance in the XV century. At present, this community represents a 1.5% of the Spanish population. The main aim of the Institute is to contribute to harmonious relations between the various groups and cultures present in Spanish culture, paying special attention to equality of opportunity and to combating discrimination on grounds of gender or race. The Institute also supports the development and promotion of gypsy history, culture and language in all its manifestations, and contributes to its dissemination through research, publications and the organisation of academic and cultural events. From a more general perspective, the government approved a specific Plan for the development of the Roma community to be implemented during the period 2010-2012. The Plan included a series of actions to promote the social participation of the gypsy community, and the exercising of its rights and access to goods and services. In 2012, in accordance with European regulations, the government approved the Strategy for the Social Inclusion of the Gypsy Population in Spain 2012-2020, which includes the promotion of culture as a complementary line of action.
Another cultural project in this field is the Network of Spanish Jewish Quarters, a non-profit making public association with the goal of protecting all facets of Sephardic heritage in Spain. Its members promote cultural and academic projects, sharing their experiences and organising events in Spain and abroad, and designing policies of sustainable cultural tourism in their cities.
Beyond institutional initiatives, there are many actions that promote culture and artistic creation as an "instrument" for the social integration of immigrant communities and cultural minorities in Spain. They act as a "bridge" between these groups and the host population. Among their various objectives, the following are most important:
- intensifying the contacts between the associations and the NGOs: as carried out by the CEPAIM Foundation (Consortium of Organisations for Integral Action with Migrants);
- promoting reading among immigrants living in Spain: the writing contest around the topic Immigration, intercultural integration and peaceful coexistence within the framework of a general agreement signed by the CEPAIM Foundation and the Ministry of Education, Culture and Sport to promote reading among the immigrant population;
- increasing visibility through public celebrations and cultural events: the annual festival Murcia: three cultures (Arab, Jewish and Christian) organised by the Murcia City Council; Venagua, organised since 1991 by the Columbares Association in Beniajan (Murcia);
- increasing visibility through the media: the Columbares Association has run various film and TV projects;
- contributing to inclusive and intercultural education: the Columbares Association in Murcia organises the Diversity Educates project to promote diversity and mutual respect in the classroom and at home;
- raising the skills of the minority communities: the ETANE Association is a working group from Sub-Saharan Africa which, since 1989, has organised teaching programmes for teachers and pupils in Barcelona (Spain); since 2002, La Formiga, a non-profit organisation, organises the School of Language and Citizenship, which offers language training in the host language to new immigrants; and
- promoting intercultural coexistence and mutual respect for all cultures: since 1992, the Socio-Cultural Association for Cooperation and Development in Colombia and Latin America(ACULCO), coordinates different cultural projects (such as festivals, workshops, art exhibitions, etc.) which allow interaction between the autochthonous and immigrants; and Foundation Tot Raval (Barcelona) organises, since 2003, the Cultural Festival Raval, which shows the various "Ravals" living in the neighbourhood.
More recently, the Ministry of Education, Culture and Sport has carried out initiatives aimed at the inclusion of other disadvantaged groups such as the disabled. Thus, in July 2011, the Ministry of Culture and the Ministry of Health, Social Policy and Equality presented the document A Comprehensive Strategy of Culture for All, that seeks to provide full accessibility to spaces, cultural activities and services managed by the Ministry of Culture and National Heritage; to encourage artistic creation of people with disabilities, as well as their activity as direct cultural managers; and to promote research on technologies that facilitate accessibility to cultural content and spaces. In November 2011, an inter-ministerial body (Inclusive Culture Forum) was created for the follow-up of this initiative, which is composed of both Ministries, along with National Heritage, the largest organisation representing people with disabilities, public and private referral centres and various experts.
More specific institutional initiatives in this area include the participation of the National Institute of Performing Arts and Music in several projects, such as Accessible Theatre, which includes audio description for people with disabilities, the organisation of the A different look Festival by the National Drama Centre that programmes shows made by artists with disabilities, and the organisation of the Conference on Social Inclusion and Education in Performing Arts. In the heritage and museum sector, in 2014, the II International Conference on Education and Accessibility: Museums and Heritage and the First Forum on Young Accessible Cultural Heritage have been held. In the near future, the programme "Plan + Social Museums", aimed at deepening the social dimension of museums, will be presented.
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http://www.culturalpolicies.net/web/spain.php?aid=424
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October is Filipino American History Month (FAHM). This month honors the first Filipinos to arrive in the United States on October 18th, 1587. The Filipino American National Historical Society introduced FAHM, and the U.S. Congress officially recognized it in 2009.
If you lead an inclusive organization, celebrating FAHM in the workplace can be a great way to foster a sense of belonging among employees, as Filipinos make up 18% of the Asian population in the U.S., according to Pew Research Center.
Supporting diversity in the workplace is also good for business: research shows that ethnically diverse teams outperform homogenous ones. So, how do you commemorate Filipino American history at work? Here are some ways you can get started.
Ways to celebrate Filipino American history month at work
At its heart, Filipino American History Month activities are about honoring the past by reflecting as a community. If you’re unsure where to begin, here are some ideas to celebrate FAHM this year!
Offer lunch and learns focused on Filipino culture
A great way to celebrate Filipino American history month is to host a ‘lunch and learn’ class on the history of the Philippines, covering topics like the Spanish colonization period and the Revolution against Spain in 1896.
You could also help employees learn about the history of the Luzones Indios, who first set foot in California on October 18th, 1587 (435 years ago), and the historical oppression and resilience of Indigenous Peoples from the Philippines in the U.S.
Host A Kamayan
Feasting and celebrating with family is at the core of the Filipino American identity. The beauty of Filipino food is that it’s a blend of many cuisines like Chinese, Spanish, Mexican, American, and Malay.
A fun way to introduce employees to Filpino culture or help them feel celebrated is with a feast. A Kamayan is a large Filipino feast with various dishes served up family style.
It’s the perfect way to explore the culture while also keeping employees full and happy.
Some dishes to bring to a Kamayan include:
- Adobo
- Lumpia
- Inasal
- Pancit
- Sinigang
- Cassava Cake
- Arroz Caldo
- Chicharon
Invite a speaker to come and share their story
Invite a speaker to come and share their story. They can be an expert in the field who worked hard to get where they are or someone who has been through something unique that you want your team members to learn from.
For example, employees could share stories about their personal experiences growing up as Filipino American in America.
Make a Filipino parol
Are your employees crafty? If so, a Filipino parol-making class could be the best way to get them excited about FAHM. A parol is a Filipino ornamental lantern displayed during the holidays. The parol symbolizes the victory of light over darkness as well as hope and goodwill.
To make a parol, you will need rubber bands, glue guns, bamboo or wood pieces, dowels, colored cellophane, and tissue paper. View a quick tutorial here.
Use posters to highlight important dates or events in Filipino American history
Posters or flyers are a great way to inform people about important dates, historical figures, or events in Filipino American history. You can use posters and flyers to educate your coworkers about how Filipinos have helped shape America.
For example, you could display images of influential Filipino American leaders like Carlos Bulosan (Filipino novelist and poet) or Larry Itliong and Philip Vera Cruz (1965 Grape Strike and Boycott leaders).
Some important historical dates include:
- August 1919: The Filipino Labor Union was established in Hawai’i by Pablo Manlapit
- 1931: Filipinos become eligible for U.S. citizenship.
- 1946: The U.S. granted the Philippines “Independence”
- September 8, 1965: The Delano grape strike, organized by a predominantly Filipino labor organization, fights against the exploitation of farm workers
Engage your community through partnerships with local Filipino cultural organizations
Engage your organization’s community through partnerships with local Filipino cultural organizations. Several cultural organizations throughout the country will be excited to partner with you and help you celebrate Filipino American History Month.
The Filipino American National Historical Society (FANHS) is 1 organization that provides resources for those interested in learning more about Filipino American history and culture.
For example, the Filipino American National Historical Society (FANHS) is 1 such organization that provides resources for those interested in learning more about Filipino American history and culture.
FANHS’s website also lists its chapters where you can find local events and celebrations happening in your area. If there isn’t an existing chapter near you, consider starting one!
Watch a Filipino-directed film
Sometimes the best way to honor a culture is to let those from that culture tell their stories. Watching a Filipino-directed film can help open your employees’ eyes to what it means to be Filipino in America.
A great film to stream this month is Delano Manongs: The Forgotten Heroes of the UFW, which offers a glimpse into the Delano Grape Strike of 1965.
Other films to consider include:
- Mondomanila (2012)
- A Portrait Of The Artist As Filipino (1965)
- Independence (2009)
- From What Is Before (2014)
Donate to groups that celebrate FAHM and fight racism
Giving back is a great way to celebrate Filipino American History Month and mitigate the harms of racism against Filipinos. Consider donating directly to organizations that support marginalized Filipino Americans and those that work to combat racism in America.
Here are a few examples:
Why celebrating cultures at work is important
Builds cultural intelligence
R. SarDesai and Gita Bell introduced the term “cultural intelligence” in their book Cultural Intelligence: Maximizing Individual Performance Across Cultures. The idea is that cultural intelligence is the ability to be aware of the differences in how people from other cultures work, communicate, and think.
It’s essential to understand how these differences might affect your company’s operations, whether hiring new employees or working with clients from different backgrounds.
Some companies are already on top of this: Apple has made diversity a priority for years; Google organizes activities like cultural workshops for employees who want to learn about other cultures; Microsoft started an Immigrant Outreach Program at its headquarters so employees could volunteer as mentors for high school students interested in STEM fields (science, technology, engineering, and math).
Creates a positive company culture
People like to work for companies that celebrate diversity. It shows you are open-minded and accepting, which is a great place to be if you want to attract new talent!
People who don’t feel like they fit in may not apply for a position or stay at your company if they feel excluded from their culture. Celebrating different cultures allows people to shine and show their unique skillset, leading to creative solutions for problems and ideas for future projects or products.
What’s your biggest 2022 HR challenge that you’d like to resolve
Answer to see the results
Simplify benefits administration
Improve our virtual onboarding experience
Automate repetitive and time-consuming tasks
Show support for FAHM and the Filipino American community
So there you have it — the workplace guide to celebrating Filipino American history month. We hope these tips will help your organization show its support for FAHM and celebrate the Filipino American community in all its diversity.
Celebrating different cultures at work is good for business.
In today’s increasingly global and diverse workplace, celebrating different cultures can help your company achieve cultural intelligence. This means that your company will be able to better attract and retain talent from many different backgrounds, improving productivity and making it more likely that you’ll meet or exceed your goals.
Thinking ahead: Get ideas for celebrating Asian American/Pacific Islander culture at work during AAPI Heritage Month by reading our blog.
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https://jobseekernewshubb.com/2022/10/19/how-to-celebrate-filipino-american-history-month-in-the-workplace/
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Diversity refers to the practice of understanding, acknowledging, accepting, celebrating and valuing differences among people with regard to class, ethnicity, age, physical and mental prowess, gender, race, sexual orientation, religion and public assistance status (Green, López, Wysocki and Kepner, 2013). In the current global scenario when the driving forces of globalization like communication, transportation, advent of technologies, transnational companies and internet have diminished boundaries, the work place environment has become extremely diverse with people of various cultures, beliefs and backgrounds interacting with each other on a daily basis on account of work and business. The demography in USA has changed significantly in the last few decades. Not so long ago in the 1950s, over 60% of the American workforce was comprised of white males, but today the same American workforce is a melting pot of various cultures, ethnicities, genders, religion and age. At present, the US population consists of 78% white Americans, 13.1% Black or African Americans, 17% Hispanics, 5.1% Asian Americans, 1.2% American Indians or Alaska Natives and 2.4% some other race. But by 2060, this number is expected to change drastically with whites consisting 69%, Black Americans 15%, Asian Americans 8.2%, Hispanics 31% and other races consisting 6.4% of the total US population (USCB, 2012). With such change in demography, USA will become more diverse, and the work environment more multi-cultural. Therefore, companies must recognize the strength of diverse workforce and bring in policies and procedures to handle the issue more efficiently. This paper will first highlight the benefits of diversity in the workplace, and then discuss how diversity can create worst possible scenarios if the challenges of diversity are not properly dealt with. Finally, it will highlight the solutions and tools required to address diversity efficiently in the workplace.
Benefits of Diversity in the Workplace
International growth of an organization doesn't involve only expanding its size, it involves making a global presence that is possible only if companies make mergers and takeovers and turn their business into a transnational business. In the context of such global factors influencing global business market, multicultural organizations with a diverse workforce have a lot of competitive advantages over monolithic organizations in terms of international competitiveness. The performance of global organizations depends on "their ability to cope with heterogeneous cultural, institutional, and competitive environments, to coordinate geographically dispersed resources and to leverage innovations across national borders" (Carpenter, Sanders & Gregersen, 2000, p 3). A diverse workforce, consisting of employees of different backgrounds and experiences, generates a group of more creative, productive and innovative employees. Below are highlighted some of the benefits of diversity in the workplace:
Economic Growth
Diversity boosts up the economic growth of a company. Human capital grows as more women, racio-ethnic minorities, gay and transgender people join a workforce. A study conducted by McKinsey & Company shows that an increase of women in the workforce in the USA, from 37% to 47% within the past four decades, has contributed to a quarter of growth in the current GDP of the nation (Kerby & Burns, 2012).
Innovation
Diversity fosters innovation and creativity. Diversity helps an organization grow by adding fresh creative ideas provided from different perspectives. Since people of different cultures have a unique way to look at an issue, an amalgam of different views helps find a solution through a broader perspective. In a survey conducted by Forbes in 2011, about 85% out of 321 large multinational companies with about $500 million annual revenues agreed that diversity leads to innovation (Kerby & Burns, 2012). Rosalind Hudnell, who is a director of global diversity at Intel Corporation, states that "Because of our diverse workforce, we’ve experienced a boost in productivity..When you can move people to contribute to their fullest, it has a tremendous impact" (Forbes Insight, p 5).
Improvement in Marketing and Development of Products and Services
Several survey results have confirmed that a diverse workforce by bringing in different insights adds to the development of product and services for different segments of people. Frédéric Rozé, who is a CEO at L’Oréal USA, believes that his work in Europe, Russia and Argentina has helped him gain an insight into different cultures and people. Since L’Oréal has a rich portfolio of different brands catering to the needs of diverse customers, these insights have helped him pick up ideas to be used in product development and business practices (Forbes Insight). A diverse workforce by giving different inputs also helps ensure that the products and services of a company are up to the expectation of customers. Huey Wilson, the vice president of HR in Mattel, with his statement "Our Employee Resource Groups (ERGs) are very important to us.They help us define products that work for their regions or demographics” reinforces the point how a different perspective from another culture group adds to the development of products and services in a company (Forbes Insight, p 5). That people of different cultures can add to the product development is proven further by the example of Balanda Atis, who is a group leader of research and innovation at L’Oréal USA. She being a woman of darker skin understood the problem faced by non-Caucasian women in selecting a foundation for their skin type. She with a team of scientists conducted a study across USA interviewing women of different skin tones, and thereby, she was able to demonstrate that women of different skin tones and color have their specific needs (Forbes Insight).
Diversity Attracts Talent Pools
Diversity also helps attract highly qualified candidates. Since diversity broadens the selection range, companies can hire the cream of the crop from the labor market. The economic situation in the world having become extremely competitive, a multicultural organization gets the advantage of choosing candidates from a diverse range of talent pools, which is essential for success in the current market condition. Many companies in order to attract the top talents in the market are incorporating diversity and inclusion policies to build a diversity-friendly work environment. Google is one such company that takes pride in its diverse pool of talents. In order to acquire talents from diverse backgrounds and maintain a healthy diversity-friendly work culture, Google has different programs and policies in place. For example, in order to increase the number of black employees, Google attends historically black colleges and universities (HBCUs) like Howard University, Hampton University, Spelman College, Morehouse College, and North Carolina A&T University to recruit talents. Google also makes investments by providing scholarships to black students in HBCUs to develop a generation of African American students for technical careers (Google, 2014).
Decreased Turnover Cost
A diverse workforce also helps companies retain the best talents in the job thereby reducing the employee turnover cost. Companies that don’t promote diversity foster a hostile work environment which results in high attrition rate and therefore they lose a hefty amount of money every year on employee turnover whereas companies which foster a healthy work environment with people from different ethnicities working together have higher employee retention rate (Kerby & Burns, 2012).
Problem Solving and Decision Making
Diversity helps in solving problems and making decisions. People from different backgrounds have different problem solving aptitudes and also the opinions on a particular issue vary among diverse group, which helps in solving a similar problem in different ways. The CEO of Bell Atlantic Ivan Seidenberg opines that diversity opens door for diversity of thinking and helps make better decisions, "If everybody in the room is the same, you'll have a lot fewer arguments and a lot worse answers" (Colvin, 1999).
Challenges of Diversity
Diversity is, however, not without its challenges. If diversity adds to innovation, creativity, product development and helps attract fresh pool of talents, diversity may lead to an array of problems if an organization is unsuccessful in its diversity initiatives and inclusion programs. Below are highlighted some of the diversity challenges, which an organization needs to overcome:
Conflict among Team Members
Diversity brings certain challenges in a team environment which, if not managed properly, may impact the productivity and the effectiveness of the team. People of different cultures for having different ways of approaching the same problem might get into a conflict with each other because each individual team member would make different assumptions about the given task, and the gap in their thought process could lead to a rift and tension that might affect the entire group's performance (Goessl, 2008).
Discrimination, Increased Turnover and Absenteeism
Since diversity brings people of different corners of the world in one place, there might be some members who might look down upon the members coming from third world countries or belonging to a minority group which, if not managed effectively, could lead to racial discriminatory practices. Moreover, if the team has more members of a particular ethnicity then those members might form a group and try to dominate the entire team. The culture conflicts and ethnocentrism may contribute to the growth of a negative dynamics within the team which may leave deep psychological impact on the members and if the leadership ignores the issue then the problem would lead to reduced productivity, increased turnover and absenteeism.
Harassment and Lawsuits
In the absence of proper rules and laws in the workplace, the minority group of employees often needs to face harassment at the hand of their colleagues. If this harassment is not dealt with on time, it could lead to litigation. In USA, sexual harassment and pregnancy discrimination towards women are not uncommon in the workplace. For example, the sexual harassment case against the Mitsubishi Manufacturing plant in Illinois is an example of how women employees suffered sexual harassment at the hand of their male colleagues day after day. Despite Pregnancy Discrimination Act in place, many women are frequently subjected to discrimination because of pregnancy in USA. In the last decade, pregnancy discrimination incident has increased by 35%. Mallory Baker, a part time arts and crafts teacher at the University School of Milwaukee was fired when her supervisor came to know of her pregnancy. The EEOC filed a lawsuit in 2012 on her behalf for violating the PDA and the school has recently paid $37,500 as settlement (Vielmetti, 2013).
Communication Gap
Communication is another challenge that needs to be overcome by an organization with a diverse group of employees. Many a time, employees of different cultures and ethnicities form assumptions about one another without getting into a real conversation, which, if continued, may grow into a huge communication gap between employees. The communication gap can result in reduced productivity and lack of cohesiveness among team members.
Solutions and Tools
Diversity is good thing in workplace, but if not properly managed, it can create worst possible scenarios for an organization. Therefore, it is recommended for any multinational company with diverse workforce to build a diversity-friendly work environment in which employees, irrespective of gender, ethnicity, sexual orientation, physical or mental ability, can flourish. Below are described some of the tools required to incorporate diversity in an organization:
Diversity and Inclusion Programs
Companies should establish a number of diversity and inclusion programs to create awareness among all the employees about the need to comingle with each other. The organization should properly implement these all-inclusive measures to involve all the people belonging to both majority and minority groups in different aspects of the organizational objectives. There are several techniques that could be employed to create a diversity-friendly atmosphere in the organization. First of all, employees should be given training on awareness and skill building. Awareness training makes the employees aware of the meaning of diversity and how diversity should be managed in the workplace. The skill building training offers more specific input on how cultural norms of different groups may affect work behavior (Cox, 1991). There are many companies like Hewlett Packard, McDonnell Douglas, Google, PepsiCo, and Ortho Pharmaceuticals that have put these training programs to use.
Prevention of Discrimination
Every organization should strive to build a bias free environment by making use of equal opportunity seminars, training on civil rights legislation, bias reduction training, sexual harassment workshops, focus groups, research and task forces (Cox, 1991). Digital Equipment is one of the many organizations that have implemented in-house focus groups with the intent of scrutinizing the differences of attitude, feelings and beliefs existing among different culture groups and their influence on work behavior. These focus groups discuss about the group differences openly, and as more people take part in the discussion, lot of problems get sorted out on their own through communication. Further internal research should be conducted in order to ensure that minority groups are fairly treated. For instance, Time Inc. holds a yearly assessment program for men and women working at the same level to compare pay packages and equal treatment (Cox, 1991). Formation of task forces entrusted with the responsibility of monitoring the policies and practices of the organizations would also help diminish discriminating behaviors.
Reduction of Conflicts in the Workplace
Some conflicts are bound to exist in a diverse setting due to differences in culture, language, ethnicity and religion but in order to prevent the conflicts from taking a serious shape, conflicts should be managed through survey feedback and conflict reduction training. Survey feedback is the most effective tool to reduce conflicts. For example, Proctor and Gamble found out through a survey feedback that the average time taken by a white new joiner to assimilate into the organization is quite less compared to black females, who take longest time for integration (Selvaretnam, 2011). So the company developed an 'on-boarding program' to address the problem. Conflict Resolution Training is another technique used to reduce intergroup conflicts.
Managerial Role to Address Diversity
Managers play an important role in creating a diversity friendly work atmosphere. In order for managers to tackle the problems related to diversity, they should, first of all, build skills necessary to address these issues through proper training. They must be aware of discrimination and its consequences (Latham and Bryson, 2014). They also should remove cultural biases or prejudices from their own minds. If managers themselves are not bias free, then cannot treat employees of the minority groups fairly. Furthermore, the management of an organization should establish clear policies and procedures to make sure that the supervisors can make non-discriminatory decisions on the basis of sound judgment (Latham and Bryson, 2014). All the decisions made by the managers and supervisors should be consistent and used for future references.
Full Integration in Informal Networks
A multicultural organization should organize different mentoring programs, support groups and social events for the minority members so that the minority groups can utilize the opportunity to give an expression to their cultural identity and share their cultural norms with members of the dominant groups. This also helps the dominant groups get the drift of the cultural traditions and heritage of the minorities. For example, the support network group of LGBT (lesbian, gay, bi-sexual and transgender) employees is called Gayglers in Google. Google holds different celebrations and programs to extend its support to the LGBT community. Till 2012, over 1,500 employees of Google have taken part in Pride celebrations, the annual festival of LGBT community organized in different cities across USA including New York, Chicago, San Francisco and Boston (Google, 2014). Google also makes sure that Gayglers take part in Pride celebrations not only within USA, but across the world. Besides, Google holds different seminars and conferences to spread awareness about the LGBT community, making sure that they are treated fairly both inside and outside of Google (Google, 2014).
Conclusion
With the advent of technology and globalization, the workplace environment has become extremely diverse with people of various backgrounds, cultures and ethnicities working on the same platform. Diversity is a good thing for the workplace as it reaps several benefits, if properly managed. Some of the benefits of diversity include economic growth, innovation, improvement in marketing and development of products and services, attraction of talents, decreased turnover cost, decision making and problem solving. However, if an organization is unable to successfully implement diversity initiatives and inclusion programs in the workplace, then diversity can create worst possible scenarios including conflicts among team members, discriminatory practices, absenteeism, reduced productivity, increased turnover cost, communication gap, harassment and lawsuits. In order for diversity to be useful for organizational success, it is important to build a diversity-friendly work environment in which all the employees can feel comfortable and develop a sense of belonging to the workplace. Companies should set up a slew of diversity and inclusion programs to spread awareness about the benefits of diverse workforce among all the employees. Companies should build a bias free work environment by making use of equal opportunity seminars, training on civil rights legislation, bias reduction training, sexual harassment workshops, focus groups, research and task forces. Survey feedback and conflict reduction training should be held from time to time to reduce conflicts among group members. Furthermore, companies should organize different social events and support groups to let the minority group of employees share and express their cultural norms with the members of the dominant groups. If a company can successfully overcome all the challenges of diversity by implementing all these tools, then diversity will be a powerful instrument for organizational success.
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https://www.wowessays.com/free-samples/good-term-paper-on-diversity-in-the-workplace/
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In the beginning of the 2017–18 school year, our school community started to grapple with some questions around diversity—diversity in the curriculum, diversity in our staffing, how we support our diverse student population, and how we support professional learning related to cultural proficiency for our community members.
International School Kenya (ISK) is a North American-curriculum school catering to diplomats and other expatriates located in Nairobi, Kenya. Our students comprise over 65 nationalities, including Kenyans, and all the other facets that make up a diverse community: gender, religion, political views, race, cultural practices, sexual orientation, etc.
As we started to dive into the work, we realized that we had more questions than answers, and so we formed an ad hoc Diversity Working Group (DWG) led by our Middle School Principal, Alexa Schmid, and our Communications Manager, Pamela Pappas, for the 2018–19 school year consisting of faculty, administrative staff, parents, and students. As a school administration, we determined the purpose of the group to be exploring and examining diversity at ISK, with expected outcomes being to learn, reflect, explore, and propose ways that ISK can deepen and strengthen our practices related to diversity.
We have used The Appreciative Inquiry Approach (Cooperrider & Srivastva 1987), a strengths-based method of exploring and examining diversity at ISK. We have conducted this exploration through four areas of focus:
1. Global Citizenship and Curriculum: Ensure an evolving curriculum that deepens our understandings of cultures around the world while dispelling some of the myths associated with them.
2. Expand Cultural Proficiency & Sensitivity: Continue to build community through professional learning opportunities that expand our cultural proficiency.
3. Diverse Community: Reflect on how best to support our diverse student body.
4. Diverse Staffing: Continue to seek opportunities to diversify staff while maintaining our standards for exceptional educators who embrace our mission, vision, and educational aims.
Global Citizenship & Curriculum
At ISK, we aim to be intentional about our curriculum development, and this is one area where we believe we have some things to celebrate, but also continued room for growth. “Culturally responsive instruction resides firmly within a pluralist vision of society, recognizing that the cultures of different ethnic groups provide content worthy of inclusion in the curriculum” (Au 2009).
For example, many of our math teachers pull from Engage NY resources that are aligned with the Common Core Math standards. However, our faculty are always looking for ways to adjust the story problems to make them more relevant and to have a stronger context for our students living in East Africa.
When doing science labs, our teachers look for local and relevant data in Kenya. For example, Grade 8 students take a field trip walk to a nearby stream to collect water samples for analysis and study.
Our elementary students explore different aspects of Kenyan history and government, and this also ties into the week-long Kenya InterCultural trips that students enjoy. This study continues into middle and high school, as students take Kenyan Studies class and an African Drumming class in Grade 6. Units on Kenya are also taught in World Civilizations classes offered to Grades 9 and 10. We are still grappling with questions such as: Whose history are we telling? What books do we select in our English classes and why?
“Culturally responsive teachers help students to understand that knowledge has moral and political elements and consequences, which obligate them to take social action to promote freedom, equality, and justice for everyone” (Gay 2002). How are we ensuring that our students develop a spirit of service, global mindedness, and social justice? In what ways are we helping them to think critically about inequities, and empowering them to find solutions? Our mission charges us: “ISK inspires and nurtures passion, creativity, and ambition in pursuit of a better world” (“Mission, Vision & Educational Aims, International School of Kenya,” n.d.).
Expand Cultural Proficiency & Sensitivity
We are committed to ensuring that ISK is a place where everyone loves to come to school. That means that people need to feel safe, and implies that there should be a foundation of trust, openness, and transparency. To support this work, we have had Dr. Fran Prolman visit us two years in a row to conduct a Transforming Schools Workshop with faculty and staff (Prolman 2017). During each of these visits, she has also supported us with meaningful exercises to explore stereotypes, reflect about where we are on the cultural proficiency spectrum, and consider the ways in which we intentionally think about facets of diversity within our curriculum. This has led ISK’s leadership team to continue to implement these ideas in faculty meetings, to organize various community building exercises that help us to build trust, as well as to develop our empathy and understanding of the diversity within our community.
To develop cultural proficiency in our students, our high school has started a new advisory program this year seeking, as stated in the High School Handbook, “to foster positive relationships, communication, trust, global mindedness, and the skills necessary to have a successful school transition into and out of ISK.”
In addition to social-emotional support and development, teachers are seeking opportunities to help students consider alternative perspectives, celebrate our rich diversity, and increase in empathy and cultural sensitivity. Our middle school also has an advisory program, and we have additionally looked for ways to incorporate cultural proficiency training into our student leadership seminars and biweekly assemblies.
Diverse Community
To explore the ways that we support our diverse student population, we hosted a Student Panel. Students recounted some upsetting stories about the discrimination, prejudice, and bullying they have experienced in their lives, and it spurred us to action, looking for further ways to create a culture of respect and inclusion. One step involved bringing focused conversations into our advisory program. Another included watching videos about Othering and Belonging (Santa Fe School, n.d.) in assembly and sparking conversation among students. A few students were inspired by this message and the idea of continuing to ensure that ISK is a safe place for all; as a result, we have created a Student Climate Committee with the purpose of increasing awareness about topics such as LGBTQ and bullying, as well as increasing a sense of inclusion and belonging.
This event took place in October—Bullying Prevention Month—which encouraged us to continue looking for opportunities to provide a supportive and accepting environment for all members of our community.
Diverse Staffing
ISK currently has a faculty of 130+ from 18 different nationalities who bring a vast array of experiences and knowledge to our community. We value diversity and want to ensure that we are looking in the right places for candidates who have the training and qualities that align with our mission, vision, and educational aims. Among the questions we are asking ourselves: What is our ultimate goal related to diversity in our staffing? For example, do we want a certain ratio of male teachers in elementary school? Do we want a certain percentage of our faculty to be people of color? What about representation from the other continents or ethnicities? To what extent should our faculty mirror our student population?
While we are exploring these questions, we are hoping to reflect on our values as a school and continually search for teaching candidates who have a strong connection with our vision and will also support our diverse community, through their attributes and their cultural proficiency.
Looking to the Future
While the work has been uncertain or challenging at times, with conflicting views from various community members and wrenching stories from students, we believe in it. We are inspired to continue these important conversations in our community, as we think with intentionality about how diversity aligns with our school’s mission, vision, and values.
“This working group is an amazing opportunity to see beyond our personal narratives and share our experiences in a respectful and inclusive environment,” stated a member of the Diversity Working Group. “Moving forward, as an elementary school parent and high school teacher, it is my hope that this group will acknowledge as many diverse voices as possible to create and nurture a common positive sense of belonging to the ISK community.”
Alexa P. Schmid is the Middle School Principal at the International School of Kenya. She is currently working on her Doctor of Education degree from Plymouth State University, and was a Peace Corps volunteer in Zambia.
Pamela Pappas is Communications Manager at the International School of Kenya.
Please fill out the form below if you would like to post a comment on this article:
Comments
06/22/2019 - Jan
Exploring and examining diversity should be first and foremost in all schools in the world. If students do not feel safe and valued, their true educational merit will not be metl What a pity! I think many schools put nurturing diversity on the back burner and focus on improving test scores. It should be the other way around. I applaud Alexa Schmid and Pamela Pappas on THEIR courage to listen and ability to hear!!!
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https://www.tieonline.com/article/2585/default.cfm
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With all the coverage on ChatGPT and its ability to answer normal language questions, I tried out some questions.
Remarkable comprehensive and balanced responses, suggesting that the programmers and others behind it have minimized biases and distortions in the software.
While currently cannot search the internet (may be a blessing!), I am thinking it may supplant Wikipedia for many requests:
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What is multiculturalism?
Multiculturalism is the idea that different cultures and ethnic groups can coexist within a single society. It is based on the belief that diversity is a positive aspect of society and that different cultures can enrich one another. In a multicultural society, different cultural groups are allowed to maintain their own customs and traditions, and there is a general tolerance and acceptance of cultural differences. Multiculturalism is often seen as a way to promote harmony and understanding between different groups within a society.
What are the problems with multiculturalism?
There are several potential problems with multiculturalism. One is that it can lead to the segregation of different cultural groups within a society, with each group living in its own separate community. This can make it difficult for people from different backgrounds to interact and understand one another, and it can create social tensions.
Another problem is that some people argue that multiculturalism can undermine national unity and a sense of shared identity. Critics argue that when different cultural groups are allowed to maintain their own customs and traditions, it can create a fragmented society where people are more loyal to their own cultural group than to the nation as a whole.
Additionally, some people argue that the emphasis on cultural diversity can lead to a lack of recognition of the values and traditions that are common to all members of a society. This can make it difficult to build a sense of shared identity and unity among people from different cultural backgrounds.
Which countries have been most successful in implementing multiculturalism? Which countries have been the least successful?
I’m sorry, but I do not have the information needed to answer that question. As a large language model trained by OpenAI, my knowledge is limited to the text that I have been trained on, which includes a wide range of general knowledge but does not include specific, up-to-date information on current events or recent changes in the policies of different countries. Additionally, I am not able to browse the internet, so I do not have access to the most recent data and statistics on the success of different countries’ multiculturalism policies.
What are the benefits of immigration?
There are many potential benefits of immigration. One is that it can help to fill labor shortages and support economic growth. Immigrants often have different skills and experiences than the native population, and they can bring new ideas and perspectives to a country. This can help to drive innovation and support the growth of new industries.
Immigration can also help to promote cultural diversity and understanding. When people from different backgrounds and cultures come together in a new country, they can learn from one another and gain a deeper understanding of different perspectives and ways of life. This can help to create a more vibrant and dynamic society.
Additionally, immigration can help to address demographic challenges, such as an aging population. In countries with low birth rates and an aging population, immigration can help to maintain a healthy balance between the number of workers and the number of people who are retired or unable to work. This can help to ensure that there are enough workers to support social programs and maintain a strong economy.
What are the disadvantages of immigration?
There are also potential disadvantages of immigration. One is that it can put pressure on a country’s public services and infrastructure, such as schools, hospitals, and public transportation. When a large number of people move to a new country, it can be challenging for the government to provide the necessary resources to support them. This can lead to overcrowding and reduced access to public services for everyone.
Another potential disadvantage is that immigration can lead to job competition and wage stagnation for the native population. When there is a large influx of immigrants into a labor market, it can create competition for jobs, which can lead to lower wages for some workers. This can be particularly challenging for workers with lower levels of education and skills, who may have difficulty competing with immigrants for jobs.
Additionally, immigration can create social tensions and conflict, particularly if there is a perception that immigrants are taking jobs away from the native population or are not assimilating into the country’s culture. This can lead to resentment and hostility between different cultural groups within a society, which can be difficult to address.
What are the advantages of immigrants becoming citizens?
There are several advantages to immigrants becoming citizens. One is that it gives them the right to vote and participate in the political process, which allows them to have a say in the decisions that affect their lives and their communities. Citizenship also gives immigrants the right to hold public office, which can help to ensure that their voices and perspectives are represented in government.
Another advantage of citizenship is that it provides immigrants with greater security and stability. As citizens, they are less likely to be deported or separated from their families, and they have the right to live and work in the country without the threat of losing their legal status. This can give them the freedom to pursue their goals and build their lives without the constant fear of being forced to leave.
Additionally, citizenship can give immigrants access to certain benefits and protections that are not available to non-citizens. For example, in many countries, citizens have the right to access public education and healthcare, and they may be eligible for certain government programs and services. Citizenship can also make it easier for immigrants to travel internationally and to sponsor their family members to join them in the country. Overall, becoming a citizen can provide immigrants with greater opportunities and a sense of belonging in their new country.
Write an article on becoming a Canadian citizen
Becoming a Canadian citizen is a rewarding and exciting experience, but it can also be a complex and challenging process. In this article, we will provide an overview of the steps involved in becoming a Canadian citizen, as well as some tips and advice to help you navigate the process successfully.
The first step in becoming a Canadian citizen is to determine if you are eligible. To be eligible, you must be a permanent resident of Canada, have lived in Canada for at least three out of the last five years, and have a good knowledge of English or French. You must also have good moral character and be willing to swear allegiance to the Queen and to the values of Canada.
If you meet these requirements, the next step is to gather the necessary documentation. This includes proof of your permanent resident status, evidence of your time spent in Canada, and proof of your language skills. You will also need to fill out an application form and pay the required fees.
Once you have submitted your application, it will be reviewed by Immigration, Refugees and Citizenship Canada (IRCC). If your application is approved, you will be invited to attend a citizenship ceremony, where you will take the Oath of Citizenship and become a Canadian citizen.
Becoming a Canadian citizen can bring many benefits, such as the right to vote, the ability to hold public office, and access to certain government programs and services. It can also provide you with a sense of belonging and connection to your new country.
If you are interested in becoming a Canadian citizen, it is important to carefully research the process and to ensure that you have all the necessary information and documentation. You can find more information on the IRCC website, or you can contact the IRCC for assistance. With the right preparation and guidance, you can successfully navigate the process and become a proud Canadian citizen.
What is birth tourism?
Birth tourism is the practice of traveling to another country for the purpose of giving birth in order to obtain citizenship for the child. This is typically done in countries that have generous citizenship laws, such as the United States, Canada, and some countries in Europe, where children born on their soil are automatically granted citizenship.
Birth tourism is a controversial practice, as it can allow people to bypass the usual immigration processes and obtain citizenship for their child without having to meet the normal requirements. Critics argue that it undermines the integrity of a country’s citizenship laws and can create a backdoor route to citizenship for people who may not otherwise be eligible. Some countries have introduced measures to crack down on birth tourism, such as requiring parents to provide proof of their ties to the country or imposing additional fees on foreign-born children.
What is employment equity?
Employment equity is a policy or set of policies aimed at promoting equal opportunities and reducing discrimination in the workplace. The goal of employment equity is to ensure that all individuals, regardless of their race, gender, age, or other personal characteristics, have an equal chance to access employment opportunities and to advance in their careers.
In many countries, employment equity programs are designed to address systemic discrimination and to ensure that historically disadvantaged groups, such as women and minorities, have the same opportunities as other groups in the labor market. This can include measures such as setting targets for hiring and promoting members of these groups, providing training and support to help them succeed in the workplace, and addressing workplace policies and practices that may be biased against them.
Overall, the goal of employment equity is to create a more inclusive and diverse workplace, where all individuals have the opportunity to reach their full potential and contribute to the success of the organization.
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https://multiculturalmeanderings.com/2022/12/12/chatgpt-remarkably-good-on-immigration-and-citizenship/
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"Our ability to reach unity in diversity will be the beauty and the test of our civilization." Mahatma Gandhi
Based on key statistics and student reviews and by studying data from the U.S. Department of Education, analysts at Niche ranked Wesleyan College among the most diverse colleges in the United States (number 60 in the nation) in 2016. The ranking compares socioeconomic, geographic, and ethnic diversity. With students from all over the United States and from around the world, Wesleyan's student population represents a mix of cultures, ethnicities, religions, socioeconomic backgrounds, ages, sexual orientations, gender identity, range of abilities, national origin, education, financial means, education, political perspectives, and life experiences. Indeed, in many ways, Wesleyan looks like the world.
As in the larger world, diversity brings both challenges and opportunities to our campus, according to Tonya Parker '01, assistant dean for equity and inclusion. In a community with so much diversity, she says, "some people are bound to experience disagreements, misunderstandings, hurt feelings, miscommunication, and feelings of separation." Parker's job is to facilitate communication, understanding, and inclusion among students whose culture, language, and backgrounds may be very different. Wesleyan can be a model for the world of how all kinds of people can learn from and with one another.
"We share in the responsibility to do our best to promote and foster diversity, equity, and inclusion and denounce and dismantle all forms of hate, discrimination, inequities and injustice. When we are conscious of how our own biases, beliefs, experiences, and world view affect our behavior, thoughts, and attitude, we are better positioned to self-assess and evaluate our reasoning, intentions, and actions." - Tonya Parker '01, chief diversity officer and Title IX coordinator
All students are invited to join these diversity groups already established on campus or to create a new group. Contact Abbie Price at [email protected] or (478) 757-5180 for more information.
The purpose of A.X.I.S. is to experience, learn, and teach cultural and international awareness through events, activities, and trips. A.X.I.S. is open to all students who are interested in international and cultural issues.
BSA was organized to promote minority awareness and to provide an outlet for cultural pride for minority students. Through various programs, the organization informs the campus and the Macon community of the issues affecting people of color past, present, and future. The organization is open to all students interested in cultural diversity.
The purpose of CRU is to address spiritual needs on campus by providing resources and information and to promote tolerance, diversity, and unity among all religious groups. We aim to help students celebrate their own religious traditions, as well as learn about traditions of religions around the world. CRU events usually involve celebrating specific religious holidays, such as Holi, Eid al-Adha, Vesak, Passover, and others. People of all faith backgrounds, including those who have no religious tradition, are welcome to join. Elections are held for membership and leadership positions.
Led by our Assitant Dean for Equity and Inclusion, this group meets regularly to discuss and address diversity, equity, and inclusion on campus, awareness and acknowledgement of cultural celebrations, host campus community forums, offer and participate in workshops and trainings, and provide support for each respective club’s events and programs. DIB members serve as leaders of inclusivity on campus and work together to meet the needs of our diverse student body.
Membership in GLBAL is open to all students interested in the education and understanding of gay and lesbian issues.
Voz Latina is made of a group of young, Latina Wesleyan students who are looking to educate and inform others of the many Latin American traditions and cultural riches of being a Latin American woman. This is accomplished through social events, weekly meetings, and community service.
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https://auth.wesleyan.commonspotcloud.com/studentlife/Equityandinclusion/equityandinclusions.cfm
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This week marks the start of an impactful Asian American Pacific Islander (AAPI) Heritage Month - an observance to celebrate the cultures and contributions of Asian and Pacific Islanders in the United States. As our communities reflect on the past year since the signing of COVID-19 Hate Crimes Act, the public demonstrations that were reignited have paved the way for heightened awareness for Stop AAPI Hate and opened up a space for communities to share their experiences.
Our greatest power is our voice. In the spirit of continuing conversation with Reddit’s Employee Resource Group (ERG) Reddit Asian Network (RAN) and beyond, we introduce this year’s AAPI month theme: Renewing & Rebuilding the Community. We recognize the importance of laying an even stronger foundation for the future in order to rebuild the community into a better normal. With that goal in mind, members of RAN created three pillars to build a deeper sense of community and belonging amongst Reddit employees:
Programming & Events: Celebrate key cultural events to strengthen connection and inclusion through engaging activations and cross-functional collaboration within the global Reddit community.
Community: Introduce sub-communities to recognize the diversity within the broader Asian culture, deepen belonging, and increase relevance and engagement within RAN through monthly touchpoints, in-person get-togethers, and water cooler chats.
Development & Advocacy: Develop programming aimed at personal and professional development and advocacy through networking events, speaker series, mentorship opportunities, and mental health or self-care moments.
To bring together RAN and celebrate AAPI Heritage Month, a few events have been organized throughout the month:
Crazy Funny Asians: This comedy event will feature Asian American comedians from across the nation bringing light-hearted humor to the forefront of serious conversations. In the midst of Renewing & Rebuilding, there is also an important opportunity to take time to heal. And we’ve heard that laughter is the best medicine.
Humans of RAN Launch & Debut: Think humans of New York but with a twist - a spotlight on Reddit employees that are members of RAN. We’ll be hearing about the experiences of our employees across the Asian diaspora to celebrate our differences and dispel the myth of the Asian monolith.
RAN Exec Panel: We are proud of our executives that are of AAPI heritage and we want to take time to celebrate them and learn more about their journeys. It’s also Mental Health Awareness Month so we’ll be creating space for a discussion on the importance of prioritizing mental health on their road to being senior leaders.
As we kick-off events this week, a special thank you to RAN for planning a month packed with programming for AAPI Heritage Month and to all employees at Reddit for participating in important discussions and celebrating each other’s cultures and communities.
Reddit Asian Network (RAN): Our mission is to foster a community for Reddit employees of Asian heritage, providing support, events, tools, and opportunities to learn and grow through our shared experiences, while welcoming and educating our allies. RAN was established in 2020.
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https://www.redditinc.com/blog/aapi-heritage-month-renew-rebuild-the-community
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NZFuture Community Trust has a goal to secure a sustainable and integrated future for New Zealand’s diverse communities.
We intend to start work with the ethnic communities in Auckland and provide support for initiatives and events that contribute to wellness of these communities and to people within these diverse communities. We hope that our initiatives will bring a better understanding of the diversity and champion projects that celebrate this diversity, while brining a better understanding, communication and integration between the ethnic communities and mainstream New Zealand.
At the outset, we are looking at initiatives to involve and support people from the Chinese, Thai, Maori. Philippino and Indian communities, among others over time. These can be expanded to include a wider circle of the diverse communities in Auckland as the NZFuture Community Trust establishes itself as a credible organisation, geared up to provide unique initiatives to help support and celebrate the diversity in Auckland.
We see our approach as a twin pronged one for growth and integration.
Where NZFuture Community Trust supports the diverse communities, and also brings other communities together to help grow and integrate the many diverse peoples in Auckland.
In Summary:
This Trust has been established for the charitable purpose of developing early childhood education, improving physical and mental public health, providing care for the elderly, and assisting new immigrants to New Zealand by providing assistance in areas including, without limitation:
- Education, including developing, improving, and assisting early childhood education for international and domestic students;
- Public health, including advice, services, and the provision of equipment to improve physical and mental health;
- Relieving poverty, including advice, services and the provision of equipment to improve the care offered to the elderly;
- Immigration support;
- Counselling services;
- Health information;
- Mediation for family conflicts;
- Visitation;
- Creating social networks; and
- Relieving poverty through access to advice, support and assistance, to recent immigrants to New Zealand, without limitation:
- Providing assistance and support for other family members who provide care for such persons.
- Guidance services aimed at enabling new immigrants to settle faster and take up their responsibilities as part of the New Zealand society and so eliminate the possibility of new immigrant families being dependent on government social assistance;
- Integration into New Zealand;
- The promotion, planning, organising and running of non-profit events that celebrate or concern Asian and South Asian culture and arts (non-profit community cultural festivals and/or arts festivals);
- Education and cultural awareness via support for non-profit radio stations;
- Education and cultural awareness via support for non-profit museums and art galleries;
- The provision of advice, assistance and information about Asian and South Asian cultures; and
- The provision of other services that are considered to be charitable under New Zealand law.
Moving forward NZFuture Community Trust is taking the following approach to incorporate the above discussion.
NZFuture Communities Trust plans for the medium and long term
As a community trust, with an eye on the future – there are some specific areas where a difference can be made. Our research shows that critical areas will be providing initiatives that address a combination of following activities and demographics:
- community activities,
- education and support for children and youth
- aged support and care
Elderly care:
With a rapidly aging population, it will be important to provide care and support for the aged. We will look for ways to best support older people in a wider community who are vulnerable or need it.
Early childhood & youth – support & education services:
Critical focus will be put on providing support and services to the young, as they will form the future of our society. We will consult with experts to organize activities that focus on children, help and educate them so that they can deal effectively and constructively with family, school and community or learning environments.
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http://nzfuture.co.nz/index.php/2018/12/07/about-us/
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BACKGROUND: Increasing population diversity in the United States creates challenges for providing culturally responsive health care to immigrant adolescents. Nursing providers have few effective concepts to guide their understanding of how culturally diverse adolescents handle different cultural influences (between family and society) and how straddling two cultures may influence adolescents' decision making about health.
AIM: Bicultural straddling is defined as an ongoing process of adaptation resulting from living within two different cultural influences. A concept analysis of bicultural straddling is important to nursing professionals in caring for culturally diverse adolescents.
METHOD: Walker and Avant's methodology was used to guide our understanding about how immigrant adolescents straddle cultural influences between their homes and society.
RESULTS: Straddling two different cultures influences adolescents' health-related beliefs, attitudes, perceptions, and behaviors as they navigate everyday struggles to make informed health decisions. Adolescents' ability to achieve active straddling will allow them to experience positive social functioning, psychological development, and health outcomes.
CONCLUSIONS: By understanding the ongoing process of "bicultural straddling" as a balancing act, nurse professionals can develop effective interventions to alleviate stress derived from acculturation among immigrant families and ultimately help adolescents achieve biculturalism.
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http://nursefacultyscholars.org/research-library/bicultural-straddling-concept-analysis
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What is European Capital of Culture
The European Capital of Culture was established to emphasise richness and diversity of European cultures, strengthen bonds between citizens of Europe, connect people from different European countries, learn about other cultures, promote mutual understanding and strengthen the sense of Europeanness.
The most important legacy of the project is to put culture in the very centre of social development and redefine culture as a key for economic development based on knowledge, innovation and creativity.
Many capitals of culture took the opportunity to develop cultural infrastructure during and after the project, provide wider access to culture, improve the image of a city, develop the tourism economy and strengthen cultural and creative industries.
European Capital of Culture dates back to 1985
In 1985, Melina Mercouri, Greek Minister of Culture, and Jack Lang, French Minister of Culture, had an idea of choosing the European Capital of Culture once a year, intending to connect people in Europe and raise awareness of common history and values. The same year, the project was launched by the EU Ministers of Culture resolution. This initiative soon became one of the most prestigious events in Europe. Since then, more than 40 European cities have borne the title of European Capital of Culture. Each year, the selected cities are examples of the richness and diversity of European cultures.
Novi Sad holds the title of European Capital of Culture in 2022
Novi Sad is among the first cities outside the European Union to be declared the European Capital of Culture and thus became one of the 60 cities that took this title, fostering the richness of diversity and interculturalism.
The main idea of the ‘4 New Bridges’ programme narrative aims to leave Novi Sad firm legacies that improve the cultural life of the city: new programmes, new processes, involved people (citizens, cultural institutions, associations, organisations, artists) and new spaces for culture. That is exactly why the vision of the project is: ‘The Beginning of New. Now!’
At the end of 2020, on 23 December, the official decision of the European Commission was made to postpone the title year for 2022 due to the global crisis caused by the coronavirus pandemic. The decision came into force on 1 January 2021, and Novi Sad joined Kaunas (Lithuania) and Esch-sur-Alzette (Luxembourg), as the European Capital of Culture in 2022.
The opening ceremony of the title year was held on 13 January 2022 within Doček, one of the most important legacy projects. Doček celebrates two New Years, two calendars, two time calculations through visual and performing arts and thus celebrates the interculturality characteristic of Novi Sad, at a time when different ethnic communities celebrate their holidays in the city. Exactly 352 days later, also within Doček, Novi Sad will symbolically close the title year on 31 December, 2022.
Independent Experts commendations
The comments and assessments of others, both experts and citizens, speak best about the implementation success of the European Capital of Culture project in Novi Sad.
Independent experts of the European Commission, after a regular one-year report in 2019, ranked Novi Sad among the best European Capitals of Culture in the preparation phase.
Commendations also came from the evaluation team composed of independent experts, professors from the University of Novi Sad, whose research shows that more than 80 percent of citizens have a positive attitude about the title, development of cultural offer in the city, decentralisation of culture, citizen involvement and tourism development.
Novi Sad is the first city in Serbia and one of the few in the region whose almost all cultural institutions have a five-year work strategy, on which several hundred cultural employees and experts on cultural policy issues worked for a year.
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https://novisad2022.rs/en/what-is-ecoc/
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Graphical representation is a method of analyzing numerical data. It depicts in a diagram the relationship between facts, ideas, information, and concepts. It is simple to grasp and is one of the most significant learning techniques. However, it always depends on the type of information provided.
The graph is just a well-organized representation of data. It aids us in comprehending the facts. We refer to the numerical information gathered through observation as data.
The term data comes from the Latin term Datum, which means' anything provided’.
We continually collect data through observation when we create a study question. We then organise, summarize, categorise, and display it graphically.
There are several kinds of graphical representation. Here are a few examples:
Line Graphs - A line graph or a linear graph is a type of graph used to represent continuous data and is useful for forecasting future occurrences.
Bar Graphs - A bar graph is a type of graph that compares data by using solid bars to depict the quantities.
Histograms - A graph in which bars show the frequency of numerical data organised into intervals is called a histogram. All the bars have the same width since all the intervals are equal and continuous.
Line Plot — This type of plot displays the frequency of data on a particular number line. When we repeat such data, we put x above the number line.
Frequency Table - The frequency table displays the number of data points that fall inside the defined interval.
Circle Graph - A pie chart displays the relationships between the elements of a whole. We assume the circle to be 100%, and percentages represent the categories inhabited such as 15%, 56%, etc.
Stem and Leaf Plot – We organise the data in the stem-and-leaf plot from least to the highest value. The digits in the unit's place form the leaves, and the digit next to the leaves form the stems.
Box and Whisker Plot - The plot diagram summarises the data by breaking it down into four sections. The box-and-whisker plots depict the data's range (spread) and centre (median).
We use algebraic concepts in all kinds of graphical data representation. Two lines on the graph are known as coordinate axes. Of the two lines, we refer to the horizontal axis as the x-axis, while we refer to the vertical axis as the y-axis.
An origin O is the point at which two lines intersect. On the x-axis, the distance from the origin to the right side will be positive, while the distance from the origin to the left side will be negative. Similarly, for the y-axis, points above the origin will be positive, while one's below the origin will be negative.
The following are some advantages of using graphs:
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https://www.aakash.ac.in/important-concepts/maths/graphical-representation
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How do you use Excel to make a line graph?
How do you use Excel to make a line graph?
Click the Insert tab, and then click Insert Line or Area Chart. Click Line with Markers. Click the chart area of the chart to display the Design and Format tabs. Click the Design tab, and then click the chart style you want to use.
How do you make an XY graph in Excel?
Creating an xy scattergraph in Microsoft Excel
- Select the data and click on the chart wizard button:
- Choose an x-y scatter graph:
- Choose finish:
- Click on a point on the chart to highlight the data points:
- Choose Chart: Add Trendline.
- Choose a linear regression and then click on the Options tab.
How do I graph data in Excel?
How to Make a Graph in Excel
- Enter your data into Excel.
- Choose one of nine graph and chart options to make.
- Highlight your data and click ‘Insert’ your desired graph.
- Switch the data on each axis, if necessary.
- Adjust your data’s layout and colors.
- Change the size of your chart’s legend and axis labels.
What does an XY graph look like?
Cartesian points are written as xy pairs in parentheses, like so: (x, y). To graph a point, first locate its position on the x-axis, then find its location on the y-axis, and finally plot where these meet. For example, to plot the point (3, -6), find the positive 3 on the x-axis and the negative 6 on the y-axis.
How do you make a single line graph in Excel?
How to Make a Single Line Graph in Excel (Step by Step) # Creating the Line Graph. 1) First things first, select the data needed as shown below. 2) Go to Insert > Charts > click on the drop-down arrow next to Line Chart and select 2-D Line, Line as shown below. Read More:How to Make a Pie Chart in Excel [Video Tutorial]
How do I make a number line in Excel?
How to Make a Number Line in Excel. 1. Open the Excel spreadsheet that needs to have a number line. Click the ‘Insert’ tab at the top of the window. 2. Click the ‘Shapes’ button inside the ‘Illustrations’ heading. Select the image of a line with an arrow at either end inside the ‘Lines’ heading.
How do you draw a line graph?
Here’s how to draw a line graph: Select the data, including the labels. From the ‘Insert’ menu, pick ‘Chart . . .’. In the dialogue box that appears, click on ‘Line Graph’. Click ‘OK’ or ‘Finish’. You should now have a lovely line graph.
How to make a graph by Excel?
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https://www.roadlesstraveledstore.com/how-do-you-use-excel-to-make-a-line-graph/
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Using the given points, my initial step is to plot them onto a coordinate grid to have a clear visual of what the data is trying to communicate. Using the graphing function from “padawan.dk,” I was able to obtain each point as it lies from the given set of data.
For this particular set of data, I set the, “Year,” on the x-axis, and the, “Total Mass,” on the y-axis. This stays consistent with the idea that the x-axis displays the independent values, while the y-axis displays the dependent values. In order to have a reasonable graph along with the displaying of both axes, I substituted in lower values for “X.” This way there is no change in the coordinates shown and the data is still consistent with the tables above. To obtain any correct year, it is a simple matter of the addition of “1979” to each value on the x-axis. To have a clear visual of the entire set of data, along with the possibility for interpolation, the windows settings chosen were as follows: X| Y|
Min: 0| Min: 0|
Max: 30| Max:...
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http://www.studymode.com/essays/Lab-7-1332009.html
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To find the percentage change in mass, the change in mass must be divided by the initial mass and then multiplied by 100.
- A positive percentage change in mass indicates that the potato has gained water by osmosis (net movement of water from the solution into the potato) meaning the solution had a higher water potential than the potato
- This would make the potato cells turgid, as the water exerts turgor pressure (or hydrostatic pressure) on the cell walls – the potatoes will feel hard
- A negative percentage change suggests the opposite, that is, the solution had a lower water potential than the potato
- The potato cylinder in the strongest sucrose concentration will have decreased in mass the most as there is the greatest concentration gradient in this tube between the potato cells (higher water potential) and the sucrose solution (lower water potential)
- This means more water molecules will move out of the potato cells by osmosis, making them flaccid and decreasing the mass of the potato cylinder – the potato cylinders will feel floppy
- If looked at underneath the microscope, cells from this potato cylinder might be plasmolysed, meaning the cell membrane has pulled away from the cell wall
- If there is a potato cylinder that has neither increased nor decreased in mass, it means there was no overall net movement of water into or out of the potato cells
- This is because the solution that this particular potato cylinder was in had the same water potential as the solution found in the cytoplasm of the potato cells, so there was no concentration gradient and therefore no net movement of water into or out of the potato cells
Math Skill: Graph Intercepts
- The concentration of sucrose inside the potato cylinders can be found if a graph is drawn showing how the percentage change in mass changes with the concentration of sucrose solution – the point at which the line of best fit crosses the x-axis is the concentration of sucrose inside the potato cylinders
Maths Skill: Plotting Data
- Plotting data from investigations in the appropriate format allows you to more clearly see the relationship between two variables
- This makes the results of experiments much easier to interpret
- First, you need to consider what type of data you have:
- Qualitative data (non-numerical data e.g. blood group)
- Discrete data (numerical data that can only take certain values in a range e.g. shoe size)
- Continuous data (numerical data that can take any value in a range e.g. height or weight)
- For qualitative and discrete data, bar charts or pie charts are most suitable
- For continuous data, line graphs or scatter graphs are most suitable
- Scatter graphs are especially useful for showing how two variables are correlated (related to one another)
Tips for plotting data
- Whatever type of graph you use, remember the following:
- The data should be plotted with the independent variable on the x-axis and the dependent variable on the y-axis
- Plot data points accurately
- Use appropriate linear scales on axes
- Choose scales that enable all data points to be plotted within the graph area
- Label axes, with units included
- Make graphs that fill the space the exam paper gives you
- Draw a line of best fit. This may be straight or curved depending on the trend shown by the data. If the line of best fit is a curve make sure it is drawn smoothly. A line of best-fit should have a balance of data points above and below the line
- In some cases, the line or curve of best fit should be drawn through the origin (but only if the data and trend allow it)
Exam Tip
Questions involving osmosis experiments are common and you should be able to use your knowledge of osmosis to explain the results obtained. Don’t worry if it is an experiment you haven’t done – simply figure out where the higher concentration of water molecules is – this is the solution with the higher water potential – and explain which way the molecules move due to the differences in water potential.
When drawing graphs, students often make mistakes when choosing the scales for their graphs. If possible, you should try to avoid scales that involve using parts of grid squares on the graph paper and instead try and use whole grid squares, as this makes it much easier to plot data points accurately.
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https://www.savemyexams.co.uk/notes/as-biology-aqa/2-cell-structure-as/2-4-cell-membranes-transport-as/2-4-9-water-potential-calibration-curves-as/
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I understand that technicals are all about charts. What exactly do we understand by the term charts?
A chart is like any other graph that is a visual representation of stock price movement or index movement. It is like any basic graph that we use in basic mathematics, with the only exception that it has a lot more of analytics built into it. A stock chart is simply a visual representation of a security’s price or index over a set period of time. What you require is reasonable length of price / volumes data. Any security with price data over a period of time can be used to form a chart for analysis. For example, if a stock has a listing history of 3 months, then it is very difficult to get any meaningful technical trends out of the chart. You need a history of at least 5 years to be able to make meaningful technical analysis of stocks / indices.
Charts are based on the same approach of using the X axis and the Y Axis as we do in normal mathematical charts at a high school level. On the chart, the y-axis (vertical axis) represents the price scale and the x-axis (horizontal axis) represents the time scale. Prices are plotted from left to right across the x-axis with the most recent plot being the furthest right. The base point, where the x-axis and the y-axis intersect is normally called the zero-base point and any progression starts at that point.
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https://investorq.com/question/i-understand-that-technicals-are-all-about-charts--what-exactly-do-we-understand-by-the-term-charts-
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In thready algebra, the linear relationship, or formula, between components of some scalar discipline or a vector field is known as a closed numerical equation which has those parts as an important solution. For example , in linear algebra, x = sin(x) T, where Testosterone is a scalar value just like half the angle at infinity. If we place x and con together, then the solution is normally sin(x) Capital t, where Testosterone levels is the tangent of the drawn function. The components are serious numbers, and the function is indeed a vector like a vector via point A to point B.
A linear marriage between two variables is a necessary function for any modeling or computation involving quite a few of measurements. It is vital to keep in mind the components of the equation are numbers, yet also remedies, with and therefore are used to know what effect the variables have on each other. For instance, if we plot a line through (A, B), then applying linear graph techniques, we can determine how the slope of this line differs with time, and exactly how it alterations as the two main variables transformation. We can likewise plot a line throughout the points C, D, Age, and estimate the mountains and intercepts of this path as functions of x and sumado a. All of these lines, when drawn on a graph, will give you a very useful bring about linear chart calculations.
Parenthetically we have already plot a straight line through (A, B), and we want to outline the slope of this range through time. What kind of relationship should we pull between the x-intercept and y-intercept? To sketch a linear relationship between your x-intercept and y-intercept, we must starting set the x-axis pointing towards (A, B). Then, we could plot the function of your tangent lines through time on the x-axis by typing the health supplement into the text box. After getting chosen the function, strike the ALRIGHT button, and move the mouse cursor to the point where the function starts to intersect the x-axis. You could then see two different lines, one running from the point A, going toward B, and one operating from C to A.
Today we can see which the slopes belonging to the tangent lines are equal to the intercepts of the lines functions. As a result, we can finish that the length from Point-to-point is corresponding to the x-intercept of the tangent line between the x-axis as well as the x. In order to plot this graph, we would just type in the formula from the text package, and then pick the slope or intercept that best becomes the linear marriage. Thus, the slope of this tangent lines can be defined by the x-intercept of the tangent line.
To be able to plot a linear relationship between two variables, generally the y-intercept of the initially variable is definitely plotted resistant to the x-intercept on the second varied. The slope of the tangent line amongst the x-axis and the tangent line amongst the x and y-axis could be plotted resistant to the first variable. The intercept, however , can also be plotted against the first varying. In this case, in the event the x and y axis are migrated left and right, correspondingly, the intercept will change, but it will not always alter the slope. If you associated with assumption that the range of motion is normally constant, the intercept will still be absolutely no on the charts
These visual tools are extremely useful for displaying the relationship amongst two factors. They also allow for easier graphing since there are no tangent lines that separate the points. When dealing with the graphical interpretation in the graphs, end up being certain to understand that the slope may be the integral portion of the equation. Consequently , when plotting graphs, the intercept needs to be added to the equation for the purpose https://bestmailorderbride.org/ of drawing an aligned line regarding the points. As well, make sure to storyline the ski slopes of the lines.
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http://bpsvcs.com/wp/?m=202011
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Graphing
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Representing numerical information in a picture. Graph shows a picture of a relationship -how two processes relate -what happens when two events occur simultaneously -how one factor influences another
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Parts of a Graph Factors plotted along an axis Numeric or some measurable term Uses a scale Horizontal = x-axis = abscissa Vertical = y-axis = ordinate
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Independent variable on x-axis (horizontal) Variable that you manipulate Dependent variable on y-axis (vertical) Variable that responds
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Types of Graphs Bar Graphs - used to compare amounts of the same type of measurement
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Pie Graph -used to represent percentage data
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Line Graphs -used for representing data that constantly changes at regular intervals - may not necessarily show a regular pattern
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Data Table – data collected is organized in a table. Independent Variable → Goes on X axis →data on left side of data table Dependent Variable → Goes on Y axis → data on right side of data table
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Analyzing a Graph Relationship is Inversely Proportional Relationship is Directly Proportional
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Line Graphs – Kinds of Relationships
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Relationship – steady increase over a period of time Curve is a straight line ~ since both factors are increasing the relationship is directly proportional
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Relationship – increases over period of time until a max is reached and then decreases
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Relationship – change over period of time then remains constant
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Relationship – no change
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Relationship – decrease over a period of time
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Relationship – unchanged, decrease, remains constant
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Building a Graph 1.Identify the variables 2.Determine the range of each variable 3.Determine the scale (fill at least 2/3 of paper) 4.Number and label each axis 5.Plot the data points 6.Draw the graph 7.Title the graph (provide a key if needed)
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KEY
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Draw a graph for this data Time (min) Temperature (ºC) 01 0.51 1.02 1.511 2.023 2.536 3.046 3.553 4.060 4.572 5.078 6.088 7.0100 8.0100
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“Connecting the dots” A line of best fit or also called a “best fit line” is a straight line that best represents the data on a scatter plot. This line may pass through some of the points, none of the points, or all of the points. It may also be called a "trend" line.
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Best Fit Line Best fit line may not go through the “O” point Choose two points that you think will form the line of best fit.
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Using a graph to determine information not directly measured or calculated. Done with line graphs Is impossible to measure every point that exists on that line or a distance from either end of the line constructed from the experimental points. Use the processes of interpolation and/or extrapolation
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Interpolation – The process of obtaining a value from a graph or table that is located between data points plotted or major points given. You make a prediction about what would happen at a given point.
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How much money did the student earn after 5 hours? Since you know how the experiment worked before and after the point of interest, you have a better chance of making a correct prediction.
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Extrapolation – The process of obtaining a value from a chart or graph that extends beyond the given data. The “trend” of the data is extended past the last point given and an estimate is made of the value. You can predict what would happen beyond the measured data. Must be done with caution. You must assume that any variable in the experiment would not greatly change.
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How much money did the student earn after 10 hours? Extrapolation may not be very accurate since you are assuming the trend continues outside the boundaries of your data points
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1answer
22 views
How does one fix the position of a text-box or drawn shape on an MS-Excel-2010 graph (under WIN7)?
Having positioned an arrow shape and a small text box onto an MS-Excel-2010 graph, when I re-position the graph, the shape and text-box don't move with the graph. Can anyone please advise me how to ...
0
votes
1answer
43 views
Clustered Column with same row values
I can't seem to get a good clustered column when the row values are the same. How do I create a chart that has the same row value title but a different x axis title? For example, in the image below I ...
-1
votes
1answer
69 views
In MS Excel, how can I create a bubble chart where the color of the bubbles match the color of a cell?
I would like to illustrate a fourth variable (x axis, y axis, bubble size, bubble color), but do not want to artificially split the series into pre-defined groups based on a set of thresholds. Rather, ...
0
votes
2answers
24 views
Creating a scatter plot with 4 or more data columns fails, whereas it works with only 3
I have a CSV file that I'm importing into Excel. It's formatted like this: Time Var1 Var2 Var3 Var4 .. VarN 0 1 1 1 0 .. 0 1 1 0 1 0 .. 0 2 0 0 ...
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votes
2answers
58 views
Irregular intervals in Excel graph
As you can see in the image, I need to have irregular intervals but to have that I tried to leave 6(for 60 min) empty columns to have that gap but that makes it not draw or connect the first point to ...
0
votes
1answer
12 views
Y Axis on Bar Chart in Excel has three equal data points, but should have only 1
I have a chart in Excel from this data September-17 March-18 April-18 Division Work 1 0 0 On-Wing Work 0 1 ...
0
votes
1answer
125 views
How can I combine three cells (e.g. '23','7','10') to form an 'hour/day/month' cell?
My idea is to have this 'date format' cell in order to graph prices that corresponds to each hour and have a around 10.000 rows of information for every year. This is what it looks like when I ...
0
votes
1answer
48 views
Automatic formatting of axis in Excel stacked bar chart to start at start date?
I have used this blog https://peltiertech.com/excel-gantt-charts/#comment-1455520 to create a Gantt chart in Excel that acts as a template for others to input their information (i.e. tasks, start ...
0
votes
1answer
58 views
Is there a way to have 'Inside End' and 'Outside End' labels on a single axis Excel bar chart?
I have a dashboard with a typical bar chart that only has 'Inside End' labels on it (percentages usually). This dashboard is can vary depending on which variable I pick (i.e. if I pick a different ...
0
votes
2answers
92 views
Excel: Display two currencies on graph axis
I am trying to display two currencies on the y-axis. I do not want two y-axis. Essentially, I am presenting to two audiences; some from South Africa (hence Rand), and some from the Netherlands (hence ...
0
votes
0answers
15 views
Macro to allow copying/pasting of chart when sheet is protected
I am creating Excel-based dashboards and want to be able to copy and paste charts to another application when the sheet is protected. I do not want the charts to be edited so I have left the box for "...
0
votes
1answer
20 views
Excel: Chart Event times for teams [closed]
I have a dataset that looks like below: Team Start End Days 1 5/22/18 8/13/18 83 2 5/24/18 6/30/18 37 1 5/28/18 7/10/18 43 2 6/4/18 8/10/18 67 3 6/6/18 6/26/...
0
votes
1answer
160 views
Prevent two sets of labels from overlapping in a bar chart
I have a bar chart in a dashboard that needs to be dynamically updateable. I've inserted two graphs in order to have two sets of labels in different places. Unfortunately, when the value is 0 or No ...
0
votes
1answer
33 views
don't draw line in a line chart for N/A cells
Edit: I try to clarify my question, since the replies given so far don't answer it. If in A1:A5 I have (empty lines describe empty cells): 1 2 3 4 I get the following chart: that is what I need. ...
0
votes
0answers
62 views
Find the percentages of given parameters for over 65,000 rows
I have over 65,000 rows of data of numbers ranging from 1 to just over 800 and I need a way of displaying the percentages of number of rows that have a given parameter, e.g. the percentage of rows ...
0
votes
0answers
20 views
Prevent pie chart from displaying values less than two
I'm trying to create a pie chart in Excel that only shows data that has a value greater than one. My data is not the result of a formula, and is just raw text. I still want the original data to be ...
0
votes
1answer
32 views
Looking for a formula for automatic member placement
Chart 2 Chart 1 Chart 1b I have a group page, and to keep track of my members' presence/absence, I created this. In chart 1, I manually have to write who's active/inactive. They have to be ...
1
vote
1answer
33 views
Creating a combo chart with bar and data icons
I'm not sure if this is even possible. I'd like to create a chart like so: My data source is a pivot table with 3 columns - Category, Revenue and Growth (a calculated field). I'm thinking of a combo ...
-1
votes
1answer
34 views
Scatter plot for multiple rows
I'm trying to plot the following data in Excel using a scatter plot Income 1960 1961 1962 1963 1964 1965 Algeria 1280 1085 855 1128 1170 1215 Argentina 5251 5448 5316 ...
0
votes
0answers
71 views
Graph and organize multiple categories with multiple data series each
I'm trying to organize and graph data on some cooling devices in a way that's expandable and easy to modify, i.e. graph only certain coolers, manipulate data/add new calculated data as needed. Here ...
0
votes
1answer
13 views
Combo Chart not selecting data correctly
I can't figure out why the combo chart is not treating the second LA as the start of the line graph series. It knows what to do with MS and TX, but is making LA another bar instead of a line. ...
0
votes
0answers
16 views
How to create a agrregated chart by column in excel?
I have a spreadsheet with Excel and I would like to know how can I create a chart grouping the data by a specifique column. For sample, I have a table with 3 columns, Item, Category and Price. I would ...
0
votes
0answers
85 views
Histogram: use sum, not count
Let's assume I have the category "Accidents per Year" (x-axis) and "Frequencies" (y-axis). The first line would read like: "866,062 people had 1 accident this year". Now I want to create a histogram ...
0
votes
1answer
25 views
How to make multiple legends the same on a graph
I have a graph of 30 categories. Each category consists of about 200 entries. I would like to make groups of 5 look exactly the same on a graph, so that, for example, categories 1-5 are all ...
0
votes
0answers
14 views
Creating excel bar chart with differently formatted columns
I am working on creating a bar chart in excel. I am almost done with the bar chart and have produced the first graph shown below. I would like to modify the chart I have produced so far to look like ...
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https://superuser.com/questions/tagged/charts
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Indicating the link between two or more quantities with the aid of a graphical form of representation is what we do. A graph is referred to as linear if it only yields a single line from all the relationships it includes. Linear refers to a completely straight path. The linear graph is typically illustrated with the aid of a straight line. So a linear graph is a straight-line graph made on a plane and connected by points displayed on x and y coordinates.
A Linear Graph's Definition
An illustration of the linear relationship between two quantities is a two-variable linear equation displayed as a linear graph. A straight line is represented graphically by a linear graph.
An opportunity to work for $15 per hour was presented to James. He spends about $50 every day on average. To save money, he wants to know the least hours he should work daily. Let's examine the solution provided by a linear graph to this issue.
A linear equation is obtained if time is represented by t and income by me. I =15t
The linear graph above shows that the value on the vertical axis is more than his $50 investment. James should work a minimum of the number of hours shown on the horizontal axis to have some money set aside each day. If he works 5 hours each day, as indicated by the graph, he may manage his earnings up to $ 75 ($15 x 5 hours = $ 75) and have savings of $ (75 - 50) $25.
Comparing Linear and Line Graphs
Let's use an illustration to grasp better the distinction between a line graph and a linear one.
Can you see how B differs from A in the figure mentioned above?
Here, A is a linear graph, and B is a line graph.
Even though they are made up of line segments, they differ significantly.
The figure created after combining the line segments shows the difference. In a linear graph, every point is collinear, and as a result, every point lies on a line.
They might or might not be collinear in the case of a line graph.
Different Components of a Linear Graph
Y-axis: The axis typically displays a measurement in the Y-axis, which runs vertically. If you want to count objects like boxes and ice creams, all the measures in this segment need to be identical in distance.
X-axis: The X-axis is located on the horizontal line and displays information that has to be analyzed, such as common names, locations, and dates. As an illustration, luncheon, playtime, etc.
Linear Graph Equation
A graphic depiction of a linear equation is what is meant by a linear graph. The linear equation, Ax + By = C, can be expressed below. The real numbers in this situation are denoted by A, B, and C, and they must not be zero. Consider this: On a graph that is described as follows, we may show the linear equation 2x + 5y = 0 in the following way:
Properties of Linear Graph Equations
The graphing of a linear equation
Step 1: Calculate the value of y concerning x using the aforementioned linear equation.
Step 2: In a table, present these values.
Step 3: Construct a graph and place the data points from the table.
Step 4: Then, connect the points to form a straight line.
What Sets a Linear Graph Apart from a Line Graph?
The two photos are very different, as can be seen by comparing them. Linear and linear graphs are shown in A and B, respectively. Even though each of these graphs is made of line segments, there is a distinction between them.
The figure displays the difference after the results' incorporation into a series of line segments. Since every point in this graph is collinear and lies on a line, a line graph may or may not have this property.
The Conclusion
Graphs can help pupils learn and comprehend various concepts without becoming perplexed. We studied the application of linear graphs in this lecture. A line and a linear graph are quite different and can depict various activities.
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https://www.javatpoint.com/linear-graph
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Matlab : Topography of a Tank
This content was COPIED from BrainMass.com - View the original, and get the already-completed solution here!
I would like to use Matlab to make a graph of the topography of the tank. I would like some one to show me how to do it because I don't understand how to plot all the points. Can someone give me a 3D graph of the topography? In the attached file row one is my X-axis in cm and my y-axis is 1-41.© BrainMass Inc. brainmass.com December 24, 2021, 5:03 pm ad1c9bdddf
https://brainmass.com/math/discrete-math/matlab-topography-tank-24362
Solution Preview
You have to input the data as a matrix to matlab. The attached text file is your data with the first row removed (being the x axis, not data points).
Now we will input it as ...
Solution Summary
Matlab is used to make a graph that is used to describe the topography of a tank. The solution contains data-input and 3D graphs. The solution is detailed and well-presented.
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https://brainmass.com/math/discrete-math/matlab-topography-tank-24362
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There are several properties of water that do not constitute anomalies but are still remarkable. Until they are fully explained, they may be considered to be the result of coincidences. These unexplained properties are described on this page.
There are many formulations giving the vapor pressure of ice a and water over various temperature ranges, mostly involving many empirical parameters. However, the following approximate formulae are curious and give approximately straight-line Log-Log plots of integral gradients 12, 8 and 4 with only physically meaningful parameters. The points are experimental data b, and the lines show the equations (T is the scaled temperature given in the power expressions, see later, and the LogT values have been shifted so that the LogP values show a continuous function).
The vapor pressure of ice is approximately given by the following relationship between pressure (atm) and temperature (K). T0 is 126 K which is approximately the temperature for the phase change between glassy amorphous ice and deeply supercooled amorphous water (136 K; the glass transition temperature). Bpt and Mpt are the boiling points and melting points of water.
The vapor pressure of water (-15 °C - 100 °C) is approximately given by the following relationship between pressure (atm) and temperature (K). T1 is 162 K which is approximately the temperature for the phase change between glassy amorphous water and cubic ice (160 K).
The vapor pressure of water (100 °C - 374 °C, Critical point) is approximately given by the following relationship between pressure (atm) and temperature (K).
These power laws not only obey the rule of thumb that candidate power laws should exhibit an approximately linear relationship on a log-log plot over at least two orders of magnitude in both the x-axes and y-axes , but also contain the curious integral relationship between the exponents, both factors indicating that these relationships have a mechanistic physical cause.
I am grateful to Frank Grimer for pointing me at these relationships.
The proportionality between the logarithm of the vapor pressure and the reciprocal temperature for liquid water is near constant for its complete span from supercooled water through to the critical point, as shown below with data from [1802, 1803]. The red line follows the experimental (or theoretical) data whereas the underlying blue line is the fitted straight line relationship.
The density of liquid water tends towards an integral 6th power relationship with respect to pressure.
where P is the pressure (MPa), P0 is 378 MPa, T is the temperature (K), T0 is 85 K and ρ is the density (g/mL).
This relationship is shown below (P' is the scaled pressure, that is, the left side of the above expression) as the dashed lines, with the colored lines being the experimental data. The lines for 20 °C - 60 °C fit well, but the power increases from 6 at lower and higher temperatures. The best fit is thus around the compressibility minimum at 46.5 °C. The extrapolated density at zero T and P is 1.28 g ˣ mL-1 which is close to the density for very high-density amorphous ice (1.25 g ˣ mL-1) with P0 and T0 being close to the conditions required for its formation.
As this power law does not obey the rule of thumb that candidate power laws should exhibit an approximately linear relationship on a log-log plot over at least two orders of magnitude in both the x-axes and y-axes , it seems likely that this relationship is purely empirical.
as shown below, where the solid blue line follows the experimental data, and the dashed yellow line shows the above equation.
The square-root(3) term is related to the Vesica Pisces, being the ratio of the long to short diameter of intersecting expanded icosahedral water clusters (the short diameter being the distance between the centers of neighboring dodecahedra and the long diameter associated with a plane of water molecules between the two pentameric boxes (Figure 3h) joining them.
The dynamic viscosity varies with the temperature above a baseline temperature, viscosity = (T-T0)-1.637 for H2O and viscosity = (T-T0)-1.623 for D2O; where T0 = 225.4 for H2O and 231.9 for D2O, both these values being close to their respective homogeneous nucleation temperatures. The exponents are close to the golden mean, (1+√5)/2 (= 1.618).
In the graph above, H2O values are shown by the green squares (red line), and D2O values are indicated by the blue diamonds (blue line).
As this power law does not quite obey the rule of thumb that candidate power laws should exhibit an approximately linear relationship on a log-log plot over at least two orders of magnitude in both the x-axes and y-axes , it seems possible that this relationship is curious but purely empirical. This power law has recently been investigated using new viscosity data .
Similar straight line graphs also exist for Log-Log relationships involving changes in diffusivity, isothermal compressibility and proton NMR relaxation with respect to temperature for liquid and supercooled liquid water (see below).
Remarkably the enthalpy of vaporization for liquid water reduces almost linearly with increasing temperature below 100 °C as the data graphed right demonstrates [906, 1934]. Note that fully hydrogen-bonded water molecules, in liquid water, must break two bonds per molecule to evaporate, so the average hydrogen bond energy given by this line is about 22.5 kJ ˣ mol-1 at 0 °C.
This relationship has been described as showing the linear relationship of the hydrogen bond strength in water with temperature . At higher temperatures, it is assumed that the greater loss of enthalpy with temperature is due to fewer hydrogen bonds per water molecule. This linear relationship is in general agreement with the quadratic relationship found with the hydrogen bond length of hexagonal ice with temperature over the range -100 °C to 0 °C , as bond length is thought approximately quadratically related to bond strength.
Many properties of water behave strangely at low temperatures. In particular, they may apparently obey double logarithmic relationships heading towards the experimental homogeneous nucleation temperature at about -45 °C . This is also close to the second critical point. The slopes of these lines and any intersections (not shown) are determined by the different scales used. Only the linearities of these lines with the experimental data points shown are important.
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http://www1.lsbu.ac.uk/water/water_unexpected.html
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How to force the Y axis to use only integers in Matplotlib?
Whenever Y value list will be made, then we will convert those datasets into a new list, with ceil and floor value of the given list accordingly. Then, we can plot the graph for the new list data.
Steps
Take an input list.
Find the minimum and maximum values in the input list (Step 1).
Create a range between min and max value (Step 2).
Get or set the current tick locations and labels of the Y-axis, with a new list.
Set the X-axis label using plt.xlabel() method.
Set the Y-axis label using plt.ylabel() method.
Set a title for the axes.
To show the figure we can use the plt.show() method.
Example
import math from matplotlib import pyplot as plt y = [0.17, 1.17, 2.98, 3.15, 4.11, 5.151] minimum_ele = min(y) maximum_ele = max(y) new_list = range(math.floor(min(y)), math.ceil(max(y))+1) plt.yticks(new_list) plt.xlabel("X-axis ") plt.ylabel("Y-axis ") plt.title("Only Integer on Y-axis ") plt.show()
Output
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- How to plot multiple Pandas columns on the Y-axis of a line graph (Matplotlib)?
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https://www.tutorialspoint.com/how-to-force-the-y-axis-to-use-only-integers-in-matplotlib
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Autogenic Training is a relaxation technique similar to self-hypnosis.
It was developed by the German psychologist and psychiatrist
Johannes-Heinrich Schulz (1884-1970) in the early 1920s and is widely used today by psychotherapists and interested individuals all over the world.
When we practise Autogenic Training we access and influence the Autonomic Nervous System (ANS) with autosuggestions. The ANS is the part of the nervous system responsible for regulation and control of those body functions and physical reactions that take place below our level of consciousness, involuntarily and reflexively. Examples are the regulation of our heart-beat rate, our respiratory system, our blood pressure and our digestive system. Most people are usually not aware of these things happening, they happen below their level of consciousness. The ANS is divided into three parts:
• The Sympathetic Nervous System, which is responsible for the so-called fight/flight reactions. When we feel fear of or threatened by something, our heart-beat rate increases, our breathing changes, our blood pressure goes up and our digestion slows down. Our body is ready to either fight the situation or to escape from it.
• The Parasympathetic Nervous System, which is in action in all situations of relaxation and rest. When we feel relaxed and safe and know that we can rest, our heart-beat rate decreases, our breath is calm and regular, our blood pressure goes down and our digestive system functions much better.
• The enteric nervous system, which is the part of the nervous system we don’t hear much about. It is a meshwork of nerve fibers that innervate the viscera (gastrointestinal tract, pancreas, and gall bladder).
But why would we want to influence our ANS?
To understand this, think of someone with an anxiety disorder. A person with an anxiety disorder feels constantly threatened by life and life events – even the thought of going to work or of meeting people at a birthday party can become a cause of extreme anxiety. That means that in a person experiencing an anxiety disorder the Sympathetic Nervous System (fight/flight reaction) is much more active than in a person without anxiety disorder. The body of such a person is constantly under stress and ready to fight or escape. For a body to be constantly under stress is very unhealthy. Since it is unhealthy to go on like this for a long period of time, and this may indeed have physical consequences in form of constant stomach pain or other physical complaints in form of aches and pains or a constant ill-feeling, the problem should be addressed. The anxiety disorder can be addressed with medication or psychotherapy which both works in order to reduce the anxiety. But it is equally beneficial to address the problem through the physical symptoms of the anxiety disorder, and it has been shown that removing the physical symptoms has an effect on the anxiety as well as removing the anxiety has an effect on the physical symptoms. Autogenic Training is the technique with which we can take an influence.
We can influence our ANS with Autogenic Training so that our reactions coming from the sympathetic nervous system and the parasympathetic nervous system are balanced which helps us to become happier, healthier and stronger in all areas of our life…
Autogenic Training uses the method of autosuggestion.
The method of autosuggestion is very old and based on our knowledge that what we are repeatedly told by others/our environment or tell ourselves influences the way we think and feel how we behave, what we believe and how we experience our world. It was first mentioned by the French pharmacist and author Émile Coué (1857 – 1926) who discovered that the extent to which his customers recovered from their illnesses depended very much on what he said to them when he handed them their medicine: When he said something uplifting and positive about recovery like: “If you take this medication regularly, you will recover very soon from your illness!”, they recovered much better than when he said something vague or nothing at all.
Émile Coué’s discovery is the foundation of autosuggestion. The phenomenon Coué discovered with his patients plays an important part everywhere in our life: what others or our environment repeatedly tell us and what we repeatedly tell ourselves has a huge impact on what we think and how we feel, how we behave, what we believe and, ultimately, how we experience our world.
Schulz developed Autogenic Training based on Émile Coués discovery of autosuggestions which he found confirmed in his work with patients in the mental hospital in Berlin, Germany. He, too, found that the extent to which patients reacted positively to treatments would depend on how he approached them. But Schulz also found that the most important thing in recovery was that people’s minds and emotions were calm and their bodies relaxed. As a combination of both autosuggestions and his idea that relaxation is an essential part in curing any kind of mental illness and that such relaxation could be achieved through influencing the ANS with its often involuntary and reflexive reactions Autogenic Training was developed.
Some of the effects of Autogenic Training are:
• To relax our whole being
• To let go of disturbing thoughts, memories and emotions
• To reduce stress
• To improve sleep-patterns
• To break through habitual patterns
• To increase energy levels
• To improve our ability to concentrate and stay focused
Autogenic training is for everyone. It can be learned and used by everyone and is a helpful tool for us to manage our life much better.
Autogenic Training is taught over 8 sessions (one session per week). It can be taught both in a group or a one-to-one training. During each of the first six sessions, you will learn one of the Autogenic Training affirmations and there will be plenty of time for practice and questions. At the beginning of each session, the affirmation from the last session will be repeated and then connected with the new affirmation; so that, at the end of session six, you will have learned and practiced all six affirmations or autosuggestions. The last two sessions will be practice sessions during which you will go through the whole set as often as possible to get used to the feeling and technique. Again, there will be plenty of time for questions.
You will receive a MP3-file which enables you to practice Autogenic Training at home by following my words; something especially useful during your first couple of months of practice and in times when your own concentration may not be good enough to say the affirmations to yourself.
PLEASE NOTE:
Autogenic Training cannot be offered in single sessions. Autogenic Training is a self-help method which consists of several steps which have to be learned and practised precisely, and the aim of Autogenic Training is to enable the client to practise Autogenic Training in any given situation themselves. Autogenic Training is only available as a course.
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http://dublinreiki.com/2017/autogenic-training/
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Emotional intelligence (EI) is most often defined as the ability to perceive, use, understand, manage, and handle emotions. People with high emotional intelligence can recognize their own emotions and those of others, use emotional information to guide thinking and behavior, discern between different feelings and label them appropriately, and adjust emotions to adapt to environments.
Table of Contents
Results revealed that leaders with higher emotion assumption (the capability to regard and comprehend their very own as well as others' feelings) lead groups with a higher sense of voice and togetherness at the office. This recommends that if leaders are able to acknowledge subtle emotional reactions and change their design appropriately in order to encourage their group, they are able to promote a higher sense of depend on and also cooperation, resulting in staff members being much more most likely to express their ideas and also point of views and really feel appreciated. free personality assessment.
On the other hand, disengaged employees can come to be a responsibility. Throughout that duration of my profession, my efficiency was low. As opposed to using growth as well as creativity to my tasks, I was concentrated on finishing my work as quickly as possible placing in my 8 hours as well as restricting my communications with my manager just to obtain an income - free personality assessment.
These benefits are a component of a larger inspiration formula. As quickly as you comprehend your workers' ideas, you can improve retention, impact job total contentment, and aid them browse uncertainty. (Learn 3 techniques to enhance team member inspiration.)3. Seek to understand. Your capacity to understand where your workers are originating from their social identification and also how their experiences may have notified their perspective shows a desire to see the globe as others see it, without standing in judgment.
He as well as Yale psychology teacher Peter Salovey are attributed with extremely initial specifying the idea of mental intelligence in the very early 1990s. Psychological Intelligence In Leadership - in Southlake Texas, Guides and articles that have actually aided promote the idea have actually defined it as a loose collection of individuality type, such as self-awareness, positive outlook, as well as resistance.
Nonetheless varied individuality kind, nevertheless outstanding, do not necessarily consist of approximately a single definition of emotional knowledge. Even when they're seen alone, the qualities normally connected to emotional intelligence and success may be much more complicated than they appear. As an example, the clinical jury is out on how vital self-awareness is to efficient monitoring.
Clearly, psychological intelligence isn't the only way to achieve success as a leader: A dazzling planner who can maximize revenues might be able to employ as well as maintain skilled team member even if she or he does not have strong personal links with them. 5 Aspects Of Psychological Knowledge Required For Effective ...
No matter how a lot we attempt to deny it, emotions play a large part in our lives. Specifically when it pertains to emotional knowledge in management, our feelings influence the decisions we make and also can likewise affect other individuals's opinions of us. You may not have thought of it in the past, but emotional intelligence in the workplace is an essential variable when it becomes an effective leader.
The bright side is that emotional intelligence in management is something that can be found out; with the right training and also coaching skills, anyone can dramatically improve their EI degrees for better management outcomes. What is emotional knowledge? Emotional intelligence for leaders (or EQ) can be specified as the capability to properly perceive your very own and also others' feelings; to recognize the signals that feelings send about partnerships, and also to manage your own and others' emotions.
When you experience an emotion in the work environment it is necessary to be able to call it to make sure that you can act on how finest to handle yourself or others. Leaders who lack EQ skills are incapable to lead their teams properly as they're incapable to identify expectations from their staff members - free personality assessment.
What are the impacts of emotional knowledge on successful leadership? Let's make use of an example to show just how psychological intelligence in the work environment can be efficient. free personality assessment.
A formal plan was developed to increase Peter's range of job and also presence, Peter was mad. He really felt allow down and also had bitterness in the direction of his supervisor.
This taken in so much of Peter's energy that it triggered him to experience greater degrees of stress, lose sleep, as well as took a toll on his very own confidence. He began believing as well as really feeling that he was not deserving of even more. Through an EQ-i 2. 0 evaluation and training sessions, Peter familiarized his emotions and also applied a couple of sensible options that caused favorable adjustment.
At the end of the day, Peter got the long-awaited promo since he gained much more psychological intelligence in the work environment and also this positively impacted his management abilities.
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https://oakland.leadershipsuccessnow.com/page/emotional-intelligence-training-four-lenses-salinas-california-hCWc6bUqhtGH
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Inner child therapy
During the early years of our lives, we absorb many things from our environment, both on a conscious and an unconscious level. We assign meaning to our experiences and the emotions we associate with them - joy, anger, fear, sadness, love. We become adults and live adult lives, yet the same 'meanings' or beliefs we took on in childhood often remain unchanged. We may not even be consciously aware of them. And yet they continue to control our lives from a hidden level.
Truth or fiction?
Many of our early internal beliefs patterns are based on the what we have been told about ourselves and the world, but not least by the behaviour we have observed around us. The subconscious mind cannot tell the difference from what is real or what is imagined to be true. Thus information or experiences which impact us in negative ways can lead us into formulating certain beliefs about ourselves or the world, which may not necessarily be true but which then taint the rest of our adult life.
If we are shown a lot of love at an early age, then it is easy for us to believe we are loveable and worthy of good things. However if we feel that we are abandoned or lacking attention, then we may grow up believing that we are less worthy than others. Early comments from people that we are stupid or a failure, and physical or psychological abuse may hurt deeply at the time but may be forgotten. However such experiences can also lead us to live adult lives with such a low opinion of ourselves that we continue to attract those people and situations which reaffirm this to be 'true'.
Healing the child within
As adults we all retain an aspect of the child we once were, who still may be in need of attention, nurturing or healing. Inner Child Therapy aims to identify and address the unresolved experiences of childhood which unconsciously continue to limit you as an adult. This could relate to any area of life - money, relationships, work, family, love, self-image, self-worth or health. Inner child therapy can help to bring greater understanding as to the origins of unhelpful repeating patterns in your life, which stop you from moving forward and achieving your fuller potential.
How does inner child therapy work?
By going back to the time a self-limiting belief was first taken on and gaining an expanded adult perspective about the circumstances of your childhood, the belief can be updated to provide you with the positive regard that you, as a child, perhaps did not receive at the time. As an adult, you have the ability to 're-parent' yourself and allow self-empowering truths to then take their natural place in your psyche. You also have the potential to remember and integrate those special qualities that are inherent (but sometimes forgotten about), such as feelings of self-confidence, strength and self-acceptance, amongst many others. When positive beliefs become rooted at this deep level, they become reflected in your everyday life. And life changes for the better.
Sessions
Using both hypnotherapy and kinesiology, the past can be reframed so that it no longer limits your sense of who you believe yourself to be. It is a simple and safe process which can be positively life-transforming in its effect.
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https://spiralsoflife.com/innerchild.html
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Kyp Durron was a human male Jedi Master in Luke Skywalker's New Jedi Order. As a young prisoner in the infamous spice mines of Kessel, he was rescued by Han Solo and Chewbacca and brought to Luke Skywalker's Jedi Praxeum on Yavin 4, where he would go on to become a prodigal student. Although he quickly became a polarizing figure in the galaxy with his anti-imperial rampage in 11 ABY (while possessed by the ancient spirit of Sith Lord Exar Kun), he would eventually go on to become one of the most renowned Jedi Knights and then one of the first Masters in the New Jedi Order.
His usually proactive aggressions; such as those against smugglers in the Outer Rim, his actions during the early stages of the Yuuzhan Vong war, his stance during the border conflict between the Chiss Ascendancy and Killiks, and his stance against more conservative minded fellow Jedi only furthered his reputation as a polarizing figure in galactic history. However, he was nonetheless a widely respected member of the New Jedi Order who would time and again prove himself to be both powerful and wise and one who truly cared for the galaxy and the order he served. He would live through the devastating Yuuzhan Vong war and become a member of the new Jedi High Council, being one of Luke's most trusted advisors.
Powers and Stats
Tier: 5-B
Name: Kyp Durron
Origin: Star Wars
Gender: Male
Age: 48 as of the end of the Second Galactic Civil War
Classification: Human, Jedi Master, Jedi High Council Member
Powers and Abilities: Superhuman Physical Characteristics via Force Augmentation, Telepathy, Telekinesis, Precognition (battle precognition common to most Force Adepts), Psychometry, Clairvoyance/Retrocognition (had a psychic vision of a past massacre when visiting a certain location), Subatomic Matter Manipulation (via manipulation of Holocrons, which require fine adjustments on atomic and subatomic levels), Mind Manipulation, Memory Manipulation, Electricity Manipulation (has knowledge of and skill with Force Lightning but just refrains from using it), Energy Manipulation (can reflect, redirect, absorb energy attacks thrown at him via Tutaminis), Weather Manipulation (via the Alter Environment ability - can conjure fogs, unleash whirlwinds, freeze the surfaces of water bodies, manipulate natural lightning from storms to strike at targets of his choosing), Enhanced Senses and Perceptions (Can make his way through areas where other people would normally get lost. Can seemingly sense emotions, fear, uncertainty in those around him), Skilled Swordsman, Skilled Hand-to-Hand Combatant, Skilled Pilot/Driver, competent strategist & tactician
Attack Potency: Planet level (One of the most powerful Force Adepts of his era as noted by Luke Skywalker and one of the most powerful Jedi Masters in history. Has displayed this level of Force power during the Yuuzhan Vong war)
Speed: Relativistic with FTL reactions and combat speed
Lifting Strength: At least Peak Human naturally, can be augmented to Superhuman levels with the Force
Striking Strength: Planet Class with Force amplification
Durability: Street level naturally, Planet level with Force amplification
Stamina: Very high (Can continue fighting for extended periods of time even when physically and mentally exhausted and with moderate injuries. Managed to make his way to an escape pod and evacuate from a ship falling towards a black hole despite crushed bones in his rib cage and limbs when he was still in training)
Range: Extended melee range with lightsaber, several kilometers with telekinesis, interstellar to galactic with telepathy and Force senses
Standard Equipment: His violet bladed standard hilt lightsaber
Intelligence: Genius. Is a highly skilled and very cunning warrior. Masterful pilot/driver with various vehicles even when he was young and with no formal training. A prodigy who picked up on the lessons Luke Skywalker imparted to him far quicker than any of his peers. Has also proven himself to be a highly competent military leader and strategist & tactician.
Weaknesses: Somewhat arrogant and hot-headed.
Note: General Respect Thread.
Others
Notable Victories:
Notable Losses:
Inconclusive Matches:
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https://vsbattles.fandom.com/wiki/Kyp_Durron
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Having a positive attitude is something we have to choose sometimes. Happiness does not always come naturally. Sad things happen and we cannot always wear a smile and act as though we’re not bothered or touched by the circumstances. God has given us emotions that do influence our reactions.
In the verses previous to the one above, the prophet Habakkuk had learned from God that Israel was about to be attacked and defeated by the Babylonians! That sounds frightening and depressing. Habakkuk was concerned to say the least, his attitude was not positive about the situation. He questioned why God would allow this to happen. He tried to make sense of it in his own mind. He talked to God; and then, Habakkuk listened to God. Once Habakkuk heard God’s response his attitude changed. He accepted the inevitable. But he was no longer frightened or depressed. His attitude changed to one of acceptance and trust in the Lord. Habakkuk declared that no matter what happened, he would continue to find joy and happiness with the Lord.
We too can find ourselves in predicaments that are unsettling or scary. Our first reaction may be anger, fear or doubt. But God assures us that we are never alone. He walks with us through all of life’s ups and downs.
We may not be able to change our circumstances, but we can definitely change our attitude. By trusting the Lord and believing His word we can choose to be joyful and rejoice in our Lord. We can let the peace that passes all understanding rule our hearts and minds. We can stand firm on His promises.
Here are a few Bible verses that can help reassure us in times of trouble: Psalm 46:1, Philippians 4:19, John 16:33, Romans 8:18, James 1:2-4 and Joshua 1:9.
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http://eastpointcpchurch.com/2022/07/17/in-his-praise-july-17-2022/
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As parents, we always want the best for our children. But seldom do we understand that everything is going to be different once they step out of the comfort zone we have built for them. There is no cheat sheet to living life. Hence, you cannot teach your kids how to live in this world or what to do in certain situations or circumstances.
Life is not subjective and situations keep changing with time. As parents, it is important to understand that you can only equip your child with a balanced personality and positive thinking to help them sail through the choppy waters of life. How vital are your words in the life of your children?
Parents are a huge influence in the life of children and every word of encouragement they speak builds a positive attitude to overcome the future challenges of life. If you feel you are not capable or less worthy, it directs you to behave in the same way. On the other hand, if you believe in yourself and your abilities, you are bound to succeed irrespective of what others feel about you. That is the power of positive affirmations in life. When parents teach their children with positive affirmation, they build a foundation which cannot be shaken easily.
Remember, children not only listen to every word you speak, but they also imitate you. Hence, it is important to give them an environment that resonates goodness, confidence, joy and self-worth.
When parents are struggling and constantly lamenting in front of the child, he will either be timid and expect failure in life or he will be rebellious and defiant. This is because his mind has been fed with negative affirmations like “my hard work is never valued”, “we never have enough money”, “life is so difficult” and so on.
On the other hand, when the parents are quarrelsome, unhappy, fearful or guilty, children are often seen to be nervous and restrained. This is because his mind is filled with negative affirmations which confuse him and create a feeling of uncertainty and distrust.
While you might be facing hardships in life, it important to realise the power of positive affirmation to yourself and your family. Always have these discussions in private with your spouse and assure your children that everything is alright.
When parents use affirmations like, “Life is beautiful”, “ I am so grateful for all the blessings”, “I enjoy the challenges at work”, children imbibe the same. Such children are self-motivated and filled with gratitude for life. They grow up believing that every challenge comes with an opportunity and every day is a new day.
Do you want to create an affirming home where all of you are filled with confidence, positive thoughts and emotions, ready to grab every opportunity that comes your way?
The goal of an affirming home is to build a child’s character through positive words, feelings and thoughts about themselves. It plays an important role in the ways kids perceive their life and helps them to believe in themselves and have good self-esteem. Find creative ways to introduce positive affirmations in the lives of your children.
You can keep affirmation cards at different places in the house which are frequently visited. Breakfast table, living room or on the mirror would be some good spots to place your cards. Reading those cards frequently will help the children develop positive beliefs.
You can also make it fun by asking them to make their own cards and pin it on a board in their room. Make sure you keep the sentences short, crisp and in the present tense. Long and wordy affirmations can cause confusion in the mind and are difficult for children to remember.
The best time to repeat these affirmations is before your children go to bed. This is because the last thing on our mind is retained at the subconscious level and creates a lasting impression on the minds of the kids.
Try to avoid using negative words like “don’t” or “can’t” in the affirmations. Even though it is used in a positive connotation, negative word tends to have a negative effect on our minds. The early years of a child are instrumental to their growth and development. Therefore, it is important to understand that these positive affirmations form the foundation of your child’s self-esteem.
The confidence of a child is reflected in the way he thinks about himself and his capabilities. As parents, we can encourage and support our children by helping them exercise the positive affirmations and strengthening their self-confidence.
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https://international-schools.org/health-nutrition/the-role-of-affirmations-in-child-rearing/
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With all the negative things occurring around the world today, sometimes it’s hard to envision peace.
“It can seem like it’s an incredibly lofty goal,” acknowledges Michaela Torcaso. “But our commitment is to helping individuals on that journey. As individuals gain the knowledge of how to stop running from suffering — while still in the midst of suffering — they become that much closer to that peace that we all strive for.”
Helping people to live a peaceful life, and by extension create a peaceful world, is something Torcaso and her associates do each day through the nonprofit Creating A Peaceful World (CAPW), an affiliate of TIBIA (Transformation ~ Intuition ~ Bodywork ~ In Action) Inc., 6225 University Ave., Madison.
CAPW cultivates the experience of peace from the inside out by nurturing the ability to remain centered in times of stress. As participants learn to accept and love all aspects of themselves, they grow in their capacity to respond to challenges creatively and compassionately. Through the quality of their response, their experience of peace ripples outward.
To develop this ability where it’s most needed, CAPW offers some of TIBIA’s sessions, workshops and training as a public service to individuals, communities, groups or associations that may be experiencing conflict, discord, disaster or trauma.
The sessions offered include massage/bodywork, energy healing and intuitive spoken sessions in which people experience being listened to beyond words and supported in a way that respects their own freedom and inner wisdom. Training, workshops and other offerings instill universal spiritual practices of centering and self-awareness. Participants shed old barriers to sharing their gifts and begin to experience new levels of freedom and joy while making a difference in the lives of those around them.
Rae Duncan found his way to CAPW in June 2010 from Scotland, where he had worked as a caregiver and spiritual guide. For some time he had been traveling on his own spiritual journey, to find peace and understand himself better. Duncan yearned for something that would provide the structure to achieve his goals. The IntuAction program at TIBIA, which prepares graduates to bring healing and peace to individuals and groups through professional sessions, was a good fit.
As an intern through CAPW, Duncan is now completing the IntuAction program and learning how to manage a business by serving as TIBIA’s office manager.
“My life gets better and better every moment of every day,” he says. “I know that to me it’s my choice to be this person, to show up, but without the IntuAction program and the education I received at TIBIA, I wouldn’t be where I am today, which is a place of better understanding who I am,” Duncan adds. “And understanding, it’s always a choice. You can be full of fear, or happy and peaceful. It’s up to you.”
Those who have known Duncan since 2010 see a new confidence in his bearing, a lightness and, at the same time, a profound sense of peace and wonder. When he began the program, he struggled with anxiety and constant questioning.
And now? With a twinkle, he says, “I now know, that I don’t know.”
“Allowing myself to not need to understand” has been key, he continues.
This reflects a central aspect of the IntuAction program, which fosters the discovery that one serves most effectively and easefully when opening the mind to guidance that might not consciously make sense. It is when participants let go of the need to understand or control a session that magic can happen.
All the volunteers who bring CAPW’s offerings to the world have had some form of this training, whether through the IntuAction Institute, TIBIA Massage School, or one of Torcaso’s earlier training programs. Torcaso has trained hundreds of people since 1997 on whom she can call to volunteer at events and provide services.
Examples of these services abound. On the 11th of every month, CAPW honors a different group with free therapeutic massage all day. Groups chosen to be honored so far include veterans and all armed forces, school teachers, emergency responders, nurses, clergy and more. Every year, CAPW provides sessions to the cyclists and crew of the Wisconsin AIDS ride.
The organization also maintained a presence at the Capitol throughout the major protests this year, supporting peaceful energy for all individuals and interactions during a time of special intensity. It has frequently provided support for individuals facing life-threatening illness or the loss of loved ones.
“We can support a situation defusing by holding the space of peace, and consciously maximizing the space of peace so it extends to others,” Torcaso says. “I know from experience that it’s possible and powerful. It’s a muscle we can develop and utilize in the world.”
And in the process, we get more peace inside ourselves. CAPW truly creates peace from the inside out.
See more at: Nature’s Pathways.
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https://capw.org/past-community-engagement-events/capw-creating-peace-from-the-inside-out/
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Music is an integral part of my life as is with many of my friends here. Music is like meditation for me. It is the only universal language that binds people from different corners of the globe. Music as we know is a vast subject. There is mathematics and grammar in music too. It is the perfect blend of correct sur, voice throw, modulation, diction and above all, correct emotional expression. Unless we know all of it, we cannot become a good singer like Jagjitji. My favorite singer, with his distinct voice and perfect diction; became a rage amongst music buffs.He is actually credited for the revival and popularity of ghazals by choosing poetry that was relevant to the masses. He was able to communicate ghazals because of his beautiful voice and amazing rendering. He knew the poetry very well,the significance of verse and weight of each word and how to present it… you may easily get what I meant by listening to this beautiful song.
Koi ye kaise bataye
He did full justice to the poetic writings of Shiv Kumar Batalwi, Sudarshan Fakri and Nida Fazli sahab. His association with Gulzaar sahab gave us few gems from Gulzar’s epic T.V. serial MIRZA GHALIB and in later years (1991), his and LataMangeshkar’sjoint venture SAJDA stole his fans’ hearts with some emotional numbers-
http://youtu.be/Lz21ngZ_Ge8
And afavourite from Sajda-
Mehndi Hassan sahab was his inspiration.So I started listening to his compositions as well and realized why Jagjitji held him in such high regard.I started finding solace while listening to Jagjitji’s voice in different shades like romance,ghazals, devotional, folk as well as classical. Every shade created a beautiful painting on the canvas of my mind and soul. I still remember the day when I heard him singing…udo na kaga…..that gave a kind of peace n calmness to me…. I listened to same song throughout the day…..
While people of my age listened to all romantic numbers of the time, I was learning an entirely different genre of music with my favourite singer. Not only music, but he taught me so many lessons to face life’s challenges with strength n dignity. He took the major event of his life, the untimely death of his son Vivek in a positive manner. When his wife Chitraji quit singing, he made it his strength and moved on.This was the biggest lesson for me….I learned that you have to live your life in any way possible but it is up to you, whether you surrender or face it with all positivity. We can’t avoid few things or events as they are destined….but atleast we can add few coloursby our constant positive efforts. This gave me the courage n confidence to cope up with the untimely death of my father and momentary disturbances in life afterwards. Though the anguish, the pain of memories, the grief stayed with me,but his singing gave me all support,encouragement and strength. With Jagjitji, I experienced all emotions vizromance,joy,sorrow,lonelinessand spirituality and truly speaking, I transformed to a better person, stronger than ever before!
Another major positive change occurred to me while listening to Nida Fazli’s poem in his voice….
apna gham leke……ghar se masjid haibahut door….kisi rote hue bachche ko hansaya jaye
What a pious thought
After listening to this I realized life is not only about living for your own but it gives you more pleasure if you live for someone else too…..thanks Jagjit Ji for what all you have done unknowingly to influence others’ life for their betterment. He taught me to keep an element of innocence and wonder alive within me even in my dark phase of life that is why you always find me smiling. For me, my day will be fruitful even if I am able to put smile on one face. Thanks to Admins for giving me the name SUNSHINE. My mantra for all…..muskurakar mila karo humse
And finally a day arrived after a long wait when I was finally going to meet my hero. He came to Gurgaon for a concert just a few months before his death. My husband arranged for the tickets and gave me the biggest surprise of my life.Atlast, my DREAM COME TRUE. I was on cloud nine…thanked my husband a million times…..
I don’t have exact words to express my emotions when I saw him appearing onstage. I was constantly smiling, sitting,carefully listening to each and every word,tears rolling down my cheeks, eyes wide open….not to miss a single glimpse of him, spent two and a half magical hours of life…during one of the break….I went to meet him backstage, everything happened as it was happening to someone else…I was speechless,completely mesmerized by his charm,people were asking thousands of questions…. soon I was cornered by the crowd…but he acknowledged my presence as if he knew what was going on in my mind. He came to me and asked my name and a few more questions which I answered unconsciously smile emoticon as I was listening to this
He shared that he was trying to make content of Ghazals meaningful, related to everyday life. According to him ghazals are emotions of joy and sorrow, with a human touch. He made a promise to sing till his last breathe which he indeed kept.
In 2011, he was due to perform with Ghulam Ali Ji in Mumbai, but suffered a cerebral hemorrhage on 23rd Sep,2011. He was in a coma for two weeks and died on 10th of October, 2011. The whole nation mourned…but that was also destined for him. I decided to keep him in my good memories, to share what I learnt from him with others……We will miss him…….The significance of the song from Sajda is clear in my mind now……….
Jakarjahan se koi….. wapasnahihaiata….. wo kaunsijagahhai……
I still hope that maybe one day he will come n sing……..
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https://thesongpedia.com/shades-of-life-seen-through-songs-of-jagjit-singh-by-a-music-lover/
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This determined young man excelled academically at school and was also a talented sportsman with a particular strength in rugby. Franz found time to be involved in cultural events such as the Polynesian festival representing his Samoan culture. Franz managed all this without the direct support of his parents who reside in Samoa.
"Franz is clearly a young man with exceptional personal qualities who has a strong desire to succeed both professionally and personally. He has a strong sense of community and a willingness to positively influence the lives of others. We very quickly realised Franz would be an ideal choice for Gibson Sheat," said Tony Southall of Gibson Sheat. In Franz' own words, "the whole process was a big positive for me. The experience, as well as the confidence boost has helped me get to where I wanted. The support from my Scholarship Partner was influential, as well as the guidance from the First Foundation team and both have really set a solid foundation for my future".
At the age of 16 his future goals included playing Rugby to a high level and gaining a Commerce degree, both of which he has now achieved. Franz studied Business through a Bachelor of Commerce and Administration with Victoria University, graduating in 2010. He then went to Sydney where he is played professional Rugby and work. He returned to New Zealnd in 2015 and is currently working at Xero as a Customer Experience Team Leader.
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http://www.firstfoundation.org.nz/scholarship-student/franz-liuaana
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Messages 1984 to 2000
Jesus: Trusting in others.
March 19, 2000
Santa Cruz, CA
Received by K.S
Dear Loving Creator Soul. If I’m in condition to receive their thoughts clearly, we would like information about how we can learn to trust people when our experiences have shown us so many people are untrustworthy. I pray for a great inflowing of Your Gift of Divine Love at this time. I wish to surrender my will to Your Will so I will experience the peace and joy You have in store for Your children who love You and seek to do Your Will. Please help me put aside my forethoughts so I won’t interfere with the message the angels wish to deliver. Protect me from lower spirit influence and let only the truth come through as my soul development in Your Love will allow. Thank You. Amen
I am here now to write and I come as usual in answer to your request for a message, today’s message being about how one learns to trust when experiences have taught you otherwise.
Trusting others is similar to other aspects of spiritual development and the application of faith, because you have learned that life in the material world is only a fleeting shadow, and that you, as a soul, as a spiritual being, are the real person; that it is your real life, and more thoughts and energies need to be devoted toward the development of awareness of yourselves in this light.
When you teach “turn the other cheek”, knowing (that) what people say “about you” and do “to you” is for them to answer for, your truthful and loving interchanges with them will bring fruitful experiences. You will attract situations according to your expectations and attitudes. If you make the “mistake” of trusting someone who is not deserving of that trust, you have not accumulated negative compensation for that “mistake” - and the probability of someone responding positively to your trust is greater than them responding positively to your lack of trust. It is giving someone the benefit of the doubt and, like you did with J___, again and again believing that this time he might come through (which he never did). You had hope; you tried to see the good side of his potential, which was, and is, the positive way to function.
A person can be reserved without being negative. You can take a “wait and see” attitude, giving a person the chance to prove that they are sincere, that they have changed, that they are trying to improve their attitude and response to life’s demands. But when you learn to develop your ability to trust others, the likelihood of attracting trustworthy souls increases - and the ability you have to help others become trustworthy also increases.
Trust is not something that is easily “jumped into” from a string of unpleasant experiences, but it is something which, when attempted, prayed on, and the sincere effort made to take on a more positive and forward-looking outlook, can be accomplished. Your reservation can be an unwillingness to put yourself in a position that will cause difficulty or pain if, or when, the other person “fails again” to live up to what they “promised.”
A person can be a recluse and feel that by so being, they are avoiding painful interchanges with others which might prove to be less than satisfying, or avoiding the inability to live up to the expectations others might place on them. But even in cloistered groups who do not mix with society, there are problems with unfulfilled emotions, there are disagreements even with the initiates who have dedicated themselves to a life of subservience and service.
The problem lies with the lack of development or maturity of one’s emotions, and in order to mature there must be an acceptance of the fact that the emotional nature, which is part of the soul, is the more important aspect of your being, way and above the importance of what to eat, where to go or what to do. We have been observing an expansion in humankind to become more aware of inner feelings and emotional needs, and this is a good step toward the development of the spiritual nature and love quality. But oftentimes, these lonely souls have no one to turn to for advice and guidance. The dedicated ones, of course, will listen to their hearts and hear us guiding them toward God in prayer and will find others to help them in their search for truth.
This search is a lengthy process, because even if they are aware of the fact that they have a spiritual nature which needs nourishing, they may not be very much aware of the many negative thoughts, emotions, and patterns of behavior which are in the way of their growth, expansion and development. Start them with prayers to know the truth, help them see that they are the ones who are standing in their own way of spiritual development, that they are hanging onto old ways of thinking and acting. People become stuck in the rut of their own making, and try as they might, they keep falling back into it even when they think that they’ve been making progress to change patterns of behavior.
Prayer is most important, because change must commence with the soul. Even though the soul desires to know the truth, it has allowed the mind to be in ascendancy, and the mental patterns and false beliefs which prevent the soul from realizing its fulfillment need to be changed. When the loving soul is given the reins to assert its authority, it has to be done in a humble manner - the soul gains strength by becoming subservient to God. This is the paradox when trying to help “aggressive” or “assertive” personalities to progress and change to become more spiritually oriented - they have to learn how to let go, and it is a very difficult lesson for them.
Many who believe that they are in control of their life, its direction and their situations don’t have what it takes to give up their “control” over things, and this is their dilemma, their downfall, and it is what keeps them on the material level of functioning. When you learn how to surrender your will to God’s Will, you let go of material limitations and can therefore experience the wonderful spiritual growth you are seeking.
So I will advise you to continue to trust, with only small reservations, to the best of your ability, and to know that your thoughts and desires are more important than whether or not someone “disappoints” you. Your fulfillment and joy comes from God’s Love, (which) brings peace and harmony to your soul - it has little to do with the actions of others.
I will leave you now with my blessings, and hope this has answered your question adequately.
I am your friend and brother in Spirit,
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https://new-birth.net/contemporary-messages/messages-sorted-year/messages-1984-2000/jesus-trusting-in-others-ks-19-mar-2000/
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Albert Bandura, aged 93, is one of the most renowned living psychologists in the field of psychology, as well one of the most cited (Haggbloom et al., 2002).
Throughout his career, Bandura contributed to many branches of psychology including social cognitive theory, reciprocal determinism, and the famous ‘Bobo Doll Experiments.’
Today, Bandura continues his work to broaden our understanding of the human psyche. Unsurprisingly, he has significantly influenced positive psychology. His theory of self-efficacy, as a part of social cognitive theory, is fundamental to positive psychology.
In his own words:
Self-efficacy is the belief in one’s ability to influence events that effect one’s life and control over the way these events are experienced. (Bandura, 1994).
This article will explore the power of self-efficacy to motivate individuals to exhibit control over their life.
This article contains:
An Agentic Perspective on Positive Psychology
Bandura presents his views on positive psychology in “An Agentic Perspective on Positive Psychology” (Bandura, 2008), specifically in a chapter from a larger collection of writings.
In this chapter, Bandura expresses his view of agentic positive psychology where he emphasizes human capacity over human failings and dysfunction. In his research, self-efficacy seems to be influenced by certain factors.
When developed, self-efficacy positively affects all facets of human experience.
Throughout his writing, Bandura critiques the predominantly negative and pathology-focused approach in the discipline of psychology. This historic or “disease model” approach contrasts to positive psychology’s pro-self-efficacy approach.
Bandura also addresses the “pathology of optimism,” as compared to realism towards dealing with life events.
This entire chapter is an inspirational and encouraging push to research human agency and self-efficacy more. Positive psychology perspectives have been completely revolutionized by Bandura’s findings.
According to Bandura, self-efficacy is not a trait that some have and others do not. Instead, it is the ability to exercise and strengthen one’s self-efficacy, regardless of their past or current environment.
He offers four ways to do this, which we will delve into now.
4 Ways to Build Self-Efficacy
By consolidating his research into four action-items, Bandura offers a tangible way to develop self-efficacy. As people succeed in any of these four ways, their self-efficacy grows.
1) Mastery Experiences
This refers to experiencing the results of self-efficacy first hand. The key to mastery is approaching life with dedicated efforts and experimenting with realistic but challenging goals. People need to acknowledge the satisfaction of goals that are achieved, in order to reap the pleasure of mastery.
Easy success with little effort can lead to us to expect rapid results which can, in turn, make us easily discouraged by failure (Bandura, 2008). In that same paper, Bandura describes the idea that:
Success is achieved by learning from failed efforts.
Experiencing failure is important so that we can build resilience to it. This is done by treating every failure as a learning opportunity and a chance to reach competence with a different approach.
2) Social Modeling
This means that people choose role-models who demonstrate their self-efficacy. Motivation can be found by observing those who employ this in their lives and have reached their goals despite adversity.
Seeing people similar to oneself succeed with consistent effort, raises the observers’ beliefs in their own abilities to succeed (Bandura, 2008).
With modern technology, it is not necessary to draw role-models from one’s own social surroundings. The internet and other digital resources can provide windows into the lives of many inspiring models.
3) Social Persuasion
When people believe in their own ability, they tend to encounter more success. In this way, self-efficacy becomes a self-fulfilling prophecy.
This mode is often about ‘finding the right mentor.’ While social modeling refers to the observation of a role model, social persuasion is about having others directly influence one’s self-efficacy and providing opportunities for mastery experiences in a safe manner.
Due to the specific nature of self-efficacy strengthening experiences (avoiding easy successes and overwhelming failures), it is essential that mentors are “knowledgeable and practice what they preach” (Bandura, 2008).
4) States of Physiology
Lastly, our emotions, moods and physical states influence our interpretation of self-efficacy.
It is easy to judge oneself with bias based on the state one in when a failure occurs. While it is normal to feel tension, anxiety, and weariness, it is common to feel like a societal disappointment when these feelings occur.
Positive and negative emotions are magnets that influence one’s sense of self-efficacy, especially in the case of a depressed mood when control can feel out of reach. People with low self-efficacy may give-up sooner than people with high self-efficacy (Bandura, 2008).
Introspection and education can prevent these physical states from being interpreted negatively. For example, when experiencing a personal or work-related “failure,” people can practice compassion towards themselves as people who make mistakes.
In short, changing negative misinterpretations of physical and affective states is key, in order to build self-efficacy (Bandura, 2008).
The strength self-efficacy scale is one tool which can help build insight and introspection, and alleviate the need for judging ourselves too harshly when we make mistakes.
How Self-Efficacy Can Influence You
Albert Bandura goes on in this chapter to explain how. the degree to which someone believes in their own self-efficacy influences their functioning.
This is expressed in four categories: cognitive, motivational, emotional, and decisional.
Cognitive
Thinking in self-enhancing (optimistic) or self-debilitating (pessimistic) ways can influence one’s functioning.
If someone believes that their actions impact their experience and the environment, they are more prone to a self-sustaining optimistic view; in other words, no matter what the circumstance is, “something“ can be done to affect the ultimate outcome.
Without this belief, a more pessimistic thought process can dominate, and events might be interpreted as ‘out-of-my-hands.’
When the individual is a passenger in the ride that is their life, there is no room for agency.
Motivational
Based on how opportunities and obstacles are interpreted, it is easy to believe that any effort is futile in the face of obstacles. Why not give up then?
The alternative offers a way of seeing obstacles as something to overcome if the right skills and motivation are developed and practised.
Self-efficacy means believing in the value of motivation to influence any outcome. If someone does not feel driven to alter an event, then why exert any effort towards the circumstance? It would feel like a waste of energy.
Thus, feeling secure in this belief leads to self-determined motivation. It is not a question of “can I reach my goal?” but rather “what is required for me to reach my goal?”
Often, collective-efficacy needs to be considered: what does a group believe they can achieve in terms of a common goal? As Bandura quotes:
People’s shared belief in their collective efficacy to achieve desired results is a key ingredient of collective agency.
Emotional
States of physiology (such as our moods and feelings) influence self-efficacy, but it works in reverse as well. We discussed earlier what low self-efficacy feels like, emotionally.
Conversely, a strong sense of self-efficacy means recognizing that it is normal (and very human) to feel discouraged in the face of failure. With healthy doses of optimism and resilience in the face of “failure,” humans prove to accomplish seemingly impossible feats.
This is because believing in one’s ability to ‘bounce back’ can influence the outcome of an experience.
When we learn that we are not at the mercy of our physiological states, we become less susceptible to emotional reactions. We are then able to grow competent in our self-efficacy to deal with emotional challenges. This relates to the concept of emotional intelligence.
Decisional
Self-efficacy also means that there is a choice with how we choose to experience our situation. By employing self-efficacy one can choose which environments are best suited for their growth and development.
This addresses the idea of destiny verse agency, where people develop their own destinies—and create the opportunities they desire—through thoughtful choices and deliberate actions.
Pathologizing Optimism: Visions to Realities
Albert Bandura makes a point in his writing to address the trend of “pathologizing optimism.”
He proposes that while realism is useful when risks are high and failure likely, it can often act as a hindrance to progress (Bandura, 2008). He goes on to review that:
Human well-being and attainments require an optimistic and resilient sense of efficacy. This is because the usual daily realities are strewn with difficulties. They are full of frustrations, conflicts, impediments, adversities, failures, setbacks, and inequities. To succeed, one cannot afford to be a realist.
In situations where time, effort, and resources are the tradeoffs, optimism can provide the appropriate self-efficacy to achieve otherwise unreachable goals.
There are many personal and social benefits of turning “visions into realities.” Bandura expresses his opinions on the importance of optimism for self-efficacy as:
“the risks of overconfidence are studied extensively, but the self-limiting costs of under confidence are largely ignored” (Bandura, 2008).
Misconceptions about Self-Efficacy
Addressing the scepticism of self-efficacy, Albert Bandura argues that it is not self-centered and selfish, contrary to what some psychological researchers may propose.
Self-Efficacy is Not Selfish
Bandura explains that self-efficacy can actually uplift society, highlighting Gandhi’s self-sacrifice as an example of his “unwavering self-efficacy for social change under powerful opposition.”
He also states how:
“Without a resilient sense of efficacy, people are easily overwhelmed by adversities in their efforts to improve their lives and that of others” (Bandura, 2008).
Self-efficacy remains static in its definition and benefit across all cultures, regardless of individualistic or collectivistic characteristics.
Both of these points counter the proposed ideas that self-efficacy is inherently self-centered.
How Self-Efficacy can Help Overcome Environment
Some theories of psychopathology deem inner-city populations as inclined to negative outcomes, but Bandura argues the opposite. With self-efficacy, individuals overcome their daunting environments and go on to lead fulfilling lives free of crime, psychopathology, and harmful behaviors.
Bandura proposes that it is in the face of difficult circumstances, self-efficacy is even more necessary, rather than some aloof “feel-good” goal without tangibility.
If employed well, self-efficacy can bring positive role-models, resourceful social-networks, and create nurturing environments, which result in progression and fulfillment.
Bandura feels this challenges the diathesis-stress model, which states that stress is an inevitable reaction when the internal threshold is out of balance. Bandura believes this model disregards the role of an individual’s agency in how they manage their own stress.
Self-Efficacy and Substance Abuse
In the case of substance abuse, specifically smoking, Bandura goes through the proposed biological and psychological mechanisms inhibiting those who wish to quit their addiction.
He makes a strong case for self-efficacy as a mediating factor in working through these factors.
This is validated by the majority population of ex-smokers who stopped their nicotine addiction without outside aid. Bandura does not dismiss the relevance of biological and psychological mechanisms in quitting.
In all of this, he mainly emphasizes that self-efficacy can play a role in the addiction rehabilitation process.
Health Promotion
Bandura also reflects on the current medical system and how few preventive measures are available to the general population.
Research predominantly seems to focus on what and how things go “wrong” in the human body, rather than studies around health promotion of lifestyle choices and what makes humans thrive.
Self-efficacy can be a tool to make better decisions in life and take control of one’s health where possible.
Examples of some preventative self-efficacy health methods are being physically active, reducing dietary fat, refraining from smoking, keeping blood pressure down, and developing ways to manage stress (Bandura, 2008).
There are many reasons for research to focus on the lifestyles that help humans stay healthy. Also quoted by Bandura in this article is the idea that:
“Current health practices focus heavily on the medical supply side. The growing pressure on health systems is to reduce, ration, and delay health services to contain health costs.”
What if research also could pour time and money into how to teach self-regulatory skills and spread awareness and access to healthy lifestyles?
After all, personal, behavioral, and environmental determinants all influence each other. To increase the quality of a given human’s life, perhaps it is time to research self-efficacy further, and include ways for high self-efficacy to be part of the social expectations of each other.
Conclusion
Albert Bandura’s chapter on an agentic perspective challenges us to reconsider the popular cynicism of today.
Bandura explains that only through mastery of our thoughts, motivations, emotions, and decisions—with the guidance and examples set by role models—can we truly recognize our ability to shape the world.
To face life without self-efficacy is to narrow one’s own scope when navigating the often daunting obstacles of life.
For those who were inspired by these highlights of “An Agentic Perspective of Positive Psychology” by Albert Bandura (2008), the full chapter is freely available online for a more detailed reading.
How do you think self-efficacy and collective-efficacy interplay? We would love to read your ideas in our comments section.
Want to Know More about Albert Bandura?
Find out more about Albert Bandura’s life, or read his paper on social learning theory.
We also recommend this interview for further learning of one of today’s most influential psychologists:
Bandura, A. (1994). Self‐efficacy. John Wiley & Sons, Inc..
Bandura, A. (2008). An agentic perspective on positive psychology. Positive psychology: Exploring the best in people, 1, 167-196.
Haggbloom, S. J., Warnick, R., Warnick, J. E., Jones, V. K., Yarbrough, G. L., Russell, T. M., … & Monte, E. (2002). The 100 most eminent psychologists of the 20th century. Review of General Psychology, 6(2), 139.
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https://positivepsychology.com/bandura-self-efficacy/
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Date:
15 & 16 December 2022 (Thursday & Friday)
Time:
9:00am to 5:00pm
Venue:
ON LINE TRAINING
Trainer:
Tee Keng Chai, Casey (View Trainer Profile)
Introduction:
If emotional intelligence (EQ) sounds like an oxymoron to you, that’s understandable. We tend to think of our emotions and our intelligence as two separate things. But put them together as emotional intelligence, and it’s essentially a different way to be smart because it’s “the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically” according to the dictionary definition. The term was made popular by psychologist Daniel Goleman in his book Emotional Intelligence: Why It Can Matter More Than IQ, in which he redefines what it is to be smart. In the book, Goleman lays out five components of emotional intelligence.
A common question that is often asked about Emotional Intelligence is …. “Can EQ be learned?” We have all experienced or have met people that seem to be naturally gifted at controlling or recognizing their emotions. These individuals seem to understand how to put others in a comfortable place, or get them engaged, or even to give another person whatever it is that they need at that time.
The good news is that while some people have EQ as a natural talent, for those that don’t, EQ skills can be learned. There has been some clear and focused research that supports this fact. People can learn how to interact more effectively at work and increase their emotional intelligence. To make this happen, an individual needs to be personally motivated to do this. Individuals need to first have a handle of where they are starting from (assessment) and then understand which of the five components of EQ need the greatest attention.
Objectives:
At the end of the training, participants will be able to master the 5 core skills of high EQ people :
1.Self-awareness
When we’re self-aware, we know our strengths and weaknesses, as well as how we react to situations and people.
2.Self-regulation
Because they are self-aware, emotionally intelligent people can regulate their emotions and keep them in check as necessary.
3.Motivation
People with high emotional intelligence tend to be highly motivated as well, which makes them more resilient and optimistic.
4.Empathy
People with empathy and compassion are simply better at connecting with other people.
5.Social Skills
The social skills of emotionally intelligent people show they genuinely care for and respect others and they get along well with them.
Program Content:
Module 1 — SELF AWARENESS
Those with high EQ are able to recognize emotions in the moment. One of the keys to developing EQ is being aware of feelings, evaluating those feelings and then managing them. Rather than letting emotions take over, you are able to take a step back and understand what is happening.
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Know your emotional strength and weakness
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Evaluate your emotional capability
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What is “Amygdala Hijack”
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What causes “Amygdala Hijack”
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What is “Emotional Response
Module 2 — SELF REGULATION
Everyone knows that emotions come quickly and with force. It's rare that you have control over when we are hit by an emotional wave. Even the slightest thing can trigger something deep within you.
However, if you have a high EQ, you can control how long that negative experience lasts. This can be done through using various techniques (breathing, taking a walk, thinking positively, etc.) to minimize or effectively address negative emotions that may be plaguing you.
-
Identify your “trigger”
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Understand your “emotional wave”
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Strategy to regulate
Module 3 — MOTIVATION
It's very difficult to be motivated if you always have a negative attitude. Those who are full of negativity don't often achieve their goals. Those with a high EQ are able to move toward a consistently positive attitude by thinking more positively and being aware of negative thoughts. Reframing these negative thoughts allows you to be positive and thus move toward your goals.
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You decide on “positive” or “negative” attitude
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How to remove “negative mindset”
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How to stay agile and resilient
Module 4 — EMPATHY
Empathy is the ability to recognize how others are feeling. This is essential for functioning well in society and excelling in your career. A person without empathy will end up regularly insulting and offending people, while a person with a high EQ will be able to understand what a person is feeling and then treat them accordingly.
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Understand the power of empathy
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Understand how poor empathy is draining your “emotional bank”
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How to develop your empathy skills
Module 5 — SOCIAL SKILLS
The characteristic of high EQ is having and developing excellent interpersonal skills. It used to be that access to the greatest amount of information would allow you to succeed, but now that everyone has immediate access to knowledge, people skills are more important than ever. Those with a high EQ are able to wisely and skillfully navigate the various relationships that fill their lives.
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Mastering the 3 C: Conversation -Communication-Collaboration
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Master the power of Listening Skills
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How to give feedback
Module 6 ----CONFLICT MANAGEMENT SKILLS
Managing conflict successfully will allow you to manage difficult situation effectively . High EQ people know how to resolve conflict and move on and collaborate with others .
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What is conflict
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Why there is conflict
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The different styles in managing conflict
Module 7----ANGER MANAGEMENT SKILLS
We live in a very stressful and challenging world . Sometimes we may not be able to manage our anger well and we allow anger to destroy relationship and harmony in the workplace .
High EQ people has the skills to be patient and assertive but not abusive and out of control of their negative emotion.
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The root causes of anger
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Why anger is the destroyer of your Positive Emotion
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How to manage anger
Module 8----ADAPTABILITY
High EQ people tend to adapt and not demand his /her way in order to achieve either personal or corporate objectives . Your ability to adapt will help you to become flexible , more understanding and versatile in solving a challenging issue.
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What is “ Adaptive Emotion”
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How to improve your “adaptability”
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How to become a versatile person
Module 9----POSITIVE OUTLOOK
High EQ people see the good in people ,situations and events .This builds resilience and create opportunity .
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Developing positive outlook
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How to increase your “Emotional Positive Index”
Module 10--- LEADERSHIP & INFLUENCE
You have the initiative to lead and gather support from others with relative ease . You can create a group that is engaged , mobilized and ready to execute the task at hand.
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What is leadership
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How to improve your leadership
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Strategy to enhance your “Emotional Influence”
Methodology:
Apart from lectures the following will be incorporated:
- Group discussion
- Role plays
- Self-assessment exercises
Who Must Attend:
This training is suitable for executives, supervisor, managers, team lead from all departments who would like to become more effective in dealing with people and emotion.
Investment Fees:
RM1,590.00 (Including 6.00% Service Tax) per participant (Standard Fee)
RM1,378.00 (Including 6.00% Service Tax) per participant (Early Bird Fee, register by 09 December 2022)
Group incentive: Register 3 participants from the same organization, the 4
th
participant is FREE. (Buy 3 Get 1 Free)
Registration:
There are 3 methods to register for this training:
Kindly click here for online registration.
Register Now
.
Kindly download this registration form, and fill up all the particulars. Please fax back to +6-03-6270-9993. Click here to download
Registration Form
(177KB).
Call us to register. Tel: +6-03-6270-9883.
Notes:
This Training Programme is HRD Corp Claimable Course *Subject to PSMB conditions.
We Are An Approved Training Provider Under HRD Corp Claimable Course With Pembangunan Sumber Manusia Berhad (PSMB/HRD Corp)
© 2022. Training Zone Dot Com Sdn Bhd 200301006028 (608448-V). All Rights Reserved.
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https://www.trainingzone.com.my/TrainingProgramme.aspx?code=TPC-3516
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After more than 10 months of pandemic down time, Dr. Terry Levy is pleased to return to sharing his four decades of expertise with professionals, caregivers and parents committed to raising and healing children who have suffered trauma or neglect.
Sponsored by the Child Welfare League of America, Dr. Levy is offering a series of webinars on Attachment and Trauma throughout February. If you are a social service, mental health, school, medical, legal or administrative professional, or you are a caregiver or parent of a child who has suffered trauma, join Dr. Levy during these four, two-hour training sessions.
VIRTUAL TRAINING ATTACHMENT AND TRAUMA:
Healing Children/ Healthy Caregivers
Thursdays
February 4, 11, 18 & 25
1 pm – 3 pm (EST)
Attachment is the deep and enduring connection that children and caregivers establish early in life. Attachment influences the developing child’s brain, emotions, behavior, relationships, worldview, and morality, and is linked to psychological, social, and physical health through the lifespan.
Children typically experience compromised attachment due to abuse, neglect, abandonment, instability, and multiple moves and caregivers (e.g., changes in family foster homes). With COVID-19 many children, parents and caregivers, are struggling with additional anxiety, stress and trauma in their families, communities, and schools.
The role of parent/caregiver is challenging, particularly with children who have special needs and a history of trauma. Children can be anxious, depressed, angry, mistrustful, and “push your buttons.” To be a “healing parent” you need information, skills, support, self-awareness, confidence, and hope. To be a positive role model and mentor, you must practice self-care and effectively manage stress.
This training is appropriate for social services, mental health, school, medical, legal and administrative professionals, and for caregivers and parents (biological, adoptive, and foster).
4 Sessions
The following topics are covered during four (4) two-hour individual training sessions:
- Session 1: Understanding attachment and trauma.
- Session 2: Positive parenting/caregiving concepts and skills.
- Session 3: Self-care practices for parents, caregivers, and helping agents, to avoid burn-out and maintain health (mind-body-spirit).
- Session 4: Issues and solutions for children, adults, families, schools, and communities dealing with the adversity and hardships of COVID-19.Content goes here
Learn more and register here: http://bit.ly/AttachmentWebinar
Subscribe To Our Newsletter
Stay in touch with Dr. Levy as he travels the world sharing helpful hints for healthy relationships. Newsletters will hit your email inbox once a month. We won’t share your email with anyone for any reason.
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https://www.evergreenpsychotherapycenter.com/upcoming-attachment-training-webinars/
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Extracts from this document...
Introduction
Analysis Of Sport In the world of Cricket, there are a number of factors that influence a player ranging from Psychological aspects to Bio-Mechanical aspects. I will be focusing on one side of Cricket which will be Bowling as the factors that influence a Batsman are different to a bowler. I am also a Bowler for the Oxfordshire County so therefore, I will be able to provide more information and knowledge to explain aspects to an adequate level. Physical Aspect (Speed): Speed is the quickness of movement of a limb, whether this is the legs of a Bowler or the arm of the Batsman. Speed is an integral part of Cricket and can be expressed as any one of, or a combination of, the following: maximum speed, elastic strength (power) and speed endurance. Energy is supplied by the anaerobic pathway. The anaerobic (without oxygen) energy system is best challenged as an athlete approaches top speed between 30 and 60 metres while running at 95% to 100% of maximum speed. This speed component of anaerobic metabolism lasts for approximately eight seconds and should be trained when no muscle fatigue is present. A fast bowler needs to take a longer run-up toward the wicket than a spin bowler, due to the need to generate the momentum and rhythm required to bowl a fast delivery. Fast bowlers will measure their preferred run up in strides and mark the distance from the wicket before he or she starts the over. ...read more.
Middle
Psychological Aspect (Visualization): An excellent cricket tip I picked up is the power of visualization. It is a skill which is often ignored by cricketers. For batsmen, bowlers and fielders at any level of the game it is an important skill that should be mastered. Visualization is a very powerful technique that can help increase both your efficiency and effectiveness in achieving your cricket goals, whether it would be scoring one hundred runs, playing a perfect cover drive or taking that important wicket or catch. "You must see your goals clearly and specifically before you can set out for them. Hold them in your mind until they become second nature." Ricky Ponting. (A book called Visualization: The Key To Success? By Ian Canaway.) I believe this was the phrase that allowed me to set myself a positive and competitive attitude towards Cricket. When you begin to use the visualization techniques, you want to mentally create a vivid scene in your mind of what you want to achieve. You want this scene to be as detailed and clear as possible, you need to be able to see and feel your success. An example of this would be picturing yourself taking that critical wicket or scoring that winning run. Being able to visualize your success allows other mental advantages to come in such as a build-up of confidence and self esteem. Confidence will allow the bowler to be more consistent and be able to vary up his or her bowling styles and tactics as they will believe that they can do these types of bowls and therefore, make more of an impact on the result of the game. ...read more.
Conclusion
This resistance could be anything from Free weights to medicine b***s, resistance bands, kettlebells or a partner during a training exercise. Cricketers get the best benefits from strength training about 2-4 times a week. Total training time can vary a little more but 1-3 hours split between those sessions are recommended by 'UK Sport'. The fitter you are the more you can do. 'The best strength training is the type that gives greatest crossover to the pitch in both performance (speed, power) and injury prevention. This is generally referred to as functional training. While this is an area of great debate in the strength coach world, there are some generally agreed areas. * Multi Joint. Exercises that involve the whole body have a greater crossover (more functional) because they more closely emulate what you do on the pitch. They are also more time efficient as you are training several muscles at once. Variations of squats, deadlifts, bench pressing and rowing are all examples. * Explosive movements. Cricket requires you to move fast so generally your training should be fast. That may mean less weight moved more explosively but it will give you a better result on the pitch.' (http://wiki.answers.com) I chose strength as one of my five components as it allows the bowler (especially a pace bowler) to have more variety of bowls to select from during an over, as strength creates speed, and speed creates variety such as swing, bouncers etc. It also allows less time for the batsman to choose a shot to play and therefore may end up getting himself or herself out. ?? ?? ?? ?? Will Hawkins Sports Analysis ...read more.
This student written piece of work is one of many that can be found in our AS and A Level Acquiring, Developing & Performance Skill section.
Found what you're looking for?
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https://www.markedbyteachers.com/as-and-a-level/physical-education-sport-and-coaching/sports-analysis-cricket.html
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Belated Happy Sunday! I hope you remembered to “spring ahead” one hour before you went to bed Saturday night if you live in a part of the U.S. that follows daylight savings time! I can remember a few times, while I was growing up, and then with my own family, when we forgot…and of course, we arrived an hour late for church!
“Joy is never released through unbelief, but it is always present where there is belief. Believing is so much simpler than not believing. If we do not believe God, His Word, and His promises, then we are left with the labor of reasoning and attempting to work out matters ourselves.
and where there is joy, there will also be enjoyment.
This is God’s will for us, that we might have and enjoy life.
“A confident woman is positive.
Confidence and negativity do not go together.
They are like oil and water; they simply do not mix.
Being positive or negative is a choice–it is a way of thinking, speaking, and acting. Either one comes from a habit that has been formed in our lives through repetitious behavior. Expect good things from God today–He won’t let you down.
-1- I’m just thinking of the irony that it takes faith to believe in God – but also takes faith to NOT believe in God or any “higher power,” but rather in our own devices and how the world and all that’s in it came to exist. Even those who don’t believe in God have to believe in SOMETHING.
-2- Ah, yes… accountability. That is the reason I have joined blog challenges and blogging communities, for the encouragement and accountability factors that will hopefully, eventually, help me establish a consistent blogging habit.
-3- Interesting thought, that confidence and negativity cannot co-exist. And, as with so many things in life, we have to CHOOSE whether we want to focus on the positive or the negative.
So what are YOUR thoughts? Do you agree that believing in something or someone is easier than NOT believing?
What about accountability? Do you have someone in your life who helps hold you accountable for various endeavors?
Do you agree that confidence and negativity cannot co-exist?
Wow, these are some really good questions and I could write a book about each one! I’ll say that knowing God and spending time with Him helps me to be positive, because then I am more mindful of my blessings. A negative person doesn’t focus on gratitude.
I think it depends on the subject. Confidence and negativity can co-exist in one person, but rarely on the same topic.
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https://words-encouragement.com/march-8-belated-devotional-thoughts
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Monday 5 Things…..Super Powers…..
Waiting for the red-eye from SJC back to ATL, I smiled as the young boy zipped around the Delta Sky Lounge with his cape pretending to fly. When I asked him who he was, he stopped, put his hands on his hips in a true superhero pose, and told me somewhat indignantly that he was Superman, as if I should have known. His confidence got me thinking about the superpowers that we all have, but which we may not pay enough attention to, or use as much as we should.
1. Words
When used for good, words have tremendous power. Chosen well and used at the right time, words have the power to inspire and energize; to grant grace and forgiveness; to be catalysts for change and healing. They can transform and build up others and create images and open minds.
2. Silence
At times more powerful than words, silence can conserve energy and develop creativity. It allows others to speak and gives the silent party time to listen; to understand. Silence can diffuse an argument and build trust. The silence of a pause will often keep someone else talking, allowing you to find out more information. Silence can center you as you start your day or bring clarity to moments of confusion.
3. Laughter
Laughter is an incredible superpower. Laughing can help us unwind and loosen up. Laughing, particularly at ourselves, has the power to release anxiety and change a negative disposition to an upbeat attitude. Laughter adds joy and neutralizes tense situations. The power of laughter is attractive, healing, comforting and is contagious.
4. Failures
The most powerful failures in my life are what I call my spectacular failures. Failures are essential to life. Failures have the power to teach, to temper, and to transform. Failure has the power to bring us one step closer to achieving what we want in life; to make us even more resolute and steadfast to continue moving forward with our dreams. Failure has the power to be a stimulus to success.
5. Mind
The full use of our mind may be the most under-utilized of our superpowers. Positive thoughts release neurochemicals that affect whether we see our day, our world and ourselves in positive or negative terms. Using our mind and developing our intellect cultivates emotional maturity, wisdom and situational awareness. Your mind influences behavior and is the gear shift for your actions and reactions. The superpower of your mind fosters passions, creativity and disciplines. It has the power to solve problems and allows you to recognize risks and vulnerabilities that can impact your life. Your mind can be used to visualize success, to conquer fears, bolster your stamina and sustain your strength through the challenges and valleys of life.
Here’s to nurturing, advancing and using your very own superpowers today and every day.
© 2019 D. Paul Graham, all rights reserved.
D. Paul Graham is passionate about people, culture, photography and business. He has embraced his wanderlust with his travels around the globe and is at peace with his need for spirited drives in all things automotive.
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http://www.southmag.com/Features-Blog/190826_Monday-5-Things-with-D-Paul-Graham/
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There aren’t many members in the moral leaders club. For that reason alone, when two moral leaders – The Dalai Lama and Archbishop Desmond Tutu – gather to share deep discussions of morality and, in this case, joy, it’s worth investigating. The Book of Joy: Lasting Happiness in a Changing World both chronicles the meeting and walks through the agreements and disagreements of these two great leaders.
What is Joy?
I’ve written about my journey to find happiness with many reviews (Stumbling on Happiness, Hardwiring Happiness, Flourish, etc.). I’ve considered the difference between hedonistic happiness and value-based happiness in my reading and reviews of The Time Paradox and The Happiness Hypothesis. Joy is something different.
The Archbishop says, “Joy is much bigger than happiness. While happiness is often seen as being dependent on external circumstances, joy is not.” The Dalai Lama echoes this in the inverse by saying, “Pain is inevitable; suffering is optional.” Joy, then, is a conscious choice to respond to our circumstances in a positive and fulfilling way. We cannot change our circumstances, but we can change how we respond.
Everyone Has Pain
The Archbishop comments, “I’m really actually very humbled listening to His Holiness, because I’ve frequently mentioned to people the fact of his serenity and his calm and joyfulness. We would probably have said ‘in spite of’ the adversity, but it seems like he’s saying ‘because of’ the adversity that this has evolved for him.” The Dalai Lama has certainly known pain. It isn’t in spite of the pain that he’s become the great man he is today but rather because of it. It’s because of the way that he’s been able to work through his pain and choose his response that he is revered – even by other leaders – for his serenity, calm, and joyfulness.
The research says that if you “help” hatching sea turtles to get to the ocean, you’ll disrupt their sense of bearing and ultimately kill them. If you “help” a chick to escape the egg shell, you’ll condemn it to death. Even our stem cells need biological stress to cause them to become the specific cells we need. Pain, stress, hardship, challenge, or whatever you call it is the power that drives us to be better.
The challenge, as we learned in The Hope Circuit, is to find meaning in the pain. Without meaning to our pain, we see no sense to it nor control, and we develop the state of learned helplessness – or, rather, we fail to develop a sense of control that enables us to persevere. So, it’s not in spite of hardship that we develop joy but through it.
Dejection
Shantideva, an eighth-century Buddhist master, wrote, “If something can be done about the situation, what need is there for dejection? And if nothing can be done about it, what use is there for being dejected?” It is key for joy to not be sucked in by destructive emotions like dejection. Shantideva is saying that, on both sides of the coin, dejection is not useful. If nothing can be done, then your dejection will do nothing but further zap your energy. If something can be done, then why wallow in a dejected state – why not just go do it?
Ultimately, the feeling of dejection arises when you don’t believe that you can do anything about your situation – that you have no control. This may be the literal truth, but being dejected does nothing to change that fact. In fact, it reduces your capacity to do other things. By accepting that you can’t do anything and moving on, you’re better off.
Destructive Emotions
Dejection is only one form of destructive emotion. Other destructive emotions like envy literally block a person’s ability to feel love, empathy, and compassion, and, as a result, they prevent joy. Destructive Emotions is the subject of a book by Daniel Goleman and The Dalai Lama. It came from a set of meetings between spiritual leaders and scientists. The conversation centered on the Buddhist belief that emotions can be either afflictive or non-afflictive. In other words, they can be either destructive or not.
The problem with destructive emotions is that they block the path to joy. Anger that is maintained for too long becomes afflictive (destructive) and keeps someone from reaching joy. The path to joy, in this case, is through forgiveness or letting go of the anger. Consider a man who was imprisoned for 30 years, who was asked how he could forgive those who jailed him. His response was, “If I’m angry and unforgiving, they will have taken the rest of my life.”
Despite the encouragement to release destructive emotions, both the Dalai Lama and the Archbishop acknowledge that destructive emotions come to everyone, and there should be no shame in them occurring. They should simply be set aside.
Emotional Control
One of the areas that the Archbishop and the Dalai Lama disagree is the degree to which people have control of their emotions. The Archbishop feels like people have little influence on their emotions, and the Dalai Lama feels that we have more. How Emotions Are Made argues that emotions are entirely constructed in our mind – and therefore we should be able to control our emotions. While I think that this goes too far, to say that we have significant influence on our emotions isn’t an understatement.
Paul Ekman has been working with the Dalai Lama since Daniel Goleman introduced him back at the conference that led to the Destructive Emotions book. In fact, Ekman and the Dalai Lama have authored a book titled Emotional Awareness. Ekman is known for his work in developing the facial action coding system (FACS) or, more colloquially, in his ability to train people to detect lies. (See Telling Lies for more.) Ekman believes that, in addition to the ability to shape your emotions, there’s a gap between feeling the emotion and responding, and that this gap can be cultivated. However, he cautions that this isn’t easy, because evolution designed emotions and their responses to happen quickly.
Shifting Perceptions
Jinpa (who is the Dalai Lama’s primary English interpreter) mentions that it’s much easier to change perceptions than it is to change your emotions. I find this to be very true. To change perception simply requires examining the perception and others’ perceptions. However, telling someone that they shouldn’t be angry denies and invalidates them. (See Motivational Interviewing for more)
Once perceptions are changed, it’s possible to get folks to re-evaluate their emotions in the context of new information. Sometimes they are so moved that they will adjust their emotion to match the facts – but often not without internal difficulty. I often encounter people saying that they know that they shouldn’t be angry, frustrated, sad, etc., but they still are. The feelings, however, tend to fade with time.
Multiple Brain Circuits
What we may be experiencing is the same sort of tug of war that we saw in The Hope Circuit, where the medial prefrontal cortex (MPFC) is able to dampen the response of the dorsal raphe nucleus (DRN). It takes time (and training) for one part of the brain to attenuate the function of another. The more we research the brain, the more we realize that there are separate, sometimes redundant, pathways. Richard Davidson, for instance, discovered there are four separate brain “circuits” involved in joy. There are one each for maintaining positive states, recovering from negative states, generating focus and anti-mind-wandering, and generosity. It’s amazing that we have four separate circuits that are converged on the ability to help us find joy.
The fact that nature designed so much into the possibility of joy gives us hope that we can each find our own joy – irrespective of our circumstances.
Cultivating Joy
In the end, it’s possible to cultivate joy by cultivating our compassion and focusing our thoughts towards more compassionate directions. Further, we can cultivate joy by forming and maintaining intimate relationships with other humans. The more connected we become to others in a meaningful way, the more joy we find.
Breaking Traditions
There are traditions in each religion. For Christians – particularly Catholics – it’s traditional to only offer the Eucharist to other Christians. It’s the symbolic body of Jesus and his blood. The thinking goes that you would want to only offer this special rite to those who would honor it. For the Dalai Lama, he made a vow not to dance. Both the Archbishop and the Dalai Lama broke their tradition (or vow) during the course of their meeting. The Archbishop by offering the Dalai Lama the Eucharist and the Dalai Lama by indulging in a bit of a dance to follow the Archbishop’s irrepressible boogie.
To some this may seem like a major transgression; to me, it seems like an awareness that the customs, conventions, and vows are designed to direct us towards the goal of our religion – which both men would describe as love. In context, love most likely equates to the Greek word agape, and thus is essentially the same as compassion. I was impressed, when I read Heroic Leadership, to find that the Jesuits focused on the essentials of their beliefs and bent those traditions that inhibited their ability to become a part of other communities. I see these leaders’ acts as attempts to close the gaps between differing religious views and to unify us all in our acceptance of everyone.
We open ourselves up to joy when we realize that we’re all a part of one large community of humans, and we desire to be in relationships with others. The Book of Joy is written with space for all our names. We just need to seek to be in community with all of our brothers and sisters across the planet Earth.
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https://confidentchangemanagement.com/book-reviews/psychology-neurology-philosophy/book-of-joy-lasting-happiness-in-a-changing-world/
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The Worlds Longest Melody is the title of this CD, the sixth to date devoted entirely to Larry Polanskys music, and, curiously, the title of not one but two of the pieces on it: The Worlds Longest Melody (Ensemble), and The Worlds Longest Melody (Trio): The Ever-Widening Halfstep, the final piece of for jim, ben and lou. On casual listening, the two pieces seem to bear little relationship to each other. In fact, The Worlds Longest Melody is a generic title, which referred originally to a simple but powerful theoretical melodic algorithm that Polansky devised and first published in a set of pieces called Distance Musics in the mid-1980s; the title then became attached both to the software itself (several generations thereof) as well as to a number of compositions of radically different form and character that resulted from its use. This situation shows something of the nature of Polanskys musical and conceptual world, where ideas constantly grow, mutate, and branch out in unexpected directions. There are no clear lines of demarcation between his activities as composer, performer, improviser, theorist, computer musician, teacher, publisher, editor, musicologist: Polanskys whole artistic endeavor might be thought of as a search for ways of participating responsibly in the complexity and plenitude of the world, and of sharing its abundance with others. The guitar has long been an important component in Polanskys musical explorations, and this CD has grown from the enthusiasm for his work by the musicians of the Belgian electric guitar quartet ZWERM. The acoustic and electric guitar are featured both solo and in small and large combinations; a few pieces not originally conceived for the instrument are also presented here in guitar-oriented guise. This is true of the opening track, Ensembles of Note, which can be done with any instrumentation. It was composed in 1998 for the New York Citybased Gamelan Son of Lion, at the request of its director Barbara Benary for a one-page process piece. Ensembles of Note has received many performances worldwide, and a glance at the score immediately suggests whythe underlying concept is so simple and yet so rich in interpretative possibility that ones first instinct is to grab the nearest musicians around and give it a go. It is based on an ostinato pattern, heard here on claves, that runs throughoutan eight-measure sequence in five beats to a measure, structured as two times through a two-measure pattern followed by two times through a second two-measure pattern. Over this, the players gradually build melodies, first by playing only one note or sound anywhere in the eight-measure sequence, then two notes the second time through, then three, and so on, until they have built up what they individually feel to be a complete melody. (The patterns can either be worked out in advance or, if the players have a good memory, created in real time.) Once the melodies are fully ripe the musicians move, on cue, to play in rhythmic unison a few times through the ostinato to end the piece. Ensembles of Note therefore proposes an intriguing independence of form and material: the form, while variable in length, will nonetheless always be essentially the same, whereas the musicians material (other than the ostinato itself) can vary hugely in nature and style.
tooaytoods 111 are very short pieces written originally for solo piano at various times and places between January 2000 and September 2004. The first two were arranged for electric guitar duet by the composer; tooaytood 6 was originally conceived for electric guitar quartet, for a New York City group that never actually played it; and the others recorded here have all been arranged for electric guitars by Toon Callier. Although the literature of music contains an enormous number of short pieces, we have very few examples of pieces quite as short as Polanskys tooaytoods. Each of the first eleven pieces in the still-expanding set is intended to be played in two seconds, although not all of them need necessarily to be taken at tempo, especially when arranged for other ensembles. On this disc tooaytood 9, the longest of them, takes less than twelve seconds to play; at the opposite extreme, tooaytoods 3 and 6 each last less than three seconds. But in this extremely compressed time-world matters of duration become not so simple. Several of the tooaytoods depend for their full musical effect on the resonance that hangs in the air after the last note has been played, so that some of the pieces divide, we might say, into an active part and a passive part, both equally essential. In tooaytood 2 the resonance of the last chordD7 with a few lingering overtonesmay last, as in this recording, longer than all the played notes that precede it. Here the resonance is full and rich, almost as though the active part of the piece has been merely a way of bringing about this lush sonority. In tooaytood 5, the resonance is quieter, more complex harmonically, more thoughtful, dream-like (the piece was written as a lullaby for the composers daughter). At the end of #9 we have a very low, steady, bass throbbing that seems both hip and profound. An equally fascinating problematic of duration seems to me to attach also to those of the tooaytoods that are played staccato, dry, their last notes not sustained: #3, for example, here the shortest of all, consists of six chords each of which is exactly half the duration of its predecessor, the result forming a written-out accelerando. To the ear, the effect of these accelerating chordsaccompanied by a crescendo through the pieceis a sort of Alice in Wonderland moment of watching water disappearing down a plughole; we seem to need another few seconds to accept that the piece is actually over. The same is true of tooaytoods 6 and 11; events happen so quickly that we need some aural recovery time to digest what we have just heard. It is as though the form of these tiny pieces adds up to more than is actually stated: there is an eventful, articulated part, followed by an inarticulated part that, far from being empty, is filled with what might be called inaudible content. These, it seems to me, are just some of the fascinating perceptual questions opened up by the radically miniature scale of the tooaytoods.
Polansky calls the tooaytoods a set of meditations on time, form and idea, and the conservation thereof. The musical material of each piece is highly focused and coherent. tooaytoods 1, 2, 6, and 11 derive all their pitches from the harmonic series on a single fundamental, but each piece explores this starting-point in very different ways: in #1, the two guitars begin at opposite ends of the array of harmonics 117 of D and gradually converge in the middle; in #2 more or less the reverse happens; in #6, by retuning only three open strings, Polansky enables the four guitars to give the exact intonation of harmonics 211 of a low E; and in #11 he applies the rhythmicana principle invented by Henry Cowell, in which the frequency relationships among the notes are the harmonic-series equivalents of their rhythmic values. tooaytoods 3 and 7 in contrast use jazz-derived ii-v chord progressions (#7 even has a chromatically ascending bass line), while the harmonic worlds of #5 and #9 are freely composed, gently dissonant sonorities. #9 is one of two homages on this disc to Polanskys colleague and friend Christian Wolff, and is, the composer says, a homeopathic study in Christians ideas of ensemble playing.
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https://dokumen.tips/documents/the-worlds-longest-melody-new-world-the-worlds-longest-melody-is-the.html
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Managers evaluate the productivity of a process by measuring the number of finished products, known as outputs , against the time, materials and energy -- the inputs -- needed to create them. Businesses often use time as the standard input measure. For instance, workers at Fictional Furniture can assemble 80 chairs in an eight-hour day. Since no production process can produce flawless outputs each time, some products will not be available for sale immediately after production. Some of these products can go through a different process to remove defects and become salable items.
A good unit is an output that is ready for sale right away. A reworked unit is an output that goes through the process of removing the defects and preparing it for sale. At the Fictional Furniture factory, a reworked chair may need to have its legs replaced, its back refinished or its seat reinforced to have it ready for sale. The formula for the product yield is the sum of the good units and the reworked units available for sale.
The formula looks like this:. Look at the balanced equation for the reaction. The coefficients in front of each molecule tell you the ratio of the molecules that you need for the reaction to occur.
If you use exactly the ratio given by the formula, then both reactants should be used equally. The coefficients indicate that you need 6 oxygen molecules for every 1 glucose molecule. Compare the ratios to find the limiting reactant. In most chemical reactions, one of the reactants will be used up before the others. The one that gets used up first is called the limiting reactant. This limiting reactant determines how long the chemical reaction can take place and the theoretical yield you can expect.
Compare the two ratios you calculated to identify the limiting reactant: The formula tells you that your ideal ratio is 6 times as much oxygen as glucose. Therefore, you have more oxygen than required. Thus, the other reactant, glucose in this case, is the limiting reactant. Review the reaction to find the desired product. The right side of a chemical equation shows the products created by the reaction. The coefficients of each product, if the reaction is balanced, tells you the amount to expect, in molecular ratios.
Each product has a theoretical yield, meaning the amount of product you would expect to get if the reaction is perfectly efficient. The two products shown on the right are carbon dioxide and water. You can begin with either product to calculate theoretical yield. In some cases, you may be concerned only with one product or the other. If so, that is the one you would start with. Write down the number of moles of your limiting reactant.
You must always compare moles of reactant to moles of product. If you try to compare the mass of each, you will not reach the correct results. The molar mass calculations found that the initial 25g of glucose are equal to 0.
Compare the ratio of molecules in product and reactant. Return to the balanced equation. Divide the number of molecules of your desired product by the number of molecules of your limiting reactant. In other words, this reaction can produce 6 molecules of carbon dioxide from one molecule of glucose. Multiply the ratio by the limiting reactant's quantity in moles.
The answer is the theoretical yield, in moles, of the desired product. In this example, the 25g of glucose equate to 0. The ratio of carbon dioxide to glucose is 6: You expect to create six times as many moles of carbon dioxide as you have of glucose to begin with. The theoretical yield of carbon dioxide is 0. You should get 8. Determine the percent yield.
Your result should be The calculation from the mass of Al to the mass of alum could be done in a single step Help Me. The stoichiometric factor is the ratio of the stoichiometric coefficients of two substances in a balanced chemical equation. The stoichiometric coefficients are the numbers in front of the substances and represent the number of moles of each that are required for, or are formed in, the reaction. In this case, 2 moles of Al are required contents and 2 moles of alum are formed.
In calculating the percent yield, we need to calculate the theoretical yield based on the limiting reactant. If there is more than one reactant, this is the reactant that produces a smaller amount.
Limiting reagents and percent yield How to determine the limiting reagent, and using stoichiometry to calculate the theoretical and percent yield. Google Classroom Facebook Twitter.
You determine percent yield with the following formula: Lovely, but what is an actual yield, and what is a theoretical yield? An actual yield is, well, the amount of product actually produced by the reaction in a lab or as told to you in the chemistry problem. This percent yield is applied for any synthesis and this is because the amount of substance that is given out in any synthesis is again divided by theoretical value and .
Percentage yield. A balanced chemical equation tells what the theoretical or ideal yield of the reaction should be, assuming perfect completion of the reaction. In reality, the actual yield may be less than the theoretical yield. Reasons for this include: 1. Sep 08, · How to Calculate Theoretical Yield Two Parts: Finding the Limiting Reactant Determining Theoretical Yield Community Q&A The theoretical yield is a term used in chemistry to describe the maximum amount of product that you expect a chemical reaction could down4allmachinegz.gq: K.
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