Essay Samples For Radiation Therapy Program

Essay Samples For Radiation Therapy ProgramIf you are planning to enroll in a radiation therapy program, you will need essays that make good use of the information provided in your free applications and in your admission applications. These essays will be used as an admissions criterion for entry to the program. The best essays will contain all the required information that can be easily gathered from the available data. These essays will tell the truth about you.You have to make sure that you meet the requirements of the admissions criteria before enrolling in a radiation therapy program. You will be asked to provide the essays. These will then be compared with the information in your personal details, your admissions applications and the preliminary information you have submitted. You will need a little more time than if you were just entering the program. This is because of the competition among the schools to secure your place.An Introduction is very important. It tells about you , what you do and why you want to enter this particular program. You should mention the reasons why you chose this particular program. You should relate them to the subject matter being covered by the course. It should help in setting a positive image for the students who will come to know about you. They will definitely have a favorable impression of you.A Personal Life is another important essay that should be included in the essay samples for radiation therapy program. Describe your friends and the activities they participate in. Explain what you like to do with your friends and who you like to spend time with. There are different reasons to write a good personal life essay.You may feel that your application is not strong enough and it may be that you are lacking the requirements to start the course. Do not forget that this is a competitive field and if you are not chosen for the course, you will not get admission. This essay shows that you have the capacity to take part in the p rogram and satisfy the admissions requirements.Finally, if you want to impress the admissions officers and to get a better chance at admission, you will need information about your hobbies. You must describe all the things you like to do. This will surely attract the attention of the admissions committee.All the personal information given in your essays can be supplemented with the online information that can be accessed on-line. This will provide additional background information about you. With this information, the essays are no longer just composed to suit the admissions criteria but have become a positive body that can positively influence the prospective students' impression about you.

The Prevalence And Incidence Of Type 2 Diabetes Essay

A. Statement of the Problem The prevalence and incidence of type 2 diabetes are increasing worldwide, particularly in devel-oping countries, in conjunction with increased obesity rates and westernization of lifestyle (In-zucchi et al., 2012). The economic burden for health care systems is skyrocketing, owing to the costs associated with treatment and diabetes complications. Type 2 diabetes remains a leading cause of cardiovascular disorders, blindness, end-stage renal failure, amputations, and hospitali-zations (World Health Organization, 2014). Type 2 diabetes is a chronic illness that requires continuing medical care and ongoing patient self-management education and support to reduce the risk of long-term disability and prevent complications. Self-management refers to â€Å"tasks that an individual must undertake to live well with one or more chronic conditions which include gaining confidence to deal with medical management, role management, and emotional management (El-Gayar et al., 2013). Effective self-management strategies are of obvious importance, and it is critical for achieving diabetes treatment goal. Î’. Significance of Problem As the worldwide prevalence of diabetes increase, the demand for and cost of medical care in-crease too. The median annual direct medical costs for subjects with diet-controlled type 2 diabe-tes who are not obese and have no complication were ranging between $1,700 and $2,100. 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According to McBean, â€Å"the 2001 prevalence among Hispanics was significantly higher than among blacks.† (2317) In other words among the Hispanic or Latino community, there is a higher occurrence of diabetes as compared to other racial/ethnic groups such as BlacksRead MoreInfluence Of Risk Factors1538 Words   |  7 Pagesimpact on reducing NCDs. In many countries, the incidence and prevalence of chronic and NCDs has risen and this trend is expected to continue upward. The reason for this increase is the increased risk of these diseases in recent years. 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It can also be caused by the failure of the body cells to respond to the produced insulin by the pancreas (World Health Organization 2006). Insulin is a renowned peptide hormone

The Social Determinants Of Health - 1458 Words

There is growing research into what has become known as the social determinants of health; the central claim arising from this research is that â€Å"various social factors have a strong influence on population health and on inequalities in health outcomes across social groups†. (Preda Voigt, 2015) Social determinants of health are conditions in the environments in which people are born, live, learn, work, play, worship, and age that affect a wide range of health, functioning, and quality of life outcomes and risks. Conditions such as social, economic, and physical in various environments and settings such as school, church, work, or neighborhood have been referred to as â€Å"place†. (HP 2020) According to Healthy People 2020 (2016) understanding the relationship between how population groups experience â€Å"place† and the impact of â€Å"place† on health is fundamental to the social determinants of health. Healthy People 2020 (2016) have developed an a pproach to social determinants by organizing a â€Å"place-based† framework, reflecting five key areas of social determinants of health. Each of these five determinant areas, economic stability, education, social and community context, health and healthcare, neighborhood and built environment; reflects a number of critical components that make up the underlying factors in the arena of social determinants of health. Differences in social, economic, and environmental circumstances lead to health inequalities that are socially produced and thereforeShow MoreRelatedThe Social Determinants Of Health1623 Words   |  7 PagesStress has been identified as one of the social determinants of health. 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However, only focusing on social determinants of health undermines the importance of other factors that also heavily affect immigrant health in the United States. Specifically

Human Resource Management and Value Addition

Question: Discuss how Human Resource Management can make a difference by adding value to an organisation. Answer: Introduction The human resource department has multi-faceted responsibilities, which range from recruitment, training, and employee development to compensation. However, the business dynamics and the global competitive pressure have forced most organizations to re-examine all business aspects to assess the value they create and their profitability. Therefore, a critical evaluation on how human resources operate within an organization is essential in understanding the value it adds to an organization. This essay aims at analyzing how human resource management can make a difference by adding value to an organization through decision-making, creating satisfaction, strategic planning, being a change agent, being employee oriented, and administration. Decision-making According to Andresen and Nowak (2014), the tremendous evolution in human resource management has made it a vital managerial element in decision making. Contemporary research study findings reveal a bond between HR strategies and activities and the overall business performance. The model below provides an illustration of how HRM is involved in the decision-making process. HRM involvement in decision-making (Andresen Nowak, 2014). The model above indicates that early integration of HR activities and strategies in the organizational decision-making impacts more value on the decision outcomes. The perceived value of HR becomes evident by integrating into different areas that relate to human resource management. Value-driven HRM, which is involved very early in decision-making, creates value through the influence it causes on the companys strategic decisions, depicting opportunities, and protecting company values (p.19). Therefore, it is critical to indulge HR when making a decision at this stage because of the ability in understanding varied personalities. HRM as an intelligent toolbox is early involved in decision-making. At this stage, HR plays a critical role in preparing employees for all changes expected to take place in an organization by breeding a new organizational culture that matches with the anticipated changes (p.20). However, at this stage, HR does not take an active role in decision-making but rat her acts as an object that facilitates effective implementation of decisions. The executive HRM reveals what most HRs in organizations go through being involved after the top management make major decisions. Therefore, it plays the role of messengers by conveying information to employees (p.20). However, effective execution of decisions under this stage requires integration of most activities in the previous stages to ensure efficiency in the long run. Reactive HRM happens when HR acts as a mediator in situations where most decisions yield unexpected outcomes (p.21). The value creation under this stage is by being swift in handling problems even if it late. Satisfaction A balanced scorecard, which was popularized by Kaplan and Norton (2013), provides an overview of what organizations require succeeding. The authors argued that businesses must meet and satisfy the needs of customers, employees, and shareholders and that there is an unbreakable bond among the three stakeholders. The balanced scorecard concept proved to be a success in companies like Eastman Kodak and Sears. The HR practices shape employee attitudes, which determine service delivery to customers. The ultimate effect is consumer satisfaction and retention. More so, the positive customer attitudes towards the company products and services influence shareholders to invest in the company. The shareholders and customers satisfaction is a motivation to employees because it opens up room for an increase in remunerations, bonuses, and serves as a platform for employee development and growth. To build on the balanced scorecard concept, Becker, Ulrich, and Huselid (2013) came up with the HR scor ecard, which makes it possible to measure and depict the impact of HR practices on organizational well-being. Strategic Planning Daft and Samson (2014) purported that the strategic role of HRM is to drive organizational performance (p. 401). The traditional management approach gave little attention to the HR, which has turned to be an important part of organizational well-being in the twenty-first century. HR reports determine strategies lied down by the top management because not only does it support the strategic objectives but also integrates organizational plans to realize the target performance. The authors further argued that value creation using the strategic approach manifests itself in the ability to involve all organizational managers in managing the human resources and recognizing employees as a powerful asset. Therefore, HR tackles the strategic issues by hiring the right people to overcome the competitive business nature, encourage innovation and improve on quality. Change Agent The rapid technological advancements, globalization, variation in business practices and organizational objectives have influenced variations in the traditional business operations. A keen look at the Fortune 500 companies reveals that their survival depended on their ability to adapt to change. Therefore, HR is tasked with making sure that the organization embraces and capitalizes on change by coming up with high-performing teams and shortening the cycle times for the execution of new ideas. Furthermore, HR ensures that it eliminates the inaction created by change through motivation and pinpoints the success factors for change by carrying out strength, weakness, opportunity, and threat analysis. HR ensures that the firm is capable of handling change (Ulrich, 2013). Therefore, everything that ranges from the definition of company initiatives to development and delivery of resources in an effective manner requires keen integration in the change programs. While change can be met with g reat resistance especially from employees, HR ensures that it replaces the resistance with resolve (p. 152). More so, HR motivates employees by instilling excitement in change programs to minimize the effects of fear and worry. Employee Oriented The increase in cheap labor and the rise of technology today has encouraged most organizations to capitalize on employee efforts by redrafting the old employment contract, which was a job security. Companies have opted for contracts that lead to a transactional relationship with employees, thus paying little attention to their wellbeing provided they pay for the job done. However, Sims and Quatro (2015) insisted that such behavior has catastrophic ramification on the organizational well-being. They claimed that it was almost impossible for companies to thrive if they gave a cold shoulder to their employees. In their argument, they suggested that firms must create an atmosphere in which employees feel part of the organization. Therefore, the new HR role in ensuring it adds value to the company and employee is by ensuring that the work environment satiates their social needs. For instance, the HR organizes end of the year parties, rewards employees with vocational trips takes teams for motivational trips and allows them to form labor unions to nourish their social urges. More so, the HR department is responsible for educating all levels organizational management on the impact of employee motivation and should outline the best mechanisms of realizing it. Treating employees as an organizational asset must entail the provision of opportunities that encourage personal and professional growth and equipping them with relevant tools to assist in effective work delivery. Considered as a strategic department in an organization, the involvement of HR in decision-making is an assurance to employees that the management can consider their concern especially in situations where critical decision are made for instance retrenching, plant closure, and merger and acquisition. Administration According to Mathis, Jackson, Valentine, and Meglioh (2016), the administrative function of HR in most organizations revolves around information generation and recordkeeping. Through the use of technology and outsourcing services, HR is capable of increasing efficiency in processes by making the fast and cheap. HR adds value to the organization by locating and fixing most of these processes. For instance, the use of technology in screening resumes for new job applicants reduces the cycle time for identifying potential employees and hiring them. Furthermore, the use of technology allows frequent interactions between employees and their managers. Improvement in such processes increases the quality of work while minimizing costs because technology and outsourcing some of the services eliminates resource wastage and saves on time. HR is also responsible for creating, designing and implementing efficient systems that bring synergy among organizational units. By so doing, they allow the un its to share the administrative services. The administrative role also manifests itself in the HRs capability to create central points that collect, coordinate, and distribute important information, which can turn it into an internal organizational consultant. Conclusion Human resource management is a dynamic business institution that requires adequate attention in understanding the evolving needs. The ability to create value in an organization depends on the degree of investments injected in this department. The above discussion provides an overview of how HR creates value from different viewpoints, which must act as a single entity to realize the benefits. Organizations must understand that HR no longer serves the simple administrative task as it was required under the traditional approach, but has increasingly become a strategic tool through the contributions it adds to the organization like staffing, training, employee development and growth, and the ability to influence the decision-making process. Giving it the needed attention facilitates remarkable contributions to the business strategy by aligning all HR functional areas with the firms priorities. References Andresen, M. Nowak, C. (2014) Human resource management practices: Assessing added value. Bamberg: Springer. Becker, B.E., Ulrich, D., Huselid, M.A. (2013) The HR scorecard: Linking people, strategy, and performance. New York: Harvard Business Press. Daft, R.L. Samson, D. (2014). Fundamentals of management: Asia Pacific edition pdf. Sidney: Cengage Learning. Kaplan, R. Norton, D.P. (2013) The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. New York: Harvard Business Press. Mathis, R.L., Jackson, J.H., Valentine, S.R., Meglioh, P. (2016) Human resource management. London: Cengage Learning.