Wednesday, November 6, 2019
My interpretations of the Wizard of Oz Essays
My interpretations of the Wizard of Oz Essays My interpretations of the Wizard of Oz Paper My interpretations of the Wizard of Oz Paper The Wizard of Oz is a popular Childrens Literature in the world. After reading various of interpretation theories in internet. For example, Parable on Populism of Littlefield, Henry , Analogy between the Yellow Brick Road and the Information Superhighway of Gandy, Oscar , The Wizard of Oz as a Secular Myth of Nathanson, Paul and Salman Rushdies Theories of Oz and so on. Actually, there are huge difference thoughts between these scholars, most of them are more than ostensible story beyond The wizard of Oz itself. Take for example, Rushdie rejects the conventional view that its fantasy of escape from reality ends with a comforting return to home, sweet home. On the contrary, Rushdie think it is a film which speaks to the exile. The Wizard of Oz shows that imagination can become reality, that there is no such place as home, or rather that the only home is the one we make for ourselves. Being a grown-ups of both non-native speakers of English and non-western culture, I hold the different view on the story itself. Backing from my first impression of knowing the Wizard of Oz is when I was 10 years old elementary kid. The most attracting part is the interesting characters scarecrow, tin-man and cowardly lion but except for Dorothy-the little girl. In my view, I think the story it self has a clear explanation of finding ourselves. All of characters are looking for something that they thought they dont have. However , is that true? I , as be a Taiwanese, has influenced by American culture little by little since I was a kid. We watch American TV programs , American movies and American value all the time. However, the most unforgettable culture shock for me is Searching for our identity. I still remember there was a time that some typical characters in American soaper. They sometimes get themselves do nothing but thinking, wearing different clothes or fooling around. Those characters seem to be young man mostly. They always answer like I am looking for myself if people ask them. Comparing with western culture to Chinese culture, our education doesnt courage young man to think independently. We tend to follow what our seniors thoughts. In other words, we seldom think about what do we lack in ourselves not mention about the identity of ourselves. According to my personally observation, lots U.S students or European students ,they would like to spend some time which is probably years to travel or work after compulsory education. They make themselves stop moving forward to next step in their life for a while. After getting to know themselves better, they will devote themselves to their further education or work again. Obviously, people who grow up in Chinese cultures seems dont do so. Before getting to know ourselves better, we tend to rush to next step. And the worse thing is that we follow the others view when we encounter with choice. Other parts such as the viewpoint of family value itself in the story which also stands for typical American value. Dorothy is a little girl with full of curiosity and eager to find a way to resolve her problem in reality which could represent for American characters in some respects. By meeting other three main characters, they also stand for some kind of symbols of finding their identity as well. Through consistent will of finding a way to go home in the story, The story then highlights the family values of American culture. On the other hand, it took me spend decade to understand that tin man is used to be a real man and the real reason that he become to be a tin man is because of some accidence. I used to think that tin-man is a robot. I even ever ask other classmates view on tin man in class while our teacher- River was teaching the literature. To my surprised is other classmates also hold the same view as I have before reading the novel. What a coincidence. After all, as far as I am concerned, reading childrens literature is a totally fresh experience because what Ive learned from the story is not only the difference values between western culture and Chinese culture but also the similarity on values which might be an universal tendency of finding out the goal of life. We maybe all lack something, thats why we are here for experiencing this life.
Sunday, November 3, 2019
Introduction to Communication-Improve Your Listening Essay
Introduction to Communication-Improve Your Listening - Essay Example my personal concerns is however a strategy to overcoming the barrier because shifting focus from self is likely to reduce effects of my concerns on my concentration through establishing psychological stability. An effort to concentrating on a message in a communication is another strategy to overcoming the barrier and is likely increase amount of information that I capture (Beebe, Steven & Beebe Susan, 2011). Poor attitude is another barrier to my listening. I am often critical during communication and am quick to identify possible mistakes in a speaker’s presentations. I am equally judgmental over a speaker’s physical appearance and negative attitude shifts my attention from a speaker and associated message. Focusing on message content, rather than its structure and the speaker, is the possible strategy to overcoming the barrier because it can reduce my criticism and improve my ability capture information in communication through focusing on message details (Beebe, Steven & Beebe Susan,
Friday, November 1, 2019
Current Events in Macroeconomics Essay Example | Topics and Well Written Essays - 750 words
Current Events in Macroeconomics - Essay Example They are especially critical of many levels of government intervention, including the proposed guest worker program. The two concur in many areas, including the fact that despite the illegality of this immigration, it benefits the economic status we enjoy by having the illegal immigrants take positions which are those others would not take in service industries like housekeeping and landscaping and other such jobs. The two also state that there are many pluses, including the fact that taxes are often paid by these illegal immigrants. The negatives, unfortunately, are also easily seen, including the use of public education, fire and police protection, and all forms of government assistance including Medicaid, Food Stamps and other such assistance. The overall concept for this article is encompassing human factors, how humanity affects the economy. In this particular case, how the migration and immigration of people affects a particular economy in both good and bad ways. This is subjec t to a great deal of debate as to whether or not such immigration would be of benefit and whether the attempts to change the idea would be of any economic merit. In the Economy section David Wessel writes in A Tricky Move for the Fed, Wall Street Journal June 24, 2006 issue, that the decision to change the interest rate up or down is a tricky proposition in current economic times. The reason for this is that finding an appropriate level of balance is equally as tricky as regaining it once balance has been lost. In the case of current economic standings with inflation on the rise and a slowing economy it's a question of which fire would be the most urgent one to fight. Raising rates could slow the economy and cause a recession, something they don't want; lowering it too much might cause inflation to raise exponentially, also not something favorable in the eyes of economists. Consideration in either case causes concern in the employment factor, the consumer factor is also at issue and then we must also consider how they interact within the economy. Mark Whitehouse reveals, in the piece done in the June 26, 2006 Wall Street Journal titled A Housing Slowdown Can Put the Brakes on a Job Sector but Open Other Opportunities, that the housing boom which our country has been enjoying may be coming to an end and this end makes the appearance of a bad thing. In actuality, the revelations found within this potentially devastating slowdown, could in fact bring about benefits at first unseen. "From a macroeconomic perspective, the housing slowdown, and the attendant slowing of job growth, could be just what the economy needs."1 In essence, the fact that houses are not selling as swiftly as they can be built or as swiftly as someone needs to be transferred may actually prove beneficial in other areas of the economic landscape. This change can further cause a rise in movement elsewhere within the macroeconomic landscape, continuing the cycle that will bring economic relief. Isabelle Lindenmayer writes about the state of the US dollar in her article Dollar is to Enter an Unsteady Week Ahead of Fed Move. As in most cases, the dollar will have its good days and bad days on the market in regard to value, and on occasion, the Fed can influence those good and bad days. In an analysis of expert opinions, two factors,
Wednesday, October 30, 2019
Your pick of this week's news Assignment Example | Topics and Well Written Essays - 250 words - 2
Your pick of this week's news - Assignment Example Donor nations particularly face challenges while dealing with the receptive but discriminating nations on the grounds of sexual orientation. The main idea of the article is that with the growth in the acceptance of gay rights globally, donor nations and organizations are facing more challenges in establishing the limits to which they can extend help to the nations that impose ban on homosexuality. The author has given enough factual material to support the ideas e.g. latest estimates of the UN, and quotations of important figures. The author appears to have obtained information through review of literature and latest news. The reportage is true and balanced because it is based on facts. The author has identified the dilemma donor nations are caught in as they feel pressurized to stop aid to the discriminating nations to take their stand for gay rights on one hand, and to continue aid for the health and social wellbeing of these nations on the cost of gay right
Monday, October 28, 2019
Predictive Validity Results for Assessment Centers and Face to Face Interviews Essay Example for Free
Predictive Validity Results for Assessment Centers and Face to Face Interviews Essay Introduction:            One the greatest challenges for any Human Resources Department in any corporation lie in determining whether or not an interviewee is suitable for the job opening that is available. A lot of companies invest a large amount of capital to upgrade the selection and hiring procedures to ensure that the proper individuals are hired (Delery and Kacmar 1998). In line with these hiring procedures, many tests have been implemented to improve on the reliability of the HR processes that are involved (Delery and Kacmar 1998). Traditional methods of testing involved face to face interviews which were considered as reliable in determining whether or not a particular individual was well suited for a certain job or an organization (Arce-Ferrer 2003). More recently, however, more and more firms are basing their HR practices on more reliable tests and indicators such as the Predictive Validity of Assessment Centers. There has been a lot of controversy regarding the predictive validity results of assessment centers as opposed to face to face interviews. Much of this has been based around the findings that the Predictive Validity for Assessment Centers is much higher than that of Face to Face Interviews (Moruzi and Norman 2002). This short discourse will discuss the theory that the Predictive Validity for Assessment Centers is much greater than Face to Face Interviews. In order to arrive at a better understanding of this issue, it is important to first discuss the meaning of Predictive Validity. Predictive Validity:            Predictive validity, as understood in the field of psychometrics, is defined as the extent that a certain scale is able to predict the scores with regard to criterion measures. It is essentially a measurement of the degree of agreement among different results that have been collected through the use of direct and non-biased testing procedures (Arce-Ferrer 2003). This predictive validity is almost always quantified by the correlation coefficients taken between the two (2) sets of measurements that have been collected from a homogenous target population. Important to the understanding of predictive validity is the concept of correlation coefficient which is basically an indication of the level of linear relationship that exists between two (2) variables. The value of the correlation coefficient always lies between -1 and +1. A result of -1 means that there exists a perfect negative relationship, while a +1 value indicates the exact opposite, which is that a perfect positive linear relationship exists. 0 means that there is no linear relationship between the variables (Arce-Ferrer 2003).            A perfect example of the use of predictive validity is during job performance tests that are geared toward assessing the competency of a certain individual with respect to predetermined job tasks. In job recruiting instances such as these, a group of 100 applicants[1] are tested. After a certain span of time, an assessment comes out. This assessment is based on a quantitative scale that has been evaluated by their superiors and co-workers.            This results in 100 pairs of results – a single pair for every employee. The first set is the scores that are obtained prior to hiring and the second set is from the assessment of competent experts after a certain period of time. The reasonable quantitative measure of predictive validity is shown by the value of the correlation coefficient that has been obtained.            It has been said that predictive validity has certain similarities to other validity tests such as concurrent validity. Both of these tests measure the correlations between test results and a certain criteria measure. The reason why predictive validity is selected despite its similarities to other validity tests is because it is able to provide more beneficial information and data (Arce-Ferrer 2003). This is because predictive validity tests have been found to exhibit a greater fidelity in the context of real situations wherein the test is going to be utilized.            Like many other aspects of social sciences, the results obtained from the correlations in a predictive validity test are not exceptionally high. It has been found that the typical predictive validity data for certain employment tests only yield a correlation of approximately r=0.35 (Arce-Ferrer 2003). Nevertheless, such a result can still lead to substantial benefits for the companies who utilize such a test. Face to Face Interviews:            The utilization of Face to Face interviews has been cited as controversial in not only employment situations but also in other fields such as college admissions. It has been said that these interviews derail the selection process because of the lack of validity and for its lack of reliable evidence (Moruzi and Norman 2002). One of the reasons for this is that Face to Face interviews often yield a lower predictive validity value as compared to other tests such as the Assessment Centers.            Face to Face Interviews often involve a careful selection process among many applicants and potential employees. It usually consists of a very detailed conversation with regard to a set of predetermined issues that serve to identify certain abilities of the individual being interviewed (Delery and Kacmar 1998). In certain cases, in order to improve the accuracy of such a test, the participants are narrowed down to certain specifics to be able to reach an accurate representative of a certain population (Gehrlein, Dipboye and Shahani 1993).            The diverse amount of information that can be obtained from Face to Face Interviews makes it ideal in certain circumstances. This method has been found to be particularly useful in gathering information that is not typically ascertainable through other methods (Moruzi and Norman 2002). As such, the reliability of this type of test is compromised with regard to the predictive validity value because of the lack of objectivity that has been found to occur frequently during Face to Face Interviews. Assessment Centers:            Assessment centers are generally defined as a process by which a certain group of individuals are given a series of work related exercises and tests. The purpose of these tests is to enable the experts to determine the abilities, skills, traits and other character details of the participants (Delery and Kacmar 1998). The trained experts employed to conduct these tests are tasked with the evaluation of each individual against certain predetermined criteria.            There are many different methods of assessment that are currently used in practice today. These tests include interviews, in-tray exercises, presentations, group activities, work simulation tasks, group dynamics and at times even role-plays (Holling and Reiners 1995). While not all of the Assessment Centers conduct all of these tests, a great number have resorted to a combination of a majority of the aforementioned assessment practices.            As a method of selection and recruitment in companies, Assessment Centers are regularly utilized for its ability to provide consistent, unbiased and objective results.   The recognized downside to this, however, is the fact that assessment centers are very capital intensive for companies to maintain and therefore means that those who are subjected to assessments must already exhibit a great degree of potential for the company (Holling and Reiners 1995).            The broad range of methods used by Assessment Centers has made it suitable for use in selection, hiring and even promotion of personnel. A number of studies have consistently maintained that Assessment Centers are regularly able to meet such requirements as reliability, objectivity and predictive validity (Holling and Reiners 1995). With correlation coefficient values ranging from r=0.30 and r=0.40, the utility of Assessment Centers have allowed companies to come up with a reliable method for personnel management (Holling and Reiners 1995). This relatively high predictive validity value has been attributed to the fact that most of the indicators of future job performance are not made to depend upon a subjective assessment. Advantages and Disadvantages:            Before comparing Face to Face Interviews and Assessment Centers, it is important to first discuss the advantages and disadvantage of each of these methods as HR functions. This discussion will begin with the advantages and disadvantages of Face to Face Interviews and proceed to a discussion on the same topics with regard to Assessment Centers.            Advocates of Face to Face Interviews have often cited that this process has many beneficial applications for HR functions. One of the reasons given is that Face to Face Interviews often provide information about non-cognitive criteria that are usually regarded as crucial to success. The ability of Face to Face Interviews to provide information that is usually not obtained in other tests gives it a distinct advantage over objective methods design to elicit very specific criteria (Li, Canada and Lim 2000). Another important advantage of Face to Face Interviews comes from the fact that it allows for a systematic review of certain criteria or information that the individual has provided. The Face to Face Interview process means that there are more opportunities to tackle certain issues that cannot be raised in Assessment Center practices.            On the other hand, Face to Face Interviews have been criticized for the subjectivity factor that contributes to errors from multiple sources (Holling and Reiners 1995). This in turn affects the Predictive Validity of such a method. It has also been shown in studies that use the Face to Face Interview process in college admission programs that the predictive validity is widely unknown. Other have also criticized these Face to Face interviews for being less efficient and even more costly as compared to the other alternatives that exists such as standardized objective exams and the like.            Assessment Centers justify their relatively significant Predictive Validity ratings on the objectivity and reliability of the results obtained. A fairly great number of individual studies that have been conducted on the objectivity of Assessment Centers have shown that the Predictive Validity of Assessment Center Procedures studies lie within the range of r=0.30 to r=0.40 (Holling and Reiners 1995).        In addition to this, the â€Å"social validity†that assessment centers have has met the demand for the other qualities that are essential to the personnel selection process. In most Assessment Center practices, information on certain details with regard to the workplace and the company are made available to participants, while management, on the other hand, participates in the development and use of selection instruments (Holling and Reiners 1995).  This results in the implementation of processes and leads to conclusions that are transparent for both the participant and the management. The effect of this is that it leads to a relatively easier communication system for the parties involved. These advantages are what make Assessment Centers highly acceptable to both the participants and HR in relation to personnel selection within companies.            The greatest disadvantage to Assessment Centers as argued by critics lies in the finding that the objectivity of the methods are compromised due to the involvement of management and employees in the design of the Assessment Center procedures (Holling and Reiners 1995). As such, there can be no objectivity with regard to the results because the preconceived notions of the desired qualities for the applicants play heavily in the selection of potential employees as assessors.            Another issue is with regard to the performance criteria that are utilized in Assessment Centers. The Predictive Validity of the Assessment Center is subjected to influences in relation to the norms, values and preconceptions of management (Holling and Reiners 1995). This criterion contamination effect often leads to over estimates in Predictive Validity results (Holling and Reiners 1995). Link between Face to Face Interviews and Assessment Centers:            The link that exists between Face to Face Interviews and Assessment Centers revolves around the practicality of such practices in light of Human Resource Procedures for Corporations. The determination of the selection and hiring of individuals is often an expensive process for most companies (Cherwitz 2004, 2005). Due to this financial concern, a number of companies are torn between conducting face to face interviews and organizing assessment centers.            Clearly, the reliability that Assessment Centers provide makes it an ideal choice over Face to Face Interviews for most companies. The lack of objectivity of Face to Face Interviews, as shown in the previous section, makes it difficult to ascertain the reliability of such a test (Cherwitz 2004, 2005). Although it does offer additional information that cannot be obtained through other methods, the usefulness only lends partial viability for the utilization of this model.            Assessment Centers, on the other hand, allow the companies to have a more reliable view of the potential employee. This allows companies to predict to a more accurate degree whether or not a certain individual would be a perfect fit in the organization. It also allows companies to estimate to a reasonable degree the success of such person within the organization.            It must be noted, however, that a lot of the research done in this field has led to certain changes in HR functions. The ever growing reliance by management on verifiable statistics and tests has led to an adaptation of certain measures to improve the validity of such findings (Hough 1998). As such, while Assessment Centers are clearly shown here as more reliable given the greater Predictive Validity ratings that it consistently obtain, the presence of newer and more reliable techniques could tip the scales in other directions (Hough 1998). Conclusion: While face to face interviews can be incorporated in most Assessment Centers, the issue of reliability and objectivity still comes into play. As has been shown in the advantages and disadvantages section of this discussion, the benefits that a company can derive from organizing Assessment Centers far outweigh those of Face to Face Interviews. The only concern, however, is the financial burden that such a program can cause for a company. Given the benefits that can be acquired from the implementation of this HR function, however, it is clear that Assessment Centers yield more promise than Face to Face Interviews. In the advent of globalization and the presence of an ever competitive global market, the relevance of such a finding is crucial. Companies can effectively allocate the resources that they have to obtain results that are quantifiable and verifiable. The investment in sound personnel policies such as an Assessment Center ensures that the companies that employ such HR functions can remain competitive in the global markets of today.    References: Arce-Ferrer, A., Ketherer, J. (2003). The effect of scale tailoring for cross-cultural application on scale reliability and construct validity. Educational and Psychological Measurement, 63(3), 484-501. Cherwitz, R. (2004). Capitalizing on unintended consequences: Lessons on diversity from Texas. Peer Review, 6, 33-35. Cherwitz, R. (2005). Diversifying graduate education: The promise of intellectual entrepreneurship. Journal of Hispanic Higher Education, 4, 19-33. Delery, J., Kacmar, K. (1998). The influence of applicant and interviewer characteristics on the use of impression management. Journal of Applied Social Psychology, 28, 1649-1669. Gehrlein, T., Dipboye, R., Shahani, C. (1993). Nontraditional validity calculations and differential interviewer experience. Educational and Psychological Measurement, 53(2), 457-469. Hills, J. (1971). Use of measurement in selection and placement. In R. L. Thorndike (Ed.), Educational measurement (2nd ed., pp. 680-732). Washington, DC: American Council of Education. Holling, Heinz and Reiners, Wolfram (1995) Predicting Job Success with the Assessment Center: Validity or Artifact? Westfalische Wilhels-University Munster, Bundesrepublik Deutschland. Hough, L. M. (1998). Personality at work: Issues and evidence. In M. Hakel (Ed.), Beyond multiple choice: Evaluating alternatives to traditional testing for selection (pp. 131-166). Mahwah, NJ: Lawrence Erlbaum Associates, Inc. Li, C., Canada, R., Lim, M. (2000). A review of admission procedures of counselor education programs. The Alabama Counseling Association Journal, 26(2), 33-40. Moruzi, C., Norman, G. (2002). Validity of admission measures in predicting performance outcomes: The contribution of cognitive and non-cognitive dimensions. Teaching and Learning in Medicine, 14(1), 34-42. [1] For purposes of this discussion the figure 100 will be used. This does not signify that 100 is always the base number required for conducting predictive validity tests.
Saturday, October 26, 2019
Coping With Stress In An Organization :: essays research papers
Coping With Stress In An Organization Table of Contents                          I. Introduction                          II. Defining Stress                          III. Types of Stress                          IV. How to Handle Stress                          V. Recognizing Stress                          VI. The Military and Stress                          VII. Summary I. INTRODUCTION      Since the beginning of mankind there has always been some kind of stress affecting how people feel, act and cope with situations. In this paper we will look at the definition of stress and what causes people to have stress. Then we will see how different people handle stress and show how not all individuals have the same tolerance for stress. The next thing that will be discussed is how managers in organizations can recognize and reduce the negative effects that stress has on the worker and the organization. Finally we will consider what kind of stresses there are in military organizations and how they can be controlled. II. DEFINING STRESS      Robert C. Dailey, in his book Understanding People In Organizations, defines stress as â€Å"any demand made on the body that requires psychological or physical adjustment.†Many people think of stress as always being something bad. However, stress sometimes can be good. Stress is part of our every day life. It can have a motivating effect or a demotivating effect. Each of us have our own level of how much stimulation or stress we need in our lives to keep us from getting bored.1 Others however, have a much lower tolerance for stress stimuli. So managers must be able to look at each individual and decide if the individual has a high or low tolerance for stress. Managers can do this only if they have a good understanding of what causes stress. III. TYPES OF STRESS      Stress can come from a multitude of different reasons, but for simplicity lets break it down into two forms: individual induced stress and physical environment stress. Individual stress includes things such as role conflict, role ambiguity, work overload, and responsibility for others. Role conflict occurs when accomplishing one job inhibits or greatly reduces the chance at completing another assigned task. In this case the person who is tasked to do the jobs will incur some type of stress while trying to figure out how to get both tasks accomplished in the given amount of time. How much stress and if it will impact the individual positively or negatively will depend on the experience level of the individual. Role ambiguity is when an individual is not sure of what their job entails. It makes it hard for a person to decide on what their priorities are and how to manage their time. Ambiguity can come from a
Thursday, October 24, 2019
Mary Breckinridge
Jennifer St. Pierre 7/10/2012 Mary Breckenridge NU 120 Michelle R. Edwards MSN, RN Breckenridge School of Nursing Mary Breckenridge was born in 1881 in Kentucky. She was born into an influential family, and for that she enjoyed a privileged childhood as well as getting an education in the U. S and Europe. Mary Breckenridge’s father was the U. S ambassador to Czar Nicholas II of Russia. By the time Mary Breckenridge was 26 years old she had become widowed, as well as losing both of her children at an early age. At this time Mary Breckenridge has decided to dedicate her life in improving the health of women and children. Gina Castlenovo, November 2003. ) Mary Breckinridge became a registered nurse in 1910 and worked at St. Luke’s Hospital in New York. During this time she was as well working in France during World War I, this is where Mary Breckinridge became exposed to new healthcare ideas. Mary Breckenridge stated â€Å"After I had met British nurse-midwives, first in France and then on my visits to London, it grew upon me that nurse-midwifery was the logical response to the needs of the young child in rural America†¦ My work would be for them†. Gina Castlenovo, November 2003. ) Proceeding after World War I Mary Breckenridge went to Columbia University and studied public health. She wanted to conquer the health issues in eastern Kentucky; this area had few roads and absolutely no physicians. Her theory was if she could be successful in such a run down, poor area she could be successful anywhere. Mary Breckenridge got around by traveling horseback and teaching families about their health as well as local lay midwives about birth practices.By doing this she had learned that women lacked prenatal care and gave birth to an average of nine children, this was done by mostly self taught midwives, and farmer’s wives. They relied on traditional beliefs and invasive procedures. (Gina Castlenovo, November 2003. ) Mary Breckinridge believed children’s healthcare should start in the prenatal period (birth-child’s first years) due to a high maternal mortality. When returning to London she became a certified nurse-midwife. She then went to Scotland to observe the work of a community midwifery system.This system served poor and rural areas. The structure was decentralized and was used as a model for the Frontier Nursing Services. Once arriving back in Kentucky in 1925, Mary Breckinridge began the work that would introduce a new type of rural health care in the United States. (Gina Castlenovo, November 2003. ) In 1925 The Frontier Nursing Service (FNS) was established, this was a private charitable organization. The entire serving area was about seven hundred square miles in southeastern Kentucky. Mary Breckinridge raised over six million dollars to support this organization.Many people believed this was due to her influential connection and speaking engagements. The staff was made up of nurse-midwives that w ere trained in England. The staff traveled by horseback and or by foot so that they could provide quality prenatal and childbirth care in the clients’ own home, they functioned as both midwives and family nurses. Clients were able to pay low fees in money and or goods. No one was turned away, and in doing so both maternal and infant mortality rates decreased significantly. (Gina Castlenovo, November 2003. )The Frontier Nursing Service (FNS) registered over sixty four thousand patients since 1925. The FNS as well delivered over seventeen thousand babies with only eleven deaths. One of the nurse-midwife began the first American school of midwifery in New York in 1932. The FNS founded its own school in Hyden Kentucky in 1939. Mary Breckinridge ran the Frontier Nursing Service until she passed away in 1965. (Gina Castlenovo, November 2003. ) The FNS still serves southeastern Kentucky, now with a hospital in Hyden, four rural health clinics, a home health agency, and the FNS Schoo l of Midwifery and family Nursing.Many people from all around the world come to study this particular model of rural and social service delivery. (Gina Castlenovo, November 2003. ) The American College of Nurse Midwives recognizes Breckinridge as â€Å"the first to bring nurse-midwifery to the Untied States†and the Frontier School of Nursing as â€Å"a leader in nurse-midwifery in the Untied States. In 1982 Mary Breckinridge was inducted into the American Nurses Association’s Hall as a tribute for her contributions to the nursing profession in women’s health, community and family nursing, as well as the rural health care delivery. Gina Castlenovo, November 2003. ) Mary Breckinridge had the right Idea about wanting to help the less fortune. In today’s society we have Medicaid. The Medicaid program was designed to provide health coverage for lower-income people, families, pregnant women, children, elderly and people with disabilities. (Medicaid) Reference s Gina Castlenovo, M. M. (November 2003. ). Mary Breckinridge http://www. truthaboutnursing. org/press/pioneers/breckinridge. html. Medicaid. (n. d. ). Medicaidhttp://www. healthcare. gov/using-insurance/low-cost-care/medicaid/. Washington, D. C. 20201.
Subscribe to:
Posts (Atom)