Gaining Hands-On Experience at the Kenya YMCA’s Central Branch

by Herman Bailey | Jan 10, 2023 | Essays | 0 comments

Introduction

Given that internship is a academic equipment and regarded as a unit in the university, my application to do internship at Young Men’s Christian Association (YMCA) was accepted and was based at the central branch.  I worked in the fitness center and at the swimming pool during my internship period.

Background information about YMCA

The Young Men’s Christian Association (YMCA) is a global organization with about 125 national associations and 57 million beneficiaries. YMCA was founded by George Williams in 1844 in London with an aim of putting Christian principles into practice to develop healthy spirit, mind and body, and that formed the three pillars of their emblem.

The local YMCAs are affiliated voluntarily through their national organizations, which in turn are part of both Area alliance and also the World Alliance of YMCAs. The main motto of the World Alliance is “empowering young people” and is based in Geneva, Switzerland.

Kenya YMCA

The Kenya YMCA is a subsidiary national branch of the global YMCA. The Kenya YMCA has 23 branches nationwide.  The main secretariat and the Central Branch of YMCA is located along State House Road Nairobi, next to United Kenya Club.

The organization is charitable and is committed to the improvement of the of the life quality both in urban and rural areas. It is non-profit, non-denominational, and voluntary organization. This means that it has members from every race, religion, men and women, the old, and also recognizes the human race brotherhood and experience richness of coming together to share resources, experiences and information for mutual benefit.

Mission of Kenya YMCA

To facilitate and develop the physical, mental and spiritual well being of youth to enable them become responsible citizens

Vision

To empower young people for Africa renaissance

The commitment of YMCA is to pursue social and economic justice for all with a greater emphasis on youth, women and the children. To achieve this,  the organization provides training opportunities and support the development projects for the communities as a way of enhancement of the economic survival chances for the vulnerable and the marginalized groups in the society. The organization seek to avail the opportunity to many people to realize their full potentials, and live full life with a belief that it is the Christians missions core. YMCA has many different activities and programs for the youth and these activities include:

Youth programs

These programs range from Hi-Y clubs which assists in educating the youths on values, to develop different skills in addition to offering platform for motivational speaking. They include;

• Provide wide variety of recreational activities for the youth
• Youth programs such as dance and drama
• Development of programs for job creation
• Mentorship and leadership programs
• Reproductive health programs
• Environmental conservation activities,
• Entrepreneurial activities
• Hi-Y clubs in schools
• Outdoor activities such as outings and hiking
• Sports and recreation

Some of the sporting programs and activities YMCA offers include both outdoor and indoor sports. The outdoor activities include; soccer, basketball, badminton, swimming, camping and hiking. Similarly, the indoor activities include gym, tennis, aerobics, darts, taekwondo and karate.

Educational programs

They include environmental education, S2C and Hi-Y.  YMCA also has a primary school in Shauri Moyo that has baby class, nursery, pre unit and the primary school.

Community service

The community service activities include advocacy on climate justice, visiting children home, peace campaigns, advocacy on S2C, health programs and disaster risk reduction activities. They have affiliated volunteer youth groups such as CHANCE which has young talented elites from different professionals such as clinical officers, public relations, computer science, social and community development workers, peer educators and motivational speakers who aid orphans and the vulnerable children in the country.

Internship programs

YMCA offers many internship opportunities for youths from different educational programs for a period agreed. Because they had sports facilities and programs, I applied for internship at YMCA and began my three month internship program from 2^nd may to 31^st of July 2014. I was attached at the Central Branch of YMCA which has the gym and the swimming pool facilities for their sporting programs and activities.

Tasks

As an intern, I was closely working with my supervisors both in the gymnasium and the swimming pools areas. Basically there were no scheduled programs when I was to attend specific sporting area, be it gym or the swimming pool, but it depended on the client’s numbers and time of the day. For instance, in the morning, midday lunch hour and in the evening, gym used to have many clients and therefore my services was needed there. Swimming pool on the other hand had clients in the afternoon hours and the days the weather was favorable for swimming. I also had different tasks both at the gymnasium and the swimming pools

The gymnasium tasks

Generally, in the gym section I was assigned the supervision duty of the fitness center. The following were my duties in the gymnasium section:

1. To welcome and to explain different programs and activities of the fitness center. This also included instructing the clients on the effective ways of using wide variety of the fitness and the cardio equipments by providing basic information on fitness.
2. To monitor the operations in the gymnasium and ensure everything is in order. Monitoring also involved checking of the clients to ensure that there is smooth flow of clients through the exercise circuits.
3. To develop health and wellness programs for the clients especially the new ones
4. Provide instructions to the clients especially the new ones on how to use the fitness equipments and the cardiovascular equipments. This also includes aiding of the clients in the daily operations of the gym equipments and to answer their questions concerning the equipments.
5. To maintain the health record of the clients and the users of the fitness rooms
6. To ensure that the rules and the regulations, standards of safety and the sanitation requirements of the gym are followed to the latter by the clients. This involved communication with the clients about the policies of YMCA to protect its properties and the liability for their damage and warning against going against the rules and regulations of the gyms since YMCA is not liable for any injuries sustained in their premises.
7. To assist in the implementation of the emergency action plan of the fitness center. This included offering first aid to whenever there were emergency cases in the gym.
8. To provide assistance to the clients who comes to enquire on our services, rates and other questions
9. To document and report all incidences and accidents in the gym to the fitness manager. Furthermore, I was to document and report all malfunctions of the equipments and the safety hazards whenever they occur to the fitness manager
10. To assist in record keeping at the fitness center. This includes recording the payment receipts of the clients, issuance of the membership cards, ensuring that the clients fill the attendance register before entering the gym for their workouts. Record keeping also involved sharing of information about the membership rates and different payment packages of YMCA with the new visitors. Furthermore, I managed the check-ins and the check-out procedures for the existing members.
11. To assist in aerobic classes wherever there was need such as absenteeism of the day’s aerobics instructor or he is committed somewhere and could not attend to his classes.
12. To perform other assignments and duties as assigned by the supervisor within the gym settings

The swimming pool tasks

1. To assist in maintenance of the hygiene of the pool, that is I was engaged in cleaning of the swimming pool. Maintenance of the water included biological, physical and chemical factors for proper sanitation of the pool. Chemical maintenance of the water included testing and recording the water pH, calcium hardness, total alkalinity and the levels of salts. The physical maintenance of the water included circulation, filtration, temperature of the water and vacuuming of the swimming pool. For the biological maintenance, I was assisting in water shock treatments, disinfection and control of algae.
2. During the annual maintenance shut down which was in mid June, I assisted in cleaning of the pool deck, bulk head and inside the pool. Similarly, filtration system was check during that annual shut down.
3. To assist in the administration of first aid to casualties around the swimming pool area. This also involved performing resuscitation when appropriate.
4. I also performed other tasks as assigned by the aquatic manager
5. I assisted in checking whether the equipments and the machines are properly functioning
6. I also assisted in record maintenance. This included ensuring that all the clients sign the attendance register before swimming, completing the duties checklist
7. Ensure that the rules and regulations concerning the swimming pool are followed by the clients. This is to ensure safety of the clients. This I did by patrolling the pool and also ensuring that no client drown
8. To assist the swimmers in water when they are in danger of drowning by giving them the long rod and pulling them out of water for their safety
9. To offer customer care services to the new clients. That is to answer their enquiries concerning the swimming pool rates, checking the payment receipts and the membership cards before allowing them to use the swimming pool. Among the customer service duties, I also issued the swimming equipments as requested by the clients such as the swimming boards, floaters and the flippers.

What I gained and the lessons leant

During my three month internship period, I learnt and gained quite a number of things. Some of the important things that I gained and learnt include:

1. I learnt how to handle different people regardless of the social or economic status in the society. This was not a theoretical unit but what a person learns in the field when interacting with different kinds of people.
2. I also sharpened my organizational skills since during my internship period, I worked on scheduled time and on different activities. Therefore, high level of organization was paramount for the success o the assigned duties
3. I was able to apply my knowledge of fitness testing, fitness programming in designing different programs to different clients. I learnt how to monitor fitness progress of the clients practically, giving recommendations advice on nutrition, lifestyle and exercises
4. I also learnt how to operate and controls the settings of the training machines and equipments such as the automated treadmill, multipurpose training machine among others
5. I learnt how to document and report any incidences and accidents that occur in a swimming pool or a fitness center. The information I learn was helpful in evaluation of risks of a machine or the health hazards in the fitness facility
6. I also learnt how to take the measurements of the water such as the water pH, salt levels, water alkalinity and how to physically do cleaning of the swimming pool. These are some of the practical things that I was not taught in classes
7. I learnt how to operate the swimming pool circulation machines and the filters. Knowledge of the operations of the equipments is useful as a lifeguard or a s professional in the swimming industry
8. I also learnt the importance of record keeping. For the profits to be calculated, good record keeping is important during calculation. Furthermore, clients data are very crucial and must be kept properly and confidently.

What I introduced

During my internship period, I was able to introduce a number of things when attending to my clients:

Use of designed fitness programs

I was able to design training program for 10 of my clients who I worked with regularly. This was unlike in the past where the clients came to the gym for their aerobics or cardiovascular training haphazardly and go away. I ensured that the designed programs were followed to the latter during their training sessions, professionalism and good organization prevailed among my clients

Before enrolling into the program, I conducted fitness testing to the clients by measuring their BMI, calculating their waist to hip ratio, and their weight. Before completion of my internship, I did another testing and the program was promising. I hop professionalism and the trend I started will continue even after my exit

Application of the Nutrisurvey software in monitoring of the clients diets

Apart from the designed fitness programs, I designed good nutritional plan for the clients. I applied the Nutrisurvey software to monitor the amount of consumed calories by the clients. Given that the treadmills and the cross trainer were automated, the number of burnt calories was able to be calculated. This was helpful in measuring the input and output of calories and to monitor their progress.

 Conclusions

I conclusion, my three month internship period was fun, enjoyable and learnt a lot. I was able to interact with many clients, applied my theoretical knowledge practically and saw the results. I was also able to introduce some programs such as clients training through well defined programs, and monitoring of the clients’ calories using Nutrisurvey software. In general, the internship was successful and I gained a lot. 

References

McBride, T. (2009). [YMCA]. Canberra: Tye McBride.

Kenya YMCA. (2013). YMCA review: A quarterly magazine of Kenya YMCA. Nairobi, Kenya: Ofe-PR Services.

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.

Improving Performance at High Hope Daycare Through Training and Development

by Herman Bailey | Dec 29, 2022 | Essays | 0 comments

*Introduction*

Day care is a good example of a small business. It is a business venture that generates profit according to its high demand. A daycare is where working parents without nannies can take their young ones during the day or night when they are at work. The caregivers at the daycare centers take care of the children by feeding, cleaning, and making sure they are at ease until their parents or guardian takes them. The most important thing is the safety and well-being of the children; therefore a daycare should be situated in an environment that is conducive to them. Most daycares are situated in schools where kids whose parents work late can stay until they are picked up during late hours. Most teachers and caregivers in those daycares are not properly trained for the specific job they are supposed to do. The director of High Hope daycare invited me to his business to provide training and consultation.
Employees should understand that even after obtaining a job opportunity in an organization, they should always be updated on new techniques and courses that will supplement their qualifications. By conducting a training program for his employees, the director will have more competitive workers that will operate efficiently, attracting more clients.

*Purpose / Agenda for the Training*

The purpose of this proposal is to train the staff on how to improve performance for The High Hope Daycare Services. This training will also help identify the challenges that the daycare director might face. This will help in the early prevention of obstacles by heading in the right direction. The training agenda will also include detecting the organizational gaps in this business and justifying its effects.

*Comprehensive Discussion on the Proposal Agenda*

*Key elements of training and development in improving the performance of High Hope Daycare*

Orientation is one of the key elements that the institution should engage in to commit new employees to their new jobs. Training and development programs recommend employees undergo orientation in their new workplace for preparation for the commitment to their work. Mentorship is also an element that a training program requires the daycare teachers to go through by being given advice and training by the old employees on the matters of organizational cultures to help in them in developing skills that will come in handy for the benefit the of the institution. Another key element is the job rotation program in small business. This is an effective way of making sure that in case of any market change in the day care business, the employees will be flexible to carry on with their duties in a different working position.
When the key elements are properly put into practice, the daycare will experience a very big change in terms of employee performance. This is because training will equip the caregivers with the necessary skills, making them do exactly what they are required to and hence improve performance (Shaw, 2018). Once the teachers understand their work in the institution, it will increase their job satisfaction, and will stay longer in the company not only to enjoy the benefits of working there but also to continue offering their qualified services to the institution. Shaw (2018) suggests that a training program should provide information and knowledge relevant to their jobs and meet their needs and expectations. Before the employer asked for my consultation for his daycare business, he first identified the needs of his employees. He made sure I successfully delivered a program that met the employees’ expectations.

*Challenges that the High Hope Daycare Director Might Face*

Managing people from different backgrounds and with different values in an institution can be challenging for many directors. It is recommended that they foresee the challenges and be ready to tackle them whenever they arise. As a small business consultant, I always advise my clients never to underestimate the staff performance management issue, no matter the institution’s size (Vinel, 2015). The daycare director should be able to ensure that the employees are working effectively in meeting the institution’s objectives. Here are some issues that the daycare management might face while addressing organizational performance.

*Maximizing Employee’s Performance*

Most managers strive to increase their output by maximizing their employees’ performance. This is not as easy as many small business owners might think. Making the existing skills, knowledge, and talents more productive for the benefit of an organization is a complicated task. This becomes more complex when the manager handles different projects with other companies (Vinel, 2015). As stated earlier, every challenge must have a solution or a way of dealing with it. Bruno Vinel used several processes in performance management that worked for him in his different teams. The managers should clearly outline the vision and the strategies put in place. He should communicate with the employees and make clear the objectives and what is needed to be done. He should plan and set the targets to be made and give out the initiatives for the strategies by enhancing feedback and learning

*Managing Millenial employers*

Daycare staff can be of different ages, ranging from young mothers to grandmothers. In such an institution with employers of a different generation, it is easier to handle the older ones compared to the young ones. The management should thoroughly address the millennial generation’s needs and avoid generalizing. Millennial workers pay attention to details and adapt easily to new strategies and plans. They are workers full of new ideas and usually need more feedback on every progress they make (Vinel, 2015). The existing managerial system may not fully cater to the highly educated young employees, which this can lead to low performance in their work.

*Performance Appraisals*

In my view, as consultant appraisals should be done now and then to evaluate current performance so that if any problems are identified, they can be dealt with within a short period. But instead, most organization review appraisals for a year backward, making mistakes hard to be quickly spotted. In order to avoid inefficiencies in employees’ performance the objectives to be reached should be well understood by the employees. They should be revisited every time to make every point clear.

*Justifying the effects of detecting organizational gaps in the daycare business*

An organizational gap analysis can be conducted to identify which organizational gaps are present in an institution. Since there are not much staff in the daycare, the analysis can be conducted on every staff as opposed to per department (Berman, 2018)). There are several organizations that are more likely to be present in a daycare setup; skill gap, performance gap, or communication gap. The skill gap is the difference between what the organization needs skilled employees and what the employees can provide. A performance gap occurs when the current performance of the workforce is different from the desired organization performance.
By detecting the present organizational gaps, the manager will be aware of the areas or departments which are underperforming and act quickly to provide a lasting solution. It also helps in realizing the company’s current status and how far it is from reaching its set goals (Berman, 2018). By detecting the gaps in high-hope daycare, the director will easily know whether the institution is working towards its vision.
After identifying the gaps, the manager should look at what could have caused them. For example, if the organizational gap present in the daycare is a performance gap, the director should find out what causes the underperformance (Berman, 2018). If the daycare can handle more than a hundred children according to the number of staff, but they can only manage half the number, and there are complaints from the parents on how their children are being treated. This can be caused by lack of skills from the employees and also luck of training on the new technology or equipment on handling the generation z children (Nordmeyer, 2018).
When the manager identifies gap and the causes, he should go ahead and come up with a strategy that will get the institution back on its feet and running and make it the best that people recommend for their children. Here is a competitive training strategy that will improve the position of the business in the market.

*Training Strategy*

This strategy is designed to meet the institution goal and help in addressing the issue of the organizational gaps detected. Training strategy offers information and knowledge that add value to the employees’ performance by improving employee skill set and prepare staff for the goal to be achieved (Root, 2018).

*Needs assessment*

For high hope daycare to know its internal needs, an assessment should be conducted which can be easily done by the manager because he has a better knowledge of the employees. The staff performance can be assessed by determining the efficiency dedication and turn over. Once the deficiency has been detected the next step is getting employee feedback (Leonard, 2018). The surveys to get employees feedback can be done privately by feeling a form and submitting it to the manager. By doing this the employees will be honest in giving their feedback even if it is negative hence obtaining accurate information.

*Other daycare services*

The director should learn from his competitors, what works and what does not work for them. Taking one or two tips from your competitors can be a business strategy that can maximize the institution profit.

*Agenda of training activities*

This area will point out on the main agenda that the training will be about. This is from the feedback that the employees have given and the deficiency seen in the care giving department as observed by the director. The first agenda of the training activities will to learn more on employee behavior. This includes sensitive matters such as sexual harassment at work and communication strategies (Root, 2018). The training on this will discuss how an employee is supposed to do once they experience sexual abuse at work, how to communicate effectively among employees clients and even the management in order to actualize the daycare gals and vision.
Another important agenda in the training activities is the employer performance strategy. This is a very important agenda to be discussed because it point outs on the performance of the employee which is contributing factor to the development of the institution. The feedback given by the employees the underperformance is brought by untrained daycare teachers who are not familiar with the latest technology and equipments in serving our clients (Root, 2018).

*Instructional strategies to be used*

They are different methods used in a training program to help participants master the delivered content. They include;
· Chunking- this involves presentation of information in small units, this helps the brain to organize the already learnt information to prevent overload. This is suitable for the elderly employees.
· Reciprocal Teaching – this is where by the participants master content then remind themselves by teaching one another. This helps one remember all the details of the lesson.
· Visual and graphic organizers- these include diagrams, tables, charts, videos and audios. This is a very good way to put emphasis on what has been taught (Connors, 2011).

*Details of the Training strategy proposal*

•  Training program will start from April 25th and will be on for two weeks.
•  All the employees of High Hope Daycare will be participating in this program.
• Employees to be informed about the training requirement
•  Provide training and writing materials for the participants
• After every training session ask for feedback about how it was and what they have learnt.
•  The training will take place in the school classrooms to avoid extra accommodation cost.
• There will a test for what has been learnt to see what the employees have captured.

*Reference*

Berman, C. (2018). *Organizational Gap Analysis*. *Smallbusiness.chron.com <Smallbusiness.chron.com>*. Retrieved 20 April 2018, from smallbusiness.chron.com/organizational-gap-analysis-70281.html
Connors, P. (2011). *Instructional Strategies for Effective Training Delivery*. *Hr.maricopa.edu <Hr.maricopa.edu>*. Retrieved 20 April 2018, from hr.maricopa.edu/sites/default/files/InstructionalStrategiesManual.pdf
Leonard, K. (2018). *How to Develop an Effective Training Strategy*. *Smallbusiness.chron.com <Smallbusiness.chron.com>*. Retrieved 20 April 2018, from smallbusiness.chron.com/develop-effective-training-strategy-17943.html
Nordmeyer, B. (2018). *How to Document a Performance Gap & Solution Strategy*. *Smallbusiness.chron.com <Smallbusiness.chron.com>*. Retrieved 20 April 2018, from smallbusiness.chron.com/document-performance-gap-solution-strategy-38612.html
Root, G. (2018). *Examples of a Training Strategy*. *Smallbusiness.chron.com <Smallbusiness.chron.com>*. Retrieved 20 April 2018, from smallbusiness.chron.com/examples-training-strategy-11474.html
Shaw, J. (2018). *Effects of Training on Employee Performance*. *Smallbusiness.chron.com <Smallbusiness.chron.com>*. Retrieved 20 April 2018, from smallbusiness.chron.com/effects-training-employee-performance-39737.html
Vinel, B. (2015). *5 challenges with organisational and employee performance*. *www.linkedin.com <www.linkedin.com>*. Retrieved 20 April 2018, from www.linkedin.com/pulse/5-challenges-organisational-employee-performance-bruno-vinel

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.

Mary Magdalene and her relationship to Jesus Christ

by Herman Bailey | Dec 24, 2022 | Essays | 0 comments

Mary Magdalene, one of the religious women in Christianity, is often thought to be one of the most important women in the new testament after Mary, the mother of Jesus. She traveled to many places with Jesus as one of the disciples and followers. Two most important occasions emerge when examining the relationship between Jesus and Mary Magdalene. That is when they were with Jesus at the crucifixion and resurrection of Jesus.

Benedict (2007p.46) pointed out that the references of the gospel described her as brave and courageous and stood by Jesus in the hours of Jesus suffering, his death, and even beyond. The gospel elaborates on their first encounter when Jesus cleansed and liberated her from the seven demons. She becomes a follower of jess from there and later becomes very prominent during the sunset days of Jesus. When the Romans crucified Jesus, Mary Magdalene was there, ready and supporting Jesus in his last moments, and even mourned his death. Ehrman (2006) pointed out that she stayed with Jesus at the cross after the other male disciples had fled, except john the beloved. Furthermore, she was at the burial of Jesus and the only person to realize that Jesus had resurrected and finally to give a testimony of the central teaching of the faith.

It is very clear from the explanations of the gospels that Mary Magdalene loved Jesus greatly. Lüdemann (2004p. 227) pointed out in Luke 8:2-3 Jesus had just freed Mary Magdalene from the possession and bondage of seven devils; she followed him as one of the disciples, ministering to Jesus by her very own means. Furthermore, she was with Mary, the mother of Jesus, and other women when the crucifixion of Jesus was done (mark 15:40-41).

Philip et al. (2004p.96) observed that the gospel in john 20:11-18 elaborates that she was the first person to see Jesus’ resurrection after Jesus appeared to her, after tearfully searching for him. This forms the basis of the church’s reverence for her as the first witness of the risen Christ. From these passages, the relationship of Mary Magdalene with Jesus Christ is outlined well. Therefore conclusion cannot be made that she was a sinner in addition to being the wife of Jesus.

According to Ricci (1994), some apocryphal gospels written following the canonical gospels, except for the sections of the gospel of Thomas, claim that Mary Magdalene was the wife of Jesus Christ. The apocryphal gospels were mainly written to relay Gnostic teachings (Benedict, 2007). According to these gospels, they contain writings called the secret revelations about Jesus to his disciples after his resurrection, and Mariam, Marihamor Marianne is claimed to be the one who understood best the revelations. The second name of Magdalene only appears in a few excerpts of the writing. This explains why Mary Magdalene was the favorite disciple of Jesus, and this receives special revelations from him.

Ehrman, B. D. (2006p. 109) pointed out that according to the gospel of Thomas, pistils Sophia, dialogues of the savior, and the gospel of Mary, Mary Magdalene faced opposition from the apostles simply because she was a woman. This reflects the Gnostics’ negative attitude to Mary and the feminine as an important disciple. However, some people explain this opposition as an indication of the church’s attitude at that time against the women’s spiritual leadership as proposed by groups of that time. Still, none of this can be demonstrated (Lüdemann, 2004).

The opposition can be because of a conflict of the doctrines. Peter, in collaboration with other apostles against the ideas put forward by the Gnostic groups in the name of Mariam. Creating recourse to Mary was a means of justifying their ideas. Philip et al. (2004p.271) observed that in other apocryphal gospels like the gospel of Philip, this time Maria, a Gnosticism model, was cited with her original name, Magdalene, just because of her feminity. Ricci (1994) explains that in the discipleship of Christ, she was the spiritual symbol and formed a perfect union with Jesus.

Furthermore, a kiss between Mary and Jesus is spoken in this context to symbolize a union between them since the kiss was a form of the sacrament above and superior to the Eucharist and baptism. That is, if the context is understood in that way. The entire tone of the Gnostic writings is very foreign to any form of sexual implications.

Conclusion

In conclusion, the New Testament elaborates on the clear relationship between Mary and Jesus. The Gnostic scriptures are ill-intended. In fact, Mary Magdalene was a true disciple and a follower of Jesus who served him and was there for him even when the other apostles ran away.

 References

Benedict. (2007). Jesus, the Apostles, and the early church: General audiences, 15 March 2006-14 February 2007. San Francisco, CA: Ignatius Press.

Ehrman, B. D. (2006). Peter, Paul, and Mary Magdalene: The followers of Jesus in history and legend. Oxford: Oxford University Press.

Lüdemann, G. (2004). The resurrection of Christ: A historical inquiry. Amherst, NY: Prometheus Books.

Philip, ., Leloup, J.-Y., & Rowe, J. (2004). The gospel of Philip: Jesus, Mary Magdalene, and the gnosis of sacred union. Rochester, Vt: Inner Traditions.

Ricci, C. (1994). Mary Magdalene and many others: Women who followed Jesus. Minneapolis: Fortress Press.

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.

Designing an Educational Program on Personal Protective Equipment for Nurses

by Herman Bailey | Dec 24, 2022 | Essays | 0 comments

Introduction

Teaching portfolio has been extensively used in education programs for nursing to help facilitate the teachers’ growth and document teaching effectiveness. Marilyn & Oermann (1999, p. 224) defined a portfolio as a compilation of carefully selected materials that describes the teaching activities of a faculty member in the clinical, classwork, and other settings. The paper aims to develop a portfolio related to the educational program’s design process and reflects on those experiences. This program portfolio is a completed framework for an education program designed and ready for implementation. King Fahad Central Hospital will be the venue where the program will be conducted, particularly targeting registered nurses. The plan will address objectives for all education sessions, content outline, teaching plan, and resources list with costing, evaluation strategies with evaluation tool prepared, reflection on the process you have undertaken, and finally, a conclusion.

Aims of the program

The program aims to enable the registered nurses at king Fahad Central Hospital to understand the rationale for Personal protective equipment, recognize the current PPE products and enhance their adherence to the recommended Personal protective equipment guidelines.

Objectives for all education sessions

Upon completion of this four-week program, the registered nurses of King Fahad Central Hospital will be able to:

1. Understand the relationship between the prevention of associated infections and personal protective equipment and
2. Understand the effectiveness of PPE
3. Be able to apply the involved steps in the effective use of PPE
4. Identify the factors that affect adherence to protocols for using Personal protective equipment

Content outline in detail

WEEK ONE

Module 1: Introduction to personal protective equipment

Presenter: Bashehab Omnia

Personal protective equipment (PPE) is equipment or clothing worn by an employee for protection against infectious materials. PPE worn by nurses prevents contact with the patient’s body fluid that has infectious or even infectious agents by creating a barrier between a healthcare worker and the potentially infectious materials (Pang, 2014). In a hospital, the components of PPE include goggles, face shields, eye protection, respirators, masks, head covers, shoe covers, gowns, and gloves (McDonald & Ness, 2015).

Wearing protective equipment for the body can considerably reduce health risks for nurses exposed to body fluids or blood. Employers must maintain and provide clean appropriate PPE and clothing to the employees free of charge (Dixon & Ong, 2014). Personal protective equipment must be available and accessible to nurses in appropriate sizes. It is also important for healthcare workers to know the type of PPE available and where it is stored. It is significant for registered nurses to protect themselves by donning a barrier between them and anything that is potentially infectious.

As described by CDC, PPE use is built to the description of all four precautions (airborne, droplet, contact, and standard). Therefore, PPE selection should consider the possibility of contacting infectious material through airborne pathogens, respiratory droplets, the anticipated volume of exposure, and splashes. This depends on the procedures performed by the nurses. Additionally, consideration should be given to whether the PPE protection is from exposure to healthcare workers, patient safety, or both (Department of Health, 2014).

PPE is most effective when selected appropriately, fitted properly, worn according to the manufacturer’s instructions, frequently inspected for integrity verification, and changed between patients.

According to Pellowe et al. (2004), the type of PPE chosen should be based on the reasonably anticipated events and procedures, such as:

• Body fluid or blood splash
• Contact with minimal bleeding/body substances/drainage
• Contact with a large amount of bleeding/body substances/drainage that is likely to soak through the area of contact
• Airborne pathogens
• Respiratory droplet pathogens

Outcomes

The learners will have understood the general information about PPE, like their importance, what they are, how to get them, procedures, and most PPE use in hospital settings.

Module 2: Types of PPE and when they should be used

Presenter: Bashehab Omnia

Outcome

The nurses shall understand the different types of PPE available in hospital settings, showing the visual images of the PPE and where they are used. They will be in a position to understand their importance.

WEEK TWO

Module 3: Respiratory protection

Healthcare workers or patients for pathogens transmission use respirators, masks, and powered air-purifying respirators (PAPRs). Examples of respiratory protection include the following:

1. Single-use disposable masks for precaution against droplets. Are used for suspected TB patients or patients with respiratory symptoms as part of hygiene
2. Disposable masks with eye shields are used by nurses when splatter or splash is anticipated. Both nurses and patients use them.
3. N-95 respirators are used by healthcare workers for airborne precautions, especially when caring for patients suspected or known to have pulmonary TB. They should be worn as instructed on the package of the product for maximum protection.
4. PAPRs are also used instead of or in addition to N-95 respirators as an airborne precaution (McDonald & Ness, 2015).

All the protection for respiratory should cover both nose and mouth and be securely fitted to prevent inhalation and exhalation of pathogens and to prevent fogging of the eyeglasses. Similarly, masks with strings should be tied securely to prevent them from coming loose during the procedure.

Outcome

As the nurses become aware of the importance of respirator protection, they will see the need to protect themselves and the patients at work from airborne infectious diseases.

Module 4: Head, hand, body, and foot protection

Masks

Face protection with an eyelid shield, mask, face shield, or goggles protects the mucous membrane of the nose, eye, and mouth during procedures that have the possibility of generating sprays and slashes or body flu or blood since mucous membranes are the second most route for the viruses transmitted through blood after invasive injuries.

Gloves

These are items used once by the nurses for invasive procedures on patients, which include the mucous membranes, contact with sterile sites, and other activities that carry the risk of blood exposure, infectious respired droplets or aerosols, and body fluids. Moreover, they should also be removed immediately when the nurses have finished offering caring services, and hands should be decontaminated after the glove have been removed. Lastly, gloves should be changed when soiled and not decontaminated or washed with alcohol products when performing the procedures.

Gowns and aprons

Gowns and aprons are also single-use items worn when in contact with equipment, material, or patients that pose contamination risk with body fluids or blood. Healthcare workers should ensure gowns are changed when it’s visibly soiled and are worn only for one episode of a patient or procedure only (Pellowe et al., 2014).

Footwear

The water repellent or wellington boots should be put on by the nurses when there is a likelihood of risk of body fluid/blood splashes, large amounts of spillages or leaks, and spillages such as oesophageal bleeds in theatre rooms. The following consideration should be taken into account if the footwear is required:

• Hands can be contaminated by pulling or touching the footwear after its surface has been contaminated during patient care.
• Removing footwear and standing in the same area will contaminate the feet. A dirty area for the removal of footwear should be secluded and clean where there is no contamination.
• Footwear should be used once, and if reused, the manufacturer’s instructions should d be followed (Pang, 2014).

Outcome

Nurses can now apply their knowledge to protect their heads, faces, body, and legs during work. They will know how to use the PPE for the head, body, and legs and their significance in a hospital setting.

WEEK THREE

Module 5: PPE rules to follow

1. Putting on PPE

The sequence below should be followed when putting on PPE:

• Decontaminate the hands before touching and wearing the PPE
• Put on plastic gowns or aprons
• Put on gloves (Dixon & Ong, 2014).

1. Removing PPE

To minimize cross/self-contamination risk, The PPE must be removed following the sequence below:

• Gloves first
• Gown/apron
• Respirator/mask when won
• Decontamination of the hand after PPE removal

Gowns and aprons should be removed from the body by pulling them away from the shoulders/face and rolling downwards to fold the contaminated surface inwards, only exposing the inner surface, which is clean.

Visors and masks should be removed by pulling securing devise or strings away from the sides of the face (Department of Health, 2014).

1. Disposing PPE

The PPE used by the nurses when providing their services to non-infectious patients can be disposed of in infectious or clinical waste streams or offensive waste. However, PPE used on infectious patients must be disposed of into clinical infectious waste streams for incineration.

1. Enhanced PPE

These must be used with patients of high risks, such as Ebola virus disease. These are updated continually and therefore have no specific guidelines and need expert guidance when they occur (Pellowe et al., 2004).

Outcomes

The nurses must know the proper ways of putting on and removing the PPE in the correct sequence and maintaining hygiene.

WEEK FOUR

Module 6: Summary

The nurses under training will recap what has been learned throughout the four-week training, discuss in groups, and ask questions as they prepare for the quiz at the end of the training.

Outcome

Recap everything learned throughout the four weeks using videos, class presentations, visual images, class discussions, tests, questioning, and pair-share discussions.

Quiz

This will be to test their understanding of the concepts taught during the training.

Teaching Plan

Resources List

Evaluation Strategies with Evaluation Tool Prepared

1. Observation

Formative peer observation helps improve teaching (Johnson, Mims-Cox, & Doyle-Nichols, 2006). On the other hand, summative peer observation involves assessing the effectiveness and efficiency of teaching used for tenancy in promoting teachers and the merit of decisions. Peer classroom observations are effective because they offer insights regarding improving the individual needs of the learners and improving teaching. Moreover, the teachers will gain new perspectives and ideas about teaching through observation from their colleagues. This will improve the ability to teach (Johnson, Mims-Cox, & Doyle-Nichols, 2006)

1. questioning

It is one of the evaluation methods used by teachers naturally daily in the classroom in testing whether the learners have understood, learned, and progressed ultimately against the defined learning objectives at the start of the session (Gravells, 2013).

1. Tests/ End week quizzes

These are undertaken while the students’ learning is taking place to improve the learning and teaching of the individual students. They are effective since they capture the student’s progress in a program or the institution (SQA, 2001). The test will be done weekly at the end of every training week. The sample test, which acts as an evaluation tool, is in Appendix 1

1. Professional discussion

It provides a holistic approach when conducting knowledge evaluation and understanding. The method is useful and effective in determining the performance of the candidate and also the candidate’s abilities in decision-making and analysis. SQA (2001) asserted that the professional discussion method is one of the best ways of testing the reliability and validity of the candidates’ evidence

1. Assignment/Final Quiz

This problem-solving exercise has a clear structure, guidelines, and specified length. According to Johnson, Mims-Cox, & Doyle-Nichols (2006), assignment is specifically suited to the learning outcomes evaluation concerned with the application of the learning skills and the knowledge and understanding related to a situation involving the management of tasks. The assignment is effective as an evaluation method since its development is relatively straightforward. It can also access a wide range of both practical and cognitive competencies. Furthermore, it provides the candidates with a good opportunity of demonstrating initiative. Lastly, Gravells (2013) stated that it could be used in integrating evaluation across units and outcomes.

1. Case study-

According to SQA (2014), it consists of an event description normally in a text, electronic recording, or a picture that concerns a real situation. The case study is followed by multiple instructions prompting the candidate to analyze the situation, identify core issues and make conclusions before making suggestions or decisions on the course of action. Case studies are effective as an evaluation tool since it provides good opportunities for nurse learners to exercise skills in decision-making and problem-solving during the training. Furthermore, it allows the nurses to demonstrate their skills in time management, information gathering, and analysis applicable in a hospital setting. A sample of a case study is in appendix 2

Reflection on the process

The detailed education program portfolio has been quite an experience for me in understanding how to organize a training program. I have learned that before any learning takes place, there should be aims and objectives that need to be met at the end of the learning process. I have also learned that content should be outlined and how it will be taught to the students to avoid giving too much or even giving out less information. This calls for proper planning in the form of a teaching plan. Similarly, resources must be recorded and priced accordingly for the training session to go smoothly. For instance, I understood that some essential items need to be put in place before proper learning can take place, such as a conducting learning environment in the form of the lecture hall, writing materials, and supporting materials such as instructional videos, charts, and handouts—lastly, food for energy to the students and the teachers.

The most significant factor in meeting the learners’ needs is understanding their learning requirements and needs. This has been my foundation for achievement in my evaluation practice, especially in the classroom environment. This program is planned to accommodate 24 registered nurses. Therefore I believe the evaluation strategy I chose for individual evaluation for every student will need an understanding of each need and support for them to achieve the set objectives. My evaluation will be effective since I will also use other multiple evaluation methods, such as observation and professional discussion, allowing the registered nurses to achieve maximally and holistically. Moreover, my evaluation practice will be effective because the way I planned for the education program will be to finish the training earlier to the satisfaction of the students.

However, as my training program is ambitious, certain areas need improvement. Enough resources are needed to meet the learners’ needs for each of the modules that will be taught. The first area that will need improvement is the development of new resources and the learning processes since the resources available are limited because of the limited budget.

Secondly, I need to improve on adopting online and digital methods of evaluations like e-evaluations. This is because of their reliability compared to other methods. Moreover, e-evaluation is easy to use where there are many learners. Moreover, it is easier to compare the evaluation results from different learners than using the observation method in conducting the evaluations. E-evaluation was not incorporated as an evaluation strategy because of limited resources, and the learning was interactive and involved the active participation of the nurses in attendance.

I also think I should involve my students more in the evaluation process and monitor their skill development and progress. This is because the learners are involved in the training. After all, they want to develop the knowledge and skills needed to complete their training course, get the skills, and then apply them in their places of work.

Conclusion

In conclusion, the paper presented a nursing education program that will be implemented for 24 registered nurses of King Fahad Central Hospital. The education plan majorly centered on PPE techniques. The education plan aims to enable the registered nurses at king Fahad Central Hospital to understand the rationale for Personal protective equipment, recognize the current PPE products and enhance their adherence to the recommended Personal protective equipment guidelines. The content will also be taught on PPE, with the teaching plan running for four weeks. The strategies of evaluation that will be applied include observation, case studies, questioning, tests and quizzes, and professional discussions. Finally, the paper presented personal reflection before concluding.

References

Department of Health,. (2014). Management of Hazard Group 4 Viral Haemorrhagic Fevers and Similar Human Infectious Diseases of High Consequence. Retrieved 22 June 2015, from https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/377143/VHF_guidance_document_updated_19112014.pdf

Dixon, J., & Ong, E. (2014). Clinical Management of Viral Hemorrhagic Fevers. Current Treatment Options In Infectious Diseases, 6(3), 245-255. doi:10.1007/s40506-014-0022-4

Gravells, A. (2013). The award in education and training. Los Angeles, California: SAGE.

Johnson, R. S., Mims-Cox, J. S., & Doyle-Nichols, A. (2006). Developing portfolios in education: A guide to reflection, inquiry, and assessment. Thousand Oaks, Calif: Sage Publications.

McDonald, M., & Ness, S. (2015). Infection Control – Nursing Continuing Education Course. Nursingceu.com. Retrieved 22 June 2015, from http://www.nursingceu.com/courses/485/index_nceu.html#ppe

Pang, V. (2014). How to use personal protective equipment. Nursingtimes.net. Retrieved 22 June 2015, from http://www.nursingtimes.net/how-to-use-personal-protective-equipment/5077659.article

Pellowe, C., Pratt, R., Loveday, H., Harper, P., Robinson, N., & Jones, S. (2004). The epic project. Updating the evidence-base for national evidence-based guidelines for preventing healthcare-associated infections in NHS hospitals in England: a report with recommendations. British Journal Of Infection Control, 5(6), 10-16. doi:10.1177/14690446040050060301

Scottish Qualifications Authority. (2001). Guide to internal moderation for SQA centers. Glasgow: Scottish Qualifications Authority. Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uact=8&ved=0CCIQFjAA&url=http://www.sqa.org.uk/files_ccc/ProfessionalDiscussion.pdf&ei=VlqiVKuqGoOAzAOPs4CQCw&usg=AFQjCNEmQ0k81HwhkjtiYiU__r2ft3ZbZA&sig2=UQ4WNDtx642VM1OKCk6wUA&bvm=bv.82001339,d.ZGU

Scottish Qualifications Authority. (2014). Internal Assessment, External Assessment, and Assessment for Learning — a think piece for those involved in developing assessments. (2014, January 1). Retrieved December 30, 2014, from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0CCkQFjAB&url=http://www.sqa.org.uk/files_ccc/25GuideToAssessment.pdf&ei=VlqiVKuqGoOAzAOPs4CQCw&usg=AFQjCNHimFgXezPk-X8HlGSKZW94HkSMiA&sig2=iFz8zIK5iTW2A_b17JdJqQ&bvm=bv.82001339,d.ZGU

Appendices

Appendix 1

Sample test/Quiz

Question 1

A 12-year-old patient is brought to the hospital and has a day history of body aches, coughs, and fever and has stated that his friend has the flu. At the check-in desk, he is given a mask, instructed on how to cough with etiquette, and then taken to a private room to wait for an examination. He takes off the mask while inside the exam room and coughs actively while you walk in to assess him. What would you do?

[A] You never get sick, so you do not use any PPE

[B]only wear gloves since respiratory illnesses are normally transmitted by contact

[C] Perform hand hygiene and then wear eye protection and a mask since you will be with the coughing patient 3-6 feet during the assessment

Question2

You observe your co-worker looking quite ill and coughing when starting your shift. When you enquired how she was feeling, she answered that she would have stayed home from work but does not have any paid time off. Moreover, she would not like to inconvenience her co-workers by taking time off. What would you do?

[A]discuss with your colleague the possibility of her spreading her illness to patients and even other staff members, and it is good if she gets checked up

[B]disregard the sick co-worker because it is not your business

[c] Report to the manager or supervisor

[D] Both A and C

Question 3

According to CDC, what is the correct sequence for donning PPE?

1. Gown
2. Eye protection
3. Hand hygiene
4. Gloves
5. Respiratory protection

Question 4

According to CDC, what is the correct sequence for doffing PPE?

1. Eye protection
2. Hand hygiene
3. Respiratory protection
4. Gloves
5. Gown

Appendix 2

Mary is a nurse stationed in the GI procedure room and is making some preparation for an emergency endoscopy for a new patient having an active oesophageal bleed. The new patient is expected in the procedure room and is being stabilized in the emergency department. Mary reviews the PPE needed in this case and thinks the patient will be bleeding on arrival. What should Mary do?

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.

The Importance of Operations Management in Strategy

by Herman Bailey | Dec 19, 2022 | Essays | 0 comments

Introduction

Operations management allows managers to apply specific techniques to analyze any aspect of the organization’s production system, thus increasing efficiency. Operations management covers the importance of using fewer resources, thus reducing costs to increase efficiency and profits. For an operations manager, the process involves converting the input of resources (from the raw materials needed to produce goods to service labor) into the outputs (profits and goods for sale). An important milestone in history occurred when researchers went beyond studying how managers can influence organizational behavior to consider how managers can use the external environment to influence the production and delivery process.

There is a common misconception that operations management plays a role or is important only in the manufacturing industry. However, operations management involves considering every step of service or goods provided. As such, it is important even to the service provider industry. In such an industry, the managers are tasked with evaluating each step of service provision to ensure that it maximizes efficiency. In the service industry, efficiency is vital for companies that want to set themselves apart from other service providers. Each step needs to reduce not just the cost but also the time between the order of service and delivery of the same. (Held 2003) indicates that operations management covers the day-to-day running of the hotel. In essence, hotel operations management focuses on using rigorous techniques to help the managers maximize the application of available resources and produce ideal goods and services, increasing the market share and direct profits. This system transforms the way managers handle acquisitions of inputs as well as disposal of the finished products.

Role of Operations Management In Strategy

Cost management: efficiency measures the inputs required to produce a given amount of products and services. The less information required to produce a particular product, the higher the efficiency and the lower the cost of outputs. In essence, the organization becomes more efficient and profitable in terms of income, which is the main goal of strategic management. For example, in 1990, the Japanese automobile industry applied operations management principles to its strategy to reduce the average employee hours required to make a car from 25, as reported in the American industry, to 16.8. The result was a lower purchase cost of Japanese cars, which American rivals still have difficulty duplicating (Heizer and Reiner 2001).

Goods or service quality: one of the goals of strategic management is the production of reliable goods and services. This is the only way to create and maintain a niche in the market. Providing high-quality products creates a brand name reputation for the organization. This enhanced reputation allows the organization to charge a higher price. Operations management not only focuses on cutting the cost of production but also ensuring the system produces the most quality goods and services for the client. Considering the automobile example, the Toyota Company has enjoyed an efficiency-based cost advantage over its American and European competitors. However, it is the high-quality products by the company that has ensured the company earns more money. Customers are willing to pay a premium price for products whose quality is assured.

Improving innovation: anything new or better about how an organization operates results from creativity and innovation. Innovation leads to advances in products, production processes, management systems, and organization strategies. Successful innovation gives organizations a competitive advantage. Once again, Toyota has enjoyed several critical and vital innovations in the automobile industry. Each of these innovations has helped the company achieve superior quality and productivity, the foundation upon which the company’s competitive advantage is built.

Ensuring excellent customer care: an organization that connects with its clients and customers tries to satisfy their needs and ensure that they get exactly what they want from the company. An organization whose strategy ensures that it treats customers better than its rivals provides a valuable service for which customers are almost always willing to pay a higher price (Slack et al., 2010).

In ensuring that the process adds value and lowers the cost of production, operation managers need to find ways of ensuring superior quality while at the same time ensuring efficiency.

Toyota Operation and Production Process

The Toyota manufacturing process is based on the most unique and generic lean manufacturing process. The Toyota production systems bring together the management, build relationships between the suppliers and customers and ensure timely production for the competitive market. The main goals of the TPS are reduction in time for production, reduction of waste in the production process, and improvement of reliability.

Production: on this aspect, the company’s focus for the past decade has been reducing waste. The automobile raw materials in themselves are costly; therefore, wastage would lead to a high cost of production, which translates to a high cost of products.

Time: before the beginning of the new millennium, Toyota managed to cut the amount of time spent by an employee in building a car from 25 to 16.8 (Chopra and Meindl 2007). This has translated to higher production at lower costs.

Transportation: another aspect of the production process that has drawn concern is transportation from the industry to the final consumer. By ensuring transportation and shipping are done in bulk and within the local manufacturing plants, costs are greatly reduced, and delivery efficiency to the consumer is achieved.

Defective products: perhaps the most significant concern for companies is the need to improve and ensure the consistency and reliability of products and services. Although Toyota maintains a lean processing advantage, the main competitive advantage comes from the ability of the process to ensure the reliability the quality of the products.

The just-in-time production system was discovered and implemented in the early 1960s. Over time, the company has centered on ensuring the improvement of the same production system. The system reduces the time it takes from manufacture to final sale through innovative systems. () highlights the importance of continued inventory of the processes regularly. At Toyota, sitting inventory is believed to be waste, costing the company income. The production system ensures that raw materials are available at the right place and time. At the same time, products must be available at the right place, time, and cost to capture a ready market. The quick response allows the company to continue as the leader in the automobile industry despite other European and American companies making concerted efforts to catch up.

The Three E’s

All amount of planning and strategizing is directed towards ensuring effectiveness and efficiency in the production system. All this must be achieved while maintaining the economics, that is, the cost of production at its lowest. The organization is focused on providing the services and goods that customers desire at a price that is attractive to the customers.

Economies: are the cost advantages that are associated with operations in a business. Economies result from factors such as manufacturing products in large quantities, buying supplies and raw materials in bulk, and making more effective use of resources than competitors. This means fully utilizing the skills of employees and the knowledge they pose to reduce the cost of production. (Bhadur 2008) states that managers must decide the feasibility of all alternative production processes and whether such alternatives can be achieved while maintaining or increasing the profit level, as is the goal of performing business. Managers often analyze to determine which alternatives have the best net financial payoff.

Efficiency: efficiency measures how well resources available to the company are used to achieve the goals of the same organization. Organizations can only be efficient when managers reduce the number of resources input to the production process (for example, labor and raw materials). Efficiency also speaks to the time needed to produce a given or desired output of goods and services. For example, consumers have been more concerned about healthy diets. In response, McDonald, the most popular French fries outlet, has developed a more efficient fryer that reduces the amount of oil used to cook the fries and ensures faster production and cooking of the fries. The responsibility in operations management is to ensure that an organization and all the members of the organization perform efficiently on all activities required to provide goods and services to customers.

Effectiveness: the appropriateness of the goals and strategies that managers have selected for the organization to pursue and the degree to which the organizations have succeeded in applying and achieving the same. It is important to set the right goals and strategize ideal ways to meet the same goals. For example, operations managers could easily advise on new goals directed at diversification to expand and increase the target market. According to (Stevenson 2005), the goals of an organization can only be effective if they create a constant flow of innovative ideas that meet the needs of the immediate consumers directly and faster. Effective managers have perfected the art of selecting and choosing the right organizational goals and possess the right skills to utilize resources efficiently. High-performing organizations are often simultaneously effective and efficient.

Cost Minimization versus Quality Maximization

The debate on cost versus quality has been in existence for generations. Traditional researchers have often stated that when companies focus more on low quality, they are most likely to compromise the quality of the product. Modern researchers, however, believe that low costs can be achieved without compromising the quality of the products simply through a system of value addition. An organization’s different functions and activities to acquire inputs focus on lower costs. In contrast, the [process of converting the inputs into outputs is focused on generating high-quality products. Given that satisfying customer demands are central to the survival of an organization, an important balance must be created between cost and quality.

According to (Greasley 2008), many companies focus on low-cost production at any cost. This strategy has a major drawback, the top among them being that technological advances may allow rivals to produce goods at lower costs but with higher quality. In addition, rivals could easily mimic the low-cost strategy, making a competitive advantage very short-lived. Further, a company that is so focused on lowering costs becomes fixated on lowering costs that the same company fails to pick up on significant changes such as growing preference for added quality or service, subtle shifts in how buyers use the product and thus get left behind as buyer interests swing to quality, performance and other such features.

Performance Objectives

Cost: researchers have found that cost objectives speak to the variations in unit cost brought about by the number of products produced and the nature of the process employed. When a company is engaged in large-scale production, they have a stronger bargaining front. They can demand low costs regarding raw materials and services they require in production. This, in turn, translates to higher efficiency, which follows through to lower costs in the sale of the products.

Quality: operations management is all about increasing the level of quality. Quality is one aspect of the production process that is relied upon to create an ideal brand name. Achieving high-quality products lowers operating costs because less time and energy are spent on discarded products or fixing mistakes.

Dependability: highly efficient operations systems are reliable. This means that the products do the work they were designed for and directly meet the customer’s demands and requirements.

Speed: Today, companies can win or lose the competitive advantage depending on their speed, that is, how fast they are bringing new products into the market. The idea is for the managers to anticipate the customer needs and create products and services quickly, which solve the needs before the rivals.

Flexibility: to create new and improved products meeting the demands of consumers, companies need to be agile. (Rusell and taylor 2001) State that innovation and change encourage an organization to develop better and more ideal ways to produce and provide goods.

Linear Programming

Linear programming is a system through which managers employ particular sequences that will lead to optimal solutions. In such a case, the managers know that an optimal solution exists to production problems. The manager is either focused on maximizing the quality or minimizing the costs. The manager, therefore, employs the decision-making variables to ensure that they reach an optimum solution. (Robbins and Coulter 2009) indicate that linear programming has the advantage of employing strategies and positive variables and constraint variables, which could easily affect the production process.

Perhaps the greatest challenge in applying linear programming is that the manager must have the mathematical knowledge and skills to apply the same. A lack of application skills only leads to jumbled equations and numbers.

Critical Path Analysis

Critical path analysis is a technique that schedules the critic’s activities which must be completed for the organization to reach its goals and targets of production. Most people imagine critical analysis as a form of narrative or explanatory technique. (Griffin 2005) states that many managers fail when they ignite the importance of mathematical formulas and steps in analyzing the critical path. The mathematical formulas are ideal for understanding the activities in order of priority and how such activities relate to each other in the production process. The essential steps in applying the critical path analysis include the following:

Generating a list of all the activities required to complete the process of production
With each activity listed, there must include a duration within which the activities need to be completed. This improves efficiency in the production process.
The relationship between the activities and how they each depend on each other.
Logical results will, in turn, become the milestones for the production process.

A production process can have several critical paths from the dependencies—the idea for the operations manager to identify the shortest path with the least costs for production. Critical path analysis allows users to select the most profitable and ideal end process. The results of the process allow managers to make a priority of the right activities, which will reduce the wastage of resources. The analysis can also identify crash activities whose time can be significantly reduced and speedily completed without compromising quality.

Operational Planning

Operational planning is how tactical strategies and goals are turned into applicable activities. In an operational plan, the organization can easily identify and put down the steps included in the production process to meet its strategic goals, the costs of the same, and the milestones for each step. (KRAJEWSKI and Ritzman 2002) Unlike popular belief, operational plans are not separate but draw inspiration directly from the strategic plan. The operation plan is the strategic plan translated into something workable and applicable. Like the plan, it contains clear objectives, the activities associated with each objective, the ways to maintain high standards, and the desired outcomes or results from each activity.

(Render and Stair 1997) cite that monitoring the activities is vital to ensure that the operating plan remains in positive progress. Monitoring also ensures that any challenges are quickly dealt with.

Application of the operational management

Operational outcomes for the Toyota Company

To become a global authority on scientific and advanced technology in the automobile industry. The automobile industry continues to change; advancements in technology are quickly changing the needs and desires of consumers. Toyota intends to remain at the top of the industry by taking charge of innovations and spearheading research in the industry.
To ensure timely delivery of high-quality products. Perhaps the most important aspect of the Toyota Company is the high-quality products that the company has been known for in the past. However, even with a quality product, the process has been for naught if the product cannot reach the consumer in good time.
To remain a price setter in the industry, ensure cost-effective production processes. In the current global economy, consumers are generally more concerned with the cost of a product. The company aims to ensure that products are quality and affordable for the average consumer.

Quality Management And Operations In Toyota.

Toyota is driven by speed and flexibility that is cost efficient and flexible production lines that can switch between multiple car models to meet changes in customer demand. The quality management techniques of the company have ensured that, for decades, the company has remained at the top of the industry. By 2010, the company enjoyed at least 15% of all global automobile sales, which keeps rising despite efforts by large rivals. The company’s management philosophy is directed at continuously ensuring and finding methods to improve production efficiency to reduce costs while simultaneously increasing quality.

In the 1990s, quality management of the company Toyota led to various visits by researchers and entrepreneurs to understand the nature of such management from Europe and America. The Japanese company has continuously re-invented its management, leaving its rivals trailing behind and scrambling to catch up.

References

Bhadur, R. (2008). Production And Operation Management. Jaipur, India, Book Enclave

Chopra, S., & Meindl, P. (2007). Supply Chain Management: Strategy, Planning, And Operation. Upper Saddle River, N.J., Pearson Prentice Hall.

Greasley, A. (2008). Operations Management. Los Angeles, Sage Publications.

Griffin, R. W. (2005). Management. Boston, Houghton Mifflin Co.

Held, G. (2003). Ethernet Networks Design, Implementation, Operation, Management. London, Wiley

Heizer, J. H., & Render, B. (2001). Operations Management. Upper Saddle River, N.J., Prentice Hall.

Render, B., & Stair, R. M. (1997). Quantitative Analysis For Management. Upper Saddle River, Nj, Prentice Hall.

Robbins, S. P., & Coulter, M. K. (2009). Management. Upper Saddle River, N.J., Pearson Prentice Hall.

Russell, R. S., & Taylor, B. W. (2000). Operations Management: Multimedia Version. Upper Saddle River, N.J., Prentice Hall.

Slack, N., Chambers, S., & Johnston, R. (2010). Operations Management. Harlow, England, Financial Times Prentice Hall.

Stevenson, W. J. (2005). Operations Management. Boston, Mcgraw-Hill.

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.

Exploring the True Story of Spartacus and the Roman Slaves Revolt

by Herman Bailey | Dec 18, 2022 | Essays | 0 comments

Introduction

Spartacus (Kirk Douglas) was a rebellious slave that had been promptly purchased by a school owner for the gladiators, Lentulus Batiatus. Because there were corrupt senators of Roma who had elected themselves into the public offices, Batiatus’ gladiators and Marcus Licinius Crassus, were to entertain the senators by staging a fight to the death. However, according to Douglas& Clooney (2012), the night before the event, the enslaved trainees were given a companionship by female counterparts. The companion for Spartacus on that evening was Varinia who was a slave from Brittania. However, when Spartacus learned that Varinia had been sold to Crassus, he decided to lead his fellow 78 gladiators into a rebellion.

In truth, the revolt word spread like wildfire and soon after, the army of Spartacus had reached their hundreds. Douglas, Olivier, Simmons, & Nabokov (2011), observed that Spartacus escaped to join Varinia who had fallen in love with him and some other Crassus’ house slaves, who was a sensitive Antoninus. Soon after, the revolt became the cog principle in the struggle of the political wheel between a more temperate senator, Gracchus, and the Crassus. Anthony Mann originally directed the Spartacus and thereafter replaced by Stanley Kubrick who is observed to have led Douglas to Paths of Glory. The film was awarded the best supporting actor for Ustinov along other three academy awards.

The Historical Background of Spartacus

Six hundred and eighty one years after the city of Rome had been found, 74 BC, Nicomedes IV King of the republic of Bithynia, Asia died while donating his country to Rome. Two Roman Aurelius Cotta and Lucius Licinius Lucullus went to Asia to take his inheritance. However, Mithridates who had earlier been born of about thirty years became apprehensive about the increasing presence of Roma in his vicinity. Therefore, he attacked Bithynia, a place where Cotta was stationed while the Lucullus decided to reject the supply of Mithridates and became victorious without battle. While Lucullus maintained power in the East, only one competent military leader was left in Rome.

The Slaves Revolt

Spartacus was born in Thrace and trained with the Roman army before becoming a slave. He was sold to supplement the services of Lentulus Batiates, a fellow who was a teacher for gladiators, about 20 miles from Mt. Vesuvius in the city of Campania. In the same year, two Gallic gladiator and Spartacus successfully, led a riot at school. This made about 80 gladiator slaves escape using kitchen weapons. They jumped into the streets where they found the gladiatorial wagons loaded with weapons and confiscated them and latter defeated the gladiatorial soldiers. They then set for Mt. Vesuvius picking other rural slaves on their way.

The Praetors Fail

With little knowledge of the animation the Spartacus had, praetors made an insufficient attempt to stop the revolt. The road to the mountain was steep, slippery and single and the Spartacus used ropes climb down in surprise of the Romans hijacking the camp of the Romans. The slaves gathered of around 70,000 and headed to Ample vines. At this time, Spartacus had a strong force with remarkable skills for defeating the Roman legions.

Crassus

Crassus was elected praetor and worked to stop Spartacan slave revolt and prepared to block the movement. He engaged the slaves in battle and was defeated. Spartacus routed the Mummius and his other legions and they suffered the loss of military men in war while others had amputations (Douglas, Olivier, Simmons, & Nabokov, 2011). When they returned to Crassus, they were punished while others were killed. Moreover, Spartacus turned and headed to Sicily to use the pirate ships to escape but they had sailed off. Contrastingly, Crassus built a wall to prevent Spartacus from escaping. When the slaves tried to escape, Roman soldiers fought back killing 12,000 slaves and losing seven members.

Slaves Versus the Roman Army

When Spartacus learned that Crassus troops and the Roman army united together, he fled with his troops to the north. However, a third Roman force, Macedonia, blocked his route at Brundisium and Spartacus had to fight Crassus’ army killing a thousand Romans. Some slaves escaped to the mountain and were later captured and crucified by Pompey troops on the Appian Way (Douglas, 2011).

Spartacus’ body was not found.

Pompey performed mopping operations by were not credited for suppressing the revolt. This is because there were no honors in winning a war with slaves. Finally, competition and jealousy among the two powerful and rich Roman leaders changed the structure of power in Rome.

Historically Accurate Parts

The film got some elements accurate. For example, the gladiator characters used accurate armor and weaponry. The film pays attention to weaponry discoveries since the emergence of the gladiators in 2000 BC. Additionally, the movie depicts the war part of the movie and freedom fighting by the slaves against the empire of Rome. Significantly is the black gladiator Debra character who fights review of Spartacus. His role is small but crucial to the story.

Historically Inaccurate Parts

The events in the film, I am Spartacus might be inaccurate and may never have taken place because Spartacus is widely speculated to have died in the battle, though is body was not found. In the film, Spartacus was crucified. Furthermore, Julius Caesar could not have commanded the Rome garrison since it was non-existence by then. Vidali (2005), shows that the movie, Spartacus was born in a slavery life, however, the real Spartacus is believed to have worked in the Roman military as an auxiliary soldier who left and was later captured and sold for punishment and slavery. There is no clear evidence that he worked in Libya mines. These facts were managed in the film to portray the heroic nature of Spartacus.

The character by name Gracchus in the film is depicted as part of the senate and opposed to Crassus. The significant Sempronius Gracchus and Tiberius Gracchus were revolutionary political leaders powerful from 163 -121 BC. However, the Gracchus in the film is depicted as an amalgam of two popular figures in history though Crassus was never a Rome dictator.

Review

The depiction of the fights of the gladiators has numerous touches such as the neck branding of the losing fighter. In the movie, thumb down means the losing side to die, however, in the real sense it means to let the loser live (Vidali, 2005). There is also the signal of the losing side to have a chance to plead for mercy. However, the edited Spartacus film is very fluidly and audience can watch the whole film without pauses. The film makes a splendid DVD since it has an excellent photography, detailed costumes, good casting and acting and finally an amazing story line. There are the 1960 version and the edited version of the Spartacus’s film, the 1960 version is superb and accounts for my recommendations. The film has terrific performances featuring and epic education and is a true classic for entertainment (Nostro, Heston, Davis, & Rizzo, 1980). The inner strength of the movie is highlighted with the numerous memorable human detail scenes and classic for consumption.

Conclusion

Spartacus’s film is more than a good standard movie with evil drama. The movie mentions the hero’s to persevere in undertaking ideal in order to lead to his demise. In reality, many decades later, it is still recognized as one of the most stirring and intelligent historical epics products of Hollywood (Esguerra, 2005). The movie serves a significant role filmmakers’ future generations.

References

Douglas, K., Douglas, M., & Clooney, G. (2012). I am Spartacus!: Making a film, breaking the blacklist. Grand Haven, MI: Brilliance Audio.

Douglas, K., Olivier, L., Simmons, J., Nabokov, V. V., Fast, H., Mason, J., Winters, S., … Warner Home Video (Firm). (2011). Stanley Kubrick, limited edition collection. Burbank, CA: Warner Home Video.

Esguerra, C. M. (2005). The appropriateness of historic costuming of male protagonists in historic epic movies.

Nostro, N., Vadis, D., Liné, H., Heston, J., Warrell, J., Davis, U., Rizzo, G., … Films Copernic. (1980). Spartacus and the ten gladiators. Scarborough, Ont: ABM Group.

Vidali, G. E., Pasquali, E. M., Albertini, L., Bracci, E., Gandini, M., Altschuler, M., Giovagnoli, R., … Elusive DVD (Firm). (2009). Spartacus. United States: Elusive DVD.

Herman Bailey

With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.