Questions During Fraternity or Sorority Recruitment

Although the majority of students interested in going Greek might be most concerned about getting a bid from the house they want, its important to remember that the recruitment process goes both ways. Just like you want to promote yourself to the various houses, they want to promote themselves to you, too. So how can you tell which fraternity or sorority will really be the best fit? Questions You Should Ask Although it can be challenging to take a step away from the whole recruitment process, doing so can ensure your college Greek experience is everything you want it to be. Make sure to ask yourself the following questions: What is the history of this fraternity or sorority? Is it old? New? New on your campus but with a larger, older history elsewhere? What was its founding mission? What has its history been? What kinds of things have its alums done? What kinds of things do they do now? What legacy has the organization left? What kind of legacy is it working on today?What is the organizational culture of your campuss chapter? Is it a positive community? Do the members support each other? Do you like seeing how the members interact with each other? With other people on campus? In public? In private? Is it a good fit for the kinds of interactions you like to have in your own life and in your own relationships?What is the larger organizational culture? Is the fraternity or sorority social-service minded? Is it academic in nature? Does it cater to a specific professional field, religion, sport, or political membership? Will you like having this affiliation during your time in college? After college? Once yo u are no longer on your campus, what kind of larger organization will you be connected to?What kind of experience do you want to have? When you close your eyes and imagine yourself as a member of a sorority or fraternity, what kind of experience do you picture? Is it with a small group of people? A large group? Is it mostly a social scene? A mission-driven organization? Do you live in the Greek house or not? How do you imagine being a member as a first-year student? A sophomore? A junior? A senior? An alum? Does the fraternity or sorority youre thinking of joining match what you see in your mind when you think of your ideal? If not, whats missing?What kind of experience does this fraternity or sorority offer? Is it an experience youre looking forward to having for 2, 3, 4 years? Will it challenge you in appropriate ways? Will it provide comfort? Will it match well with your college goals? Will it match well with your personality type and interests? What benefits does it offer? What challenges does it present?What kind of experience do other students actually have? What kinds of experiences do the seniors in this fraternity or sorority actually have? Do their memories and experiences match up with what the organization promises? If so, how? If not, how and why not? When people talk about their experiences with this organization, what kinds of words do they use? Do they match up to how you want to describe your own Greek experiences after you graduate?What rumors have you heard about this fraternity or sorority? How much truth is behind them? Are the rumors ridiculous? Based in fact? How does the house respond to them? What people spread the rumors? How is the fraternity or sorority perceived on campus? What kinds of actions does the organization take that either counters the rumors or perhaps provides fodder for them? As a member, how would you feel and respond to hearing rumors about this fraternity or sorority?What does your gut say? Does your gut usually giv e you a good feeling about whether something is the right choice -- or not? What does your gut say about joining this fraternity or sorority? What kinds of instinct do you have about whether or not this is a wise choice for you? What kinds of things might be influencing that feeling?What kind of time commitment does this fraternity or sorority require? Are you able to realistically make that level of commitment? How will doing so have an impact on your academics? Your personal life? Your relationships? Will a high (or low) level of involvement enhance or hurt your other, current time commitments? Will they complement or detract from what you need to commit to your classes and academic workload?Can you afford to join this fraternity or sorority? Do you have the money to pay for the requirements of this organization, like dues? If not, how will you afford it? Can you get a scholarship? A job? What kinds of financial commitments can you expect? How will you meet those commitments? Joining — and being a member of — a college fraternity or sorority can easily become one of the highlights of your time in school. And making sure to be wise about what you need, and what you want, from a fraternity or sorority is an important and smart way to make sure that the experience you want is the one you end up having.

The Importance Of Organ Donation Facilities - 1832 Words

The Importance of Organ Donation Facilities Organ donors are in high demand, and rightfully so, a saved life depends on it. The sale and trade of human organs have made the Black Market become a profitable and legitimate business. Unfortunately, funeral homes have come under fire for questionable practices that are being done by organ brokers. This issue is not readily exposed to the view of the public. Therefore, this causes many to question the practice of organ brokers and whether they are part of the problem regarding illegal activities of organ donations. First, the selling of organs is a big business in the United States and foreign countries all over, Organ brokers serve as the distribution hub for funeral homes, hospitals and morgues. Brokers use these connections as an exchange of rights for financial gain. The involvement of all parties interested in the organ distribution has one common interest – how to sell and trade organs for a profit. A clear definition of a broker is; a person assisting in making deals, agreements, or negotiations between parties buying or selling a property (such as stocks or houses, or personal items of value)† (broker. (n.d.). Greed is the center of why organ brokers seek out people or businesses for organ retrieval. Organs are retrieved through a system called an underground economy, aka, the Black Market. Second, the Black Market is a distribution center used by people who sell trade or donate illegal items for perksShow MoreRelatedThe Importance of Promoting Organ Donations Essay1182 Words   |  5 PagesAround the globe thousands of people are placed on a waiting list to receive an organ transplant, for some people the waiting process can be very long, and for others it can be short. To many people having someone give a gift of an organ donation is known has a second chance, a fresh start, and a new beginning at living a normal life again. 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Nurse Retention and Productivity Report †MyAssignmenthelp.com

Question: Discuss about the Nurse Retention and Productivity Report. Answer: Introduction A motivated, skilled and knowledgeable workforce is the critical aspects of the providing the healthcare to the population of any country. Health workforce is the personnel that provide the healthcare services like the nurses, doctors, and the ones that work to provide support to the health services like the ambulance drivers, hospitals managers and the skilled health workers. The major hindrances in the smooth flow of the healthcare delivery are lack of the proper workforce along with the inadequate facilities, medicines, consumables, equipment (Leach, 2013). The health system budget includes the 3 main vital demands like the consumables, physical capital and human resources (WHO, 2018). This study is based on the completion of the nursing workforce data of 2015 with respect to the data of 2012 and 2009; the other tasks involve the environmental scan of the Australian nursing workforce; the geographic distribution of the workforce and the comment on the recommendations of the nursin g workforce sustainability report. The updated workforce of the profile of the nursing workforce in Australia with respect to the year 2009, 2012, 2015 are as follows: Note: FTE means full-time equivalent for 38-hour week Table 1a: characteristics of the workforce with respect to the registered nurses [source: Australian Institute of Health and Welfare, 2018] Workforce characteristic 2009 2012 2015 Headcount 225,040 238,520 256,034 FTE nurses 198,924 212,659 225,344 FTE per 100,000 population 905.9 936.4 947.6 Male population 9.8 10.4 10.9 Average age (years) 44.2 44.3 43.4 Proportion aged 50+ (%) - 37.7 39.0 Table 1b: characteristic of the workforce of the enrolled nurses [source: Australian Institute of Health and Welfare, 2018] Workforce characteristic 2009 2012 2015 Headcount 51,711 51,624 51,070 FTE nurses 43,614 42,467 46,753 FTE per 100,000 population 198.2 187.0 196.6 Male population 8.9 9.2 9.4 Average age (years) 44.9 46.0 45.9 Proportion aged 50+ (%) - 45.5 39.0 Table 1c: characteristic of the workforce of the employed nurses [source: Australian Institute of Health and Welfare, 2018] Workforce characteristic 2009 2012 2015 Headcount 276,751 290,144 307,104 FTE nurses 242,521 255,174 270,548 FTE per 100,000 population 1,104 1,123 1,137 Male population 9.6 10.2 10.7 Average age (years) 44.3 44.6 44.4 Proportion aged 50+ (%) 36.3 39.1 39.0 Through the addition of the more recent material, it has been found that the headcount of the registered nurses for the year 2015 has increased considerably with respect to the year 2009 and 2012. The headcount for the year 2015 is found to be 256,034 which is a big jump from the headcount of the nurses for the year 2012 (238,520). This is an increase of 7.34 percent with respect to 2012. The full-time equivalent nurses for the year 2015 has increased with respect to the year 2009 and 2012. The data presents that the number of the FTE nurses has increased by 5.9 percent with respect to the year 2012. The FTE nurses for the year 2015 has shown an increase with respect to the year 2009 and 2012. The increase has been 1.19 percentage over data mentioned for the year 2012. The percentage of the male population has increased by only a mere 10.89 percent. The average years of the of the nurses have reduced from 44.3 to 43.3 from the year 2012 to 2015. The reduction in the average age is 2. 03 percent in comparison to the year 2012. The proportion of the nurse above the age of 50 years is 39% it has shown an increase with respect to the data of 2012. This implicates nursing population is ageing with respect to the Australian nursing workforce. The characteristics of the workforce with respect to the enrolled nurses. The headcount has reduced when the data of 2015 is compared with that of 2012. The data for the year 2015 is 51,070 and the headcount data for the year 2012 is 51,624. The FTE nurses for the year 2015 is showing a positive increase with respect to the data of the year 2012. The number of the FTE nurse for the year shows 196.6 while that of 2012 is 187. The male population for the year 2015 shows a slight increase of 9.4 with respect to the year 2012 which shows 9.2 percent. The average age of the nurses has again reduced for the year 2015, from 46 to 45.9 years. The proportion of the nurses that are aged above the 50 years is 39 percent in 2015 and this has reduced in comparison to the year 2012. The reduction in the age shows that the proportion of the aged nurses is reducing in the enrolled nurse's section. The characteristic of the workforce of the total employed nurses has shown an increase in the total number of the nurses for the year 2015 in comparison to the year 2012. The headcount number show 307,104 nurses. The FTE nurses have also increased from 255,174 for the year 2012 to 270,548 for the year 2015. The FTE nurse per 100,000 populations has also shown an increase for the year 2015 (1137) with respect to the year 2012 (1123). The percentage of the male population has increased for the year 2015 which is 10.7 percent in comparison to the male population for the year 2012 (10.2). the average age has shown a decrease for the year 2015 (44.4) with respect to the year 2012 (44.6). the proportion of the 50 years and above aged nurse is 39 percent and the percentage has slightly reduced with respect to the 39.1 percent for the year 2012. The workforce supplies according to the workforce characteristics shown a positive increase both in terms of the registered and the enrolled nurses. The female-dominated nursing workforce also shows an increase. Especially the FTE nurses in both the enrolled and the registered nurse for the year 2015 is 46,753 and 225,344 respectively. The workforce of the nurse has revealed that the workforce planning is necessary to meet the ling and the short-term demands of the of the Australian nurses. The analysis has shown that the demand for the nurses will significantly rise and the supply will be insufficient. The projections have shown that there will be a shortfall of the around 85 thousand nurses by the year 2025, and by 2030 as more as 123,000 nurses will be required. These predictions are based on the current settings. The projections of the shortfall for the year 2025 is actually lower in comparison to the report published in the Health Workforce (HW) 2025 (Health Workforce 2025, 2018; McCarty Fenech, 2013). The Heath Workforce 2025 projects that there will be a shortcoming of 109,000 nurses in the year 2025 which is considered under the current scenario. Australias Future Health Workforce (AFHW)-Nurses reveal that the nurses that were used for the prediction of the Health Workforce 2025 are more willing to stay in the workforce than it is expected. There exists a lower demand for the nurses in the acute care in the AFHW (2.6 percentage) and in the HW 2025 (2.2 percent) (AFHW, 2018). This reveals a lower demand in the workforce in this particular sector. The lower retention rates in the rural hospitals in comparison to the metropolitan areas have resulted in the reduction of the nurses due to the resignation (Bragg Bonner, 2015; Huntington et al., 2012). The highest percentage of the registered nurse is 46% and enrolled nurse is 38% in the acute sector. Accordingly, the second highest percentage of the nursing workforce is seen in the other nursing sectors and the percentage is 22 percent. The second highest number of the enrolled nurses is seen in the aged care sector (appendix 1). The nursing workforce and its geographic distribution show data which varies spatially across the states and the territories. The FTE nurses per 100,000 for the Northern Territory is 1534 and for the New South Wales, it is 1036. If the data are compared to that of 2011, then the FTE per 100,000 populations for Northern Territory and New South Wales is 1504 and 993 respectively (Appendix 2). The FTE per 100,000 populations with respect to the remote areas is 1219 and is 1083 for the outer regions. The percentage of the nurse in the regional and the inner areas is more than 20% and the enrolled nurse's proportion in Australia is 15.8%. Comparatively, the enrolled nurse's percentage in the remote areas is very low and is only 12.1% (Australian Institute of Health and Welfare, 2018). The highlights of the Nursing Workforce Sustainability Report cite the major recommendations which are as follows: Leadership- leadership in the field of nursing is important for bringing improvement in the performance, retention of the workforce and increasing the productivity. In order to promote effective leadership, the nurse managers need to be equipped for the purpose of empowerment and encouragement. Retention- The new graduates must be helped to meet the standards and the goals along with the necessary skill sets so that the workforce retention can be increased. Productivity- the environment of the workplace needs to be improved so that the existing skills and the roles of the nurses meet the local needs (Nursing Workforce Sustainability, 2018). Considering the year 2018, the recommendation is still valid because nursing values and work are all based on the nursing leadership, productivity that promotes better health outcomes and the retention of the nurse so that the workforce stays intact. The recommendations are the bedrock and foundation of the nursing field and this is the reason their validity not reduce (Duckett Willcox, 2015). Conclusion From the study, it can be concluded that currently, Australia is facing challenges in the field of nursing due to the lack of the nursing workforce. The healthcare demand has increased considerably due to the ageing population of the workforce and this can be done by increasing the workforce of the nursing. Reference Bragg, S., Bonner, A. (2015). Losing the rural nursing workforce: Lessons learnt from resigning nurses. Australian Journal of Rural Health, 23(6), 366-370. Health Workforce 2025. (2018). Department of Health | Appendix ii: Health Workforce 2025 - summary. Health.gov.au. Retrieved 5 April 2018, from https://www.health.gov.au/internet/publications/publishing.nsf/Content/work-review-australian-government-health-workforce-programs-toc~appendices~appendix-ii-health-workforce-2025-summary Australian Institute of Health and Welfare. (2018). Nursing and midwifery workforce 2015, Who are nurses and midwives? - Australian Institute of Health and Welfare. Australian Institute of Health and Welfare. Retrieved 5 April 2018, from https://www.aihw.gov.au/reports/workforce/nursing-and-midwifery-workforce-2015/contents/who-are-nurses-and-midwives Nursing Workforce Sustainability. (2018). Department of Health | Nursing Workforce Sustainability - Improving Nurse Retention and Productivity report. Health.gov.au. Retrieved 5 April 2018, from https://www.health.gov.au/internet/main/publishing.nsf/Content/nursing-workforce-sustainability-improving-nurse-retention-and-productivity Huntington, A., Gilmour, J., Neville, S., Kellett, S., Turner, C. (2012). A glimpse of the future nursing workforce: the graduate e-cohort study. Australian Journal of Advanced Nursing, The, 29(3), 22. McCarty, M. V., Fenech, B. J. (2013). Towards best practice in national health workforce planning. The Medical journal of Australia, 199(5), 10-13. Leach, M. J. (2013). Profile of the complementary and alternative medicine workforce across Australia, New Zealand, Canada, United States and United Kingdom. Complementary therapies in medicine, 21(4), 364-378. Duckett, S., Willcox, S. (2015). The Australian health care system (No. Ed. 5). Oxford University Press. WHO. (2018). WHO | Health workforce. Who.int. Retrieved 5 April 2018, from https://www.who.int/healthsystems/topics/workforce/en/ AFHW. (2018). Health.gov.au. Retrieved 5 April 2018, from https://www.health.gov.au/internet/main/publishing.nsf/Content/34AA7E6FDB8C16AACA257D9500112F25/$File/AFHW%20-%20Nurses%20overview%20report.pdf