Analysis of Phosphate Solubilizing Bacteria in Soil

Analysis of Phosphate Solubilizing Bacteria in Soil 1. INTRODUCTION Cereals are the world’s major source of food for human nutrition and rice (Oryza sativa L.) is one of the predominant cereal crop and represent staple diet for more than two fifth of the world population. To feed the ever increasing human population, the world’s yearly rice manufacturing to be bound by an obligation act out of 560 million tonnes to 760 million tonnes by 2020. The future increase in rice production has to come from the same or even reduced land area and the productivity yield (per ha) must be greatly enhanced by providing additional nutrient input and through effective control of phytopathogens. Blast disease of rice caused by Pyricularia oryzae is one of the most destructive fungal diseases of rice causing loss up to 90% and has a ubiquitous occurrence in almost all the rice growing countries (Mehrothra, 1980). Phosphorus has been called â€Å"the key of life† because it is directly involved in most of the life processes. Next to nitrogen it is invariably classified as one of the macronutrients and it is a key element in frequency of use as fertilizer. It serves as a primary energy source for microbial oxidation. It is a constituent substance in life processes. Soil cannot give high yields if it is deficient in phosphate. Different mechanisms have been suggested for the solubilization of inorganic phosphorus by phosphate solubilize. It is usually accepted that the important mechanism of mineral phosphate solubilization is the movement of organic acids the combination of various thing into one whole by soil microorganisms (Halder et al., 1990). Manufacturing of organic acids results in acidification of the microbial cell and its lying on the outskrits. Resultant, inorganic phosphate may be released from a mineral phosphate by proton addition for Calcium ion (Goldstein, 1994). The production of organic acids by PSB has been deep notifified. Among them, gluconic acid seems to be the most repeated occurance agent of mineral phosphate solubilization. Being an in specified microorganism is known to be involved in the solubilization of insoluble phosphates (Alexander, 1977). These phosphate-solubilizing microorganisms render insoluble phosphate into soluble group formed completely the series of acidification and chelation of some reactions. This process not only compensates for higher cost of manufacturing fertilizers in industry but also mobilizes the fertilizers added to soil (Rodriguez and Reynaldo, 1999). Therefore, many researchers have tried to increase the plant-available phosphate fraction by means of Phosphate solubilizing microorganisms (PSMs) such as Achromobacter sp, Agrobacterium sp, Alcaligens sp, Bacillus cereus, B. polymyxa, B. megaterium, B. subtilis, Pseudomonas striata and Xanthomonas sp and Fungi like Aspergillus niger, A. flavus, A. fumigatus, Penicillium sp. and Rhizopus sp. Several mechanisms of plant microbe interaction may participate in the association and affect plant growth, including IAA, Siderophore production and biocontrol against Pyricularia oryzae. Thus, the Plant Growth Promoting Rhizobacteria (PGPR) affect the plant growth through direct promotion by producing plant growth promoting substances and through indirect promotion by acting against plant pathogenic microorganisms (Kloepper et al., 1989). Plant growth promoting rhizobacteria (PGPR) are free living, soil borne bacteria, which enhance the growth of the plant either directly or indirectly (Kloepper et al., 1980; Glick and Ibid, 1995). The direct mechanisms involve nitrogen fixation, phosphorus solubilization, HCN production, manufacturing of phytohormones such as auxins, cytokinins and gibberellins, and lowering of ethylene concentration (Glick and Ibid, 1995; Glick et al., 1999). Bacteria belonging to the genera Azospirillum, Pseudomonas, Xanthomonas, and Rhizobium as well as Alcaligenes faecalis, Enterobacter cloacae, Acetobacter diazotrophicus and Bradyrhizobium japonicum have been shown to that which is produced auxins which help in inducing plant growth increase (Patten and Glick, 2002). There are many reports on plant growth pro ­motion and yield enhancement by plant growth promoting rhizobacteria (PGPR) (Lugtenberg et al., 2001). The mechanisms of plant growth increase the pro ­motion by PGPR include: the ability to produce phytohormones, N2 fixation, antagonism against phytopathogens and solubilization of insoluble phosphates (Lugtenberg and Kamilova, 2009). It was also suggested that the PGPR can also prevent the deleterious effects of stresses from the environ ­ment (Paul and Nair, 2008). Composting is a biotechnological process by which different microbial communities convert organic wastes into a stabilized form. During the process, temperatures arise because of the heat released due to biological activity. These temperatures are responsible for pathogen inactivation. Composting is an aerobic process that requires O2, optimal moisture and enough free air space and C:N ratio within certain limits. The treatment by composting leads to the development of microbial populations, which causes numerous physicochemical changes within mixture. These changes could influence the metal distribution through release of heavy metals during organic matter mineralization or the metal solubilization by the decrease of pH, metal biosorption by the microbial biomass or metal complexation with the newly formed humic substances or other factors (Rahul Kumar et al., 2010). One of the most effective means of recycling any organic wastes for agricultural use is by means of composting, an accepted practice in India and elsewhere. In many cases in India, it is valuable to add nutrients to compost to increase its fertilizer value. Although, sugar industry wastes are relatively high in nitrogen, calcium, magnesium and potassium, they are generally deficient in phosphorus, iron and zinc when compared to fertilizers commonly used in India. Further, the possibility of enriching organic wastes with micronutrients like Fe and Zn, which have become critical in crop production, have been studied and their effectiveness is increased appreciably through combined application of organics with FeSO4 and ZnSO4 in addition to N, P, K fertilizers (Deepa Devi, 1992; Sennimalai, 1994). Therefore, it is appropriate to develop composting systems that are capable of converting these agroindustrial wastes into valuable organic fertilizers. Among the microbes, bacteria are the most important one for decomposing waste. Bacteria use press mud for their metabolism and finally they produce some simple and useful compounds from them which are important for soil health, plant growth and over all to keep well balance of natural ecosystem (Zaved et al., 2008). Moreover, efficien ­cy of bacterial in bioconversion or organic compounds is well documented (Petre et al., 1999; Suhaimi et al., 2012). Unfortunately, knowledge on physico-chemical and mi ­crobial diversity of bacteria on bioconversion of sugarcane press mud is limited. Therefore, this study was conducted to monitor the chemical and biological changes during composting of sugarcane press mud with cattle manure in order to get high quality stabilized product within the goal of shortening the stabilization time. The pressmud biocompost contains appreciable amount of plant nutrients viz., organic carbon, nitrogen, phosphorus, potassium, calcium and magnesium along with traces of micronutrients viz., Zn, Fe, Cu and Mn (Banulekha, 2007). The beneficial effect of the organic matter for enhancing the soil fertility and thereby improving the crop productivity is well established (Laird et al., 2001). Objectives of the present study To collect the soil samples from ten different locations in Cuddalore district, Tamil Nadu, India. To isolate and identify the Phosphate solubilizing bacteria (Bacillus subtilis, Bacillus megaterium, Enterobacter asburiae) from collected soil samples. To screen the efficient Phosphate solubilizing bacterial isolates based on production of plant growth promoting substances. Composting of sugar mill waste (pressmud) by Phosphobacterial isolates and analysis of nutrient status of compost mixtures. To study the combined effect of efficient phosphobacterial isolates and compost mixture for the growth and yield of Paddy BPT-5804(Oryza sativa L.) Cellulose, hemicellulose and lignin become or make less indicate in the present study during the bacterial consortium based composting process. Singh and Sharma (2002) reported rapid decomposition of wheat straw with a mixture of cellulolytic fungi, Pleurotus sajor-caju, Trichoderma reesei, Aspergillus niger along with nitrogen fixing bacteria Azotobacter chroococcum. The simulated activity of bacterial consortium present in the waste substrate ability to do have characterised by intensity cellulolysis and lignolysis as advised done by Loquet et al. (1984). Hemicellulosic residue of pressmud contains a large quantity of xylans. Xylanase are enzymes that are capable of degrading xylan units yielding large quantities of monomeric xylose units. The xylanases activities during composting. The xylanase activity in all the treatments was found to be on the 30th day and thereafter a sharp decline was noticed. During 90th days maximum xylanase activity recorded in CM – 8 (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) (5.91 U ml-1 of protein) followed by CM -5 (4.93 U ml-1 of protein), CM – 6 (3.91 U ml-1 of protein), CM – 3 (3.89 U ml-1 of protein), CM – 2 (3.00 U ml-1 of protein), CM – 4 (2.92 U ml-1 of protein) and CM – 6 (2.00 U ml-1 of protein). The minimum amount of xylanase activity recorded in CM – 1 (pressmud alone) (1.82 U ml-1 of protein). The survival and microbial activity during the entire composting process was studied by estimating dehydrogenase activity. During 90th day, maximum dehydrogenase activity recorded in CM – 8 (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) (3.09 mg formazon formed h-1 g-1) followed by CM – 7 (2.95 mg formazon formed h-1 g-1), CM 6 (2.39 mg formazon formed h-1 g-1), CM – 5 (2.30 mg formazon formed h-1 g-1), CM – 4 (1.71 mg formazon formed h-1 g-1), CM – 3 (1.70 mg formazon formed h-1 g-1) and CM – 2 (1.68 mg formazon formed h-1 g-1). Lower amount of dehydrogenase activity recorded in CM – 1 (Pressmud alone) (1.00 mg formazon formed h-1 g-1). In general, percentage cellulose reduction increased thereafter decrease in the period of decomposition in press mud up to end of 90days. The initial cellulose content of pressmud was 15.75 % explained. During 90th day, maximum cellulose reduction recorded in CM – 8 (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) (3.81%) followed by CM – 5 (3.88%), CM – 6 (3.99%), CM – 7 (4.09%), CM – 3 (4.2%), CM – 2 (4.62%) and CM – 4 (4.65%). The minimum cellulose reduction recorded in CM – 1 (pressmud alone) (5.62%). Changes in reduction of hemicellulose content during composting of pressmud are studied. From the results, it was noticed that the reduction of hemicellulose content increased thereafter decreased in all treatments. During 90th day, reduction in hemicellulose content recorded in CM – 8 (Pressmud + Bacillus subtilis +Bacillus megaterium + Enterobacter asburiae) (7.76%) followed by CM – 6 (7.85%), CM – 5 (7.90%), CM – 7 (7.92%), CM – 3 (7.95%), CM – 2 (9.22%) and CM – 4 (9.37%). Least amount of reduction in hemicellulose content recorded in CM – 1 (Pressmud alone) (13.00%). Inoculation levels were found to have significant ef ­fect on reduction in lignin content. During 90th day, reduction of lignin content in triple inoculants compost mixture recorded in CM – 8 (Pressmud + Bacillus subtilis +Bacillus megaterium + Enterobacter asburiae) (6.10%), followed by CM – 5 (6.31), CM – 6 (6.64%), CM – 7 (6.69%), CM – 2 (6.81%), CM – 2 (7.60%) and CM – 4 (7.70%). The lowest reduction in lignin content recorded in CM – 1 (Pressmud alone) (8.24%). Faryal et al. (2006) have suggested the effects of inoculation with three thermophilic species of Bacillus on the composting activity of drainage water that passes through sewers sludge amended with black combustible mineral fly the grey soft remains as the causer or source. The bacteria population present in the compost mixtures were estimated quantitatively during the 90th day. In all the treatments the bacterial population was more in CM – 8 (29.32 Ãâ€" 106 cfu g-1) and less in CM-1 (15.00 Ãâ€" 106 cfu g-1). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on plant height of paddy var BPT – 5804 (Oryza sativa L.) was measured. Among the various treatments tested, the highest plant height was recorded in the treatment T8 (75% NPK + Compost Mixture 8 + BS + BM + EA) (121 .98 cm). The least plant height was recorded in T9 (Control) (89.30 cm). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on Dry matter production of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the dry matter production was maximum in treatment T8 (75% NPK + CM+BS+BM+EA) (8.12 t ha-1). The lowest chlorophyll content was recorded in T9 (Control) (4.00 t ha-1). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on Leaf area index at flowering of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the Leaf area index at flowering was maximum in treatment T8 (75% NPK + CM+BS+BM+EA) (6.42 cm). The lowest grain yield was recorded in T9 (Control) (3.98cm). The Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on chlorophyll content of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the chlorophyll content was maximum in the treatment T8 (75% NPK + CM+BS+BM+EA) (3.09 mg/g of leaf). The lowest chlorophyll content was recorded in T9 (Control) (3.00 mg/g of leaf). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on number of tillers plant1 of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the number of tillers plant -1 was maximum in treatment T8 (75% NPK + CM+BS+BM+EA) (18.86). The treatment T1 (100% NPK) (18.52) was on par with the treatment T8. The lowest tillers plant1 was recorded in T9 (Control) (10.56). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on Number of tillers panicles hill -1 of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the Number of tillers panicles hill -1 was maximum in treatment T8 (75% NPK + CM+BS+BM+EA) (6.37). The treatment T1 (100% NPK) (6.01) was on par with the treatment T8. The minimum tillers panicles hill -1 was recorded in T9 (Control) (3.00). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on Number of filled grains panicles -1 of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the Number of filled grains panicles-1 was maximum in treatment T8 (75% NPK + CM+BS+BM+EA) (73.03). The treatment T1 (100% NPK) (72.78) was on par with the treatment T8. The lowest filled grains panicles-1 was recorded in T9 (Control) (57.24). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on Number of thousand grain weight of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the No of thousand grain weight was maximum in treatment T8 (75% NPK + CM + BS + BM + EA) (21.56). The treatment T1 (100% NPK) (21.01) was on par with T8. The minimum grain weight was recorded in T9 (Control) (14.23). The effect of Compost mixture (Pressmud + Bacillus subtilis + Bacillus megaterium + Enterobacter asburiae) and Phosphate solubilizing bacteria on grain yield and straw yield of paddy var BPT 5804 (Oryza sativa L.) was investigated. Among the nine treatments tested, the grain yield and straw yield content was maximum in treatment T8 (75% NPK + CM + BS + BM + EA) (47.36), (63.76) and the treatment T1 (100% NPK) (46.88), (63.24) was on par with the treatment T8. The lowest grain yield was recorded in T9 (Control) (25.23), (49.76). The effect of Compost mixture and Phosphate solubilizing bacteria on nutrients uptake (N, P K) was determined. Among the treatments tested, maximum NPK uptake was recorded in the treatment T8 (75% NPK + BS + BM + EA) (121.56 kg ha-1), (22.86 kg ha-1), (118.73 kg ha-1). The treatment T1 (100% NPK) (121.02 kg ha-1), (22.41 kg ha-1) and (118.31 kg ha-1) was on par with the treatment T8. The lowest NPK was recorded in T9 (Control) (92.85 kg ha-1), (11.77 kg ha-1) and (89.82 kg ha-1). The effect of Compost mixture and Phosphate solubilizing bacteria on nutrients uptake (N, P K) was determined. Among the treatments tested, maximum NPK uptake was recorded in the treatment T8 (75% NPK + BS + BM + EA) (72.85 kg ha-1) (18.73 kg ha-1) and (81.67 kg ha-1). The treatment T1 (100% NPK) (72.43 kg ha-1), (18.51 kg ha-1) and (81.47 kg ha-1) was on par with T8. The minimum NPK was recorded in T9 (Control) (46.21 kg ha-1), (08.05 kg ha-1) and (56.12 kg ha-1) The effect of Compost mixture and Phosphate solubilizing bacteria on bacterial population was studied. Highest bacterial population was recorded in the treatment T8 (Bacteria – 36.66 Ãâ€" 106 cfu g-1 and the lowest bacterial population (19.27 Ãâ€" 106 cfu g-1).

Report on Recruitment and Selection Processes Essay

Healthcare United is an organisation that endeavours to employ the best healthcare professionals. They aim to be the number one Healthcare professionals in Australia, currently employs 1500 Healthcare professionals in VIC and NSW and they wish to widen their operation and open another office in Hobart. Comparing the newly developed 2012 Healthcare United recruitment and selection policy and relevant legislation, I have identified some basic problems still existing in the 2012 recruitment and selection guidelines. Through a detailed analysis on the recruitment and selection procedure, Healthcare United can improve the procedures and the overall process. Timeframes The policy in 2007 has an estimated timeframe of 30 days plus. This is now within a whole timeframe of 2 – 3 weeks maximum. There really needs to be a specific timeframe so Managers can be guided with that, in the 2007 guidelines the managers knew for example that reporting a position vacant had to be done in 2 – 3 days, this could drag out the initial starting process without this timeframe for each process. I feel each process needs a timeframe to keep the processes in the timely manner not just casual 2 – 3 week maximum timeframe, this is outdated compared to current research and practice. Personnel The manager and HR are involved. Analysing the vacant position should already be done by the Manager of department, there should be a template already done for all positions. This would speed the process up and can then be advertised as soon as the Manager notifies HR of the position vacant within their department. Approval of the position to be advertised should be done at this point. Documentation The Manager and HR complete the â€Å"permission to recruit form† together in the 2007 policy, however there is no mention of this in the 2012 policy which could lead to confusion at a later date, documentation should be recorded from the start of the process to the employment of the new employee. Policy should be in place at every process. Training & Support Managers are offered the support for HR in training of personal in 2012 policy, however nothing is mentioned in the policy about the processes of how this will be done? There needs to be a clear process of this as new employees will be asking what it is and how it is conducted? There is no mention of training in the 2007 Guidelines for training either and no mention of induction processes. The manager of each department should be able to identify knowledge, skills, abilities and competencies required for each employee. Support systems needed to implement policy and procedure. Eg: change to the workplace physical setting or new equipment. This all comes under the WHS legislation. Monitoring and Evaluation Mangers should be monitoring and evaluating there department in an ongoing manner, this should be recorded and updated in a formal document or record management system? In the 2007 guidelines and the 2012 policy nothing is mentioned about these processes at all? This is outdated for policies compared to current research and practise. Any monitoring and evaluation tools used must be accessible to relevant employees, valid and reliable and also comply with relevant legislation. Recommendations Position vacant analysis – needs to be conducted by managers and then approved by senior management and paperwork to be provided for each and every position as per 2007. HR not managers to deal with legislative and award requirement needs not managers. Position Description – It must be current and as accurate as possible. Templates reviewed on a quarterly basis for each position, and make sure they are in line with current legislation and it is listed within the advertisement. Timeframes – Estimated timeframes for each process need to be added to the policy as it was with the 2007 policy. This will give a clear indication of what the correct process and timeframes that will and are expected to maintain the outcome required in the specified time stated. Personnel – HR and managers – the lines of each duty in the selection process are not clearly identified it is uncertain what the managers duties are and what the HR departments are, so is contrary to 2007 guidelines? For example does the Manager short  list and short though resumes? Special exemptions to internal recruitment This is not in line the EEO legislation. Managers create advertisement with the support of HR for HU newsletter on intranet. Managers send advertisement with the support of HR advertisement to publications department to post on the intranet. Documentation – I suggest documentation being done for each position vacant and that the position be analysed by the Manager to determine whether the position is still required to be filled by a new employee or for example the duties can be provided and divided amongst current employees or only a part time employee? This should be every time a position becomes vacant. A process with documentation is imperative. Training and Support HR is in charge of the whole procedure in 2007 guideline, it should be the manager’s duty with some support from HR as stated in 2012. Monitoring and Evaluation Senior managers will sign off on the position description; and give approval of position this is consistent with the 2007 policy. Position descriptions are developed by managers using a position description template and Senior or HR management to sign off on position description and approve. Advertisement include: Position title – should be an updated template of each position title including: Key tasks and objectives with required targets. Qualifications required Skills, knowledge, attributes and experience WHS requirements Terms and conditions Advertisement Advertisement does not have a timeframe however the whole process needs to be completed in 2 – 3 weeks, maximum. But in Healthcare United’s 2007 policy, position must be advertised internally and externally for 10 working days. It is contrary to 2012 as in 2007 all positions were firstly advertised internally for a minimum of ten working days and then will be advertised externally for another 10 working days. The 2007 procedure is too long.  There is no mention to comply with the anti-discrimination legislation mentioned in either policy? Shortlist The 2012 policy states the managers will conduct most of this work? With the support of HR department, processes need to be clear on who is responsible for each process of the selection process? In the 2007 Guideline the HR department did the shortlisting and reading of all of the applicants, after a shortlist has been complied I think they then should be sent to the manager to decide who he/she would like to interview for the position. The internal applicants will go through the same application procedure as per EEO legislation. Administration staff to collate all resumes and give to managers. Managers to read and screen each external and internal application and divide them into ‘yes’, ‘no’ and ‘maybe’ piles and decide on the shortlist to interview. Managers then collate all documentation from short-listed applicants. Managers organise administration staff to send all external applicants not short-listed are standard letter by post or email. I nterview documentation and preparation Should be prepared by the manager with assistant from admin staff. Manager organises interview panel, two members of HR department with one of the HR members being the chairperson. Manager chooses and advises the staff member of their role as ‘expert’ and requests that they think of three job related interview questions. Position description Resumes for each shortlisted candidates Consent to check and release police record form. Standard interview questions for HR members of interview panel. Interview assessment forms for interviewers. Use checklists for documentations. Interview Applicants Selection panel consist of two HR members and one staff member of job related department, with Chairperson being the HR member. It is contrary to 2007 because all the responsibilities are of Managers. It is outdated as current research says that the interview must involve the managers. It does not comply with the current legislation either. Knowledge of relevant equal opportunity, fair work, privacy and anit-discrimination legislation is required within the panel. Interview Applicant To be conducted in a comfortable and quite location Food and beverages for interview panel Interview schedule and timing needed. Managers and HR to organise interview documentation as listed above. Chairperson greets candidate and makes introductions. Chairperson opens interview. Manager and HR member of panel ask applicant a series of standard interview questions. Manager from job-related department ask three question Chairperson asks applicant if they have any question Chairperson informs the candidate of the process. Panel thank candidate for attending Panel complete an interview assessment Panel select applicant Gain approval from senior management subject to reference check. Reference check Reference checking should be done by managers according to 2012 policy while in 2007 it was done by HR. Reference checks are an important part of the selection process. Healthcare united reference check must be conducted on both internal and external applicant by the managers and support of HR department. Procedure: Obtain applicants permission Phone workplace of applicant and speak to manager/referee. Introduce self and organisation and purpose of call. Only ask standard questions about applicant’s knowledge and job related skills, competencies, knowledge and attributes. Job offer The job offer is to be finalised by the department manager. It can be verbal offer made quickly in order to ensure preferred candidate is hired. A verbal offer of employment and a candidates verbal acceptance creates a contractual relationship. Any negotiation on employment terms and conditions must be on a ‘Without Prejudice† basis. Procedure: HR department organise written contract to be drawn up with terms and conditions. Administration to post or email contract to applicant.  Upon receiving of the signed contract HR post new employee advice about induction program. A letter of engagement will then be issued including, start date, position, hours or work and pay and entitlements. Conclusion The 2012 recruitment and selection process will take a maximum of 2-3 weeks. However, the 2007 recruitment and selection process has an estimated time of 35+ days, which is far too long for the stream lined 2012 policy. Even though it takes a much longer time in the process, the 2007 policy has included procedures into recruiting and selecting which is more accurate and detailed, which has a higher chance of recruiting the best possible healthcare professionals. This means they can have the best possible human resources so they can provide the good quality service. With all the existing problems in 2012 recruitment and selection process identified, Healthcare United should adopt the recommendations made above to make the recruitment and selection process more efficient and effective and in line with all current legislation. The policy should further specify what training needs to be undertaken and how it is to be supported. Identify training needs of workforce

Equality Between Genders Essay

A few dozen years ago, women and men were not seen as equals. Women did not even have the right to vote and men were paid more than women for doing the same work. Even now, some societies still have this barbaric vision of inequality. Thankfully, our society evolved and we can see more clearly. There sure are differences between the two sexes but it’s not necessarily a bad thing when the two can work together to compensate for their weakness. Women and men complete each other well, because they have different skills: multitasking, perspective and taking care of children. In the first place, women are usually better than men at multitasking. You can often see them talking on the phone while doing a homework and at the same time have something that is cooking that will burn if they forget about it. Their concentration is very good, which is a reason why they sometimes perform better in school then male. This skill is very helpful to help men, who often rely on their secretary or wife to remember an important day or to handle a situation that requires talking to two people at once, since men tend to focus on only one thing and forget about the rest. However, this focus of men can often lead to a better overall perspective. When travelling, men will usually have an easier time reading maps to figure out where to go either if they are driving a car or walking in a foreign city. Also, they have a better sense of direction and will get lost less frequently then women. Male have better 3D perception, a proof of this would be that there are a lot more male architect then female one. Women can then ask men for advice when they get lost or when they need to make plans to build something in their house. Last but not least, the fact that women are the ones who gives birth to children makes them better at raising children. Since the beginning of time, women have been raising children while men went at work. Women have a natural maternal instinct, they are naturally made for nurturing and taking care of children. Women tend to be more preoccupied towards children that hurt themselves or when kids get sick. A woman knows when something is wrong with their children. They are more patient and less aggressive. Men can then rely on women to raise their children and they don’t have to worry. To conclude, men and women are equal because they can always rely on each other.

Analysis Of Persepolis And The Kite Runner

Erica Spry Professor Moore ENG 209 November 25, 2014 How Two Bildungsromans Challenge Gender Roles in Society In both Persepolis and The Kite Runner, readers are presented with two main characters in search for their own self-realization. According to Lukà ¡cs’s theory, â€Å"the self-realization of the individual ultimately sheds some light also on ‘social reality’† (22). Ultimately, readers are able to gain insight to the social realities of the characters’ nation states in both novels. Persepolis allows readers to learn about women and femininity in Iran’s culture while The Kite Runner provides readers with the social reality of men and masculinity in Afghanistan’s culture. Readers are told the story of Persepolis through the eyes and journey of Marjane (Marji). One example of the social reality of Iran that Persepolis presents to readers is women’s mode of dress. In the beginning of the novel, Marji states, â€Å"Then came 1980: the year it became obligatory to wear the veil at school† (1.4). At this time, Marji is only ten years old, yet she still resists the veil and somewhat realizes the gender inequalities present in her reality. Although both boys’ and girls’ clothes change within their separate schools, girls are the only ones who are required to wear the veil. The hijab is a piece of fabric that women are required to wear -- concealing parts of their face and all of their hair. Not only is this a significant part of the social reality, but this is a legalShow MoreRelatedLiterary Criticism : The Free Encyclopedia 7351 Words   |  30 PagesMusic, by Peter Ackroyd (1992)[39] The Gods Laugh on Mondays, by Reza Khoshnazar (1995) About a Boy, by Nick Hornby (1998) The Perks of Being a Wallflower, by Stephen Chbosky (1999)[40] Persepolis, by Marjane Satrapi (2000)[41] 21st century[edit] The Secret Life of Bees, by Sue Monk Kidd (2002)[42] The Kite Runner, by Khaled Hosseini (2003)[43] The Fortress of Solitude, by Jonathan Lethem (2003) [44] Never Let Me Go, by Kazuo Ishiguro (2005)[30] Looking for Alaska, by John Green (2005) Indecision

Odyssey Response Paper - 1240 Words

True wisdom is an understanding or insight into human nature, and knowing how we should act based on our nature. The Odyssey is a story that has many examples of true wisdom in it. The story does this by following the progression of Odysseus, a Greek war hero, growing in wisdom over the course of his journey. Odysseus undergoes many hardships and struggles, and through these he grows in wisdom. At the end of his journey Odysseus has many problems at his home, where he hasn’t been in twenty years, and there he uses his wisdom to solve these problems correctly. Homer’s first line in the Odyssey introduces Odysseus as a man who is never at a loss. â€Å"This is the story of a man, one who was never at a loss† (p. 1). This line is ironic because throughout the story Odysseus is in fact at a loss. The reason this is the case is because Odysseus, who is a very clever man, lacks wisdom. This is evident through the many poor decisions he made, showing that he hadnâ€℠¢t truly understood human nature, until he learned from the mistakes of him and his friends. â€Å"Next they wanted to make haste and drive the kids and lambs out of the pens and get under sail. But I would not listen-indeed it would have been much better if I had† (p. 110). Here, Odysseus is too rash and he makes a bad decision which results in death, but he learns from it and recognizes the danger of pride on fallen human nature. However he was a very cunning man, which is shown in many of his travels, by his ability he is able toShow MoreRelatedThe Odyssey Response Paper1880 Words   |  8 PagesTrue wisdom, according to the Odyssey, is having the ability to reflect on your experiences and tradition, and then doing what ought to be done in similar situations based on the virtues you learned and gained through these insights. 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Case Study Metro Run A Heavy Bus System Essay - 1528 Words

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Current Organizational Trends

Question: Describe how you will integrate current organizational trends into your role as a leader ? Answer: Personal leadership qualities identified in week 1 Self-confidence- I carry immense self-confidence and I perform my tasks with full assurance. I well understand that being confused can hamper my patients and also can make me weak on by job, this makes me additionally confident at work ('Nursing News', 2004) Positivity- Within my personality I carry tremendous amount of positivity and this makes me think and perceives things in a different way Communication- I am not only a good speaker but also a good listener. I lend my ears to the patients and also to seniors as well as to my co-workers which make me extra good when it comes to communication (Tappen, Weiss Whitehead, 2001) Of course there are several traits that I still need to develop my personality for attaining a better and additionally good career. They are as follows: Weak at emotional intelligence- I have a very low level of emotional intelligence and stability. Building up this trait will provide me the ability to know and understand as well as manage my emotions, and also of those people and patients who are around me all the time (Marriner-Tomey, 2009). No empathy- I must know how to know and understand other person's situation and condition. It will permit me to create the bond of trust, and will give me insight into things that others might feel or think. How personal leadership quality are practiced in nursing Nursing is a very critical element in recognizing the quality of the care within the hospital and also the nature of the patient outcomes. 24*7 nursing care also is one amongst distinctive hallmarks for inpatient care within several hospitals. Being into this field my role as a nurse will include proper clinical nursing practices and consultation plus follow-up plus patient education as well as prevention of any illness (Fagin, 2000). All this has also improved the availability of proper health-care systems and services, also reduced symptoms for chronic diseases, enhanced cost-effectiveness as well as developed customers' experiences from the health-care systems and services. In past years, the nursing profession has also been particularly concerned about the nature of transformation occurring in this care sector. Enhancing numbers of the hospitals are also restructuring their firms, staffing, as well as services. Redesign plus reengineering even have become principal basic strategi es of the 1990s for several institutions plus systems. And because redesign initiatives nowadays are being undertaken for several causes, above half of efforts are now being driven by requirement to reduce the entire operating costs, plus to have focused upon transformation of the work processes as well as redesign of the roles plus jobs. If I want to sustain longer in this field, I must try to abide by all the rules and regulation of the organization and also must try to be an employee who would give something extra to the firm. Also due to vast competition only thing that can work as a competitive advantage in this industry is the nature and attitude of service providers like doctors and nurses towards the patients. Thus, I need to develop and maintain this propaganda seriously (Davies, 2002). Examples how leadership qualities have been influenced in past There were factors that influenced the students leadership in past. There are few aspirations that have pushed me towards such style of leadership Rising expectation- The enhancing expectations of co-workers, seniors and also the patients has forced me towards carrying and maintain such leadership (Tracy, 2014). Individual responsibility and accountability for growth plus development- Being in nursing field I need to deal with health care issues daily and this tends me to attain greater responsibility and thus inspires me to follow such leadership Additionally educated co-workers- In health care sector no one illiterate and having no knowledge regarding health and safety are allowed to work and such educated surrounding tends me to follow this particular style comprising of extra skills and knowledge Competition for the talent: In nursing field people compete for immense talent as well as a vital selling point is quality of the nurses and doctors and also their attitude plus nature towards patients. Thus, I to maintain my position try to match properly the propaganda (Marquis Huston, 2009). Need to comply with industrys requirements- This sector needs all its staffs to comply with proper rules and regulations and also expects them to be perfect in every field where they work and show their skills. This enforces me to maintain a proper leadership quality so that I can give my best to the patients as well as to my work. Which leadership style the student most closely identifies The student most closely identifies Laissez-fairestyle of leadership. She gives her team members many opportunities and also sets them free to do their work in their own way. As self-confidence is the strongest part of her personality also she would further try to understand that it is very essential for any nurse's skills of leadership. She will evaluate what more is needed to approach each and every patient with full confidence and also competent attitude. Processes student will take to maintain or redefine their own leadership style The student must try to implement the changes and then maintain my leadership. For this will follow below-mentioned steps to implement the changes Identify myself as a proper leader- Being in nursing field she must tend to view her role as the deferential to the doctor's and all other practitioners. She should ensure that she properly understands plus embraces real role that leadership plays within her career (Kelly, 2008). Demonstrate confidence and have courage- Being into healthcare field she will always work with courage and without any fear. If she wants to be a good leader, she must will to undertake all types of risks. Being a nurse her leadership totally depends upon her capability to take such risks. Playing safe would never develop her into a leader in the nursing field. Communicate clearly plus consistently-Whether she will be talking to the patients, doctors or even to the family members and also to co-nurses, she should try to be totally mindful of the way in which she communicates (Kelly, 2004). Be a good listener- Though this is my strong part yet she might further try to develop and maintain the skill. She must always try first to listen and then respond straightforwardly. Processes student will take to maintain or redefine their role as a leader in the nursing profession Pay attention towards professional growth and development-she will attend some classes, courses as well as seminars that will help me go beyond things that she requires taking for maintaining my nursing license. She would also encourage all the other nurses that she supervises for growing professionally. Also she will even advocate classes that might interest the staffs Manage the time properly-The nurse will always try to prioritize my tasks and also her responsibilities shrewdly. Lead by the example- She must give her best to the job and must try to gain as much knowledge as she can. So that other nurses could take note as well as mimic my demeanor, skills plus leadership. Find the mentor for self- She would ask a co-worker whom she admires, to train and provide me some coaching both theoretical and also practical. Also she can observe other nurses who work with her and can try to learn something good from them (Giuliani Kurson, 2002). References Davies, P. (2002).Nursing. Oxford: Oxford University Press. Fagin, C. (2000).Essays on nursing leadership. New York: Springer. Giuliani, R., Kurson, K. (2002).Leadership. New York: Hyperion. Kelly, P. (2004).Essentials of nursing leadership management. Clifton Park, NY: Delmar Learning. Kelly, P. (2008).Nursing leadership management. Clifton Park, NY: Thomson Delmar Learning. Marquis, B., Huston, C. (2009).Leadership roles and management functions in nursing. Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. Marriner-Tomey, A. (2009).Guide to nursing management and leadership. St. Louis, Mo.: Mosby Elsevier. Nursing News. (2004).Nursing Leadership,17(2), 10-15. doi:10.12927/cjnl.2004.16351 Tappen, R., Weiss, S., Whitehead, D. (2001).Essentials of nursing leadership and management. Philadelphia, PA: F.A. Davis Co. Tracy, B. (2014).Leadership. New York: American Management Association.