Mother Doesnt Know Best Essays -- Personal Narrative Profile Essays

Mother Doesn't Know Best As a little girl, I was sure that a good parent would allow me to eat all the cookies in the cookie jar or buy me toys at Toys R Us. When I got a little older, I figured that a good parent would let me stay up past ten o'clock on school nights. Then I became a teenager and I felt that a good parent would buy me a car and let me be independent. According to these definitions of a "good parent," my parents always fell short. It wasn't until I became a parent that I began to understand what a good parent really is. My two-year old daughter taught me this lesson in her simple childlike manner. Having church at eleven o'clock is difficult for our family. Church time is play time, followed by lunch, and ending with naps. Needless to say, we always struggle during that first hour before we can deposit both Jenny Beth and Juliana into the nursery for the remaining two hours. I admit, it's crazy to expect a one-year-old and a two-year-old to sit quietly through an hour of inspirational talks that they consider boring. Nevertheless, we attend church as a family. This particular Sunday was no different. "Mommy, look! Taylor! Taylor!" Jenny Beth said excitedly to me during the church service. She wasn't using her whispering church voice as we had rehearsed on several occasions. Needless to say, I was a bit exasperated and embarrassed. Besides, I knew that Scott and Joy Rowe, Taylor's parents, were sitting a few rows over. I had seen them enter and sit down. Their one-year-old daughter, Taylor, was in Scott's arms. I had even discreetly waved to them. Hastily, I rummaged through the diaper bag and retrieved two tattered and torn books that were well-loved and well-gnawed by my two daughters. These were... ...t only believes in her children but believes them as well. A good parent can admit when she's wrong and acknowledge when her children are right. A good parent says, "I'm sorry." After church was over, I went to Jenny, my smart two-year old, and hugged her. I told her that I was sorry and asked for her forgiveness. She hugged me back and kissed my lips. She had completely forgotten what she was mad about only moments earlier. Accustomed to being told to say "Sorry," she misunderstood my apology and said, "Horry(sorry), Mommy." My eyes filled with tears. She was so merciful. "Let's go nursery, Mommy!" she said with anticipation. I felt like a good parent again. I was still the mother that day; however, I played another role, as well. I was a student in my daughter's classroom. She taught me a valuable lesson about parenthood. Mother does not always know best.

Private And Public University Teachers Job Education Essay

Abstraction: This paper explores the difference in occupation satisfaction between private and public sector universities instructors of Karachi, Pakistan. Based on elaborate literature reappraisal, following hypothesis had formulated ; Private University instructors are more satisfied with their occupations as compared to Public University instructors. The sample of the survey comprises of 160 participants, 80 populace ( 40 males ; 40 females ) university instructors and 80 private ( 40 males ; 40 females ) university instructors of Karachi, Pakistan. Age scope was from 24 to 65 and mean age was 38.92 ( SD 8.353 ) . A Job Satisfaction Survey ( Spector, 1997 ) was administered to mensurate occupation satisfaction. For statistical analysis, independent â€Å" T † trial was performed to obtain the difference between private and public university instructors on occupation satisfaction. A consequence suggests important difference between Private and Public University instructors. Furthermore, private university instructors were more satisfied with their occupation as compared to public university instructors.1 IntroductionJob satisfaction is an of import facet of employees ‘ work life. Different researches have been conducted on employees involved in assorted businesss, ensuing in raised consciousness about issues refering employees and factors that influence employees ‘ occupation satisfaction. Therefore, a better penetration of direction of factors associated with occupation satisfaction can better the quality of worker public presentation. Harmonizing to the findings of Bowran and Todd ( 1999 ) , â€Å" occupation satisfaction and occupation public presentation are positively correlated † . Job satisfaction does non merely better public presentation of the workers, it besides affects other countries of a individual ‘s life. Hackman & A ; Oldman ( 1980 ) found that a higher occupation satisfaction is associated with increased produ ctiveness, lower absenteeism and lower employee turnover. Education is one of the cardinal demands of societies ; it non merely gives a feeling of achievement and fulfilment to the 1s leaving instruction but besides lays foundation for a new coevals to happen its right values and academic expertness for the hereafter. Therefore, instruction is a profession that needs particular attending and attention by society.The educationalists, therefore, are the people who need to be satisfied with their occupations for other sectors to have future employees. Higher instruction, in fact, is the genteelness land for the professional of highest quality in a society. It channelizes immature ; peoples ‘ aspirations and aspirations and turns them into effectual workers for diverse employment sectors. For these educationalists, occupation satisfaction in the signifier of good wage bundle, healthy work environment that is positive and larning oriented can take to maximization of their possible as leaders, visionaries and function theoretical accounts. Robins ( 2005 ) defined occupation satisfaction as a aggregation of feelings that an single holds towards his or her occupation. In other words, â€Å" Job satisfaction can be defined as the grade to which persons feel positively or negatively about their occupations ( Schermerhorn. Jr, et al. , 2005 ) † There is an imperative function of higher instruction in the success of any state. In higher instruction, its module plays a critical function. Merely when the module members are satisfied with their occupation, they can heighten the rational and academic potency of pupils. Job satisfaction of module members is based on a assortment of factors like personal factors, societal support systems, and wellness or fittingness of module and decision makers moderate the negative relationships between occupation strain, wellness, life satisfaction, and occupation satisfaction ( Blackbum, Horowitz, Edington, and Klos, 1986 ) . A survey by Sorcinelli and Near ( 1989 ) found that the occupation satisfaction of university module is independent of gender and positively correlated with academic rank. They besides suggest that occupation satisfaction is positively related to module ‘s life satisfaction and their non-work satisfaction. Another of import component that affects occupation satisfaction of module members is the sector from which they belong i.e. public or private university. The authorities or populace sector has some encouraging inducements like class based wages and occupation security. Private sector instructors have other optimistic wagess, which include, higher wages, good work status, disputing work undertakings etc. There are different factors in Private and Public University that can act upon the public presentation of the module for illustration, occupation security, wage, working status, contingent wages, relationship with colleagues, publicity, supervising, periphery benefits, communicating with other co-workers, and nature of work. Pay overall effects the grade of occupation satisfaction. A survey of university academic staff by Pearson and Seiler ( 1983 ) found, â€Å" faculty members have high degrees of dissatisfaction with compensation-related elements of the occupation ( e.g. , fringe benefits, wage, and public presentation standards ) † . Assorted researches findings show that pay degree of public and private sector employees is one of the beginnings of dissatisfaction. A survey of Voydanoff, ( 1980 ) findings shown that, â€Å" pecuniary compensation is one of the most important variables in explicating occupation satisfaction † . In their survey of public sector directors, Taylor and West ( 1992 ) found that wage degrees affect occupation satisfaction, describing that those public employees that compared their wages with those of private sector employees experienced lower degrees of occupation satisfaction. Another research behavior by Boone and Kuntz ( 1992 ) suggest that, offering employ ees just and sensible compensation, which relates to the input the employee offers the organisation, should be the chief aim of any compensation system. Included in the class of compensation are such points as medical assistance strategies, pension strategies, fillips, paid leave and travel allowances. A publicity chance improves motive of employees. Harmonizing to the research, â€Å" An employee ‘s chances for publicity are besides likely to exercise an influence on occupation satisfaction ( Landy, 1989 ; Larwood, 1984 ; Moorhead & A ; Griffen, 1992 ; Vecchio, 1988 ) † . In add-on, Robbins ( 1998 ) maintains that, â€Å" publicities provide chances for personal growing, increased duty, and increased societal position. † Not merely publicity chances but besides merit-base publicity gives satisfaction to its employees. Witt and Nye found that ( 1992 ) , â€Å" Persons who perceive that publicity determinations are made in a just and merely mode are likely to see satisfaction from their occupations † . A survey by Moses conducted on academic staff ( 1986 ) supports the position that, â€Å" module was dissatisfied with the undervaluing of learning excellence in publicity determinations. † She concluded, â€Å" aˆÂ ¦ tenured and well-paid emplo yment provides satisfaction of the lower-order demands, whereas esteemed and independent work enables academic staff to fulfill to a greater degree higher-order demands than is possible for the general population ( e.g. , esteem need the demand for self-actualization ) † . Employees are likely to hold high degrees of occupation satisfaction if supervisors provide them with support and co-operation in finishing their undertakings ( Tinging, 1997 ) . Consequences of other survey show that the, â€Å" quality of the supervisor-subordinate relationship will hold a important, positive influence on the employee ‘s overall degree of occupation satisfaction ( Aamodt, 1999 ) † . Employees besides feels more satisfaction if the supervisors take sentiment from them in their determinations. Furthermore, as described by Chieffo ( 1991 ) , â€Å" supervisors who allow their employees to take part in determinations that affect their ain occupations will, in making so, excite higher degrees of employee satisfaction † . The Relationship with colleagues in any organisation plays a important function on the worker ‘s satisfaction. Kalleberg found that ( 1977 ) , â€Å" good work dealingss with colleagues can raise occupation satisfaction † . A survey conducted by Manger and Eikeland ( 1990 ) found that, â€Å" dealingss with co-workers were the largest forecaster of purpose to go forth the university † . Communication is an of import vehicle at workplace and high-quality interaction between colleagues increase occupation satisfaction. Harmonizing to Avtgis ( 2000 ) , â€Å" people who reported increased communicating and high wages in communicating besides reported greater relational satisfaction and greater perceived organisational influence † . Working status is another important characteristic of occupation that motivates employees to remain in their occupation. Harmonizing to Flowers & A ; Hughes ( 1973 ) , â€Å" the relationship between occupation satisfaction and environmental factors, peculiarly in accounting for grounds that employees stay in their occupations † . Harmonizing to Luthans ( 1998 ) , if people work in a clean, friendly environment they will happen it easier to come to work. If the opposite happens, they will happen it hard to carry through undertakings. Vorster ( 1992 ) maintains that working conditions are merely likely to hold a important impact on occupation satisfaction when, for illustration, the on the job conditions are either highly good or highly hapless. Furthermore, employee ailments sing working conditions are often related to manifestations of underlying jobs ( Luthans, 1992 ; Visser, 1990 ; Vorster, 1992 ) . Nature of work is besides one ground, which can fulfill or dissatisfy emplo yees. Harmonizing to Ninomiya and Okato ( 1990 ; cited in Mwamwenda, 1995 ) , â€Å" occupation satisfaction among instructors was associated with freedom to make their work as they saw tantrum, a sufficient supply of larning stuff and equipment, a good wage, a sensible category size every bit good as the support and cooperation of co-workers † . The reappraisal of literature showed there are different elements, which contribute to occupation satisfaction of the employees among instructors of Public and Private Universities. Among these factors are wage, publicity, contingent wages, nature of work, working status, nature of work, fringe benefits, supervising, and communicating. Therefore, in planing a survey to research difference in occupation satisfaction between Private and Public University instructors, it is important to reflect on these factors. The aim of this survey is to happen out difference in occupation satisfaction between Private and Public University instructors in add-on to what are the different factors that affect the satisfaction degree of the instructors towards his/her occupation. The undermentioned hypothesis was formulated based on old literature: Private Sector University instructors are more satisfied with their occupations as compared to Public Se ctor University instructors.2. Methods2.1 SampleA sample comprises of 160 instructors, 80 populace ( 40 males ; 40 females ) university instructors, and 80 ( 40 males ; 40 females ) private university instructors of Karachi, Pakistan. Age scope was from 24 to 65 and mean age was 38.92 ( SD 8.353 ) . Education degree was Masters 80.5 % , MPhil 9.5 % , and PhD 3.8 % . Duration of the service ranged from1 to 32 old ages, and the mean continuance was 8.76 old ages ( SD 7.049 ) . The occupation places of the participants were lectors ( 32.5 % ) , adjunct professors ( 41.25 % ) , associate professors ( 18.75 % ) , and professors ( 7.5 % ) . All respondents were lasting module members who worked in public and private universities.2.2 MeasureA demographic signifier was used, dwelling of several inquiries about gender, age, academic making, occupation position, matrimonial position, organisation type, and length of service. The Job Satisfaction Survey ( JSS ; Spector, 1997 ) JSS is a nine-subscale step of employee occupation satisfaction. The nine aspects are 1 ) wage, 2 ) publicity, 3 ) supervising, 4 ) periphery benefits, 5 ) contingent wagess, 6 ) operating conditions, 7 ) colleagues, 8 ) nature of work, and 9 ) communicating. The JSS consists of 36 points to be rated by participants on a 6-point likert format response graduated table ( i.e. , disagrees really much, disagree reasonably, disagree somewhat, agree somewhat, agree reasonably, and hold really much ) . In the present survey, JSS found to be internally consistent at the degree of = .822. The universities instructors were approached from different sections such as module sections, than the, intent of present research was explained to them, and they were requested to take part in the present survey ( written consent was taken ) . Many of them rejected to take part, and those who agreed to take part were farther preceded in the survey. The resonance was established by presenting ego and than by stating about the aim of the survey. They were ensured about confidentiality that their provided information would be used merely for research intent and their named will non mentioned in this survey, they were besides informed that their engagement will be on voluntary footing and they can go forth the survey at any phase. After set uping resonance and trust, participants were provided with demographic signifier to obtain their personal information. After taking demographic information, Job Satisfaction Survey ( JSS ; Paul E Spector, 1994 ) was administered in order to measure J ob satisfaction of the ( employees ) participants. After completion of steps, participants were thanked for being engagement in this research and for their cherished clip. After completion of informations, demographic signifier was analyzed and Job Satisfaction Survey was scored harmonizing to the instructions given in the manual.3. ConsequencesIn order to analyse informations in footings of statistics foremost, informations was tabulated on Microsoft excel sheet. Statistical Package for the Social Sciences ( SPSS ) , version 16.0 was used for all statistical analyses. Descriptive statistics for demographic information and t-test was performed in order to happen out difference on occupation satisfaction between private university instructors and public universities instructors. The consequence of the survey suggests that important difference was found between Public and Private University instructors on the variable of Pay ( t=-3.138, p & lt ; .05 ) ; Promotion ( t=-2.174, p & lt ; .05 ) ; Fringe Benefit ( t=-2.554, p & lt ; .05 ) ; Contingent Rewards ( t= 3.823, P & lt ; .05 ) ; Operating Conditions ( t= -2.247, P & lt ; .05 ) ; and Nature of Work ( t=-2.482, p & lt ; .05 ) . However, no difference was found on the variable of Communication ( t=.315, P & gt ; .05 ) ; Co- Workers ( t= -.878, P & gt ; .05 ) ; and Supervision ( t=-.595, p & gt ; .05 ) .4. DiscussionThe consequence of the survey shows that there is important difference in occupation satisfaction between Private and Public university instructors. Harmonizing to the findings of the survey on the variable of wage, publicity, periphery benefit, contingent wages, and working status there is a important difference in occupation satisfaction of private and public university instructors. Additionally, undistinguished difference was found between private and public university instructors on the variable of communicating, supervising, and colleagues. A bivariate analysis of the consequences depicts that there is difference in occupation satisatfaction between public and private university instructors. Literature besides suggests that differences between public and private sector employees exist ( Goulet & A ; Frank, 2002 ; Perry, 2000 ; Perry & A ; Rainey, 1988 ; Wright, 2001 ) . Furthermore, employees choose to work for public sector organisations based on other outlooks and promises and therefore they support the thought that public sector employees are motivated by different facets than public sector employees ( Borzaga & A ; Tortia, 2006 ; Burgess & A ; Ratto, 2003 ; Perry & A ; Wise, 1990 ) . As private university provides assorted installations to their instructors for illustration, competitory wage bundles, satisfactory working environment, publicities, as compare public universities. The consequences of the survey shows that private university instructors are more satisfied with their wage as comparison to public university instructors. Harmonizing to Volkwein & A ; Parmley, ( 2004 ) Public sector organisations are financially honoring their employees slightly less than private sector organisations and are offering less careear development chances. In add-on, on the variable of contingent wages and frienge benfits important difference was foud between private and public university instructors. Literature besides suggests that Burgess and Ratto ( 2003 ) wage is non the best inducement for public sector workers because public sector employees are motivated by other inducements than private sector workers. The possible account of this determination is that fringe benefits include wellness insurance, retirement benefits, pension program, life insurance, and wellness insurance, and private universities in Pakistan offereing high-quality programs to their instructor as campare to public sector universities. Harmonizing to the consequences of the survey on the variable of nature of work private university instructors were more satisfied than public university instructors. Aryee ( 1992 ) studies that public sector employees perceive a lower quality of occupation content and are less motivated. A recent survey of Lyons, Duxbury and Higgins ( 2006 ) reveals differences in work-related values, particularly in the values: part of the occupation to society, chances for promotion, disputing work and esteemed work. Along with nature work runing status is besides lending a cardinal function in occupation satisfaction. Private universities in Pakistan supplying well-equiped work environment which includes computing machines, cyberspace installations, digital librararies with latest books, suites for modules that will actuate employees and increase their occupation satisfaction. However, the consequences on the variable of colleagues and communicating suggest no difference in private and public university instructor. In both sector instructor ‘s communicating and relationship with worker is non changing because its human demand to be affiliated with each other no affair from which civilization or sector they belong. This determination is in line with Gabris & A ; Simo ( 1995 ) that public sector and private sector employees do non differ on the demand for association. In the visible radiation of the findings of this survey no difference was found between public and private university instructors on the variable of supervising. Both sector university instructors are satisfied with their supervising. The findings support the difference in occupation satisfaction between private and public University instructors. The consequences have deductions for the policy shapers and the authorities that dissatisfied instructors in the univerersity can non satisfied pupils need. Furthermore, it will give rise to turnover, absenteesim and low motive in their work. Deriving a thorough apprehension of occupation satisfaction has deductions for bettering the working life of module members via supplying penetrations to decision makers responsible for planing and implementing staff development schemes and intercessions within the higher instruction context. There are some restrictions of the present survey. First, the survey depended on self-reported informations. There is ever a hazard of being biased and selective callback when utilizing such informations ( Smith & A ; Glass, 1987 ) . Second, the afore-mentioned findings derived from an aimed convenience trying procedure ; hence, the generalizability of the findings is limited. Finally, this survey coversPublic and private university instructors from Karachi. Expansion on the present survey would let greater cognition into the forecasters of occupation satisfaction in the instruction profession.5. DecisionTo reason, findings of the survey illustrates that occupation satisfaction improves public presentation of the instructors. These findings suggest that when instructors are satisfied with ther occupation they can enhace the academic potency of the students.In add-on ; there is difference in occupation satisfaction between public and private university instructors in occupation satisf action.

Why Environmental Non-Profits in North Carolina Should...

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When we think of environmentally-dependent professions more locally, many of the people of North Carolina depend on our environment to sustain their livelihood, and even to make a living for themselves, like fishermen, fa rmer, hunters, and all kinds of employment options. That is why Environmental non-profits in North Carolina should receive more funding annually from the government, for all the things they do to make sure our resources aren’t degraded, people can continue to use our environment for their enjoyment and any other needs. This paper will help to explain the many reasons why NC environmental non-profits should be funded a larger amount that would be able to be used to employShow MoreRelatedSocial Media And Social Networking3309 Words   |  14 Pagesbegun to receive scholarly attention. There is strong evidence to suggest that social networks can improve socioeconomic well-being of communities. 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Hiv / Aids And Aids - 1356 Words

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Using Sturken’s article AIDS and The Politics of Representation and the film Living Proof: HIV and the Pursuit of Happiness I will discuss the two different discourses and views of AIDS. These simultaneous discourses on AIDS, result from the variation of ways people in our society

The Price Of A College Education - 3529 Words

The Price of a College Education: Tuition Discounting in Higher Education David Bryant Baruch College – The City University of New York The Price of a College Education: Tuition Discounting in Higher Education Offering a discount in college tuition has become a standard practice amongst private colleges and universities across the United States as a way of offsetting its published price of tuition—the sticker price—and aid from institutional grants and endowments for enrolling students. (Association of Governing Boards, 2014) This practice has become widely scrutinized as institutions employ a discount to their sticker price as a technique to control their enrollment to satisfy their own visions and preferences. This may not†¦show more content†¦The discount rate was 46.4 percent for first-year matriculated students in the fall of 2013 at campuses across the United States. According to NACUBO’s survey of 401 non-profit colleges, this demonstrates that tuition discounting is at an all time high, as this rate has increased from 44.8 percent in 2012 (Lapovsky, 2014). To demonstrate tuition discounting further, O’Shaughnessy (2011) describes how tuition discounting is employed and contends that most students and families are receiving some form of aid or discount: Here s an example of how tuition discounts work: Let s say the tuition is $40,000 and a student received the equivalent of a 49.1 percent price break. In this case, the student [received] a grant (free money) from the school for $19,640. Over four years, this award would be worth $78,560. That s hardly chicken feed. You shouldn t assume that only the students with the most stellar academic credentials get this money. According to the NACUBO study, nearly 88 percent of freshmen attending private schools received institutional grants, which is a historic high. I d hate to be among the 12 percent of freshmen who ended up empty-handed when the grants were being distributed. It is apparent that tuition discounting is a current ‘hot button’ issue in higher education today. And as such, it is necessary to explore this notion further. In so doing, this paper will explore the history of tuition discounting from

The Basseri of Iran the Tent People Free Essays

The Basseri are pastoral nomads that live in Iran and migrate along steppes and mountains throughout the year. The groups they live in are typically divided by independent households referred to as tents. They have a very deliberate political structure and are well organized. We will write a custom essay sample on The Basseri of Iran: the Tent People or any similar topic only for you Order Now Their leaders have to lead somewhat for the people because if the common Basseri do not agree or believe in the chief then they will take their herd to an alternative chief. The Basseri of Iran are a very traditional and focused community, the following pages should give you a small glimpse into their daily lives, their beliefs values and culture. The Basseri culture is made up of individual households which are referred to as tents. Each tent has independent ownership of the property in the tent unit and the livestock. The man is the head of his own tent. For ease they will combine multiple tents and herds the animals together. The Basseri break camp and move completely every three to four days. This is not uncommon to them, it’s their way of life. The women and children typically break down camp and move to the new location and set camp back up while the men herd the animals. Headmen are leaders of a camp that are recognized by the Basseri chief. There can also be what is called a White Beard, which is an informal leader that represents the camp if there is not a Headmen in the camp. These leaders represent each camp in political and administrative ways. Headmen can communicate much more freely with the Basseri chief than a common tribe member. The chief does not give them authority though. (Johnson, 1996) The Basseri chief is over a large centralized political system. He has extreme authority over all the members of the Basseri tribe. The chief is often own as the Khan. The Khan can give orders to anyone in the tribe and they must obey. This is called the omnipotent Khan. The chief status is shown by his urban villas or larger tents. All the members of the tribe acknowledge his authority and treat his immediate family almost as royalty as well. The Basseri faith is Shia Muslims. However, they do not follow the customs and rituals as the other Islamic followers. Their customers and rituals are based more on the life cycles and not religion. They do rituals and celebrate births, death, coming of age, etc. The fast of Ramadan and the feast of Moharram, which are of central importance to the surrounding Muslims, are observed only by a few Basseri. (Johnson, 1996) How to cite The Basseri of Iran: the Tent People, Papers

The Last Clinical Placement

Question: Identify ONE practical learning need from your last clinical placement, in relation to your continuing professional development. Critically reflect and critically analyse how you met this practical learning need on your THIRD year placement. Answer: Learning need from the last clinical placement: Going through the description of the nursing task that I performed in the elderly ward with the patient suffering from Alzheimers disease and diabetes it is starkly highlighted that I lacked the ability to work with confidence. The lack of knowledge in me regarding the handovers is also clearly depicted in my missing of noting down the essential details of the patient. It limited my efficiency of caring for the patient because as conveyed by O'Connell Penney (2001), without the complete knowledge of the medical details of the patient it is impossible to deliver an effective care service. It is evident from researches revealing a higher percentage of patients reflecting dissatisfaction with those nurses who lacks apt knowledge regarding the patients. I was aware that I prevent myself from asking questions about the patient during the handover. This limits me to extend my knowledge and hinders my capability of providing high quality care and therapeutic relationship towards the patients. Henderson et al. (2012) suggest that by questioning practices I will encourage myself to explore evidence around different patient management strategies. Considering the hospital where I worked, the hospital management system appeared unorganized. It led me to face issues while visiting the chamber of the ward manager. It consumed a lot of time and left me with very less time to prepare the handover. Although I was prepared for the handover, ultimately I had no time to prepare it and had to depend on my colleagues to prepare it correctly. According to Finnell, Osborne Gerard (2011), the medications and the interventions are the most important part for the recovery of a patient. If there is any kind of mistake in the intervention or medication the n entire treatment will go wrong. With the lack of adequate knowledge and confidence, I depicted the inefficiency to identify the details of medications and interventions of the patient thereby lowering my ability to help recovery of the patient efficiently. Initially I bored a very theoretical perspective regarding the patient information collection and trying to remember in a mechanical way. However, later on I developed the perspective necessary to conduct my work, which is to consider the care for the patients as a duty and service from heart. I felt happy that my colleagues helped me to make the handover successful. I was embarrassed due to the fact that being a student nurse working at level 6, I was supposed to do it rather than receiving guidance from others. I was concerned about my impression on others due to my incapability of conducting my own work efficiently and handling a small incident as such. It clearly indicated two things, firstly I was lacking the required knowledge for a successful handover and secondly, I was deeply lacking in relevant clinical knowledge for handover preparation. Research suggests, when student nurse are placed in clinical situation they tend to face issues due to lack of practical knowledge and an xiety developed due to self-consciousness (Mellinclavage, 2011). With regard to personal learning experience, it was a valuable experience. As far as pre-registered student nurse is concerned they are not expected to know everything of a clinical situation. I am happy, that I have identified my practical need much ahead of my final placement as a registered nurse. If this incident had occurred during my professional career, it would have affected me much from professional as well as personal point of view. I was strongly supported by colleagues, mentor and my friends also. This was another factor, which helped me in overcoming fear, anxiety and developed my skills. Research shows support of senior staffs enhances the handover skills and only through their support, the newly registered nurse can gain knowledge and perform better (Kerr et al. 2011). Critical analysis of meeting the need: In order to rectify my mistakes and improve my efficiency in aspect of confidence and knowledge regarding the handovers, I need to adopt a more patient-centric approach for my nursing practice. As opined by Tilford Dylak (2015), improvement of the patient care efficiency can be brought about by searching for nursing journals, and articles, which suggest how to go for an effective handover. Following this, I collected all recent articles from Google database, MedLine, PubMed and CINHAL database. I categorised them as per my need. Post categorisation, I made notes of handover protocols recommended, skills required for handover and how to perform better in pressurised situation. As per the articles and journals, I noted down all those information, which I need to share with my colleague who will be taking over charge from me. I also made some notes on exactly what to make her understand in which aspects. I realised it is essential to prepare a note prior to handover. However, at the same time it seemed to be time consuming. In an environment like health care sector being a nurse or a student nurse, I cannot afford to spend much time behind such note preparation. In addition, I was getting heavily used to it, which was making my progress very slow in practical. I decided to reduce the note to such points, which are of utmost importance. It is evident in several studies by Bhabra et al. (2007) that note taking during a verbal handover significantly improved the amount of information retained. On missing any information regarding the patient from the handover, I can go through patient folders and note down the information that I misheard or missed. I followed the patient file as a guide. Although, I was very nervous due to the amount of accountability but it gave me an immense pleasure as well as confidence to go for my next handover without any note preparation. This practice improved my self-consciousness along with the enhancement of my communication skills with the colleagues. As conveyed by Sturm Dellert (2015), it reduced the feeling of low self-esteem. As a nurse, I determined to approach the patients personally and utilise my enhanced communication skills to develop a close relationship with them. It enabled me to identify their issues and requirements along with the details noted in the handover. I got the idea of which tasks to prioritise keeping in mind the concerns and needs of the patient. It assisted highly in the delivery of an effective health care service earning higher level of satisfaction from the patients. The experience helped me to gain self-confidence. I was able to fasten my process of writing the handover (Currie, 2002). This helped me to reduce the time to a considerable extent. It also helped me to gain information about the patient. Taking notes helped me to keep a track of the necessary information about the patient. I could reduce my mistakes to a considerable extent. The patient file provides detailed information about the patient. I could easily add new information about the patient in the hardcover. This helped be perform my job in a more efficient manner. Nursing handover is defined as oral communication with the person who is taking charge in context of patient health status and interventions. Although, many scholars argue for a written context also, still the most accepted one is the oral communication. nal (2012) opined communication as the key to successful caring relationship towards the patient and effective teamwork. The central theme of any handover is the patient safety, which has been supported constantly by scholars from years. The reflective model proposer John has also defined handover as an aesthetic value added by a nurse by briefing colleague about patient health (John, 2013). Research articles indicated observation could help in improving the handover skills (Gordon Findley, 2011). Whatever knowledge I have accumulated with regard to handover, it was through observing my seniors and staff colleagues. Nevertheless, currently the SBAR tool is made which has included different skills and requirements to make handover to be effective for students or qualified nurses, as this will shape them to be eligible and ready for clinical placement. I was lacking in knowledge of handover, which should not have occurred if I would have given proper attention towards my curriculum (Wilson, 2011). Although, research suggest there is a huge gap between theory and practical in context of nursing where students fail to implement theoretical knowledge in a practical situation. While searching Internet database, I found OSSIE guidelines for clinical handover published by Australian Commission for Safety and Quality in healthcare (2010) (Manser Foster, 2011). It was a wonderful guideline, which has not only explained how a handover process should be, but also has different sections on how handover guidelines developed based upon evidence-based studies. I think searching for this and such other guidelines earlier would have helped me in effective handling of situations to improve my handover management skills and activities. Research suggest written handover can act as helping guide for those nurses and other allied staffs who have been managed service and less knowledge about the settings (Welsh, Flanagan Ebright, 2010). At the same time, it reduces the time of reporting. I was happy, that my approach towards handover in a written format was not odd and research has shown its advantages too. The staff colleagues gave me good support and said they also have faced similar issues during their student time. This gave me good amount of self-confidence that I can also attain such expertise only by improving my knowledge and implicating it in my routine practice. While improving my capabilities of confidence and knowledge about handovers in the nursing practice I also identified the learning need for developing an effective communication skill to ensure an efficient nursing practice. Communicating with staff nurses with regard to the encountering problems can help in solving them with ease (Levett-Jones Burgeois, 2010). As I saw, regularly working with other staff nurses and clearing doubts slowly reduced my dependency upon notes. Bi-directional communication has also been suggested as a tool for development of nursing skills (Drach Shilman, 2015). The failure in carrying out a handover resulted in valuable feedback from my team and my staff nurses. Research suggests, when student nurses are given valuable feedback on their work in a positive way, the chances of error reduces. Feedback also helps student nurses to assess their knowledge and skills, improvise upon their loopholes and march towards perfection (Henderson et al. 2012). During m y handover, I was so disturbed I have uttered patient name and age in a loud voice to my staff nurse, which I was not supposed to as it breached patient confidentiality. Time management is an important aspect to be learnt by a nurse. I learnt from my experience that the handover contains the most important information about the patients. If I fail to put them accurately, especially information about the medication and intervention then it can result in any kind of wrong treatment risking the patients life. I have to be very careful while preparing the handover. My experience reveals that a nurse has to be very patient towards the patients and colleagues to manage the several complexities that might arise in the nursing practice. Another thing, which I learnt from my experience, is that a nurse should have clear idea about the tasks to be performed. The nurse should not take any decisions based on assumptions as assumptions can lead to big mistakes. Conclusion: The current essay reveals the significance of developing an effective communicative skill by the nurses to ensure the efficiency in handover preparation. The inability of the student nurse in preparing an accurate handover for the patient is seen to affect the patients health massively. Especially it is potential in producing detrimental results to the patients due to incidents as wrong treatment. However, SBAR tool and other such mechanisms emerge efficient in developing the capability of preparing a correct handover of patient. The essay also identifies the learning need for time management as well, which is vital in the nursing practice context. References Bhabra, G., Mackeith, S., Monteiro, P., Pothier, D. D. (2007).An Experimental Comparison of Handover Methods.Annals of The Royal College of Surgeons of England, 89(3), 298300. Currie, J. (2002). Improving the efficiency of patient handover. Emergency Nurse, 10(3), 24-27. doi:10.7748/en2002.06.10.3.24.c1064 Drachà ¢Ã¢â€š ¬Ã‚ Zahavy, A., Shilman, O. (2015). Patients' participation during a nursing handover: the role of handover characteristics and patients' personal traits.Journal of advanced nursing,71(1), 136-147. Finnell, D., Osborne, F., Gerard, V. (2011). Development of the Patient-Centered Recovery Resource System for Veterans on Long-term Mental Health Medications.Archives Of Psychiatric Nursing,25(4), 235-244. doi:10.1016/j.apnu.2010.08.006 Gordon, M., Findley, R. (2011). Educational interventions to improve handover in health care: a systematic review.Medical education,45(11), 1081-1089. Henderson, A., Cooke, M., Creedy, D. K., Walker, R. (2012). Nursing students' perceptions of learning in practice environments: A review.Nurse education today,32(3), 299-302 Johns, C. (2013).Becoming a reflective practitioner. John Wiley Sons. Kerr, D., Lu, S., McKinlay, L., Fuller, C. (2011). Examination of current handover practice: evidence to support changing the ritual.International journal of nursing practice,17(4), 342-350 Levett-Jones, T., Bourgeois, S. (2010).The clinical placement: An essential guide for nursing students. Elsevier Health Sciences. Manser, T., Foster, S. (2011). Effective handover communication: an overview of research and improvement efforts.Best practice research Clinical anaesthesiology,25(2), 181-191 Melincavage, S. M. (2011). Student nurses' experiences of anxiety in the clinical setting.Nurse education today,31(8), 785-789. O'Connell, B., Penney, W. (2001). Challenging the handover ritual. Collegian, 8(3), 14-18. doi:10.1016/s1322-7696(08)60017-7 Sturm, B., Dellert, J. (2015). Exploring nurses' personal dignity, global self-esteem and work satisfaction.Nursing Ethics. doi:10.1177/0969733014567024 Tilford, S., Dylak, P. (2015). What leaders need to know about patient safety collaboratives.Nursing Management,21(9), 11-11. doi:10.7748/nm.21.9.11.s11 nal, S. (2012). Evaluating the effect of self-awareness and communication techniques on nurses' assertiveness and self-esteem.Contemporary Nurse, 1839-1862. doi:10.5172/conu.2012.1839 Welsh, C. A., Flanagan, M. E., Ebright, P. (2010). Barriers and facilitators to nursing handoffs: Recommendations for redesign.Nursing outlook,58(3), 148-154 Wilson, R. (2011). Improving clinical handover in emergency departments: Ron Wilson reviews findings from an audit of a simplified handover process that can involve patients and their families in discussions about care.Emergency Nurse,19(1), 22-26.