Want help to write your Essay or Assignments? Click here
Minority Women in Poverty
Before the Covid-19 pandemic, the United States labor market experienced a decade of continuous job growth. The overall rate of unemployment fell to its lowest levels in the last 5 decades. Nonetheless, minority groups, and particularly minority women in poverty, still face more challenges when trying to secure a job, not to mention a well-paying one. As compared to their white counterparts, women of color have systematically faced higher rates of unemployment, less job opportunities, poor benefits, low salaries, and higher job instability (McLemore et al, 2018).
Minority women include Latino-Americans, African Americans, Indian-American, and Asian women. These women mostly stand at the intersection of a number of barriers and experience the combined impacts of ethnic, racial, gender, and other types of discrimination in their effort to navigate the institutional structures and labor systems where entrenched racial differences remain the norm.
Want help to write your Essay or Assignments? Click here
Often, minority women are disadvantaged by negative attitudes and stereotypes held by employers and senior managers which impacts the decisions on whether they are hired or not. Negative attitudes also affect how women of color are treated at work. Deep rooted stereotypes and cultural attitudes regarding women of color often devalue the productivity of these women and deprioritize their need for job motivation and satisfaction (McLemore et al, 2018).
Some of the commonly held stereotypes about women of color depict African American women as aggressive, loud, and uncontrollable. Latin-American women are perceived to be hypersexualized and pose a threat of maternity leaves. Asian women are seen to be ever agreeable, submissive, and incapable of leadership, invisible, cute, and small. Native American women are also seen as invisible and are overlooked for various leadership opportunities.
According to a research done by Washington and Roberts (2019), women of color are confident, ambitious, determined, and have a great desire to excel in their place of work. However, they lack managers and employers who understand their struggles and can assist them to overcome the challenges that prevent them from achieving their best. Due to lack of supportive work environments, women of color are laid off or quit their jobs leading high unemployment rates among them.
Want help to write your Essay or Assignments? Click here
Minority Women in Poverty
Most companies fail to understand that having organizational policies that prohibit biasness and discrimination is one thing while have an employer who is truly supportive is another. Managers can help the high unemployment rates among women of color in various ways (Flores, 2018). First, they should make the first move in social situation by engaging then in conversations and in the decision making process.
Secondly, they should give credit where it is deserved. Employees should be rewarded and promoted according to their skills and work experience and not based on their sex or color. More so, employees who do well in various projects should be recognized regardless of their sex or color. Thirdly, managers should not shy away from giving candid feedback during projects (Flores, 2018).
Fourthly, managers should check for bias during hiring. Lastly, managers should use exit interviews so as to get feedback from people who wish to quit. Most women of color quit because the working environment was not conducive which and their reasons can help managers improve the workplace.
Want help to write your Essay or Assignments? Click here
Childcare is a basic need for all children. However, most of the minority women who are the caregivers live in low-income, are undervalued in their places of work, and are invisible for promotions. Presently, most women of color with young children have to make difficult choices between using a considerable amount of their low income on childcare, find cheaper but generally lower-quality care options, or leave their work to become full-time caregivers (Schochet, 2019).
In most cases, women of color cannot afford to pay hired help to look after their small children. Nonetheless, leaving the children on their own or under the care of younger siblings is not also an option. Most minority families have found themselves in trouble with children care services because they were reported of leaving their children seemingly unattended at home. Most parents have lost custody of their children on charges related to neglect yet these women have to work to take care of their families.
Want help to write your Essay or Assignments? Click here
Minority Women in Poverty
As a result, child care problems have become a significant barrier to work among minority women. According to a survey conducted in 2018 by the Center for American Progress, women of color reported higher rates of experiencing the negative effects of child care as compared to men of any race and white women (Schochet, 2019). More often women of color have been forced to make employment decision based on the most favorable child care options as compared to their financial situations, personal interests, and career goals.
Presently, there is a growing awareness regarding the correlation between parental employment, child care, and economic growth (Schochet, 2019). While companies rely on the reliability of employees, most minority women with young children rely on the available child care options. When challenges with child care occur, these women must struggle to find other options as soon as possible or miss work. This means that apart from poor salaries and benefits, minority women also have to suffer from pay cuts, working lessor hours, or staying unemployed altogether.
Minority Women in Poverty
Want help to write your Essay or Assignments? Click here
References
Flores, C. (2018). Spotlight on Women of Color in STEM. Industrial and Organizational Psychology, 11(2), 291-296.
McLemore, M. R., Altman, M. R., Cooper, N., Williams, S., Rand, L., & Franck, L. (2018). Health care experiences of pregnant, birthing and postnatal women of color at risk for preterm birth. Social Science & Medicine, 201, 127-135.
Want help to write your Essay or Assignments? Click here
The Five Factor Theory
In The Five Factor Theory, Costa and McCrae recognized Eysenck’s significance in identifying extraversion and neuroticism as second-order personality characteristics, as well as in establishing the Maudsley Personality Inventory, the Eysenck Personality Inventory, and the Eysenck Personality Questionnaire as instruments for assessing these variables (McCrae & Sutin, 2018).They did, however, disagree with Eysenck on psychoticism. Initially, they proposed a separate component known as openness.
When they addressed this with Eysenck, he thought openness was the polar opposite of psychoticism, while McCrae and Costa thought the elements were considerably different. Costa and McCrae have expanded on the third element of openness, adding two new second-order factors: agreeableness and conscientiousness.Costa and McCrae collaborated to create the NEO Personality Inventory (NEO-PI) to assess neuroticism, extraversion, and openness, and then the Revised NEO-PI, which additionally assesses agreeableness and conscientiousness (Costa & McCrae, 1988).
Want help to write your Essay or Assignments? Click here
The Five Factor Theory
However, Paul Costa and Robert McCrae’s version is the most well-known today and the one that most psychologists think of when considering the five component model. The abbreviation OCEAN is frequently used to recall Costa and McCrae’s five components, sometimes known as the Big Five personality traits: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (Costa & McCrae, 1988).
The trait of openness to experience encompasses an appreciation for art, emotion, adventure, unique ideas, curiosity, and a wide range of experiences. The degree of openness indicates a person’s intellectual curiosity, inventiveness, and appreciation for novelty and diversity. It is often referred to as a person’s level of creativity or independence. It denotes a preference for a range of activities over a tight schedule. Those with a high openness to new experiences favor novelty, whereas those with a low openness to new experiences prefer regularity (Boundless, n.d.).
Want help to write your Essay or Assignments? Click here
Conscientiousness is defined as a proclivity for self-discipline, dutifulness, competence, attentiveness, and achievement-seeking. It differs from the moral implications of conscience in that it focuses on the amount of conscious intention and thought a person puts into his or her actions (Boundless, n.d.). Individuals with a high level of conscientiousness prefer planned rather than spontaneous conduct and are frequently structured, industrious, and trustworthy.
Individuals with low conscientiousness have a more relaxed attitude, are more impulsive, and may be chaotic. Numerous studies have discovered a link between conscientiousness and academic achievement (Boundless, n.d.).
Extraversion is characterized by strong energy, pleasant emotions, talkativeness, assertiveness, friendliness, and a proclivity to seek stimulation in the presence of others (Boundless, n.d.). Low extraverts prefer alone and/or smaller groups, appreciate silence, prefer activities alone, and avoid large social situations. Because of their inquisitive and thrill-seeking character, persons who score high on both extraversion and openness are more inclined to participate in adventure and hazardous sports (Boundless, n.d.).
Agreeableness assesses a person’s proclivity to be sympathetic and helpful toward others rather than distrustful and hostile. It is also a measure of a person’s trustworthiness and helpfulness, as well as whether or not that person is typically good-tempered. People with low levels of agreeableness are often regarded as unpleasant and uncooperative (Boundless, n.d.).
Want help to write your Essay or Assignments? Click here
High neuroticism is defined by a proclivity to feel negative emotions such as wrath, anxiety, despair, or vulnerability (Boundless, n.d.). Neuroticism also refers to a person’s emotional stability and impulsive control. People with high neuroticism tend to be emotionally unstable and are described as furious, impetuous, and hostile.
They are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult (Boundless, n.d.). Their negative emotional reactions tend to persist for unusually long periods of time, which means they are often in a bad mood. These problems in emotional regulation can diminish a neurotic’s ability to think clearly, make decisions, and cope effectively with stress.
Want help to write your Essay or Assignments? Click here
Critics of the trait method say that the patterns of variability across diverse contexts are key to determining personality, and that averaging across such scenarios to find an overarching characteristic obscures important distinction between individuals (McCrae & Sutin, 2018). Critics of the Five-Factor Model, in particular, contend that it has limits as an explanatory or predictive theory and does not explain all aspects of human nature.
Some psychologists disagree with the concept because they believe it ignores other aspects of personality such as religiosity, manipulativeness, honesty, seductiveness, thriftiness, conservativeness, femininity, egotism, sense of humor, and risk-taking (McCrae & Sutin, 2018). Another common critique is that the Five-Factor Model is not founded on any underlying theory; rather, it is an empirical observation that various descriptors cluster together when factor analysis is performed. This indicates that, while these five characteristics exist, the underlying reasons are unclear.
Want help to write your Essay or Assignments? Click here
The Five Factor Theory
Trait theorists have consistently demonstrated that characteristics are extremely resistant to change once they reach maturity (Costa & McCrae, 1988). This is especially true for Neuroticism, Extraversion, and Openness, as well as for men and women, as well as for Blacks and Whites (Costa & McCrae, 1988). While Costa and McCrae recognize that people can alter drastically, consistency is definitely more essential as a general rule.
They also argue that this would be a time to be optimistic. Individuals should not be afraid of changing as they mature. If, on the other hand, a person of a younger age is lonely, sad, or suffers from another psychological ailment, they should be aware that time alone is unlikely to alter them, and that psychotherapy may be a more desired and successful course of action (Costa & McCrae, 1988).
The Five Factor Theory
Want help to write your Essay or Assignments? Click here
Costa, P. T., & McCrae, R. R. (1988). From catalog to classification: Murray’s needs and the five-factor model. Journal of Personality and Social Psychology, 258–265.
Want help to write your Essay or Assignments? Click here
Want help to write your Essay or Assignments? Click here
Five Personality Traits
Personality characteristics represent individuals’ distinctive patterns of thoughts, feelings, and behaviours. Consistency and stability are implied by personality characteristics (Cherry, 2021). Characteristic psychology is based on the concept that people differ from one another based on where they stand on a set of basic trait dimensions that endure across time and contexts. The Five-Factor Model is the five personality traits theory most often utilized trait system.
This approach comprises five basic qualities that may be recalled with the abbreviation OCEAN: openness, conscientiousness, extraversion, agreeableness, and neuroticism (Cherry, 2021). Each of the Big Five features may be subdivided into aspects to provide a more fine-grained examination of someone’s personality. Personality trait theories have long attempted to quantify the number of personality qualities that exist.
Earlier theories, such as Gordon Allport’s list of 4,000 personality traits, Raymond Cattell’s 16 personality components, and Hans Eysenck’s three-factor theory, proposed a wide range of potential qualities (Cherry, 2021). Many researchers, however, believed that Cattell’s hypothesis was too complex, and Eysenck’s was too narrow in scope. As a consequence, the five-factor theory was developed to define the basic qualities that serve as the foundation of personality (Cherry, 2021).
Want help to write your Essay or Assignments? Click here
Five Personality Traits
Openness to Experience describes a dimension of cognitive style that distinguishes imaginative, creative people from down-to-earth, conventional people (Ackerman, 2021). Open people are intellectually curious, appreciative of art, and sensitive to beauty. They tend to be, compared to closed people, more aware of their feelings. Intellectuals typically score high on Openness to Experience; consequently, this factor has also been called Culture or Intellect.
Openness is often presented as healthier or more mature by psychologists, who are often themselves open to experience. However, open and closed styles of thinking are useful in different environments (Smith, 2018). The intellectual style of the open person may serve a professor well, but research has shown that closed thinking is related to superior job performance in police work, sales, and a number of service occupations. Its facets include imagination, artistic interests, emotionality,adventurousness, intellect and liberalism.
Want help to write your Essay or Assignments? Click here
The Five Personality Traits
Conscientiousness concerns the way in which we control, regulate, and direct our impulses. Impulses are not inherently bad; occasionally time constraints require a snap decision and acting on our first impulse can be an effective response (Ackerman, 2021). Impulsive individuals can be seen by others as colourful and fun to be with. Acting on impulse can lead to trouble in a number of ways. Some impulses are antisocial. Uncontrolled antisocial acts not only harm other members of society, but also can result in retribution toward the perpetrator of such impulsive acts.
Another problem with impulsive acts is that they often produce immediate rewards but undesirable, long-term consequences (Smith, 2018). Examples include excessive socializing that leads to being fired from one’s job, hurling an insult that causes the breakup of an important relationship, or using pleasure-inducing drugs that eventually destroy one’s health.
Conscientious individuals avoid trouble and achieve high levels of success through purposeful planning and persistence (Ackerman, 2021). They are also positively regarded by others as intelligent and reliable. On the negative side, they can be compulsive perfectionists and workaholics. Furthermore, extremely conscientious individuals might be regarded as stuffy and boring. Its facets include self-efficacy, orderliness, dutifulness, achievement-Striving and cautiousness.
Want help to write your Essay or Assignments? Click here
Extraversion is marked by pronounced engagement with the external world. Extraverts enjoy being with people, are full of energy, and often experience positive emotions (Ackerman, 2021). They tend to be enthusiastic and action-oriented. In groups they like to talk, assert themselves, and draw attention to themselves. Its facets include friendliness, gregariousness, assertiveness, activity level, excitement-seeking and cheerfulness.
Agreeableness reflects individual differences in concern with cooperation and social harmony. Agreeable individuals value getting along with others. They are therefore considerate, friendly, generous, helpful, and willing to compromise their interests with others’ (Ackerman, 2021). Agreeable people also have an optimistic view of human nature. They believe people are basically honest, decent, and trustworthy.
Disagreeable individuals place self-interest above getting along with others (Smith, 2018). They are generally unconcerned with others’ well-being, and therefore are unlikely to extend themselves for other people. Sometimes their skepticism about others’ motives causes them to be suspicious, unfriendly, and uncooperative. On the other hand, agreeableness is not useful in situations that require tough or absolute objective decisions. Disagreeable people can make excellent scientists, critics, or soldiers. Its facets include trust, morality, altruism, cooperation, modesty and sympathy.
Want help to write your Essay or Assignments? Click here
Neuroticism is a trait characterized by sadness, moodiness, and emotional instability. Individuals who are high in this trait tend to experience mood swings, anxiety, irritability, and sadness (Ackerman, 2021). Those who score high on Neuroticism may experience primarily one specific negative feeling such as anxiety, anger, or depression, but are likely to experience several of these emotions.
People high in neuroticism are emotionally reactive. They respond emotionally to events that would not affect most people, and their reactions tend to be more intense than normal (Ackerman, 2021). They are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult. Their negative emotional reactions tend to persist for unusually long periods of time, which means they are often in a bad mood.
These problems in emotional regulation can diminish a neurotic’s ability to think clearly, make decisions, and cope effectively with stress (Smith, 2018).At the other end of the scale, individuals who score low in neuroticism are less easily upset and are less emotionally reactive. They tend to be calm, emotionally stable, and free from persistent negative feelings. Its facets include anxiety, anger, depression, self-Consciousness, immoderation and vulnerability (Ackerman, 2021).
Five Personality Traits
Want help to write your Essay or Assignments? Click here
Want help to write your Essay or Assignments? Click here
Big five personality theory
Personality Traits
The big five personality theory has been used in the study of personalities and research since the late 20th century. The model by Costa and McCrae has five factors: Conscientiousness, extraversion, neuroticism, openness to experience, and agreeableness.
Conscientiousness is the characteristic of being orderly and desire to perform well. Individuals who score high in the factor are; self-conscious organized, responsible, reliable, set ambitious goals and achieve them. Conversely, those who score low are less motivated, irresponsible, disorganized and less reliable (Aston, Lee & de Vries, 2014).
Want help to write your Essay or Assignments? Click here
Openness to experience is described as the ability to adapt to new methods of dealing with a life issue. According to Abel & Steve, (2018) people who score high in this factor are insightful, intelligent, curious, and imaginative and appreciate new experiences. Conversely, people who score low are closed minded, suspicious and uncomfortable to try new activities.
Big five personality theory
Extraversion is a trait that describes individuals who can interact with others and adapt to other’s viewpoints (Aston & Lee, 2014). Individuals who score high in the factor are assertive, attention seekers, energetic, talkative and socially confident. Those who score low in the aspect are usually: reserved, quiet, shy, and are intimidated being in large groups.
Want help to write your Essay or Assignments? Click here
Neuroticism is the tendency of developing proportionate worry, anxiety loneliness, and frustrations about the future. Those who score high are described to be: persistently anxious, worriers, fearful and pessimistic. Conversely, those who score low are optimistic, dynamic, and less anxious about problematic situations (Aston & Lee, 2014).
Big five personality theory
Agreeableness describes the value of being pleasant and warm to others. Those who score high are friendly, compassionate, cooperative and altruistic. Those who score low are selfish, uncooperative, suspicious and unfriendly.
The study was done on big five personality traits to assess gender differences across 55 countries. The findings indicated that women scored higher compared to men in agreeableness, neuroticism, extraversion, and conscientiousness (Terracciano, McCrae & Costa, 2014). A Similar current study done in 2015, women scored higher in extraversion and neuroticism, while men scored higher in openness to experience.
Want help to write your Essay or Assignments? Click here
Aston MC & Lee K de Vries RE (May 2014). The HEXACO Honesty-Humility, Agreeableness, and Emotionality Factors review of research and theory. Personality and Psychology Review. 18(2): 139-52
Want help to write your Essay or Assignments? Click here
Obesity in Woodbury Iowa
Obesity in Woodbury Iowa is a significant public health concern. The prevalence of obesity in in Woodbury County Iowa is 38.3 % among the females. In Iowa State, the prevalence of obesity among the females is 35.9% while the prevalence of obesity among the females at the federal level is 36.1%.
Therefore, the prevalence of obesity among the females in Woodbury County exceeds the Iowa state and the national statistics. 37.5 % of the men in Woodbury County, Iowa, are obese. At the state and the national levels, 36.3% and 33.8% of men are obese respectively (Centre for Disease Pprevention and Control, 2015). Similarly, the prevalence of obesity among the men in Woodbury County, Iowa, supersedes both the state and the national prevalence rates.
Obesity in Woodbury Iowa
Contributing Factors
Obesity is affected by both the race and age. In Iowa, the prevalence of obesity is highest among the Hispanics and Non-Hispanic blacks and lowest among the Non-Hispanic whites. Obesity increases with age and is mostly affects adults aged 60 years and above and is lowest among the adults aged 20 to 39 years of age. The level of education impacts on obesity as well (Office Of Disease Prevention and Promotion , 2018 ).
Obesity reduces with the increase in the level of education. Education increases the level of awareness on the factors associated with obesity as the preventive measures. Obese patients who have a diploma or a degree have shown increased life expectancy. The positive impact of education on obesity is uniform across all age groups.
Want help to write your Essay or Assignments? Click here
The level of income impacts obesity as well. Higher levels of income are associated with reduction in the prevalence, the severity and the effects of obesity. Higher levels income impact on the access to healthcare services. Families that can afford insurance policies or out of pocket payments access healthcare services for managing obesity. Therefore, the prevalence of obesity among such individuals is reduced, as compared to individuals in lower socio-economic class.
Individuals with low income cannot afford the foods that are nutrient intensive. Generally, the foods that are sugar and fat intensive are cheap in the United States markets. Sugar and fats are predisposing factors to obesity. Culture affects obesity. Culture dictates the type of foods that the members of the particular culture dependent on as food. Culture also affects health seeking behavior (ODPP, 2018).
Culture impacts on the perception of the specific cultural group on the engagement in physical activities that significantly affect obesity. Healthcare policies determine the impact of obesity to any community. Healthcare policies determine the access by the respective members of the community to healthcare services regarding the management of obesity.
Healthcare politicizes on financing healthcare determine the access to care for obese to the individuals who cannot afford the care. Healthcare policies also affect the availability of resources and facilities for managing obesity. The county’s and the national policies in managing healthcare community services such facilities for physical exercises and educational resources and personnel are key to implement obesity management strategies (Galloway-Gilliam, 2013).
Want help to write your Essay or Assignments? Click here
Obesity in Woodbury Iowa
Interventions
One of the programs that have been undertaken in my state to prevent obesity is early childhood care. Statistics indicate that on average, children spend most of their time per week under non-parental care.
The State of Iowa in partnerships with the Center for Disease Control and Prevention (CDC) have drawn up programs on adequate diet, performance of physical activities and reduction in care time. The state government supports the programs in schools and children care centers through funding, provisions of evidence based recommendation for early child care to prevent obesity (Benson at al., 2013).
The programs support the breastfeeding mothers and the availability of nutrient rich diet to the children that prevents obesity. The hospitals within my community have initiated hospital strategies aimed at reducing obesity. The initiative targets the hospital employees and the patient under the care. The initiatives encourage healthy food and beverage choices, physical activities within the hospitals environment and support for lactating mothers.
The hospitals also partner with the community to increase healthy living behaviors for the community members. The hospitals provide education on obesity prevention and management using the locally available resources.
Obesity in Woodbury Iowa
Scope and Role of Nursing and Public Health Nursingon Obesity in Woodbury Iowa
Nurses have a role in encouraging patients to maintain healthy diet. Nurses possess the knowledge on the foods that contribute towards obesity and that prevent the occurrence of obesity. Nurses spend a significant amount of time with admitted patients. Additionally, nurses interact with patient at the community level in offering primary healthcare services. Nurses educate patients on physical activities as part of the measures to prevent obesity as a public health issue.
Physical exercises reduce the amount of fats that accumulate in the body. Nurses educate on the type, the duration and the intensity of the physical exercises that are appropriate for each of the patients presenting with or at risk of obesity. Nurses conduct assessments of patients who present with obesity. Nurses provide care to a patient in clinical setting. Assessment is the initial step of the nursing process (Schofield et al., 2011).
Assessment, as part of the nursing process, involves collection of data about the patient thorough history taking, physical examination, and clinical tests. Nurses take history of patients on their diet, performance of physical activities, and the impact of obesity on every individual patient during the clinical visits. The nurse also conduct laboratory tests including lipid profile tests in order to assess the risks of development of cardiovascular disease as a complication of obesity. Part of the nurses’ assessment focuses on vital signs such as blood pressure measurements.
Want help to write your Essay or Assignments? Click here
Expansion of the Scope of Obesity in Woodbury Iowa
One of the ways to increase the scope of community health nursing interventions in addressing obesity is through partnerships. Community partnerships involve creation of community based networks. The collaboration with the population level partners allows the nurses and public health professionals to gauge the factors that contribute to obesity the community level.
The aim of the partnerships should be to do community specific assessments on the prevalence, causes, and impacts of obesity on the local community (Betancourt, Green, Carrillo, & Firempong, 2016). Further, the aims of the local community partnerships should be to recommend, initiate and implement strategies that are suitable for the local community , based on the population specific needs identified during the assessment.
Policy development is another way of increasing the scope of the nurses’ and public health professionals’ roles in combating obesity. Nurses and public health professionals are key stakeholders in managing obesity, as a public health issue. The professional input is critical in developing policies that are specific to the local community population.
The professionals collaborate with the department of health, which is responsible for drafting policies for public healthcare such as obesity ((Betancourt et al., 2016). The public health issues should be alignments with the national statistics on obesity, ways of preventing obesity and the federal government’s regulation in combating public health problems.
Want help to write your Essay or Assignments? Click here
References
Benson, G. A., Sidebottom, A., VanWormer, J. J., Boucher, J. L., Stephens, C., & Krikava, J. (2013). HeartBeat connections: A rural community of solution for cardiovascular health. Journal of the American Board of Family Medicine, 26(3), 299–310.
Betancourt, J. R., Green, A. R., Carrillo, J. E., & Owusu Ananeh-Firempong, I. I. (2016). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public health reports.
Schofield, R., Ganann, R., Brooks, S., McGugan, J., Bona, K. D., Betker, C., Dilworth, K., … Watson, C. (2011). Community health nursing vision for 2020: Shaping the future. Western Journal of Nursing Research, 33(8),1047–1068.
Want help to write your Essay or Assignments? Click here
Want help to write your Essay or Assignments? Click here
Nurse to Patient Ratios
One of the major difficulties in the healthcare sector is the unbalanced nurse to patient ratios. (Cornwall, 2018)recently performed a study to better understand the changing environment and growing problems of the nursing profession. Respondents from around the country offered their thoughts on topics such as workload, the national nurse shortage, the nursing profession in general, and workplace respect.
The results showed that the growing national nursing shortage exacerbates all of the challenges confronting today’s nurses. According to the Bureau of Labor Statistics, there will be 1.2 million registered nursing openings between 2014 and 2022, with the consequences of this growing gap becoming severe. Respondents to a poll supported this perspective, with 91 percent believing their hospital was understaffed (Cornwall, 2018).
Burnout Syndrome has been a serious concern in the workplace, contributed by the nurse to patient ratios with its prevalence increasing by 60% – 70% over the last few decades (Gutsan, Patton, Willis, & Coustasse, 2018). One of the most frequent definitions of Nurse Burnout is a persistent response to work-related stress that includes three components or dimensions: emotional fatigue, depersonalization, and personal achievement.
Burnout Syndrome has been more commonly observed in nurses due to the emotional aspect of their occupation, particularly in hospitals and psychiatric wards where common exposure to stress, inflexible policies, improper work assignments, poor training, inadequate remuneration, employee conflict, and complex or unknown patient needs occur (Gutsan, Patton, Willis, & Coustasse, 2018).
The minimum nurse-to-patient ratio in hospitals and ambulatory units has been recommended as 1:6 in medical-surgical units and behavioral units, 1:4 in step-down, telemetry, or intermediate care units and non-critical emergency rooms, 1:2 for Intensive Care Unit or trauma patients and post-anesthesia units, and 1:1 for every patient under anesthesia (Gutsan, Patton, Willis, & Coustasse, 2018).A high nurse-patient ratio has dangerous effects, including increased stress levels and mental weariness among nurses, as well as an increase in errors and accidents, which has resulted in a rise in malpractice cases.
Want help to write your Essay or Assignments? Click here
Most nurses don’t have a lot of spare time. According to the research, 40% of nurses said they had less free time (Cornwall, 2018). Eighty percent of respondents feel there is a nurse shortage at their facility, and 76 percent say the shortfall has directly harmed them. Because there are fewer nurses in the business, 88% of nurses’ workloads have increased (Cornwall, 2018).
Nurses believe they don’t have enough time to give enough comfort and emotional support to their patients and their family members, and 86% say they can’t devote as much time to patient education as they would want (Heath, 2018). Mandatory nurse staffing ratios would have a detrimental financial impact on hospitals while restricting patient access to treatment.
Poor resource allocation leads to more disparity in care delivery, less local access to healthcare, and fewer patient options. Furthermore, hospitals may be obliged to recruit less experienced and trained RNs, which would certainly cancel out any quality or safety improvements (Heath, 2018).
Want help to write your Essay or Assignments? Click here
According to study (Michaud, 2020), people in long-term care institutions with lower nurse staffing levels, worse quality scores, and larger percentages of disadvantaged individuals have higher rates of confirmed COVID-19 infections and fatalities. Data analysis revealed that long-term care facilities with a larger number of disadvantaged people, such as Medicaid recipients and racial and ethnic minorities, and lower nurse staffing levels had higher rates of confirmed COVID-19 cases and fatalities.
Higher nurse staffing ratios in the nurse to patient ratios, in particular, were substantially linked to fewer cases and fatalities (Michaud, 2020). Greater staffing numbers are consistently associated with higher levels of care quality, (Harrington & Edelman, 2018). Increased registered nurse and certified nursing assistant employment has been linked to better quality indicators such as physical restraints, catheter usage, pain management, and pressure sores.
Larger employment numbers and professional staff mix, as well as reduced turnover and usage of agency employees, were found to be linked with improved quality. Higher staffing levels have been found to have the strongest association with fewer defects (violations of rules) issued by state surveyors (Harrington & Edelman, 2018).
Want help to write your Essay or Assignments? Click here
Regardless of such a nurse to patient ratios situation, all nurses are expected to maintain professionalism when interacting with their patients. (Curtin, 2016) used the Gricean Maxims to elaborate on the ethics that all nurses should have with the first Gricean Conversation Supermaxim which is to attempt to make your contribution truthful, which naturally means that you do not say anything you think to be untrue or anything for which you lack proof.
According to the following Gricean Supermaxim, everything you say must be well articulated and readily comprehended. This necessitates that all parties avoid ambiguity, confusion, and excessive verbosity, and deliver their contributions in an impassionate and organized manner (Curtin, 2016). The first rule in healthcare ethics is to do no damage. People usually take precedence over objects in ethics.
Making money, saving money, or even losing money is not an ethical justification for harming others. By virtue of who they are and what they do, health professionals and those who earn a living by employing, organizing, and facilitating their practice bear extra responsibilities (Curtin, 2016). Nurses are responsible for examining patients and choosing how to effectively share the priceless resource that is themselves or themselves.
Want help to write your Essay or Assignments? Click here
In terms of relationship quality, it appears to be a component that affects the professional to support patient-centered care. This relationship quality has a direct impact on the quality of care delivered and is critical for the efficacy of nursing practice (Molina & Estrada, 2020). The health-care system has devised initiatives aimed at humanizing care and enhancing care quality. A positive nurse-patient connection shortens hospital stays and enhances the quality and happiness of both parties.
In contrast, while the patient’s involvement in choices is higher, the positive relationship is conditioned by the patient’s subservient role (Molina & Estrada, 2020). A poor or negative nurse-patient relationship reduces the quality of treatment and the patient’s autonomy. A poor patient is one who demands a lot of information, who wants to make his or her own decisions, often against those suggested by specialists, and who does not maintain a good connection with professionals (Molina & Estrada, 2020).
Nursing leadership has an influence on the whole health system as well as on the nurses’ direct life (Little, Wagner, & Boal, 2018). A nurse manager is in charge of the day-to-day operations of the workplace. This involves, among other things, personnel recruitment, employment, orientation, staff development and assessment, resource allocation and management, risk management, patient safety, and financial responsibility (Little, Wagner, & Boal, 2018).
Nurse managers are also required to offer nurses and other health care professionals with inspiration, advice, and direction and especially in a situation where the nurse-to-patient ratio is imbalanced. As a result, nurse supervisors have the best chance to establish professional nursing standards in the nursing staff. The connection between nurses and their leaders is important because it contributes to Magnet status, which results in better nurse satisfaction and high-performing work environments with excellent patient outcomes (Little, Wagner, & Boal, 2018).
Nurse managers are skilled knowledge brokers as well. They transform organizational policy instructions into action at the frontline of health care while also providing information to top management about health care delivery and practice requirements to shape organizational policy. Nurse managers have an important intermediate function in this position (Little, Wagner, & Boal, 2018). The knowledge translation of organizational directions would not be possible without nurse managers.
Want help to write your Essay or Assignments? Click here
In a situation where the nurse-to-patient ratio is imbalanced, nursing leaders should employ autocratic leadership.Concentrating decision-making power at the top of the chain of command can be an effective method for completing simple tasks; rather than becoming bogged down by competing viewpoints, autocratic leaders can ensure that quality care is delivered safely and efficiently, with little time wasted on deliberation (Norwich University, 2017).
Autocratic leaders are effective at making important choices in time-sensitive situations when soliciting employee opinion may only help to confuse issues and hence represent a risk to the patient. As a result, autocratic clinical nurse leaders must be precise, succinct, and direct while organizing staff and ensuring that they follow the established protocols of their particular hospitals (Norwich University, 2017).
In health-care environments with tight procedures, authoritarian leadership is quite successful. It can also be useful in typical medical institutions with high patient numbers. Because an unbalanced ratio of patients to health care professionals restricts how many resources may be committed, such institutions thrive when an authoritarian leader supplies them with commands broken down into fundamental stages (Norwich University, 2017).
Autocratic leadership in nursing does not foster trust or communication among team members, but rather promotes a culture in which team members’ important thoughts and knowledge go untapped. This type of leader discourages collaborative decision-making and transparency, both of which impede an organization’s journey to high reliability (Cornell, 2020).
Want help to write your Essay or Assignments? Click here
Gutsan, E., Patton, J., Willis, W. K., & Coustasse, A. (2018). Burnout syndrome and nurse-to-patient ratio in the workplace. Chicago: Marshall University.
Molina, M. J., & Estrada, J. G. (2020). Impact of Nurse-Patient Relationship on Quality of Care and Patient Autonomy in Decision-Making. International Journal of Environmental Research and Public Health, 2-3.
Want help to write your Essay or Assignments? Click here
Criminal Justice Workforce
Define Management, organization, and leadership
Management explains all activities involve in establishing an organizational strategy alongside the coordination of worker efforts to achieve its goals by using the available technological, human, natural, and financial resources. An organization describes a group of individuals having a specific objective. According to Basran et al. (2019), leadership is the act of motivating people towards accomplishing a common purpose. In the business environment, leadership is giving directions to employees and colleagues with the required strategy to meet company goals.
Criminal Justice Workforce
Roles of Manager and Leader in Criminal Justice Workforce
A manager executes duties including organizing, planning, directing, controlling, and staffing. These functions are necessary for the effective operation of a criminal justice workforce and achieving their goals. Planning is an essential step for establishing goals and strategies for the coordination of tasks. The organizing function determines the tasks to be completed, the method of execution, grouping the tasks, and areas where decisions are made.
Directing functioning is about giving directives and motivation of subordinates to achieve their objectives. In the criminal justice system, the leader sets the vision. When the team members understand the goals and vision of the criminal justice system, they are focused and understand the way their duties help to accomplish success. A leader also delegates tasks and ensures that everyone is on the same page. A leader is responsible for ensuring that all workers work towards ensuring that people receive justice and fairness.
Want help to write your Essay or Assignments? Click here
Criminal Justice Workforce
Need for Learning Organizations in Criminal Justice Workforce and Agencies
A learning organization has a learning culture that is vital for all criminal justice agencies. A learning culture explains where the organizational systems, practices, and values encourage and support both the organization and individual to increase competence, performance levels, and knowledge. In turn, it ensures the criminal organizations have continuous improvement and support the accomplishment of the agencies’ objectives, innovativeness, and ability to address changes.
A learning organization in the criminal justice system challenges workers to change their status quo, think critically, and ensure that the steam is not always stuck in its thinking approaches (Basran et al. 2019). Instead, it advocates for the creation of capacity and adaptability that is necessary for change. The criminal justice system is evolving, and new cases come up every day.
Technology has changed the landscape, and the way decisions are made. This explains why a learning organization must be in place. More specifically, a learning organization increases efficiency, productivity, and profit while also reducing employee turnover rates because it increases their satisfaction levels.
Criminal Justice Workforce
Different Generations in today’s changing criminal justice workforce and organization
A generation explains people who are born in a particular era and are defined by their age limitations. In the United States, there are four main generations in the workforce. These are the baby boomers, veterans, millennials, and the Generation X. in the modern-day criminal justice organizations, and each generation has its distinct trait, behavioral patterns, values, personalities, attitudes, and beliefs towards work.
The veterans are very loyal to their vocation, are highly dedicated, conformist, and security-conscious (Skibba, 2018). They have a strong dedication to teamwork and collaboration. Baby boomers work effectively and are optimistic, loyal to their employers, results-oriented, and self-reliant. They exert much effort into their personal life and work. When it comes to their leadership styles, they must be directed by their managers and follow a given chain of command.
Want help to write your Essay or Assignments? Click here
However, they hate changes in their companies and are not technologically updated. Independent needs often drive Generation X, and they dissent leaders. They are loyal to their employers and have strong technical prowess. They are also tech-savvy and very interested in their technologies and knowledge at work.
Generation Y is ready to work hard but are also collaborative and non-conformist (Vargas, 2016). They are always happy to be involved with a team, resilient to changes and can multi-task. Besides, they are also tech-savvy and still keep up with the modern trend, which is suitable for the criminal justice system.
What aspects of leadership and management would be successful with the different generations of the Criminal Justice Workforce?
Millennials are the workforce’s largest demographic, and their needs are driven by the desire to have fulfillment and purpose. Leaders must define all the roles that are assigned to the millennials based on their mission. The leaders must look at an individual holistically. Their concerns and needs outside work influence their work performances. Millennials also require employers to handle issues that impact their families, such as maternity and paternity leave and medical insurance (Hunt & Fitzgerald, 2018).
Baby boomers need servant leaders. This is because they are goal-oriented, loyal, and resistant to change. A servant leader will recognize all these aspects and understand the best way to cultivate and turn them into people who embrace change. Generation X and veterans require transformative leaders. These groups need leaders who can influence them about the need to adapt to the changing market trends, which they will follow without complaining. A transformative leader is not imposing. The age of the veterans needs a leader who understands the workers and not imposing himself on them.
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
LEADER-MEMBER EXCHANGE THEORY is a relationship-based theory of leadership. LMX theory rests firmly on the assumption that leaders influence employees in their group through the quality of the relationships they develop with them (Juneja, 2015). One of the early findings of the LMX theory is that, leaders develop relationships of varying quality with their subordinates and such differentiation characterizes a wide majority of the work groups studied.
A high quality relationship is characterized by trust, liking, professional respect, and loyalty. They are characterized by the exchange of valued resources. In these relationships, leaders provide support, developmental opportunities, men- toring, and other benefits to the employee.
The provision of such resources results in a motivation to reciprocate to the leader on the part of members, by demonstrating behaviors such as loyalty and higher levels of voluntary behaviors. In other words, the relationship between high LMX quality and promanagerial and occasionally proorganiza- tional behaviors is frequently believed to be a sense of responsibility and high levels of devotion to the supervisor. Furthermore, there is a relationship between LMX quality and outcomes and the degree to which employees believe their leader’s promises will be kept (Hao, et al., 2019).
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
The theory states that all relationships between managers and subordinates go through three stages. These are Role-Taking, Role-Making and Routinization (Mindtools, n.d.). When team members initially join the group, they take on roles. Managers utilize this period to examine the talents and competencies of new employees. When new team members begin working on projects and responsibilities as part of the team, role-making happens.
As new team members adjust to their new roles, supervisors often want them to work hard, be loyal, and demonstrate trustworthiness (Mindtools, n.d.). According to the idea, managers classify new team members into one of two categories, in-group or out-group, during this period. If team members demonstrate loyalty, trustworthiness, and skill, they are placed in the In-Group (Mindtools, n.d.).
This group consists of the team members in whom the management has the most faith. In addition, this group receives additional one-on-one time with the manager. People in this category frequently share their manager’s attitude and work ethic. If team members break the manager’s trust or demonstrate that they are uninspired or inept, they are placed in the Out-Group (Gregersen, et al., 2016).
The work of this group is frequently limited and unchallenging. Out-group members have less access to the management and are less likely to be given opportunities for promotion. Routines between team members and their supervisors are created during the Routinization phase (Mindtools, n.d.). In-Group team members strive hard to keep their bosses’ goodwill by demonstrating trust, respect, empathy, patience, and perseverance. Members of the out-group may begin to resent or distrust their bosses (Mindtools, n.d.).
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
One of two metrics is used in most empirical studies on LMX theory. The LMX-7 is a single-dimensional scale with seven components (Martin, et al., 2017). The LMX-Multidimensional is made up of 12 components namely affect, loyalty, contribution, and professional respect, each of which captures three dimensions. Many researchers prefer to collapse the dimensions since the multidimensional measure is made up of highly linked dimensions that lie under a second-order component.
Another prevalent trend in LMX research is to assess LMX quality via the eyes of the employee. Correlations are usually minimal when LMX is measured from the perspective of members and leaders. Furthermore, during the early phases of a relationship’s growth, the correlation is less, and the overlap grows as time passes the lack of agreement could be explained by a number of different mechanisms (Gooty & Yammarino, 2016).
When employees and managers are asked how much they like, respect, and feel loyal to one other, it’s only natural that their responses differ. Second, in their relationship, each individual may have varying degrees of success in satisfying the expectations of the other. Third, due to social desirability concerns, leaders may be less inclined to disclose a poor-quality conversation with a team member. Finally, some of the poor correlations reported might be due to the measuring method (Gooty & Yammarino, 2016).
Want help to write your Essay or Assignments? Click here
Member performance and competence appear to be important predictors in the LMX development process as these are helpful behaviors in establishing trustworthiness (Erdogan & Bauer, 2015). When the relationship begins, trust develops as a result of a mutual testing process. Employee’s satisfactory responses to the testing efforts of leaders result in the development of trust on the part of the leader.
In addition to member performance and similarity to leaders, member personality has been frequently examined as a predictor in cross-sectional work (Erdogan & Bauer, 2015). Meta-analytic results revealed that following member competence and perceived similarity, member positive affec- tivity and the locus of control are the characteristics with the strongest correlations to LMX quality (Martin, et al., 2015).
Furthermore, goal orientation has been explored as an antecedent. Mastery orientation, which refers to the degree to which a person is interested in acquiring new skills, improving and learning, has been shown to be positively related to LMX quality, whereas performance orientation, which refers to the degree to which the person is preoccupied with looking like a high performer and being evaluated well, has been negatively related (Martin, et al., 2015).
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
The way that leaders develop different quality relationships with members of their team has been referred to as the LMX differentiation process (Anand, et al., 2015). LMX differentiation is defined as a process by which a leader, through engaging in differing types of exchange patterns with subordinates, forms different quality exchange relationships with them. LMX differentiation does not refer to the mean LMX quality in the team, but to the extent that there are differences in LMX quality within the team (Anand, et al., 2015).
Although LMX differentiation refers to the process by which leaders develop different quality relationships with each team member, the results of that process will be differentiation patterns of LMX quality between team members. Three main properties of the differentiation process pattern that can be identified and assessed include central tendency, variation, and relative position (Cobb & Lau, 2015).
The first property of the differentiation process concerns the within‐team central tendency, which is normally assessed as the team mean or median score. Although most research has examined the mean, some argue that the median is a better indicator of aggregation because it represents the middle person in the team while the mean might not correspond to any team member (Cobb & Lau, 2015).
There are two dimensions to LMX variation: dispersion which is the amount of spread of LMX between team members and distribution shape, the pattern of LMX within the team. The third property of the LMX differentiation process refers to the within‐team relative position or location of each team member’s LMX quality with respect to other members of the team who are managed by the same leader. It the relative standing of a team member’s LMX compared to other team members (Cobb & Lau, 2015).
Want help to write your Essay or Assignments? Click here
It is important to note that the presence of LMX differentiation increases the salience of fairness concerns. Studies on LMX differentiation highlight the importance of employee awareness of how LMXs are distributed within the group. Employees react not only to their own relationship quality, but also to their coworkers’ relationship quality, and distribution of LMXs matter.
Taking this idea a step further, scholars also started investigating social comparison processes directly, by introducing the concept of relative LMX. Relative LMX is a statistical computation of the degree to which a person’s LMX quality is higher or lower than the team’s LMX average. Utilizing a social comparison approach, scholars argued that having a higher-quality exchange compared to one’s team members is a source of satisfaction.
Controlling for one’s LMX quality, relative LMX is positively related to self- efficacy, performance, citizenship behaviors, and psychological contract fulfillment. In addition to examining relative LMX operationalized as the difference between focal person’s LMX score from the group mean, researchers developed a perceptual measure of relative LMX, directly asking individuals to compare their own rela- tionship quality to the other relations the leader develops with team members.
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
Investigations of the nomological network of LMX quality are numerous and this is a mature field of investigation. Yet, there are still research avenues that are important to investigate. One issue is the evolving nature of organizations. LMX theory originated in the 1970s, at a time organizations were charac- terized by tall hierarchies, unity of command, and authority concentrated more at the top (Chen, et al., 2018).
Today, while such organizations continue to exist, there are more novel and contemporary structures under which managers and employees develop relationships. For example, in many contemporary organiza- tions, employees may report to more than one manager, whereas LMX theory is based on the assumption that each member has one, clearly identifiable manager who controls resources valued by the member (Chen, et al., 2018).
Want help to write your Essay or Assignments? Click here
Recent research (Vidyarthi, et al., 2018) has examined LMX relationships in such a context and showed that in a sample of information technology consultants reporting to two managers, convergence of the quality of these relationships was associated with more positive outcomes. The authors con- tended that each LMX relationship would serve as a compar- ison point for the other relationship, evoking social comparison processes.
In other words, similar to the comparisons employees engage in with their coworkers’ LMXs, it seems that they also compare the multiple exchanges they have with different leaders in their work lives (Vidyarthi, et al., 2018). Such findings indicate that LMX theory would benefit from an extension and testing of the theory in settings that are different from the traditional orga- nizational forms.
As organizations introduce matrix structures where members report to multiple leaders for finite periods of time, or when they eliminate managers by introducing lattice organizations where there are no assigned leaders, the utility of the theory remains unclear. Extension of LMX theory to contemporary organizational structures is an important future direction.
Want help to write your Essay or Assignments? Click here
A second research direction relates to an examination of LMX quality in relation to coworker relationships (Wang, et al., 2018). We know that LMX quality is associated with positive job attitudes and behaviors. However, we know significantly less about when and why coworkers experience envy or jealousy, or feel nega- tively toward high LMX members. (Tse, et al., 2018) showed that the degree to which LMX quality is positively associated with one aspect of coworker relations is contingent on the degree to which high LMX members also demonstrate help- fulness and discretion.
Systematic investigation of the effects of LMX quality on coworker emotions, behaviors, and reactions to the focal person is a noteworthy area of research. The importance of this topic is also evidenced by the fact that the most recent meta-analysis in LMX theory (Martin, et al., 2016) includes relationships of LMX to a large number of outcomes, but any indicators of coworker relationships is curiously missing, which likely indicates the small number of studies examining LMX quality in relation to coworker relations.
Want help to write your Essay or Assignments? Click here
LEADER-MEMBER EXCHANGE THEORY
In conclusion, while research on LMX has entered a mature phase where much is known about its measurement, anteced- ents, boundary conditions, and consequences, much also remains left to uncover. These include future understanding of how LMX relationships develop and the boundary conditions for relationship devel- opment, how LMX is measured, how relative LMX affects what we know, as well as the key future research themes of the changing nature of work in terms of content and organizational structures, the influence of the social network of relationships, as well as the dark side of LMX. Given these and other potential research questions, we are excited about the future of LMX as a vibrant research area.
LEADER-MEMBER EXCHANGE THEORY
Want help to write your Essay or Assignments? Click here
References
Anand, S., Vidyarthi, P. R. & Park, H. P., 2015. LMX Differentiation: Understanding relational leadership at individual and group levels.. new york: Oxford University Press.
Cobb, A. T. & Lau, R. S., 2015. In: Trouble at the next level: Effects of differential leader–member exchange on group-level processes and justice climate. s.l.:s.n., p. 1437
Chen, X. P., He, W. & Weng, L. C., 2018. What is wrong with treating followers differently? The basis of leader–member exchange differentiation matters. Journal of Management, Issue 44, pp. 946-971..1459.
Erdogan, B. & Bauer, a. N., 2015. The Oxford Handbook of Leader-Member Exchange. New york: Oxford University press.
Hao, Q., Shi, Y. & Yang, W., 2019. How leader-member exchange affects knowledge sharing behavior: understanding the effects of commitment and employee characteristics.
Gregersen, S., Vincent-Höper, S. & Nienhaus, A., 2016. Job-related resources, leader–member exchange and well-being: a longitudinal study.. Work Stress, Issue 30, p. 356–373.
Gooty, J. & Yammarino, F. J., 2016. The leader–member exchange relationship: a multisource, cross-level investigation. J. Manage, Issue 42, p. 915–935.
Tse, H. H. M., Troth, A. C., Ashkanasy, N. M. & Collins, A. L., 2018. Affect and leader-member exchange in the new millennium: a state-of-art review and guiding framework.. p. 135–149.
Vidyarthi, P., Rolnicki, S. & Anand, S., 2018. Leader-member exchange and organizational citizenship behaviors: contextual effects of leader power distance and group task interdependence.. p. 489–500.
Wang, D., Gan, C. & Wu, C., 2018. LMX and employee voice: a moderated mediation model of psychological empowerment and role clarity.. p. 605–615.
Want help to write your Essay or Assignments? Click here
Want help to write your Essay or Assignments? Click here
BUSINESS LAW SIGNATURE
A promissory note is a formal obligation to pay a sum of money within a certain amount of time. This form of contract binds a borrower’s pledge to repay a loan within a certain time frame, and all parties must sign it. It mostly consists of the date on which someone must be paid, the method by which an individual or organization must be paid, and the amount by which a person or organization must be paid (Chron, 2019). The promissory note made between Jones and Layla will be considered valid since the amount to be paid as well as the time frame for payment has also been stated.
BUSINESS LAW SIGNATURE
In this case, Jones was represented by an agent, Tom, who also signed the document stating “Tom, as agent for Jones”. An agent is an individual or organization that has been given lawful authority to control on behalf of another person (Barone, 2020). This simply means that Jones is still liable for payments for the amount owed to Layla. According to (Chron, 2019), A representative of the company or individual signs the document on behalf of the company accepting the loan, committing the company or individual to pay it back.
Want help to write your Essay or Assignments? Click here
When considering who signed the note, an appointed agent may bind his or her signature on a contract by explicitly indicating that he or she is signed on behalf of the creditor by signing the instrument. The creditor, not the agent, would be responsible on the instrument in this situation (Klett, no date). Jones is the sole party responsible because Tom expressly claimed that he is Jones’ agent without ever claiming that he signed on his own behalf.
In the case of Mary, Paul and Harry, Mary will not be required to pay for the amount stated in the negotiable promissory note regardless of her signing the document. This is simply because Paul acquired the document through a fraudulent method. All arrangements, including those involving negotiable devices, must have been made with the free consent of the parties involved. Any contract under which consent was gained by deception is voidable at the discretion of the individual who gave the consent (Kundu, p.32).
Want help to write your Essay or Assignments? Click here
BUSINESS LAW SIGNATURE
However, Paul will not be liable for the forgery since he negotiated the document to Harry making him the holder in due course. A holder in due course is any person who, for valuable consideration, becomes the possessor of a negotiable instrument payable to bearer or the indorsee or payee thereof, before the amount mentioned in the document becomes payable, and without having sufficient cause to believe that any defect existed in the title of the person from whom he derives his title (Kundu, p.36).
According to Kundu (p. 32) however, if such an instrument is sent to a holder in a responsible way, the holder would not be entitled to use the fraud protection. This means that neither Paul nor Harry will be liable for the fraud, all this assuming that harry was unaware of how the negotiable promissory note was acquired.
BUSINESS LAW SIGNATURE
Want help to write your Essay or Assignments? Click here
