Changing Roles Of Nurses Nursing Essay

Changing Roles Of Nurses Nursing Essay The role of nurses has grown considerably in the last decade in accordance with the rapid changes in technology, as well as political and socio-economic developments. The perioperative practitioners play a significant part in this all nursing profession. However, the role of perioperative nurses considerably changes in the operating theater for a variety of reasons. For instance, the diverse regulations and rules clearly explain the role of these nurses in the operating room. In addition, from the viewpoint of legal, moral, and professional perspective, the role of nursing within the perioperative landscape has come many challenges. The changing environment dealing with professional accountability and its effect on the scope of nursing practice has emerged. According to Boss (2002), the changes in the nursing roles over the years have been influenced by several guiding codes; Code of Professional Conduct (UKCC 1992) and Code of Professional Conduct. These changes include the whole arena of developing roles in perioperative nursing which include working as advanced scrub practitioner (ASP). Dowling (1996) explains that these new functions of nurses deal with principles like meeting the needs of patients, giving an all rounded, complete care as well as developing needed skills. In addition, responsibility and accountability are essential skills are required in this field. Nurses who serve as ASP have several issues to content with such as independence, professional accountability, and duty to care in addition to legal issues. Of late, nursing has developed into all the functional activities which arose as a result of the technological, socio-economical and political changes. The ASP is part of all this nursing activities since their roles always vary for several reasons in the operating theater. For instance, different regulations and rules always define the roles of the ASP nurses who operate within the theatre are generated differently. In the ethical, legal and professional perspectives, the ASP preoperative environments have many new challenges which must be addressed on a daily basis. The ever changing boundaries of professional responsibilities and their influence on the practice have emerged. The clinical and practice influence has influenced the academic, professional and academic development of the Scrub Theatre practitioners. The Advanced Theatre Scrub Practitioners are personally accountable for their practice and must always work in a cooperative and collaborative manner with the healthcare professionals and other people who are involved in provision of care, respect and recognize their contributions to the care team. For the Advanced Theatre Scrub Practitioners to be successful in their careers, they must be effective and always work towards achieving a certain goal. The Advanced Theatre Scrub Practitioners provide the nursing care to the patients in a perioperative environment and they also deal with the technical and instrumentation equipment that will be used during the whole process. Emotional labor is always very crucial for both the nurses and the ASP and it ahs been established to be very important in the nursing profession. In the Operating theatre, the ASP have to consider two major areas in their work which include one, to keep the surgeon dealing with the patient happy and the second, not to upset the surgeons. The second point is a big reminder that if the ASP can make the Surgeon jovial and happy, then they will be very sure that they will not upset the surgeons. It is highly recommended that the ASP maintains the emotional labor with the co-employees rather than the patients. The roles of the healthcare professionals have changed considerably over the years and the nurses have been particularly affected. These changes have arose because of the code of professional conduct, the code of professional conduct and guidance. These changes have affected the whole area of the perioperative nursing such as the Advanced Scrub Practitioner who was formally known as the First Assistant. The Advanced Theatre Practitioners always have many issues to contend with which includes the duty of care, autonomy and other legal and professional accountability. The development of the extended roles like the Advanced Scrub Practitioner has also created dangers that the nursing profession could end up in a very bad state of confusion. Nurses therefore have to be aware that accepting the roles of the ASP issues which include underpinning education of practice and development and the high standards of care that the patients require and deserve are considered in the requirements of the governing bodies and the healthcare management. The roles of the ASP therefore must be undertaken by a very competent and qualified practitioner who should have received the renown training of this role and aware that the care of the patient is paramount before anything else. Therefore, the role of the ASP gives the nurse who acts in this capacity a chance to provide a very holistic care to each and every patient. The PCC Act of 2003 therefore clearly states that the duties of the ASP do not at any cost involve any surgical interventions. The role of the ASP doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t require extended practice but instead the role is already established into the theater nurse role and as such, it doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t require any specific training. The roles of the ASP therefore require some specific training competencies and needs and that this role should be clearly states in the contract employment and job description of the people who undertake this practice. The NMC (2004) in their code of professional conduct didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t have any objection for the practitioners to develop the scope of their practice but instead requested that the ASP concerned be competent for the jobs and always be mindful of the professional and personal accountabilities that they bear for their actions. As such, there are several points in the code of NMC which refer to autonomy when considering the professional practice of the ASP. The ASP should be able to support and protect the health of the individual patients and the clients. Another role was that the ASPs were professionally accountable for their actions and therefore they should be responsible and answerable for their omissions and actions regardless of any directions they get from the other professionals. Another point was that the practitioners should able to realize their strengths and weaknesses so that they can be able to protect the patients who are under their care. The specific duties and specifications of the Advanced Scrub Practitioner will therefore include but are not limited to: Performing skin preparation prior to surgery of the patients. Draping. Performing tissue and skin retraction. Handling of the tissues and manipulation of the organs so that they can be prepared for exposure or access. Handling the instruments which will be used in the surgery. Enhancing the communication channels between the ward, the theatre and the patient and even performs preoperative assessment and offer postoperative care evaluation for the patients. They are responsible for the application of indirect electrocautery under the supervision of the superiors. They are responsible for the use and maintaining of the specialized surgery equipment in their areas of working. They are required to perform the male and female characterization and also cut off the ties and sutures. The ASPs should assist with haemostasis so that to secure and maintain a very clear operating field. They are responsible for holding the camera so that there is invasive access surgery to the patients. The ASP should assist in positioning the patients and also conduct a tissue viability assessment. They should handle the tissues and manipulate the organs for access or exposure. It is therefore important to note and be aware that the role of the ASP is extended which requires validated training and those they are obliged for the maintenance of the high standards while bearing in mind the protection and support of the patients in a professional and accountable manner. On the other side, it is also worthy noting that although the use of technology can help in the optimum care of the patients, there should be a very strong need for interaction between the surgical patients and the perioperative practitioners.

Tissue Culture Technique for Callus Induction

Sarhad J. Agric. Vol. 23, No. 1, 2007 * Department of Plant Breeding and Genetics, NWFP Agricultural University, Peshawar – Pakistan. ** Agricultural Biotechnology Institute, National Agricultural Research Center, Islamabad – Pakistan. TISSUE CULTURE TECHNIQUES FOR CALLUS INDUCTION IN RICE Hidayat Ullah*, Iltaf Ullah*, Sultan Akbar Jadoon* and Hamid Rashid** ABSTRACT Seeds of two rice varieties Basmati-370 and Basmati-385 were evaluated for invitro callus induction at Agricultural Biotechnology Institute in National Agricultural Research Center (NARC), Islamabad during 2001-02, using M.S and N6 media supplemented with 2, 4-D (2,4-Dichlorophenoxi acetic acid) and BAP (6-benzylaminopurine) at @ 2. 0, 2. 5 and 0. 1, 0. 5 mgl-1 respectively. Objective of our study is to know the actual procedure for seed sterilization and to provide a well-adopted technique for callus induction in these varieties by using M. S and N6 media along with different concentrations of growth hormo nes. Seeds were used as explant source and to avoid chance of contamination sodium hypochlorite and ethanol at the rate of 50% and 70% were used respectively.Best response toward callus induction were observed for Bas-385 on both MS and N6 media however N6 media was proved to be best. Calli obtained from Bas-385 were friable and vigorous as compare to Bas-370. Bas-370 respond moderately on MS and N6 media at various combinations of 2,4-D and BAP. Bas-370 on MS media supplemented with 2,4-D and BAP @ 2. 0 and 0. 1 mgl-1 gave good performance towards callus induction. Over all results indicated that best callus were induced on MS and N6 when supplemented with 2,4-D and BAP @2. 0 and 0. 0 mgl-1 for variety Bas-385. INTRODUCTION In Pakistan rice is the second leading crop after wheat.In 2000-2001, the world annual production of rice was 598 million tones (FAO 2002). Asia is the largest producer of rice, with Bangladesh, China, Philippines, Thailand and Vietnams as the leading rice produ cing nations. In Pakistan rice covered an area of 2. 52 million ha, with the production of 5. 16 million tones in 1999-2000. It also play important role in our national economy. During 1999-2000 about 1. 92 million tones of rice was exported and earn about 465. 8 million US$. Rice is susceptible to a range of diseases and pests, which annually destroy about 55 percent of rice crops. The most common diseases are caused by he fungi sheath blight and rice blast, and the stalk borer is a common insect pest. Rice is composed of essential food components, therefore more than two billions people in the globe depend on rice for more than half of the proteins and calories they consume (Khan et al. 2000). Due to its increasing importance in nutrition and economy, it is now felt that new varieties of rice, having good agronomic characters, should be evolved. Crop improvement through tissue culture techniques is easier and more often in use as compared to conventional plant breeding (Yamada, 19 86). Somaclonal variations commonly ppear after tissue culture, which involve a callus stage (Larkin and Scow Croft 1981). Callus is undifferentiated mass of rapidly proliferating cells, can be obtained by culturing explants source (seed, node, bud, leaves, meristem and root tips etc) on nutrient medium containing specific growth regulators along with a standard recipe of chemicals. Rashid et al. (2000) studied that rice seeds have more potential for callogenesis as compared to node or tip. Successful callus induction from rice seed has been reported by several researchers (Gonalz 2000; Navraj et al. 1999; Marrassi 1996; Valdez et al. 1997; Xie et al. 995). But an improved method for callogenesis was reported by Rashid et al. 2000). The present study is based on tissue culture techniques carried out in ABI laboratory for callus induction in rice varieties viz. Basmati-370 and Basmati-385. Two types of basal media M. S (Murashige and Skoog 1962) and N6 (Nitsch and Nitsch, 1969) suppl emented with 2,4-D (2,4- dichlorophenoxyacetic acid) alone or in combination with different concentrations of BAP (6-benzylaminopurine) were used for callus induction. Hidayat Ullah, et al. Tissue culture techniques for callus induction in rice†¦. 82 MATERIALS AND METHODSThe research work for callus induction in rice was conducted at the tissue culture laboratory of Agricultural Biotechnology Institute in National Agricultural Research Center (NARC), Islamabad, during 2001-02. The procedure of this research work has been divided in the following four main categories. Surface Sterilization of Rice Seeds Seeds of Basmati-370 and Basmati-385 were provided by rice programmed, Agricultural Biotechnology Institute (ABI), National Agricultural Research Center Islamabad, and it was taken as explant source for callus induction. Healthy and mature seeds were selected by hysical appearance and they were dehusked manually. Seeds were first washed with detergent and then rinsed three times with simple tap water. For surface sterilization of seeds Clorox (5. 25% sodium hypochlorite) and ethanol was applied. After the applications of Clorox and ethanol seeds were rinsed thrice with autoclaved distilled water. Finally the seeds were dried with autoclaved filter paper, and they were shifted carefully to the culture room of Agricultural Biotechnology Institute. Basal Media Preparation M. S and N6 basal media were used for callus initiation. These media were prepared according to he ingredients (Table I). The exact amount of nutrients was dissolved in the distilled water. Two types of growth regulators 2,4-D alone or in combination with BAP was used for callus induction. 2,4-D @ 2. 0 and 2. 5 mg l-1 and BAP @ 0. 0, 0. 1, 0. 5 mg l-1 respectively was added in the media. Sucrose at the rate of 3% and agar at the rate of 0. 7% was also added in the media. PH of the media was adjusted at 5. 78-5. 80 with the help of PH-meter. M. S. and N6 media were poured into the test tubes, it was plugged properly and autoclaved at 20 lbs pressure for 15 minutes in the autoclave machine.Inoculation of Sterilized Seeds The most important step in tissue culture technique is the inoculation of seeds. This operation was performed in the laminar flow cabinet at the culture room of ABI. Before the operation surface sterilization of the laminar flow unit was carried by UV-light for two minutes. After that hands were disinfected with 75% ethanol to prevent chance of contamination. Dried seeds were then inoculated into test tubes under aseptic condition in laminar flow unit. To minimize chance of infection the instruments were dipped in disinfectant after every operation. Growth ChamberInoculated cultures were incubated at 25 ±3? C under the influence of 2000-lux light intensity for 16 hours photoperiod. Callus induction of rice seeds were observed after 21- days. The data for callus induction frequency were recorded for two rice varieties on two different media with differen t concentrations of growth regulators. Table I Composition of MS and N6 media Macronutrients KNO3 1900 2830 NH4NO3 1650 0 CaCl2. 2H2O 440 166 MgSO4 370 90. 37 KH2PO4 170 400 (NH4)2 SO4 — 463 Micronutrients MnSO4. H2O 16. 9 3. 33 H3BO3 6. 2 1. 6 KI 0. 83 0. 80 ZnSO4. 4H2O 8. 6 — ZnSO4. 7H2O — 1. 5 NaMoO4. 2H2O 0. 5 — CuSO4. 5H2O 0. 025 — CoCl2. 6H2O 0. 025 — Iron source FeSO4. 7H2O 27. 85 27. 85 NaEDTA 37. 25 37. 25 Vitamins Myoinositol 100 — Nicotinic Acid 0. 5 0. 5 Pyridoxine HCl 0. 5 0. 5 Thiamine HCl 0. 1 1. 0 Glycine 2. 0 — Sucrose 30g 30g Agar 7g 7g RESULTS AND DISCUSSION Results obtained from tissue culture techniques of Bas-370 and Bas-385 performed in ABI laboratory and repeated three times from 10th February to Sarhad J. Agric. Vol. 23, No. 1, 2007 83 October 2001. Chance of contamination was much low when both the varieties were treated with 50% Clorox and 70% ethanol. Oono (1981) also used eeds as explants source for rice callus induction. The main objective of our study is to know the actual procedure for seed sterilization and callogenesis in these cultivars. The potential of both varieties for callus induction was observed significantly different on M. S and N6 media at different concentrations of growth regulators. It is noteworthy that N6 and M. S media, which proved to be optimum for the growth of callus, were unable to support cell growth in liquid media. Callus induced from both the varieties were different at various level of 2,4-D and BAP. Maximum callus formation (62. 5%) was recorded or Bas-385, followed by Bas-370 (55. 55%) when seeds were cultured on MS medium supplemented with 2,[email  protected] 0 mgl-1 and 2mgl-1 2,4-D+0. 1mgl-1 BAP respectively (Table II and IV). Lowest callus of 41. 66 % was observed each for Bas-370 and Bas-385 when MS medium is supplemented with 2. 5 and 0. 5 mgl-1 of 2,4-D and BAP respectively. It is cleared that potential of Bas-385 towards callogenesi s was higher than Bas-370. Averaged across MS media callus induction frequency was 48. 14 % for BAS-370 vs 53. 22 % for BAS-385 (Fig 2). This is equivalent to the net reduction of 5. 08 % for BAS-370. Growth regulator 2,4-D at he rate of 2mgl-1 was suggested and proved to be best for callus induction in both the varieties. Using N6 media callus induction frequency ranged from 20. 83 to 68. 05% for both the varieties. When 2,[email  protected] was supplemented with N6 media, produced highest and good quality callus from Bas-385 (68. 05%) and minimum (20. 83%) from Bas-370 (Table III and IV). This result indicated positive correlation between 2,4-D and Bas-385 and negative for Bas-370. Average across N6 media callus induction frequency was 23. 6 % for Bas-370 vs 60. 64 % for Bas-385 (Fig. 3). This is equivalent to the net reduction of 7. 2 % for BAS- 370. Calli obtained from both the varieties were friable, granular, and yellow in color. So it was proved that N6 media is better for callus induction of rice as compared to M. S medium. Overall result of BAS-385 was best on various concentrations of 2,4-D and BAP on both, MS and N6 media. Callus form Bas-385 was healthy and more fleshy as compare to Bas-370 (Figure 1). The active division of cells was more prominent in the callus of Bas-385, that’s why it looks bulky. Secondly Bas-385 had more capacity for producing callus, especially when N6 media supplemented with 2,4- [email  protected]Agronomic features of Bas-385 are also better than Bas-370 because it is developed through hybridization between Bas-370 and TN-1. Callus induction must be dependent on the genetic potentials of the variety and secondly the combination of hormones at different concentration. Callus induction is the best way to create somaclonal variations in crop plants. Variations are the basis for improvement and some time this variation is heritable. Oono (1981) cultured seed explants of rice varieties and observed variation for cert ain agronomic characters that are also heritable. Once cultured techniques were stablished in rice, it become possible to apply them for callus regeneration and transformation. (b) Calli obtained from Bas-385 (a) Calli Obtained form Bas-370 Hidayat Ullah, et al. Tissue culture techniques for callus induction in rice†¦. 84 Table II Percentage callus induction frequency and contamination in Bas-370 on M. S Medium Treatments Sterilizing agents Clorox time/Ethano l time (min) Hormone in mg L-1 # Of inoculated test tubes % Contamination % Callus induction frequency % Clorox % Ethanol 2,4-D BAP 1 50 70 20/1. 0 2. 0 0. 0 72 58. 33% 20. 83% 2 50 70 20/2. 0 2. 0 0. 1 72 73. 61% 22. 22% 50 70 20/4. 0 2. 5 0. 5 72 52. 77% 27. 77% Table III Percentage callus induction frequency and contamination in Bas-370 on N6 Medium. Treatments Sterilizing agents Clorox time/Ethano l time (min) Hormone used in mg L-1 # Of inoculated test tubes % Contami nation % Callus induction frequency % Clorox % Eth anol 2,4-D BAP % Clorox 1 50 70 20/1. 0 2. 0 0. 0 72 1 50 2 50 70 20/2. 0 2. 0 0. 1 72 2 50 3 50 70 20/4. 0 2. 5 0. 5 72 3 50 Table IV Percentage callus induction frequency and contamination in Bas-385 on M. S Medium. Treatments Sterilizing agents Clorox /Ethanol time (min) Hormone used in mg L-1 Of inoculated test tubes % Contami nation % Callus induction % Clorox % Ethanol 2,4-D BAP % Clorox 1 50 70 20/1. 0 2. 0 0. 0 72 1 50 2 50 70 20/2. 0 2. 0 0. 1 72 2 50 3 50 70 20/4. 0 2. 5 0. 5 72 3 50 Table V. Percentage callus induction frequency and contamination in Bas-385 on N6 Medium Treatments Sterilizing agents Clorox/Etha nol time (min) Hormone used in mg L-1 # Of inoculated test tubes % Contami nation % Callus induction frequency % Clorox % Ethanol 2,4-D BAP % Clorox 1 50 70 20/1. 0 2. 0 0. 0 72 1 50 2 50 70 20/2. 0 2. 0 0. 1 72 2 50 3 50 70 20/4. 0 2. 5 0. 5 72 3 50 Sarhad J. Agric. Vol. 3, No. 1, 2007 85 20. 83 62. 5 22. 22 55. 5 27. 77 41. 66 0 20 40 60 80 Bas-370 Bas-385 Variet ies Callus induction freq (%) 2,4-D&[email  protected] 0&0. 0 2,4-D&[email  protected] 0&0. 1 2,4-D&[email  protected] 5&0. 5 47. 22 68. 05 55. 55 61. 11 41. 66 52. 77 0 10 20 30 40 50 60 70 80 Bas-370 Bas-385 Varieties Callus induction freq (%) 2,4-D&[email  protected] 0&0. 0 2,4-D&[email  protected] 0&0. 1 2,4-D&[email  protected] 5&0. 5 Fig. 2. Callus induction frequency (%) of Bas-370 and Bas-385 on M. S media at different level of 2,4-D and BAP. Fig. 3. Callus induction frequency (%) of Bas-370 and Bas-385 on N6 media at different level of 2,4-D and BAP. Hidayat Ullah, et al.Tissue culture techniques for callus induction in rice†¦. 86 CONCLUSION AND RECOMMENDATION Infections of the callus is main problem in tissue culture technique so we should adopt the following precautions. 1. We should sterilize the seeds in 50% hypochlorite solution for 20 minutes and all the apparatus like flasks, petri plates, blades and forceps etc. should be disinfectant with 70% ethan ol. Media should be prepared accurately with respect to concentrations and PH of the media must be maintained properly. Exact amount of growth hormones must be added. 2. Seeds of Bas-370 on MS media with combination 2. and 0. 1mgl-1 should be used to get maximum callus, while hormonal combination 2,4-D and BAP @2. 0 and 0. 0 mg l-1 should be used for better callus induction of Bas-385 on N6 media. Bas-385 is an improved version of Bas-370 because it is developed through hybridization between Bas-370 and TN-1. That’s why it is more responsive towards callus as will as high doses of fertilizers. Over all results indicated that Bas- 385 having more potentials and suitable for further genetic studies. REFERENCES FAO. 2002 Food Outlook Bullet. No: 1,FAO, Rome. Gonalz, M. C. 2000. Effects of different growth egulators on in vitro culture of rice cultivors. Tropicales. 21(1): 27-28. Khan, J. A. , F. F. Jamil and M. A. Gill. 2000. Screnning of rice varieties against bakanae and bacte rial leaf blight. Pak. J. Phytopath. 12(1): 6-11. Larkin, P. J. and W. R. Scowcraft. 1981. Somaclonal variation a novel source of variability from cell cultures of plant improvement. Theor. Appld. Genet. 60:197-214. Marasi, M. A. , O. A. Bovo, A. Socchi and L. A. Mrongiski. 1996. Cytokining in the callus induction medium for plant regeneration of rice. Phyton Int, J. Exp. Bot. 59(1-2): 155-160. Murashige, T. and F. Skoog. 1962.Arevised medium for rapid growth and bioassays with tobacco tissue cultures. Physiol. Plant. 15: 473-497. Navraj, K. , M. S. Gill, G. Raman, T. S. Bharaj, S. S. Gosal, N. Kaur and R. Gill. 1999. Factors enhancing somatic embryogenesis and high frequency plant regeneration in rice. Crop Improv. 26(1): 23-27. Nitsch, J. P. and C. Nitsch. 1969. Haploid plants from pollen grains. Sci. 163: 85-87. Oono, K. 1981. In vitro methods applied to rice in plant tissue culture. T. Athorpe, ed. Acad. Press, New York. pp. 273-298. Rashid, H. , A. Toriyama, K. Qurashi, Hinta a nd K. A. Malik. 2000. An improved method for hoot regeneration from calli of Indica rice. Pak. J. Biol. Sci. 3 (12): 2229-2231. Valdez, M. , M. Monoz, J. R. Vega and A. M. Espinoza. 1997. Plant regeneration of Indica rice from mature embryo derived calli. Revistade Biologia Tropical. 44(3): 13-21. Xie, J. H. , M. W. Gao, Q. H. Cai, X. Y. Chens, Y. W. Shen and Z. Q. Liang. 1995 Optimized growth regulators combination in Japonica rice. Plant Cell Tissue and Organ Culture. 42(3): 245-250. Yamada, Y. , T. Q. Yang and D. T. Tang. 1986. Plant regeneration from protoplast derived callus of rice (Oryza sativa L. ). Plant Cell Reports. 4: 85-88

Literature review- burnout among construction workers

A case of burnout among project managers in the South African construction Industry. Burnout Is a syndrome which Is commonly found among Individuals working In high pressure environments and is defined as a negative experience which results from the interaction between the individual and the environment (Yip and Rollins, 2009).Burnout is known to be a syndrome characterized by three dimensions; these dimensions being emotional exhaustion, cynicism and personal inefficacy; burnout affects individuals in a way that they are likely to feel as if they have a lack of energy, cynical attitude which causes distancing from work and are inclined to view themselves in a negative light causing them to feel dissatisfied with their achievements in the workplace (Miasmal et al, cited in Yip and Rollins, 2009).The construction Industry Is a complex and demanding environment which consists of long working hours and as a result can cause mental and physical exhaustion (YIP and Rollins, 2009). Charac teristics of the construction Industry which Include multilevel subcontracting, time pressure, constant worker rotation and an unstable work environment are what could contribute to the psychological stress experienced y managers in the construction industry; these stress causing factors are what justify studying the prevalence of burnout in the construction industry (Amelia and Bacterial, 2007).The level of burnout among project managers in the construction industry: Existing literature discusses burnout in terms of the three dimensions, emotional exhaustion, cynicism and personal inefficacy, and relates these constructs of burnout to turnover Intention, Job satisfaction, demographic characteristics, work engagement and organizational commitment; the literature also considers the prevalence of runt In the construction Industry and the effects thereof on the performance of employees.Emotional exhaustion occurs when an individual has been under too much burden and as a result their e motional resources have been used up (Kill, Pent and Selves, 2011). Cynicism is representative of the interpersonal dimension of burnout and refers to â€Å"a negative, callous, or excessively detached response to various aspects of the job† (Letter and Miasmal, 2004, p. 93). In addition, Letter and Miasmal (2004) notes that personal inefficacy relates to self-evaluation and refers to linings of incompetence, a lack of productivity and a lack of achievement in the work place.According to COB (cited In Lung, Chain and Dungy, 2011) the construction Industry Is a stressful Industry where often, many of the professionals suffer from stress. Project managers in the construction industry take on the role of a middle ground departments, construction professionals, consultancies, contractors, sub-contractors, and suppliers (Lung, Chain and Dungy, 2011). Hamilton (cited in Lung, Chain and Dungy, 2011), noted that a construction project manager acts as the leader of a empowers construc tion team during the different phases of a project life cycle.In addition to dealing with demanding time schedules, limited site resources and uncertainties, project managers also need to plan, organize and supervise the progress and safety of the work as well as motivate the teams on the construction site (Ritz, cited in cited in Lung, Chain and Dungy, 2011). For construction project managers, interpersonal relationships is also needed to accomplish good performance (Disbarred, 1996; Lung et al. , 2009), thus, burnout among construction project managers can be considered to include exhaustion, cynicism, reduced reflections efficacy (Lung, Chain and Dungy, 2011).According to Cherries and Brandenburg (cited in Lung, Chain and Dungy, 2011), burnout starts with exposure to excessive Job stress which results from long and irregular working hours and produces strain among construction project managers which eventually leads to burnout. This is supported by Bowen, Edwards and Leningrad (2 013) who states that in the construction industry, work hours are long and the inability to meet project objectives is sometimes caused by unexpected events.Based on a study of 108 construction project managers, the results showed that burnout mongo construction project managers occurs as a result of Job stress, the occurrence of burnout then acts as a catalyst for physiological stress (Lung, Chain and Dungy, 2011). The study by Lung, Chain and Dungy (2011) correlates with the argument presented by Monster, Peters and Roost (201 1), which states that burnout results from high work demands which need to be dealt with under limited resources which leads to negative experiences which accumulate and results in burnout.Lung, Chain and Dungy (2011) states that it is important for project managers to recognize their Job stress in the early stages, from this point they recommend that takeovers assess the stress shown by the project managers and rearrange the work allocation accordingly; sub sequent to this, firms should regularly monitor the level of stress and burnout shown by the project managers and offer sources of social support which could include non-work related gatherings.Contrary to the views shared by Lung, Chain and Dungy (2011) as well as Monster, Peters and Roost (201 1), which state that long working hours and high demands are what leads to Job stress and ultimately burnout, IBM et al (2011) argue that long working hours is not the main source of stress but rather budget related pressures ND ambitious deadlines. IBM et al (2011) do however agree with Ritz (cited in Lung, Chain and Dungy, 2011), that factors which contribute to Job stress include high work volume and safety and security concerns on site.Brand-Leprechauns, Monster and Earthman (2012) discussed that over the past decade, work related well-being specifically related to burnout and work engagement Construction Regulations in South Africa introduced psychological well-being in the Occupational Health Safety Act; the purpose of this Act was to create a framework which ensures higher levels of health and safety in the industry (Deacon and Eke 006, cited in Brand-Leprechauns, Monster and Earthman, 2012).According to Bowen, Edwards and Leningrad (2013), the construction industry is known as a high- stress working environment which affects the health and well-being of the people in it. Based on the literature reviewed for the purpose of this study, it is evident that there are studies which discuss burnout within the context of the South African construction industry, however not many studies have been done to measure specifically the level of burnout among project managers within the South African construction industry. The existing research does however show that there clearly is evidence of burnout within the construction industry.Research done in Hong Kong by Lung, Chain and Dungy (2011) shows that burnout is highly prevalent among project managers in the construction ind ustry and discusses the negative effects it has on the managers and the working environment as well as possible solutions to address the level of burnout experienced. Lung, Chain and Dungy (2011) states that for a study of this nature, questionnaire surveys as a method of data collection proves difficult to eliminate potential errors and therefore and recommend that qualitative data using semi-structured or non- structured interviews be used for rather research.Understanding the effects and consequences of burnout can thus be viewed as a preventative measure and the study thereof is therefore important and relevant in the South African context. Relationship between burnout and turnover intentions: A big question to the management of many firms is what influences an employee to leave the firm. Numerous studies have found that burnout and Job satisfaction are among the major influencer of turnover intentions. According to studies done by researchers such as Cotton and Tuttle (1986), t urnover intention is the likelihood of an employee staying or leaving a company.However, Teeth and Meyer (1993) stated that turnover intention is when the employee is determined to leave the company. In addition, Fishbone and Zen, (1975) found an indication that employees make a conscious choice to leave before actually leaving their Jobs. Bark et al. (2001) discussed that several research that has been done used intent to leave instead of actual turnover as measures for turnover intentions. For example, Cotton and Tuttle (1986) found that people are more likely to leave an organization when their expectations have not been met.However, Ghana and Fen (2011) indicate that many, UT not all factors of both Job satisfaction and burnout prove to be relevant factors affecting turnover intention. Choc et al (2012) found that managing Job burnout is important for decreasing turnover intentions and show that turnover intentions can be explained by the factors of Job burnout: emotional exhaus tion, diversification, and reduced personal accomplishment. Between Job burnout and turnover intentions in various settings. Sings et al. 1994) stated that Job burnout is a generalized construct including emotional exhaustion, diversification, and decreased achievements and proved that Job burnout has did detrimental effects on Job outcomes, through increased employee turnover, reduced Job satisfaction, organizational commitment, and Job performance. Schaeffer and Beaker (2004) stressed that Job burnout specifically including emotional exhaustion and diversification is an important predictor of turnover intentions for companies.The argument by Choc et al (2012) agrees with that of Schaeffer and Beaker (2004) which states that burnout is a predictor of turnover intention, however Choc et al (2012) discusses that all the dimensions of burnout are positively related to turnover intentions. In addition, Letter and Miasmal, (2009) established that burnout and high workload increase the l evel of employee intention. Furthermore, Leather and Mach (2009) discuss that all burnout factors are among the main causes for turnover intentions and that these results are supported by other studies within different industries.However, Demerit et. Al (2001) states that high Job stresses together with lack of resources most likely cause burnout. Briar et al (2013) tested the impact of very stressful Jobs and found that emotional Job demands are causes for burnout, specifically related to exhaustion and cynicism. Lachrymal and Aryan, (1986) and Sorensen Sorensen, (1974) both argue that the reasons for turnover intention rely on the assumption that the basic conflict between loyalties experienced mostly by professionals negatively affects their work attitudes, and hence leads to turnover intentions.Ghana and Fen (2011) show that many but not all factors of Job satisfaction and burnout are applicable dynamics affecting turnover intention. Letter and Miasmal (2009) also found that the re may be limited mediation effects of burnout, mainly through emotional exhaustion, within the impact of Job satisfaction on turnover intention, Choc et al (2012) showed that financial prizes were effective in decreasing turnover intentions under diversification. However, financial rewards increased turnover intentions under reduced personal accomplishment.In addition, career paths were effective in decreasing turnover under both diversification and reduced personal accomplishment. Choc et al (2012) goes on to show how complex it is for managers to implement Just one set of policies to reduce all problems. Many studies that have been conducted, (Briar et al. (2013), Cotton and Tuttle (1986), Cohen(1999), Choc et al (2012)) all conclude that there is a positive relationship teens burnout and turnover intention in which they add that if the burnout factors are not managed properly it is likely to cause an increase in turnover intention.Relationship between burnout and organizational commitment: According to Corded (1993), emotional exhaustion is the main characteristic of burnout. Emotional exhaustion is characterized by a somatic and psychological are depleted, when the possibility of resources being depleted is high, in scenarios whereby an individual's resources are insufficient enough to carry out work requirements or when expected results are not acquired by the resources (Hobble, 1988).Hobble (1989) described these resources as an individual's personal attributes, circumstances, limitations or vigor that represents the individual's ability to achieve work demands. Social support, promotions, the level of participation during decision making processes, independence and reward incentives are all examples of resources (Lee and Seaports, 1996). Wright and Cropland (1998) described compromising situations in the workplace, workload and conflict as work demands.Emotional exhaustion takes place when individuals believe they do not have the adequate resources to meet work demands (Hobble, 1989). Organizational ointment has a negative relationship with an individual's resources that are required to meet organizational demands (Wright and Cropland, 1998). The pressure to meet organizational demands eventually leads to Job stress which, if left untreated, could lead potentially lead to emotional exhaustion (Wright and Cropland, 1998).Emotional exhaustion, in turn, diminishes organizational commitment (Lee and Seaports, 1996). Miasmal (2003) speculated that organizational commitment has a negative relationship with burnout. Individuals who experience high levels of burnout affect their fellow colleagues negatively, bringing about conflict n the workplace and disturbing work activities (Miasmal, 2003). Wright and Cropland (1998), however, argue that despite the fact that emotional exhaustion diminishes organizational commitment, practical evidence for this particular research is lacking.Research on burnout has classically been based on the princ iple that it affects employees' organizational commitment negatively (Lee and Seaports 1996). As is apparent with the research analyses above, studies have obtained evidence that burnout causes decreased levels of organizational commitment Jackson et al. 1987, Letter and Miasmal 1988). However, there are studies which show that the relationship between burnout and commitment could possibly operate in the opposite direction, that is; organizational commitment could possibly cause burnout (Goliath, Drilldown and Gillespie, 1998).In a study conducted by Goliath, Drilldown and Gillespie (1998), results verify that organizational commitment had equally direct and indirect consequences on burnout. The study, which focused on nurses, demonstrated that a huge commitment to the organization had a positive relationship with levels of emotional exhaustion (Goliath, Drilldown and Gillespie, 1998). Put simply, these results maintain the argument that, in extremely demanding work environments, or ganizational commitment may be a major attributer of burnout (Goliath, Drilldown and Gillespie, 1998).Schaeffer and Bunk (1996) suggested that employees with low levels of commitment tend to withdraw from the work environment and are likely to experience the penalties of heavily stressed work environment a whole lot more than their fellow employees who are highly committed to the organization. This is quite similar to the results found by Begley and Chukka (1993), which discovered that organizational commitment intensified the correlation teens stress and Job discontentment among nurses.In a study involving technicians, results demonstrated that organizational commitment has varying Gillespie, 1998). Different elements of burnout are not only more outstanding for varying professions, in addition, the possible attribution to burnout and the penalties of burnout could be highly variable (Goliath, Drilldown and Gillespie, 1998). Lee and Seaports (1996) asserted that additional research should make the methodical contrast of the burnout occurrence of a variety of professions a focal point of research. Currents studies have several restrictions (Goliath, Drilldown and Gillespie, 1998).Finally, while preceding studies have focused largely on the consequences of burnout on employees' level of organizational commitment, other studies have established that it is likewise imperative to take into consideration the effects of organizational commitment on burnout (Goliath, Drilldown and Gillespie, 1998). Relationship between burnout and Job satisfaction: A pleasurable or positive emotional state as a result of Job experience or the appraisal of the Job is known as Job satisfaction (Digitalis, Ketosis's and Toga, cited in Marinas and Van Deer Westernizes, 2013).According to War (cited in Marinas and Van Deer Westernizes, 2013), Job satisfaction can occur as a result of remuneration, work relationships, working conditions, Job security, promotional prospects, training opport unities and the nature of the Job. Marinas and Van Deer Westernizes (2013) who conducted a study based on work well-being in a medical laboratory setting in South Africa, states that the results of the study in this environment found that exhaustion and cynicism which are dimensions of burnout are significantly negatively related to Job satisfaction.Marinas and Van Deer Westernizes (2013) also state that Job satisfaction is the strongest component of well- being in the work place. Oozed, Graciously and Wildfire (2013) agrees with the argument put forward by Digitalis, Ketosis's and Toga (cited in Marinas and Van Deer Westernizes, 2013) which states that Job satisfaction is an emotional state, however according to Oozed, Graciously and Wildfire (2013), Job satisfaction is also a behavioral expression which shows an individual's evaluation of their work, working life and working environment.According to Oozed, Graciously and Wildfire 2013), who conducted a study in Turkey based on the relationship between burnout and Job satisfaction among nurses found that nurses who suffer with emotional exhaustion and diversification have lower scores for Job satisfaction whereas those nurses who experience higher levels of personal achievement have greater levels of Job satisfaction.Thus, the study conducted by Oozed, Graciously and Wildfire (2013) supports the findings by Marinas and Van Deer Westernizes (2013) which states that a negative relationship exists between Job satisfaction and the dimensions of burnout. Similarly, a study conducted by Digitalis, Ketosis's and Toga (2004) among librarians in academic libraries in Greece shows that Job satisfaction is negatively related to emotional exhaustion and diversification while a positive relationship exists between personal achievement and Job satisfaction.To further confirm the findings by other researchers, a study conducted in the hospitality industry in Istanbul by Kill, Polite and Selves (2011) notes that the study of the relationship between burnout and Job satisfaction is important for business managers and practitioners and furthermore found that within this industry, runt. Few studies have been conducted which focus specifically on the relationship between burnout and Job satisfaction among project managers in the construction industry; a study was however conducted based on construction project managers' health in the UK by Love and Edwards (2005).According to Love and Edwards (2005), Job satisfaction among construction workers is defined as a â€Å"match between the rewards offered by the work environment and the individual's preferences for those rewards†. The study by Love and Edwards (2005) used a measurement scale developed by War et al (cited in Love and Edwards, 2005) to assure Job satisfaction; the scale includes the factors of work conditions, management, promotion, salary, Job security and co-workers as variables of Job satisfaction.Recommendations for managing stress, heal th and Job satisfaction among project managers in the construction industry includes training construction project managers to adopt and implement strategies to cope with their stress as well as providing support mechanisms within the firm (Love and Edwards, 2005). A South African study which looks at burnout and Job satisfaction among nurses shows that two factors were yielded when measuring Job satisfaction; these factors include reflections advancement and reward as one factor and leave as another factor (Sloppier et al. , 2012).The results of the study show that the most dissatisfaction was experienced with regards to wages, opportunities for advancement and study leave (Sloppier et al. , 2012). Sloppier et al. (2012) argue that Job satisfaction and burnout are related and furthermore that a positive environment leads to increased Job satisfaction and lower levels of burnout. In agreement with Oozed, Graciously and Wildfire (2013), the study by Sloppier et al. (2012) states that the degree of burnout in he nursing industry in South Africa is strongly correlated to that of Job satisfaction.A review of existing literature on burnout and the constructs thereof show that there are many arguments by various researchers which correlate with each other. In this review, the dimensions of burnout are clearly identified as emotional exhaustion, cynicism and personal efficacy (Letter and Miasmal, 2004). The review of literature with regards to the level of burnout among project managers in the construction industry shows that the complex nature of the Job is likely to cause Job stress which is a predictor of burnout (Lung, Chain and Dungy, 2011).A gap was identified in the lack of literature which exists based on project managers in the construction industry in South Africa and specifically the levels of burnout among them. Furthermore, the review of existing literature shows that researchers have adopted different definitions for the term turnover intentions', despi te this a clear correlation in results exists which shows that a relationship does exist between turnover intention and burnout. Similarly, the review of literature relating organizational commitment and burnout shows that a relationship does exist between the two variables.A clear lack f literature when reviewing the literature based on burnout related to turnover intention, Job satisfaction, organizational commitment and demographic factors is evident. This lack of literature shows that there is a need for further research on these work-related outcomes not only among project managers but within the construction industry in South Africa as a whole. Service employees' burnout levels related to demographic characteristics: According to Miasmal (2003), individuals to the working environment alone.These attributes include demographics, personal traits as well as beliefs that stem from the working environment (Miasmal, 003). Miasmal (2003) affirmed that a number of these attributes are correlated to burnout. The area of interest in this instance is demographic characteristics. Miasmal (2003) put forward that age is the variable that is most constantly correlated to burnout, among the available demographic variables. It was reported that younger employees, under the ages of 30 and 40, experience high levels of burnout (Miasmal, 2003).This is attributed to the fact that age is disconcerted with the individuals level of work experience and it is for this reason that the younger employees experience higher levels of burnout (Miasmal, 2003). Miasmal (2003) allowed up with the sex demographic and concluded that this particular demographic was not an efficient forecaster of burnout. Results from previously conducted research suggested that female employees are characterized with higher levels of burnout, while other results characterized men with higher levels of burnout (Miasmal, 2003).Also, some research results were inconclusive, with very little difference between t he levels of burnout experienced by men and women (Miasmal, 2003). Regarding marital status, Miasmal (2003) discovered that individuals who were not married experienced higher levels of burnout than those who were aired. Furthermore, single individuals experienced higher levels of burnout than divorced individuals (Miasmal, 2003). Miasmal (2003) then explored the level of education and came to conclude that individuals with a higher level of education experience higher levels of burnout than those who are less educated.In a study conducted by Corded (1993), she suggested that there are certain demographic variables that have proven to contribute to the Justification of why certain individuals experience high levels of burnout and why others are somewhat immune to burnout demographic variables. Men and women have frequently reported discrepancies in the levels of burnout experienced, however, there is inconclusive evidence pertaining to the pattern and complications of relationships (Lemmas, Rafter, Purdue, and Ruddiest, 1987).Studies conducted by Anderson and Knick (1984) also suggested that younger employees constantly reported higher levels of burnout compared to employees who were much older. Employees who were more experienced reported extremely low levels of burnout thus concluding that, the older and more experienced an employee, the lower the reported levels of burnout (Anderson and Knick, 1984). Miasmal and Jackson (1985) further asserted that individuals who were married experienced very low levels of burnout compared to individuals who are not married and experienced considerably higher levels of burnout.Individuals who have children experienced lower levels of burnout compared to individuals who had no children and experienced higher levels of burnout (Miasmal and Jackson, 1985). To conclude, Corded (1993) affirmed that based on the available literature today, she believes that the burnout trend requires more consideration by researchers whose focus of study is stress processes in the work environment. Burnout seems to be a extinctive kind of a stress pattern that takes into account the awareness of emotional of reduced personal achievement (Corded, 1993).

The Case Of Engineer James Liang And The Volkswagen...

But was it ethical? This question will often be asked regarding the case of engineer James Liang and his role in the Volkswagen emission scandal. During the period of early 2006 to 2014, James Liang and his team of engineers developed a â€Å"defeat† device that allowed diesel powered vehicles to pass the EPA emission test, when in fact the vehicles were emitting up to 30 times the allowable limit. To many, this may seem a black and white case of ethics due to the fact that Liang’s team and Volkswagen blatantly cheated on a governmental testing regulation and then proceeded to falsely advertise the vehicles as â€Å"clean diesel and environmentally friendly† as reported by the United States Department of Justice; however, different ethical†¦show more content†¦It is not the consequences from the actions of the will that drives the action but the rather the purity of the will of a person. This then leads into the duty to follow the will. Duty is the next pillar of Kantian ethics. In Kant’s writing, duty is defined as the way one should act to carry out moral laws. There should be no pleasure derived from following duty except out of respect to moral laws defined by the person. These are defined by the maxim. Kant defines the maxim as a subjective principle that one should follow and is testable by the categorical imperative. An example of a maxim is saying one will not lie no matter the situation. This maxim can thus be tested by the categorical imperative. The final pillar of Kantian ethics is the categorical imperative. This is a test for the maxim in order to understand if the maxim can be defined as universal law. The categorical imperative is vital to Kantian ethics since Kant believes any act is essentially wrong if it cannot be considered universal law. As defined above, Kantian ethics can be applied to the Volkswagen scandal involving James Liang. Even though to many his actions are completely irresponsible, the purity of his will is the determining factor of where or not his actions were ethical. Liang could have had a duty to Volkswagen as any employee would to his/her company. 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