Fertility, Family Planning and Income - 1202 Words

Fertility is one of the main issues discussed when talking about the demography of the United States. The U.S. economy plays a rather large role in the rising and falling patterns of the country’s fertility rate. In many past occurrences of economic hardship in the country fertility levels had decreased. One of the main reasons for that being in times of financial struggle, men and women are less likely to want to have children. Being able to support a family is already a difficult task but when people are getting laid off from jobs, unemployment rates are increasing, and the economy is struggling many people can barely afford to buy necessities for themselves never mind for an entire family. An extended decrease in fertility levels could†¦show more content†¦The remaining four articles are scholarly, peer-reviewed articles that I found related to my topic. The article â€Å"The Economic Explanation of Fertility Changes in the United States† from volume 25 of P opulation Studies was published by Alan Sweezy. This was a very informative article about the most common explanation of fertility changes. That being when the economy is stable, fertility will be high, and when it is not, fertility will be low. This article is useful to my paper because of how it relates economical factors to the issue of fertility. The author includes charts relating the total fertility rate to the gnp per capita using information from the U.S. Bureau of the Consensus. This provides me with more concrete evidence and the numbers to show that the economy does in fact alter the rate of fertility in the United States. My second article was from the chapter on Human Capital, Fertility, and Economic Growth from â€Å"Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (3rd Edition)† written by Gary S. Becker. The author makes some good points about how human capital, fertility, and economic growth are all intertwined and he provides very detailed charts and formulas to prove his thesis. I thought his research was useful in proving my own thesis that fertility rates are influenced in some way by the economy of a country. The author explains that men andShow MoreRelatedNations See Dramatic Decline in Fertility1008 Words   |  4 Pageshas seen a dramatic fall in their fertility rates. Population regulation differs through out the world based on the particular region. Populations can stabilize through a variety of factors including modern communications, growing affluence, urbanization, family planning and social reforms (Cunningham, 2013). China and the Indi an state of Kerala are examples of two very different methods to controlling population expansion. In the past twenty years, total fertility dropped by more than half in ChinaRead MoreThe Effects Of Fertility Transition On Women s Growth With Population Programmes1455 Words   |  6 Pageswith population programmes. Fertility Transition is a process whereby a country changes from a high birth rate to lower birth rate and is measured in terms of number of live births per 1000 women. This process usually occurs when a country is developing. Countries which are undergoing fertility transition in recent years have undergone a much more rapid transformation than when the present day developed economies underwent transition a couple hundred years ago. High fertility is often associated withRead MoreThe Need for Family Planning 1641 Words   |  7 PagesPopulation control, as a concept, can be traced back to ancient Greece and Rome when Aristotle claimed that a fluctuating population would cause poverty. 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In the second stage, food availability and public health improves.Read MoreFertility In Population994 Words   |  4 Pagesdistribution of total fertility rate in 2001 has been depicted in Fig.1.b. It va ries from 5.5 in Badaun to 2.6 in Kanpur Nagar with the state average of 4.4 according to 2001 census. These percentage figures have been grouped into three suitable ranges of 4.69. Areas of high total fertility rate (4.69) cover almost whole of the northern region of state in the form of a continuous belt except some southern districts of Chitrakoot, Lalitpur and Sonbhadra. Low fertility rates are mainly foundRead MoreEssay On Chinas One Child Policy1075 Words   |  5 Pagesname is ‘family planning policy’, which purpose is to slow down the rate of population growth and control the size of the total population. This paper using calibrated general-equilibrium models that compared benchmark with a fertility constraint and counterfactual experiment to study the effects of China’s one-child policy. The results indicate that one-child policy mainly effected six fields of China. First, the one-child policy promoted human capital of China and increased per capi ta income. SecondRead MoreHuman Consumption Is Depleting The Earth s Natural Resources And Impairing The Capacity Of Life Supporting Ecosystems1389 Words   |  6 Pagesfibre and fuel. Such consumption, together with world population increasing from 2.6 billion in 1950 to 6.8 billion in 2009, are major contributors to environmental damage.(Human population growth and the demographic transition). Strengthening family-planning services is crucial to slowing population growth, now 85 million annually,(Essential Environment, Human Population,page 118) and limiting population size to 9.2 billion by 2050. Otherwise, birth rates could remain unchanged, and world populationRead MorePopulation Size, Fertility And Mortality, And Age Structures Essay935 Words   |  4 Pagesextraordinary change: Women’s fertility has dropped rapidly and life expectancy has increasing to new level. Fertility and mortality have led to very young populations in high fertility countries in developing world and increasingly older populations in the reach or developed world in past trends. Contemporary societies are now at very different stages of their demographic transitions. Therefore, in my understanding this discussion topic key trend in population size, fertility and mortality, and age structuresRead More Indonesian Demographic Transition Essay1563 Words   |  7 Pagesgovernment in the late 1960s. The Indonesian family planning (FP) program which is held by the National Family Planning Coordinating Board (BKKBN) has implemented the concept of how to form happy and prosperous families as a means to improve family welfare. However, the concept was not separated from the main purpose of the population control program, which basically focuses on the contraceptives’ use in order to reduce the fertility rates, and also increase family resilience for reducing the mortalityRead MoreThe Demographic Transition Of Nepal1540 Words   |  7 Pagesstage three of the Demographic Transition Model (DTM) because both the crude birth rate (CBR) and the crude death rate (CDR) are decreasing. Additionally, another reason for Nepal to be in the third stage of the DTM is due to decrease in the total fertility rate (TFR) and the infant mortality rate (IMR). It was in the pre-transitional or the 1st stage of demographic transition before 1954 having a high birth rate and high death rate and there was a balance in the natural increase rate (NIR). The country

Management Hierarchies Australian Hospitals â€Myassignmenthelp.Com

Question: Discuss About The Management Hierarchies Australian Hospitals? Answer: Introducation Human resource management plays most important role in health and social care as it is well-known fact that employees are the real asset of every company and its effective management leads to favorable results for the business. Further, all the operations carried out by the health care enterprise are most crucial as they have to render various services to the patients as per their needs(Bartram, Stanton, Leggat, Casimir, Fraser, 2007). Therefore, it is necessary to recruit right employees who have proper knowledge and skills for the betterment of the company. Apart from this, large numbers of challenges are faced by companies at the time of recruiting efficient workforce such as finding the skilled workforce, inappropriate recruitment strategies, etc. The present study carried out is based on Baxter International Inc which is an American healthcare company headquartered in Illinois. The company renders the wide range of services where the main focus is on treating diseases such as k idney, immunity disorder, hemophilia, acute medical conditions, etc. The entire report focuses on the challenges faced by Baxter at the time of recruiting new professionals along with other human resource issues. Challenges for recruiting workforce in organization Baxter International Inc carried out all the operations on the wider basis, and this is the main reason due to which company has to hire the workforce that posses right skills and knowledge. Further, it is a well-known fact that all the operations performed in healthcare organization are crucial and they need to be carried out properly(Alfes, Truss, Soane, Rees, Gatenby, 2013). This is the main reason due to which right talent has to be hired within the company. Baxter Inc. has to face a large number of challenges while satisfying its human resource need. The first main issue is finding the right talent as it becomes difficult to identify whether the person is fit for the position. The key requirement of the company is the professional who have high experience in the medical field and can treat different patients. So, at the time of searching for any new professional company focuses on recruiting the individual who have high experience. But sometimes individuals with high experience do not possess right skills, and this generally leads to unfavorable outcomes for the business(Boon, Paauwe, Boselie, Den Hartog, 2009). No doubt, the healthcare sector of Australia is competitive, and this is the main reason due to which every company is in search for the skilled workforce. In the hiring, process company has undertaken various stages such as every candidate who applies in Baxter for any specific position has to undergo examination through which knowledge and skill level is tested. So, this sometimes proves to be beneficial for the business. In case if the right talent is not available in the workplace then patients have to suffer a lot where right treatment is not delivered(Brewster Mayrhofer, 2012) to them. The absence of right talent negatively affects brand image of Baxter where sometimes patients does not prefer to access healthcare services of the company. Therefore, in this way finding right talent as per the bu siness need is the major challenge that influences overall productivity of the company. Another key human resource issue faced by Baxter Inc is labor supply and demand where it has been found that in Australia demand for skilled healthcare professionals is high but on the other hand supply on the basis of that is limited. The imbalance present in between demand and supply is regarded as the main hurdle. Baxter Inc. is in search for skilled employees but due to the presence of inappropriate supply company is unable to render effective services. No doubt large numbers of people are present who are not having the job but the level of skill employee required by the healthcare company is not available(Harris, Cortvriend, Hyde, 2007). In case if the proper supply of the knowledgeable employees is present then in such case the internal operations of the Baxter Inc can be carried out smoothly, and in turn, it acts as the development tool for the business. Baxter Inc. focuses on the treatment of diseases such as kidney, immunity disorder, hemophilia etc so in this case supply o f skilled professional who can treat these types of patients is limited in Australia. Further, at the time of hiring candidates within the workplace organizational image is considered to be most where the image of Baxter Inc. in the entire market is positive and due to this reason a large number of individual approach company at the time when the specific requirement is present(Leggat, Bartram, Stanton, 2011). But on the other hand, considering the high requirement of the business no individual is easily selected by the company. In short, Baxter Inc. strongly focuses on analyzing skill and knowledge level of the candidate who applies for any specific position in the company. In case if any candidate meets the requirement then only individual is given a chance to work otherwise not. Recruitment strategy is also another challenge for the business where Baxter Inc. has to design effective recruitment strategy for hiring the most suitable candidate. Different modes of recruitment are present that are mainly divided into internal and external. Considering the internal mode of recruitment Baxter Inc. satisfies its human resource need internally such as transferring professional from one department to another, hiring with the help of employee referral, etc(Myers Dreachslin, 2007). On the other hand, external sources of recruitment are also present where advertisement, educational institutions, former employees, etc. are the methods that are undertaken by Baxter Inc for hiring professionals. Generally, both the sources are undertaken by the healthcare company while recruiting any candidate, but they have not supported in satisfying its actual need. So, in this case, Baxter Inc has to search for some other alternatives so that skilled professionals can be hired for serving patients with different needs. Many times company has hired new employees with the help of advertisement, but this has to lead to unfavorable results for the firm as such staff members were not at all able to satisfy the business needs regarding serving pat ients(Rodwell Teo, Strategic HRM in for-profit and non-profit organizations in a knowledge-intensive industry: The same issues predict performance for both types of organization. , 2004). In order to understand the concept of recruitment in better manner different models are present, that involves contingency hiring, retained search, exclusive requirements, executive search and recruitment process outsourcing. In contingency hiring whenever any organization comes across any specific requirement then it gives to the consultant at the same time. In this method, there is no assurance given to recruiter regarding their salary(Stanton, Young, Bartram, Leggat, 2010). In retained search method the recruitment consultant works for specific business need, and the payment is given into two parts where the fixed amount is paid by the business for search activity. The exclusive requirement is another effective strategy where the company gives requirement to the recruitment agency and in this strategy recruiter assist the client to close specific position within the specific date(CiteHr, 2015). So, in this way, these are some of the well-known recruitment strategies that are empl oyed by the companies to satisfy their human resource need. Further, it depends on every organization which recruitment mode to select considering the entire cost and benefits associated with the every strategy(Vermeeren, Steijn, Tummers, Lankhaar, Poerstamper, Van Beek, 2014). Sometimes it is possible that company is not able to select appropriate recruitment strategy and the results derived from the same are not at all favorable for the company. Demographic issue is also critical that acts as hurdle at the time when Baxter Inc hires any new employee for any specific position(Townsend, Wilkinson, Bartram, Guest editors' note: Lifting the standards of practice and research?Hospitals and HRM., 2011). For instance, if healthcare company wants to hire the experienced professional of 4 years who lies in the age group of 35 to 45 for treating kidney patients. Then in such case challenge is faced when professionals lying under this age group are not present. Along with this professional of 60 years and above age are present who are about to reach in the retirement age so this acts as the main issue for the firm. Further, diversity is another major issue where at present the employees who are working in Baxter Inc are different form background in the form of culture, religion, preference, etc(Rodwell Teo, The influence of strategic HRM and sector on perceived performance in health services organizations, 2008). Therefore, managing diversified workforce is the main challenge for the healthcare company as their perception varies from each other and sometimes situation of conflict arises within the company such as at the time of taking decision, etc. Moreover, same is the case when new employee has to be hired in the company then the first challenge is to decide what type of professional is needed in terms of background, culture, etc(Townsend Wilkinson, Managing under pressure: HRM in hospitals, 2010). Generally new employee face lot of difficulties in adjusting to the internal environment of the company and sometimes high diversified workforce acts as challenge. Conclusion The entire study carried out has supported in knowing about the key challenges that are faced by Baxter Inc at the time of hiring new employees within the workplace. Further, the areas that act like the issue for the healthcare company involves recruitment strategy, finding the right talent, the demographic issue that involves age, diversified workforce, etc. It has the direct impact on the productivity of the company. No doubt Baxter Inc has to serve different type of patients as per their actual need, and due to this reason there is a need to hire skilled professionals within the workplace. On the basis of the conclusion there are some recommendations to the company and they are as follows: It is recommended to rely more on internal source of recruitment such as promoting the existing employees to higher level as it is reliable as compared with the outside source of recruitment. Through this motivation level of present employees can be enhanced easily For management of diversified workforce they must be encouraged to involve in the business at maximum level The best recruitment strategy is to post requirement on the website of the company and along with this company can take assistance of the large recruitment agencies that can assist in finding right talent In order to analyze the skill and knowledge level of the candidate company can redesign its interview system where different situations can be given to the candidate on which individual has to act. So, this can assist in knowing whether individual can serve different type of patients confidently or not. Further, main focus must on developing the present workforce of the company and their knowledge development can surely assist in serving different type of patients as per their real expectations. Company can take suggestions from its employees in relation with the best way to hire new candidate Approaching professionals who are working in other healthcare organization and offering them higher pay can surely support Baxter Inc to deal with the issue linked with the recruiting talent employees within the workplace. So, in this way, these are some of the suggestions through which Baxter Inc can surely deal with the issues that are faced at the time of recruiting new professionals and experts for serving the different type of patients in the workplace. References Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management , 839-859. Bartram, T., Stanton, P., Leggat, S., Casimir, G., Fraser, B. (2007). Lost in translation: exploring the link between HRM and performance in healthcare. Human Resource Management Journal , 21-41. Boon, C., Paauwe, J., Boselie, P., Den Hartog, D. (2009). nstitutional pressures and HRM: developing institutional fit. Personnel Review , 492-508. Brewster, C., Mayrhofer, W. (2012). Handbook of research on comparative human resource management. United Kingdom: Edward Elgar Publishing. CiteHr. (2015, August 17). Different Types of Recruitment Models. Retrieved September 23, 2017, from CiteHr: https://www.citehr.com/239695-types-recruitment-models.html Harris, C., Cortvriend, P., Hyde, P. (2007). Human resource management and performance in healthcare organisations. Journal of health organization and management , 448-459. Leggat, S. G., Bartram, T., Stanton, P. (2011). High performance work systems: the gap between policy and practice in health care reform. Journal of Health Organization and Management , 281-297. Myers, V. L., Dreachslin, J. L. (2007). Recruitment and retention of a diverse workforce: Challenges and opportunities. Journal of Healthcare Management, , 290. Rodwell, J. J., Teo, S. T. (2004). Strategic HRM in for-profit and non-profit organizations in a knowledge-intensive industry: The same issues predict performance for both types of organization. . Public Management Review , 311-331. Rodwell, J. J., Teo, S. T. (2008). The influence of strategic HRM and sector on perceived performance in health services organizations. The International Journal of Human Resource Management , 1825-1841. Stanton, P., Young, S., Bartram, T., Leggat, S. G. (2010). Singing the same song: translating HRM messages across management hierarchies in Australian hospitals. The International Journal of Human Resource Management , 567-581. Townsend, K., Wilkinson, A. (2010). Managing under pressure: HRM in hospitals. Human Resource Management Journal , 332-338. Townsend, K., Wilkinson, A., Bartram, T. (2011). Guest editors' note: Lifting the standards of practice and research?Hospitals and HRM. Asia Pacific Journal of Human Resources , 131-137. Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health , 35.