Teen Pregnancy Effects On The Family, Parents And Child

Teen pregnancy can have some negative effects on the family, parents and child. But if the proper steps are taken and education is given to the patient, the teen mom is given opportunities to prosper in her new role as a mother. Prenatal classes are especially helpful in assisting the mother in gaining vital knowledge of pregnancy, labour and delivery as well as infant care. Education on kangaroo care can help the mother and baby bond and resources for the young parents to reach out to once they are out of hospital are especially important in the young parent’s ability to succeed. Some teens do not finish their schooling so it looks like they lack the ability to look after themselves as well as a child. Teen moms seem to earn less†¦show more content†¦Teen parenting can also hinder a child’s emotional and social well being. That child may have issues with cognitive, language, social and emotional skills. Studies have also shown that teen parents are more likely to take part in harsher parenting skills such as yelling and spanking. High rates of teen pregnancy also affect a community’s welfare by increasing unemployment and decreasing high school graduation rates (The Urban Child Institute, 2014). Teen pregnancy also affects the family unit. There can be feelings of denial, guilt and anger and depending on religious beliefs there can be a fear of rejection. Many parents of teen parents believe it is a negative reflection on their own parenting skills. Depression can also be an issue for the teen or for the parents. Financial resp onsibilities also may fall on the teen mother’s family which can create resentment (Ezell, T., 2015). Alcohol and poor nutrition during pregnancy can affect the health of both baby and mother. Alcohol can pass from mother to baby during pregnancy and can damage and affect the growth of the baby’s cells and can cause a baby to have physical and mental problems during their life. Alcohol can cause a baby to have facial deformities such as a flat face, small head and narrow eye openings, it can cause growth problems, learning and behavior problems, birth defects as well as trouble bonding and breastfeeding (WebMD,

Father of the Bride Speech with Humor, Sentiment, and...

Father of the Bride Speech with Humor, Sentiment, and Love (Stand up, mobile phone in hand)† Well thank you vicar it is a bit inconvenient at the moment I am just about to start the speeches. I’m afraid theres been a bit of a hiccup in the proceedings; the vicar has just phoned to say that we have to do the registry signing all over again. It appears that the groom’s pen wouldn’t work so he borrowed the vicar’s. He was still having problems so the vicar said. Put your weight on it†(To the bride) I’m afraid that you are now Mrs. 179 lbs. Im only going to speak for a couple of minutes because of my throat. If I go on too long my wife has threatened to cut it. Ive tried to memorize this speech, which isnt easy when you have†¦show more content†¦They take it considerable amount of hard work and organization and it would seen an appropriate point, therefore, for me to ask you all to join me in a toast to my wife, as without her constant hard stork and organizational skills, today would not have been the fine occasion that it is. To my wife. Any excuse for a drink. It is I believe traditional to give an insight into the people whose marriage you have all just witnessed. My daughter has made a beautiful bride, but what sort of person is she?Well for a start she isnt environmentally friendly. She wouldn’t let us buy re-cycled toilet paper because she thought it was. She has of course always brightened up our lives. You never did learn to turn lights off did you. She always complained that she had nothing to wear, but managed to fill six wardrobes and most of the floor with it. Funny that now she has her own house she is really house proud. Anyway she always dressed to kill, and cooked the same way. Only joking, we have had some lovely meals at your house. She is a lovely girl and deserves a good husband. Youre very lucky that shes married you, before she found one. Seriously though, the groom is a great guy and a real man. You come round to my house, turn on the sports channel and settle down, you even raid the fridge for my chocolate. You are also partially deaf which is a great male attribute. By all accounts we are lucky that the groom is here today. I have it on good authority that when heShow MoreRelated A Heartfelt Wedding Speech by the Father of the Groom Essay examples946 Words   |  4 PagesA Heartfelt Wedding Speech by the Father of the Groom There is a small amount of humor at the beginning and toward the end of the speech, but it is the sentiment that makes it special. The speech ends with some advice for the bride and groom, which is touching, and a toast in the form of a poem. The happy couple, reverend celebrant, dear guests. The first wedding speech I ever gave was in 1958 when I married the grooms mother. Oh, I was in love! I remember clearly what a great feelingRead MoreFeminine Mystique12173 Words   |  49 Pagesconfessed to Friedan. Hobbies, gardening, pickling, canning, being very social with my neighbors, joining committees, running PTA teas. I can do it all, and I like it, but it doesn t leave you anything to think about — any feeling of who you are. ... I love the kids and Bob and my home. There s no problem you can even put a name to. But I m desperate. I begin to feel I have no personality. I m a server of food and putter-on of pants and a bed maker, somebody who can be called on when you want somethingRead MoreLogical Reasoning189930 Words   |  760 Pages don’t they? One of the arguments is much stronger than the other. Which one is that? ────CONCEPT CHECK──── Identify the indicator phrases in the following passage: I’ve been in love with you ever since you began going out with my friend Charles. So you shouldnt say no one loves you now that he doesnt love you anymore. ────15 When you are suspicious that an argument is present in a passage, the best strategy for finding it, besides simply asking the arguer whether they are arguing, isRead MoreMarketing Mistakes and Successes175322 Words   |  702 PagesCenter. His father, Michael, taught math at the University of Maryland. Sergey was born in Moscow, but he and his family left the Soviet Union when he was six, fleeing anti-Semitism and seeking greater opportunity for themselves and their children. Larry Page grew up in Michigan, also the son of a professor whose Ph.D was computer science, and who taught at Michigan State University where Larry’s mother also taught computer programming. He followed in the footsteps of his father and brotherRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesconsumer is completely satisfied with his or her product or service purchase, he or she tells six other potential buyers. In contrast, a dissatisfied consumer informs 25 other potential buyers. That is the leverage of quality in shaping consumer sentiment, which is vital in powering the two-thirds of the American economy that is consumer-driven. Therefore, as companies again go back to the business basics, this is a reminder of the most fundamental of those basics: Company managers need to recognize

Existentialism in Albert Camuss Literary Works free essay sample

A discussion of two of Camuss works with the purpose of learning about Camuss view of life. This paper analyzes the short story The Guest and the novel The Outsider (also known as The Stranger) by Albert Camus. It depicts the lead characters of these two works and describes their ways of coping with ethical dilemmas. There is a concern with death and its inevitability in the works of Camus, and The Outsider is one such novel that involves a character faced with an ethical dilemma. The issue of moral responsibility is a difficult one in the universe of the Absurd, since there is no God, no caring or concerned universe, and ultimately no meaning beyond death. For Camus, though, there is a responsibility placed on every individual for making this world more livable, and this is the moral responsibility that man should respond to in life. Camuss characters do not always follow this precept, however, for the absurdity of life overwhelms their moral sense. We will write a custom essay sample on Existentialism in Albert Camuss Literary Works or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

The Competitive Advantage in the Hospitality Industry

Introduction Due to globalization which is characterized with advanced technology that has enhanced communication, organization has been experiencing a situation where at one time or another, the workforces they have are from different cultural backgrounds. For this reason, it is no doubt that the issue of cultural diversity is a reality and organization has to brace themselves to handle it or else they will be in trouble.Advertising We will write a custom essay sample on The Competitive Advantage in the Hospitality Industry specifically for you for only $16.05 $11/page Learn More It would be rational to first define cultural diversity; it refers to the cultural differences between individuals. These differences may take the following forms; language, dress, traditions, morality, religion, social organization, social interaction the manner of communication among others (Cornelius, 2002). It is generally accepted that a diverse workforce makes it possible to foster flexibility as well as rapid response to change, it also enhances the ability of an organization to concur international markets, encourages creativity and innovation and it support the notion that accommodating others is a social as well as a moral duty. However, the concept is associated with a number of problems such as increasing complexity and issues when it comes to developing overall procedures, there is a problem when there is need to come to a single agreement, it increases ambiguity, complexity and confusion, bring difficulties in communication and it calls for policies, procedures and policies to be very specific (Reynolds Valentine, 2004). It is no doubt that hospitality industry in the United States generates billions of revenue as well as providing millions of job opportunities both directly and indirectly. Records show that the industry is third behind automotive and food service respectively (Becker Huselid, 2001). The revenue generated by full service h otels of which are the largest section of lodging industry is about $80 billion annually. In terms of employment, the hotel industry in the U.S has provided job opportunities to about 1.3 million people. Out of the total, a half works in full service hotels. A closer examination of the workforce will definitely leave one with the impression that indeed it is diverse in terms of age, cultural background, sex, gender among others. It is worth noting that hotels located in the city centers offer employment to the urban populace. Approximately, the industry provides 8.0% employment opportunity nationally. The paper will thus look into the best strategies to be used by hospitality industry to ensure that it gain competitive advantage.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Similarly, issues relating to importance of cultural diversity, disadvantages of managing cultural diversity are su ccinctly brought to light. Importance of managing cultural diversity One benefit that will be brought about by managing cultural diversity is that policies that are in line with the government laws, guidelines as well as procedures will be generated. This will ensure that the issue with regards to discrimination is fully addressed. Having in mind that a diverse workforce in itself is advantageous for instance, there will be various and indeed suitable alternatives to solve problem and more so transfer on knowledge. Andall, 2003 suggested that when workers are treated equally, there is no doubt that there will be no resentments and for that matter the entire workforce will work in unity hence being productive. On the same line of reasoning, cultural diversity enhances corporate image particularly where recruitment and treatment of employees is sensitive to the differences in their cultures. This can be exemplified by the fact that if an organization focuses on recruiting employees es pecially from the minority group and from diverse culture, then this kind of message will definitely attract more young individuals to feel passionate about hospitality industry. On the same note when an organization is sensitive to cultural differences, the local community as well as the general society will feel accommodated and will thus support all endeavors of the organization since they feel part and parcel of the organization (Reynolds Valentine, 2004). More importantly cultural diversity brings with it valuable innovation to an organization. An organization having workers from different cultural settings as well as experience will bring into the industry more improved innovation by offering new skills and ideas when it comes to dealing with emerging issues. Lastly, managing cultural diversity makes an organization gain or increases its competitiveness.Advertising We will write a custom essay sample on The Competitive Advantage in the Hospitality Industry specifically f or you for only $16.05 $11/page Learn More Having in mind that an organization’s future is dictated on how motivated and satisfied workers are, there is no doubt that proper management of a diverse workforce contributes. The issues that will be realized when managing cultural diversity include; motivated employees, lower rates of employees’ turnover as well as attracting more consumers and more skilled and knowledgeable workforce. A diverse workforce also ensures that the diverse customers’ needs are successfully met (Marx, 1999). Disadvantages of managing cultural diversity Although majority of scholars are of the view that managing cultural diversity brings a lot of advantages to the organization, there are situations where drawbacks of doing the same usually emerge. For instance, when an organization tends to focus on managing cultural diversity, majority of employees especially those who share a common cultural background will feel t hat they are being pulled down to match with their counterparts who are from a different cultural background. This means that a section of the workforce may tend to hold the view that they are being sidelined. If such an issue is not addressed an earlier stage, then there are chances that there will be tension between those affected hence jeopardizing the intention of the activity of managing cultural diversity (Brotherton, 2003). It is also no doubt that the whole concept is very expensive in terms of resources such as money and time. It is worth noting that where there are programs implemented to help workers appreciate the fact that cultural diversity is important, a lot of money is usually being used to bring in consultants, fund the entire project among other things (Kirton Greene, 2000). On the same note, there are higher chances that most of the time will be take to teach and train workers on how to respect the cultural differences between them. This time could have been oth erwise used to enhance productivity of the firm. However, there are those who have argued that although time is lost during managing cultural diversity, if it is successfully done then it is possible that time lost can be recovered (Healey, 2008).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Managing cultural diversity to foster competitive advantage Competitive advantage is thought of as a strategic advantage an organization or a firm usually has over its competitors in a competitive environment of doing business. The ability of managing cultural diversity successfully has been shown to help organization attain a sustainable competitive advantage. In this section, am going to narrow down on four main strategies that can be used to manage cultural diversity, they include; managing culture shock, managing recruitment, developing a program that will train employees on diversity issues and adopting an employee relationship management system (Deresky, 2002). Managing culture shock Culture shock is the anxiety that is experienced by individuals when they find themselves in a completely new environment. Ideally, it entails a feeling of not knowing what to do, how to do certain things, as well as what is and what is not appropriate. It also includes physical and psychological discomfort. This issue is characterized by certain characteristics such as sadness, loss of identity, inability to solve common and simple problems, inability to feel confident among others. All these attributes contribute to one not to be productive in his or her place of work (Wetherell, 2008). There is thus need to manage culture shock. This can be accomplished from two levels; individual and organization. At the individual level the affected person opt to keep an open mind and understand being different is not better or worse. Additionally, keeping one’s sense of humor by smiling and laughing helps one to deal with embracing situations, fears, shame, despair among other reactions linked to culture shock. Eating healthy and balance diet and getting enough rest will help. The ability to relax and meditate, and including a regular physical activity in most cases will help an individual fight sadness and loneliness and deal with stress (Warner Joynt, 2002). From the organiza tion level, if a firm creates an environment where employees will be reminded of their strength through activities in which individuals will utilize their unique skills, talent and knowledge. Organizational also need to provide employees with all the resources the later need to fight culture shock, for instance a gym room, human resource personnel to help those suffering from culture shock among others. On the same note, where organization has an environment where employees are free to democratically air their views and the same are seriously considered, then new workers from a different cultural background will feel confident. If all this are accomplished (managing culture shock) then all employees will be at par and respect each other. The ultimate result is satisfied workers, who are motivated, respect one another all these contributing to successful attaining of organization preset goals and objectives (Warner Joynt, 2002). Training program for managing cultural diversity Havin g in place a training program to manage culturally different employees will help in attaining competitive advantage. Training program such as cross-cultural training will help managers to learn about different cultures thus ensuring that they develop skills and better ways to manage cultural diversity issues hence help in reducing the potential costs associated by differences in culture (Wetherell, 2008). Additionally, there is need to merge this training program with cross-cultural training which will help the target audience to understand what they expect when dealing with colleagues from a different culture. Ideally the training program will help workers appreciate their diversity, respect one another as well as gain more understanding of other’s beliefs and traditions (Holden, 2002). On the same note, the program usually emphasizes on communication where positive impacts will be generated both the minority as well as majority within an organization. It no doubt that if th e program is well developed, implemented and continuously improved, enforced and carefully design, then all those issues that arise as results of difference in culture will be handled successfully. This will translate to a more productive team of employees fully dedicated to meet the organization goals and objectives (Holbeche, 1999). Managing recruitment It has been argued that the human workforce is the most important assets an organization could have to attain its goals and objective. For that reason, having in mind that globalization has made the world to turn into a global village, there is need to manage how new workers are recruited into an organization (Lewis, 1999). When there is an open position, care should be taken so that during advertisement, the same is fully made available to both internal and external individuals who would be interested in the position. Additionally, it should be made known that the firm is not di9scriminative and the minority groups are encouraged to apply for the position. When recruitment is managed properly; the organization will have at its disposal a diverse workforce with exceptional skill, talent and knowledge. Taking the new recruit through training aimed at familiarizing them with all the activities within the firm will greatly help in aligning the skills and talent of these new recruits with those of existing employees (Schneider Barsoux, 2003). Adopting an employee relationship management system Having realized that a workforce that is diverse in terms of culture brings both advantages and disadvantages, there is need for managers to successfully manage a multicultural workforce. Managers opt to appreciate that minority and majority do not share certain experiences all the times (Schneider Barsoux, 2003). Under this system, creation of a program that will enhance awareness of cultural diversity, enhance positive attitude with regards to a diverse workforce, encouraging a flexible communication method as well as e ncouraging workers to freely air their opinions without victimization. Additionally efforts such as teaching other languages and cultures to local employees, having an event periodically where certain religious as well as traditional holidays of specific groups will aid in curbing problems that might arise due to cultural differences (Anca Vazquez, 2007). More importantly inclusion of family members of minority workforce to such events will add value. To accomplish this, managers need to first create and build a one on one relationship with workers so that they can know different personalities and backgrounds of their employees. Lastly increasing communication between workers, the management and among employees will be a plus in managing a diverse workforce in term of cultural background (Jeannet, 2000). Conclusion and recommendations From the review of the concept of managing cultural diversity in the hospitably industry, it is evident that it can bring advantages to the industry. Among the advantages include; building the image of the organization, increase competitiveness, brings in innovation and creativity when solving problem, encourage knowledge sharing among others. However, there are some drawbacks associated to managing cultural diversity; for instance creating tension between minority and majority and consumption of resources that could otherwise be used elsewhere. To gain competitive advantage, the following strategies can be used, managing recruitment, adopting an employee relationship management system, training program for managing cultural diversity and managing culture shock. Among the recommendation I put forth include the following; Hospitality industry is not an exception when it comes to cultural diversity and for this reason, there is need to be sensitive on this issue Adopting a training program is called for Hospitality industry needs to have in place an employee relation management system References Anca, D. Vazquez, A. 2007. Manag ing Diversity in the Global Organization, New York: Palgrave: Macmillan. Andall, J. 2003. Gender and Ethnicity in Contemporary Europe, Oxford: Berg. Becker, B. Huselid, M., 2001. The HR Scorecard: Linking People, Strategy and Performance, Harvard Business School Press; Harvard. Brotherton, B. 2003. International Hospitality Industry, Oxford: Butterworth Heinemann Cornelius, N. 2002. Building Workplace Equality. Ethics, Diversity and Inclusion, London: Thomson. Deresky, H. 2002. International Management: Managing across Borders and Cultures, London: Prentice Hall Healey, F. 2008. Race, Ethnicity, Gender and Class: The Sociology of Group Conflict and Change, New York: Sage Publications. Holbeche, L. 1999. Aligning Human Resources and Business Strategy, Oxford: Butterworth Heinemann. Holden, N. 2002. Cross-Cultural Management. A Knowledge Management Perspective, London: Prentice Hall Jeannet, J. 2000. Managing with a Global Mindset, London: Prentice Hall. Kirton, G. Greene, A. 2000. The Dynamics of Managing Diversity, Oxford: Butterworth Heinemann. Lewis, R. 1999. When Cultures Collide: Managing Successfully Across Cultures, London, UK: Nicholas Brealey Publishing. Marx, E. 1999. Breaking Through Culture Shock, London, UK: Nicholas Brealey Publishing. Reynolds, S. Valentine, D. 2004. Guide to Cross-Cultural Communication, New Jersey: Prentice Hall. Schneider; S. Barsoux, J. 2003. Managing Across Cultures, London: Prentice Hall Warner, M. Joynt, P. 2002. Managing Across Cultures: Issues and Perspectives, London: Thomson Learning Wetherell, M. 2008. Identity, Ethnicity, Diversity and Community Cohesion, New York: Sage Publications This essay on The Competitive Advantage in the Hospitality Industry was written and submitted by user Demetrius Huff to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.