Prevalence of ESBL in Surgical Wound Infections and Burns

Prevalence of ESBL in Surgical Wound Infections and Burns PREVELANCE OF EXTENDED SPECTRUM BETA LACTAMASES PRODUCERS AMONG SURGICAL WOUND INFECTIONS AND BURNS PATIENTS AT DR. SHANKARRAO CHAVAN GOVERNMENT MEDICAL COLLEGE, NANDED. *Vivek M Gujar1, Sharmila S Raut2, Sanjaykumar R More3 1. Assistant Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. 2. Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. 3. Associate Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. ABSTRACT Purpose:- The purpose of this study was to know the prevalence of Extended Spectrum beta lactamases (ESBL) among surgical wound infection and burn patients. Methods:- A total of 100 patients admitted to the surgical wards with post operative wound infections and burns from January 2014 to May 2014 were studied. A total of 137 isolates were obtained from these patients. Of these, 87 organisms (63.5% of the total isolates) were found to be Extended Spectrum beta lactamases (ESBL) producers. The commonest were Escherichia coli and Klebsiella pneumonia . They were studied for ESBL production by screening test, CLSI disc diffusion method phenotypic confirmation by disc potentiation test. Result:- Out of 100 strains, 87 (63.5%) were confirmed as ESBL producers. Among the ESBL producer all the isolates were sensitive to Imipenem. Resistance against Ampicillin (10ug) is 100%, Gentamicin (10ug) is 80.46%, Ciprofloxacin (5ug) is 74.72%, Tetracycline(30ug) is 63.22% and Amikacin (30ug) is 16.1 0.% Conclusion:- Our study shows presence of ESBL producer among surgical wound infections and burn patients and their prevalence is 63.5%. The routine antimicrobial sensitivity test may fail to detect ESBL. Detection of ESBL production should be carried out as a routine in diagnostic laboratories by disc potentiation test as it is a simple and cost effective test. Antibiotics resistance is significantly more prevalent in ESBL positive isolates as compared to ESBL negative. Key words:- Extended Spectrum Beta Lactamases, ESBL, INTRODUCTION The beta lactam antibiotics are amongst the most widely prescribed antibiotics and are an important component of empirical therapy in intensive care unit and high risk ward.1,2,3 Resistance to beta lactam antibiotics is an increasing problem worldwide.4 Increase in the prevalence of penicillin resistance in Streptococcus pneumoniae, Methicillin resistance in Staphylococcus aureus, Vancomycin resistance in Enterococci, Extended spectrum beta lactamases (ESBL) production in Enteric Gram negative bacilli and Fluroquinolone resistance in Neisseria gonorrhoea are just a few examples of the rising problem of resistance documented by both national and international surveillance system in the past few years.5 The ESBL are plasmid mediated enzymes that hydrolyze the oxyimino beta lactam (3rd generation cephalosporine) and monobactam (aztreonam), but have no effect on cephamycins (cefoxitin and cefotatan). It is situated in periplasmic space.6 Although TEM type beta lactamases are most often found in Escherichia coli and Klebsiella pneumoniae, they are also found in Enterobacter spp., Salmonella spp., Morganella morganii, Proteus mirabilis, Serratia marcescens, Pseudomanas aeruginosa, Shigella dysenteriae, Capnocytophaga ochracea and Citrobacter 7,8,9,10. However, the frequency of ESBL production in these organisms is low.11 Over 150 different ESBLs have been described as of today.12 ESBL pose a major problem for clinical therapeutic. It is necessary to identify the prevalence of these strain in hospitals and to characterise their epidemiology, control spread of these strains and to determine suitable preventive measures and treatment policies. MATERIALS AND METHODS A present study was conducted at Dr. Shankarrao Chavan Government Medical College, Nanded between January 2014 – May 2014. A total number of 100 post operative wound infections and burns patients wound swabs were processed during the study. A total of 137 isolates were obtained from these patients. COLLECTION AND IDENTIFICATION OF THE ISOLATES Using aseptic precautions, wound swabs were collected from the patients using sterile tipped swabs. The organism(s) isolated were identified based on colony morphology on blood agar, MacConkey agar and by standard biochemical tests.13,14 Strains:- Escherichia coli ATCC 25922( ESBL negative) and Klebsiella pneumoniae ATCC 700603 (ESBL positive)were used as control organism throughout the study. Antimicrobial Susceptibility testing:- The antibiotic sensitivity test was performed by Kirby Bauer disc diffusion technique with commercial available discs (HiMedia, Mumbai, India) on Muller Hinton agar plates. The discs used were Ampicillin (10ug), Amikacin (30ug), Gentamicin (10ug), Ciprofloxacin (5ug), Imipenem (10ug) and Tetracycline (30ug). The diameter of the zone of inhibition of each antibiotic was measured and interpreted as sensitive, intermediate sensitive or resistance according to CLSI criteria.15 Detection of ESBL15:- In the present study 137 isolates were tested for ESBL production by the following methods- SCREENING TESTS15:- CLSI disc diffusion method PHENOTYPIC CONFIRMATION TEST15:- Disc potentiation test CLSI ESBL Screening test:- 15 According to NCCLS 2002 for screening test to be positive or to consider an organism as probable ESBL producer the zone diameter should be- Antibiotic Zone diameter In mm or less Ceftazidime(30ug) 22 Cefotaxime (30ug) 27 Ceftriaxone (30ug) 25 Cefpodoxime(10ug) 17 Aztreonam (30ug) 27 The use of more than one antimicrobial agent suggested for screening will improve the sensitivity of ESBL detection15. Ideally the most sensitive ESBL screening agent is Cefpodoxime for Escherichia coli and Klebsiella pneumoniae.9 In the present study, ceftazidime (30ug), cefotaxime (30ug), ceftriaxone(30ug), cefpodoxime (10ug) and aztreonam (30ug) were used. These were stored in refrigerator. Before use they were taken out of refrigerator and brought to room temperature. Then they were applied on Muller Hinton agar for Antibiotic sensitivity testing. DISC POTENTIATION METHOD 15 As per CLSI guidelines disc potentiation method was used as phenotypic confirmatory test. For confirmation of ESBL production ceftazidime (30ug), ceftazidime + clavulanic acid combination disc (30/10ug) manufactured by HiMedia and cefotaxime (30ug) + cefotaxime clavulanic acid (30/10ug) prepared in laboratory were used. PREPARATION OF CLAVULANIC ACID STOCK SOLUTION For preparation of clavulanic acid stock solution Augmentin powder (gsk company) was used- 1.2gm vial of (Augmentin) contains 200mg clavulanic acid 1200 mg contains 200mg clavulanic acid Therefore, 6 mg Augmentin contains 1 mg clavulanic acid. 6 mg Augmentin is dissolved in 1 ml sterile distilled water to make a solution i.e 1ml solution contain 1 mg clavulanic acid. i.e 1000ul solution contains 1000ug clavulanic acid. PREPARATION OF CEFOTAXIME-CLAVULANIC ACID DISC15,16 Cefotaxime (30ug) discs were kept separately in a sterile petridish. 10ul of stock solution of clavulanic acid was added to each disc with a micropipette. 30 minutes were allowed for clavulanic acid to absorb and also for the disc to dry. The discs were used immediately after preparation. STORAGE OF CEFTAZIDIME+CLAVULANIC ACID DISC Clavulanic acid being labile, discs were placed in separate screw capped glass vials and stored at -200C. When antibiotics discs were required for test, they were removed from the freezer and allowed to come to room temperature before application. 17 APPLICATION OF DISCS:- After preparing the inoculum, Muller Hinton agar plates were inoculated. With the help of sterile forcep antibiotic discs containing ceftazidime and ceftazidime+clavulanic acid and cefotaxime and cefotaxime+clavulanic acid were placed on inoculated Muller Hinton agar plate at a distance of 24 mm from center to center. Plates were inverted and incubated at 370C for 16-18 hours. INTERPRETATION More than or equal to 5mm increase in a zone diameter for ceftazidime and cefotaxime tested in combination with clavulanic acid versus its zone when tested alone indicate ESBL production. ESBL POSITIVE:- If an isolate is confirmed as ESBL producer, the isolate reported as resistant to all Penicillin, Cephalosporins and Monobactam (Aztreonam). ESBL NEGATIVE:- If an isolate is not confirmed as ESBL producer, the sensitivity of the isolate was reported as per sensitivity test report. RESULT The total number of patients screened were 100 of which 64 were males and 36 females (M : F = 1.78:1). The average age was 44.72 years (Range 12-80 years). The types of wounds were post operative wounds (65.7%) and burns (34.3%). Duration of hospital stay ranged from 15 days to 3 months. Out of 137 strains, 87 (63.50%) were confirmed as ESBL producers (Table 1). Susceptibility pattern of the ESBL producers were studied. All the isolates were sensitive to Imipenem. Resistance against Ampicillin (10ug) is 100%, Gentamicin (10ug) is 80.46%, Ciprofloxacin (5ug) is 74.72%, Tetracycline(30ug) is 63.22% and Amikacin (30ug) is 16.10.% (Table 3). TABLE 1 Distribution of ESBL strains among the different organisms isolated Sr. no Organism No. of organisms Isolated No. of ESBL strains % ESBL strains 1 Escherichia coli 71 45 63.38% 2 Klebsiella pneumonia 57 36 63.15% 3 Enterobacter spp. 07 04 57.14% 4 Morganella morganii 01 01 100% 5 Providentia rettgeri 01 01 100% TOTAL 137 87 63.50% Table 2 Distribution of ESBL strains based on clinical diagnosis Sr. no Clinical diagnosis No. of organisms Isolated No. of ESBL strains % ESBL strains 1 Post operative wounds Infections 90 55 61.11% 2 Burns 47 32 68.08% Table 3 Antimicrobial susceptibility pattern of ESBL positive strains Sr. no Organism Susceptibility Category A Ak G Cf T I 1 Escherichia coli (45) S 00 37 07 10 18 45 IS 00 05 02 01 02 00 R 45 03 36 34 25 00 2 Klebsiella pneumonia (36) S 00 30 05 07 10 36 IS 00 02 02 02 01 00 R 36 04 29 27 25 00 3 Other. (06) S 04 06 05 05 04 06 IS 00 00 00 01 01 00 R 02 00 01 00 01 00 A=Ampicillin, Ak = Amikacin, Cf = Ciprofloxacin, G = Gentamicin, T = Tetracycline, I = Imepenem, R= Resistance, S = sensitive, IS = Intermediate sensitive DISCUSSION The prevalence of ESBL among clinical isolates very greatly worldwide, indifferent geographic areas and are rapidly changing overtime.18 In, 1983, Knothe et.al describe for the first time transferable resistance to the broad spectrum cephalosporins in clinical isolates of Klebsiella pneumoniae.19 The routine susceptibility test done by clinical laboratories fail to detect ESBL positive strains. The incidence of ESBL producing organisms in various studies has varied from 0-84%. In our study prevalence of ESBL producing strains is found to be 63.5%. All ESBL producers were sensitive to Imipenem. The result is in accordance with observation reported by other investigators.3,12,18,20 The new inhibitor based confirmatory test approach has been recommended by the CLSI for detection of ESBL. In the present study we found disc potentiation method to be reproducible, sensitive, easy and cost effective for use in a busy diagnostic laboratory.3,11 The use of both cefotaxime and ceftazidime with and without clavulanic acid increases the sensitivity of detection of ESBL compared to the use of only one of them. Inclusion of Cefpodoxime has been reported to further increase the sensitivity of this tests. 3,11 Among the Enterobacteriaceae, ESBL are most prevalent in Escherichia coli and Klebsiella spp. isolates. CONCLUSION The prevalence of ESBL producing strains is 63.5%. Multidrug resistance was found to be significantly higher in ESBL positive isolates as compared to ESBL negative. All the ESBL producers are sensitive to Imipenem. If an isolate is confirmed as ESBL producer, the isolate reported as resistant to all Penicillin, Cephalosporins and Monobactam (Aztreonam). Detection and reporting of beta lactamases producer is responsibility of every clinical Microbiologist. To prevent the spread of ESBLs producing organisms, infection control precautions like barrier nursing, cohorting of patients and nurses, attention to hand washing are essential. REFRENCES Chambers H F, Neu H C, Other beta lactam antibiotics In:Mandell G L, Bennetts J E, Daolin R, editors. Principles and Practice of infectious diseases 4th ed. Vol.I, New york: Churchill Livingstone;1995p.264-72. Fatima H M,, Chanawong A, Kevin G K, Birkenhead D and Hawkey P M. Detection of extended spectrum beta lactamases in members of the family Enterobacteriaceae: comparision of the MAST DD test, the double disc and Etest ESBL. J antimicrob Chemother (2000) 45: 881-885. Mathur P, Kapil A, Das B and Dhawan B. Prevalence of extended spectrum beta lactamases producing Gram negative bacteria in a tertiary care hospital. Indian J Med Res (2000) 115: 153-157. Samaha-Kfoury J N and Georges F A. Recent development in beta lactamases and extended spectrum beta lactamases. British Med J (2003) 327: 1209-1213. Tenover F C, Mohammed M J, Stelling J, O’brien T and Williams R. Ability of Laboratories To Detect Emerging Antimicrobial Resistance: Proficiency Testing and Quality Control Results from the World Health Organisation’s External Quality Assurance System for Antimicrobial Susceptibility Testing. J Clin Microbiol (2001) 39(1):241-250. Louis Rice, MD. Evolution and Clinical Importance of Extended Spectrum beta Lactamases. CHEST (2001) 119: 391S-396S. Decre D, Guchot B, Lucet C, Guillaume A, Bergogne B and Regnier B. Clinical and Bacteriologic Epidemiology of Extended Spectrum beta Lactamases Producing Strains of Klebsiella pneumoniae in a Medical Intensive Care Unit. Clin Infect Dis (1998) 27: 834-844. Thomas K S. Controversies about Extended Spectrum and AmpC beta Lactamases CDC (2001) 7(2): 1-9. Rodrigues C, Joshi P, Jani S H, Alphonse M, Radhakrishanan Ramd Mehta A, DETECTION OF BETA LACTAMASES IN NOSOCOMIAL GRAM NEGATIVE CLINICAL ISOLATES. Indian J Med Microbiol (2004) 22(4): 247-250. Tankhiwale S S, Jalgaonkar S V, Sarfraz Ahmed and Hassani U. Evaluation of extended spectrum beta lactamases in urinary isolates. Indian J Med Res (2004) 120: 553-556. Chaudhary U and Aggarwal R. EXTENDED SPECTRUM BETA LACTAMASES (ESBL) – AN EMERGING THREAT TO CLINICAL THERAPEUTICS. Indian J Med Microbiol (2004) 22(2): 75-80. Menon T, Bindu D, Kumar CPG, Nalini S and Thirunarayan M A. COMPARISON OF DOUBLE DISC AND THREE DIMENSIONAL METHODS TO SCREENING FOR ESBL PRODUCERS IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2006) 24: 117-120. Betty A Forbes, Daniel F Sahm, Alice S Weissfeld. Laboratory cultivation and isolation of bacteria. In: K.Fabiano, Sarahly L, Ellen Wurm, editors. Bailey and Scott’s Diagnostic Microbiology, 11th ed. Mosby Elesvier; (2002): 133-147. Koneman E W, Allen S D, Janda M W, Schreckenberger P C and Wine W C. The Enterobacteriaceae. In: Andrew A, Collins H and Deitch S editors. COLOUR ATLAS AND TEXTBOOK OF DIAGNOSTIC MICROBIOLOGY, 5th ed. Philadelphia: J b Lipincott Co. 1991: 105-184. National Committee for Clinical Laboratory Standards (NCCLS). Performance Standards for Antimicrobial Susceptibility Testing. Twelth Information Supplement 2002. M100-S12. Vol.20 No.1 2 Villanova Pa. Steward C D, Rasheed J K, Hubert S K, Biddble J W, Raney P M, Anderson G J, Williams P P, Brittain K L, Oliver A, McGowan J E and Tenover F C. Characterization of clinical isolates of Klebsiella pneumoniae from 19 laboratories using the National Committee for Clinical Laboratory Standard Extended spectrum beta Lactamases Detection methods. J Clin Microbiol (2001) 39(8): 2864-2872. Watt C, Louie M, simor A E. Evaluation of Stability of Cefotaxime(30ug) and Ceftazidime(30ug) discs impregnated with clavulanic acid(10ug) for detection of Extended spectrum beta Lactamases. J Clin Microbiol (2000) 38(7): 2796-2797. Babypadmini S and Appalaraju B. EXTENDED SPECTRUM BETA LACTAMASES IN URINARY ISOLATES OF ESCHERICHIA COLI AND KLEBSIELLA PNEUMONIAE – PREVALENCE AND SUSCEPTIBILITY PATTERN IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2004) 22(3): 172-174. Liu P Y, Jai-Chain T, Se-Chin Ke and Chen S L. Molecular Epidemiology of Extended Spectrum beta Lactamases producing Klebsiella pneumoniae Isolates in District Hospital in Taiwan. J Clin Microbiol (1998) 36(9): 2759-2762. Shukla I, Tiwari R and Agarwal M. PREVALENCE OF EXTENDED SPECTRUM BETA LACTAMASE PRODUCING KLEBSIELLA PNEUMONIAE IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2004) 22(2): 87-91.

Saudi Stock Market

According historical notes, the first stock market company in Saudi Arabia was established in the 3rd decade of the 20th century. Nevertheless, stock trading was initiated only by the end of the 90s/ as a result, a significant increase in the number of stock exchanges was observed. In 1984 stock companies were allowed to regulate stock trading themselves through local banks and to forge panel for supervising market. In the beginning, the stock market was regulated by the Minister of Finance and the governor of Saudi Monetary Agency. Saudi Stock Exchange) Actually, the Saudi stock market has significantly developed over the last decade and nowadays Saudi Stock Exchange (Tadawul) is the largest in the Arab world. The capitalization of the stock exchange is amounted at $58 billion. Consequently, the increase in a number of joint stock companies trading shares is observed as well. So, the current position of the stock market is strengthening. About 70 firms and companies are listed on th e stock Market. Today, the Saudi Arabian Monetary Agency regulates the operation and trade of the stock market. Moreover, foreign investors are allowed to participate in the Saudi stock market through establishing mutual funds. (Saudi Stock Market) According official statistics, in 1997 the number of shares traded was amounted at 312. 4 million, and, thus, was valued at $16. 6 billion. In 1998 the total value of traded shares decreased because of significant fluctuations in the international stock markets and financial markets. It was amounted only at 144. 3 million and valued at ?13. 6 billion. (Saudi Stock Market) To understand better the current position of Saudi stock market it is necessary to provide its financial summary: †¢ Value traded – 12,117,480,717. 00 †¢ Traded volume – 288,915,237 †¢ Trades – 242,096 †¢ Symbols traded – 109 †¢ Symbols up – 31 †¢ Symbols down – 69 (Saudi Stock Exchange) Speaking about the companies listed on the stock market it is necessary to outline the first ten companies: 1. Saudi Kayan – 73,544,362 2. Dar Al Arkan – 30,334,318 . Jabal Omar – 28,865,643 4. Kingdom – 10,472,520 5. Shipping – 10,007,032 6. Saudi Electricity – 9,918,619 7. Al Raiji – 9, 834, 346 8. SABIC – 7, 768,456 9. SPM – 6,593,6748 10. RIBL – 5,379,256 (Saudi Stock Exchange) Saudi stock market provides a wide range of activities and service such as, for example, ope ning accounts and depository at both the banks. Next, stock market offers support for full range of depository functions. For example, it is easy to pledge shares which are help in the depository. When a bank reaches particular agreement with foreign or domestic investor, the details are automatically forwarded to the depository. The availability of shares is automatically validated by the tock market. Finally, Saudi stock market supports corporate actions. It means that instead of waiting for cheques it is possible to be paid directly into bank account. Summing, up Saudi stock market doesn’t take leading positions in the world yet, but it is swiftly developing. (Saudi Stock Exchange)

Business Organization - Free Essay Example

Sample details Pages: 2 Words: 608 Downloads: 1 Date added: 2018/12/14 Category Business Essay Type Research paper Level High school Tags: Development Essay Did you like this example? There is a rapid growth in the global business organizational concept with a need for change in business philosophy. Modern business managers strive to make business management more effective and efficient. I have always been fascinated by the new business ideas and the new technological innovation geared towards incorporating information technology in business management. Don’t waste time! Our writers will create an original "Business Organization" essay for you Create order More importantly, I love creativity and have been inspired by the notion of running a business and the risks involved. It is, therefore, my wish to pursue an undergraduate degree in business and management at the university. I have chosen a business related field because I have been interested in business. In addition, I have always been ambitious and looking for a university with a view of gaining credentials with which I can begin a successful career. It is important to note that I am an African of Ghanaian origin. I successfully completed a pre-university course at Kings College in London which has given me a better insight into the business world. During this course, I developed a kin interest in business and management. It has strengthened my strong belief into pursuing this course to a greater depth. While at the college, I was assigned the responsibility to manage and coordinate class activities. The challenges I faced helped me to develop a broader perspective on business and management. Furthermore, as far as education is concerned, I have studied in depth subjects related to this field. I have higher grades in mathematics and languages. Through hard work and dedication, I have developed an interest in mathematics, and I look forward to studying it even at a higher level. I also had excellent performance in business studies. My passion for the subject increased when I chose business studies as part of my area of interest in addition to the general subjects. Having gone through the basic requirement for admission in this course, I am convinced that I possess the right qualifications. I have the right grades. Moreover, I have also made tentative achievement in the field of business. Besides, in partnership with my family, I have always been involved in the day to day activities of running our family business during summer holidays. More important is the experience I gained during my internship at Royal Commodities. This rare opportunity enhanced my negation skills. These experiences have contributed significantly to my managerial skills. Furthermore, I attended the World Cocoa conference in Washington DC. The conference was a unique program in terms of skills, abilities, development, and opportunities that it offered. These involvements have enabled me to gain necessary experience in building teamwork. While in school, I actively participated in two extra curriculum activities Basketball and athletics. These two sports have enabled me to develop certain qualities such as perseverance and the need to push further as a team. Also, I have gained an idea of what hard competition is. I have realized that in order to win, one has to prioritize effectively. I have developed exceptional abilities as well. For instance, I have the ability to work independently, good at good time management skills, problem-solving and communication skills, listening or organizational skills and outstanding leadership abilities. I have extensive plans to be committed to this course and achieve my degree. I also have long-term plans for developing an outstanding professional career that involves around building a renowned business enterprise, to be a strategic level manager and also provide business solutions. I would, therefore, wish to file this personal statement at your esteemed university with the hopes of advancing my training in the field of business and management and to develop myself into a leading business entrepreneur.

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The Crucible By John Proctor - 895 Words

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Abigail begins accusing societal outcasts as witches and gradually works her way up the social ladder until she is able to accuse an upstanding citizen like Elizabeth Proctor of being a witch and having people believe the accusation. She accused Elizabeth of being a witch so that Elizabeth would be hanged. Then, AbigailRead MoreJohn Proctor In The Crucible Essay783 Words   |  4 PagesIn â€Å"The Crucible,† a play by Arthur Miller about the Salem Witch Trials, we are shown the roles and fates of various characters, one of which is the farmer John Proctor. Throughout the play, John Proctor is shown to be an honest albeit hotheaded and stubborn man as he crusades to disprove the claims of witchcraft against his wife and other townsfolk. John Proctor best shows his honesty within â€Å"The Crucible† when he repeatedly admits to both his wife, Elizabeth Proctor, and the court about his relationsRead MoreExamples Of John Proctor In The Crucible712 Words   |  3 Pages The Crucible John Proctor shows himself to be a very powerful and charismatic person right. From the time he first appears in Arthur Miller’s play The Crucible, he is presented as an intelligent, sharp-tongued man with a strong independent mind. These traits would seem to make him a good person to question the motives of those who cry witchcraft. However, his guilt over his affair with Abigail makes his position problematic because he is guilty of the very hypocrisy that he despises in others.Read MoreExamples Of John Proctor In The Crucible985 Words   |  4 Pages John Proctor; Tragic Hero or Ordinary Joe Plays have been used as a method of storytelling and form of entertainment for hundreds of years. A tragedy is one type of play where the audience pities the characters and fear the same consequences that the characters face. In addition, tragedies often include a tragic hero who has a tragic flaw causing his or her downfall. One example of a play that is a tragedy and includes a tragic hero is the The Crucible. John Proctor in The Crucible is a true tragicRead MoreThe Role Of John Proctor In The Crucible1242 Words   |  5 PagesMiller Arthur’s play â€Å"The Crucible† takes place in Salem, the event of this play is about the witch trials. These witch trials had many different reactions and results, it influenced people in many different ways. The trials broke the whole village into different sides of their view of the trials, people get accused of being a witch or studying/practicing witchcraft and their trial could come with many different consequences. The trial would either lock up or hang those who are accusedRead MoreThe Importance Of Common Core Standards1114 Words   |  5 Pagessituation. In Arthur Miller’s The Crucible; the character of John Proctor is an honorable man despite having committed wrongful acts. He was able to redeem himself through acts that is considered courageous, such as when he refuses to contribute to the lie of witchcraft in Salem, when he fights for the people who were convicted of witchcraft and when he regrets being a dishonest man. John Proctor showed his good nature many times throughout the play. In the last act, John Proctor refused to confess to theRead MoreThe Importance Of Common Core Standards1114 Words   |  5 Pagessituation. In Arthur Miller’s The Crucible; the character of John Proctor is an honorable man despite having committed wrongful acts. He was able to redeem himself through acts that is considered courageous, such as when he refuses to contribute to the lie of witchcraft in Salem, when he fights for the people who were convicted of witchcraft and when he regrets being a dishonest man. John Proctor showed his good nature many times throughout the play. In the last act, John Proctor refused to confess to the

Taylor’s Scientific Management Principles Free Essays

â€Å"Maximum prosperity† means not only increase prosperity and productivity of employer or companies but the overall increase efficiency of the employees in form of higher wages, increase standard of living. Taylor’s stated that prosperity for the employer cannot exists for the long term unless it is accompanied with the prosperity of employees. This statement is very true because unless employees are not satisfied with their wages, working conditions etc. We will write a custom essay sample on Taylor’s Scientific Management Principles or any similar topic only for you Order Now cannot give their best to the organization. There are some of employers who believe in extracting largest amount of work from their employees at low wages indicates low profits in comparison to the employers who are more liberal towards their employees obtained more fruitful results because the employees do their work with full interest. It is completely true that company achieve its highest prosperity when he is making his largest daily output. Related essay: Scientific Management Theory and Inefficiencies in Healthcare For e.g. if a successful workman and employer in combination produces 2 pair of shoes in a minute while his competitor produces only 1 pair of shoes in exact time, it is very clear that the   previous workman will receive more wages than later because large profits earned by the   organization. Until both men and machine contribute their fullest capacity it is not possible to obtain highest productivity and to exist in competition around the organization and to achieve high prosperity. Therefore, we can say that there is direct relationship between high prosperity and high productivity. There has been great impact of philosophy of maximum productivity results in maximum productivity on American society. The concept develops the attitude towards work in the employees and the worker. They were became more determined towards their work as they clearly known that their result bring them handsome wages. Therefore, in early sixties America was on the peak with the wealth and money, the policy of productivity was the main factor. This concept helps to create a sense of responsibility attitude in the mind of employees because there work was directly related to work. This also result in removing dull times, unemployment or underemployment, poverty. This would insure higher wages and make shorter working hours and better working and home conditions possible. A scientific management deals with the development and coordination of the welfare of each and every individual in the organization. It has great impact even on development of management and workman by way of its principles. Taylor’s scientific ideas provided a catalyst for increasing the output of American factories beyond the promise and provided technological advancement. His principles also help in modifying the American education system by making better use of buildings and classrooms and by standardizing the work. It emphasis on evaluating teaching skills of teacher to determine whether the material used for teaching is appropriate or not and to standardize the system. The Taylor’s principle helps to generate the law of efficiency in the organization which results in higher wages for higher work than other fellow workers and directly lead to increase in productivity. It provides more flexibility in developing method of production and to apply more dynamic operations. Earlier workers in the organization were not treated as human being but with the emergence of Taylor’s principles the importance of workmen in the industry increases manifold. They are provided with high wages, regular bonus, promotions, and other non-monetary benefits. He stressed upon the careful selection of employees which match the needs and requirements of the task and also on their training. New departments appeared like personnel and quality control in the organization which results in increasing the efficiency of an organization. However instead of so much acceptability it faces certain criticism such as individual differences ignores the economic interests of workers and management and many more. REFERENCE Referred to sites:- 1.http://www.fordham.edu/halsall/mod/1911taylor.html Modern History Sourcebook: Frederick W. Taylor: The Principles of Scientific Management, 1911 People organizations theory models concepts@onepine 3. http://faculty.ncwc.edu/TOCONNOR/417/417lect03.htm THE SCIENTIFIC MANAGEMENT ERA Dated 6th 2007       How to cite Taylor’s Scientific Management Principles, Essay examples

Human Resource Management in Global Economy Deals †Free Samples

Question: Discuss about the Human Resource Management in Global Economy. Answer: Introduction Human resource management (HRM) in global economy deals with anticipating the future human resource needs, hiring human resources, nurturing the talents, retaining the talents, allocating overseas assignments and others. This study will analyze critical theories and concepts of organizational HRM in respect to four areas like culture, diversity management, international performance management and training and development. Moreover, the study will analyze these four areas with accordance with the case study of No Name Aircraft. The organization operates beyond Australia and it has subsidiaries in China, Singapore and Vietnam. The study will align the theories and concepts of organizational HRM with the four aspects (culture, diversity management, international performance management and training and development) of this organization. Organizational HRM, Diversity Management and Culture Organizational HRM and Culture Organizational culture is the system of shared value, assumption and belief, which govern the behaviour of the employees in an organizational setting. Every organization has different and unique organizational culture, which acts as the boundaries and guidelines for the behaviour of the organizational members. According to Hogan and Coote (2014), organizational culture incorporates the experience, expectation, value and philosophy, which holds the organization together and is reflected on its self-image, inner working, future expectations and interaction with outside world. Furthermore, OReilly III et al. (2014) opined that organization culture defines the way an organization treats its employees, customers and other stakeholders. A shared organizational culture facilitates in fostering unity within the employees from different backgrounds. As per Bschgens, Bausch and Balkin (2013), effective communication pattern in the organization culture is extremely important for the success of an organization. Moreover, there should be free flow of communication both horizontally and vertically among the organizational culture. Such shared communication pattern makes clear understanding of the organizational goals and objectives. Therefore, the employees of the organization can better concentrate on the success of the organizational goals and objectives towards getting high level of organizational success. However, while looking at the organizational culture of No Name Aircraft, it has been found that there is a communication breakdown among the integrated team, and across teams and management. It can actually hinder the success of the organization. According to Nica (2013), healthy organizational culture always look for opportunities to grow and always embrace changes for getting high level of success through innovation. Moreover, organizations can better gain competitive advantage over the competitor organizations through adapting unique features in their products. Therefore, adoption of changes and embracing innovation leads to high level of organizational success. However, while assessing the organizational culture of No Name Aircraft, it has been found that the staffs of the organization resist any attempt to make changes. Moreover, the Headquarter of the organization has failed to make a sense of urgency regarding the organizational changes among the employees of subsidiaries. In this way, the organizational culture can seem to be a hindrance for the organizational success and improve product quality. Denison, Nieminen and Kotrba (2014) pointed out that healthy organizational culture develops team and foster teamwork, which collaborates towards achieving organizational goals. In case of international business, there should be high level of collaboration across the teams for getting organizational success. In such team oriented organizational culture, employees and managers rapidly offer their assistance for each other in solving complex organizational problems. Therefore, collaboration across the teams develops efficient organizational success. However, in case of No Name Aircraft, there is a lack of integration across the teams. Moreover, the teams are more likely to work to the specifications for their areas only. In this way, the working relationships across the teams are suffering. The employees and managers from one team are not cooperating with the members of other teams. Therefore, there is a lack of shared knowledge across the teams, which is lowering the quality of the ai rcrafts. Apart from that, Lukas, Whitwell and Heide (2013) stated that supportive organizational culture develops prompt success of an organization. The employees can get adequate support from the manager towards better understanding the organizational goals and performing complex organizational task. However, the employees of No Name Aircraft are complaining that they are not getting adequate support from the managers towards getting organizational success. Therefore, it can be very difficult for the organization towards enhancing the quality of their products. Organizational HRM and Diversity Management Diversity management defines the strategies of utilizing best practice with proven results towards finding and creating diverse and inclusive workplace within organization. According to Olsen and Martins (2016), diversity management is the practice of supporting and addressing multiple lifestyles and personal characteristics of the employees from different cultural backgrounds. On the other hand, Sabharwal (2014) opined that diversity management includes educating the groups and providing enough support to the employees for the acceptance of or respect for different cultures, racial, economic, societal, geographical and political backgrounds. Janssens and Zanoni (2014) pointed out that employees from diverse culture can bring individual talent and experience, which foster unique ideas towards solving complex organizational problems. However, while assessing the diversity management of No Name Aircraft, it has been found that the organization has confined simple policy that every organizational member should be respectful race, age, ethnicity, gender, sexual orientation, physical abilities, religious beliefs and other philosophies. However, the organization has issues with embracing rich values for the employee from different backgrounds. Moreover, the Headquarter of the organization has high level of intolerance in working employees from different generations. The senior managers are intolerant in working with the apprentices. It is actually making the working relationship within the organization strained. Ashikali and Groeneveld (2015) pointed out that diversity management suggests the managers to provide equal opportunities to the employees from different cultural backgrounds and physical abilities. It can bring diverse collection of skills and experiences, which allow an organization towards providing services to the customers on global basis, which can even lead to high level of competitive advantage. In case of No Name Aircraft, it has been found that there is lack of recruitment of people with disabilities in China. The managers are actively ignoring and rejecting job applications of people with disabilities, even when their skills are above and beyond other candidates. In this way, the organization is breaching their ethical consideration through recruitment discrimination, which can even lead to legal action from rejected candidates with a disability. As per Kaiser et al. (2013), the human resource managers of an organization should develop clear set of organizational policies for helping the employees in understanding the each others culture within their workplace. Moreover, the interaction among the employees from different cultural backgrounds is highly dependent on perceptions of each other among the employees. On the other hand, Kulik (2014) opined that the organizational members should also be concerned about diversity training, which can foster high level of cultural understanding among the employees from diverse backgrounds. However, while looking at the diversity management of No Name Aircraft, it can be seen that the human resource managers of this organization has not set any specific practices for managing diversity in the organization. There is high level of discrimination among the employees from diverse backgrounds. The organization also has lack of appreciation for the diverse employees across the subsidiaries, whi ch prevent knowledge sharing and potentiality of creating competitive advantage over the rivals. International Performance Management, Training and Development International Performance Management International performance management defines the process, which allows an international organization towards assessing and evaluating the individual as well as overall corporate objectives as per the set organizational standards. On the other hand, Brouthers, Nakos and Dimitratos (2015) opined that performance management identifies the gaps between the standard performance and actual performance. Furthermore, performance management process identifies the developmental and training needs for the employees having poor performance. On the other hand, the process is also associated with motivating the high performing employees through attractive reward and recognition process. Gerschewski, Rose and Lindsay (2015) pointed out that international performance management needs regular assessment of the performance of the employees in all the subsidiaries across the globe. However, while assessing international performance management of No Name Aircraft, it has been found that performance review is only conducted in the Australian branch. No performance review is conducted at any of the subsidiaries. There is no formal performance management process for the expatriates in the international subsidiaries. Therefore, it is not possible to assess the actual performance level of the employees in the international subsidiaries. On the other hand, Maley and Moeller (2014) opined that due to the variations in the environmental influences among the subsidiaries, performance management of the employees cannot be measured through uniform performance management process. The performance of the employees in different international subsidiaries can be affected by different environmental factors like political factor, social factor and others. Therefore, there should be clear and different performance management criteria for assessing the performance of the employees in different international subsidiaries. However, the Headquarter of No Name Aircraft takes very ad hoc approach in performance appraisal process and they do not consider any economic factor, which can impact their business target. There is no different set of performance appraisal criteria for the employees of Singapore, China and Vietnam. Performance management can be effectively related to Goal Setting theory. Melnyk et al. (2014) goal setting theory set specific goals and objectives for employees, which leads to greater performance and better output. As per this theory, particular, clear and difficult goals are greater motivating factors than those of easy, vague and general goals. However, while assessing international performance No Name Aircraft, it can be seen that there is no specific set of goals and objectives for the subsidiaries of the organization. Moreover, the goals are not also challenging and realistic, which can give the employee a feeling of triumph. On the other hand, goal setting theory demonstrates of employee participation through high level of self-efficiency and goal commitment. However, the management of No Name Aircraft mostly uses centralized approach and the goals are not self-set by the employees. Therefore, the employees are not encouraged to meet the organizational goals effectively. Training and Development Considering the case of No Name, it is clear that the expatriates are not given adequate training so that they can work effectively in culturally diverse environment. According to the viewpoint of Kadiresan et al. (2015), behaviourism theory indicates directing and changing ones behaviour into one particular direction. This helps an employee to change attitude and perception when given new responsibility. However, Wilson (2014) argued that negative reinforcement through behaviourism theory often creates biased appraisal from the trainer that prevents a potential candidates promotion. Furthermore, Minbaeva et al. (2014) highlighted that praising an employee based on performance that has been set by the instructor or the trainer helps in employee career development. Eventually, the candidate is able to deal with new responsibilities and role that indicate succession planning. While comparing the theory with No Name, it can be said that HR Department never focused on talent management, career planning and internal recruitment. Such ignorance has led to poor quality service and unachieved corporate objectives. According to Donate, Pea and Sanchez de Pablo (2016), cognitive learning theory focuses on employee mental process improvement by educating, informing and motivating candidates. This theory does not involve physical performance evaluation but highlights ones internal strength, knowledge and capability. On the other hand, Kadiresan et al. (2015) argued that cognitivism learning theory does not deal with motivating employees; instead it deals with encouraging problem-solving skills and strategic thinking capabilities of employees. While considering No Name, it can be said that the management neither educates nor inculcates problem-solving skills among employees. The organization never focuses on internal recruitment and identifies internal workforce talent recognition. While considering the viewpoint of Maley and Moeller (2014), constructivism learning theory helps in employee performance management through active learning and development methods. Employees are given the opportunity to actively participate in new programs beyond their designated roles. On the other hand, Minbaeva et al. (2014) argued that through constructivism learning theory an organization is able to make their employees understand hidden talent, bring out experience and justify their personality in new activities. This creates a competitive culture of performance among employees and eventually candidates guide themselves to achieve new position. Such activities contribute largely in training and development accompanied by succession planning, career planning, career development and take over the role for fear of being side-lined in promotion. Gerschewski, Rose and Lindsay (2015) pointed out that connectivism learning theory establishes the communicative network for sharing knowledge among employees. Even through employees are given training, still while practically working in new geographically diverse nation, they need advice from past seniors. This is actualized through connectivism theory where expatriates are trained through virtual technology in multiple environments. Furthermore, Wilson (2014) highlighted that connectivism learning theory establishes diverse opinions for connectivity, resources and information. Stimulating topics are discussed and learned through social networking technology. No Name does not have any such training initiatives taken earlier, due to which employees are extremely dissatisfied and performance is never as desired. Conclusion While concluding the study, it can be said that organizational culture defines the values, beliefs, assumption and behavior of the employees in an organization. It is the way an organization treats with its employees, customers and other stakeholders. Effective communication in the organizational culture develops shared value among the employees. However, in No Name Aircraft, there is communication breakdown and lack of integration across the teams. Moreover, the management does not believe in shared value of their knowledge for enhanced organizational performance. Diversity management is the practices of supporting different lifestyle and personal characteristics of the employees from different cultural, racial, age group, economic, physical abilities and social backgrounds. Diversity management needs proper understanding and respect for the employees from different backgrounds. However, there is an issue in the diversity management of No Name Aircraft. Senior managers feel uncomfor table in working with junior managers. Furthermore, there are no specific performance criteria in No Name Aircraft for measuring the actual performance of the employees. Training and development of international human resource require proper training programs to the expatriates. However, there is lack of proper training and development program for the expatriates of No Name Aircraft. The employees are not also getting any scope of career development within their organization. Recommendation Communicative and Teamwork Working Culture No Name Aircraft should encourage flexible communication among the team members of international subsidiaries. It will foster shared value among the team members of the organization. Furthermore, the organization should also develop integrated teamwork for enhancing the team performance in the international subsidiaries. Diversity Management The senior managers of No Name Aircraft should understand the values and perspectives of junior managers. In this way, the organization will be able to apply the new and innovative talent of the new generation employees towards gaining high level of organizational success. Apart from that, the organization should also select the disable candidates, who are actually talented and contribute to organizational success. Specific Performance Management Criteria No Name Aircraft should conduct regular performance review for the employees in different international subsidiaries. In this way, the organization will be able to analyze the gaps in the performance level of the employees and provide adequate training for their further skill development. Frequent Training and Development Program The organization should organize frequent training session for the expatriates in its international subsidiaries. It will develop the skills and talents of these employees for handling organizational success. On the other hand, the organization should also provide better career development program towards motivating the employees for furthermore improved performance. References Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its effect on employees affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture.Review of Public Personnel Administration,35(2), pp.146-168. Brouthers, K.D., Nakos, G. and Dimitratos, P., 2015. SME entrepreneurial orientation, international performance, and the moderating role of strategic alliances.Entrepreneurship Theory and Practice,39(5), pp.1161-1187. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), pp.763-781. Denison, D., Nieminen, L. and Kotrba, L., 2014. Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys.European Journal of Work and Organizational Psychology,23(1), pp.145-161. Donate, M.J., Pea, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social capital development: effects on innovation capabilities.The International Journal of Human Resource Management,27(9), pp.928-953. Gerschewski, S., Rose, E.L. and Lindsay, V.J., 2015. Understanding the drivers of international performance for born global firms: An integrated perspective.Journal of World Business,50(3), pp.558-575. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Kadiresan, V., Selamat, M.H., Selladurai, S., SPR, C.R. and Mohamed, R.K.M.H., 2015. Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention.Asian Social Science,11(24), p.162. Kaiser, C.R., Major, B., Jurcevic, I., Dover, T.L., Brady, L.M. and Shapiro, J.R., 2013. Presumed fair: ironic effects of organizational diversity structures.Journal of personality and social psychology,104(3), p.504. Kulik, C.T., 2014. Working below and above the line: The researchpractice gap in diversity management.Human Resource Management Journal,24(2), pp.129-144. Lukas, B.A., Whitwell, G.J. and Heide, J.B., 2013. Why do customers get more than they need? How organizational culture shapes product capability decisions.Journal of Marketing,77(1), pp.1-12. Maley, J.F. and Moeller, M., 2014. Global performance management systems: The role of trust as perceived by country managers.Journal of Business Research,67(1), pp.2803-2810. Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance measurement and management fit for the future?. Management Accounting Research, 25(2), pp.173-186. Minbaeva, D., Pedersen, T., Bjrkman, I., Fey, C.F. and Park, H.J., 2014. MNC knowledge transfer, subsidiary absorptive capacity and HRM.Journal of International Business Studies,45(1), pp.38-51. Nica, E., 2013. Organizational culture in the public sector.Economics, Management and Financial Markets,8(2), p.179. OReilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.Group Organization Management,39(6), pp.595-625. Olsen, J.E. and Martins, L.L., 2016. Racioethnicity, community makeup, and potential employees reactions to organizational diversity management approaches.Journal of Applied Psychology,101(5), p.657. Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), pp.197-217. Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2).