Pathophysiology Repeort on Eosinophilic Esophagitis Essay -- Disease,

A relatively new diagnosis in the medical field is Eosinophilc Esophagitis. This disease has emerged all around the world and became a more common diagnosis beginning in the 2000’s. According to doctors at the Cincinnati Children’s Hospital Medical Center, 1-4 in 10,000 people live with this disease (Cincinnati, 2012, p. 1). Food allergies often accompany this disease, which may be why it is becoming better known. The pathophysiology behind Eosinophilic Esophagitis is extensive, and includes the parts of the body that are effected, normal function, symptoms and cause of symptoms, diagnosis, physiology, and treatment. Eosinophilic Esophagitis is a disease that affects the esophagus. Other parts of the gastrointestinal tract can also be affected but if that is the case, the disease is renamed according to the area affected. Eosinophilic Esophagitis (EE) causes the esophagus to be narrower than usual, known as esophageal stricture. This is due to the presence of eosinophils. Eosinophils are white blood cells, produced in bone marrow, that are most commonly found in the gastrointestinal tract. They normally function by killing off microorganisms, such as parasites. In EE, certain stimuli can cause increased production and buildup of excess eosinophils. Since the esophagus narrows due to this disease, dysphagia and food impaction commonly occur. Eosinophils can also cause thinning of the esophageal lining. This makes the lining more susceptible to being punctured by contents traveling down the esophagus. The esophagus is also affected by the disease because it is linked to acid reflex. Reflux can cause break down and damage to the esophageal lining. Finally, Peristalsis or the involuntary movement of food through the esop... ...4) Eosinophilic esophagitis. The New England Journal of Medicinc. Retrieved From http://www.nejm.org/doi/full/10.1056/NEJM200408263510924#t=article Nurko, S., & Furuta, T. G. (2006). Eosinophilic esophagitis. Retrieved From http://www.nature.com/gimo/contents/pt1/full/gimo49.html The American Partnership for Eosinophilic Disorders (2008). Eosinophilic associated gastrointestinal disorders: About EGID. Richmond, Texas: The American Partnership for Eosinophilic Disorders. [Brochure] The American Partnership for Eosinophilic Disorders (2008). Eosinophilic esophagitis: About EE. Richmond, Texas: The American Partnership for Eosinophilic Disorders. [Brochure] The International Gastrointestinal Eosinophil Researchers. A guide to eosinophilic esophagitis in children and adults. Flourtown, PA: Children’s Digestive Health & Nutrition Foundation. [Brochure]

Cultural Counseling and Latino Population Essay

A counselor must understand how one’s own cultural differences and worldviews impact the counseling relationship. This paper will examine how I am culturally different from my client and how I would demonstrate cultural competence. Furthermore, I will describe how I can improve my cultural competence with the client. Clients Background Information My client, Alberto, is a 47-year-old Mexican American who has been married to his wife, Angela, for 27 years and has four children. Alberto lost his job and their savings is limited. Angela desires to work to help provide for the family. Alberto refuses to allow his wife to work. Both seek counseling, primarily because their priest has recommended them to do so. Alberto displays resistance to counseling because he believes it is a waste of time. Cultural Differences Counselors need to be mindful of how their own worldviews, biases, and prejudices impact the counseling relationship. By examining the Latino culture and comparing it to my own enables me to be aware of the differences and prevent me from judging and influencing my cultural worldviews on my clients. I would be respectful to their worldviews and incorporate their values in the counseling process. Latino Cultural Worldviews. Alberto’s characteristics heavily reflect traditional Latino family values. The Latino family structure culture is mainly hierarchal, with the father the head and main provider of the household with machismo characteristics such as being dominant and strong (Sue & Sue, 2013). The mother takes on more of the caregiver role, or marianismo characteristics, and focuses on raising the children (Sue & Sue, 2013). The traditional Latino husband/father expects respect and obedience from all the family members. Counselor’s Cultural Worldviews. I grew up in a multiracial family of four.  Both my parents worked very hard, with my mother being the ‘bread winner’ of the family. This is an unusual characteristic in a military household because normally the mothers stay home since constant moving around the country complicates a woman’s career development. It is also unusual in both the Italian culture and Korean culture for the woman to be the main provider in the household. Both my parents acculturated in their own ways before marrying, and swayed from traditional values of their bloodlines. Everyone in the family had a contributing role; whether it was financially or helping around the home, everyone shared responsibility. My parents encouraged my sister and I to work hard and strive for our dreams- whatever it was they supported us. There were no given roles in our family. Rather, our family culture carried a democracy atmosphere where we all worked and made decisions together. Cultural Differences. The main cultural difference is our family systems and the gender role expectations of father and mother. In the traditional Latino culture, the man dictates the household. Whereas in my family, roles are harder to define since my father and mother shared financial and household responsibility. Demonstrating Cultural Competence Latinos often times disagree with gender roles. This is the case for Alberto and Angela. Alberto’s unemployment is causing strain for the family in terms of financial burden and emotional distress. Challenging the father, or machismo, opposed their traditional values. Avila and Avila (1995) and Constantine, Gloria and Baron (2006), noted that traditional Latino men struggle with gender role conflict when experiencing: (1) lack of confidence in areas of authority, (2) feelings of isolation and depression because of the need to be strong, and (3) conflicts over the need to be consistent in his role (as cited in Sue & Sue, 2013, p.413). Alberto’s openness to seek counseling is limited. In the Latino culture, counseling can be viewed as weak (Sue & Sue, 2013). Seeing as Angela wants to work to help make money for the family, conflicting views about roles and expectations has surfaced between the couple. Angela’s conflict revolves around living up to the traditional L atina expectations; meaning that she is primarily a homemaker. Also, Angela’s opinions and voice is discouraged by her Alberto in the counseling session. This demonstrates how many traditional Latinas are inferior in the marriage (Sue & Sue, 2013). Andres-Hyman, Ortiz, Anez,  Paris, and Davidson (2006), advised that counselor must look at the client’s degree of devotion to traditional gender customs (as cited in Sue & Sue, 2013, pp.413-414). As Alberto and Angela’s counselor I would explore their roles within their family and delve into how these roles may be altering and impacting the family. Also, I would address Alberto’s anxiety levels. Furthermore, I would help Angela consider the change involved with assuming a new role in the family. By addressing these issues in the couple’s cultural framework, I would hope to accomplish a understanding and possible compromise. Improving Cultural Competence with the Latino Population Coming from an equal relationship belief, I am challenged not to favor Angela’s desire to work and contribute financially. My perspective clashes with the traditional Latino gender role expectations. I must remind myself that my beliefs are not universal and not best for everyone. One way to improve my cultural competence is to respect the traditional Latino worldview. Since Alberto is a traditional man, I would respect his values of authority and interview him briefly to demonstrate respect (Sue & Sue, 2013). Also, I understand that in a less acculturated family that I need be more formal and less casual. Reflection Cultural competent practices are essential in the counseling profession. Developing an understanding and respect for people with differing worldviews and cultures promotes the counseling relationship. Practicing within the client’s cultural framework is necessary. Understanding one’s own culture and being mindful how it differs from others is primary. Identifying the cultural differences allows the counselor to be mindful and delineate from imposing one’s own beliefs onto the client. References Sue, D. W., & Sue, D. (2013). Counseling the culturally diverse: Theory and practice (6th ed.). Hoboken, NJ: John Wiley & Sons.

Hospitality Operations Management Assignment - Free Essay Example

Sample details Pages: 6 Words: 1767 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Essay any type Level High school Did you like this example? Hospitality Operations Management Contents Task 1 Part 1. Evaluate cost-based pricing and market-based pricing and explain why one approach is better than the other. Part II. Describe additional costs when considering pricing restaurant products. Part III. Don’t waste time! Our writers will create an original "Hospitality Operations Management Assignment" essay for you Create order Price Elasticity of Demand. Task 2 3.2. Factors affecting revenue generation and profitability in Hospitality Operations. Task 3 4.1. Effective Appraisal Process Task 4 Task 5 Appendix Bibliography Task 1 Part 1. Evaluate cost-based pricing and market-based pricing and explain why one approach is better than the other. Cost-based pricing is the simplest pricing method which usually used by companies to maximize profit. In this process, a desired mark-up is added to the actual cost of the product to give the selling price. This method sets a price that covers the cost of production and to provide enough profit margin to the company to earn its target rate of return. (Boundless, cost based pricing, 2014) à ¢Ã¢â€š ¬Ã…“It is used by most organizations today because it is easy to calculate and that it needs less infoà ¢Ã¢â€š ¬Ã‚  (Boundless, cost based pricing, 2014). However, when applying this method, it is impossible for a company to control if a potential customer purchases the product at the calculated price. (Atul Patel, 2009) In market-based pricing, the company will evaluate the costs of a similar product that are on the market. If the competitionà ¢Ã¢â€š ¬Ã¢â€ž ¢s product has more or fewer features than Hotel Xà ¢Ã¢â€š ¬Ã¢â€ž ¢s, Hotel X will then adjust the price lower or higher than a competitorà ¢Ã¢â€š ¬Ã¢â€ž ¢s pricing. The hotel may also decide for their product cost to be of the same as a competitor, but it has to be of a better value. It may also be set to be slightly higher to account it for the additional feature. (Leigh Anthony, 2014) One of the flaws of market-based pricing is that Hotel X may need to engage in other tactics in order to gain more customers should the price is not enough to be an incentive. (Boundless, 2014) With this approach applied to Hotel X, it would be able to pull more guests by enforcing the market-based pricing method. This is because Hotel X is surrounded by many other restaurants within the area, so it keeps the hotel competitive with direct competitors. The competitorà ¢Ã¢â€š ¬Ã¢â€ž ¢s price is at hand, so it is relatively fast to produce in terms of pricing. Part II. Describe additional costs when considering pricing restaurant products. Cover charge It is a fixed fee a customer has to pay regardless the service consumed. (Dictionary) For example, if a guest booked a table for ten persons and confirmed it, the guest will have to pay for all 10 persons even if one person did not show up. The cover charge, usually occurs during peak seasons such as Ramadhan, Christmas or Chinese New Year where restaurants will have a buffet dinner or lunch promotion. There are cases when this happens; the guest will be offered a 10% discount on their next visit. Part III. Price Elasticity of Demand. Price elasticity of demand (PEoD) can be calculated as: Percentage change in quantity demanded Percentage change in price (Riley, 2012) If PEoD is more than 1, consumers are sensitive to change in price and this is called elastic. If it is less than 1, PEoD is inelastic where consumers are insensitive to the price change. Hence, with the cost of demand is being inelastic, Hotel X may want to raise its price because it knows it can sell its product at a higher price without losing any sales. Otherwise, they are to lower the price but still attracting customers. (Boundless) Task 2 3.2. Factors affecting revenue generation and profitability in Hospitality Operations. The two factors affecting revenue generation and profitability of the restaurant in Hotel X are shelf life and labeling and food rotating. Shelf life is the period of during which a stored food product remains valid, useful or suitable for consumption. (The Free Dictionary by Farlex, 2014) Shelf life can be done by managing inventory of perishable goods to prevent wastage such as vegetables or raw meat. With a record in hand, the restaurant can then apply the FIFO rule (first in, first out), that is to use the old items first. Besides that, preserving food in the refrigerator by using plastic wraps can help the food from drying and also to avoid the transferal of food odors from one to another. (Adib, 2014) Task 3 4.1. Effective Appraisal Process Appraisals are conducted annually for all employees in an organization, and this will help them as a working individual as well as to improve the organizational performance and to feed into business planning. It is also essential for career and succession planning for a person or the organization as a whole. It reviews each employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance against the agreed objectives and standards for the trading, which was done during the previous appraisal meeting. Appraisals are important as it motivates staff and improves attitude and behavioral development. Moreover, it also increases communication skills and aligning individual and organizational goals and develop positive relationships between management and employees. (Chapman, 2014) To make sure that the appraisers are doing an effective appraisal for the employees, they are to ensure that the management is fully committed to the whole idea of appraisals. They are to provide training to those who are carrying o ut appraisals to ensure that they are fair. However, when appraisals are managed without training, explanation and are conducted poorly will be counterproductive and a waste of everyoneà ¢Ã¢â€š ¬Ã¢â€ž ¢s time. When doing appraisal, everything positive or negative should be shown to the employees. Appraisers are to be imaginative and creative when discussing, discovering and agreeing à ¢Ã¢â€š ¬Ã‹Å"whole-personà ¢Ã¢â€š ¬Ã¢â€ž ¢ development that people will respond to and incorporate this development into the appraisal process. (Chapman, 2014) Task 4 Quantitative Appraisal Technique Hotel X can consider in using metric for absenteeism as its quantitative appraisal technique. It can be calculated as: No. of days absent X 100 (Average no. of employees) x (No. of workdays) (The Employers Association, 2014) It is calculated monthly by either using an automated time clock or time recording system as reference. (Haines, 2010) This method can be an indicator whether the hotel productivity levels or not. (The Metrics Man, 2012) Qualitative Appraisal Technique One of the qualitative appraisal technique that will be used in Hotel X is by doing an open ended question. This method gathers information by conducting a structured interview where the interviewer can only ask questions on the same topics for each interview that are carefully worded to avoid ambiguity or particular undesired connotations. The question focuses more on the participantà ¢Ã¢â€š ¬Ã¢â€ž ¢s thoughts, experiences, knowledge, and skills. By applying open ended to Hotel X, it lets the interviewer see perspectives and opportunities for themselves and also it is an effective research where the interviewer wants more control over the result. (Thibodeaux, 2014) Task 5 à ¢Ã¢â€š ¬Ã…“How long does it take for Hotel X customers to receive their food once they have placed an order?à ¢Ã¢â€š ¬Ã‚  This can be resolved by creating a customer comment card for restaurants (Refer to Appendix 1). The customer comment card allows customers to express their opinions and feedbacks and helps the restaurant to measure customerà ¢Ã¢â€š ¬Ã¢â€ž ¢s satisfaction and also to show areas of the department where it needs improvement. (Waters, 2014) The restaurant in Hotel X has received a lot of comments where most customers are not satisfied with its service and that they have to wait for a long time for their food to be served. This is due to lack of staff and the inefficiency of their performance. They might be unmotivated there are only 2-3 staffs working per shift while attending more than 40 customers everyday. Another reason is because the inconsistency of the quality of the food due to the frequent change of cooks. To overcome these problem, the restaurant may consider in changing the menu according to what the chef specializes at and is unique and different from other restaurants available outside Hotel X. It can also consider in promoting buffet where less staff is needed (Singh, 2010) especially during peak season. To gain back staffà ¢Ã¢â€š ¬Ã¢â€ ž ¢s efficiency, pre-work briefings are to be done daily with their opinions and suggestions are to be heard whenever possible as this will make them feel more motivated in doing their tasks. Lastly, the service can be improved by timing when the order was taken as well as when the food was received by customers. Moreover, changing of table arrangements and staffs are to be allocated on which tables they are to serve would be able to improvise the service in the restaurant as well. With this, the restaurant may be able to improve its service and gain back their customers satisfaction and will be able to attract more customers especially when new menu is being introduced. Appendix Figure 1 Source: https://www.musthavemenus.com/menu/msword.do?id=220864page=0 Bibliography Adib, R. (2014, September 29). Healthy Living. Retrieved November 30, 2014, from English AlArabiya: https://english.alarabiya.net/en/life-style/healthy-living/2014/11/28/Fast-food-finds-new-Saudi-fans.html All Food Business. (2013). Food Safety Labeling And Rotating Food . Retrieved November 30, 2014, from All Food Business: https://www.allfoodbusiness.com/Food_labeling.php Atul Patel, R. O. (2009). The Good Guide to Trading: Getting Ready for Enterprise. London: NCVO. Boundless. (2014). cost based pricing. Cost-based Pricing. Boundless. (2014). Interpretations of Price Elasticity of Demand. Retrieved December 2, 2014, from Boundless: https://www.boundless.com/economics/textbooks/boundless-economics-textbook/elasticity-and-its-implications-6/price-elasticity-of-demand-54/interpretations-of-price-elasticity-of-demand-210-12301/ Boundless. (2014). market-based pricing. Competitive-based Pricing. Chapman, A. (2014). Retrieved 12 1, 2014, from Business Balls: https:/ /www.businessballs.com/performanceappraisals.htm#skills_assessments_TNA_tools Dictionary, B. (n.d.). Customer Charge. Retrieved November 30, 2014, from Business Dictionary: https://www.businessdictionary.com/definition/customer-charge.html Haines, J. (2010, October 12). Retrieved December 2, 2014, from Toolbox.com: https://measurement-metrics.hr.toolbox.com/groups/strategy-administration/measurement-metrics/designing-an-hr-metrics-to-measure-absenteeism-in-the-workplace-andor-metrix-on-the-time-in-takes-for-a-new-hire-3809964 Last Name, F. M. (Year). Article Title. Journal Title, Pages From To. Last Name, F. M. (Year). Book Title. City Name: Publisher Name. Leigh Anthony. (2014). market-based pricing. What Is a Market-Based Pricing Strategy? Riley, G. (2012, September 23). Retrieved December 1, 2014, from tutor2u: Therefore in appraisals, be creative and imaginative in discussing, discovering and agreeing whole-person development that people will respond to, beyon d the usual job skill-set, and incorporate this sort of development into the appraisal process. Singh, D. H. (2010, August). blogspot. Retrieved December 2, 2014, from fnbclasses.blogspot.com: https://fnbclasses.blogspot.com/2010/08/buffet-service.html The Employers Association. (2014). The Employers Association. Retrieved November 2, 2014, from employersassoc: https://employersassoc.com/absencerate The Free Dictionary by Farlex. (2014). Retrieved December 1, 2014, from The Free Dictionary by Farlex: https://www.thefreedictionary.com/shelf+life The Metrics Man. (2012, March 4). Retrieved December 2, 2014, from themetricsman: https://themetricsman.wordpress.com/2012/03/04/what-hr-metrics-should-i-use/ Thibodeaux, W. (2014). Retrieved November 2, 2014, from Small Business: https://smallbusiness.chron.com/openended-interview-23923.html Waters, S. (2014). Retrieved December 2, 2014, from Retail.About.Com: https://retail.about.com/od/customerservice/qt/customercomment.h tm Student number, course name, assignment number