My Career As A Doctor - 982 Words

It is amazing how straightforward the answer to this question can be, but how difficult it can be to put into words. I, like many others, have written, edited, and rewritten the answer to this question over and over. Although this has proven to be a frustrating task, I appreciate that this statement has only helped reaffirm my passion and dedication for this future career that feels so tangible while at the same time is years from fruition. My answer is simple, I want to go to medical school because I want to have a career as a doctor and it is the next necessary step towards that goal. Medical school is where I will be able to gain a more thorough understanding of the human body and all that is involved in it being healthy and ill. I will also be able to hone my interpersonal and communication skills so that I can better help my future patients better understand their bodies. I know I already have a good foundation, now I just need the training medical school provides to become a gr eat physician. Although, I am not someone who has known since childhood that I wanted to be a doctor, I have always known that I needed to do something that would allow me to help others while challenging myself. I realize that while concise, my list of career must haves are not the easiest to fulfill nor does it necessarily tie me to a career as a physician. I thrive not only when helping people, but by being as busy as I can be both mentally and physically. I have had the opportunity to workShow MoreRelatedMy Career As A Doctor1282 Words   |  6 PagesMy niece LuAnn has decided that she would like to have a career as a doctor. She is a very intelligent high-school student who is looking into her future and wants to make the right choices about her future. She has called me for advice about her pursuing a career in the medial field as a doctor. My niece LuAnn would like to find the best location for school and also a location for a medical career that goes beyond school. She knows I am taking a course in business economics and has asked me to putRead MoreMy Career As A Doctor1131 Words   |  5 PagesMy niece LuAnn has decided that she would like to have a career as a doctor. She is a very intelligent high-school student who is looking into her future and wants to make the right choices about her future. She has called me for advice about her pursuing a career in the medial field as a doctor. My niece LuAnn would like to find the best location for school and also a location for a medical career that goes beyond school. She knows I am taking a course in business economics and has asked me to putRead MoreMy Career Choice: Doctor Essay1440 Words   |  6 PagesAll my life I’ve wanted to be a doctor. I’d walk around my house with my plastic stethoscope and doctor bag ‘taking care’ of my family. I’ve just always been drawn to it. I think that it also may have something to do with heredity. Both my mother and my grandmother have worked in th e hospital; my mom in the mom and baby unit, and my grandmother as a floor nurse. However, that’s just a theory of mine. At the moment, I plan to go to college for four years or more to become a registered nurse. Read MoreMy Future Career As A Pediatric Cardiologist Doctor Essay918 Words   |  4 PagesI chose as my future career to be a pediatric cardiologist doctor. Medical field is a discourse community that resolves all physical and emotional problems. A community which gathers together to discus the level of care that each patient needs to receive in order to feel better. Doctors go through an intense medical program in college and extensive training to be able to treat the patients with the proper care. Medicine is considered an exciting profession and it provides plenty of rewards and challengesRead MoreWhy I Want to Be a Doctor1023 Words   |  5 PagesOpening- There are about 701,200 doctors in the United States. And I could be one of them. They treat people when they are sick or hurt. They give advice to patients to help keep them from getting sick. They bandage knees, prescribe medicine, sew up cuts. They bring new babies into the world and comfort older people who are sick or dying. And what made me go into this career was that I always wanted to do something in medicine. And I thought that why not become a M.D. And medicine is somethingRead MoreMy Career As A Career800 Words   |  4 Pagesgrow into a doctor, a fire fighter, or business owner lay a mystery in time. As I approach my time to attend college, I must choose what exactly I would study, so I could form a career out of it. In my seventeen years of life so far, I have had three predominant career choices: a neurologist, a writer, or a chemist. I’ve always wanted to be a physician of some sorts. This aspiration began in the very beginning of my life. When I was young, I would attend doctor appointments with my mother. I wouldRead MoreProject Is Formatted Correctly Based On Our Developing Individual Interests And Personal Goals1493 Words   |  6 Pagesdraft D) Outline E) Brainstorm 3) I have read my work aloud, slowly. 4) The project improves on the following areas of compositional difficulty: I have been working hard on subject-verb agreement and using more effective words. My early drafts had both problems, but after having used BH Online, I feel confident that my final draft should be almost free of the errors that I worked hard to improve upon. â€Æ' I. Introduction a. When researching a career, we must create an intellectually, creatively,Read MoreMy First Year At Dunbar Middle Magnet School1231 Words   |  5 PagesConfused, petrified, and slightly excited were the emotions that ran through my body during this brief time in my life. Thinking back on the moments in life that assisted in me choosing my career path brings up many mixed emotions. The moment I chose the career path I wanted to go on is my first year at Dunbar Middle Magnet School, sixth grade to be exact. It was the first week of school and all the students in my class had to stand up and introduce ourselves and tell what we wanted to be in lifeRead MoreBecoming A Doctor Is Not An Easy Process For Majority Of The Population1351 Words   |  6 Pagesothers it’s natural. The career I find interesting and may pursue is a Pediatrics doctor. Pediatricians are doctors who specialize in children, ranging from new born babies to eighteen years old. Individuals interested in this f ield will need a sense of mentality and dedication to work hard. Becoming a doctor is not an easy process; it takes time, motivation, and interest for this type of career. Once an individual is half way through the schooling process of becoming a doctor, there’s honestly no pointRead MoreMy Interest On Medicine Stems From Family Experiences1163 Words   |  5 PagesStatement My interest in medicine stems from family experiences. My grandmother suffered from Parkinson’s disease for most of her life and required constant care. Helping my grandmother with simple tasks like eating breakfast, or helping her up the stairs was a humbling experience. This experience drove my curiosity about the human anatomy, specifically the brain and how it is treated, which led to the realisation that, for me, a satisfying career would involve helping others. A career in medicine

Bacterial Disease - 6531 Words

Bacterial diseases: Introduction Bacterial diseases include any type of illness or disease caused by bacteria, a type of microbe. Microbes are tiny organisms that cannot be seen without a microscope and include viruses, fungi, and some parasites as well as bacteria. The vast majority of bacteria do not cause disease, and many bacteria are actually helpful and even necessary to good health. Millions of bacteria normally live on the skin and in the intestines and can also be found on the genitalia. Bacterial diseases result when the harmful bacteria get into an area of the body that is normally sterile, such as the bladder, or when they crowd out the helpful bacteria in places such as the intestines. Harmful bacteria are called pathogenic†¦show more content†¦Contrary to folklore, leprosy does not cause body parts to fall off, although they can become numb or diseased as a result of secondary infections; these occur as a result of the bodys defenses being compromised by the primary disease.Secondary infections, in turn, can result in tissue loss causing fingers and toes to become shortened and deformed, as cartilage is absorbed into the body. Primary Cause of Leprosy The primary cause of Leprosy is the result: * of transmission from another person under rare circumstances, such as immunocompromised people or during surgery with contaminated surgical tools, or according to rare circumstances as noted from reputable sources. Mycobacterium leprae Mycobacterium leprae and Mycobacterium lepromatosis are the causative agents of leprosy. M. lepromatosis is a relatively newly identified mycobacterium isolated from a fatal case of diffuse lepromatous leprosy in 2008.[2][3] An intracellular, acid-fast bacterium, M. leprae is aerobic and rod-shaped, and is surrounded by the waxy cell membrane coating characteristic of Mycobacterium species.[35] Due to extensive loss of genes necessary for independent growth, M. leprae and M. lepromatosis are obligate pathogens, andunculturable in the laboratory, a factor that leads toShow MoreRelatedThe Causative Bacterial Agent For Lyme Disease1002 Words   |  5 PagesBorrelia burgdorferi, the causative bacterial agent for Lyme Disease, has persisted for thousands of years. Recently, scientists have found genetic remains of the bacteria from a mummy dating back 5,300 years (National Geographic, 2011). However, Borrelia burgdorferi was not classified and identified as the putative source for Lyme Disease until the early 1980’s. After mysterious and untreatable symptoms appeared in children and adults of the city of Lyme, Connecticut, the goal for many clinicalRead MoreCholera Is An Infectious Bacterial Disease Of The Small Intestine Essay2063 Words   |  9 PagesCholera is an infectious bacterial disease of the small intestine. This bacterium has spread through the world covering about 50 countries that came about through 7 pandemics. This disease is a worldwide public health concern affecting 3-5 million people each year, killing 120,000. Before, it was thought that cholera spread through a sort of fog known as a miasma however now we know the whole mechanism for the cholera toxin. It was discovered that cholera is transmitted through fecal-oral transmissionRead MoreLyme disease, a common illness prevalent in the United States and Canada, is a bacterial infection1900 Words   |  8 PagesLyme disease, a common illness prevalent in the United States and Canada, is a bacterial infection caused by the bite of a â€Å"deer tick† (WebMD, 2012). A â€Å"deer tick† or Ixodes dammini, frequ ently carries the bacteria Borrelia burgdorferi which causes Lyme disease (American Journal of Public Health, 1992). â€Å"Deer ticks† infected with this disease spread the bacteria through a bite which allows it to enter the blood stream of the host. Patients with Lyme disease often have a history of tick exposure,Read MoreTuberculosis : An Infectious Bacterial Disease1541 Words   |  7 PagesTuberculosis is a very known disease worldwide. Tuberculosis is an infectious bacterial disease illustrated by the expansion of the tubercles that are in the tissue, mainly in the lungs. This disease is caused by mycobacterium tuberculosis, which is a rod shaped bacterium. Tuberculosis has claimed its victims throughout much of known human history. It reached epidemic proportions in Europe and North America during the 18th and 19th centuries, earning the sobriquet, Captain Among these Men of DeathRead MoreThe Bacterial Strain Responsible For Causing The New Disease Using Techniques203 1 Words   |  9 Pagesinfectious disease caused by a new strain of bacteria that has acquired multiple resistance plasmids from other bacterial strains, restriction digest is performed on bacterial DNA samples isolated from patients stricken with the disease and on five plasmid samples using PstI and EcoRI. Agarose gel electrophoresis was executed for the six samples and the bands were compared and analyzed. The purpose of this experiment is to identify the bacterial strain responsible for causing the new disease using techniquesRead MoreEffective Dental Health And Prevention Of Gum Disease, Gingivitis, Bacterial Carries, Cavities, And Periodontal Disease1646 Words   |  7 Pageswith the control and prevention of gum disease, gingivitis, bacterial carries, cavities, and periodontal disease (PD). Alternatively, signs of poor oral health can be seen with the accumulation of bacterial pathogens in the area between the tooth and gingiva, known as the gingival sulcus (see Figure 1). PD is a severe condition due to its chronic inflammatory nature that leads to tooth decay and eventual tooth loss. The pathogenesis of PD involves bacterial invasion of the gingival sulcus, whichRead MoreLab Report On Bacterial Growth1749 Words   |  7 PagesThis experiment is about bacterial growth. We will demonstrate a bacterial growth curve using a closed system. Bacterial growth usually takes up to 12-24 hours to get an accurate result so we will be monitoring this growth between two classes. We also used different methods to determine bacterial growth as well as a few different calculations. One way of receiving data is by using a spectrophotometer where we will record the absorption at a given time to create the bacterial growth curve. We also usedRead MoreBacterial Vaginosis ( Bv )1614 Words   |  7 PagesBacterial Vaginosis (BV) is a medical condition that is not widely known or understood about by either the public or the medical field. I state this bluntly because I suffer from Bacterial Vaginosis, rather I suffer from reoccurring Bacterial Vaginosis. Generally, women who have an infection caused by BV are prescribed a gel medicine and within 5 days they no longer have the infection. 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Organizational Culture and Organizational Climate †MyAssignmenthelp.c

Question: Discuss about the Organizational Culture and Organizational Climate. Answer: Introduction The report presents a brief idea about the culture and climate in which an organization functions. The organizational culture and organizational climate are the two factors that determine the mood of the employees who are interested in working for the organization. The report explains that how culture and climate affect the performance of the employees. There is a description of organizational culture which is explained in simple words in order to make readers understand which goes parallel to the climatic factor of the organization. It shows the contrasting features of between the culture and climate. The impacts and influences of these two organizational tools are mentioned in the report. The way in which organizational culture and organizational climate differ in one another is shown clearly. Also, there are certain examples which flow with the description of organizational culture and organizational climate. It explains that how these two factors shows their influence on employee motivation and how they relate to the organizational commitment is drawn in the end. Concept of Organizational Culture and Organizational Climate Organizational Culture The organizational cultureis a system of sharing the opinions, values, and others believe. The behavior of people working in the organization is governed by the culture of the organization. The shared opinion strongly influences its impacts on the people working in the organization. This addresses the way they act and shows their job performance. Every organization has its own culture which it develops. It has guidelines, it has boundaries of how an employee must behave in an organization (Van De Voorde, K., Paauwe Van Veldhoven, 2012). The organizational culture is characterized according to the priority from top to bottom. Every organization uses these characteristics in its own way which defines the culture of the organization in its unique form. Members of the organizations judge and evaluate these values on the basis of cultural characteristics. These characteristics include Innovation, Attention to Detail, emphasis on the outcome, emphasis on People, Teamwork, aggressiveness, and stability (Collie, Shapka Perry, 2012). Organizational Climate The climate of an organization is defined as the how firstly the members of organization experience the climate of the organization. The climate of the organization depends on how well the members work in the organization and how well the outputs they generate. The organizational climate has to be positive and favorable in order to attain good heights and good results. For this how employees functions on a task are very important. Hence organization should be aware of the needs and wants of employees to meet the satisfactory results (Hartnell, Ou Kinicki, 2011). The climate of an organization changes frequently, hence the company should be aware of such changes so that they can shape their management according to the demands of the company. Climate represents the mood of the organization. Climate can be experienced easily and also can be changed easily (Morgan Yoder, 2012). Concepts of Organizational Climate and Organizational Culture The climate is the mood of the organization whereas personality of the organization is represented by Culture. The terms which create differences in both the concepts are norms, values, and behavior that are seen in employees of the organization. Not every organization follows the same culture and climate like the other. They differ from each other (Adeniji, 2011). The different types of climate that the culture of an organization has created can be categorized as follows: People-oriented climate: The focus on individuals perception that works in the organization is categorized under people- oriented climate. It focuses on the employees of the organisation in order to meet the goals and objectives of the firm. Rule-oriented climate: It is a climate that is based on establishing the rules in an organization and also the policies and procedures of an organization. The framing of these different norms come under rule- oriented climate (E. Rupp, 2011) Innovation-oriented climate: This type of climate helps in encouraging employees for creating new methods of doing the tasks and duties. Goal-oriented climate: This type of climate focus on achieving the target or the goals that help in raising the companys reputation. The members of the organization work efficiently to achieve one aim and objective. The cultures of an organization have been classified as below. Clan culture: In this culture, the employees of an organization behave as a family with each other. They are mentored and nurtured by the organization which makes the participation of a number of employees easy (Schneider, Ehrhart Macey, 2013). Adhocracy culture: The functioning of employees under this classification is dynamic in nature. They are taught to take a risk and follow innovative techniques (Groves LaRocca, 2011). Market-Oriented culture: The aim of the employees under this classification is to focus on the aim and fulfill the marketing demands. The employees seek for results and focus on their jobs. Hierarchically oriented culture The employees are categorized from high to low based on the position they hold in the organization (Bezrukova, Thatcher, Jehn Spell, 2012). For example, an educational institute follows the culture of hierarchy. The way of perceiving and thinking about the things to achieve the aim is performed as an actor in the institution. Organizational climate is identified as the individuals perception that deals with the quality and characterizes the culture of the organization. The true picture of the organization is represented by organizations culture, whereas the representation of perception of an individual is categorized by the climate. The difference between the two is in the ideas that they show in the company. The idea of organizations culture is to work with macro vision but the picture of performing in climatic condition is the idea concerning with micro image. Macro image means large projects of the organization which requires a lot of imagination and creative ideas, while micro vision is thinking creative ideas on various small projects (Naranjo-Valencia, Jimnez-Jimnez Sanz-Valle, 2011). Influence and impact of Organizational Culture and Organizational Climate on Employee motivation Organizational culture defines the way of how an employee is capable of completing the task and interacting with one another in the organization. The culture of organization works on different values and follows different symbols that show the way of how people should operate and manage in the company. The culture of organization ties the employees together and gives them a way of operating in business. When the changes take place in the company, the biggest challenge that it faces is with the changing of the culture. The organization for its culture is dependent on the surrounding in which the operation of the company takes place. The main aim of the organization is to believe in employees system of working and managing the style of the company (Zohar Hofmann, 2012). For example, highly bureaucratic and well-structured organizations strictly follow the culture with large controls. The employees of such organizations believe in following standard procedures. They do this with proper discipline by following the hierarchy and by understanding roles and responsibilities of each and every individual. The advantages that are seen in motivating employees show their strong corporation in the cultures of the organization. It has been observed that they work according to their belief and follows the ethics of the business. The opinion of employees working with such belief and values for the business effectively builds the team (Piccolo, Bono, Heinitz, Rowold, Duehr Judge, 2012). This helps them in obtaining good results. The good culture in the organization motivates employees in performing good tasks within the norms of business. The employees working in the team do not have to face the conflicts which allow them to focus on completing the task. The effe ct of their performance can have different impacts on their performance. The impacts are in favor of the company and this increases their level of motivation. If the employees are a part of organizations culture they tend to work hard to achieve the goals set by the organization. There are varieties of cultures that operate in business which marks an impact on the performance of the employees. For example, if the organization makes a disciplinary rule where they will be asked to talk only when it is necessary, they can work according to that culture. The performance and culture of the business are evaluated and measured that how well the employees function. The behavior of employees results in the better functioning of business (Bschgens, Bausch Balkin, 2013). In this contemporary corporate world, the aim of the organization is to give its best performance in the market with the help of its employees. The department responsible for motivating and guiding these employees. Thus, Human Resource department plays a vital role in every organization. The HR department is the very important asset for the organization. They are responsible for managing the employees who work for the betterment of the business. They implement the policies and procedures that motivate the employees. Employees have to commit to the human resource department that they will be true to their work and will show proper loyalty. The impact of organizational culture on motivating employees is seen giving results that are in favor of the organization. For example, in an airline industry the players use and share same planes but the satisfaction of customers widely differs. The outcome of customer satisfaction results in the culture of the organization (Azanza, Moriano Molero, 2013). Organizational Commitment The environmental aspects that come under the working of the organization are the organizational climate. They are generally functioned by the members of the business. It is their daily business to work in whatever the climate an organization comprises within the organization. The organizational commitments are the promises that members of the organization make to the business for working efficiently and effectively. This type of commitment has three dimensions which the company identifies (Yang, Huang Wu, 2011). They are effective commitments, continuance commitments, and organizational commitments. The commitments that are attached to the emotions of the employees. The organization shows affection towards employees by fulfilling the demand for this commitment. Employees are strongly dependent on the organization to get their wants fulfilled. The continuance commitment means being aware of the cost of the organization. the primary aim of the employee under such commitment is to con tinuously work for the organization. Normative commitment is feeling obliged to those employees who work continuously in the firm. The employees who work in the organization from a long time tend to remain in the organization. This category comes under normative commitment (Tsai, 2011). The relationship that exists between organizational climate and commitment of organization is seen in between the dimensions culture and climate. Both the categories of organization differ in terms of their feedback and the kind of response the members on organization get from the authorities of the upper level and the employees who work in the organization. Such commitment of organization indicates the contribution of the team in order to get better results to serves the purpose of establishing the organization. What influences these commitments is proper leadership and motivation which ultimately results in meeting proper organizational goals and effective access to the market. The kind of decision making that is possessed by the employees working in the organization relates to the commitment of the employees made to the organization. Finally, the excitement of organizational commitment can also be seen in the literary aspects depending on the variable as well as the antecedents of a variable like age, tenure, and education (Van Wart, 2013). Conclusion On the above discussion, it has been evaluated that organization culture and climate play a vital role in every organization in order to gain success and growth across the world. It is shown what facilities company provides to its employees in order to get effective results. The overflow of the idea of motivating the employees who work for the betterment of the company is carried by human resource department (Fu Deshpande, 2014). The report is a complete representation focusing on how a company functions in order to get desired goals. The report holds a complete picture of how the development of organization takes place and what kind of climate in follows to achieve that place in the developed market. The guidance of the employees by the human resource department adds benefit to the employees. Hence the report presents the true picture of organizational functioning with the help of these two factors i.e. climate and culture of the organization followed by few examples. These two fac tors are very important and provides help in the operation and management of the business. References Adeniji, A. A. (2011). Organizational climate as a predictor of employee job satisfaction: Evidence from Covenant University.Business intelligence journal,4(1), 151-166. Azanza, G., Moriano, J. A., Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees job satisfaction.Revista de Psicologa del Trabajo y de las Organizaciones,29(2), 45-50. Bezrukova, K., Thatcher, S., Jehn, K. A., Spell, C. S. (2012). The effects of alignments: examining group faultlines, organizational cultures, and performance.Journal of Applied Psychology,97(1), 77. Bschgens, T., Bausch, A., Balkin, D. B. (2013). Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), 763-781. Collie, R. J., Shapka, J. D., Perry, N. E. (2012). School climate and socialemotional learning: Predicting teacher stress, job satisfaction, and teaching efficacy.Journal of Educational Psychology,104(4), 1189. Rupp, D. (2011). An employee-centered model of organizational justice and social responsibility.Organizational Psychology Review,1(1), 72-94. Fu, W., Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a Chinas insurance company.Journal of Business Ethics,124(2), 339-349. Groves, K. S., LaRocca, M. A. (2011). An empirical study of leader ethical values, transformational and transactional leadership, and follower attitudes toward corporate social responsibility.Journal of Business Ethics,103(4), 511-528. Hartnell, C. A., Ou, A. Y., Kinicki, A. (2011). Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Morgan, S., Yoder, L. H. (2012). A concept analysis of person-centered care.Journal of Holistic Nursing,30(1), 6-15. Naranjo-Valencia, J. C., Jimnez-Jimnez, D., Sanz-Valle, R. (2011). Innovation or imitation? The role of organizational culture.Management Decision,49(1), 55-72. Piccolo, R. F., Bono, J. E., Heinitz, K., Rowold, J., Duehr, E., Judge, T. A. (2012). The relative impact of complementary leader behaviors: Which matter most?.The leadership quarterly,23(3), 567-581. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual review of psychology,64, 361-388. Tsai, Y. (2011). Relationship between organizational culture, leadership behavior and job satisfaction.BMC health services research,11(1), 98. Van De Voorde, K., Paauwe, J., Van Veldhoven, M. (2012). Employee well?being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), 391-407. Van Wart, M. (2013). Lessons from leadership theory and the contemporary challenges of leaders.Public Administration Review,73(4), 553-565. Yang, L. R., Huang, C. F., Wu, K. S. (2011). The association among project manager's leadership style, teamwork and project success.International journal of project management,29(3), 258-267. Zohar, D., Hofmann, D. A. (2012). Organizational culture and climate.Oxford handbook of industrial and organizational psychology,1, 643-66.