The Impact of a Third Party America´s Two Party Political System Essay

The Impact of a Third Party America ´s Two Party Political System   Ã‚  Ã‚  Ã‚  Ã‚  For hundreds of years, the two party system has dominated the American culture, but many people are confused by what a two party system actually means. Although a two party system is defined as two parties that are bigger than the rest, third parties have greatly impacted elections for over a hundred years. Minor parties still continuously voice their opinions in issues, causing other candidates of either major party to adopt their philosophies. Furthermore, some parties, such as the Reform have actually been successful in obtaining a position, such as governor. Finally, third party candidates have actually taken away votes from a number of nominees over the years.   Ã‚  Ã‚  Ã‚  Ã‚  Third parties have become a necessity in this modern age with their ability to promote their beliefs onto other parties who advocate those policies in later elections. Therefore, it is obvious that the viewpoints of the Democratic and Republican parties have been affected by minor parties. Throughout American history, minor parties have adjusted and formed new parties concerning the issues, so the two major parties must switch their position as the issues change, allowing for the acceptance of many third party ideas.   Ã‚  Ã‚  Ã‚  Ã‚  For example, the Socialist Party is supposed to be responsible for President Franklin Delano Roosevelt’s New Deal, which greatly helped many Americans. This shows that many Presidents reflect on the ideas of other parties and adopt them during their tenure in office. In addition to the New Deal, minor parties Eugene Debs, who ran four times fighting for the factory workers, and Ross Perot, who endeavored to eradicate the national debt, both inspired Presidents to accept their policies. Warren G. Harding approved the ideas of Eugene Debs while Clinton actually turned the national debt into a surplus before leaving office. Factional parties, such as the Bull Moose Party have also influenced the major parties to change their views. The Bull Moose Party called for more attention to not only business regulations but also party reform. Theodore Roosevelt was nominated for President and the Republican Party was forced to make a strong reform in their usual policy. These various examples, throughout the years, prove how strong the minor parties were in impacting the presidential elections through other part... ...ile Lincoln received about 1.85 million of the popular vote. This shows how a split only causes losses while sticking together allows for victory according to statistics. Lincoln won only approximately 40 percent of the popular vote but still won presidency. Obviously, third parties have changed many presidential elections in our nation’s history.   Ã‚  Ã‚  Ã‚  Ã‚  Third parties have shown their mark on presidential elections throughout the United States’ history. Whether it was through other candidates adopting their policies, with their local success, or with their impact on elections, third party candidates have caused major change on various presidential elections. Minor parties will continue to impact other candidates and the rest of the country into adopting their views on certain issues. According to Nader, â€Å"The only difference between the Republican and Democratic parties is the velocities with which their knees hit the floor when corporations knock on their door.† Obviously third party candidates will continue to run and impact elections for years to come. http://www.pbs.org/newshour/vote2004/politics101/politics101_thirdparties.html http://www.u-s-history.com/pages/h832.html

Nursing Recruitment and Retention

Nursing Recruitment and Retention To be a good nurse, you have to be a physically strong and emotionally stable person, and you have to be able to think on your feet. Though nursing is not an easy profession, it is very rewarding. The purpose of this paper is to discuss the nursing shortage and nursing retention and recruitment strategies for facilities. The nursing shortage crisis is caused by nurse burnout, an aging Registered Nurse (RN) population, not enough nurses graduating due to a shortage of nurse faculty, and an increase of patients as â€Å"baby boomers† retire, grow older, and experience age-related illnesses.There are many challenges involved with the nursing shortage, including recruiting RN’s and then being able to retain those RN’s in order to provide adequate, safe staffing, Ensuring appropriate staffing is necessary for safe and competent patient care, as well as a healthy work environment. Once a nurse has been recruited, the challenge becomes how to keep them due to the high cost of nurse turnover. Many facilities offer benefits, such as mentoring programs, tuition reimbursement, and longevity bonuses, to help keep nurses from leaving.Nursing Shortage Defined The nursing shortage poses a significant problem for nurses, especially with job satisfaction and patient care. Most nurses use a holistic approach to patient care, meaning they care for the patient’s mind, body and spirit. This approach, however, takes more time and with the nursing shortage nurses feel like they are not adequately staffed to be able to give good, patient care. According to the American Hospital Association (AHA) there has been a nursing shortage since as early as 1999.In 2010, the United States Department of Labor’s Bureau of Labor Statistics reports that there were 2,737,400 registered nurses, with an expected 26% increase of nursing jobs by 2020. So what are some contributing factors that affect the nursing shortage? First, the agi ng baby-boomer population will have a major influence on the health care system and especially nursing. Currently the average age of a baby-boomer is 50-70 years old and will soon demand more age-related healthcare services, which leads to another contribution to the nursing shortage.In 2008, the average age of RN’s was 46, with many nurses expecting to retire between the ages of 60-65. Finally, faculty shortages at nursing schools limit the number of graduating nurses. The American Association of Colleges of Nursing website stated, â€Å"U. S. nursing schools turned away 75,587 qualified applicants from baccalaureate and graduate nursing programs in 2011 due to insufficient number of faculty, clinical sites, classroom space, clinical preceptors, and budget constraints. † (para. 3) The nursing shortage cannot be fixed if we do not have enough students to replace those nurses who quit or retire.Effects of Burnout In addition to these causes, burnout often strikes nurses due to the high levels of stress, understaffing, increased workload and mandatory overtime. Burnout is a condition that shows itself as being fatigued all the time, irritability, insomnia and depression. According to the article Nurse Burnout and Patient Satisfaction, employers have an increased cost in personnel due to the fact that burnout leads to employees being absent, late to work, and an increase in the turnover rate.(Vahey, Aiken, Sloane, Clarke, & Vargas, 2010, para. 6) Nursing Retention and Recruitment Strategies In order to ensure safe staffing, hospitals need to focus on recruiting nurses and retaining their current nursing staff. To help build better teams and increase staff satisfaction, management should engage employees in nurse recruitment and nurse retention. The cost of recruiting and retaining nurses, however, can be expensive for facilities, especially high nurse turnover rates.The Online Journal of Nursing reports that the cost of turnover, for each nurse, can range between $22,000 to over $64,000. (Bland & Gates, 2007, para. 3). Factors that contribute to the cost of turnover include orientating and training new staff and covering for loss of staff, either thru travel nurses or overtime with current staff. As it can take years to develop the skill and training needed to work in specialty units, the loss of experienced nurses is especially costly. The retention of employees is dependent on reducing turnover.One positive aspect of the nursing shortage is that it has provided nurses the opportunity to find an employer that will meet their needs. Many things factor into the retention of a single nurse, among other things, nurses want safe workplaces with adequate staffing be able to give quality patient care, the flexibility to manage their work schedule around their home life, and a decent salary. Organizations need to cultivate a work area in which staff want to work in order to promote staff retention. Organizations also cannot afford to simply react to the workforce shortage.Attracting qualified nurses is one of the most important steps that can be taken to ensure a high standard of care. There are many different ways that organizations can utilize to recruit those qualified nurses. An online article for the American Organization of Nurse Executive’s publication Nurse Leader listed the top sources of new hires, and the top three included employee referral, organization’s website and general job boards. If staff satisfaction were made a priority from organizations, referrals from current employees could attract qualified, seasoned nurses.Other recruitment strategies include offering incentives, like salary, flexible schedules, education incentives and tuition reimbursement. (Brooks & Caffey, 2008) Conclusion Today’s society of aging baby boomers and nurses, faculty shortage due to low enrollment in nursing schools and the higher expectations of medical care are all helping cause today’s environment of nursing crisis. By ensuring that the needs of the hospital and nurses are met this leads to better patient care and better patient care leads to better patient satisfaction scores. Nursing Recruitment and Retention Nursing Recruitment and RetentionTo be a good nurse, you have to be a physically strong and emotionally stable person, and you have to be able to think on your feet. Though nursing is not an easy profession, it is very rewarding. The purpose of this paper is to discuss the nursing shortage and nursing retention and recruitment strategies for facilities. The nursing shortage crisis is caused by nurse burnout, an aging Registered Nurse (RN) population, not enough nurses graduating due to a shortage of nurse faculty, and an increase of patients as â€Å"baby boomers† retire, grow older, and experience age-related illnesses.There are many challenges involved with the nursing shortage, including recruiting RN’s and then being able to retain those RN’s in order to provide adequate, safe staffing, Ensuring appropriate staffing is necessary for safe and competent patient care, as well as a healthy work environment. Once a nurse has been recruited, the challenge becomes h ow to keep them due to the high cost of nurse turnover. Many facilities offer benefits, such as mentoring programs, tuition reimbursement, and longevity bonuses, to help keep nurses from leaving.Nursing Shortage DefinedThe nursing shortage poses a significant problem for nurses, especially with job satisfaction and patient care. Most nurses use a holistic approach to patient care, meaning they care for the patient’s mind, body and spirit. This approach, however, takes more time and with the nursing shortage nurses feel like they are not adequately staffed to be able to give good, patient care. According to the American Hospital Association (AHA) there has been a nursing shortage since as early as 1999. In 2010, the United States Department of Labor’s Bureau of Labor Statistics reports that there were 2,737,400 registered nurses, with an expected 26% increase of nursing jobs by 2020.So what are some contributing factors that affect the nursing shortage? First, the aging baby-boomer population will have a major influence on the health care system and especially nursing. Currently the average age of a  baby-boomer is 50-70 years old and will soon demand more age-related healthcare services, which leads to another contribution to the nursing shortage. In 2008, the average age of RN’s was 46, with many nurses expecting to retire between the ages of 60-65. Finally, faculty shortages at nursing schools limit the number of graduating nurses.The American Association of Colleges of Nursing website stated, â€Å"U.S. nursing schools turned away 75,587 qualified applicants from baccalaureate and graduate nursing programs in 2011 due to insufficient number of faculty, clinical sites, classroom space, clinical preceptors, and budget constraints.† (para. 3) The nursing shortage cannot be fixed if we do not have enough students to replace those nurses who quit or retire.Effects of BurnoutIn addition to these causes, burnout often strikes nurses d ue to the high levels of stress, understaffing, increased workload and mandatory overtime. Burnout is a condition that shows itself as being fatigued all the time, irritability, insomnia and depression. According to the article Nurse Burnout and Patient Satisfaction, employers have an increased cost in personnel due to the fact that burnout leads to employees being absent, late to work, and an increase in the turnover rate. (Vahey, Aiken, Sloane, Clarke, & Vargas, 2010, para. 6)Nursing Retention and Recruitment StrategiesIn order to ensure safe staffing, hospitals need to focus on recruiting nurses and retaining their current nursing staff. To help build better teams and increase staff satisfaction, management should engage employees in nurse recruitment and nurse retention. The cost of recruiting and retaining nurses, however, can be expensive for facilities, especially high nurse turnover rates. The Online Journal of Nursing reports that the cost of turnover, for each nurse, can r ange between $22,000 to over $64,000. (Bland & Gates, 2007, para. 3).Factors that contribute to the cost of turnover include orientating and training new staff and covering for loss of staff, either thru travel nurses or overtime with current staff. As it can take  years to develop the skill and training needed to work in specialty units, the loss of experienced nurses is especially costly.The retention of employees is dependent on reducing turnover. One positive aspect of the nursing shortage is that it has provided nurses the opportunity to find an employer that will meet their needs. Many things factor into the retention of a single nurse, among other things, nurses want safe workplaces with adequate staffing be able to give quality patient care, the flexibility to manage their work schedule around their home life, and a decent salary. Organizations need to cultivate a work area in which staff want to work in order to promote staff retention.Organizations also cannot afford to simply react to the workforce shortage. Attracting qualified nurses is one of the most important steps that can be taken to ensure a high standard of care. There are many different ways that organizations can utilize to recruit those qualified nurses. An online article for the American Organization of Nurse Executive’s publication Nurse Leader listed the top sources of new hires, and the top three included employee referral, organization’s website and general job boards. If staff satisfaction were made a priority from organizations, referrals from current employees could attract qualified, seasoned nurses. Other recruitment strategies include offering incentives, like salary, flexible schedules, education incentives and tuition reimbursement. (Brooks & Caffey, 2008)ConclusionToday’s society of aging baby boomers and nurses, faculty shortage due to low enrollment in nursing schools and the higher expectations of medical care are all helping cause today’s e nvironment of nursing crisis. By ensuring that the needs of the hospital and nurses are met this leads to better patient care and better patient care leads to better patient satisfaction scores.

I Have A Pretty Good Marriage - 879 Words

However, people say they fall out of love with their significant other at some point in their life. Some of the people who may say this might be people who have been married for a long time with their significant other. The couple knows almost everything about each other is a good thing, but a spouse might use this to their advantage to also annoy their spouse. According to Elizabeth Weil, â€Å"I have a pretty good marriage. It could be better. There are things about my husband that drive me crazy† (par. 1). Some of these could be that one of the significant others could say or do something that may annoy their spouse, not cook dinner or take out the trash like they were suppose too, or just being annoying or mad the whole day. If the couple really wants to stay together, they both have to be determined that they want their marriage to succeed. Although, staying in a marriage happy is a lot better than staying in a marriage where a person is miserable. According to Amanda Fo rtini, â€Å"In a much discussed survey of 35,000 American women, published in the July issue of Women’s Day, 72 percent of married women said they had considered leaving their husbands† (par. 2). Some of these reasons could possibly be physical or emotional abuse, constant arguing, financial issues, or they do not have an emotional or physical connection anymore. According to Jillian Straus, â€Å"In a recent survey by the Pew Research Center, 55 percent of 3,000 single reported that they are not in a committedShow MoreRelatedThe Girls Of Their Summer Dresses By Irwin Shaw955 Words   |  4 PagesThere is no specific behavior, idea, or emotion that makes for a good marriage, though it is common for people to believe so. They think marriage will be easy, although the reality requires constant work. Good marriages consist of communication, honesty, passion, intimacy and commitment. 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