, the authors assert that environmental changes and certain policy interventions can have a positive impact in terms of reducing the incidence of chronic disease in a community. The authors go on to explain how interventions and environmental policies in a community can "…provide opportunities, support, and cues to help people develop healthier behaviors" (Brownson, et al
9). In addition, since 2000, Sprint has used an affiliate program to reduce risk and improve profitability (De Kuijper, 2009)
33). The corporate culture at Hewlett-Packard rewards risk-taking and innovative thinking, but this creative culture did not just fall out of the sky but was rather the result of planning on the part of top management in response to the need to rapidly formulate software solutions across a wide range of departments (Mauzy & Harriman, 2009)
Sprint Sprint is a global provider of data, voice and Internet services. The company provides services to more than 26 million business and residential customers in more than 70 countries and has more than 80,000 employees (McMahan, 2009)
Currently, Hewlett-Packard has more than 317,000 employees worldwide (Number of employees at Hewlett-Packard, 2014). An assessment of the various programs in place at Hewlett-Packard shows that the primary factors that facilitate innovation are an organizational culture that supports risk-taking, highly skilled staff, top-down support from management, an emphasis on multidisciplinary teams and using checkpoints to provide focal points for progress (Rivas & Gobeli, 2009)
As a result, these kinds of nurses can offer specialized attention that will give patients more of a reason to take control of their health. (Allen, 2011, pp
¶ … Providers Over the last several years, the majority of graduating medical students (90%) has been focused on careers in specialized care. (Pickert, 2009) This is because they will make more money in comparison with doctors that are working in a primary care environment
Emergency services respond to weird situations, and although they often reach the scene at a good time, they are shocked because some of the victims turn unto them. Therefore, they end up being the victims after their efforts to help (Bigham)
Literature reports that the only mechanism in place for their protection is a dispatcher who makes the decision on whether the scene is safe for the EMS personnel to go for a rescue or any other relevant activity. The next line of protection for their protection is radio calls, and lastly, what appears to be more of a joke, is their ability to run away when they face hostility (Boyle 760-763)
Evidence has also shown that paramedics are the most vulnerable staff because their field of work has many risks and uncertainties. In addition, all literature in this issue is consistent, in that the paramedic is always exposed to violence (Bullard)
In addition, there is a fear that the emergency personnel are not in a position to determine when to use a gun, and may cause deaths or may act by shooting inappropriately. Therefore, there is a need for the staff to receive education on how to use guns (Frolic)
The job description of these personnel comes with substantial risks. This is because the personnel put their lives at risk more than the common citizens (Grady and Revkin)
Therefore, the results provide empirical evidence that emergency medical services provider in some states of the United States are at higher risks of encountering violence in their routine duty. The suggestion from the study is that the personnel should be provided with protective gear to enhance their protection when in their line of duty (Grange & Corbett 186-190)
Training can take place during the weekends, or part time, and even in the night. It is undisputable that arming EMS personnel can result to adverse effects, but considering that their working environment is full of uncertainties, then they should receive police training, and combat training (Kirkwood)
Similar studies in Australia, UK and USA comment that occupations with the many face-to-face contact are vulnerable of violence initiated by the clients. However, in comparison to men workers and women workers, the studies show that women experience higher levels of verbal and sexual abuse, whereas the men experience more threats and physical assaults, which endanger their lives (Mechem 401)
From the perspective of the employer, providing on-site child care facilities holds both advantages and disadvantages. Some advantages include increased loyalty to the organization, a higher level of productivity and higher morale (Casey and Dobbs, 2007)
In 2011, however, almost half (47.5%) of all the families in the United States had two working parents (Finn, 2013)
Child care provider salaries will also add to the costs of the facility. These costs will have to be measured against the benefits to determine the viability of the project (Hahn, 2013)
For employees, the advantages are significant. Assuming that the employer will hire a child care provider who is reputable, employees will receive advantages such as lower stress levels, less commuting time, and a higher level of job satisfaction (Hein and Cassirer, 2010)
Partnerships with child care facilities can also benfit these facilities by creating extra income and business. Implementation Implementation costs are likely to be high and need to be carefully offset against what will be gained in terms of saved work hours, hiring, and training requirements (Magloff, 2013)