REFLECTION ON PLACEMENT Essay Example | Topics and Well Written Essays - 250 words

REFLECTION ON PLACEMENT - Essay Example The quest for learning of the nursing professionals so that they can develop themselves and work better in partnership with different concerned parties can be described with the Gibbs Model of Reflection. The Gibbs Model of Reflection has six different factors namely description, feelings, evaluation, analysis, conclusion and action plan. The initial stage of description is about understanding what exactly has happened. In the second stage, the understanding and getting grip of the situation would help the nursing professional to know the feeling about the latest experience. The third stage is about evaluating the latest development i.e. if the experience has been good or not. In the next step, the professional analyse the situation. The subsequent step of conclusion verifies if there was any other alternative that could been opted by the nursing professional. The last step is about learning of the situation and to decide the course of action if similar situation arise again (University of Brighton. n.d). There is almost no doubt that the Gibbs model of reflection would help the nursing professionals to evaluate and learn from the latest of his experience and try and achieve the desired professional and personal growth. It would prepare him for the future. The model of Gibbs also enables the professional to work better in partnership with the doctors, the families i.e. the clients and also with the colleagues for the betterment of the patients. It assists the professional to improve the quality of the much needed care to the patients as also it narrows down the gap between theory and

Successfull retention tools of American Businesses Term Paper

Successfull retention tools of American Businesses - Term Paper Example It is also costly to the company. Labor turnover and attrition is costly not only in terms of resources but also in precious time of training new employees. It will take time until a new employee will be able to yield the same output like the one that has left and it is also is an opportunity lost to the company. It may be tempting to disregard a company’s retention program because rewards incur cost. But it has to be kept whatever the economic circumstances because in the final analysis, the cost of rewards is more than justified considering the opportunity cost of losing an organization’s best talent (Frasch, 201). It is worth noting that at the aftermath of the recent financial crisis, the survey conducted by Nashville, Tennessee based OI Partners found that an alarming 64 percent of companies â€Å"are concerned that they may lose managers when the job market improves† and that includes a 48 % likelihood of losing their executives (Frash, 2011). Such, a revisit on the successful tools of retaining best talents in an organization would be necessary to prevent the likelihood of an impending labor turnover. Given with the changing economic landscape brought by the recent crisis, it is becoming difficult for companies to financially reward their employees because of financial constraints. Many are even cutting wages as a cost cutting measure to weather the recent economic turmoil (O’Hara, 2011). On the other hand, about 65 percent of employees are beginning to be sensitive to pay increase as a motivation for them to stay with their current employer as reflected in the survey from Marlborough, Mass.-based benefits and compensation consultant Workscape (O’Hara, 2011). This economic difficulty however should not prevent companies to strive to keep their best employees. Nor should they disregard because of the costs associated