Demographic of Essex County Essay Example for Free

Demographic of Essex County Essay Essex County is located in the North eastern part of new jersey. The history of Essex county dates back to 1666 when 30 families from Connecticut established settlement along the banks of Passaic river. Essex County was officially established in 1682 by east jersey legislature. Essex County is 129.631 square miles. The Geopolitical communities are designed by natural or human made boundaries (Maurer and Smith, 2009). It holds community safer for the residents and the governing body. Essex County is bordered by human made boundaries. The weather of the community fluctuates according to the seasons. The usual temperature throughout winter stays within 24 to 42 degrees Fahrenheit. In the summer, it hikes up, and ranges between at 68 to 85 Fahrenheit. Natural disasters like flood, blizzards, snowstorms, heavy rains hurricanes, power outrage, water shortage common here. Essex county is the second most densely populated county in new jersey As of 2010 census population was 783969. The county is made up of 22 municipalities which are widely diverse encompassing large inner-city communities. Essex’s county’s economic wealth is not distributed uniformly across all residents, with large urban areas that include a large number of poor and minority populations with 11.7% county families had income below the poverty level. As of 2011, 10.8% residents were unemployed. Essex County is the first county in United States to create county wide park system. As of now 5,745 acres of green space which includes vast reservations developed parks 21 one of them. The community has big golf courses and tennis courts In addition to this, there are seasonal community fairs and other community events that provide an occasion for community interaction. And there is provision for bike lanes. Fire department and police  department renders excellent service. The waste disposal and pest control department maintains healthy and hygienic environment. There are community parks, swimming pools, sports clubs, and many other establishments providing amenities to support the physical and leisure activities of the residents. The community has a big golf clubs. In addition to this, there are seasonal community fairs and other community events that provide an occasion for community interaction. Interview with the Community health Nurse Melissa Garfield RN, BSN (telephone Interview) Conducted on 10/23/2014. Melissa works for Barnabas Health System at present she is a clinical supervisor who in charge of approximately 100 employees which includes registered nurses, respiratory therapist, occupational and physical therapist. They work very closely with the state and they are Medicare certified. What is your role in disease prevention, surveillance and health Promotion? What steps are you taking to alert the community to educate them? The role of community health has changed greatly over the years. We play a very important role in the community for prevention of disease and promotion of health. They help in preventing disease by community teaching and help early detection of a problem. The greatest challenges we face has nothing to do with the season of the year, it is with hospitals discharging patients more quickly to shorten the length of stay and the acuity of the patients in the community are much higher which necessitates the clinicians that are more skilled than ever. As of now they have to take care of patients with tracheostomy, peg tube feeding, long term chest tubes, nephrostomy tubes and ventilators and administer antibiotics. The job of the community health nurse is educate the family members how to take care of their loved one at home, and what to do when there is emergency there is always redundancy what to do when there is emergency. She gave the example of Hurricane sandy when they had to go visiting homes of patients who were oxygen dependent, ventilator patients and patients with special electronic beds and make sure they had electricity and if not they had to be moved to acute care center. For me that was the most  challenging thing I faced in the community. This transcends any season. At the moment it is season change and we have to make sure our homebound citizens and senior citizens for getting flu vaccines and get them ready for winter making sure they have access to heat and hot water. Now we are also educating the community about Ebola. What ethnic groups do you deal with? Essex County is made up of very diverse race and culture. There is no single dominant culture or race. We have African- American, White-Americans, Hispanic, and Asians. They visit all communities in the county; they have escorts who are from the community who helps her when she goes home visiting. The only home they are not allowed to go is if they see anyone actively doing drugs, or drinking for safety reasons. What spiritual resources are available? The community health nurse has to respect every religion, culture and their way of life and traditions as long it doesn’t cause any harm to the individual. Essex County has churches of every denomination, temples, synagogues and mosques which are easily accessible. What are the five biggest health issues pertaining to Essex County? What is being done to educate the community for its prevention? Heart Disease including congestive heart disease. Cancer Stroke Septicemia Diabetes There are non-health related issues like homicide, violent crimes deaths injuries and mortality rates related to this are high in the community. The community health nurses organize community teaching in churches, senior citizen homes and in adult day care center and churches where they teach about diet, exercise, compliance with medication and follow up with the physicians. They also check blood pressure and sugars during this  time. Making sure people in the community follow healthy diet is challenge as this county has very high rate of fast food joints. Are you adequately funded? What would you like to see more funding for? We are insurance and Medicare dependent and if the patient doesn’t have insurance then it is charity care. They organize fund raisers for cancer prevention. Every program is important to the community but more funding is needed for preventive care which in turn will promote health. What are some of the preventive programs organized Barnabas health comm unity services? The role of community health nurse involves educating the community in prevention of disease which in turn promotes health. Tobacco free living Preventing drug abuse and excessive alcohol use Healthy eating Injury and violence free living Reproductive and sexual health Mental and emotional well-being. They also have program called† what’s in your bag† where they collaborate with the pharmacist in the community check the prescription medications the patients are taking and make sure there is no duplications for example Norvasc and Amlodipine. They update the list of the medication they are taking which helps when they go to the doctors or hospital. They also assist in the community in proper disposable of unused and expired medicine. The nurse also teaches how to store medications especially narcotics. They also help in the immunizations of seniors especially flu and pneumonia and preschool children. The school nurse is in charge of making sure the school age kids are up-to-date with immunization. Are the health resources adequate in Essex County? She believes there are enough health providers; there are many hospitals, emergent day care centers and nurse practitioners all are very easily accessible. The problem is not enough resources  she believes people not making use of these resources. There are many individuals with no insurance but they are never denied care. Essex County also has discount prescription card which gives 20% on prescription medication. What is the role of a community health in regarding to mental health? She is not specialized in this field but they do have separate division who takes care of these individual this team consists of behavioral health nurses and therapist. They do assess the patients if they need these services and refer them accordingly. Essex County has a big psychiatry hospital whose mission is to provide evidence-based care to promote patient recovery and return to community. Diet and Exercise Obesity rates have doubled among children and tripled in adolescents and adults. Also our community has very high rate of fast food restaurant. The main of community health nurse is educating the community on healthy diet and the importance of exercise. Our community has lots of parks and open spaces, sports center which are well equipped but under used. There also community swimming pools. The community health nurses do not organize any activities in regarding to exercise, but the county has many such program which begin in spring with cherry blossom festival, they conduct marathons, bike riding competitions’ and hikes and camp outs during summer of which Barnabas health is a big sponsor. Are they any nutrition deficiency in the community? Does the community provide safe drinking water? Most common problem are Vitamin D deficiency. There are many communities which live below poverty and many are homeless. But there are many organizations which help them like soup kitchens, food stamps, meals on wheels for home bound citizens, churches and many communities. Schools provide subsidized rate or free in some cases breakfast and lunches to the children. Farmers markets and community garden where one can grow fresh vegetables and fruits in summer. Tap water is safe for  drinking which checked periodically and report of which is sent to all residents. 11. What is the role of a Community health nurse in relation to environmental issues such as heat assistance, cooling stations, pest control, waste disposal, and common air contaminants? Essex County has an environmental nurse that follows the Human Health Hazard Ordinance. This ordinance is for dealing with health hazards that are occurring on the outside of the home and could potentially affect other members of the community. They work closely with town and municipality workers. They inspect the homes for rats or any insect’s bed bugs. They also observe how the garbage is being disposed. Overall the nurse’s job is to see if the resident is safe in their home. She also checks if the patient is oxygen dependent there is nobody in the house smoking, from individual perspective she also checks if they have working fire alarms. They check to see if they have provision for heat in winter. There is very good waste management system in the county. They have garbage and recycle bins in all public spaces. The environments hazardous waste and electronic waste is being collected by the county once in three months from the community or it can be taken to the disposable center by the resident. The community nurse plays no role in this. 12. What kind of sexuality programs are available e.g. growth and development, STD and AIDS education, contraception options. Is there sufficient access to birth control, support groups for pregnant women and new parents? What are the statistics for birth rates, abortion and miscarriage? Essex County works with Planned Parenthood, the pregnancy crisis hot-line, the Family Resource Center and Early Head Start programs. There is disparity among child birth and teen pregnancy. Low and low birth weight among African-American babies born is higher than other racial/ ethnic group. Teen pregnancy is more in lower socio-economic groups. The school nurses provide sex education to the kids from  elementary. There are many programs for maternal and child health. They support them and get necessary help needed in caring the baby and themselves. 13. How do you assist in disaster management planning? Are there other agencies you work with? Essex County nurses work with police, fire and EMS from all the cities and towns in the county. The nurses participate in disaster management drill a few times a year. Our other role in disaster management is to keep a list of personnel that may be needed to help when a disaster occurs. The list is reviewed and updated yearly. This list includes: Long-term care facilities Veterinarian Clinics and hospital Schools Churches Summer camps Parish nurses Home care agencies Water and energy facilities such a Alliant Energy Power Station† 14. What are the Cognitive/ perceptual level of the community? The Essex County is home to large ethnic/ racial group. The main language is English but there is large number of residents about 20% of who don’t speak English. The community nurses use language line to communicate with the patient or somebody from the family who knows the language acts as the translator. Essex County is home to five public and five private colleges. There is a great push to change the education system and get the children back to school. The graduate rate is 64% for the county which is low comparing to other counties in the state. 15. What is the self-perception / self- concept in the community? Are the residents happy? I don’t know how to answer that. You know we both live in the same county there is big disparities how the economic wealth is distributed. There are large urban areas with poor and minority population, a nd some below poverty level. The county is doing a lot to make sure all  residents have equal opportunities. Like in the library they have activities for senior citizens; they also have activities for school age and preschoolers. They play a big role ]in summer reading program. The county also has free coaching in summer for sports activities like tennis and football. Each community in summer organizes movie night. There are equal opportunities for all. In certain communities in the county the violent crime rate and homicide rate is high compared to other counties in the state. There is also big problem with substance abuse. Due to which emergency room visits for substance abuse are high in the county. The families living in these areas face dangers which causes stress. Role and relationship The people of the community continue to maintain respectful and healthy relationships with neighbors. The children are cooperative with one another and maintain respect towards elders and higher authorities, such as teachers. Local residents aid the older residents, especially during snow storm. The local police and firefighters offer innumerable services for the community. We ended our interview by her saying there are many services available in the community which the residents are not aware of. They also need more skilled nursing staff as the acuity of patients in the community is high. References: The county of Essex New jersey. www. Essex-county nj.org Essex county quick facts from U S census bureau. Retrieved from quickfacts.census.gov/qfd/states/†¦/34013.

Othello: Summary :: essays research papers

Othello: Summary *Othello is a tense, closely-knit play, with an ever-increasing emotional scene. The character Iago, Othello's ancient, is the cause of all the tragedy which comes to pass as the play progresses. He is a manipulator, opposing Othello not directly, but through other characters whom he tricks. From his actions throughout the play one sees that Iago was gifted at using other people, to further his own schemes. *Act One, Scene One is the most important because it foreshadows the whole drama. Iago gives the reader warning that he is not all that he seems when he says, "I am not what I am" (I,i). He appears to help Roderigo, a suitor to Desdemona, who has run off with Othello, the Moorish general of the Venetian army. Iago hates Othello for another reason. instead of choosing him to be his lieutenant, Othello chose Cassio. In the end of scene, Iago and Roderigo have informed Brabantio about his daughter's elopement. Then they went to confront Othello with this situation. *At the beginning of Scene Two of Act One, Iago gives advice to Othello and lets him know what is about to happen. Shortly after their talk Brabantio confronts Othello about stealing his daughter. Then they all went and saw the Duke. Othello defends himself and asks if Desdemona can testify on the behalf of him. Othello tells how that the only "witchcraft" he used were his stories, and how Brabantio used to invite him up to tell them. Finally, Brabantio disowns Desdemona and she goes to be with Othello. *Near the end of the first scene of the second act, Iago convinces Roderigo, who was observing Cassio's enthusiastic greeting of Desdemona, that Cassio and Desdemona have something going on between them. Thus manipulating Roderigo through his passion for Desdemona, Iago convinces him to provoke Cassio to anger, so that the lieutenant will be discredited in Othello's eyes and Iago can take his position. *In Act II, Scene III, I ago tricks into a drink, knowing that he has a low tolerance for alcohol, making it easier for Roderigo to provoke him to fight. Cassio departs the scene, and Iago starts to insinuate to the other soldiers is a bit of a lush. Cassio soon, returns, chasing Roderigo, and when his comrades attempt to restrain him, he strikes at them as well. When Othello arrives on the scene, Iago makes it seem that he doesn't want to discredit Cassio, but his insinuations make Othello discharge his lieutenant. However, as soon as Othello is gone, he goes to Cassio as a helpful friend.

Journey to Success

Ryan N. Fischer ID 117 Art of Being Human Education Plan Reflection After completing and filling out my educational plan I have thoroughly organized the classes that I must take in order to receive my degree in Media Studies Bachelor of Arts. The educational plan helped me organize my schedule for future semesters, which makes selecting classes a whole lot easier. God forbid if I missed an appointment for creating my future schedule with my advisor, I can now have a general platform and idea of what requirements I need to take without getting extra assistance.Creating a schedule can be very stressful for me personally and knowing what I need to take makes my future a little bit more understanding and clear. Last, it showed exactly when I can receive my degree in the future, which is very helpful for formulating future goals for myself. I personally love to strive for goals and motivate myself to complete my future goals. Knowing when I can receive my degree just helps me plan better for the future and create long-term goals.The educational plan was a great way to organize my future classes and study requirements. I feel more understanding of what steps I need to take next in order to receive my degree. As well as feeling secure with my future requirements and goals, I feel very confident and excited to start my journey in order to receive the one thing that I want. The one thing that I want of course is my degree in Media Studies and I am motivated to start the next courses starting next semester in the fall of 2013.

Talent Management Essay Online For Free - Free Essay Example

Sample details Pages: 9 Words: 2796 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Research paper Level High school Did you like this example? Introduction Talent management is gaining worldwide recognition. Those leadership groups who do not understand the impact that talent management could have in their organisations do not reap the rewards that come with a program that is highly effective. The term talent management is fairly new (approximately fifteen years in use). Don’t waste time! Our writers will create an original "Talent Management Essay Online For Free" essay for you Create order Nonetheless, it is gaining momentum as social science continues to develop evidence based decision making tools. The results that materialize give leadership groups valuable information that contributes to effective decision making. Well informed decisions are those that lead to success and mitigate the time allocated in bringing them to fruition. It is not enough to want to implement a talent management program. The process must be guided and measured to ensure that the desired outcomes are on target. However, if success were to remain constant there would be no room to learn new methods or gain newfound ideas. Failure is imminent when processes are not monitored. In addition, failure has the potential to harm the organisation and in turn, the stakeholders as well. The Failure and Success of Talent Management Systems The Talent Management (TM) concept is fairly new by modern day standards. Thunnissena, Boselieb, and Fruytier (2013) posit that TM began to receive global recognition ten years prior to the publication of their article. As a result, TM appears to be moving from the developmental stages of infancy (p. 1744) to toddler stages. The newness of TM poses implementation challenges of various sorts. Hence, resulting in faulty application methodologies. Therefore, it follows that flawed TM methodologies hinder business processes, hence, creating negative domino effects within the social organisation environment. This paper shows how poorly implemented or absent TM strategies impact organisation processes. It also shows how scientifically validated strategies prevent potential harms from happening or eliminate the threat altogether. It addresses reasons why TM initiatives fail. There is a discussion on environmental conditions that lead to failure and the negative impact on employees. It closes with a recapitulation of the content. TM is a human resource concept that concerns the management of people for mutually beneficial competence exploitation. A few examples of organisations failing with regard to TM are Google, Amazon, Express Scripts, SEARS, and Dillards Inc, amongst many others. Lewis (2013) finds Google to be so decalescent that he cannot imagine why anyone would quit working there. Kantor and Streitfeld (2015) refer to Amazons workplace environment as bruising (Kantor Streitfeld 2015, para. 1). Duggan (2015) posits that Americas list of terrible companies to work for is an extensive one. This paper is structured in the following format. The content is divided into sections with subsections for discussion clarity. The failure or success of talent management topics are discussed as well. Thereafter, discussions address reasons for talent management failure, and negative affects on business. Preventive applications for the success of talent management discuss secondary subtopics that fall within the parameters of the bigger picture concept. The paper closes with concluding comments. Reasons for Talent Management Failure According to May (2015), employees leave organisations for many reasons. For example, a few of those reasons are unhappiness with their jobs, dissatisfaction with poor management strategies, and or ineffective leadership. Thunnissena, Boselieb, and Fruytier (2013) attribute potential failures to demographics, retiring baby boomers, mobile technology, and increasing globalization. Lockwood (2006) asserts that the lack of leadership commitment has a nullifying effect on the TM process Allen, Bryant, and Vardaman (2010) discuss employee turnover, dissatisfaction with salaries, and application of a one-size-fits-all retention strategy. They assert the existence of an erroneous management assumption, that all exits from the organisation fit a standard pattern. Downs and Swailess (2013) discuss the lack of social and ethical applications to talent management that affect employees in various ways. McDonald, Dear and Backstrom (2008) contribute to the discussion of specific discriminato ry management practices. Negative Affects (NA) on Business Negative affects occur for many reasons. The discussion herein refers to few negative affects that are detrimental to the profitability or production in organisations. According to Duan, Lam, Chen, Zhong (2010), employees become emotional when confronted with affective situations. As a result, some negative behaviors elicit retaliatory behaviors that do not benefit the organisation at all. Detailed Discussions: NA Related with Employee Groups Unhappy Employees. Song and Ybarra (2008) posits that unhappiness maybe be the potential result of situational demands. Additionally, he argues that unhappiness comes from the absence of positive influence (Song and Ybarra 2008, p. 57). Unhappiness falls under the umbrella of psychological well-being. As a result, environmental situations influence how employees perceive the events happening in the social environment. Hence, the potential for increased employee unhappiness contribute to dysfunctional work relationships. Thereby, affecting the employee as well as business productivity (Song and Ybarra 2008). Employee Turnover. De Mesquita-Ferreira and de Acquino-Almeida (2015) argue that employee turnover poses a serious threat to organisations. They assert that employees who leave the organisation are replaced by new employees who lack equivalent competence as the person who left. As a result, organisation productivity decreases all the while the new employee is adapting to the organisations culture. For example, profit organisations may experience lower revenues due to lower productivity. Another example is that non-profit organisations may experience interference with public programs or services due to understaffing situations. Poor Management Strategies. Toterhi and Recardo (2013) affirm that recovering from business failure is challenging and time consuming. When managers decide to cut TM budgets, they cripple the TM process altogether. Thereby, making budget cutting a poor management strategy. For example, lost revenue is one result of budget cutting decisions because budgets buy sales training, sales training increase closing skills, the more closed sales are transacted, the greater profit potential for the organisation. Therefore, it is in the best interest of all stakeholders that revenues increase (Poor 2008). Changing Demographics. Meier and Loewenbein (2003) found that an aging population create adversarial circumstances. Consider for exam ple, that baby boomers are extending their retirement as a result of improved health. Suddenly, there are integrated age groups that engage in conflicting engagements, thereby complicating the coworker relationship. The age mix has become a cause for new social science research on workplace intergenerational conflict (OBannon 2001). Weak Senior Management Commitment. Prabhu and Robson (2000) found that a lack of committed financial resources had a detrimental affect (NA) on talent management initiatives. For example, it is not unusual for TM programs to become the target of budget cuts as a management directive to reduce costs. Such reductions eliminate opportunities for workforce development. They also increase the probability of low employee retention rates. In addition, leadership influence on employee engagement decreases (Prabhu Robson 2000). Duan, Lam, Chen, Zhong (2010) assert that the NA of weak commitment eventually creates unhappy employees who have the potential t o interfere with business processes in retaliation. According to Duan, Lam, Chen, Zhong (2010), retaliatory behaviors may hurt colleagues or organizations (p. 1288). The NA of weak commitments also trickle down to employees as they perceive that leadership executives have dysfunctional habits of making promises never kept. Negative affects create potential opportunities for unethical behaviors to take place. Lack of Social And Ethical Applications. According to Hartman, DesJardins, and MacDonald (2014), and Rhodes (2006), Enron was an example of an organisation lacking social responsibility and ethical leadership. Using Enron as an example demonstrating an organisation that ignored its obligation of social responsibility has become the standard norm. The leaderships lack of moral responsibility harmed many stakeholders, namely, the public, private investors, institutional investors, as well as employees. As a result, millions of stakeholders lost life savings, investments, and 401-Ks. Consequently, the organisation sealed its defunct fate by engaging in socially irresponsible and unethical business practices. Discrimination. Perhaps the most obvious and probably the most detrimental discrimination to the workforce is that of sexual harassment (SH). Cheri-Gay (2015) says that fifty years of legal issues and law redefinitions concerning SH, that society is still making the attempt to redefine exactly what the word sexual means. Sexual harassment is one of many forms of discrimination prevalent in organisations. Discriminatory SH destroys families, emotionally scars workers, society loses trust and faith, and the organisations existence is threatened by lawsuits and other environmental repercussions (Cheri-Gay, 2015). Preventive Applications for Successful TM A look into the popularity of TM provided over twenty-three million websites. Therefore, one can consider that TM is a desirable way to achieve organisation success. Evidence based strategies promote validated alternatives for organisation success. In contrast, the attempt to reinvent the scientific evidence becomes a challenging feat. According to Allen, Bryant, and Vardaman (2010) social science promotes preventive TM application with scientifically validated strategies (SVS). SVS for TM promises a significant return on investment. Following, are a few SVS that encourage successful outcomes for the organisation. Talent Assessment According to Rothwell and Kazanas (2003), assessing employee talents begins a decision making process that becomes well informed and structured. Assessments are business tools that identify competency and skill weaknesses, as well as, strengths in the same area. The management team benefits from a decision making strategy that clarifies what competencies and skills they want to focus on. They will able to make decisions that create learning and development opportunities without second guessing themselves. Another benefit manifests itself as a time savings factor because of the SVS factor. Social Responsibility and Ethical Decision Making Social responsibility is on its way to becoming a driving force in society. The term social responsibility encourages ethical behaviors grounded in morality (Rhodes, 2006). Therefore, one can consider moral decision making as a strategy that supports the moral leadership model. Therefore, it follows that moral leadership discourages behaviors that benefit the minority, but harm the majority (Hartman, DesJardins, MacDonald 2014; Rhodes 2006). Socially responsible behavioral codes include instituting a decision making process that determines the facts, identifies all stakeholders, and considers multiple alternatives on the affective nature of the issue at hand. After the information collection process, decision makers have the power to do what is right for all stakeholders. This can only be accomplished if the decision maker lives by moral values (Hartman, DesJardins, MacDonald 2014; Rhodes 2006). Characteristics of morally focused decision makers are promoted by Rhodes (2006 ) as possessing the following, commitment to moral values, insightful transformation, courage, and positive communication skills. Leite, de Aguiar Rodrigues, and de Albuquerque (2014) posit that commitment is a behavior that engages motivation and a desire to do. Insightful transformation requires self knowledge. That knowledge comes from environmental stimulation that incorporates discernment and cognitive perception. Thereafter, social stimulation determines if one will do the right thing (Lewis, 2008). Courage. koerner (2014) discusses courage as a social identity construct. The stated construct engages ones ability to sort through environmental input and use it to make a decision on the actions to be taken. Courage is a form of oppositional behavior that seeks to relieve social stimulation pressures. Relief transpires into the action that is linked to moral values (Koerner 2014). Positive Communication Skills. Smart and Featheringham (2006) discuss effective communication as a skill that employers seek because it is critical for business operations. Effective communication skills allow employees to enter the organisation. Ineffective communication skills lead to conflicting situations. As a result, such events deprive the organisation of productive time. Articulation, writing, and good listening skills facilitate cross-functional interaction. These skills touch everything from accounting, to computers, and finance (Smart Featheringham 2006). Establish Accountability Establishing Accountability. Accountability contributes value to pre-established organisation processes. According to Kotter and Cohen (2005), accountability assignment is a leadership commitment to accept responsibility for all outcomes of business processes. Accountability requires a standard of method of operation that enhances business processes. As a result, the focal factor becomes the measurement of employee competency relative to business processes and not their skills set. Employees are in need of assistance in understanding how their jobs contribute to business functions. Kotter and Cohen (2005) suggest that employees who perceive their jobs as an asset to the organisation increase their productivity as a result of feeling important to the company. Encourage Engagement and Partnership Collaboration Encouraging Engagement. Engagement is about inspiring employees to become active volunteers of their job requirements. Establishing a two-way communication process contri butes towards voluntary engagement. Establishing focus groups and feedback debriefs increase the potential for significant engagement. Listening to employee concerns adds value to their emotional well being. In return, they reciprocate by increasing their production (Kotter Cohen 2005). Partnership Collaboration. Implementing participatory leadership (PL) strategies increases productivity and engagement. Somech (2003) asserts that participatory leadership creates an employee bond that encourages their engagement further. As a result, morale is high. This application increases productivity and enhances services for the business (Somech 2003). Conclusion The purpose of this paper was to discuss how poor talent management strategies negatively impacts organisations and employees. Presented herein are discussions that show how ineffective leadership interferes with organisation success. There are discussions on employee unhappiness, dissatisfaction, discrimination, weak leadership commitments, employee turnover, and changing demographics written to show the negative impact on organisations. In similar fashion, there are discussions on ways that those negatives can be prevented or eliminated altogether by using scientifically validated strategies. Explicit scientifically validated strategies show ways that the negative outcomes could contribute to leadership effectiveness. References AICPA 2012. CGMA report: Poor talent management stifling innovation, capping financial growth. Retrieved 20-Oct-15 From https://www.aicpa.org/press/pressreleases/2012/pages/poor-talent-management-stifling-innovation.aspx Allen, D Bryant, P, Vardaman, J 2010, Retaining talent: Replacing misconceptions with evidence-based strategies, The Academy of Management Perspectives, vol. 24, no. 2, pp. 48-64. Cheri-Gay, MV 2015, 50 Years LaterStill interpreting the meaning of because of sex within Title VII and whether it prohibits sexual orientation discrimination, Air Force Law Review, vol. 73, pp. 61-109. Cornerstone (2015). Why your nonexistent talent management strategy is costing you money and how to fix it. Retrieved 20-Oct-15 From https://www.cornerstoneondemand.com/sites/default/files/whitepaper/csod-wp-nonexistent-tm-costing-money-022015.pdf de Mesquita-Ferreira, L. C. de Aquino-Almeida, C. B. 2015, Employee turnover and organizational performance: a study of the brazil ian retail sector, Brazilian Business Review (English Edition), vol. 12, no. 4, pp. 27-56. Downs, Y Swailes, S 2013, A capability approach to organizational talent management, Human Resource Development International, vol. 16, no. 3, pp. 267-281. Duan, J; Lam W; Chen, Z; Zhong, Z A 2010, Leadership justice, negative organizational behaviors, and the mediating effect of affective commitment, Social Behavior Personality: An International Journal, vol. 38, no. 9, pp. 1287-1296. Duggan, W 2015. The 10 worst companies to work for. Retrieved 20-Oct-15 From https://finance.yahoo.com/news/10-worst-companies-193312245.html Hartman, L P, DesJardins, MacDonald 2014. Business ethics: Decision making for personal integrity social responsibility (3rd ed.). New York, NY: McGraw-Hill. Kantor, J Streitfeld, D 2015. Inside Amazon: Wrestling big ideas in a bruising workplace. Retrieved 20-Oct-15 from https://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in -a-bruising-workplace.html?_r=0 Koerner, MM 2014, Courage as identity work: Accounts of workplace courage, Academy Of Management Journal, vol. 57, no. 1, pp. 63-93. Leite, N, de Aguiar Rodrigues, A, de Albuquerque, L 2014, Organizational commitment and job satisfaction: What are the potential relationships?, BAR Brazilian Administration Review, vol. 11, no. 4, pp. 476-495. Lewis, P 2008, Practical reasoning as personal knowing: Pedagogical implications of polanyis insights into the development of the moral self, Political Science Reviewer, vol. 37, pp. 122-138. Lewis, A 2013. Why would anyone quit working for Google? Retrieved 20-Oct-15 From https://www.foxnews.com/opinion/2013/09/09/here-riddle-for-why-would-anyone-quit-working-at-google.html May, K 2015. Retrieved 20-Oct-15 From https://smallbusiness.chron.com/causes-effects-high-low-staff-turnover-33939.html McDonald, P, Dear, K, Backstrom, S 2008, Expecting the worst: circumstances surrounding pregnancy disc rimination at work and progress to formal redress, Industrial Relations Journal, vol. 39, no. 3, pp. 229-247. Meier, H, Loewenbein, O 2003, Changing Roles in the Organization of Companies: Demographics and project management demand hybrid skills, Management of Organizations: Systematic Research, vol. 28, pp. 87-94. OBannon, G 2001, Managing Our Future: The Generation X Factor, Public Personnel Management, vol. 30, no.1, p. 95. Poor Talent Management Leads to Missed Opportunities: UK 2008, Benefits Compensation International, vol. 38, no. 4, p. 27. Prabhu, V, Robson, A 2000, Impact of leadership and senior management commitment on business excellence: an empirical study in the North East of England, Total Quality Management, vol. 11, pp. 4-6, p. S399. Rhode, D L 2006. Introduction: Where is the leadership in moral leadership? In D. L. Rhode (Ed.), Moral leadership: The theory and practice of power, judgment, and policy (pp. 1-53). San Francisco, CA: John Wiley Sons . Smart, K, Featheringham, R 2006, Developing Effective Interpersonal Communication and Discussion Skills, Business Communication Quarterly, vol. 69, no. 3, pp. 276-283. Somech, A 2003, Relationships of participative leadership with relational demography variables: a multi-level perspective, Journal Of Organizational Behavior, vol. 24, no. 8, pp. 1003-1018. Song, H. Ybarra, O. 2008, But are you really happy?: The negativity effect in the inference of happiness and unhappiness, Basic Applied Social Psychology, vol. 30, no. 1, pp. 56-65. Thunnissen, M, Boselie, P Fruytier, B. (2013). A review of talent management: infancy or adolescence? The International Journal of Human Resource Management, vol. 24 no.9, pp.1744-1761, https://dx.doi.org/10.1080/09585192.2013.777543 Toterhi, T Recardo, R J 2013. The talent funnel: How to surface key human resources. Global Business Organizational Excellence, vol. 32 no. 5, pp. 22-44. doi:10.1002/joe.21501