Assessment Questions On The Virginia Convention Essay

Brianna Tredway Ms. Laura Brown AP Language 11a 26 September 2016 Assessment Questions 1. According to Patrick Henry, what is the basic question being debated at the Virginia Convention? According to Patrick Henry the basic question being debated is a question of freedom or slavery. Throughout the speech Mr. Henry discusses the immensity of the situation. 2. What reasons does Henry offer to suggest that the British were not worthy of trust at that time? One of Mr. Patrick’s main reasons is that the British communities were stock piling militant forces that were meant for America. 3. What argument does Henry provide against the notion that the colonies are too weak to fight the British? Henry points out the fact that they are strong enough to win the battle if they would get up and just try rather than sitting around. Henry claims that God has provided them with the power and strength to fight their enemy. 4. What is Henry implying when he says that he is loyal to the majesty of heaven...above all earthly kings? What tone (manner in which an author expresses his attitude) does this statement hold? When Patrick says that he is loyal to â€Å"the majesty of heaven...above all earthly kings he is saying that is loyal to the greater power and greater being over all the earth, God. When Henry says this, I believe he is using a humble and respectful tone. 5. Why are Henry s final words so effective and memorable? The statement â€Å"give me liberty of give me death† is a veryShow MoreRelatedThe Articles Of Confederation Were Not A Productive Form Of Government1595 Words   |  7 Pagescompetent government for society, maintain control over new lands, and defend national involvements outside the borders. With working towards a solution to these problems through the beginning years of independence, America was confronted with vital questions in regard to the association between the states and the government as-well-as in regard to the type and duty of the military powers in the free society (Carey Weiner, 2014). Although there were many weaknesses, the Articles did include a few strengthsRead MoreOthello: Admirable Leader but Poor Rationalist 966 Words   |  4 Pagesone another. Also, the given circumstances of state and warfare are rather straightforward; no one deceives Othello because as leader he should be esteemed. This one-dimensional view does not help him in issues of the heart though. Thus the main assessment of Othello must be that, even though he leads well and means well, he lacks sensible judgment and common wisdom. Evidently in his concluding two speeches, where Othello didn’t entirely understand the situation and not take responsibility for whatRead More The American Constitution and Drug War Essay example2070 Words   |  9 Pagesby its definition, is no law at all. Since no power was given to the federal government—without an amendment—to ban, outlaw, or punish users of drugs, the federal drug laws are unconstitutional. William Davie, a delegate to the Constitutional Convention from North Carolina expressed his view that the constitution was only supreme in the powers specifically granted, and not in usurpations (Elliott, 1987). Future Supreme Court justice James Iredell of North Carolina likewise argued that the SupremacyRead Moreâ€Å"Reformed Theology and the Southern Baptist Convention: Historical Precedent or Revisionist Heterodoxy4258 Words   |  18 PagesLiberty University â€Å"Reformed Theology and the Southern Baptist Convention: Historical Precedent or Revisionist Heterodoxy A Research Paper Submitted to Dr. Jonathan Yeager in Partial Fulfillment of the Requirements for The Course CHHI 525 Liberty Baptist Theological Seminary by Jeffery S. Cully Lake Waccamaw, North Carolina July, 2014 Table Of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 Reformed Baptist Origins†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...4 Colonial Baptists†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Read More Essay on Social Conventions in Jane Eyre and Hedda Gabler2188 Words   |  9 PagesSocial Conventions in Jane Eyre and Hedda Gabler   Ã‚  Ã‚   Charlotte Brontes novel Jane Eyre and Henrik Ibsens play Hedda Gabler were written within fifty years of each other in the late 1800s. Both Jane and Hedda exist within the same social contexts. They are women of the middle class in European cultures. The fact Jane is penniless through much of the novel does not exclude her from the middle class. Jane and Heddas experiences, education and values all belong to the middle class. ThereforeRead More Society, Class, and Conflict the Social Criticism of Virginia Woolf1936 Words   |  8 PagesVirginia Woolf offers interesting analysis of social pressure and social class in Mrs. Dalloway and The Years. Understanding Woolf’s message about society demands a certain amount of sensitivity and decoding on behalf of her reader. Her social criticism in both texts can be easily overlooked because she keeps it subtle and implicit, hidden in the patterns and courses of her characters’ trains of thoughts. Yet upon such clos e reading, the essential importance of conflict between the individual andRead MoreImpact Of Slavery On The Slave Institution3481 Words   |  14 Pages1. What assessments can be made about antebellum slavery when subjected to an external economic analysis of the institution? To answer this question, you must first identify six economic factors/forces that had an impact on either the slave institution generally and/or the slave, specifically, and then describe the specific detail the specific impact of effect on the slave. The assessments that can be made about antebellum slavery was that it is period of time where slaves began to increase inRead More The Role of International Law Concerning Deforestation and Desertification5501 Words   |  23 Pages Deforestation can be defined as the clearing and destruction of the vital rain forests and forests worldwide. The causes of deforestation lie in the immense population growth and poverty that exists internationally (Office of Technology Assessment 305). Deforestation exists due to the pursuit of fuel sources, clearance for agricultural purposes, timber, paper products, and development. The numerous effects that deforestation creates entails soil erosion, desertification, loss of biodiversityRead MoreThe American Civil War : The United States8725 Words   |  35 Pagespolitical defense of slavery transformed into widespread expansion of local militias for armed defense of their peculiar domestic institution. Lincoln s assessment of the political issue for the 1860 elections was that, This question of Slavery was more important than any other; indeed, so much more important has it become that no other national question can even get a hearing just at present. The Republicans ga ined majorities in both House and Senate for the first time since the 1856 elections, theyRead MoreThe President Can Make Federal Law On A Matter Via Executive Order1949 Words   |  8 Pagesapproval and can make policies with or without congress. Presidents do this for multiple reasons, to avoid opposition in congress, to unilaterally and swiftly make policy changes, and in some cases such as when congress refuses to pass a bill. This question is of extreme importance, especially when considering America’s current political setting. For example, the affordable care act tentatively dubbed as â€Å"Obama Care†. The bill stalled in congress due to republican opposition in congress. President Obama

Business Process Outsourcing (Bpo) - 2672 Words

BPO Industry in India- A Report Business process outsourcing (BPO) is a broad term referring to outsourcing in all fields. A BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business processes to an external provider that in turn owns, administers and manages the selected process based on defined and measurable performance criteria. Business Process Outsourcing (BPO) is one of the fastest growing segments of the Information Technology Enabled Services (ITES) industry. Few of the motivation factors as to why BPO is gaining ground are: †¢ Factor Cost Advantage †¢ Economy of Scale†¦show more content†¦o Data entry of E-Books / Electronic Books o Data Entry : Yellow Pages / White Pages Keying o Data Entry and compilation from Web site o Data Capture / Collection o Business Card Data Entry into any Format o Data Entry from hardcopy/Printed Material into text or required format o Data Entry into Software Program and application o Receipt and Bill Data Entry o Catalog Data Entry. o Data Entry for Mailing List/Mailing Label. o Manuscripting typing in to word o Taped Transcription in to word. o Copy, Paste, Editing, Sorting, Indexing Data into required format etc. 7. Data Conversion Services Service Example: o Conversion of data across various databases on different platforms o Data Conversion via Input / Output for various media. o Data Conversion for databases, word processors, spreadsheets, and many other standard and custom-made software packages as per requirement. o Conversion from Page maker to PDF format. o Conversion from Ms-Word to HTML format o Conversion from Text to Word Perfect. o Conversion from Text to Word to HTML and Acrobat o Convert Raw Data into required MS Office formats. o Text to PDF and PDF to Word / Text / Doc o Data Compilation in PDF from Several Sources. o E-Book Conversion etc. 8. Scanning, OCR with Editing Indexing Services Service Example: o High speed Image-Scanning and Data capture services o High speed large volume scanning o OCR Data FromShow MoreRelatedBusiness Process Outsourcing ( Bpo ) Industry Essay1677 Words   |  7 PagesMarketing 3.1 Industry Voxpro is operating in the business process outsourcing (BPO) industry. The BPO sector has several key market drivers the first one being the rising awareness among firms about the advantages of outpouring some of which include cost saving, improved service provision, it allow the company to focus on their main production areas, and it enables the company to partner with skilled manpower (Mello 2014, p. 268). Hence, BPO is a popular sector and very marketable among firmsRead MoreThe Business Process Outsourcing ( Bpo )2965 Words   |  12 Pagesdrivers are the Overseas Filipino Workers (OFWs) who usually remit on average $25 Billion a year (www.bsp.gov.ph/Statistics/keystat/ofw.htm). Next to this are the Business Process Outsourcing (BPO) which is popularly known as call center business which churns about $18 Billion a year (www.asiabriefing.com/news/2015/02/oursourcing-bpo). You could see skyscrapers in major metropolitan areas sprouting unceasingly signalling that the economy is robust and poised to take off. Or is it really? ThisRead MoreOutsourcing : Outsourcing Of Outsourcing Essay1307 Words   |  6 Pages1. What is BPO Business Process Outsourcing? BPO is a subset of outsourcing that involves subcontracting of various business-related operations such as accounting and customer service to a third party. The global BPO industry is estimated to be worth more than US$952 billion and is forecasted to experience strong growth between 3.5% and 7.6% CARG as can be observed in Figure1. BPO is often divided into two categories: a. Back Office Outsourcing: Internal business functions such as billing orRead MoreIndian Bpos- Waking Up the Philippines Opportunity1435 Words   |  6 PagesIndian BPOs- Waking up the Philippines Opportunity Analysis The Indian labor market has always been key in globalization, and has been attractive due to its low wages, and the scientific and managerial talent found in the country. The main issues faced in this case mostly stem from the loss of the tax abatement in India, in addition to the weakening US dollar. Due to these two issues, doing business in India versus other fruitful options like Philippines becomes very expensive. These are majorRead MoreOutsourcing China Essay1024 Words   |  5 Pagesyears, Chinas service outsourcing have been expanding from scratch, and gradually expand the field, scope of business mainly related to Information Technology industry, producing services, as well as cultural and creative industries, the target involving Japan, Korea, Europe, America and India. In Shanghai, Beijing and other cities formed a group of outsourcing industry cluster, with significant economic benefits of international service outsourcing park; local outsourcing companies grew rapi dlyRead MoreBusiness Process Outsourcing Essay1346 Words   |  6 PagesThe trend in the world of business grows rapidly. Historically, it is difficult to find the best solutions for the common issues in business such as quality, cost and innovation. Nevertheless, business experts have reacted by implementing strategies. One of these strategies is the farming out of services to a third party (Overby 2007), which is called outsourcing .According to The Daily Telegraph (2007), worldwide outsourcing is now valued at approximately $US4 trillion. Originally, it was thoughtRead MoreAnalyse the Importance of Information and Communication Technologies in the Process of International Outsourcing.1042 Words   |  5 Pagescommunication technologies in the process of international outsourcing. Information and communication technologies are of paramount importance in the process of international outsourcing primarily through the technological advancement surge and demand in recent years. Through the rise of Information technology in recent years, the importance of international outsourcing rose significantly. Outsourcing is the contracting of the management and/or execution of a business function to an outside third-partyRead MoreQuestions On Knowledge Process Outsourcing1018 Words   |  5 Pages5. Knowledge Process Outsourcing While defining the Knowledge Process Outsourcing, it is worth to know and think about the same as (BPO), however at a higher position in the intellectual value chain. The old Business Process Outsourcing firms which are used to deliver basic backend or customer care support are shifting up this value chain. Offshoring of knowledge concentrated or related business processes which require specialized domain oriented expertise, defines KPO. The KPO typically involvesRead MoreFeasibility And Benefits Of Business Process Outsourcing Essay3437 Words   |  14 Pagesresearch topic is to find the feasibility and the benefits of Business process outsourcing and Knowledge process outsourcing, in India. The research is planned to be conducted keeping Indian market in perspective, which is why one of the booming industries ‘Outsourcing units’ has been chosen, to complete the research on. India has come out to be major player in the outsourcing business since past a few years. (Ahmedabad) Outsourcing the business is in trend as it helps the company to cut the operationalRead MoreStrategic Dimensions Of Sourcing And Shoring Techniques822 Words   |  4 Pagesthe marketplace, conducting business abroad, and conducting business on the home front, or near the home place. These strategic dimensions include (a) domestic outsourcing (b) insourcing (c) backsourcing (d) offshoring (e) offshore outsourcing (f) onshoring (g) nearshoring (h) strategic outsourcing (i) business process outsourcing (BPO) and (j) offshore service providers (OSPs). These sourcing and shoring techniques can be complicated to understand. Domestic outsourcing is when a company decides to

New Workplace Culture Graduate Nurses

Question: Discuss about the New Workplace Culture for Graduate Nurses. Answer: Introduction: Graduate RN nurses face a host of challenges when transitioning from the nursing school setting to a new workplace after placement. These include a number of barriers that hinder a smooth transition from student nursing to graduate nursing practice. The main problem is that majority of the graduate nurses have little knowledge on the approaches that can be used to successfully adapt to their new workplace culture for nursing practice (Fetherstonhaugh, et al, 2008). While some may take a short time to adapt, it sometimes remains difficult for others to acclimatize themselves within new nursing facilities and settle down within the first 6 months (Eskola al, 2016). Different studies have tried to establish workplace-specific approaches that can bring about successful transition for graduate nurses. Even so, majority have focused mainly on orientation programs, which remain a responsibility of the hospital management. However, there is need for individual initiated efforts to that can e nable graduate nurses overcome the barriers in their first 6 months of nursing practice in a new workplace (Madsen et al, 2009). This is in consideration to the fact that an individuals personality also determines their ease of adapting to a new workplace as heighted in the journal by Fetherstonhaugh, et al (2008). It is crucial to note that Graduate nurses have individual goals apart from institutional objectives which they have to follow. Among these goals according to Edgecombe Bowden (2009) include job satisfaction, an important factor that determines how long an individual nurse is likely to stick to a certain facility as part of staff. Therefore, graduate nurses must individually initiate self-based approaches to overcome the barriers to successful transition (Rydon et al, 2008). These self-based approaches include the willingness to take part in the initial orientation to learn, must embrace moral values such as politeness, punctuality and self-sufficiency, learn from mistak es, and keep their work journals that will enable them make references on crucial observations and milestones made. This discussion presents the different self-based approaches that can be used by graduate nurses to overcome transition barriers from student nursing to graduate nursing practice and thus adapt first to their new workplace culture. Barriers Facing By Graduate Nurses during Transition Several Australian journals that have focused on the barriers that graduate nurses face, while transiting from student nurses into graduate nurses have provided a number of conclusions. According to Dyess Sherman (2009), one of these barriers includes inadequate support to adapt to the new workplace especially from the older nurses and staff. This translates into a lack of direction, confusion and general loss of morale. Another barrier includes horizontal violence from older staff members, especially those within the same departments in the nursing facilities as described by Newton McKenna (2009). There have been cases of abrasive staff members who harass others, including the graduate nurses. This ranges from sexual violence to verbal insults which demotivate graduate nurses, making them to opt for transfers from such facilities, within the first year of practice (Fetherstonhaugh, et al, 2008). Further, having too many expectations on the actual nursing practice by novice nurses b rings about frustrations when they realize that the hospital setting is really different from nursing school setting (Edgecombe Bowden, 2009). In Australia, a section of graduate nurses who find adapting to a new workplace difficult, have reported to experience job dissatisfaction and low morale while on duty. Retention rates for graduate nurses according to Newton McKenna (2009) have also been affected as a result of graduate nurses moving from public facilities to private institutions where there are better transitional programs and where they feel satisfied with their jobs. In this regard, finding solutions to this problem remains imperative for the Australian government, in the effort to shaping the future of public health institutions in the country. There are a number of approaches that new graduate nurses need to practice so as to overcome the earlier mentioned barriers to adapting into the new workplace. Among the approaches according to Kelly Ahern (2008) include the need to be respectful, polite, understanding, keeping a work journal for reference, being ready to learn from other staff members. Punctuality for new nurses is crucial as it helps the new nurses to carry out tasks independently and/or as an assistant to older staff members within time (Newton McKenna, 2009). Acceptability of the new nurses determines their productivity at the workplace and even at home. New nurses often get assigned senior members of staff who ensure that newbies put under them develop their skills confidently and comfortably. The graduate nurses must therefore be able to practice politeness for instance, punctuality, maintaining respect and remaining reflective (Fetherstonhaugh, et al, 2008). They should understand that mistakes are opportuni ties for them to learn but should not be concealed. As nursing schools try to come up with ways to cultivate student nurse social skills according to (Levett-Jones, et al, 2008), there is need for these newbies to understand the expectations of the workplace. A careful observation among newbies and readiness to learn will make them to easily adapt to the workplace culture. Willingness to Learn and Participate in Orientation Programs New graduate nurses to accept to learn from existing staff members and proactive participation in orientation programs within the health facility they have been posted. Graduate nurses must understand that as beginners, they have a lot of things to learn from the older staff members (Newton McKenna, 2009). Research indicates that the environment in the real world for nurses is very different from the clinical environment while in the nursing schools. Staff members within the workplace will always teach a newbie how to bond within the team, how they carry out their nursing practice around the workplace both during orientation and while still adapting ((Edgecombe Bowden, 2009). The values one acquires within this initial orientation and while on the job as a newbie, must be inculcated into their roles (Fetherstonhaugh, et al, 2008). Therefore, there is need for new nurses to accept this new knowledge as they get shaped by the experts themselves while on the job. Paying attention at t he time of introduction to the new facility and staff members is vital (Levett-Jones, et al, 2008). At this point, new nurses will be briefed on different issues reading the health facilities including corporate culture, workplace values, organizational structure, departmental factors and the office environment (Levett-Jones, et al, 2008). At this point, the new nurses are shown the good side of the institution and to further their understanding of the facility. There is need for new nurses to take advantage of such briefing so as to rapidly be familiar with the institutional background, workplace culture, and additional code of conduct, styles of working and the related departments (Rydon et al, 2008). While all nursing facilities focus on providing curative and preventive care as their major objective, it is imperative for graduate nurses to understand that the workplace culture varies from facility to the other (Rydon et al, 2008). Therefore, they should be open-minded in choosin g to follow any special directions from senior staff members, and those already used to the workplace. In this regard, there is need to seek every clarification from the staff members on different issues and operations within the departments that one is likely to interact with as a nurse in practice (Fetherstonhaugh, et al, 2008). Usually, every interaction between the old staff members and the newbie nurses should be a learning opportunity, especially during the first few months in the workplace. In most hospitals, there are older staff members who are put in-charge of orienting newbies and making them to comfortably fit into the workplace culture (Rydon et al, 2008). Orientation may only take a week for busy health facilities and therefore, there is need for graduate nurses to remain relevantly inquisitive even beyond this period so as to learn further, the workplace culture. Moral Values: Respect and Politeness Punctuality There is need for graduate nurses to embrace politeness and maintain respect when communicating with the rest of the staff members. Communication remains an important factor in nursing practice (Fetherstonhaugh, et al, 2008). Nurses must always embrace hospitality through a polite way of communication when interacting with patients and still when assisting each other in carrying out duties. There are times when some patients become rude, co-workers refuse to help out to solve an issue, and/or the nursing manager becomes impatient with new graduate nurses (Rydon et al, 2008). These factors have been reviewed by different occupational safety and health psychologists who advice graduate nurses to still cope, despite the challenges. There is need for the graduate nurses at the point of transition to understand that such behaviors among old staff members and patients might not be about them personally (Duvall, 2009). At one point, the patients might be in pain; while coworkers might also be too busy to assist a new graduate nurse in particular situations (Edgecombe Bowden, 2009). On the other hand, the nurse managers might also be late for meetings and therefore have little time to interact and/or provide particular clarifications. Even so, there is need for new graduate nurses to notify the nurse managers in cases where such behaviors are consistent, among some old staff members (Rydon et al, 2008). The hostile staff members may be approached and advised to accommodate the newbies so that they feel part of the team in the workplace. They should also be punctual and therefore arrive in time for every allocated shift. Usually according to Forrest (2013), nurses get irritated when they are held back, waiting for another person to take over the next shift. In cases where an old staff nurse has worked the whole night for instance, they are very tired and therefore want to hand in their report and break off (Johnstone et al 2008). Starting a shift behind schedule and hu rrying to catch up leads to overlooking of crucial information regarding patient care (Duvall, 2009). It also brings about friction between the new graduate nurse and the old staff members. It should be the priority of every graduate nurse to ensure that they professionally practice within the accepted deadlines and set goals. Learning From Mistakes In nursing practice, making mistakes is inevitable and this is evident even among the most experienced nurses (Halfer Graf, 2006). It is only that these mistakes should be a learning other approach that new graduate nurses need to fit in the new workplace culture involves expecting to make mistakes and being sure to learn from them. New nurses are mostly vulnerable to being very enthusiastic (Johnstone et al 2008). Normally when an individual enters a new work environment, they always want their abilities recognized. For new nurses, this is likely to make them too proactive and also very talkative (Edgecombe Bowden, 2009). Usually at such an initial stage, any careless mistake may lead them to confinement within the periphery of their current work team and thus lead to difficulty for them to fit in the society. Any mistakes made by new nurses must however not be concealed from the nurse manager and/or a fellow nurse on the same shift (Johnstone et al 2008). In the day-to-day nursin g practice, it is possible to avoid a lot of mistakes and in the same way, it is possible to make some mistakes. It is clear that even the most experienced nurses through their practice over time have made mistakes (Halfer Graf, 2006). New graduate nurses therefore do not need to put extra pressure on themselves trying to avoid making any mistake by all means. While doing so may help them avoid a number of mistakes, this behavior sets them up for failure as it increases their anxiety according to ((Duchscher, 2008)). They also feel overwhelmed and likely to conceal these mistakes. Usually, hospitals have laid down procedures on reporting minor and major mistakes. Therefore, new nurses need inform other nurses of any mistakes made and then follow the policies of the facility in regard to documentation and reporting of issues (Kelly Ahern, 2008). It is against the nursing practice code of ethics to conceal mistakes that might especially lead to life-threatening situations for both p atients and others at the workplace. In extreme cases when the mistakes are identified, one may have their nursing licenses revoked by the government and termination of the contract at a workplace (Duvall, 2009). Equally so as to fit in the workplace culture, a new nurse should be able to offer their support to any coworker who has made a mistake in the practice. This will not only help reduce the effect of the mistake if minor, but will bring about bonding among the coworkers. Keeping a Work Journal for Reflection Further, keeping an updated work journal for new nurses helps one to check their adaptation to workplace culture and make improvements where necessary (Kelly Ahern, 2008). New graduate nurses should be able to write down their experiences on patient care, their preceptor feedback and their self-reflection at the end of a given. A review of the work journal including some time to reflect and meditate on the same, helps them to easily cope with workplace stress((Duchscher, 2008). Since it is a personal journal, one is free to write down whatever information they may want to remember including any descriptions of horrible shifts, patient and their families thank-you cards, among others. Even so, there is need to keep such a work journal confidential according to Newton McKenna (2009) and use name initials for those coworkers and people that you write about. Preferably, it should be stored securely at home. The work journal according to Mann et al (2009) also helps write down the diffe rent mistakes one might have made at a given time so that they cannot be repeated at a later time. In regard to adapting to the workplace culture, work journals helps a newbie to remember the names of their coworkers, members of their shifts, the different departmental heads in the facility and even their contacts (Kelly Ahern, 2008). The work journals should help the new nurse remember the reporting procedures, departmental objectives and any acquired knowledge as newbies in the nursing practice. Conclusion In conclusion therefore, this discussion presents the different approaches that new graduate nurses must practice in order to not only overcome the transition barriers from student nursing to graduate nursing but also to easily fit into a new workplace. Among the approaches include the need to be respectful, polite, understanding, keeping a work journal for reference, being ready to learn from other staff members. Further, punctuality for new nurses is crucial as it helps the new nurses to carry out tasks independently within time. More particularly, the nurses must always remember to be positive enough and charming to work with. Acceptability of the new nurses determines their productivity at the workplace and even at home. Most often, new nurses are assigned senior members of staff who ensure that newbies put under them do not get discouraged. As nursing schools try to come up with ways to encourage newbies on how to interact, there is need for these newbies to understand the expec tations of the workplace. A careful observation among newbies and readiness to learn will make them to easily adapt to the workplace culture. References Duchscher, J.B. (2008) Transition shock: the initial stage of role adaptation for newly graduated registered nurses. Journal of advanced nursing. doi:10.1111/j.1365-2648.2008.04898.x Duvall, J. (2009). From Novice to Advanced Beginner. Journal for Nurses in Staff Development (JNSD), 25(1), 25-27. https://dx.doi.org/10.1097/nnd.0b013e318194b4fc Dyess, S.M. Sherman, R.O (2009) The first year of practice: new graduate nurses transition and learning needs. The journal of continuing education in nursing 40 (9) pp. 403-410 doi: 10.3928/00220124-20090824-03 Edgecombe, K. Bowden, M. (2009) The ongoing search for best practice in clinical teaching and learning: a model of nursing students evolution to proficient novice registered nurses. Nurse education in practice 9 pp. 91-101 doi:10.1016/j.nepr.2008.10.006 Eskola, S., Roos, M., McCormack, B., Slater, P., Hahtela, N., Suominen, T. (2016). Workplace culture among operating room nurses. J Nurs Manag, 24(6), 725-734. https://dx.doi.org/10.1111/jonm.12376 Evans, J., Boxer, E. Sanber, S. (2007) The strengths and weaknesses of transitional support programs for newly registered nurses. Australian Journal of advanced nursing 25 (4) pp. 16-22 Fetherstonhaugh, D. Nay, R. Heather, M. (2008) Clinical school partnerships: the way forward in nursing education, research and clinical practice. Australian Health Review 32 (1) pp. 121-126 Forrest, C. (2013). Adapting to workplace change. Independent Nurse, 2013(3). https://dx.doi.org/10.12968/indn.2013.5.3.97245 Gaynor, L., Gallasch, T., Yorkston, E., Stewart, S. Turner, C. (2006) Where do all the undergraduate and new graduate nurses go and why? A search for empirical research evidence. Australian journal of advanced nursing 24 (2) pp26-32 Halfer, D. Graf, E. (2006) Graduate nurse perceptions of the work experience. Nursing economics 24 (3) pp. 150-155 Hodges, H.F., Keeley, A.C. Troyan, P.J. (2008) Professional resilience in Baccalaureate-prepared acute care nurses: first steps. Nursing Ethics 14 (6), pp 716-740 Johnstone, M., Kanitsaki, O. Currie, T. (2008) The nature and implications of support in graduate nurse transition programs: an Australian study. Journal of professional nursing 24(1) pp 46-53 doi: 10.1016/j.rofnurs.2007.06.003 Kelly, J. Ahern, K. (2008) Preparing nurses for practice: a phenomenological study of the new graduate in Australia. Journal of clinical nursing 18 pp910-918 doi:10.1111/j.13652702.2008.02308.x Levett-Jones, T. Fitzgerald, M. (2006) A review of graduate nurse transition programs in Australia. Australian journal of advanced nursing 23 (2) pp 40-45 Levett-Jones, T., Lathleen, J., Higgins, I., McMillan, M. (2008) The duration of clinical placements: a key influence on nursing students experience of belongingness. Australian journal of advanced nursing 26 (2) pp. 8-16 Madsen, W., McAllister, M., Godden, J., Greenhill, J. Reed, R. (2009) Nursings orphans: How the system of nursing education in Australia is undermining professional identity. Contemporary Nurse 32(12) pp 918. Mann, K., Gordon, J. MacLeod, A. (2009) Reflection and reflective practice in health professions education: a systematic review. Advances in health science education 14 pp. 595621 doi: 10.1007/s10459-007-9090-2 Newton, J.M., McKenna, L. (2009) Uncovering knowing practice during the graduate year: an exploratory study. Contemporary nurse 31 (2) pp 153-162 Rydon, S.E., Rolleston, A. Mackie, J. (2008) Graduates and initial employment. Nurse education today 28 pp. 610-619 doi: 10.1016/j.nedt.2007.10.002