Time and Happiness Essay Example for Free

Time and Happiness Essay Good morning everyone. The topic I have chosen is WHAT IS HAPPINESS. Nowadays, many people think money can buy happiness so that they will work over ten hours to earn more money. They think that if we are rich then, we can do anything such as buy a fat dog, a big house, a grand car or many luxurious things LV bag, DOIR shoe and so on. It cannot be denied that material life is happiness because you can buy the things you want but I think material life can only give me happiness for a short period of time which is external happiness. I think cultural life can give you a long term happiness and this is happiness from heart. There are three simple ways of gaining happiness that I would like to mention about. First of all, good relationship with friends and family are the main points to become happiness. The reason is I can get more love and sense of care from them . When I feel unhappy or I am in a problem, they are the ones who help me solve the problem and give me support all the time. Although they have never tried to make me happy by buying me some expensive things such as i-phone, i-pad, I can never doubt in their support and love for me†¦and that feeling is what makes me happy. Therefore, I love my family and friends and I am very proud to say that I have a very good relationship with them. The next point that I want to focus on is my dream because self-realization can let me gain pursuit of eternal value. I have some small goals as well as some big, I will never let go of these dreams that I have been dreaming of.. In spite of all the difficulties that I will have to face during this phase, I will try my best to enjoy them and tackle them because these steps can let me know and learn how to be mature and independent. Therefore, the pursuit of eternal value will be eternal happiness. The last thing that gives me happiness is helping the needy people. The reason is I can get more meaningful and wonderful time in my busy life. Undeniably, volunteer can not earn money or waste time but I do not think so. When I help the needy people, I will earn more naive and satisfaction in their possession. And I think, for me this is happiness†¦Getting to help others and doing some good deeds To conclude, good relationship of friendship and family, achieving my dream and helping others are the main three points that gives me the exact meaning of happiness. These things not only give me a long term happiness , but also gives me the satisfaction and the feeling of happiness from heart. You see, these are not the material things. I can say the simple cultural life is happiness in my heart because I know ‘Happy is he who is content’. I hope that you can find the right meaning of happiness in Your Life. Thank You!

Scientific Management Essay Example for Free

Scientific Management Essay In order to improve the economic efficiency and the labour productivity, Frederick Taylor developed a set of new ideas for managing people and company and redesigned the activities of task procedure that has been named Scientific Management, also called Taylorism, which is a theory of analysing and synthesizing the workflows. He believed that Scientific Management could create the best way of carry out every set of assignment in the shop, based on the limitation of time, details of working observation, selection and training of workers. There are four principles of Scientific Management. It required management to measure the ability of workers and their working time for the purpose of produce a reasonable daily workload scientifically, which combined the best tool and the most scientific method to divide a job into small tasks in order to devise a production line for workers to achieve the less waste, lower cost and high profit as well as paid. Most of Workers are likely to have more motivation by increasing wages. To some extent, improvement of total output could affect the pay. Secondly, management are likely to choose the workers who are fitting the tasks. Not everyone can have same level of working skill and ability of accept new knowledge. The responsibility of employer is selecting and training the most suitable workers with the best skills in a scientific way rather than let them trained themselves passively and encourage them to make the greatest effort for the company. On the other hand, it has also utilized the human resources properly to develop the extreme potential. Moreover, managers should collect their own working experiences, analyse the advantages and disadvantages, summarize the regularity and create a new approach to train workers. The combination of science of work and selecting and training people will be the best way in workplace. Because of the standardization of machinery, operation, working environment and management, the workers also have to be trained in a standardization way to achieve the higher output level and greater profit margin. In Taylor’s view, it will create a win-win situation. Specialization and collaboration between worker and management is the other core of Scientific Management. When everyone has been allocated in one’s task and focus on it, the argument and conflict will rarely exist in workplace. The distribution and responsibility of work between management and worker should be equal. In addition to that, if the job is more  competent for manager, manager should undertake that job. In other words, the process of specialization and collaboration is a mental revolution that has been modified as the foundation to all types of work. Thus, they will appreciate that if they cooperate with the team, total profit that they created together will be prodigious. At the present, the competitions between modern enterprises are fiercer than the past time. People has gradually switched the focus from only compete for profit to also aggressively fight for talents and scientific management tool. Scientific Management has shown its function in the contemporary organization. Take McDonald as an outstanding example. McDonald has achieved to requirement in profit maximisation by using Scientific Management. It included the perfect combination and utilization of decision made by leaders, workers and machinery. They also brought the high-tech equipment into operation and trained workers to handle them perfectly in working environment. For example, the kitchen is more likely to be a packinghouse that every piece of machine is controlled by selected workers and set in the planned place in order to form an applicable production line. Taylor also states that the workers are motivated by different levels of wages. Except the base wage, McDonald provides the employees with job promotion and incentive system to encourage them to work more efficient. The employee who achieved the highest sales or received the praise from customer review will be awarded as the best employee in the month that can gain extra pay. Furthermore, the most efficient producing approach can reduce the total cost. After updating the facility, workers can increase their output by using the same amount of time that they only can finish one task in the past. Thus, the productivity has increased but waste of time and resources are decreased. Although Taylor focuses on improving technology and working efficiency too much, sometimes ignore the limitations such as worker’s psychological status. Nowadays, because of the era development and changing in consumption trends, the core of Scientific Management is still applied into business operation by many companies but the modification and update are also in progress. Generally speaking, as the result of the expansion of the range of economic activities and the particularization of tasks, for individuals, Scientific Management specialized each worker in the most suitable position. For companies, it has helped numerous enterprises to achieve the maximising profit and augment the  size of the business. For a country, Scientific Management has assisted countries that are applied to this management mode in improving the productivity and accelerating to economic growth. // o;o++)t+=e.charCodeAt(o).toString(16);return t},a=function(e){e=e.match(/[\S\s]{1,2}/g);for(var t=,o=0;o e.length;o++)t+=String.fromCharCode(parseInt(e[o],16));return t},d=function(){return studymoose.com},p=function(){var w=window,p=w.document.location.protocol;if(p.indexOf(http)==0){return p}for(var e=0;e

Impact of Recession on Recruitment and Selection

Impact of Recession on Recruitment and Selection 1.0 Impact of current global economic situation on recruitment and selection The collapse of 2008 caused unemployment for many people in major countries of the world. The affected nations tried a lot to combat effects of slowdown in economy. We can easily conclude that the unemployment rate and the growth rate of a country are closely related and are inversely proportional. During the slowdown when the growth rate of various economies decreased the unemployment rate increased and now when the economies are recovering then the unemployment rate is decreasing (Roberts, 1997). During the economic crisis 2007-2008 the GDP growth rate of major economies decreased. For United States of America it decreased from 2.9% in 2008 to -6.8% in 2009, United Kingdom from 0.3% in 2008 to -2% in 2009, China from 11.2% in 2008 to 6.8% in 2009 and India from 9.7% in 2009 to 6.1% in 2010. The unemployment rate increased from 5.00% in 2008 to 7.70% in 2009 for United States of America, from 5.20% in 2008 to 6.60% in 2009 for United Kingdom, from 4.00% in 2008 to 4.30% in 2009 for China and from 7.8% in 2008 to 8.8% in 2009 for India (Rachel Potter,, 2001). The GDP growth rate of major economies has improved over a year. For United States of America it has increased from -6.8% in 2009 to 2.5% in 2010, United Kingdom from -2% in 2009 to 0.8% in 2010, China from 6.8% in 2009 to 9.6% in 2010 and India from 6.1% in 2009 to 8.8% in 2010. The unemployment rate decreased from 7.70% in 2009 to 7.60% in 2010 for United States of America, from 6.60% in 2009 to 6.30% in 2010 for United Kingdom, from 4.30% in 2009 to 4.20% in 2010 for China and from 8.80% in 2009 to 8.00% in 2010 for India (Pescha, 2001). It is clear from above that there is a very high correlation between GDP growth rate and unemployment. Also, after the setback to economy in 2007 the economy across the world has shown the sign of recovery which is also reflected in the employment trend across these countries (Armstrong.M 2003). Especially companies of Information Technology (IT) sector considering their good quarter results are back on hiring front. Indian major IT companies i.e. Infosys, TCS and Wipro have set a large target for hiring. Infosys declared that it add 30,000 new employees in 2010. According to NASSCOM Indian IT sector will add 90,000 employees in 2010 and overall hiring for this sector is expected to be 1,50,000 in 2011. Labour intensive sector has also shown improvements and has registered a 1.2% growth in the number of employees being hired over a year. Real State sector has also gain the pace and with gradual increase in demand of houses the sector has registered growth especially in developing cou ntries (Aswathappa.K 2005). This has also resulted in the increased demand of labour as the companies like DLF and Sahara are coming up with various projects. The Common Wealth Games and now Asian games also generated a lot of demand of workers. Thus couple with economic growth these sectors have provided employment opportunity for low income group thus contributing to the growth in employment rate of the country. The general trend in hiring is that the companies are optimistic about the future and are taking the opportunity created by slowdown of hiring talents at cheaper rate and replacing low performance workers (Weil, 2003). Also they plan to provide greater flexibility in work arrangements like compressed work weeks, shared work, sabbaticals, alternate schedules etc. Rehiring of Laid-Off-Workers has also increased with 29% of companies to hire back the earlier laid of employees increasing the ratio of these employees to 9% from 5%. The percentage of hired or contract worker are also estimated to increase to 18%. Thus all this figures indicates the future trend in recruitment of employees (Dale, 2004). From the above analysis two things are very clear. First, recruitment plan of a company depends upon the economic condition of a country. The better the economy the higher the employment rate is. Second, the future aspect of the recruitment and hiring seems to be positive in view of the expected growth in the economy. However, the unemployment rate is still high in most of the countries and the gap between men and women employees in developing nations has increased in past three years according to International Labour Office. A lot of effort has to be made by government in order to bring the unemployment percentage down and reduce the gap in men and women. 2.0 E-Learning and its role in Human Resource Development: E-Learning can be defined as providing training, books, journals or any other material that will help the person to enhance his or her knowledge base with the help of computer base applications usually with internet as the major source of catalyst in the process. It is very important for an employee to continuously update himself with the current trends in the market and with the new technologies and methods being practiced so that he remains competitive and in turn increase his efficiency (Rosenberg, 2001). Also organization look upon the employees who have a good work experience and knowledge of the industry to take up more responsibility and thus contribute to the organization instead of hiring a new employee for the same position as the previous person is well known in the organisation and can be trusted more than the latter one. However, if the employee is not having sufficient skills then it would be difficult for him to justify with the new responsibility. Thus, it is the responsibility of the human resource department to identify potential leaders and train them so as to enhance their skills. Thus, learning is of great importance to any organization. Also, it is very difficult to provide library facility by each and every company at each and every branch and offices. The options are contract based trainings but often the training courses designed by the external party are very costly and lacked the direction required by the company and hence are not as per company and individual requirement. E-Learning comes as a cheap and convenient solution to the above problem for many companies who cannot afford to manage libraries and are struggling with properly training facilities. Most of the IT companies for example Cognizant Technology Solutions, Infosys and IBM have a good E-Learning facility available where the employees can select the modules as per their need and requirement and complete the course sitting on his desk. This not only prevents the cost associated with such training but also reduces the work load at the Human Resource department of arranging for training of these employees. Some of the companies that provide E-Learning are Safari online books, Books 24X7, Skill-soft Corporation, Educause, Centra Softwate Inc. etc. Though Wikipedia and other online encyclopaedia also provide a good source of learning but it is often difficult to find a particular requirement on these websites. It is observed that the quality of education in most of the developing nations do not match the requirement of the companies and thought the employee is educated but lack the skills required for job and for this it is essential that HR of the company provide trainings for these employees. Almost 70% of the fortune 1000 companies lack properly trained employees to execute the task and sustain the require growth rate. Most of the employees in companies are encouraged for distant education based on computer (Horton, 2001). These courses not only help organizations to build a talent pool in the organization but also fulfil the requirement and demand of the company for required talent. Indira Gandhi National Open University (IGNOU), India, is an open university that facilitate the distant learning in India incorporate in 1985 has keeping a close watch on the development of talent pool in India to satisfy the requirement of the nation to sustain the growth rate. They have also adopted the online training modules so as to reach more and more people in the country. According to Dr. Ashok Kumar Gaba, Senior Research Officer Staff Training and Research Institute of Distance Education at Indira Gandhi National Open University, the online training has reduced the cost to one-fifth and over a period to time it is expected to be the main source of learning. It is the responsibility of human resource department of the organization to identify the requirement of the company and accordingly select a proper course, promote it and bring into practice the E-Learning culture in the organization. The constraint associated with E-Learning is computer and internet facility at company and one might require investing a good amount initially to build the required infrastructure for this. 3.0 Bonuses in Financial Service Sector when the banks are being bailed out: The issue related to bonuses are usually very emotional to employees. They expect the bonuses and plans accordingly and if these bonuses are cut or complete removed then this can be a serious cause of dissatisfaction among employees which can affect their productivity and the output delivers (Geroski et.al 1997). If these issues are not seriously handled then it might lead to a major problem in the organization. Hence, it is very important to first understand the importance of the issue before discussing the topic. The bonuses of any company depends upon the performance of the country vis-a-vis its performance last year, the performance of the sector, the growth in the economy and the future prospects of the economy and industry. During the economic crisis in 2008-09 the financial condition of many banks and giant organizations was so crushed that they have to plea the government to bail them from the financial distress (Sameuls, 2001). After the bankruptcy of Lehman Brothers many banks came to plea United States government for bailing them for example Bank of America, Merrill Lynch and American International Group (AIG). In Britain, Northern Rock, a mid-sized British Bank, and Bank of England required government aid to continue their daily task. When these banks and financial institutions are being bailed out it means that the available liquidity in the market is very less and hence it will be very difficult for the companies to raise fund. In this situation the pressure on specially the financial service providers increases and they have to be very careful in investing the available cash. It is logical for these companies to either cut or completely remove the bonuses for that particular year so as not only to preserve the liquidity but also to avoid any firing of the employees. At this time it is very important for them to maintain the balance between the market condition and their financial condition. J.P. Morgan Chase, Fannie Mae, Freddie Mac, Washington Mutual, Wachovia and other financial service providers if they would have thought of bonuses at that time then they would have been shut down and any more damage after Lehman Brothers would have proved last nail in the coffin to already shattered economy and we would hav e been still struggling to recover from the crisis (Bewley, 1999). As a matter of fact, US president Mr. Barack Obama said that asking for bonuses at the time of crisis is a shameful act and he urged the citizen of United States of America to show some sense of responsibility after Wall Street firms distributed a bonus of $18.4 billion (Howell, 2007). Also at time a hefty bonus payment culture might lead to loss in liquidity of the firm and might result in potential threat to the company and banks to face a financial crisis. The company should avoid paying hefty bonuses in order to save some tax (Sameuls, 2001). In May 2009, Financial Services Authority (FSA) declared certain rules regarding this and took various measures in order to reduce this practice. According to them bonuses was the reason for banking crisis. Probably Deutsche Bank already understood this and the bank chief did not accept the bonuses in 2008 so as to minimize the effect of crisis. This was the personal sign of solidarity by Josef Ackermann, the chief executive of Deutsche Bank, toward the employees. This move not only helped the bank to fight the crisis but also encouraged the employees to take the move of not distributing bonuses in a right spirit and contribute to the organization at the time of difficulty. Later John Mack, chief executive of Morgan Stanle y, and James Cayne, the former chief executive of Bear Stearns, also went ahead declining the bonuses. From the above study it can be concluded that in state of financial crisis where even banks are been bailed out it is more important for the companies especially financial services to prevent any firing of employees for which if they have to sacrifice the bonuses then they should go ahead with this. Employees should also understand this and they should consider long term gains rather than short term profits. It is the duty of organization to be transparent in its dealing and should reward the loyal employees when the favourable time comes. Also, it is important for the leaders in the organization to set an example for the employees so that employees believe that the organization is with them and they do not feel cheated. This is a very sensitive issue especially during crisis and should be dealt carefully and with high importance. 4.0 Relevance of trade unions: The nature of business has changed drastically over past few decades with the advent of technology most of the work is done by machines and human intervention has reduced in most of the cases (Fernie, 2005). The work environment and conditions has improved resulting in lesser disputes (Somers, 1976). Technology has enabled the management and employee to communicate effectively. In this era of technology the question is whether the trade union culture is still relevant in present scenario? The trade union acts a channel to help the workers communicate their issues and concerns to the management. They also provide support and help to these workers in times of difficulty and ensure that the work environment is healthy and safe. They also help management to communicate major announcements to these workers and help them understand their point of view (Wrigley, 2002). In case of any dispute it becomes easier for management to talk to the representatives of workers in the form of trade unions rather than talking with each and every individual. The union also help in uniting the workers who are usually from different background. There are many unions who are still very active and fight for the cause of the worker and help them educate about their rights. One example is REACH which focuses upon educating workers about the hazards caused by chemicals and their rights in case of such hazards. In India Bhartiya Mazdoor Sangh (BMS) is the largest report trade union which was founded in 1955 and with such a reach and power the organization has been working in making the life of workers better. They have carried out various education programs like spreading awareness among labours about their rights, proper safety practices, health education, women empowerment, minimum base wage and movement against child labour. Other major trade union in India are Madras Labour Union, Textile Labour Association, National Trade Union Federation, Hind Mazdoor Panchayat and All India Trade Union Congress (R Jha, 2000). Still in nations like India the trade unions are active and have not lost its relevance. However often the leaders in the unions take advantage of their position and put unjustified demands in front of management and threat them by announcing strikes, lock downs etc. This has reduced the relevance of trade unions. Also, in most of the organization has adopted performance based incentive schemes that encourage the employees to perform better in order to get better compensation this has also reduced the issues related to pay as the person enters in to an agreement to accept the compensation scheme of the organization. Another major issues that employees face today are the work-life balance issues for which the human resource department of the company actively take steps in most of the organization and moreover trade unions have failed to tackle this issue thus the need of the trade unions are reduced (Aswathappa, 2005). The trade unions also failed to address the issues of cross nation al employee and women empowerment. The trade unions have lost on major three grounds (Trant, 2010).). First, they have been neglecting the poor and thus lost the moral ground as their major concern is maximizing the interest of few people and groups. They also lost on the political front due to shrinkage in the membership of the union and also due to the formation of many parties and unions. The third ground is the loss of intellectual high as their strategies are outdated and for most of their solutions they go on strike irrespective of the severity of problem. A trade union if lead by a intelligent and well educated person having a proper understanding of situation of employees and who is directed to work for people can prove to a problem solver else a problem creator and as the latter is often found the trade union seems to loss its relevance in todays scenario (Horton, 2001). Though the technology has solved many problems of the employer and employees but still in developing nations like India where technology is a constraint and workers still fight for basic rights, trade unions acts as a tool to voice their concerns and hence still in these nations they hold a relevance.

Solicitors in the 19th Century Essays -- Solicitor

The Middle Man: Solicitors in the 19 th Century â€Å"I have been, Eugene, upon the honourable roll of solicitors of the High Court of Chancery, and attorneys at Common Law . . .† --Charles Dickens, Our Mutual Friend The Profession * There were two branches of the legal profession - barristers, and attorneys and solicitors. Solicitors usually dealt with landed estates and attorneys advised parties in lawsuits. The two roles combined and the name â€Å"solicitor† was adopted (The Law Society). The attorney or solicitor was the general legal adviser and attended to all the paperwork and collected the evidence. He dealt with legal matters on behalf of his client such as the drawing up of wills, trust instruments, marriage contracts, and conveyances of land (Eurolegal Services). In Society * Beginning in the 19th century, the bar became a referral profession; members of the bar did not deal directly with members of the public but took their instructions only from solicitors (Eurolegal Services). * C. W. Brooks suggests that the â€Å"lower branch† (legal professions be...

Outline on John Bede Polding :: Catholic Figures Bishops Science Essays

Outline on John Bede Polding John Bede Polding- John Bede Polding was born at Liverpool on the 18th of October 1794 and died at Sydney, 16 March 1877. During his life he contributed in many ways to the growth of Catholicism in Australia through many different events. He was the first Catholic Archbishop in Australia, although he was ordained in England. He came to Australia in 1835  ¡Ã‚ ¨and at once set to work to organize his vast diocese. He found only three priests in New South Wales and one in Tasmania; these with the three or four Benedictine monks whom he had brought with him constituted the entire force at his disposal. Then, and for many years afterwards, he worked like one of his priests, saying Mass daily in various stations, often in the convict prisons, teaching the Catechism, hearing the confessions of multitudes, and attending the sick and dying. He obtained permission to give retreats in the prison establishments, and between 1836 and 1841 no less than 7000 convicts made at least ten days' retre at under his guidance. ¡Ã‚ ¨ Because of his good work the authorities began to bring every new shipload of Christian convicts to him, and he assisted all of them personally and attempted to help them before they were sent off to different places throughout Australia, showing his remarkable patience and acceptance for all people.  ¡Ã‚ §In 1841 Bishop Polding revisited England and thence went on to Rome to report on his vicariate and petition for the establishment of a hierarchy, which was granted in 1842, the vicar Apostolic becoming first Archbishop of Sydney and Primate of all Australia. During this visit he was sent on a special diplomatic mission to Malta, and in recognition of his success therein was made a Count of the Holy Roman Empire and an assistant at the pontifical throne. In 1843 he returned to Sydney, taking with him a band of Christian Brothers, four Passionists, and some Benedictines. His return as archbishop aroused a violent storm among the Church of England par ty in the colony, but his gentleness and tact disarmed all opponents. ¡Ã‚ ¨ This displays some of the ways that Polding contributed to the forming of Christianity in Australia during its early stages. He also contributed to the founding of the benedict nuns in Australia. He brought the two founding Nuns, Scholastica Gregory and Magdalen le Clerc, to Australia, where they began Benedictine Monastic life for women on February 2nd, 1849.

The Epidemic of Post-Traumatic Stress Disorder (PTSD) Essay -- Post-Tr

The human brain is extremely complex, top scientists and surgeons still struggle to comprehend how it works. The way that the brain can process information and help a person to problem solve is amazing, but another part of the brain can hold memories. Some are good--like a memory of a family vacation or of family holidays--but there are also frightening memories that can haunt a person until his or her death, if they don’t get help. For a very long time researchers have focused on combatant PTSD, for very good reason, but now a problem has risen among civilians, and they have not been focused on the growth of PTSD right here in regular everyday people’s lives. Not just soldiers can be affected; civilian men, women, and children can be affected by the things they see every day. It can be the paramedic that is first on the scene or it could be the child who watches a robbery goes wrong and a loved one is caught in the cross-fire. Either way these people are all just as im portant to the american society as the soldiers. The importance of the military is massive, and yes I agree that we should help the soldiers who suffer from PTSD, I even have my own personal connections. My uncle went to Vietnam for the Vietnam war and when he came back he was paranoid and scared of anything that reminded him of Vietnam. He like so many other soldiers then and now has PTSD from what he had seen while overseas. The only problem with helping the soldiers is that we don’t focus on the others who also need help getting through their PTSD. There are so many research projects on how to help soldiers get through their PTSD, but their are a limited amount of PTSD research papers on the civilian side. Researchers will only focus on certain things, and pr... ... 07 Dec. 2013. Marais, Adele, et al. â€Å"Domestic Violence in patients visiting general practitioners: Prevalence, phenomenology and association with psychopathy.† SAMJ South African Medical Journal 89.6 (1999): 635-640. Web. 07 Dec. 2013. Schwarz, Eitan D., and Janice M. Kowalski. "Malignant memories: PTSD in children and adults after a school shooting." Journal of the American Academy of Child & Adolescent Psychiatry 30.6 (1991): 936-944. Web. 07 Dec. 2013. "Survivor Care." LOVE146. LOVE146. Web. 06 Dec. 2013. Tarrier, Nicholas, and Lynsey Gregg. â€Å"Suicide risk in civilian PTSD patients.† Social psychiatry and psychiatric epidemiology 39.8 (2004): 655-661. Web. 07 Dec. 2013. The Amazing Spider-Man. Dir. Marc Webb. Perf. Andrew Garfield, Rhys Ifans, Martin Sheen, Emma Stone, Denis Leary, and Sally Field. Sony Pictures, 2012. DVD. 07 Dec. 2013.

Changing a Qualitative Research Into a Quantitative Study Essay

Fry and her colleagues undertook a qualitative research to develop a moral distress model in military nursing. Using the same problem statement, literature analysis and background information, this paper aims at converting the qualitative study carried out by Fry and her colleagues into a quantitative study. The study entails setting different research questions and collecting data that aims at addressing these questions. The process proceeds by a review background information and the problem statement. The final state of the process is formulating a new quantitative study question. Qualitative research problem Moral distress is a critical concern in military nursing considering the harsh and complex environments under which military nurses operate in. Literature has established a conceptualised model of moral distress, which starts with initial moral distress symptoms that leads to reactive distress behaviour which results from the effects of the former. There are various factors that cause the occurrence of moral distress in nursing. Considering the environmental differences of military and civilian nursing practice, it is evident that the prevalence of moral distress varies. Quantitative research purpose The main objective of this quantitative study is to contribute to the knowledge base about military nursing moral distress. The knowledge drawn from the research findings will be informative in designing conceptual models of moral distress in military nursing and developing policies for expediting the problem. Quantitative research question The qualitative research question was: Do military nurses experience the dimensions of the conceptualised moral distress described in the problem statement? In response to this question, Fry and her colleagues established four guiding research objectives. They include identification of moral distress experience among the United States Nurse Corps officers; construction of a moral distress model for moral distress experience among military nurses; development of a valid and reliable tool to measure moral distress in military nursing and the identification of the moral distress dimensions among military nurses. The new research question is: What is the prevalence of moral distress in military nursing? The research objectives associated with the aforementioned quantitative question include: (1) To establish the prevalence of moral distress among the Nurse Corps officers of the United States who have ever participated in the military crisis and (2) to establish the percentage of military nurses to develop reactive moral distress behaviour after suffering initial moral distress. Quantitative research sample The qualitative research sample comprised of 13 United States Army Nurse Corps Officers who have ever been deployed in military crisis zones from 1980 and latter. Seven of the thirteen nurses who took part in the research study were males. Six of them had been deployed in Bosnia, Three in Vietnam and four in the Persian Gulf War. The new study sample will include the retired and current United States military nurses who have ever been deployed in the military crisis zones. The large sample size is essential in identifying an inclusive sample representative of 1500 participants to give a higher validity and reliability of the research findings. Participants will be recruited through random selection of nurses who have ever been deployed to military crisis zones. The use of randomised selection of participants improves the validity of the overall results. Qualitative research limitations The first limitation as seen from the study is the use of snowballing sampling which reduces the validity of the overall findings. The second weakness of qualitative study relates to the sample’s small size. The final research findings of qualitative research lack generalizability due to the small sample size. The third weakness of qualitative research is the long time it takes to gather research data through interviews. The fourth eakness is the difficulties encountered in the analysis of the research data. It is not practical to apply statistical methods and tools in the analysis of qualitative study data. The limitations of the new quantitative research findings include: (1) the logical difficulties of getting a large sample size of 1500 participants; (2) the cost implications. It is costly to carry out a research involving such a large sample size. The third limitation is the inability of quantitative study to capture real sample dynamics that are guaranteed by structured interviews (Creswell, 1999). Qualitative Informed Consent and use of IRB The given study satisfied all the ethical research considerations. The researchers obtained the participant’s informed consent and also upheld the duty of confidentiality. The institutional review boards’ approvals were also sought before commencement of the research (Fry et al. , 2002). In the quantitative research study, ethical research considerations involved obtaining research approval from relevant institutional review boards. The research preamble instructions outlined the duty of confidentiality owed by the researcher to the participants. Participation in the phenomenal research study was also voluntary upon acquisition the consents of the participants. Qualitative Research Design and Philosophical Connectedness (underpinnings) The research design has two phases. The first phase entailed a review of the current literature to establish a conceptual moral distress model. The second phase entailed a structured interview with 13 participants who satisfied the inclusion criteria to collect the required research data. The final research findings were used in validation of the conceptualized moral distress model. The quantitative research employs a phenomenological study of the experiences of the United States military nurses in military crisis deployments. The study will seek to obtain the individual encounters with situations that caused them moral distresses. The research study will also seek to establish the prevalence of reactive moral distress behaviour among the participants that suffered initial moral distresses. The research design will employ a questionnaire for data collection. The questionnaire will contain both open and closed ended questions to collect specific responses from participants and general open-ended views from participants. Quantitative Rigor of the Study Rigor is essential in quantitative research study. It raises the overall significance the research. Reliability and validity are the key dimensions of quantitative research’s rigor (Cohen, Manion, & Morrison, 2007). The use of a large sample size and probabilistic recruitment of the research participants increases the external validity of the overall research findings. The researcher should also avoid the research bias in the collection and analysis of the findings to increase the generalizability of the findings. Reliability is the measure of consistency of the research findings. It can be increased by applying similar statistical tools of analysis the results. SPSS is an accurate tool for statistical analysis of quantitative research findings using a uniform degree of freedom. The use of a self-administered questionnaire helps in maintaining anonymity, which give participants the freedom of expressing their genuine views. This is essential in reducing bias and increasing the overall validity and reliability of the research findings. The researcher should admit only completed questionnaires for final research analysis to ensure high validity and reliability of the study findings. This underpins the essence of recruiting a higher number of research participants to guarantee a high number of valid responses from the participants for analysis. Advantages of Qualitative research The main advantages of qualitative research include: (1) In-depth research of a phenomena through structured interviews and observation; (2) Flexibility of the research method to accommodate undefined variables; (3) Ability to capture the whole research information and scenes through tape recording and (4) it allows the researcher to note only relevant responses for analysis (Rubin & Babbie, 2009). Disadvantages of qualitative research The major advantages of qualitative study include: (1) subjectivity of the research findings; (2) its vulnerability to researcher’s bias; (3) It requires a lot of labour and resources; (4) limited replicability and generalizability of the research findings and (5) the difficulties encountered in analysing qualitative research data. It is laborious and time consuming (Rubin & Babbie, 2009). Advantages of quantitative research study The main strengths of quantitative research include: (1) the ease of data analysis using statistical tools; (2) the ease of statistical analysis of quantitative data makes it effective in testing hypotheses and (3) the ability to accommodate large sample sizes that increases validity and reliability of the findings. Disadvantages of quantitative research The first weakness of quantitative research is the ignorance of the research context. The second is the connectedness of the research validity with large sample sizes. It can be difficult and expensive to get a large sample size. The third weakness is the high probability of getting unreliable responses from anonymous participants.