4
12
142
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/4a0eb50e2d97eb6736084499ab2e5a03.pdf?Expires=1712793600&Signature=iENL3-pde2TnycKz-tQyZYGwztyf-V44X9Okw7Z9HGX8IHSbLJEYvMKVOSGtP%7EcfM1ix8XjkYi6NU-TRTgkpo0hdxiHfqavOeVa3rbh3FkN2eO%7EtcbSXAAcCJ%7EhHoTNdyyryYQ%7EY9oj64N%7Eb-6g0B%7E7N3xPRwkQFirGwSj401ZH%7EGL8lH037Nl-bpOGbD4mLLosz0ykLo0mttM2UVeleOK2iy%7EiV2LZF9d9QxjwlM21t2%7E3QTyY9r13Dtfc24J56CoxeOv74bw4YjPWYKwM%7EZuAtbwNdMErMBFsmNohCV%7ECTyzQ41Vrj2GqZLtFjdXGkzKvHCybnh6VSij0qzq6uAw__&Key-Pair-Id=K6UGZS9ZTDSZM
075476814febb5b08fc9aa5a5b003da9
PDF Text
Text
Jeanine Woody
MA 400
Senior Thesis
Cryptocurrencies and Real-World Applications
Cryptocurrencies are a form of electronic commerce that is created through crypto
systems. These systems tend to create a chain, which is known as a blockchain, and is compiled
through encryption and decryption techniques. These techniques have evolved through many
practices specifically through the creation and application of theories from Euclid, Fermat,
Mersenne, Euler, Gauss, and Fibonacci. Their respective theories led to developments in
Number Theory—the properties of positive integers and its reliance on factoring and testing
prime numbers. Number Theory has been a key aspect in developing computer algorithms.
Their respective findings helped to curate one of the most widely used cryptosystem known as
Rivest-Shamir-Adleman (RSA) Cryptosystem. RSA Cryptosystems rely on encryption and
decryption techniques based on Number Theory. There are two distinct types, public and
private, which each have specific characteristics. In a public key, also known as an Asymmetric
Cryptograph, anyone is able to encrypt messages using the receiver’s public key, but only those
with a private key could decrypt the message. For those who use RSA systems, a digital
signature is created at the end of the message to show the connection to the sender.
The most well-known form of Cryptocurrency, Bitcoin, was created by the anonymous
Satoshi Nakamoto in 2008. His paper called “Bitcoin - A Peer-to-Peer Electronic Cash System”
presented the idea that electronic cash should be shared through online payments via a peer-topeer system that would function without an intermediary third party. The purpose of the paper
�was to prove that electronic commerce should rely more on cryptographic systems instead of
trust. This would ultimately allow for transactions to occur directly between two individuals.
Cryptocurrencies are prominent in a few industries, specifically Financial Technology
and Machine Learning. The Financial Technology (Fin Tech) section normally uses
cryptocurrency blockchain protocols in what is known as a Distributed-Ledger Technology
(DLT). The application of DLT to different aspects of the Fin Tech industry allows for cost
savings because an outside third party is not needed to verify transactions. According to this
protocol, no single entity or government body could determine the inflation rate of the
transactions, instead they would be determined by an algorithm. Machine Learning is based on
pattern recognition and the theory that computers can learn specific tasks without being
programmed to do so. Researchers of this topic attempt to observe the correlation between data
sets and artificial intelligence. In the United States, regulatory agencies like the U.S.
Commodity Futures Trading Commission (CETC) view cryptocurrencies as commodities, while
the Internal Revenue Service (IRS) views them as properties. On the other hand, the Securities
and Exchange Commission (SEC) does not recognize cryptocurrencies as securities despite the
fact that they stress that types of e-currency in the market need surveillance to monitor their
application. These differences make it difficult for regulation policies to be put into effect to
monitor cryptocurrencies. The real-world application shows how different industries rely on
aspects of the exchange to perform certain tasks within their designated spheres.
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Abstract
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-mathematics-Woody
Creator
An entity primarily responsible for making the resource
Woody, Jeanine
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
Cryptocurrencies and Real-World Applications
Contributor
An entity responsible for making contributions to the resource
Mathematics
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
2 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/9c4e7dd243264ab5c2f05f70bc581247.pdf?Expires=1712793600&Signature=X55enezU9cOH-cbuWOtzl4ISChYRAo84bjs3V6jMOAiM6-5IhTfpxhy1VU14ZHr9S7j%7EqFcbxMmUkC1H4v7jKJxgtclZDz70DRJqlw-jqpuEhKqu-WfHz-2XsKTdNrEO6-dc6LhMXyXEzaBkWp6imf2JDVzD-sJbT8vR6tZpbKCIG6duzJUqTQ6ghLAfpxXiZDrrw9yAlk6OIKuWoghlsOE2G7DU2AiMSNR-6lb6r85Immtg6D83f1LIKKGIgNfumbSQJ-tmQfngk6EppqpQpTc1fg48sK7OKvO6c%7Exf2VpOw%7E%7EvkkhIcCkPfEkZlz7o82X9-VtRBBrRPHjzqfK4Hw__&Key-Pair-Id=K6UGZS9ZTDSZM
3e4abc9a97a7ea02025d1b118f8890d0
PDF Text
Text
Seunghyun (Stewart) Noh
Professor Adrian Ionescu
CS400-Senior RFT
Data Mining and Its Security
Pros
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Provides info. based on previous purchases to project those who will respond to the
novel advertising operations like direct mail, online marketing, among others. (Sellers
can vend lucrative merchandise to targeted consumers). Retailers collect vast volumes
of data through years and predict the product sales trends, habits of customer purchase
and their preferences.
Provides relevant statistics about loans and reporting of credit. This will help banks to
identify fake credit card dealings and safeguard credit card owners.
Provides analytics to improve health care and reduce costs, guarantee patients get
proper care at the correct time and appropriate place, processes are developed with
supporting evidence.
Provides business/market owner to scope customers’ purchasing behaviour.
Provides discerning information from the available facts in the learning setting and
can help to predict students’ future learning behaviour.
Provides discerning the arrays in the multifaceted manufacturing process. Can be used
to generate the relationship between product design, product assortment, and
consumer necessities.
Provides campaigns to understand their product and service consumers. Also, the
relationship between the retailers and customers in built, and customers retained
through customer relationship management.
Provides ease on the process of fraud recognition from being cumbersome and
time-consuming.
Provides averting intrusion including user verification, circumventing programming
blunders, and information fortification.
Provides the law enforcers to identify criminal suspects, and customize data
excavating skills to probe crimes, observe communication among the suspects.
Provides help to segment customers in the preference of their needs.
Provides analyzing financial transactions as to pick out patterns on money laundering.
Help business owners to use information to modify their products as per the
consumer’s desires.
Provides researchers to accelerate the process of analyzing the data, cleaning data,
pre-processing, and integration of databases.
Provides extracting useful knowledge from massive bioinformatics databases and
other associated life-science areas.
Provides all sorts of information regarding the response of a consumer and in defining
consumer groups.
Provides evidence about selling promoted products online and ultimately reduce the
charges of the product and its services.
Cons
1. Requires advance skilled specialists since they are the only person who is able to
understand the different arrays and associations whose pattern connotation and the
user must make valid.
2. Often infringes on the confidentiality of the user and it puts at risk the user’s secretive
information which is very critical nowadays.
�3. Lack sufficient security systems to protect enormous amount of information about
people online that most companies collected through their emails and google search.
Which will open a window for hackers.
4. Some data based on previous purchase on big consumers like companies could cause
enterprises to be used against others.
5. During the data collection, a lot of irrelevant information may be obtained and this
will cause overwhelming and time-consuming for the amount of data.
6. The technology and tools required in data mining and result interpretation consume
many resources and this will be a great cost at the implementation stage.
7. Perfection of the data mining process is yet to be developed and this will cause
possible inaccuracy of data and bad outcome from the decision-making process.
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Abstract
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-computer science-Noh
Creator
An entity primarily responsible for making the resource
Noh, Seunghyun (Stewart)
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
Data Mining and Its Security
Contributor
An entity responsible for making contributions to the resource
Professor Adrian Ionescu
Computer Science
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
2 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Computer Science
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/e9642e41e0214f17ddbea0e6952448a5.pdf?Expires=1712793600&Signature=WANcjBGHKy8D2LBEXOmU8SiqBJ6emKHxrqf2iZcCgavYE2PY6fjZtlHux-2oT5z4UrpSyk1VSagbepHgU5lczuyXA%7EG148NaKR21bwCaAb8ZEm78yiIL66jeqav2eeCrBAx1W6ZIgkoJ8Tr3sIg99cGHlm2M8e3Q0X-KRK-yEIXKiO%7Ei-EpVty6rOQN0YizZt2bR%7Emc3GBLu4YEWka72WsUw2%7EMN12yY43qOdGTS59pl3X%7EJC1MdGp4IwYilcueG2rvCoLOgFXuYEJJvhsODzRR9aHdG8%7E0cJEJRK1FSWq2ROx9WxGs9SN8xjrgEwEm1fTBGv4hLRHtq91CpldXsrA__&Key-Pair-Id=K6UGZS9ZTDSZM
634f8ef73d773a0009bff6bf216ee566
PDF Text
Text
DEFICITS IN HEALTHCARE
1
Deficits in Healthcare: Shortcomings in Psychiatric Theory, Research, Treatment, and
Employment
Alicia Erlandson
Wagner College, Department of Psychology
�DEFICITS IN HEALTHCARE
2
Table of Contents
page
ABSTRACT……………………………………………………………………………………….4
CHAPTER
1
THE HISTORY AND EVOLUTION OF NEUROSURGICAL INTERVENTIONS FOR
PSYCHIATRIC DISORDERS.…………………………………………………………...5
Trepanation…………………………..……………………………………………………5
Localization of Function........………...…………………………………………………...6
Burckhardt and the First Psychosurgery……………....……………………………...…...8
Moniz and the Leucotomy……………....……………...…….…….…….…….…….…...9
Freeman and the Lobotomy……………....…………………...…….…….…….…….…11
Minimally Invasive Procedures……………....…………………...…….…….…….…...12
Ethical Objections to Psychosurgery……………....……...…….…….…….…….……..14
Conclusion……………………………...…….…….…….…….…….…….…….……...15
2
EFFECTIVELY TREATING MAJOR DEPRESSIVE DISORDER WITH
CONTEMPORARY INTERVENTIONS ……………………………………………….16
Neurofeedback…………………………..……………………………………………….17
Ketamine........…………………………...……………………………………………….18
Psilocybin……………....………………………………………………………………...19
Limitations and Conclusion……………………………………………………….……..20
3
THE NURSING SHORTAGE AND ITS POSSIBLE SOLUTIONS…………………...22
Causes of the Nursing Shortage……………………………………………………….…22
Clinical Relevance….……………………………………………………………………23
Potential Solutions.………………………………………………………………………24
Conclusion…...……….………………………………………………………………….26
4
APPLICATIONS OF PSYCHOSURGERY IN CONTEMPORARY MEDICINE..……28
Trepanation and Burr Holes…………………….………………………………………..28
�DEFICITS IN HEALTHCARE
3
Table of Contents
Stereotactic Procedures versus Radiofrequency Ablation……………………………….29
Contemporary Psychosurgery: Deep Brain Stimulation………………………………....29
Conclusion…...……….………………………………………………………………….30
LIST OF REFERENCES………………………………………………………………………...31
�DEFICITS IN HEALTHCARE
4
Abstract
Throughout the history of psychiatric interventions, there have been deficits in treatment, as well
as subsequent innovation in response to these deficits. It is important to examine the historical
aspects of psychiatric interventions, along with how they came to be today and the problems
within the healthcare system. Chapter one focuses on the evolution of psychosurgery and how
techniques evolved as the understanding of behavior changed. Understanding the former
psychosurgical interventions such as trepanation and phrenology allowed for the framework of
surgical techniques to be introduced. Chapter two focuses on contemporary treatments for major
depressive disorder (MDD). There are multiple contemporary treatments that can be used which
provides a starting approach to creating and applying effective treatments to help MDD. Chapter
three provides potential solutions to a major problem with the healthcare system, the nursing
shortage. It is important for solutions to this problem to be created to allow for better patient care
within the healthcare system. Within chapter four, there is evidence of real application of
psychosurgery with contemporary medicine such as within a neurosurgery office and a hospital.
It was helpful to be able to connect many different themes seen throughout history to
contemporary problems still existing today within the field. Overall, the purpose of this paper is
to examine the importance of more effective plans for psychosurgical interventions, plans of
treatment for disorders such as MDD and providing the healthcare system with solutions to
improve the effectiveness of patient care.
Keywords: psychosurgery, major depressive disorder (MDD), nursing shortage
�DEFICITS IN HEALTHCARE
5
Chapter 1: The History and Evolution of Neurosurgical Interventions for Psychiatric
Disorders
Neurosurgery for psychiatric disorders, also called psychosurgery, is a term used to
describe attempts to physically alter behavior and consciousness in an effort to treat behavioral
pathologies and mental illness using surgical techniques (Bauerle et al., 2023). While
psychosurgical interventions are thought to have origins before the Common Era, psychosurgery
has changed greatly since its inception, especially in the mid-twentieth century, as a culmination
of the burden of psychiatric illness and novel understandings of how the brain may function and
its relationship to behavior (Robinson et al., 2012). The aim of this paper is to examine how the
modification of psychosurgical techniques occurred throughout history, starting from the
inception of psychosurgery and ending in the late twentieth century. Upon analysis, it is evident
that the evolution of psychosurgical techniques can primarily be attributed to outside forces,
specifically to what is now recognized as incomplete understandings of neuroanatomy and
neurophysiology, as well as experimental trial and error, which may provide an explanation for
modern ethical objections.
Trepanation
The first recorded human psychosurgery, with origins dating back to as early as the
Neolithic period of the Stone Age, is trepanation, known today as burr holing (Robinson et al.,
2012). The trepanning procedure begins with lacerating the scalp to reveal the skull, and is then
followed by drilling or cutting into the skull to form a hole. While trepanation is believed to have
been used traditionally as a method to alleviate symptoms of head trauma following injury, it is
�DEFICITS IN HEALTHCARE
6
also hypothesized to have been used to excise evil spirits and demons, thought to be the cause of
mental and/or behavioral disorders, in the prehistoric era, although this likely was not the
purpose for performing the procedure most of the time (Bauerle et al., 2023). The practice of
trepanning continued well into the establishment of Greek and Roman civilizations, evidence of
which can be found in classical writings of Hippocrates, Galen, and Celsus (Bauerle et al., 2023;
Robinson et al., 2012). Trepanation as a psychosurgical intervention gained prevalence during
the Renaissance, as highlighted by Hieronymus Bosch’s painting The Extraction of the Stone of
Madness, likely painted around 1501. In this image, Bosch depicts a man undergoing a procedure
on his skull with the inscription describing the patient’s desire to remove “stones of folly” from
his head (Gross, 1999). Per Robinson et al. (2012), the idea of “brain stones” were a commonly
held superstition throughout this period, with the popular belief being these stones were
responsible for madness or epilepsy.
The prevalence of trepanation began to decrease as understandings of behavior changed.
René Descartes first proposed a formal link between the brain and behavior through his theory of
dualism (Descartes, 1641/1931). In his Meditations (1641/1931), Descartes describes the idea of
dualism, in which the mind and body are separate entities, yet the mind seems to control the
body, in a manner such as a ghost in a machine. According to Lokhorst and Kaitaro (2001),
Descartes believed the pineal gland in the brain served as a relay between mind and body,
indicating one of the first links between the brain and behavior, which would be expanded upon
in future research.
Localization of Function
�DEFICITS IN HEALTHCARE
7
Into the eighteenth and nineteenth centuries, trepanation became less prevalent as focus
shifted towards identifying connections between brain and behavior, specifically as it pertained
to localization of function. Localization of function, as described by Bauerle et al. (2023), is the
idea that specific areas of the brain serve distinct functions. Research in this time period
originated with Franz Gall, a German physiologist, and his theory of phrenology. According to
Gall, functions of the brain were localized to individual organs within the brain, which worked in
tandem to create an individual’s personality. Gall thought ridges and grooves on the skull
reflected larger or smaller organs, respectively, and believed that larger organs indicated greater
ability. From these theories, Gall developed phrenology, which was described as the analysis of
the shape and size of the skull to predict personality (Jones et al., 2018).
Although Gall’s work was influential in changing the scope of neurological research, it
was proven to be pseudoscientific, though it did contribute to other localization of function
discoveries. In 1824, Pierre Flourens developed a method to test Gall’s assertions through
selectively ablating different regions of the brain. Flourens’ work disproved Gall’s theory of
phrenology in favor of what he called cerebral equipotentiality, which suggested the brain
functioned as a whole, though he did note that the cerebrum, cerebellum, and brainstem had
distinct differences in their individual functions and how they contributed to cerebral
equipotentiality (Bauerle et al., 2023; Pearce, 2009).
Further research in the nineteenth century supported localization of function to the
limited extent proposed by Flourens. In 1861, Pierre Broca discovered a localized area for speech
production. According to Bauerle et al. (2023), Broca’s discovery came following the
observation of a patient with widespread cerebral damage experiencing aphasia as an inability to
express speech. Through his observations, Broca attributed the motor component of speech to a
�DEFICITS IN HEALTHCARE
8
single area on the frontal lobe, giving it the name Broca’s area. In a similar manner, Carl
Wernicke discovered a region separate from Broca’s area on the lateral sulcus on the temporal
lobe. From his studies, Wernicke found individuals with lesions to this area exhibited aphasia as
an inability to understand language, thus he deemed this region, named Wernicke’s area,
responsible for written and spoken language comprehension (Wernicke, 1970). The studies of
Gustav Frisch and Eduard Hitzig further emphasized some localization of function as it pertains
to motor function. In their research from 1870, Fritsch and Hitzig stimulated the cerebral cortex
of dogs in an effort to elicit a motor response, resulting in the identification of the motor cortex
(Fritsch & Hitzig, 2009).
Perhaps the most significant of localization of function findings for applications in
psychosurgical advancement was the case of Phineas Gage in 1868. Gage, a railway foreman,
experienced profound damage to his frontal lobe after an accident in which a tamping iron
penetrated his skull following an explosion (Bauerle et al., 2023). According to Gage’s
physician, John Harlow (1888), Gage experienced significant changes in his personality, with
Harlow noting he became impatient and easily irritated, with other accounts noting he became
belligerent and disinhibited (Bauerle et al., 2023). Gage’s accident, combined with
aforementioned localization of function research, provided foundations for modern
psychosurgical intervention by locating areas specific to personality and confirming the
possibility of the existence of these regions.
Burckhardt and the First Psychosurgery
Influenced by localization of function discoveries, Gottleib Burckhardt, a Swiss
psychiatrist, performed the first modern psychosurgery in 1888. Burckhardt operated under
�DEFICITS IN HEALTHCARE
9
several assumptions based upon prior research. Firstly, he subscribed to the idea of biological
psychiatry, meaning he believed mental illness was a projection of a disordered brain and thus,
mental illness could be cured through fixing the brain (Kotowicz, 2005). Secondly, he believed
that the nervous system operated in a three-step system with an afferent sensory system, an
efferent motor system, and a connecting system to bridge the two (Stone, 2001). Lastly, believed
in a modular brain, consistent with localization of function, meaning symptoms could be traced
to a specific location of the brain. Therefore, Burckhardt hypothesized that the excision of a
specific cortical area could eliminate symptoms of mental illness (Kotowicz, 2005). In 1888,
Burckhardt performed a “topectomy” in the frontal, parietal, and temporal lobes, where pieces of
the cerebral cortex were surgically removed (Mashour et al., 2005). Burckhardt performed this
surgery on six patients, aiming to make the patients less violent and more easily managed. Of the
six patients he operated on, Burckhardt reported improvement in four patients, a death during the
procedure in one patient, and one death due to a postoperative complication (Kotowicz, 2005).
Although Burckhardt may have mostly met his described purpose of improving patients’
disposition, he was met with heavy criticism by the psychiatric community. Burckhardt’s work
was seen as immoral, reckless, and reprehensible, effectively prohibiting further psychosurgical
intervention at the time (Kotowicz, 2005; Stone, 2001).
Moniz and the Leucotomy
Psychosurgical research remained suspended until the months following the 1935 Second
International Neurologic Congress in London. At the conference, physiologist John Fulton
presented his research about the effects of frontal lobe dissection in primates. Fulton’s results
showed that, following partial frontal lobotomy, the primates exhibited more blunted affect while
still retaining cognitive abilities (Bauerle et al., 2023). These results inspired Egas Moniz to
�DEFICITS IN HEALTHCARE
10
adapt the procedure for use in humans. Moniz hypothesized that mental illness was caused by
excessive synaptic connections, based on the neuron theory of Ramón y Cajal, which states that
neurons are discrete cells responsible for communication within the nervous system (Kotowicz,
2005). Therefore, Moniz believed that, by eliminating some synaptic connections within the
brain in subcortical white matter, the brain would begin to function normally, as mental illness
was merely a symptom of neuronal disarray (Moniz, 1937).
Moniz and his collaborator, Almeida Lima, began the process of destructing subcortical
white matter, known as a leucotomy, upon Moniz’s return to Portugal following the Neurologic
Congress. Together, the pair performed procedures on twenty patients (Kotowicz, 2005). The
first ten procedures utilized absolute alcohol ablation, in which a high concentration of alcohol
was injected directly into the white matter structures, however, due to the unpredictability of the
dispersion of alcohol, the procedure was modified for the second half of patients (Bauerle et al.,
2023). For the second set of patients, a tool now known as a leucotome was developed to
surgically sever subcortical white matter tracts (Mashour et al., 2005). According to Bauerle et
al. (2023), burr holes were drilled into the skull and the leucotome, a long device with a wire
loop on the end, was inserted into the brain and rotated to lesion the white matter in affected
patients.
Of his twenty patient trials, Moniz reported zero fatalities, and his reported side effects
were less severe than those reported by Burckhardt (Kotowicz, 2005). At the end of his study,
Moniz and Lima reported that seven patients were cured of mental illness, seven patients’
symptoms were improved, and six patients did not improve, though their symptoms also did not
worsen (Bauerle et al., 2023). Compared to Burckhardt, Moniz was met with welcoming
�DEFICITS IN HEALTHCARE
11
reactions to his research, with the leucotomy gaining international favor due to promising results
of safety and efficacy (Moniz, 1937).
Freeman and the Lobotomy
Following the success of the leucotomy in Europe, Walter Freeman, an American
neurologist, introduced the procedure to the United States in 1936. Following his first leucotomy
with collaborator James Watts, Freeman observed a flaw in the original technique published by
Moniz, that is, the leucotomy intervention does not provide permanent relief of symptoms in all
patients, thus leaving patients susceptible to the return of their symptoms (Robinson et al., 2012).
According to Robinson (2012), Freeman performed post-mortem examinations of the brains of
individuals with mental illness in order to locate an area implicated in the production of
symptoms. Through these examinations, he observed degeneration of tissue in the thalamus,
which he believed was implicated in symptom production (Freeman, 1942). Therefore, using a
modified version of Moniz’s leucotome, Freeman and Watts lesioned the white matter tracts
between the prefrontal cortex and the thalamus in a procedure now known as the frontal
lobotomy (Bauerle et al., 2023).
Freeman and Watts performed over two hundred frontal lobotomies before 1942, of
which the majority were considered successful. According to Robinson et al. (2012), only 14%
of the outcomes of the surgery were negative, including both fatalities and negative postoperative
effects, while 63% of surgeries yielded improvement and 23% yielded no change. Encouraged by
this success, Freeman again modified the lobotomy procedure to eliminate the necessity of a
neurosurgeon. In this novel procedure, called the transorbital lobotomy, the patient was
anesthetized and a pick-like instrument was inserted through the orbital roof into the prefrontal
�DEFICITS IN HEALTHCARE
12
cortex. Once in the brain, the instrument was swept across the prefrontal cortex in order to sever
white matter tracts in the frontal lobe (Mashour et al., 2005). This procedure was quickly
popularized in the United States due to its accessibility, as, unlike the leucotomy and frontal
lobotomy, the transorbital lobotomy did not require surgical training and it could be completed as
an outpatient visit (Bauerle et al., 2023).
The transorbital lobotomy procedure was performed in over 60,000 American patients
between 1936 and 1956, though its prevalence may not be due to its efficacy. According to
Mashour et al. (2005), psychiatric illness was extremely costly to the United States, with over
400,000 individuals being patients in psychiatric institutions costing over 1.5 billion dollars by
the 1940s. The accessibility of the transorbital lobotomy provided a method to quickly alleviate
some of the burden of mental illness, hence its rapid dissemination (Wang et al., 2022). While
transorbital lobotomies may have satiated an economic need, they were not without consequence.
By 1949, there was heavy skepticism pertaining to the safety and efficacy of the transorbital
lobotomy. While the procedure was criticized for “frontal lobe syndrome,” which encompasses
impulsivity and lack of emotionality, it was also criticized for its side effects, such as seizure
disorder, excessive cerebral bleeding, and death (Bauerle et al., 2023). Therefore, in combination
with the advent of antipsychotic drugs, skepticism pertaining to transorbital lobotomies
ultimately led to a sharp decline in the prevalence of the procedure.
Minimally Invasive Procedures
Although the transorbital lobotomy was the predominant psychosurgery in the United
States until the 1950s, less invasive procedures were beginning to emerge. William Scoville, an
American physician, is credited with the advent of a more precise version of the prefrontal
�DEFICITS IN HEALTHCARE
13
lobotomy, known as selective orbital undercutting (Wang et al., 2022). Scoville claimed this
procedure was much more precise than the lobotomy, as only two specific areas of the prefrontal
cortex, the orbital, and the cingulate gyrus were targeted instead of the entirety of the frontal lobe
(Wang, 2022). Scoville is mostly known for his role in the case of H.M., where he performed a
bilateral medial temporal lobectomy in an effort to eliminate seizure activity (Squire, 2009).
Through this procedure, Scoville discovered implications of memory storage, such as the role of
the hippocampus in memory, and contributed to novel understandings of memory through the
Atkinson and Shiffrin model of memory (Wang et al., 2022)
Stereotactic procedures were also invented for use in psychosurgery following the
introduction and dissemination of the lobotomy in the United States. While stereotaxic
procedures were similar to other psychosurgical interventions in the sense that they lesioned the
brain, these procedures were different from others as they used alternative methods to create the
lesions. E. Spiegel was an influential proponent of these procedures, credited with the
development of the stereoenphalotome, which is the apparatus used in stereotaxic
psychosurgeries (Spiegel et al.1948). According to Spiegel (1947), the procedure starts with
securing the head in the stereotaxic apparatus, then performing an x-ray with the fixated
apparatus to determine a location to drill a burr hole. After finding a location and completing the
trepanation process, a wire or cannula is threaded into subcortical areas of the brain. From here,
Spiegel (1947) lesions the targeted area through radiation, thermocoagulation, fluid injection,
and/or fluid aspiration. While Spiegel focused primarily on lesioning the medial nucleus of the
thalamus, other procedures were focused on the subcaudate nucleus, the hippocampal
commissure, and other thalamic nuclei (Spiegel, 1948; Knight, 1973).
�DEFICITS IN HEALTHCARE
14
Scoville also experimented with electronarcosis, also known as electrical anesthesia.
Electronarcosis, as described by Alan van Poznak (1963), is the process of delivering electricity
to the brain in order to induce sleep, reduce pain, and produce stupor. In his research, Scoville
observed minimal improvement in patients that received electrical anesthesia treatment, though
he was inspired to expand upon this research, which led to the aforementioned case of H.M.
Other electronarcosis research yielded similar results. In a study of individuals with
schizophrenia, electronarcosis was not found to make a profound difference upon patients
outside of their normal treatment (Garmany & Early, 1948). For this reason, in combination with
rising skepticism of psychosurgery, electronarcosis research was largely abandoned.
Ethical Opposition to Psychosurgery
Ethical objections to psychosurgery began to arise in the late 1940s with the popularity of
the transorbital lobotomy, however it was not until the late 1970s when controversy pertaining to
psychosurgery came to a head. (Casey, 2015). Many objections to psychosurgery pertained to
safety, efficacy, and questions of reliable testing. As previously discussed, the transorbital
lobotomy became a large source of controversy as efficacy and safety of the procedure was
called into question (Bauerle et al., 2023). Although Freeman and Watts may have data to
reinforce their claims of safety and efficacy, Mashour et al. (2005) highlighted several factors
that may have contributed to unreliable data. Firstly, due to the invasive nature of the procedures,
there were no controlled placebo interventions used to compare improvement of symptoms to,
thus leaving patient improvement and positive outcomes up to the physicians. Secondly, the
physicians who were evaluating their patients’ improvements were likely inherently biased in
their assessment, which would artificially inflate statistics for positive outcomes. Lastly, in a
similar manner, physicians may have under-reported poor outcomes in order to avoid speculation
�DEFICITS IN HEALTHCARE
15
of safety and efficacy. Ultimately, ethical concern led to the The National Commission for the
Protection of Human Subjects of Biomedical and Behavioral Research limiting the continuation
of psychosurgical intervention in 1977, which has been primarily maintained into the
contemporary era (Casey, 2015).
Conclusion
Psychosurgery has a rich history dating back centuries, with techniques evolving as
understandings of behavior changed. Trepanation is evidence of the earliest psychosurgical
interventions, though its use quickly declined as phrenology and cerebral localization of function
became popular theories. Although phrenology was discredited, physiological research lended to
the development of new psychosurgical techniques. Although psychosurgical interventions were
initially unaccepted, as evidenced by Burckhardt, further research and theoretical development
allowed for the development of interventions like the leucotomy. By pioneering the leucotomy,
Moniz began a new era for psychiatric interventions, with the leucotomy becoming a
globally-instituted psychosurgery. The leucotomy was further developed in the United States by
Freeman into the lobotomy, and was soon adapted to increase its accessibility. At the same time,
new, more precise, and less invasive psychosurgical interventions, such as selective orbital
undercutting, stereotactic procedures, and electrical anesthesia were being developed and tested,
however they were largely overshadowed by the controversy and skepticism surrounding the
transorbital lobotomy. In the present era, psychosurgery is practiced within a limited scope due
contemporary limitations and ethical concerns, which are resultant from residual skepticism
pertaining to twentieth century interventions.
�DEFICITS IN HEALTHCARE
16
Chapter 2: Effectively Treating Major Depressive Disorder with Contemporary
Interventions
Major depressive disorder (MDD), commonly known as depression, is a mental health
disorder primarily characterized by low mood, decreased energy, and anhedonia (Penn & Tracy,
2012). While these are the primary symptoms experienced by individuals with depression, other
common symptoms include, but are not limited to, decreased concentration abilities, decreased
self-esteem, appetite changes, sleep disruption, and onset of self-harm tendencies and/or suicidal
thoughts, persistent for at least two weeks (Bains & Abdijadid, 2023). Per Bains and Abdijadid
(2023), an individual must experience at least five of the aforementioned symptoms to be
diagnosed with MDD, to be in accordance with the Diagnostic and Statistical Manual of Mental
Disorders, 5th Edition.
The exact etiology, or cause, of depression is unknown, but it is believed to have origins
in a variety of genetic, biological, environmental, and psychosocial factors (Bains & Abdijadid,
2023). Early theories describing the origin of MDD focused on a potential link between lowered
serotonin and depression, dating back to the 1960s. The validity of this hypothesis was
seemingly explained by the ability of Selective Serotonin Reuptake Inhibitor (SSRI)
antidepressants and other serotonin agonists to treat depression (Moncrieff et al., 2022).
Furthermore, additional research found that individuals with suicidal ideation have been
experimentally found to have “ low levels of serotonin metabolites,” which indicates low levels
of serotonin (Bains & Abdijadid, 2023). While the serotonin theory of depression was initially
widely accepted, more recent research shows no concrete evidence that lower serotonin
concentrations cause, or are associated with, depression. Therefore, alternative treatments for
depression may be more effective than traditional, serotonin-targeting pharmacological
�DEFICITS IN HEALTHCARE
17
interventions in the treatment of major depressive disorders. This paper will seek to review
current literature pertaining to contemporary treatments for MDD.
Neurofeedback
Contemporary interventions for depression have begun to move beyond pharmacological
approaches. Neurofeedback training, for example, is a nonpharmacological intervention that may
be utilized in the treatment of depression. Neurofeedback training is described as a non-invasive
technique that teaches patients to control their brain functions by recording brain waves through
electroencephalogram (EEG) and providing some sort of signal in response (Marzbani et al.,
2015). Per Patil et al. (2023), neurofeedback has been adapted to work in the
psycho-physiological realm by training the brain waves specifically associated with depression.
Trambiolli et al. (2021) describe four primary steps of neurofeedback interventions. First,
a primary neural target must be identified. As previously mentioned, certain brain waves can be
isolated to train in order to alleviate depressive symptoms (Patil et al., 2023). According to
Marzbani et al. (2015), alpha, beta, and theta brain waves can be targeted in neurofeedback for
depression treatment. Alpha and theta brain waves are generally associated with relaxation and
peacefulness while beta brain waves are associated with sustained attention and alertness.
Individuals with depression appear to have underactivation of the right parietal region, which is
indicative of decreased alpha wave activity. Therefore, using neurofeedback techniques to
increase alpha and theta frequencies while simultaneously inhibiting beta frequencies have been
shown to experimentally improve depression symptoms (Marzbani et al., 2015).
The next steps of neurofeedback training include recording and processing the neural
activity of the neural target while controlling for artifacts, or features produced by the imaging
modality that are not present in the brain, and then providing feedback to the user in real-time.
�DEFICITS IN HEALTHCARE
18
This feedback is provided through either visual or auditory modalities, vibrations, electrical
impulses, or through proprioceptive modalities, which test the body’s ability to perceive its own
orientation and movement (Trambiolli et al., 2021). The ultimate purpose of the feedback is to
provide constant updates to the trainee about their present neural state, enabling them to alter and
improve strategies for controlling mind and behavior and providing the patient with improved
self-regulation abilities, or the capacity to adjust and respond to outside stimulus, for neural
activity (Birbaumer et al., 2013). Throughout various studies, results of neurofeedback training
have shown to be promising as the vast majority of results have produced statistically significant
clinical improvements (Patil et al., 2023). With this being said, limitations still exist within
published literature. Specifically, many studies did not subscribe to best research practices,
which may infringe upon the validity of the published results. Neurofeedback studies
consistently lacked robust samples and struggled to differentiate between specific and
non-specific effects, so future research in the field should focus on refining methodology to yield
more reliable results (Patil et al., 2023; Trambiolli et al., 2021). Therefore, while neurofeedback
studies have provided favorable results, further scientific research must be performed to confirm
the effectiveness of neurofeedback training before it is widely adopted for treatment of MDD.
Ketamine
In addition to neurofeedback training, nontraditional pharmacological methods are being
adopted for the treatment of major depressive disorder. Ketamine, for example, is a dissociative
anesthetic used traditionally in the maintenance of surgical anesthesia, however it appears to
have applications in the treatment of depression. Ketamine is an N-methyl-D-aspartate (NMDA)
receptor antagonist, meaning it inhibits the action of the NMDA receptor (Iglewicz et al., 2015).
Per Ates-Alagoz and Adejare (2013), the NMDA receptor subtype for the neurotransmitter
�DEFICITS IN HEALTHCARE
19
glutamate has been implicated in several neurodegenerative and neuropsychiatric disorders,
including depression. Ketamine serves as an uncompetitive antagonist, meaning it prevents
NMDA receptor subtype agonists from binding to the receptor allosterically. Therefore, ketamine
does not bind to the active site of the receptor, where the neurotransmitter would typically bind,
but instead binds to a different area of the receptor to inhibit glutamate.
Multiple research studies show ketamine is an effective antidepressant, with emphasis on
the minimal latency between administration and effect. Unlike SSRIs or other traditional
antidepressant drugs, ketamine treatments provided therapeutic effects for individuals with
depression almost immediately, compared to the typical six to eight week window of onset for
SSRIs (Iglewicz et al., 2015). Due to this quick onset, ketamine may be of interest in emergency
depression treatments, especially due to its ability to decrease suicidal ideation (Peters et al.,
2022). Additionally, decreased latency of onset may be of interest to hospice populations. While
questions of safety may exist for the use of ketamine in treating depression in hospice
populations, Iglewicz et al. (2015) showed 93% of hospice patients who had a dose of ketamine
experienced relief of depressive symptoms on days 0-3, while 80% continued to experience
therapeutic effects through days 4-7 in a randomized control trial of 31 patients. Similarly, in a
population of individuals with a form of treatment-resistant depression, Peters et al. (2022) found
statistically significant results supporting the effectiveness of racemic ketamine for the treatment
of depression with minimal adverse effects through the analysis of a randomized control trial of
108 participants. Therefore, preliminary research shows promise for safe and effective treatment
of MDD using ketamine.
Psilocybin
�DEFICITS IN HEALTHCARE
20
Psilocybin is another drug that appears to have antidepressive characteristics. As a
hallucinogen, or psychedelic drug, psilocybin typically produces hallucinations when used
recreationally, however novel research shows it may be used to treat MDD (Pearson et al., 2022).
Like ketamine, psilocybin works more rapidly than traditional pharmacological measures,
however, unlike ketamine, psilocybin is a serotonin agonist (Griffiths et al., 2016). While the
exact mechanism for depression is unknown, psilocybin is hypothesized to work in various ways
(Pearson et al., 2022). The first proposed mechanism is termed the ‘Ebenezer Scrooge’ model,
where a sudden transformation in mood is brought upon by the drug experience. The second
model is the adjunct to psychotherapy model, where it is hypothesized that the psilocybin leaves
an individual in a state more susceptible to suggestion, enabling psychotherapy to be more
impactful. The third and final model is the traditional pharmacological model, which proposes
that psilocybin works as a serotonin agonist to produce antidepressive neurobiological effects
(Pearson et al., 2022).
Regardless of the mechanism, research shows abundant evidence of rapid and successful
treatment of MDD using psilocybin. Per Griffiths et al. (2016), a single dose of psilocybin had
antidepressant effects in 73% of patients with life-threatening cancer for at least six months.
Pearson et al. (2022) performed a review of several studies using psilocybin to treat depression,
which all yielded similar positive results. These findings provide an evidentiary basis for the
future use of psilocybin as an antidepressant intervention.
Limitations and Conclusion
While novel pharmacological interventions appear promising, a major limitation to their
usage is accessibility. Intravenous ketamine is highly costly, making it inaccessible to off-label
�DEFICITS IN HEALTHCARE
21
use for depression (Peters et al., 2022). While ketamine is used medically, psilocybin is not as it
is currently considered a Schedule I drug, meaning it has been deemed illegal by the federal
government of the United States. Other nations have also begun research on the use of psilocybin
for the treatment of depression, and have yielded similar results. Per Rucker et al. (2022),
research in London has shown psilocybin was effective in reducing symptoms associated with
MDD in 67% of patients, although it is considered illegal in much of Europe. Therefore, in order
to make psilocybin treatments accessible, a reclassification of psilocybin would have to occur
internationally (Pearson et al., 2022; Rucker et al., 2022).
While contemporary treatments for major depressive disorder show promise, especially
due to their latency of effect, it is evident that further research needs to be done before
widespread adaptation of these measures can occur. Therefore, it is difficult to conclude with
certainty that alternative treatments for depression are more effective than traditional,
serotonin-targeting pharmacological interventions in the treatment of major depressive disorders,
however it is valid to say these contemporary interventions are promising. Future research should
focus predominantly on optimizing trials pertaining to the interventions mentioned above, as
well as the exploration of potential future interventions to effectively treat major depressive
disorder.
�DEFICITS IN HEALTHCARE
22
Chapter 3: The Nursing Shortage and its Possible Solutions
Around the globe, there exists a drastic international shortage of nurses working on
nursing units, with pre-COVID estimates of deficits ranging from 300,000 to over a million in
the United States alone by 2025 (Aiken et al., 2009). This shortage has increased following the
onset of the coronavirus pandemic, with an estimated deficit of over six million nurses
worldwide in 2021 (Catton & Iro, 2021). This deficit comes in addition to the necessary
replacement of almost five million nurses set to retire over the next decade, meaning the nursing
profession will need over ten million nurses worldwide within the next decade to effectively
meet the needs of both the community and the United States as a whole (Catton & Iro, 2021).
Therefore, it is pertinent to discuss both the causes of the nursing shortage, as well as potential
resolutions.
Causes of the Nursing Shortage
The problem of the nursing shortage is multifaceted, with several factors contributing to
global nursing deficits. Shortages of nursing faculty prevent a greater number of students from
training as nurses, due to limited resources. With one-third of the nursing workforce set to retire
in the next decade, including nurse faculty members, nurse educator roles will need to be filled
as well. If these roles are unable to be filled, the number of seats in nursing programs will have
to be reduced, leading to decreased nurse output from various nursing programs (Haddad et al.,
2023; Siela et al., 2008). Additionally, nursing programs as a whole are trending towards the
elimination of certificate programs. This means higher level academic degrees, specifically
Associate degrees and Baccalaureate degrees, are becoming required in nursing, which therefore
means nurses need increasingly higher certifications to serve as nurse educators, serving as a
barrier for more nurses becoming nurse educators (Aiken et al., 2009).
�DEFICITS IN HEALTHCARE
23
Nursing migration also leads to regional inequities of workforce dispersion as nurses are
unevenly distributed across the country. In the United States, there are regional differences in
growth, with the Western and Mountain regions having the greatest growth potential while also
maintaining the lowest population density (Haddad et al., 2023).
Burnout in healthcare, specifically in nursing, is another major contributor to the nursing
shortage, likely due to its poor work-life balance, specifically as it pertains to parenthood, as well
as the somewhat violent nature of the profession (Haddad et al., 2023). According to Reith
(2018), burnout, which is especially prevalent in individuals employed in healthcare, such as
physicians, nurses, and other staff, can be defined as “a combination of exhaustion, cynicism,
and perceived inefficacy resulting from long-term job stress” (p. 1). Per Buchanan and Aiken
(2008), a majority of nurses are women, which may encroach upon an individual’s work-life
balance, especially once they and thus make those nurses more prone to burnout. Burnout is
significant in the nursing shortage as it leads to early retirement or premature departure from the
profession (Haddad et al., 2023). Per Reith et al. (2018), 43% of nurses experienced symptoms of
emotional exhaustion, which leaves these individuals more susceptible to burnout and early
departure from nursing, further contributing to the nursing shortage.
Clinical Relevance
The nursing shortage is of clinical concern as it leads to decreased nurse-to-patient ratios,
which in turn may produce poor patient outcomes (Haddad et al., 2023). According to Reith et al.
(2018), burnout in healthcare professionals leads to an increase in prevalence of major medical
errors, patient mortality, and spread of hospital-transmitted infections. According to Haddad et
al. (2023), high patient loads increase propensity for burnout, meaning that the nursing shortage
contributes to the aforementioned negative patient outcomes. Additionally, high staffing ratios
�DEFICITS IN HEALTHCARE
24
contribute to unsafe discharges as units cannot accommodate all patients in need, so patients who
still require care are transferred out of the unit or discharged to locations with inadequate
intensities of care available. These inappropriate discharges may contribute to negative outcomes
and increased mortality outside of the hospital.
Potential Solutions
While there are several theoretical solutions for resolving the nursing shortage, none have
actively been implemented, nor is there one single solution to eliminate the nursing shortage, due
to the complexity of the problem (Buchanan & Aiken, 2008). Involving nurses in dual-role
positions would increase the number of nurse educators in the classroom, which would in turn
increase the number of students able to participate in nursing programs. Therefore, the number of
nurses graduating from these programs annually would increase, contributing to the
diminishment of the nursing shortage (Siela et al., 2008). A drawback, however, is that moving
nurses who actively serve in the clinical setting into the classroom, even for one shift a week,
may leave clinical units immediately understaffed, which is counterproductive to diminishing the
negative effects of high nurse to patient ratios. This also may leave nurses more susceptible to
burnout as they are spending more time at work or preparing for work, which may encroach
upon work-life balance (Reith et al., 2018; Siela et al., 2008). Another limitation of this
intervention is that it requires active nurses to receive higher education to become a faculty
member. As previously mentioned, while most active nurses have Associate degrees and
Baccalaureate degrees, Master’s level degrees or higher are typically required to teach nursing
education, which would be a deterrent in becoming an educator (Aiken et al., 2009).
Another potential to combat the nursing faculty shortage, suggested by Aiken et al.
(2009), is to shift public policy towards funding more Bachelor’s of Science in Nursing (BSN)
�DEFICITS IN HEALTHCARE
25
programs. The promotion of BSN degrees would more easily lend to the advancements of BSN
nurses into an advanced Master’s of Science in Nursing (MSN) degree, which would further
increase the number of nurses eligible to be nursing instructors. Therefore, Aiken et al. (2009)
proposes that, if public policy changes to support BSN programs, it would incentivize nurses to
continue with their education in the future. One immediate limitation would be the desire for
quicker gratification in the workforce. Part of the appeal of an ASN degree is that it lasts only
two years, compared to four years for a BSN. Even with the provision of public subsidies for
BSN degrees, it is difficult to anticipate if these subsidies will be greater than the amount of
compensation ASN nurses would receive from an extra two years in the workforce and the lack
of debt ASN nurses may have from two fewer years of school.
A potential solution to both increasing the number of nurse educators and increasing the
number of nurses with baccalaureate degrees may be to provide incentives that would outweigh
the drawbacks of extra education and increased hours through teaching hospital partnerships. For
example, if institutions of higher learning were to partner with hospitals, a mutually beneficial
relationship could be established to both increase the number of BSN nurses and enable current
BSN nurses to pursue their MSN. If hospitals alter nurses’ shifts to work with MSN courses
offered by their partner institution and the partner institution provides some form of scholarship
to these nurses, it would address concerns of both price of higher education and encroachment of
work-life balance by providing support from both establishments and enabling them to continue
to work. By supporting a partnership between university and hospital, MSN students would have
a chance to practice as a nurse educator, while BSN students would have the ability to learn from
experienced nurses, regardless of the degree the nurses currently hold. Additionally, enabling
MSN students to serve as nursing instructors, like teaching assistants do in doctorate programs,
�DEFICITS IN HEALTHCARE
26
would increase the number of students able to enroll in BSN programs and would, in turn,
increase the number of nurses entering the workforce each year.
Another approach to combating the nursing shortage is to focus on increasing retention
by working to decrease burnout within the existing nurse population. One potential method of
reducing burnout is the provision of mental health resources by hospitals in order to increase
nurses’ feelings (Catton & Iro, 2021; Reith et al., 2018). One limitation, however, to the
provision of mental health interventions is the stigma surrounding mental health in healthcare
professionals. Even if hospitals provided these resources, there is not a guarantee they would be
utilized due to nurses’ potential fear of stigmatization (Reith et al., 2018). One possible solution
would be to preemptively combat stigma in the workplace in order to enable individuals to feel
comfortable seeking help. This could be done through encouraging self-disclosure in the
workplace or encouraging group discussion, perhaps to the extent of making it mandatory, about
mental illness to allow individuals to be comfortable with seeking help without fear of retaliation
and stigmatization.
Conclusion
The nursing shortage has been a long-term problem in the United States, however it is on
the brink of becoming critical due to the effects of the COVID-19 pandemic. Although the exact
cause of the nursing shortage is multifactorial, it is evident that, in general, the number of nurses
entering the workforce needs to increase, as does the number of nurses who choose to become
nurse educators, in order to resolve this crisis. Without resolution, the nursing shortage will
continue to have negative implications on patient outcomes and patient care. Therefore it is
pertinent to incentivize nursing students to enter the nursing workforce and incentivize presently
�DEFICITS IN HEALTHCARE
employed nurses to pursue higher education, while supporting current nurses’ mental health to
ensure they remain in the profession for longer.
27
�Chapter 4 redacted to remove personal reflections and any identifying information.
�DEFICITS IN HEALTHCARE
31
References
Aiken, L. H., Cheung, R. B., & Olds, D. M. (2009). Education policy initiatives to address the
nurse shortage in the United States. Health Affairs (Millwood) 28(4), 646-656.
https://doi.org/10.1377/hlthaff.28.4.w646
Ates-Alagoz Z, & Adejare A. (2013). NMDA receptor antagonists for treatment of depression.
Pharmaceuticals, 6(4), 480-99. https://doi.org/10.3390/ph6040480
Bains, N., & Abdijadid, S. (2023). Major depressive disorder. In Aboubakr, S., Abu-Ghosh, A.,
Acharya, A., Adibi Sedeh, P., Aeby, T. C., Aeddula, N. R., Agadi, S., Agasthi, P., Ahmed,
F. W., Ahmed, I., Ahmed, R. A., Ahmed, S. W., Akanmode, A. M., Akalla, R., Akey, A.
M., Akram, S. M., Al Khalili, Y., Al Zaabi, E., Alexander, G., …Zulfiqar, H. (Eds.),
StatPearls. StatPearls Publishing.
Bauerle L., Palmer C., Salazar C. A., Larrew T., Kerns S. E., Short E. B., George M. S., Rowland
N. C. (2023). Neurosurgery for psychiatric disorders: Reviewing the past and charting the
future. Neurosurgical Focus. 54(2):E8, 2023.
https://doi.org/10.3171/2022.11.FOCUS22622
Birbaumer, N., Ruiz, S., Sitaram, R. (2013). Learned regulation of brain metabolism. Trends
Cogn. Sci. 17, 295–302. https://doi.org/10.1016/j.tics.2013.04.009
Bosch, H. (c. 1501). The extraction of the stone of madness [Painting]. The Prado Museum,
Madrid, Spain.
https://www.museodelprado.es/en/the-collection/art-work/the-extraction-of-the-stone-ofmadness/313db7a0-f9bf-49ad-a242-67e95b14c5a2?searchMeta=bosch%20stone
�DEFICITS IN HEALTHCARE
32
Buchan, J., Aiken, L. (2008) Solving nursing shortages: A common priority. Journal of Clinical
Nursing. 17(24), 3262-3268. https://doi.org/10.1111/j.1365-2702.2008.02636.x
Casey, B. (2015). The surgical elimination of violence? Conflicting attitudes towards technology
and science during the psychosurgery controversy of the 1970s. Science in Context,
28(1), 99-129. https://doi.org/10.1017/S0269889714000349
Catton, H., & Iro, E. (2021). How to reposition the nursing profession for a post-Covid age. The
BMJ. 373, 1-4. https://doi.org/10.1136/bmj.n1105
Descartes, R. (1641/1931). Meditations on first philosophy. (E. Haldane & G.R.T. Ross, Trans.)
Cambridge University Press.
Freeman W, Watts JW. (1942). Prefrontal lobotomy: The surgical relief of mental pain. Bulletin
of New York Academy of Medicine, 18(12): 794-812.
Fritch, G., & Hitzig, E. (2009). Electric excitability of the cerebrum. Epilepsy & Behavior, 15,
123–130. https://doi.org/10.1016/j.yebeh.2009.03.001
Garmany, G., Early, D. F. (1948, March 20). Electronarcosis its value and its dangers. The
Lancet, 444-446.
Gert-Jan C. Lokhorst & Timo T. Kaitaro (2001) The originality of Descartes’ theory about the
pineal gland. Journal of the History of the Neurosciences, 10(1), 6-18.
https://doi.org/10.1076/jhin.10.1.6.5629
Griffiths, R. R., Johnson, M. W., Carducci, M. A., Umbricht, A., Richards, W. A., Richards, B.
D., Cosimano, M. P., & Klinedinst, M. A. (2016). Psilocybin produces substantial and
�DEFICITS IN HEALTHCARE
33
sustained decreases in depression and anxiety in patients with life-threatening cancer: A
randomized double-blind trial. Journal of Psychopharmacology, 30(12), 1181–1197.
https://doi.org/10.1177/0269881116675513
Gross, C. G. (1999). ‘Psychosurgery’ in Renaissance art. Trends in Neurosciences, 22(10),
429–431. https://doi.org/10.1016/s0166-2236(99)01488-5
Haddad, L. M., Annamaraju, P., Toney-Butler, T. J. (2023). Nursing shortage. In Aboubakr, S.,
Abu-Ghosh, A., Acharya, A., Adibi Sedeh, P., Aeby, T. C., Aeddula, N. R., Agadi, S.,
Agasthi, P., Ahmed, F. W., Ahmed, I., Ahmed, R. A., Ahmed, S. W., Akanmode, A. M.,
Akalla, R., Akey, A. M., Akram, S. M., Al Khalili, Y., Al Zaabi, E., Alexander, G.,
…Zulfiqar, H. (Eds.), StatPearls. StatPearls Publishing.
Harlow, J. M. (1868). Recovery from the passage of an iron bar through the head. Publications of
the Massachusetts Medical Society, 2, 327-347.
Iglewicz, A., Morrison, K., Nelesen, R. A., Zhan, T., Iglewicz, B., Fairman, N., Hirst, J. M., &
Irwin, S. A. (2015). Ketamine for the treatment of depression in patients receiving
hospice care: A retrospective medical record review of thirty-one cases. Psychosomatics,
56(4), 329–337. https://doi.org/10.1016/j.psym.2014.05.005
Jones, O. P., Alfaro-Almagro, F., & Jbabdi, S. (2018). An empirical, 21st century evaluation of
phrenology. Cortex, 108, 26-35. https://doi.org/10.1016/j.cortex.2018.04.011
Knight, G. (1973). Further observations from an experience of 660 cases of stereotactic
tractotomy. Postgraduate Medical Journal, 49(578), 845–854.
https://doi.org/10.1136/pgmj.49.578.845
�DEFICITS IN HEALTHCARE
34
Kotowicz, Z. (2005). Gottlieb Burckhardt and Egas Moniz – two beginnings of psychosurgery.
Gesnerus, 62(1-2), 77-101.
Marzbani, H., Marateb, H. R., & Mansourian, M. (2016). Neurofeedback: A comprehensive
review on system design, methodology and clinical applications. Basic and Clinical
Neuroscience, 7(2), 143-158. http://dx.doi.org/10.15412/J.BCN.03070208
Mashour, G. A., Walker, E. E., & Martuza, R. L. (2005). Psychosurgery: Past, present, and
future. Brain Research Reviews, 48(3), 409–419.
https://doi.org/10.1016/j.brainresrev.2004.09.002
Moncrieff, J., Cooper, R. E., Stockmann, T., Amendola, S., Hengartner, M. P., & Horowitz, M.
A. (2022). The serotonin theory of depression: A systematic umbrella review of the
evidence. Molecular Psychiatry, 1-14. https://doi.org/10.1038/s41380-022-01661-0
Moniz, E. (1937). Prefrontal leucotomy in the treatment of mental disorders. American Journal
of Psychiatry, 93(6), 1379–1385. https://doi.org/10.1176/ajp.93.6.1379
Patil, A. U., Lin, C., Lee, S.-H., Huang, H.-W., Wu, S.-C., Madathil, D., & Huang, C.-M. (2023).
Review of EEG-based neurofeedback as a therapeutic intervention to treat depression.
Psychiatry Research: Neuroimaging, 329, 1-11.
https://doi.org/10.1016/j.pscychresns.2023.111591
Pearce, J.M.S. (2009). Marie-Jean-Pierre Flourens (1794–1867) and cortical localization.
European Neurology, 61(5): 311-314. https://doi.org/10.1159/000206858
�DEFICITS IN HEALTHCARE
35
Pearson, C., Siegel, J., & Gold, J. A. (2022). Psilocybin-assisted psychotherapy for depression:
Emerging research on a psychedelic compound with a rich history. Journal of the
Neurological Sciences, 434, 179-188. https://doi.org/10.1016/j.jns.2021.120096
Penn, E., & Tracy, D. K. (2012). The drugs don’t work? Antidepressants and the current and
future pharmacological management of depression. Therapeutic Advances in
Psychopharmacology, 2(5), 179–188. https://doi.org/10.1177/2045125312445469
Peters, E. M., Halpape, K., Cheveldae, I., & Wanson, A. (2022). Intranasal racemic ketamine for
patients hospitalized with treatment-resistant depression: A retrospective analysis.
Experimental and Clinical Psychopharmacology. Advance online publication.
https://doi.org/10.1037/pha0000627
Reith, T. P. (2018). Burnout in United States healthcare professionals: A narrative review. Cureus
10(12), 1-9. https://doi.org/10.7759/cureus.3681
Robison, R. A., Taghva, A., Liu, C. Y., & Apuzzo, M. L. J. (2013). Surgery of the mind, mood,
and conscious state: An idea in evolution. World Neurosurgery, 80(3-4).
https://doi.org/10.1016/j.wneu.2013.08.002
Rucker, J. J., Marwood, L., Ajantaival R. L. J., Bird, C., Eriksson, H., Harrison, J.,
Lennard-Jones, M., Mistry, S., Saldarini, F., Stansfield, S., Tai, S. J., Williams, S.,
Weston, N., Malievskaia, E., & Young, A. H. (2022). The effects of psilocybin on
cognitive and emotional functions in healthy participants: Results from a phase 1,
randomised, placebo-controlled trial involving simultaneous psilocybin administration
�DEFICITS IN HEALTHCARE
36
and preparation. Journal of Psychopharmacology, 36(1): 114-125.
https://doi.org/10.1177/02698811211064720
Siela, D., Twibell, K. R., & Keller, V. (2008). The shortage of nurses and nursing faculty. AACN
Advanced Critical Care, 19(1), 66–67.
https://doi.org/10.1097/01.aacn.0000310753.39029.b9
Spiegel, E. A. , Wycis, H. T., Freed, H., & Lee, A. J. (1948). Stereoencephalotomy. Proceedings
of the Society for Experimental Biology and Medicine, 69(1), 175-177.
Spiegel, E. A. , Wycis, H. T., Marks M., & Lee, A. J. (1947). Stereotaxic apparatus for
operations on the human brain. Science, 106(2754), 349-350.
Squire, L.R. (2009). The legacy of patient H.M. for neuroscience. Neuron, 61(1):6-9.
https://doi.org/10.1016/j.neuron.2008.12.023
Stone, J. L. (2001). Dr. Gottlieb Burckhardt the pioneer of Psychosurgery. Journal of the History
of the Neurosciences, 10:1, 79-92. https://doi.org/10.1076/jhin.10.1.79.5634
Trambaiolli, L. R., Kohl, S. H., Linden, D. E. J., & Mehler, D. M. A. (2021). Neurofeedback
training in major depressive disorder: A systematic review of clinical efficacy, study
quality and reporting practices. Neuroscience & Biobehavioral Reviews, 125, 33–56.
https://doi.org/10.1016/j.neubiorev.2021.02.015
Van Poznak, A. (1963). Electrical anesthesia. Anesthesiology, 24(1), 101–108.
https://doi.org/10.1097/00000542-196301000-00016
Wang, A. Y., Liu, D., Tingen, J. N., Saini, H., Sharma, V., Flores, A., & Riesenburger, R. I.
�DEFICITS IN HEALTHCARE
(2022). The life and legacy of William Beecher Scoville. Journal of Neurosurgery,
137(3), 886-893. https://doi.org/10.3171/2021.10.JNS211907
Wernicke C. (1970). The aphasic symptom-complex: a psychological study on an anatomical
basis. Arch Neurol. 22(3):280-282.
https://doi.org/10.1001/archneur.1970.00480210090013
37
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2023
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Thesis
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2023_Biopsychology_Erlandson
Creator
An entity primarily responsible for making the resource
Alicia Erlandson
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2023
Title
A name given to the resource
Deficits in Healthcare: Shortcomings in Psychiatric Theory, Research, Treatment, and Employment
Contributor
An entity responsible for making contributions to the resource
Dr. Jessica England, Dr. Laurence Nolan
Psychology
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
35 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/c1d0b5721011ab63f898c836f1ed9f44.pdf?Expires=1712793600&Signature=BKAYIU1T1coAk-od3SX%7ER-yMO-fM4Vq-8IaKIkMiXn22SUH1EZ9VuCh0qVY8RgtQ4Ywp9lpm%7EJXZhhAvQ41rPuHfDIF-%7EfzlxG9U-6BEX2gdF-6mW1UuBbGh8NxAPJsp4Q2iwtPNZhjBcLygzUOkNjpe8KPPjrDqZ-3TRqPqXFBLHROkxarhECjUlmNagarRXONR5uwiNYZuCrbbUCien587d9Ou7%7EgzTsVyC4KCgsJUHuz9ZwdllUqI5lP-mEDw%7E3gUjLn9mdpDVfq7GThxMygh54OvVaf6fFJiGw5KUHoEyEGeLFmHALHwkOQE8Z9vNgVfJlvbzLwFOPtRFkVuFg__&Key-Pair-Id=K6UGZS9ZTDSZM
110b256d9f52abf73fc484abefe9d1f5
PDF Text
Text
Wagner College
Introduction
● Depressive disorders are among the
many public health challenges in
adolescents.
● In Paterson, New Jersey there has
been an increase in Depression and
mental illness, due to the low-income
rates and high poverty rates [1].
● The innovation of a health care clinic
in Paterson, New Jersey will help to
focus on the community’s needs.
● What interventions can we propose in
Paterson, New Jersey that will
decrease depression and create a
positive environment in the
community?
Community Assessment
● Paterson, New Jersey has a
population of 145,000 people.
Paterson is made up of mostly
Hispanics and African Americans.
35.5% of the populations are
Hispanics, 24.9% are African
Americans, 9.16% are white, and
3.73% are Asian[1]
● In 2019, universities in Paterson, NJ
awarded 1,557 degrees.
● Males in New Jersey have an average
income that is 1.38 times higher than
the average income of females, which
is 61,412. Paterson median income is
$40,000 while New Jersey as a whole
is $84,632.[1]
There are many mental health and
addiction resources, detox clinics, adult
residential treatments, halfway houses,
and intensive inpatient and outpatient
services.
References
1.
Paterson, NJ. (2020). DataUSA
h8ps://datausa.io/profile/geo/paterson-nj/
2.
A Research Report: The Profile of Substance Use and Other Indicators
of Well-Being Among Youth in Paterson, New Jersey. (n.d.). from h8p://pcasa.org/wp-content/uploads/2015/07/P-CASA-ATOD-REPORTEdit_Final61516.pdf
3. Depression among adolescent students in South India: How ... [Internet].
[cited 2021Mar30]. Available from:
h8ps://www.indianjpsychiatry.org/ar^cle.asp?issn=00195545;year=2016;volume=58;issue=3;spage=349;epage=350;aulast=Trivedi
Resources available:
● In 2014, the Clinic partners with the
Passaic Board of Education for the
ACCESS After School Program. There
are after school programs to help
children with mental health.
● Passaic County Family Support
Organization (FSO)
● Passaic County Care Management
Organization (CMO)
● Guide to Mental Health Services in
Passaic County.
● Outpatient mental health service, St.
Joseph’s Health which offers a full
range of outpatient services[2].
Problem
Solution
The major problem that we are focused
on is how depression affects
adolescents.
The strongest risk factors for depression
in adolescents are:
● Family history of depression [3]
● Exposure of psychosocial stress [3]
The community that we focused on is
adolescent in Paterson, New Jersey
and how depression affects the
population.
● Our proposed solution is to develop an
innovative health program, We Care.
We Care is a nursing clinic in the
community that promotes self-esteem,
healthy lifestyle and positive attitudes.
Rates of adolescent depression in *
Patterson
● 25.8% & National (U.S): 11.4% [1]
Goals:
● Adolescents will verbalize cues,
triggers and symptoms of depression.
● Adolescents will demonstrate coping
mechanisms to reduce depression.
● Adolescents will attend activities
related to an individualized plan based
on their stressors.
Paterson female adolescent population
affected: 32.8%
Paterson LGBTQ population affected:
51.5% [1]
The community in Paterson, NJ is
affected by the prevalence of
depression among adolescent, which
has been leading to higher suicidal
ideation rates.
● Paterson, NJ :14% [1]
● National rate-:17% [1]
Four Aspects that affect the adolescent
population in Paterson, NJ is:
● Family cohesion [3]
● Social support [3]
● School importance [3]
● Neighborhood sense of
community/attachment [3]
● The clinic will start by providing
education in the schools and
community regarding mental health in
adolescents. This education will include
the signs of depression, the types of
stressors related to depression, and the
destruction of the idea of mental health
stigma in the community.
● For example, if a child is dealing with
being overweight and not having many
friends, then that child will receive an
individualized plan to see a nutritionist,
and the patient will be able to use the
exercise equipment in the clinic and
participate in activities.
● The possible activities of this clinic
include forming a social club, playing
games, introducing a nutritional
spokesperson, having a movie night,
exercise nights, family nights and
dance nights.
● When the program starts to develop, a
goal is to receive city funding and
donations to create free health care in
the community for the clinic, so it can
be easier to seek help.
● We Care was inspired by the
framework of Betty Neuman’s Systems
Model Theory. This theory shows that
each person has a response to its
environment.
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Poster
Date Digital
2021
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2021_Nursing_Allen-Allen-Philip
Creator
An entity primarily responsible for making the resource
Christopher Allen
Jonathan Allen
Jasmine Philip
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2021
Title
A name given to the resource
Depression in Adolescents of Paterson, New Jersey
Contributor
An entity responsible for making contributions to the resource
Lorrie DeSena /Josephine Marcantonio
Evelyn L. Spiro School of Nursing
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
1 page
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Nursing
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/f68232e936d19a8087f4cf588ea5a1fb.pdf?Expires=1712793600&Signature=p0fqAi%7EIKAWnGujY0Zk40rBgjiJhBe0wcRSltdPk9f8nhlDlXn9UBX%7EFL5rMt3pDyj9BUO8IlsW3nMZrbVKYB92vgZGyweo4DcuefB3tTIj85ikO7PkN-ndrTl8g8oXC0%7EgJ0iWjYB0swV3lKMi2RtsO-w2rbSNWgRBTUlyRiwfW95jowfgCVR1i-1sXqkWnualUWwAkQUpb0-SKztC490EQV2rOGAzVMSFJnPTdEqH%7E6ZiL5LnktnkZnKzyXMMlsN9WNH3TUwqEIWIFNFdye2c31Y5nGn1QmcRpKnfm5zrIMOstM12sE-AbSeKNY9CzyIirsid%7EqoERfKVP2XZd8w__&Key-Pair-Id=K6UGZS9ZTDSZM
2fd0ca5e325cd5bcece24e94b72b563a
PDF Text
Text
1
Developmental Perceptions of Death:
Extended Abstract of Senior Thesis
Jenna Derleth
Department of Psychology, Wagner College
Death is a complex concept to grasp onto and understand as it has numerous biological,
socio-cultural, spiritual and emotional elements (Longbottom & Slaughter, 2018). Such a topic
may be difficult to discuss and perhaps even feared by many. It is this fear of death which may
be especially instilled in children, stemming from all that is unknown about what really happens
when a person dies. Gaining an understanding of children’s perceptions of death not only
remains prevalent through society but also provides positive implications for family members
and caregivers of children who are exposed to such means in their earlier years of life.
Each person is unique to their understanding of death along with their response to grief.
Such understanding, especially within children, is largely influenced by their developmental
level and age. Specifically, typical grief responses of children in preschool include confusion,
frightening dreams, night agitation, along with regressive behaviors such as clinging, bed
wetting, thumb sucking, temper tantrums and withdrawal from others (Himebauch, Arnold, &
May, 2008). A tremendous overlap can also exist among age groups because children tend to
move from one developmental level to another at varied rates. For instance, since preschoolers
are typically present-oriented, their grief reactions can be brief but very intense. It is at this
developmental stage that children are beginning to learn values of trust along with forming basic
attachments (Longbottom & Slaughter, 2018). Therefore, when a significant adult in their life
dies they may become concerned about separation and altered patterns of care which is new to
�2
the child. This change can henceforth influence a heightened sense of anxiety since at their very
young age, they have not developed the capacity to use their minds to gain control over what is
happening. Additionally, the adults in a child's life influences their well-being as they will
respond to the emotional reactions of the adults. As an example, if they sense that their parents
are worried or sad, they may in turn cry or have a tantrum because they are concerned about this
changing behavior. It is likely that a child experiencing such hardships will search for the
deceased person despite the existing assurances that the person will not be returning.
The topic of grief and perception of death can be explored throughout children of
different ages. This concept of mature death can also be defined in terms of several sub-concepts
including (1) irreversibility: the understanding that death is a permanent state from which there is
no return to life; (2) inevitability: the understanding that all living things must die eventually; (3)
applicability: the understanding that only living things can die; (4) cessation: the understanding
that all bodily processes cease to function upon death; and (5) causation: the understanding that
death is ultimately caused by a breakdown of bodily functions (Longbottom & Slaughter, 2018).
These five components relate directly to the developmental level of the child at the time in which
they experience death of a loved one. It is hypothesized that the provided sub-concepts of mature
death are perceived consistently in a developmental pattern among children of various ages.
Through observational research, children between the ages of six and thirteen were
questioned in terms of the means that are consistent with the sub-concepts of mature death. Their
understanding of death along with their patterns of grief were analyzed and compared between
measures. Overall, knowing how children’s concept of death is constructed provides parents and
caregivers with important information and helps them respond more sensitively to what children
might feel and experience. The idea that children may not be able to fully grasp the fact that their
�3
loved one is dead, or gone forever, was specially exemplified through participant 4 in the
observational study. Similarly, as seen in participants 1 and 2, children may struggle with
accepting the idea that their loved one has passed and further influence negative emotional
factors as well as their actions and growing tendencies as they grow into the next developmental
stage. Additionally, after questioning the person of interest for this study, a clinical psychologist
who specialized in bereavement therapy, one could also further relate those answers to the
findings in previous research in regards to Longbottom and Slaughter’s (2018) five mature
sub-concepts of death.
Though it may be challenging to discuss this rather complex topic, this research may be
relevant to families dealing with palliative care when caregivers are deciding whether or not to
open discussions to their children about impending death. Adults should keep in mind that their
communications about death affect both the child’s growing understanding as well as how the
child will approach the topic in their turn. Findings involving the five sub-concepts of death
conclude that the irreversibility factor is almost always understood first, as early as age 3, and
causation is acquired last, usually by age 8 (Longbottom & Slaughter, 2018). Evidently, knowing
how children’s concept of death is perceived and constructed provides parents, caregivers and
families with positive implications and helps them respond more sensitively to what children
might feel and experience.
�4
References
Himebauch, A., Arnold, R. M., & May, C. (2008). Grief in children and developmental concepts
of death #138. ournal of Palliative Medicine, 1( ), 242–243.
J
1
2
https://doi.org/2310/10.1089/jpm.2008.9973
Longbottom, S., & Slaughter, V. (2018). Sources of children's knowledge about death and dying.
Philosophical transactions of the Royal Society of London. Series B, Biological sciences
,
373, 60-402 ttps://doi.org/10.1098/rstb.2017.0267
3
.h
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Abstract
Date Digital
2021
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2021_Psychology_Derleth
Creator
An entity primarily responsible for making the resource
Jenna Derleth
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2021
Title
A name given to the resource
Developmental Perceptions of Death
Contributor
An entity responsible for making contributions to the resource
Dr. Laurence Nolan
Psychology
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
4 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Psychology
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/5af7c80e22be5e53c7c4725f6fe2709e.pdf?Expires=1712793600&Signature=m-ybZcJ4CfTZCXajqL6BHr1C7-WXrS2rKzen2fIfDenWrANH4uQMN1H3trxTXo0F446RfNDy6QE6SbdjwNDnO1ntJQeFKIPCeHarOPL1XP3gRlVvgrVAuIlh9nfACwuRNjdw-5HznRc3MbY%7EhwdjjYN%7Euzepa-w9WBVGPL9PM1WOZEx6Vl33F3iOx1n4Qll2Kci6Zxj%7EAf%7EoSMCFnSw%7Ee154liEWiOIFeNgMaj9m3223tAnr0f81hCc5ZwP%7EeNM3PyiMYIgcg4f0UhUzdKzpMbo9xM9YNniRhg60Kmn9wu7C51OtTKazMbgjcLCW8gbv-qHC2wjoOdsTIjx49Sa0AQ__&Key-Pair-Id=K6UGZS9ZTDSZM
73d3bd8a054917409c836823d85251c2
PDF Text
Text
Diabetes Mellitus:
Diabetes in the Hispanic Population in the South Bronx
Alma Purisic WCSN, Sammi Ruan WCSN, Paula Povzlov WCSN
Wagner College Evelyn L. Spiro School of Nursing
Community Assessment and Analysis
Proposed Solution
❏ 72.3% of South Bronx’s population are of Hispanic/Latino
origin. 3
❏ Our program is based in the South Bronx.
❏ Our program #DiabetesWontStopUs consists of a moving
van that would park at the local town square on the
weekend at various times and promote education to the
community members on dietary, exercise, and early
screening for diabetes.
❏ The median household income is roughly about $21,737.3
❏ There has been an increase in the number of families that
rely on food stamp/SNAP benefits. In 2006, about 45.5%
relied on food stamps, but in 2014, it increased to 53.4%. 3
❑ Education is one of the most effective treatment plans
available to the public at no cost.
❏ 31.0% have incomes below the poverty threshold. 3
❏ In Mott Haven and Melrose, it is estimated that 46% of
deaths could have been averted. 4
❑ Our program will host a healthy plate class, in which recipes
for healthy meal plans will be provided to the community.
❏ 33% of adults are obese, which increases their probability of
diabetes and heart disease. 4
4
❑ The healthy plate class will also emphasize the importance
of how much you should eat, what you should and shouldn’t
eat.
❏ There is an increase in avoidable hospitalizations, such as
asthma exacerbations, poorly controlled diabetes, and
uncontrolled hypertension. 4
❑ Education on healthier alternatives:
○ Fruits are a better choice to eat however, it is important
to not eat too much fruit because they contain large
amounts of glucose.
❏ The general life expectancy for these residents is 76 years. 4
❏ Lincoln Hospital provides a diabetes prevention program,
with a bilingual curriculum, which is aimed at preventing
the disease and education on self-management skills to
avoid complications. 4
❑ Education on the importance of moderation.
❑ We would apply for a grants from the city to have our
program covered.
❏ This program has created a Diabetes Education Advisory
Board, which is comprised of a multidisciplinary group of
health care professionals, administrators, community
members and patients. 5
❏ The main goals of this program are to promote healthy food
choices, increasing exercise, effective use of medications,
preventing avoidable hospitalizations, and maintaining
follow-up appointments to control their disease. 5
Problem in the Community
❏ With a global outlook, according to Healthy People (2030),
diabetes is the 7th leading cause of death in the United
States, affecting more than 30 million Americans.7
4
Introduction
❏ With a local outlook within the NYC boroughs, studies have
shown that the South Bronx has the highest population of
adult diabetics compared to the other boroughs, affecting
upward of 30% of South Bronx residents.8
❏ Diabetes Mellitus (DM) is generally defined as a condition in
which one’s blood sugar level is too high. The high blood
sugar can be attributed to either the body not producing
enough insulin (DM Type 1) or the body is not utilizing
insulin as well as it should (DM Type 2). 1
❏ Some complications that can occur from uncontrolled
diabetes include: diabetic retinopathy (eye damage),
diabetic nephropathy (kidney damage), diabetic neuropathy
(nerve damage), heart disease, stroke, digestion problems,
erectile dysfunction, skin problems, infection, and dental
problems. 2
4
❏ The Hispanic population, a minority population, makes up
17% of those diagnosed with diabetes compared to other
New Yorkers at 10% and having diabetes as the 4th leading
cause of death.9
4
❏ In a study of 1000 residents in South Bronx public housing,
only 30% knew that they had diabetes and another 33%
were at high risk. In addition, 25% of this population suffered
from obesity and had a persistent lack of exercise and
unhealthy food choices.8
❏ Hispanics in NYC have a higher rate of obesity at 29%
compared to other New Yorkers at 20%.6 With diets high in
fat and calories coupled with a high rate of obesity,
Hispanics are at a higher risk for developing diabetes.10
❏ In Mott Haven, 23% of adults have no health insurance,
increasing the rate of preventable hospitalizations. 4
❏ Adults in Mott Haven are more likely to consume more
sugary drinks, eat fewer fruits and vegetables, and less
physical activity, which can increase their probability of
diabetes. 4
❏ More than half of Hispanics in NYC live below the poverty
line compared to one-third of Non-Hispanics, and they have
lower rates of employment, less education, and less access
to healthcare.9
❏ Lack of access to healthcare, screening, prevention, early
intervention, and education deprives the Hispanic
population of receiving the appropriate care they need in
preventing and controlling diabetes.
4
❑ #DiabetesWontStopUs program is based on Dorthea Orem,
a nursing theorist, believed that people are naturally able to
care for themselves and nurses should increase emphasis
on that ability.
❑ Part of self-care includes:
○ Eating healthy,living an active lifestyle, and receiving
check-ups from health care facilities.
❏ Those three components are major issues from South Bronx
location
References
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
What is diabetes? [Internet]. Centers for Disease Control and Prevention. Centers for
Disease Control and Prevention; 2020 [cited 2021Apr21]. Available from:
https://www.cdc.gov/diabetes/basics/diabetes.html (Level 5)
10 Known Diabetes Complications [Internet]. WebMD. WebMD; [cited 2021Apr21]. Available
from: https://www.webmd.com/diabetes/diabetes-complications (Level 5)
NYC Planning Population FactFinder [Internet]. NYC Population FactFinder. 2020 [cited
2021Mar31]. Available from:
https://popfactfinder.planning.nyc.gov/profile/1057/demographic?mode=change. (Level 5)
PDF. Bronx : New York City Department of Health and Mental Hygiene ; 2015.
https://www1.nyc.gov/assets/doh/downloads/pdf/data/2015chp-bx1.pdf. (Level 5)
PDF. Bronx: NYC Health and Hospitals; 2013.
https://www.nychealthandhospitals.org/lincoln/wp-content/uploads/sites/15/2016/08/pres.
(Level 5)
The Real Deal. 2015 [cited 2021Mar30]. Available from:
https://s14.therealdeal.com/trd/up/2015/04/Screen-Shot-2015-03-31-at-4.24.28-PM289x300.png
Diabetes [Internet]. Diabetes - Healthy People 2030. [cited 2021Mar31]. Available from:
https://health.gov/healthypeople/objectives-and-data/browse-objectives/diabetes (Level 4)
Morrow R, Ferretti L, Norwood C, Reich D, Chito-Childs E, McCallion P, et al. Improving the
Reach of the National Diabetes Prevention Program Within a Health Disparities
Population: A Bronx New York Pilot Project Crossing Health- and Community-Based
Sectors. Journal of Continuing Education in the Health Professions. 2016;36(4):300–6. (Level
4)
Greer S, Naidoo M, Hinterland K, Archer A, Gould LH, Crossa A, et al. Health of Latinos in
New York City [Internet]. NYC Health. 2017 [cited 2021Mar30]. Available from:
https://www1.nyc.gov/assets/doh/downloads/pdf/episrv/2017-latino-health.pdf (Level 5)
Hispanic/Latino Americans and Type 2 Diabetes [Internet]. Centers for Disease Control and
Prevention. Centers for Disease Control and Prevention; 2019 [cited 2021Mar31]. Available
from: https://www.cdc.gov/diabetes/library/features/hispanic-diabetes.html (Level 5)
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Poster
Date Digital
2021
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2021_Nursing_Povzlov-Purisic-Ruan
Creator
An entity primarily responsible for making the resource
Paula Povzlov
Alma Purisic
Sammi Ruan
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2021
Title
A name given to the resource
Diabetes Mellitus: Diabetes in the Hispanic Population in the South Bronx
Contributor
An entity responsible for making contributions to the resource
Lorrie DeSena/Josephine Marcantonio
Evelyn L. Spiro School of Nursing
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
1 page
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Nursing
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/ac36de7ed4e7de8b31948219de6d361d.pdf?Expires=1712793600&Signature=ikLqYhMi%7EIM%7E2YS8K5f9XH7NT6vWrNppAKxjgqa9EIqP-Eo2PFxB18nn9aweLOtXZncgS0g88eWWinpXjIGPOLfUFbz2F606yU9s6EZ5WpX3NQdU9rjJKXSoaZYi7RJkfRvSeZEKkV3NzXDFG2D6nqumTQv6YlEvpU6OUAXcSefwlYPomEyW9ZhBCR2LwA61TjJ6hAn7cHegPUpUxCyGw%7E%7Ei3hDFQA5f7wA0p75qVou8XRBINh3mmYH8FszaODZanbUwBdDf02DLek4UbuNEqIooY1Lzyks5CzdH1vvHajyG%7E7iX2dCNl8rLYwp9c%7E86yum-l2s8y46mmSiad3AqMA__&Key-Pair-Id=K6UGZS9ZTDSZM
2e802280e4e4f1df2880066768b0c0b4
PDF Text
Text
0
Substance Use Disorder, Job Performance, and Productivity
Does active addiction affect performance and productivity in the workplace?
Amanda Gavrity
Senior Thesis
BU 400 Thesis and Practicum
Nicolais School of Business
Wagner College
Spring 2020
�1
Substance Use Disorder, Job Performance, and Productivity
Abstract
This analysis of research is to determine if Substance Use Disorder negatively effects job
performance and productivity. With today’s rising opioid epidemic, we take a look into SUD and
what it means to have an SUD, we take a look into the effects of SUD and look into research that
looks into poor job performance and productivity and does SUD have any relationship to this.
Based on data and research collect little research states that there is no correlation between
having an SUD and poor job performance and productivity. Further analysis shows that there is a
correlation but there needs to be more current research due to the current status of SUD in the
United States. Research also shows that there is a need for more in depth research for this topic
due to the opioid epidemic and COVID-19 pandemic to further analyze the effects that these two
events have had on the work force when it comes to mental health specifically SUD. This thesis
will take a look into addiction, job performance, and productivity and what impact one has on the
other.
Introduction
Not many people understand the complexity of addiction and how many different
addictions there are in the world. The focus of this thesis is Substance Use Disorder. Substance
Use Disorder does not discriminate, it can affect anyone of any race or financial background.
Twenty-seven million Americans’ reported use of an illegal substance in 2015, and over
sixty-six million reported drinking excessively within 30 days. Seventy-eight people die every
day in the United States from an opiate overdose number have increased significantly since 1999
(Keane, 2018). The estimated yearly economic impact of Substance Use Disorder is $249 billion
�2
Substance Use Disorder, Job Performance, and Productivity
for alcohol and $193 for drug use (Keane, 2018). The long-term effects on society can include
reduced productivity, higher health care costs, unintended pregnancies, spread of infectious
disease, drug-related crime, interpersonal violence, stress within families and many other things
(Keane, 2018). The focus of this thesis is on productivity and performance in the workplace.
People try to contemplate SUD and how can we fix the problem? A lot of society's
answer for addressing SUD is to incarcerate individuals with SUD. Due to further research on
SUD society looking to rehabilitation rather than punishment (Wagner, & Sawyer 2018). There
are many new ways to help employees with an SUD such as EAP (employee assistant programs)
programs. Research over the years has tried to determine if having an SUD negatively effects job
performance and productivity, but what are we doing with the research and are we trying to find
a resolve for the issue if there is one present.
Literature review
Addiction/Substance Use Disorder
Few people understand what Substance Use Disorder/Addiction is. Addiction is a brain
disease(Keane, 2018). Symptoms of this disease are drugs and/or alcohol despite the negative
effects of using the substances. Many substances can result in an addiction, and many people do
not understand when the use of a mind- or mood-altering substance becomes problematic, which
occurs when the life of the person becomes unmanageable due to the negative consequences of
their substance use, yet they continue to use (Keane, 2018)
There is a difference between active addiction and recovery. Someone in active addiction
is using a substance such as drugs and/or alcohol and continues to use these substances even
though their life has become unmanageable and negatively affected by their drug and/or alcohol
�3
Substance Use Disorder, Job Performance, and Productivity
use. Someone in recovery from active addiction has not used a substance for several weeks,
months, or years and is working towards improving their life. Recovery is a broad term and
requires far greater work than ceasing use of the substance. Recovery entails working on
changing old addictive attitudes and behaviors as well as dealing with the negative consequences
of their former substance use (Keane, 2018).
Parts of an individual’s life affected by Substance Use Disorder are family, employment,
social interactions, hygiene, self-care, finances, legal issues, education, and simple everyday
tasks. Standard treatment for addiction/Substance Use Disorder are rehabilitation programs,
individual and group therapy, self-help groups, and medically assisted treatment combined with
therapy (Keane, 2018).
Using a substance recreationally and SUD are two very different situations. Using a
substance recreationally is only once in a while it is not every day and there is no physical and/or
mental dependence to the drugs. SUD has certain criteria that can be found in the DSM-5. The
criteria for an SUD are one hazardous use, social or interpersonal problems related to the use,
neglected major roles to use, withdrawal, tolerance, used larger amounts, used longer than
intended, repeated attempts to control or quit, much time spent using, physical or psychological
problems related to use, activities given up to use, and cravings (American Psychiatric
Association, 2017).
Job performance and productivity
Productivity is quality of work and quantity of work. Job performance consists of
attendance at work and tardiness, reliability and accountability, and turnover. If employees have
a good work ethic and their job performance meets company standards, then company profits
�4
Substance Use Disorder, Job Performance, and Productivity
and benefits. Job performance is important for employees to enable them to move up in a
company and for references for future job opportunities. Productivity is important for a business
to be profitably and successful.
Substance Use Disorder (SUD) is believed to impact productivity negatively. Individuals
with substance use disorder have 50% more absenteeism than other employees (Benham, 2017).
This absenteeism affects the employer because often the employer has to pay the replacement
employee overtime wages and also pay sick leave for the employee who has taken off due to
SUD (Benham, 2017). Types of absences related to substance use include arriving late, leaving
early, taking half a day at work, unreliability to follow one's work schedule along with
alcohol-related presenteeism which means coming into work impaired such as having a hangover
or being intoxicated (Buvik, 2018). SUD can result in absenteeism, accidents, as well as a slew
of other issues in the workplace, which in turn can damage the stability of the company (Elliott
& Shelley, 2006). In 2001 Atkinson indicated 14 million Americans using substances who are
employed are 3.6 times more likely to be involved in an accident and 5 times more likely to file
for workers’ compensation benefits (Elliott & Shelley, 2005). This has an effect on not only the
company as a whole but the coworkers too. Some researchers suggest there is not a relationship
between substance use and productivity, however, the research does not state whether or not
these individuals suffer from an SUD (Hickman, Finke, & Miller, 1990).
Workers who have SUD also have a higher turnover rate than other workers, however,
workers who are in recovery and treating their SUD are least likely to leave their employers.
(Benham, 2017). Workers who have been treated for SUD have a better job performance as well
as job productivity than those who have an untreated SUD. Workers who are in active addiction
�5
Substance Use Disorder, Job Performance, and Productivity
have shown to have multiple employers within a year. (Benham, 2017). The cost of replacing a
worker varies upon the job, and includes costs of recruitment, retraining a new person, and time
spent by the company to accomplish this (Benham, 2017).
Research has shown that individuals who have an SUD are usually addicted to more than
one substance, however, if alcohol is the primary substance, then they are less likely to be
addicted to and/or use another substance. (Benham, 2017). One of 10 American workers has
impaired productivity from substance abuse (Conry, 1991). Based on studies between 2000 and
2002 workers who have had intervention on behalf of an EAP (employee assistance program)
had a lower rate of recordable incidents at work than the general population group (Elliott, &
Shelley, 2005). The research suggests that there is no difference between the number of
incidents, which vary, between users and nonusers (Elliott, & Shelley, 2005). Further research
suggests employees with positive drug tests had a higher accident rate and post-treatment only
data suggests employees with positive drug tests had a substantial decrease in accidents after
treatment (Elliott, & Shelley, 2006).
Employees who have an SUD are more likely than employees in recovery and or the
general workforce to have anxiety and depression. (Benham, 2017). Anxiety and depression can
affect someone’s job performance as well as the severity of their SUD. Mental health comes into
play when SUD is involved and, in some cases, can be the cause of anxiety and depression.
SUD is classified as a mental health disorder according to the DSM-V.
When looking into further research inexperienced users are more likely to have issues at
work as well as those who need to increase their use due to tolerance (Frone, 2013). Frone looks
at a lot of studies that were conducted and compares results, however he concludes that there is a
�6
Substance Use Disorder, Job Performance, and Productivity
lack of accurate research due to the fact that individuals do not relatively self-disclose out of fear
of the stigma attached to using substances. It is not clear whether workers have an SUD or not in
these findings as well.
SUD can affect job performance in different ways. Employees with an SUD are more
likely to come to work under the influence of a substance therefore they are more likely to
perform job tasks (Lehman, & Simpson, 1992). Employees are less likely to attend or
concentrate on their job which could lead to daydreaming, putting less effort into job tasks, and
distracting other employees with conversations that are irrelevant to the job (Lehman, &
Simpson, 1992). Research suggests that another way SUD can affect productivity is that an
employee will spend work hours trying to mend a hangover and/or withdrawal symptom from
drug use (Lehman, & Simpson, 1992). Researchers believe that SUD is not the only factor that
affects productivity and job performance but is a significant variable (Lehman, & Simpson,
1992). In 2001 Atkinson indicated 14 million Americans using substances who are employed are
3.6 times more likely to be involved in an accident and 5 times more likely to file for workers’
compensation benefits (Elliott & Shelley, 2005).
A survey conducted of 300 nurses in the United States with an SUD had reported that
their SUD had a significant impact on their job performance and resulted in disciplinary action
(Sullivan, 1990). The employees reported obvious signs were lack of attendance, poor job
performance, example of these in the nursing field are illegible charting, numerous mistakes,
behaviors related to dispensing medications and increase in incidents, and frequent bathroom
breaks (Sullivan, 1990). The nurses also answered about their time in recovery after treatment
93% of the 300 nurses have reported that they regularly attend self-help groups and the average
�7
Substance Use Disorder, Job Performance, and Productivity
time in recovery was 4.3 years (Sullivan, 1990). All of the nurses in this study were deemed
successful with their treatment after having disciplinary action.
There are many different ways for the individual to treat their SUD but employers also
have options to assist workers with an SUD. Some businesses offer intervention and treatment
with the possibility of further employment after treatment (Elliott, & Shelley, 2005). Research
suggests that for people living with an SUD effective treatment must involve both them and their
work (Milloy, 2019). For example, people can enroll in the C.H.I.P (Curb Heroin in Plants)
program, which was designed to create a change by addressing SUD with addressing work and
family life (Milloy, 2019). Research suggests that C.H.I.P is an effective method to look at
history and reevaluate employee assistant programs and where this program faltered (Milloy,
2019). This research goes into the C.H.I.P program further and tries to look into why the
program has failed and what changes could be made to increase the success rate of the future
programs(Milloy, 2019). C.H.I.P was meant to help with Medically Assisted Treatment along
with therapy for individuals with SUD. This program was desinged to assist employees who
were addicted to heroin who worked in plantations.
This thesis paper addresses the issues of Civic engagement and Civic professionalism
because of the 3rd United Nations’ Sustainable Development Goal, which is Good Health and
Well-being as well as the 10th SDG which is Reduce Inequality. The communities affected by
my thesis subject are those with people who are suffering from a Substance Use Disorder who
have not received treatment, people who have received treatment, and employers. Based on
personal experience along with research conducted for this paper, it is evident to me that society
can be cruel especially, the people who are uneducated about SUD. Recovery is possible and it
�8
Substance Use Disorder, Job Performance, and Productivity
goes hand-in-hand with goal number three (.i.e., Good Health and Well-being). Research has
proven that people in recovery have better job performance and productivity in the workplace
than people who are not in recovery have. Goal 4 Quality Education is also important because
people with SUD are strongly stigmatized. For example, I used to be extremely uneducated in
the field of addiction and I stigmatized people who I thought were alcoholics and/or drug addicts.
The needs of people who have an SUD are for people to have a better understanding of the
disease and to understand that recovery is extremely difficult to accomplish, especially because
addiction is frequently accompanied by mental health disorders (Drebing, Fleitas, Moore,
Krebs, Ormer, Penk, Rosenheck, 2002).
When I disclose my past to people, it gives people a bad impression of me as an
individual, but the person I was when I was using substances is not the person I am in recovery. I
am one of the fortunate ones to get past my active addiction and be in recovery for 2 plus years,
but not everyone is as fortunate as I am or has a support system like I do. I just hope that my
thesis topic and paper can change one person's mind about people in active addiction as well as
people in recovery. I would not be here in this class today if someone did not look past the
stigma attached to addiction and provided me with an opportunity to dramatically change my
life. Recovery does not just benefit the person who has the SUD, but it also benefits people in the
recoveree’s life whether it be family or employer. We need more people to look past the stigma
and try to help people who reach for recovery not try to push their hand away and beat them up
any more than they have beaten themselves.
Hypotheses
�9
Substance Use Disorder, Job Performance, and Productivity
Addiction to narcotics and/or alcohol has a negative effect on employees' job
performance and productivity.
Method
Subjects: Employees who have an addiction to narcotics and or alcohol.
Measures: Attendance, sick leave, and turnover of employees with and without a SUD.
Procedure: I used the Horroman Library search engine and used the interlibrary loan and
document delivery system. I selected the peer reviewed article option and used One Search. The
search terms I used to find the materials are the following: Substance Use Disorder; job
performance; productivity; addiction; substance abuse; drug use; and workplace. I went on to the
OASAS (Office of Addiction Services and Supports) and SAMHSA (Substance Abuse and
Mental Health Services) websites and retrieved a document from there.
Results
Addiction to narcotics and/or alcohol has a negative effect on employees' job
performance and productivity. Even though some of the data found showed no relation between
addiction and job performance and productivity most of the data has shown that it indeed does
affect it negatively. Unfortunately, there was less research found on people in active addiction
versus those in recovery from addiction and job performance and productivity.
There are significant data charts from the National Survey on Drug Use and Health for
the cost of employers for workers who have been treated for an SUD versus those who have not
(Benham, 2017). figure 1 shows the workforce participants in the survey, figure 2 shows the
employers per capita healthcare costs, table one shows the demographics of workers in figure 1,
table 2 shows the industries represented in the NDSUH (National Survey on Drug Use and
�10
Substance Use Disorder, Job Performance, and Productivity
Health), table 3 are the rates of substance use disorders by industry, Table 4 show the workers in
recovery have the lowest turnover and absenteeism rates, table 5 shows the health care use of
people with specific substance use disorders to a specific substance, table 6 shows the correlation
between nicotine and behavioral health, table 7 shows the extra cost of missed work by industry,
table 8 shows the turn over costs by industry, table 9 showed the per capita costs to employers
for each untreated worker with an SUD, and table 10 shows employer costs avoided for each
worker in recovery. All these tables are important to understanding the cost of an employee with
an SUD in recovery, an employee in active addiction, versus the general population.
Discussion
Addiction/Substance Use Disorder
Importance of understanding the difference between active addiction vs recovery, why
would this be important. Someone who is in active addiction is not working on this in their life
that is falling apart along with working on themselves internally. If someone does not want to
change and go into a life of recovery. Knowing the difference is important because former drug
users can change their job performance and productivity. Based on the research and the data
provided, people in recovery have a better job performance and productivity than those in active
addiction.
The importance of understanding addiction, especially for employers, is important from
a social standpoint and will help employers and society as a whole address the disease with an
effective strategy rather than shunning an individual with SUD. Effect of addiction/ substance
use disorder on job performance and productivity. Let’s take a look at what parts of life addiction
effects for an individual suffering from SUD. According to DSM-V it effects every aspect of an
�11
Substance Use Disorder, Job Performance, and Productivity
individual’s life, personal, inter-personal, social aspects, legal issues, employment relationships,
financial, etc.
The importance of understanding the difference between a recreation user and someone
who is suffering from an SUD is important because there is a different way to address the
situations. Someone with an SUD has specific needs that someone who is a recreational user
does not have. Treatment is important for someone with an SUD it is the foundation of starting
the recovery process, whether it be self-help groups, medically assisted treatment coupled with
therapy or private therapy. It is vital for an individual’s recovery from SUD.
Job performance and productivity
Productivity is important for a company to be successful and productivity is different for
companies in different industries. The effect of poor job performance is wide spread amongst a
company. Poor job performance effects fellow coworkers as they have to pick up the slack and it
effects the employers in numerous ways as well. Turnover rates, overtime costs, and paid sick
leave are all outcomes of poor job performance as expressed in the research provided along with
many other things. Based on the research and the tables provided SUD has a significant effect on
job performance and productivity. There is a need for further research on the effects of job
performance and productive with regard to employees in active addiction versus those in
recovery.
Conclusions
Implications for practice
�12
Substance Use Disorder, Job Performance, and Productivity
Employers need to find a way to become educated on addiction. Lack of education about
SUD has always been a contributing factor to the stigma attached to SUD. The implications for
this research are to help show that addiction needs to be treated as more of a health issue rather
than believing people with an SUD are bad people. People with an SUD and in recovery are very
determined to change their lives and that includes their professional life. When people in
recovery have support in all aspects of their lives the success rate goes up tremendously. Based
on some of the research founded in during this search it has shown that individuals in recovery
do have better job performance.
It would benefit the employer to treat employees with an SUD rather than fire them. Many
individuals do not see people with an SUD as people until the issue hits closer to home. Not all
but some U.S. Businesses have realized the importance of intervention which is where the
employee assistance programs (EAP) come into play. (Elliott, K., & Shelley, K. 2005). There are
not enough employers practicing these things. How would you feel if it was your daughter, your
son, your brother, etc. who had an SUD? Would you help them succeed or would you turn your
back on this person? Unfortunately, due to the stigma attached to addiction it is extremely
difficult to ask for help or reach out for it.
Not only is this an important to have a protocol set in place to assist someone who has an
SUD rather than dismiss them, but due to the increasing drug epidemic in the United States it
would only make sense to have a protocol set in place. With the pandemic COVID-19 during the
Opioid Epidemic there is a sever concern for the rise of addiction. Not only addiction from
substances but other addictions may come in to play along with additional mental health issues.
�13
Substance Use Disorder, Job Performance, and Productivity
Have you ever thought of the repercussions of isolation? Human beings are meant to be social
beings.
There are laws set in place now that help people with SUD when it comes to employment.
People who suffer from an SUD normally have an arrest record. While on a job interview the
employer is not allowed to ask you if you have been arrested or incarcerated, however, upon
hiring they can run a background check so is it better to self-disclose? The problem with this is
due to the lack of education on active addiction as well as people in recovery this can be an
obstacle for individuals especially if they are working towards changing their lives and
participating in a life of recovery. Not only that it is hard to self-disclose with such a stigma
attached to drugs addiction and if you’re sitting there reading this and do not understand what I
mean by stigma let me ask you this one question: When I say drug addict or alcoholic what
picture comes to mind? There are so many different names attached to the word addict; junkie,
loser, failure, lowlife, trash, criminal, moral deficiency, and so on an so forth.
Companies should to be more progressive especially with the opioid epidemic and now the
COIVD-19 pandemic, employers need to start thinking about the possible wreckage that it will
leave behind not to mention a way to deal with the opioid epidemic. I cannot even express how
important it is for employers to implement mental health days and SUD falls into the category of
mental health. Drug testing in the work place should not be a tool used to dismiss people but to
hold employees accountable and then inform them that the company will help them receive
assistance for their SUD and it would be contingent on their future employment. Not to mention
that the data presented has shown that it is more cost effective for the company then letting
someone go from the company.
�14
Substance Use Disorder, Job Performance, and Productivity
Companies could work closely with the treatment facilities and therapist for individuals with
an SUD to make sure that they are at a level where they can return to work and be successful in
recovery. Recovery is about balancing every aspect of your life along with changing everything
you use to do in active addiction. Understanding can help the company and the employee
suffering from the SUD. SUD is not something that is fixed overnight it is a constant battle and
struggle long term treatment is essential for the success of someone suffering from an SUD and
for the success of the company as well.
Implications for research
There should to be more research based on people who are in active addiction versus
those who are in recovery compared to the general population. There was not enough research on
before recovery and after recovery during my search for research for this thesis. Doctors need to
be more educated as well to the prescribing of medication. I am in recovery for over two years
now and when I had gone to get my gallbladder removed I had expressed that I did not want any
narcotics and when I was in recovery they had administered narcotics because that was what the
doctor ordered and there was nothing else they could give me. Now for me this was not an issue
because I had worked on the major things I needed to work on with therapy and SUD treatment
but this is not the case for everyone.
Education is key for a lot of issues that need to be resolved when it comes to the issue of
SUD. Educating the younger generation for prevention as well as educating older generations to
reverse the stigma attached to an individual with SUD. Education is so important especially for
prevention right now. There needs to be research conducted for some type of analysis with
�15
Substance Use Disorder, Job Performance, and Productivity
companies and individuals who are educated in addiction versus those who are not educated on
SUD.
Another aspect that requires more research is the effects that the current pandemic has
had on individuals especially in the workforce. How have people been coping with the loss of
work? What about the essential workers? How are they coping with the devastation that some
have witness? Are they turning to unhealthy methods to cope with the traumatic experiences
from the pandemic? How are we helping as a society?
In conclusion, with all the research found supporting this thesis and then the research that
finds that there is no relation between SUD, poor job performance and productive there needs to
be more. With all the research and technology available there should be more. I was extremely
taken aback when I did not find more current research on SUD and job performance and
productivity. Especially with the Opioid epidemic to not have a significant amount of research
with this crisis going on is just a little unsettling. A lot of people are dying due to this epidemic
that is going on and most people decide to turn a blind eye or blame the family for the person
who suffered from an SUD. The worst comment that I have ever seen was someone state that one
less lowlife on the streets. The stigma attached to SUD makes individuals who suffer from an
SUD have a secret life it is a shameful thing according to society. There are so many different
addictions out there. Why is there such a stigma attached to SUD?
Especially with the opioid epidemic being so prevalent in today’s world I was surprised
at the lack of research on employees in recovery versus those in active addiction along with job
performance and productivity. Even with the changes to the Human Resource Administration,
People who are on public assistance and have an SUD are required to attend treatment and are
�16
Substance Use Disorder, Job Performance, and Productivity
required to attend their job readiness program along with a whole slew of requirements. It is
required to recertify after 90 days on Public assistance in New York and if they do not attempt to
get employment their public assistants are terminated unless the treatment center they attend
recommends more treatment. There is a data base for this why is it not being utilized in a study.
Society is attempting to work towards understanding and determining a more efficient way to
help people who suffer from an SUD but are any of these methods effective.
Data
FIGURE 1
�17
Substance Use Disorder, Job Performance, and Productivity
Workforce participation.
(Benham, 2017)
FIGURE 2
Employers’ per capita health care costs. (Benham, 2017)
�18
Substance Use Disorder, Job Performance, and Productivity
TABLE 1
Demographics of Workers
Overall US Workforce Pain Med Use Disorder Any Substance Use Disorder
Male
53%
61%
67%
Married
54%
28%
33%
Between 18 and 34 years
34%
66%
55%
Family income below $20K 12%
24%
18%
(Benham, 2017)
TABLE 2
Industry Representation in the NDSUH
BLS 2014 (%) NSDUH (%) Number in NSDUH
Agriculture, forestry, fishing, and hunting 1.4
1.4
1,254
Mining
0.6
0.6
605
Construction
4.1
7.5
15,357
Manufacturing
8.1
10.5
7,380
Utilities and transportation
3.5
5.0
3,032
Information
1.8
2.3
1,386
Wholesale trade
3.9
2.5
1,697
Retail trade
10.2
10.5
10,452
Financial activities
5.3
6.5
4,022
�19
Substance Use Disorder, Job Performance, and Productivity
Professional and business services
12.7
11.9
8,214
Educational services, health
14.3
22.3
17,294
Leisure and hospitality
9.8
9.3
11,125
Government, public administration
14
4.6
3,118
Other services
4.2
5.6
4,193
(Benham, 2017)
TABLE 3
Rates of Substance Use Disorders by Industry
Any
SUD
Alcohol Use
Disorder
Illicit Drug Use
Disorder
Pain Med and Opioid
Use Disorder
Marijuana Use
Disorder
Entertainment,
recreation, food
15.3
12.1
5.7
1.6
3.5
Construction
15.0
12.4
4.4
1.3
2.3
Wholesale, nondurable
10.6
9.4
2.4
0.7
1.2
Professional, mgmt.,
admin
10.3
8.6
2.7
0.9
1.6
Mining
10.3
9.6
1.0
1.0
0.1
Retail
9.8
7.9
3.3
0.9
2.1
Information,
communications
9.7
8.2
2.3
0.6
1.4
Finance, insurance real
estate
9.1
8.1
1.5
0.3
1.0
Wholesale, durable
8.7
8.1
1.3
0.4
0.9
�20
Substance Use Disorder, Job Performance, and Productivity
Other services except
publ. admin
8.7
7.1
2.5
1.0
1.6
Agriculture
8.6
7.5
1.7
0.4
1.2
Manufacturing, durable
8.4
7.5
1.5
0.8
0.6
Manufacturing,
nondurable
8.0
6.7
2.1
0.6
1.1
Transportation, utilities
7.5
6.6
1.7
0.6
0.9
Education, health, social
services
6.4
5.4
1.5
0.5
1.0
Public administration
5.7
5.0
0.9
0.5
0.5
Overall average all
industries
9.4
7.9
2.5
0.8
1.5
(Benham, 2017)
TABLE 4
Workers in Recovery Have the Lowest Turnover and Absenteeism Rates
General
Work
Force
Any
SUD
Alcohol
Use
Disorder
Illicit Drug
Use
Disorder
Pain Med
Use
Disorder
Marijuana
Use Disorder
In
Recovery
Missed work days
for injury, illness
past year
8.4
10.2
9.4
13.0
22.2
10.6
8.3
Missed work days
for other reasons
past year
2.1
4.7
4.7
5.4
6.8
4.8
1.2
Total missed work
days past year
10.5
14.8
14.1
18.4
29.0
15.4
9.5
�21
Substance Use Disorder, Job Performance, and Productivity
Worked for more
than one employer
in last year (%)
25
36
36
42
42
45
23
(Benham, 2017)
TABLE 5
Health Care Use is Highest for People with a Pain Medication Use Disorder
General
Work
Force
Any
SUD
Alcohol
Use
Disorder
Illicit Drug
Use
Disorder
Pain Med
Use
Disorder
Marijuana
Use Disorder
In
Recovery
Hospitalized
overnight last year
(%)
7.4
7.9
7.9
9.5
17.0
8.1
7.3
Hospital nights per
person last year
0.3
0.3
0.3
0.5
0.6
0.5
0.2
Emergency room
visits last year
0.4
0.6
0.5
1.0
2.0
0.8
0.4
Outpatient visits
last year
2.6
2.3
2.4
2.7
3.9
2.5
2.6
(Benham, 2017)
�22
Substance Use Disorder, Job Performance, and Productivity
TABLE 6
Behavioral Health and Nicotine
General
Work Force
Any
SUD
Alcohol Use
Disorder
Illicit Drug
Use Disorder
Pain Med Use
Disorder
In
Recovery
Serious psychological
distress past year (%)
4
12
11
20
28
3
Anxiety disorder past
year (%)
5
11
11
14
20
6
Depression past year (%)
6
11
11
15
22
7
Percent cigarette use past 30 days use (%)
23
49
44
66
68
19
Percent nicotine
dependence past year (%)
12
25
22
47
48
10
(Benham, 2017).
TABLE 7
Extra Costs of Missed Work by Industry
Per Capita Annual
Extra Cost of a with
an SUD, $
Agriculture
Per Capita Annual Extra Cost for a
Worker with a Pain Medication
Use Disorder, $
Per Capita Annual Costs
Avoided for Each Worker in
Recovery ($)
$187
$1,668
$90
�23
Substance Use Disorder, Job Performance, and Productivity
Mining
$881
$(764)
$422
Construction
$1,040
$455
$499
Manufacturing:
Durable goods
$1,399
$14,830
$671
Manufacturing
nondurable goods
$1,692
$1,677
$812
Transportation and
warehousing
$383
$3,125
$184
Information,
communications
$3,941
$27,173
$1,891
Wholesale durable
$(893)
$2,468
$(428)
Wholesale
nondurable
$886
$2,463
$425
Retail trade
$1,284
$225
$616
Finance, insurance,
real estate
$1,169
$2,373
$561
Professional, mgmt.,
admin
$2,604
$6,057
$1,250
Education, health,
social services
$887
$5,062
$425
Entertainment,
recreation, food
$795
$2,490
$381
Public administration
$1,406
$(162)
$674
Other services
$945
$2,417
$453
Open in a separate window
�24
Substance Use Disorder, Job Performance, and Productivity
Negative numbers are likely associated with small numbers of workers in some categories. Mining represents 0.6%
of the NSDUH employed respondents, so a small number of workers with an SUD in that sector with unusually high
or low absenteeism may skew responses. (Benham, 2017)
TABLE 8
Turnover Costs
Average
Sector
Turnover
rate (%)
Turnover
Rate for
Workers
with SUDs
(%)
Workers
in
Recovery
(%)
Per Capita
Turnover
Costa($)
Per Capita
Turnover
Cost if
Any SUD
Per Capita
Excess
Turnover
Cost if
SUD
Per Capita
Savings of
Worker in
Recovery
Agriculture
20
27
20
$1,535
$2,046
$512
$537
Mining
27
41
27
$5,044
$7,597
$2,553
$2,491
Construction
27
32
26
$4,440
$5,317
$877
$987
Manufacturing,
nondurable
19
32
19
$3,085
$5,052
$1,968
$2,074
Manufacturing,
durable
19
28
18
$2,601
$3,947
$1,347
$1,393
Transportation,
utilities
21
31
21
$2,871
$4,284
$1,413
$1,413
Information,
communications
24
43
23
$5,068
$9,137
$4,069
$4,140
Wholesale,
durable
21
34
21
$3,681
$5,924
$2,243
$2,301
Wholesale,
nondurable
20
26
21
$2,125
$2,682
$557
$488
Retail
26
39
26
$2,682
$4,075
$1,393
$1,393
Finance,
insurance real
estate
21
28
20
$3,974
$5,299
$1,325
$1,451
�25
Substance Use Disorder, Job Performance, and Productivity
Professional,
mgmt., admin
25
32
25
$4,506
$5,767
$1,262
$1,322
Education,
health, social
services
25
36
25
$3,762
$5,417
$1,655
$1,655
Entertainment,
recreation, food
36
49
36
$3,167
$4,271
$1,104
$1,133
Public
administration
18
25
18
$2,759
$3,711
$953
$953
Other services
except publ.
admin
26
44
27
$3,490
$5,862
$2,372
$2,282
Open in a separate window
verage turnover, recruitment, replacement, and training costs estimated at 21.4% of annual salary. (Benham,
a
2017)
TABLE 9
Per Capita Costs to Employers for Each Untreated Worker with an SUD
Prevalence of SUD (%) Excess Cost for Each Employee With an SUD ($)
Agriculture
8.6
$2,689
Mining
10.3
$8,934
Construction
15.0
$6,813
Manufacturing, nondurable
8.0
$6,907
Manufacturing, durable
8.4
$6,096
Transportation, utilities
7.5
$5,123
Information, communications
9.7
$13,534
�26
Substance Use Disorder, Job Performance, and Productivity
Wholesale, durable
7.4
$5,487
Wholesale, nondurable
10.6
$4,024
Retail
9.8
$5,815
Finance, insurance real estate
9.1
$6,925
Professional, mgmt., admin
10.3
$8,827
Education, health, social services
6.4
$6,760
Entertainment, recreation, food
15.3
$5,523
Public administration
5.7
$5,573
Other services except publ. admin 8.7
$7,264
Overall average
$6,643
9.4
(Benham, 2017)
TABLE 10
Employer Costs Avoided for Each Worker in Recovery
Industry Sector
Savings Per Worker in Recovery
Agriculture
$1,155
Mining
$3,890
Construction
$2,373
Manufacturing, nondurable
$3,823
Manufacturing, durable
$3,495
Transportation, utilities
$2,252
�27
Substance Use Disorder, Job Performance, and Productivity
Information, communications
$8,466
Wholesale, durable
$1,806
Wholesale, nondurable
$1,900
Retail
$3,134
Finance, insurance real estate
$2,950
Professional, mgmt., admin
$4,322
Education, health, social services
$2,998
Entertainment, recreation, food
$2,356
Public administration
$2,815
Other services except publ. admin $3,773
Overall average all occupations
(Benham, 2017)
$3,219
�28
Substance Use Disorder, Job Performance, and Productivity
References
Benham, T., Goplerud, E., & Hodge, S. (2017). The Impact and Real Costs of Substance Use Among
Your Workforce. PARADIGM (Targeted Publications Group, Inc), 21(3), 12–17.
Buvik, K., Moan, I. S., & Halkjelsvik, T. (2018). Alcohol-related absence and presenteeism: Beyond
productivity loss. International Journal of Drug Policy, 58, 71–77. doi:
10.1016/j.drugpo.2018.05.00
Diagnostic and Statistical Manual of Mental Disorders: DSM-5. American Psychiatric Association,
2017.
Drebing, C. E., Fleitas, R., Moore, A., Krebs, C., Ormer, A. V., Penk, W., … Rosenheck, R. (2002).
Patterns in Work Functioning and Vocational Rehabilitation Associated with Coexisting Psychiatric
and Substance Use Disorders. Rehabilitation Counseling Bulletin, 46(1), 5–13. doi:
10.1177/00343552020460010501
Elliott, K., & Shelley, K. (2005). Impact of employee assistance programs on substance abusers and
workplace safety. Journal of Employment Counseling, 42(3), 125–132. doi:
10.1002/j.2161-1920.2005.tb00906.x
Elliott, K., & Shelley, K. (2006). Effects of drugs and alcohol on behavior, job performance, and
workplace safety. Journal of Employment Counseling, 43(3), 130–134. doi:
10.1002/j.2161-1920.2006.tb00012.x
�29
Substance Use Disorder, Job Performance, and Productivity
Frone, M. R. (2013). Productivity outcomes: Organizational field research, cost-of-illness studies, and
an integrative model. Alcohol and Illicit Drug Use in the Workforce and Workplace., 115–142. doi:
10.1037/13944-005
Hickman, L., Finke, L., & Miller, E. (1990). Nurses with Chemical Dependency: Usage and Job
Performance Effects. Journal of Addictions Nursing, 2(1), 14–16. doi: 10.3109/10884609009149651
Keane, H. (2018). Facing addiction in America: The Surgeon General's Report on Alcohol, Drugs, and
Health U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES, OFFICE OF THE
SURGEON GENERAL Washington, DC, USA: U.S. Department of Health and Human Services,
2016 382 pp. online (gre. Drug and Alcohol Review, 37(2), 282–283. doi: 10.1111/dar.12578
Keay, E., Macdonald, S., Durand, P., Csiernik, R., & Wild, T. C. (2010). Reasons for Adopting and Not
Adopting: Employee Assistance and Drug Testing Programs in Canada. Journal of Workplace
Behavioral Health, 25(1), 65–71. doi: 10.1080/15555240903358702
Lehman, W. E., & Simpson, D. D. (1992). Employee substance use and on-the-job behaviors. Journal
of Applied Psychology, 77(3), 309–321. doi: 10.1037/0021-9010.77.3.309
MacDonald, S. (ed.), & Roman, P. M. (ed.). (1994). Research advances in alcohol and drug problems.
Volume 11: drug testing in the workplace (Vol. 11). New York: Plenum Publishing Co.
Milloy, J. (2019). Curb Heroin In Plants (C.H.I.P.): Revisiting a Mid-1970s Intervention Into
Workplace Heroin Addiction Created and Led by Detroit Autoworkers. American Journal of Public
Health, 109(3), 406–411. doi: 10.2105/ajph.2018.304858
Sullivan, E. J., Bissell, L., & Leffler, D. (1990). Drug Use and Disciplinary Actions Among 300
Nurses. International Journal of the Addictions, 25(4), 375–391. doi: 10.3109/10826089009053166
�30
Substance Use Disorder, Job Performance, and Productivity
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Paper
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-business-Gavrity
Creator
An entity primarily responsible for making the resource
Gavrity, Amanda
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
Does active addiction affect performance and productivity in the workplace?
Description
An account of the resource
This analysis of research is to determine if Substance Use Disorder negatively effects job performance and productivity. With today’s rising opioid epidemic, we take a look into SUD and what it means to have an SUD, we take a look into the effects of SUD and look into research that looks into poor job performance and productivity and does SUD have any relationship to this. Based on data and research collect little research states that there is no correlation between having an SUD and poor job performance and productivity. Further analysis shows that there is a correlation but there needs to be more current research due to the current status of SUD in the United States. Research also shows that there is a need for more in depth research for this topic due to the opioid epidemic and COVID-19 pandemic to further analyze the effects that these two events have had on the work force when it comes to mental health specifically SUD. This thesis will take a look into addiction, job performance, and productivity and what impact one has on the other.
Contributor
An entity responsible for making contributions to the resource
Business (Management and Marketing)
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
31 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Business
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/53ac2476b47f83979b10c6a06d862988.pdf?Expires=1712793600&Signature=GdU4Eo5TpDi%7Ev%7E8OJiHyst6sgMiJtcamHjaqEodogLHTfWMHvJ6yDsA%7EX9aOJcMkGZuvcwOGCiyvLHsVGgu-hiC5TUvokbTDQ5s7lRYNLimvMkgHHrYw-HTDIcYJXid6CuQuGsS0pWbPUCKFiVmJYh98k4xYws1NlyJ6FAkUtct5jyx2-IP3UhwF24Gsqk6UOx0%7Eav2yRFO7x%7EuYN3axHRgVEnHrs61OdcL4V8KBkA6O1lMyU65h7m7W0CB6FIENG%7EtvkAHU1eN6jEGwHqiodMf9SF0izJhpR4XjHHQuBrOI4Gyh3ExgwY29IthzVldd7E618c9gvugiG8tY%7ErJaVw__&Key-Pair-Id=K6UGZS9ZTDSZM
59d9231f414ef4775736a710af86d153
PDF Text
Text
E-cigarette Use Amongst Adolescents in Staten Island
Dina Arslani, Kristi Simonetti, Jessica Verga
Wagner College, Evelyn L. Spiro School of Nursing
• How is vaping affecting the health of the adolescent population
in the Staten Island community?
• “Staten Island has the highest rate of electronic cigarette
(e-cigarette) use among high school students in New York City,
according to recent data, and U.S. Sen. Charles Schumer is
urging the Food and Drug Administration (FDA) to regulate the
inhalable product” (2019).
• “The number of middle (ages 11-13) and high school students
(ages 14-18) using e-cigarettes rose from 2.1 million in 2017 to
3.6 million in 2018—a difference of about 1.5 million youth”
(12).
• The electronic cigarette (e- cigarettes/vaping products) has
gained widespread popularity nationwide and has an increasingly
negative effect on public health. These devices have acquired
recognition based on the belief that it is a safe and viable potential
smoking cessation aid (5).
• This growing epidemic has attributed to health issues including,
but not limited to, respiratory, cardiovascular, and immune system
diseases. Ongoing studies continue to gather data investigating
the effects of vaping on the vital organs.
• “People using vape products have reported a variety of
symptoms, developing over a period of days to weeks, including:
pulmonary symptoms (cough, shortness of breath, chest pain),
gastrointestinal symptoms (nausea, vomiting, diarrhea), fatigue,
fever, headache, and weight loss” (3).
• One of the substances reported to have the most harmful effect
on public health is vitamin E acetate. This substance is found in
almost all cannabis- containing vaping products, and “is now the
key focus of the Department of Health’s investigation of potential
causes of vaping associated pulmonary illnesses” (3).
• The use of e-cigarette is increasing not only in the U.S. but
worldwide. The European Region has the highest rated tobacco
use in the world, “with an estimated 209 million people smoking”
(90% of lung cancers can be avoided by eliminating tobacco use,
new WHO report reveals, 2019). The United Kingdom along with
France and Belgium have the highest levels of e-cigarette use (8).
• As of February 18, 2020, a total of 2,807 hospitalized EVALI
cases or deaths have been reported to CDC from all 50 states,
the District of Columbia, and two U.S. territories (Puerto Rico and
U.S. Virgin Islands). Sixty-eight deaths have been confirmed in
29 states and the District of Columbia. (7).
• In a 2017 survey of 15 to 17- year- old adolescents in New York
State currently using electronic vapor products, which 19% of the
adolescents said that flavors were the reason that they first tried
an e-cigarette and 27% said flavors were the reason for
maintaining use (6).
• The persuasive marketing tools these companies use in
promoting appealing flavors are directed towards the
adolescent and young adults contributing to the outbreak of
vaping in this age bracket.
• A proposed solution for the cessation of e-cigarettes is to educate
and change the false narratives that e-cigarettes are a safe and
healthier alternative to smoking.
• The use of e-cigarettes, specifically in youth, can lead to
nicotine dependence, which is a major concern in the
development of the adolescent brain.
• The goal is to spread awareness through television, radios,
posters, and social media. By increasing the awareness of the
harmful effects of e-cigarettes, we can challenge the
advertisements seen on social media.
• Using nicotine in adolescence can harm the parts of the brain
that control attention, learning, mood, and impulse control.
• Adolescents who use e-cigarette are more likely to engage in
risky behavior. The correlation between adolescent e-cigarette
use and other substances such as alcohol, marijuana,
amphetamines increase with the use of e-cigarettes (11).
• Of the 5 boroughs, Staten Island is known as vaping central.
Vaping has dominated the adolescent population island-wide
due to its convenience, accessibility, and its appealing nature.
Staten Island has the highest rate of electronic cigarette
(e-cigarette) use among high school students in New York
City, about 1 in 5 high school students are using e-cigarettes
(2).
• This proposed solution is based on the theorist, Everette Rogers,
and his work called, Diffusion of Innovations Theory. The
diffusions of theory will be used as a guide to help us promote,
spread and increase our social media page.
Learning objective goals are:
1. To decrease the use of e-cigarettes amongst the adolescent
population.
2. To recognize the adverse effects of e-cigarette use.
3. To use social media as an advantage to increase public health.
• This method can be effective by influencing adolescents and
young adults to steer away from using e-cigarettes which may
increase public health in the future.
• With the continuing rise of e-cigarettes, Staten Island faces an
increase in use among adolescents, especially while in
school.
• In September of 2019, Governor Andrew Cuomo has
implemented “emergency executive action to ban the sale of
flavored electronic cigarettes in New York State” (6). A
contributing factor for the easy access of e-cigarettes is the
fact store owners allow adolescents (under twenty-one years)
to purchase the e-cigarette. The governor has also stated any
retailer selling vaping products to minors will now face criminal
penalties along with civil penalties.
• The new course of e-cigarettes swept in and changed the
dynamic of what we thought would have been the end of an era
of tobacco smokers.
• Instead, we see a rise in nicotine addiction amongst the
adolescent population due to the increasing demand for
e-cigarettes.
• The Staten Island community is composed of predominantly
whites, being 75.2% of the total population (10).
• The top two demographics being of Italian and Irish descent (9).
• To reduce this up rise in popularity, a proposed solution is to
create a social media platform to provide evidence and risk
factors about e-cigarettes.
• Italian Americans represent one of the largest influxes in ethnicity
throughout history.
• This method can be effective by influencing adolescents and
young adults to steer away from using e-cigarettes which may
increase public health in the future.
• The rate of employment has risen by 13% since 2017 in Staten
Island in the following work areas: construction, social assistance,
leisure and hospitality, and health care (4).
• This solution will help the new generation of Americans who are
at risk of nicotine addiction.
• About 70% of the population living on the island are homeowners,
the highest rate in comparison to all five boroughs (4).
• The major health issues that are currently plaguing the Staten
Island community are obesity, poor air quality, smoking, unmet
mental health needs, and drug overdose deaths (1). Smoking
comes in third place.
1.
2.
3.
4.
5.
6.
• Deaths from heart disease and chronic lower respiratory disease
represent the highest in Staten Island when compared to the other
four boroughs (1).
7.
8.
9.
10.
11.
12.
Baker, T. (2016). Retrieved from https://rumcsi.org/Uploads/Public/Documents/FinalCSP.pdf Level V
Bascome, E. Staten Island high school students using e-cigs at high rate, data shows. 2017, November 22). Retrieved from
https://www.silive.com/news/2017/11/schumer_calls_on_fda_for_e-cig.html. Level V
Department of Health.New York State Department of Health Announces Update on Investigation into Vaping-Associated Pulmonary Illnesses Retrieved November 7, 2019, from
https://www.health.ny.gov/press/releases/2019/2019-09-05_vaping.htm. Level IV
DiNapoli, T.P., Bleiwas, K.B. An Economic Snapshot of Staten Island. (2018, September). Retrieved from Rpt7-2019.pdf Level IV
Eltorai, A. E. M., Choi, A. R., & Eltorai, A. S. Impact of Electronic Cigarettes on Various Organ Systems. Respiratory Care, 64(3), 328–336. (2019).
https://doi.org/10.4187/respcare.06300 Level II
Governor Cuomo Announces Emergency Executive Action to Ban the Sale of Flavored E-Cigarettes. (2019, September 18). Retrieved from
https://www.governor.ny.gov/news/governor-cuomo-announces-emergency-executive-action-ban-sale-flavored-e-cigarettes. Level IV
Outbreak of Lung Injury Associated with the Use of E-Cigarette, or Vaping, Products. (2019, November 8). Retrieved from
https://www.cdc.gov/tobacco/basic_information/e-cigarettes/severe-lung-disease.html. Level IV
Shapiro, H. No Fire, No Smoke: The Global State of Tobacco Harm Reduction 2018. 2018). Retrieved from https://gsthr.org/downloads/GSTHR Report/GSTHR.pdf Level IV
Staten Island Population 2019. (n.d.). Retrieved from http://worldpopulationreview.com/boroughs/staten-island-population/. Level V
U.S. Census Bureau QuickFacts: Richmond County (Staten Island Borough), New York. (n.d.). Retrieved from
https://www.census.gov/quickfacts/fact/table/richmondcountystatenislandboroughnewyork/PST045218
Walley, S. C., Wilson, K. M., Winickoff, J. P., & Groner, J. A Public Health Crisis: Electronic Cigarettes, Vape, and JUUL. Pediatrics, 143(6), 1–11. (2019).
https://doi.org/10.1542/peds.2018-2741 Level IV
Youth and Tobacco Use. (2019, February 28). Retrieved from https://www.cdc.gov/tobacco/data_statistics/fact_sheets/youth_data/tobacco_use/index.htm. Level IV
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Poster
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-nursing-Arslani Simonetti Verga
Creator
An entity primarily responsible for making the resource
Arslani, Dina<br />Simonetti, Kristi<br />Verga, Jessica
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
E-cigarette Use Amongst Adolescents in Staten Island
Contributor
An entity responsible for making contributions to the resource
Evelyn L. Spiro School of Nursing
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
1 page
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Nursing
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/a346292906c8c093417f8a7ecf38c5f8.pdf?Expires=1712793600&Signature=o8UFvIjzoYdEdXIhzC9Ek-XuoNgSMd2V8bS25olVT3rB4nPYqz7AsIamPj75C95iEvvZ3CGfmqrhb4BtF%7EDztvObvYi4bBq8dBHMuitiWD7CkhXpmP-MfciRy1UHleycOjaJsXZYWRpkQaNa3BxfWhz2IgP-ie-PmiHgfFQTY2TK7OOkC0NzKM9GigyqJEg1iyldIRUE9Dde%7ECJxQXHskVemCZSqxLdNmxKlQQfJl-fEx6VA-aBt1oL7hXAr0jK9O4pI0NJtERG0Y6mHGusi75RxKk12RBpRYfjLtx3WhmovvqlxaFIr4OM4R5qgUSSW02jUhccqfKAvrT5HyCzjsw__&Key-Pair-Id=K6UGZS9ZTDSZM
ab8cb841a56225811c64707307edac9b
PDF Text
Text
Educating Healthcare Employees Can Decrease the Amount of Health
Disparities Transgender Patients Experience in NYC
Kleo Phytides and Natalie Calcasola
Evelyn L. Spiro School of Nursing
Wagner College
Introduction
• It is important for healthcare workers to become more aware
and to get to know their transgender patients better in order to
provide the best care possible and to avoid medical
discrimination.
• Many healthcare workers lack the knowledge of a transgender
client’s specific health needs, which in turn can lead to providing
poor care.
• Transgender patients in NYC face challenges everyday and
discrimination is one of them.
Community Assessment & Analysis
● According to the 2010 Census, there are 8,175,113 people living
within the New York City area. (16)
● About 3,882,544 of the total population identifies as male and
about 4,292,589 of the total population identifies as female. (16)
● From an economic standpoint, about 20 percent of New Yorkers
live in poverty. (11)
● Obesity is one health problem that is seen among residents in
New York City. About 24 percent of the population is obese.
● About 28 percent of the community population is diagnosed
with hypertension. (16)
● Eleven percent of residents have been diagnosed with Diabetes
in 2018 and about 25 percent of NYC residents have
hypercholesterolemia. (16)
● Twelve percent of adults living in NYC do not have health
insurance. (16)
● There are resources out there to help transgender patients find
the care they need. According to NYC Health, there is a list of
clinics in the city that work with trans adults and youth. Some of
these clinics contain sexual health care, hormone therapy,
HIV/STD testing, primary care, emergency post-exposure
prophylaxis (PEP), support groups, mental health, and even
surgical care. (11)
Problems in the Community
Solution
● A problem for transgender people in New York City is
the accessibility to a health care provider who is
knowledgeable about their specific needs and is
transgender-friendly.
● All healthcare workers in NYC should be sufficiently trained on how
to care for everyone, especially members of the LGBTQ+
population.
● Education for the proper treatment and care of transgender
populations should be included in hospital orientations upon
hiring.
● Many health care workers may not feel equipped to care for this
population and may neglect certain aspects of care.
“28% reported having to teach
their health care provider about
transgender health issues in the
past year” (14)
● Barriers to care for this population in New York City
also include cost of care and poor access to specialists.
● The community provides resources, such as cultural
competency education for health care providers. These
programs will help providers increase their knowledge
regarding transgender health care needs and will
encourage transgenders to seek their help.
● “1.4 million Americans identify as transgender and the
majority of them struggle to find doctors or insurance
policies that are supportive of transgender health
needs.” (5)
● In the United States, the National Center of
Transgender Equality released a survey in 2016
measuring the changes within the last five years. This
survey illuminated that “⅓ of those who saw a health
care provider in the past year, reported having at least
one negative experience related to being transgender.”
(5)
● Some procedures that facilitate the care of
transgender people, like gender confirming surgery or
hormone therapy, are not covered by insurance
companies.
● The main problem that is faced within this population
is the lack of education from the healthcare providers
on how to care for a transgender patient. A survey by
Lambda Legal reveals that “70% of transgender
respondents experienced serious discrimination and
73% believed they would be treated differently by
medical personnel because of their lesbian, gay,
bisexual, transgender, queer (LGBTQ) status.” (8)
● It would be beneficial to this population if healthcare
workers attended a seminar that educated them on
how to be culturally sensitive to this group.
● A solution would be to include competency seminars regarding
transgenders in hospital orientations in the New York City area for
all new employees. This seminar would include how to properly
greet and interact with the patient. This education will improve
care and comfort between the provider and their transgender
patient.
● This program should include a questionnaire dedicated to
transgender people. Questions that should be asked should
present how that patient feels when receiving care or what they
think would help make them feel more comfortable.
● The ultimate goal within NYC healthcare settings, there should be
an increase in patient satisfaction about the care that’s received.
This could be done by simply asking the patient to answer a
questionnaire about their visit.
Acknowledgements
1.
American Medical Student Association. (2019). Transgender Health. Retrieved from https://www.amsa.org/advocacy/action-committees/gender-sexuality/transgender-health/. Level V
2.
City Information, Services and Programs. (n.d.). Retrieved from https://a816-healthpsi.nyc.gov/epiquery/NYCHANES/index.html. Level V
3.
Data Access and Dissemination Systems (DADS). (2010, October 5). American FactFinder - Results. Retrieved from
https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF. Level IV
1.
Fenway Health. (2019). USA Today Article Spotlights Transgender Health Discrepancies, Fenway’s Trans Health Program. Retrieved from
https://fenwayhealth.org/usa-today-article-spotlights-transgender-health-discrepancies-fenways-trans-health-program/. Level V
1.
Flores, A., Herman, J., Gates, G., Brown, T. (2016). How many adults identify as transgender in the United States. The Williams Institute. DOI:10.1111/jomf.12424. Level III
2.
Heydari, A., Khorashadizadeh, F. (2014). Pender’s health promotion model in research. Journal of Pakistan Medical Association, 64(9), 1067-74. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=cmedm&AN=25823190&site=ehost-live&scope=site. Level V
1.
James, S. E., Herman, J. L., Rankin, S., Keisling, M., Mottet, L., & Anafi, M. (2016). The Report of the 2015 U.S. Transgender Survey. Washington, DC: National Center for Transgender
Equality. Retrieved from https://www.transequality.org/sites/default/files/docs/USTS-Full-Report-FINAL.PDF. Level V
2.
Lambda Legal. (2014). Lambda Legal’s survey on discrimination against LGBT people and people living with HIV. When Health Care Isn’t Caring. Retrieved from
https://www.lambdalegal.org/sites/default/files/publications/downloads/whcic-report_wheN-health-care-isnt-caring.pdf. Level V
1.
Logie, C., Dias, L., Jenkinson, J., Newman, P., Mackenzie, R., Mothopeng, T., Madau, V., Ranotsi, A., Nhlengethwa, W., Baral, S. (2019). Exploring the potential of participatory
theatre to reduce stigma and promote health equity for lesbian, gay, bisexual, and transgender (LGBT) people in Swaziland and Lesotho. Health Education and Behavior, 46(1), 146-156.
DOI:10.1177/1090198118760682 journals.sagepub.com/home/heb. Level III
1.
National Center for Transgender Equality. (2019). U.S. transgender survey. Issues. Retrieved from https://transequality.org/issues/us-trans-survey. Level IV
2.
NYC. (2019). Resources for transgender and gender nonconforming people. NYC Health. Retrieved from https://www1.nyc.gov/site/doh/health/health-topics/transgender-resources.page. Level V
3.
Purdue Online Writing Lab. (n.d.). General Format. Retrieved from https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/general_format.html.
4.
Radix, A., Lelutiu-Weinberger, C., Gamarel, K. (2014). Satisfaction and healthcare utilization of transgender and gender non-conforming individuals in NYC: a community-based participatory
study. LGBT Health, 1(4). https://doi.org/10.1089/lgbt.2013.0042. Level III
5.
Reisner, S., White, J., Dunham, E., Heflin, K., Begenyi, J., Cahill, S. (2014). Discrimination and health in Massachusetts: a statewide survey of transgender non-conforming adults. Fenway
Health. Retrieved from fenwayfocus.org/2014/07/the-fenway-institute-mtpc-release-project-voice-report-on-transGender-discrimination-in-public-accommodations. Level V
6.
Sanchez NF, Sanchez JP, & Danoff A. (2009). Health care utilization, barriers to care, and hormone usage among male-to-female transgender persons in New York City. American
Journal of Public Health, 99(4), 713–719. https://doi.org/10.2105/AJPH.2007.13203. Level III
1.
U.S. Census Bureau QuickFacts: New York City, New York. (n.d.). Retrieved from https://www.census.gov/quickfacts/fact/table/newyorkcitynewyork/PST120218. Level IV
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Poster
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-nursing-Phytides Calcasola
Creator
An entity primarily responsible for making the resource
Phytides, Kleo<br />Calcasola, Natalie
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
Educating Healthcare Empolyees Can Decrease the Amount of Health Disparites Transgender Patients Eperince in NYC
Contributor
An entity responsible for making contributions to the resource
Evelyn L. Spiro School of Nursing
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
1 page
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Nursing
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/963a9f81b083bdd222545f3e4963d6cc.pdf?Expires=1712793600&Signature=YzZnXR6eQF2iDn8XvdgBrdhCBFmbTqIqXadgHv5qIOb7gngeF6wlQYWP6C4xneekPfiuh%7EC2y%7EyfqVb0DQ3bCY9CsLaTEuX5xtthJEvynheUuFxvADKtHw8rjb-doJQy2KpK%7EeIqiuNWXxd0dB6pgEhONjE3YKvZK80sTD8iN3cebBrPErCY57p-ToYRsPl72oSNzuPt15bDBfc2sWx6LT%7EQ1tvaykX1enyqEmImiabnf1cWwaujmoaa-AZxJZSKi%7Em90sztGYcBaS9JSOPF6SaQYYEOMGcbi9gHtLHI5lhwWKGPHKk-OROCLQ5JGJQbkDJFW%7EOz6dpBDmyRksIVBw__&Key-Pair-Id=K6UGZS9ZTDSZM
25bafec87d89a632ea10efdf2b8e285c
PDF Text
Text
1
Tucker Cowdin
Senior Thesis
BU 400 Thesis and Practicum
Nicolais School of Business
Wagner College
Spring 2020
�2
Abstract
Veterans have always played a crucial role in protecting our country, but they have also
played a crucial role in business as well. In the entrepreneurship space of this country, veterans
make up around 10% of small business owners (Oja, 2020). Veterans are also comparably more
successful at becoming entrepreneurs than civilians are. There many factors that affect the
veteran’s success, but a major one is the military experiences such as boot camp and war which
instill teamwork, disciple, and resiliency in them. Veterans then take these skills and transition
into the civilian sector where they seek to become business owners. With many obstacles such as
adapting to a new work environment and having to learn a new set of skills to operate with
civilians, veterans have shown to be very adaptable and resourceful during this transition.
Veterans are shown to be older, more educated, and to earn more money than civilians are in the
small business sector. These results show support that veterans are more successful at being
entrepreneurs than civilians are and this information can be used for investors seeking to work
with veterans or even by veterans themselves who are seeking entrepreneurship.
�3
Introduction
Today, there is an immense and diverse workforce that operates businesses that address
almost every want and need of society. These companies are being started and operated by
highly motivated entrepreneurs who seek to make an impact on the world. However, a small and
less frequently discussed segment of these entrepreneurs share a bond that may give them an
advantage over others, namely military veterans. Military veterans have a higher chance of
becoming successful entrepreneurs because of the skills they learned while being in the armed
forces. The following is a discussion of how the skillsets are acquired and how veterans transfer
these skills into entrepreneurship.
Literature Review
Military Careers
Military Experiences
The topic of veteran entrepreneurs is not studied widely, but some research discusses their
characteristics. For example, research found that Veterans have more life experience and trauma
compared to civilians, but it does not seem to lower their perceived quality of life or ability to
work in a high-stress work environment (Heinz, Freeman, Harpaz-Rotem, Pietrzak, 2017). One
experience that Veterans endure include things like bootcamp, where they are molded into a
soldier and if they cannot handle it, then they are dismissed from the military. Another
experience is combat which teaches teamwork and strategy. All these experiences build mental
resiliency in soldiers which gives Veterans an edge. This resiliency is associated with higher
�4
levels of openness, optimism, purpose in life, professional development, and a great need for
autonomy (Heinz, Freeman, Harpaz-Rotem, Pietrzak, 2017). hese characteristics are crucial
T
when starting a company or operating a business which is why veterans are drawn to
self-employment.
Military Benefits
Research found that veterans are more than twice as likely to become entrepreneurs
compared to civilians and are more educated and older, as well (Heinz, Freeman, Harpaz-Rotem,
Pietrzak, 2017). The interpretation of this finding suggests that because the military requires a
minimum service of 4 years, veterans have more opportunity to seek higher education, through
military benefits such as the GI Bill, and to develop better life skills. Some of the life skills that
veterans develop in the military are the ability to function in a team, lead others in operations,
and to seek professional and personal development (Heinz, Freeman, Harpaz-Rotem, Pietrzak,
2017). Comparing those life skills to the traits of successful entrepreneurs shows how military
training can effectively prepare someone to be self-employed.
Length of military career
There is a curvilinear relationship between the length of service in the military beyond 4
years and the success rate of entrepreneurs (Heinz, Freeman, Harpaz-Rotem, Pietrzak, 2017),
which indicates that the skills that correlate to entrepreneurship are developed early on in one’s
military career. Veterans who serve for 4 to 20 years tended to become employees (Heinz,
Freeman, Harpaz-Rotem, Pietrzak, 2017), but veterans who served only 4 years or served more
than 20 years tended to have high entrepreneurship rates. Veterans who stay in 20 years receive
full benefits and have more financial freedom to pursue entrepreneurship opportunities.
�5
Length of military career cont.
Research shows that 45% of veterans attempt to be self-employed, and veterans who
spend less time in the military, 4 years, have a higher chance at becoming an entrepreneur when
compared to those who stay longer, 5-15 years (Hope, Mackin, 2011). However, this finding
does not apply to veterans who served 20 or more years in the military, who appear to have the
same rate of entrepreneurs as do their younger counterparts. The reason for this is because those
who stay longer than 20 years usually have higher pensions and have acquired hire education to
advance their military careers. With this extra wealth and education, veterans with 20 or more
years of service have around a 45% rate of seeking self-employment Hope, Mackin (2011).
Special Forces
Veterans are highly sought after because they are resilient, highly trained, and have
significant experience working in stressful situations because of the training they receive.
Military training is intense, but that intensity is amplified for individuals who enter the Special
Forces. These individuals must endure grueling selection processes that lead them to have
stronger traits such as mental resiliency, work ethic, and leadership beyond the average veteran
(Smith, Young, Crum, 2020). Instructors of special forces selection programs train the candidates
to think positively during stressful times rather than thinking negatively. Instructors taught the
candidates about task orientation, visualization, and positive thinking (Smith, Young, Crum,
2020). When the candidates applied these lessons to the training, their success rate increased
from 20% up to 90%, while the candidates who did not apply these lessons saw no change in
success rates (Smith, Young, Crum, 2020). reating this mindset that focuses on task orientation,
C
visualization and positive thinking in soldiers allows the military to send them to perform
�6
high-risk operations and to mitigate stress, which is why these mindset training techniques are
sought-after in the civilian world because of their endless application to life and work.
5 tools used by special forces
Research found that these special forces soldiers can individually and collectively make
mindful decisions in high-stress operations (Fraher, Branicki, Grint, 2017). This ability is
referred to as “Mindfulness in Action” and consists of five important tools that are used to
handle and succeed at operating in high-stress situations, as follows: preoccupation with failure;
reluctance to simplify; sensitivity to operations; commitment to resilience; and deference to
expertise (Fraher, Branicki, Grint, 2017). Preoccupation with Failure means that small failures
must be noticed and addressed. Reluctance to Simplify means to maintain distinctiveness.
Sensitivity to Operations is to analyze everything that can lead to failure. Commitment to
Resilience is having the ability to bounce back. Deference to Expertise is empowering
individuals on your team to develop their own pathways (Fraher, Branicki, Grint, 2017). These
mindfulness skills are developed through the military training and experiences which makes the
skills hard to obtain for civilians yet highly valuable to teams and companies that do not have it.
Veterans Skills and Entrepreneurship
Skill sets veterans take away from the military
Through their training and experiences, veterans leave the military with a skill set that is
difficult to obtain in the civilian world. Because of these skillsets, veterans seek self-employment
�7
and they are so successful at it that almost ten percent of businesses are owned by a veteran (Oja,
2020). Research indicates veterans have strong intrapreneurship skills that they derive from the
military such as the following: risk management; performance under pressure; directness; speed;
assertiveness; team decision-making; methodical approaches to problems; and leadership
qualities (Oja, 2020). The research also shows that individuals who already have these skill sets
seek the military more than people who do not have these skills (Oja, 2020), which suggest that
the military is recruiting individuals who already have an entrepreneurship mindset and use this
mindset and skills gained from the military to seek out entrepreneurship opportunities.
Obstacles veterans face in the civilian workforce
With the success rate of veteran entrepreneurs being high, it does not mean that the transition
from soldier to civilian is easy and without obstacles. The biggest obstacle that transitioning
veterans face is developing civilian skills and applying their military skills to best use (Lyons,
2014), which is an obstacle faced by over 30% of Veterans who described it as being the most
difficult obstacle to overcome. In contrast, 70% stated that they did not experience any problems
with learning civilian skills and that their work environment showed a more military style of
operations (Lyons, 2014).
The next biggest obstacles veterans faced was having to work with a team that had different
work ethic, level of trust, and discipline that they were used to having in the military. Around
60% of veterans discussed how emotional trauma was a challenge to get over and they had
anxiety and doubt about leaving the military and the unknown of the civilian workforce (Lyons,
2014). To cope with these obstacles, the participants stated that staying positive, maintaining
�8
physical fitness, networking with other veterans, and using their training of task orientation and
mission planning helped them overcome these obstacles (Lyons, 2014).
Veterans’ ability to adapt
The transition from the military to the civilian world can be difficult, however, many
veterans found that immersing themselves back into training, in this case for the civilian world,
allowed them to become more successful (Kerrick, Cumberland, Church, Kemelgor, 2014).
Research showed that veterans who participated in a 10-week entrepreneurship course (learning
market strategy, inventory, client relations, etc.) and who worked with local entrepreneurs were
twice as likely to pursue entrepreneurship opportunities and were more prepared to handle the
challenges that the course provides (Kerrick, Cumberland, Church, Kemelgor, 2014).
Stats on veteran-owned businesses
Veterans are able to train and adapt to their environments better than most civilians are able
to adapt, and because of this, the number of veteran-owned businesses have grown, and the
businesses can be studied more in-depth now (Sobota, 2012). The largest percentages of veteranowned business were financial, construction, and professional or technical. Most of these
businesses were small, usually having 10 to 19 employees. The states with the highest number of
veteran owned businesses are California and Texas, which are the states with the largest
active-duty military population (Sobota, 2012). The largest form of investment capital that these
veterans had in their businesses were from their personal accounts or family savings (61.7%)
(Sobota, 2012).
United Nations sustainable goals
�9
Veteran-owned business are 5 times more likely to hire a veteran employee than are other
businesses (Sobota, 2012), which is good for veterans, and it also helps address one of the United
Nations Sustainable Goal #10: Reduced Inequalities because it helps fight the rising level of
veteran unemployment. The military is amongst one of the most diverse organizations in the
world (Sobota, 2012), so offering veterans employment helps decrease inequality. Research also
shows that veteran entrepreneurs higher wages and offer more benefits to their employees, which
provides people with healthcare and helps them stay out of poverty (Sobota, 2012).
Conclusion
Veterans are trained to be hardworking and disciplined individuals who work effectively in
teams, and there are few other correlating aspects of our society than business and sports
franchises that benefit the most from having these characteristics. The veteran entrepreneurship
population is growing and the reason for its success is the life lessons and skills that the military
provides. Top-level military operators such as special forces soldiers are highly sought-after
employees because of their ability to make mindful decisions in high-stress situations. Veterans
not only thrive in the business world, but they are more competitive and adaptive than most
civilians, which is why veterans have a higher chance of being successful entrepreneurs than
civilians.
Hypotheses
H1:
Veterans are more drawn to become entrepreneurs compared to non-veterans of the same
age, education, household, race, and sex.
H2:
�10
Veteran entrepreneurs have a higher likelihood of becoming a successful entrepreneur
compared to non-veterans based on skills and abilities acquired from the military.
Method
Subjects
Veterans & Non-veterans
The U.S. Census Bureau’s Survey of Business Owners (SBO) conducts a survey once every five
years on Small business owners. Participants were able to distinguish themselves as being either
a veteran or a non-veteran prior to taking the survey.
Measures
Sample
The SBO conducted over 1.78 million surveys and took a population sample of 239,178,768
individuals in the year 2012. Of this sample, there were 21,230,865 veterans and 217,947,903
non-veterans.
Procedure
The research used was found using the Wagner College database, OneSearch. I was able to
locate this research study after using search terms “Veterans” and “Entrepreneur.” This study
was ideal because it was one of the very few that compared veterans to non-veterans. Analyzing
the data, it calculates the percentage of each survey question for each individual group (veteran,
non-veteran). This allows us to see side-by-side how each group correlates.
Survey
Period of service
Gender
Age
Race and Ethnicity
�11
Median Income
Educational Attainment
Results
Survey
Period of service
Table 1 shows that 75% of veteran small business owners were wartime veterans and 25%
were non-wartime veterans. The largest percentage of veteran business owners served during the
Vietnam era war at (34.9%), while 12.9% served during the current war era (i.e., Gulf War II
era), s and 17.1% served during the war prior, (i.e., Gulf War I)
Gender
Of veterans, there is a large discrepancy between men and women becoming small business
owners. With 92.4% being men and only 7.6 being women, while on the civilian side, women
lead the way at 55.8% and the men at 44.2%. Business owners in the civilian realm are more
gender diverse. while the veteran realm is mostly male- dominated.
�12
Age
Age was divided into different segments: 18-34; 35-54; 55-64; 65-74; and 74 and over. For
veterans, there are fewer business owners in the 18-34 years age segment (8.6%) but for the older
age segments, the percentage is in the 20% range. For civilians, side shows the age segments
with the highest percentage of entrepreneurs is the youngest segments of 18-34 years (32.6%)
and 35-54 years (36.4%). Other age groups have percentages as low as (6.6%). The results show
that veterans not only start creating business when they are older but tend to remain business
owners longer in their life when compared to civilians.
Race and Ethnicity
The results where almost identical between civilians and veterans. White was the largest race
for both sides coming in at 83.7% for the veterans and 74.9% for the civilians. The next largest
�13
was African Americans coming in at 11.3% for veterans and 12.2% for civilians. The only major
difference between the two was the Hispanic or Latino segment where the veteran side only had
5.7% and the civilian side had 15.6%. As far as diversity goes, both sides are on par with each
other with the biggest differences being that of Asians and Hispanic/Latinos, where the civilian
sector has better representation of them.
Median Income
Table 1 shows median income for civilian and veteran workers above the age of 18 in 2012
dollars. Veterans on average, and between the sexes, have a higher median income compared to
civilians. The average median income for veterans is $36,264 while the average for civilians is
$25,337. The total for veteran males is $36,672 and females is $30,929 while civilian males was
$31,586 and females $21,071. This not only shows that veterans make more, but it also shows a
smaller pay gap between the sexes for veterans than civilians.
�14
Educational Attainment
This category is broken into 4 segments of education: less than high school graduate; high
school graduate or equivalent; some college or associate degree; and a bachelor’s degree or
higher. The results show veterans having a smaller percentage of individuals who have not
graduated high school (7.1%) than the civilian business owners (14.4%). Veterans have a higher
percentages of business owners with a high school diploma (29.2%) and some college or
associate degree (36.9%) than civilians. Civilians have lower percentages: high school graduates
at (27.9%); and some college or associate degree at (28.3%). The only segments where civilians
exceeded veterans in educational attainment is the bachelor’s degree or higher with results at
(29.3%) while the veterans are at (26.7%).
�15
Discussion
Veterans and civilians clearly have different life experiences and these differences show up
in entrepreneurship. In terms or age, both veterans and civilians believe it plays a significant
factor is self-employment, however, there is more youth on the civilian side when compared to
the veteran side. This can be interpreted that the veterans where enlisted in the military during
their younger years, so they were not able to pursue entrepreneurship opportunities at an earlier
age. With education, overall, veterans are more educated than civilians are. This can be
correlated to the fact the veterans have benefits like the G.I. Bill which helps them pay for higher
education while the civilians must rely on student loans. Median income shows that veterans
earn more money than civilian earn as small business owners, however, because veterans get
benefits such as more attractive business loans and retirement pay, it can be inferred that these
military benefits will lead them to have higher income. Diversity between both groups show
opposite results in terms of sex. Veteran males are more likely to be entrepreneurs than females
while it is the opposite for civilians. This shows that there are more opportunities in the civilian
sector for female entrepreneurship than there is in the veteran sector where most
�16
entrepreneurship is found in business sectors that are male dominated; construction, plumbing,
finance. The research showed that the being in the military longer results in less
self-employment, most likely due to the financial security that the military provides during
someone’s middle-aged years.
Conclusions
This thesis gives a vivid description of both veteran and civilian business owners, showing
their similarities and their differences. Veteran business owners are far more male dominated
while civilians are mostly female dominated. There is more youth in the civilian sector while the
veterans have older business owners who tend to stay business owners for longer. Race and
ethnicity were almost even between civilians and veterans showing there is not much limitation
for anyone wanting to become a business owner. Last, we see that veterans earn more than
civilians and are generally more educated, besides a bachelor’s degree, than civilians. Hypothesis
1, veterans are more drawn to entrepreneurship than civilians …, is found to be true through this
research and the fact that there are 30 million small business owners in the country and 2.5
million of them are veteran owned. Given that there are 18 million veterans in the country this
gives us 14% of veterans become entrepreneurs while the civilian sector, 330 million population,
has only 8% becoming small business owners. The second hypothesis, that veteran is more likely
to be more successful based off military training is partially true. There was no evidence that
showed military training had a direct impact on success, but the research did show that veterans
made more money and were entrepreneurs longer than civilians. Hypothesis 3 And 4 were
unfounded as there was not enough information on veteran and civilian stress management and
entrepreneurial skills. However, the research did give us some interesting insight into how elite
�17
teams like the Navy SEALS handle stressful missions and the tools they use can be applied into
our lives as well.
Implications for practice
The research allows us gives us multiples avenues for applications, such as pitching a veteran
start-up to investors. The start-up can use the data found in the research to show how on average
veterans are more educated and make overall more money than civilian entrepreneurs. This
research can also be shown to military men and women who are transitioning out of the military
and are seeking entrepreneurship. This research will help them understand that veterans are
successful in entrepreneurship and because of all the benefits that the military offers; low-interest
rate small business loans, G.I. Bill for education, free healthcare.
Implications for research
Research on veteran entrepreneurship is scarce given the size and success of these business
owners. The study should help inform future studies on how veterans compare to their civilian
counterparts especially when it comes to income and educations. There is a stigma that veterans
are not as educated and make less money than civilians, but this study proves the opposite. For
future research, there needs to be more evidence comparing and contrasting veterans and
civilians. The research I found contrasting the two was limited as the overwhelming research was
just speaking regarding the veterans. There also needs to be research done on how the veterans
can utilize all the benefits that the military offers them. Especially on the different loans they are
offered to create small businesses and if they can extend their healthcare benefits to employees.
Overall, there needs to be more research done on veteran entrepreneurs and I hope this paper
sheds some light and offers understanding on these valuable business owners.
�18
References
FRAHER, A. L., BRANICKI, L. J., & GRINT, K. (2017). Mindfulness in Action: Discovering
How U.S. Navy Seals Build Capacity for Mindfulness in High-Reliability Organizations
�19
(Hros). cademy of Management Discoveries, (3), 239–261.
A
3
https://ezproxy.wagner.edu:2310/10.5465/amd.2014.0146
Fraher, Branicki, Grint (2017) This article investigates how U.S. Navy SEALS can individually
and collectively make mindful decisions in high-stress operations. These article calls such ability
“Mindfulness in Action” and research SEAL commandos to try and figure they can obtain it.
While finding out new concepts to combine these skills from an individual and cooperative level,
this article seeks to open up new avenues for reliability-seeking organizations.
Heinz, A. J., Freeman, M. A., Harpaz-Rotem, I., & Pietrzak, R. H. (2017). American military
veteran entrepreneurs: A comprehensive profile of demographic, service history, and
psychosocial characteristics. ilitary Psychology (American Psychological
M
Association), 9(6), 513–523. ttps://ezproxy.wagner.edu:2310/10.1037/mil0000195
2
h
Heinz, Freeman, Harpaz-Rotem, Pietrzak (2017) This article investigates the impact that military
services has on self-employed veterans and also veterans who works as employees. Veterans are
more than twice as likely to become entrepreneurs when compared to non-veterans. From this
study it also shows that veteran entrepreneurs are more educated and older than the civilian
entrepreneur. This article also shows no correlation to experiences in the military to success in
the workforce. When compared to veteran business owners versus veteran employees the biggest
�20
differences were that the business owners tended to have served in Vietnam and were not in the
military if veteran employees.
Hope, J. B., & Mackin, P. C. (2011). actors affecting entrepreneurship among veterans. New
F
York: SAG Corporation.
Hope, Mackin (2011) This books studies whether or not military training has any correlating
effects on self-employed individuals in the workforce. The book did find that they can link
around 45% of former military members attempt to be self-employed. However, the book does
show that veterans who spend less time in the military seem to have a higher chance at becoming
an entrepreneur when compared to those who stay longer. This finding suggests that maybe
military training itself doesn’t have an effect on entrepreneurship. However, this finding does not
apply to veterans who served 20 or more years in the military, they appear to have the same rate
on entrepreneurs as do their younger counterparts.
Kerrick, S. A., Cumberland, D., Church-Nally, M., & Kemelgor, B. (2014). Military veterans
marching towards entrepreneurship: An exploratory mixed methods study. nternational
I
Journal of Management Education (Elsevier Science), 2(3), 469–478.
1
https://ezproxy.wagner.edu:2310/10.1016/j.ijme.2014.05.006
�21
Kerrick, Cumberland, Church, Kemelgor (2014)This study was aimed at how community-based
entrepreneurship and networking training had on military veterans. The study was measuring
Entrepreneurship Passion (EP) and networking behavior. The study was a 10-week course and
included business mentoring sessions with local entrepreneurs. The study showed positive results
in veteran EP and increased in networking behaviors.
Lyons, J. A. (2014). eteran entrepreneurship: A phenomenological study of the lived
V
experience of veterans' transition from military service to entrepreneurship (Doctoral
dissertation, Capella University).
Lyons (2014) This study was aimed at understanding how the Gulf-War Era II veterans became
successful entrepreneurs even though they faced many challenges. Gulf-War Era II veterans refer
to veterans who served in the Post 9/11 era. Some of these challenges were a significant number
of people not joining the military during this time and the decline of the self-employed veteran.
Some of the questions that this study asked was how these veterans perceived opportunity, how
they transitioned their life-experiences into entrepreneurship, and what did the military provide
that aided them to becoming a successful entrepreneur.
�22
Oja, S. (2020). all for Chapters: Global Perspectives on Military Entrepreneurship and
C
Innovation. IGI Global.
Oja (2020) This book first starts off by explaining how the field of military entrepreneurship has
very little research on it but that it plans on changing that. This book describes how veterans
have strong intrapreneurship that derive from the military. This book also touches on how
important the role of the military spouse entrepreneurship is and why itself is a topic that needs
more research. The book also lists qualities that veterans gain from the military such as: risk
management, performance under pressure, directness, speed, assertiveness, team
decision-making, methodical approaches to problems, and leadership qualities.
Smith, E. N., Young, M. D., & Crum, A. J. (2020). Stress, Mindsets, and Success in Navy
SEALs Special Warfare Training. rontiers in Psychology, 0, 1.
F
1
Smith, Young, Crum (2020) This study was conducted to understand what allows individuals to
go through stressful situations and how if their mindsets can be a predetermination on how those
individuals perform. The test was on the notorious screening test ran by the U.S. Navy SEALS
which is called BUDs (Basic Underwater Demolition training). The study test individuals who
have a stress-is-positive mindset or a stress-is-debilitating mindset. The study followed 174 Navy
Seal candidates through the grueling 6-month screening process.
�23
Sobota, J. (2012). Veteran-Owned Businesses and Their Owners: Data from the US Census
Bureau’s Survey of Business Owners. ublic Law, 06, 50.
P
1
Sobota (2012) This research was done by the U.S. small business administration and aimed to
explore the rarely researched field of veteran entrepreneurship. This research was to see how the
Veterans Entrepreneurship and Small Business Development Act of 1999 effected veterans
retiring from duty. The information was taken from the 2012 census and provided in-depth
information about veteran ran companies. Such information consisted of average company size,
average industry that veterans operate in, and the demographics of veteran entrepreneurs.
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2020
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Paper
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2020-business-Cowdin
Creator
An entity primarily responsible for making the resource
Cowdin, Tucker
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2020
Title
A name given to the resource
Effect of Veteran Status on the Propensity to become an Entrepreneur
Description
An account of the resource
Veterans have always played a crucial role in protecting our country, but they have also played a crucial role in business as well. In the entrepreneurship space of this country, veterans make up around 10% of small business owners (Oja, 2020). Veterans are also comparably more successful at becoming entrepreneurs than civilians are. There many factors that affect the veteran’s success, but a major one is the military experiences such as boot camp and war which instill teamwork, disciple, and resiliency in them. Veterans then take these skills and transition into the civilian sector where they seek to become business owners. With many obstacles such as adapting to a new work environment and having to learn a new set of skills to operate with civilians, veterans have shown to be very adaptable and resourceful during this transition. Veterans are shown to be older, more educated, and to earn more money than civilians are in the small business sector. These results show support that veterans are more successful at being entrepreneurs than civilians are and this information can be used for investors seeking to work with veterans or even by veterans themselves who are seeking entrepreneurship.
Contributor
An entity responsible for making contributions to the resource
Business (Finance)
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
23 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Business
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/286a6235b57ca5b00618932342faa786.pdf?Expires=1712793600&Signature=bhRVDz6e355M6sz89C%7EBsLEjGi90jA1RsL-IR9RPgXwuwRQB600kVKIteYtWqhSu3Fey-iSiQNMqti5bECSrNjkk-Ivoc52uGU55EIaU2JHtgoJZIhElzA2Ou2SxQezNzG5bwFYtOcO9VcclsHVyFSz2xgDz5s2uXmQm31SYNM4wTWMEfsGT8CeKg39CqEAQO2G1gnC5Qjlnu9tOT4twCN1byFBCnhncTMNYlCVMhjITJlQGN3azlwwweiJK6FDDlFUy9oY6%7ElaHzBzbTko1dqQLomqF2j7Em8nD0E-fgxgT1lIUssxub1iMvky%7ErycFJztSHFZnKcJwVURPrQg%7EZA__&Key-Pair-Id=K6UGZS9ZTDSZM
2a8a60a6a5d6b5589574c58f9fd6a2a2
PDF Text
Text
MANAGEMENT AND PRODUCTIVITY
Effectiveness of Management: Workplace Organization and Employee Productivity
Gia Pecorella
Department of Psychology, Wagner College
1
�MANAGEMENT AND PRODUCTIVITY
2
Table of Contents
page
ABSTRACT……………………………………………………………………………………….3
CHAPTER
1
HISTORICAL ANALYSIS OF EMPLOYEE PRODUCTIVITY AND ENGAGEMENT
THROUGH PSYCHOLOGICAL MANAGEMENT TACTICS…………………………4
Frederick Taylor and the Scientific Management Theory………………………………...4
The Importance of the Time and Motion Studies…………………………………………6
Opposition to the Scientific Management Theory……………………………………….. 9
George Elton Mayo and Employee Relations……………………………………………12
Abraham Maslow and Employee Motivation……………………………………………14
2
EXAMINING THE NEGATIVE CONSEQUENCES ON EMPLOYEE ENGAGEMENT
OF HOME WORKING DUE TO THE COVID-19 PANDEMIC……………………....16
Work Engagement Theory……………………………………………………………….16
COVID-19 and Social Interaction……………………………………………………….18
COVID-19 and Employee Work -Life Balance………………………………………….19
COVID-19 and Employee Motivation…………………………………………………...20
3
EXAMINING THE POTENTIAL SOLUTIONS TO THE STRUGGLES OF
BUSINESSES AND WORKFORCE SATSIFACTION DUE TO THE COVID-19
PANDEMIC ……….…………………………………………………………………….23
Problem Within Organizations…………………………………………………………..24
Potential Solutions to Increase Business Productivity and Employee Satisfaction……...25
4
REFLECTING ON REAL LIFE APPLICATION WITHIN HUMAN RESOURCES AT
BED BATH & BEYOND………………………………………………………………..30
Effects to Work-Life Balance and Work Culture………………………………………..30
Effects of Working Conditions on Employees…………………………………………..31
Overall Takeaways……………………………………………………………………....32
LIST OF REFERENCES………………………………………………………………………...34
�MANAGEMENT AND PRODUCTIVITY
3
Abstract
Effective management tactics used by organizations must allow for their employees to be
engaged and have the more efficient productivity. It is important to examine the historical
analysis of how some of the management tactics businesses uses have become what they are
today. Chapter one focuses on the historical analysis of business management tactics throughout
the 19th and 20 centuries, and how specific psychological tactics have the shifted the focus from
workers solely producing output to having their interests be recognized within their workplace.
Today, the COVID-19 pandemic has shifted the way many businesses function, especially how
their workforce is able to work through working from home environments. Chapter two focuses
on the effects that the pandemic has brought to employees and how their can be negative impacts
from working isolated within their homes. The COVID-19 pandemic has also created problems
for productivity of businesses, especially through the result of “quiet quitting” from their
employees. Chapter three focuses on the effects of “quiet quitting” on businesses, how the
pandemic has affected productivity within businesses and potential solutions to improve business
productivity and employee satisfaction. Chapter four then focuses on how the application within
a real Human Resources Department can allow for exposure to many of these topics throughout
the paper. Overall, the purpose of this paper aims to examine the historical and modern effects of
management tactics to allow for businesses to succeed.
Keywords: productivity, satisfaction, management
�MANAGEMENT AND PRODUCTIVITY
4
Chapter One: Historical Analysis of Employee Productivity and Engagement Through
Psychological Management Tactics
It is important for organizations and businesses to enable their employees to work in the
most efficient way possible. The way the flow of work and how employees interact with one
another are important for the success of business. The art of management can be seen as
“knowing exactly what you want men to do, and then seeing that they do it in the best and
cheapest way” (Taylor, 1912, p.21). Since the late 19 th century and 20th century, there have been
many different standpoints on the most efficient ways for businesses to operate and manage their
employees to obtain the finest work. The purpose of this paper is to examine the historical ideas
that led to forming effective management tactics to improve employee productivity and
engagement. This analysis indicates that the Scientific Management Theory by Frederick Taylor,
Time and Motion Studies performed by Frederick Taylor, Frank and Lillian Gilbreth, the Human
Relations Theory by George Elton Mayo and the Theory of Human Motivation by Abraham
Maslow were influential in providing various productivity and engagement tactics used by
organizations through psychological approaches.
Frederick Taylor and the Scientific Management Theory
One of the most influential contributions to the historical evolution of business
management is the Scientific Management Theory introduced by mechanical engineer and
management consultant, Frederick Taylor. Taylor was born in 1856 in Philadelphia, and later in
life had goals to attend Harvard College to become a lawyer until medical problems with his eyes
prevented him (Copley, 1923). This led Taylor to shift his focus to another form to make money,
which was joining various jobs in different industries. While entering the industry, productivity
was evolving with the development of machines to lead to companies to experience bigger
�MANAGEMENT AND PRODUCTIVITY
5
production (Copley, 1923). This allowed Taylor to see how specific components such as output
can be influenced by employee efficiency. When entering the industry, Taylor highly disliked
manual labor, but took various apprenticeships such as within a pump- manufacturing company
to gain experience (Copley, 1923). When Taylor first entered the industry, he experienced
employees that were not cooperative at all, along with the relationships between employees and
their employers clashing against each other (Feiss, 1924). It would be during this time of
entering the industry that led Taylor to form and apply the Scientific Management Theory to the
problems he was seeing within the industry.
Through the Scientific Management Theory, Taylor was able to apply the ideas of the
scientific method to the management of businesses. Within the Scientific Management Theory,
Taylor focused on the unconscious and philosophical aspects of management. Through this,
Taylor applied principles of the spirit gives the body the ability to work, and he focused mainly
on how the unconscious of individuals plans out specific movements and mechanisms while
working to create an efficient system (Copley, 1923). The theory supports the importance of
examining the mechanisms to get work done in the most efficient way. With the Scientific
Management Theory, Taylor focused on the idea of maximum prosperity which refers to each
man within the organization to develop to his maximum efficiency, so he can take advantage of
his natural abilities and produce the most efficient work he can (Taylor, 1915). He wanted to
focus on the importance of business getting the most output from their employees by focusing on
what they are naturally talented in and separating work through those abilities. Taylor believed
that employees want high wages from their management, and the employer wants their
employees to create a low cost of labor to manufacture specific things (Taylor, 1912). This can
show that there is a non-antagonistic relationship between the employee and their employer as
�MANAGEMENT AND PRODUCTIVITY
6
they are both seeking separate things from one another. Through the Scientific Management
Theory Taylor focused on the importance of a responsibility on management it was to learn
about their employees to know they excel at, so they can be properly selected and trained
(Copley, 1923). This is important for management as it can allow for the right employees to be
completing the correct jobs based on the natural abilities, and lead to them producing the most
output for the business. Overall, the Scientific Management Theory by Frederick Taylor focused
on the individual aspect of management, and ways that individual employees can be more
effective which can help the business succeed. This theory was influential in how management
evolved in the years to come.
The Importance of the Time and Motion Studies
Frank and Lillian Gilbreth can be seen applying scientific analysis to the ideas of the
Scientific Management Theory through their combination with Frederick Taylor to create the
Time and Motion Study. These time and motion studies allowed for workers to work in a more
efficient way to produce more output for companies (Farmer, 1921). The time and motion studies
were very influential in the evolution of management tactics that are seen throughout various
organizations.
American engineer/consultant, Frank B. Gilbreth, was born on July 7th, 1868, in Fairfield,
Maine where he was mostly surrounded by strong puritan influence (Uriwck & Brech, 1949).
Early in his life, Gilbreth broke away from normal specific social circles that he was involved in
because of the career path he decided to take. Instead of attending college, at the age of
seventeen Gilbreth decided to join the building industry through an apprenticeship in bricklaying
where he was able to move up the ranks of the company quickly (Urwick & Brech, 1949). By
having these specific jobs throughout the company and industry, Gilbreth became interested in
�MANAGEMENT AND PRODUCTIVITY
7
many aspects of management efficiency. Right away when starting his new job in this industry,
Gilbreth was interested in the best movements of workers to save labor for the workers
themselves and the company (Urwick & Brech, 1949). These interests led him to his popular
motion studies that analyzed the efficiency of workers within various companies.
Frank Gilbreth’s wife, American psychologist/ industrial engineer, Dr. Lillian Moller
Gilbreth, was born May 24th, 1878, in Oakland California (Reynolds, 2003). Lillian Gilbreth
played a very influential part in developing the Scientific Management Theory and had great
influence on her husband research and ideas. In 1900, she graduated from the University of
California, where she wrote her thesis entitled “The Psychology of Management” (Reynolds,
2003). This helped shape the ideas of both Lillian and Frank Gilbreth when looking at
management. They both thought that the fundamentals of management were psychology and
education (Urwick & Brech, 1949). This showed through Frank Gilbreth work of motion studies
that focused mostly on the movements of employees and their activities that led to the most
efficiency. Lillian Gilbreth focused on the application of psychology into the field of
management. She defined the psychology of management as “the effect of the mind that is
directing work upon that work which is directed, and the effect of this undirected and directed
upon the mind of the worker” (Gilbreth, 1914, p.1). Lillian Gilbreth believed that management is
based on work being directed by the mind and the effect of it on a worker. She also applied the
idea of functionalization to the practice of management within organizations. By separating the
work between individuals, employees can see who is lacking skills and concentrate on their
specific role (Gilbreth, 1914). This supports the ideas of the Scientific Management Theory as it
focuses on the individual employee based on separation of function based on specific natural
abilities within a company. When separating the work of the employees, everyone has a function
�MANAGEMENT AND PRODUCTIVITY
8
and specific work to perform (Gilbreth, 1914). These ideas supported the Scientific Management
Theory as it focused on the specific works of individual employees, and how the work is
assigned and divided between employees of a company to utilize their special ability to get the
most efficient output produced.
Through the time and motions studies Frank Gilbreth and Frederick Taylor were able to
find a solution to many problems within companies. While Taylor was solely focused on the time
it took to perform a task along with the breaks an employee took, Gilbreth was also interested in
the movements when performing the task and working conditions employees were put under
(Farmer, 1921). Taylor focused more on the time aspect of efficiency of working, while Gilbreth
focused on the specific movements of employees to be the most efficient. The method of
Taylor’s system was to divide the work among employees and then time the separate workers to
see their efficiency of completing a task (Farmer, 1921). This is the creation of the time study as
he focused on finding the most effective ways to do a task in the shortest amount of time to
produce more output in less amount of time and create less waste. He conducted a study
regarding the time it took women to examine bicycle balls that were defected. Within this study,
Taylor found as the women worked longer it resulted in them spending more time talking, which
led him to the conclusion if the time spent performing the task and working hours were shorter
the employees would be more productive (Farmer, 1921). Taylor wanted to increase output by
measuring how a worker performed a task in each interval (Farmer, 1921). This is important
when examining the time studies, as Taylor was able to focus on incorporating shorter working
hours or even rest breaks if needed to spend less time and money on work that will not be
beneficial for the company.
�MANAGEMENT AND PRODUCTIVITY
9
As Frederick Taylor focused more on Time Studies Frank Gilbreth focused on Motion
Studies. The purpose of the Motion Study was to find the most standard movements and methods
that are needed to perform a specific task in the most effective way (Gilbreth, 1911). When
trying to track the movements of the individuals he used a stopwatch which was seen as not
effective, which is when he turned to using photographs (Farmer, 1921). However, more
elaborate technology was needed to show accurate results. Therefore, the cyclegraph was used to
see the light within the hands of the employees to track the movements used to make them more
efficient (Farmer, 1921). An example of a Motion Study that Gilbreth performed could be seen
with employees covering chocolates. The results of this study showed that the employees in the
department went from all having different movements of work, to a new technique that allowed
them to work faster and cover more chocolates (Farmer, 1921). The main result of these studies
is to help the employers gain cooperation from their employees, reduce waste and costs from the
organizations (Gilbreth, 1911). Frank Gilbreth had taken interest in Frederick Taylor’s work.
Gilbreth attended some of Taylor’s lectures regularly, and the contact between them allowed
them to share their ideas which were new to each other (Urwick & Brech, 1949). This contact led
to the Time and Motion studies to come together. With his method, Gilbreth wanted to look at
the individual movements of the employees and then time them through the collaboration of
Taylor’s ideas (Farmer, 1921). Gilbreth and Taylor were able to provide insight on how the
employees can work faster through various changes in their working environment. Some of these
changes included comfortable seating for the employees while they work and rests to help
improve productivity (Farmer. 1921). Overall, the Time and Motion Studies were very
influential in the evolution of management tactics to improve employee productivity.
Opposition to the Scientific Management Theory
�MANAGEMENT AND PRODUCTIVITY
10
Some people such as management consultant and social worker, Mary Parker Follett
opposed the Scientific Management Theory. Mary Parker Follett was born in 1868 in a town
called Quincy which was near Boston, Massachusetts (Parker, 1984). Through her college career
she was able to gain more interest in the problems seen within businesses. She attended
Harvard’s Annex for women in 1888, which was called Radcliffe college, where she studied
topics such as law and history and became interested in problems within companies such as the
working conditions of employees (Parker, 1984). However, Follett did not do most of her work
within businesses. Follett worked mostly as a social worker that helped struggling communities
(Parker, 1984). With her application of political knowledge to business she was able to break
away from the norms within management. Follett became very interested in the motivations of
employees and specific groups within companies (Parker, 1984). This topic of focus is different
from the Scientific Management Theory that relied mainly on increasing output and less on the
attitudes of employees. She created two different viewpoints which were behavioral view of
control and holistic view of control. Within the behavioral view of control, Follett proposed for
employees to be treated as a human that has their own interests and other abilities aside from
their work (Parker, 1984). This is the opposition of focusing on workers mainly “machines”
where they are only used to create output. Within the holistic view of control, Follett proposed
that businesses function with dynamic processes that created interconnectedness between all
parts of the company (Parker, 1984). With this approach Follett wanted to focus on the
connection between specific functions in a business rather than just on the functions and how
they are performed (Parker, 1984). These ideas presented by Follett go against the Scientific
Management Theory.
�MANAGEMENT AND PRODUCTIVITY
11
Mary Parker Follett was also highly influenced by the ideas of Gestalt Psychologists.
These psychologists believed in studying wholes and opposed that specific states are not made
up of individual elements (Follett, 1941/1982a). These ideas influenced Follett when examining
the functions of businesses. She saw the business as an integrative unity that made a coordinated
unit instead of separate parts (Follett, 1941/1982b). This shows that Follett focused on the
business as a whole and not their individual parts to maximize the most output. By visiting
specific businesses during the time, she found many workers had hostile attitudes towards one
another due to the focus on being the most productive in their time of producing output (Follett,
1941/1982b). This shows the results of the Time and Motion Studies by Taylor and Gilbreth and
the consequences they had on businesses. Follett believed that the Gestalt Psychologists
influenced organizations and how they hire and promote individuals by focusing on their whole
personality (Follett, 1941/1982a). This viewpoint focused on looking at employees through their
whole personality, rather than just basing them on their skillset.
When examining the relationship between employees and their management, Follett
believed that the workers should be represented and have their opinions heard and allow them to
help the business altogether (Follett, 1941/1982b). She also focused how employers can get the
most engagement from their employees. Within a unit, an employer can gain participation
through giving their employees incentives, acknowledging the differences that might arise within
the group, and comprising (Follett, 1941/1982c). This supports a more of connective and
supportive relationship between workers and management. After her death in 1933, her views
were often overlooked due to the Great Depression, where many businesses needed to focus on
surviving and not so much on the pleasing their employees (Fox & Urich, 1982). Overall, the
�MANAGEMENT AND PRODUCTIVITY
12
influence of Mary Parker Follett and her ideas were crucial to how management evolved to
improve employee engagement.
George Elton Mayo and Employee Relations
The ideas of Mary Parker Follett had great influence on the work of Australian
psychologist, George Elton Mayo, and the Human Relations Theory. Mayo placed emphasis
away from the efficiency of an organization being solely based on how workers operated
machines, rather he focused on the attitudes of workers (Mayo, 1924). His work reflects ideas of
Follett and strays away from the ideas of the Scientific Management Theory. George Elton Mayo
was born on December 26, 1880, in Adelaide, Australia (Trahair, 1984). Mayo did not spend his
whole educational career in Australia, rather he spent most of his life in the United States. He
attended St. Peter’s College and the University of Adelaide, where he turned to business after
failing within the field of medicine, however, also took an interest in philosophy (Trahair, 1984).
Mayo was able to combine what he had learned from psychology with his background with
ethics. Mayo was greatly influenced by the ideas of neurologist Pierre Janet. As Janet believed
that hysteria was produced through a hypnogogic state, Mayo believed that that this hypnogogic
feeling of daydreaming while working is due to employees having a feeling of being isolated and
doing the same work without any change (Zaleznik, 1984). This led Mayo to focus on the social
conditions of employees within a business that might lead to this sense of daydreaming.
Through the Human Relations Theory, Mayo was able to shift the focus towards the
mental attitudes of employees and away from speed/time of performance. The Human Relations
Theory focused on the human aspects of how workers view their work and their attitudes
towards the work they perform (Zaleznik, 1984). Mayo worked with different businesses to
examine the fatigue and how working conditions can affect the attitudes of workers. Through a
�MANAGEMENT AND PRODUCTIVITY
13
research study at a textile mill, Mayo was able to study the working conditions and fatigue of
employees. The textile mill that he visited had problems with the internal employee engagement
and satisfaction. By implementing work breaks throughout the day, the employees were able to
feel less fatigued, have better attitudes, and the expenses of the company that would have been
waster were able to be distributed to employees as bonuses (Mayo, 1924). With being said, by
providing better working conditions such as introducing rest pauses for the employees, they were
not as fatigued which increased morale and better attitudes towards their work. Within this
textile mill, Mayo was also able to examine the effect of repetitive work on the employees.
Through his research, Mayo found that repetitive work was detrimental to the efficiency of
workers, which can lead to them feeling to a daydream state and have a negative feeling towards
their work (Mayo, 1924).
Mayo also spent many years working with Hawthorne Works of Western Electric
Company. During the years of 1928 to 1931, Mayo worked with the company to observe the
working conditions and performance of employees (Trahair,1984). Over the five years he
examined a group of women who helped put together parts for telephones. Mayo found that by
giving the women better working conditions and less supervision, they had better output and
their attitudes in regards to their work was improved due to better social relations with their
coworkers (Trahair, 1984). Mayo also examined a group of men who had more supervision over
their work. The results of this showed that with more supervision and less freedom the men did
not have a positive attitude to increase their output (Trahair, 1984). Within his work at
Hawthorne, Mayo was able to find a theme that the departments of the company that had the
lowest turnover was due to an employee led group that acted as a team (Bell, 1947). Overall, the
work of George Elton Mayo through the Human Relations Theory the importance of employee
�MANAGEMENT AND PRODUCTIVITY
14
motivation and interests were focused on more within the management of businesses to create
success.
Abraham Maslow and Employee Motivation
The Theory of Human Motivation presented by the American psychologist, Abraham
Maslow focused on new ways employees during the 20th century were able to become more
engaged with their roles. Maslow was born to a Jewish family on April 1 st, 1908, in Manhattan
where he would study at City College of New York, law at Brooklyn Law School, transferred to
Cornell University, went to Wisconsin for further education in psychology, and then attended the
New School in New York City (Hoffman, 1988). One of his major mentors was Gestalt
psychologist Max Wertheimer (1880-1943) (Hoffman, 1988). With this Maslow had similar
influences from Gestalt psychology on his ideas such as Follett and Mayo. Through his work,
Mayo focused on the idea of human motivation and the idea that people aspire to reach a level of
self-actualization (Maslow, 1965/1998). Maslow is famous for his creation of the hierarchy of
needs. Within this Theory of Human Motivation or hierarchy of needs there are different layers.
The bottom consists of the physiological needs such as hunger, thirst and sex, the next layer is
safety needs of an organism, next is love needs or the sense of belonging, then there is the selfesteem needs, and finally the self- actualization (Maslow, 1943). This sense of self-actualization
that people aspire to achieve is important in how engaged an employee might to their job roles.
Businesses being able to support their employees to try and achieve this self-actualization
can be very beneficial. Self-actualization can be seen as the need for a person to do what they are
meant to be doing, which is not always attainable, however it is different for everyone and can be
worked towards (Maslow, 1943). This is important for organizations to set their employees up
for the most success to strive for this. Maslow believed that when people work to become self-
�MANAGEMENT AND PRODUCTIVITY
15
actualized, their work becomes part of themselves, which can in turn help the business to
succeed (Maslow, 1965/1998). If people are engaged with their work because it is considered
“their calling” it can allow for them to be more focused and ready to work together with their
business and be more productive. If an organization is self-actualized along with the employees,
it allows work to become more enjoyable and for people to want to go to work (Maslow,
1965/1998). Through this hierarchy of needs, self-actualization can be seen as the highest
motivating level for employees to achieve (Maslow, 1965/1998). Overall, the Theory of Human
Motivation by Abraham Maslow proposed for organizations to let their employees find their
calling within their work and work towards this goal of self-actualization which can be a very
beneficial management tactic to improve employee engagement.
Businesses have gone from focusing on work movements as the most effective way to
increase productivity to examining the attitudes and internal motivations of their employees. This
historical analysis shows how businesses have based their tactics to provide employee
engagement and increase productivity on psychological theoretical background. The evolution of
organizational development has allowed for employee engagement to be strengthen and
examined as more of an internal aspect that can be affected by each component of a business.
Overall, many influential people and psychological theories such as the Scientific Management
Theory by Frederick Taylor, Time and Motion Studies performed by Frederick Taylor, Frank
and Lillian Gilbreth, the Human Relations Theory by George Elton Mayo and the Theory of
Human Motivation by Abraham Maslow have led to the development and strengthening of
organizational tactics to further improve the employee engagement within their company.
�MANAGEMENT AND PRODUCTIVITY
16
Chapter Two: Examining the Negative Consequences on Employee Engagement of Home
Working Due to the COVID-19 Pandemic
The COVID-19 pandemic has shifted the dynamic of the workplace/workforce in various ways.
Employees had to navigate a different work culture through an unknowing time and underwent a
major change which was working from home. Within this time, it could have been easy for work
engagement within employees to decrease due to the communication with one another only
through technology. Kahn (1990) through the Work Engagement Theory defines personal
engagement as “the simultaneous employment and expression of a person’s “preferred self” in
task behaviors that promote connections to work and to others, personal presence (physical,
cognitive, and emotional), and active, full role performances” (p. 700). Work engagement is a
critical component of the work environment and the role of the employees. The COVID-19
pandemic has negatively impacted workplace climate and culture for employees that shifted to
the working-from-home structure. This paper aims to reflect on the negative consequences of the
home working environment on corporate employees due to the changes of their work
environment and culture.
Work Engagement Theory
The Work Engagement Theory proposed by William Khan focuses on personal
engagement and disengagement, and the effects of psychological elements within the work
environment and specific work roles. Kahn (1990) states that people are more engaged or
physically involved with their work when it aligns with their values. It allows them to be creative
and connect with others. These components are important to establish when employees assess
their role within their organization. Personal disengagement can be seen as the withdrawal
behavior by individuals that create disconnect and incomplete performance within work roles
�MANAGEMENT AND PRODUCTIVITY
17
(Kahn, 1990). It is important for employees to not become disengaged to succeed at role tasks.
However, with this disengagement, employees can become distant from their role and do not act
as their usual self (lack of energy) when performing their job (Kahn, 1990). With this,
individuals might feel detached from their work role, which can affect their work performance.
The Work Engagement Theory also focuses on the effects of psychological elements of
employees’ work conditions. Some of the psychological elements that play a role on work
conditions are psychological meaningfulness, psychological safety, and psychological
availability (Kahn, 1990). Kahn (1990) describes psychological meaningfulness as “...a feeling
that one is receiving a return on investments of oneself in a currency of physical, cognitive, or
emotional energy” (pp.703-704). It is important for employees to feel this meaningfulness by
having the chance to provide and receive a lot within their work role. Factors that influence
psychological meaningfulness are task characteristics, role characteristics and work interactions
(Kahn, 1990). Kahn (1990) believes that employees should have tasks that are varied and allow
them to be creative, along with their role characteristics to match with their self-image and to
have connection with colleagues to have inclusion within their organization. Another
psychological element is psychological safety which is seen as employees having the ability to
show themselves without having any negative consequences on their career or image (Kahn,
1990). The factors that influence psychological safety are interpersonal relationships (being able
to share ideas with others with no consequences), group and intergroup dynamics (shaped by the
groups within a specific organization), management style and process (having a leader that is
supportive and trusting) and organizational norms (having expectations of roles within an
organization) (Kahn, 1990). All these factors are important in allowing for an employee to grow
and be themselves without fearing negative impacts. Lastly, psychological availability is having
�MANAGEMENT AND PRODUCTIVITY
18
resources to help support any problems physically, emotionally, or psychological (Kahn, 1990).
The factors that influence psychological availability are physical energy, emotional energy,
insecurity (how secure they feel within their role) and outside life (life-work balance) (Kahn,
1990). All these psychological elements play a role in how engaged an employee would be
within their specific role and organization.
COVID-19 and Social Interaction
A major negative consequence due to working from home due to COVID-19 is the lack
of social interaction that workers would receive from their colleagues. The sense of
connectedness between employees working together is decreased when working from home. In a
study by Lal et al. (2021), researchers asked participants in the United Kingdom who shifted to
the home working environment to keep work diaries for ten working days. Through this study,
the researchers wanted to examine the relationship between social interaction and remote
working. The results of the literature showed that employees felt there were fewer personal
conversations being had, which led to lower social interaction with their colleagues (Lal et al.,
2021). These results can show that by not being in the same work environment, there are less
opportunities for connectedness and sociability between employees. Social interaction can play a
big role on how employees feel about their work culture and careers. A limitation of this study
can be seen through the very small sample size that was provided within the study to collect data
from. Kaufman and Taniguchi (2021) examined retrospective reports from the year 2020
regarding the changes of job positions due to the COVID-19 pandemic. The researchers were
interested in seeing how the way employees feel their job has changed since the pandemic. The
results showed that employees who worked from home were 23% more likely to state that they
were less connected with their coworkers than employees who worked in the physical work
�MANAGEMENT AND PRODUCTIVITY
19
environment (Kaufman and Taniguchi, 2021). This can show that working from home creates a
sense of disconnect for many employees, as they are not physically with the other coworkers to
bounce ideas off one another or interact with throughout the day. The employees who work from
home do not have the ability to have face to face interactions with their coworkers therefore they
can become isolated (Kaufman and Taniguchi, 2021). Interpersonal relationships within the
workplace can be seen as a component of psychological safety within the Work Engagement
Theory (Kahn, 1990). Overall, a negative consequence of the work shift to working from home is
the lack of social connectedness between coworkers.
COVID-19 and Employee Work-Life Balance
Another negative consequence from the COVID-19 pandemic has been the blurred line
between work and life balance or boundaries due to work from home environments, which in
turn affects the well-being of employees. In a study by Adisa et al. (2022), researchers looked to
examine work-life balance and the COVID-19 pandemic shift of working from home for many
employees. The researchers examined data from academic lecturers in the United Kingdom
based on their experiences of working from home during the pandemic (Adisa et al., 2022). The
results showed that the pandemic eliminated the boundaries between work and home life, which
in turn can hinder their well-being. Adisa et al. (2022), states it is important for employees to
have the separation between work and outside life such as their family or fun activities outside of
work. Some participants stated that they are juggling both work and non-work components at the
same time such as taking care of their children while still on the clock, which can strain them
physically and emotionally (Adisa et al., 2022). The participants also described the lack of
feeling that they used to have when going to work in person, which was the sense of leaving
work problems at work when they returned home (Adisa et al., 2022). All these components
�MANAGEMENT AND PRODUCTIVITY
20
justify that the work from home culture that was created by the COVID-19 pandemic has led to
employees having no separation from their work stressors when they are with their family or
trying to enjoy other aspects of their lives.
Many parents during the pandemic had to juggle work pressures and helping their
children navigate remote learning. In a study by Wethal et al. (2022), researchers examined the
boundaries of work-life components during working remotely in the pandemic. The participants
included families within different households in the United Kingdom (Wethal et al., 2022). This
can allow for the researchers to see the differences of families; however, a limitation of the
research study is that they focused strictly on upper class households instead of comparing
upper- and lower-class families. The results showed that when having to focus on their work and
the education of their children, many parents had to either cut down on their work hours and not
achieve as much as they would, extend their working time outside of 9-5 which can create more
pressure, or complete their tasks late at night when the children went to sleep (Wethal et al.,
2022). These findings support that having blurred boundaries of work-life balance can affect the
physical and emotional energy of employees. Physical and emotional energy are seen as
elements that influence psychological availability in the Work Engagement Theory (Kahn,
1990). Overall, a negative consequence of the working-from-home environment is the lack of
separation between work and home life.
COVID-19 and Employee Motivation
Lastly, a negative consequence of working from home during the COVID-19 pandemic is
the decrease of motivation from employees. In a study by Galanti et al. (2021), researchers
examine working from home during the COVID-19 pandemic and aspects of the job demands
and resources model (JD-R model). The model states that every occupation has its own specific
job demand and job resources (Galanti et al., 2021). The study focused on people who worked
�MANAGEMENT AND PRODUCTIVITY
21
full time from work in Italian public or private organizations through a questionnaire on
Qualtrics (Galanti et al., 2021). The questionnaire measured various aspects of working from
home and of their position. The results showed that working from home can create many
distractions within the workspace which can lead to decrease the motivation of employees
(Galanti et al., 2021). By being distracted it may take away from their ability to concentrate or
engage within the tasks. By examining the JD-R model, job and personal resources can influence
the well-being and motivation of employees (Galanti et al., 2021).
Motivation can play a big role in how employees view their job. In a study by Rietveld et
al. (2021), researchers examine the three basic needs of the self-determination theory (autonomy,
competence, and relatedness) and how these along with intrinsic motivation can be affected by
working from home. The participants consisted of employees of a Dutch higher education
institution, who participated in an online survey (Rietveld et al., 2021). The results of the study
showed that when employees had to work from home, they reported a decrease in intrinsic
motivation, as they did not enjoy their work (Rietvel et al., 2021). This can show that employees
did not enjoy the work they were doing while working from home, therefore they were not
internally motivated to complete it or achieve goals. This may suggest that the employees needed
to examine their task characteristics of their position to gain more engaging work. Kahn (1990),
states “When organization members were doing work that was challenging, clearly delineated,
varied, creative and somewhat autonomous, they were more likely to experience psychological
meaningfulness” (p. 704). Employees need to have meaningful work to be motivated to succeed.
Overall, working from home can decrease the motivation many employees exhibit.
In conclusion, the COVID-19 pandemic has created a major shift in the workforce and
how employees work. Working from home has created a whole new environment and has
�MANAGEMENT AND PRODUCTIVITY
22
created many challenges for employees. Three negative consequences of working from home are
the decrease in social interaction with colleagues, lack of life-work balance and a decrease in
motivation. All these consequences can lead to many problems within the workforce. It is
important for these problems within the workforce to be addressed and fixed. Future research can
focus on ways to improve home working as it has been integrated into normal society since the
pandemic. This will help the employees and the organizations that they represent be successful.
�MANAGEMENT AND PRODUCTIVITY
23
Chapter Three: Examining the Potential Solutions to the Struggles of Businesses and
Workforce Satisfaction Due to the COVID-19 Pandemic
The COVID-19 pandemic has had a major effect on the way businesses and their
employees’ function. Many businesses had to either close, restructure or perform major layoffs
to their employees. Many businesses that were customer facing ran into problems with their
supply chain, consumer demand, cash flow and their workforce (Donthu & Gustafsson, 2020).
The COVID-19 pandemic changed a lot of aspects within businesses, especially the workforce.
Many employees within corporate jobs had to move to working remotely, which changed the
dynamic of their job roles. Working from home has led to many different problems within the
workforce of many companies. The major outcome to the COVID-19 pandemic has been the
decline in productivity by many businesses. It is important to focus on how the productivity of
businesses has been influenced by the changing times brought up by the pandemic. This paper
aims to reflect on the problem of decreased productivity of businesses due to workforce struggles
such as “quiet quitting” and potential solutions to improve employee satisfaction and business
performance.
During the COVID-19 pandemic, many businesses were affected by hindrances with their
productivity. Some of the changes due to the pandemic have been that many people are no longer
going out and spending their money on goods, therefore businesses had to use up their spending
to keep their company up and running (Meyer et al., 2022). This shows that the productivity of
businesses has taken a big hit from the COVID-19 pandemic, as many customers are not leaving
their homes to go shop. The productivity of businesses has also been affected through the
decrease in sales activity due to many customers not entering stores or purchasing products but
also with disruptions in their supply chains to obtain specific necessary inventory (Meyer et al.,
�MANAGEMENT AND PRODUCTIVITY
24
2022). The individual productivity of employees can also be affected which in turn can influence
the productivity of the organization. Employee productivity was affected by the COVID-19
pandemic through the isolation that many workers were put through, which made accomplishing
many of their tasks difficult which impacted their productivity (Anakpo et al., 2023). Employee
productivity plays a role in how well the business performs and reflects their productivity.
Problem Within Organizations
One major problem that affects business performance that can be seen within the
workforce is employees undergoing “quiet quitting” due to the COVID-19 pandemic. The
COVID-19 pandemic has hurt businesses mostly through the idea of many of their employees
undergoing “quiet quitting “within their job roles. Formica and Sfodera (2022) define “quiet
quitting” as “the limited commitment of employees to carry out the assigned duties and to
relinquish from any other task not specified in their job description” (p.900). A problem of
“quiet quitting” can be seen with job dissatisfaction within employees. Job satisfaction can be
seen as the feelings an employee has towards their job, and how much happiness they feel while
in their job role (Bandyopadhyay & Srivastava, 2022). Employee satisfaction plays a role in how
the employee supports the success of a business. When employee’s satisfaction is high,
employees are more loyal towards the company and work harder to allow it to run efficiently
(Islam et al., 2020). “Quiet quitting” can be seen when employees are dissatisfied and have low
commitment to their tasks within their job position and are not very invested in what they are
doing (Formica & Sfodera, 2022). Employees who partake in “quiet quitting” do not usually go
above and beyond for their job, and do not add in any extra effort. Usually, these employees do
not go beyond their needed obligations and refuse to perform any work outside of working hours
(Boy & Sürmeli, 2023). This can potentially hurt many businesses, as employees are not thinking
�MANAGEMENT AND PRODUCTIVITY
25
out of the box to create solutions for obstacles they might be facing, which in turn can decrease
he productivity of the business. It is important for employees to be satisfied and find their work
meaningful as it can help the business. Employees who are satisfied with their job will be more
creative within the workplace, will try and find solutions to any obstacle, and support others that
they work with to achieve a goal (Bakotić, 2016). When employees “quiet quit” they have
decreased performance because they are working to get the job done but not to make it
meaningful. Due to the COVID-19 pandemic, employees have been experiencing increased
stress at work and longer work hours (Ng & Stanton, 2023). This can play a role in how
employees might be overworked and turn to “quiet quitting” as a result. Overall, the problem of
“quiet quitting” of employees within businesses needs to be addressed and provided solutions so
the productivity of organizations is not being negatively impacted.
Potential Solutions to Increase Business Productivity and Employee Satisfaction
One solution to increase employee satisfaction and avoid “quiet quitting” is for
organizations to provide their employees with effective and efficient feedback based on specific
goals that they set for themselves. To increase employee satisfaction, it would be helpful for
organizations to allow for their employees to have good feedback from the higher leadership
within the company on specific goals that the employees set for their future career. This can be a
good way for employees to state what they are looking for and for the company leadership to
provide them with some additional guidance to attain these goals. It is important for employees
to plan out their specific goals they want to achieve, so they can be more satisfied with their job
to obtain these goals. By going through career development, the leadership and organization can
allow for employees to set career goals based on their KSA’s (knowledge, skills, and abilities)
(Ali et al., 2019). With this, the employees can align what they are most successful at with their
�MANAGEMENT AND PRODUCTIVITY
26
future career goals through efficient feedback from their supervisors to provide them the
resources to achieve these goals. Human Resources within an organization can work with the
employees to help them modify their role or goals to align with their skills (Rizwan et al., 2014).
This will allow for employees to feel they are able to discuss their future and come to terms with
their KSA’s to evaluate their role now and goals they might want to achieve to fit more with their
KSA’s. When making specific organizational policies it is important for Human Resources to
examine employee satisfaction and help implement specific tactics that will help with
satisfaction, and lead to higher productivity for the whole business (Rizwan et al., 2014).
Overall, providing more detailed feedback that aligns with the KSA’s of employees will allow
for them to be more satisfied with their role within the organization.
The goals that they set can be aligned with the goals of the company itself, which can in
turn help with the overall performance of the company. This idea can be achieved by the
organization performing a Management by Objectives (MBO) approach. MBO is a technique
used by organizations to align their employees’ goals with their own (Islam et al., 2020). These
objectives are seen as informal and part of the employees’ everyday lives (Islam et al., 2020).
Within this approach, there is interaction from individuals at every level of a company, and the
individual is able to focus their tasks on the necessary and overarching goals of the company
(Ogochukwu et al., 2022). They will help improve not only employee satisfaction but will help
them become more aligned and committed with what the organization needs to achieve to
succeed and be more productive.
With this approach there are several components that the individual must go through with
MBO planning. The steps of MBO planning consists of defining the problem within the
company and setting specific goals, objectives to reach the goals are given, communicating a
�MANAGEMENT AND PRODUCTIVITY
27
clear path for the objectives to be completed, examining the results of what should come out of
these goals, defining how the performance will be evaluated, and there is a full agreement
between the supervisor and employee to fulfill their duties (Islami et al., 2018). These steps are
important in planning the goals that will be completed. The monitoring of the MBO phase
includes implementing the plan on how everything will be evaluated along with allowing
individuals to have their freedom to complete the work and have constant communication with
them (Islami et al., 2018). This helps the supervisor maintain control and allow for it to stay on
track. Lastly, evaluating the MBO phase includes how did the strategy and plan allow for the
organization to be more productive and for the employee to be more satisfied with their work and
role (Islami et al., 2018). This is very important to allow for both the individual employee and
organization to succeed. Many employees are unable to reach their goals due to not knowing
what their managers or company expect them to complete and work towards (Ogochukwu et al.,
2022). Many times, when employees are unaware of how they should make changes in their
work to align with the company goals, it leads to low productivity within the organization
(Ogochukwu et al., 2022). This can be due to the fact that employees who are unaware of what
they should be achieving to help the company might be putting their focus into tasks or projects
that are unhelpful for the company to succeed. MBO allows for employees and their supervisors
to speak together in ways that the individual employee can help with the overall goal of the
company which can lead to increased productivity of the organization. Through the MBO
approach, employees can be seen as more productive for the company as they are partaking in
important decisions and future planning for the company (Ogochukwu et al., 2022). Overall,
effective feedback aligned with the skills and goals of the organization is very helpful in
increasing productivity and employee satisfaction.
�MANAGEMENT AND PRODUCTIVITY
28
Another solution is for organizations to allow for themselves to modify their strict
guidelines of their job roles and allow for employees to be provided with more job autonomy in
order to increase productivity within their business. Employee satisfaction can be positively
impacted by having increased job autonomy (Rizwan et al., 2014). The term autonomy can be
defined as employees having the ability to choose to partake in tasks that align with their
interests and provide more meaning to their work (Gagné & Bhave, 2011). If employees feel
they have the option to work on things that are more interesting to them this will in turn allow
them to be more satisfied with their work and the organization. Dissatisfaction within their job
can be based on the fulfillment of three basic needs of the employees not being met, which are
human needs, values, and purpose (Formica & Sfodera, 2022). By having their needs met, their
values aligned with business and having a connection to the purpose of the company allows for
employees to be more satisfied within their role (Formica & Sfodera, 2022). It is important for
employees to have these specific skills as they can help drive more business and allow for their
organizations to be successful. When an employee has high autonomy or freedom within their
role, it can lead to more positive feelings toward their role and higher job satisfaction (Deci &
Ryan, 2000; Jong, 2016; Ryan & Deci, 2000). By having more control over their role, employees
can build satisfaction with their organization as they can become more involved in specific tasks
in which they can apply their strengths. A tactic of how this job autonomy can be achieved is
through more freedom from the higher leadership of the company. If the employee must ask
permission from the higher leadership every time they want to make a certain decision, it can
lead to employees not being collaborative and having low job autonomy (Burcharth et al., 2017).
Therefore, organizations must have a relationship of trust with their employees to allow them to
work through decisions critically and find new solutions to problems freely.
�MANAGEMENT AND PRODUCTIVITY
29
With this, job autonomy can play a role in how organizations perform and succeed.
Through Human Resources, if employees are given the ability to incorporate autonomy within
their role, it can allow for employees to work together to be more effective for the organization’s
success and productivity (Park, 2018). If employees have the freedom to work and think
creatively, they can all bounce ideas off one another and think of new and creative ways to allow
for the business to run more effectively. In a study by Park (2018), results showed that
employees who had more autonomy were able to work with others which led to higher
performance by the organization and better customer satisfaction. This shows that the more
freedom and ability employees must work on things that interest them, it will help companies out
in the long run to be successful and have increased productivity. Without job autonomy,
employees would have to ask their higher ups for assistance when deciding on a specific
decision, which in turn can create a slower progress to get things done therefore decreasing
productivity within the work environment and business (Burcharth et al., 2017). Overall,
business productivity can be greatly increased by organizations letting their employees have
more freedom and autonomy within their roles.
In conclusion, “quiet quitting” is a major problem that is seen in the workforce today. It
has caused many problems within businesses as they are unable to keep their employees satisfied
and committed to their company. There are potential solutions/ tactics that Human Resources
within specific companies can enforce to help reduce the “quiet quitting” within their companies
and improve the productivity and performance of the company. These specific solutions of goal
setting and autonomy allow for employees to align their values and address the major problem
that businesses are facing every day. For businesses to be productive and successful, they need to
have a dedicated and satisfied workforce to back them up through every obstacle.
�Chapter 4 redacted to remove personal reflections and any identifying information.
�MANAGEMENT AND PRODUCTIVITY
34
References
Adisa, T. A., Antonacopoulou, E., Beauregard, T. A., Dickmann, M., & Adekoya, O. D. (2022).
Exploring the impact of COVID‐19 on employees’ boundary management and work–life
balance. British Journal of Management, 33(4), 1694-1709.https://doi.org/10.1111/14678551.12643
Ali, Z., Bashir, M., & Mehreen, A. (2019). Managing organizational effectiveness through talent
management and career development: The mediating role of employee engagement.
Journal of Management Sciences, 6(1), 62–78.
https://doi.org/10.20547/jms.2014.1906105
Anakpo, G., Nqwayibana, Z., & Mishi, S. (2023). The impact of work-from-home on employee
performance and productivity: A systematic review. Sustainability, 15(5), 1-18.
https://doi.org/10.3390/su15054529
Bakotić, D. (2016). Relationship between job satisfaction and organisational performance.
Economic Research-Ekonomska Istraživanja, 29(1), 118–130.
https://doi.org/10.1080/1331677X.2016.1163946
Bandyopadhyay, C., & Srivastava, K. B. L. (2022). The mediating role of relational and
transactional psychological contract fulfilment on the relationship between strength of the
hr signals and job satisfaction. Vikalpa: The Journal for Decision Makers, 47(4), 288–
302. https://doi.org/10.1177/02560909221145769
Bell, D. (1947, January). The study of man: Adjusting men to machines. Commentary, 4, 79.
Boy, Y., & Sürmeli, M. (2023). Quiet quitting: A significant risk for global healthcare. Journal
of Global Health, 13, 1-4. https://doi.org/10.7189/jogh.13.03014
�MANAGEMENT AND PRODUCTIVITY
35
Burcharth, A., Knudsen, M. P., & Søndergaard, H. A. (2017). The role of employee autonomy
for open innovation performance. Business Process Management Journal, 23(6), 12451269. https://doi.org/10.1108/BPMJ-10-2016-0209
Copley, F.B. (1923). Frederick W. Taylor, Father of Scientific Management. Harper & Brothers
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and
the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
https://doi.org/10.1207/S15327965PLI1104_01
Donthu, N., & Gustafsson, A. (2020). Effects of COVID-19 on business and research. Journal of
Business Research, 117, 284–289. https://doi.org/10.1016/j.jbusres.2020.06.008
Farmer, E. (1921). Time and Motion Study. H.M. Stationery Office
Feiss, R. A. (1924). The life of Frederick W. Taylor: A review. Harvard Business Review, 3(1),
85-88.
Follett, M. P. (1982a). The psychology of control. In E. M. Fox & L. Ur- wick (Eds.), Dynamic
administration: The collected papers of Mary Parket Follett (pp. 148-173). Hippocrene
Books. (Original work published in 1941)
Follett, M.P. (1982b). Business as an integrative unity. In E.M. Fox, & L. Urwick (Eds.),
Dynamic administration; The collected papers of Mary Parker Follett (pp.42-65).
Hippocrene Books. (Original work published in 1941)
Follett, M.P. (1982c). Psychology of consent and participation. In E.M. Fox, & L. Urwick (Eds.),
Dynamic administration; The collected papers of Mary Parker Follett (pp.175-194).
Hippocrene Books. (Original work published in 1941)
Formica, S., & Sfodera, F. (2022). The Great Resignation and Quiet Quitting paradigm shifts: An
overview of current situation and future research directions. Journal of Hospitality
�MANAGEMENT AND PRODUCTIVITY
36
Marketing & Management, 31(8), 899–907.
https://doi.org/10.1080/19368623.2022.2136601
Fox, E.M., & Urick, L. (1982). Dynamic administration; The collected papers of Mary Parker
Follett. Hippocrene Books.
Gagné, M., & Bhave, D. (2011). Autonomy in the workplace: An essential ingredient to
employee engagement and well-being in every culture. Human Autonomy in CrossCultural Context: Perspectives on the Psychology of Agency, Freedom, and Well-Being,
1,163-187. https://doi.org/10.1007/978-90-481-9667-8_8
Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021). Work from home during
the covid-19 outbreak: The impact on employees’ remote work productivity, engagement,
and stress. Journal of Occupational & Environmental Medicine, Publish Ahead of Print.
https://doi.org/10.1097/JOM.0000000000002236
Gilbreth, F.B. (1911). Past, present, and future of the motion study. In. R. T. Kent (Ed.), Motion
study, a method for increasing the efficiency of the workman (pp. 86-109). D. Van Nostrand
Company.
Gilbreth, L. M. (1914). The psychology of management: The function of the mind in determining,
teaching and installing methods of least waste. Sturgis & Walton Company.
Hoffman, E. (1988). The right to be human:A biography of Abraham Maslow. J.P Tarcher.
Islam, M. A. R. H., & Sarker, R. I. N. K. (2020). The effect of management by objectives on
performance appraisal and employee satisfaction in commercial banks. Journal of Social
and Development Sciences, 32(6), 4-23. https://doi.org/10.7176/EJBM/12-20-02
�MANAGEMENT AND PRODUCTIVITY
37
Islami, X., Mulolli, E., & Mustafa, N. (2018). Using Management by Objectives as a
performance appraisal tool for employee satisfaction. Future Business Journal, 4(1), 94–
108. https://doi.org/10.1016/j.fbj.2018.01.001
Jong, J. (2016). The role of performance feedback and job autonomy in mitigating the negative
effect of role ambiguity on employee satisfaction. Public Performance & Management
Review, 39(4), 814–834. https://doi.org/10.1080/15309576.2015.1137771
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work.
Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kaufman, G., & Taniguchi, H. (2021). Working from home and changes in work characteristics
during covid-19. Socius: Sociological Research for a Dynamic World, 7, 1-2.
https://doi.org/10.1177/23780231211052784
Lal, B., Dwivedi, Y. K., & Haag, M. (2021). Working from home during covid-19: Doing and
managing technology-enabled social interaction with colleagues at a distance, 1-18.
Information Systems Frontiers. https://doi.org/10.1007/s10796-021-10182-0
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–
396. https://doi.org/10.1037/h0054346
Maslow, A. H. (1998). Maslow on management (D.C. Stephens, & G. Heil, Eds.). John Wiley.
(Original work published 1965 as Eupsychian Management)
Meyer, B. H., Prescott, B., & Sheng, X. S. (2022). The impact of the COVID-19 pandemic on
business expectations. International Journal of Forecasting, 38(2), 529–544.
https://doi.org/10.1016/j.ijforecast.2021.02.009
�MANAGEMENT AND PRODUCTIVITY
38
Ng, E., & Stanton, P. (2023). Editorial: The great resignation: managing people in a post
COVID-19 pandemic world. Personnel Review, 52(2), 401–407.
https://doi.org/10.1108/PR-03-2023-914
Ogochukwu, O. E., Amah, A., Edwinah, E., Okocha, O., & Friday, B. (2022). Management by
objective and organizational productivity: A literature review. South Asian Research
Journal of Business and Management, 4(3), 99–113.
https://doi.org/10.36346/sarjbm.2022.v04i03.003
Park, R. (2018). The roles of OCB and automation in the relationship between job autonomy and
organizational performance: A moderated mediation model. The International Journal of
Human Resource Management, 29(6), 1139–1156.
https://doi.org/10.1080/09585192.2016.1180315
Parker, L. D. (1984). Control in organizational life: The contribution of Mary Parker Follett. The
Academy of Management Review, 9(4), 736-745. https://doi.org/10.2307/258495
Reynolds, N.Z. (2003). Dr. Lillian Moller Gilbreth, 1878-1972. In M.C Wood & J.C. Wood
(Eds.), Frank and Lillian Gilbreth: Critical evaluations in business and management
(pp.123-129). Routledge. (Original work published in 1972 in Industrial Engineering)
Rietveld, J. R., Hiemstra, D., Brouwer, A. E., & Waalkens, J. (2021). Motivation and productivity
of employees in higher education during the first lockdown. Administrative Sciences, 12(1)
1-11, 1. https://doi.org/10.3390/admsci12010001
Rizwan, M., Jamil, M. I., Shahid, U., Saeedi, H. M. A., Faisal, N., Islam, Z. U., Qadeer, A., &
Mateen, A. (2014). The impact of the job stress, job autonomy and working conditions on
�MANAGEMENT AND PRODUCTIVITY
39
employee satisfaction. International Journal of Human Resource Studies, 4(2), 196-207.
https://doi.org/10.5296/ijhrs.v4i2.5907
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic
motivation, social development, and well-being. American Psychologist, 55(1), 68–78.
https://doi.org/10.1037/0003-066X.55.1.68
Taylor. F.W (1912). Shop management. Harper.
Taylor, F. W. (1915). The principles of scientific management. Harper
Trahair, R. C. S. (1984). The humanist temper: The life and work of Elton Mayo. Transaction
Books.
Urwick, L.F., & Brech, E.F.L. (1949). The Making of Scientific Management, volume 1: Thirteen
Pioneers. Management Publication Trust.
Wethal, U., Ellsworth-Krebs, K., Hansen, A., Changede, S., & Spaargaren, G. (2022). Reworking
boundaries in the home-as-office: Boundary traffic during COVID-19 lockdown and the
future of working from home. Sustainability: Science, Practice and Policy, 18(1), 325–343.
https://doi.org/10.1080/15487733.2022.2063097
Zaleznik, A. (1984). Foreword: The promise of Elton Mayo. The humanist temper: The life and
work of Elton Mayo. Transaction Books.
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Date Digital
2023
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Thesis
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2023_Biopsychology_Pecorella
Creator
An entity primarily responsible for making the resource
Gia Pecorella
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2023
Title
A name given to the resource
Effectiveness of Management: Workplace Organization and Employee Productivity
Contributor
An entity responsible for making contributions to the resource
Dr. Jessica England, Dr. Laurence Nolan
Psychology
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
36 pages
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
-
https://d1y502jg6fpugt.cloudfront.net/1909/archive/files/00b309fd69ef3382e00041bfac7a8076.pdf?Expires=1712793600&Signature=fyBgSi9QO-MoIxiP2IINe-I%7EPVLfMDrGWEVY7Q-gk3ZrILg7njCNYyhiq9iqEtO8OvesDs6lMHNfED6Zt1d5kyh1%7EuB87uPocCa-NYYyMh0v1sSpAdY4xSgxIq45ySvYWjYmHhnG05TF8FSGVWFsp%7ExlbBWeJncgLmszrbga5pv%7Eqi64w8hfSA2Cmwgppp96KpRFIVLihYjFBq7vtporRYhQcAXVgEr7FHcf0-yndnzXRGOsVyFnTc7xQyh-6hflJxrKp8EEHYSaxaZqF08oeIPJTchz296gFefpmUfxMUnM%7E8R9Utoha6kUO%7EiTIyIBS%7E2Z%7EjVUws3A-yECMgL4bA__&Key-Pair-Id=K6UGZS9ZTDSZM
302a25bd71f0d307b6bfb87590624aa1
PDF Text
Text
Effects of Age on Second
Language Acquisition and
Evidence of a Critical Period
Edward Pollock
Bachelor of Science in Biopsychology
Class of 2021
�Second Language Acquisition
• Current paradigm
• Structured, classroom lessons
• Non-immersion
• Wide range of starting ages
• But perhaps this should change
�Critical Period Hypothesis
• Period of heightened language learning abilities
• Exact underlying mechanisms are debated
• Quite evident for first language
• Role in second language acquisition debated
• Based on basic observation in language acquisition: younger is better
�Critical Period Hypothesis: Key History
• “Ideal period” first hypothesized
• Penfield & Roberts, 1959
• “Critical period” term coined and hypothesis popularized
• Lenneberg, 1967
• Adults observed to pick up second language quicker early on, potentially
suggesting a period limited to first language
• Asher & Price, 1967; Collier, 1987; Snow & Hoefnagel-Höhle, 1978
• Research finds classification error rate ranging from 5% to 40% in existing
research, potentially necessitating re-analysis of previous findings
• Vanhove, 2020
�Critical Period Explanations Over Time
• Brain not yet stiff and rigid; neural “switch” mechanism
• Penfield & Roberts, 1959
• Integration of use and play allows children to learn better due to stimulating
both hemispheres (learning settings)
• Asher & Price, 1967; Asher & Garcia, 1969; Munoz, 2008
• Biological predisposition; imprinting theory, brain plasticity
• Asher & Garcia, 1969; Birdsong, 2005a
• “Talented language learners”
• Ioup, et al., 1994
�Issues Plaguing Research
• Methodology
• Pronunciation as measure of attainment
• Inherently biased
• Poor metric to measure comprehension
• Metrics ‘replacing’ pronunciation often very similar or tied to pronunciation
• Pronunciation and similar metrics used even in 21st century
�Issues Plaguing Research cont.
• Monolingual Yardstick
• Nativelikeness as the goal of second language acquisition
• Unfair to hold bilinguals to same standards as native monolinguals
• Not typically the goal of the learner
• Bilingual ability should be measured against an ‘expert’ or ‘fluent’ bilingual
• Subjectivity
• Recording of subjective metrics will be inherently biased against non-native speakers
• Might justify re-analysis of much of the existing research to account for miss-rate
�Psycholinguistic Perspective
• Adults and older children begin learning faster in formal instruction
• Limited to first few months, after which younger children eclipse
• Critical period applicable to certain domains of language acquisition
• Spontaneous performance, ability to recognize regional accents, knowledge of abstract
syntactic structures
• Mainly morphosyntax, grammar to a lesser extent
• Language learning setting and manner play key role in severity of critical
period effects
• Non-immersion (formal, instructed, classroom) vs immersion (informal, more passive,
typically act/see what they say)
�Psycholinguistic Perspective cont.
• Critical period timeframe dependent on language-learning setting
• Immersion: Little to no decline until near teen years, age 10-12 typically
• Non-immersion: Little to no decline until age nine
• Less dramatic but longer lasting decline in abilities than previously
hypothesized
• Sharper decline beginning around age 17
• End of ability for ultimate acquisition or native-like syntax
�Neurological Perspective
• Critical period ending around 17 likely due to closure of a larger period of
increased performance in behavioral domains
• Development of supporting neural ‘hardware’
• Brain develops networks to support language, which become more solid [and
as a result, lose elasticity] as we age
• Networks must be stimulated early
• Absence of a first language makes acquisition of first and subsequent language more
difficult later on in life
�Brain Differences
• PET, EEG, fMRI, and qMRI scans uncover neurological differences in learners
across age ranges
• Early multilinguals process language homogenously across the brain
• Broca’s and Wernicke’s areas activated in different patterns
• Microstuctural variations in left inferior frontal region and left fusiform gyrus
• Early passive L2 exposure results in similar levels of variance as actively being
raised bilingual
�Neuropsychological Models
• Interactive Specialization Model
• Specialized regions become more specialized and interconnected over time, thereby
losing plasticity
• Neuroemergentism Model
• Developmental change of specialized regions and networks is not isolated to one region
or skill
• Interference Model
• Second language acquisition ability restrained or stunted by continued use and
development of first language
�Observations
• Experience tutoring English to non-native speakers
• Observed expected language acquisition observations
• Observed rapid language acquisition when multilingualism established from a
young age
• More integrated language processing network
• Greater difficulty reported with English since pandemic began
• Less time outside home à less usage
• Comprehension improved drastically
• Pronunciation ≠ Comprehension
�Language Learning of the Future
• Research suggests we need change in the second language education
paradigm
• Standardize a young starting age
• Begin instruction within first few school years
• Language foundation before age ten
• Promote immersion learning
• Separate classroom where only target language is spoken/displayed
• Assessments based on use and comprehension, not repetition
�References
Asher, J. J., & García, R. (1969). The optimal age to learn a foreign language. The Modern
Language Journal, 53(5), 334–341. https://doi.org/10.1111/j.15404781.1969.tb04603.x
Asher, J. J., & Price, B. S. (1967). The learning strategy of the total physical response: Some
age differences. Child Development, 38, 1219–1227.
https://doi.org/10.2307/1127119
Birdsong, D. (2005a). Interpreting age effects in second language acquisition. In J. F. Kroll &
A. M. B. de Groot (Eds.), Handbook of bilingualism: Psycholinguistic approaches. (pp.
109–127). Oxford University Press.
Birdsong, D. (2005b). Nativelikeness and non-nativelikeness in L2A research. International
Review of Applied Linguistics 43 (4): 319–328.
https://doi.org/10.1515/iral.2005.43.4.319
Birdsong, D., & Molis, M. (2001). On the evidence for maturational constraints in secondlanguage acquisition. Journal of Memory and Language, 44, 235-239.
https://doi.org/10.1006/jmla.2000.2750
Bloch, C., Kaiser, A., Kuenzli, E., Zappatore, D., Haller, S., Franceschini, R., Luedi, G., Radue,
E.-W., & Nitsch, C. (2009). The age of second language acquisition determines the
variability in activation elicited by narration in three languages in Broca’s and
Wernicke’s area. Neuropsychologia, 47(3), 625–633.
https://doi.org/10.1016/j.neuropsychologia.2008.11.009
Collier, V. P. (1987). Age and rate of acquisition of second language for academic purposes.
TESOL Quarterly, 21, 617–641. https://doi.org/10.2307/3586986
Dimroth, C. (2008). Perspectives on second language acquisition at different ages. In J. Philp,
R. Oliver, & A. Mackey (Eds.), Second language acquisition and the younger learner:
Child’s play? (Vol. 23, pp. 53–79). John Benjamins Publishing Company.
https://doi.org/10.1075/lllt.23.05dim
�References cont.
Flege, J. E., Yeni-Komshian, G. H., & Liu, S. (1999). Age constraints on second-language
acquisition. Journal of Memory and Language, 41(1), 78–104.
https://doi.org/10.1006/jmla.1999.2638
Gürsoy, E. (2011). The critical period hypothesis revisited: The implications for current
foreign language teaching to young learners. Journal of Language Teaching &
Research, 2, 757-762. https://doi.org/10.4304/jltr.2.4.757-762
Hartshorne, J. K., Tenenbaum, J. B., & Pinker, S. (2018). A critical period for second language
acquisition: Evidence from 2/3 million English speakers. Cognition, 177, 263–277.
https://doi.org/10.1016/j.cognition.2018.04.007
Hernandez, A. E., Bodet, J. P., Gehm, K., & Shen, S. (2021). What does a critical period for
second language acquisition mean?: Reflections on Hartshorne et al. (2018).
Cognition, 206, 104478. https://doi.org/10.1016/j.cognition.2020.104478
Ioup, G., Boustagui, E., El Tigi, M., & Moselle, M. (1994). Reexamining the critical period
hypothesis: A case study of successful adult SLA in a naturalistic environment.
Studies in Second Language Acquisition, 16, 73–98.
https://doi.org/10.1017/S0272263100012596
Lenneberg, E. B. (1967). Biological foundations of language. International Journal of
American Linguistics, 35, 75-81. https://doi.org/10.1080/21548331.1967.11707799
Luo, D., Kwok, V. P. Y., Liu, Q., Li, W., Yang, Y., Zhou, K., Xu, M., Gao, J.-H., & Tan, L. H.
(2019). Microstructural plasticity in the bilingual brain. Brain and Language, 196.
https://doi.org/10.1016/j.bandl.2019.104654
Mayberry, R. I., & Lock, E. (2003). Age constraints on first versus second language
acquisition: Evidence for linguistic plasticity and epigenesis. Brain and Language,
87(3), 369–384. https://doi.org/10.1016/S0093-934X(03)00137-8
�References cont.
Munoz, C. (2008). Age-related differences in foreign language learning. Revisiting the
Empirical Evidence. International Review of Applied Linguistics in Language Teaching
(IRAL), 46(3), 197–220. https://doi.org/10.1515/IRAL.2008.009
Newport, E. L. (2018). Is there a critical period for L1 but not L2? Bilingualism: Language and
Cognition, 21(5), 928–929. https://doi.org/10.1017/S1366728918000305
Nicoladis, E., Montanari, S., Birdsong, D., & Vanhove, J. (2016). Age of second-language
acquisition: critical periods and social concerns. In Bilingualism across the lifespan:
factors moderating language proficiency (pp. 163–181). American Psychological
Association. https://doi.org/10.1037/14939-010
Norrman, G., & Bylund, E. (2015). The irreversibility of sensitive period effects in language
development: evidence from second language acquisition in international adoptees.
Developmental Science, 19(3), 513–520. https://doi.org/10.1111/desc.12332
Penfield, W., & Roberts, L. (1959). Speech and Brain Mechanisms.
https://doi.org/10.1111/j.1469-8749.1960.tb05163.x
Snow, C. E., & Hoefnagel-Höhle, M. (1978). The critical period for language acquisition:
Evidence from second language learning. Child Development, 49, 1114–1128.
https://doi.org/10.2307/1128751
Steinhauser, K. (2014). Event-related potentials (ERPs) in second language research: A brief
introduction to the technique, a selected review, and an invitation to reconsider
critical periods in L2. Applied Linguistics, 35(4), 393–417.
https://doi.org/10.1093/applin/amu028
Vanhove, J. (2020). When labeling L2 users as nativelike or not, consider classification
errors. Second Language Research, 36(4), 709–724.
https://doi.org/10.1177/0267658319827055
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Senior Presentations Archive
Description
An account of the resource
This archive contains materials from Wagner’s annual ‘Senior Presentations.’ This event honors outstanding students from each discipline who completed their Senior Learning Community project with excellence. The work is representative of Wagner’s highest standards, and is exemplary of the diversity of subject matter, public-facing scholarship, and civic-minded professionalism our students have attained through their four years here. These students were specially invited to present their work in a formal setting, traditionally the day of Baccalaureate. Students are encouraged to present their work in a format appropriate for their discipline, and so, the presentations vary in their format. Some might be in the form of a short video, or paper abstracts, while others might be posters or music clips. We expect this archive to serve as a resource for generations to come. Congratulations to our Seniors!
Date
A point or period of time associated with an event in the lifecycle of the resource
2017 -
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Document
A resource containing textual data. Note that facsimiles or images of texts are still of the genre text.
Original Format
If the image is of an object, state the type of object, such as painting, sculpture, paper, photo, and additional data
Presentation
Date Digital
2021
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Identifier
An unambiguous reference to the resource within a given context
2021_Biopsychology_Pollock
Creator
An entity primarily responsible for making the resource
Edward Pollock
Date
A point or period of time associated with an event in the lifecycle of the resource
5/1/2021
Title
A name given to the resource
Effects of Age on Second Language Acquisition and Evidence of a Critical Period
Contributor
An entity responsible for making contributions to the resource
Dr. Laurence Nolan
Psychology and Biological Sciences
Type
The nature or genre of the resource
text
Format
The file format, physical medium, or dimensions of the resource
application/pdf
Extent
The size or duration of the resource.
17 slides
Language
A language of the resource
eng
Rights
Information about rights held in and over the resource
U.S. and international copyright laws may protect this work. It is provided by Wagner College for scholarly or research purposes only. Commercial use or distribution is not permitted without prior permission of the copyright holder.
Rights Holder
A person or organization owning or managing rights over the resource.
Wagner College, Staten Island, NY
Biology
Biopsychology
Psychology