The Marburg Virus :: Personal Narrative, Autobiographical Essay

The Marburg Virus Why did I decide to choose to study Kongolese Art? Why didn't I just decide to study something safe, like British watercolours? If I had, I would have never had to spend the past three days in isolation in a hospital in Germany to ensure that I wasn't harbouring the Marburg virus. My experience with Marburg started about three weeks ago in early April--April 1, 2005 to be exact. I had been in Angola for the past seven weeks conducting an intense study of Kongolese art in the rural villages of Uige Province. Angola is not exactly the safest place in which to conduct research so instead of identifying myself as an Art Historian I had been traveling with a group of volunteers who were building schools in remote villages. During the day I would help with the construction, and at night I would conduct my research. At the end of March, we arrived in the town of Uige to build a new two-room schoolhouse. When we arrived, as we did every time we entered a new village, we went to the local authorities to make sure they were OK with what we were going to do. Instead of the normal warm reception that I was used to, the Police Chief, Constable Sammy, warned us that many of the folks in the town were sick, with an unknown illness. Illness was nothing new to us, so we set about our business. Later that evening we met up with Dr. Smith, a British doctor volunteering in the local hospital. He showed us some of the infected patients--he said that most of them appeared to have malaria, as they were presenting all of the classic symptoms: fever, chills, horrible headaches, and an overall feeling of being unwell. (CDC Marburg Fact Sheet) But, we didn't worry as we were all taking malaria pills. Two days later, when we met up with Dr. Smith again, he was a different man. He was not the cheery man that we had met two days ago; instead he was in a frantic situation. He told us that his patients were not responding to the typical drugs used to fight malaria, and to make things worse they had developed "nausea, vomiting, chest pain[s], a sore throat, [and] abdominal pain." (CDC Marburg Fact Sheet) In addition some of the patients had developed a rash on their torso.

Recruiting, Selecting, Orienting, and Training

| |Recruiting |Selecting |Orienting |Training | | | | | | | | | | | | | | |Company’s Web site |Job interview by human resources |Explanation of the |Apprenticeship training | | | |department |organization’s levels of | | | | | |authority | | | | |>>Interested applicants will be | |>> A supervised training and | | |>>Most large companies have their |interviewed as initial screening |>>A large company organization |testing of a new employee is very | | |own websites which usually |by the human resource department. |usually has the hierarchy of |common in large companies. Some | | |includes a section for job |Prescreened applicants will go |the authorities. The new |large companies even require | | |opportunities. Online job |through supervisor’s interview for|employee must be aware of the |apprenticeship training as a | | |application has become a popular |selection. The interview will be |certain level of authority and |requirement prior to signing of | | |method of recruitment. Interested |either a structured where the |the organization. This is |the work contract. An employee is | | |applicants who meet the |questions re prepared or |usually done by the human |trained and tested for a specified| | |requirements can post an |unstructured interview where |resource department or a |minimum period of time until the | | |application and the specified |random questions are often asked. |representative from the higher |desired work skills are achieved. | | |requirements. The human resource | |authorities. An employee who fails to show | | |department may choose or contact | | |satisfactorily may possibly be | | |the candidates for screening | | |disqualified from the job. | | |interview and list candidates for | | |Training is usually carried out by| | |final interview by the supervisor. | | |designated personnel in | | | | | |coordination with human resources | | | | | |department. | | | | | | | | | | | | | | | | | | |Large company | | | | | | | | | | | | |Class ified ads in newspaper |Job interview by immediate |Rules, regulations, policies, |Computer-assisted instruction | | | |supervisors |and procedures |(CAI) | | |>>Classified ads are frequently | | | | | |used by large companies as a |>>Pre-screened qualified |>> Large companies have a set |>> Computer assisted instruction | | |recruitment tool. The human |candidates will be interviewed by |rules, regulations, policies, |is similar to programmed | | resource department gets in |the supervisor for final |and procedures which is very |instruction but in more modernized| | |contact with certain newspapers to|employment decision. Immediate |important for any new employee |technology. Materials and | | |post the vacant post with few |supervisors are usually involved |to know. This usually is given |processes and relevant | | |details of the required employee |in final hiring of prospective |priority during the orientation|instructions are computer-based | | |to fill in the vacancy. |applic ants subject to approval of |period as any employee needs to|where the new employee are | | | |the higher authorities. work according to the company’s|required to read and review the | | | | |standards and in accordance to |instructions and answer the | | | | |the set guidance. |related questions after looking at| | | | | |the materials. Some | | | | | |computer-assisted instructions are| | | | | |sometimes internet-based. This | | | | | |instruction is done by human | | | | | |resource department or designated | | | | | |personnel. | | | | | | | | |State or private employment |Screening by state or private |Skills training |Classroom training | | |agencies |employment agency | | | | | | | | | | |>>Some large company gets in | | | | |>>Many large companies use |contact with state or private |>>Large companies follow their |>> Classroom training which is | | |employment agencies to hire for |employment company for hiring a |set standards and the |common in large companies is | | |needed employee. Employment |staff who is already prescreened |accomplishment of these is only|usually a continuation of | | |agencies have their screening |based on agency tools. Human |achieved if the employees use |orientation. It includes lectures,| | |method for choosing skillful |resource department gets in |their skills accordingly. To |exercises, visual presentations, | | |applicants. The human resource |contact with th e agency to hire an|ensure accomplishment of the |and skills enhancement activities. | |department gets in contact with |employee which is usually placed |company standards, though the |The human resource department | | |employment agencies to bring in |on temporary contract terms. |newly hired staffs are |usually organizes the training | | |some of the prescreened skillful | |skillful, skills training |with coordination of related | | |employees. | |remain a basic part of |department and designated | | | | |orientation. Skill training is |personnel. Some part of | | | | |usually done by the education |orientation program, | | | | |or staff development department|apprenticeship training, and other| | | | |in collaboration with the human|related program such as safety | | | | |resource department. |program are usually incorporated | | | | | |in classroom training. | | | | | | | | | | | | | |Job postings within the company |Employment tests |Job functions and |On-the-job training(OJT) | | | | |responsibilities | | | |>>This is usually done by human | | |>>On the job training is usually | | |resource department posting the |>> Employment tests which is also |>> Small companies usually have|implemented by small companies | | |details of the requirements for |conducted by large companies, is |short and simple orientation |especially when no formal training| | |the vacant post. Interested |commonly used by small companies |program for the new employees. |is offered by a company. | | |applicants will then contact the |as well. The test is usually given|Rules and regulations are |On-the-job training is simple and | | |human resource department for more|by company supervisor if human |usually not exhaustive and |is usually done by designated | | |information and application |resource department is not |orientation requires very basic|staff as the mentor of the new | | |requirements. |available. The results of the test|things. Job functions and |employee or by the supervisor | | | |will take a part in hiring |responsibilities however are |himself/herself. Any regular staff| | | |decision. |usually among the main |can also do the on-the-job | | | | |priorities in orientation. |training through accidental | | | | | |teaching while at work. | | | | | | | | | | | | |Small Company | | | | | | | | | | | | |Employee referrals |Employment applications |Introduction to fellow workers |Job rotation, or cross-training | | | | | | | | | |>> Employment application is a |>>Working in small companies |>> Job rotation or cross training | | |>> Employee referral is very |universal tool used by all |requires establishment of good |is a very common training practice| | |common in small company |companies. The small companies |rapport among all the workers. |in small companies, though it is | | |recruitment. Trusted employees |particularly those with limited |Introduction of a new employee |also observed in large companies. | |usually spread out the news of job|facilities largely depend on |to fellow workers is much |Job rotation maybe on monthly, | | |vacancy to any of his /her |written employment applications |highlighted in small companies |bimonthly or at any specified | | |contacts and recommend a |along with other required |as compared to large companies. |period basis. Job rotation and | | |prospective candidate to the |employment certificates. |It is not surprising for small |cross training is usually aimed at| | |employer. A major drawback on this|Applications are usually reviewed |company to throw a welcome |developing staff that can be | | |process s that referrals are |by company supervisor or human |party to a new employee during |placed at any job that has staff | | |sometimes not based on skills or |resource department if available. |the formal introduction. |deficiency such as during any the | | |what they know but on who they | |Introduction is usually done by|absence or leave of some s taff. | | |know. | |the department head or a | | | | | |designated staff. | | | | | | | | |Job bidding |Resumes |Benefits and compensation |Programmed training | | | | | | | | | | |>> Small companies may or may | | | |>>Job bidding is very common in |>>Resume which is also universally|not state the benefits and |>> Programmed written instructions| | |small companies mostly based on |required by most companies large |compensation in the written |are usually provided to new | | |seniority, job skills, and other |or small, is often one of the main|contract. The details of the |employee. A time is provided for | | |qualifications that give certain |bases of small companies in |benefits and compensation are |the new employee to read and | | |employee advantage over the |selection of applicants. Small |therefore usually included as a|review all the instructions in | | |others. Senior and highly |companies are usually not |part of orientation. This is |materials provided. A programmed | | |qualified employees usually bid |exhaustive in conducting |usually done by the company |training is usually done by the | | |for higher vacant positions. interviews and most of the time |supervisor or human resource |company supervisor or designated | | | |after careful review of resume |department if available as part|personnel. The employee considered| | | |with the supporting documents, |of orientation. |to be on training will be required| | | |applicants are chosen for final | |to answer questions based on the | | | |interview. | |materials provided thereafter. |

Health Promotion And Disease Prevention - 3437 Words

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In order to address the behavioral and cognitive factors that influence heart failure self-care, I have chosen the commonsense model of self-regulation (CSM) as the guiding theoretical model for my program of research (Howard Leventhal, Diefenbach, Leven thal, 1992). Theoretical Model: The Common Sense Model of Self-Regulation The CSM depicts the behavior of patients as a product of a naturalistic decision-making based on their interpretation of a disease and its symptoms (Brissette, Leventhal, Leventhal, 2003). The framework has been used to describe self-regulation behavior for a number of chronic conditions including hypertension (Kronish, Leventhal, Horowitz, 2012), diabetes (Breland, McAndrew, Burns, Leventhal, Leventhal,Show MoreRelatedHealth Promotion And Disease Prevention871 Words   |  4 PagesChronic disease is one of the leading causes of death. People get a chronic disease because of tobacco use, poor diet, lack of physical activities and host among others things. 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