Reflective Practice Essay Example | Topics and Well Written Essays - 2500 words - 1

Reflective Practice - Essay Example As Eisner (1991, p6) observes, the successes and accurate interventions of critical reflection are discussed below against potential missing links to development as supported by various literature perspectives. Most arguments for reflective practice hold the opinion that it is a very vital tool for designing development. Both teaching and learning outcomes form an important concept in education, which takes form from the quality of experiences that the teacher and learner make out of the learning process. Critical evaluation and reflection entails learning skills that individuals develop towards a sustainable progression in application of knowledge in life and career. Reflection is an important function of mental processing that enables application of thinking in the formulation of a solution to a task aimed at specific outcomes (Boulton-Lewis, Brownlee, Dart & McCrindle 1998). The application of mental skills in such a task may follow complex or unstructured knowledge to arrive at the anticipated outcome. Personal and professional development concepts adopt self-reflection and evaluation as strong tools to exploit personal abilities for a sustainable and consistent performance (Boutrup, L eerberg and Riisberg 2010, p7). Proponents of this position however fail to demonstrate the importance of personal initiative in designing one’s reflective assessment. Commonly available reflective skills are taught, which shows lack of development of initiative minds among learners and professionals if mental skills are to be developed in an equal measure. Another common element of argument for reflective practice is that both formal and informal reflective play a vital role in the development of an all-round individual in the respective performance tasks in life, learning, and career. Reflection skills facilitate the approach that individuals adopt to internalize knowledge and ideas to make

Knight or The Lady and discuss Essay Example for Free

Knight or The Lady and discuss Essay Decide Whether Keats Creates Sympathy For The Knight Or The Lady And Discuss How He Does This  In this essay I will be discussing how Keats tries to make the readers sympathise with the characters in the poem. From my point of view I think that Keats tries to make you sympathise with both characters the woman and the knight in this play. When you read it the first time you only recognize one layer of the poem, which tells you about the suffering, the man is going through and how he is so depressed. The surroundings help to make you sympathise with him And no birds sing. The surroundings create a mental picture of dullness and quietness in where he is. The first verses of the poem describe his surroundings. This creates imagery in the readers mind. When you read the poem the first time you become sympathised with the knight. As things are mentioned in the poem you do not entirely understand for example I see a lily on thy brow. When you read into it you realise this mean he is depressed. But when he meets this lady he gets happier. But at the end he has a dream in which the people say la belle dame sans merci and he thinks he is one of the long line of people who have been used by the femme fatale or fatal woman. But when you read it a few times more and read each line carefully you realise some things. The things you realise tend to balance out your view on which character seems to receive the most sympathy. Firstly in this poem she has no voice. This in turn means that she cannot express herself like the mean expresses himself and his sadness. She cannot defend herself, as she has no voice. Because of this you can have many of your own interpretations of the woman in the poem. The woman in this poem seems almost to have a supernatural presence. Some things in the poem suggest this for example the first few lines describing her describe her as a faerys child. Even her appearance seems to be supernatural. He describes her as having wild eyes. As she is seen as supernatural the readers would have less sympathy with her, as she may not seem human. Some things when first read might me misinterpreted or might have more than one interpretation. For example it says And made sweet moan. This could mean that she is moaning in pleasure or it could also mean she is moaning in a bad way as in she is unhappy. Thats why the first time you read the poem you do not fully understand the poem and you cannot understand the womans feelings and therefore will not be given a chance to sympathise with the women. At the end of the poem the man has a dream and when he wakes up and the women is gone. This part makes us sympathise with the man because we think the woman without mercy has used him. At the end of the poem he is as sad as he was in the beginning. And the dull surroundings have returned, Though the sedge has witherd from the lake. He seems to be alone and loitering in the end as he was in the beginning. But I dont think it is totally the womans fault because he was a passive victim and he followed her as she led him. We may think that he is a victim of a supernatural person as she is often described like this. But when you think about it she hasnt committed a crime. She did make him happy even if she it for a while and you cannot tell that she was happy herself. She seemed to lead him instead of the other way round She took me to her elfin grot overall I dont think the writer creates sympathy for only one person but for both but it depends on how you view the poem.

Transformational leadership style of influence

Transformational leadership style of influence ABSTRACT This piece of work will critically evaluate the approaches of transformational leadership, which enhance employee well being. It will delve into the meaning of transformational leadership and the necessary leadership approach or style that can influence employee well- being positively at work, and areas of employee well- being the leadership approach will improve. Also the overall implication that employee well-being has on performance and why it should be a core value in any organisation will be analyzed. INTRODUCTION One of the current approaches to leadership that has been the focus of much research is the transformational approach. Transformational leadership is part of the new leadership paradigm, which gives more attention to the charismatic and effective elements of leadership. The transformational leadership involves an exceptional style of influence that makes employees to perform beyond expectation. And its approach usually incorporates the charismatic and visionary leadership.(Mullins 2007). The leadership approach is the best suitable for campaigning a strategic vision of change or a new work routines. It facilitates feedbacks learning because the leadership is an effective communicator, who can inspire commitment in the employees towards realisation of the firms vision. The employees under this leadership feels secured, a sense of trust is established and feels valued, respected and important hence they are ready to be committed to the organisations goal. The leadership motivates employees to overcome resistance to change since they trust the leadership; all fears of uncertainty are easily eroded. It is obvious that the leadership of where an employee served will go along a way to give value, emotionally to the employee or the reverse maybe the case. The leadership on focus here is one which will affect employee emotions positively and build trust within the relationship because, It is a leadership that value the employee and is mostly concerned in ensuring that the employee succeed in the task or organisation goal set. All businesses seek to be in a good state of well-being, since employee in a perfect emotional, psychological, intellectual and mental state of well-being will successfully perform at a high level and the company will remain efficient and profitable. We will consider some factors or approaches of the transformational leadership that gave it achievement in improving employee well-being. TRANSFORMATIONAL LEADERSHIP In recent years increasing business competitiveness and the need for the most effective use of human resources has resulted in writers on management focusing attention on how leaders revitalise or transform organisations (Laurie Mullins 2007). The transformational leadership uses strategic influences and techniques that empower employees and enhance their self-efficacy and change their values, norms and attitudes, consistent with the vision developed by the leadership which will positively enhance psychological well-being. On the other hand transactional leadership influences employees with the use of power, sanctions, rewards and formal authority to induce followers compliance behaviour (Bass 1985; CongerKanungo 1998) According to (Burns 1978) transformational leadership was defined as a process where leadership (employers) and followers (employees)engage in a mutual process of raising one another to higher levels of morality and motivation. Burns M. J was the first to bring about the concept of transformational leadership to prominence in his extensive research into leadership theories. Effective transformational leaders are those who inspires and According to Whitehead (Mullins,L. 2007) â€Å"the big word now associated with leadership is vision. The ability to see the bigger picture, to take the long-term view. What the ultimate objectives of the organisation are and how people can work together to achieve them..perhaps the most important attribute is that a good leadership inspires people by creating a climate where it is OK for people to make mistakes and learn from them, rather than what happened in the past which was to blame and punish them. Leading from this position, they gain higher level of commitment from their people than mere compliance†. As its name implies transformational leadership is a process that changes and transforms individuals. It is concerned with trust, emotions, values, standards and long term goals and includes assessing followers motives, satisfying their needs and treating them as full human beings. EMPLOYEE WELLBEING There has been many definitions of employee well-being by scholars and related professional bodies. The Chartered Institute of personnel development has defined well-being at work to be â€Å"creating an environment to promote a state of contentment which allows an employee to flourish and achieve at their full potential for the benefit of themselves and their organisation†. (CIPD 2006). The well-being in focus is more than that of physical health of avoiding falling ill or sick. This is as to do with achievement of personal well being that revolves round a number of positive decisions regarding life style, which is different from stress avoidance and not being able to cope. It represents a wider bio-pyscho-social spectrum that includes physical, emotional, mental, and social well-being. It is an initiative to help employee be more proactive at work in order to attain their full potentials-intellectually, mentally and psychologically. Well-being requires the organisation to actively enhance employees to maximise their psychological , intellectual and emotional state of health. The necessary leadership approaches are also of advantage to people at all level both inside and outside the working environment. It modifies the working environment to be highly productive, attractive and corporately responsible place to work. One being an employee will enthusiastically long to always be at work since its an environment that improves one state of mind for productivity, instead of the strictly transactional approach. Every employee prefers that leadership that cares and is ready to help develop you than the type that publicly criticise your flaws. According to Felce and Perry (1995), well-being;â€Å"comprises objective descriptors and subjective evaluations of physical, material, social and emotional well-being together with the extent of personal development and purposeful activity, all weighted by a personal set of values.† This is important because the definition extends the meaning of well-being to a range of different dimensions beyond the conventional health issues which can be stretched further to workplace. Employee wellbeing is an important factor in determining an organisations long term profitability. Many studies show a direct relation between productivity levels and the employee well-being. A happy and healthy employee will be of benefits to the employer since performance will be good, reduction in absenteeism and organisation can achieve the set goals or target. However employer does not necessarily have to focus only on the physical health conditions but more on the mental, psychological and emotional health conditions of employees.(CIPD 2006). To be organisationally effective, employee well-being needs to be part of a regular business dialogue and to be deeply embedded into an organisational leadership culture. And the leadership that has embedded employee well-being in its culture, style and approach is the transformational leadership. Organisational wellbeing involves many things but the most important of it is employees having meaningful and challenging work and having the opportunity to apply their skills and knowledge in effective working relationships (CIPD 2006). TRANSFORMATIONAL LEADERSHIP APPROACH ENHANCING EMPLOYEE WELLBEING. Researchers have critically measured the approaches of transformational leadership through different ways, by interviews, questionnaires with employees in various organisations and it has been observed from the findings that the leadership has employ the following instruments in enhancing employee well-being at work. According to (Bass1998),the transformational leadership motivates employees/followers to do more than is originally expected and the extent of this transformation is measured by the effectiveness on employees performance. EMOTIONAL INTELLIGENCE The ability to perceive, observe, and manage employee emotions will enhance a foundation for social, emotional, and intellectual competencies of well-being, which is necessary for high performance on the job. It is ability that transformational leadership can use to improve productivity and psychological well-being in employees. This could be described as a type of social intelligence that involves a sensitive approach of monitoring and observing employees feelings and emotions, in order to use the observation to assist the employees thinking (mental) and action; that is working pattern for good job performance (Salovey Meyer 1990). According to (Fleishman Harris 1962) leadership with the ability to establish mutual trust, respect and good relationship among employees will achieve great productivity. TRUST Every relationship requires trust to survive, if the employees can trust the leadership under which they work, employees will turn out to be proactive on the job and winning the hearts of employees to any new change, lies in the ability of the leadership to influence which will be easier when there exist trust between the two parties. This is an approach a transformational leadership possessed that allays all fears and any form of suspicion from the employees towards their leadership. Building a good relationship like that of a transformational leadership is what makes it easy for trust to and loyalty to grow and employees embrace any new policy set by management and work without any form of threats or unknown anticipated fear. This invariably gives an employee a stable emotional state of mind to perform better. CHARISMATIC APPROACH Transformational leadership behave in ways that allowed them to serve as role models for employees. (Bass,1985) . The leadership is admired, respected, and trusted. Employees are proud to identify with the leadership and desire to imitate them. The leadership is viewed to be possessing extraordinary abilities, persistence and determination. This style is often a natural behaviour of transformational leadership, whose idealised influence emphasizes on having a collective vision by reassuring employees of the fact that , obstacles can be overcame. This leadership can be trusted to do the right thing and to demonstrate high standards of ethical and moral conduct. Invariably employees have confidence in their leadership. INSPIRATIONAL/ MOTIVATIONAL Transformational leadership behaves in a manner that motivate, inspire and encourage the people working with them by providing meaning and challenge to the employees work. This leadership gets work going by being enthusiastic and optimistic and get employees involved in envisioning attractive future states, by creating clearly communicated expectations that employee needs to meet and also show commitment to goals and shared visions.(Bass. B and Riggio E. 2006). According to (Mullins 2007) its been observed by researchers that, for the past30 years there has been increasing amounts of data to suggest that leadership has a lot more to do with inspiration and visions than with straight forward technical competence. INDIVIDUALISED CONSIDERATION This is a leadership approach that listens, and value an employee, in order to give them a sense of belonging in that the employee feels like an integral part of the organisation (Boorstin 2004) from Bernard Bass . Transformational leadership is leadership felt throughout the organisation. It is obvious that employees perform better when they are respected and valued by the leadership. Obviously this leadership style or approach goes a long way to enhance the psychological well being of employees positively and result to greater excellent performance. Every individual loves to be given consideration, which gives them sense of value, and when given a fair hearing puts the employee in a good shape of mind psychologically and emotionally to obtain an excellent performance on the job. A two- way communication is encouraged where management is near to the employee, (the leadership remembers previous discussions, is aware of individual concerns and sees the individual as a whole person rather than just an employee), Bass Riggio. This type of leadership listens effectively and gives special concern to the emotional developmental needs of their employees. INTELLECTUAL STIMULATION Transformational leadership work on the intellectual strength of the employees by encouraging them to be creative and innovative. Soliciting new approaches for the performance of work and attending to task creatively are encouraged by the leadership. The leadership stimulate employees to view problems as challenge and not as obstacle. This leadership does not openly criticise or embarrass individual employees errors or shortfalls. Employees are encouraged to proactively come up with new ideas to solving problems and are not castigated in anyway, simply because their own ideas may differ from the management ideas. Undoubtedly speaking this approach goes along a way in positively stimulating, energising and productively improving the intellectual wellbeing of any employee. When the mind is at its peak or highest level of productivity, the performance will be unspeakably incredibly excellent and organisations image and reputation is improved, services also will be good and more patronage from customers, leading to more profit. However for the employee an environment where one can be productive enhances intellectual growth and a stable and balance mental well being is achieved. This approach mentally empowers an employee to be self dependent, self reliable, accountable and general self development to becoming an expertise is obtained. COACHING This is an essential style of transformational leadership, one leadership beyond the traditional supervisor or manager that tells someone what to do instead showing them how to do it. Coaching by extension is mentoring someone, influencing people by providing new knowledge and skills required for the task. Work activities dont put smile on peoples face, what brings the smile is leadership that mentored, taught and coached employees to be better persons. Transformational leadership pays special attention to each individual employees needs for achievement and self development by acting as a coach or mentor. Employee individual differences in terms of needs and desires are recognised and are therefore developed to successively higher levels of potential. This approach is more realisable in a supportive environment with new learning opportunities. Bass describes this approach further as a type where the leadership behaviour demonstrates good understanding of individual differences for in stance in a situation where the leadership give some employees more encouragement, some are more empowered, some more firm standards, and others possible more task structure. The leadership coach by task delegation and proper monitoring of it to develop the employee and give direction and assistance where necessary and assess the progress without employee feeling being overly controlled rather appreciate the leadership style of taking time to coach and mentor. EFFECTS OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE WELL-BEING TO HIGH PERFORMANCE. Transformational leadership in its leadership style has effectively built trust between employees and management and this usually lead to a smooth and pleasant working relationship that does not give room to suspicion in case of any change in policy or organisational change. Employees trust the leadership and they in turn are committed and loyal to the organisation. The employee is in a perfect emotional state of mind, since there is no fear of unknown or any need to panic. However, the trust sometimes could lead to exploitation since leadership knows that employees so rely on every of their judgement this but its been argued that the integrity of the transformational is to ensure the individual development of the employees. This leadership cares and is concerned about the employees and also inputs the companys value in the minds of employee and constantly reminds them of the vision and goal to the realisation of a high performance. The leadership that gives attention to individual consideration is able to identify each individual strength and weakness and of course will be able to train and develop them without compares but handle them based on each persons capacity (the leadership give some employees more encouragement, some are more empowered, some more firm standards, and others possible more task structure according to their capability and needs). This leadership style improves the employee well-being psychologically since the employee is treated uniquely and not measured by the others standard or ability, it gives an employee sense of acceptance and is uniquely assessed and assisted where necessary. Employee is psychologically, emotionally and intellectually motivated to perform without fear of others is better, here employees are treated as ends and not just means.(Bass and Steidlmeier 1999). The more capable that leadership is able to recognise the personal interests and concerns of individual employee, the very likely leadership will be able to create a team where employee well-being is an integral part of getting the job done.(CIPD 2006 Journal). In a scenario where an employee under performs an emotional intelligent leadership like the transformational leadership is quick to observe that something could be wrong instead of criticising ,that leadership initiate a good relationship by communicating with the employee to know what the problem is. By so doing the employee is mentally, socially and psychologically restored, and of course performance will improve, resulting to organisational profitability. Thus, it is of necessity to reiterate that the well-being of employee goes a great way in affecting performance and in turn the organisations as a whole. The effect of intellectual stimulation on employee well-being cannot be overly emphasized. Employee is allowed to think independently, given room to be creative and allowed to do things in their own unique way which improves employee mental state of well-being. Generally speaking when there are strong relationships like that of a transformational leadership, between employees and line managers to the top managers and management as a whole, levels of well-being are enhanced. The level of performance will also be immeasurably excellent and the organisational goal is realised. One major effect of transformational leadership style is that it perfectly erodes power distance via the leadership style of delegation which gives employee a measure of autonomy to take decisions on the task delegated to be implemented. The leadership style encourages low power distance and create room for accountability and in over all gives opportunity for employees to be self efficient and of course an avenue to learn. Employees are to an extent empowered under this leadership and of course will feel valued and important, this feeling improve employees intellectual and psychological state, a feeling of empowerment and importance is essential for a positive psychological well-being. The leadership foster team work allowing every employee to participate and enhancing good relationship to the realisation of self efficacy and high performance. CONCLUSION The leadership approach has a great effect on employee well-being, because how one is been treated goes a long way in affecting the individual thinking and hence the behaviour. In order words, it is argued that transformational leadership should be a core value for organisations that will embed employee well-being in its culture and style of leadership.(Bass 1998). RECOMMENDATION I strongly recommend the transformational leadership style to be a core value to organisations in the embedding of employee well-being, based on my findings that it is the type of leadership that motivate, inspire, stimulate, and mentor employee to a mental, emotional balance and good psychological state of well-being, which will ultimately lead to a high excellent performance of employee productivity and to the organisations profitability advantage. I perfectly support the transformational leadership style in the embedding of employee well-being and recommend it to the Nigerian banking industry as particularly. However, my judgement is also based on my personal experience with my manager who has no single traits of transformational leadership in her approach, my manager was the type that does not have any relationship with the team, i was in the marketing team in the bank at that time, she does not listen to individual needs or concern, she announces and criticise the team errors, even individual weak point and it was always a sad moment at work because of her attitude, she was seen has a bully. When I changed job and joined stanbic bank, it was a different ball game altogether because the stanbic leadership style was very different, since the transformational leadership approach was a core value being an international bank. The transformational leadership style positively affected my intellectual, psychological, and emotional well-being, to the fact that i performed better and even got promoted. I will at anytime vote and argue in support of this leadership style because have been through it has an employee and i know how a good leadership can enhance employee well-being.

Motivation Theories And Techniques A Manager Can Incorporate In An Orga

Motivation Theories And Techniques A Manager Can Incorporate In An Organization Introduction Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theory are studied and practiced by theorist and companies to increase productivity. According to Jerald Greenberg (1999) scientist have defined motivations â€Å"as the process of arousing, directing and maintaining behavior towards a goal†. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. All major motivation theory along with the method to successfully motivate your employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Auth, 1999). Content Theories Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees' relationships to the incentive that lead, induce, pull and per... ...es Accel Team. (1999) Team Productivity Improving Resources. Web 15 April 2015 http://westrek.hypermart.net Auth, M. (1999) Lecture on Motivation- 2/24/99 & 3/1/99. Carson: CSUDH Cook, M. (1991). 10-Minute Guide to Motivating People. New York: Alpha Book Greenberg, J. (1999) Managing Behavior in Organizational (2nd Ed.). New Jersey: Prentice Hall Learning, Reinforcement, Reward System and Self-Management Teams. Web 15 April 2015 www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing Norwood, G (1999). Maslow's Hierarchy of Needs. Web 15 April 2015 www.conect.net/georgens/maslow.htm Pepitone, J. &Bruce, A. (1999) Motivating Employees. New York: McGraw Hill Spitzer, D. (1995). Super Motivation. New York: AMACON. Wheaton & Cameron.(1998) Developing Management Skills 4th Ed. Addison –Wesley Inc

Essay For Future Plan In Medicine

Respected Madam,I am an international medical graduate from WHO medical school directory listed institute –SMIMER (Surat Municipal Institute of Medical Education & Research) during year 2013. During next 10 years, I dream to become Infectious Diseases specialist, as hospitalist as well as academician who serve all the time for better health of patient and society. I believe it is important to learn advanced practice and systemic approach in the field of Internal Medicine of developed country. In several under-developed and developing countries, in remote and suburban areas, population is increasing fast which will be in dire need of better and affordable health care.As academician, I want to share knowledge and train future generation clinician to follow best practices. I believe with graduation in Internal Medicine form United States of America will help me to serve them and realize my dream. I wish to enhance my knowledge and learn practice by being shadow of physicians and staff in the â€Å"INTERNAL MEDICINE† department at your esteemed  institute. The experience will provide me opportunity to have close observation of health care system in USA. With participation global observership program, I can definitely advance step further in my future plan & also provide me institutional level experience for my Internal Medicine.Residency & post graduate program will fulfill my thrust in research field which is totally ignored area in home country. The opportunity will also boost my performance and prospect of getting a â€Å"INTERNAL MEDICINE† residency match when I apply next September. I will be obliged to become part of one world’s most advanced healthcare systems. I understand that the observership program does not involve direct patient interaction and it may not be remunerated. I am willing to follow any instructions and regulations you deem necessary. I will be very grateful if you can place me for a month of JULY-AUGUST 2014 ob servership rotation in the internal medicine department.Yours Sincerely,  Jugal Chahwala

Their Not Always What They Seem To Be Professor Ramos Blog

Their Not Always What They Seem To Be What if you had to live in a foreign country where the president who you choose as your leader became so corrupted that manipulate the system to be reelected and take power over the peoples rights? Many Latin American countries are facing this corruption with presidents being in office for too many terms. They start coming across as good candidates for the good of the people and then they become corrupted and greedy. The people trust in these individuals to make the country a better place with more opportunities. Daniel Ortega, the president of Nicaragua, was first elected back in 1984 and re elected in 2007 for three term. Daniel Ortega the Sandinista leader and his brother Humberto Ortega and Frente Sandinista de Liberacià ³n Nacional (FSLN), a political organization from the left-wing,   organized political support among students, workers, and peasants. On July 1979, they defeated the National Guards and overthrew Anastasio Somoza former president at the time. Somoza and his family controlled   the national radio and telegraph networks, the postal and immigration services, health services, the internal revenue service, and the national railroads. They were living life to the fullest while the people lived in poverty. Daniel Ortega became very liked after taking over because the people thought he was a good man for helping to get rid of Somoza. Ortega became the first Nicaraguan president in history to peacefully surrender power to an opposition party (Morris). The man who gained the trust of so many Nicaraguans, started using his power for corruption and maintaining poverty as well. Parties in the coalition were stripped of their legal status by judges and electoral officials apparently controlled by Ortega’s government. The people are feeling betrayed by the president Daniel Ortega and his wife, Vice President Rosario Murillo, for ordering increase in the amount that the employees and employers have to pay into the system while cutting benefits to elderly pensioners by 5% (Morris). The next day thousands of people including university students, pensioners, environmentalists, feminists, religious leader and many more filled up the streets protesting for Daniel Ortega and his wife to resign as president. The state shut down multiple television stations that were broadcasting live footage and ordered the anti-riot police to fire rounds into the crowd of protestors while ordering them to arrest students and attack universities in Managua the capital. The Nicaragua Center for Human Rights reports approximately 60 death. Journalist Angel Gahona, was killed streaming live footage of protestors in the Caribbean coastal city of Bluefields on Facebook. There were much more report by the Red Cross who were wounded and needed to be hospitalized. On the other hand, many others got incarcerated for looting stores. According to Ortega, the people imprisoned in the disturbances will be brought to trail. It isn’t easy for him to regain control of the streets especially because the people of Nicaragua are tired of his bullshit and are desperate for change. In Rome, Pope Francis called out for the violence to end and a peaceful resolution of the conflict. According to Jose de Cordoba from The Wall Street Journal, a spokeswoman from the State Department, Heather Nauert was not pleased with the â€Å"excessive force used by the police and others against civilians.† The State Department called in a meeting for the Nicaraguan government to restore all television coverage and allow a full investigation of the deaths during the protests. The Ortega government has been mishandling the social security system for years. They’ve used it as a piggy bank to finance housing projects and medical clinics created by Ortega’s association. According to Cordoba, the International Monetary Fund has send out a warning that the Nicaragua’s social security system could run out of money by 2019.   Many people work so hard most of their lives so they could accumulate money in their social security so they could have money to live on. This man is creating more poverty and crime. Most people in Nicaragua are becoming desperate and their breaking into peoples houses and businesses. As it is, Nicaragua remains one of the poorest countries in Latin America (Watts). Daniel Ortega undermine the power and authority of the country’s institutions and developed democracy seeking to form dictatorship like Anastasio Somoza (Cordoba). Ortega benefited in recent years from regular deposits of well over half a billion dollars in cash annually from oil-rich Venezuela. He divided the income between his own family, the private business community organized through a chamber of commerce known as COSEP that exercises broad influence on the local government, and distributed the rest through social security programs to maintain order. The people of Nicaragua are through with Daniel Ortega, they are hoping for change. It is devistating seeing the country I was born at go through these horrible moments. Besides it being the poorest country in Central America, its where God gave us the privilage to be born at. Nicaragua is a beautiful country of volcanoes, lakes and beaches. Taking from the elderly is not the soluation in my opinion. These people depend on their pensions to survive. The people in Nicaragua have lived in poverty for many years for this asshole and his wife to take more from the people is not right at all. They seem to be enjoying their lives while Nicaraguans are struggling to make ends meet. There has to be some kind of change in how our voices are heard so we are able to make changes if needed. Its very sad how Daniel Ortega handled the protests. He had no right to kill all those unarmed individual protesting for change. Can you imagine if you had to live in a country like Nicaragua. Maybe if we had better leaders and government system, the people wouldnt have to look elsewhere to go or even cross the border to seek better opportunities for their families. Hopefully the U.S. could step in and help the people of Nicaragua get rid the president and his wife so they could live in peace. Blair, Laurence. â€Å" More Than 350 Million Latin American Voters to Elect New Leaders in 2018.† The Guardian. 27 December 2017. https://www.theguardian.com/world/2017/dec//latin-america-elections-2018-corruption Watts, Jonathan. â€Å"Nicaragua President Re-elected in Landslide Amid Claims of Rigged Vote.† The Guardian. 7 November 2016. https://www.theguardian.com//nicaragua-president-daniel-ortega-reelected-landslide-vote-rigging Morris, Courtney Desiree. â€Å"Unexpected Uprising: The Crisis of Democracy in Nicaragua.† NACLA. 14 May 2018. https://nacla.org/news/2018/07/11/unexpected-uprising-crisis-democracy-nicaragua De Cordoba, Jose. â€Å"Nicaragua Revokes Legislation That Increased Payroll Tax, Cut Pension Benefits.† The Wall Street Journal. 22 April 2018 https://www.wsj.com//nicaragua-revokes-legislation-that-increased-payroll-tax-cut-pension-benefits