Risk Management and Quality Care in HealthCare Research Paper

Risk Management and Quality Care in HealthCare - Research Paper Example Considering the above factors, the techniques to enhance the quality care has also been discussed henceforth. When a patient in a healthcare organization is harmed due to a medical error, the risk and the quality managers need to display immediate interest to identify the root of the error. A detailed curriculum is followed observing the different reasons, which have led to such litigation. However, it has been observed that both the quality managers and the risk managers have a separate set of investigation techniques and hardly share any information among them causing a gap in the rick control mechanism followed by healthcare organizations in general. Considering the fact that both the groups are working with the same motive, the groups have found a common ground upon which a collaborative model can be pursued to enhance their approach (WHO, n.d.). Risk management is a very popular practice in healthcare organizations, as it helps to provide a much developed care to the patients. The quality care to the patients can be provided through continuous monitoring of medical activity that is being organized for patients. Again, it can be also said that no two organizations are alike hence no single model of risk management/quality control can suffice the need of every healthcare. Every organization follows different sets of procedures to cover up the risks that the healthcare is exposed to. However, with the focus of quality management, the policies of the organizations are more or less stable, even when new tools and procedures are incorporated (ASHRM, 2007). Notably, the quality care is presently gaining momentum at the healthcare industry and covers the all-around care for the patients. This involves the medical safety of the patients and maintaining a proper grievance cell to adhere to the grievances of the patients. Proper

Motivation in the Workplace Essay Example for Free

Motivation in the Workplace Essay 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 theories are studied and practiced by theorists 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. Some major motivation theories along with the method to successfully motivate 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 (Pepitone, 1999). 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 persuade them to perform. The needs or motives are internal to the individual. They cause people to choose a specific course of action to satisfy a need. Incentives are external factors that give value or utility to the goal or outcome of the employees behavior (Pepitone, 1999). Abraham H. Maslow’s Hierarchy of Needs is a content motivational theory. Maslow’s basis was human behavior. He conducted his investigation between 1939 and 1943. The hierarchy of needs has five sets of goals that are called basic needs. Maslow’s idea was â€Å" people will not be healthy and well-adjusted unless they have their needs met† (Greenberg 1999). Maslow arranged the needs in different levels in order of importance. As in a hierarchy the lower level are the most basic needs and the top are the higher level needs. Looking at the figure below one can see how the hierarchy works. The lower order needs must be met before proceeding to the higher order needs. According to Greenberg (1999), Maslow’s needs are in the following order: physiological need, safety need, social need, esteem need, and self-actualization. Man’s basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting ones desire for protection against danger or deprivation. These in turn, when satisfied are replaced by the need for love or belonging to, which are functions of man’s desire to belong to a group, to give and receive friendship and to associate happily with people. When these needs have been satisfied, the esteem needs seeks to be met. One desires self -esteem and self-respect, which are affected by a person’s standing reputation, and his need for recognition and appreciation. Finally, individuals have a need for self-actualization or a desire for self-fulfillment. The urge by individuals for self-development, creativity and job satisfaction (Boeree 1999) In the past, management rewards systems have attempted to satisfy an individual’s lower level needs for safety and physiological security, for protection against deprivation and the threat to a worker or his family. However, management rewards systems should be, aiming to satisfy the individual’s actual need (Boeree 1999). When believed that a certain reward is important and can be attained, the individual will demonstrate a given amount of effort. This in turn will be demonstrated in performance. The link between effort, performance and expectancy is about accomplishing the task. The links between the performance and reward are connected. One’s assumption for whether the rewards are available if the person worked effectively describes the link. In this link the manager/organization is responsible of acknowledging the performance of the employee. If the manager/organizatio n does not acknowledge the employee, there can be a breakdown in the motivation. The acknowledgment needs to be direct, strong, and immediate. Employees usually determine in advance what their behavior may accomplish and the value they place on alternative possible accomplishments or outcomes. Goal setting theory is the specification of goal to increase performance. Assigning difficult goals usually result in higher performance. Goal setting has three components that have to be used to successfully apply this concept. First the identification of the process, then the characteristics and finally the feedback. The characteristics of goal setting consist of making the goal specific and challenging. The goal must be challenging to increase self-efficacy. It has been noted that a difficult task tends to increase an employee’s performance. This may be because usually people work harder to reach a challenging goal as long it is believed that it can be done. Lastly, feedback will allow people to be informed of their progress. This stage usually included praises about the good job that has been done (Wheaton Cameron, 1998). The descriptions of content and process theories of motivation dealing with organizational and individual behavior are briefly explained. The explanation is only a basis for a better understanding on why and how to approach the concept of motivating employees. All the theories conclude that the manner that managers perceive their organizations and their employees affect their productivity. Whether they are private, public or non-profit organization their aim is to be productive and effective. When looking at the different sectors, they have different goals and objectives, and therefore they must take different approaches in management. Though this may be true we must also acknowledge that all sectors require one to motivate their staff to produce. As managers we must into consideration the different type of individual that make up our organizations. One must modify management styles and behaviors. Dr. Renis Likert has researched many organizations and developed an effective manner to motivate employees and have a productive organization. He has identified four management styles that he feels should be a part of management style in an organization. First exploitive style is where management makes all the decisions and the lower levels are given no power this style has an authoritative approach. The second is the benevolent style that has an authoritative approach, however in this case the management has some trust. The consultative style has substantial amount of trust in their staff. The staff is motivated by reward and some involvement. There is some communication and teamwork involved. Lastly the participative style is more of the group approach. Management has confidences in their staff and the staff feels responsible in accomplishing the organizations mission. This style encourages communication and teamwork. The participative style is the best approach for profit and customer service organizations. Organizations should make the transition to train management to motivate their staff using the participative approach (Cook 1991). As a manager it is difficult to motivate your staff to be productive; however, using certain methods can create a positive environment. It was thought that money motivated people but that has changed. Much of the theories discussed before deal with individual behaviors and needs. One can conclude that motivation is internal and as employers one must make observations and decide what each individual desires. According to Cook (1991) manager must give their staff as much as an organization can. Many employees want to have benefits and security, however; what happens after a job has provided those needs. Remember that Maslow theory has the five needs of an individual and they do not all deal with the necessary needs. As an employer identifying what stage your employee is in will help in putting a plan into action. Collaboration is a way to give employees the feeling of importance. Eliminating any kind of obstacle will create an atmosphere that your staff is eager to perform (Bruce, A. Pepitone, J. 1999). Another approach is educating your employees and matches them to projects that they find interesting and those on which they are knowledgeable. Employees are willing to work harder on projects that they can relate to. This will also increase their success rate that will help in improving their self-esteem. Yet another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving them the tools and supports to their job will increase the inner motivation force within the employees. Encourage staff to satisfy their need for affiliation and create a relationship with the employee to be part of the organizations mission. It is difficult to motivate employees when a manager’s view is negative. For instance a manager’s behavior is explained with McGregors Theory X or Theory Y. In this case a manager must identify what style of managing is most effective. Building morale is an important concept when motivating employees. Morale will help create productivity in an organization. Developing a shared vision is a way to begin building morale. For instance as managers, one must communicate views honestly a directly during discussion with employees about performance. Make sure they have the necessary information to do their job. Allow employees to influence their own performance goals. Get out of the offi ce, be visible and accessible. Communicate a clear view of the long-range direction of the organization. Listen carefully and consider the opinions of others open-mindedly before evaluating staff. Communicate high personal standards informally with day-to-day contact. Remember to acknowledge the progress that the staff has achieved either with certificates, a note or just a tap on the shoulder. The staff wants to be told that they are doing a good job (Pepitone Bruce, 1999). Again empowering staff requires some basic principles. Inform the staff what their responsibilities are. Give them authority equal to their responsibilities. Set standards of excellence. Provide people with training that will enable them to meet these standards. Provide feedback on performance. Recognize them for their achievements. Trust and treat them with dignity and respect (Nelson 1997). Showing staff that management is listening and affirming that you understand their view will create positive work environment. The language that use is also very important. Using â€Å"we† and â€Å"us† when speaking of the organization this will make the staff feel a part of the organization, thus improving the productivity of the staff. Encourage employees to make suggestion no matter how small the idea may be, and this will create a comfortable environment and inspire more significant ideas (Cook 1991). It is important to point out, however, that motivation must be used wisely. The misuse of some theories and techniques could result in negative consequences. Remember that employees who receive rewards on performance tend to perform better than employees in groups where rewards are not based on performance. Understanding the causes of human behavior can predict the behavior to the extent that the behavior can be controlled. Therefore, if managers understand the relationship between incentives, motivation, and productivity, they should be able to predict the behavior of their employees. Consequently, managers who know this, and know how to apply given incentive, can expect to realize increased productivity from employees. Today, 70% of employees are less motivated while 50% only put enough effort into their work to keep their job (Spitzer 1995). Many managers are not sure of the technique to use to motivate their staff. The best way to find what motivates staff is to ask them directly. This may be done informally or during performance evaluations. Find out what he/she wants from the organization and what makes them happy. A happy employee will be more productive than an unhappy one. If there has been a problem with absenteeism it may be because the organization is not fulfilling their needs. Whether it is need for achievement, the need for power, the need for affiliation, or the basic needs as studied by Herzberg, McClelland, or Maslow as a manager must examine and modify the management approach. References Boeree, C. George (2006) Abraham Maslow. Available: http://webspace.ship.edu/cgboer/maslow.html 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. Available: www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing 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

Father and Son by Bernard MacLaverty Essay example -- English Literatu

Father and Son By Bernard MacLaverty Father and Son is a story about the relationship between a widower father and his teenage son. â€Å"Father and Son† â€Å"Father and Son† is a story about the relationship between a widower father and his teenage son. They live in Belfast, in a neighbourhood with a lot of violence. At night they can hear the sound of ambulances criss-crosses the dark. Both the son and the father are scared to sleep at night, but the son will not admit his fears to his father. The father is concerned for his son’s life. They used to have a good relationship. They went fishing, talked and laughed, and the father could put his arms around his son. But two years before this story takes place the son went to London and got mixed up with drug addicts. His father had t...

The Effect one’s Gender and Personality has on their Ability to Identif

Introduction Facial expressions are one of the most recognizable things about a person's face, one can often tell whether another is happy or sad simply by observing, but do we notice better whether the face is male or female? Furthermore, do other factors such as one’s own gender or personality effect how they process another’s face? The human face consists of many interesting features, one of which is the emotion being expressed. For human beings, the importance of interpreting emotions is unchallenged. The ability to understand the feelings expressed by others is thought to be a natural part of growing up. From the early age of 6 months, infants have been reported to show facial expression recognition and discrimination (Ahrens, 1954; Charlesworth & Kreutzer, 1973). Ekman, a psychologist interested in the relationship of emotions and facial expression, carried out cross-cultural research and found that the expressions associated with some emotions, such as happiness and sadness, were basic or biologically universal to all humans (Ekman et al, 1969). Further evidence indicates neural mechanisms are involved where the comprehension of emotions are largely facilitated by the right hemisphere (Bryden et al, 1979). Another interesting aspect and one of the initial things identified in a face is the gender. Face gender identification is a cognitive process that occurs rapidly and efficiently. Previous research has found that when adults were presented with facial images that had been cropped to remove all cultural cues to gender (i.e. hairstyles and makeup); in almost 100% of the cases participants accurately identified the gender of the face (Bruce et al, 1998). Further evidence has found that 80% of the time, children as ... ...o the prolonged inspection of one alternative that causes the perception of the other to occur. Consequently as the figure is viewed, fatigue (satiation) develops in response to both alternatives, resulting in increased rates of reversal (O’Leary, 1993). Introverts must then experience higher rates of Koehler type of satiation as they see the cube reverse more. The purpose of the current study is to explore further gender differences and personality type differences in the ability to identify the gender and emotion of a face. Based on the findings by Hoffman (2010) and Cellerino (2004) it is expected that females will respond faster in identifying facial emotion and gender. Additionally, using the Necker cube as a measure to determine personality type, differences between extroverts and introverts in facial emotion and gender identification will be investigated.

Multiple physics Investigatory Essay

Repulsorlifts as a Method of Stable Magnetic Levitation | Repulsorlifts were used in the study to find out if they can be used to replace the wheels of a conventional car. It was hypothesized that it will be able to lift a car using magnetic repulsion forces. The different magnets were tested individually with the usual tests for magnetic strength, size, and temperature increase, which were done in the preliminary testing. The prototype road and car were then constructed based on the specifications that had been identified after the preliminary testing. The prototype car’s magnets were permanent magnets while the road magnets were electromagnets. They had been oriented so that the magnets would repel each other. | Investigatory Project in Physics Balloon Powered Car When it comes to powering a race car, there are a ton of different options. Some cars are powered by gasoline, diesel, or other combustible fuels, or you can even power miniature race cars using a mousetrap! In the Balloon Powered Car, we’ll show you how to build a racer that uses the power of air pressure to roll across a room. Objectives: a.) to create a balloon powered race car for maximum speed and distance b.) to incorporate Newton’s Laws of Motion Materials: * Foam core or corrugated cardboard * Wooden barbeque skewers * Regular cardboard * Straws * Tape * Balloons * Scissors * Wire cutters Procedure: 1.) Start off by cutting the chassis of your car. We don’t condone the use of blow torches or saws during Sick Science experiments, so you have to create the chassis using scissors and foam core (corrugated cardboard works great, too). Cut a 6Ãâ€"3 inch piece of your chosen material using the scissors. 2.) A car is nothing without axles. Given the size of your car, wooden barbeque skewers will make perfect axles. Use wire cutters to snip two 4†³ pieces of skewer. 3.) You need to mount the axles to your chassis in a way that allows the axles to turn freely. For mounts, cut two 3†³ sections of straw and use tape to fix the mounts to the front and back (3†³ sides) of your chassis. 4.) Now that you have axle mounts, mount your axles! Slide the wooden skewers through the middle of the straws. 5.) Axles are great, but humans invented the wheel for a reason. The wheel was invented for use on the Balloon Powered Car! Use scissors to cut four quarter-sized pieces of regular cardboard. If it helps, you can trace a quarter or circle of similar size to give yourself some guidelines. 6.) Push the cardboard circles onto the skewers, one on each end of both skewers†¦.

Counting and Accounting

Counting and Accounting Counting and Accounting Counting and Accounting By Mark Nichol This post lists and describes words deriving from the Latin verb computare, meaning â€Å"sum up,† that, unlike computer and the like, do not closely follow the original spelling. Count derives its diversion from the spelling of computare from its journey to English through Old French, which spelled the verb conter. To count is to add up (â€Å"Count the money†), consider (â€Å"Count yourself lucky you didn’t get hurt†), or record (â€Å"Count me in†). It also means â€Å"depend on,† â€Å"deserve to be considered,† or â€Å"have significance.† A count is a sum, while someone who adds numbers, or a coinlike object used to keep track of numbers, is a counter. (â€Å"Bean counter,† from the notion of using beans for this purpose, is a slightly derogatory term for someone who monitors finances.) That word also described a table at which a moneylender did business and, by extension, came to refer to any similar raised structure in a place of business and, later, in any building, including a house. (Countertop refers to the surface of the counter itself.) Counting is the act of adding up numbers or of marking a sequence of numerals from smaller to larger; however, as a verb, the word pertains to relying on someone or something, as in â€Å"I was counting on you to be there.† The largely obsolete term countinghouse refers to a place used for doing and keeping track of business. â€Å"Counting frame† and â€Å"counting rail† are synonyms for abacus, describing a device using beads strung on wires as an analog calculator. A counting glass, meanwhile, is a magnifying glass used to count threads per inch in fabrics. Count also, in a legal sense, came to pertain to the charges in an indictment for crimes, and in athletics, it describes the ten-second period a fallen boxer is given to resume standing (hence the expression â€Å"down for the count†) and the number of strikes and balls a baseball batter is allowed. (A full count is when the batter has used up the allotted two strikes and three balls, after which the player must hit the ball, or walks to first base on the fourth ball thrown, or is struck out.) The terms of nobility count and countess (and viscount and viscountess) are not related; they derive from the Latin term comitem, meaning â€Å"companion.† Nor is country, which stems from the Latin adjective contra, meaning â€Å"against.† This is also the source of the prefix counter-, seen in words such as counteract, counterfeit, and counterpart. Similarly, countenance is not related; it comes from the Latin verb continere, meaning â€Å"hold together.† Something that can be counted is countable, and the antonym is uncountable. These terms, in reference to words, describe plural nouns that, respectively, do or do not refer to groups of things that can be added up. (For example, cars is a countable noun; but traffic is not.) Countless means â€Å"too numerous to be counted†; unlike its synonym infinite, it has no direct antonym. A countdown is a calling out of numbers, usually from ten to zero or from three to â€Å"go,† to mark the time before something occurs, such as a spacecraft launch or the beginning of a race. A discount is a reduction in price, and to discount is to reduce in price, though the verb also refers to diminishing the significance of a statement. A miscount is an erroneous calculation, and a recount is a calculation that is repeated to confirm that the original calculation is correct; recount also means â€Å"describe an occurrence.† To account is to add up, and an account is an adding up or a description of an incident. Formally, the word describes a record or a statement, or an arrangement with an advertising, banking, or credit business (or an organization that provides internet or email access) or the client or customer with whom a company has such an arrangement. Account also refers to value or esteem, as in â€Å"That’s not of any account to me† (also seen in the informal term â€Å"no-account,† referring to a worthless person), to advantage, as in â€Å"She used her skills to good account,† and to consideration, as in â€Å"I’ll have to take that into account†; it also applies to keeping track of something. The verb account means â€Å"analyze† or â€Å"consider† or refers to justifying, being a significant factor, or causing something. Accounting is the practice or profession of monitoring finances, and one who does so as a career is an accountant; accountability has the more general definition of â€Å"the quality of being able to answer for one’s responsibilities†; the adjective is accountable. The antonym of that word, unaccountable, has two senses- not only â€Å"unresponsible† but also â€Å"inexplicable† or â€Å"strange.† A perhaps unexpected member of the computare family is raconteur, adopted from the same French word and meaning â€Å"teller of anecdotes.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:10 Grammar Mistakes You Should Avoid"Wracking" or "Racking" Your Brain?Plurals of Proper Names

Definition and Examples of Parataxis in Rhetoric

Definition and Examples of Parataxis in Rhetoric Definition Parataxis is a grammatical and  rhetorical term for phrases or clauses arranged independently- a coordinate, rather than a subordinate, construction. Adjective: paratactic.  Contrast with  hypotaxis. Parataxis (also known as the additive style) is sometimes used as a synonym for asyndeton- that is, the coordination of phrases and clauses without coordinating conjunctions. However, as Richard Lanham demonstrates in Analyzing Prose, a sentence style may be both paratactic and polysyndetic (held together with numerous conjunctions). See Examples and Observations below. Also see: Clausal Coordination and Phrasal Coordination Compound SentenceCoordinate ClauseJuxtapositionLangston Hughes on Harlem in the 1920sListParataxis in Steinbecks Paradox and DreamRunning StyleSimple SentenceWalt Whitmans Street YarnWendell Berrys A Few Words for Motherhood What Is the Running Style? EtymologyFrom the Greek, placing side by side Examples and Observations I came; I saw; I conquered.(Julius Caesar)Dogs, undistinguishable in mire. Horses, scarcely better- splashed to their very blinkers. Foot passengers, jostling one anothers umbrellas, in a general infection of ill-temper, and losing their foothold at street corners.(Charles Dickens, Bleak House, 1852-1853)In the bed of the river there were pebbles and boulders, dry and white in the sun, and the water was clear and swiftly moving and blue in the channels.(Ernest Hemingway, A Farewell to Arms, 1929)I needed a drink, I needed a lot of life insurance, I needed a vacation, I needed a home in the country. What I had was a coat, a hat and a gun.(Raymond Chandler, Farewell, My Lovely, 1940) Joan Didions Paratactic StyleI remember walking across 62nd Street one twilight that first spring, or the second spring, they were all alike for a while. I was late to meet someone but I stopped at Lexington Avenue and bought a peach and stood on the corner eating it and knew that I had come out of the Wes t and reached the mirage. I could taste the peach and feel the soft air blowing from a subway grating on my legs and I could smell lilac and garbage and expensive perfume and I knew that it would cost something sooner or later . . ..(Joan Didion, Goodbye to All That. Slouching Towards Bethlehem, 1968) Toni Morrisons Use of ParataxisTwenty-two years old, weak, hot, frightened, not daring to acknowledge the fact that he didnt know who or what he was . . . with no past, no language, no tribe, no source, no address book, no comb, no pencil, no clock, no pocket handkerchief, no rug, no bed, no can opener, no faded postcard, no soap, no key, no tobacco pouch, no soiled underwear and nothing nothing nothing to do . . . he was sure of one thing only: the unchecked monstrosity of his hands.(Toni Morrison, Sula, 1973) Natalie Kuszs Use of ParataxisI packed some books and a portable typewriter, drove to Homer on the coast, and rented a cabin near the beach. Something about the place, or its fishy air, or my aloneness in the middle of it, worked somehow, and I breathed bigger there in my chest and wrote more clearly on the page. I had forgotten about tides and about the kelp and dried crabs that came in with them, and every morning I shivered into a sweater, put combs in my hair, and walked out to wade and to fill my pockets with what I found. I liked it best when the wind was blowing and the sky was gray, and the sounds of seagulls and my own breathing were carried out with the water.(Natalie Kusz, Vital Signs. The Threepenny Review, 1989) Walt Whitmans Paratactic StyleNothing is ever really lost, or can be lost,No birth, identity, form- no object of the world.Nor life, nor force, nor any visible thing;Appearance must not foil, nor shifted sphere confuse thy brain.Ample are time and spaceample the fields of Nature.The body, sluggish, aged, cold- the embers left from earlier fires,The light in the eye grown dim, shall duly flame again;The sun now low in the west rises for mornings and for noons continual;To frozen clods ever the springs invisible law returns,With grass and flowers and summer fruits and corn.(Walt Whitman, Continuities) Characteristics of Paratactic Prose- In paratactic prose, clauses are loosely connected, creating a lopping discourse of heres another thing and another thing and another thing. . . . Paratactic prose occurs more frequently in narrative and explanation, and hypotactic prose more frequently in explicit arguments.(Jeanne Fahnestock, Rhetorical Style: The Uses of Language in Persuasion. Oxf ord University Press, 2011)- When clauses are linked in a relationship of equality, we say that the relationship is paratactic. Parataxis is the relationship between units of equal status. . . . Paratactic linking is often treated as equivalent to coordination . . .; more exactly, coordination is one type of parataxis, others being juxtaposition and linking by conjunctions such as so and yet.(Angela Downing and Philip Locke, A University Course in English Grammar. Prentice Hall, 1992)- A series of short phrases or clauses equalized by parataxis seems almost to invite these repetitive openings [anaphora]. We are reminded, on the one hand, of Scriptures ritual iterations- a list of Thou shalt nots or begats. On the other hand, the humble laundry list comes to mind. When you think of it, ordinary workaday prose is often taken up with lists. They represent parataxis par excellence. . . .But parataxis can be a contrived, patterned, self-conscious style, one whose syntax can carry . . . a n allegorical meaning of its own. It is easy to write a laundry list, but not so easy to write like Hemingway without falling into parody. Try it.(Richard A. Lanham, Analyzing Prose, 2nd ed. Continuum, 2003)- Parataxis allows for the coherence of a narratives themes to be independent of the sequential organization of the story elements. Use of paratactic ordering is common in folksongs and even myths where the rearrangement of story elements in their order of presentation does not damage or confuse the story. For example, switching verses three and five of a seven-verse paratactic song would not alter the theme or tale presented, since linear progression is not an essential component of these works.(Richard Neupert, The End: Narration and Closure in the Cinema. Wayne State University Press, 1995) A Difficult Style to MasterAlthough it might seem as if writing in the additive style is just a matter of putting one thing after another in no particular order (how can that be hard?), it is in fact the far more difficult style to master; for the relative absence of formal constraints means that there are no rules or recipes for what to do because there are no rules or recipes for what not to do.(Stanley Fish, How to Write a Sentence. Harper Collins, 2011) A. Bartlett Giamatti on the Paratactic Style of BaseballHere the oft-told tale that is the game is told again. It is told always in the present tense, in a paratactic style that reflects the games seamless, cumulative character, each event linked to the last and creating the context for the next- a style almost Biblical in its continuity and instinct for typology.(A. Bartlett Giamatti, Take Time for Paradise: Americans and Their Games. Summit Books, 1989) Pronunciation: PAR-a-TAX-iss