The American Bald Eagle Essay -- essays research papers

I chose the American bald eagle because it is one of the fastest and strongest species of eagles. It is the national symbol. The Congress adopted it as the national symbol in 1782. I think it was adopted as the national bird of the United States because the Roman soldiers used the eagle as a symbol of courage and power. In the early 1800's, Americans called the Bald Eagle, the American eagle. Here is some of the biology of the Bald Eagle. Bald Eagles do a very good job at their part in the food web. Bald eagles also have an interesting name. The scientific name for bald eagles is Haliaeetus leucocephalus. The family order is accipitridae and falconiformes. The young of bald eagles are called eaglets or eyasses. Bald eagles are warm-blooded and breathe oxygen from the air. A female will lay 1 to 3 eggs every five years, with at least 1hatching. Although all Bald Eagles are consumers, none of them eat plants to get their chemical energy. Some birds in the eagle community are African fish eagle, Stellerà ­s sea eagle, white-bellied sea eagle and the palm-nut vulture. Bald eagles, out of all eagles are carnivores; they eat fish, there is no such thing as a herbivore or even an omnivore Eagle. The young of a bald eagle are fully fledged (just like their parents and ready to live in the world) at about the age of 4 months. After hatching, newborn eagles are all white and blind. Male bald eagles generally measure 3 feet from the end of the beak to the tip of...

Role and Functions of Hr Managers

Role and functions of HR Managers Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. Handy, 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best i n their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the most fundamental roles of the HR department. This is because this function ensures that the Company under consideration selects the most skilful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function is performed well, then the organisation will increase value consequently being on the right pathway to achieve its organisational and departmental goals and objectives. (Hyde, 2004) Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organisation. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the Department contributes towards organisational performance. An example of a Company that performs this role well is Tesco Ireland. The Company notifies the public about vacancies. It then posts a questionnaire online and interested parties fill it at that time. This is then evaluated and those who fall within their minimum requirements are invited for an interview. In the interview, applicants are asked a number of questions and those who did extremely well are further analysed and retained. Those who did moderately well are not immediately eliminated; instead, their interview questions are kept on file then these are reviewed after six months. By so doing, the Tesco Ireland makes sure that its employees are highly capable and that they will enrich the organisation. (Hyde, 2004) Improvement of Compensation Packages One of the major functions of the HR department is to motivate employees. This can be done through rewards especially for those who have done well. The HR department needs to evaluate performance of employees and those who have exceeded expectations should be compensated for their actions. Research has shown that rewarding employees for good performance is the number one incentive for keeping up this trend. These compensation packages can come in the following ways; – Holiday Offers – End of Year Bonuses – Equities – Awards – Salary Increments – Provision of Flexible Working Hours – Straight forward Promotion Schemes and Career Developments If the HR department includes these incentives, then it will ensure that employees are satisfied with the Company. It will also contribute towards good staff retention rates. This is especially crucial in increasing stability within the organisation. It also makes employees identify with the firm and instils a sense of loyalty. Handy, 1999) Planning in the Organisation The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organisation’s future engagements that will involve people. One important aspect of this is planning for employees in the organisation. It is important that the organisation ensures that all the employees under its wing are just enough to increase value to the organisation. The Department must ensure that staff members are not too many because if they exceed this amount, then the organisation stands too lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation resulting from fatigue. The HR department is also bestowed with the responsibility of planning future organisational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organisation have a general direction which they are working towards. Organisations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organisation and thus ensuring that work is not just done haphazardly. (Hyde, 2004) Negative Aspects of Functions and Roles of the Human Resource Department There are a number of problems that arise as the department goes about its activities Problems in Recruitment The department may sometimes be unable to adequately coordinate and incorporate all the employees needed in the Company’s operations. One such example is the NHS. In the year 2004, the organisation was found to be wanting in its human resource department’s functions. The Company was recruiting a large proportion of its employees; 40% from Asian and African countries. This means that the organisation was draining medical personnel from those needy countries and using them for themselves. (Katherine, 2002) Such a practice showed that the HR department had exercised bad judgement in ts staffing function. Instead, it could have used these foreign nurses as temporary measure and put in place a strategy to train local nurses such that it could stop depending on those poor countries for supply of nurses. Problems in Remuneration In the process of trying to motivate members of staff to perform better, the Human Resource may make deals that eventually cause problems. A case in p oint is the Home Depot. This Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company. The Home Depot Company offers an end of year bonus, basic salary and grant on stock shares as an incentive for some of its employees The CEO of the Company Robert Nardelli lost his job in the year 2007. This was because the company has experienced a lot of losses under his leadership; its shares fell by eight percent in the stock exchange and he deserved to leave the Company. However, because the Human Resource Department had put in place a policy that requires all members of staff to be given the incentive mentioned above, he left with a lot of money. It was reported that he had with him about two hundred and ten million dollars. The Company had no way out of this payment because HR had already passed that policy and they were bound by the law. This goes to show that sometimes policies made by the HR department do not benefit the Company especially if the parties involved are considered as losses to the Company. (Michael, 2007) Problems in Planning Sometimes the HR Department can employ people who may not contribute towards organisational principles. A classic example is the Arthur Andersen Company that fell apart in the year 2002. This was an American Company that dealt with audits. It was initially very successful in its operations prior to that fateful year. But in the latter years of its operations, the Company was involved in two accounting scandals that tarnished its name and subsequently caused failure. The Company failed to plan well for the kind of employees it recruited. This was witnessed when one of its employees in the Legal Department called Nancy Temple was fined in the Court of law for non adherence to accounting laws. This problem could have been prevented if the HR department had evaluated this employee before hiring her and also evaluation should have been done during her performance. If HR had been extremely critical, then they would have realised that the employee did not adhere to Company principles and would therefore have terminated her employment. Beside this, the Arthur Andersen Human Resource department also failed in its communication function to employees. The department should have ensured that they constantly communicate to members of staff about the goals and objectives of the Company on a day to day basis. This would have made them very clear in the minds of employees and would have prevented the downfall of the Company. Strategies to Improve Human Resource Department’s  Ã‚   Value to the Organisation Training and Internships It is not necessarily a guarantee that a candidate who did well in the recruitment exercise is the best in performing an organisation’s functions. New employees need orientation into the Company’s functions and can also improve some inefficiency that these new employees may have in relation to their skills. This is the purpose of placing them on internships. (Norbert, 1967) Training is also essential for members of staff who have been working for the organisation for a long time. This is especially so in the wake of technological advancements, legal changes and changes in service delivery. It is important for an Organisation to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition. Training need not be restricted to improvement of skills; it can also involve improvement of attitudes. This is normally characterised by attendance of workshops and other forms of talks. Training also increases motivation of employees and gives them that extra boost of energy needed to get them through tough times in their jobs. All the above tasks are placed under the Department of Human Resource because it is the one that will asses when training is needed, who needs the training, where and by whom. This aspect is a sure to improve value of the HR Department in the organisation. An example of a company that adheres to this principle is Marks and Spencer retail chain outlet. The Company offers training for twelve moths. Here new employees are taught all that is necessary to meet organisational goals and objectives then they can start work when they are ready to do so. (Norbert, 1967) Making Better Use of Time The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organisation. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximise production and achievement of organisational goals. (Harold, 2003) The Department can do this by planning activities to be carried out in the organisation. It can make schedules for the various activities that have to be done in the organisation and thus facilitate better flow of information. In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output. Improving Organisational Culture The Human Resource Department can try to improve organisational culture through a three step procedure. The first step of the process is observation. In this step HR finds out what makes ups or what the company’s culture is like. HR should also be very intense on the organisational needs. Here, HR should realise that personal fulfilment works better and therefore should try to ensure that the change is relevant to every staff member. In this stage, HR should try to explain to all staff members or stakeholder the advantage of transforming the culture in the organisation. This should be made clear so that all can see the advantages at the individual level and not simply at the organizational level. Erica, 2006) Then HR should try to eliminate all inhibitions in staff member’s minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed. This are what are called ‘cries of despair’ and HR should try its best to explain to staff members the need of changing the culture of the organisation. The next step is the analysis of various aspects. Here, there is collect ion of data needed in making certain that culture changes. This stage involves checking out the success features or the factors that can facilitate its success. There should be calibration of data collected. Staff members should be made to understand that there are no perfect situations for implementation of changes. The analysis should involve assessing whether the information is sensible or not. Whether data gathered will be helpful or not and if it is too little or too much. Staff members should be requested for data that will help change the culture. Of course when trying to bring in change HR Department should have perceived benefits, a deadline for execution and also the realised gains in relation to the change in culture. In this step, there should be reality checks which should be done often. There should also be continuous integration. Through this scheme HR Department should be able to change the culture in the organisation and add value to it. (Harold, 2003) Conclusion The Human Resource Management team’s main function is to manage people. There are positive and negative aspects of this function; first of all, the HR department enriches the organisation through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organisation’s goals. Besides this, they are also responsible for organising incentives or compensation packages to motivate employees. All these functions contribute towards organisational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Company’s case. Improvements to their role can be done by arranging training for staff members, organising activities for the organisation and changing organisational culture. (Erica, 2006)

Rikki Tikki Tavi

Andrew  Ward Period:  Ã‚  7 Date:  2/6/13 Rikki  Tikki  Tavi  Perseverance â€Å"This  is  the  story  of  the  great  war  that  Rikki  Tikki  Tavi  fought  single  handed, through  the  bathrooms  of  the  big  bungalow  in  segowlee cantonment. †(594). it  is  also  about  Rikki  Tikki’s  perseverance  by  continued effort  to  do  or  achieve  something  despite  difficulties,  failure,  or opposition. Rikki  Tikki  shows  perseverance  by  going  on  journeys, overcoming  obstacles,  and  accomplishing  goals. Rikki's  journeys  demonstrate  perseverance  because  he  was  washed  by  a flood  to  the  bungalow/garden  and  he  explored  the  garden  where  he  met Darzee  and  his  wife.Rikki  was  washed  away  Ã¢â‚¬Å"One  day,  a  high  summer flood  washed  him  out  of  the  bu rrow  where  he  lived  with  his  father  and mother,  and  carried  him,  kicking  and  clucking,  down  a  roadside ditch†(594). Rikki  stopped  by  finding  a  wisp  of  grass  and  held  onto  it,  but lost  his  senses. Rikki  found  himself  on  the  middle  of  a  garden  path  were teddy,  a  little  boy,  found  Rikki. After,  Teddy  and  his  family  helped  Rikki back  on  his  feet,  Rikki  Ã¢â‚¬Å"then  went  outside  into  the  garden  to  see  what  was to  be  seen†(596). It  was  Darzee  the  tailor  bird  and  his  wife,  who  made  a beautiful  nest. But  lost  an  egg  and  was  eaten  by  Nag†(596 ­597). Nag  is  a 8ft  long  snake  with  a  symbol  on  his  hood  who  he  say  he  got  it  from  god. Rkki  found  Darzee  while  he  was  sniffing  around  he  heard  a  very  sorrowful voice  how  was  Darzee  and  his  wife. Since  there  were  snakes  in  the garden  stayed  since  each  mongoose  wants  to  be  a  household  pet. Even though  he  was  almost  killed  by  Nagaina,  Nag’s  wife  who  looks  exactly  like him.

Mask Work in Drama Essay

Our mask work in drama was an experience that I very much enjoyed very much. It also made me a better drama student because I increased my body movement far more as my face could not be seen. It has also shown me that with a mask on you can go for it with your body movement but you should go for it just as much with out a mask on. Fragments This part of the portfolio is where I say what Fragments of Mask work I learnt and enjoyed. Key word Fragments: Fragments of movement we mainly made up our self’s but always had to keep them ritualistic and precise. The movement we were taught in certain lessons were from a ritual and had to be Ritualistic and precise so every move was important. Examples of fragments I learnt in the lessons regarding Mask work: I remember the first lesson that we did mask work I was so unsure weather I would like it or not. What we did was sat in a circle Miss Grenene did movements that we had to copy in a ritualistic style. Then she made up copy the ritual routine with sounds so eventually we were all doing the same movements and sounds making us a chorus. Then she made us carry on the ritual adding sounds and movements on to it as we go. Miss was also playing the drum, which made it sound like an ancient ritual war drum. I felt unsure while doing this but however my emotions became more confident as the class ritual got better and better. The feelings I had were that I had to keep together with the group like a chorus should. Real life sounds and memories of sounds and movements were used in that ritual to carry on to making our own ritual. Like clapping whistling stomping all kinds of sounds and movements. All these ideas ran through my h ead and I was thinking this is good so why not add this, this and this to the piece. This was the starting point for our work as next we had to do a ritual in masks, which really does complete the ritual. I had to team up with Ross, Jack, Lisa and Joe to perform a Ritual of travelling from a neutral calm place to a hot place, to a cold place and then a funny place. I discovered on this first performance with a mask that because my face was covered up I had to express my character with my body and even more so as I didn’t have speech. We all had to huddle together as well to look like a chorus. Sadly I felt nervous on that performance as everyone was moving at different times and I could not keep up so it went badly. For the movements I thought I should look freezing and act it and look hot and act it for the others I did the same basis for the ritual. I understand that a ritual is to be a serious occasion and you should act serious and focused while acting out a ritual like for example in a funeral or wedding. Which brings me onto my next piece which was when me Jack, Lauren, Keeli, and Michelle were acting out a wedding. The manor of this performance had to be serious and precise which it was. We did slow clear-cut movements that flowed and were symbolic to a wedding. This was a good piece when we performed it however the white cloth got caught in Keelis hair and we all ended up laughing. When we performing it I saw weddings on t-v and in real life and saw how formal they were, so I decided to draw my performance from that. I played the vicar and with the mask on I felt that Ginny was gone and the Vicar of the wedding was there. I felt calm and good about this performance as it was done well but we all laughed which emphasized even more the need t be serious in a ritual. Not one of my fragments up until now has made me happy with Mask Work. Not because I don’t like because I always couldn’t do my role correctly in movement or voice. Now I was put in a group for my moch exam and I was brilliant and confident from the word go I had no problem expressing my self and loved it. I feel that i f I did it once I can do it again maybe it was the pressure of the exam that made me do well, however I am far more confident with mask work after that. Response: My emotional response to mask work is to approach it in a willing way. I felt like I had failed whenever I didn’t give a good performance, which was most of the time, which hindered y confidence. I felt down like I did not know what I was doing wrong for a long time this made me frustrated with the work. This made me more determined though because I love drama so much I was not going to be perturbed by improvements that could and were in the end made. Also while we were trying new things I felt happy or sad or angry and this was related to the movements. I found that moving a lot made me happy and I could do that a lot if I was down. My Intellectual response to the work was to always be prepared and try everything and improve. I always wanted to intellectually give a good input to work and get a good out put from it. Ideas were always flowing into my head to put into a drama piece, but sadly I didn’t know when to stop. The movements that we explored were always ritualis tic and expressive according to the character or ritual we were playing in. In our moch exam I was so pleased with the response I gave to the work, which were magical ideas, and ritualistic movements, which got a good response, back this made me pleased. I always felt ready to try but had varied emotions through out mostly of focus and confusion to the drama piece. Development: Fragments were connected and developed as we learned more and put our increasing mask work techniques together into a ritual piece. Like our sounds like drumming or humming were connected to movements. For example a scream sound+ hands trying to pull your hair out could = an insane person in ritual. Another example could be a person with clawed hands above their head + a long grunt could = a person in a ritual who is angry. Mask + Movement = A soundless piece of drama where only the body can interpret the ritual using serious prà ¯Ã‚ ¿Ã‚ ½cis and ritualistic movement. Also you must always have your head forward and facing the audience. Then you should have your shoulders back and have clear ritualistic movements and if there is sound use it so it’s clear and relevant also loud or quite depending on the mood. Mask +Movement+ Sound= A Ritual with expressive movement and sounds were effective adding atmosphere depending on the ritual piece. Mask+ Movement+ Sound+ Music= For example a piece of mask work like Oedipus which was the play we did and turned into a ritual. Fro sound we used words from the play like death, marriage, hanging, the grouching of the eyes. Then we linked these to ritualistic movements like people dieing and the grouching of the eyes. We used the music when there was a lot of tension at a high peak of the ritual. The chorus did movements all together this looked very effective and I liked the way they all moved at different level but still looked like a chorus in a ritual. Evaluation: The moch exam we did was based on a play called Oedipus and which we had to extract 10 words and turn it into a ritual with movement and music. Our 10 words were: Death, Marriage, Hanging, Grouching, Suffering, Hurl me, Madness, stabbing daggers, pain, and loved ones. The chorus which was Niki, Chris, Kirsty, Joe and Michelle used slow movements and long drowning words which made the ritual sound like a world of despair. I was the narrator and I said about the Marriage, death and hanging and the gouging of the eyes in the beginning. This was very effective and then at the end I came on screaming madness. Then the madness the chorus came out and stabbed me to death then I said the madness is done like I was closing the ritual. I must say I loved the way every ones movements were so precise and ritualistic. This so effective and the sounds we used symbolized the movements we did which made it look really good. I liked it because it flowed well and the sounds were loud and expressive. If I had to change something about the ritual it would be the fact that we could have moved more in time and also that the music could have been used more to show tension. Also the clothes were good too Red symbolising blood and black is the madness of killing. The other groups were so good as well I learnt that from them practise makes perfect. They were so realistic in voice and movement. Especially Sheryl and Daniel in voice. The choruses in all the groups could have moved better though. From this the thing I have learned that everyone must work on is their movements. The audiences were so good they gave us a lot of claps and support to spur us on.

Precis Essay Example | Topics and Well Written Essays - 500 words - 4

Precis - Essay Example And 3.3 million die annually from poor hygiene. These figures expose a major disparity between developed countries where tapped water that never seems to run out is always available and underdeveloped countries water is scarce and whatever is available is usually unhygienic. While the people from the underdeveloped countries could use their meager earning to improve their hygienic conditions, they cannot do so as they have to spend the money on treating hygiene-related ailments. The health records point out that as much as between 50 and 70 percent of their patients are treated for hygiene related ailments. It is apparent that making clean water available and easily accessible would go a long way in improving the lives of people in underdeveloped countries. It would reduce the amount of time they spend collecting water and reduce the amount of money they spend in treating hygiene related ailments. The result would be more time available to engage in economically viable activities and more money saved. One agency that had identified this gap and attempting to fill it is WaterAid, a UK based nonprofit organization. It started projects in Konso district to make clean water available to residents by supplying them with water and chlorine, and helping them build latrines. Other agencies that helped in alleviating the problem include; Water.org, CARE and A Glimmer of Hope. Different parts of the earth’s surface experience varying moisture conditions, some being deserts while others are oasis. But even in the driest of conditions when hardy dessert creatures and plants struggle to survive, humans, whose bodies are made 66 percent water, scrape off every available water molecule to meet their needs. This problem is only expected to worsen as global worming becomes reality and climate change occurs. The average earth temperature was raised by 0.74oC. While this figure may seem inconsequential, nevertheless it is responsible for

Analysis of Child Labor in Photographs Research Paper

Analysis of Child Labor in Photographs - Research Paper Example The first photo is that of a young boy working as a garbage picker. This was taken Mexico in the year 1996. The second photo is of two young girls pictured outside a brick factory, taken on 9thof February 2002. Pictures do not have the power to tell people how to think but they direct them on what to think about. This means that they have the power to make something the center of focus. Another important aspect of pictures is that they are able to achieve a high conviction of power. This is because they are able to appeal to the innermost part of a human being and cause them to demand that justice is granted to the oppressed. In order to achieve greater convincing power and emotional impact, Lewis Wickes Hine capitalizes on the facial expressions of his subjects as seen in the pictures of children fetching wood scraps to be used at the brick factory. The most striking detail in the Kabul picture is the faces of the children featured as they express emotional suffering and exhaustion. The innocent children without a doubt are tired of the kind of work they have to do to make ends meet. They are clearly unhappy at face. The work that they have to do is heavy and especially so considering that the location at which they are working looks desolate. The picture shows the child at the background having a face contorted possibly due to exhaustion and helplessness. A closer look reveals that the child is weeping; possibly wiping her tears. Both the children are dressed in a manner that clearly defines their state of poverty. The children walk with their heads focused on the ground. This shows how downcast they are. This is justified given the fact that other children of their ages are in school or at least playing together somewhere. Between the two girls, the younger is weary to an extent that she is not even able to keep up with the walking pace of her sister. The garbage picker’s face reveals a shade of sorrow even though his face is focused on the photograph er. He is clearly tired, possibly having worked a long time searching in the garbage. He works in a place where all around is garbage. His merchandise therefore comprises pieces of waste material. Both of his hands tightly hold whatever treasures he has retrieved from the garbage pit. The garbage picker carries a box on his back, an item that clearly is big for a person his size. He seems to be helpless and hopeless going by his facial expression. What is evident in both pictures is the depiction of children subjected to child labour and the effect this has on the emotional wellbeing of the victims.

Use of Quick Response Codes in Healthcare Research Paper

Use of Quick Response Codes in Healthcare - Research Paper Example The client can then carry it with him or her on the go. Some healthcare facilities have taken this technology to the healthy living segment. This has allowed their clients to access healthy food without having to shop around. Inova Health System entered into a partnership with farmer markets in the local area to encourage consumers of healthcare to shop for their produce locally (Waters, 2012). To aid the community’s â€Å"Buy Fresh Buy Local† initiative, Inova created a Quick Response code that, on scanning, retrieves the phone’s mapping program and gives directions to a local market instantly. Healthcare facilities can also use the QR codes to schedule appointments. Athens Regional Health Services recently made mammogram bookings become much easier (Waters, 2012). The facility launched a Quick Response code that has the capability of linking to a site where the client can easily and instantly book an appointment for a mammogram. As with most technological advan ces in the healthcare sector, the QR codes do have their drawbacks. While it is one of the most significant occurrences in today’s internet-savvy community in the healthcare sector, it does have some considerable drawbacks. The popularity of Quick Response has been growing rapidly around the globe with more cell phone users switching to smart phones from the conventional cell phone. This has seen an increase in iPhone and Blackberry use around the world. The first advantage of using Quick Response codes is that they can read practically everything that appears online (Waters, 2012). The camera on the iPhone has now become a link to the online world, including hospital facility websites using a QR... This essay stresses that in the case of the elderly members of the community seeking advice on the use of QR codes, there is no real value in using Quick Response codes that cannot be done using other conventional means. There is neither exclusive content that they could access using the codes nor special healthcare rate for using the service. Since the main aim for QR code use in healthcare is to point people to resources, using SMS messages and more marketing material for the elderly generation would be better. These Quick response codes also represent a hassle, especially for a generation that is not very tech-savvy. Even for those with passable tech-literacy, it is possible to download and install Quick Response readers to the smart phone and uninstall them almost immediately. This is because their use can be time consuming with variable outcomes. In most cases, especially during pilot programs for QR codes, the codes take the clients to the normal website rather the mobile-optim ized one. This paper makes a conclusion that Quick Response codes have numerous good reasons for use in the healthcare sector. However, the majority of facilities utilizing them have done so without applying enough thought on its strategy. For the right audience, in this case the tech-savvy generation, the medium is appropriate and timesaving with lower cost and availability of valuable content. However, for the elderly community, it is a hectic task and, in fact, threatens to make hospital visits more cumbersome for them.