Ohio Infant mortailiy rate Essay Example | Topics and Well Written Essays - 750 words

Ohio Infant mortailiy rate - Essay Example The two journal articles are â€Å"The Impact of Prenatal WIC Participation on Infant Mortality and Racial Disparities† (Khanani et al., 2010) and â€Å"Infant death among Ohio resident infants born at 32 to 41 weeks of gestation† (Donovan et al., 2010). The journal article by Khanani et al. (2010) entailed a research project that sought to assess the significance of Special Supplemental Nutrition Program for Women, Infants, and Children as a measure to enhance birth outcomes and reduce racial disparities in Ohio. On the other hand, the journal article by Donovan et al. (2010) entailed a research project that sought to assess the infant mortality rate of Ohio children born at 32 to 41 weeks. Apparently, the two journal articles have different research questions. The article by Donovan et al. (2010) sought to determine the gestational age-specific and the adjusted infant mortality rates for Ohio residents. The journal article by Khanani et al. (2010) sought to establish how prenatal Women, Infants, and Children services influence infant mortality rate and racial disparities in Ohio. Notably, the two articles used a retrospective cohort design to collect data. In the article by Donovan et al. (2010), the research relied on a multivariable regression analyses to collect data on all Ohio births and infant deaths from 2003-2005. In the article by Khanani et al. (2010), the research relied on data from the Ohio Department of Health, Bureau of Nutrition Services, and Department of Vital Statistics. The data collected included infant deaths, live births, and WIC prenatal participants from 2005 to 2008. The research excluded duplicate records and used a Visual Basic program to link the WIC prenatal enrollee data to the live birth data using specific data elements (Khanani et al., 2010). The research also used the infant death certificate to collect infant death data and linked the infant death records using

Organisational Behaviour Essay Example for Free

Organisational Behaviour Essay Question One. From the case study, we can learn a lot. It ranges from leadership, management, work ethics, behaviour shaping and changing to the impact of positive and negative reinforcements in organisations. Managing of creative workers, recognition of opportunities and problems, unethical strategies and tactics, team building and networking among others are aspects that can be learned from the case study (Robinsen 2000). We can also learn from the study that Godot applied an autocratic or authoritative style of leadership. He could not listen to any of his workers, he could not open any avenue of communication and consultation with his workers and could not involve the workers in decision making. All he could do was to haul insults at them instead of actively involving them in the day to day running of the restaurant. It is important to treat workers in a good way if any positive results are to be realised (Simons 2003). The first genesis to doing so is to implement ways and methods that would boost the morale of workers. Good leadership and management skills are essential to any organisation. Good work ethics and behaviour should be instilled to the workers so that they can deliver good results with very minimal supervision (Haddock 2001). Abuses and insults are not supposed to be used at the work place as they even tend to scare away sensitive customers and other business people. Leaders and managers should learn new ways and methods of improving workers’ efficiency and results. Organisations that deploy such ways and methods, have proved to stand ahead of others (Wharton 1996). Question Two. There are several negative and positive reinforcements, punishment and extinctions that were used by Godot and the customers in shaping of the employees’ behaviour. Positive reinforcements included the dedication and industriousness of Godot. This is positive in that it helps the workers as they are able to emulate what Godot stands for. Through dedication and hard work, the restaurant was able to stand the test of time. This was an inspiration to the workers. Another positive reinforcement was that of the customers. The customers would appreciate the work done by Diane and compliment her efficient services. This would give her morale to work even harder and efficiently knowing that her services were good. There are also negative reinforcements. They can be seen mainly from Godot’s attitude and way of doing certain things. He was a man prone to emotional outbursts. He could yell and shout at his workers whenever something went wrong or whenever he could not see what he expected of them. This is negative in that it instilled a sense of fear to the workers and always made them nervous (Bringsrud 2004). This makes someone not to perform to the expected standards, His lack of compliment to his workers is also a negative reinforcement (Myers 1997). He did not appreciate anything good but was so quick at condemning and demonising anything he felt was not right. A good employer needs to give credit where it belongs. This is a way of encouraging and giving morale to the workers (Simons 2003). Godot could not see anything good in it. All he could do was merely grunt at Diane even when she said hello or goodbye. Such attributes do not befit a good employer. Punishment was in the form of fining his workers whenever something went wrong. When Diane dropped a plate of bouillabaisse appetiser, she was scorned at and fined a total of $24. 95. This punishment demoralised her to the extend of affecting her performance. Her earnings from tips dropped from a one time top of 23 percent to a meager 15 percent. This was as a result of reducing the pace at which she worked in order to prevent any other incidences from happening. From this, one can easily tell that the punishment imposed on her was too much and she could not risk losing the amount any more. Such a negative reinforcement does not add any value to the business but instead it demoralizes the workers thus reducing the pace of working (Wharton 1996:8). As a result, the customers end up waiting for long and some might give up and leave. This turns out to affect the restaurant adversely. Godot as an employer has various ways of improving or shaping the behaviour of his employees. One of the ways is by introducing packages that are employee friendly and putting in place certain measures that would improve the performance of his employees instead of using ruthless methods such as imposing of huge fines and punishment to the workers. Such methods could include appreciating what the workers do and also ones in a while complimenting the efforts made. Diane would have been appreciated in various ways and by so doing, her morale would have been boosted thus making her work extra hard and as a result winning more customers. Employers need to realise that social responsibility and leadership in organisations and businesses for that matter are very vital aspects (Haddock 2001:475). Workers depend on employers and employers depend on workers too. This is a mutual relationship which should be upheld in all cases. This should be realised by both the parties in order for the business to perform to the expectations. Question Three. The reinforcements and punishment mentioned in question two have both positive and negative impact on Diane’ behaviour. Inasmuch as the punishment imposed on Diane would seem to be on the extreme, it could be viewed as positive in some ways. Being careful at the job place is extremely important. When Diane dropped the plate of appetiser, she was fined heavily by Godot. This made her promise to be more careful than ever before so that she could not get herself in the same mistake again. This instills a sense of discipline and responsibility to the workers (McTagart 2003). The strict nature of Godot, his dedication and industriousness was a lesson for Diane. Her behaviour would be influenced by such reinforcements. She would learn to be dedicated and more independent in future. Her pace of doing things would also improve as she was used to doing tasks at a very fast rate. This obviously is a positive change to her behaviour. On the other hand, Godot’s lack of compliment and appreciation would affect her behaviour too. This will make her feel left out, unwanted and also feel like her services are not worth. If Godot had behaved differently in this case, Diane would have learned from the same and applied it elsewhere. In any organisation, behavioural shaping and change is very important. Every employee should feel like part of the team in order for there to be teamwork and tangible results (Moir 1999). The lack of appreciation and compliment changed Diane’s way and pace of doing the job. It made her slow down thus affecting the job she was doing. The emphasis of Godot on the importance of working as a team is seen as a positive gesture of behavioural shaping. If an employee was hired and he/she did not appreciate the importance of working as a team, he/she would learn from Godot’s vision and his way of doing things, thus shaping ones behaviour (Stuart 2003). Question Four. The effectiveness of hourly pay rates and tips as a way of reinforcing desired behaviours could go either way, that is, it could either be positive or negative depending on the outcome and the intention of the method. Hourly pay rates in most cases is the method that most employees prefer (Hufman 2002:49). This is because one gets paid depending on their efforts. If one inputs more effort in the job he/she is paid more than that who inputs less. The principle ideally is ‘more effort more pay, less effort less pay’. This is not just an advantage to the employees only but also to the employers (Godwin 2001). If an employee does more, the employer also gets more in returns. Hourly pay has proved to be the best way of dealing with both the employers and the employees. One could work for a certain period of time and get doing something else including attending lectures and lessons. This method does not tie someone to one thing. One becomes flexible enough to the extend of even doing more than one job. Tips are also a good way of reinforcing desired results and behaviours (Borer et al 2000). Tips make a worker work extremely fast and with dedication. How much one takes home at the end of the day, week or month depends on the person’s zeal of work. Just like hourly pay, tips benefit both the employee and the employer. For instance, if an employee makes 20 percent of the total amount of money, it definitely goes without saying that the employer must have bagged the 80 percent. It is therefore important that the mode and way of payment as per the contract is obeyed by the two parties involved. Reinforcing of behaviour could be done in different ways, hourly pay rates and tips being one of the ways. Such a method makes the employee work under certain rules and conditions as deemed fit by the employer. Work for three hours, do not break anything, get your pay and tips and leave. This is normally the motto of such methods. Some employees are too careless and lazy to the extend that they do not care about what happens in the event that loses are incurred. The only way to check them and put them on toes in by introducing the hourly pay rates and tips. This is meant to give the employer the opportunity of maximising his/her time at the job place. In the extract, Godot decides to introduce such a method in order to cushion himself against the lazy workers who might think that they can just get to the hotel, work anyhow and get away with it. This is not Godot’s way of working. He believes in workers earning what they worked for. If you work hard you get more. If you just lazy around, you are bound to get very little. Diane had to work hard so that she could save something substantial for her use ones she went back to school. To her, a table waiting job was what she could do instead of just staying at home during summer. She thought that she could make some money and improve on her University life, actually change her diet. Her hard work would fetch her upto 23 percent on tips and $15. 0 per hour. She had set targets that she wanted to meet. Her ability to work fast and efficiently earned her the percentage she had targeted on tips. This plus her hourly pay was enough to take care of her University needs after summer. This method of tips encouraged her to work hard. Had it been a flat rate pay on tips, Diane would not have worked as hard as she did. This meant that Godot also made a lot of money in the process. Fur thermore, Godot spelt out clearly what he wanted for his restaurant. He had a vision for his restaurant and insisted on the importance of working as a team in order to deliver good services to his customers. It is on the basis of this too that Diane decided that she would put in her best to prove how good she could be. Conclusion. From the case study, it is very clear that something has to be done in most organisations regarding work ethics and behaviour. Employers subject their workers to unfavourable working conditions and all they care about is there well being and not that of the workers (Huberman 1994). Workers in such organisations end up persevering such conditions with the aim of just making ends meet in their lives. This could be clearly seen from Diane’s case. She had to persevere for the purposes of making money but did not enjoy working under such conditions. Workers should enjoy doing their work and this can only be made conducive by the input of the employers (Benstin 1995). Organisational behaviour is a topic of discussion that leaves many employers and employees looking for ways and methods of dealing with the issue.

Occupational Health Psychology (OHP): Benefits and Uses

Occupational Health Psychology (OHP): Benefits and Uses Occupational health psychology (OHP) is a branch of psychology that focuses on studying the health, safety and well-being of employees with respect to psychosocial factors and health hazards in the work environment. The National Institute for Occupational Safety and Health (NIOSH) defines OHP as â€Å"concerning the application of psychology to improving the quality of life, and to protecting and promoting the safety, health and well-being of workers.† Examples of topics studied in OHP include stress, burnout, interpersonal conflict, workplace violence, harassment, mistreatment and other work related safety, employment and health issues. According to Leka (2010) The main contributing fields which led to the development OHP are the applied psychology disciplines of health psychology and industrial-organizational psychology, whilst various other disciplines, such as economics, public health, sociology, industrial engineering, occupational health, and preventive medicine also pro vides knowledge towards OHP. The spiritual history of OHP can be traced back to the beginning of the 20th century, although the term â€Å"Occupation Health Psychology† itself did not appear until the end of the same century. The Industrial Revolution proved to be a breeding ground for thought provoking ideas, such Marx’s Theory of Alienation (1984), which examined the effects of work on the masses. Further work down the decades such as Taylors Principles of Scientific Management (1911), Mayo’s research on workers at an electric plant (1933), Trist and Bamforth’s study on UK coal miners (1951), Kornhauser’s research on Michigan car manufacturers (1965) and Gardell’s research on Swedish paper mill workers (1971) steadily built up and consolidated the subject of work related effect on workers and focused the prevention of the detrimental effects as a important topic of discussion within the field of psychology. The term Occupational Health Psychology and similar phrases started to appear in psychological literature around late 1980s, during the same period journals focused specific to this field, such as Work Stress, first published in 1987, were established. According to Leka Houdmont (2010), the term OHP was coined in Psychology doctoral training in work and heath by Raymond et al. (1990), which suggested that doctoral-level psychologists should undertake interdisciplinary OHP training. It was during this time the discipline of OHP was established and recognised. The discipline developed rapidly and several influential works emerged. More specifically, works by Quick et al. (1997) and Cox et al. (2000) have greatly influenced the defining characteristics of OHP, these include recognition that OHP is an applied, multi-disciplinary science driven by evidence often collected through subject participation, and that it is focused towards practical problem solving and intervention. The emergence and rapid development of OHP as a discipline is a direct consequence of the increasing concern and awareness over work related injury and stress, especially in intrinsically or hazardous or stressful occupations, such deep tunnel miners and fire fighters. Cardiovascular diseases are common results from such working conditions (Sharp.1988). The negative impacts of hazardous or stressful working condition include decreased efficiency, decreased productivity, increased operational cost and increased staff turnover rate for the organisation; and reduced health, motivation, happiness and creativity for the individual workers. Overall the result is an unhealthy workforce and unhappy workplace. Through the development of OHP, the typical risks associated with work and the negative impacts they exert on physical and psychological health are established. It is crucial to examine closely the potential factors that can affect the well-being of workers. As mentioned in Leka (2010), the practice of OHP allows an organisation to be able to identify, manipulate, prevent and anticipate the most influential detrimental factors so that the negative effects can be reduced, removed, or turned into a beneficial effect. The process of dealing with both physical risks factors and mental risk factors are similar in the sense that the risk factors have to be identified first before they can be dealt with. For example, physical hazards such as slippery stairs have to be identified before they can be treated to prevent accidents; the result is an overall increase in the physical well-being of workers. Likewise, the negative impacts caused by mental pressures have also to be identified first; h owever unlike physical risks, the mental risks are not quite as clear and straight forward to recognize. In OHP, these mental risk factors are known as stressors. In order to identify and tackle the most common and important stressors, several theoretical models have emerged that tries to describe why the people often feel stress during work. The initial main development came from Karasek’s Demand-Control model (1979), which focuses on the characteristics of job demands and job control. Karasek’s research revealed that workers who have high levels of job demand but at the same time low job control were disproportionately more likely to suffer from fatigue, burn-out, depression and cardiovascular disease. It also showed, perhaps un-intuitively, that workers with highest control and lowest demand did not have the lowest levels of illness; rather the healthiest groups of individuals were the ones with moderate or even high demands, but also high levels of control. Another stress model is Warr’s Vitamin Model (1987) which suggests that some job characteristics have a linear effect on mental health in the way analogous to how v itamins affect the body. That is specific job characteristics can produce beneficial effects up to a certain threshold, after which increased quality or quantity will have no further effects. Examples of such job characteristics include salary, security, and task significance (Buunk et al. 1998). Alternately, other job characteristics such as job demands, social support and autonomy exhibit a curvilinear effect, where intermediate levels provide the most benefits to health, while high and low levels affect health negatively (van Veldhoven et al. 2002). In the nineties, Siegrist’s Effort-reward Imbalance model (1996) provided a new perspective that focus on a worker’s effort and reward ratio. People are more likely to become stressed if they put in more effort but do not see the expected results or rewards. The Effort-reward Imbalance model contains transactional features, and expands on the Demand-Control model in several areas. These theoretical models of stress allow organizations to quickly identify the not so apparent causes of work-related stress and take the appropriate measures to prevent the problems in both employee and employer (Griffiths, 1999). By applying one or more of the models, organisations are able to set up a framework of procedures that can: anticipate potential sources of stress and minimise or eliminate them through primary intervention; deal with employees’ response to stress and control the negative impact through secondary intervention; and treat the symptoms of stress and rehabilitate those who are suffering through tertiary intervention. A well-constructed and maintained health and safety programme can achieve all of the above and provide great benefits to both the individual workers and the organisation as a whole. In conclusion, occupational health psychology allows organisations to be as effective as possible by identifying the main sources of hazards and stress, taking the appropriate preventive measures, and setting up well-managed health and safety programmes(,). OHP aims to protect employees’ health and well-being through practical management of their health and safety issues(). Procedures such as primary intervention and medical support have extensive benefits to the organisation as well as individual employees. The benefits to the organisation includes: increased profit and productivity, conforming to legal framework therefore reducing the risk and cost of potential lawsuits; improved staff attendance, motivation and performance; better worker retention thus reducing worker turnover rate; better public image and company profile making it more attractive as an employer; preventing disabling illness/disease and reduce potential for litigation; and ability to identify causes, trends and patterns of low attendance and productivity within individual divisions and departments, providing the opportunity to take preventative measure and corrective action. Whilst the benefits to employees include: safer, healthier working environment; better interpersonal relations and cooperation; greater happiness, productivity, creativity and morale; improved life-outlook, general health and job satisfaction; enhanced self-esteem and self-worth, reduced risk of injury, stress, conflict and burn-out. References Buunk, B. P., de Jonge, J., Ybema, J.F., de Wolff, C.J. (1991). Psychosocial Aspects of Occupational Stress. In P.J.D. Drenth, H. Thierry C.J.de Wolff (Eds.), Handbook of Work and Organizational Psychology,145-182 Cox, T., Baldursson, E., Rial-Gonzalez, E. (2000). Occupational health psychology. Gardell, B. (1971). Alienation and mental health in the modern industrial environment. In L. Levi (Ed.),Society, stress and disease(Vol. 1, pp. 148-180). Oxford: Oxford University Press. Griffiths, A. Organizational interventions: facing the limits of the natural science paradigm 1999 Karasek Jr, Robert A. Job demands, job decision latitude, and mental strain: Implications for job redesign 1979 Kornhauser, A. (1965).Mental health of the industrial worker.New York: Wiley. Leka, S. Houdmont, J. (Eds.) (2010).Occupational health psychology. Chichester, UK: Wiley-Blackwell Marx, K. (1967/1845). The German ideology. In L.D. Easton K.H.L. Guddat (Eds. and Trans.),Writings of the young Marx on philosophy and society. Garden City, NY: Doubleday. Mayo, E. (1933)The human problems of an industrial civilization. New York: MacMillan. Quick, James C., Camara, Wayne J., Hurrell Jr, Joseph J., et al. Introduction and historical overview. 1997 Raymond, J.S., Wood, D., Patrick, W.K. (1990). Psychology doctoral training in work and health.American Psychologist, 45(10), 1159-1161. Sharp, D. S., Osterloh, J., Becker, C. E., et al. Blood pressure and blood lead concentration in bus drivers 1988 Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions, Journal of ccupational Health Psychology, 1, 27-41 Taylor, F.W. (1911).The principles of scientific management. Norwood, MA: The Plimpton Press. Trist, E.L., Bamforth, K.W. (1951). Some social and psychological consequences of the longwall method of coal getting.Human Relations, 14(1), 3-38. Van Veldhoven, M., de Jonge, J., Broersen, S., Kompier, M. Meijman,T. (2002). Specific relationships between psychosocial job conditions and job-related stress: A three level analytical approach, Work Stress, 16, 207-228. Warr, P. (1987a). Work, unemployment, and mental health. Oxford: Clarendon Press

The Impact Of Product Location :: Business and Management Studies:

The Impact Of Product Location Before we start I think it is important that I clarify what we mean by Marketing as a concept. Basically it is about selling products that customers want to buy, this is achieved by putting the customer first. Continuing customer research identifies needs and trends in customers buying behaviour which we can cater for to attract further customers. By satisfying the needs of our customers they will become regular customers and will potentially recommend us to their friends and families. The way that we meet our customers needs is by getting the right balance of the â€Å"marketing mix† by selling the right product at the right price in the right place whilst being presented correctly. As we advance into the twenty first century there is a stronger focus on marketing than selling within our supermarkets. The supermarket retail sector in this country has reached maturity and as a result we cannot simply open new supermarkets to compete with our rivals. Instead to compete we must build a loyalty base of existing customers whilst attempting to attract customers from our competitors. There has been a noticeable shift from mass marketing to segment marketing. Our customers are individuals with individual needs. You cannot simply sell the same product to everyone because people are different they require different products or at least different versions of the same product. To this end the physical identity of our supermarkets is evolving as the products within them evolve. This has led to diversity in our display methods allowing us to prioritise and promote certain products over other products. Simple things like having two columns of aisles rather than one has doubled the end of aisle space within the store. By their very nature of being at the end of the aisle they attract a greater amount of attention from the customer. By observing customers in our supermarkets it is clear that customer behave in certain ways and respond to certain stimuli. It is perhaps common sense that after walking the length of an aisle that you will check out the end of the aisle as you walk around to head back down the next aisle. It is also common sense that products displayed at eye level attract more attention and are more easily found by our customers. This does not just apply to adults, by placing products that appeal to children at a level that they can see them it is clear that they are more likely to ask their parents to buy these goods. It has also been identified that many customers when searching for products look ahead but also

Compare and Contrast: Being a Single Parent Essay

Single parents often faces struggles in raising their families, it does not affect only the parent but the children also. Families become a single parent family because of a death of a spouse or a divorce. A single parent struggles on financial, emotional, and social challenges. Of the eyes of the child, seeing their parent busy all the time makes the child feel neglected. The parent and children becomes depress because of all the stress she/he faces and lack of time for each other. A single parent faces money problems even though they have child support. Divorce couples often divide the expenses but the single parent have less work opportunity because of the responsibilities she/he faces as raising children. Having a death of a spouse is more difficult because it leaves the single parent bills like car, funeral, hospital, and etc. The single parent need to work a lot to support the family but he/she leaves little time of spending time together. If the single parent does not make enough money to support his/her family then sometimes the children is taken by the child protective services. The single parent and children faces emotional problems like depression and loneliness. After a death of a spouse or a divorce, the parent feels neglected and he/she sometimes shut themselves down for a long time and neglect their children. Even though the parent is not depress because of being a single parent, he/she has lots of responsibilities which gives little time to spend with the kids. The bond of the family weakens everyday which cause depression on each family member. Seeing their children suffer makes the parent feel angry and ends up blaming themselves. With all the things a single parent need to do, he/she lack social time with their kids. Communication is an important element to make the family strong. Most single parents have more than one job or go back to school for a better paying job in order to support financial needs and so he/she leaves their kids to a sitter or relative. This gives little time to help their children with academics, emotional, and etcetera problems personally. The child end up being negative because of the lack of help and communication. It is tough being a single parent with all the challenges they faced and lack of time with families. The three main challenges( financial, emotional, and social) makes the family fall apart. But not all single parent families are unsuccessful some are successful. The single parent needs to have a positive outlook by being responsible on all the duties he/she faces, making the family number one priority, being outspoken with kids, taking care of themselves and still maintain family relationships or traditions. Each single parent out there should follow these things in order to accomplish their goal in life, wishing the best for their children’s future or outlook. http://www.ehow.com/info_8008164_causes-effects-single-parents.html http://foreverfamilies.byu.edu/Article.aspx?a=83 Work Cited Carpenter, Michael E. â€Å"What Are Some of the Challenges Single Parents Face?† EHow. Demand Media, 09 Dec. 2010. Web. 24 Jan. 2013. Duncan, Stephen F. â€Å"Being a Successful Single Parent.† Forever Families. School of Family Life, Brigham Young University, n.d. Web. 23 Jan. 2013. Gilbert, Rebecca. â€Å"The Difficulties That Single Parents Face.† EHow. Demand Media, 14 Feb. 2011. Web. 23 Jan. 2013. Golden, Jaime. â€Å"Single Parents & the Effects on Their Children.† EHow. Demand Media, 08 Mar. 2011. Web. 23 Jan. 2013. McGrath, Victoria. â€Å"Causes & Effects of Single Parents.† EHow. Demand Media, 02 Mar. 2011. Web. 23 Jan. 2013.

How to Use and Where to Find a Helpful and Simple IEEE Format Example

How to Use and Where to Find a Helpful and Simple IEEE Format Example Students who choose computer science classes should be familiar with the IEEE reference style and format their assigned paper accordingly. You need to master it, no matter if you study programming, information technologies, web communication, computer science, management, or similar disciplines. Find a good IEEE format example to make things easier. It will provide you with useful information and a list of helpful suggestions and guidelines to write your next text correctly. What is the IEEE format? This question is often asked by confused students who need some guides. The IEEE is a professional organization that supports different IT and engineering fields, and it has established its own writing manual to let both professionals and students in relevant areas organize their references and writing works. Read this important journal to get a clearer idea of basic rules. Check out a brilliant IEEE format example to understand that this style consists of two crucial elements: References; In-text direct and indirect citations. What are in-text citations? They are brief quotes taken from both secondary and primary sources, and you need to number them in square brackets. Each number identifies a complete citation listed in your bibliography or works cited list, but many students call such citations references. A list of references is in their numerical order. The IEEE manual is lengthy and complex, and that’s why you should read this brief guide because it will help you save time in the end. ORDER PAPER IN IEEE FORMAT How to cite in the IEEE format? Each reference must have its corresponding IEEE citation in the main body of your research paper or academic essay. What is the difference between indirect and direct in-text citations? The main difference is that direct citations duplicate original quotes, while the indirect ones are the same ideas paraphrased by you. Each time you want to add a citation, insert a specific number within square brackets to help readers find complete references on your reference page. Make sure that it’s a separate section of your assignment. A complete IEEE format reference contains the information necessary to help other people find more details about your discussed subject with ease, including: Publication places and dates; Full titles; Authors’ initials and surnames; Some smaller details, such as page numbers or volumes. Corresponding numbers should show up before every reference. How to create IEEE citations? In-text citations shouldn’t necessarily contain such details as quotes pages, authors’ names, or publication dates, and you can mention sources using special numbers in a bracket line. It must match a complete citation in your bibliography. Insert in-text citations to back up major arguments in the main body (before any punctuation and with a space before opening brackets). Number all sources in the order you mention them. After referencing and assigning numbers to them, feel free to use the same corresponding numbers each time you need to quote these sources in your paper. If you cite many sources simultaneously, apply the best approach and provide every number separately (in brackets and use dashes or commas between numbers). Most experts apply the same formatting approach. How to write your reference page? Based on IEEE formatting requirements, a page that contains your full bibliography is called a reference list or page, and you need to put in at the end of your writing project. The basic goal that it serves is to provide full citations for each source that you use to describe in-text citations. Add all references in their numerical sequence. Don’t forget to include their bracketed numbers at the beginning. Follow these simple rules: Word "References" is the title of this page (you can either align it left at the top or put it in the center); Use a hanging indent for each reference with numbers in brackets to identify the right numerical order; The titles of your cited sources, including magazines, newspapers, articles, or others, should be in quotation marks; The titles of all works should be in italics; List surnames and initials as authors’ names. PLACE YOUR ORDER HERE Where to find excellent examples? The IEEE updates its writing manual on a regular basis. You should visit its official website to know all the changes made to such vital format elements as: Footnotes; Abbreviations; Punctuation; Section headings; Biographies; Tags Equations and numbers; Capitalization. How to style and cite references? There are some basic rules that remain the same, regardless of new editions, and they concern: Direct quotes; Findings, data, tables, and graphics. Place a text from your sources in quotation marks. Add quotations to original sources, summarize or rewrite them, and come up with citations when making a summary of or restating data from them, including claims, ideas, verdicts, and research. Cite your original sources when adapting, referring to, and taking any information from them to format your academic paper successfully and earn high grades. Why is citing essential for your academic performance? Some students don’t gain the point of citing. It’s an important element of academic writing for different reasons: Plagiarism is a big problem, and incorrect citing equals to it; Formatting plays a huge role in final grades; Full references help readers to conduct their research and learn more about specific problems; It’s unethical to steal the words of other authors. You shouldn’t count on your good marks if you fail to cite your sources of information based on IEEE formatting rules. What if you need expert help? Turn to our team of qualified and experienced writers because they will help you format all papers and do other things for you.