Nurse Practitioner Job Description - Free Essay Example

Sample details Pages: 3 Words: 824 Downloads: 9 Date added: 2019/02/06 Category Nursing Essay Level High school Topics: Nurse Practitioner Essay Did you like this example? Doctors used to work more than one hundred hours a week and sometimes shifts longer than twenty-four hours. This was changed due to the Libby Zion Case, where an eighteen-year-old college student named Libby Zion died due to what her father believed to be overworked interns and doctors. A medical professional is now allowed to work no more than eighty hours a week and must not work a shift longer than twenty-four hours. Don’t waste time! Our writers will create an original "Nurse Practitioner Job Description" essay for you Create order Doctors are able to diagnose a person with ailments and prescribe medications. Doctors also may refer patients with diseases such as cancer or brain injuries to other doctors who have specialties in that area, such as oncologists or neurologists. According to a study conducted by the American Medical Association in February of 2017, of the one thousand two hundred doctors, residents and interns interviewed nine out of ten were satisfied and happy with their career choice. The study also names that some reasons why doctors chose to become doctors as their career. The top reasons named are how they or a loved member of their family were treated or for personal experience as a volunteer. A nurse practitioner is a person who is trained, independent, licensed healthcare clinician and focuses on managing a person’s health conditions, including treating illnesses and injuries. They also support injury prevention. Nurse practitioners can also prescribe medication. The majority of nurse practitioners have a specialty in which they practice in. Some of these specialties that are common choices are pediatrics, family practices, and women’s health. Sub-specialties may even be chosen and are in areas such as oncology, dermatology, psychiatry, cardiology and behavioral health. To become a nurse practitioner, you must first obtain an undergraduate degree in nursing. You must then gain experience as a registered nurse. The next step to becoming a nurse practitioner is to earn a graduate degree. This could be a Master’s of Science in Nursing, or MSN, or a Doctor of Nursing Practice, or DNP. MSN’s are typically two to three years full time, and focus on advanced nursing subjects such as pharmacology and pathophysiology. DNP’s, however, are typically three to four years long, more clinically focused than research, and focuses on a deeper understanding of MSN subjects, including coursework in evidence-based practice, diagnostic s, and disease treatment. There is a small movement toward a required DNP to become a nurse practitioner, but the majority of states still require just an MSN degree. After a graduate degree is acquired, a person must pass a Nurse Practitioner license test. To be a candidate for Nurse Practitioner licensure, a person must hold a master’s degree in nursing, a valid RN license. Nurse practitioners work in private practices and in hospitals. There is currently a nursing shortage which means that there is an abundance of nurse practitioner jobs available. Hospital have begun to hire more nurse practitioners to offset the amount of work and pressure that are put on other hospital personnel. Nurse practitioners earned an average of $97,990 as of May 2014 according to the Bureau of Labor Statistics. One of the highest paid specialties for nurse practitioner is Certified Registered Nurse Anesthesiology. CRNA’s make an average of $153,780 a year as of May 2014. A survey conducted by Medstudy Nurse Center found that out of 3,417 nurse practitioners an tremendous number said that they are happy with their choice to become a nurse. According to this study, eighty two percent of nurse practitioners claimed that they would choose nursing as their profession again if given the choice. The United States Bureau of Labor Statistics estimates that there will be a thirty percent increase in jobs for nurse practitioners from 2016 to 2026. Working in the medical field gives many people a grand sense of pride and a sense of accomplishment. Doctors and nurse practitioners alike enjoy their jobs and do their best to care for thir patients to the best of their ability. However, there are more upsides to becoming a nurse practitioner than a doctor. A Doctor of Nursing Practice degree cost vastly less than a medical degree. Nurse practitioners also spend much less time working toward a degree than doctors do. Nurse practitioner’s salaries, compared to those of doctors are much better compared to the payment per hour. In comparison, according to bestmedicaldegrees.com, a doctor’s lifetime income after their loan debt is around $4.7 million dollars. Their lifetime hours worked is 142,989. When this is adjusted, this comes out to $33.03 an hour. When you compare thi s salary to a high school teacher, doctors earn three cents less an hour. This is a very upsetting statistic that is greatly overlooked. Nurse practitioners, however, have a payment that is much better proportioned to their level o schooling. Being a nurse practitioner is a much better option due to payment, hours, school loans, and education required is much less harsh than that of a person who has went through the process of becoming a doctor.

Human Drug Screening For Memory - 856 Words

As compounds are optimized by our ROP criteria, we will progress lead compounds towards in vivo efficacy studies, which will be in three well-established and well-accepted mouse models for memory storage. These three tests capture various forms of memory (working memory, object recognition memory and fear memory) in mice and have translational validity for human drug screening for memory disorders. Based on the published data from our lab and others (Ref) our working hypothesis is that positive compounds will enhance memory storage. The following preliminary results support the feasibility of this aim. C5A.1. Regulation of specific kinesins in mouse hippocampus during contextual fear memory storage: We have studied whether levels of specific kinesins change during memory formation. We selected 6 kinesin genes from the hippocampus (HPC) and carried out qRT-PCR analysis of RNAs from HPC (N=4 biological replications) isolated one hour after contextual fear conditioning (CFC) training, during the initial consolidation of the long-term memory. We identified KIf5B to be significantly upregulated (~1.7 fold, N=4; Students t test, p0.005) in the HPC following CFC training (Fig ). C5A.2. Stereotaxic surgeries and delivery of compounds to specific regions of mouse brain. These studies are ongoing in the Puthanveettil lab (Figure XX). An example of such study is shown in Figure XX, where we injected a lentiviral vector to express eGFP in CA1 sub-region of the mouse hippocampus.Show MoreRelatedAlzheimers Disease Case Study874 Words   |  4 PagesMany articles and journals have been published about this drug receptor and preclinical data summarizes the efficacy of 5HT6 receptor antagonist in cognitive function. 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Managing Innovation for Effective Teamwork- myassignmenthelp

Question: Discuss about theManaging Innovation for Effective Teamwork and Leadership. Answer: The report talks about the leadership and teamwork of the organization. It explains that how leadership and team affect the innovation in the organization. It describes the key attributes and characteristics of the leaders. It explains that how effective leaders maintain teamwork in the organization to improve the performance and efficiency of the workers. It describes that a firm cannot survive its business without an effective and potential team leader. In todays competitive environment, effective teamwork and leadership are mandatory for the organization for innovation and development. An effective leader is a person who influences and affects the followers and subordinates in a very effective manner in order to meet the goals and objectives. After various researches, it has been analyzed that organizational culture is influenced by the leadership and team in the organization. Further, leadership includes decision-making process, clear vision, establishing goals and objectives with providing knowledge and information to the followers to gain long-term goals and objectives (Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez, 2012). Good and effective leaders consist various attributes such as self-confidence, management skills, strong communication, innovative thinking, openness to change and willingness to take various risks. In addition, team defines as a group of person who works together in order to meet similar long-term obje ctives and goals of the company. Team members share responsibility and authority with each other to gain collective goals and objectives of the firm. In a team, each member tries to maximize their power and strengths and minimize their limitation and weaknesses. Denti Hemlin (2012) stated that a team is a small number of persons with effective and complementary skills and abilities who are joined to the organization for the common objectives, goals, purpose, coordination, communication, and independent task and work. Thus, the team plays a vital role in an organization to build and develop innovation in the organization. It improves technology, development, managerial and financial performance in the association. Further, it will also enhance and increase the quality and efficiency of the employees. It maintains sustainability and flexibility in the organization. Teamwork also helps to improve the performance and productivity of the employees by improving and innovating working met hods and strategies. A research is concluded by the Hoch (2013) where he studied that leadership and team is interrelated with each other in order to meet the success and growth of the company. Leadership is necessary to define and explain the goals and objectives of the team to accomplish the goals and objectives of the organization. The organization cannot run the business effectively and efficiently without effective leadership and team. Team and leadership are essential for the innovation within the organization. If the leader does not possess effective and unique attributes of leaders then a team cannot be managed by the leaders. The leaders support and guide individuals and teams to turn their creative and unique endeavors into innovations. They manage goals and objectives of the organization in order to gain innovation and development. There is a moderate relationship between leadership and innovation and they both are interconnected with each other. Leadership and team treated as the independent and self-governing variable while innovation treated as the dependent and reliant variable. There are six leadership styles of leadership which have been discussed below (Latham, 2014). Autocratic leadership style: This leadership style is centered on the boss. In this leadership style, leaders hold entire responsibility and authority. In this style, leaders make decisions without discussing and consulting with their employees and subordinates. Many leaders support such kind of leadership style in order to gain sustainability and innovation within the organization (Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez, 2012). Democratic leadership style: In democratic leadership style, subordinates and lower level employees are involved in the decision-making process. These kinds of leaders hold the final responsibility of the organization and they delegate these authorities and responsibilities with other people. It is centered on the subordinates and they play a significant role in this leadership style. It is one the most important leadership styles. This type of leader entails various characteristics such as creativity, intelligence, honesty, competence, and courage (?erne, Jakli? kerlavaj, 2013). Transformational leadership style: It is the important leadership style and it plays a significant role in every organization. Such kind of leader motivates and encourages other people to do work effectively and efficiently. The transformational leaders achieve higher efficiency and performance within the organization. They empower their subordinates and followers. Team leadership style: It has been analyzed that team leadership style plays a vital role in an organization. The main aim of this leadership style is to provide a sense of direction and purpose to the organization. It motivates and encourages the teamwork and collaboration. These leaders believe in cooperative and supportive relationships in the organization. But this leadership style is not successful due to its poor qualities and attributes( Odumeru Ogbonna, 2013). Laissez-faire leadership style: This leadership style gives power and authority to subordinates and employees for doing the work effectively. This leadership style is considered effective and good leadership style because it satisfies the employees (?erne, Jakli? kerlavaj, 2013). Transactional leadership style: This leadership style focuses on the exchange process in the organization in order to meet the goals and objectives of the firm. These leaders focus on the needs, expectations, and feedback of the employees. It has been analyzed by the Nworie (2012) that leadership style is a social and behavior influence process in which the leader looks for the voluntary participation of followers and subordinates to reach the goals and objectives of the firm. Further, a leader may be defined as an individual who delegates authorities and responsibilities to followers to carry out the business effectively and smoothly. In todays era, effective leaders are mandatory who understand the key challenges and complexities in the global environment. Further, effective and potential leaders are essential for the innovation and development of the firm. Leadership and teamwork enhance the reputation and performance of the organization. It has been studied by DInnocenzo, Mathieu Kukenberger (2016) that leadership styles affect and influence the team innovation in the organization. In addition, it plays a significant role in the organization to gain the goals and objectives. This leadership style motivates and encourages employees with the use of rewards, rule enforcement and corrective actions (Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez, 2012). Further, after various researches, it has been analyzed by the Bradley et al (2012) that team innovation is important to gain success and growth in the market. In todays world, the environment is becoming very challenging and complex. Therefore, teamwork is necessary to detect and reduce environmental challenges and changes. In addition, the team focuses on the different job designs, nature and size of the organization, and productivity of the organization. There is a correlation between team and innovation within the organization. Team innovation has a positive and significant impact on the organizational performance (Garca-Morales, Jimnez-Barrionuevo Gutirrez-Gutirrez, 2012. Team innovation includes vision, mission, objectives, goals, innovative technology and safety of the environment. Further, the team uses the effective knowledge and experience to achieve the firm long-term goals and objectives. The team maintains a balance among the team members within the organization. The te am plays various roles in the organization. Team members maintain harmony and coordination across the team and they always try to create and maintain positive and favorable team environment and atmosphere in the organization. They provide innovative ideas and thoughts to the management in order to achieve the goals and objectives of the firm. The team members address the urgent and immediate matters and challenge to resolve the various problems and key issues. In addition, teamwork is compulsory to gain better results and outputs within the association. It is also important to improve and enhance the good and reciprocal relations among the workers. ?erne, Jakli? kerlavaj (2013) said that there are various reasons for using the teamwork within the organization. It provides various benefits to the organization. The team helps to maximize the profit and revenue of the company. In todays world, various companies are taking the benefits of teamwork. It motivates employees for doing work with effectively and efficiently and it enhances morale and job satisfaction of the employees. Teamwork not only provides benefits to the company but it also increases the productivity and performance of the employees. The success and growth of the company depend on the teamwork. The company cannot meet the targets and goals without teamwork and collaboration. There are various types of the team which have been discussed below (Vaccaro et al, 2012). Self-managed teams: After various researches, it has been analyzed by the Wang Wang (2012) that self-managed team is the significant type of team. In this type of team, managers and employees act as a team leader who is responsible to explain and define the goals, targets, objectives, and strategies of the organization to the employees. This type of team provides freedom regarding completion of goals and objectives of the firm efficiently and effectively. The self-managed team takes a decision with mutual understanding and consensus (Schippers, West Dawson, 2015). Project team: The project team is made for the predetermined time period with clear and comprehensive goals and objectives for a specific project. In a project team, members work together in order to attain goals and objectives of the firm. They maintain discipline in the environment and organization to gain the similar and common targets (Vaccaro et al, 2012). Sports team: This team is played by the group of individuals to win the match and to achieve the similar and common objectives. Team members work together in sports team to increase and enhance collaboration among the players (Pieterse, Van Knippenberg Van Dierendonck, 2013). Virtual team: It is the team which is using the technology in order to coordinate and communicate with the group of persons in the organization for the accomplishment the common goals and objectives. It also explains and exposes the culture of the organization across the world (Vaccaro et al, 2012). Interdisciplinary team: The multidisciplinary and interdisciplinary are related to medical science where many professionals provide services to patients. In this way, team members maintain good and reciprocal relations with employees. Now it is assumed that entire teams play a vital and integral role to improve the efficiency and productivity of the employees. Teamwork helps to maintain trust, belief, and faith among the employees within the organization (Vaccaro et al, 2012). Now it can be said that teamwork plays a crucial role in every organization to maintain sustainability and cooperation. Teamwork motivates the employees to accomplish the task and duties effectively and efficiently to improve the work efficiency of the employees. it reduces the workloads and pressure of the task within the organization. Through teamwork, employees and members share their experience, responsibilities, and knowledge with each other to determine the success and growth of the firm (Nahavandi, 2016). It improves the relationships of the workers by providing good employment opportunities to them. It provides various leading and foremost opportunities to workers. Through teamwork, employees learn good and effective capabilities and skills of each other and they gain various knowledge and experience from teamwork. The team generally consist those members who differ from the one another in terms of talents, potentials, and skills. Vaccaro et al (2012) said that working togeth er with employees is a great opportunity to gain and obtain skills and knowledge from various resources (Anderson, Poto?nik Zhou, 2014). Somech Drach-Zahavy (2013) measured and evaluated the leadership effectiveness, role, behavior, attitude and significant to meet the goals and objectives. Leadership styles affect the organizational commitment and performance of the employees. It provides job satisfaction and job commitment to the employees. Further, leadership behavior and teamwork can affect the satisfaction and trust of the workers in the organization. It improves the quality of the work and it maintains a peaceful environment within the organization (Wang Wang, 2012). Further, teamwork is also mandatory for an organization to attain the goals and objectives of the firm. There are many tasks which cannot be performed individually but these tasks can easily accomplish by working in a team. The team is the combination of skills, ideas, leadership and helpfulness (Schippers, West Dawson, 2015). Another side, leadership is the important and core function of the management which helps to maximize the productivity, and efficiency. The leader is the person who starts the tasks by communicating various plans and policies to their subordinates and employees. Further, a team also appoints a leader to carry the business activities and operation smoothly. The leader will provide guidance and support to all the members of the team to ensure their roles and responsibilities. The guidance includes training and development which is given to improve the performance and efficiency of the employees (Gong et al, 2013). Through, leadership team members are able to tak e corrective actions to resolve the problems and challenges. Effective and unique team members ensure the level of team morale within the organization. They increase the morale and sense of confidence of the employees. A team leader maintains creativity which can direct and lead to innovation and development. The team leader evaluates and analyzes the work and performance of the employees. Further, team player promotes and encourages essential core values to determine the success and growth of the organization (Schippers, West Dawson, 2015). A team leader maintains integrity, and honesty in the organization. They resolve the key issues and obstacles of the subordinates that are faced by them during the work. Team leaders give full contribution in growth and success of the company. They improve the productivity of the team by maintaining coordination and cooperation among different departments in the organization. A company cannot carry the business activities and operations without effective teamwork and leadership. Team leader delegates roles and responsibilities towards subordinates to build their morale and confidence. They understand the effective strengths and weaknesses of the organization to ensure its long-term goals and objectives. They provide positive energy and inspiration to do work effectively and efficiently. They are considered the powerful facilitator in the organization. It has been concluded by the Donate de Pablo (2015) that leadership and teamwork are core and important part of the innovation. Innovation cannot be done without leadership and teamwork (Chang et al, 2012). If the company wants to use innovative technology and it wants to gain long-term success and growth then it should focus on leadership styles and teamwork within the organization. Further, leadership theories are the significant part of the organization. The leadership theories include great man theory, trait theory, contingency theory, behavioral theory, and situational theory. The leaders use these theories to evaluate and analyze the trait, and behavior of the subordinates. In addition, team leaders also encompass various traits such as physical features, maturity, intelligence, inner motivation, and human relations, fairness, objectivity and vision, and foresight. Through effective leadership and teamwork, leaders can face emergence challenges and barriers which are existed in the organization (Shin et al, 2012). They manage the risk of the market through effective leadership and teamwork. In this way, it is analyzed that leadership and teamwork provide an effective and unique platform to the company. The firm can overcome on the competitors with the help of leadership and teamwork (Vaccaro et al, 2012). On the above discussion, it has been analyzed that teamwork and leadership are important for every business success and growth. The organization should appoint effective and potential leaders to encourage and increase innovation within the organization. Leadership, teamwork, and innovation are interconnected with each other. The progress and development of the organization mainly depend on the leadership and effective teamwork. Effective leaders help to manage and operate business activities and operations successfully. They promote subordinates to increase the productivity and revenue of the company. They motivate and encourage employees to improve the quality of employees. Through effective teamwork, the company can run the trade and business in an effective manner. The employees learn many things from their superiors in effective teamwork. It helps to determine the sustainability and progress of the company. Human resource management plays a vital role to maintain effective teamwo rk within the organization. HR manager appoints potential and competent employees to do work effectively in the organization. References Anderson, N., Poto?nik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework.Journal of Management,40(5), pp.1297-1333. Bradley, B.H., Postlethwaite, B.E., Klotz, A.C., Hamdani, M.R. and Brown, K.G., 2012. Reaping the benefits of task conflict in teams: the critical role of team psychological safety climate.Journal of Applied Psychology,97(1), p.151. ?erne, M., Jakli?, M. and kerlavaj, M., 2013. Authentic leadership, creativity, and innovation: A multilevel perspective.Leadership,9(1), pp.63-85. Chang, Y.C., Chang, H.T., Chi, H.R., Chen, M.H. and Deng, L.L., 2012. How do established firms improve radical innovation performance? The organizational capabilities view.Technovation,32(7), pp.441-451. DInnocenzo, L., Mathieu, J.E. and Kukenberger, M.R., 2016. A meta-analysis of different forms of shared leadershipteam performance relations.Journal of Management,42(7), pp.1964-1991. Denti, L. and Hemlin, S., 2012. Leadership and innovation in organizations: A systematic review of factors that mediate or moderate the relationship.International Journal of Innovation Management,16(03), p.1240007. Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in knowledge management practices and innovation.Journal of Business Research,68(2), pp.360-370. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation.Journal of business research,65(7), pp.1040-1050. Gong, Y., Kim, T.Y., Lee, D.R. and Zhu, J., 2013. A multilevel model of team goal orientation, information exchange, and creativity.Academy of Management Journal,56(3), pp.827-851. Hoch, J.E., 2013. Shared leadership and innovation: The role of vertical leadership and employee integrity.Journal of Business and Psychology,28(2), pp.159-174. Latham, J.R., 2014. Leadership for quality and innovation: Challenges, theories, and a framework for future research.Quality Management Journal, 21 (1),5. Nahavandi, A., 2016.The Art and Science of Leadership -Global Edition. Pearson. Nworie, J., 2012. Applying leadership theories to distance education leadership.Online Journal of Distance Learning Administration,15(4). Odumeru, J.A. and Ogbonna, I.G., 2013. Transformational vs. transactional leadership theories: Evidence in literature.International Review of Management and Business Research,2(2), p.355. Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal,56(3), pp.782-804. Schippers, M.C., West, M.A. and Dawson, J.F., 2015. Team reflexivity and innovation: The moderating role of team context.Journal of Management,41(3), pp.769-788. Shin, S.J., Kim, T.Y., Lee, J.Y. and Bian, L., 2012. Cognitive team diversity and individual team member creativity: A cross-level interaction.Academy of Management Journal,55(1), pp.197-212. Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation implementation: The role of team composition and climate for innovation.Journal of Management,39(3), pp.684-708. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size.Journal of Management Studies,49(1), pp.28-51. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size.Journal of Management Studies,49(1), pp.28-51. Wang, Z. and Wang, N., 2012. Knowledge sharing, innovation and firm performance.Expert systems with applications,39(10), pp.8899-8908.

Love And Color Essays - Race, Marriage, Racism, Antisemitism

Love And Color Is love colorblind? Just three decades ago, Thurgood Marshall was only months away from appoint- ment to the Supreme Court when he suffered an indignity that today seems not just outrageous but almost incomprehensible. He and his wife had found their dream house in a Virginia suburb of Washington, D.C., but could not lawfully live together in that state: he was black and she was Asian. Fortunately for the Marshalls, in January 1967 the Supreme Court struck down the anti-interracial-marriage laws in Virginia and 18 other states. And in 1967 these laws were not mere leftover scraps from an extinct era. Two years before, at the crest of the civil-rights revolution, a Gallup poll found that 72 per cent of Southern whites and 42 per cent of Northern whites still wanted to ban interracial marriage. Let's fast-forward to the present and another black-Asian couple: retired Green Beret Lieutenant Colonel Eldrick Woods Sr. and his Thai-born wife, Kultida. They are not hounded by the police -- just by journalists desperate to write more adulatory articles about how well they raised their son Tiger. The colossal popularity of young Tiger Woods and the homage paid his parents are remarkable evidence of white Americans' change in attitude toward what they formerly denounced as miscegenation. In fact, Tiger's famously mixed ancestry (besides being black and Thai, he's also Chinese, white, and American Indian) is not merely tolerated by golf fans. More than a few seem to envision Tiger as a shining symbol of what America could become in a post-racial age. Interracial marriage is growing steadily. From the 1960 to the 1990 Census, white-Asian married couples increased almost tenfold, while black-white couples quadrupled. The reasons are obvious: greater integration and the decline of white racism. More subtly, interracial marriages are increasingly recognized as epitomizing what our society values most in a marriage: the tri- umph of true love over convenience and prudence.Nor is it surprising that white-Asian marriages outnumber black-white marriages: the social distance between whites and Asians is now far smaller than the distance between blacks and whites. What's fascinating, however, is that in recent years a startling number of nonwhites -- especially Asian men and black women -- have become bitterly opposed to intermarriage. This is a painful topic to explore honestly, so nobody does. Still, it's important because interracial marriages are a leading indicator of what life will be like in the even more diverse and integrated twenty-first century. Intermarriages show that integration can churn up unexpected racial conflicts by spotlighting enduring differences between the races. For example, probably the most disastrous mistake Marcia Clark made in prosecuting O. J. Simpson was to complacently allow Johnny Cochran to pack the jury with black women. As a feminist, Mrs. Clark smugly assumed that all female jurors would identify with Nicole Simpson. She ignored pretrial research indicating that black women tended to see poor Nicole as The Enemy, one of those beautiful blondes who steal successful black men from their black first wives, and deserve whatever they get. The heart of the problem for Asian men and black women is that intermarriage does not treat every sex/race combination equally: on average, it has offered black men and Asian women new opportunities for finding mates among whites, while exposing Asian men and black women to new competition from whites. In the 1990 Census, 72 per cent of black-white couples consisted of a black hus- band and a white wife. In contrast, white-Asian pairs showed the reverse: 72 per cent consisted of a white husband and an Asian wife. Sexual relations outside of marriage are less fettered by issues of family approval and long-term practicality, and they appear to be even more skewed. The 1992 Sex in America study of 3,432 people, as authoritative a work as any in a field where reliable data are scarce, found that ten times more single white women than single white men reported that their most recent sex partner was black. Few whites comprehend the growing impact on minorities of these interracial husband-wife disparities. One reason is that the effect on whites has been balanced. Although white women hunting for husbands, for example, suffer more competition from Asian women, they also enjoy increased access to black men. Further, the weight of numbers dilutes the effect on whites. In 1990, 1.46 million Asian women were married, compared to only 1.26 million Asian men. This net drain of 0.20 million white husbands into marriages to Asian women is too small to be noticed by the 75 million white women, except in Los Angeles and a few other