Utilization of Reflective Practice among Healthcare Professionals free essay sample

Reflective practice is frequently utilised throughout nursing care. It allows the healthcare professional to explore their past and present experiences, their concepts of current practice and enables the ability of identifying means to enhance ongoing development (Levett-Jones Bourgeois 2007, p. 117). Mann, Gordon Macleod (2007, p. 595) highlights that current healthcare professionals must function in complex clinical systems. In order to do so must activate their own awareness to certain needs or interruptions which occur on the provision of nursing care. In purpose of this response I have elected the Gibbs (1988) reflective cycle which incorporates description, feelings, evaluation, analysis , conclusion and action plans to structure my reflection and deconstruct my chosen issue (Bulman 2008, p. We will write a custom essay sample on Utilization of Reflective Practice among Healthcare Professionals or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 226). Due to the poor instruction given for this discussion l have chosen to structure my reflection to critically explore the significance of establishing a therapeutic relationship in nursing care to holistically improve best practice and patient health outcomes and the consequences amd damaged caused by choosing to ignore the importance of this relationship (Bulman 2008, p. 226; Schutz 2007, p. 27). The Gibbs (1988) model will be exercised to facilitate evaluation, analysis and will enable me to arrive at conclusions and recommendations after exploring academic literature relevant to my event (Bulman 2008, p. 26; Schutz 2007, p. 27). Therapeutic relationships are imperative to clinical practice as they are emphasisied to be the most pertinent component in facilitating the successful resolution of a clients presenting problems (Mann, Gordon MacLeod 2009, p. 597). In doing so we explore the concept of caring utilising theoretical and experiential examples to illustrate ways in which heal thcare systems can both drain and nurture the practitioners’ capacity to care, further enhancing best practice patient health outcomes (Ioannidou Konstantikaki 2008 p. 19). However, the significance of maintaining a therapeutic relationship is not readily identified or appreciated as it is just recognised to be included in the clinical paradigm. This ignorance was a central theme, which was predominant throughout the period of my clinical practicum. To expand further on the situation, my clinical practicum was based at an geriatric unit at a metropolitan hospital.

juries essays

juries essays Beginning with the drafting and ratification of the United States Constitution, the sixth amendment right, right to trial by peers or jury, has been enforced. Throughout history, the jury process has been used in various cases, whether a high-profile case or a state or local criminal case, juries have been the fundamental factors in considering whether or not a defendant is to be freed or sent for punishment. As time has progressed, however, the jury process has complicated, and juries have become more and more susceptible to coercion and corruption in the courtrooms, thus causing glitches and oftentimes costly errors in the United States courts of law. From jury selection to juror lack of knowledge or even motivation, corruption and confusion has been present and has caused problems which can be avoidable and treated. Should the United States continue to exercise their right to trial by peers, or should they reconsider the proven mishaps and errors juries often make and eliminate the jury process altogether? As proven in the United States Constitution, a trial by jury is a given and required right to Americans encountering the law. As an amendment, Americans should then maintain that right as they do with other amendments, and should not necessarily be stripped from this right. As easily proven throughout various court cases, juries have proven to be successful in punishing the guilty and freeing the innocent, and have effectively exercised their right of trial by jury. In this regard, juries should thus be allowed to continue in courtrooms and made even more readily available for those who Although oftentimes proven accurate and successful, juries are faced with corruption and mistakes just as often. Cases where jurors have proven innocent and defendants have later plead guilty have occurred numerously, ...

History of the American Labor Movement

History of the American Labor Movement The American labor force has changed profoundly during the nations evolution from an agrarian society into a modern industrial state. The United States remained a largely agricultural nation until late in the 19th century. Unskilled workers fared poorly in the early U.S. economy, receiving as little as half the pay of skilled craftsmen, artisans, and mechanics. About 40 percent of workers in cities were low-wage laborers and seamstresses in clothing factories, often living in dismal circumstances. With the rise of factories, children, women, and poor immigrants were commonly employed to run machines. Rise and Fall of Labor Unions The late 19th century and the 20th century brought substantial industrial growth. Many Americans left farms and small towns to work in factories, which were organized for mass production and characterized by steep hierarchy, a reliance on relatively unskilled labor, and low wages. In this environment, labor unions gradually developed clout. One such union was the Industrial Workers of the World, founded in 1905. Eventually, they won substantial improvements in working conditions. They also changed American politics; often aligned with the Democratic Party, unions represented a key constituency for much of the social legislation enacted from the time of President Franklin D. Roosevelts New Deal in the 1930s through the Kennedy and Johnson administrations of the 1960s. Organized labor continues to be an important political and economic force today, but its influence has waned markedly. Manufacturing has declined in relative importance, and the service sector has grown. More and more workers hold white-collar office jobs rather than unskilled, blue-collar factory jobs. Newer industries, meanwhile, have sought highly skilled workers who can adapt to continuous changes produced by computers and other new technologies. A growing emphasis on customization and a need to change products frequently in response to market demands has prompted some employers to reduce hierarchy and to rely instead on self-directed, interdisciplinary teams of workers. Organized labor, rooted in industries such as steel and heavy machinery, has had trouble responding to these changes. Unions prospered in the years immediately following World War II, but in later years, as the number of workers employed in the traditional manufacturing industries has declined, union membership has dropped. Employers, facing mounting challenges from low-wage, foreign competitors, have begun seeking greater flexibility in their employment policies, making more use of temporary and part-time employees and putting less emphasis on pay and benefit plans designed to cultivate long-term relationships with employees. They also have fought union organizing campaigns and strikes more aggressively. Politicians, once reluctant to buck union power, have passed legislation that cut further into the unions base. Meanwhile, many younger, skilled workers have come to see unions as anachronisms that restrict their independence. Only in sectors that essentially function as monopolies- such as government and public schools- have unions continued to make gains. Despite the diminished power of unions, skilled workers in successful industries have benefited from many of the recent changes in the workplace. But unskilled workers in more traditional industries often have encountered difficulties. The 1980s and 1990s saw a growing gap in the wages paid to skilled and unskilled workers. While American workers at the end of the 1990s thus could look back on a decade of growing prosperity born of strong economic growth and low unemployment, many felt uncertain about what the future would bring.

The process of investigating Essay Example | Topics and Well Written Essays - 500 words

The process of investigating - Essay Example Thereafter, a comprehensive step of gathering evidence follows (Walters and Petroni, Pg 9).Evidence forms the most critical part of the whole process, since a verdict is made by using the available evidence. The process of gathering adequate evidence always needs the highest level of organization and enthusiasm on the issues at hand in order to get the relevant evidence that can be used to make that just and fair judgment. It remains one of the main steps that will go a long way in enhancing skills of the people involved in spearheading the investigation. These are possible for the fact that the process involves a step-by-step process that will rely on the comprehensive handling of the preceding step in order to make the right move forward (Baryamureeba and Florence Pg, 18). Thus, an investigator has to uphold up to standard organizational skills to ensure a smooth, coherent and comprehensive investigation concerning the issues. At the end of the day, the investigator perfects the skill of organizing self on the way they handle their activities not only in that particular investigation, but also in ones life as a whole. After enough evidence are gathered, the findings are then used to make a decision on the way forward from that issue. At this point, the people involved get the fairest verdict on whatever they are involved in, which is a great step towards helping the community at large. People get just and fair treatment in any kind of issues where proper investigation is involved because there is adequate knowledge about those issues. Mental awareness of both the investigator and the client involved is increased with comprehensive use of these steps to conduct an investigation. Mental awareness is crucial for the fact that acceptance of the outcomes of issues is very reliant on the clients mental stability after a verdict is made. With adequate information

Military Sciences 4 Questions Essay Example | Topics and Well Written Essays - 1500 words

Military Sciences 4 Questions - Essay Example On the other side, the interim government in Afghanistan was helpless because it was facing a number of internal and external problems like corruption, illegal trade of opium, underdeveloped economy and security breach. At the same time, Taliban was seeking cooperation with al-Qaida and to subdue the interim government in Afghanistan. In National Defense Strategy document, the defense secretary (2008) makes clear that â€Å"Violent extremist movements such as al-Qaeda and its associates comprise a complex and urgent challenge† (p.2). As the Middle East (say, especially Afghanistan) is considered as the core of international terrorist plots, the national interest of the United States is at risk in this area. To be specific, the 9/11 incident proves that al-Qaida in Afghanistan is behind the global spread of terrorism. So, the U.S. government must deal with the grass root level reason behind the global spread of terrorism. Almost all the world nations face the problem of terrori sm and religious fundamentalism. In addition, the problem of terrorism can be dealt with military involvement because other ways prove ineffective. Our military involvement supports the vital national interest because the ultimate aim of the US forces in Afghanistan is to interrupt and dismantle the international terrorist groups which operate from Afghanistan. ... So, one can easily identify that the situation in Afghanistan is worse and US security is at risk. Besides, military involvement in this area aims to keep pressure upon the terrorist groups like Taliban and al-Qaida. In short, military involvement in Afghanistan is unavoidable because it supports the vital national interest of the United States. 2. The Department of Defense (DoD)’s tendency to focus on conventional conflicts is based upon the Cold War strategy. One can easily identify that this strategy is not practical and is impossible to implement in irregular wars. For instance, the international terrorist groups make use of irregular warfare and conventional warfare based upon military power cannot withstand the same. So, the 2008 National Defense Strategy (NDS) is vital to counterbalance DoD’s tendency to focus on conventional conflicts. Within this context, NDS aims to implement a number of measures. One can see that the NDS provides ample importance to long-term effort by confronting the challenges faced by conventional warfare, which proved to be ineffective. From a different angle of view, NDS’s aim to adopt innovation into the context of contingency planning, development of different forces, and intelligence work are utmost important to amalgamate innovation into DoD. In National Defense Strategy document, the defense secretary (2008) makes clear that â€Å"We must tailor deterrence to fit particular actors, situations, and forms of warfare† (p.12). Besides, the NDS is aware of the importance of irregular warfare in Iraq and Afghanistan. For instance, irregular warfare tactics and partnership can be helpful to win wars in the Middle Eastern regions. One can see that NDS put forth innovative ideas to equip the security

Successfully Trained Employees and their Importance

Successfully Trained Employees and their Importance Lindsay Bootz Starting a new job is often a new learning experience, but it can also be stressful and overwhelming. When employees walk into their new place of employment for the first time, their impressions on the company begin and for the next few weeks they will be training to be an integral part of their new organization. For an organization, training a new employee is a very important process for its success as sales associates are most often the part of staff involved face-to-face with the customers, the importance of their knowledge of the company or products they sell is very high. Great training leads to less expenses, less employee turnover, and better customer service. There are many financial factors to consider when training a new employee. Instruction materials, equipment, wages for both the employee and the trainer all have an impact on the organizations finances. Per Levy, it costs retailers more than $4,000 to replace a store employee (2012 p.440). More than one individual becomes part of the process, often the human resources operations manager, supervisor and/or other employees will be involved in the success of the new associate which will have its own financial setbacks. Going through training materials such as e-learning software, books, and equipment can also use up resources. Hiring skilled employees and retaining them if possible, and having consistent performance reviews to identify more training needs can ensure employee confidence and show them more likely to stay, is one way to keep costs low (Taylor, 2016, p. 3). Hiring a new employee with no experience will take a significant amount of time to properly train and will cost more m oney, on the other hand, hiring skilled workers will require only a short amount of training, typically a week, to help them acclimate to a new work environment thus costing less to train. For example, a company that specializes in lumber will most likely decide not to hire someone more familiar working in fast food if given a choice for the simple fact that it will take a significant amount of time and money to train them. The Model of Excellence was designed by author and trainer Nick Drake-Knight in an attempt to find a better way to train employees and help them retain the information given to them. After extensive research, he discovered that the best sales people all follow a common pattern, a patter which connects (2012, p. 8). The Model of Excellence includes three steps, level one: explicit standards, level two: consistency, and level three: sustainability. All three are meaningless unless used together. The first level, is an explicit set of standards that spell out exactly what is expected of the employees, such as: a daily maintenance list, personal presentation, upselling, and customer acknowledgement (Drake-Knight, 2012, p. 9).   Typically, companies will have a standard time frame for each associate as they go through their training. Training generally does not stick and has little impact after the training sessions are finished as most associates grow bored when subjected to e-learning or classroom type of training. On-job-training would be ideal but can be more difficult to train as situations arise. Since the common way of training employees does not seem to work, it is important to implement the explicit standards as a way for employees to know their job even after their training is complete. Consistency, level two of the model, is a major goal that managers will strive for. Consistency means everything will stay at the same high standards, all the time. The managers that are best at achieving as much consistency as possible are aligning it with level one of the model, and including themselves as part of the selling process. A bad example of consistency is allowing an employee to go through training and months down the road giving no feedback as to their performance and keeping them in the dark about new company procedures.   Training should be done every day along with practicing correct sales procedures; managers can make sure this gets done by recapping goals and quotas throughout the day, actively staying part of the team, and holding regular meetings to keep associates up to date on store news and training. Sales training is a waste of energy (and worst of all hope) unless it is made sustainable (Drake-Knight, 2012, p. 17).   Training is usually something that does not go far after the training events are finished. Much of the information tends to get lost and employees must ask questions later about a subject they should already be familiar with. Sustainability, level three of The Model of Excellence, says that training should be sustained long after training is finished (2012, p.18) Momentum Management is the key to sustainability, it is a way to keep training consistent and constant throughout the day. It is like on-the-job training, but comes when the time is necessary.   For instance, if a manager overhears an employee answering the phone with the incorrect script, they can correct the employee after they hang up and inform them of the correct thing to say. Practicing sustainable techniques are a sure way to be involved and ensure that employees are being trained corr ectly and handling their jobs well. The Model of Excellence shows that with these techniques, after training is complete, with all three levels being used to their full potential, it could be beneficial with making sure employees know their job well, and are continue to learn as they continue their careers. As employees are the face of the store, it will always be important that they are properly trained. Staying consistent and sustained will make sure of that. Another simple solution to be sure an employee is getting the proper training and knowledge they need to handle their new job is to have better structured orientation at the beginning of employment. In her book New Employee Orientation Training, Lawson begins to compare the typical orientation session to a more successful approach. Typical orientations at an organization are generally presenter centered and tend to be boring for the applicant. The employee does not have much room to participate aside from only listening. Bored employees do not tend to retain the needed information to perform their jobs well and thus feel incompetent on the job. This could be a culprit of why the turnover rate is so high. Four percent of employees leave their jobs after the first day, and within thirty days know if they feel welcome or unwelcome in the work place (Lawson, 2016 p.4). A solution to this type of orientation is to have a more interactive and hands-on environment for training. Socializing the new employee and helping them integrate into their new workplace from day one of training can help them increase engagement in the workplace, better job satisfaction, and of course better job performance. Socializing also gets them involved in the workplace before the training is complete, employees can interact with the new employee and begin to adapt to one another (Mujtaba, 2006 p.262). In other words, taking the time to properly train and teach new employees how to do their jobs is worth the investment as they would not quit as quickly causing need for hiring new employees. It could also be beneficial in the sense that the employer would not have to pay for any mistakes the employee could potentially make. Having improved training programs for employees are critical to the employees success and especially to the employers success in keeping the business running smoothly. Employees that are not trained properly can end up wasting not only their time but another employee or managers time when they do not understand how to solve a problem. Proper training will also provide better overall customer service and more customers returning. When a customer enters an establishment, they expect to get help when they need it and that the employee will be knowledgeable on the product they are interested in. As training is the employees first impression into a company, it is important to get it right. Although many finances are part of the training process, it is important to make sure the employee is knowledgeable in all areas of their job. For instance, executing The Model of Excellence is one way to ensure a constant training of employees which also keeps them motivated. When employees are motivated and sure of what their job consists of, it shows a lower turnover rate for employment which is great financially and from a customer service standpoint. Customers enjoy seeing the same people and getting great service in the process. A well equipped employee is one that will be able to give the best customer service. To sum it up, Training is a very important part of a companys process for hiring new employees. Some companies tend to have a higher turnover rate due to poor training and lack of knowledge about the organization or product they may be selling. It is worth spending more time and resources on one person, than to spend them all repeatedly on the same failing training program. Employees should be treated like assets to their organization and get the proper tools they need to learn their job efficiently.   Proper training results in less finances wasted, less employee turnover, and a more fulfilling customer base.   References: Drake-Knight, N. (2012). Training and coaching boost performance of sales staff at BQ. Human Resource Management International Digest, 20(1), 14-17. doi:http://dx.doi.org.ezproxy2.apus.edu/10.1108/09670731211195918 Lawson, K. (2015;2016;). New employee orientation training (1st ed.). Alexandria, Virginia: Association for Talent Development. Levy, M. Weitz, B. (2012). Retailing management, 8th Ed. New York, NY: McGraw-Hill. Mujtaba, B. G., Sims, R. L. (2006). Socializing retail employees in ethical values: The effectiveness of the formal versus informal methods. Journal of Business and Psychology, 21(2), 261-272. doi:http://dx.doi.org.ezproxy1.apus.edu/10.1007/s10869-006-9028-3 Taylor, T.C. (2016). The cost of training new employees, including hidden expenses. Retrieved from https://www.adp.com/thrive

Crown Corporations – Lcbo

Which Canadian Crown Corporation should be privatized? Crown Corporations are government-owned entities (Stastna, Kazi. ). An example includes the Liquor Control Board of Ontario (LCBO). LCBO stores are the only stores, in Ontario, allowed to distribute liquor and other distilled beverages; therefore, LCBO is a monopoly (â€Å"Beverage Alcohol Service Review: A Matter of Balance†). The main purpose of this regulation is to limit the consumption of such products in Ontario – for better health (â€Å"Beverage Alcohol Service Review: A Matter of Balance†). However, the government ownership of LCBO may not be ideal.The corporation should be privatized because its products do not benefit everyone in Ontario, and because privatization may be better for the economy. Firstly, LCBO distributes distilled spirits which not everyone living in Ontario may be fond of. As the corporation is government owned, any losses will have to be accounted for by the government. For this, the government will have to use taxpayers’ money. LCBO’s products are not public goods. Not every taxpayer will benefit from the existence of LCBO, so it would be unfair to use taxpayers’ money in case of any losses.Furthermore, liquor is a private good. According to John Kenneth Galbraith’s theory on public purpose, â€Å"poverty is due to social imbalance that results in a lack of public goods. † (Dunn, Stephen P. and Steven Pressman) Also, LCBO’s products undergo a great deal of advertising. As a result, their products may be considered â€Å"artificial wants† – goods that people do not necessarily need (Snm090). With this in mind, the government should focus more on public goods, and less on private goods. Secondly, the privatization of LCBO would benefit the economy. LCBO, being a monopoly, faces zero competition.Hence, the corporation will not feel the need for innovation. If the liquor industry was privatized and legal b arriers to entry were abolished, the industry could expect the arrival of new companies. The industry will no longer be a monopoly and competition will exist. This competition would lead to innovation. Moreover, the privatization of LCBO would still benefit the government. According to the â€Å"LCBO Annual Report 2010–11†, net sales and other incomes reached $4. 7 billion in 2011. There’s no doubt, then, that the government could sell the corporation for billions.Although this is a one-time profit, the government could still continue to make profits by imposing heavy taxes on the sale of distilled spirits. Since such beverages are habitual goods, their price elasticity of demand would be inelastic. This means that as price increases, the total revenue would also increase. The government would find themselves profitable if they were to impose taxes. To conclude, LCBO’s government ownership may not be a wise idea. The Crown Corporation should be privatized as it produces goods that do not benefit the entire population of Ontario, and as privatisation could benefit the economy.Works Cited â€Å"Beverage Alcohol Service Review: A Matter of Balance. † ApolNet. n. p. , June 2005. Web. April 13, 2013. Dunn, Stephen P. and Steven Pressman. â€Å"The Economic Contributions of John Kenneth Galbraith. † Bib. n. p. , April 2005. Web. April 12, 2013. â€Å"LCBO Annual Report 2010–11. † LCBO. LCBO, n. d. Web. April 12, 2013. Snm090. â€Å"Does Advertising Create Artificial Wants? † Papercamp. n. p. , November 11, 2012. Web. April 13, 2013. Stastna, Kazi. â€Å"What are Crown corporations and why do they exist? † CBC. CBC, April 1, 2012. Web. April 12, 2013.