Nursing Assignment Essay Example | Topics and Well Written Essays - 1500 words

Nursing Assignment - Essay Example (Delaune 2006, p. 4). Female nurses, on the other hand, dominate the nursing profession. Females are also the gender being first thought by the public when nursing profession is being talked about. Both of these gender reported inequalities in different health care settings in terms of strength, knowledge and skills, as well as salary issues. But of all gender-related equality issues, the effect of Florence Nightingale to the image of nursing profession affects the male population more. Men have fared in a profession traditionally dominated by women and most of the male population suffered from gender inequality. Most of the nursing care during eleventh to thirteenth centuries was rendered by men. It was not until late nineteenth century that females dominated the nursing profession. Florence Nightingale created a big impact in excluding men from the field of nursing. Nightingale’s work had proved that nursing is a profession fit for the female discipline. Florence Nightingale left behind the contributions of men in nursing and view men’s role as physical support aid or a patient’s assistant. The Industrial Revolution also plays a role in the exit of men from nursing. During this time, science-related profession such as medicine shall be taken by the male population and nursing to the female population (Chitty 2005, p. 71). In late 1800, Mills Nursing School for Men in New York and McLean Asylum Training School in Massachusetts were the first two nursing schools established for men. The only field being considered for them is psychiatric nursing because this requires strength and stamina. In 1901 and 1908, the US Congress established the Army Nurse Corpse and Navy Nurse Corpse. However, this was restricted to women so men find it difficult to enter the military nursing. In addition, during 1941, only 68 out of 1,303 schools accepted men as nursing student (Chitty 2005, p. 71). After World War II, the efforts of men to join the field of nurs ing were recognized. GI Bill helped to increase the number of male students by providing funds for education and training. Men entering nursing schools increase after the World War II. Men have truly suffered from gender inequality It is evident from nursing leaders influence, public perception, school discrimination, and military restrictions. In the contemporary age, there are also cases of gender inequality throughout the world but there are no restrictions for male nurses in whatever field in nursing they would like to take. Men can choose from several nursing schools today without fear of being rejected. The public also views both men and women as part of the nursing profession with men, being equally caring, competitive, and compassionate as women. Gender inequality issues still occur in some areas but with the influence of contemporary era, cases reported were minimal. Nursing profession of today does not look into gender differences but to the knowledge, skills, and motivati on related to nursing care. Nursing Image: Professional Nurses Dress Code The professional nurses’ dress code reflects the nursing image. During the early times, one can easily distinguish a person belonging to the nurse profession. But now, the public found it difficult to know who exactly are the registered nurses. The New York Training School for Nurses at Bellevue Hospital was the first school to adopt a standard uniform for student nurses. In

Causes and Impacts of Acid Rain

Causes and Impacts of Acid Rain Acid rain is an extensive dilemma faced by the world. The destructive outcomes of acid rain are one of the major contributors to this type of pollution. Acid rain is any rainfall; precipitation, snow, or fog that includes acids for instance nitrogen oxide and sulfur dioxide. Our society is engulfed with huge amounts of pollution from factories, cars, and garbage. The incredible quantities of sulfur dioxide released into the air, sources high levels of acid in the environment. Acid rain causes a stream of effects that kill or harm individual fish, lessen fish numbers population, entirely exterminate fish species from a water stream, and lessen biodiversity. Acid rain is sourced by a reaction of chemical that commences when composites similar to nitrogen oxides and sulfur dioxide are discharged into the air. These materials can go up extremely high into the environment, where they combine and retort with oxygen, water, and additional chemicals to structure additional acidic pollutants, identified as acid rain. Human activities are the major source of acid rain. Above the precedent few decades, humans beings have discharged so several diverse chemicals into the atmosphere that they have transformed the blend of gases in the environment. Power plants discharge the preponderance of sulfur dioxide and a great deal of the nitrogen oxides when they smolder fossil fuels, for instance coal, to create electricity. Additionally the exhaust from trucks, buses and cars, discharges sulfur dioxide into the atmosphere which source acid rain. In expressions of natural sources, equally decaying vegetation and volcanoes discharge gases that effect in the construction of acid rain. The terrific amounts of sulfur dioxide released into the air causes elevated levels of acid in the surroundings. Sulfur dioxide is mainly one of the vital constituents of acid rain and it helps maintain sunlight outside the atmosphere, which sources the Earth to cool Sulfur dioxide emission adds to global warming. The acidity of a substances suspended in water is normally computed in terms of Ph level. When this sulphuric acid is soaked up into humidity of the air, poignant rainfalls can be destructive to the outside environment. (Godbold, D. Huttermann, A.). Acid Rain can dissolve chalk and limestone, and oxidizes structures of outdoor. Monuments and Statues that are left unprotected can plunge casualty to the unprejudiced obliteration of acid rain. Acid Rain counters to diverse types of rocks soil and in two ways. Acid rain will melt alkaline soil and rocks, or will counteract the alkalinity. Acid rain will raise the acidity of previously acidic soil and rocks, for instance granite, or the soil which effects from oxidized granite. Natural sources, which release sulfur dioxide, are sea spray, volcanoes, rotting vegetation and plankton. Acid rain is obliterating the world’s air, lakes, and ecosystem. Acid rain affects each single feature of the ecosystem. Acid rain is distressing to crops, aquatic life, and forests, and human life. People exposed to sulfur dioxide in the air habitually have decreased lung function. It is a non point source of pollution. Pollution of Non point source is a structure of pollution which structures in an extremely extensive area and enters the polluted region in minute, dispersed flows. In view of the fact that acid rain structures in the sky, and descends to the earth a modest at a time, it is deemed a pollution of non point source. The expansion of forestlands as well demonstrates the outcomes of acid rain. Acidic rain damage trees (Godbold Huttermann,). Numerous trees illustrate the contamination gradually, on the other hand when disease and virus attacks they yield to the disease since of their weak conditions. Young plants with budding root systems are readily damaged by rainfall of acidic when pollutants penetrate the soil and are soaked up by the plants (Which, 2012). When acid rain happens, it doesnt right away affect acidity in lakes and streams. Lakes are very much affected by polluted precipitation. Acid depositions can have an unconstructive effect on our freshwater stream and lakes ecosystems by worsening the pH level of the water (Driscoll, C. T). â€Å"Numerous fish species are not capable to survive important changes in pH, and affected bodies of water might become devoid of any fish†. Approximately twenty thousand lakes have been turned acidic in the course of groundwater pollution by acid rain. A solution to lake acidity is liming. Lime is extremely alkaline, as a result when poured into lakes it annuls out the acidity (Godrick EC and Spilios KE (eds). 2011). The difficulty with liming is that it is extremely costly and only provisionally reduces acidity. (Driscoll, C. T)Currently that acid rain is extensively acknowledged all throughout the world; progressively people are doing something concerning it. We can alleviate the effects by means of an unconventional source of energy for instance batteries, wind power, solar, and electricity (What, 2013). Emissions of Fossil fuel source pollution and acid rain and are non-renewable and costly (What, 2013). An additional great source of energy is manpower; reflect on biking or walking to school or work. We can discontinue using gas-guzzler vehicles. This will help to save fuel and prevent pollution from escaping into the atmosphere. One person really can make a difference when they stop driving a non- fuel efficient automobile. Also by planting the trees will soak up a little of the polluted air and douse fresh clean, oxygen. (What, 2013). The 1963 Clean Air Act of US Federal control quality of air and that has lead to considerable progress on maintaining quality of air above the precedent years. This Act fetches strict restrictions on releases of acid rain-causing chemicals. Consequently, a lot of companies decreased emission of polluting oxides by levering from the employ of high sulfur coal to low sulfur coal, which manufactures a reduced amount of oxides when burned. (Anne T. Lawrence) Regulation, Technology, and consumer choices can all participate a function in reducing the force of energy use on the air we inhale. The U.S. Congress in 1990, generated the Acid Rain Program inside the Clean Air Act of federal to diminish the unpleasant acid rain effects in the course of yearly reductions in nitrogen oxides and sulfur dioxide from power plants that smolder fossil fuels. These and additional discharge reductions have lead to a major decline in acid deposition. Like a lot of other environmental issues related to energy, air pollution can be decreased in the course of energy efficient and maintenance improvements, both at the industry and consumer level. References EC Godrick and KE Spilios (eds). 2011. Principles of Biology I. Hayden-McNeil, LLC, Plymouth, Michigan. Module 3, pp 45-72. C. T., Driscoll, Ecological Effects of Acidic Deposition, Encyclopedia of Ecology, Syracuse, June, 2008 D. Godbold, A. Huttermann, (1994). Effects of acid rain on forest processes. Hoboken, NJ: Wiley Sons. Inc.

The Summer of SARS Essay -- Severe Acute Respiratory Syndrome Health E

The Summer of SARS As far as I could recollect, every summer my family would travel back to Taiwan as my parents' way of paying homage to Taiwan and to immerse me and my sister in our culture and heritage. The summer of 2003 would have been just another summer spent on an over-heated and over-populated island with family and friends except for the introduction of a new viral respiratory illness named SARS or Severe Acute Respiratory Syndrome. It was first recognized on February 26th 2003 in Hanoi and its main symptoms and signs included high fever of over 38? Celsius, dry cough, and shortness of breath.1 At the time, my family assumed that, whatever this new disease was, it was contained within Southeast Asia and its effects would not impact our travel plans. How wrong we were! As the date for departure from LAX drew closer, more devastating reports of the rapid and deathly effects of SARS were gathered by the WHO [World Health Organization]. According to the Centers for Disease Control and Prevention (CDC), in 10 to 20 percent of the cases, patients required mechanical ventilation and most patients developed pneumonia. It spread by close person-to-person contact. From our relatives and friends abroad, we heard numerous distressed accounts of distantly related people who have fallen ill or possibly have come into contact with SARS. By July 2003, the cumulative number of SARS cases world wide was an impressive 8,445. Taiwan, our destination, proved to be a hot spot with 678 cases of SARS and 84 deaths since March, 2003.2 The problem with the illness was that the speed of research to understand the causative agent and the efforts to contain the illness was slower than the spread [of] disease up to this point. Ne... .... 2 WHO, "Cumulative Number of Reported Probable Cases of SARS," July 1, 2003, (accessed April 24, 2005). 3 WHO, "Severe Acute Respiratory Syndrome (SARS)-multi-country outbreak-Update," March 17, 2003, (accessed April 24, 2005). 4 WHO, "Severe Acute Respiratory Syndrome (SARS)-multi-country outbreak-Update," March 20, 2003, (accessed April 25, 2005). 5 WHO, "Severe Acute Respiratory Syndrome (SARS)-multi-country outbreak-Update," March 21, 2003, (accessed April 25, 2005). 6 WHO, "Update 61-WHO extends its SARS related travel advice to all of Taiwan province, China," May 21, 2003, (accessed April 25, 2005). 7 WHO, "Severe Acute Respiratory Syndrome (SARS)-multi-country outbreak-Update", March 8, 2003, (accessed April 24, 2005). 8 CDC, "Frequently Asked Questions About SARS," April 25, 2004, (accessed April 25, 2005).

Brian Thorne Counselling Review

Louise, a young woman, presented to Brian Throne with a great deal of physical and mental pain and had been subjected to cyclical depression for a umber of years, usually occurring during the month of February. Before providing details under a number of skills subheadings I would like to make a general comment on Throne's capacity to summaries that which had been said by Louise at various stages throughout the session.A common criticism of the person-centered approach is that it is merely re-hashing what the client has Just said, resulting in a very slow and not very dynamic process, Brian Throne shows here how both reflection and summarizing can have very quick and positive impact on the client, when carried out tit skill. When Throne summarizes he manages somehow to add an extra layer of understanding and complexity to his summary. Which seems to allow the client to not only agree but open to further exploration.At one point during the session, Louise physically changes her posture and facial expression when Throne managed to not only reflect what had just been said but also added a layer of meaning that seemed hidden to the client. It is as if his reflection and summarizing has a synergistic and additive affect. In one particular instance he does this with a single word, ‘Personae? [22:01]. On other occasions he deftly follows his summaries with a gentle probing and allows the client enough silence and space to contemplate on what has been said and subsequently offer a reply.I can only hope that someday I can apply even a tiny fraction of the skill shown by Brian Throne. Attending and Active Listening I have combined examples of these two skills since as Throne seamlessly applies these skills throughout the session. His body language, which includes a forward- leaning posture, mirroring of Louse's facial expressions and genuine laughter at the appropriate times, all show a counselor staying in the present moment with his client throughout. He frequentl y verbalizes that he understands what she is saying and follows this up with impressive reflection and summarizing.Reflective skills Although Throne applies this throughout I have chosen a particular time [37:38], which I believe is a good example of this skill. Throne says ‘It doesn't seem genuine to you to plan anything? ‘ he Is asking this question since Louise describes how she has learned to adopt strategies in order to cope socially. She has done this for so long hat she is no longer sure which is the real her. She is taken aback by this summary and Throne Immediately states that he Is merely ‘holding it up to you'.Although this almost literal example of reflecting skills, I believe it is very apt. Being Concrete Louise finds it difficult to start the session and Throne Immediately Jumps in to Empathy When Louise describes her constant planning and strategist for every social situation, Throne replies with ‘That's so wearying? [23:38]; this to me is one of many obvious displays of empathy, which almost always get a positive response from the linen. Probing Throne probes throughout, always in a gentle and non threatening way.These probes are almost always preceded by a brief summary and/or reflection. A very good example of this is when Throne asks Louise Why did you want to drink alcohol on the train? [27:07]. Asked by another counselor, this question might elicit a defensive response but Louise tentatively supplies an answer, which is subsequently expanded on after more gentle probing. Feedback When Louise asks Throne why he asked the question about why she wanted alcohol n the train, he provides succinct but gentle feedback, which allows the session to enter a new area.He replies by saying ‘Because it seemed to me that you wanted to escape. ‘ [28:17]. Conclusion There are other examples of the skills described above throughout the session but I have tried to include the ones I felt allowed for a deeper relationship b etween counselor and client. I enjoyed this session very much and it has focused my attention on the skills required to help our clients acquire a greater awareness of themselves and their environments.

Develop Teams Individual

This report will look at identifying and implement learning and development needs for an automotive service workshop. It will look at developing a learning and development plan, elaborating a strategy to encourage staff to self evaluate performance, assessing performance, providing feedback and managing follow up.It will use Richard Parser's Automotive Service Team workshop as a case study to help understand the problems of managing people learning needs and performance implementing. Background Richard Parker has been in business for three years, in Preston, Melbourne. Richard employs eight full-time and two part-time staff. Four of the full-timers work in the workshop and two in in the back office and two in the front office dealing with customers. Richard has noticed that the front office staff and their customer service are not up to the expected level. For example customers don't get the service that they require or the product they order.Richard complains of staff not showing up for work at the right time and so on. Richard has also faced some issues with the local council over solid and liquid waste disposal. The back end office staff often confronts the mechanics when they order spare parts for the services to be carried out. The back office staff always complain of issues with suppliers. Suppliers complain of the ambiguous ordering process of the back staff. Richard finds some irregularity in his teams in terms of application of skills and knowledge. He believes that it is the right time for him to take the right actions to turn the business into the right direction.That's why he decides to identify and implement learning and development needs for is staff. Report AAA . Recommended learning method is a Training Needs Analysis (TAN) Richard could identify his team learning needs using a systematic approach and going through four steps of analysis: 1. Analysis of the competencies that each employee must have to improve the business flow. 2. Analysis of th e organization requirements to focus where is the learning and development need located. 3. Task analysis to establish what individuals and teams must learn in order to satisfy the required learning and development need. . Team analysis to determine which employee needs a learning program. To conduct this analysis Richard will need to: now his company situation, ; identify required competencies of his team, ; involve employees in decision making, survey, discuss and analyses actual data, prepare specific employee development plans, implement the plans. Before to designing the training program, it will be very important that Richard conduct a SOOT analysis, to identify his team Strengths and Weakness points; and his business Opportunities and Threats.To fill the gap between the Job requirements and current abilities of his employees, Richard has to conduct a training needs analysis, making sure that it's targeted to a specific need and satisfies training acquirement. The training nee ds will be the result of collecting information on the skills, knowledge and attitude required to perform a Job task, identifying the training need and performance gap. When designing the learning needs analysis, Richards aim is to: ; assess the current situation. Define the problem (what gaps exist? ). Determine if there is a need for training/learning. Determine what is driving this need for training/learning. ; evaluate existing training. Assess the possible learning solutions. Ascertain information about logistical considerations/constraint. The Training Needs Analysis will provide the following benefits: ; A clear indication of what needs to be included in a training program. ; Assists in developing learning outcomes (by identifying precisely what needs to be learnt). ; Clarifies areas for assessment. O Provides guidance on development, delivery, presentation methods and media to be used. Provides knowledge of the target audience, training gaps and proposed content. ; Will allo w specific evaluation to ascertain its success. AAA. Learning and Development Plan. Name: Paul smith Date: 25. 02. 2014 Job position: Front office, customer service. Learning improvements goals Dealing with customers Communication with the staff Being at work on time Learning outcomes Delivering effective customer service Team working Effective internal communication Respect of workplace rules and workflow Strategies / steps or actions Analysis of training needs: interview to identify performance needs. Identification of appropriate learning methods: consulting of guest speaker. ; Employee self-evaluation of performance: simulated work experience. ;Owner feedback: on-the-Job coaching or mentoring. Follow up: simulated work experience. Behavior/expectations/support ; Elaborate a learning plan targeted, collaboratively developed, agreed to and implemented. ; Owner identifying and approving resources and time lines required for learning activities. ; Employee proclivity to fill in the performance gaps.Owner providing coaching and mentoring assistance. Owner providing encouragement and positive feedback to the employee. Data/ resources Survey to be subordinated during informal interview. ; Guest speaker identifying appropriate learning methods. Timeline ; 1 week for analysis ; 1 week for simulating work experience, feedback and follow up. AAA. Employee self-assessment. SELF ASSESSMENT Employee details Name: PAUL SMITH position: FRONT OFFICE work area: CUSTOMER SERVICE contact no. : 555 555 555 1. Sees your current level of skill/knowledge relating to the skills/knowledge provided: I know how to take orders from clients, how to answer to phone calls, how to record appointments on the agenda. 2. Think about the requirements of your Job in relation to the skill areas and note the major task/knowledge requirements of your position: I need to improve my approach to the Clients, delivering effective customer service. I need to learn how to use suppliers database, to imp rove communication tit back office staff. I need to learn more about mechanical components, to improve communication with staff.I need to respect more workplace rules and workflow. 3. Where you can identify that your skills/knowledge are less than those required for your position, tick the box Training Required: a) Dealing with customers b) Communication with the staff c) Being at work on time 4. Where training is required, decide how soon your training should occur: a) the next 2 weeks b) In the next 2 weeks c) Immediately AAA. Feedback mechanisms. In Richard needs to collect feedback on performance of team members from relevant resources and compare with established team learning needs.Feedback on performance may include: ; Formal/informal performance appraisals. Obtaining feedback from clients. Obtaining feedback from supervisors and colleagues. Personal, reflective behavior strategies. ; Routine organizational methods for monitoring service delivery. Richard may use some formal systems in comparing established team learning needs, such as measurement systems (including planning), individual and team performance and reward systems, resource allocation systems. Richard should use also some informal yester in comparing established team learning needs, including meeting formats and conflict resolution protocols.AS. Development program Goals. Richard has to identify and develop program goals and objectives in order to establish clear training goals, learning objectives, and long-term objectives based on the outcomes that his employees wish to achieve. The goals and objectives indicate what the participants will learn and achieve as a result of their learning. To be effective, training must be specifically structured to meet stated outcomes and must be based on: ; Clear and measurable goals. Clear and learner focused objectives. Long-term objectives, to establish a pattern for future evaluation.Richard should provide to his employees a document that specifies in a structured format how they should perform a Job or work role (competency standard). AAA. Appropriate Learning Methods. Learning delivery methods appropriate to the learning goals may include: ; Conference and seminar attendance ; Formal course participation ; Induction Involvement in professional networks On-the-Job coaching or mentoring Presentations/demonstrations ; Problem-solving Work experience It is important to give the right consideration to participants expect and their earning style.Some learning methods might be not effective because: ; Lack of practical information (too much theory or background and not enough â€Å"how-to† approaches or action steps). ;Material too elementary and/or out of date, no â€Å"state of the art†. ; Not enough group interaction (too much lecturing). O Lecture notes and visuals not sequenced with course coverage. Sometimes boring. Disorganized – skipping from topic to topic with no sense of direction. ; Poor visuals. To p rovide an effective training program, the trainer should: ; Assess in advance the relative importance of each segment of the learning program. Spend more time on the most vital segments. Determine priorities for the elements of the session in advance. An effective trainer should avoid spending too much time on relatively lightweight portions of the learning program and being sidetracked by too many questions. AAA. Workplace opportunities. Informal session for customer service for front office staff. ;Refresh training in the main workshop. Rear house session with supplier sell manager. AAA. Assess and record outcomes of recommended training.Assessment in training is about measuring learners to see if they have reached the stated objectives of the course. To assess and record outcomes and performance of individuals and teams you need to evaluate their knowledge and their skills. 1 . Knowledge: what learners gained as a result of training. These assessments test the recall of facts, co mprehension skills, analysis skills, synthesis skills and evaluation skills. 2. Practical skills: the application of knowledge to a given situation. Knowledge and Practical skills include four main types of assessment: 1 .Real work: Takes place whilst the learner is performing real work, on- the-job. 2. Simulated work: Usually performed off-the-job, possibly in a training room or mock up work site. 3. Written: Used to demonstrate in written form what they know, either on paper or on computer. 4. Oral: When learners speak about what they know. One of the key challenges with assessment is to be able to assess the learning back in the workplace, â€Å"on the Job†, and it is possible to check it through the Performance Review Programs, which include observations on the Job.It is also fundamental to record assessment, keeping â€Å"training records† through a recording system that enables easy identification of what training each staff member has completed and when. Dependi ng on the size of the organization, this could be a simple matrix or it ay be done through the use of software commonly known as a â€Å"Learning Management System† (ALMS). AY. Adjusting the learning program. After monitoring and evaluating if the training course met the aims and objectives for which it was developed, it is important to adjust the learning program, if it is not u to expected dimension.Based on both assessment and evaluation, it might be needed to make or recommend changes for future training to improve the efficiency and effectiveness of learning. Changes can be made on different sides: TIME: Recommending a review of time to address the time to provide a more impressive treatment of the subject or selecting in lecture notes. CONTENT: Reviewing or re-writing the content of a presentation, for example to ensure emphasis on the practical application of the material. DELIVERY: Focusing learning material on fact and accepted knowledge not on opinion or on a partic ular style of management.Proposing to the learners generally and officially accepted management techniques and policies. FORMAT: Including a glossary of terms and an annotated bibliography to the notes. Organizing the content of the learning notes, making frequent use of headings and sub-headings and bullet points. Reviewing formatting and printing to improve the efficiency and effectiveness of learning. Providing copies of the learning material in advance so that those involved with changes can be appraised of the current presentations. AI. Documenting and maintaining records and reports of competency gained.Many methods can be employed to document and maintain records: ; Training evaluation form template Course participants to complete and to hand form to trainer after completion ; Assessment by course Director/Supervisor/Owner Owner/Supervisor to complete either with, or after discussion with the participant. Owner/Supervisor to complete either with, or after discussion with the participant 1 . Have you seen the desired changes to the participant's skills or knowledge? Yes 2. How will you test that the participant has gained from this course? Simulating work experience. . If the participant did not make the gains necessary, what can be done to address this? He can be trained again trough an on-the-Job coaching or mentoring and he could attend a formal course about customer service, internal communication and mechanical components. 4. From discussions with the participant, are you both attested that attendance at the training plan was worthwhile? Yes 5. Other comments? Elaborating a training need analysis was a effective way to improve my staff knowledge and skills and to implement and develop an effective team work.Supervisor: Richard Parker Date: 25. 02. 2014 Conclusion/Summary This report has looked at identifying and implement learning and development needs for an automotive service workshop. Developing a learning and development plan, elaborating a stra tegy to encourage staff to self evaluate performance, assessing performance, providing feedback and managing follow up. The process of monitoring, evaluating, implementing and developing people performance is essential to the success of any business.