Reflective paper in PALLIATIVE CARE 260 Essay Example | Topics and Well Written Essays - 1000 words

Reflective paper in PALLIATIVE CARE 260 - Essay Example The pain that the patient was going through usually brought in him feelings of depression and hopelessness, especially with the realization that chances of survival were slim. The patient had decided to make an end of life plan in the last 6 months of the 45th year, which doctors had assured him would not end before he died. For sure, he died in the 5th month. The end of life plans included a will, which he gave me to give his son after he completed high school. To him, I was more understanding than his 16 year old son who had lost his mother in a tragic road accident. He was the only child in the family and my uncle felt that he could be spoiled if he was exposed to the wealth before completion of his final year in high school. Care was provided for the patient to improve his quality of life and also ensure that it would be prolonged to last at least six months from the date that the doctors diagnosed him with terminal illness. Counselors from the local health center used to visit the patient’s home once per week to comfort him regarding the possibility of his life being prolonged despite the illness. Sometimes the local preacher who worked hand in hand with the healthcare professionals would accompany them to provide spiritual nourishment to the patient. The patient used to sigh with relief every time the group visited the home. He asserted that he felt taken care of and never suffered from rejection. The care that he received was similar to the palliative care that Lee et al. (2002) argued is significant for a society that has value for its members. According to him, people need to be encouraged even if it is known that there are slim chances for survival. The trauma of being aware that the day of dying is nearing may lead to stress and fear especially during the night when everybody else retires to sleep. Loneliness engulfs the ailing person and the fact that the exact time he/she will die is not known generates anxiety and feelings of

Psychology (A Field Guide to the Workaholic) Essay

Psychology (A Field Guide to the Workaholic) - Essay Example They are akin to function like this even at the cost of their family, health and a good night's sleep! Any place other than their place of work does not augur well with them. Such wild workers are labeled as 'workaholics' and 'workophiles'. They live in their own wilderness of their work castles. Work becomes their only source of fortitude, security and identity. Their place of solace is work and work alone. Work also helps them escape from the world. Work emerges as a shield for them. There is only one track of life for them. To paraphrase Bible, "Live thy life by the sweat of thy work" - evolves as the most fundamental principle for them. "Workaholics are out of balance" for, as hard worker, they "will be at [their] desk, thinking about the ski slopes.workaholic[s] will be on the ski slopes thinking about [their] desk" (Goodman, 2006). This 'workaholic' pattern is coming up as a potential disease in United States where some institutions tend to work nearly 24 hours a day for seven days a week! Here, primary concerns are efficiency, customer satisfaction, and the wide spread principle and belief that stresses for "time is money". This trend is eating on the nerves of almost every modern United States (US) citizen. About four types of workaholics are there in US today. First, there are those who do their work quite near to perfection. Secondly, those who just remain at work place without doing much of their work. Thirdly, there are those who keep on making careless mistakes for they have not learnt to say "no". They will not stop even for a while. They will just go on doing their work relentlessly. The fourth types are those who are always busy with finding deepest details of their work even if such details are not required. The result is endless surging ahead of diversified individual and social stresses, tensions and uncalled for socially harmful tendencies like recurring personality complexes and likely suicidal possibilities leading to personality imbalances and social disharmony. For Gayle Porter, workaholics quite incapable of institutional team work and leadership. They try to concentrate all work in their hands only. They start considering work as their source of power apparently. They thus become highly emotional and possessive and obsessive about their work. As such, varied crises emerge. The workaholic tries to utilize this situation to his own advantage without much of an achievement and accomplishment levels. Workaholics suffer a lot due to their idiosyncrasies and esoteric whims. Instead of workaholics' obsession, those workers are able to do much better work in terms of quality and quantity who go for normal off days and permissible holidays for relaxation and enjoyment. Any type of obsession does not serve a positive purpose. Normal performance and steady progress of work leads to productive results. Opinion about the Article This article is an analytical piece of work. It serves its purpose of highlighting pejorative effects of obsessive patterns of behavior and working trends. Its emphasis on the need to function in a balanced way is also appropriate. The overall style and tenor of this piece is highly edifying for it warns against work and administrative excesses. This article also points to human questions of

Recruitment and Selection Essay

Recruitment and Selection Essay Recruitment and Selection is not only a basic but as well a crucial activity of Human Resource Management and it also is the main approach to recommend talents into companies and organizations. Under the context of increased global competition, high- level individuals are the crucial factor for the survival and development of enterprises and organizations. So as an eligible manager, how to decide on which approach towards recruitment and selection is most appropriate for their organization gets important increasingly. This assignment will argue about the necessary principles which recruitment and selection process should have and what key points should be focused on by HR managers. Furthermore, several suggestions and measures could be provided to the HR manager in order to decide on which approach is most appropriate for their organizations. Context of recruitment and selection Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organisations human resource requirements. (Anderson, 2001), it also can be explained like Watson said: Recruitment and selection are conceived as the processes by which organizations solicit, contract and interest potential appointees, and then establish whether it would be appropriate to appoint any of them (Watson, 1994) From those explanations, it is not difficult to conclude that hiring the right person in the right place at the right time is crucial to organizational performance. In other words, fit is the basic factor the HR manager should be concerned. Fit got more mature from traditional psychometric view to social exchange model. In traditional psychometric view of recruitment and selection, fit is assumed between personal characteristics of the individual and the technical demands of the particular job (Stephen Bach, 2005). But in the social exchange model, fit relates to the matching of expectations and needs of the individual with the values, climate and goals of the organization (Stephen Bach, 2005). Recruitment and selection are the two different stages in HR management theoretically. Recruitment searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs (Dowling and Schuler, 1990). And selection is the next stage in employment cycle. It is the process to predict which candidates is qualifiedand good to the development of to the organization. So after understanding the context and identifications of recruitment and selection, to make sense about the processes of recruitment and selection is the first stage for the HR managers decision-making. The Process of Recruitment and Selection Recruitment Process In the recruitment process, job analysis is the first stage within the organizations. It is very important to gather data about the whole situation of organization positions nature and structure. The principle to check whether the structure is eligibility is the fit. Is the job fit this person or is that person fit the organization? How about the employee performance and records? The answers of those questions should be found out within the job analysis. This period involved data collection and materials retrial, such as employee performance appraisal and records, and so on. Job holders records is a vital factor should be concerned as well. Job holder could use interviews, structures questionnaires, diaries to record their activities and get information in order to gain validity job analysis. Considering the reports form colleagues is another approach within the job analysis. So those three aspects underlay job analysis in the first stage of recruitment in organizations. Next stage is job description, person specification. Firstly, the function of job description gives the applicants or recruitment agencies an orientation about the organizations needs. Once the applicants and recruitment agencies knew the orientation, the staff will design the employment contracts and begin to prepare the selection techniques to ensure next stages normal operation. And the other benefit of job description for the recruitment process is to provide the applicants a fairly condition without the recruiters subjective bias. The person specification is a vital criterion should be concerned within the process of selection. Specification includes several details following Rodgers seven-point plan: physical make up, attainments, general intelligence, special aptitudes, interests, disposition and circumstances. Those seven point is always be used in modern selection process, but the weakness is over rigidity, so increasingly organizations based on a set of competency as the crucial factor for person specification. This part will be explained in the following session. Attracting and managing application (recruitment) Once the job analysis phase is finished and job description and person specification are identified, the next stage is to consider how to attract people who meet the requirement and to manage application. There are two methods to be chosen: one is internal method, the other one is external method. Internal methods meaning that pay more attention to the internal talent pool within the organization when recruiting. This method provides opportunities for development and career progression increases employee engagement and retention and supports succession planning (online, 2009). This methods bring several advantages to the organization. Firstly, using this method could economize time and cost of money and labor. Because the practice of recruitment takes place within the organization, the recruits already know some context of organizations culture and the responsibility of the job so the briefing and training before starting work would be reduced or cancelled. In addition, the cost of advertisement and recruitment consultancy fees could be avoided as well, so that is why it saves time and cost. Secondly, providing opportunity to existing employees could embrave then to obtain better performance and get more motivation when doing task. So using the internal recruitment methods cou ld develop the organizations own internal talents pool and then realize the win-win situation (employee-organization), sequentially causes the long-term stable development of an organization. It also has disadvantages by using this method. It is unfair to the applicants outside. Internal recruitment is therefore less common in the public sector, where concerns about discrimination tend to be a higher priority than in the private sector (Harris 2000). In addition, recruit person without outside could make the organization become obturation and stagnancy without now ideas and innovation coming. Because new person could bring the now thought to make organizations change, and change means development. soft HRM approach pp.122 If an organization considers expanding the dimension of organization or the internal recruitment failed, the external method could be operated effectively. The external method means that recruit individuals from outside. The merit and demerit of external method is the contrary side of the merit and demerit of internal method. There are several options available for external recruitment. To attract more individuals and increase the applicants pool, external assistance, such as job centers, head-hunters, employment agencies, professional bodies, career service, always be used. There are a number of corporation uses formal personal contacts to attract individuals, such as career fairs, open days and leaflet drops. Notice board, accessible by current staff or the general public, to be used by recruitment; the advertisement, including local and national press, specialist publications, radio and TV and the Internet, published by organizations as well. As calculating by CIPD, the proportion of UK organization used advertisement in local press occupied 84%, the proportion of using specialist journals and trade press and using corporate website occupied 73% and 72% separated (CIPD, 2003). What I want to emphasize is that the Internet recruitment becoming increasingly popular in modern society. It is more convenient than the traditional recruitment. Effective recruitment is crucial to organizational success (Barber 1988). Time-consuming is the obvious advantage by using Internet to recruit individuals. All the individuals information, company introduction and job details are on the Internet together. It is convenient for the individuals and companies to collect data what meets their demand. And the online application forms or the CV are managed in an effective way in order to the operation of next stage- selection. Selection Process In the selection phase, there are three basic principles included: reliability, validity and usefulness (Stephen Bach, 2005). The reliability also takes place in testee and tester. testee reliability means that the value of selection method should be a consistency over time. In other words, if a selection methods test a person is a passionate person, than the same result should be generated over time. tester reliability means that the purpose of any selection method should have a well targeted and the principle of this well-targeted method should be reliable. The same logic as testee reliability has. The criterion-related validity is the main type of validity and usefulness. This evidence is helpful to organizations since it clearly indicates that some selections methods have higher validity than others and that it is desirable to try and validate the selection methods used systematically within a given organizational context, rather than rely on intuition or secondary data. Unfortun ately, the evidence also suggests that those methods with the highest validity are not the most popular. Rather, most organizations rely on the classic trio of short-listing, interviewing and references (Cook 2003; Millmore 2003). Two main selection methods by selection candidates, there are shortlisting and assessing applicants whether they should be offered a job. A variety of methods can be used to make selection decisions, but the first thing to note is that the interview remains the most common method, often used alone, although increasingly combined with additional methods (Shackleton and Newell 1991) The obligation of shortlisting is to selection applicants personal material by : shortlisting and assessing applicants to decide who should be offered a job. Selection decisions should be made after using a range of tools appropriate to the time and resources available. Care should be taken to use techniques which are relevant to the job and the business objectives of the organisation. All tools used should be validated and constantly reviewed to ensure their fairness and reliability Making the appointment Joining the organization Competency frameworks may be substituted for job or person specifications but these should include an indication of roles and responsibilities. See our factsheet on competence and competency frameworks for more information. Hiring orthodox References: Anderson, N. 2001: Towards a theory of socialization impact: Selection as pre-entry socialization, International Journal of Selection and Assessment, 9(1/2), 84-91. Barber, A. 1988: Recruiting Employees: Individual and Organizational Perspectives, Thousand Oaks, CA: Sage. Cook, M. 2003: Personnel Selection: Adding Value through People, 4th edn, Chichester: John Wiley. Dowling, P. and Schuler, R. (1990) International Dimensions of Human Resource Management. Boston, Mass: PWS-Kent Publishing. Harris, L. (2000) Procedural justice and perceptions of fairness in selection practice, International Journal of Selection and Assessment, 8(3), 148-58 Shackleton, V.J. and Newell, S. 1994: European management selection methods: A comparison of five countries, International Journal of Selection and Assessment, 2, 91-102 Watson, T. 1994: Recruitment and selection, in K. Sisson (ed.), Personnel Management: A Comprehensive Guide to Theory and Practice in Britain, Oxford: Basil Blackwell. http://www.c ipd.co.uk/sujects/recruitmen/general/recruiymt.htm

An Interview With a Korean-American on Cultural Differences Essay examp

An Interview With a Korean-American on Cultural Differences In this interview Ben Bagley asks Theresa Han about the difference between Korean and American culture. Theresa is a teenager who recently moved to the United States so she has an excellent perspective for understanding the differences and similarities between these countries. [BAGLEY] This is Ben Bagley, and I'm going to interview Theresa Han about Korea. Could you introduce yourself? [HAN] My name is Theresa Han, I'm from South Korea, I'm 18 years old, and I'm a freshman in College. [BAGLEY] How long have you lived in America? [HAN] I think a little bit less than 3 years. [BAGLEY] Where did you live in Korea? [HAN] I lived in Pyoung Tek, It's right below Oosan, where the American Air force is located. [BAGLEY] What were the people like where you lived? [HAN] They're really busy. Fathers go to their work; Mothers if they have a job go to their work, and students go to school, so they don't have enough time to communicate with each other, like time to spend together, because mostly students come home like 10:00pm-11:00pm. [BAGLEY] What did you do with your friends? [HAN] We mostly go to each other's house, rent a movie or something, watch it, and do homework usually, because we have a whole bunch of homework. On the weekends we would go downtown; it's kind of like a shopping mall. It's a street. There are small restaurants, small cloths shops and all that stuff. It was kind of fun, but nothing special I think. [BAGLEY] What did you do in your free time? [HAN] Mostly watch TV I guess. [BAGLEY] What was Korean TV like? [HAN] Like on Japanese TV they have a whole bunch of dramas, so there are Korean dramas, there is regularly a music program, like 3 music programs on 3 different channels. I mostly watched them, like almost everyday. [BAGLEY] Was American TV available in Korea? [HAN] Yeah, there's channel 2, so I know like 'Wheel of Fortune' or whatever. And 'The Simpsons' was on channel 15, it was the educational channel, but ?The Simpsons?Ewas on it in Korean, so I sometimes watched it. [BAGLEY] And was that dubbed or with subtitles? [HAN] I think it was dubbed in Korean, because I had never heard how Homer really talks. [BAGLEY] What is Korean music like? [HAN] There are a lot of kinds of music. Like rock, like f... ...uitoes. [BAGLEY] Which country has a greater temperature difference throughout the year? [HAN] In Korea the summer is so hot, and the winter is so cold. Really cold, so they are so different. In America the temperatures stay closer together, it?s way better. [BAGLEY] Are there any other big differences between Korea and America? [HAN] I think the school system, because basically you go there, I went to school usually by 7:30am and came home 7:00pm. But some students stay longer, like even 10:00pm if you are a senior and about to go to college because there is kind of, like parents and teacher think their kids or students should go to college. Like have to go to college. They?re gonna pressure them to study a lot, so when you?re a senior you start to study a lot and you don?t sleep that much. Usually I think some people sleep 3 or 4 hours per day and just study. No free time. [BAGLEY] And they stay at school and study? [HAN] ?Till like 10:00pm but after school ends they come home and study like until 2:00am or 3:00am [BAGLEY] Would it be ok if I publish this interview on the internet? [HAN] Sure [BAGLEY] Well, Thank you very much for your time.

Child Labour Should Be Banned Essay

For many of us it is hard to imagine what it would be like growing up, having to work from the age of five and not being able to go to school. ‘Child Labour’ is defined by the United States Department of Labour (DOL) as ‘the employment of boys and girls when they are too young to work for hire; or when they are employed at jobs unsuitable or unsafe for children of their ages’ It is not something we are too familiar with ourselves, living in a wealthy country, but the fact is that there are many Third World countries out there where the economy and living conditions are so bad that children have to work in unsuitable and unsafe situations. There are certain charities that help, but that it is. Not enough is being done to stop child labour. It is very wrong and should be banned thought out the world and looked at as a disgrace. Figures from the International Labour Organisation (ILO) show that 218 million children aged between five and seventeen are involved in child labour worldwide. That means globally one in six children work. This is an extremely large number. Around 150 million of the 218 million are involved in what is know as ‘worst forms’ of child labour, which include work such as forced labour, slavery and sexual exploitation. Many are forced to work without access to the toilet or drinking facilities – this is against human rights. Child labour of course is different through out the world. Financial it may be necessary for a family to send their children to work to then be able to get food. Sometimes it can even be a situation of life and death if a child in a family does not work. Other times it may be in the families’ ethic work where the children have to help. Either way, it is not good enough. Children should not have to work.

Fashion Culture Essay

Fashion is a general term for a popular style or practice, especially in clothing, footwear, accessories, makeup, body piercing or furniture. â€Å"Fashion† refers to a distinctive; however, often-habitual trend in a look and dress up of a person, as well as to prevailing styles in behavior. â€Å"Fashion† usually is the newest creations made by designers and are bought by only a few number of people; however, often those â€Å"fashions† are translated into more established trends. [1] The more technical term, â€Å"costume,† has become so linked in the public eye with the term â€Å"fashion† that the more general term â€Å"costume† has in popular use mostly been relegated to special senses like fancy dress or masquerade wear, while the term â€Å"fashion† means clothing generally, and the study of it. For a broad cross-cultural look at clothing and its place in society, refer to the entries for clothing, costume, and fabrics. A. Couture Beginnings The first fashion designer who was not merely a dressmaker was Charles Frederick Worth (1826–1895). Before the former draper set up his maison de couture (fashion house) in Paris, clothing design and creation was handled by largely anonymous seamstresses, and high fashion descended from styles worn at royal courts. Worth’s success was such that he was able to dictate to his customers what they should wear, instead of following their lead as earlier dressmakers had done. B. Early Twentieth Century Throughout the early 20th century, practically all high fashion originated in Paris and to a lesser extent London. Fashion magazines from other countries sent editors to the Paris fashion shows. Department stores sent buyers to the Paris shows, where they purchased garments to copy (and openly stole the style lines and trim details of others). Both made-to-measure salons and ready-to-wear departments featured the latest Paris trends, adapted to the stores’ assumptions about the lifestyles and pocket books of their targeted customers. 1990s * The outfits worn by the fashionable women of the ‘Belle Époque’ (as this  era was called by theFrench) were strikingly similar to those worn in the heyday of the fashion pioneer Charles Worth. By the end of the 19th-century, the horizons of the fashion industry had generally broadened, partly due to the more stable and independent lifestyle many well-off women were beginning to adopt and the practical clothes they demanded. However, the fashions of the La Belle Époque still retained the elaborate, upholstered, hourglass-shaped style of the 19th century. As of yet, no fashionable lady could (or would) dress or undress herself without the assistance of a third party. The constant need for radical change, which is now essential for the survival of fashion within the present system, was still literally unthinkable. The use of different trimmings were all that distinguished one season from the other. 1910s * During the early years of the 1910s the fashionable silhouette became much more lithe, fluid and soft than in the 19th century. When the Ballets Russes performedScheherazade in Paris in 1910, a craze for Orientalism ensued. The couturier Paul Poiret was one of the first designers to translate this vogue into the fashion world. Poiret’s clients were at once transformed into harem girls in flowing pantaloons, turbans, and vivid colors and geishas in exotic kimono. Paul Poiret also devised the first outfit which women could put on without the help of a maid. The Art Deco movement began to emerge at this time and its influence was evident in the designs of many couturiers of the time. Simple felt hats, turbans, and clouds of tulle replaced the styles of headgear popular in the 20th century. It is also notable that the first real fashion shows were organized during this period in time, by Jeanne Paquin, one of the first female couturiers, who was also the first Parisian couturier to open foreign branches in London, Buenos Aires, and Madrid.