End of Life Peace Without Pain

End of Life: Peace without Pain Jacqueline R. Reviel Loyola University New Orleans End of Life Peace without Pain Pain management during end of life care is crucial to the comfort and peace of the patient and their family. â€Å"With better pain control, dying patients live longer and better. Pain shortens life. Relief of pain extends life† (Zerwekh et al. , 2006, p. 317). The nurse must educate about (a) disease pathology, (b) signs & symptoms, (c) interventions, (d) medications, (e) alternative therapies, and (f) supportive care, related to end of life care. Pain management involves understanding the pharmacological issues, and management issues surrounding opioid drugs used for pain control. The identification of (a) nursing diagnosis, (b) implementation, and (c) education are essential in keeping the patient and family comfortable and at peace. Pathology, Signs and Symptoms End of life presents with specific pathology which can cause extreme pain and discomfort. The body’s organs begin to shut down as death approaches hypoventilation causes hypoxemia and hypercapnia in turn increasing the workload of the heart as it tries to oxygenate the vital organs. The kidneys and liver begin to fail and toxins begin to build up. The heart fails as it can’t keep up with the demand. Zerwekh (2006) lists specific signs and symptoms associated with death (a) reduced level of consciousness, (b) taking no fluids or only sips, (c) decreased urine output, (d) progressing coldness and mottling in legs and arms, (e) irregular labored breathing; periods of no breathing, and (f) the death rattle. Diagnosis & Interventions Diagnoses related to end of life care are (a) Ineffective tissue perfusion, (b) Alteration in comfort, (c) Activity intolerance, (d) Impaired gas exchange; (e) Ineffective breathing patterns, and (f) Decreased cardiac output. Interventions are attached to each diagnosis and a plan of care is established for the patient. Interventions for alternation in comfort include (a) spiritual, (b) pharmacological, and (c) alternative methods. Ineffective tissue perfusion involves (a) positioning, (b) O2, and (c) fluid management. Activity intolerance is managed by pacing periods of activity with rest. Impaired gas exchange is managed by decreasing fluid shifts with medication. Ineffective airway clearance is helped by (a) positioning and (b) suctioning to clear the airway. Disturbed thought processes interventions are (a) reorient the patient, (b) supporting family, and (c) visitors at times when the patient is most alert. Interventions are tailored specially to the patient’s needs and their disease process. Pain management â€Å"Dying does not need to be painful† (Moynihan et al. , 2003 p. 401). Holistic pain management is crucial during end of life care. Terminally ill patients can have (a) physical, (b) spiritual and (c) emotional pain. Providing comfort is important in decreasing suffering. Emotional pain can be addressed by (a) laughter, (b) memories, and (c) touch. Spiritual pain can be helped with (a) prayer, (b) meditation, (c) talking, (d) listening, (e) pastoral care, and (f) providing the last rights. Physical pain is managed pharmacologically and with alternative comfort measures. Opioids are given to treat severe pain at the end of life. Parlow (2005) used nitrous oxide to control incident pain in terminally ill patients with positive results. Pharmacological issue related to pain management Pharmacological issues surrounding pain management are (a) issues of addiction under medication, (b) legal repercussions, (c) respiratory effects, and (d) side effects. Zerwekh (2006) sums up the fallacy of addiction by stating persons with addiction take their opioids to escape life, whereas persons with pain take their opioids to live life more fully. These issues and lack of knowledge often cause Physicians to under medicate during end of life care. The nurse needs to have full understanding of how opioids work and how to adjust the medications to control severe pain and break though pain without entering into (a) legal issues, (b) respiratory depression and (c) side effects. Complementary and alternative therapies Along with the pharmacological methods to keep the patient comfortable there are many alternative method the nurse can use and teach the family to assist with; giving the family the gift of caring for their loved one and feeling like they are helping. The patient also benefits from the touch and interaction from his or her loved ones. Therapies such as (a) massage, (b) therapeutic touch, (c) guided imagery, (d) aromatherapy, (e) hypnosis and (f) relaxation, are just a few alternative therapies used. Supportive nursing care Often when a family member is dying their loved ones do not know what to say or do and often feel helpless. While providing care for the patient the nurse engages the family in the care and breaks down the fear that they can’t touch the dying patient. The nurse encourages the family to (a) gather, (b) share, and (c) grieve. The family and patient are educated to end of life care so they know what to expect and can recognize it. By giving the family these skills it is a gift so the family has time to say goodbye and to spend the last days in peace not in fear and chaos. The nurse manages symptoms so the patient and the family can concentrate on each other. O’Brien (2011) stated one of the best ways of providing spiritual support in this situation is to allow the patient and family to verbalize their feelings; for the dying person â€Å"one of the greatest spiritual gifts† a nurse can give is to listen (Burns, 1991, p. 1). Patient & Family education Education gives the patient and the family great power and strength to face the path ahead and not be fearful of the process. Discussion around key information such as (a) the patient’s wishes, (b) spiritual care, (c) visitation, (d) pain control, (e) disease process, (f) multi organ failure, (g) specific signs and symptoms, (h) interventi ons that can be provided, (i) interventions the patient may not want, (j) comfort care, and (k) funeral arrangements, must take place with the patient and their family. Patients may believe that pain is to be expected and education informing them that comfort will bring them quality time to spend with their loved ones and to not suffer in silences is vital. Encouraging the family to (a) hold their love ones hand, (b) stroke hair, (c) massage, and (d) talk to them until they take their last breath, is all education the nurse encourages. The nurses’ role is to (a) support, (b) pray and (c) answer question that might arise. Conclusion Caring for patients as they die involves (a) a great deal of knowledge, (b) compassion, and (c) caring, on the nurse’s part. Effective pain management decreases suffering in the terminally ill patient and can make all the difference in how the patient arrives at the end of life. The nurse must be versed and comfortable with the many issues surrounding end of life care so she or he can advocate for the needs of the patient and their family. The nurse’s role in (a) educating, (b) providing spiritual care, and (c) physiological care, to the patient and their family during this very important and stressful time plays a huge part in the comfort and peace that they experience as they journey down the path of loss and grieving. References Moynihan, T. J. (2003). Use of opioids in the treatment os severe pain in terminally ill patients-Dying should not be painful. Mayo Clin Proc. , 1397-1401. O'Brien, M. E. (2011). Spirituality in nursing: Standing on holy ground. Sudbury, MA: Jones ; Barlett Learning. Parlow, J. L. (2005). Self-administered nitrous oxide for the management of incident pain in the terminally ill patient: A blind case series. Palliative Medicine, 19: 3-8. Zerwekh, J. V. (2006). Nursing care at the end of life: Palliative care for patients and families. Philadelphia, PA: F. A. Davis Company. LOYOLA UNIVERSITY NEW ORLEANS NURS 384: End-of-Life Issues Paper Student: _Jackie Reviel__________________________Semester:_Fall__Year:_2011__ Directions: The purpose of this paper is to examine end-of-life issues. Write a 4-5 page paper on one of the topics that are suggested in your syllabus. Focus the paper on the care of the terminally-ill patient; education of patient and family, and supportive nursing care. Use ast least 4 references (current text and articles) for this assignment and format paper in APA style. Criteria: End-of-Life Issues Paper| Max. Points| Score| 1. Describes terminal Illness. Include pathology and signs and symptoms| 15| | 2. Identify palliative care/interventions associated with illness| 15| | 3. Address pharmacological issues related to terminal illness| 10| | 4. Address complementary and alternative therapies | 15| | 5. Describe supportive nursing care related to terminal Illness. | 15| | 6. Discuss at least 5 nursing diagnosis taken from those listed in the North American Diagnosis Association. 15| | 7. Provide key information to be discussed with patients ; families on terminal illness. | 15| | Total Comments: Faculty Signature: _______________________________Date:_______________________ LOYOLA UNIVERSITY NEW ORLEANS Evaluation of Communication Skills Student: ________________________________Semester: ____Year: _____ Skill in communication is defined as the ability to: (a) effectively express ideas through a variety of media, (b) use communication technology to enhance personal and professional functioning, and (c) use the group process for the purpose of achieving common goals. Note: Your grade on Communication Skills will comprise 10% of your final course grade. You will be rated using a scale of 0-10, where â€Å"0† indicates no credit and â€Å"10† indicates maximum credit for the item indicated. | Writing Criteria: Nursing Research Critique Paper | Score| 1. Use appropriate language and erminology. | | 2. Use correct sentence structure and paragraphing. | | 3. Use correct grammar, spelling, and punctuation. | | 4. Demonstrate knowledge of relevant content areas. | | 5. Express ideas clearly and convincingly. | | 6. Organize ideas logically. | | 7. Use APA format correctly. | | 8. Overall effectiveness of the written work in meeting identified goals. | | Communication Skills: Pt s earned (_____)/ 80 pts = _____% Letter Grade:____ Percent of Final Course Grade: [Pts earned (____)/ 80 pts =___%] X 10 = ____% Comments: Faculty Signature:____________________________________Date:______________

Limitations and Criticisms of the Adlerian Theory Essay

ADLERIAN Limitations and Criticisms of the Adlerian Theory Adler chose to teach and practice over getting organized and presenting a well- defined systematic theory, making his written presentations difficult to follow. More research needed to support the effectiveness of the theory. Limited use for clients seeking immediate solutions to their problems and unwilling to explore childhood experiences, early memories, and dreams. One of its strengths is that it is a therapy for everyone in the society and its practitioners do mind about what kind of generation is coming that will inherit in a comprehensive ecological sense and one of its weaknesses has been fairly an amazing amount of family gathering and lifestyle information that is typically collected. Advantages of Adlerian Theory It can be used for numerous issues and disorders. Uses encouragement. It is phenomenological. it does not consider people to be predisposed to anything. Applicable to diverse populations and presenting issues Disadvantages of Adlerian Theory Difficult to learn (e.g., making dream interpretations) Works best with highly verbal and intelligent clients. This might leave out many people who do not fit that category. Might be too lengthy for managed care. Adlerians do not like to make diagnoses PSYCHOANALYSIS Two Strengths One of the strengths of the Psychodynamic Approach is that it provided a valuable insight into how early experiences or relationships can affect our adult personality. One of the examples of this is that fixations can be caused at the Oral Stage of psychosexual development such as being separated from the primary caregiver too early or having feeding difficulties. These fixations can then lead to psychological problems centred round eating or drinking. Supporting evidence for this strength was carried out by Jacobs at  al (1966) using Rorschach inkblots to compare the orality of smokers and non-smokers. It was found that smokers emerged as being significantly more oral. Another strength of the Psychodynamic Approach is that it is the first approach to try and attempt to explain mental illness in psychological terms and has had an enormous influence on the understand and treatment of mental disorders. An example of this is Psychoanalysis and Dream Therapy which aims to make the unconscious material conscious so it is easier to deal with as Freud believed that dreams showed our hidden thoughts and wishes. Evidence to support this was carried out by Sandell (1999) who studied the symptoms of 756 patients before and after three years or state-funded psychoanalysis and found that patients had significantly fewer symptoms after the therapy. Two weaknesses One of the weaknesses of the Psychodynamic Approach is that most of Freud’s is based on findings of case studies, single individual where cases are often unique and there are problems with generalization. Another weakness of the Psychodynamic Approach is that Freud did not take into account cultural variations. Most of his research was done on white, middle class people. Every class and culture of people have differ ways and values, so his findings cannot be generalized to all cultures. 11 Strengths of Psychoanalysis 1)Offers an in-depth perspective (i.e., transference, countertransference) that emphasizes exploring the origins of psychopathology 2)The focus on developmental considerations 3)Most of the models address sexuality (except self psychology, which sees sexuality as a drive derivative—secondary to narcissistic concerns). 4)Freud brought gender issues to the fore with notion of â€Å"penis envy†. 5) The notion of â€Å"repetition compulsion† transcends theory, often drawn by several models as a central concept. 6)Gabbard—Many people do not respond to medications or brief therapy—Some people want to derive deeper meaning about themselves beyond symptom reduction. 7) The notion of â€Å"unconscious† begins to explain behavior that we are unaware of. 8) There is biological research that supports some of Freud’s claims (â€Å"divided brain† studies). 9)The focus on relationship (particularly by object relations) 10)Self psychology understands psychopathology in terms of â€Å"dysregulation states†, which has been confirmed through neurobiological literature. 11)The universality of defense mechanisms and their use across theories. 6 Weaknesses of psychoanalysis: 1)Psychoanalytic jargon serves to confuse rather than clarify concepts. 2)Some of the ideas (penis envy, Oedipus) are outdated in terms of our contemporary world, and it is questioned by some theorists/practitioners whether these concepts are clinically useful. 3) The approach lacks a theory of intervention—not enough focus on technique. 4)The exclusive focus on the past can lead to â€Å"analysis paralysis† 5)The theory only provides a piece of the pie—often neglecting biological, cultural, and social considerations 6)Too many patients (perhaps psychotic, borderline) are not considered appropriate for psychoanalysis. Person centeret (itouch) Existentialism The therapist Function and role The existential therapist is primarily concerned with understanding the subjective world of the client and how to help them come to a new understanding and option. The therapy focuses on the client’s current life situations. Existential therapist uses various methods for different clients and different methods at different phases of the therapeutic One of the strengths of the existential therapy is their ability to enable clients to examine the degree to which their behavior is influenced by family, cultural, social conditioning. If personal needs cannot be satisfied or personal goal cannot be realized in interpersonal relations, one may experience frustration, anxiety, or depression (Chen, 2009). Limitations for multicultural counseling One of the limitations of the existential therapy in the area of multicultural populations is that they are excessively individualistic and  ignores the social factors that cause humans problems. Even though clients change internally, the social factors and environmental circumstances such as racism, discrimination and oppression severely restrict their ability to influence the direction of their lives. An example is an African American client who comes from the ghetto and the existential therapist consistently tells the client that he or she has a choice in making his or her life better, when in reality he or she does not. . Reality therapy (iotuch other) According to most experts, the main advantages of reality therapy relate to the way it focuses clients directly on solutions to their problems. Reality therapists tend to avoid too much focus on internal issues and things in a person’s past, preferring instead to deal with things that are happening in the present. According to some, the strength of reality therapy can also be its weakness. Some people feel that reality therapists don’t have enough focus on how internal issues and things in a person’s memory can affect present-day behavior, potentially leaving clients with lingering issues. Additionally, some experts feel that the focus on the consequences of life decisions may make patients feel like they are being blamed for their problems, which could be counter-productive. Reality therapy is generally all about identifying problems, making plans to solve them, and then doing what is necessary to keep clients focused on implementing the plans. In this sense, it is a therapeutic method much more focused on solutions than causes. There may be some attention paid to the reason why a person has a problem, but only as much as is necessary to figure out a workable solution. This focus on plans and solving of problems is sometimes seen as a weakness because experts worry that the focus on psychological issues as a consequence of behavior may make patients feel like failures, potentially hurting their self-esteem. REBT Another criticism is that this technique would be easy to practice poorly and since the approach is loose, it would be easy to get off track. Some people would even say that all the talking and â€Å"disputing† could be better spent â€Å"doing† something about the problems. For people who don’t like to talk, this would probably not be the best approach. if the client does not want to  be an active participant in changing the way he/she thinks, this method would not be a good fit. Or even if a client is already very skilled in self-reflection, this might be a less useful approach. As for advantages or strengths, REBT is a drug-free approach for people looking for solutions in changing the way they think, not using drug therapy. The results are seen relatively quickly because of the emphasis on the present. The therapist does not need to delve into every bad thing that ever happened. He/she needs to look at a few activating situations and do exercises about how to change your thinking about these events. another advantage is that once a person becomes well-versed in the technique, he/she can use it anytime if the negative or irrational beliefs appear. When a person is skilled at the technique, there may not be a need to go to a therapist every time. but hard work is the only way to feel better and continue to feel better about yourself. So, we must do the work on a daily basis to help us understand our behavior. Behavioral Therapy Strength It has a wide variety of empirically supported techniques used by behavioral therapists. Another upside to behavior therapy is it’s availability to a broad spectrum of individuals. the efficiency of behavior therapy has allowed for the patient’s complaints to be addressed more quickly than other forms of psychotherapy. Behavior therapy focuses on techniques to address current problems, instead of trying to get to the internal root of the problem through years of intense therapy or looking through the patient’s long history. LIMITATIONS behavior therapy has, over the years, sculpted many of their techniques and methods from clinician experience, which is far from the empirical support they claim to have. One of the more serious criticisms that behavior therapy has received it that it is dehumanizing. Behavior therapy is also said to lack the promotion of internal growth in its clients.

What Is Capillary Action Definition and Examples

Capillary action definition: Capillary action describes the spontaneous flow of a liquid into a narrow tube or porous material. This movement does not require the force of gravity to occur. In fact, it often acts in opposition to gravity. Capillary action is sometimes called capillary motion, capillarity, or wicking. Examples of capillary action include the uptake of water in paper and plaster (two porous materials), the wicking of paint between the hairs of a paintbrush, and the movement of water through sand. Capillary action is caused by the combination cohesive forces of the liquid and the adhesive forces between the liquid and tube material. Cohesion and adhesion are two types of intermolecular forces. These forces pull the liquid into the tube. In order for wicking to occur, a tube needs to be sufficiently small in diameter. History Capillary action was first recorded by Leonardo da Vinci. Robert Boyle performed experiments on capillary action in 1660, noting a partial vacuum had no effect on the height a liquid could obtain via wicking. A mathematical model of the phenomenon was presented by Thomas Young and Pierre-Simon Laplace in 1805. Albert Einsteins first scientific paper in 1900 was about capillarity. See Capillary Action Yourself An excellent easy demonstration of capillary action is done by placing a celery stalk in water. Color the water with food coloring and observe the progress of the dye up the celery stalk. The same process may be used to color white carnations. Trim the bottom of a carnation stem to make sure it can absorb water. Place the flower in dyed water. The color will migrate via capillary action all the way to the flower petals. A less dramatic but more familiar example of capillary action is the wicking behavior of a paper towel used to wipe up a spill.

Social Reconstruction And Education A Philosophy Focused...

Social Reconstruction Education Social reconstruction is a philosophy focused on achieving social change. As a practice, it strives to achieve social justice and equity by altering the various social systems upon which society rests. It is based upon two major understandings; first, that society tends to develop systems that marginalize and oppress others and thus need to change, and second, that achieving this change requires both creating a system that serves as a change agent and is open to changing it’s own purposes and structures as the social contexts in which it exists naturally evolve. Since we live in a world of seemingly endless and diverse challenges, and since educational systems and schools are one of the primary means by which we develop understanding and skills related to functioning in society, social reconstruction requires that social reform serve as the primary goal of every student’s education. As an educational philosophy, educational institutions at all levels are viewed as the main means by which students are prepared to reconstruct the systems through which inequality and the oppression and marginalization of other people occur. Educational reconstruction purposefully and explicitly requires that our schools function as change agents, empowering students to question the very systems in which they live and work, and to create a society that is more equitable and just. As an â€Å"educational social movement† guided by critical pedagogy, socialShow MoreRelatedInclusive Education For Children With Disabilities And Special Educational Needs2478 Words   |  10 PagesInclusive Education Introduction From many years, the topic of inclusive education has become a center of debates and discussions related to the educational practice and policy development around the globe (Farrell and Ainscow, 2002). 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Human Sex Trafficking - 1919 Words

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This may encompass providing a spouse in the context of forced marriage, or the extraction of organs or tissues, including for surrogacy and ova removal.Sex trafficking is a very dangerous thing to be going on in this world.   Human trafficking can occur within a country or trans-nationally. The Metro-AtlantaRead MoreProstitution And Human Sex Trafficking1291 Words   |  6 Pagesright to rule over their own body. Prostitution, the exchanging of sexual services for payment, has been specifically outlawed by the State of New York. This direct targeting of the sex trade within New York leaves many people unprotected under the law, both in consensual prostitution and nonconsensual human sex trafficking, while greatly eliminating the potential tax revenue that would be generated. Prostitution , when involving consenting adults, is a victimless crime and when criminalized, it forces

Pt Chevron Pacific Indonesia and Hsbc free essay sample

Summary This case study report describes a research on two large organizations namely PT Chevron Pacific Indonesia and HSBC in relation to their approaches to managing workforce diversity. The goal of this report was to identify workforce diversity theory and its advantages and disadvantages of managing workforce diversity. It also aims to analyse two organizations approaches to managing workforce diversity and evaluate advantages and disadvantages of the organizations’ approaches based on workforce diversity theory. The report concludes that workforce diversity is one of the primary concerns for most of the businesses; therefore, managing diversity is an important element of management in today’s organisation. Workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. There are some approaches that the company use to manage the diversity in their workplace. As it is stated on the research part, Chevron and HSBC manage their workforce diversity with different approaches. Yet, there are also advantages and disadvantages in each approach. The advantages are such as an increase in their productivity, maximizing their workers potential, and employee affinity groups have grown rapidly. On the other hands, the disadvantages are such as an increase in the cost of training, a conflict between a major and minor group, and also a tense working environment between their workers. Hence, in order to gain benefits from the diversity, every organization has to manage it effectively. Table of Contents 1Introduction1 1. 1Background1 1. 2The objectives of the report1 . 3Layout of the report1 1. 4Conclusion drawn from the research2 2Workforce diversity2 2. 1Definition of workforce diversity2 2. 2Approaches to Managing Diversity2 2. 3 Advantages and Disadvantages of Workforce Diversity3 2. 4Advantages and Disadvantages of Different Approaches to Managing Diversity3 3Identification and analysis of organization4 3. 1About the 1st organisation4 3. 2The approaches to managi ng workforce diversity5 3. 3 Advantages and disadvantages experienced6 4Identification and analysis of organization 26 4. 1 About the 2nd organisation6 4. The approaches to managing workforce diversity7 4. 3 Advantages and disadvantages experienced8 5Conclusions8 Reference List10 1Introduction 1. 1Background Nowadays, the change and diversity in the workforce and organisational environment has been increasing (O’Leary Weathington, 2006; Waddel, Devine, Jones George, 2007; McMahon, 2010). Consequently, this has led to the emergence of diversity management which has become important issue for today’s organisations. It is believed that managing diversity can have positive effects toward organisation’s performance. Regarding this issue, there is an attempt to explore diversity management in today’s organisations by conducting research on two large organisations and describing the research result in this case-study report. Furthermore, this case-study report is also carried out as one of the assignments in MMM132- Management subject. 1. 2The objectives of the report The purpose of this report is first to identify workforce diversity theory and its advantages and disadvantages of managing workforce diversity. Then, this report examines two large organisations namely, PT. Chevron Pacific Indonesia and HSBC, which have ways to manage their organisation’s diverse workforce. Furthermore, this report also analyses both organisations’ approaches to managing workforce diversity, describing benefits and drawbacks each organisation has experienced with its diversity management strategies. 1. 3Layout of the report This report consists of four (4) main parts. The first part gives a brief description of workforce diversity and its benefits and drawbacks of managing workforce diversity for today’s organisations. After that, this report describes the identification and analysis of the first organisation in relation to its approaches to managing workforce diversity, including any advantages and disadvantages experienced. In the third part, it explains the identification and analysis of the second organisation in relation to their approaches to managing workforce diversity, including advantages and disadvantages experienced. Finally, summary of the main findings from the research of both organisations will be in the conclusion. 1. 4Conclusion drawn from the research The research found that a diverse workforce is one of the primary concerns for most of the businesses; therefore, managing diversity is an important element of management in today’s organisation. Managing workforce diversity can be done by using some difference approaches, yet there are also advantages and disadvantages in each approach. In other words, workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. Finally, the rest of the detailed results of this research will be discussed in each section of the following. 2Workforce diversity 2. 1Definition of workforce diversity What is workforce diversity? Generally, workforce diversity refers to the way in which people in a workforce are similar and different from one another. To be specific, Thomas and Cox (1991, cited in Panaccio Waxin 2010, p. 54) define diversity, in business terms, as a set of differences of individual traits including socio demographic variables and professional variables, which can be found in an organisation’s various levels. For example, Waddel et al (2007) see diversity as differences among people in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background and capabilities/disabilities. Schwind, Das, and Wagar, (2007, cited in PanaccioWaxin 2010) categorise those differences by Waddel et al as core dimensions of diversity. Moreover, Schwind, Das, and Wagar (2007 cited in PanaccioWaxin 2010) also add secondary dimensions of diversity which include education, status, language, income levels, etc. Nevertheless, McMahon (2010), Burgess, French and Strachan (2010, p. 8) argue that diversity itself remains an unclear concept. 2. 2Approaches to Managing Diversity There are many approaches to managing diversity. According to Burgess, French, and Strachan (2010), there are two main approaches to managing diversity, namely ‘productive diversity’ which is based on business case for diversity management and ‘valuing diversity’ which is based on human resource or organisational development approach. However, O’Leary and Weathington (2006) believe that organisations must go beyond the business case for diversity management if they want to use the existing diversity effectively. In addition, according to Das (1998, cited in Panaccio and Waxin 2010), there are 4 steps in managing diversity. They are the identification of current and ideal future state, the analysis of present systems and procedures, the changing of policies, procedures, and practices, and the evaluation of results and follow-up. Furthermore, there are 4 essential features in the third step. They are senior management commitment, establishment of a diversity committee, education and training, and finally wide communication of changes (Das, 1998, cited in Panaccio and Waxin, 2010). Waddel et al (2007) also agree with Das (1998, cited in Panaccio and Waxin, 2010) about senior management commitment as one important element for successful diversity management. 2. 3 Advantages and Disadvantages of Workforce Diversity It is believed that there are many benefits of a diverse workforce. Waddel et al (2007), Panaccio and Waxin (2010) suggest that the advantages of workforce diversity are that it can give better service to diverse customers as well as can provide good image and credibility of the organisation. In addition, differences can also increase productivity, provide a wider range of creativity, facilitate innovation, improve coorperation and enable resolution of problems (O’Leary Weathington, 2006; Waddel et al, 2007; Burgess, French Stratchan, 2010; Panaccio Waxin, 2010). However, it is also found that a diverse workforce can have negative effects on how organisational members interact and perform. For instance, O’Leary and Weathington (2006, p. 3) state that diversity can increase interpersonal conflict, reduce workgroup cohesiveness, have lower levels of commitment and less interpersonal communication, and have fewer innovations. . 4Advantages and Disadvantages of Different Approaches to Managing Diversity Business approach to managing diversity has both benefits and drawbacks. The advantages of business approach are that it can increase productivity and gain competitive advantage, through the utilisation of the different talents and abilities, including skills of diverse individuals (O’ Leary Weathington, 2006; Burgess, French Stratchan, 2010). Another advantage is that it can also result in cost savings (O’ Leary Weathington, 2006). However, as suggested by O’ Leary and Weathington (2006, p. ) business case approach can lead to marginalisation of minority employees hired to represent ‘their’ group to appeal to others of ‘their kind’. This means that business case has limited approach to promoting diversity. Further, Burgess, French and Strachan (2010) add that thebusiness case for managing diversity is acknowledged to offer a narrow approachto achieving equity. Another approach involves the valuing of difference. It is believed that the advantage of this approach is that the acknowledgement of the changes required to cultural, political, and structural system within organizations (Burgess, French Strachan, 2010, p. 2). It means that this approach becomes proactive end of equal opportunit y because it sees differences between people in terms of their treatment and experiences at work based on their social group membership (Burgess, French Strachan, 2010, p. 83). Nevertheless, limitation of using this approach is that any changewill be extremely slow, with no guarantee that the major changes required toworkplace systems can or will actually take place (Burgess, French Strachan, 2010, p. 83). 3Identification and analysis of organization 3. About the 1st organisation The first organisation is Chevron. To be specific, the name is PT. Chevron Pacific Indonesia (CPI). Chevron is a local unit of US energy giant Chevron Corporation. As one of the world’s largest integrated energy companies, Chevron conduct the business all around the globe, including in Indonesia. In fact, Chevron is Indonesia’s largest oil producer. PT. Chevron Pacific Indonesia (CPI) was formerly known as PT. Caltex Pacific Indonesia. Chevron is a major partner in Indonesia’s economy and an active member of the community. Chevron’s operation in Indonesia help make Chevron the largest producer of geothermal energy in the world. As a global energy company, diversity is very important issue in Chevron, including in CPI. In carrying out its business, Chevron is guided by the Chevron way. The Chevron wayexplains who we are, what we do, what we believe and what we plan to accomplish. Itestablishes a common understanding not only for those of us who work here, but for allwho interact with us. According to The Chevron Way (2010), supporting diversity is one of the seven values in Chevron. In fact, the demographic and socio economic changes are effecting diversity management in this company. The change are such as the lengthening of working (age population), the composition of workforce and women in the workforce. Based on The Chevron Way (2010), Chevrongains competitive advantage by giving value and respectingthe uniqueness of individuals and the varied perspectives and talents they provide. In addition, Chevron has an inclusive work environment and actively embrace a diversity of people, ideas, talents and experiences. Diversity and inclusion here mean going beyond acceptance of cultural, ethnic, national and religious differences. Chevron also values and encourages diversity of thought and perspectives. The richness of creative diversity increases the ability to achieve Chevron’s vision, and enhances Chevrons work environment (The Chvron Way, 2010). Therefore, the workforce diversity appears at all levels 3. 2The approaches to managing workforce diversity To manage diversity in general, Chevron uses some approaches. One of the approaches is that Chevron tie managers performance ratings to their hiring of diverse candidates and ensure that our selection teams and candidate slates represent a range of backgrounds including sexual orientation in our nondiscriminatory policies (The Chevron Way, 2010). In addition, Chevron also has project-based and programs such as diversity training, diversity moments, personal diversity action plans and lunch-time diversity learning sessions to ensure that the employees understand our policies and know how inclusion is practiced throughout our company (Chevron, 2007). Being valued for your contribution and treated with respect is an important factor in managing workforce difference in Chevron (The Chevron Way, 2010). Furthermore, in specific case like in CPI, Chevron uses approach that based on Indonesia’s traditional culture, ‘gotong-royong’(meaning offering assistance, sharing burdens and working with others). In this case, the company and its employees have contributed in many ways to education and vocational training, health and human services, and small business and micro-enterprise development (Chevron, 2010) 3. Advantages and disadvantages experienced The benefits experienced by Chevron, including in CPI by using their approaches to managing diversity are numerous. One example is that employee affinity groups have grown rapidly. Approximately 21,000 Chevron employees participate in one or more employeenetworks. These include networks for ethnic minorities, women, the disabled, baby boomers, gays and lesbians, and younger employees. Networks help eliminate barriers, improve communication between employees and cultivate links with the communities where we work. Furthermore, diversity councils exist throughout the company to help promote a work environment in which every employee has the maximum opportunity to contribute to company goals. Several Chevron employees were recognized by the Hispanic Engineer National Achievement Awards Conference for their technical expertise and their community engagement work. The most marketable employees effectively work with people from all walksof life. In this case, inclusion leads to more ideas and better business decisions. When we can attract and retain the best talent, we all benefit by workingwith talented people who are here to stay. When people work well together, it makes for a happier and more productivework environment. Many people find that working in a diverse environment is much more interesting and dynamic because they learn more from people with different perspectives. 4Identification and analysis of organization 2 4. 1 About the 2nd organisation The second organisation is HSBC. It is one of the largest banking and financial services organizations in the world. The HSBC stands for The Hong Kong and Shanghai Banking Corporation Limited, which was named after the founding member and established in 1865 to finance the growing trade between Europe, India and China. The entities, which form the HSBC GROUP, provide a comprehensive range of financial services to personal, commercial, corporate, institutional and investment, and private banking clients. HSBC is a well-known bank around the world, from Asia Pacific, Europe, North America, Latin America, Middle East and Africa. Diversity is a central for HSBC. HSBC believes that employing and managing diverse people give them a more rounded and balanced organization and make them more adaptable to new situations because HSBC is global organization. As a global organization, one of HSBC’s goals in diversity is the need to reach out to all parts of employment and customer markets, existing and potential, for maximum productivity and value. HSBC have a diverse workforce of over 335,000 people and have a diverse customer base of over 100 million. 4. 2 The approaches to managing workforce diversity Dealing with diversity, HSBC manages some approaches in order embed diversity into the values and practices of organization. Some of the approaches are HSBC manage to understand the importance of the each individuals contribution to business success; each individual is a valuable asset for the organization. To deal with the diversity, HSBC also manage their workers to understand the diversity and try to respect it. HSBC maintain to maximizing workers potential and inspiring them. A commitment to diversity helps attract and retain talented staff. HSBC recruit the best people to meet its business priorities and manage the workers to realize their full potential. HSBC focus on the diversity itself in order to discover potential employees and untapped skill. In order to demonstrate their commitment to diversity, HSBC prove it by leadership in words and in actions so that people throughout the organization will be able to learn by example and to understand that it is an integral part of good management practice. By managing diversity through this way, HSBC be able to encourage their workers to give their full potential and inspire their workers in effectively managing diversity, it is all has becomes an advantage for HSBC. Another way HSBC uses to manage diversity effectively is to see the diversity in a positive way as an opportunity to create a better relationship between the employees and customers. By understanding the diversity, HSBC manage their workers to be able to think differently and openly so that they will understand and retain customers. HSBC has to maintain and improve their position in the customers markets that has a lot of different profile and keeps changing; therefore, their understanding of diversity becomes their part of competitive advantage. 4. Advantages and disadvantages experienced HSBC approaches to managing workforce diversity are in many ways. First, HSBC manage to understand individual’s workers contribution and demonstrate their commitment to diversity through proof by leadership. As McMahon (2010, p. 41) suggests, â€Å"organisations can manage diversity effectively by building senior management commitment and accountability with a thorough assessment of the peo ple†. Hence, by using this approach, HSBC will be able to motivate their workers and discover their full potential and also make a good management practice. HSBC has also another approach which tries to manage their workers to accept the workforce diversity and respect. However, in order to give a lesson for their workers to manage the diversity, it may increase in the cost of training. Henry et al (2007,p. 75) states that â€Å"this increase comes from costs associated with seminars, programs and lectures given to promote diversity in the corporation’. So the company should add more cost for the training. The other approach is HSBC try to see the diversity in a positive way. In this case, McMahon (2010, p. 0) believes that â€Å"rather than as threats to overcome, they should be framed as challenges and opportunities†. As it is stated, by seeing the diversity itself in a positive way, it could be an opportunity for the company to be better with their business strategy. Yet, to see the diversity in a positive way sometimes can be hard and may lead to conflicts. Henry and Evans (2007) also mention that in the case of divers ity, conflicts occur mainly because of ignorance. The conflict is between the majority group and minority group. Conflicts always arise whenever there are certain people could not work together in certain situation. The minority groups often feel less valued due to stereotyping, ethnocentrism and prejudice. Nevertheless, Henry et al (2007) believe that creativity and performance can be increased when conflicts can be managed and controlled. 5Conclusions To sum up, managing diversity is an important element of management in today’s organisation as workforce diveristy is one of the primary concern for most of the businesses. Workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. There are some approaches that the company use to manage the diversity in their workplace, as it is stated on the research part, Chevron and HSBC manage their workforce diversity with different approaches. Chevron manage to hire a differ candidates for their manager team, and in addition, Chevron also has project-based and programs such as diversity training, diversity moments, personal diversity action plans and lunch-time diversity learning sessions. HSBC manage their diversity with understanding the diversity itself and see it in a positive way. Like Chevron, HSBC also hires differ workers and manage to understand the importance of each individual’s contribution. There are some advantages that both organizations experienced such as an increase in their productivity, maximizing their workers potential, and employee affinity groups have grown rapidly. However there are also some disadvantages such as an increase in the cost of training, a conflict between a major and minor group, and also a tense working environment between their workers. In other words, managing workforce diversity can be done by using some difference approaches, yet there are also advantages and disadvantages in each approach. Therefore, in order to gain benefits from the diversity, every organization has to manage it effectively. Reference List Burgess, J ,French, E Strachan, G 2010, ‘The Diversity Management Approach to Equal Employment Opportunity in Australian Organisations’, The Economic and Labour Relations Review, vol. 20, no. 1, pp. 77 – 92. Chevron 007, Safety Moment, Diversity Info, retrieved 4 December 2010, Chevron 2010, Indonesia Fact Sheet, Chevron in Indonesia, retrieved 4 December 2010, Henry, et al 2007, ‘Critical Review of Literature on Workforce Diveristy’, Full Length Research Paper, p. 72-76. HSBC 2010, HSBC Diversity, HSBC holdings plc-2010, retrieved 18 December 2010, HSBC 2010, About HSBC, HSBC holdings plc-2010, retrieved 18 December 2010, McMahon, AM 2010, ‘Does Workplace Diversity Ma tter? A Survey of Empirical Studies on Diversity and Firm Performance 2000-09’, Journal of Diversity Management, Second Quarter, vol. 5, no. 2, pp. 37 – 48. O’Leary, BJ Weathington, BL 2006, ‘Beyond the Business Case for Diversity in Organisations’, Employee Responsibilities and Rights Journal, Dec, vol. 18, no. 4, pp 1 – 10. Panaccio, A-J , Waxin, M-F 2010, ‘HRM Case Study: Diversity Management: Facilitating Diversity Through The Recruitment, Selection and Integration of Diverse Employees in A Quebec bank’, Journal of the International Academy for Case Studies, vol. 16, no. 4, pp. 53 – 66. The Chevron Way 2010, Diversity, Chevron Human Energy, retrieved 4 December 2010, Waddel, Devine, Jones and George, 2007, Contemporary Management, Mc Graw-Hill, Australia

Learning to Conquer a Fear free essay sample

Learning Experience Timothy Bunnell 9/ 13/ 2010 Ronald Foster Abstract Before enlisting in the United States Marine Corps, I was completely terrified of flying. My fear of flying was based on sensationalizing media reports of aircraft mishaps, and the devastation they sometimes caused. Once a Marine, I was conditioned by several methods of learning to develop a love of flying. Fear of flying is a well known phobia and is one that many people live and deal with everyday. Media coverage of disastrous aviation mishaps has provided much fuel to continue feeding this type of fear. Even though, statistically, flying is safer than driving as a mode of transportation, flying is still feared. Until Joining the United States Marine Corps in 1995, I was terrified of flying. The first time I ever traveled by air was on my way to basic training at Parris Island, South Carolina. During this flight, I discovered two important things: I loved the feeling of flying, and I was absolutely terrified by being in the air. We will write a custom essay sample on Learning to Conquer a Fear or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When I enlisted in the Marines, my Job was to be a helicopter mechanic. In the completion of my duties, I learned about the function of the aircraft, and realized that he aircraft is capable of doing amazing things, and that it is a remarkably safe aircraft. I was given the opportunity to begin flying as a crewmember when I received orders to deploy oversees in 1997. I was thrilled and terrified at the same time. I wanted to fly, but I needed to learn to control my fear of flying. Through several methods of conditioning, I was able to not only control my fear of flying; I was able to completely overcome it. Classic Conditioning In learning to overcome my fear, I had to learn to be able to trust the aircraft, and to trust my ability to function while in the air. The thought of trying to do this in an actual flying aircraft did not seem to be the best way to handle this. In an attempt to simulate performing in flight, I was requested to train in the aircraft weapon simulator. The simulator was used by pilots to simulate the aircraft function, motion, noise, and smell while having the safety of never breaking the deck. In addition to just training in the simulator, I was given the opportunity to actually take the controls and fly the simulator. As an avid video-gamer, this was a huge reward for me, as this was a life-sized, full motion simulator. The unconditioned stimulus in this learning xperience was the sensation and thrill of flight. The unconditioned responses were the rush of excitement, the sense euphoria, and complete lack of fear. In this simulator to build up to training in the actual aircraft. It also gave me a better understanding of how the aircrafts flight mechanics work to fly safely. I was familiarized with the aircraft functionality as a mechanic, and through the simulator, so the fear was reduced to a point that enabled me to get into the aircraft and fly. The conditioned stimulus was flight time, and use of the simulator. The conditioned response was excitement at the prospect of flying. Operant Conditioning In addition to classical conditioning methods, I also learned from operant conditioning. The behavior that was expected was satisfactory performance as a member of the crew. I knew that in order to do this, I needed to control my fear, and work with confidence. There were several consequences that helped to successfully develop this behavior. One of the consequences of successfully performing as a member of the crew was increased flight time. The better I performed, the more I was scheduled to fly. An additional consequence was an increase in salary by receiving flight pay. The more I flew, the more qualified I became. The more qualified I became, the more I was paid. These consequences provided positive reinforcement in the form of more money, and more flight time. This increased flight time caused an increase in the thrill I was able to receive from flying. I wanted to continue doing well, and performing in a highly proficient and effective manner in order to continue being scheduled for flight time, and to continue receiving more money. My reinforcement came at a fixed interval in the form ofa monthly pay check, and at a variable ratio in that my flight time was scheduled fairly regularly hough each month, but without a weekly schedule. Because of the powerful reinforcements used to ensure good performance, there is little chance of extinction of the behavior. I am not likely to lose my confidence in flight. Cognitive-social Learning Cognitive learning involves being able to consider means of solving a problem, and being able to develop a plan to implement those solutions. In order to overcome my fear of flying, I needed to develop a plan based on available assets to practice flying without fear. I knew that pilots train for flight through the use of the flight simulator. I also knew that the simulator was a full motion trainer that used motion and sound to give the pilots a life like training environment from the safety of the ground. When offered flight orders, I requested to be trained in the simulator to help overcome my fear, before I had to try training in an actual aircraft. I felt that this would give me the best chance of using a stepping stone approach to accomplish my goal of becoming a crewman. Part of my fear of flying was due to the chance of mechanic malfunction of the aircraft and the potential for a disastrous or fatal mishap. One of the tools available or use in the simulator is malfunction simulation. This function of the simulator allowed for safe practical application, and realistic effects from various types of malfunctions. In training with other crewmen, I was able to observe their reactions to the malfunctions, and to see their confidence in handling adverse situations. According to Todd Jones (2007), people can be creative in coming up with solutions by use of cognitive mechanisms, or by imitating the behavior they see in others around them. This was true in my case as I developed methods of working through the fear modeled by others. Influence of Media and Prejudice on Learning The Media has long been linked to behavior. Social culture as seen in multi-media settings often influences behavior in those around us. Consider for a moment how often one hears someone use a catch phrase made famous by a popular television show, or how people will begin to imitate the actions or mannerisms of a famous actor or character. Now, consider news media reports of disastrous events and how they change or affect public opinion. It has been suggested by Jason Young (2003) that news media agencies will intentionally sensationalize horrible events. Events uch as plane crashes seem more horrible than they already are when dramatized by the evening news. In todays age of excessive media coverage, that same plane crash is covered by most if not all media agencies thus creating a greater sense of menacing disaster associated with the event. This type of sensationalism can greatly influence the behavior or beliefs of the people who view them. Prejudice plays an a great role on learning as well. Through our social learning, we learn from the behavior of those around us. Learning through observation of others is a cornerstone of this type of learning. It has been well documented that bserving prejudice plays a large role in the development of beliefs in children. Learning to dislike someone because of race, credd, skin color, or sex in not a natural behavior, but one that is learned from others. The same can be applied to prejudice of places or things. Many likes and dislikes are formed through observation of others. Differences in types of Learning The different forms of conditioning mentioned in this paper allow for many layers of learning, and enable for greater learning potential. Classical conditioning allows learning through stimulus and response. If A is presented, then B happens. Through the use of conditioned stimuli and responses, a behavior can be learned and maintained. Operant conditioning occurs through external stimulus. If the behavior is met then it is reinforced through either positive or negative reinforcement. There are consequences for the behavior. If the behavior is met, and continued, then the consequences are favorable. If the behavior is not met, then the consequences are not favorable. Punishment is one of the consequences of not meeting the behavior. Punishments must be used wisely, however, or it may cause further deviation from the required behavior. Cognitive-social conditioning involves using cognitive methods to develop solutions to problems encountered. Those solutions help to shape ones behavior. It also involves learning through observation of the actions of others. All of these types of conditioning involve a cause and effect to develop a behavior. Classic and Operant conditioning use some sort of reward system to continue the behavior, while Cognitive-social conditioning is reinforced by observation or through further use of cognitive methods. Improving this Learning Experience Throughout the process of learning to overcome my fear of flying, I used all of the onditioning methods listed in this paper. There were several ways that this learning experience could have been improved. Part of my fear of flights was a fear of though I have no fear of flying, climbing a ladder can leave me in a cold sweat. I think that learning to control that portion of this fear set may have reduced the time it took to overcome the over all fear of flying. This could have been accomplished using obstacle course and confidence courses that used heights as an obstacle. Through the use of classical conditioning with conditioned stimuli and responses, I think that vercoming my fear of heights may have been accomplished relatively quickly. Another improvement could have been used to improve the learning process would be through operant conditioning. Through the process of rewarding positive results on the obstacles, it would have reinforced success rather than fear. Conclusion The fear of lying almost robbed me of one of the most wonderful experiences that I have lived to enjoy. Through the use of several types of learning and conditioning I was able to overcome a lifetime of fear boosted by media dramatization and by social eaction to aircraft mishaps.