David Cronenberg's A History Of Violence Essay Example | Topics and Well Written Essays - 1000 words

David Cronenberg's A History Of Violence - Essay Example The family, its struggles and its entirety are the focus of the story. Millbrook, Indiana, and the Stall residence are the structure in which Tom establishes his identity. The mise en scne is alive with little embellishments that suggest good nature and an ingenuousness of being. A History of Violence depicts the life of a small-town diner owner, Tom Stall (Viggo Mortensen), and his close-knit family of four. After defending their lives, killing two thugs during a robbery attempt, Tom becomes a local hero and, in turn, finds himself at the receiving end of some real trouble. The action is brutal, fast and sloppy but in many ways it gives the audience what they expect for the two wicked fellows. Tom's newfound celebrity brings Philadelphia mobster Carl Fogarty (Ed Harris) to Millbrook insisting that Tom is actually a man named Joey Cusack who Fogarty clearly has some unfinished business with - bringing you to a dimension where sudden burst of extreme violence takes place out of domestic tranquility. A History of Violence has an interesting technique. Most violent movies have a steady stream of violence spread throughout the film. Occasionally the violence will go over the top in an attempt to shock the audience, but the shock effect usually isn't strong. When the audience knows violence is coming, they can be somewhat prepared for it whether it is mild or extremely graphic. Peter Suschitzky's cinematography is definitely the b... Peter Suschitzky's cinematography is definitely the best. Colors come out rich and bright and brilliant; images are sharp, concise and clear, black's are dark and contrast comes out as it should; this is because Cronenberg and Director of Photography Peter Suschitzky have used a 27mm lens. A standard lens is 50mm focal length, so 27mm is very much a wide angle lens. To create 'normal' framings, the camera has to be placed closer and care is needed to avoid distortion. The effect is unnerving although a scene looks conventional, it feels wide of the mark SOUND English Dolby Digital 5.1 and Dolby stereo soundtracks are presented. The 5.1 makes great use of the set up as needed. Music comes through in all speakers but doesn't overwhelm. Sound effects come through sharply as does the dialogue, mostly pumped through the center channel. There was no noticeable distortion anywhere. New Line has presented a fine audio mix to accompany a fine video transfer. Sound adds life to the story as to signify the intense feeling of the characters, and the extremes of every scene, especially the extremely distressing violence. ASSESSMENT While it's just right, the film skillfully draws its audience into the graphic nature of violence and the way it later affects the film's protagonists. Some people might ignore the drama developed by Tom's actions, but Cronenberg handles the drama in such a way that is very effective; it doesn't come across as melodramatic. Everyone closely associated to Tom is changed or, at the very least, forced to look the consequences of their actions. The idea that violence breeds more violence and whether or not the vengeful and unforgiving instinct for destruction is imbedded in human DNA is in the heart of almost every scene. The

A Woman’s Place and a Man’s Duty Essay Example for Free

A Woman’s Place and a Man’s Duty Essay The author Maria Del Carmen Triana explains the vast difference between the wage income gap over the years between men and women, and how it plays an important role in today’s competitive society. Gender income gaps have become a hot debate topic for many. Gender income gaps can affect a marriage and family as well as cause friction in the work place. Sexual discrimination also plays an important role in Gender income gaps as well. In most Corporate and White Collar jobs, stereotypes and wage earner status have an effect on men and women. Triana explains what she calls â€Å"home related spillover discrimination† which is, women being primary wage earners in households. Triana also goes on to explain that a major wage difference between men and women could be a new form of sexual discrimination. Because this is one of the first studies showing stereotyping roles, it can only be an assumption. According to Triana, research in the work place are being penalized thru wage earning for gender role playing. (Dipboye 1985; Heilman 1983). Triana Proposes that the idea of what feminine and masculine behavior in the work place should be can actually work against the female primary wage earner. She feels that this gender behavior could influence people to â€Å"under- award† the female to keep them from succeeding too far ahead of their husbands. Gender Deviance and Household Work In this article about Gender Roles, Daniel Schneider reports that couples spending a substantial amount on housework such as repairs around the house, shopping, cooking and cleaning could be defined as â€Å"Gender Work.† Housework was once referred to as a â€Å"Woman’s job.† Studies show that men are stepping into the position to help in the home and watch the children while the mother fulfills her job requirements in Corporate America. The author claims that â€Å"predictions† have been focusing on wives that earn more than their husbands, which stereotype the bread winner as normality. The author refers to this as â€Å"Gender Deviance.† According to his research, married couples have been known to neutralize the gender deviance by dividing the work load at home. An example of this would be: men washing dishes, folding cloths cooking and cleaning, while providing less income and women working long hours at work to provide the majority of the income for the family. Schneider also argues that what men and women do in the job market may very well affect household work and hours. Schneider goes on to state that men who work in occupations stereotyped to be feminine could be seen as a form of gender deviance as well. Schneider uses data gathered from the National Survey of Families and Households (NSFH2) to conduct his research. He goes on to explain that gender deviance is the† product of social doings of some sort,† and that if women did not gender themselves some actions would not make any sense. Over a period of time women have reduced the amount of time spent on housework and increased social activities with the kids to help balance of a parent being absent from school events. Studies also show an increase in the men actively participating in parent/teacher conferences and after school practices while the women are in the work force. References Schneider D. Gender deviance and household work: the role of occupation. American Journal of Sociology, January 2012; 117(4) (p. 1029-1072.) Triana C. del M. (2011). A womans place and a mans duty: how gender role incongruence in ones family life can result in home-related spillover discrimination at work. Journal of Business and Psychology, 26(1), (p. 71-86.)

The Currently Undergoing Change In Business Commerce Essay

The Currently Undergoing Change In Business Commerce Essay All organizations that are currently undergoing some kind of change.  Many of these programs on the changes resulting from management practices, such as culture change, business process engineering, empowerment and quality of the whole.  Other initiatives, the changes are dependent on the needs of the organization to reposition the face of changing competitive conditions.   A good example is the ongoing process of change at Marks Spencer.  Strategic Change The term is usually reserved for such initiatives.  These transitions are often related radicals in the organization, which includes strategy, structure, systems, processes and culture.  Success in implementing strategic change in organizations is poor.  Many simply do not understand that the implementation (which is actually turning plans into reality), and not the wording that is difficult.  To the strategic objective becomes a reality, it is necessary to change the way people behave in organizations. This will require more restructuring and new systems.   Background of change   Faster pace of change is the starting point.  Sure, companies live in times of change, indeed, more turbulent age than ever.  But what was true for many years.  What happened to that last, managers realized that without changes in not only miss opportunities, can kill or paralyze society.  Even if an organization indulges in finally change may be too late to prevent continual arthritis of the company.   Marks Spencer has been horribly damaged, not only by his lawyer about the size of its reserves, but by managing cattle demonstrated that corresponds to unravel.  M S, after serving what turned out to be a strong reflection of heavy blows of its reputation and profits fell by a few weak sales.   The worst thing is that Suns statistics were accompanied by anecdotal evidence bad choice of clothing for women, lack of resources, attractive shops which confirmed that the problems were not resolved.  M S knew that he needed the conversion to a retailer who fleet feet, a magnet for vendors and managers, and a dynamic leader in the field of fashion.  But M S was never one of those three things.   During the long reign of dominance Rick Greenbury, the consolidated unnecessary functions from the past: from top to bottom, slowly and deeply conservative.   Description of changes in the organization   The process of change can be difficult,  may be slow and painful.  People by nature do not like change.  Companies naturally do not like change.  The question is whether we want to drive the implementation of strategic changes in our business, how much pain we are ready to commit to adopting means for change?   We must first ask the reasons for changes in the business environment?  There are four modes of changes that may occur in any company and be seen as the primary cause. The theory of change management   Managing change in the tradition of organizational development, considers the organization of social systems, and therefore relates to humanistic element in conjunction with the mechanics of the organization.  The aim is to improve the efficiency and prosperity by facilitating the organization of the development process so that eventually the organization is able to solve their problems and adjust if necessary. Therefore, in order to implement effective change, the scientist-physician must be able to adapt and apply appropriate rules to the current situation.   Familiar models for inclusion in our theories in use were selected for their usefulness, adaptation and integration of members of the organization.  They are listed below.   Planned changes to the model of Lewin (1951)   These changes in the oldest and most fundamental are that Lewins change model.  It consists of three stages: melting, movement and refreezing.  The publication is to reduce the peacekeeping forces of organizational behaviour.  The movement involves moving behaviour of the organization and re-freezing is to stabilize the new state.  Lewins saw a change in behaviour of sources in the organization.  These forces are trying to maintain the standard and those who fought for change.   Model of action research   The classical model of action research focuses on the planned changes as an iterative process in which a preliminary examination on the organization is a way for future research and future needs.  Search in the initial phase is estimated to guide research.   The model focuses on the massive data collection and identification prior to any action taking place and a careful evaluation later.  Emphasis is placed on the organization and work with your doctor to change all stages of the process.   Business model is based on the most current research approach to planned change and is often considered synonymous with the IP (Cummings and Worley, 2005)   Kotter Model   According to Kotter, the plans should be established to develop appropriate stages, achievable and measurable changes, while engaging, enable and facilitate the participation of people as quickly and as openly as possible (Kotter, 1995, p. 2-3).   Changes must be realistic, achievable and measurable (Kotter, 1995, p. 6).  These aspects are particularly relevant to management and changes in individual groups.  Prior to the organizational changes, the organization must determine what it wants to achieve with this change, why and how he knows that change is achieved.  It is the address that is affected by this change and how they will react.  Finally, how changes in the organization are able to achieve alone and what aspects of the changes he needs a specialist or outside help to achieve.   Intervention   Our diagnosis, offer interventions to deal with errors or problems and help Marks and Spencer in competition with other organizations.  This list, which is not exhaustive credits towards a cultural change, but taking into account the wider context, which is defined at the beginning of the quantitative changes in corporate strategy are required.  Therefore, the intervention process, which includes culture change, would be best suited for this case.   Transformational change   Transformational change is a relatively new organizational change.  Is concerned about radical change and is essentially change the way the organization is perceived both internally and externally and how it works.   This type of change would be particularly relevant to the case of Marks and Spencer, as it must radically change the way you operate in a competitive environment.   Culture change   The concept of organizational culture has brought a lot of research and culture, many models have been developed to define measure and observe the culture.  However, little consensus about the nature of culture or to understand.  Nevertheless, culture has become a very important part of the organization and activities covering a culture change have increased sharply.   Schein (1990), Millward (2005) model of culture is one of the most commonly used, consists of four layers at different levels of consciousness.  In the centre of the basic assumptions (unconscious, reactions uncontested guide), values (this is important) and norms (how to behave), and finally, artefacts (observable behaviours and procedures).   This metaphor of culture cannot hope to capture all the elements of organizational culture, it is a useful tool in the study.   Need for change To understand how organizations respond to the need for change, we must examine the organizational processes and management, organization transformation through additions, deletions or changes to the resource base leads to the attainment of these processes of change.  We need to know not only what the organization which markets will come, how fast they grow, but how they do it.   Factors that determine the need for strategic change   Organizations usually in response to changes in the external environment, as well as the development of competitive advantages in the organization.  External environmental factors, including:   Social factors Such as changes in demographics and purchasing habits of consumers. Legal factors Legal pressures that force organizations to comply with the law changes, for example, in response to environmental legislation.   Economic factors Relate to the booms and declines in economic activity in general, changes in interest rates, inflation, etc.   Political factors These are related to wider policy changes for example the government to take a particular line of the privatization / role of government in society.   Technological factors Technological aspects of technological advances such as developing new methods based on point of sale by the company.   In addition to these factors, he slept a significant impact on the organization, making competition.   Slept analysis is an analysis of the major changes in the environment of the organization.  This is sometimes called environmental scanning.  Managing change is a key aspect of how the organization responds to changes in an appropriate manner.   Todays managers believe that in the future, organizations need more leaders who can use the talents of the organization in achieving its objectives, the development of a culture that believes change as an opportunity rather than a threat, regularly invent the organization, effectively  planning and implementing change.  To succeed in this environment, managers have to do the right things in the existing well-defined procedures and limitations.  Predictable and stable environment reduces the need to mobilize the organizations capacity, flexibility, creativity and innovation.   The environment has changed radically, and successful organizations and their managers   should behave differently.  Managers in todays environment are needed to  transformation of the organization, to develop good relationships with internal and external  stakeholders, run horizontally and vertically, and not the entire culture lines  enable employees and the development of networks and alliances. Stakeholders in developing a strategy change   Stakeholders are those who have direct interest in the organization and may be beneficial, and harmful to the organization if not properly treated if a policy is adopted in order to keep the company and they should also participate in company affairs and decision making.  The system is planned in this direction in which we can pass our message to all actors in society and be in the best interest of the latter.  Some of it is also relevant for people who do not want to change or resist change.  The behaviour of these people also consider. Resistance to change Responses to organizational change initiatives are no different.  In the beginning there is a small proportion of the early adopters those who want to participate, because I just changed a breakthrough that will lead to better conditions.  Most of the people affected by the initiative of the changes will be far less enthusiastic than the early adopters, but over time they will eventually accept and adjust to it.  Finally, the group will not be very resilient, many of whom will never adapt to the changes in place.  This range of behaviour results from a normal distribution.  It is a natural phenomenon intuitively understood by most managers of change.  Unfortunately, though perhaps unconsciously, to understand the phenomenon, these managers often do not use this knowledge to better organize an effective change.   The aim is to adopt the first to develop their support and consciously use their influence to speed up the most reluctant to change.  It is important to understand that they do not reflect the impact of hierarchical position.  Leaders are natural leaders and respected functional experts who are well connected.  They are nodes in the social, business, politics and communications networks, and their sphere of influence goes beyond the scope of their parent organization.  While these influential illustrate its support for the changes, they are a marketing tool more powerful than any message issued by the office of managing change.   Strategies should be performed on the leaders of high or medium, the goal is to transform them into the first users, and use its influence over the end of the interest or commitment.  For those who cannot be pulled forward or to the small force, aims to accelerate the speed of their adaptation to help them better understand and prepare for the consequences of change.   It is also focusing on people who are able to adapt, but because of its unique combination of knowledge, skills or abilities, but a significant contribution.   Some people will be unwilling or unable to adapt to change.  They are already able to demonstrate their acceptance and respect for a change, otherwise, may suffer the consequences clear.  Include initiatives that will affect change, how it will affect them and what their reactions might be important for the success of the strategy changes.   When an organization brings new things about people, there will be problems. Participation, involvement and open, early, full communication are important factors.   How to tell change to people The workshops are very useful process to develop a common understanding, methods, principles, methods, systems, ideas, etc.   Surveys are useful to repair the damage and lack of trust among employees if you allow people to fill them out anonymously, and provided that publish and implement the findings.  You cannot force change individuals and teams must have the right to seek their own solutions and responses, the facilitation and management support, tolerance and compassion for managers and executives.  Management style and leadership behaviour are more important than intelligence and the political process.  Employees must have confidence in the organization.   A leader must listen to and work with these ideas, or change can be very painful, and soon will be lost in the process.   You may also find that the main problem is the resistance of the people and defence of someone who is in the organization, what you do.  After this challenge, you can begin to compare what is happening with what the organization intends to do (mission, values, goals, priorities, targets, key performance indicators, process measures), as people feel things (marketing, maintenance workers, morale and attitudes  ) as well as customers and suppliers feel too much (in fact, go out and find clients and former clients in particular).   Follow the protocol is very difficult you have properly with people and explain who you are and what you do.  Be polite.  Respect the people more than usual; because they are sensitive, it is understandable.   The framework for change management at Marks Spencer   Marks Spencer has been under pressure to change the external economic factors and not yet answered correctly.  It is for this reason that the approach proposed amendment is necessary to initiate and implement change is being driven by the management of physician (s).   Using current models and theories of change management in the organization development, proposed a framework for planned changes that could be used by Marks Spencer.   Context of Changing   First, in the context of the situation to be addressed in order to develop appropriate methods of change.  This can be done in three dimensions:   The volume changes   à ¢Ã¢â€š ¬Ã‚ ¢ Incremental change to solve specific problems such as lack of communication and low customer satisfaction   à ¢Ã¢â€š ¬Ã‚ ¢ Quantum amendment to change the basic functioning of organizations, including the structure and culture   Degree of organization   à ¢Ã¢â€š ¬Ã‚ ¢ Over-organized where policies are too rigid for effective action due to poor communication, conflict avoidance, etc.   à ¢Ã¢â€š ¬Ã‚ ¢ Sub-structured where there is too little regulation for the effective operation due to lack of direction and coordination structure.   Domestic vs International   à ¢Ã¢â€š ¬Ã‚ ¢ Cultural differences, especially between Eastern and Western societies, for example, Asian countries tend to be hierarchical and North America deal with individuality.  It can be difficult to implement change, which encourages openness among employees when it is not viewed positively.   In the case of Marks and Spencer, the magnitude of change is that major changes in the quantum of culture, structure and strategy must be addressed.  They will be included in the applied intervention.  They are also highly organized society with the management system now that he is honoured to be part of the overall problem.  Although the system successfully in the past, is steeped in ancient culture and able to adapt to a redesigned image of Marks Spencer.  Therefore, the process of change at Marks Spencer will focus on softening of the structure.  General review, Marks Spencer, will be treated as a citizen of the operation of this case, since closed down its operations in Europe and North America sold its franchise stores in Hong Kong.   The model change is composed of seven steps to help developers to the key issues of transformation.  Activities focus on people, leadership, trust, vision, empowerment, celebration and institutionalization.  Despite the emerging linear stages can occur simultaneously.  Effective communication is the mortar.  There must be open and honest communication in every step of the process, and communication needs to combine these steps together.  Nothing can destroy the effort to change sooner or permanently, that poor communication.   Here are the steps for effective transition.   Assessment and solve human problems   Contractor changes need to invest time and effort to understand the problems of people does not appear in place of those who suffered, and then practice the golden rule of treating others as they would be treated.   Exercise strong leadership in the organization   Without strong leadership, positive change will not.  Leadership can no longer be the domain of a few organizations all the staff responsible should do what it takes to achieve organizational goals.  This is especially true when change must occur.  Many must step in and assume leadership.  Spreading leadership and decision-making responsibilities, inspires and motivates everyone to play a role in implementing the changes.   Building trust in the leadership   Confidence is simply the belief that it would suffer if threatened.  Obviously, the level of mutual trust between labour and management or between supervisors and subordinates affects the health of the organization.   Clearly articulate the vision to all   If you want to change, please explain the reason and purpose of fundamental change. People cannot have a real idea of where the organization is or what problems it faces. You have to tell them.  They need to understand the purpose for the desired result.  Be prepared to answer these questions: What is the problem?  Who said that?  What happens if you do not change?   Creating an helpful environment Organizations can do everything possible to prepare the ground for change in response to the concerns of people in order to demonstrate strong leadership, building trust, formulating a vision all, that is, but to create an environment to enable success.   Honest answer is that you can get almost as much as you want to manage anything else of a turbulent, messy, chaotic nature, it is not really manage it, talk with her.  It is a question of leadership is one of management skills.   The first thing to do is jump in. You cannot do something outside.   A clear sense of mission or purpose is essential.  A simple mission, the better.   Building a team that can work hard and one of them is the team leader. Pick people with relevant skills and high energy levels.  Youll need two.   Set flexible priorities.  You must have the ability to drop what youre doing and tend to something more important.   Treat everything as a temporary measure.   Ask for volunteers.  You will be surprised that arises.  You will be pleasantly surprised what you can do.   Find a good boss or team leader and stay in his way.   Conclusion   In concluding this report, we can say that effective reforms introduced to the strategy are to maximize the huge returns if these changes are well managed.   In this report, and Spencer takes on the characters thinking and different models are also discussed to show the strategic shift from Marks Spencer, which is a leading company in the UK, but suffered from some activities for that has to change, and finally models Kotter and Lewins,  a representative of the role of stakeholders that their existence in the affairs of the company is very necessary to be able to join in their decisions and At last appropriate model is also developed, which will provide guidance for better performance. Dont Do Change for the Sake of Change Do Change to Enhance Organizational Performance

Antigone :: essays research papers

In our society today, movies and television shows are being broadcast all over the world to many genders, races, and ages. Some of these shows involve many violent topics and situations. For example, the news qualifies as a violent shows because three fourths of every broadcast involves a violent situation. The next generation of adults is exposed to this violence everyday, thinking it’s cool or acceptable. I think that if teenagers witness the violent actions in person they would react differently than seeing them on TV. The violent scenes in Antigone are much like crimes that occur everyday. For example, a gang related crime can be compared to one of the many deaths in Antigone. The public views these crimes as normal. Most often violence in the news is ignored or called normal. If more people witnessed violence then maybe more actions would be taken to stop it from happening. I think the violence told in Antigone was very low-key compared to the things we see today on the news. Today, our society likes to take time off to relax and watch a movie. Do you think it’s relaxing to watch people die and constantly be injured? Well most of the movies out today are violent. Even thought here are strict rating rules put on these movies, children are still seeing them. For example, The Power Rangers Movie. In this movie, five teenagers take on the roles of fighters. When kids view this PG rated movie they see how cool it is to kill other creatures and human beings. About three weeks after this movie was released in Chicago, two kids were playing power rangers; they decided to take the game a step further by involving pencils used as swords. This game ended with one of the two kids with serious incisions from the pencil. This situation could have easily been avoided if some of these movies were not so violently oriented.

Reflection on Refusal of Treatment

The purpose of this essay is to select an incident which occurred during clinical placement and to discuss and reflect on it in order to improve future practice. To do this, the framework of the Marks-Moran and Rose Model of Reflection (1997) will be used. Utilizing the four stages of this model, I will describe the incident, give a reflective observation, discuss related theory and conclude with thoughts for any future actions. Any patient discussed will be given a pseudonym to ensure patient confidentiality as described by the Nursing and Midwifery Council (NC) (2010).During a recent placement in an Endoscope day unit, I met Mrs. Smith who was attending to undergo a Gastropod. She had a history of acid reflux and had been referred for the procedure as an outpatient but had not attended her Pre-Admission Clinic appointment. Upon her arrival, myself and a staff nurse took baseline observations and spoke with the patient to ensure that she had fasted from midnight which was necessary for the procedure. On advising her on anesthesia, I informed her that she had two options. The first was a throat spray to numb the local area and she could leave almost immediately afterwards.The second was sedation and analgesia in the form of Fontanel and Modally which would be given through intravenous accumulation; however, she would have to remain with us for several hours post procedure. Mrs. Smith began to panic and became quite irate. She stated that she had been under the impression that she would be given a general anesthetic and would be asleep the entire time. I explained that the doctor required her to be awake for this procedure and that general anesthetic was not an option. Mrs. Smith then stated that she was withdrawing her consent and wished to leave.The staff nurse who had been observing me swiftly took over the conversation and tempted to calm down the patient. She advised me to escort Mrs. Smith to the private seating area that was reserved for consultations but not to offer her anything to drink; Just in case she changed her mind about the Gastropod going ahead. Once we were all in privacy, the nurse then sat down and asked Mrs. Smith why she was so scared. Mrs. Smith stated that she had heard of complications involved with Stereoscopes and she would rather not take the risk.The nurse explained that the risk of a serious incident was extremely rare and at worst, she may suffer from a sore throat and gastric bloating afterwards. Mrs. Smith was supplied with an information booklet and we allowed her some time to digest all of the information that she had been given and assured her that any questions she wanted to pose would be answered. Afterwards, she stated that she still did not want to undergo the procedure and that she wanted to go home. At this point, the nurse advised that she should return to her doctor and inform him that she had not undergone the test.Mrs. Smith was also advised that she could return at a later date if she so wish ed and then she left the clinic. During my explanation of the procedure, I felt capable enough to fully explain what it entailed. However, when Mrs. Smith began to panic, I lost some of my confidence as this was something that I had not faced before. Therefore, I felt unable to calm Mrs. Smith down as I was lacking experience in this scenario. I was pleased that the nurse accompanying me took over in an instant. I felt to notice this.As I listened to the nurse, I noted the optimism displayed by the nurse when she instructed me not to provide refreshments for the patient. When I later questioned her on this matter, she told me that she had been in the same position any times before. Mrs. Smith was competent enough to exercise her right to refuse treatment. This is the moral and ethical right of every patient so long as they are deemed to have the mental capacity to make such a choice (Griffith and Teenage 2012). A medical professional cannot force a patient to undergo a procedure aga inst their will.However, the practitioner must discuss all treatment options, relay the correct information and allow the patient time to come to an independent and informed decision (Ellen et al 2012). The term â€Å"Autonomy' underpins the patient's ethical and moral right to choose which path of treatment, if any, that they will follow. Glibber and Kingston (2012) state that the patients' autonomy is in the clinician's hands under duress of professionalism and nursing ethics, our advice and information is responsible for any decision reached.In this instance, Mrs. Smith was taken to a private seating area where a nurse calmly talked her through the procedure at length, answering any questions and also informed her of the statistical risks of a Gastropod which were her biggest concern. By doing this, the nurse wowed that she was empathic to the worries of the patient and also did her utmost to preserve patient confidentiality, as well as, providing a wealth of information precedi ng the refusal of treatment (Torrance et al 2012). It was obvious from the reaction of Mrs. Smith that she had anticipated treatment under a general anesthetic at her appointment.When reading through her notes previous to admission, I realized that she had not attended the pre-admission clinic. Had she attended this previous appointment, she would have been given all the information required for her proposed treatment. She would have been briefed fully on sedation, the basics of the procedure and many other factors consistent with treatment. Claritin et al (2009) describes pre-admission clinics as a necessity to provide the correct information and give patients the time to think and digest before presenting at hospital for a procedure.Evidence shows that pre-admission clinics have reduced the instances of failure to attend appointments and that patients are more involved in their care, which encourages a higher rate of recovery and reduces stress levels pre-operatively (Mitchell 200 8). Knox et al (2009) also suggested that the implementation if these clinics have substantially reduced the instances of refusal of treatment due to more accurate information being given in a comfortable setting at a more relaxed time. If Mrs. Smith had attended the pre-admission appointment, she would have been given all the information and been able to ask any questions that she wished.Thus she would have been aware that she would not be offered a general anesthetic and a deeper understanding of the procedure. Thus this may have resulted in assisting Mrs. Smith with regards to informed consent. The nurses working within the clinic were all very well versed in the procedures and welcomed any questions. As soon as Mrs. Smith began to worry, there was sufficient evidence on hand in the form of a patient information guide as well as a knowledgeable nurse. In a study conducted by Amtrak (201 1), patients were found to be more comfortable when in the presence of a knowledgeable nurse.P atients overall concluded that this group to benefit from this. Postural et al (2010) suggests that the experiences gained by nurses in specialized areas are beneficial to the learning curve of student urges and their knowledge is a valuable tool in the production of a more advanced health care system. In the case of Mrs. Smith, the nurse highly educated in this area and was able to sufficiently assist the patient in making a fully informed choice without being devoid of any facts. Moser et al (2007) describes this approach as â€Å"a highly effective way of achieving patient autonomy'.In this scenario, the nurse was catering to Mrs. Smith's first and foremost care requirements. During my reflective observations of this experience in my training, I have realized that there is nothing rater than knowledge and experience to assist patients with many aspects of their care. In the case of Mrs. Smith, the manner in which her questions were answered was tactful and informative. However, the patients' right to choose was evidently the main priority. Mrs. Smith was never coerced, all information required was on hand and supplied without delay.The nurse ensured that she was competent to refuse the treatment and advised on how to proceed following the refusal. An obvious effort to calm the patient was made and the privacy afforded by the private seating area dad a huge difference in allowing her to digest all information that she had been given. The nurse made a tactful decision by advising me not to offer refreshments in case of a decision to proceed, however, this did not occur. In hindsight, I have realized that I have a long and hard road to travel before I am capable of the level of care that I would like to give my patients.I can draw from this experience and I can see that having the correct information is a must while at the same time being aware of the patients' feelings and offering them an informed and involved choice in their care. I have also come to under stand the relevance and requirement for clinics such as pre-admission. These clinics are indispensable in reducing patient anxiety, ensuring that patients have all the correct information and fully understand their proposed procedure prior to presenting for treatment.

Explorers essays

Explorers essays Colonial - Civil War History M-W 6:00 Within Europe in the 15th century thru the 17th century exploration became a prominent part of life. Several adventurers left to find a faster trade route to Asia. Many of the spices of Asia were very desirable along with luxury items such as, jewelry gems, and silk. Because of the find of the New World many explores ventured out across the Pacific Ocean, they became adamant with founding land and gaining wealth, and tortured people who got in their way. Christopher Columbus is probably one of the most famous explorers and is generally credited with the find of the New World. Columbus first tried to convince the king and queen of Portugal to give him funding, but they said no. In 1485, he asked King Fernando and Queen Isabella of Spain for funding and after six years, they said yes. Columbus got three ships on his first voyage. Their names were the Nina, the Pinta and the Santa Maria. He was given 90 men. He navigated by using the stars and compasses. He would drop a log into the water to measure the speed of the ship. Columbus eventually landed on an island, which he named San Salvador for Holy Savior. Columbus thought that he was in the West Indies. He called the people there Indians obviously because of his belief that he was located in the Indies. Columbus was looking for the gold and riches and the great cities of Asia, but he didn't find them. He was disappointed because there weren't any cities of gold. Another Spanish explorer was Hernando Cortes. Cortes fought under Governor Diego Velazquez in a Cuban expedition that began in 1511. In 1518, Velazquez selected him to lead an expedition to the Yucatan Peninsula of Mexico, then a center of Maya civilization. Before Cortes could leave Cuba, Velazquez canceled the expedition, fearful of the voyage's expens e and distrustful of Cortes's ambition. Cortes disobeyed and sailed for Yucatan in 1519, ...