Homework assignment Example | Topics and Well Written Essays - 1250 words - 1

Homework - Assignment Example This kind of reaction causes a friction that helps in the transformation of the existing rocks to form the amorphous rock (Press, F., R. Siever, J. Grotzinger & T. H. Jordan, 2003). However, a series of researches have also reported that the amorphous rocks can result from other processes like magma, very hot sediment that may come as a result of earth movements like volcanic eruptions. After their sedimentation and subsequent cooling, the amorphous rock is formed. Actually, for this rock to be used in construction process, it must be specially prepared through a series of processes. First, an appropriate mining method is used before it is taken to the industry to be given a series of chemical treatment where it will be given color, shape, texture and be put in the right shape to be used in construction. For instance, being that it can be used in making the bathroom tiles means that it should be accorded a kind of finishinthat will make it be so smooth and shiny. The type of igneous rock used in the construction of houses is the granite. It is just because it posses the right qualities necessary for the building and construction of various parts of a building structure (Press, F., R. Siever, J. Grotzinger & T. H. Jordan, 2003). According to the geological researches, the igneous rock is formed through a process of cooling and solidification of lava or magma. The magma undergoes a crystallization process either intrusively or extrinsively. In this case, the intrinsic crystallization occurs when the process occurs underneath the surface of the earth. On the other hand, extrinsic crystallization occurs on the surface of the earth mainly from volcanic eruptions. In order to process the materials from this rock, an appropriate mining method is used before it is taken to the industry to be given a series of chemical treatment where it will be given color, shape, texture and be put in the right shape to be used in

How Will Computer Information System Fit Into Your Professional Life Essay

How Will Computer Information System Fit Into Your Professional Life - Essay Example Python provides constructs that allow clear programs on both large and small scale (Zelle, 2004). Python supports multiple programming paradigms such as object-oriented, functional and imperative programming or procedural styles. Interpreters of Python are available for installation in numerous operating systems. It can be packaged, using third-party tools such as Pyinstaller or Py2exe, into stand-alone executable programs for many popular operating systems (Zelle, 2004). Java is an object-oriented, class-based programming language. It tops the list among the most demanded programming languages. It is standard for web-based content, enterprise software, Android operating system, mobile applications, and games. Java is designed to be used across multiple platforms of software (Van & Haridi, 2004). It is designed to have few dependency implementations. It is intended to allow app developers â€Å"write once, run anywhere. Java apps are categorically compiled to bytecode that can, regardless of computer architecture, run on any Java virtual machine. Some of the commonly used mobile programming languages besides Java and Python include C language, C++, C#, Objective-C, PHP, Ruby, JavaScript, and SQL among others (Van & Haridi, 2004). Mobile computing is continually changing life. Mobile solutions are today, part of many lives. From laptops to tablets, pagers to cell phones, technology continue to change daily lives and businesses. Some of the notable changes include paperless offices where people conduct business on the phone, read newspaper online, and even shop online. The world of music has also changed significantly, with many people reviewing, purchasing, streaming and downloading music instantly. Television shows, movies, and live programming can be accessed through mobile. Mobile video capabilities are also enabling people to capture moments (Bukhari & Kurylo, 2008). Mobile computing has also changed communication

Mental health nursing exam

Mental health nursing exam Phil Maude and Alistair Ross Question 1. (6 marks) Search for the Victorian MH Act on the web and define the following terms 1.1. Approved Mental Health Service The Mental Health Act (1986) defined an approved mental health service as a service or premises which either proclaimed to be an approved mental health service under section 94 or declared to be one under section 94A as a place where treatment can be provided to patients under the Act. For example, the psychiatric in-patient units of public hospitals are typically proclaimed as approved mental health services. 1.2. Community Treatment Order Community treatment order (CTO) is an order made by an authorised psychiatrist for a person having mental illness and under involuntary treatment order while not detained in an approved mental health services. However, this order does not affect patients in approved mental health services or a prisoner having mental illness (Mental Health Act, 1986). 1.3. Community Visitor The Mental Health Act of 1986 stated that community visitors of each region are whom appointed by councils governor under recommendation directly from the minister. 1.4. Involuntary Patient Mental Health Act (1986) specified a patient being subject to an involuntary, community or hospital transfer treatment order as an involuntary patient. This particular patient is also influenced by some conditions under section 12 and section 93 of the Act. 1.5. Mental Illness Mental illness refers to a person who is medically and mentally ill with significant disturbance of thought, perception, cognition, mood or memory (Mental Health Act, 1986). 1.6 Mental Health Review Board Mental Health Review Board is the Board established under theMental Health Act to conduct reviews of, and hear appeals by, involuntarily treated psychiatric patients either as inpatients or on community treatment orders (Mental Health At, 1986). Question 2. (5 marks) Using your reading of the Victorian MH Act explain the involuntary admission process for a person who is suspected to have a mental illness. Ensure you mention the correct forms that will be required The involuntary admission process for a person suspected having a mental illness is detailed with the following steps: Admission and detention for an involuntary patient can only occur in a public funded approved psychiatric hospital. This patient may be admitted or detained according to the Mental Health Act only if he or she presents or appears with psychological illness and need immediate treatment that can be achieved by admission to and detention in an approved mental health service. Additionally, in order to improve or prevent a deterioration in physical or medical conditions of that patient and protect the public members, the patient may be admitted to an approved mental health service to receive adequate and appropriate treatment rather than stay in less restrictive of that persons freedom and action. The person needs to be referred to a registered medical practitioner by himself or herself, family, relatives, health professional officers, police personnel or others related to the referral. Medical practitioner satisfies that person meets the criteria for involuntary treatment which is under section 8(1) of the Mental Health Act 1986. Otherwise, he will either provide the service or refer the examined patient to other mental health or health services. A request form must be completed by the person, who is over the ages of 18 years, making request for the admission and a recommendation signed by registered medical practitioner following patients examination made not more than three days prior to the admission of that patient. The request and recommendation cannot be signed by the same person making the recommendation. Consequently, the patient who is subject to an involuntary treatment order is taken to an approved mental health service by police officers, ambulance, any person authorised by the person making the request or arrangement admission made by that approved mental health services. At the approved mental health service, the registered medical practitioner who is employed by this health service or mental health practitioner must make an involuntary treatment order under section 12AA(2) and necessarily detain patient for his or her own safety according to section 12AA(4) of the Victorian Mental Health Act 1986. The registered medical practitioner can possibly release the person from detention to await examination by the authorised psychiatric if they suspected the criteria in section 8(1) of the Act and consulted with the authorised psychiatric involving section 12AA(5). Then, authorised psychiatrist will examine the person as soon as after the registrar making the involuntary treatment order or within 24 hours following the order to confirm the involuntary admission (Mental Health Act, 1986, s. 12AC). If the consultant is whether satisfied with the criteria under section 8(1) or not, he or she will either discharge the person from the order or confirm the involu ntary treatment order. In addition, the authorised psychiatrist confirm the involuntary treatment order under subsection 2(b), the CTO can be placed on the person under section 14 (Mental Health Act, 1986, s. 12AC). Question 3. (5 marks) Thinking about the forms and roles and responsibilities of people who may be associated with an involuntary admission of a person under the MH Act, what roles could the following people have and what forms would they be able to complete 3.1. Carer of a family member who has a mental illness The Mental Health Act (1986) suggested that a carer has the authority to make a request to a registered medical practitioner for admitting an involuntary patient. He or she has the responsibility to take or authorizes any person, for example a community nurse, either taking the person to an approved mental health service or arranging for one to admit the person. The carer is able to complete the â€Å"Request for Person to Receive Involuntary Treatment from an Approved Mental Health Service† form under schedule 1prespribed by the Mental Health Regulations 1998 to the registered medical practitioner employed by an approved mental health service or a mental health practitioner. 3.2. Community Mental Health Nurse In case of the registered medical practitioner is unavailable for a reasonable period of time for making the recommendation, the person may be taken to an approved mental health service for examination after being assessed by an mental health nurse who must complete an â€Å"Authority to transport without recommendation† form under schedule 3 of the Mental Health Regulations 1998 (Mental Health Act, 1986). 3.3. General Practitioner The general practitioner has the responsibility to make a recommendation in a prescribe form which is â€Å"Recommendation for a person to receive involuntary treatment form a approved mental health services† form following a the persons examination (Mental health Act, 1986, s. 9) (Victoria Government, 2009) 3.4. Registrar Registrar who is a medical practitioner employed by an approved mental health service is responsible for assessing the person according to the request and recommendation. He or she has to make the involuntary treatment order under section 12AA(2) and detain patient for safetry issue according to section 12AA(4) of the Victorian Mental Health Act 1986. The registrar may release that person to await for the psychiatrists examination if they suspect the criteria in section 8(1) of the Act applying to the person and consulted with the authorised psychiatrist involving section 12AA(5) (Mental Health Act, 1986, s. 12). The registrar has the authority o complete the following forms: Schedule 4 Form 1 Restraint for the purposes of safely transporting a person to an approved mental health service† Schedule 4 Form 2 Sedation for the purposes of safely transporting a person to an approved mental health service Schedule 6 Involuntary treatment order. (Victoria Government, 2009, Schedules section) 3.5. Consultant A consultant means a authorised psychiatrist who should examine the person as soon as after the registrar making the involuntary treatment order or within 24 hours following the order to confirm the involuntary admission (Mental Health Act, 1986, s. 12AC). If the consultant is whether satisfied with the criteria under section 8(1) or not, he or she will either discharge the person from the order or confirm the involuntary treatment order. In addition, the authorised psychiatrist confirm the involuntary treatment order under subsection 2(b), the CTO can be placed on the person under section 14 (Mental Health Act, 1986, s. 12AC). Under the power of the Mental Health Act 1986 section 12AD, the authorised psychiatrist may give written consent on behalf of the involuntary patient if this patient refuses to necessary treatment or unable to consent to the treatment for his or her mental disorders. The authorised psychiatrist has the authority o complete the following forms: MHA1 Examination of involuntary patient by authorised psychiatrist MHA3 Examination of security / involuntary / forensic patient by authorised psychiatrist MHA4 Treatment plan MHA6 Community treatment order MHA16 Discharge from involuntary patient status. (Victoria Government, 2009, Mental Health Act Forms section). Question 4. (4 marks) Once a person has been received under the MH Act under what circumstances can an emergency registrar administer sedation? If the emergency registrar believe that it is essential to sedate the person in order to take him or her to the approved mental health service safely. The emergency registrar is also able to direct an authorised person to administer sedative medications to the patient. In addition, they must specify the particulars required by the prescribed form and deal with this form according to the regulations (Mental Health Act, 1986, s.10). Question 5. (2 marks) A patient must be seen by a Psychiatrist to confirm admission as an involuntary patient. Once a patient is received what time frame must be observed for the Psychiatric review? The authorised psychiatrist should examine the patient as soon as the involuntary treatment order is made by a medical practitioner employed by the approved mental health service or within 24 hours following the order (Mental Health Act, 1986, s.12AC). Therefore, the patient should be observed in that time frame until he or she being seen by the authorised psychiatrist. Question 6. (4 marks) (section 15 ) If a person is discharged from the inpatient unit on a Community Treatment Order, what restrictions can be placed on the patient? If the authorised psychiatrist considers that it is appropriate and for the good and wellness of patient, the psychiatrist can discharge him or her from the approved mental health service on CTO. The person who had the community treatment order upon is influenced during the duration of the order which is not over 12 months. The person has to stay where it is specified by the order for the treatment. The order sets out the term that a person must accept therapy and medication, conselling, management, rehabilitation and other related health services while living in the coummity. The person is provided compulsory care authorised by the CTO. In case of the person breaches the CTO by not complying with the conditions, the person may be taken to a mental health service and given appropriate treatment and care (New South Wales Government, 2007, what is a community treatment order (CTO)? section). Question 7. (4 marks) How often must a Community Treatment Order be reviewed and what is the maximum length of time a Community Treatment Order can be imposed? At least once a month, the supervising psychiatrist or a medical practitioner such as general practitioner will visit you to decide whether the order should continue or not. If the psychiatrist, at the end of three months period, can extend the order for another three months (Government of Western Australia, 2005, what will happen while I am on the order? section). A CTO can be made for period of up to 12 months and ends on the date stated on the order and if no date is stated, it will expire 12 months after the order was made (New South Wales Government, 2007, when does a CTO come to an end?). Question 8. (5 marks) What is a Special Warrant and what powers does this provide? Special Warrant apply where a member of the police force or any other person has reasonable ground to believe a person who appears mentally ill is unable to care for him or herself due to mental illness. In this case, â€Å"the member of police force or that other person may give information oath to a magistrate† (Mental Health Act, 1986, 11, para. 5) and seek a special warrant. Under section 12 of The Mental Act (1986), a police forces member who accompanied by a registered medical practitioner is authorised and directed by the magistrate in the form of a special warrant in the prescribed form to visit and examine the person. Additionally, police personnel who act under special warrant with assistance as required have authority to legally enter any premise and use such force as necessary so that the registered medical practitioner can examine that person (Mental Heal Act, 1986, 12). Question 9. (5 marks) (No need to cite references for these answers) True or False 9.1. A patient can be detained in a Private Psychiatric Hospital bed as an involuntary patient False. A patient who is under involuntary treatment order can only be detained in a public funded approved psychiatric hospital. 9.2. The Victorian Mental Health Act makes provision for voluntary patients False. Admission of voluntary patients has been deleted by the amendment of 1995. As a result, they are treated as other voluntary patients and need consent to all treatments provided. 9.3. Any patients can be given Electro Convulsive Therapy against their consent. False.Written consent needed from the patients to perform electro convulsive therapy. 9.4. Any one who commits violent acts in the Emergency Room can be restrained True. A person doing harm to him or herself ,patients, staffs other surrounding people in the emergency room will be restrained for safety issue. 9.5. An involuntary patient who refuses required surgical treatment can have this imposed upon them by the Psychiatrist False. For major medical or surgical procedures, the psychiatrist needs consent from the Guardian and Administration Board. 9.6. Lobotomy is legal in Victoria. True. In Australia, psychosurgery is performed by a select group of neurosurgeons. In Victoria, each individual operation must receive the consent of a Review Board before it may proceed. 9.7. Patients who have difficulty with budgeting can have their accounts taken over by the Guardianship board False. The Guardianship board appoint another person who is managing patients account. 9.8. Patients can not be kept in seclusion for more than 15 minutes False. For the purpose of safety and treatment, the patient can be restrained until he or she settle down. 9.9. The Psychiatrist must send a report of all seclusion that has occurred within a 12 month period to the Chief Psychiatrists Office. False.The psychiatrist has to send a report each month. 9.10. Electroconvulsive therapy is to a course of not more than 6 treatments given over a period with not more than 7 days elapsing between any 2 treatments True. It is what described in electroconvulsive therapy. Question 10. (10 marks) List 10 of the reasons why a person is not to be considered to have a mental illness and write a brief paragraph explaining why this is for each of these 10 reasons As stated in the Victorian Mental Health Act 1986 under section 8(2), a person is not considered to have mental illness due to the following reasons: â€Å"The person expresses or refuses or fails to express a particular political opinion or belief† (Section 8(2)). In Victoria, the law inhibits discrimination against people because of their actual or assumed political beliefs. (Victorian Equal Opportunity Human Rights Commission, 2007, para. 1) â€Å"The person expresses or refuses or fails to express a particular religious opinion or belief† (Section 8(2)). Freedom of religion and belief is a basic human rights which is protected by a number of international treaties and declarations that include article 18(1) of the International Covenant on Civil and Political Rights (Australian Human Rights Comission, What is the freedom of religion and belief? section, para. 1) â€Å"The person expresses or refuses or fails to express a particular sexual reference or sexual orientation† (Section 8(2)). In 1973, because the influence of empirical data and changes in social norms along with the development of a political active gay community in the United States, the Board of Directors of the American Psychiatric Association removed homosexuality form the Diagnostic and Statistical Manual of Mental Disorders (DSM). The empirical evidence and professionals norm do not support that homosexuality is a form of mental illness. (Gregory, 2009, Removal from the DSM section, para. 1) â€Å"The person engages in or refuses or fails to engage in a particular political activity† (Section 8(2)). Political activity refer to a whether a person participate or refuse to take part in a lawful political activity (Victorian Equal Opportunity Human Rights Commission, 2007, What does ‘political beliefs and activities mean? section, para. 1). â€Å"The person engages in or refuses or fails to engage in a particular religious activity† (Section 8(2)). In a major research of Cruz et al. (2010), in the United States, many people use activity as a form of coping with life stresses. Over half of American population ranked the religions importance very high in their lives, attent religious activities regularly and pray daily. â€Å"The person engages in immoral conduct† (Section 8(2)). As an example, incest is defined as any sexuality between closely related people usually within an immediate family, which is either illegal or social taboo (Incest, 2009, Definition section, para. 1) â€Å"The person engages in illegal conduct† (Section 8(2)). Criminality is â€Å"specifically not a medical or psychiatric term, diagnosis, illness, or syndrome. The term refers to a pattern of human behavior or a specific act violating a law† (Menaster, 2008, introduction section, para. 1). â€Å"The person is intellectual disable† (Section 8(2)). Intellectual disability is a developmental disorder which affect almost one per cent of the population, where people have significantly more difficulty than others in understanding concepts and solving problems. It is not a mental illness (Government of South Australia, p.1) â€Å"The person takes drugs or alcohol† (Section 8(2)). Alcohol usually refers to drinks such as beer, wine, or spirits containing ethyl alcohol a substance that can cause drunkenness and changes in consciousness, mood, and emotions. Its effects lead to so many accidents, injuries, diseases, and disruptions in the family life of everyday Australians (Australia Government, para. 1). However, alcohol abuse should be consider mental illness. â€Å"The person has an antisocial personality† (Section 8(2)). The person expresses anti-social behaviour includes abusive or noisy neighbors, littering and graffiti (Directgov, para. 1) Question 11. (10 marks) An involuntary patient is found dead in a seclusion room by you? What is a reportable death and what are the responsibilities of the registered nurse? Coroners Act (2008) defined reportable death is a particular category of death which is investigated by a coroner according to the Act and it is considered reportable if it meets one the following criteria: The body, the death or the cause of death of the person is founded in Victoria. The person ordinarily stayed in Victoria when death occurs with unnatural, unexpected and resulted from a direct or indirect injury or accident. The death happen during or after following a medical procedure and this was not expected by the registered medical practitioner before the procedures operation. The identity of the death person is not known. The medical practitioner himself or herself has not signed or not likely to sign a death certificate. Death occurred outsite Victoria and the cause is not certified. The death of a person influenced under the Mental Health Act 1986 or under controlled, cared or custody of the Secretary to the Deparment of Justice or a member of the police force. Death of person who is subject to non-custodial supervision order under section 26 of the Crimes (Mental Impairment and unfitness to be Tried) Act 1997 (Coroners Act, 2008). In the context of a patient found is death in a seclusion room, registered nurses division 1 or division 3 (Division 2 nurses are excluded) can ‘verify death since the law do not inhibit them for taking this role. ‘Verify death means competently undertake a clinical assessment of the death body to establish death has occurred (Victoria Government, 2009, p. 1). As guideline in Victoria Government (2004), the dead body should be disturbed as little as possible and the nurse is to inform the authorised psychiatrist and next of kin or carer of the death. The States Coroners Office is mean to be contacted for all reportable deaths occurred under the Coroner Act 1985. After copying the clinical record, the registered nurse is able to send the original or any other materials requested to the Coroner. The nursing staffs involved should provide appropriate and adequate support and debriefing to people affected by the death such as family, friends, staffs and those who have witnessed the death (Victoria Government, 2004, procedure to be followed in the event of a reportable death, para. 5). In case of patient died because of violence or suicide, chef psychiatrist needs to be notified on the day of the death and staff involve in the death should conduct a clinical review of the persons treatment and management (Victoria Government, 2004, procedure to be followed in the event of a reportable death, para. 6-9). Question 12. (10 marks) List the Axis contained within the DSM-IV (TR) and provide details of the focus of each including an example of a diagnosis that might be found on each of the Axis. Axis I Clinical Disorders Other Conditions That May Be a Focus of clinical Attention American Psychiatric Association (APA) of 2000 stated that Axis I focus on all the conditions and various disorders included in the Classification except for mental retardation and personality disorders. An example of this is schizophrenia. Axis II Personality Disorders Mental Retardation In a study by APA (2000), Axis II reports personality disorders and mental health retardation and also used for noting prominent maladaptive personality features and defense mechanisms. Personality disorders and mental retardation are listed in separated axis to ensure consider given to the presence of these two that might otherwise be overlooked when attention is directed to the more usual axis. For instance, borderline personality disorder is included in axis II. Axis III General Medical Conditions This one describes general current medical conditions which are potentially related to the understanding or management of individuals mental disorders (American Psychiatric Association, 2000). Axis IV Psychological and Environmental Problems In a major study (APA, 2000), Axis IV is identified for reporting psychosocial and environmental problems that are likely to affect the diagnosis, treatment and prognosis of mental disorders classified within Axis I and Axis II. A psychosocial and environmental problem is possibly a negative life event, a familiar or other interpersonal stress, lack or inadequate of social assistance pr personal resources or other problem related to the context where a persons difficulties have developed. In addition, psychosocial is possibly developed as a result of a persons psychopathology or may constitute problems that are considered in the overall management plan (APA, 2010). For instance, problems with primary support group. Axis V Global Assessment of Functioning APA (2010) suggested that Axis V is used for reporting the clinicians judgment regarding a persons overall function level. This is helpful for planning treatment and measuring its impacts, also predicting the outcomes. The Global Assessment of Functioning (GAF) Scale is used as an appropriated choice in order to report the overall functioning of Axis V. In a research by APA (2010), this scale is rated respectably among psychological, social, occupational functioning and is not applied to impairment in functioning because of physical or environmental limitations. For example, GAF = 12 indicate some dangers of hurting self or others (e.g. frequently violent.) or occasional fails to maintain personal hygiene (e.g. smear faeces.) or gross impairment in communication (e.g. largely incoherent or mute) (APA, 2010). Question 13. (30 marks) Search the world wide web for Hildergaurd Peplau and do a search for her publication. Write at least 4 pages about her life, her theoretical frameworks, her publications and her major contributions to Mental Health Nursing. Life Hildergaurd Peplau was born in Reading, Pennsylvania , and in the year of 1909. She is the second child and middle daughter of immigrant parents who are an authoritarian father and a dedicated but emotionally remote mother preserving in a difficult marriage with the comfort of music and religion, and more acceptable in her time and place by immersing herself in baking and meticulous home making (Callaway, 2002). During childhood, Peplau was a child with intellectual curiosity, but stifled and physically abused by her domineering mother. The occur of World War I made her family even more difficult along with persecution form their neighbous due to their German immigrant roots †¦Cite. Her chosen nursing career had little to do with the idea of providing care for sick people. In Reading, she had worked as a bookkeeper, store clerk and payroll clerk while finishing courses at a business school and graduating as class valedictorian in 1928. Hildergard Peplau herself did not work in hospital or as private-nursing duty after successfully completing her nursing training. On the other hand, she found and a job as a staff nurse at Vermonts new elite but progressively to Bennington College. Callaway (2002) stated that because of her great impressive work, the college president decided to suspend admission requirement and admit Peplau for a degree course major in psychology. During World War II, Peplau enlisted into the U.S Army Nurse Corps and was posted to a psychiatric hospital in England with the purpose of treating scarred the soldiers and those with battle-fatigue sent back from the front lines (Callaway, 2002). She was always at the center of conflict and usually endured great personal hardship. She earned the nursing diploma, baccalaureate, masters and doctoral degrees and ultimately rose to the top of her profession. Unfortunate y, she was disappointed by the lack of vision among co-workers and repeatedly betrayed by professional friends and sabotaged by the nursing leaders. Consequently, she decided to retired in 1974 from the faculty Rudgers University and sadden that all her years effort had seemingly come to naught. During the 25 years between the retirement from Rudgers University and her death in 1999, â€Å"She was awarded no less than nine honorary doctorates and was honored by the American Nurses Association with the establishment of the Peplau Hildegard Award, recognizing continuous contribution to the nursing profession† (Callaway, 2002, p. 2). In addition, she received both the nursing highest honors that are the Christiane Reimann Prize and the only nurse so recognised within â€Å"Fifty Great Americans† designated by Marquis Whos Who in 1997. Within her lifetime, she also earned the celebrity of being acknowledged by the American Academy of Nursing as a â€Å"Living Legend and an unofficial designation recognised by the University of California at Los Angeles as â€Å"Psychiatric Nurse of the Century†. However, her lifes story is not well known in nursing professional. Hildegard Peplaus professional life included: 6 years of general and private-duty nursing, 7 years as a student and the nurse in charge at the health service at Bennington College, 3 years in the Army Nurse Corps, 5 years at Teachers College of Columbia University, 1 year as a practicing therapist, 20 years as a professor at Rudgers University, and 1 year as Execituve Director and 2 years as President of the American Nurses Association the only person ever to serve in both positions. (Callaway, 2004, p. 6) Theoretical Frameworks Peplau had shown her theoretical framework for psychodynamic nursing in a manuscripts entitled Interpersonal Relations in Nursing which is published in 1952. It defined elements that are person, environment, health and nursing, and discussed about phases of the interpersonal process between nurse and patient. She also revealed variety in nurses role during the course of contact (Landry, 2009). In a recent studies of Alice Landry (2009), phases of the interpersonal process according to Peplaus theory consist of four sequential phase that are orientation, identification, exploitation, and resolution. There are related factors influence the orientation component of the experience such as personal values, cultures, beliefs, expectations and past related incidents. Role of nurses as described theatrically by Peplau are stranger, teacher, resourse person, counselor, surrogate and leader. Secondary roles play included technical expert, mediatoe, safety agent, researcher, tutor, and manager of environment. Publicati

Vagal Nerve Stimulation and Epilepsy :: Biology Essays Research Papers

Vagal Nerve Stimulation and Epilepsy Epilepsy is a brain disorder characterized by seizures which occur when neurons fire uncontrollably and chaotically. The four most common categories of seizures are: simple partial, complex partial, secondary generalized tonic-clonic, and generalized tonic-clonic. A partial seizure is one in which epileptic activity stays in a focused area of the brain. During a simple partial seizure, the patient maintains full consciousness and experiences hallucinations, illusions and/or muscle jerking. A patient experiencing a complex partial seizure has impaired consciousness and often makes automated movements. A generalized tonic-clonic (GTC) seizure is characterized by complete loss of consciousness, rhythmic jerking, and a period of unresponsiveness. A secondary generalized tonic-clonic (SGTC) seizure is one in which the epileptic activity of a partial seizure spreads to the entire brain, resulting in a generalized seizure.(3). Epilepsy has a variety of different pathologies. These include genetic factors, poisoning, and brain injury. High levels of excitatory neurotransmitters, low levels of inhibitory neurotransmitters, and abnormal wiring are all thought to be causes of seizures. Possibly, abnormalities in the cell membrane play a part in causing seizures. (3). This makes sense since the cell membrane essentially controls the polarization of the cell, which in turn controls the activation of signaling between cells. Often, seizures are caused by a deficiency of GABA, a neurotransmitter which inhibits the passing of information from one neuron to another. (1). Seizures which are caused by lack of inhibitor could, in a way, be likened to the example of a chicken which runs around for some time after its head is cut off. The spastic wild activity of the chicken is due to the fact that the inhibitory neurons are all in the head, which was removed. There is nothing to control the excitatory neurons. Similarly, without enough inhibiting GABA, many neurons send signals all at once, and there is nothing to stop them. One of the more recent forms of treatment for epilepsy is called Vagal Nerve Stimulation (VNS). The first VNS device was implanted into a human in 1988. ((2).) The vagus nerve is a cranial nerve controlling muscles involved with swallowing, speaking and coughing. The nerve is also involved with receiving input from and sending information about the heart, stomach and lungs to the brain. (6). The Vagus Nerve Stimulator is a small generator which sends electrical activity to the brain to prevent seizures. (5).

Domestic violence Essay

I declare that this assessment is my own work, based on my own personal research/study . I also declare that this assessment, nor parts of it, has not been previously submitted for any other unit/module or course, and that I have not copied in part or whole or otherwise plagiarised the work of another student and/or persons. I have read the ACAP Student Plagiarism and Academic Misconduct Policy and understand its implications. Competency Assignments Task 2 – Case Study CHCDFV301A Recognise & respond appropriately to domestic & family violence CHCDFV402C Manage own professional development in responding to domestic & family violence NOTE: Read the case study below. Answer the questions listed below in your own words using the case study as the basis for your answers. Do not work or share answers with other students in this course when completing this assignment task. Assignment task 2: Due – Sunday 2nd February 2014 Case study – (approx 1200-1500 words) Case study You are a student support counsellor in a university. Judy, a first-year student of Aboriginal descent, comes to see you as she is struggling with her studies and says that she would like to talk to you about whether university is right for her. As you talk with Judy she tells you that one of the reasons she is struggling to study and finish her assignments on time is that she has had to take on extra work in the evenings and weekends to support her brother, who has moved in with her since he lost his job a couple of months ago. Judy tells you that she is happy to support her brother financially until he gets back on his feet but that it is difficult as she now needs to work the extra hours, as well as looking after the house and cleaning up after her brother and his friends, who spend most nights drinking and smoking in the house. Judy expresses concern for her brother who she says is very stressed since he lost his job and easily irritable. She wants to talk to him about getting another job and doing his share around the house, but she is anxious about doing so because he can get very angry. You notice that Judy has a cut on her head and some bruising on her arms but when you ask her about it she dismisses it, saying that sometimes her brother ‘talks with his fists’ and that she’s fine. 1.Explain your responsibilities as the counsellor in this situation. We must support, believe her, be nonjudgmental, have empathy and be congruent with Judy. We must not make judgements. Judy needs to know that this is not her fault and that there is programs and ways to help not just her but her brother, and this can be done without the police and him being put in jail, as this is the preferred way of her culture. Judy must be told about where we stand on confidentiality and let her know that in certain circumstance the counsellor has a legal duty to report. We must know our limitations on how we can help and refer Judy to the right place. 2. What legal issues  could be present in this situation? It is a criminal offence in Australia to be violent. However we have a duty of care and confidentiality that also needs to be considered. It is important to talk to clients who are experiencing domestic violence before reporting (if possible) so they feel supported rather than judged, this reassure them that they are not responsible for the violence but the abuser is. If the person is in immediate danger you must report it. Your organisation may have protocols and policies that address domestic and family violence that you must follow. All counsellors should be aware of domestic and family violence policies, this should be easily accessible at work. 3. What interrelated issues are present in this situation? Judy feels that she has a duty to support her brother as this is expected of her. Judy’s brother being unemployed, cultural expectations, having loss of self-esteem, having her brother be financially dependent on her and her brother having a drug and alcohol dependency are all interrelated issues. 4. What criteria would you use to assess risk in this situation? The primary rule of assessment must be to believe her, and start intervention, states Walker (1984, as cited in James, 2008). I would also need to assess, the severity of the situation, the client’s current emotional state, immediate psychosocial and safety needs, level of client’s current coping skills and resources. I would need to listen, be supportive, reinforce her right to her personal power and if Judy is safe in her environment, I would also inform her of what options and support there is for her. 5. What strategies would you use to help Judy? I would reassure Judy that it is not her fault, I would not make judgements about her situation or judge her on decisions that she makes. I would need to listen to what Judy has to say, be supportive and reinforce her right to take control and make decisions for herself. Letting her know that she can feel free to talk about her abuse. I would let her know that she is not alone and that there are others that have been in the same situation as she is in. I would help her to make a safety plan that she can put into action if needed. I would give Judy phone numbers that she can ring when she needs  to. Helping Judy feel safe and letting her know that she is not alone, will reassure her. 6. What cultural issues may you need to consider when working with Judy? I would have to consider Judy’s aboriginal background and the fact they we were brought up differently. We have different beliefs and cultures. I would need to be sensitive to Judy’s needs and cultural differences. 7. How might your own values and beliefs impact on your ability to work with Judy? How might you overcome these? I would need to make sure that I was emotionally and qualified to help in this situation. I need to make sure that I put my own values aside and not make judgements of Judy. I have to recognise my own limitations and to know when this is impacting on the counselling sessions. Being aware of my own perspective of the situation helps me to recognise my own biases and values. I could overcome them by talking to my supervisor, this will benefit me and the client. If I could not overcome my own values and beliefs I must refer the client, as the client would not benefit having me as a counsellor. I have to take into account of the law and any changes to legislation. 8. What aspects of this situation might a counsellor be required to keep records of and/or report on? I would need to keep records of her name, address, what happened, when it happened and what steps were taken. I would need to keep records of anything that may be used in a legal situation. If any police/medical reports were made. I would need to keep records of all domestic violence situations that I have been told about. 9. What referral options might you consider for Judy? Some of the options for Judy is the domestic hotline, aboriginal liaison officer, mental health, Aboriginal Family Violence Prevention and Legal Service, drug and alcohol centre. I would find out if they have women’s patrols and sobering-up shelters in her area, as this would take into account her aboriginal background and remove her brother from the home without putting him in jail, I could also find out if there is a program that would help â€Å"heal† the offender. I would also advise Judy of Centrelink and the housing commission, as she and her brother may not be aware of the help that they could receive from them. I would give Judy a list of organisations who she could ring if she needed to. I would also speak to my supervisor.

Performance management & Performance appraisal Essay

Nowadays, every company has their human resources department that plays a large part of an organizations and a key to affect business succeeds or not. There are two core threads of human resources department are individual and organizational learning, individual and organizational performance. Human resource management should possess a good management systems and framework; ensure human ability is all used to achieve organization goals. Include strategic human resources management, equal employment opportunity, staffing, talent management and development, total rewards, risk management and worker protection, employee and labor relations. The best organizations understand that managing human resources effectively involves more than focusing only on current employees. It requires a long-term perspective that is responsive to the concerns of current employees; potential future employees and recent employees no longer work for. At the same time, the organizations strive to manage employees effectually, face to many challenges, for instance manning teams, the multicultural workforce, globalization, ethics and corporate social responsibility and metros. Human resources department responsible to provide effectual performance management and system to assist the company is going smooth. Performance management The purpose of performance management is one of the most important and positive developments, achievement of high performance by the organization, managing the business. This is the process of identifying, measuring, managing and developing the performance in an organization. There are showing how well employees perform and finally improve performance level. The further explain that create strategic, integrated process, develop a culture of constantly success to organizations by improving the performance of the people who work in them and by developing the capabilities of individual contributors and teams (Cardy & Leonard , 2011). The development of individuals with competence and commitment, working towards to shared meaningful objectives within an organization that supports the achievement. When the direction is correctly, performance management is a systematic analysis and measurement of workers performance. Also it is a critical and necessary component for individual and organizational effectiveness. When manage a group of workers or others, report the feedback to boss. It must be a process needed for improvement to occur. In performance management, it is getting the right workers into the production line or suitable staff into the system in a very important part of the overall process (Bergstedt, 2010). Performance appraisal Performance appraisal are part of a performance management system, it is ongoing process of evaluating and reviews of employee performance over time. Provide an opportunity for formal communication between management and the employees, concerning each employee what performing on organization. Create two-way interaction between people. It is a good opportunity and let employee express what their comment to bosses is. Open lines of communication throughout the year help to make effective working relationships. Allow management to make decisions about employees within the organization from this communication. Appraisals to make evaluative decisions concerning the workforce including pay raises, promotions, demotions, training, and development and so on. It cans measures skills and realization with reasonable accuracy and uniformity. The management can depend on this reliable information for making strategic planning, may enhance productivity for the firm as well. It provides a way to help identify areas for performance enhancement and to help promote professional growth. Each employee is entitled to a thoughtful and careful appraisal (Harzing, Pinnington, 2011, p.20-28). The success of the process depends on the supervisor’s willingness to complete a constructive and objective appraisal and on the employee’s willingness to respond to constructive suggestions and to work with the supervisor to reach future goals. Difference between performance management and performance appraisal Performance management focus is on performance management, identifies measures, manages, and develops the performance of people in the organization. It is designed to improve worker performance over time. Emphasis is on performance improvements of individuals, teams and the organization. It will continue process with periodical performance review discussions and then performance planning, analysis, review, development and improvements. Defining and setting performance standards are an integral part and designed by the human resources department but monitored under the each departments. Developmental needs are identified in the beginning of the year on the basis of the competency requirements for the coming year. There is review via mechanisms. However performance appraisal focus is on performance appraisal and ratings. It is just a part of the performance management process. Identifies measures, evaluates the employee’s performance, and then discusses that performance with the employee. Normally it is an annual exercise though periodic evaluations are made. The main functions are on ratings and evaluation. The most important component is rewards and recognition of good performance of staff. Designed and monitored by the human resource department. Developmental needs are identified at the end of the year on the basis of the appraisal of competency gaps. There are review mechanisms to ensure objectivity in ratings. (Fraser, 2007) Characteristics of an unsuccessful performance management system Normally, the good performance possesses ability, motivation and opportunity. It should make use of employee skills and have adequate incentives to urge them willingness to do the job. Provide work in an environment with support and way for expression. Unfortunately, driven by the some situational constraints including physical environment, working conditions, use of outcome of appraisal complexity of job, interdependence and lack of financial or human resources to make performance management system be an unsuccessful (Armstrong & Baron, 2005, p. 78-85). Causes of Failure of a performance management system have legislation affirmative action, lack of raters, less training, rating inflation or deflation, unclear purpose, without or ignore feedback, unfair reward system, appraisal instruments, performance Standards, rating accuracy, accountability of raters, management Commitment, no trust and participation and acceptance. ( Luecke & Hall,2006, p.93-98) Characteristics of a successful performance management system Successful performance management system can manage performance over time to ensure that remain productive, and hopefully become even more capable, as progress in their careers. Designing an effective performance management system should including mirror the corporate culture, clear definition and communications of what good performance ensure all senior management support and understand the level of performance. It may train managers in this performance management. To set a clear expectation for employee, acknowledging that people are doing a good job and recognizing them for a job well done. To set a clear manifest that performance in the company is differentiated and that differences in performance are recognized through the reward system. Differentiate performance fairly and effectively; through actions to show poor performance is being address, high performance will have a great rewards. Set an expectations or employee development, adjust the system if needed. Even compete performance management have a well strategic, developmental and administrative, also need line managers and senior management behave in a same way and support. That would be accomplished to achieve the organization goals. (Roberts Alan, 2012) An unsuccessful versus a successful performance management system When an unsuccessful compare a successful performance management system, if under unsuccessful performance management system. Without any clear objective, goals and fair rules in this organization. The whole company will face to employee leave, low morale and not belong to the company. Without employee support and the bad relationship between company. The business must be going worst. On the contrary, if company has a good performance management system with a clear fairly and effectively goals, the employee and management will all support and try the best to achieve goals. The business will be getting better for each part under a pleased environment. (Bhattacharyya, 2011, p.47-52) Some common errors and eliminated The common errors including distributional errors occur in three forms, severity or strictness, central tendency and leniency. There are based on a standard normal distribution. In severity or strictness error, the rater evaluates everyone or nearly everyone. Similarity error occurs when raters evaluate subordinates that judge or consider more similar as better employees. All have a tendency to feel more comfortable with people who feel are more similar. The similarity is based on demographic characteristics such as race. Allow this feeling of comfort with similar individuals to be reflected in the performance appraisal process. It can avoid similarity error by embracing diversity and objectively evaluating individual employees based on their actual performance. Contrast error is the rater compares and contrasts performance between two employees, rather than using absolute measures of performance to measure each employee. For example, the rater may contrast a good performer with an outstanding performer, and as a result of the significant contrast. This would be a contrast error. It can avoid contrast error by objectively evaluating individual employees based on actual performance. Management must use the ranking method correctly; each individual based on the items on the assessment form then rank the individuals based on their assessments. Halo and horn occurs when the evaluator has a generally positive or negative impression of an individual, and the evaluator then artificially extends that general impression to many individual categories of performance to create an overall evaluation of the individual that is either positive or negative In other words, if employees are judged by their supervisor to be generally good employees, and the supervisor then evaluates each of the areas of their performance as good, regardless of any behaviors or results to the contrary, the supervisor is guilty of halo error. It can avoid halo error by remembering that employees are often strong in some areas and weaker in others, and need to objectively evaluate individual employees based on actual performance for each and every item of assessment. Appraisal politics is refers to evaluators purposefully contorting a rating to achieve personal or organization goals. Factors other than performance affect the performance appraisal. These factors are internal in the appraisal system and the organization system. It is occur when raters are accountable to the employee and rated, it appear competing rating goals and direct linking current between performance appraisal and most desirable rewards. In order to lessen this matter, managers should keep in mind and pay attention a fair appraisal system. Central tendency error occurs when raters evaluate everyone under the control as average nobody is either really good or really bad. Proximity error states that similar marks may be given to items that are near each other on the performance appraisal form, regardless of differences in performance on those measures. Regency error occurs when raters use only the last few weeks or month of a rating period as evidence of their ratings of others. Attribution error. In simplified terms, attribution is a process where an individual assumes reasons or motivations such as attitudes, values, or beliefs for an observed behavior. Reducing rater errors is offer reeducating rating errors. Rater training undertaken to make managers aware of rating errors and helps develop strategies for minimizing those errors. This is consisting of the participants view vignettes designed to elicit rating errors, for example contrast. Rater Error Training called frame-of-reference training as well, emphasize the multidimensional nature of performance and raters with the actual content of various performance dimensions. Moreover, accuracy training seems can increasing accuracy and provided the training allows raters to practice making ratings and training feedback. Create a fair system should include train raters on the appropriate use of the process as discussed previously, build top management support for the appraisal system and actively discourage distortion, give raters some latitude to customer performance objectives and criteria for their rates, recognize employee accomplishments that are not self-promoted, make sure constraints for example a budget. Also make sure that appraisal processes are consistent across the company and foster a climate of openness to encourage employees to be honest the weakness. (Salaman, Storey & Billsberry, 2005, p.19-27) Conclusion In conclusion, this essay is proving that good performance management is one of the most important positions in the company. Seeing that it can help employee and management together to achievement the goals under high performance. At the same time, human resources department is a very chief role to develop perfect performance management system and need to avoid some common error. Thus, that’s why human resources are a big part in the organization and influence the whole company. Word count: 2013 Reference Armstrong Michael & Baron Angela (2005): Managing Performance: Performance Management in Action, Chartered Institute of Personnel and Development, CIPD House London, p. 78-85 Bergstedt Martin, (2010) [online] Available at: http://chenected.aiche.org/tools-techniques/the-performance-appraisal-system-part-2-of-effective-employee-performance-management [Accessed October 27, 2012]. Bhattacharyya Dipak Kumar, (2011): Performance Management Systems and Strategies, Dorling Kindersley India Pvt Ltd, licensees of Pearson Education in South Asia p.47-52 Cardy Robert L & Leonard Brian, (2011): Performance Management: Concepts, Skills, and Exercises Second Edition, M.E.Sharpe, Inc New York, p.134-156 Fraser Ross, (2007) [online] Available at: [Accessed July 5 2007]. Harzing Anne-Wil, Pinnington Ashly, (2011): International Human Resources Management Third Edition, SAGE Publications Asia-Pacific Ltd Singapore p.20-28 Luecke Richard, Hall Brian J, (2006): Performance Management: Measure and Improve the Effectiveness of Your Employees, Harvard Business School Press p.93-98 Roberts Alan, (2012) [online] Available at: [Accessed June 25, 2012]. Salaman Graeme, Storey John, Billsberry Jon, (2005): Strategic Human Resource Management: Theory and Practice Second Edition, Published in association with The Open University p.19-27