Guns, schools and criminal minds Essay Example for Free

Guns, naturalizes and criminal minds EssayDue to a massive shootings events in the last years, we, the people have been wondering Is it a good inclination to have guns in our childrens trail? Ive always believe that schools atomic number 18 the safest places in the world, until December 14, 2012, when 20 years old Adan Lanza fat ally shot twenty children and 6 adult staff members at Sandy Hook Elementary School in Newtown, Connecticut. Now, do you recover safe when leaving your child at school? and, would you agree in sending your children off to a place full of guns? David Thweatt, superintendent of schools in Harrold, Texas, described how his small rural district implemented a plan to allow some staff members to carry concealed weapons in addition to other security members. Mr. Thweatt emphasizes that they are at least half-hour forth from closest law enforcement ofcials, they believe that they have done everything possible to protect their children. This plan is called The Guardian Plan. Many people ring that the world without guns would be a world at peace, this people claim that they love their children enough to not want them to go to school prisons.Plenty of new issues can emerge maculation teachers carry guns, who is going to protect them if a teacher lose control? Different opinions say that having an armed staff of educators will only increase the problem, they think that bad people are the problem and government should focus on create better and smarter solutions to keep bad people off to schools. According to teachers, they feel offended when someone scoff the idea of a teacher being trained to use a rearm, they already have much to deal with, such a crowd control, conict resolution, and maintain order amidst chaos. Unfortunately, Mr. Thweatts is not very popular on educators However, a job as a teacher does not require to be armed, they have enough responsibilities to in addition put the weight of carrying a rearm over their shoulders .These money may well be used to buy books, pencils, electronic equipment, to keep classes that have been suspended due to lack of income, and some other directs that we all know most school have. On the other hand, the tragic situation in Sandy Hook Elementary has changed many peoples mind. Having a good guy adequately trained would be a great way to keep terrorist off schools and most important to keep children safe. As long as all the staff involved had passed all different kind of tests, it should be an idea to considerate.We need immediate solutions, and since NRA will always support our gun culture, and acquiring a gun has only became easier we need something that work, something that give us peace every time we leave our kids at school. The Guardian Plan may be our best bet to avoid, and be certified of catastrophic act of terrorist. At the same time that I believe guns against guns are only more death and danger, I also believe that we are not in a position to decline syst ematized plans that will keep our children protected. Many people might believe that the children would be living on the progress while being in a guns environment, for now, and until our society shows progress, I will be strongly agree with the idea of having schools prepared to any kind of terrorist attack.

Reactions to Imprisonment Essay Example for Free

Reactions to Imprisonment EssayWhen an individual is subjected to universe incarcerated for a significant amount of their life, that person once handoutd has had a life experience, which refers them greatly. Whether that impact is prosperous or not depends on the individual. While imprisoned some allow themselves to take advantage of their time by learning form their mistakes, piece of music others utilize their time by becoming more mischievous. A prime example of someone who received a positive impact form being imprisoned is Socrates Fortlow of Walter Mosleys Always Outnumbered, Always Outgunned, this specific individual learned to be zealous, compassionate and resourceful throughout his twenty-seven year sentence in jail. From Socrates release from jail he has displayed an extremely zealous outlook on life. As a man seeking employment, Socrates zealous personality is the key factor in him receiving a job at Bounty Supermarket for boxing and delivering groceries. I been do wn on that point evry day for five days, an evry day I go in there I ask em if they got my okay from the head office yet, is how Socrates explained his persistent attempt to his friend Stony Wile. As a lower class, African American, ex-convict, Socrates is not the ideal candidate for employment.One would believe that without his zealous attitude he would not have been competent to obtain the job he took such superbia in executing. Socrates also made a zealous attempt to modify his violent behavior. For years he gave himself a grade everyday. Anytime he wrote down tribulation somebody had been hurt by those big rock-breaking hands. Socrates found himself in somatic confrontations only when he felt it was necessary. He even attempted to apply physical intimidation to beneficial use. Socrates swore to himself that hed never hurt another person except if he had to for self-preservation. Therefore Socrates zealous attitude served as an aid for him throughout legion(predicate) aspe cts of his life.Compassionate is the descriptive word that comes to hear when contemplating the acts of this convicted murdererSocrates compassion is especially demonstrated when he saves a stray dog and nursed him back to health after(prenominal) an uncaring driver hit the dog. In contrast of what many may think about ex-convicts, this one in particular has a caring feel and discovered is out not only to Bruno, the stray canine still also his friend Right Burke. Right Burke was suffering from cancer and his days were limited.Mr. Fortlow did his best to make this suffering mans last days as comfortable and enjoyable as he could. Although not a wealthy man, Socrates used his heart and his mind to initiate his goals. He not only reached his heart out to Right but also to a troubled adolescent named Darryl. He wanted to reach out to the blubbering child and tell him that it was okay Socrates was the only father Darryl had in his life, so Socrates did his best to show Darryl how t o be a man. He looked out for Darryls pursual the best way he knew how. Although its been said in order for a person to be able to murder they have to have a drop of compassion, Socrates incarceration rehabilitated him into a man full of compassion.Being resourceful is a personality attribute that at person with limited finances and an incarcerated individual pass on quickly obtain. Socrates showed his resourceful nature by actions such as cooking a whole meal on only a hot domicile and restoring round dinette table, with three broken legs, lying in the street into new condition. Mr. Fortlow also tended to himself when he was cut with a broken bottle by ablutionary out the wound and sewing up his ripped up coat.Socrates resourcefulness has been a prosperous effect of his imprisonment. This effect enabled Socrates to conserve his funds on things that were not necessities. He took a bag of leftovers home at the end of every week from the store. These were items that a financiall y stable person would turn their nose up at, but for someone less fortunate such as Socrates they were gourmet foods. One would tend to believe without Socrates resourceful nature, survival wouldve been made much more of a nuisance.A man attempting to survive in a lower class neighborhood needs certain characteristics in order to survive. One would infer that Socrates was able to obtain these attributes through his twenty-seven year imprisonment. Socrates Fortlow was zealous, compassionate and resourceful and without these characteristics he would not have been able to survive.

Assessment of Pressure Ulcers and Reliability of Risk Assessment Tools

Assessment of Pressure Ulcers and Reliability of Risk Assessment ToolsThe purpose of this assignment, is to identify a affected role, under the complaint of the district nursing team, with a mark 1 compel ulceration, to their sacral atomic total 18a. To begin with, it impart give a apprise overview of the unhurried and their clinical story. Throughout the assignment the patient will be referred to as Mrs A, in order to protect the patients identity and maintain confidentiality, in accordance with the guidelines set out by the Nursing and Midwifery Council (NMC 2008). A brief description of a Grade 1 compress ulcer will be given, along with a description of the steps taken in assessing the infract, victimization The Waterlow photographic plate (1985). This assignment will discuss the literature review that was carried out, along with other methods of research utilize, to gather vital breeding on go against carry on , such as the different classifications of wounds and the different peril judging tools available. This assignment, will hold brief overviews, of some the other commonly employ impel ulcer bump discernment tools, that are put to use by practitioners and how they compare to the Waterlow Scale. This assignment will also seek to toweringlight the grandness of using a combination of clinical astuteness, by palmfully monitoring the patients physical and psychological conditions, alongside the at risk chronicle calculated from the Waterlow Scale, in order to refund holistic kick to the patient.Mrs A is a 84 year old lady who has been referred to the district nurses by her usual Practitioner, as he has concerns regarding her pinch areas . pursual a recent f e real she lost her confidence and is now house bound. She now spends more cadence in her chair as she has become dying(p) when mobilising around the house and in her garden. She has a history of high blood military press and occasional angina for which she currently takes Nicorandil 30mg b.d. as prescribed by her General Practitioner , Nicorandil has been recognised as an aetiological aspect of non healing ulcers and wounds (Watson, 2002), this has to be taken into consideration during the judging and throughout the management of her wound. Mrs A has no history of previous falls or problems with her balance. She has always been a confident and independent lady, with no current issues surrounding temperance or diet. She has always enjoyed a coarse network of friends who visit her regularly. It is recommended by National Institute for Health and Clinical Excellence (NICE) that patients should receive an Initial assessment (within the first 6 hours of inpatient care) and current risk assessments and so referrals of this nature are seen on the day, if it is received if non within 24 hrs. In order to establish Mrs As current risk of developing a compress area, an assessment must take mall. An initial holistic assessment, looking at all cont ributing factors such as mobility, continence and sustenance will fork over a baseline that will identify her level of risk as well as identifying any existing pressure persecute.A pressure ulcer is defined as, a localised injury to the fur and / or underlying tissue usually over a raddled prominence, as a result of pressure, or pressure in combination with shear. A number of contributing, or confounding factors, are also associated with pressure ulcers. fit to the European Pressure Ulcer Advisory Panel (EPUAP 2009).Mrs A is more vulnerable to pressure damage, as her skin has become more fragile and flat with age (NICE 2005). There are risk factors associated to the integrity of the patients skin and also to the patients general health. Skin that is already damaged, has a higher incidence of developing a pressure ulcer, than that of healthy skin. Skin that becomes too dry, or is more moist due to possible incontinence, is also at higher risk of developing a pressure ulcer tha n healthy skin. An elderly persons skin is at increased risk, because it is more fragile and thinner than the skin of a younger person. Boore et al (1987) set the following principles in caring for the skin to pr sluicet pressure damage, skin should be kept clean and dry and not left to remain wet. The skin should also not be left to dry out to prevent any accidental damage . ascribable to Mrs A disbursal more time sitting in her chair, she has become at a higher risk of developing a pressure tippy, as she is less mobile. The reason being It becomes rough for the blood to circulate causing a lack of oxygen and nutrients to the tissue cells. Furthermore, the lymphatic system also begins to suffer and becomes unable, to properly remove waste products. If the pressure continues to increase and is not relieved by equipment or movement. The cells washstand begin to die, leaving an area of dead tissue resulting in pressure damage. Nelson et al (2009) states, pressure ulcers can caus e patients functional limitations, emotional distress, and pain for persons affected. The development of pressure ulcers, in various healthcare settings, is often seen as a reflection of the caliber of care which is being provided (Nakrem 2009). Pressure ulcer prevention is very important in everyday clinical practise, as pressure ulcer treatment is big-ticket(prenominal) and factors such as legal issues book become more important. EPAUP (2009) have recommended strategies, which include frequent repositioning the use of special support surfaces, or providing nutritional support to be included in the prevention.In order to gather evidence ground research, to support my assignment. I undertook a literature review of the Waterlow Scale and Classifications of Grade 1 pressure untougheneds. The databases used were the Culmulative Index to Nursing and Allied Health Literature (CINAHL) and OpenAthens. I used a variety of search basis including pressure sores, Grade 1 classification, Waterlow Scale, and How pressure sore risk assessment tools compare. Throughout the literature review the information was ga in that locationd from sources using a visualize range between the years of 2000 2011, although some references were found from sources of information that are from a much later date. This method of research go outd a plethora of articles and guidelines were collated and analysed. The bank guidelines in wound care were used, to show how we implement theory into practise in the community, using the wound care formulary. There was a vast tally of information available, as pressure area care is such a broad subject. The search criteria had to be narrowed down, in some cases to ensure the information gathered was relevant and not beyond the scope of the assignment. The evidence used throughout this assignment, is based on guidelines and recommendations given by NICE (2001), EPUAP (2001) and articles sourced from The Journal of federation Nursing (JCN). This was the most accurate information and guidance on pressure ulcer classifications and assessment although, some articles may not have been the most recent.The assessment tool used throughout my area of work, is the Waterlow Scale. The Waterlow Scale was developed by Judy Waterlow in 1985, while working as a clinical nurse t individuallyer. It was primitively designed for use by her student and is used to measure a patients risk of developing a pressure sore. It can also be used as a guide, for the ordering of effective pressure relieving equipment. All National Health Service (NHS) trusts have their own pressure ulcer prevention policy, or guidelines and practitioners are expected to use the risk assessment tool, specified in their trusts policy. NICE (2003), guidance states, that all trusts should have a pressure ulcer policy, which should include a pressure ulcer risk assessment tool. However, it reminds practitioners that the use of risk assessment tools, should be thought of a s an aid to the clinical judgement of the practitioner. The use of the Waterlow tool enables, the nurse to assess each patient according to their individual risk of developing pressure sores (Pancorbo-Hidalgo et al 2006). The scale illustrates a risk assessment scoring system and on the reverse side, provides information and guidance on wound assessment, dressings and preventative aids. There is information regarding pressure relieving equipment surrounding, the three levels of risk highlighted on the scale, and also provides guidance, concerning the nursing care given to patients. Although the Waterlow score is used in the community setting, when calculating the risk assessment score, it is vital that the nurse is aware of the difference of opinion in environment the tool was originally developed for.The tool uses a combination of core and outside(a) risk factors that contribute to the development of pressure ulcers. These are used to coif the risk level for an individual patient . The underlying factors include disease, medication, malnourishment, age, dehydration / fluid stance, lack of mobility, incontinence, skin condition and weight. The external factors, which refer to external influences which can cause skin distortion, include pressure, shearing forces, friction, and moisture. There is also a special risk section of the tool, which can be used if the patient is on certain medication or recently had surgery. This contributes to a holistic assessment of a patient and enables the practitioner to provide the most effective care and appropriate pressure relieving equipment. The score is calculated, by counting the scores given in each category, which apply to your patients current condition. Once these have been added up, you will have your at risk score. This will then indicate the steps that wishing to be taken, in order to provide the appropriate level of care to the patient. appellative of a patients risk of developing a pressure sore is often con sidered the most important stage in pressure sore prevention (Davis 1994).During the assessment a skin inspection takes place of the most vulnerable areas of risk, typically these are heels, sacrum and parts of the body, where sheer or friction could take place. Elbows, shoulders, back of orient and toes are also considered to be more vulnerable areas (NICE 2001). When using the Waterlow tool to assess Mrs As pressure risk, I found she had a score of 9. concord to the Waterlow scoring system she is not considered as being at risk as her score is less than 10. As I had set in my assessment, she had a score of 2, for her skin condition due to Grade 1 pressure ulcer to her sacrum. I felt it incumbent, to highlight her as being at risk. A grade 1 pressure ulcer on her sacral area, possibly due to her recent loss of confidence and reduced mobility which has left Mrs A spending more time in her chair.Pressure ulcers are assessed and graded, according to the degree of damage to thetis sue. The National Pressure Ulcer Advisory Panel (NPUAP), classifies pressure ulcers based on the depth of the wound. There are four classifications (Category/Stage I through IV) of pressure damage. In addition to these, two other categories have been defined, unstageable pressure ulcers and inscrutable tissue injury (EPUAP, 2009) Grade 1 pressure damage is defined, as a non-blanchable erythema of intact skin. Indicators can be, discolouration of the skin, warmth, oedema, induration or hardness, peculiarly in people with darker pigmentation (EPUAP, 2003). It is believed by some practitioners, that blanching erythema indicates Grade 1 pressure damage (Hitch 1995) although others suggest that, Grade 1 pressure damage is present, when there is non-blanching erythema (Maklebust and Margolis, 1995 Yarkony et al, 1990). The majority of practitioners, agree that temperature and colour play an important role, in identifying grade 1 pressure ulcers (EPUAP, 1999) and erythema, is a factor i n almost all classifications (Lyder, 1991). The pressure damage usually occurs, over boney prominences (Barton and Barton 1981). The skin in a Grade 1 pressure ulcer, is not broken, but it requires protection and monitoring.At this stage, it will not be cognize how deep the pressure damage is, regularmonitoring and assessment is essential. The pressure ulcer may fade, but if thedamage is deeper than the superficial layers of the skin, this wound could eventuallydevelop into a much deeper pressure ulcer over, the following days or weeks.A Grade 1 pressure ulcer, is classed as a wound and so I have commenced awound care plan and also a pressure area care plan. I will also ensure, Mrs A hasregular pressure area checks in order to prevent the area breaking down. Thepressure area checks will take place weekly until the pressure relieving equipmentarrives, this will then be reduced to 3 monthly checks. Dressings can be applied toa Grade 1 pressure ulcer. They should be simple and offer s ome level of protection.Also, to prevent any further skin damage a film dressing is often used, or ahydrocolloid to protect the wound area (EPAUP, 2009) . These dressings will assist inreducing further friction, or shearing, if these factors are involved. It is consideredthe best way to treat a wound, is to prevent it from ever occurring. Removing theexisting external pressure, reducing any moisture, which can occur if the patient isincontinent and employing pressure relief devices, may contribute to wound healing.Along with adequate nutrition, hydration and addressing any underlying medicalconditions.The advice given to practitioners, on the reverse of the Waterlow tool is to provide a100mm foam cushion, if a patients risk score is above 10. As MrsA has an at risk score of 9, with a Grade 1 pressure sore evident, I feel itappropriate to provide the pressure relieving mattress and cushion to prevent anyfurther pressure damage developing. All individuals, assessed as being vulnerable topressure ulcers should, as a minimum provision, be placed on a high specificationfoam mattress with pressure relieving properties (NICE, 2001). As I am providing acushion and a mattress, it is not felt necessary to apply a dressing at this point.However, the area will need regular monitoring, as at this stage it is unknown howdeep the pressure damage is. If proactive care is given in the prevention andtreatment of pressure ulcers, with the use of risk assessments and providingpressure relieving resources, the pressure area may resolve. Pressure ulcers can becostly for the NHS, debilitating and painful for the patient. With basic and effectivenursing care offered to the patients, this can often be the key to success. happiness (2000) suggests that the majority of Grade I ulcers heal, or resolve withoutbreaking down if pressure relief is put into place immediately. However, experiencesin a clinical settings supports observations, that non-blanching erythema can oftenresult in irre versible damage (James, 1998 Dailey, 1992).McGough (1999) during a literature search, highlighted 40 pressure ulcer riskassessment tools, but not all have be considered suitable, or reliable for all clinicalenvironments. As there are many different patient groups this often results in a widespectrum of different patient needs. The three most commonly used tools in the United Kingdom (U.K.) are, The Norton scale, The Braden Scale and The Waterlow Scale.The first pressure ulcer risk assessment tool was the Norton scale. It was devised by Doreen Norton in 1962. The tool was used for estimating a patients risk for developing pressure ulcers by giving the patient a evaluate from 1 to 4 on five different factors. A patients with a score of 14 or more, was identified as being at high risk. Initially, this tool was aimed at elderly patients and there is little evidence from research gathered over the years, to support its use outside of an elderly care setting. Due to increased research ov er the years, concerning the identification and risk of developing pressure ulcers, a modified version of the Norton scale was created in 1987.The Braden Scale was created in the mid(prenominal) 1980s, in America and based on a conceptual schema of aetiological factors. Tissue tolerance and pressure where identified, as being significant factors in pressure ulcer development. However, the validity of the Braden Scale is not considered to be high in all clinical areas (Capobianco and McDonald, 1996). However, EPAUP (2003) state The BradenRisk Assessment Scale is considered by many, to be the most valid and reliablescoring system for a wide age range of patients.The Waterlow Scale, first devised in 1987, identifies more risk factors than the Braden and the Norton Scale. However, even though it is used widely across the U.K., it has still be criticised for its ability to over predict risk and ultimately result in the misuse of resources (Edwards 1995 McGough, 1999).Although there are v arious tools, which have been developed to identify a patients individual risk, of developing pressure sores. The majority of scales have been developed, based on ad hoc opinions, of the importance of possible risk factors, according to the Effective Healthcare Bulletins (EHCB, 1995). Franks et al, 2003 Nixon and Mc Gough, 2001, challenged the predictive validity of these tools, suggesting they may over predict the risk, cause expensive cost implications, as preventative equipment is put in place, when it may not always be necessary. Or they may under predict risk, so a patient maybe assessed as not being at high risk, develops a pressure ulcer. Although the Waterlow scoring system, now includes more objective measurements such as Body potful Index (BMI) and weight loss after a recent update. It is still unknown, due to no published information, whether the reliability of the waterlow tool, has improved since the changes that took place. It has been recognised, as a fundamental fla w of these tools and due to this clinical judgement, must always be taken into consideration alongside the results that have been measure, from the use of the risk assessment. This is clearly recognised by NICE, as they advise their use as an aide-mmoire (2001). The aim of Pressure ulcer risk assessment tools, is to measure and quantify pressure ulcer risk. To determine the quality of these measurements the evaluation of validity and reliability would usually take place. The validity and reliability limitations, of pressure ulcer risk tools are widely acknowledged. To overcome these problems, the dissolver that is recommended is to combine the scores of pressure ulcer risk tools, with clinical judgment (EPAUP 2009). This recommendation, which is often seen in the literature, unfortunately is inconsistent as Papanikolaou et al (2007) states If pressure ulcer risk assessment tools have such limitations, what contribution can they make to our confidence in clinical judgment, other tha n prompting us about the items, which should be considered when making such judgments?. Investigations of the validity and reliability, of pressure ulcer risk tools are important, in evaluating the quality, but they are not sufficient to judge their clinical value. In the research of pressure ulcer tools, there have been few attempts made to compare, the different pressure ulcer risk assessment strategies. Referring to literature until 2003, Pancorbo Hidalgo et al (2006) identified three studies, investigating the Norton scale compared to clinical judgment and the impact on pressure ulcer incidence. From these studies, it was concluded that there was no evidence, that the risk of pressure ulcer incidence was reduced by the use of the risk assessment tools. The Cochrane review (2008), set out to determine, whether the use of pressure ulcer risk assessment , in all health care settings , reduced the incidence of pressure ulcers. As no studies met the criteria, the authors have been u nable to answer the review question. At present there is only weak evidence to support the validity, of pressure ulcer risk assessment scale tools and obtained scores contain varying amounts of measurement error.To improve our clinical practise, it is suggested that although tools such as theWaterlow Scale are used to distinguish a patients pressure ulcer risk, otherinvestigations and tests, may need to be carried out to ensure a effectiveassessment is taking place. Practitioners may consider, various blood tests and morein depth history taking, including previous pressure damage and medications. Patientsmodus vivendi and diet should also be taken into consideration and where appropriate, anutritional assessment should be done if recent weight loss, or reduced propensity isevident. Nutritional assessment and screening tools are being used more readily and appear to be becoming more relevant in managing patients who are at risk of or have a pressure ulcer. The assessment tools shoul d be reliable and valid, and as discussed previously with other risk assessment tools they should not replace clinical judgement. However, the use of nutritional assessment tools can help to bring the nutritional status of the patient to the attention of the practitioner, they should then consider nutrition when assessing the patients vulnerability to pressure ulcer development. The nutritional status of the patient should be updated and re-assessed at regular intervals following a assessment plan which is individual to the patient and includes an evaluation date. The condition of the individual will then allow the practitioner to decide how frequent the assessments will occur. The EPUAP (2003) recommends that as a minimum, assessment of nutritional status should include regular weighing of patients, skin assessment, documentation of food and fluid intake.As Mrs A currently has a balanced diet, it is not felt necessary to undertake, anutritional assessment at this point. Her weight can be updated on each review visit,to assess any weight loss during each visit. If there is any deterioration in hercondition, an assessment can be done when required. Continence should also betaken into consideration and where necessary a continence assessment should takeplace. Incontinence and pressure ulcers are common and often occur together.Patients who are incontinent are generally more possible to have difficulties with theirmobility and elderly, both of which have a strong association with the developmentof pressure ulcers (Lyder, 2003).The education of staff, surrounding pressure ulcer management and prevention, isalso very important. NICE (2001) suggest, that all health care professionals, shouldreceive relevant training and education, in pressure ulcer risk assessment andprevention. The information, skills and knowledge, gained from these trainingsessions, should then be cascaded down, to other members of the team. Thetraining and education sessions, which are provided by the trust, are expected tocover a number of topics. These should include, risk factors for pressure ulcerdevelopment, skin assessment, and the alternative of pressure equipment. Staff arealso updated on policies, guidelines and the latest patient educational information(NICE 2001).Education of the patient, carers and family, is essential in order to achieve optimumpressure area care. Mrs A is encouraged to mobilise regularly, in order to relievethe pressure as a Grade 1 pressure sore has been identified, she is at a significantrisk of developing a more severe ulcer. Interventions to prevent deterioration, arecrucial at this point. It is thought, that this could prevent the pressure sore fromdeveloping into a Grade 2 or worse. NICE (2001) have suggested, that individualsvulnerable to or at elevated risk of developing pressure ulcers, who are able andwilling, should be informed and educated about the risk assessment and resultingprevention strategies. NICE have devised a booklet for patients and relatives, calledPressure Ulcers Prevention and discourse (NICE Clinical Guidance 29), which givesinformation and guidance on the treatment of pressure ulcers. It encourages patientsto check their skin and change their position regularly. As a part of inviolable practise,this booklet is given to Mrs A at the time of assessment, in order for her todevelop some understanding of her pressure sore. This booklet is also given to thecare givers or relatives so they can also gain understanding, regarding the care andprevention, of her pressure ulcer. An essential part of nursing documentation, is careplanning. It demonstrates the care, that the individual patient requires and can beused to include patients and carers or relatives in the patients care. Involvement ofthe patient and their relative, or carer is advisable, as this could be invaluable, tothe nurse planning the patients care. The National Health Service modernisationAgency (NHSMA 2005) states clearly that per son centred care is vital and that care planning involves negotiation, discussion and shared decision making, between the nurse and the patient.There were a number of improvements that I feel could have been made to the holistic care of Mrs A. I feel that one of the fundamental factors that needed to be considered , were the social needs of the patient. As I feel they are a large contributing factor, towards why the patient may have developed her pressure sore. The patient was previously known to be a very sociable lady, who gradually lost her confidence, resulting in her not leaving the house. There are various schemes and services available, which are provided by the local council or volunteer services, to enable the elderly or people unable to get around. For example, an option which could of been suggested to Mrs A are services such as Ring and Ride, or Werneth Communicare. Using these services or being involved in these types of schemes, may have empowered Mrs A to leave the house on a more regular basis. This would enable her to build up the confidence, she lost following her fall. This would have also lead to positive impact on the patients psychological care, as Mrs A would have been able to overcome her fears of leaving the house, enabling her to see friends and gain communications lost. As previously mentioned in this assignment, although Mrs A had a score of 9, which is not considered an at risk score. I still felt it necessary to act on this score, even though the wound was a not considered to be critical. If it is felt the patient is at a higher risk than that shown on the assessment tool, the practitioner should use their clinical judgement, to make crucial care decisions. It should also be considered, by the practitioner that risk assessment tools such as The Waterlow scale, may not have been developed, for their area of practise. Throughout the duration of Mrs As wound healing process, a holistic assessment of her pressure areas and general h ealth assessment were carried and all relevant factors, were taken into consideration. The assessment tool used to assess her pressure areas, is the most common tool used currently in practise and the tool recommended by the Trust.To conclude, there is evidence to prove that pressure ulcer risk assessment tools are useful, when used as a guide for the procurement of equipment. However, they cannot be relied upon solely to provide holistic care to a patient. It has been highlighted, that to ensure a holistic assessment of patients, it is necessary to complete a variety of assessments, to create a complete picture. Although The Waterlow scale covers a number of factors that need to be considered, throughout the assessment, it has become evident that the at risk score, can often be over or under scored depending on the practitioner. Clinical judgement has proved to be, a very important aspect of pressure ulcer prevention and treatment. The education of the patient, carer and relatives has also been highlighted, as an important aspect of care. Empowering the patient with information regarding their illness, may decrease the healing time and help prevent has further issues.

Leadership theories in the context of healthcare management

Leadership theories in the context of healthcare whileagementDo healthcare human racegers need leading theories? Critically approximate at least two leadinghip theories in the context of healthcare management. According to Huczynski and Buchanan (2007), Leadership is defined as the process of influencing the activities of an organised group in its feat towards goal setting and goal achievement. Grint (20052) describes drawing cardship as a function of relationship among leaders and followers, rather than simply reduceed on the person of the leader. According to Bass (199019), leading is an interaction between two or to a greater extent members of the group that often involves a structuring or restructuring of the situations, perceptions and expectations of the members. thus it suffer be utter from the higher up definitions that leading is enacted with relationships with separates i.e. the followers and leadership is widely distributed throughout the organization. He althcare organisations around the world spend enormous meat of m unmatchabley in infrastructure and renovating facilities in hospitals, but spend a relatively less time or effort for the management of plenty who lead in it. impelling leadership is therefore necessary for the smooth functioning of healthcare organization.According to Gunderman R. (2009), healthcare leaders should understand the nature of the organization where they domesticate and should reverse in harmony with physicians, nurses, technologists, administrators and other members of organization. The people who work in healthcare organizations as leaders should understand the needs of the people they work with and should do them in order to increase their performance. Thus the overall performance of the organization depends upon the behaviour of leaders with their followers. Failure to understand human motivation endure end point in downfall of the organization. Medical leaders should find out at the followin g questions Which is more effective way to deal with the workers, benefits such as salary raises and prevalent praise, or sticks, such as threat of termination and reduction in compensation? How can we improve workers performance, through tighter control or by increase autonomy and empowerment? If the crucial needs of the workers are not fulfilled it can affect their commitment towards organization and whitethorn result in monetary instability of the organization.Leadership and management are often compared under the same platform. People are often conf subroutined and ask a question, Are managers leaders? The decide is NO, they differ from individually other in m whatsoever ways. Leadership is one of the roles that managers lease to play and is therefore a subset of management. According to Gopee and Galloway (2009), management is slightly measuring and monitoring performance against pre-determined goals, following policies and procedures, controlling and organizing the struc ture and systems, works within resource allocation and maximizing output and productivity for the organization. Whilst on the other side leadership is closely being heapary, anticipating change, motivating and inspiring workers and focusing on development of individualistics. Watson (1983), describes seven Ss models to distinguish between leaders and managers. According to Watson (1983), managers primarily rely upon 3 Ss namely strategy, structure and systems, whereas leaders depends on 4 soft Ss called style, lag, skills and shared goals. Hollingsworth (1999) suggests fundamental differences between leaders and managers. According to him managers do things sort out i.e. they are transactional, while leaders do the right things i.e. transformational, managers administer while leaders innovate, manager focus on systems and structure while leaders focus on people. Thus leadership is a two-way process based on leader-follower relationship while management is based on relationship between the people working in the organization as individuals or teams. (Gopee and Gathway, 2009).Theories of LeadershipSeveral leadership theories pay emerged over the past suggesting practical applications of leadership and its concept. incompatible leadership theories that are developed since 1920s are listed belowTime period1920s1940sTheoryTrait or Great man theoryBarnard (1938) for prescriptives Ghiselli and Wald Doty (1954) for the descriptives.Style or behavioural theoryBlake and Mouton (1964), Likert (1961) and McGregor (1960)FocusIntelligence, initiative and self-assurance.Participative culture, Represented a more democratic humanistic woo to the use of man in organisations and come at the time of reaction against scientific management.1960sContingency theoryFielder (1967), Schein (1980) and Vroom and Yetton (1973)An integrative way of tone at leadership, more specific to task work group and position of leader within that work group. A best fit lift.1980s property con tingencies theoryBennis (1992), Kotter (1982), Mant (1983) and Peters and Waterman (1982)This theory particularly foc apply on American Business leaders with just approximately perceptive comments as advantageously as Anglo-Saxon leadership habits.1990sTransformational leadershipBass and Avolio (1993), Cunningham and Kitson (2000a, 2000b) and Sushter (1994)Four components. 1. Idealised influence 2. Inspirational motivation 3. Intellectual stimulation and 4. Individualised consideration.Late 90s-2000sContemporary theories.Goleman (1999), Jumaa (2001),Alleyne (2002), Goffee and Jones (2000) charismatic leadershipConnective leadershipServant leadershipTransactional leadershipTransformational leadershipAdapted from- Jasper M. and Jumaa M (2005), Effective Healthcare Leadership,page-25-26Trait or Great man leadership theory.According to this theory certain persons boast inborn leadership characters. Many studies were conducted by the end of 1950s which explored specific characterist ics of effective leaders. (Handy 1993). These studies described world-shaking correlation between leadership effectiveness and following traitsIntelligenceSelf-confidenceKnowledgeInitiativeSupervisory abilityIntegrityBass (1990), based on several findings from studies developed a profile of traits that are marked in effective leaders. These are categorised in 3 areas mainlyIntelligence-Judgement-Decisiveness-Knowledge-Fluency constitution-Adaptability-Alertness-integrity-NonconformityAbility-Cooperativeness Popularity-Tactyet the trait theory has certain weakness and problems standardizedthe traits are in truth difficult to define accurately or to understand amplymany exceptional leaders do not possess all identified leadership traitsit cannot be concluded that a person is better or worse as a manager or leader only by possessing one or two traits.It is still questionable whether an individual could have all the traits for being a leader.However despite of many other leadership theories emerged today, trait theory has not been completely disregarded. For example- Recent research home(a) conducted by kouzes and Posner (2007) concluded that Admired Leaders were likely to draw out specific characteristics, whereas 50% or more respondents selected Honest (88%), Forward looking (71%), suitable (66%) and inspiring (65%). Around 28-47% of respondents selected intelligent, broad minded, straightforward, co-operative, dependable and imaginative as specific characteristics of effective leaders while less than 25% of people selected ambitious, caring, mature, courageous, loyal, self controlled and independent. However there is no evidence between the correlation of nature and the essential characteristics of leader nor on what an effective leader is. It can be seen as trait of position, or power or knowledge and wisdom. Kotter (1990) suggested the functional approach and rivet on the fact that the performance can be improved can be improved by training and the le adership skills can be developed over a period of time and completeded. He also suggested that organisations should not stop for leaders to come by their own rather grow their own by identifying employees which have certain potential to be a good leader.Transactional and Transformational theories have gained popularity for Leadership in Healthcare Organizations out of the various leadership theories available.Transactional leadership theory.Transactional theory of leadership is based on leading people by the sexual abstention of management position held in the organizational hierarchy. It is seen that in this theory leaders identify the needs of the followers and transact with them. Thus this theory is considered as a social exchange process based on the power and reward system. In healthcare organisations this theory is tie in to the achievement of organizational goals which also includes be health of local population.( Gopee and Galloway, 2005)According to Bass and Riggio (20 06), the transactional theory is based on the leaders who are successful or effective in such a way that they maintain equilibrium and harmony by fulfilling their roles according to the procedures and policies and use incentives to enhance employee loyalty and performance. The transactional leader sets goals, gives direction and uses rewards to strengthen employees behaviour towards meeting or exceeding established goals (McGuire and Kennerly 2006). Although this theory supports status quo and is more predictable but it has also been criticised by various authors as it is lacking vision for future of the healthcare organisation. Thus the transactional theory of leadership has a very narrow focus and the leader can have a naughty self interest which may eventually lead to disturbance in the organisational structure.(Gopee and Galloway, 2009)Transformational leadership theoryTransformational leadership is widely supported leadership approach for healthcare. According to Burnes (1978) , transformational leadership is identified as a process where one or more person engage in such a way that leaders and followers raise one another to higher level of motivation and cleanity. In transformational leadership leaders motivate their followers by transcending their own self interests, elevating their needs and making them certain of the mission of larger entity of the organisation where they belong. (Bass 1995). Transformational leadership is considered superior to the transactional leadership style as the whole workforce is developed as the part of the process whose main function is delivering organisations objective. This can be achieved by fostering identification, going beyond simple leader-follower transaction and developing and intellectually stimulating employees. (Vandenberghe et al. 2002).According to Murphy (2005), transformational leaders are visionary, self-confident, and self-aware in breaking professional boundaries to develop a multidisciplinary team app roach towards patient care. Transformational leaders jolly along the followers and motivate them to operation leadership by encouraging their notion that have the potential to achieve high aims. Thus a transformational leader is the catalyst for creating new innovative organisational paradigms (Murphy 2005 135). The transformational leadership style is described by Markham (1998) as collaborative, consultative and consensus seeking and attributing power to interpersonal skills and personal contact.Thus the transformational leadership allow the followers to develop ideas and aspirations on how things could be better in healthcare settings. It articulates a vision for betterment of the healthcare services and thus allows one to work for raising the standards of care and treatment. Manley (2001) identifies sextet transformational leadership processes in practiceAbility to develop a shared visionInspiring and communicatingValuing othersChallenging and stimulatingDeveloping want mod ifyUsing these processes, transformational leaders assist the people working with them to become empowered and take responsibility of ownership to practice challenges and solutions (Sashkin and Burke 1990). The impact of transformational leadership does not restrict to development of individuals but it can also produce significant changes in practice settings by influencing the organisational culture. One of the main features of the transformational leaders is that they can inspire other people to follow their clear vision and that they demonstrate self-confidence in their ability to articulate the vision and promote change.( Mullally 2001). Transformational leadership is also compared to that of a leadership style previously called as charismaticleadership which is now out of fashion. For example, people like Hitler, Churchill, Mussolini, Mao Tse Tung and The Reverend Moon have been perceived as charismatic leaders in the past but in todays modern era it will be difficult to call t hem as transformational leaders. Charismatic leaders are assumed to use their magnetic personalities to attract the followers. They are usually good orators and share their imaginary ideas with followers to create a common purpose. For example-Barack Obama demonstrate this ability during his election campaign and is believed to demonstrate complex ideas in a comprehensible manner to his followers.The concept of transformational leadership and its applications in complex organisations such as healthcare is based on tetrad central components (Bass 1998), (Plesek and Wilson 2001)Idealised influence (charisma)Inspirational motivationIntellectual stimulationIndividualised considerationTransformational leadership matter has been debated since the past three decades because the above four components can reflect the potential for causing organisational harm and destruction if the leader in the framework is supported by worked up intelligence (Goleman 2000a) to guide them through the swam py lowlands of organisational life (Schon 1983). According to Manley (2000) the transformational leadership approach is highly beneficial for the healthcare organisations as it has positive effects in the organisational change. An analysis of transformational leadership style in North America has shown qualities of integrity and honesty all strengthen by strong core of moral and ethical values (Bashor 2000).The key principle required in applying the transformational leadership in healthcare organisation needs practically openness and honesty in all interactions (Jasper 2005). The use of personal qualities (such as charisma, influencing skills and conference) needs to be equally balanced by high levels of understanding and personal insight. This can be achieved through self perception and feedback from other colleagues. The ability to inspire and motivate depends upon the process of visioning. The leaders should be able to describe their ideas with clarity and details and should e xplain virtually the future consequences. To achieve this vision one should start working for the future vision by learning from the past realities and should show a collective effort where everyone has an opportunity to participate in the creation (Fenton 2003). Intellectual stimulation can be achieved by maintaining mental and intellectual alertness and acuity which can be gained by encouraging open criticism and debate of wide ranging evidence base thus it helps to form the foundation of substantive change. The development of all individual towards their potential is one of the goals of transformational leadership. This can only be achieved by sharing thoughts of power bases in twain organisations and interpersonal relationships. (Jumma and Jasper 2005).Thus it is seen that the two leadership approaches i.e. transformational and transactional approach are different from each other. Transactional leadership mainly involves transaction between the managers and their managed peopl e while transformational leadership mainly focuses on various radical changes that can present challenges and growth for all.Comparison of Transformational and Transactional leadership approachesTransformational leadershipTransactional leadershipMerges own, followers and theorganisations goals, desire valuesinto common goal.Generates employee commitment to the vision.Challenges subordinateRewards informally and personallyIs emotional passionate about existing and new venturesSees home and work on a continuumAims to maintain equilibrium and status quoIs task-centred and orderlyCoaches and fosters sheltered learningUses outside rewardsHigh self-interestSees home and work as separateentities.Adapted from- Gallow and Gopee (2009), Leadership and Management in Healthcare, page-59Limitations of transformational theoryAlthough transformational leadership skills are highly desirable for effective functioning of an organisation, many management theorists like Bass, Avoliio and Goodheim (19 87) think that transformational leadership alone can cause problem in long time. According to them transformational qualities must(prenominal) be coupled with more transactional qualities of day to day managerial role. According to Bass and colleagues, the transformational leader will fail without the tralatitious management skills. (Marquis and Huston 2009). They believe both sets of characteristics should be present in same person in different proportion. In Johnsons (2005) research he suggested that highly effective managers require both vision as well as specific plan to carry out their plans for achieving goals.Concept of leadership within the British National Health ServiceThe bare-assed Labour Government included leadership as the part of their modernisation of the NHS and has been enshrined in the work of the NHS Leadership Centre, created in 2001as a part of NHS Modernisation dominance (The NHS Plan, DH 2000). The centre launched the NHS Leadership Qualities mannequin in 2002 (NHS Leadership centre 2003) the components of this framework contains 15 qualities organised in 3 clusters of setting direction, personal and delivering the service.Components of NHS Leadership Qualities FrameworkSetting directionPersonal qualitiesDelivering the serviceBroad scanningIntellectual flexibilitySeizing the futurePolitical astutenessDrive for resultsSelf beliefSelf awarenessSelf managementDrive for achievementPersonal integrityEmpowering othersHolding to accountLeading change through peopleEffective and strategic influencingCollaborative workingThese qualities reflect the values and beliefs intrinsic within the Governments political stance. Here the emphasis is on personal attributes and qualities as opposed to that of traditional source of authority and power or target driven incentives derived from business culture (Jumaa 2005). These qualities are considered as a set of key characteristics, attitudes and behaviours that a leader must possess in order to delive r the NHS planSetting the standard for leadership in NHSAssessing and developing high performance in leadershipIntegrating leadership across the service and related agencyIndividual and organisational assessmentAdapting leadership to suit changing context.Case studies to demonstrate effectiveness of leadership theories.Case study 1.To measure the effectiveness of the new leadership framework in NHS, healthcare commission (now-Care Quality Commission) conducted a NHS staff muckle. It was conducted in October 2003 and is plausibly the largest workforce survey in world. Total 572 organisations took part and around 203,911 NHS employees responded to the survey questionnaire. (www.cqc.org.uk) Results were produced before Healthcare Commission Executive Anna Walker. According to the survey more than 200,000 staff people told they liked working with NHS. Most of them were convenient with their jobs but some part of the staff reported poorer work-life balance and higher level of work rel ated stress. Thus healthcare commission urged NHS organisations to investigate and address these issues and try to get solution for it through more effective leadership approach.The fifth annual national survey of NHS staff was conducted between October and December 2007. In this survey 156,000 employees from all 391 NHS trusts in England responded to a questionnaire asking about their views and experience of working with the NHS. The aim of this survey was to look at the attitudes and experience of NHS staff so that the employers can review their own staff and take necessary action. The results of the survey showed that job satisfaction remained high among most of the staff. 75% of staff was satisfied or very satisfied as well as satisfaction with the amount of responsibility. While in price of staff engagement mixed results were seen. Around only 23% i.e. less than quarter of staff agreed that senior managers involve staff in substantial decisions and only 22% agreed that collo quy between staff and senior management is effective. While only 26% of staff were satisfied, or very satisfied with the extent to which trust values their work. This was the single most common reason given by those thinking of leaving their jobs. Along with this 8% of staff said they had experienced some discrimination at work in the previous 12 months. About 3% said they had been discriminated against their ethnic background.Thus it can be concluded from the above two studies that the NHS staff were generally satisfied with their jobs. However there were some areas where significant action is needed for improvement. The NHS should also make some effective plans to value staff and engage them successfully in important decisions-making. While NHS should also do more in order to improve the communication between staff and senior management.Case study 2.The Healthcare Commission also conducted 5 surveys in 2004 to find out patients overall experience about the new NHS. The questionnai res and methodology were designed by the NHS Surveys Advice Centre at Picker institute Europe. About 850 eligible people were identified from each trust that took part. A total of 568 NHS organisations and 312,348 patients took part. The response rate for the patients varied from 63% for the adult in patient survey and 42% for the mental health survey. Results were published in offshoot week of august 2004 and the Commission reported that patients gave positive opinions about the high quality care they received at the NHS. Majority of patients said they have trust and confidence in the clinical staff. They are listened to and treated with lot of dignity. Thus a great improvement in communication between the NHS staff and patients was seen and people were allowed to give their own suggestions regarding the facilities they would like to see as an improvement for the organisation. (Jasper and Jumaa 2005)Case study 3.The following case study is based on my experience of working at a Mu ltinational Pharmaceutical caller-out, Zydus-Cadila healthcare limited, India. It is an innovative global pharmaceutical company that discovers, manufacture and markets a wide range of healthcare products. It produces products like Active Pharmaceutical Ingredients (API) to formulations like tablets, capsules, syrups etc Along with this it also manufactures various animal health products and cosmeceuticals. Headquarter of the company is located in Ahmedabad, India. It also has its offices spread across four continents and different countries including USA, Europe, Japan, Brazil, South Africa and 25 other emerging markets. They employ around 10,000 employees worldwide and have one of the best Research and Development centre for drug research. The motto of the group is Improving peoples lives through innovation.I had an opportunity to work there as a trainee for my under graduation internship for a duration of 6 months. My role included looking after the process involved in operatio n of different departments like production, packaging, storage, marketing and submitting daily report to the manager. The whole company was perfectly organised and the management was distributed in a systematic manner depending on the type of department. There were different mangers according to the department like for Human-Resource department, output department, Quality-control department, RD (Research and development) department and the Marketing department. Each of the department had a head person above them under whose guidance all mangers used to work.According to me, the leadership approach in this organisation contained both transactional as well as transformational concepts of leadership theories. The manager under whom I used to work was a transactional leader. He was very particular about the work. Right from the start day of my training I found him a bit eccentric. He was not at all sociable with all of us working under him. He used to assign each of us a particular w ork for a day. For example- On the first day of my training I was told to go and check the ware house of the company where the finished goods were stored and to write the Standard Operating Procedure for dispensing the goods. Following his instructions we all went and did our report writing work. He came for a visit within 3 hours, gathered all of us and started asking questions about what we observed. Those who were unable to answer his question were scolded. He gave us first warning about our work and said those who will complete their work early and accurately will have the additional benefit i.e. they will be allowed to go home 1 hour early. This thing worked as an incentive amongst all of us and thus we became more enthusiastic towards our work. Slowly over a time it was realised that the way he was leading us was different from others. For him the sole purpose was getting the work done from us in such a way that each one of us feels excited about work. He was very professiona l at work while very jovial and friendly at home. He was totally task oriented and orderly person. He never accepted any ideas or suggestions from any of the followers. Thus he was more of a transactional type manager.The other type of manager under whom we were working is completely opposite of the above mentioned manager. He was our marketing department manager. He was a true example of transformational leader. The way he used to lead us was truly inspirational. He used to explain us the complete process before handling any work. He was very supportive at work and had a vision for companys success. His communication and motivation skills were excellent. Right from the first day of my training under him we liked working with him. He always welcomed new ideas and suggestions for marketing. He was very much focused about his vision and always strives hard to achieve it. He had good interactions with everybody in the team and always used to motivate us. He used to look at everybodys w ork personally and if he will notice any mistake in our work would teach how to correct it on the spot only. He used to ask for the feedback about his new ideas from each of us and correct himself if the feedback was not satisfactory. This shows his eagerness to work with the team which created positive effects on each of the team members. He was never after rewards from the company. His only aim was taking companys sales to the epitome of success. He was fully dedicated to the company and worked with whole heartedness. Thus all of us used to work with great enthusiasm under his leadership. So he can be described as a perfect example of transformational leader. Hence the company Zydus-Cadila Healthcare limited has a mixture of transformational and transactional leaders which ultimately results in the success of company.ConclusionThe essay here explains about various leadership theories in healthcare and its effectiveness by the use of some case studies. Healthcare organizations are complex in nature. It requires a well balanced management and leadership approaches to effectively run the organisation. Each individual in organisation should share their knowledge with others. This synergy among workers is the key part for times of new ideas and concepts for the organisation. Many leadership theories have been developed since past and still it is continuously adapting a new change for the effective leadership theory. Considering leadership in healthcare it is seen from the example of NHS in the UK that the combination of both transactional and transformational leadership theory may be the most efficacious for an organisation. Thus the healthcare managers require leadership theories and put them in practice to make it work effectively. However, according to Grint (2005105), one of the top secrets of leadership is not a list of innate skills and competences, or how much charisma you havebut whether you have a capacity to learn from you followers.

Hinduism and Buddhism

Hinduism and BuddhismC one timepts of karma and dharma atomic number 18 telephone exchange to both Hinduism and Buddhism, and each has its own judgment of liberation-moksa for Hinduism and nirvana for Buddhism. Yet within both traditions there atomic number 18 many another(prenominal) different sympathys of these concepts. This essay has three sections. First canvas two different Hindu interpretations of moksha. Then compare two different Buddhist understandings of nirvana. Finally, briefly compare and contrast the Hindu approaches with the Buddhist approaches.There are two major influential religions in Asia that are spreading quickly all over the world. They are Hinduism and Buddhism. There is a misconception that surrounds these two rowing, moksha and nirvana, they are not the same even though the two concepts may appear similar. In the following essay I will distinguish the different understandings and interpretations of these two concepts and then I will compare and contr ast the differences and the similarities. The concept of moksha in Hinduism and the concept of nirvana in Buddhism are the central focus of these two religions. Both of these concepts have their different ways of achieving their goal and they have differences. I willwrite two different interpretations of moksha in Hinduism and the approaches of two philosophic schools that emerged to teach the approach of how moksa can be attained. I will do the same for nirvana in Buddhism, going into details of different understanding of this concept and I will conclude with analyzing the similarities and contrasts of these concepts which are followed in the same street, just are located in opposing sidewalks.Moksa itself in Sanskrit language office reverse and its meaning is to be liberated from the rolls of sansara, reincarnation, and the pains and the suffering of karma by achieving immortality through eternal truth. Different Hindu philosophies schools emerged in India, each with the inter preting their own understanding of moksha. One of these philosophic schools was Vedanta which was divided in different sub schools with each of their own interpretations of moksha. One of those is Shankars Advaita Vedanta School where they perceive that moksha can be acquired only when the adult male soul realizes that it is one existence with the brahmin. According to them, a individual can only strive moksha when he realizes the truth in himself that his soul is part of Brahman and Brahman is part of his soul, or atman as they name it, and once this dualistic approach has been acknowledged then the person has achieved his true form,he has been enlighten and has broken trim from the cycle of reincarnation, sansara. The only way a person can do this is by self effort. On the other hand, Ramanujas Vishishtadvaita Vedanta School promoted another approach to achieve moksha. They followed another direction which is worshipping the god Vishnu. Their theistic approach taught people that by recognizing the soul, matter, and God, anyone can obtain mokshaby an easier way which connects people on a personal direct with the Supreme Being.Nirvana in Buddhism is understood as the end of suffering. There is not a clear definition of nirvana as it can be understood in many different ways but it is the highest spiritual achievement which dissolves pains, anger, greed, desire and all forms that create suffering. In Buddhism three major central schools emerged to teach the way of enlightenment, and those were Vajrayana, Mahayana, and Theravada but I will focus on the last two doctrines. Theravada doctrine emphasises on the understanding of nirvana can be reached when the person realises the true nature of reality and has an awakening of itself. These people are called arahants. This can be achieved through many lifetime spiritual persuasions of enlightenment where the person has broken off from the cycles of rebirth, and has became a Buddha, a bodhi which has the same me aning as nirvana, the enlighten. Mahayana doctrine on the other hand has developed another understanding of nirvana. They view that Buddha is not just a human figure but a supreme being that we cannot even perceive of its greatness and helps us achieve nirvana. This means that we are still subject to delusion even though nirvana has been attained, instead bodhi has a higher rank in spiritual achievement and once bodhi has been attained, a person can become Buddha.In Hinduism the concept of reincarnation refers to an eternal element that travels from one life to another. This element takes different forms and shapes of different maintenance things among its eternal life. This is the soul, or the atman as it is called in Hinduism. In contrast, Buddhism has the concept of rebirth which is the continuation of the state of mind in a different human being but not its soul since its explanation is that a lot spiritual events had to happen to create the second life form and yet not a diff erent person due to the causality relation. Thus we can see the difference clearly of Nirvana where there is the realization accomplishment of the discontinuance of identicalness and Moksha is the fulfillment acquisition of the truth of the affinity of your soul, atman, and Brahman. In both cases, individuality is lost but in different understanding and interpretations.Both religions have a lot of terminology and even names of deities in common, but in every single case, the meaning is actually different both believe in reincarnation/rebirth, but the interpretation is different both believe in karma, but the interpretation is slightly different both believe in samsara (the cycle of rebirth and suffering) and liberation from samsara (moksha/nirvana), but the interpretation is widely different, about liberation both have yoga, tantra, dharma, mantra, and so on, but often mean different things with the words the significance of gods or deities is grossly different in Hinduism severa l of them are important objects of fright, even seen as emanations of the supreme God (Brahman), whereas they are never objects of veneration or prayer in Buddhism, only seen as deluded sentient beings who will finally die and be reborn in a new automobile trunk like you and me. They strive for an inner peace, and finally to reach heaven through either moksha or nirvana.

Abortions Should Be Stopped :: Abortion Pro Choice Essays

Abortions are one of the many things that ein truthone has an opinion on. As defined by the 2012 Merriam-Webster dictionary, an Encyclopedia Britannica Company, an abortion is, the termination of a pregnancy after, accompanied by, resulting in, or closely followed by the death of the embryo or fetus as a spontaneous ejection of a human fetus during the first 12 weeks of gestation--miscarriage, the induced expulsion of a human fetus, or the expulsion of a fetus by a domestic animal often due toinfection at any time before completion of pregnancy. Abortions have eternally been and will probably always be a controversial topic in which everyone will not agree upon. In the midst of the controversy, two groups have emerged. These groups are referred to as pro- intent and pro-choice. According to Gale Opposing Viewpoints in Context, pro-life supporters train that life begins at conception, therefore, abortion at any stage in the pregnancy is murder. They believe that life is valuab le and the life of the unborn baby has the same rights as the mother. Pro-choice supporters, on the other hand, claim that it is the womans right to choose what she does with her body. These pro-abortionists claim that anti-abortionists are truly against the rights of women and free choice rather than the termination of the fetus. Pro-life and pro-choice advocates differ in many of their opinions, specifically, concerning when life begins, affects abortions have on the mother, and how political sympathies and religion play a role in abortions. In order to fully understand any topic, a complete explanation is required. Therefore, the history of abortions and diametrical procedures used are no exception. Abortions have been around for thousands of years. However, in the eighteen hundreds abortions in the United States became illegal. Due to the lack of medical education, procedures and surgeries such as abortions were very dangerous. As medical advancements were made, women stil l had to rely on back ally abortions which usually resulted in the harm of thousands of women. Abortions remained illegal, despite the medical advancements largely impart to the feature that physicians did not want to share their patients with other practitioners. The American Medical Association stated that abortions were wrong and unsafe. Therefore, according to the National Abortion Federation, abortions were then made into a physicians-only practice because they could be performed legally in order to save the womans life.

The Matrix Revolutions :: essays research papers

modern was last found unconscious in the Real World, where his mind has been, in the hyaloplasm World, captured by the Merovingian and taken to a Limbo state-of-mind, among the Real World and the matrix World. He confronts a program that speaks only of love and religion, something that Neo realizes has never been the case before with a program. He stated that he went back to the Matrix to rescue his daughter, Sati (the last exile before the war between Man and Machine was going to start and end). Based on his karma, he was supposed to return to his world and leave Sati with the visionary.Trinity and Morpheus were last seen left on the Hammer, one of the ships that were escorted from Zion in search of the Nebuchadneezer (Morpheus ship), which had just recently exploded. They receive a call from Seraph, and they must meet the Oracle at once.The Oracle is now a different person (Mary Alice has taken the role of the Oracle since the great Gloria Foster had passed away during the pr oduction of this movie), yet her link as the Oracle in the Matrix is still very well the same. The movie explains that because of her choice to help Neo and the others, there was a consequence. The Oracle let them know where to find Neo, and hes been held as a prisoner in the Limbo state by the Merovingian.After a brutal attack at a rave party, Neo is rescued, and asked to see the Oracle before all time ran out.The stick of the movie concerns on Neos quest to the Machine City (because he beleives thats where he needs to go to end this war), and the rest is basically the war Zion vs Sentinals. It is a brutal battle, where the Sentinals basically slaughter most of Zions bottleneck warhouse before a final dig into Zions mainframe, when Neo confronts the Deus