Personal Privacy or National Security - 2424 Words

Personal Privacy or National Security William Shelton ENG122: English Composition Prof. Lisa Clark August 7, 2012 Defining National Security VS Personal Privacy is a matter of looking at the basic nature of each. From research collected there is a consensus that we need balance. Too much of one hurts the other and vise versa. There are a couple of articles that range from Civil Liberties to the birth of public right to know that support the overall claim. Talks about the effects of censorship in different situations like war and peace will help prove that a balance needs to be forged. The problem here isn’t the definition of personal vs national security, but the survival of each in light of each other. There is history in our nation†¦show more content†¦This kind of action is completely unnecessary and undermines our Fourth Amendment. National security is the ability to protect our borders through homeland security while upholding the rights of nation. Privacy when openly tampered with is distorted. Nobody acts the same knowingly being watched. Information finds another way . There have been studies on lesser issues like workers. There is more productivity when people think they are being watched. The same when our liberties are at stake. What are people to do when it’s done for the wrong reasons? Like when an African American see’s a sign that separates white and color bathrooms. Another would be when the Jews were forced to where a star then live separately in their own projects. The US jokes about our nation being like fraternity. Every new group gets picked on. The Jew’s for being good with money. The Mexicans for being illegal’s and now it’s the Arab’s turn. But Arab’s are all terrorist somehow. We have seen terror before from the Unabomber, the KKK, and columbine shooting. How do we keep up with inflation? The government finds one way to gather information and terrorist adapt. When civil liberties get trampled in the process more anti-American groups rise to the occasion creating more danger insid e America and out. A different example can be Adolf Hitler as a ruthless dictator and his main success as a dictator was propaganda. ItShow MoreRelatedPersonal Privacy Vs. National Security1348 Words   |  6 PagesPersonal Privacy vs. National Security An example of history repeating itself is the similarity of the sequence of events between the Palmer Raids and the NSA’s PRISM program. Both of these events in U.S. history started with Americans calling on the government for protection. The government then responded by creating programs to protect, but while working to protect the government in both events used illegal practices. These practices soon were leaked which caused americans to not support the government’sRead MoreNational Security Vs. Personal Privacy1838 Words   |  8 Pages The topic of national security vs. personal privacy, in recent events, has been very controversial regarding which is more appropriate. On one hand, the government can search through personal, private files without any consent from the owner, thus making the information no longer private. The opposing side argues that the government is invading personal privacy of innocent civilians, violating the Fourth Amendment Rights to prohibit unreasonable searches and seizures. Both have valid points, bothRead MoreThe Invasion Of Privacy And Concern For Safety1624 Words   |  7 PagesIntroduction: The invasion of privacy and concern for safety has been an increasing worry among people who live in the United States and across the world. The main issue is how does the government’s actions change how people view their own security and even national security. Broader theories of this research question would be how the government’s interaction with technology and security influence how people think about their own personal privacy and safety as well as our national security. Some central questionsRead MoreWhat should a person care about more, the nation or the individual? If an individual wants privacy1700 Words   |  7 Pagesthe individual? If an individual wants privacy for their personal life instead of national security, that is providing yourself with less protection. It is said that privacy is one of the cherished freedoms in our democracy. Everyone wants privacy in their life, but privacy can only go so far without having protection. National security is what keeps the United States safe. National security is the building blocks of a country, because without security anyone can take a country or destroy itRead MorePrivacy Is More Important? Privacy Or National Security?1278 Words   |  6 PagesDuring the past decade, an issue has arisen from the minds of people, on which is more important? Privacy or national security? The problem with the privacy is that people do not feel they have enough of it and national security is increasing causing the government to be less worried about the people. National security is growing out of control which has led to the decrease in people’s privacy and has created fear in the eyes of U.S. citizens. â€Å"Twelve years after the terrorist attacks of Sept. 11Read MoreLack Of Privacy On The Internet1404 Words   |  6 PagesThere seems to be no legal issue today that cuts so wide a swath through conflicts confronting American society like privacy. From AIDS tests to wiretaps, polygraph te sts to computerized data bases, the common denominator has been whether the right to privacy outweighs other concerns of society. And with more and more people using the Internet, more and more information being passed over the Internet, more problems arise. The Internet has been an advantage in technology that has greatly increasedRead MoreThe Great Debate : Privacy Vs National Security1055 Words   |  5 PagesIII Honors 18 April 2016 The Great Debate: Privacy vs National Security In the digital age, the citizens of the United States are torn between which they value more: privacy or national security. On one hand, the people need to be safe from cyber attacks and terrorism, while on the other, the government should be aware of the privacy of the people it governs. The government should not go so far in protecting the country that it interferes with the personal lives of the citizens. There needs to beRead MorePersonal Privacy In Peter Singers Visible Man955 Words   |  4 Pagesadvancements in technology have changed the world’s view on privacy listing both the benefits and drawbacks following this. Privacy is a very big aspect for Americans and the freedom we represent. As America defines itself as a democracy, the Government ties a lot into the privacy role, attempting to keep citizens safe. Generally, having personal privacy is crucial to feeling safe and comfortable in any environment but I think the overall role of privacy should only be focus ed heavily by the government inRead MoreThe Importance Of Personal Information And How People Feel About It1613 Words   |  7 PagesImportance of personal information and how people feel about it Undoubtedly, personal informations are critical to all of everyone. People want their personal datas to be protected so that others won’t have access to them without permission. Otherwise, leak and misuse of personal informations can lead to serious consequences. Individuals and organizations can use other people’s personal informations without their allowances, which can be harmful to the livelihoods of these people. For example,Read MoreThe Privacy Of An Individual1700 Words   |  7 Pagesmeasure of right and wrong.† The privacy of an individual is at its most a fundamental right to which one is entitled. Furthermore, the infringement of an individual’s privacy is rarely justified to any extent, even under circumstances with the purpose of protecting a nation because it deprives individuals of their fundamental rights. However, the government believes that they have the authority to trump the privacy of citizens in order to uphold state security for a ll. It is evident that alternate

The Five Star Program Chapter Report - 1690 Words

Building on a strong foundation, the chapter will work toward the four-star and five-star levels over time. Our aim is that the chapter is a four-star chapter by the end of year five of its establishment. Because we are mindful of over-programming and aware that academics should be a student’s first priority, chapters are expected to have no more than two events per week. With this in mind, we would work to meet the needs of the Five Star Program in conjunction with Kappa’s expectations for chapters. Below, we have outlined Kappa’s expectations for chapters that align with the standards within the categories of the Five Star Program. Scholarship †¢ All chapters, including new chapters, are expected to maintain a chapter GPA at or above the†¦show more content†¦An outlined curriculum is provided for facilitation as well as transition conversations. †¢ The Vice President-Organization and the District Leadership Development Specialist coordinate the chapter’s strategic goal setting. Chapter members complete a chapter evaluation during elections. During officer transitions, the results are reviewed and goals are established. Chapter Council reviews the strategic goals at least three times during the calendar year. †¢ The Vice President-Standards and the Standards Committee are responsible for recognizing and rewarding members and officers who go above and beyond in the chapter publicly and privately. †¢ The chapter Education Chairman, with support from her adviser and the District Programming Specialist, is responsible for chapter programming, including leadership development. Chapter leaders, campus professionals, local alumnae and professionals may be invited to facilitate programs on topics such as networking, stress management, and body image. Philanthropy and Service †¢ Kappa’s philanthropic efforts are concentrated in three areas: local organizations, Reading Is Fundamental and the Kappa Kappa Gamma Foundation. In addition to supporting RIF — our national philanthropic partner — and the Kappa Foundation, we encourage our chapters to assist local organizations that hold special meaning for them. †¢ Chapters are expected to host at least one Reading Is Key event each year as well as one additional philanthropic eventShow MoreRelatedCase Analyses 61103 Words   |  5 PagesCase Analyses: select TWO court cases (from different chapters) from the list below, and respond in writing to the case questions. The written analysis of both cases should be approximately 2-3 pages total; use parenthetical citations and a corresponding works cited list when referencing specific information from the text or other sources, and follow other prescribed guidelines for APA format. Vallone v. CNA Financial (Ch 13, p 424) Five Star Transportation v. 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There were 34 states with active NCPG Chapters during the time the survey was conducted. Across all state, substance use disorder is estimated 3.6 times more common than gambling addiction. Based on the research from GamblingRecoveryRead MoreStudent I Choose For My Mini Action Research Essay1511 Words   |  7 Pagesbehavior during class instruction and activities? Implemented solution We provided the student with a daily time on task behavior report card, which was filled out by my mentor teacher, and I. The card states the goal of staying on task, feedback, and is mapped out with the daily schedule. We also provided a reminder chart for staying on task, and a modified behavior report card, that we laminated and taped to his desk. 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She pointed out the Milky Way and a number of constellations. She told me, â€Å"there are way too many stars to count!† Now, 50 years later, when I walk outside and look up, I see only a few identifiable constellations, no Milky Way, and I would venture to say there were so few stars that if I took a little time, I could count them all. Are there really fewer stars in the heavens? Not at all. The stars are up there, they just cannotRead MoreMarketing Chapter 2 Essay1538 Words   |  7 Pagesï » ¿ Chapter 2 1. (a) Using Medtronic as an example, explain how a mission statement gives a strategic direction. (b) Create a mission statement for your own career. Answer: (a) A mission statement gives strategic direction by stating the â€Å"what† and â€Å"how† of a business in a clear, concise, meaningful, inspirational, statement that will continue to be relevant in the long-term. Medtronic’s mission statement identifies its customers, market, products and technology. 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Human Resource Planning and Development Free Essays

Introduction: Tesco is largest present day British retailer. Started by Mr. jack Cohen from small grocery stall in east London in 1919. We will write a custom essay sample on Human Resource Planning and Development or any similar topic only for you Order Now The Tesco brand appeared five years later in 1924 as a result of Mr. T. E. Stockwell brought consignment of tea. Tesco name designed by combining the initial letters Te- s- co in 1929 to open first Tesco store in Burnt oak , North London.(source: www.thetimes100.co.uk) Since then Tesco expanding by getting hold to the market by understanding customers need in the right way. In the United Kingdom Today Tesco have more than 2200 stores (source:www.thetimes100.co.uk). From large hyper market Tesco Direct to small Tesco Express. By maintaining the variety product range from grocery to general merchandise. Tesco diversified their business in sectors like electrical good, telephone equipment, banking , airtime, insurance services and now a day Tesco providing electronic shoppingservice via their web site to attract their customers, achieving their primary aim ‘to serve customers’ (Source:www.thetimes100.co.uk) As the company grown up and spread worldwide from one man and one stall. Its efficient work force also amplified. (sourse:www.thetimes100.co.uk). Task 1 : Human Resource management Personnel management is old style name of HR management. HRM is particularly focused to develop peoples and nurture to achieve organisational goal. Traditional view of HR have mainly four objectives. Staffing objective: Staffing make sure that make right staff available for right work at the correct time. By means of that identifying feature of the job and executing recruitment process, select to assure correct match and retaining the same. Performance objective: once staff is at right position they need to encourage to perform. This is achieved by development process, giving target and appraisal system. . Change management objective: These needs if organisation are in constantly developing in modern competitive world . Administrative objectives: These need to fulfil for organisation to run smoothly. These include paying the employee regularly, Employment legislation needs. Maintainproper and accurate records. Administration also deals with the legislation, equal opportunity, managing diversity, and also with recruitment, retaliation , training and rewards. (Blosi,W,2007) Human resource activities: Strategic HR management, following the equal opportunity employment, fulfil the staffing need of the organisation, human resource development, Dealing with the compensation and benefits to the staff. Dealing with health, safety and security aspects, performance management. General goals of HR are enhancing productivity and quality, complying with legal and social obligations, promoting individual growth and development and make progress in organisational effectiveness. Personnel Management: Personnel management is term which describe the policies of the organisation, and process to manage people at work . It is old fashion name of the human resource management. It works in same fashion to HRM strategy and the business strategy. It state that line manager is responsible for managing peoples. personnel management is activity aimed primarily at non managers .it influenced line management. Legge (1989) Difference between Human resource management and personnel management Human resource models: Number of models are available for human resource management. Matching Model: Fombrun et al.’s(1984) focus on the resource feature of HRM. and use peoples towards objectives. HR should be get cheaply and use to the fullest. (source: Fombrun et al.’s(1984)) HR should be managed according to organisational strategy. The matching model say’s that human resource cycle consists of standard functions. (Fombrun et al.’s(1984)) That is selection of most appropriate resource. Proper Appraisal depending on performance, Rewards for achievement to encourage future performance and fourth is development developing high quality employee through training. Fombrun et al.’s(1984) Harvard frame work model: Depend on view point , how organisation want to see employees and their development. It underline the human aspect. related to organisation-employee relationship. It also consider the interest of shareholders related to objectives of organisation Ref: Beer et.al (1984) Model based on the four policies: Human resource flow in the organisation, reward system fallowed by management, influence of the employee and work system in the organisation. Ref: Beer et.al (1984) The result that HR policies need to attain are commitment, competence, equivalence and cost effectiveness to maintain mutual trust and improve performance. Line managers set HR policies. Ref: Beer et.al (1984) It is extended through four policies first is setting goal. Integration of strategies, highly commitment to the goal, And giving high quality. Ref: Beer et.al (1984) Task 2 : A) Recruitment selection and retention: For new store I need to ensure the exact number of staff at right work at perticular time. For the new store staff will be required for different activities. As the store is in the small village I should select the staff from same locality, considering their availability for job and cost. For Recruitment first step is to understand the job requirement. Nature of the job. Then the method to recruit them. Internal recruitment : process in which current employees looking to move to the new store either at same position or on promotion. Internal recruitment helps to motivate for promotion and to improve performance. I first look for the employees internally from the database of the Tesco. (Source: www.thetimes100.co.uk) External recruitment: It is fulfil the position by recruiting the staff .Once decided to recruit selection of appropriate candidate and following cost effective method is important. (Source : www.thetimes100.co.uk ) For a new store I require line managers, Sales assistant, Check out staff, stock handlers, supervisors, warehouse employees, security, cleaner. Line managers :(05) Sales assistant :(25) Check out staff: (15) Warehouse employees: (15) Stock handlers:(20) Security: (10) Cleaner:(10) Job description: 1) Sales assistance: Job Title: sales assistance Responsible to: shop manager Hours : 45 per week Typical work activities include Customer handling in all areas of sales Should match and sets sales targets in busy and pressured environment. Giving suggestion to the customers Handling customer complaints. Arranging delivery dates . awareness of particular retail area may be required for some roles. Successful sales assistant should have good negotiation skill. (Sourse lorriaine, 2009) (Source: www.prospects.ac.uk) Person Specification: Sales Assistant Essential Should have Experience of working within a sales field. To be honest, dealing of cash and card handling. Should have excellent communication skills Should have understanding of customer care. Desirable: Experience in working witha similar shop. Experience in working as volunteer. Knowledge of Health and Safety issues. (www.greenandaway.org) 2) Job description security guard: Job Title: security guard Reporting to : line manager Hours : full time Patrolling of premises to insure security of doors, windows and gates Monitoring and authorization of entrance and departure of employees. Reporting of daily activities and irregularities. Call police or fire department in case of emergency Inspectingand adjust the functions of security systems, equipments, and machinery. (Sourece:www.careerplanner.com) Personnel specification for security guard: Recruitment process involves Advertisement of the job, Inviting applications, screening of application, Interview, Selection of the appropriate candidate. Advertisement: Advertisement of the job vacancy is crucial to attract the right candidate. Advertise the vacancy through internet, News papers, TV, radio, educational institutions , Public employment agencies, labour union. For new Tesco store I will advertise the vacancy on the Tesco carrier website and in local news papers, and putting the advertise on the site location as well as in the central place in that village. As peoples of that village are not well familiar with the use of modern technology like internet. Considering these facts I decided to put advertise in the village. Application forms : from the advertisement peoples will apply for the suitable post. After dead line of submitting the applications I will collect all the applications for further process. Screening of the applications ; from the all applicants CV I will scrutinise the appropriate applications and send letters to the selected candidates inviting them for interview. Interview: It is the most important stage of recruitment. For interview planning some issues must be considered like schedule of interview, Panel for interview, setting the room for interview. number of candidates etc. Assessment of candidate can be made by tests and interview Employment tests used to judge a person’s knowledge, skills and other characteristics. Different tests are ability tests like aptitude tests, Physical ability tests, Job knowledge test and Work sampler test Interview : After the tests the number of candidates short listed is relatively low as they can be easily interviewed and easy to judge right candidate. At the time of interview candidates is first time face to face. you can assess by asking the set of questions to candidate. We can gather more information about them. Questions about their qualification, experience, skills, hobbies interests, and personnel and family background etc. After interview we get clear idea about the applicants. From them appropriate candidates are selected. Then successful candidates are offered a job. B) Retention: Once the successful candidates are appointed it is very important to keep staff turn over very low to keep the cost down. As recruitment process is very costly. Retention is process by which staff is maintained within the organisation. As a long term policy of HR. Technical and talented staff is asset for organisation. Furthermore organisation have invested money on recruitment , training and development . Pay : Rising pay level reduce staff turnover. Payment is first aspect responsible for staff turnover .so it is important to give right pay level and increment to staff. (Sturges and guest 1999,p.19) Managing expectations: As organisation expect performance from the employee. Employee also expect from the organisation certain things like work environment, job satisfaction, and other facilities. We should understand their expectations and manage them timely. (Jenner and Tayler 2000,p.155) Appraisal: appraisal is process when you discuss the performance of employee. What is performance during the last year or specific time. Whether it is satisfactory or not. Then giving the pay rise or benefits for doing well and motivates them for future tasks. Induction: Effective timely induction to staff is necessary. So that staff can learn new things new roles in various sections and know more which can give him job satisfaction. Family friendly HR practise must be fallowed. Training and development: Training to the staff must be given time to time regarding their job. So they can improve their knowledge and get opportunity to develop and learn new things and skills. (Green et al.2000,pp 267-72) Improvement in the quality of the line management C )Legal and ethical issues considered during the recruitment: Employment protection act 1978: According to employment protection act 1978 after selection procedure offer of employment will be made at that time it is up to the applicant whether to accept it or reject it. Terms and contracts of employment must be clearly defined. also it must contain job title and date of commencement. Terms of payment is clearly mentioned. It also must contain details about working hours , Number of holidays given, Pay of the sick leaves , and pension. It must provide details of termination. It should also contain disciplinary procedures. (source:www.opsi.gov.uk) Sex discrimination act 1975: It is against law to discriminate by gender. men and women should be considered equally in all conditions of employment. Organisation must provide equal terms and conditions of employment. This act applies to all sectors. Law applies for both direct or indirect discrimination. (source:www.opsi.gov.uk) Race relation Act1976: According to race relation act 1976 one cannot discriminate on racial grounds and racial groups related to colour ,race ,religion ,nationality ,ethnic origin. (source:www.opsi.gov.uk) Equal pay act 1970: The act says to stop discrimination in terms of payment. Men and women employed should paid equally in the same work. (Source:www.opsi.gov.uk) Disability discrimination act: This act is in forced to protect disabled peoples. Disabled peoples should not be discriminated when they apply for job. Law state that they should get chance to give interview. Place where they doing job must be made accessible to them. (Source:www.opsi.gov.uk) Rehabilitation of offenders Act1974: This act is made to rehabilitation of convicted peoples. Law says that conviction of imprisonment for more than 30 months may be erased. if the offender does not commit further serious offence during rehabilitation he is eligible and we cannot discriminate him. (Source:www.opsi.gov.uk) Task 3: a) Paul is 44 year old supervisor. It has been reported that recently he is coming late to the work and living early. He is working for Tesco since last 22 years but now days he is not disciplinary in his work. This has happen to him recently living early and coming late to work regularly specially on the Monday. When the complaint comes to me I call Mr.Paul in office and discuss the problem with him I enquire about his irregularities in work and whether he have any problem. He did not give any specific reason. So I give him first verbal warning and ask him to be regular. After first warning I observe him for next three months. I gave him chance to overcome. But within these next three months he didn’t improve. So I call him again and give him second verbal warningtold him that if you don’t improve this time I will take action. This time I told him that if he wants to bring a friend with him he can bring or if he wants to come with any union representative. Gave him another chance for next three months for improvement But within these three months his improvement was not satisfactory so this is the time for me to give him written warning. So I call him and told him to bring one witness with him friend, relative or a union person. He came with union person. I discuss his problem in front of union person and give written warning that it is his last chance for improvement if didn’t improve I will take action against him. The union representative try to cover him and told me that give him chance this time he will improve. He also told that he had some personal and family problems that’swhy he is not regular and unable to concentrate in his work. The union representative assure me that this time he will improve. So I again keep him under observation. Till this time I document all that had happened and collect the evidences recorded like his in time and out time to the job. So that it is useful for me to take further action. And observe him for next three months. This time I recognise improvement in his behaviour, he is coming in time and also going on time. Also his awareness of job is improved. So there is no need to take the case to the next level. b) Sheena is 28 years of old and she is a machine operator in a packaging department. Security staff reported me that he found her stealing some finished products and partly finished products. She is working for company since last 3 years. She has been told to report me next morning at 9.00 am. I took this complaint seriously when she came to my office I ask her about the incident and the explanation regarding to case. But as she has caught red handed she does not have any explanation. As it is first time I gave her strict verbal warning. I told security staff to keep close watch on her. For a few days her behaviour is normal but one day I again got complaint against her about stealing ofpartly finished goods. So this time I called her and told to bring any friend or relative or union representative with her. She came with union representative. I discuss the case with them. As case is very serious but union representative wants me to give her another chance and he is strongly defending her. So this time I gave her a written warning in front of union representative. And also tell them that she is not going to work in the same department. I transferred her to another department where only raw material is processed. So that she has nothing to steal there. And also warn her that it is her last chance. I document all the events and evidence to support the case and told security to keep watch on her. I gave her another chance to improve. But she does not improved after one month I got complaint against her this time I decided to take the case to next level. I collect all evidence and write a notice to her. The notice must be given by hand or by recorded post. So I called her to collect the notice and told her if she wants come with someone with her. She came with union representative. As a evidence one person must be there and it must be recorded. I told union representative that it is very serious matter and we have given her chance to improve but she did not. So there is no other alternative. I have to terminate her. But union representative is arguing with me but she does not have any strong point to defend her. So now the time to give her letter and sack. But union representative request me not to sack her otherwise her carrier may be in dark as she is young and no one will take to her for next job. So consider about her future. Then I told her to resign and she resigned from the job. Conclusion: Setting of work force is most important part for any business. To fulfil the demand of the staff. It consists of recruitment of new staff, selecting the appropriate staff. Train the existing staff. Motivate to work to achieve organisational target. And retain the staff. Tesco have many job opportunities. Always need people with correct skills to maintain the development. Tesco has very good organisational configuration for carry out job. Tesco have clear, easy and well defined procedure of recruitment and selection. So can manage its changing demand for the staff. Recommendation: As Tesco is developing very fast they must manage and maintain the work force. Tesco is spreading their wings in rural areas and villages to different countries. It must require additional work force so they should maintain the present staff. Train them to develop. Most important is to attract new innovative talent to their organisation. Specially recruit young staff management students. They should search from different colleges and also the trainee graduates. Understand the different needs of the different locality. And Tesco should enter in many other new fields of retailing to fulfil the customers all needs. Bibliography: 1. Blosi,W.(2007),†An introduction to human resource management†, Berkshire,McGraw-Hill Education. 2. Sission,K.(1989).†Personnel management in Britain†, basil Blackwell Ltd. 3. Trorrington,D.(2008 7th ed),â€Å"Human resource management†, England, Pearson. 4 .Yeung,R.(2008),†Successful Interviewing and recruitment†, Kogan page limited. 5.The Times 100 website: www.thetimes100.co.uk 6. http://www.thetimes100.co.uk/case-study–recruitment-selection–132–323–1.php 7.http://www.prospects.ac.uk/p/types_of_job/retail_sales_assistant_job_description.jsp 8. http://www.careerplanner.com/Job-Descriptions/Security-Guards.cfm 9. www.greenandaway.org/objects/sust/SalesAssistPersonSpec.pdf 10. www.devonjobs.gov.uk/attachments/1263/TBE7141PS.doc 11.http://www.opsi.gov.uk/RevisedStatutes/Acts/ukpga/1978/cukpga_19780044_en1 12.http://www.opsi.gov.uk/acts/acts1975/pdf/ukpga_19750065_en.pdf 13.http://www.opsi.gov.uk/RevisedStatutes/Acts/ukpga/1976/cukpga_19760074_en1 14. www.opsi.gov.uk/acts/acts1970/pdf/ukpga_19700041_en.pdf 15.http://www.opsi.gov.uk/acts/acts1995/ukpga_19950050_en_1 16.http://www.opsi.gov.uk/RevisedStatutes/Acts/ukpga/1974/cukpga_19740053_en1 How to cite Human Resource Planning and Development, Essay examples

Spirituality and Religion in Health Care

Question: Discuss the report is been divided into 2 parts of interview details analysis? Answer: Introduction The report is been divided into 2 parts of interview details analysis. The spiritual need of a patient is been determined from a Heal Care Personnels perspective to aid and facilitate the same to the patient. A family friend was chosen for the interview to understand the perspective of an ordinary citizen about options they feel the need to be spiritual during a time of trauma or medical distress. The same shall be used as a qualitative primary survey data to prepare the case analysis which would be done in part two for the same. Part 1 : The Interview The subject of the interview was a Lady with an age of 55 years who have undergone a Kidney disease treatment 8 months back was interviewed in the case. The ethnicity of the patient was that she was a Hindu by birth who was born in India and brought up in her Indian family ad had been a US citizen after her marriage with an American citizen at the age of 25 when she travelled to US. For past 30 years she had been a practicing Hindu, however she admits that her Husband or the family are not much into spirituality or religion followers of any particular kind of their Catholic faith. Hence the lady was a religious and spiritual follower of Hindu faith while the family was non-religious open minded people who never had an objection to the patients spiritual or cultural tilt. Nevertheless, the Joint Commission on Accreditation for Health Care Organization (JCAHO) and Commission on Accreditation of rehabilitation (CARF) mandate spiritual assessment to meet patients spiritual needs especially in those cases here quality of life, meeting social obligations, controlling pain and maintain social, emotional and spiritual needs. The questions posed were based on the meaning of life, her expressions and thought process about morality, acceptance of real life events like death and birth, belonging, pain and its acceptance like spiritually motivated questions. She was a Hindu who believed in reincarnation or rebirth of an individual ad suggested that the soul do not die only the body changes. Thus she accepted birth and death as a natural process. The fallout of the same was that she considered pain and suffering as a matter of Fate over her physical disabilities and so she thought that the pain and sufferings was due to existence of the body and that it is a agree able that body needs to endure pain. Thus strangely she decides to find quality over pain in her lifestyle. Thus she stressed in accepting the beauty of life over the pain and sufferings as the concept was that pain and bell being are two sides of same coin called living. There was a stark resemblance to death acceptance in the lady while she also relived that her life is never over I her belief. Thus their as a help that the medical practitioner got that he could motivate the patient to feel psychologically strong in case the pain is high or sufferings are above the limits (Bravewell.org, 2015). Part 2: Analysis Spirituality or emotional support and need for such support has been debated in patient health care since long. Puchalski (2001) suggested in his interview that the seed of hope and wellbeing is seeded inside the deep feelings of Hope. The hope is one aspect that lets the patient fight back in cases where mental strength and will power is needed. Interestingly in 2004 the US body of NCCM and NIH did a survey among 31000 adults where the findings were startling the suggested that prayers and religious practices are the most commonly used approach among all the other healing methods and practices mentioned in the survey. Thus a strong bond of inculcating futuristic hope and wellbeing is a part of medical practice at times in the treatment process. () ascribes that the modern day healing processes generally have included meditation, pastoral counseling, compassion, praying sessions are al made part of the process not only to boost the patients morale but also the family of the sufferer. Thus in a integrated health care system that provides good amount of spirituality along with scientific medical treatment methodology so as to make the treatment wholesome where both health and spiritual needs of the patients are catered. Interestingly, Tait et al. (2011) observes that prayers have a unquantifiable nature to give the patient a support system that shows the patient their own inside and thus their future destiny so that they can cope with whatever awaits with a bold heart. The Hindu patient was in the same line had adopted meditation and chanting for of Hindu praying which has helped her to deal with whatever awaits her or her health in future Spirituality have made her soul strong to give her the belief that the soul is indestructible and the body changes and gets the pain while she with her consciousness and her soul shall keep existing even after her death. Thus this small belief has made her to cope with physical pain and sufferings making her bolder and stronger for whatever result awaits her in the future. She could adopt and accept the thought like life and death as a natural process giving her the confidence to deal with her ailment, mentally which in turn have physically helped her in coping with her problems. Conclusion Coping with various physical condition have a mental precondition where the anxiety and what next like fears have a great way to be dealt with, which is the utility of including spirituality in treatment. This boosts the morale of the patient ad gives them the mental condition to deal with the physical trauma and pain with a strong faith and belief system that is the outcome of spirituality. The concept of adding spirituality in health care is getting a pace for itself in integrated medical practices. Since faith and hope can be an asset to the sufferer it helps in building a strong psychic framework to fight with pain and trauma and acts as a great asset to give the best of treatment by caregiver when the mental stability is strengthened with spiritual interventions List of References Bravewell.org, (2015). Spirituality and Religion in Health Care - The Bravewell Collaborative. [online] Available at: https://www.bravewell.org/integrative_medicine/philosophical_foundation/spirituality_and_healthcare/ [Accessed 19 Jun. 2015]. Puchalski, C. (2001). The role of spirituality in health care. Proceedings (Baylor University. Medical Center), [online] 14(4), p.352. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1305900/ [Accessed 19 Jun. 2015]. Tait, E., Laditka, S., Laditka, J., Nies, M. and Racine, E. (2011). Praying for Health by Older Adults in the United States: Differences by Ethnicity, Gender, and Income. Journal of Religion, Spirituality Aging, 23(4), pp.338-362