Thursday, February 27, 2020

Jean Watson's Theory of Caring Essay Example | Topics and Well Written Essays - 1500 words

Jean Watson's Theory of Caring - Essay Example Furthermore, she also presented a wonderful theory under the title â€Å"Carative Theory of Nursing†, where she has depicted divergent features and characteristics of nursing by paying special concentration upon the displaying sympathetic attitude towards the patients. She also authored books on the discipline, where she laid stress upon the significance of the behavior of the medical staff in the fast recovery of the patients. Watson presented his famous theory of caring in 1979, where she declares caring as an essential element to save the life of the patient. She is of the opinion that care is not confined to look after the patient under treatment according to the instructions issued by the hospital management or by the senior medical officials. On the contrary, caring contains complete code of ethics and morality in its wide scope, which includes complete involvement of the nurses in the personal, mental, physical, professional and even domestic problems of the patients fo r the creation of an amicable environment for sharing the pains and sufferings the patients are undergoing. Watson looks for the complete care of the diet and nutrition of the patient, which is not confined to the providing of diet only. Rather, a healthy and beneficial food is a must during the disease, so that the ailment could be mitigated with the use of healthy diet including fruits, meet, vegetables and nuts. It is particularly the case with the patients suffering from stomach problems and dehydration. The care of the patient with gastrointestinal disease is complex and challenging. The reasons for the complexity are varied and different for each patient. Any of these variables can affect the nutritional health of the patient, an essential element of care that supports healing, recovery, and improved quality of life. (Childs, 2006) Watson has coined the notion intentionality, where she looks for observing of sincere efforts for the cure of the patients. The nurse’s mora l commitment, intentionality, and personal use of the clinical caritas protect, enhance and potentiate human dignity, wholeness, and healing: this encourages the patient to create (or really, co-create) a meaning of a disease and treatment.† (Conway et al., 2010) Hence, if a nurse takes attending of the patients as an undue burden upon her, she would be unable to create and offer a pleasant environment to them. Consequently, the patients’ sufferings could not be mitigated while working with an iron face. On the other hand, such unpleasant environment may enhance their ailment in one way or the other. Thus, a nurse’s intentions pave the way towards the fast and unconditional convalescence of the patient. Watson also lays stress upon the strict exercising of care-giving and human values. By care-giving she simply means that the relation between the counselor and patient must be developed on the concrete foundations of trust, respect and affection, so that the patie nt could be in a position to provide the details of his illness along with the case history leading

Tuesday, February 11, 2020

Recruiting and Training of Correction Officers Term Paper

Recruiting and Training of Correction Officers - Term Paper Example Introduction The justification for occupational or professional training is to pass on accrued experience, knowledge, and facts, the most sophisticated practices, as well as objective, theory, principle, or ethics of practice. Yet, the institution of correction is only starting to familiarize itself to the difficulties of recruiting and training capable correctional officers. There is an emerging understanding among radical superintendents that inadequately recruited, untrained staff is not merely incompetent but is disadvantageous as well. Untrained staff is rather doubtful to be the bearer of progressive principles and a positive ethos for correctional work. Corrections today are becoming increasingly intricate. Besides the problems created by lawbreakers day by day, correctional superintendents today should confront the issues of correctional personnel who usually feel a kind of prerogative and have a broad range of union supporters, lawyers, and laws available to them to help the m resolve problematic issues. Almost all correction superintendents aspire to make the workplace a motivating, stable, secure, and safe environment where in personnel could face the job’s challenges with optimism and enthusiasm. ... The law grants employers much leeway in the recruitment or hiring process when performed properly. Recruiting may involve three methods that will detect possible problem personnel: ‘background checks, physical agility tests, and probationary employment periods.’ Correctional managers could oblige potential officers to agree to a provision involving complete disclosure of their entire personal backgrounds and verification of those backgrounds or histories. This normally will identify any major issues with illegal conduct and even adverse social activities. Employers could oblige potential personnel to undergo a physical agility test; this procedure will help identify those with serious pre-existing deficiencies that may be drawn upon to file for compensation or disability claims. The third method, the probationary employment period, is usually performed ineffectively. The law permits superintendents to monitor the performance and behavior of the personnel a lot more thoro ughly throughout the probationary period, and to discard employment if behavior and performance is unsatisfactory. Even though most previous employers remain cautious about giving unfavorable references for incompetent personnel, drawing on these three recruitment methods will lessen the problems of the correctional human resources department. In order to fill important personnel positions in corrections, a large number of recruitment or hiring methods are applied by the reporting system. The key procedure stated is job fairs. Other techniques identified were salaries for valid rural sites; on-site recruitment; placement or internship prospects; public notices; presenting at local conventions or meetings; incentives for effective employee recommendations;