Orem's theory of self-care in the maternity department Essay

Orem's theory of self-care in the maternity department - Essay Example As the essay declares the subject of short study here is, ‘The concept of Self-Care’ in nursing practice as envisaged in the maternity department of a hospital. It will be argued that the Praxis of Self-Care could greatly improve the rehabilitative role of nurses by positively influencing an individual’s self-care agency; which is the power component of self - care behavior, as according to Dorothea Orem’s Theory. This paper discusses that the term ‘Self-Care’, is familiar through Orem’s Self-Care Deficit Theory of nursing. Orem’s theory is composed of three related theories: the theory of Self-Care, the theory of Self-Care Deficit and, the theory of Nursing Systems. Orem’s theory views the individual as a self – care agent with especial needs. When ‘self-care’ is practiced it enhances health and well-being being. There is a visible link between responsibility and self-care; Self-care can be stated as a self-initiated, deliberate and purposeful activity linked to health and well-being. Pertinent action is performed to meet the therapeutic self-care demand arising out of known needs for care. This varies from time to time, as required by the various stages of life-cycle, of the individual person. The non-fulfillment of this demand, gives rise to a self-care deficit, which denotes the need for nursing. The decision to provide self-care is tak en jointly by the patient and the nurse. Herein the nurse plays a pivotal part in the influence of the patient.

management :: essays research papers

1.  Ã‚  Ã‚  Ã‚  Ã‚  Donna is a successful leader because she has the vision to inspire people to follow her and achieve the goals that benefit the Zoo . Donna had a vision or shared dream to make the buffalo Zoo regain its world class in 10-25 years, a strategy of gaining employees respect by empowering them to make decisions, encouraging them and supporting their efforts, Donna is a self confidence person, she has the business knowledge because of her high education (master,ph.D) and her extensive experience in zoology , Ballmer’s actions and behaviors demonstrate a task orientation approach by setting performance goals, coordinating activities, providing resources, supervising workers and setting standards. By thinking about the business in the future, holding people accountable for their responsibilities, working together, forming a business strategy, improving technology development, building trust with customers, improving quality of products and services, and showing honesty and respect to competitors. All theise great quality that Donna holds made her successful as president and CEO. 2.  Ã‚  Ã‚  Ã‚  Ã‚  Ballmer expresses a position power. This includes a legitimate power that indicates a formal authority. One of Ballmer’s goals is to achieve a greater business is to push authority down. Indicating that Ballmer wants all the authority. Coercive power is also expressed by Ballmer, a power to punish, discipline and withhold rewards. He is going to hold employee responsible for their actions. 3.  Ã‚  Ã‚  Ã‚  Ã‚  There is evidence of a personalized power orientation which focuses on an impulsive power. Ballmer seems like he wants controlled and centralized decision making. He doesn’t ask for advice or feedback from the managers or other employees. 4.  Ã‚  Ã‚  Ã‚  Ã‚  Yes, there is evidence of delegation. Delegation is defined as a leader providing employees with several tasks. Ballmer made a list of new tasks that needed to be accomplished in order for Microsoft to become a better company. If these task aren’t being accomplished then employees are going held accountable. 5.  Ã‚  Ã‚  Ã‚  Ã‚  Yes, Ballmer demonstrates the 3Cs Model of Leadership. He has competence by being knowledge about how Microsoft operates.

Case Study One- Rio Tinto: Redesigning HR Essay

1. Synopsis Rio Tinto, an international London based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to insure an orderly and efficient system that would support the organization’s future productivity. This new proactive approach to management, utilization of technology, and preparation of the employees proved to help save the company and set the stage for continued future operations. 2. Answer the Questions Q1. How did Rio Tinto’s revamping of HR help with minimizing the potential problems with the reduction in force? The entirety of management to engage in strategic human resource planning is what had been revamped in the Rio Tinto organization. Engaging in centralized global planning, maintaining effectiveness, awareness in serving the best interests of the entire organization, and not carrying out decentralized single focused HR at all sixty individual business sites was a positive, yet necessary culture shift leading to increased efficiency. The intention to control issues and serve the best company interests were to maintain integrity, hold down costs (which could have been in legal fights and time), sensitivity to those affected persons and business units, and establish a data management system that handles international staffing and succession planning. What role would an HRIS have to play in managing a RIF? The role of Human Resource Information System(s) in any organization is to give employee asset visibility to enable management decisions and planning easier. In a perfect world, all employee records from hire to decision time would give a more complete picture on all employees past, present, and future value to the organization. The comprehensiveness of a database with all the intricacies loaded in to handle future plans, regional requirements,  training and education, critical skills, performance data, and succession planning allows managers the ability to see exactly where to eliminate positions and personnel that do not add to organizational productivity. Q2. Without a consistent philosophy, policies, and approaches to reduction in force (or any other disruptions in the future) what would the likely reactions from employees be? The first collective employee reaction management will see, whether the entire reduction in force plan is revealed, would be that of the union(s) being up in arms that there will be any employees getting the pink slip. The on the job efficiencies and reduction in productiveness could occur if employees become disenfranchised and are left wondering on whether they have a job tomorrow. Managers and employees who generally have a minor trust issue normally will withdraw from each other, which will result in work team dysfunctional behaviors and creativity will stalemate. If left to its own devices, strikes, walkouts, or employee sabotage could become the extreme results of poorly constructed philosophy, policies, and management approaches. 3. Describe a Similar Personal Experience During the mid-to-end of the 1990s, during my career in the US Army, we had a reduction in force (RIF) that was conducted very poorly. The perceived best interests (Washington politics) for the organization and centralized decisions were implemented without regard for the work units spread across the globe. There was no real use of a common sense approach to succession planning and ultimately we lost an unacceptable amount of mid-level managers that caused a knowledge gap that took nearly ten years to correct. At the time, the HRIS was not fully in place with management understanding the capability of the tools possible in making decisions. Changes since that time have improved in teaching management to leaders and in the near future, a RIF is on the way with the drawdown after we get our forces back here from the Middle East. We should watch and evaluate the historical lessons of the past.

The, And Administrative Decrees Documented During The...

After Alexander the Great conquest of Egypt in 332 BC, Egypt was ruled for the following three centuries by the foreign Greek dynasty of the Ptolemies. Although Egypt was subjugated by Alexander in 332 BC it wasn’t actually until 305 BC that the Ptolemaic dynasty was officially established. Ptolemaic Egypt would have been considered one of the two greatest powers in the Hellenic East. However, there is evidence that shows that the first troubles that Ptolemaic Egypt had to face actually originated from Egypt itself. These troubles were formed largely due to the ethnic tension that had formed with the native Egyptians and the immigrated Greeks. There was a third community of people present in Ptolemaic Egypt at this time, these people being that of the Jewish faith (find better way to introduce this shit). It is the hope of this essay to prove through analyse of literary texts, papyri, and administrative decrees documented during the reign of the Ptolemaic dynasty that the tens ion between these two groups was extremely strong. This can be attributed to a fusion of the Greeks disdain for the native Egyptians and the Egyptians resentment of the Greeks due to the ill treatment they receive from them. Even from the very first migration of Greeks in Egypt, Ptolemaic Egypt was a bureaucracy were in which your social standing was determined by your race, and the prevailing ethnicity was that of the Greeks. Although the Greek were the minority in Egypt this did not stop from being