Sigmund Freud And His Theories - 3798 Words

Abstract Sigmund Freud is generally considered to be one of the most revolutionary psychologists of the past two centuries, but many of his theories have been put under scrutiny as further developments and critiques have been made in psychology. Though many of his theories are completely ignored, many of his theories remain relevant in practice today. Modern critics have accused Freud of a variety scientific blunders, ranging from a lack of evidence to unempirical experimental methods and even unethical research practices. Almost every aspect of Freud’s theories have been meticulously dissected and analyzed. Freud’s intentions behind his research, possibilities of sexism in his psychosexual theories, the interrelationships of his various†¦show more content†¦But as soon as we endeavor to penetrate more deeply into the mental process involved in dreaming, every path will end in darkness. †¦we shall be obliged to set up a number of fresh hypotheses which touch tentat ively upon the structure of the apparatus of the mind and upon the play of forces operating in it. We must be careful, however, not to pursue these hypotheses too far beyond their first logical links, or their value will be lost in uncertainties.† This excerpt from Sigmund Freud’s 1913 book, The Interpretation of Dream, Third Edition, is one of his most famous generalizations of his work. Freud often emphasized that the study of the human mind is a complicated, arduous, and ever-changing field of attempts at empirically examining an intangible concept that often result in very small gains. His work has placed him into a distinct place in history that has been given countless courses of retrospection by academics alike. Sigmund Freud, born May 6th, 1856 and died September 23rd, 1939, was an Austrian neurologist that is renowned as the father of psychoanalysis. His work on psychosexuality, unconscious processes, drives, and innovative psychotherapy methods have had a pronounced impact on the field of psychology, as well as philosophy, literature, and many others (Emmett, 2001). An early life filled with hardships, trials, and meaningful encounters would shape his perspective into what would be ubiquitously referred to as innovative and even radical at the

Introduction. Euthanasia Is A Unique Practice Of Ending

Introduction Euthanasia is a unique practice of ending the life of an individual suffering from a terminal disease/illness or an incurable condition by means of using extraordinary medical treatment or lethal injection (TenHave Welie, 2014). The word euthanasia is derived from the Greek - eu, good, and thanatos, meaning death (Russell, 1997). However, some think of euthanasia as merely a mercy killing, while others see it as unjustified murder. Euthanasia is portrayed as a controversial topic that seems to have no grey area, simplified as either black or white. It may seem as though factors such as the conscience right of physicians’ conflicts with the autonomy of patients regarding euthanasia when deciding the fate of a patient.†¦show more content†¦The majority of evidence would suggest with existential considerations, such as feeling a burden to others, fear of losing autonomy, and lost sense of dignity, are the primary motivations that move patient’s to-ward seeking death-hastening options (Willson et al, 2007). To further investigate the attitudes of terminally ill individuals regarding the legalization of euthanasia, The Canadian National Palliative Care conducted a study where they interviewed 379 patients who were receiving palliative care for cancer (Wilson et al, 2007). Patients who desired voluntary euthanasia were followed prospectively. The results showed that 238 participants (62.8%) who believed that euthanasia and/or PAS should be legalized, and 151 (39.8%) who would consider making a future request for a physician-hastened death (Wilson et al, 2007). However, only 22 (5.8%) reported that, if legally permissible, they would initiate such a request right away, in their current situations (Wilson et al, 2007). In follow-up interviews with 17 participants, only 2 (11.8%) showed instability in their expressed desire. It is visible from these results, the stem of terminally ill patients’ desire to receive euthanasia or PAS is asso ciated with religious beliefs; functional status; and physical, social, and psychological symptoms and concerns (Wilson et al, 2007). Inadequate attention to autonomy of patients willShow MoreRelatedThe Need for the Legalization of Physician-Assisted Suicide2485 Words   |  10 Pagesprolonged the length of life and delayed death; however, terminal illnesses still exist and modern medicine is often unable to prevent death. Many people turn to a procedure known as Physician-Assisted suicide, a process by which a doctor aids in ending a terminally ill patient’s life. This procedure is painless and effective, allowing patients to control their death and alleviate unnecessary suffering. In spite of these benefits, Physician-Assisted suicide is illegal in many places both nationallyRead MoreAruna Shanbaug Case - Supreme Court of India14522 Words   |  59 PagesMr. T. R. Andhyarujina, learned Senior Counsel, whom we had appointed as amicus curiae, Mr. Pallav Sisodia, learned senior counsel for the Dean, KEM Hospital, Mumbai, and Mr. Chinmay Khaldkar, learned counsel for the State of Maharashtra. 2 2. Euthanasia is one of the most perplexing issues which the courts and legislatures all over the world are facing today. This Court, in this case, is facing the same issue, and we feel like a ship in an uncharted sea, seeking some guidance by the light thrownRead MoreHsm 542 Week 12 Discussion Essay45410 Words   |  182 Pages------------------------------------------------- Top of Form Week 1: Introductions/Overview: An Ethical and Legal Framework - Discussion This weeks graded topics relate to the following Terminal Course Objectives (TCOs): A | Given a situation related to reproductive genetics, genetic research, or the human genome project, develop a set of legal and ethical guidelines, which can be applied to genetic issues for the conduct of medical practice and/or research. | B | Given the contentious debate surroundingRead MoreFor Against by L.G. Alexander31987 Words   |  128 PagesUniform with this Volume: FIRST THINGS FIRST: An Integrated Course for Beginners PRACTICE AND PROGRESS: An Integrated Course for Pre-Intermediate Students DEVELOPING SKILLS: An Integrated Course for Intermediate Students FLUENCY IN ENGLISH: An Integrated Course for Advance Students New Concept English in two Volume edition FIRST THINGS FIRST PART 1 ·2 PRACTICE AND PROGRESS PART }-2 For and Against AN ORAL PRACTICE BOOK FOR ADVANCED STUDENTS OF ENGLISH L.G.ALEXANDER .... †¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢ †¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢ ~ LONGMAN Read MoreMedicare Policy Analysis447966 Words   |  1792 PagesEnsuring value and lower premiums. Ending health insurance rescission abuse. Sunshine on price gouging by health insurance issuers. Requiring the option of extension of dependent coverage for uninsured young adults. Limitations on preexisting condition exclusions in group health plans in advance of applicability of new prohibition of preexisting condition exclusions. Prohibiting acts of domestic violence from being treated as preexisting conditions. Ending health insurance denials and delays

Presenting for Success Quotes Free Essays

â€Å"Life’s like a movie, write your own ending Keep believing, keep pretending We’ve done just what we’ve set out to do Thanks to the lovers, the dreamers, and you. † – Kermit the frog â€Å"There are two types of people – those who come into a room and say, ‘Well, here I am! ’ and those who come in and say, ‘Ah, there you are. ’† – Frederick Collin â€Å"The greatest power ever bestowed upon mankind is the power of choice. We will write a custom essay sample on Presenting for Success Quotes or any similar topic only for you Order Now Choose to persist without exception. Hold fast to your dreams and stay the course, even in the face of exhaustion, rejection, and uncertainty. † – Andy Andrews Twenty years from now you will be more disappointed by the things you didn’t do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover. † -Mark Twain â€Å"People often say that motivation doesn’t last. Well, neither does bathing. That’s why we recommend it daily! † – Zig Ziglar â€Å"A positive attitude won’t help you do anything, but it will help you do everything better than negative thinking. † – Zig Ziglar â€Å"We are what we repeatedly do. Excellence, therefore, is not an act but a habit. – Aristotle â€Å"Knowing is not enough; we must apply. Willing is not enough; we must do. † – Johann Wolfgang von Goethe â€Å"You gain strength, courage and confidence by every experience in which you really stop to look fear in the face†¦ You must do the thing you think you cannot do. † – Eleanor Roosevelt Nothing in this world can take the place of persistence. Talent will not; nothing is more common than unsuccessful people with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Calvin Coolidge May we never let the things we can’t have, or don’t h ave, or shouldn’t have, spoil our enjoyment of the things we do have and can have. As we value our happiness, let us not forget it, for one of the greatest lessons in life is learning to be happy without the things we cannot or should not have. – Richard L. Evans Did you ever see an unhappy horse? Did you ever see bird that had the blues? One reason why birds and horses are not unhappy is because they are not trying to impress other birds and horses. – Dale Carnegie When one door of happiness closes, another opens; but often we look so long at the closed door that we do not see the one that has been opened for us. – Helen Keller There are three types of people in this world: those who make things happen, those who watch things happen and those who wonder what happened. We all have a choice. You can decide which type of person you want to be. I have always chosen to be in the first group. – Mary Kay Ash I think there is something, more important than believing: Action! The world is full of dreamers, there aren’t enough who will move ahead and begin to take concrete steps to actualize their vision. W. Clement Stone What this power is I cannot say; all I know is that it exists and it becomes available only when a man is in that state of mind in which he knows exactly what he wants and is fully determined not to quit until he finds it. – Alexander Graham Bell A man can be as great as he wants to be. If you believe in your self and have the courage, the determination, the dedication, the competitive drive and if you are willing to sacrifice the little things in life and pay the price for the things that are worthwhile, it can be done. – Vince Lombardi You’ve got o sing like you don’t need the money, love like you’ll never get hurt. You’ve got to dance like no one is watching. It’s gotta come from the heart, if you want it to work. – Susannah Clark Don’t say you don’t have enough time. You have exactly the same number of hours per day that were given to Helen Keller, Michaelangelo, Mother Teresa, Leonardo da Vinci, Thomas Jefferson, and Albert Einstein. – H. Jackson Brown If you want to get somewhere you have to know where you want to go and how to get there. Then never, never, never give up. – Norman Vincent Peale For many people, an excuse is better than an achievement because an achievement, no matter how great, leaves you having to prove yourself again in the future but an excuse can last for life. – Eric Hoffer If I were asked to give what I consider the single most useful bit of advice for all humanity, it would be this: Expect trouble as an inevitable part of life, and when it comes, hold your head high. Look it squarely in the eye, and say, â€Å"I will be bigger than you. You cannot defeat me. – Ann Landers Crystallize your goals. Make a plan for achieving them and set yourself a deadline. Then, with supreme confidence, determination and disregard for obstacles and other people’s criticisms, carry out your plan. – Paul Meyer Goals help focus you on areas in both your personal and professional life that are important and meaningful, rather than being guided by what other people want you to be, do, or accomplish. – Catherine Pulsifer Success is waking up in the morning, whoever you are, wherever you are, however old or young, and bounding out of bed because there’s something out there you love to do, that you believe in, that you’re good at — something that’s bigger than you are, and you can hardly wait to get at it again today. Whit Hobbs Somehow I can’t believe that there are any heights that can’t be scaled by someone who knows the secrets of making dreams come true. This special secret – curiosity, confidence, courage, and constancy, and the greatest of all is confidence. When you believe in a thin g, believe in it all the way, implicitly and unquestionable. – Walt Disney I believe life is constantly testing us for our level of commitment, and life’s greatest rewards are reserved for those who demonstrate a never-ending commitment to act until they achieve. This level of resolve can move mountains, but it must be constant and consistent. – Tony Robbins How to cite Presenting for Success Quotes, Papers

Building Organizational Capacity in Health Care

Question: Discuss about the Building Organizational Capacity in Health Care. Answer: Critical Analysis: Advantages and Disadvantages of Current Organizational Structure This section presents a critical analysis of merits and disadvantages of prevailing hospital organization structure for present health care setting and altering health needs of the populace. The prevailing hospital has adopted the traditional, functional (bureaucratic) organizational structure. The functional organization describes a situation in which the organization is divided into distinct units anchored on roles like marketing, accounting, research and development. This structure provides various potential merits and demerits (Cordery et al., 2015). The advantages include specialization and efficiency and productivity whereas limitations are lack of teamwork and difficult management control. With respect to specialization, this structure is that it provides a high degree of specialization. Individual unit runs as a kind of independent mini-organization, delegated with undertaking its particular role (Cummings Worley, 2014). Workers characteristically commerce their respective professions in entries level point under function as well as develop specific knowledge as they shift up in the ladder. The employees turn into professional in their functional regions, and the unit as well as organization gain from their respective know-how along with experience over period (Dunning, 2015). As provided for in the in the vision statement provide positive health experiences for the community, specialization will help propel this vision. This is because the work will be divided to particular units and each unit will have developed the required expertise to needed to achieve this vision statement. With respect to mission statement, specialization will also help achieve the mission (Fan, Wong Zhang, 2013). The mission for example, is emphasized on quality and this is what specialization provides as expertise and specialist health care will be accomplished. Specialization will also enhance the achievement of the overall strategic goal (Hurlburt et al., 2014). This is because specialization allows for expertise who will push for the accomplishment of the strategic goal. Another advantage is efficiency and productivity. Since functional organizational structure produces an expert worker through specialization in his corresponding functional area, it can accomplish the tasks with a high degree of swiftness as well as competence thus augmenting organizations productivity. Workforces in this hospital will know their jobs well and will able to proceed with confidence as well as with a least amount of mistakes. Since the career paths within the functional unit is clear, the workers will be highly motivated to advance their respective careers in the organization by attainment of the following step on ladder, thus making them more productive. This is in line with vision, mission and overal strategic goal of the organization as explained above. The limitation of the functional organizational structure is that there will be lack of teamwork. The vision and mission of the hospital as stated above will be dealt a blow with lack of teamwork. This is because whereas specialized components within functional structure usually execute under a high degree of efficiencies, there will be trouble working well with some other units in the organization. The units will become territorials and unwilling to collaborate with one another to achieve the mission, strategic goals and vision as stated above. This is because individual unit will serve in its individual best interests rather than those of organization in entirety. The backbiting in the organization will cause tasks and projects to fall behind schedule. The other disadvantage is problematic management control. This structure will inflict a test for the top management to uphold effective control as the organization enlarges. As the hospital get greater and the top management embraces more delegation relating to decision-making errands to particular functional area, the degree of independence will rise. This makes the coordination of activities critical in meeting the mission, vision and strategic goals above more difficult. Maintaining control of as well as managing separate functions become even more challenging hence derailing the expected accomplishments. Alternative Organizational Structure Identification The best alternative organizational structure to push this agenda through is the collaborative structure. This structure will be appropriate for the new health service. The features of this structure include; a networked along with nonhierarchical organizational structure; an openness, trust and honesty and; an engaged along with valued staff culture. It is basically a fundamental culture of collaboration which propels all activities with organization. Under the networked and non-hierarchical structure, it gives the antithesis for the traditional command as well as control organization and hence will eliminate the rigidity of roes and management authority. It is a more fluid as well as flat with individual workers assigned greater responsibility to make decisions suitable to their respective roles as well as concerned tasks without bottlenecks resulting from coatings of management endorsements along with red tape (Garner, 2014). The players are well-defined by what they are trying to accomplish rather than their respective positions in the organization and emphasis is put on leadership with targets being set for individuals alongside teams and subsequently offering suitable inspiration besides backing to assist them accomplish such goals. Under the culture of openness, trust and honesty, every stakeholder including employees will have a voice besides being fortified to showcase their diverse opinions deprived of any dread of treading on toes of the executives. It is fewer around individuals being availed a podium to publicly criticize their counterparts, managers and even leaders, but rather about the creation of a surrounding in which openness, sharing as well as discussions remain core to everything which happens, be that declaration or explanation of a newfangled approach or course for the organization, a proposed alteration to processes in a given part of business, or simply event, news items or suggestions at the local degree. It does not imply to assert that each action, conclusion inside this cooperative organization is essentially continuously accomplished collaboratively, nonetheless rather there is a shared pledge of trust amid the peers, between employees and leaders. This means no intellect of threat or inconveniences from inviting other people to underwrite an opinion, or offer response, and individuals remain confident as well as willing to do that when the need arises. Under the engaged and valued workforce, the workers are provided greater responsibility, as well as chance to communicate their opinion, engage with peers as well as managers. In doing so, the employees have a say in the manner things are undertaken and direction the organization is taking. The outcome is the staff which is increasingly engrossed in the affluences of the organization, who cares whether the organization achieves its goals as well as feeling a collective sense of ownership along with involvement in process of accomplishing such goals. The workforce will be an empowered one with much greater loyalty to the organization. They will likely churn often as persons seeking to gain greater degrees of accountability, and finding a proprietor with healthier values to workers dedication. The collaborative organizational structure could better expedite the achievement of the new mission along with strategic goals of this Hospital. The strategic goal and mission stand best achieved under this new alternative structure. This is because the rigidities noted in the functional organizational structure as explained above will be uprooted (Majchrzak et al., 2014). The employees and leaders will have a more collaboration with sharing of new ideas and opinions that help drive the goals and mission. The employees will also be motivated and feeling part of the organization and this means that they will give their best to achieve the mission and strategic goals as explained above. Lines of Authorities and Responsibilities The fundamental authority lines along with responsibilities for accomplishing the overall organizational strategic goals within the recommended structure (collaborative organizational structure. Since this structure is less-structured and less rigid as compared to functional structure, the authorities are reduced as people can communicate and share information across the organization irrespective of leaders, executives and employees. Sharing of information will be increased and consultation will be done without the bureaucratic procedures and authorities (McEvily, Soda Tortoriello, 2014). The Hospital will benefit greatly as execution of new ideas will be swifter thereby enabling the hospital to respond to the fast growing competitive challenges and market structures (Baron et al., 2014). Advantages and Disadvantages of Suggested Structure The benefits is this slightly- structured and nonhierarchical collaborative context for working is that it will allow for the execution of new ideas more swiftly thereby enabling the hospital to respond to the fast growing competitive challenges and market structures (Vincent, Burnett Carthey, 2014). Moreover, the new projects and teams will get up as well as run rapidly, deprived of the necessity for substantial reorganizations hence generating new dynamics in the Hospital. Communication is considerably quicker, with core news that allow for accessing individuals directly, instead of being filtered via management (Ashkenas et al., 2015). The information will as well flow more effortlessly in the entire organization through a peer-to-peer channel. This effectively aligns to altering health care atmosphere alongside what this Hospital desires to accomplish for its stakeholders. The limitation of the collaborative structure is that some employees may over criticize in pretense of offering opinions and ideas which may delay the achievement of the set goals (Albers, Wohlgezogen Zajac, 2016). Also, some traditional managers and leaders may feel as if they are not respected when employees offer their opinion hence bringing conflicts. References Albers, S., Wohlgezogen, F., Zajac, E. J. (2016). Strategic alliance structures: An organization design perspective. Journal of Management, 42(3), 582-614. Ashkenas, R., Ulrich, D., Jick, T., Kerr, S. (2015). The boundaryless organization: Breaking the chains of organizational structure. John Wiley Sons. Baron, S. L., Beard, S., Davis, L. K., Delp, L., Forst, L., Kidd?Taylor, A., ... Welch, L. S. (2014). Promoting integrated approaches to reducing health inequities among low?income workers: Applying a social ecological framework. American journal of industrial medicine, 57(5), 539-556. Cordery, J. L., Cripps, E., Gibson, C. B., Soo, C., Kirkman, B. L., Mathieu, J. E. (2015). The operational impact of organizational communities of practice: A Bayesian approach to analyzing organizational change. Journal of Management, 41(2), 644-664. Cummings, T. G., Worley, C. G. (2014). Organization development and change. Cengage learning. Dunning, J. H. (2015). Reappraising the eclectic paradigm in an age of alliance capitalism. In The Eclectic Paradigm (pp. 111-142). Palgrave Macmillan UK. Fan, J. P., Wong, T. J., Zhang, T. (2013). Institutions and organizational structure: The case of state-owned corporate pyramids. Journal of Law, Economics, and Organization, 29(6), 1217-1252. Garner, W. R. (2014). The processing of information and structure. Psychology Press. Hurlburt, M., Aarons, G. A., Fettes, D., Willging, C., Gunderson, L., Chaffin, M. J. (2014). Interagency collaborative team model for capacity building to scale-up evidence-based practice. Children and Youth Services Review, 39, 160-168. Majchrzak, A., Rice, R. E., King, N., Malhotra, A., Ba, S. (2014). Computer-mediated inter-organizational knowledge-sharing: Insights from a virtual team innovating using a collaborative tool. McEvily, B., Soda, G., Tortoriello, M. (2014). More formally: Rediscovering the missing link between formal organization and informal social structure. The Academy of Management Annals, 8(1), 299-345. Vincent, C., Burnett, S., Carthey, J. (2014). Safety measurement and monitoring in healthcare: a framework to guide clinical teams and healthcare organisations in maintaining safety. BMJ quality safety, 23(8), 670-677.