Diversity and Cross Cultural Differences in Work places Essay Example for Free

Diversity and Cross Cultural Differences in Work places Essay Diversity and Cross-Cultural Differences in Workplaces Introduction            Different people have different mental structures due to the diverse type of personality and cultural background. The study of psychology has enabled people to know about the mental functioning of others making it easier individuals and groups to understand one another. Since people must interact in the day-to-day activities, there is need to harmonize this differences and create an environment where every member feel a sense of belonging. Psychological counseling plays an important role in preparing individuals to be more appreciative the cultural and personality difference existing between people. Psychology counseling is a field of psychology focusing on the personal and interpersonal working and on the emotional, social and health related issues of individuals and groups of people. This paper addresses issues arising from interaction of people with differences culture and behaviors. It also focuses on criminal investigation process in the psychological perspective.            Key words: psychopathology, personality, behavioral therapy, individualistic, diversity Diversity and Cross-Cultural Differences in Workplaces            Every individual is characterized by a unique pattern of thoughts, behaviors and feeling that contribute to individual’s psychological structure. Despite the fact that each individual is unique in personality resulting in diversity in peoples’ way of lives, people have always found themselves in crowds- be it in schools, places of worship, or any other social, political or economic gathering. Leininger and McFarland (2006) writes that the need to coexist in harmony compels persons to sometimes subordinate individual goals so that they can accomplish the goals of a group. Those individuals who are not mentally ready to accept the cultural and personality diversity between different people often find it hard to coexist with others.            Psychopathology has enabled counseling psychologist to understand the various aspects of one’s mental structure including genetic and biological issues. Psychologists are able to identify people who undergo atypical or disordered development from those with normal or typical development. It is paramount for coworkers to be aware of their colleagues’ mental structure so as to engage in the right way with them. This is crucial for the creation and maintenance of a healthy and productive working environment that is composed of persons with diverse personalities. In such a set up where workplace colleagues have to cope with different personality traits, one may find it hard to maintain a stable mental behavior and physical emotions and may suffer from maladjustment in case one is in a new environment. Counseling psychologists help such persons to alleviate distress and improve their wellbeing (Woolfe Dryden, 1996). They also provide patients with assessm ent and treatment of psychological issues.            Through behavioral analysis, one is able to systematically analyze another person’s or one’s own behavior so as to know cause of certain behaviors and consequently improve social interaction. Bad behaviors can be corrected or good behaviors adopted or through behavioral therapy. This is a method that is used bypsychotherapists and psychiatrists to treat mood disorders an anxiety usually caused by variables such as; social phobia, depression, post-traumatic stress disorder and bipolar disorder. According to Lesilie (2008), behavioral treatment techniques include;Role playing, discussing about coping mechanisms, breathing and relaxation method, activities to promote focus, modifications to anger, pain or fear, social skills training, positive reinforcement.            These methods focus on individuals shaping their behavior to cope with the environment. When individuals with behavioral disorders try to change their behaviors to suit that required in the workplaces, they often find themselves struggling to relate with the others and this leads to seclusion and isolation. On the other hand behavioral therapy should focus aiding individuals acquire control over their own behavior and blending it with the requirements of the workplace. This is important because one manipulates the environmentand learns to control their own behavior without compromising their personality which is vital for maximum productivity. With one’s own personality, the reception of stimuli and the response is not affected and therefore there are no negative consequences influencing the next occasion in the brain (Lesilie, 2008).            Persons who find it hard to conform to workplace ethics due to cultural mismatches should set standards for assessing their own performance and progress in behavioral therapy. Techniques such as self-management, self-control and self-regulation are used to monitor one’s progress (Woolfe Dryden, 1996). Behavioral modification procedures are not procedures to punish those people with different behaviors but they are techniques to eliminate non-conforming working behaviors and also facilitate cross-cultural understanding. The make the workplace to feel better and builds a sense of satisfactory. For psychologists to offer the relevant advice to a person suffering from mental disorder, they must first find out the patients’ personality and understand how they think, feel, relate, influence and get influenced by others.            For applied social psychologists to attend to a patient they must try to adopt the personality of the patient so that they can employ the best techniques to treat a patient without affecting the patients personality. In this perspective the psychologist is able to develop development strategies that are aimed at improving the important aspects, programs and policies for the patient to have a positive recovery. Psychologists should aim at eliminating the negative attitude that a patient may have towards colleagues or the workplace. This is aimed at improving intercultural understanding and to offer a neutral platform where no culture is viewed as less or more important than the other. With cross-cultural understanding people will tend to be more committed to working together improving productivity.            Nevertheless, cultural competence is healthy for the growth of an organization that comprises of people from diverse cultures (Leininger McFarland, 2006). This should not be overshadowed by the tendency to express cultural superiority over others but should demonstrate the ability to effectively engage in cross-cultural dialogues without intimidating or negating another person’s culture. This requires one to appreciate social psychology and be in a position to balance between positive and negative criticism on another person’s culture. Since not all people are equipped with the understanding of social psychology, training on cultural competence should be conducted to avoid such problem from arising. Some cultures are individualistic while others are communists and this play a big role in defining how coworkers exist. This necessitates the need for effective cross-cultural team-building and training.            As colleagues engage in affairs of the workplaces, each and every one of them is entitled to a certain opinion which one would like to support. If such a situation gets tense, certain body changes occur such as breathing rates and emotional changes if certain people are intimidating others for decisions to go their way. Such a phenomenon may result in one becoming uncontrollable or violent. Biological psychology is concerned with balancingwhat the mind is processing and the effects it has on the body. It analyses how ones behaviors and thoughts are affected by the brain and neurotransmitters. Various neurotransmitters have different effects on the body. For instance, neurotransmitter dopamine is responsible for movement and learning. Varying quantities of excess or too little of the neurotransmitter dopamine in the body results in disorders such as schizophrenia and Parkinson’s disease respectively. (Woolfe Dryden, 1996).The comprehensive nature of bio-psyc hology encompasses diversity and cross-cultural aspects of an organization. A bio-psychologist will reconcile individuals or groups of people that are not in agreement resulting in abnormal behaviors. When addressing such a conflict a bio-psychologist figures out in which area of bio-psychology the problem is. The following are the main areas of bio-psychology; sensation and perception, emotion, learning and memory, motivated behavior and control of movement (Woolfe Dryden, 1996). Through these areas, bio-psychological problems and concerns are addressed.            Another area of psychology is the forensic psychology – an area that deals with the relationship between psychology and law. When a crime occurs, a criminal investigative process takes place in order to determine the offender, motive and to allow the right punishment if any to be given to the offender. The investigation involves investigative psychologist who explores the relationships between the offender and the nature of the crime that has been committed. The investigation process has the following major areas; investigating the crime, gathering evidence, use of technology, search and seizure, arresting and charging the offender who may also undergo detention and interrogation (Simon, 2012). Throughout this process forensic psychologists are involved as they help to establish a connection between an offender and the crimes committed. Essentially the forensic psychologist offers the following services during investigation process: evaluating the risks of r eoffending by the offender, child custody evaluation, recommending the length of the sentence to be handed to the offender, competence evaluation and testimony as an expert witness.            Simon (2012) says that throughout this period from crime commission to when the sentence is passed, a forensic psychologist will engage with the suspected offended in an attempt to get insight on the motive behind the offence. In some cases, the offender may be suffering from a mental disorder and it is the duty of the psychologist to psychological expertise to provide analysis and recommendations in the criminal case. In addition a psychiatrics’ examination is required to determine whether the offender/suspect suffers from a mental illness an opinion that is taken to be of very high value by the court since it might require the court to charge the offender as a mentally challenged person and this also influences the type of prison the offender is to serve the sentence. In conclusion psychological is an aspects great and delicate influence on the diversity and cross cultural differences existing in workplaces. Coworkers should work towards enhancing intercul tural understanding and acceptance. References Leininger, M.M. McFarland, R.M. (2006). Culture Care Diversity and Universality: A Worldwide Nursing Theory. Sudbury, MA: Jones and Bartlett. Lesilie, C.J. (2008). Principles of Behavioral Analysis. Hove, UA: Psychology pr.Simon ,D. (2012). In Doubt. The Psychology of the Criminal Justice Process. Cambridge, CB: Havard University Press.Woolfe, A, Dryden, W. (1996). Handbook of Counseling Psychology. Oxfordshire, OS: Carfax International Publishers. Source document

Employee Motivation Essay Example for Free

Employee Motivation Essay Abstract. Employee motivation is the psychological feature that arouses an employee to behave in a certain manner for accomplishing certain organizational goals. Individuals differ in motivation along three parameters viz. self-esteem, need for achievement, and intrinsic motivation. There has been a growing emphasis on employees needs rather than just organizational needs, and recognition of the strategic value of employees being developed to their best potential. Organizations have become increasingly aware that the effective development of their employees skills and knowledge has benefits for the whole organization. Performance appraisal can be a crucial factor in the setting of career goals and the perception of job satisfaction leading to increased motivation and productivity. The paper examines employee motivation at the workplace. What is Motivation? Motivation is based on emotions. It is the search for positive emotional experiences and the avoidance of negative emotional experiences. Motivation is involved in the performance of all learned responses. It is a behavior that will not occur unless it is triggered. In general, psychologists question whether motivation is a primary or secondary influence on behavior. For example, is the behavior stemmed from personality, emotion perception, and memory or if motivation stems from concepts that are unique. Each year, billions of dollars are spent on motivation courses by large companies. The course involves training in motivation, meetings to boost motivation, incentives to strengthen motivation, meetings to analyze problems in the workplace motivation, tools to measure motivation mission statements, etc. These training sessions also include how to cope with problems in recruitment, productivity and retention, problems of commitment to teams and corporate agendas. Motivation is extremely important to success and to reach personal and business goals that one has set. Ethics Employees must learn to work together towards common goals. Employees must have an understanding of the organization as a whole and how they fit into the organization. They will most likely need training to acquire the knowledge needed for organizational understanding. Once an understanding of the organization and their role in it has been established, the employee with act on the goals set forth. Management must show the employee the need for their being there and for their output and input. The top to bottom role should be fair and there must be a clear code of corporate ethics. There must be communication between all levels, top to bottom, bottom to top. No employee should be left out. Management should ensure that their employees feel secure and they can be trusted and are equals among their peers. Performance should be viewed as a learning experience, not a horrific experience. Appraisals The annual performance review is one of the most feared and fearful processes that leaves employees angry and depressed as opposed to motivated to perform better. Companies have started to look at the appraisal as a more developmental approach to performance evaluation, instead of making the employee feel more insecure about their job performance. By using this technique, it would emphasize on giving employees the skills they need to perform effectively. The goal of a plan such as this would be to achieve goals that have been set by the company and be appraised on how many of those goals they have reached. Goals should be clear and sufficient to motivate employees into action. Business performance will improve by using an effective appraisal system. By defining clear objectives, the employees will be able to focus on the specified task and company goals. Appraisals help the employees feel that their good work is recognized and that they are valued. It also provides an opportunity to discuss concerns and weaknesses that the employee may have and suggestions may be made to find a solution to the problem. Motivation Techniques In order to motivate employees, they must know what is expected of them. Employees must have a clear understanding of challenges and realistic goals that they must meet. Employees that are encouraged to healthy competition ensure that the criteria for successes are clear and do not encourage resentment or low morale. Tough approaches, like firing staff that are not working to their full potential, can motivate other employees to do work better and strive for those goals that have been set. There is no perfect way to motivate staff. Some psychologists hold that financial bonuses or perks will be enough to motivate employees to give their best effort. Competition between employees is also commonly used as a motivation strategy at times. However, the keys to effective employees are motivation strategies that provide a range of incentives that appeal to the different personalities of the employees. While one individual may be driven by money, another may find job satisfaction or creative opportunities more powerful factors. Some company employee motivation techniques suggest that most employees respond to the same incentives. Money is most commonly used to improve motivation, staff retention and ambition. Everyone is different and has their own view about what is important to their life. For this reason, there are steps that can be used to motivate employees by doing things that they value and mean doing the right thing. They are as follows: Find the right job for the right person Empower Employees Co-operation vs. Competition Involve employees in company development When staff feel secure and nurtured in their work environment they perform  better. These steps help employees feel secure in their environment: Praise and recognition of the employees successes as much as you constructively criticize them. Let employees be aware of their job security. Be a Leader to staff. Create a comfortable working environment. Treat employees fairly. Mangers are responsible for overseeing employees who are engaged in work or learning tasks. Managers must be aware that some employees participate more out of interest in the task than others are. Others gain their satisfaction principally out the way in which their performance on the task leads to rewards like pay or status. But typically there is a mixture of motives for which a range of different incentives is relevant. Most employees will find at least some satisfaction in simply doing the work. The balance of these intrinsic and extrinsic sources of satisfaction varies from one person to another and between different situations. Some people indeed are highly motivated by both intrinsic interest and extrinsic rewards. Extrinsic and intrinsic motivation Most employees understand intrinsic satisfaction or intrinsic motivation, when an activity is satisfying or pleasurable in and of itself. These activities are things employees like and want to do. For most people, intrinsically enjoyable activities are things like eating, resting, laughing, playing games, winning, creating, seeing and hearing beautiful things and people, and so on. To do these things people do not need to be paid, applauded, cheered, thanked, respected, or anything. They do them for the good feelings that are automatically and naturally received from the activity. Intrinsic rewards also involve pleasurable internal feelings or  thoughts, like feeling proud or having a sense of mastery following studying hard and succeeding in a class. Many, maybe most, activities are not intrinsically satisfying enough to get most of people to do them consistently, so extrinsic motivation needs to be applied in the form of rewards, incentives, or as a way to avoid some unpleasant condition. There are many activities that are intrinsically satisfying to some people but not to other people. This diversity suggests that past experiences can have a powerful influence on determining what is intrinsically satisfying to an individual. In many activities, intrinsically satisfying aspects combine with extrinsic pay offs. For example, employees and people in general, intrinsically enjoy conversing and, at the same time, they get attention, praise, support and useful information. In this case where intrinsic and extrinsic motivations are mixed, one might suppose that over a period of time the accompanying extrinsic reinforcements gradually increase our intrinsic enjoyment of the activity and perhaps vice versa. Extrinsic Motivation Extrinsic Motivation comes from without, such as money, titles, honors, trophies or a date. Extrinsic motivation has been found to destroy intrinsic motivation. Presently there is a movement to eliminate extrinsic motivation from schools, hospitals, and government. Extrinsic Motivation can be based on the phrase, Do this, and get this. Methods of Extrinsic Motivation are sometimes controversial. Some argue that employees view their work as a form of punishment and the paycheck is their reward. Extrinsic rewards tend to focus attention more narrowly and to shorten time perspectives, which may result in more efficient production of predefined or standardized products. Job satisfaction and long term commitment to a task may also be affected. Management first thinks about rewarding employees with money as an effective reward. Unfortunately, money will not always motivate employees to perform better or stay with the company longer. Not everyone thinks money makes the  world go round. Intrinsic Motivation Intrinsic motivation is the satisfaction in which the rewards come from carrying out an activity rather from a result of the activity. Employees that are intrinsically motivated tend to be more aware of a wide range of phenomena, while giving careful attention to complexities, inconsistencies, novel events and unexpected possibilities. They need time and freedom to make choices, to gather and process information, and have an appreciation of well finished and integrated products, all of which may lead to a greater depth of learning and more creative output. Intrinsic Motivation is the outcome of a work situation that employees enjoy. It comes from inside of the employee. Employees feel that they are in charge and that they have the opportunity to acquire new skills and abilities to match a different challenge. Employees also feel that they are a part of a successful team. When rewards, such as praise, are based on performance standards that imply one is doing well and performing competently, then the intrinsic interest increases. People like to be told they are doing well. Intrinsic Motivation is an emotional preference that gives pleasure and enjoyment. It stems from a strong emotional interest in an activity. It can be classified as a sense of freedom. Theories. Maslows Hierarchy of Needs. Abraham Maslow is considered as the father of Humanistic Psychology. Humanistic Psychology incorporates both Behavioral and Psychoanalytical Psychology. Maslow, although he studied both types of Psychology, he rejected the idea that human behavior is controlled by only internal and external factor. Maslow, instead, based his Motivation Theory on the basis that mans behavior is controlled by both internal and external factors. (pp. ) He also emphasized that humans have the ability to make choices and  exercise free will. Maslow collected data for his theories by studying individuals with an outstanding presence. His studies led him to believe that certain people have needs which are unchanging and genetic. Some needs are more basic than others are and others are more powerful than others are. As these needs are satisfied, new needs are created and other needs emerge. Maslows Hierarchy of Needs is as follows: Basic Needs: Physiological; The need for sleep and rest, food, drink, shelter, sex, and oxygen. Safety; The need to be safe from harm. The need for a predictable world with consistency. The need for fairness, routine, and a sense of stability and security. Growth Needs Love and Belonging: The need for love and affectionate relationships, belonging to a group, and caring. Esteem (two components): Self-respect: The desire for confidence, competence, adequacy, achievement, and mastery. Respect of others: The desire for acceptance, recognition, reputation, appreciation, status, and prestige. Understanding and Knowledge: The needs to satisfy curiosity, explore, discover, find solutions, look for relationships and meaning, and seek intellectual challenges. Aesthetics: The need for beauty in surroundings. Self-actualization: The need for growth, development and utilization of potential, becoming all that one can be; self-fulfillment. McGregors X and Y Theories Two theories of human behavior at work were developed by Douglas McGregor. Theory X and Theory Y. McGregor did not indicate that workers would be type X or type Y. He saw the two types as extremes, with various possible behaviors in between. Theory X workers would be described an individuals who dislike work and avoid work when possible. They also lack ambition and do not like responsibility and prefer to be followers instead of leaders. These individuals also have a desire for feeling secure. Theory Y workers are individuals that could be characterized as individuals who did not dislike work and are considered responsible. These workers consider work as play or a rest time. For Theory Y workers, management would need to challenge the individual and create a working environment where they can show and develop their creativity. With Theory X, receiving rewards motivates the individuals. Kellers ARCS Theory of Motivation John M. Keller designed four conditions for an employee to be motivated. Attention, relevance, confidence, and satisfaction (ARCS) are these conditions that when an employee uses them, they will become more motivated to do their tasks and reach goals set by themselves or others. Keller suggests that ARCS must happen in sequence. By following the ARCS order, it will keep the employee interested in the topic. If it were to lose its sequential order, then interest will be lost and motivation would not take  place. This motivation theory argues that events that fulfill personal needs or goals will enhance performance and effort put forth by the employee. Each of Kellers conditions build upon the next condition. The management should keep these conditions in mind when designing goals and assigning tasks. The Conditions set by Keller are as follows: Attention: The first and single most important aspect of the ARCS model. It is gaining and keeping the employees attention. Kellers strategies for attention include sensory stimuli, question provocation, and variability. Relevance: Attention and motivation will not be maintained unless the employee believes the training is relevant. The training program should answer the critical question, Whats in it for me? Benefits should be clearly stated. For a sales training program, the benefit might be to help representatives increase their sales and personal commissions. For a safety-training program, the benefit might be to reduce the number of workers getting hurt. For a software-training program, the benefit to users could be to make them more productive or reduce their frustration with an application. Confidence: The confidence aspect is required so that the employee feels that they should put a good faith effort into the organization. If they think they are incapable of achieving the objectives or that it will take too much time or effort, their motivation will decrease. In technology-based training programs, employees should be given estimates of the time required to complete the task or a measure of their progress through the program. Satisfaction: The last is Satisfaction. The employee must obtain some type of satisfaction or reward for achieving the goal or finishing a task. This can be in the form of praise from a supervisor, a raise, or a promotion. If managers are to use this Theory of Motivation, they must address adequate  examples and/or choices for their employees to be available to complete the task or reach a goal. Some employees may be active learners and enjoy experimentation. Some employees may be reflective learners and are more in tune with observing and lectures. These styles must be taken into consideration in order for the employee to feel motivated and be able to help the organization. There are currently thousands of articles on employee motivation research that has evolved from the early work of Maslow, Keller and McGregor. The application of these theories into new communication situations, like the Internet, will be an important contribution for generations to come. Benefits of Motivation Employees It is important that employees are motivated to work hard and increase productivity. Yet some workers are not reaching their full potential. Managers need to be proactive and start or improve existing motivation programs. Employees are aware of what their employers are or arent doing to recognize their efforts. The time it takes to set up a program is minimal, program administration is easy and efficient with automated program tracking and reporting. The end result is a program tailored specifically to the needs of the company. To develop a successful motivation program that benefits a company the following suggestions may be helpful: Specific goals that provide a strong sense of motivation and are expected to be obtained. Equity for all participants. Employees perceiving inequity may lower productivity. High perceived value so the participant becomes emotionally involved in obtaining the goal. Employee involvement during the development of the program and timely feedback to employees continuing throughout the program. Employee motivation is the responsibility of the company and its managers. The company must create a workplace that is full of culture and high achievers in order for the business to improve. Recognition, appreciation and rewards are crucial to employee motivation. A pat on the back or a mention of thanks can literally move mountains. Productivity rises for employees that are rewarded for the work they do. A companys reputation and productivity increases with employees that feel appreciated. Recognition keeps communication open. It is important to keep communication alive with staff. By opening the lines of communication and staying in touch with the employees it will keep you in touch with their needs and desires. Create an atmosphere of cooperation, and give credit where credit is due. In return, the company will have employees that will go the extra hundred miles, and the returns will be tenfold. When an employee is passionate about their involvement and contributions, there will be no limit to the success that can be achieved. Bibliography Pandy, Wayne. (2001) Safety Incentives Recognition. Creating an Achievement Based Safety Culture. Retrieved September 18, 2004 from http://siri.uvm.edu/ppt/csseincentive/sld030.htm Captain Webb, Bob. (2001) Developing productive skills through self-discovery. Retrieved September 18, 2004 from http://www.motivation-tools.com/ Accel Team. (2004) Motivation. Retrieved from http://www.accel- team.com/motivation/index.html Accel Team. (2004) Theorists and their Theories. Retrieved from http://www.accel- team.com/motivation/theory_01.html Carnegie, Dale. (1981). How to Win Friends Influence People; Be a Leader: How to Change People Without Giving Offense or Arousing Resentment (pp. 205-243). New York, NY: Pocket Books. Faculty of Information Studies. (1995) Motivation Theories. University of Toronto Retrieved from http://choo.fis.utoronto.ca/FIS/Courses/LIS1230/LIS1230sharma/motive1.htm

Psychiatry Case Report: A Dual Diagnosis

Psychiatry Case Report: A Dual Diagnosis Name: Nur Farah Ashikin Abu Salman Presenting Complaint: AB is a 33 year-old, single, unemployed man who was brought in by Garda to the psychiatric department on 8-10-14 with suicidal ideation. He has history of alcohol abuse since 2004. History of Presenting Complaint: AB was brought into the psychiatry unit by the Garda when he allegedly rang his sister to say he wished to end his life by jumping in front of the train. He was then located at his friend’s house. He was disheveled and strong smell of alcohol is evident. AB was happy to be kept involuntarily. He refused to be reviewed medically in AE and threatened to leave. AB denies any past history of self-harm. He has drinking problem since 2004 after his friend died in a car crash. On admission, he admits he has been drinking non-stop for 40 days. He feels hopeless like life is not worth living. He does not feel he is improving at all even though he tried he described it as â€Å"I just cannot see anyway to fill up this whole up.† AB wanted to go straight to rehab. He is very keen to get better and his aim and goal is to sort out his life. AB appears very low in mood and energy. He confessed he has so much to go through in his life. He also admits he has sleep disturbance and reduced appetite. He states he has not eaten for 45 days and nights. He denies any hallucinations, delusion of thoughts control or passivity phenomena. AB was not on any medications prior to admission. Past Psychiatric history: 2004 – 2014 – Day Hospital July 2014 – Had 6 out of 13 weeks in but was asked to leave, as staffs were unable to facilitate his physical complaints. September 2014 – Admitted voluntarily due to depression. Social History AB lives alone. His best friend died in car crash in 2004 and early this year one of his friends committed suicide. He just broke up with his girlfriend 3 months ago. He was a mechanic but got fired due to his drinking problems. His social welfare funding also has been stopped recently. He spends most of his time by drinking at his house, his friend’s or at the pub. Drug and Alcohol History AB has alcohol problem since 2004. Prior to admission, he admits he has been drinking heavily for 45 days non-stop alone and with others. He knew he needs to cut down his intake but he just could not help himself to stop. He always needed a drink when he woke up in the morning to steady his nerves. Any stressful events would trigger him to drink, he described he has not been able to stop once he started. AB also experiences withdrawal symptoms (seizures, nausea, tremors, vomiting, insomnia) on abstinence. He smokes heavily 20 cigarettes per day for 16 years and does not plan to stop. AB has history of Solpadol addiction but he denies any drugs use on admission. Family History: AB parents live in a small town. He has one sister living in the other part of the country. His mother has history of depression and his father is currently sick. He was not happy with his family condition having that his father is sick and could not be able to take care of his mother. AB states he did not really get support from his family and friends. Only his aunt and his sister came to visit him in hospital, his parents never came. There is no history of alcohol or drug abuse in his family. Personal History: AB could not remember if he has any pre-natal or obstetric complications. He denies any developmental delay and was getting on well in school. He completed his Junior Certificate and Leaving Cert but he did not be able to go to universities due to his drinking problem. Pre-morbid Personality: AB described himself as an outgoing person and very friendly. He never had difficulties getting along with people and enjoys being surrounded by others. Progress in Hospital: I met AB few times in the unit I could see he was improving well. He is currently undergoing detox. AB socialized well in the unit, he was observed playing pool with fellow patients and interact well with them. He at times complains about headache and lower back pain. He admits having low mood and low energy first few days of admission. He also complains about not being able to sleep at night. Medications: Librium 40mg tds x 5/7 Zopiclone PRN Paracetamol PRN Lyrica Lithium Quetiapine Sodium Valproate AB went to art and craft class and related well with the staffs and other patient. His mood seems to be improving throughout the weeks but his withdrawal symptoms still evident. Mental State Examination (a week after admission): Physical examination: Formulation: Demographic Details: Single, 33 year-old, unemployed man. Summary: Alcohol abuse for 14 years Best friend died of car crash 14 years ago, a friend committed suicide early this year, broke up with girlfriend 3 months ago. Got fired recently, social welfare funding stopped. Differential diagnosis: Severe depressive episode without psychotic symptoms (ICD F32.2) is the most likely diagnosis. AB has all the somatic features of depression upon admission and he has suicidal ideation, which he thought of jumping in front of the train to end his life. Acute stress reaction (ICD F43.0) was excluded based on the histories and investigations because the onset needs to be within few minutes after the impact of the stressor. Acute stress reaction will resolve immediately within few hours to 3 days(1). Post-traumatic stress disorder (ICD F43.1) could be a possible cause since depression, insomnia, suicidal ideation and excessive use of alcohol are commonly associated with this disorder. However AB does not meet the diagnostic guidelines of post-traumatic stress disorder in addition of trauma, there must be repetitive, intrusive recollection, or re-enactment of the event in memories, daytime imagery, or dreams(1). Adjustment disorder (ICD F43.2) could also be a possible cause having had he just lost his friend, girlfriend and his job but it could not be specified just yet as adjustment disorder does not last more than 6 months(1). Mental and behavioural disorder due to use of alcohol (ICD F10) could also be the likely cause because AB has been having chronic alcohol abuse since 2004. This satisfied criteria of dependence syndrome in which describe in ICD-10 as â€Å"cluster of physiological, behavioural, and cognitive phenomena in which the use of a substance or a class of substances takes on a much higher priority for a given individual than other behaviours that once had greater value. A central descriptive characteristic of the dependence syndrome is the desire (often strong, sometimes overpowering) to take psychoactive drugs (which may or may not have been medically prescribed), alcohol, or tobacco. There may be evidence that return to substance use after a period of abstinence leads to a more rapid reappearance of other features of the syndrome than occurs with nondependent individuals(1).† Aetiology: AB’s mother has history of depression. His family has not getting on very well since his father went sick for the past years until now. His best friend died in a car crash few years back and another friend committed suicide early this year. His girlfriend just broke up with him 3 months ago. AB has been losing so many people in his life lately. He just got fired and his social welfare was stopped. His drinking problem just gotten worse and he just could not find the way out of his problem. Investigation and Management: Urea and electrolytes Urea – 8.5 mmol/L Creatinine –101 ÃŽ ¼mol/L Sodium – 134 mmol/L Potassium – 4.2 mmol/L Chloride – 90 mmol/L Protein – nil Endocrinology TFT – normal LFT’s ALT – 153 IU/L GGT – 213 U/L FBC WCC – 14.7 x 109/L Plt – 445 x 109/L Neutrophil – 10.5 x 109/L CRP – 0.7 mg/L Hb – 14.0 g/dl Awaiting MSV/CSV Medications: Librium 40mg tds x 5/7 Zopiclone PRN Paracetamol PRN Lyrica Lithium Quetiapine Sodium Valproate AB was on Librium detox for 5 days, the aim is to support him through detox and maintain abstinence of alcohol. He keeps on complaining about his past and how he regrets it. Support and therapeutic listening time (reassurance) was given to improve his mood to optimal mental state and reduce his suicidal ideation. Since AB has poor coping skills outside hospital, his consultant discussed to him about the plan to get him a place for rehab for a residential programme. AB was very keen for that but in order to do that, there are few things that need to be done beforehand. He needs to be detoxed off Librium or any antipsychotic medications. Supporting letter from his consultant is needed to put him forward for 30 days Residential Programme. After that, they will set an assessment date and AB could possibly get HSE funding and keep his social welfare benefits. Discussion: Based on the history and examination, I think the diagnosis would be severe depressive episode without psychotic symptoms along with alcohol abuse. AB was coping with recent bereavement, work loss and money crisis. He has all the somatic features listed in ICD-10 F.32 with mark loss of appetite, low mood and reduced energy for more than two weeks accompanied by reduced concentration and attention, idea of guilt and unworthiness, pessimistic view of the future, and suicidal ideation(1). The diagnosis of alcohol abuse is made based on all the criteria given in ICD-10 F10 F1x.2Dependence Syndrome. AB satisfied all the criteria given which are; â€Å"(a) A strong desire to take the substance. (b) Difficulties in controlling substance-taking behaviour in terms of its onset, termination, or levels of use. (c) A physiological withdrawal state (see F1x.3 and F1x.4) when substance use has ceased or been reduced, as evidenced by: the characteristic withdrawal syndrome for the substance; or use of the same (or a closely related) substance with the intention of relieving or avoiding withdrawal symptoms. (d) Evidence of tolerance, such that increased doses of the psychoactive substance are required in order to achieve effects originally produced by lower doses. (e) Progressive neglect of alternative pleasures or interests because of psychoactive substance use, increased amount of time necessary to obtain or take the substance or to recover from its effects. (f) Persisting with substance use despite clear evidence of overtly harmful consequences, such as harm to the liver through excessive drinking, depressive mood states consequent to periods of heavy substance use, or drug-related impairment of cognitive functioning; efforts should be made to determine that the user was actually, or could be expected to be, aware of the nature and extent of the harm(1).† I would say AB is trying to cope by taking alcohols to escape from his negative emotions and in turned being dependant on it. The risk of alcohol abuse is four times higher among persons with major depressive disorder than among those who do not suffer from this condition. Studies also shown that patient with dual diagnosis tend to have high risk of suicide or tempted suicide which justify his condition(2). AB has good insight about his condition which is very helpful in his prognosis. All he needs for him to get better is a strong motivation and good social support as well as family support(3). In this case, Hope House residential programme is a suitable place for him to undergo his rehab as their aim is to help people become abstinent from mood-altering substances and behaviours and improve the quality of their lives.The programme at Hope House is also designed so that residents learn to become responsible for their own recovery(4). In relation to his depression, antidepressant is the mainstay treatment for severe episodes, and it is proven that relapse is reduced if it is continued for six months after the end of the episode(5). Given that AB has suicidal ideation, it is important to have an on-going risk assessment in his management plan given that suicide is more common with people who suffer deppressive episode, alcohol dependence, and largely associated with lack of employment including both unemployment and retirement(6). References: 1.WHO. The ICD-10 Classification of Mental and Behavioural Disorders: WHO; [cited 2014]. Clinical descriptions and diagnostic guidelines]. Available from: http://www.who.int/classifications/icd/en/bluebook.pdf. 2.Katheleen Wadell ISrt. Nurses experiences of caring for patients with a dual diagnosis of depression and alcohol abuse in a general psychiatric setting. 2007;2014. 3.Basant K. Puri IHT. Textbook of Psychiatry. In: Carole McMurray HL, editor. Textbook of Psychiatry. Third ed: Churchill Livingstone; 2011. p. 126. 4.House H. Hope House [cited 2014]. Available from: http://hopehousemayo.com/?page_id=23. 5.Basant K. Puri IHT. Textbook of Psychiatry. In: Carole McMurray HL, editor. Textbook of Psychiatry. Third ed: Churchill Livingstone; 2011. p. 157. 6.Basant K. Puri IHT. Textbook of Psychiatry. In: Carole McMurray HL, editor. Textbook of Psychiatry. Third ed: Churchill Livingstone; 2011. p. 166.

Use of Foreshadowing in Anne Radcliffes The Italian Essays -- Anne Ra

Use of Foreshadowing in The Italian Anne Radcliffe incorporates many aspects of the Gothic into her novel, The Italian. In this book, one can find an exciting exploration of an exotic culture, a history of family secrets, subtle hints at supernatural forces at work, and Gothic architecture in both ruins and in the Inquisition prison. However, perhaps the most prominent feature of the Gothic used in this novel is the element of suspense. Radcliffe creates suspense in The Italian through a chain of foreshadowed events that lure the reader further and further into the story. Several of the most noticeable means of foreshadowing are found at the beginning of each chapter. From reading the quotes that Radcliffe uses to launch each chapter, the reader can tell more or less what the next few pages will have in store. An example of such a quote can be found at the beginning of the first chapter, "What is this secret sin; this untold tale, That art cannot extract, nor penance cleanse?" - Mysterious Mother (5). From reading this quote, one can already foresee that the story involves a great family secret, and this secret could very well pertain to a mother or a mother figure. It is also safe to assume that this secret has been revealed in confession. This assumption can also be supported by the information revealed in the preceding pages, in which the reader learns that the story he is reading is a written account of a confession made at a convent of the order of the Black Penitents. However, the secret is so great that even penance cannot cleanse the guilty. I t is amazing how much this short introductory quote reveals, especially since it is found so early in the novel. Radcliffe also reveals certain aspects of a ... ...s a mother's would. A few pages later, Olivia discovers the identity of Ellena (92-93). It is apparent that she is deeply affected when she learns Ellena's full name. These instances support the notion that Olivia and Ellena are connected, but the reader must wait until the end of the book to discover their relationship. In The Italian, Anne Radcliffe uses the technique of foreshadowing in such a way that the reader can make accurate assumptions about major points in the novel. However, Radcliffe is careful not to reveal too much information and merely makes suggestions as to what might occur later in the novel. This clever approach entices the reader and keeps him/her interested in the story. When the reader finally finishes the novel, the suspenseful mystery that Radcliffe has created all comes together and leaves the reader satisfied.

Cyprus :: History

Cyprus A TIME TO REMEMBER Experience cautions us that irreparable damage could be done by those who somehow seem to regard Cyprus as a dazzling intellectual challenge and fail to put human faces behind the issues. Of one thing we can be sure: They will not be around when their ill-conceived paper glory is blown away in the storm that is bound to follow. It has been 35 years since the stationing on the island of a UN peace-keeping force that could prevent neither a secret invasion by Greece nor the continuation of the entire range of faits accomplis created by force over the next 11 years. KORKMAZ HAKTANIR Founding Member of the Cyprus Foundation It was September, still warm in daytime, but a welcome cool descended on the central plain by nightfall. The window panes had cracks in them and there were bullet holes on the walls. The house was on what used to be the northern edge of the Turkish quarter. No one had lived on the second floor since it had come under gunfire from a tall and ugly building down the street occupied by Greek Cypriots. I was the first tenant after many years. When I began, in this way, to live in Northern Cyprus more than twenty years ago, my neighbor was an elderly lady who had not seen the sea for eight years after 1963. In the afternoon, she sat on the porch in the shade of the lemon tree in her garden and watched over her grandchildren. Nalan hanà ½m and her family had survived those traumatic years in caves, in tents and in enclaves into which Turkish Cypriots had been squeezed, leaving behind loved ones, homes and property, and a peaceful life. She always felt living on an island without a glimpse of the Mediterranean around her had been the worst punishment of all. This experience alone seemed to symbolize in her mind the unforgotten fears, abuse, desperation and isolation of those years. She recalled how she had ventured to the northern shore and stared at the sea for the first time after so many years, feeling the cool breeze on her face. The policy of doing away with Turkish Cypriots was by that time being pursued through sever e economic sanctions, this time to squeeze them out of the island. She was then, like the rest of her people, still a hostage in her own homeland.

Power in OConnors The Artificial Nigger and Masons Shiloh Essay

Power in O'Connor's The Artificial Nigger and Mason's Shiloh Flannery O'Connor's story The Artificial Nigger and Bobbie Ann Mason's story Shiloh both possess characters that excercise power . Mr. Head, the main character that exercises power in The Artificial Nigger, is an old racist man, who claims to know everything. In Mason's story, Norma Jean, a simple southern woman who wants change in her life, is the main character that exercises power. Both characters are similar in their successful exercise of power; however, the effects their power have are different. Mr. Head's exercise of power has a negative effect on his grandson, Nelson, while Norma Jean's exercise of power serves as a way to benefit herself. Mr. Head's main focus is to make Nelson see black people as "niggers" and for Nelson to fear the city. Mr. Head's controling nature effects Nelson in a negative manner. From the beginning of the story, Mr. Head's powerful and controling personality is evident when the narrator states, "...he saw half of the moon five feet away in his shaving mirror, paused as if it were waiting to enter" (249). Mr. Head's desire to control also extends to all aspects of life. His intentions for Nelson are clear when he says, "...but I mean for him to get his fill once and for all" (254). By making Nelson feel powerless, Mr. Head steals away his innocence. Before influencing his grandson, Nelson's description of a black man is "'A man,'" but later in the story Nelson begins to see black people as "niggers," just like his grandfather (255). Fearing the cit y, also has a negative effect on Nelson. He holds pride in being born in Atlanta, but his grandfather wants to teach Nelson that "he had no cause for pride merely because he had been... ...aking classes, she is able to slowly but surely find her independence again. Norma Jean finally tells her husband that she wants to leave him because she does not want to "...feel eighteen again" (500). By leaving Leroy and starting a new life, Norma Jean is able to forget the pain and embarassment she felt many years ago. The power she possesses enables her to succeed in her wish to move on. The characters in both stories have similarities and differences. Mr. Head and Norma Jean use their power to get what they want. Both are similar because they are successful in exercising their power and are different becausse their power has different effects. Mr. Head thrives on control and succeeds in his plan to control his grandson. Norma Jean works at self-improvemennt so that she can leave her husband and continue to live the life that she has longed for. Â   Â  

Jew in a Christian society Essay

Miss Daisy is a 72 year old widow living alone. She is a woman of strong will and values her independence. After having an accident backing out of her garage, her son, Boolie, insists on hiring a driver for her. Daisy resists this wish as she wants to be in control of her own life. Boolie is 40 years old and has taken over his father’s printing company. Boolie takes good care of his mother, but sometimes neglects to take into account her feelings. When he disagrees with her, he will generally override her opinion without thinking about what she wants or why she wants it. Boolie hires Hoke Coleburn to be Miss Daisy’s driver. Hoke is a 60 year old, African American. He is extremely patient with Miss Daisy despite her prejudice and stubborn behavior. Hoke is willing to stand up for himself when he feels his dignity is at stake. Both, Daisy and Hoke have preconceived notions about race. They are both very stubborn but have different ways of expressing it. Daisy verbally protests, as she did when Boolie hired Hoke. Hoke doesn’t verbalize his protests, but will take firm action. Daisy makes demands and Hoke ignores them and continues on his chosen path. The relationships that exist between Daisy and Hoke is that of employer/employee. In the position of employer, Miss Daisy maintains power over Hoke and controls his environment. She is also white, which provides an even greater sense of power, particularly in the south in the 1940s and 1950s. Miss Daisy doesn’t trust Hoke or any blacks for that matter. Miss Daisy has deep seated prejudice but does not acknowledge it, as it is simply part of her society. As an independent, educated, white Jewish woman in the south, Daisy is a formidable force. Hoke is a black, uneducated, unemployed man in the south. Daisy’s life is changing however. She has become physically vulnerable due to age. Socially she is a Jew in a predominantly Christian society. When Boolie hires Hoke as her driver, Miss Daisy loses her independence and she is dependent on Hoke for transportation. In this moment, Boolie demonstrates that he has become a decision maker for Daisy. Although he cares for his mother, by not listening to her or taking her feelings into account, he is losing her trust. Daisy finds herself thrust into a position where she must be cared for by people she doesn’t trust (Hoke). She is no longer making her own decisions. Being placed in a position of vulnerability, and not being able to trust those who care for you, Daisy struggles with her position. When Daisy first meets Hoke, she dislikes him, both because he is African American and because she resents his presence in her home. However, Miss Daisy and Hoke do form a relationship and do in fact become friends. They share something in common. They are both aging and both have some vulnerability in the environment in which they coexist, Daisy as a Jew and Hoke as an African American. Though their relationship is strained at the beginning, they do take steps that promote closeness and trust. They share crucial similarities, yet their differences allow them the opportunity to learn from each other and enrich their lives. Hoke and Daisy are dependent on each other. Daisy needs to be able to get around and Hoke needs employment. It takes Daisy some time to succumb to the pressure of Boolie and allow Hoke to drive her somewhere, but she finally gives in. Daisy tries to maintain the upper hand on this drive, telling Hoke where to drive, where to turn, even when she has simply forgotten or age has challenged her memory. Hoke, rather than challenging her, does what he needs to do and allows her to believe she is right. Hoke does â€Å"listen† to Daisy, and understands her needs. He is honest with her when needed, but always in a quiet and respectful manner. He is loyal to her. He is there for her when her son, Boolie, is not. Hoke demonstrates his loyalty and friendship when he drives to her home on the night of an ice storm, when the road were slick, because he knows she is alone. Daisy allows Hoke to share intimate moments of her life, a sign of trust. When Hoke drives her to the cemetery, Daisy realizes that Hoke cannot read. Daisy teaches him to read and provides to Hoke a new status in the world, while Hoke teaches the her about human rights and wrongs. Their trip to Mobile, they both open up and share intimate stories with each other, the kind you only share with a friend. On this trip, Hoke also realizes how much Daisy needs him and is afraid to be without him. This â€Å"otherness† helped Daisy and Hoke to form a meaningful, lasting friendship that is mutually beneficial. Daisy strengthens Hoke’s inner world, giving him access to the world that she has known and the one that will bring greater self-respect, such as a steady income, a car, and the ability to read. Hoke strengthens Daisy’s outer world, helping her to become a better person, one who can move beyond her proscribed point of view and embrace concepts, such as civil rights, that will bring positive change to others. Boolie, though a competent business man, is challenged in his own right. Concerned by the racial inequalities in the business world and the perception of him by others, remains vulnerable. He has exerted power over his mother, making decisions for her, but maintains a great deal of responsibility for the family business that he has been entrusted with. Boolie is stressed, trying to maintain a business that his father had created and trying to care for his mother. Great relationships were established through the story of â€Å"Driving Miss Daisy. † The underlying issue of trust, on Miss Daisy’s part, had an impact on their relationship. She didn’t want to trust Hoke. It wasn’t natural for her to do so. Her continual questioning of the value of Hoke’s life and others like him (blacks), served as a reminder to him that he was subservient. Hoke persevered, and won her heart, despite the color of his skin and the lack of education. Hoke became her best friend. He was there when no one else was. He listened to her. Through his actions, Hoke became a leader, teaching Daisy the value of their relationship and the value of people, no matter their color of skin. He did this by being honest, respectful, and responding to her needs. He was her best friend. Boolie, though a responsible and caring man, could have furthered his relationship with his mother. He could have and should have listened to her concerns and worked with her to find answers that were meaningful for her. Daisy could have empowered Boolie and Hoke to make better decisions by communicating in a way that acknowledged their concerns and demonstrated her needs as well. Boolie’s focus was on his business and the business community. Daisy could have acknowledged that it must be difficult to take over your father’s business, particularly as a Jew in a Christian society. The discrimination that occurred among all of them, black or Jew, was a common element that could have strengthened their relationships and their ties with the world around them. The relationships they shared were hampered by their lack of belief and trust in the other and their lack of communication. Daisy was failing and prejudiced against the blacks. Hoke was uneducated and prejudiced, although in a positive way, against the Jews. Boolie had his mind made up about what was right and good for his mother, despite her wishes. Given the situation and the time that this story occurred in, each of the characters has equally believable parts and an equally believable resolution. Each of them could have seen benefits from further trust and communication.