Aims of Education Essay Example | Topics and Well Written Essays - 3500 words

Aims of Education - Essay Example There are now a lot of bodies of knowledge that education has morphed to branch out to several expertise schools. Their aims have become as varied. This paper will set out to determine the aims of education by providing insights from various experts with differing views, and determine how writing fits in it. Educational Aims The twisting of the phrase has been seen to connote changes of points of view from the learners’ and teachers’ end. It was suggested by Winch that â€Å"the formulation of educational aims for a society is a political matter and must be worked out by the interest groups involved,† (635). Aims, for Winch, are compromised so that aside from children, parents, and teachers, the employers, unions, educators, and the government are also included to determine the aims. Decision is not limited to educators but will also lie on all stakeholders or interest groups. Specifically, Winch has proposed that â€Å"it is not the business of the schools to p repare children for jobs, but, in the 13-16 age phase, to orient children who are beginning to form an interest of what would be involved in it† (Winch 2, 107-108). There is a distinction between education and schooling so that education is concerned with educational values against schooling being to instrumental ones. Then, there is also the argument that preparation for paid employment can be part of an individual’s preparation for life as proposed earlier by Peters who insisted that a job requires the individual to prepare for it in school and motivates the individual to focus for his education. Training should be extensive to encompass understanding of principles for wider practicality and human concern, and should be given at the right time for the individual to determine his chances at life (Peters, 48). In the context of human life, aims of education had been assailed to be narrower than life aims (Clarke and Mearman, 251) so that universities must be providing d ating services although both acknowledged the education on preparing the young to enter into relationships. Winch insist that in preparing young people for life through education, then, this necessitates education as preparation for all of aims in one’s life (636). Therefore, when an individual is preparing to become a teacher, he or she does not only get education to become a teacher but to prepare a life of a teacher, walking the talk and all. Winch clarified, too, that not all life aims are educational aims; such as the life aim of an individual to live in a big house may not be an educational aim to distinguish life aim and educational aim. Thus: The point of saying that the aim of education is to prepare one for life is to assert that it is to prepare one with respect to the general orientation of one’s life, particularly by equipping one with the knowledge, ability and understanding to follow that orientation (Winch, 636). Another specific example pointed out by Winch was about the aim to live an autonomous life of which with respect to education, is in preparing one to make rational and informed choices in pursuing wishes in life. This preparation will make the individual

Nuclear Energy Essay Example | Topics and Well Written Essays - 6000 words

Nuclear Energy - Essay Example Solar energy is the biggest source of energy. Electrical energy can be generated directly from solar energy by employing solar photo voltaic panels. Electrical energy can also be produced by focusing multiple beams of light at a point to generate electrical energy using the thermal energy produced by focused beams. Solar energy has the biggest potential among all the renewable sources of energy. A photo voltaic solar panel employs semiconductor material, which generate electricity when photons strike its surface. If there are solar panels on every home, the need of energy can be fulfilled (West 2011). A wind generator generates electrical power by utilizing aerodynamic energy of the wind and converting it to electrical energy. When wind strikes the turbine blazes of a wind generator, it runs the generator. An electrical power generator, if a permanent magnet type, rotates magnets around a coil in such a way, that the magnets cut the flux, thus generating electrical power. There a two common designs of a wind turbine horizontal axis wind turbine and vertical axis wind turbine. Both of the designs are enough efficient to generate electrical power even in a low wind conditions. Wind power holds the second biggest potential of energy. A hydro power plant captures the hydrodynamic energy of running water and utilized it to generate electrical power. Dams are constructed as reservoirs of water, where water is collected from rivers and streams but mostly rivers. That water run through a number of turbines to collect hydrodynamic energy from water and convert it to mechanical energy. The mechanical energy is then converted back to the electrical energy. There are many hydro power stations all over the world and they are being in use for over more than eighty years (Renewable Energy World .com 2011). Tidal energy generator converts tidal energy to electrical energy. A tidal generator works on the principle of high tide and low tide. It has the same mechanism as that of a horizontal axis wind turbine but in tidal energy generator, turbines are submerged under the water to collect the energy from the low or high tide. These types of generators can also be utilized to collect energy from running water as in the rivers, streams and other running water sources. Large tidal units can be placed at shores and at the rivers. Geothermal energy can be captured from geothermal grounds. This type of energy is basically a thermal energy and a geothermal power plant acts as a thermal power plant, where water is converted into steam which then runs the turbine to generate electrical power. Long pipes are bored into the earth where geothermal grounds are present. Water is passed through these pipes, where it is heated by the thermal energy from the ground and converted into steam (West 2011). There are several geothermal grounds in the world and energy can be generated by employing these geothermal plants. Biomass energy can be extracted from biomass or from organ ic waste. Biomass is gasified to produce a gas that can be burnt to generate electrical energy. These methods are not new, they are being utilized in many countries for many years. Biomass can be produced from raw wood, organic waste and other organic sources. Sometimes micro organisms are involved in the process to capture bio methane or bio gas from biomass. In this way the byproduct can be utilized as a fertilizer,

My Vegas Vacation Essay Example for Free

My Vegas Vacation Essay I had read about Vegas, I had seen pictures of Vegas, I had watched many movies about Vegas, but I had never imagined that I would ever visit Vegas. It wasn’t until I saw the lights of the huge city from the plane that I believed I was actually going to be landing in Las Vegas. The airport was a trip in itself and it took more than an hour to gather our luggage and get to our hotel. Even though it was midnight and we were tired, we quickly left our bags in our room and started to look around. We wandered aimlessly though casino after casino, all the while amazed at the lights, the food, the opulence and, of course, the sounds of winning machines. We spent the whole night, as well as the next three days, trying to decide which attraction was the best. Though much of Vegas was unforgettable, the most memorable were the dancing waters in front of the Bellagio hotel; it was so calming in the middle of the chaotic Vegas strip. We went back a few times to watch it. We also loved the light show on Freemont Street, and riding on the top of the double-decker bus on the way back to our hotel was a lot of fun. The highlight of the trip was attending the Wayne Brady show. He acts much the same as he does on the famous show, â€Å"Whose Line is it Anyway? † He asked for volunteers from the audience and I didn’t raise my hand; I sort of regret that now. It was still one of the most memorable vacations I have ever taken. The word vacation always suggests that there would be some relaxing and resting on the trip. I saved all of the my resting for the flight home and even though I didn’t get a lot of sleep in Las Vegas, I came home feeling as though I had a well-deserved break; what a vacation!

The goals needed in planned change

The goals needed in planned change There are many goals of a planned change. Basically the goals are aimed to improve the ability of the organisation to adjust to changes happening in the environment. Change in employees behavior is expected and these changes to lead to improvement in organizational effectiveness and efficiency. In this assignment we will discuss a case study on the strategic change management in the AEGON Company. As we have discussed in the training presentation the different aspects and reasons of strategic change management and the process of strategic change management involves developing an innovative vision for where the company needs to be, and then developing an equally innovative path for achieving the goal. This can only be done through the combined effort of all the company, its employees and the stakeholders. The discussion of this case reflects the following points: Develop systems to involve stakeholders in the planning of change and develop a change management strategy with stakeholders. Evaluation of the systems used to involve stakeholders in the planning of change. Explanation of what systems and processes would need to be/have been developed to ensure involvement of the stakeholders in the change. Strategy creation for managing resistance to change Review of the effectiveness of management actions to overcome any identified instances of resistance Discussion of the most important features in the successful implementation of organizational change, drawing upon at least two organizational models Plan to implement a model for change and develop appropriate measures to monitor progress. With the changing prospects of customers, organizations persistently require to adapt to stay competitive. Managers might look for situations which are common to them when experience pressures for change. It involves civilizing the traditions in which they function, gradually. This is incremental change. But improving gradually may not be adequate. The need is to adjust to all of the main changes in the surroundings. Lack of it results in strategic drift. When a company undergoes strategic drift, it does not make tough and major decisions to deal effectively with all of the changes in its business environment. Managers within the organization have to accept the change completely to let alone strategic drift. It results in a responsive organisation. (AEGON-Embracing and pursuing change, n.d.) AEGON Group is one of the worlds largest life insurance and pensions companies. AEGON owns pensions, life insurance, asset management and adviser businesses in the UK. The AEGON Group has 27,000 employees and over 25 million customers worldwide. Its major markets are in the USA and Netherlands. Since 1994, the UK has become another major and increasingly important market. In 1994 AEGON bought a large stake in Scottish Equitable. Scottish Equitable was a strong brand with a heritage that went back to the 1830s. Since then AEGONs UK business has grown both organically and by acquiring other businesses. As most of the acquired companies kept their existing identities, awareness of AEGON in the UK remained relatively low. AEGON realized that such low levels of awareness could impact on its ability to achieve its ambitions. Therefore, it needed to combine the global strength of its parent with the experience and reputation of the domestic company brands, like Scottish Equitable, that made up AEGON in the UK. (AEGON-Embracing and pursuing change, n.d.) In this assignment well discuss the success that accepting and practicing change has brought to AEGON in the UK. This change is helping AEGON move towards its goal of becoming the best long-term savings and protection business within the UK. Kurt Lewins change model In early 1950s Kurt Lewin a psychologist developed a model of change management. He described the freeze model of change which suggests that change involves a shift from one still condition by means of a state of activity to a different still condition. This involves a three-stage process of managing change: unfreezing, changing and re-freezing. Source: http://www.strategies-for-managing-change.com/kurt-lewin.html Stage 1: Unfreezing This stage implies getting prepared to change. It involves getting to a point of consideration that change is compulsory and getting ready to alter from our current comfort zone. (Kurt Lewin change management model, n.d.). Stage 2: Change or Transition The second stage of transition is known as change. Transition is the internal faction or voyage we make in response to a change. This occurs as we accept and make the changes that are required. (Kurt Lewin change management model, n.d.). Stage 3: Freezing (or Refreezing) The third stage is freezing, while many people refer to it as refreezing. As the name suggests this stage is about instituting stability when the changes have been made. The changes are acknowledged and turn into norms. People form new contacts and become contented with their routines. This will surely take some time. (Kurt Lewin change management model, n.d.). The 8 steps of John Kotters change model Each stage of Kotters change model acknowledges a key principle identified by him linking to peoples response and approach to change, and in which people see, feel and then change. For change to occur, it helps if an adequate number of people within an organisation want it. By developing a sense of urgency around the need for change it helps management to start the initial inspiration to get things moving. (John Kotters guiding principles for leading change, n.d.). Source: http://www.strategies-for-managing-change.com/john-kotter.html According to John Kotter the major challenge in front of leadership in a change process is just getting people to change their behavior. People modify their behavior when they are motivated to do so, and that can be done when you speak to their feelings. (John Kotters guiding principles for leading change, n.d.). AEGON UK had the following driving forces for organizational change. Financial restructuring in the United Kingdom. Growth in population and changes in demographic attributes. Cultural diversification in the UK. Changes in social dimensions of the United Kingdom. Evolution of political orientation and policies. Increase in the domestic purchasing power. Institutional and policies neglect regarding the financial products. High competitiveness and consequent challenges. Deficient Management practices. Inefficiency in processes The most suitable change model fitting to AEGON UK will probably be Kotters Eight Step Change Model. As it fully prepares the employees of the company before even the vision is created that will eventually helps in the change in the long run. There are some disadvantages as well to this model. This model is mostly suitable for the companies because of its simplicity and applicablity as considerable change is required for the divisions. This will also facilitate in the transition because the division has a long history comparable to rest of the company and people are not as set in the ways, as they would be if the division had been around longer. (Strategic change management, n.d.). AEGON UK strategic planning implies planning for the long-term. The time frame associated with this type of planning is from three to five years into the future. Due to this timeframe, there are several challenges associated with long-range planning. These include: creating a plan that is breakthrough in its orientation rather  than more of the same, getting all stakeholders to commit to the organizations strategies   and   to   follow   through   on   implementation   of   critical   activities,   and decreasing cycle time in the planning process. This sort of orientation necessitates approaches to strategic planning that involve all employees and stakeholders in the planning process and a planning process that can occur within a shortened time frame. The researcher will prefer to adopt Large Group Interventions Technique to address the proposed change in the chosen organization AEGON. (Strategic change management, n.d.). In   case   of   the   AEGON   UK   there   were   many   deriving   forces   that caused   the background   of change   in AEGON   UK. AEGON   UK   was although was bearing international repute but still it didnt had band awareness   by   the   name   of   AEGON   in   the   United   Kingdom.   The philosophy of the financial services products that were being sold by AEGON UK or its competitors were quite difficult to understand by the potential customers. Life expectancy in the United Kingdom has increased in the recent years so people can expect to be retired for  longer age and similarly many individual never think it worthy to plan about their retirement properly, on the other hand there was a derive from the government to reduce dependency on the state in old age so there was a need to make a social awareness among the people for the benefits of having the financial products sold by the AEGON UK to secure   their   fut ure   because   benefit   of   these   investments   usually realized in later years. AEGON was not well recognized in the areas other than pensions. Above stated reasons are the few of those that lead management to introduce change in the corporate structure and strategy of the AEGON UK Limited. (Strategic change management, n.d.). People who are directly affected by the decisions of an organization are the stake holders.   Stake holder may be internal (management, employees etc.) and they may be external (government, suppliers, banks, media, shareholders etc). Every stake holder has different expectations from the organization.   In the process of change, stakeholders can be involved in a number of ways like: Involve them in problem solving. Keep them up to date of standing towards corporate objectives Take actions on feedback received by them Mobilize the correct resources at the right moment to recognize the implementation plan (Strategic change management, n.d.). Involvement of stake holders to the process of change was done by the new chief executive officer of AEGON who carried out the following actions; Simplification of Financial Services The Chief Executive Officer of  AEGON adopted a customer focused approach. The CEO simplified the complex financial services in terms of their understanding and it was now made very simple to understand. The clients which know   that   what   they   are   investing   into   and   what   investment they get back   at   the   end   of   the   contract.   To date back customers have always been disturbed doing complex calculations. Now the customers are happy because they dont need any financial interpreter to understand the ins and outs of the products offered by the AEGON. (Strategic change management, n.d.). Workforce Development The most important stake holder of the organization is the employees. These are the people who are practically liable make the change process successful. New CEO took  the employees in confidence and told them about the fact that what AEGON stands today and what AEGON wants to stand in the future. He explained the factors behind this change. The CEO introduced job rotation which involves prospects from one job to the other job.   Hence it provided individual employees with a career path. CEO also arranged a Management Development Program in collaboration with a leading management college for  the training of the workforce. (Strategic change management, n.d.). Creating Distinct Market Place     To let revisit the brand identity of  AEGON into the minds of the people, the CEO carried out an external promotional campaign to highlight the relationship between the locally famous Scottish Equitable and AEGON. The CEO spoke to the media stating the reasons for the change and how the change will be beneficial for the stakeholders. (Strategic change management, n.d.). As we know that the stakeholders are critical to the success of initiating change in the organization. Stakeholder Management Strategy is an important discipline that successful people use to win support from others. Stakeholder Analysis is the technique used to identify the key people who have to be won over. Stakeholder Planning is done to build the support that helps organization to succeed. (Strategic change management, n.d.). The benefits of using a stakeholder-based approach The   opinions   of   the   most   strong   stakeholders   to   shape   change implementation at an early stage. They will support the company as well as their input can also improve the quality of the project Getting support from strong stakeholders can help you to win more resources There are more chance to achieve strategic goals successfully. By communicating with stakeholders early, you can ensure that they fully understand what you are doing and understand the benefits of your  aim. By this they will throughout support you actively. By anticipating what peoples reaction to your project may be, and build into your plan the actions that will win peoples support. (Strategic change management, n.d.). Strategy for managing  resistance to change in the organization Following strategies can be implemented for managing resistance to change in the AEGON. à ¢Ã¢â€š ¬Ã‚ ¢There will be a workflow process in order to achieve results for mutual benefits for employees and organization. à ¢Ã¢â€š ¬Ã‚ ¢There will be an Authority Process in order to direct behavior in the interests of the organization and its participants. à ¢Ã¢â€š ¬Ã‚ ¢There would be a Reward and Penalty Process to induce people to behave in away required by the interests of the organization and its participants and / or to behave in a way making associated activity possible. à ¢Ã¢â€š ¬Ã‚ ¢There will be a Perpetuation Process to maintain, replenish, and make adequate the quantity and quality of social and natural resources utilized by the organization and its participants. à ¢Ã¢â€š ¬Ã‚ ¢There must be an Identification Process to develop a concept of the wholeness, uniqueness and significance of the organization. à ¢Ã¢â€š ¬Ã‚ ¢ There will be a communication process to provide for the exchange of  information, ideas, feelings and values etc utilized in all activities to the stakeholders. à ¢Ã¢â€š ¬Ã‚ ¢ There must be an evaluation process which establishes criteria for and defines levels of utility and value for people, materials, ideas, and activities and which rates them and allocates them to these levels. (Strategic change management, n.d.). Model for implementing  change in the organization Model for change implies towards the overall strategy to incorporate change into the organizational culture. Model of  change is usually implemented into the following steps; Access the necessity of change Forming a powerful alliance Creating an idea for change Communicate the vision Remove barriers Incorporate the change into organization. (Strategic change management, n.d.). The CEO of AEGON implemented  the same model  to inculcate change into the organization. The CEO realized the need for change and he came to the conclusion that the company is not doing well comparable to its competitors. The legislative restriction of price decreased the profitability Lack of brand awareness getting worst And difficulty of the  customers  understanding  the   aim  of  the  services offered by AEGON The above mentioned were the factors that required an immediate change into the organization at a large scale. The CEO conducted a SWOT analysis of the company and decided to develop a new behavioral framework for the staff which was known as 8 behaviors framework and also arranged managerial training for the workforce. He further addressed the stakeholders of the organization to communicate his vision to them by simplifying the financial services, developing a workforce and arranging a brand awareness campaign. (Strategic change management, n.d.). The CEO also communicated to the media about this change process and the reasons for change.   Hence   model   implemented   by   the   CEO   of  AEGON   UK   brought   about evident positive   change   to   the organization and gave it a new line of direction towards the desired goals and objectives. (Strategic change management, n.d.). Implementation of the model in  the organization, expected improvements and appropriate measures to monitor progress The plan for the change was implemented into the different stages like discovery phase to analyze where the AEGON is right now, where it wants to be and what actions are required to meet the objectives set by the head to become the best long term saving and   protection   business   into   the   UK. First phase revealed the reasons for changes and weaknesses and strengths of the organization. After the discovery phase the next step was to involve the appropriate stake holders into the process of change. The head of the AEGON involved various stakeholders in different effective manner as mentioned earlier.   The CEO further redeveloped the organizational behavioral framework and arranged the training of the staff members. (Strategic change management, n.d.). The   outcomes   of   the   efforts   made   by   the   CEO   were   extremely cheering and rewarding for the company. Before the change there was confusion among the people about the recognition of AEGON but after   the   strong   promotion   of   the   brand   AEGON   with   Scottish-Equitable created a more reliable image of the AEGON into the minds of the people. Moreover the brand carried a new more powerful and prestigious look as AEGON Scottish-Equitable. (Strategic change management, n.d.). The behavior of  the employees altered altogether. They behave with more customer oriented  approach.   Now   the   employees   are   concerned   to   provide   beneficial   services   to existing   and   prospective customers and the organization is always doing its level best to do what is really important to their customers.  (Strategic change management, n.d.). AEGON providing the levels of return guaranteed and being liable for any risks associated with doing so it reflects more probability about levels of income for the clients. As a result of the change applied by the CEO of AEGON, the company reconstructed its brand reputation, became more customer  oriented, started to provide more innovative services and became more popular amongst the consumers and finally the business has grown to a huge extent. The CEO planned to develop a new organizational behavior framework  to align the brand values of AEGON. (Strategic change management, n.d.). To entrench this culture, AEGON developed a behavior structure to maintain its brand values. It was intended to persuade how people at all ranks within the organisation might work and make decisions. These behaviors highlight the values of the organisation. They have assisted to build AEGONs culture and have also impacted its performance. AEGON also introduced a Management Development Program, supported by a top Management College. The eight behaviors are: à ¢Ã¢â€š ¬Ã‚ ¢ Think customer à ¢Ã¢â€š ¬Ã‚ ¢ Embrace change à ¢Ã¢â€š ¬Ã‚ ¢ Encourage excellence à ¢Ã¢â€š ¬Ã‚ ¢ Act with integrity à ¢Ã¢â€š ¬Ã‚ ¢ Decisive action à ¢Ã¢â€š ¬Ã‚ ¢ Work together à ¢Ã¢â€š ¬Ã‚ ¢ Learn and grow à ¢Ã¢â€š ¬Ã‚ ¢ Relate and communicate. (AEGON-Embracing and pursuing change, n.d.) Conclusion There is nothing permanent except change. It is continuous. The process of change is an expedition. Business organizations will always be influenced by external factors. AEGON responded to these factors by simplifying, clarifying and strengthening its brand in the UK. As organizations change, their patterns of behavior and business culture flourish. For AEGON, this is a cycle in which the business uses its knowledge to learn from its experiences. This has assisted AEGON as an organisation to move positively towards achieving its full potential and to stay competitive in a progressively difficult market. (AEGON-Embracing and pursuing change, n.d.) AEGON recognized a need to give itself a greater market presence. The change has made the organisation much more customer focused. As a result it is more effective.

Sex and Relationship Education (SRE) Essays -- human sexuality and sex

Sex and relationship education (SRE) is supporting children through their moral, physical and psychological aspects of growing up to be an adult, and making sure they have knowledge on relationships, sex, human sexuality and sexual health (Sex Education Forum, 2010). There are three main elements in SRE, the first element is attitudes and values, which is about developing positive values and be able to consider moral issues before they make their decisions on having intercourse (Kirby, 2007). The second element is personal and social skills, which is about teaching children to have the confidence to value themselves and others to become respectful for individual conscience and the skills to judge the kind of relationship they want; the third element is about accessing the knowledge and understanding of human sexuality, reproduction, sexual health, emotions and relationships (Kirby, 2007). The potential effect of SRE should be seen in these three areas, which includes reduction in tee nager pregnancy, and the chances of getting sexually transmitted diseases (STDs) and being sexually assault, etc. As SRE can either be given at home to the child by parents, in school by teachers, or in youth organizations, alternative educational institutions, or youth offending organizations by Shine staffs or trained peer educators and volunteers (Levy 1992). This essay is mainly going to focus on the teacher-led SRE given in school and discuss whether it is beneficial or not, with the support of the positive outcome of children having SRE in relation of STDs, pregnancy and peer violence, and also the actual fact of SRE being not useful, supported with the data of teenagers not receiving the knowledge they should have been taught in SRE, and high te... ...ax S(1997) Impact of HIV and Sexual Health Education on the Sexual Behaviour of Young People: a Review Update Godson, S. (2001) Boys+sex–education=crisis. Available online at: http://educationguardian.co.uk/Print/0.3858.4311559.00.html (accessed 4 December 2001). Holland, J., Ramazanoglu, C., Sharpe, S. & Thomson, R. (1998) The male in the head—young people, heterosexuality and power ,London, The Tufnell Press Kirby D. (2001) Emerging Answers: Research Findings on Programs to Reduce Teen Pregnancy. Washington, DC: National Campaign to Prevent Teen Pregnancy, 2001. Kohler et al. (2008)â€Å"Abstinence-only and Comprehensive Sex Education and the Initiation of Sexual Activity and Teen Pregnancy.† Journal of Adolescent Health, 42(4): 344-351. Kirby D. (2007) â€Å"Sex and HIV Programs: Their Impact on Sexual Behaviors of Young People Throughout the World.† Journal of Adol Sex and Relationship Education (SRE) Essays -- human sexuality and sex Sex and relationship education (SRE) is supporting children through their moral, physical and psychological aspects of growing up to be an adult, and making sure they have knowledge on relationships, sex, human sexuality and sexual health (Sex Education Forum, 2010). There are three main elements in SRE, the first element is attitudes and values, which is about developing positive values and be able to consider moral issues before they make their decisions on having intercourse (Kirby, 2007). The second element is personal and social skills, which is about teaching children to have the confidence to value themselves and others to become respectful for individual conscience and the skills to judge the kind of relationship they want; the third element is about accessing the knowledge and understanding of human sexuality, reproduction, sexual health, emotions and relationships (Kirby, 2007). The potential effect of SRE should be seen in these three areas, which includes reduction in tee nager pregnancy, and the chances of getting sexually transmitted diseases (STDs) and being sexually assault, etc. As SRE can either be given at home to the child by parents, in school by teachers, or in youth organizations, alternative educational institutions, or youth offending organizations by Shine staffs or trained peer educators and volunteers (Levy 1992). This essay is mainly going to focus on the teacher-led SRE given in school and discuss whether it is beneficial or not, with the support of the positive outcome of children having SRE in relation of STDs, pregnancy and peer violence, and also the actual fact of SRE being not useful, supported with the data of teenagers not receiving the knowledge they should have been taught in SRE, and high te... ...ax S(1997) Impact of HIV and Sexual Health Education on the Sexual Behaviour of Young People: a Review Update Godson, S. (2001) Boys+sex–education=crisis. Available online at: http://educationguardian.co.uk/Print/0.3858.4311559.00.html (accessed 4 December 2001). Holland, J., Ramazanoglu, C., Sharpe, S. & Thomson, R. (1998) The male in the head—young people, heterosexuality and power ,London, The Tufnell Press Kirby D. (2001) Emerging Answers: Research Findings on Programs to Reduce Teen Pregnancy. Washington, DC: National Campaign to Prevent Teen Pregnancy, 2001. Kohler et al. (2008)â€Å"Abstinence-only and Comprehensive Sex Education and the Initiation of Sexual Activity and Teen Pregnancy.† Journal of Adolescent Health, 42(4): 344-351. Kirby D. (2007) â€Å"Sex and HIV Programs: Their Impact on Sexual Behaviors of Young People Throughout the World.† Journal of Adol

Norman Maclean’s Young Men and Fire Essay -- Young Men

Norman Maclean’s Young Men and Fire â€Å"I now feel brave enough to venture forth and bear earth’s torments and its joys, to grapple with the hurricane.† (Faust, lines 464-66) Have the gates of death been opened unto thee? Or hast thou seen the doors of the shadow of death? Hast thou perceived the breadth of the earth? . . . Declare if thou knowest it all. (Job 38:17,18) Human beings are prideful creatures, and we have good reason to be. We have subdued a planet, changed the course of rivers, watered deserts, written poetry to make angels cry, and wrapped the world in a network of electric impulses and digital displays. We have created and killed not one but many gods. We can make a cloud rain by shooting heavy metal into it, and we can create a lake by pouring concrete in a canyon and damming a river. Most days, it seems that we human beings have everything under control and that if we miss wild nature, well, we can grow it in our gardens. (We can even genetically engineer the plants and animals.) Every so often, however, the universe spins out of our control. Forest fires rage. The earth quakes. Chaos descends like a great modern Zeus hurling thunderbolts and reminding us that nature is not ours to manipulate. In a great universe shaped by raw power and force, human beings are only small, easily crushed, organic structures. We need the remi nder. Chaos and destruction are nature’s great gift to human kind because the realization of our frailty and insignificance leads to enlightenment. We learn something about ourselves, how we are here, where we want to go, and what we have to say about it. Chaos spoke to Darwin in the shaking of the earth: A bad earth quake at once destroys the oldest associati... ...pe of bringing a frightening force of nature under control. Science, too, is a method of telling a story about nature. In the struggle to make sense of the raging universe, we sometimes discover art, an art purged of all pretense by the extreme elements of which it was born. When all is said and done, the disaster that brings us death also brings us an opportunity to find hope and compassion, and a chance to transcend our own blindness and limitations and find peace. Works Cited Darwin, Charles. Voyage of the Beagle. New York: Penguin Books, 1989. Goethe, Johann Wolfgang. Scientific Studies. New York: Suhrkamp, 1988. —. Faust. New York: Anchor Books, Doubleday, 1990. Maclean, Norman. Young Men and Fire. Chicago: U of Chicago P, 1992. Pope, Alexander. â€Å"Essay on Man.† The Norton Anthology of English Literature. 3rd ed. New York: Norton, 1960.

Communication: Death and Life Essay

Describe ethical dilemmas that may arise in own area of responsibility when balancing individual rights and duty of care. Nurses and other medical personnel normally confront ethical dilemmas when caring for terminally ill patients. Correct understanding of the fundamental ethical principles aids the nurses to examine major dilemmas in the delivery of healthcare to the very sick patients or terminally ill patients. Due to a boost in medical knowledge and expertise, so are alternatives for healthcare. These alternatives present intricate moral dilemmas when decisions arise regarding the treatment of dying patients. Majority of the medical personnel are faced with the decisions related to the treatment of dying patients to ease a patient’s final misery. Conceivably, a decision will need to be made about whether to allow a patient to continue living or to end his or her life by terminating treatment when all’s said and done. Often, these decisions concerning the care of a dying loved one confront people from all walks of life (Butts and Rich, 2005) End of life is a concept that is often ignored despite the fact that everyone will die some day. It is because death is a part of life that people are familiar with palliative care given at the end of life. Yet, the end of life concept is generally thought to be something equated with human life. At least, that is what people tend to think of when the phrase â€Å"end of life† is uttered. Today, palliative care is offered when someone is dying, and when the end is predictable. Some people die a slow death from issues like cancer or heart disease, but others die abruptly from an accident or heart attack when life ends. In the latter case, the end of life is only known in retrospect. How is the end of life defined? Death is very difficult to define. Yet, doctors have determined some criteria to at least allow someone into a hospice program. Still, the end of life can be looked at philosophically, and examined in regard to a number of different domains. For everyone, death is inevitable, and each loss is personally felt by those close to the one who has died. It is very important that nurses, the medical staff and or love ones understand the end of life process of the being in order to care for them. The dying person should be allowed to have a peaceful, pain free, and dignified death. The World Health Organization (2009) has defined palliative care as: â€Å"an approach that improves the quality of life of patients and their families facing the problem associated with life-threatening illness, through the prevention and relief of suffering by means of early identification and impeccable assessment and treatment of pain and other problems such as physical, psychosocial and spiritual.†Caring for those receiving palliative care in the community during the end stages of life requires an extraordinary commitment from the nursing team, not only human resource but also competence, compassion and focus in anticipating the needs of the patient and family. It is a complex activity involving a holistic approach, building relationships together with expert professional skills and decision making processes (Melvin 2003). Similarly, in caring for older people the Gerontologists and ethicists argue that nursing home residents would receive more humane care at the end of life if they remained in nursing homes rather than were transferred to hospitals. Yet, there are legitimate concerns when advocating that nursing homes care for dying residents. Nursing homes recognize the need to earn society’s confidence in their ability to provide the dying the highest standard of care. Many homes do, in fact, deliver principled and compassionate are. Yet, even those homes that adhere to high standards point to the lack of industry guidelines on what constitutes quality end-of-life care as a barrier to their ability to assure that care to dying residents conforms to the highest quality. Nursing homes need public policy that supports their efforts to explore the use of palliative care models. Explain the principle of informed choices People approaching the end of life should have the opportunity to make informed decisions about their care and treatment, in partnership with health and social care professionals and with their families and carers. Good communication between health and social care professionals and people approaching the end of life and their families and carers is essential and should be sensitive to personal preferences. Treatment and care, and the information given about it, should be culturally appropriate. It should also be accessible to people with additional needs such as physical, cognitive, sensory or learning disabilities, and to people who do not speak or read English. People approaching the end of life should have access to an interpreter or advocate if needed. Workforces involved in end of life care should adopt an agreed, consistent approach and attitude to end of life care that encourages and accepts patient choice, regardless of their own background, culture and views. (Www diversity, equality and language, NHS, NICE guidelines) These principles should include: 1. The choices and priorities of the individual are at the centre of all End of Life care planning and delivery. 2. Effective, straightforward, sensitive and open communication between individuals, families, friends and staff underpins all planning and activity. Communication reflects an understanding of the significance of each individual’s beliefs and needs. 3. High quality End of Life Care is delivered via the process of close multi disciplinary and inter-agency working. Collaborative working ensures that the needs of the individual are articulated, shared, understood and reviewed. By developing and utilising networks the right resources and support are identified and provided. 4. Individuals, their families and friends are well informed about the range of options and resources available to them to enable them to be involved in the planning, developing and evaluating of End of Life Care plans and services. 5. Care is delivered in a sensitive, person-centred way that takes account of the circumstances, wishes and priorities of the individual, their family and friends 6. Care and support are available to, and continue for, anyone affected by the end life, and death, of the individual 7. Workers are supported to develop knowledge, skills and attitudes that enable them to initiate and deliver high quality End of Life Care, or where appropriate to seek advice and guidance from other colleagues Workers recognise the importance of their continuing professional development, and take responsibility for it