Simund Freud and The Treatment of Neurosis and Psychosis

â€Å"Cocaine’s a hell of a drug,† as Rick James would say, but who would think it would be used by one of the greatest minds in medicine. Sigmund Freud is known as the founding father of psychoanalysis. His ideas became building the blocks of psychology. He provided many insights on the human mind, and thoughts on how to treat issues in it. It’s kind of hard to believe, seeing that he was probably out his mind half the time. He has helped guide the way for the ideas of psychology today. Sigmund got old along with his ideas. He died, but is his ideas still alive? In this paper, I will research the ideas and methods of Sigmund Freud as it pertains to the treatment of neurosis and psychosis. First, I will explain what psychoanalysis is, along†¦show more content†¦After two busts, Freud was not worried and felt that he was on the brink of finding a method with lasting effects. This is when he developed the method called free association. Free association was a method he developed that allowed him to tap into the patients unconscious mind while the patient was still conscious (Alexander 15). Free association involves the doctor using different techniques or games so the patient responding with the first thing that comes to their mind. This includes word association, ink blots, and just meaningless conversation to catch grammar habits or anything else that could be used to key into an emotional or mental problem. It is used to help dig into a patient’s inner thoughts because the patient wasn’t thinking but letting their unco nscious express itself. The next method Freud discovered was called transference. It’s also believed to be his most important and powerful discovery when it came to fighting the resistance of a patient (Alexander 16-17). Transference is simply the sympathy from the patient to their doctor and it is not just limited to psychoanalysis, but given the emotional intensity of the treatments it is just a powerful bond (Coriat 36-37). For example, if your patient in any medical field has confidence in you than they are more likely to open up to you and trust what you are doing, which in psychoanalysis is very important. Freud called this method transference, because he saw that the patient would transfer their

Fracking Of Gas From Unconventional Deposits Essay

The term â€Å"unconventional mining† refers to the removal of gas from unconventional deposits. This includes shale gas (shale rock), tight gas (certain sandstones mainly) and coal seam gas mining (from coal seams). (â€Å"Fracking in western Australia - the basics,† 2015) The extraction of Shale and tight gas in particular relies upon a controversial practice called hydraulic fracturing or â€Å"fracking†. This technique may also be used in coal seam gas extraction, although less frequently. Unconventional mining – mainly fracking - has become an increasingly politically sensitive issue in Australia and around the world, to the point where it may even help swing seats in regional areas. Conventional coal and gas mining does not involve extraction from unconventional reservoirs, and thus almost never involves fracking, although there are many other issues associated with it. (Hepburn Cook, 2015) The fracking process itself involves drilling a deep well i nto an underground rock formation, which then has fluids pumped into it at extremely high pressures – pressures high enough to form small scale cracks in the extremely hard rock. The high pressure of the fluid causes the rock to shatter, after which the fluid is mostly withdrawn and gas is released. â€Å"Unconventional gas† is found in gas deposits trapped within deep geological formations, often within shale rock, coal deposits or tight sandstone. Most deposits exploited in Australia can be found close to east coast and also in the south ofShow MoreRelatedA Brief Note On Shale Gas And Natural Gas1745 Words   |  7 PagesShale gas is a natural gas that can be extracted from the fabric of shale rocks by means of hydraulic fracturing, or fracking. 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During the twentieth century to our time, the growth of humanity energy needs is accelerating with an exponentialRead MoreThe Problem Of Energy Production1870 Words   |  8 Pagesnegative stigma stems from its military roots and its potential for catastrophic disaster, which has become very real in the wake of Japan’s recent natural disasters. The answer to kicking our oil habit may actually be much simpler tha n any of these other alternatives. The key to securing our energy independence may have been under our feet the entire time we were bending to the oil cartel’s (OPEC’s) every demand. Here in America we have been sitting atop a goldmine of natural gas wells that rank amongRead MoreFracking : The Economic And Environmental Effect Of Hydraulic Fracking1165 Words   |  5 PagesFracking Fracking, a technique used to extract natural gas and oil from the earth s subterranean rocks, is by no means a new thing. As the United States strives for energy independence, the number of wells produced by hydraulic fracturing has increased substantially. This method of harvesting natural gas and oil may contribute to pollution and has become a controversial topic. It is important to understand the pros and cons of fracking before drawing conclusions. Analyzing the economic and environmentalRead MoreSources Of Oil And Gas Essay1486 Words   |  6 PagesUnconventional sources of oil and gas are becoming important for the journey of energy security. Conventional oil and gas will be unable to meet the growing demand requirements in future so there is a need to look for alternative resources of energy. In a volatile oil price movement, unconventional resources are viewed as important and economically attractive for future continuous supply. The impact of US shale gas success has been felt throughout the world. 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Health Work Force

Question: Discuss about the Health Work Force. Answer: Issue Statement Attracting and maintaining the right workforce guides the success of the organization. The success of a health organization is guided by the satisfaction of its staffs. Job satisfaction is the urge that glues the workers to their job. Job satisfaction in a health institution is affected by a broad range of issues such as the management leadership, the training of the workforce, compensation and job description. The lack of work satisfaction in health sector leads to high rate of turnover, low productivity, and unhappy patients. The paper looks at the impact of job satisfaction in the health sector and provides the recommendations to the CEO on the strategies to address the issue. Background and Discussions Low Job satisfaction in the health sector is as a result of the gaps between the employees expectations and what they get. According to Chaulagain Khadka (2012), job satisfaction is affected by personal and work-related factors. When an employee does not meet his expectations such as personal achievements, he is frustrated and demotivated by his work. Additionally, when the work environment is harsh, the employees tend to distance themselves from work. Yami et al., (2011) notes that lack of a supportive work environment for employees results to frustrations and work dissatisfaction. The inability to achieve personal and work-related expectations sets a path for low work satisfaction. Thus, Low job satisfaction originates from the discrepancy of the expectation the nurses hold and what the eventually get during the period at work. The prevalence of the expectations gaps results to the existence of low job satisfaction among the nurses. The high number of nurses turnover elevates the gravity of the issue of low job satisfaction in a health organization. According to Asegid, Belachew Yimam (2014), low job satisfaction increases employees turnover. The increase in the number of nurses that elopes from the organization and others quitting the professional completely highlights the impact of job satisfaction in the health sector. The inability of an institution to maintain the skilled workforce is a clear indication of the issue of low work satisfaction for the nurses. Moreover, the problem of persistent absenteeism from work and slowness in handling different situations at work points to the severity of job satisfaction issue in the organization. Chaulagain Khadka (2012) claim that dissatisfaction at work leads the employees to avoid duties and become more reluctant to address emergency matters in the health unit. Furthermore, the patient dissatisfaction with the care from the nurses bold the nurses dissatisfaction w ith the job. There is a clear link between an unhappy and unsatisfied patient and a nurse dissatisfied with her work (Bonenberger, Aikins, Akweongo Wyss, 2014). Work dissatisfaction leads to reduce efficiency and productivity from the employees. Hence, affect the services received by the clients. The constants grievances aired by the patients and bad reviews of the organization services are reminiscent of the nurses dissatisfaction with the work. Unsatisfied nurses fail to concentrate on their mandate to give the best care to their patients. Thus, a high number of turnover, employee absenteeism and slowness at work, low productivity and unsatisfied patients indicate the existence of low job satisfaction in a health organization. The issue of low job satisfaction impacts on the whole healthy delivery system. Employees job satisfaction has a direct relation with quality services an organization offers to the clients. Low job satisfaction will hamper the health care organization objectives in delivery quality health care. According to Lambrou, Kontodimopoulos Niakas (2010), work dissatisfaction reduces employees commitment towards organizational goals and reduces productivity. The lack of the shared goal between the employees and the organization affects the achievements of the sets objectives. Additionally, the high rate absenteeism will derail the efficient and quality health care from the health unit. Hence, the organization will not meet the expectation to delivering quality care. Moreover, the organization will suffer financially in a bid to replace employees who move out. The understaffing of an organization at some period dictates that organization pay for overtime to the remaining workforce (Yami et al ., 2011).Thus, low job satisfaction affects the team ability to meets its objectives and has the financial implications. The health workers are affected by the low job satisfaction. Low work satisfaction denies the workers capacity to complete their job and meet the patient needs (Yami et al., 2011). The inability to give their best denies them professional recognition. Moreover, turnover as a result of little satisfaction and eventual quitting of the career denies health workers career growth opportunities. The patient lacks quality health care from the nurses and suffers from wrong diagnosis and possible death. Employees with low job satisfaction are slow in responding to emergencies (Pinder, 2014). Hence, the recipient of the health care is affected by work dissatisfaction in the health sector. Increasing job satisfaction of health workers will ensure they deliver quality care to patients and improved productivity locally and globally. Job satisfaction increases competencies and builds team relations with colleagues and local communities (Bhatnagar Srivastava, 2012). The urge to be on the job and to carry it out diligently will enable health workers to take care of the patient effectively, own their responsibility and ultimate success of the health care system. Health organization should increase job satisfaction to allow the retention of the employees and motivates the performance. The pride of being in the job and the organization results in satisfaction and returns positive outcomes. Job satisfaction in health sector benefits every stakeholder. Several initiatives have been undertaken to improve the job satisfaction in the area of health. Organizations have devolved decision making to capture and recognize employees suggestions. According to Kumar et al. (2013), most countries and organizations have involved employees in the HRM activities and broadened decision space. The ability to recognize workers input results to job satisfaction. Lima, Pires, Forte Medeiros (2014) note that improved Human resource policies reduce turnover. Additionally, different governments and health institutions have upwardly reviewed the benefits of workers and provide regular training. Improving the well-being of employees and providing growth opportunities improves workers retention. The different measures have significantly ensured low rates of turnover. However, there exist constraints that hinder adoption of various alternatives aimed at enhancing job satisfaction in the health sector. Some organizations have bureaucratic administration styl e that frustrates employees consultation resulting in job dissatisfaction. Tough supervision and lack of involvement in decision making deny the employees the autonomy and room for creativity that causes low job satisfaction (Bhatnagar Srivastava, 2012). Additionally, lack of finances to recruit enough workforce results to overwork and lack of enough medical facilities limit the nurses in offering quality health care. High job satisfaction positively impacts the employees, the organization and the patients (Lima, Pires, Forte Medeiros, 2014). Hence, employees will drop out of their career, the patients will receive inadequate health care while organizations will suffer financially and unable to meets their objectives if the issue is not resolved. Conclusion Job satisfaction in the health sector is essential in ensuring effective health care system. Increasing nurses work satisfaction will reduce turnover and improve productivity. The organization will benefit from a workforce that is aligned towards its objectives of giving quality health care. The organization will save the cost of labor replacement. Moreover, the patient will receive utmost care from a committed and happy workforce. Hence, Work satisfaction in health care is critical in ensuring efficient health services. Recommendations The organization should develop friendly and accommodating human resource practices that involve the employees in decision making. Employees value the feeling of recognition and autonomy which increases creativity in health care delivery (Kehoe Wright, 2013). Giving the health workers the ability to make an independent decision will improve work satisfaction in the organization. The Organization Management should upwardly review the employees benefits and the promotion criteria to ensure everyone has a chance for personal and professional growth. Career and personal development opportunities improve job satisfaction (Asegid, Belachew Yimam, 2014)). Hence, the organization should remunerate the workers and provide training forums. The management of the organization should adopt an effective leadership style. The bureaucratic hierarchy brings conflict and dissatisfaction in the organization (Wong, Laschinger, 2013). Adopting an all-inclusive leadership and management supportive style will ensure effective teamwork and ultimate job satisfaction. The health center management should improve the physical working environment. An understaffed and underequipped facility leads to low job satisfaction and high rate of turnover (Pinder, 2014). The lack of enough workforces will cause overworking of staffs that will cause burnout. Lack of equipments will hinder quality health care delivery and demotivation of staff and result in little job satisfaction. The organization should ensure they recruit the right people and design regular recreation exercises to deal with work stress. Lack of necessary qualifications and experience in the job causes work-related stress, hence, low job satisfaction (Khamisa, Oldenburg, Peltzer Ilic, 2015). Having the best fit for the job will ensure they conduct duties without strain and improve satisfaction. Moreover, engaging in recreation activities within the organization will help employees deal with the stress and become satisfied in their work. Implementation The health care organization management should implement the recommendations through adequate consultation with the employees. The Management should document every agreement with the views from the employees. The organization should strive to apply the solutions in a timeline of three months entirely. The center leaders should always undertake staff satisfaction surveys to determine the success of the recommendations. Communication The recommendation should be communicated to all organization leaders and all staffs. The communication should be done through departmental meetings or memos placed on notice boards. Additionally, the CEO can choose to address the workers through formal letters or emails. Hence, would not require any communication plan. References Asegid, A., Belachew, T., Yimam, E. (2014). Factors influencing job satisfaction and anticipated turnover among nurses in sidama zone public health facilities, south Ethiopia. Nursing research and practice, 12 (2)2014. Bhatnagar, K., Srivastava, K. (2012). Job satisfaction in health-care organizations. Industrial psychiatry journal, 21(1), 75. Bonenberger, M., Aikins, M., Akweongo, P., Wyss, K. (2014). The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study. Human resources for health, 12(1), 43. Chaulagain, N., Khadka, D. K. (2012). Factors influencing job satisfaction among healthcare professionals at Tilganga eye centre, Kathmandu, Nepal. Age, 35(56), 74-67. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of management, 39(2), 366-391. Khamisa, N., Oldenburg, B., Peltzer, K., Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666. Kumar, R., Ahmed, J., Shaikh, B. T., Hafeez, R., Hafeez, A. (2013). Job satisfaction among public health professionals working in public sector: a cross sectional study from Pakistan. Human resources for health, 11(1), 2. Lambrou, P., Kontodimopoulos, N., Niakas, D. (2010). Motivation and job satisfaction among medical and nursing staff in a Cyprus public general hospital. Human resources for health, 8(1), 26. Lima, L. , Pires, D. , Forte, E. Medeiros, F. (2014). Job satisfaction and dissatisfaction of primary health care professionals. Escola Anna Nery, 18(1), 17-24. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Wong, C. A., Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959. Yami, A., Hamza, L., Hassen, A., Jira, C., Sudhakar, M. (2011). Job satisfaction and its determinants among health workers in jimma university specialized hospital, southwest ethiopia. Ethiopian journal of health sciences, 21(3).

The Glassmenagerie 1st Draft Essay Example For Students

The Glassmenagerie 1st Draft Essay 1st DRAFT Heinz Rachut 10/30/01All of the characters in The Glass Menagerie have specific symbols in the play representing themselves. Some of the symbols for Tom are the Merchant Marine and the magicians nailed coffin, while Amandas are the yellow dress and her membership to the Daughters of the American Revolution and some of Lauras are the unicorn and blue roses. Tennessee Williams play has a simple face but the meanings behind the countless and increasingly complex symbols make the play enjoyable the tenth time read. Through the narrator, Tom, we are giving a glimpse into Tennessee Williams life as his autobiographical character survives the depression era in St. Louis. I shall explain some of the more obvious symbols and deeper meanings to the key points of this play. We will write a custom essay on The Glassmenagerie 1st Draft specifically for you for only $16.38 $13.9/page Order now Survival is a great word does use when describing both Tom and Laura. As critic Eric P. Levy puts it, he Tom inhibits a world of his own Lauras escape is the glass menagerieboth persons are prisoners of the mirror. These two have made a world of loneliness to themselves. The mirror Levy speaks of is a mirror of judgment that love creates. This dysfunctional love is the product of the manipulative Amanda, their mother. In this way he is strongly linked to his sister. Jim and her mother abuse her inferiority complex. They use her as a mirror to see their won self-defined worth. Jim uses her when he starts chatting about Lauras confidence. Instead of speaking strictly of her, he uses the opportunity to glance at himself in the mirror and say everybody excels at something. Some in many! He then continues try straighten his tie and comment I guess you think I think a lot of myself. His actions are purely self-motivated. Lauras mother uses her as a link to the past and her own current narc issism. She uses her daughter in the same way. She makes her self-the standard with such remarks as seventeen! gentlemen callers, and since Laura cannot fulfill those expectations, she is crippled. Even her appearance is subject to Amandas standard when Jim arrives. When Amanda compliments her daughter, she uses the opportunity to give herself a bigger compliment mirroring Jims actions. Next is the our narrator, Tom. Their apartment is Toms nailed coffin. He yearns to be free of this love, the mirror, and for adventure such as the Merchant Marines. Tom has a need for companionship like every other human being, but his need for loneliness is greater. Tom and his sibling share this. His mother says Go to the movies, go! Dont think about us, a mother deserted, an unmarried sister whos crippled and has no job! Dont let anything interfere with your selfish pleasure!. This is his mother using the mirror against him. Tom is a grown man who pays the rent of their dwelling. Although Tom shou ld hold some power in the household he is constantly being held in check by being made to feel guilty. Eric P. Levy notes that Toms smashing of the glass after his mothers declaration is symbolic of Toms mirror and his urge to smash it. Not only is this symbolic of his mirror, but it is another link to his sister when her glass menagerie breaks. Tom and Laura are nailed into dysfunctional love with their mother. Toms smashing of his mirror and them leaving foreshadows Lauras possible future leaving when her mirror breaks. A similar episode occurs in scene four when Amanda tempts Tom to join the Merchant Marines by crying out then leave, good-bye! And me with the bag to hold. This way of thinking comes from her experience with abandonment form her husband. Amandas manipulation and narcissism is in part fueled by a stockpile of insecurity. .u165887bc0df45b7b6f535fd4c386c2d5 , .u165887bc0df45b7b6f535fd4c386c2d5 .postImageUrl , .u165887bc0df45b7b6f535fd4c386c2d5 .centered-text-area { min-height: 80px; position: relative; } .u165887bc0df45b7b6f535fd4c386c2d5 , .u165887bc0df45b7b6f535fd4c386c2d5:hover , .u165887bc0df45b7b6f535fd4c386c2d5:visited , .u165887bc0df45b7b6f535fd4c386c2d5:active { border:0!important; } .u165887bc0df45b7b6f535fd4c386c2d5 .clearfix:after { content: ""; display: table; clear: both; } .u165887bc0df45b7b6f535fd4c386c2d5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u165887bc0df45b7b6f535fd4c386c2d5:active , .u165887bc0df45b7b6f535fd4c386c2d5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u165887bc0df45b7b6f535fd4c386c2d5 .centered-text-area { width: 100%; position: relative ; } .u165887bc0df45b7b6f535fd4c386c2d5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u165887bc0df45b7b6f535fd4c386c2d5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u165887bc0df45b7b6f535fd4c386c2d5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u165887bc0df45b7b6f535fd4c386c2d5:hover .ctaButton { background-color: #34495E!important; } .u165887bc0df45b7b6f535fd4c386c2d5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u165887bc0df45b7b6f535fd4c386c2d5 .u165887bc0df45b7b6f535fd4c386c2d5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u165887bc0df45b7b6f535fd4c386c2d5:after { content: ""; display: block; clear: both; } READ: Photosynthesis EssayFinally, Amanda is a woman who feels the most secure when she is in her own world of skewed history. The likelihood of one woman having 17 gentlemen callers in such a short period of time is very likely to be exaggerated. She uses these old stories to comfort and convince herself that she deserved more than a drunkard. As she puts it, I could have been Mrs. Duncan J. Fitzhugh, but mind you!