Essay On Animal Protection

A Quick Guide to Writing an Essay on Animal Protection Essay on animal topic selection can be tricky as for the variety of the choices available. Its so easy to get stuck when picking up the most unusual variant to prepare a good essay and highlight the main up to date problems buttressed up by persuasive facts and examples. If this is your case and you are now searching for the tips on how to write an essay on animal topic, heres a small and quick guide to help you. WriteMyPapers.org offers you to have a glance on animal protection essay writing to find an inspiration for writing the work yourself or see the example of work and make sure you are in the right place to trust writing your essay to our writers. What to include into your essay on wild animal rights? Introduction is the part of your essay that grabs attention from the very first words which is why its recommended that you start with a cunning fact, quotation, proverb or phrase that needs to be proved or confuted. Alternatively, you can give two opposing opinions to argue on the both and come to a conclusion. Remember there are lots of laws concerning animal protection which is also one of the alternatives to start your essay. Add some statistics data and proofs to be more specific and convincing. Upon the approach you choose, you can start building your thoughts and reveal the main message. Including your own thoughts, beliefs and attitude into the main part of the essay will add uncommonness and make your work unique indeed. How to end up your essay? The conclusion should contain the results of your so-called research on the topic. Heres what you can have. The example of introduction to essay on animal rights! â€Å"Following Jeremy Benthams â€Å"The Principles of Morals and Legislation† that states â€Å"The question is not, Can they reason? nor, Can they talk? but Can they suffer?†, one may sink into a reverie of the depth of these words. The fact is sad but true, uncommon for the daily thoughts of humans but still remains palpitating. The soul is the same in all living creatures, deny it or not. Right about three thousands of animals are dying daily because of abuse made by humans, with 5 millions of them daily tortured in labs to help the progress of an industry.† Sample of the main part of essay on wild animal protection Working on the main part of your essay, stick to developing the main issues given in your introduction part. â€Å"As humans we have duties to protect the rights of animals, even the wild ones, take care of them as our best friends. We can find many of dogs and cats thrown in the streets and nobody cares passing them by. Wildlife animals and those on the red list are considered of a higher danger because they require more protection from hunters who are killing them just for fun.† The ways of developing your thoughts and examples on the topic are limitless. Deep sinking into the problem will open the various ideas on how to highlight it from different sides.

My Mental Health Clinical Placement - 1502 Words

My mental health clinical placement was in a hospital setting and a community setting for people over 65 years with mental illness. Peoples basic needs are identified and addressed through their assessment process, which is an indicator in the SRI 2. Under the supervision of my mentor I asked the service user and his carer about their housing, nutrition, health, finance, safety, personal care and spirituality needs. During this assessment I also asked how the he copes with a basic need that is not being met, how long the unmet need has been happening, what his coping strategies were and identify any strengths. The views of his carer was also documented and I informed her of the right to carer’s assessment forms. Previous psychiatric and medical history was documented and along with past psychiatric history, then I asked what this entailed and how he recovered, what helped or didn’t help. Current physical health was then explored, asking him how he copes with his physica l problems, whilst identifying any strengths. Current physical problems may include; mobility, continence, weight, food allergies, pulse and blood pressure, existing medical conditions. When health problems were identified, my mentor and I explored how he copes with challenges concerning this. During the mental health assessment I discussed and observed appearance, behaviour, speech, delusions and hallucinations, mood and affect, sleep patterns, appetite, concentration levels like loss ofShow MoreRelatedReflection On Mental Health802 Words   |  4 PagesIn my opinion, mental illness is also called psychiatric disorder, which affects an individual’s way of thinking, behaving and perceiving, and interacting with other people. 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The therapeutic relationship with the patients is, therefore the heart of nursing practice, which could assist nurses to address individuality and provide support (Dziopa Ahern 2009).When conducting nursing assessment and developing care plans for these individuals, I have learnt to consider their physical, mental conditionsRead MoreHigh Level Interpersonal, Verbal And Written Communication Skills896 Words   |  4 Pagesskills: My interpersonal skills have been developed through working closely with colleagues whilst on placement but also through my employment at the coffee shop, this has been particularly useful when training new staff. I have found that by using active listening and communicating in an open and professional manner with both patients and colleagues has led to strong long term professional relationships. I have received positive feedback from facilitators on my communication, specifically on my bedRead MoreProfessional Development Reflection Paper995 Words   |  4 PagesREFLECTION ON PROFESSIONAL DEVELOPMENT AND ACADAMIC PROGRESSION OVER THE COURSE OF YEAR TWO This essay is aimed to reflect on my professional development and academic progression during the second year of my studies at the university. I shall use Gibbs (1988) reflective model in this piece of work Description The academic year has been very intensive and ran quicker than I imagined, however, it has been a very challenging but exciting both academically and on practice. Lectures have been well organisedRead MoreWhy Community Nurses Have A Greater Autonomy And Responsibilities1251 Words   |  6 PagesThis community placement allows me to understand that community nurses have a greater autonomy and responsibilities in practice. From a clinical perspective, nurses play an important role in assessing the clients and making decisions to manage their care. For instance, in medication management, community nurses do not have a second nurse to check the certain medication such as insulin which would routinely be checked by a second nurse in hospital settings. Thus, nurses need to adhere to the standardRead MoreReflection of Nursing Student1449 Words   |  6 Pagesthinking about my upcoming clinical placement because even though I have been working as a patient care assistant at Royal Darwin Ho spital for a year and had already undergone clinical teaching block for one week . The responsibility of being a nurse is big and much complex than my current job [1.2 Fulfils the duty of care] especially when handling assigned patients. 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I have thoroughly enjoyed my time working with these agencies but am also very excited to begin graduate study at USCs School of Social Work since my graduate education was the reason for my move to southernRead MoreField Placement Statement For Work972 Words   |  4 PagesMy field placement is employment base thorough The New York City Administration for Children’s Services (ACS). ACS is a governmental agency that â€Å"protects and promotes safety and well-being of New York City’s children and families by providing child welfare, juvenile justice, and early care and education services† (ACS - About, n.d.). The mission of the Administration for Children’s Services (ACS) Division of Child Protection (DCP) is to protect all children who are being abused or neglectedRead MoreClinical Practice Reflection1592 Words   |  7 PagesA REFLECTIVE CLINICAL PRACTICE EXPERIENCE Introduction My reflective clinical practice experience was based on my eight weeks placement in an acute mental health ward in a hospital. I was not sure of what to expect because I have never worked or placed in an acute ward and this was my second placement. Before starting my placement, I visited the ward and was inducted around the ward. This gave me a bit of confidence and reassurance about working in an acute ward. Reflection is a process of

Health Service Integration-Free-Samples -Myassignmenthelp.com

Question: Discuss about the Health Service Integration. Answer: Introduction Health service integration (HSI) seems a logical and desirable strategy to improve both the efficiency and quality of service delivery (Le et al., 2016). A study conducted by Allan and Stevens (2007) examined a medium-sized urban Australian health districts endeavour to carry out an integration of acute and community services for serving a target population. The integration planning failed due to a number of challenges faced, the most crucial ones pertaining to lack of strong vision, inappropriate organisational structure, the absence of suitable leadership, a shortfall of resources and cultural conflicts. The failure to carry out a successful implementation of HSI demanded more advanced and planned strategies that would lead to the achievement of the desired outcomes. The present paper outlines a suitable change management plan, and strategic implementation plan that can address the key issues faced successful implementation of health service integration in the organisation. The aim of the paper is to propose strategies that would be highly beneficial for leading to a logical and appropriate health service integration process through enhanced transparency and planning. Purpose The purpose of the present change management plan and strategic implementation plan is to resolve the problems faced in the health service integration process, including inconsistent application of resources, lack of strong vision and inappropriate leadership styles that are autocratic. A desirable health service integration needs to be based on sound and planned change management practice that is outlined in this paper. Scope With the change management plan and strategic implementation plan in place, the health care system would be better able to implement the health service integration. It would cut across traditional care provider-focused service management system by putting the emphasis on diverse needs of the target population. Change Management Plan Overview of the plan For bringing about the desired changes in the organisation, it is necessary to eliminate all scopes of disinterest, distractions and negativism that can hinder the successful implementation of a plan. Certain elements are to be put in place in an organisation for bringing about the required changes and to hold on to these changes. These elements are to be addressed for the present Australian organisation for successfully implementing the health service integration (Kash et al., 2014). The elements are a shared and agreed-on direction and vision for practice, an effective and functional structure for leadership and a culture promoting change. By addressing these elements, it is expected that the organisation would be successful in fulfilling its objectives (Gesme Wiseman, 2010). Shared vision For engaging in strategic planning, it is pivotal that a vision statement is made. The step of articulating a strong vision would encourage input from the concerned stakeholders, that is managers and healthcare providers within the organisation. The strategic vision would change the thought process of the individuals, and they would recognise the underlying principles of integrating acute and community services for better patient outcomes. The resulting vision is to be communicated to all the members of the organisation, and there is a need of reinforcing the vision so that culture is fostered where everyone is ready to accept the changes required for moving towards the set vision (Gopee Galloway, 2017). Leadership In addition to establishing a shared vision, there is an utmost need of suitable leadership within all levels of healthcare providers. The key to the desired transformational change in the organisation would be to have leadership that can support, understand and explain the required changes. Then only can be organisation commit to the change. The correct approach would be to construct an appropriate leadership structure (Kumar Khiljee, 2016). This process would be two-step one. The first step would be the recruitment of senior leaders, while the second step would be leadership and training. Since the organisation is faced with a wide range of complexities, it would be good step to consider candidates from outside the organisation who can contribute towards leadership development in the organisation. The skills that would be the cornerstone of leadership are population health management experience, innovative thinking, transformation change management, clinical expertise and patient safety expertise (Sonnino, 2016). Healthcare leaders from outside organisations would potentially bring a fresh perspective within the organisation and the required skills and mind-set for the present organisation's members (Al-Balushi et al., 2014). The nest step would be leadership training. As per the suggestion of Delmatoff and Lazarus (2015), the modes of transferring leadership skills would be specific job-skill sessions, customised programs, conferences and one-to-one mentoring. The focus of the leadership program would be developing leadership skills, building knowledge and staying abreast of the developments in the field of health service integration. The program would bring together competent leaders and those who need further development under one roof for transfer of skills and knowledge. It can be expected that through thee development of leadership the organisation would be better able to embrace the changes required and demonstrate increased engagement in HSI (West et al., 2014). Shift in organisational culture Kelliher and Parry (2015) highlight that for shifting the culture of the organisation to the one that satisfies the need of change a head start is crucial. The physicians have a central role in this. As the physicians are caught up in inertia, the step taken could be to provide information to them. This step rests on the principle that information has incredible power and this holds true more for physicians. The practices referral base would be one of the primitive areas where information would be provided for the cultivation of the readiness of change. Benchmarking the data and comparing the practices performance on the basis of chief practice indicators would be helpful for encouraging a readiness for change (Jacobs et al., 2013). Readiness for change For getting best results of the planned changes, it is necessary to identify who all would go for it and who all would go against it. It is advisable to approach those who are keen on supporting the initiative on the immediate basis. Resistance to change would be normal, and fear of change underlies resistance at most times. It is, therefore, crucial to be sensitive to the impact of change on the ones who are directly involved. Conducting sessions with the individuals to mark out their issues would identify what holds them back to hold on to the change. The way to address the apprehensions is to show the individuals that mean by which the change would help them carry out their roles and functions in a more effective manner (Gesme Wiseman, 2010). Strategic implementation plan Time scale The change management plan can be implemented at a pilot scale in the initial basis for six months. Depending upon the effectiveness of the plan further changes can be suggested aligned with the growing needs (Antwi Kale, 2014). Strategic implementation of the proposed change management plan would require to rest upon four basic principles- communication, building up of a team culture, identification and empowerment of champions and provision for feedback and positive reinforcement. Steps for implementation Communication at the individual and operational level would be pivotal that would be emphasis on the two-way flow of information and interchange of ideas and viewpoints. For launching the transformative change, the staffs need to be given the opportunity to put forward their perspectives on the concept of HSI. This can be accomplished through regular meetings where clarifications, questions and concerns can be discussed, and suggestions can be proposed. In managing the change process, the participation of the stakeholders is essential. A team culture can be built and nurtured by impeding a climate of mutual respect and trust. Clear and realistic expectations are to be set that can empower individuals. The change would need identification of visible champions who have a strong commitment towards the goal. Teams are to be created with individuals who can take the responsibility of leading their peers (Hayes, 2014). Gathering feedback and considering a positive reinforcement would be the last, yet most significant step in the successful implementation of the change management plan. Healthcare professionals might want to know whether their attempts and initiatives have made any difference to service delivery in relation to HSI. Just as data was used for fostering change readiness, the same would be continued for documenting progress. Weekly reports are to be made on the results achieved. External data can be useful and credible feedback leading to sustainability of change. Findings of the viewpoints of the patients as well as the healthcare professionals about the change are to be combined for generating accumulated data highlighting the areas to be addressed urgently. In this regard, it is to be stated that taking the lead and encouraging others is the role all senior level managers must take up in a proactive manner (Lewis, 2016). Acknowledging the efforts given by the professionals would contr ibute towards sustainability of the change. Successes and milestones are crucial for fostering team cohesion. This is to be embedded in the strategic implementation plan if best results are to be achieved (Grol et al., 2013). As pointed out by the authors, successful change can only take place in an organisation where all individuals think that thee change for their benefit and they have a major contribution towards it. Limitation Though a evidence-based change management plan and strategic implementation plan has been outlined with potential benefits, it is likely that the organisation might suffer challenges in implementing it, highlighting the limitation of the plan. The cost-to-benefit ration needs to be assessed regulary for understanding whether the cost of change is outweighed by the benefits. Internal resistance might overpower the readiness to change and therefore needs to be taken care of. Lastly, change is to be compared with progress for fulfilling the set goals and objectives (Hayes, 2014). Conclusion Health service integration is the management and delivery of health services with the aim of providing clients with a continuum of curative as well as preventive services that cater their needs across different levels of the health care system. Against the backdrop of increasing healthcare demands of the Australian community, application of such a robust health service integration system would be highly beneficial. The case study discussed in the paper has marked some of the key and vital issues faced while implementing health service integration. These issues mainly revolve around the lack of leadership, inappropriate resource allocation and effective communication between members of the organisation. The above-outlined change management plan and strategic implementation plan is drafted with the aim of achieving the desired outcomes for health service integration. The plan would act as a solution for overcoming the arising problems and keep the functioning of the organisation at an optimal level. It is expected that with the proposed change plan there would be an increment in the organisational capability, thereby influencing the service delivery References Al-Balushi, S., Sohal, A. S., Singh, P. J., Al Hajri, A., Al Farsi, Y. M., Al Abri, R. (2014). Readiness factors for lean implementation in healthcare settingsa literature review.Journal of health organization and management,28(2), 135-153. https://www.emeraldinsight.com/doi/abs/10.1108/JHOM-04-2013-0083 Allen, C., Stevens, S. (2007). Health service integration: a case study in change management.Australian Health Review,31(2), 267-275. https://www.publish.csiro.au/ah/AH070267 Antwi, M., Kale, M. (2014). Change Management in Healthcare.Kingston, ON: The Monieson Centre for Business Research in Healthcare, Queen's University School of Business. https://smith.queensu.ca/centres/monieson/knowledge_articles/files/Change%20Management%20in%20Healthcare%20-%20Lit%20Review%20-%20AP%20FINAL.pdf Delmatoff, J., Lazarus, I. R. (2015). The most effective leadership style for the new landscape of healthcare.Journal of Healthcare Management,59(4), 245-249. https://journals.lww.com/jhmonline/Abstract/2014/07000/The_Most_Effective_Leadership_Style_for_the_New.3.aspx Gesme, D., Wiseman, M. (2010). How to implement change in practice.Journal of oncology practice,6(5), 257-259. https://ascopubs.org/doi/full/10.1200/JOP.000089 Gopee, N., Galloway, J. (2017).Leadership and management in healthcare. Sage. https://books.google.co.in/books?hl=enlr=id=GRgjDgAAQBAJoi=fndpg=PP1dq=Leadership+and+management+in+healthcareots=R3Vsy7FPD7sig=8da-aULRhhJsYQrT907_9zYs8QM#v=onepageq=Leadership%20and%20management%20in%20healthcaref=false Grol, R., Wensing, M., Eccles, M., Davis, D. (Eds.). (2013).Improving patient care: the implementation of change in health care. John Wiley Sons. https://books.google.co.in/books?hl=enlr=id=oEEzUjFbDM8Coi=fndpg=PT9dq=Improving+patient+care:+the+implementation+of+change+in+health+careots=6XiqTdkJWUsig=1yxGX4Qxozx5eXmWeLPIAhidVfE#v=onepageq=Improving%20patient%20care%3A%20the%20implementation%20of%20change%20in%20health%20caref=false Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. https://books.google.co.in/books?hl=enlr=id=-jMdBQAAQBAJoi=fndpg=PP1dq=The+theory+and+practice+of+change+managementots=50_l9rpJMrsig=8CICY4OWosyB5ActW3AsbbEwthI#v=onepageq=The%20theory%20and%20practice%20of%20change%20managementf=false Jacobs, R., Mannion, R., Davies, H. T., Harrison, S., Konteh, F., Walshe, K. (2013). The relationship between organizational culture and performance in acute hospitals.Social science medicine,76, 115-125. https://www.sciencedirect.com/science/article/pii/S0277953612007368 Kash, B. A., Spaulding, A., Johnson, C. E., Gamm, L. (2014). Success factors for strategic change initiatives: a qualitative study of healthcare administrators' perspectives.Journal of Healthcare Management,59(1), 65-82. https://journals.lww.com/jhmonline/Abstract/2014/01000/Success_Factors_for_Strategic_Change_Initiatives_.8.aspx Kelliher, C., Parry, E. (2015). Change in healthcare: the impact on NHS managers.Journal of Organizational Change Management,28(4), 591-602. https://www.emeraldinsight.com/doi/abs/10.1108/JOCM-12-2013-0237 Kumar, R. D., Khiljee, N. (2016). Leadership in healthcare.Anaesthesia Intensive Care Medicine,17(1), 63-65. https://www.sciencedirect.com/science/article/pii/S1472029915002507 L, G., Morgan, R., Bestall, J., Featherstone, I., Veale, T., Ensor, T. (2016). Can service integration work for universal health coverage? Evidence from around the globe.Health Policy,120(4), 406-419. https://www.sciencedirect.com/science/article/pii/S0168851016300252 Lewis, S., Passmore, J., Cantore, S. (2016).Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers. https://books.google.co.in/books?hl=enlr=id=kdXvDAAAQBAJoi=fndpg=PR7dq=Appreciative+inquiry+for+change+management:+Using+AI+to+facilitate+organizational+developmentots=qJ8i03Mmijsig=hGvyAMDk_8QxbsLruzFKLOuCO9s#v=onepageq=Appreciative%20inquiry%20for%20change%20management%3A%20Using%20AI%20to%20facilitate%20organizational%20developmentf=false Sonnino, R. E. (2016). Healthcare Leadership Development and Training: Progress and Pitfalls.JMCN, 17. https://aamcn.org/jmcn/JMCN%20V4N2.pdf#page=17 West, M., Eckert, R., Steward, K., Pasmore, B. (2014). Developing collective leadership for health care.London: The Kings Fund. https://www.ctrtraining.co.uk/documents/DevelopingCollectiveLeadership-KingsFundMay2014.pdf