Sociology of Health - 2696 Words

Sociology of Health Author’s Name Institution’s Affiliation Sociology of Health The social perspective in sociology of health explains the societys view concerning health. It is a discipline that describes an illness using social factors present in daily activities of life. Sociologists show how wellness and disease, the treatment and explanation of illness production in a social organization can be understood differently from a medical perspective of nature, biology, and lifestyle in an attempt of explaining sickness (Bahar, 2013). It is a significant facet of interpreting biological information that shows the creation of health and disease in a political, social, and cultural environment. In describing various social phenomena,†¦show more content†¦The state of neutrality characterizes this relationship (Rogers, 2011). In return for compliance, the patient gets medical care through the doctor’s right to diagnose, examine, and treat. The example occurs when a patient comes to hospital and cooperates with the physician during the medical examinat ion till the very treatment. Sick people regard a disease as the issue that makes one seek medical help granting the access to the sick role. The patient’s compliance guarantees medical care in which both parties benefit on a neutral ground. According to Goold and Lipkin (1999), the doctor-patient relationship is essential in care. It forms the medium of data gathering, making diagnoses and plans, compliance achievement, healing and core in patient support and activation. In the health care system, the doctor-patient relationship is the market’s practicality of satisfaction, in which the patient makes some decisions on whether to stay with the particular service or not (Goold amp; Lipkin, 1999). The connection is an important facet of the healthcare industry in the delivery of quality health care. Goold and Lipkin (1999) describe the communication between doctors and their patients as a whole science incorporating philosophy and sociological aspects in system encounters guiding decision making. It is an area of modern sociology in the medical field that influences medical practitioners to be more effective and efficient in care delivery. Cockerham (2007) describesShow MoreRelatedThe Sociology Of Health And Illness1292 Words   |  6 Pagesthat Medical sociology or the sociology of health and illness is majorly based on the empiricist philosophy which uses the measurement of objectives for quantitative change. Lupton (2012) traces that early in its development, medical sociology inherited rationalist approach for its acceptance as semi-scientific methodology and by virtue of which is considered as a component of social medicine rather than critical sociology and the consequentRead MoreSociology Of Health And Illness2519 Words   |  11 PagesSOCIOLOGY OF HEALTH AND ILLNESS This study is based on a newspaper article about obesity and how the National Health Service (NHS) will offer free cookery classes in war on the obesity crisis to overweight and obese families as well as doctors and nurses (Donnelly, 2015). The World Health Organisation (2015) has classed obesity as a worldwide epidemic that has seen numbers double since the 1980’s. The WHO (2015) define obesity as an individual having a Body Mass Index equal or higher than 30 andRead MoreThe Sociology Of Health And Mental Illness3181 Words   |  13 PagesDissertation Supervisor: Professor Paul Higgs Submitted: Tuesday, 13 January 2015 A Tale of Two Asylums: Reviewing the context and influences of two theorists, Michel Foucault and Erving Goffman, on the sociology of health and mental illness. Word count: 3,132 John Goulder! 1 ï ¿ ¼Introduction: Mental Health as Disparate Social Object Antipsychiatry was as much a cultural phenomenon as an academic or institutional one. Whilst the work of Laing (1960) and Szasz (1960) can be rooted in the Fruedo-Marxist ‘methodologicalRead MoreEssay on Sociology of Health and Medicine1947 Words   |  8 Pagespresented by individuals whom discuss their health concern in a narrative concept. 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The World Health organization defines health as â€Å"Health is a state of complete physical, mental and social well-being and not merely the absence ofRead MoreHealth: Sociology and Social Care9095 Words   |  37 PagesHNC/D Health and Social Care ------------------------------------------------- UNIT DIRECTORY Unit title: COMMUNICATING IN HEALTH AND SOCIAL CARE ORGANISATIONS Unit code: T/601/1560 Level: 4 Credit value: 15 ------------------------------------------------- AIMS The aim of this unit is to develop learners’ awareness of different forms of communication used in health and social care settings and its importance for effective service delivery. 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I would also discuss sickle cell disease and coronary heart disease. Talcott Parsons has revolutionised the way to deal with the disease and he structured his ideas in to practice and interlink with core issuesRead MoreNursing Sociology : How Class Affects Health Essay1816 Words   |  8 PagesTitle: How Socio Economic Class Affects Health. Module : SHN 123 Word Count: 2118 Student Number : 558601 Inequalities in health between social groups have long been a dominant feature of British Society. Evidence suggests that people in the lower social scale suffer from ill health more than the middle and upper classes. This essay aims to address the reasons for this trend by primarily looking at evidence found in the Black Report, Acheson Report and the Marmot Review and by evaluating the

The Soviets Fault For Causing The Cold War Essay

There are several who have a different approach of whether it’s the U.S or the Soviets’ fault for causing the Cold War. In reality, they have always had clashing ideologies and different structures of government that have played a major role in leading them to embark upon such a distrustful relationship. Furthermore, the Soviets distrusted the U.S way before WWII when they intervened in the Russian Civil War and didn’t recognize the Soviet Union until 1933. As a result, during and after WWII, the Soviets were determined to dominate European countries with their own political agenda to become the hegemonic power and believed the U.S. had the same motive. However, the U.S was more eager on protecting these Eastern countries from communist influence and sustaining stability throughout these regions. Despite the U.S’s effort to come to a mutual agreement with the Soviets after the war at the Yalta Conference, tension has gradually progressed throughout the yea rs that led to an even further separation between the two leading powers (Doc H). In addition to, the Soviets disregarded the compromises made at the Yalta Conference to have free and fair elections in Europe, instead creating a buffer in Eastern Europe, settling Soviet satellites. By committing such actions, the U.S automatically became suspicious and concluded that the Soviets were ultimately compelled to spread communism. The U.S further distrusted the Soviets when they secretly signed the Nonaggression Pact withShow MoreRelatedWas President Truman Responsible for the Cold War? Essay1105 Words   |  5 Pagesinto office right at the end of World War II, after the death of President Franklin Roosevelt. 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The recent turmoil in the Ukraine has brought up a lot of issues remembered in the cold war. Russia Annexing the crimean peninsula from the Ukraine scaring western powers, specifically the United States, into the old policy of Soviet containment and using any means to put negatives towards the â€Å"eastern block† preventing the spread of its influence. Although the United States and it NATO/European Union currentRead MoreCold War Essay1784 Words   |  8 PagesForeign Relations, Volume II. Gaddis, John Lewis, Two Cold War Empires: Imposition vs. Multilateralism, in Major Problems in American Foreign Relations, Volume II The Cold War was the longest war in which the United States has ever partaken and is the only war that involved little to no fighting. After researching the events, reading historical opinions, and listening to lectures in class, I have come to the realization that the war was just an exaggerated argument between two neighbors over

Moderating Role of Socioeconomic Development †MyAssignmenthelp.com

Question: Discuss about the Moderating Role of Socioeconomic Development. Answer: Introduction Managing work priorities is essential for the employees that can be achieved by maintain proper balance both personally and professionally. As commented by Groysberg and Abrahams (2014), personal and professional balance helps the individuals in achieving targets along with developing their skills throughout the career. Therefore, both the employee and the organizational performance are enhanced due to proper management of work priorities. This report highlights the future actions that can be used by individuals for both personal and professional development. The report highlights setting of goals and aligning them to the business goals along with managing time and prioritizing work activities. Additionally, the report emphasizes of identifying development opportunities thereby, maintaining professional competence. As a manager of the organization, my role is to willingly examine and prepare the skills and goals. This will help in staying in the right track by considering the professional development. As a manager, I need to ask myself whether I have the skills or attitude for the role allocated for me. My role as a manager includes: Appropriate planning and time management Ensuring systematic work and being organized Providing the employees with appropriate resources and performance management Monitoring the code of conduct and employee performance Maintaining confidentiality of the companys information Reporting the senior management of the company The business goals of the organization include: Increase profitability Increasing employee retention Increased organizational efficiency Organizational growth The organizational policies include: Ensuring confidentiality Access and equity Codes of conduct Risk management Human resources Health and safety The organizational procedures include: Employee incident response, reporting and investigation Service access Alcohol consumption in workplace Client documentation and records Code of conduct Discipline and termination Equal employment opportunity Staff meetings including meetings for staff supervision The list of organizational policies, procedures and plans are developed based on which the role and responsibilities of the manager is developed. This provides an opportunity for the managers to achieve the organizational goals by increasing the employee and organizational performance. Establish five personal and team goals The team goals include: To achieve maximum customer service To help the HR and the IT department in continuing recruitment procedure effectively To organize meetings with the internal and external stakeholders in order to gain deeper insight of the present business requirement To complete the tasks undertaken within deadline and being organized The personal goals include: To increase the morale of the team To complete the tasks and goals I have set for myself thereby, increasing the profit of all departments by 60% Establish effective communication within the team As commented by Davila, Epstein and Shelton (2012), setting goals help the business organizations to increase the overall profitability of the organizations. The goals set by the organization have to be specific, measurable, attainable, and realistic and time specific. According to McGivern et al. (2015), having set goal provides an opportunity for the business organizations to move forward and gain competitive advantage. Goals help in ensuring internal measurement by enhancing the morale of the employees. It is effective for the business organizations to set goals, as it helps in organizational progress. This is because goal settings provide a sense of purpose and direction towards which the organization and the employees move. The SMART framework is one of the best frameworks that need to be considered while developing goals and objectives. As mentioned by Galea, Houkes and De Rijk (2014), developing personal and professional goal setting ensures both personal and professional prog ress. Having goals provided a direction to the organization and the individual thereby, allowing them to develop strategies to work towards it by developing appropriate strategies. Developing KPIs for measuring performance related to work goals Business organizations develop key performance indicators in order to determine the performance of the employees and the organizations thereby, enhancing the overall performance. As commented by Parmenter (2015), based on the type of the business, the KPI developed is distinct thereby, helping in effective performance indicator. The different types of key performance indicators include sales metrics KPI, marketing metrics KPI, financial metrics KPI and supply chain metrics KPI. According to Neiger et al. (2012), KPI help in assisting the business organizations in defining and measuring the progress simultaneously in order to achieve the organizational goals and objectives. Additionally, KPI also helps the business organizations remaining on track and attaining the beneficial outcome. For example, a certain instances KPIs are used in projects in order to measure the delivery of the service. As mentioned by Wu (2012), effective and successful performance is dined when the goals are achieved efficiently. Therefore, it is essential for me to maintain personal performances in varying working conditions and contingencies. According to me, five major steps help in maintaining performance under any working conditions and contingencies. The following steps can be followed in order to maintain performance under varying conditions and contingencies: Step 1: Identifying the available time for completing the task Step 2: Listing the essential tasks that needs to be conducted in order to complete the task successfully Step 3: Scheduling the high priority urgent tasks in order to ensure progress for the goal Step 4: Blocking appropriate contingency time in order to develop the ability to handle unpredictable situations Step 5: In the remaining time, scheduling the activities that address my priorities and personal goals Activities for achieving the goals related to work A wide range of activities needs to be planned and conducted in an organized manner in order to achieve the goals or objectives successfully. As commented by Koerner (2014), an action plan or strategy needs to be developed in order to proceed towards the goal. The range of activities to advance work goals include making a list, having clear objectives, reviewing daily, daily to-do list, long terms and short term goals, specific action plans, effective communication and time management. Additionally, having a realistic and measurable approach also helps in advancing the work goals (Kath et al. 2013). Within the range of activities that needs to be undertaken to complete the tasks successfully, the ones with top priority includes having clear set of objectives, maintaining a daily check list, developing short term goals, time management and maintaining an effective communication. As mentioned by Bakker, Tims and Derks (2012), having a clear set of objectives helps the individuals in st rategizing appropriately to achieve the goal. Therefore, one of the significant responsibilities of the manager is to have a clear objective and communicate it effectively to the team members. Effective communication helps in clear flow of information within the team thereby, making it easy to track the progress and communication among the team members. Additionally, effective communication also helps in building a strong relationship within the team members that eventually makes it easier to achieve the goals (Shockley-Zalabak 2014). Time management is a crucial aspect as this helps in appropriate planning by allocating time for the short-term goals. Achieving the short-term goals successfully motivates the team members thereby, ensuring dedication and enthusiasm to accomplish the goal successfully. The two work goals that needs to be achieved are: To achieve maximum customer service To complete the tasks undertaken within deadline and being organized Work activity Description Goal/s KPIs Time frame Person responsible Time management Effective communication Creating short-term goals Maintaining a daily check list Improving customer service. Developing strategies Evaluating the current market trend and customer demands To increase the customer service by 20% Overall satisfaction of the customers (Customer satisfaction Score) Net Promoter Score (NPS) First response time Customer retention rate SERVQUAL Within 6 months The management The manager The employees Time management Effective communication Being organized Reviewing daily work Maintaining a daily to-do check list Arranging meetings daily Effective communication within the team members Organizing training Maintaining a daily to-do list To complete the tasks undertaken within deadline and being organized Alignment between internal and external goals SMART objectives r goals SMARTER objectives and goals Within 2 months since the initiation of the project The team members The manager Ensuring a positive role model by managing life balance, stress and health There is no agreed definition of work-life balance but it does appear that the right balance for one person may differ from the next. Balance is achieved in different ways for different people. Some people do it to balance their caring responsibilities for children with work, while others want more time to themselves, engaging in leisure activities. Effectiveness and efficiency are likely to improve if an individual maintain an appropriate work-life balance and control stress levels. Reducing stress, allows a person to manage better your energy and efficiency. Increased concentration and a less stressed workforce ensures increased productivity. Work-life balance, in its broadest sense, is defined as a satisfactory level of involvement or fit between the multiple roles in a persons life (Darcy et al. 2012). Work-life balance for any one person is having the right combination of participation in paid work (defined by hours and working conditions) and other aspects of their lives. This combination will change as people move through life and have changing responsibilities and commitments in their work and personal lives. Work-life balance policies can assist employees achieving the balance between their work and personal commitments that is right for them. The policies need to be supported by the workplace culture, which reflects the beliefs, values and norms of the whole of the organisation from the CEO to staff members. Other important factors in the success of work-life balance policies include proper communication of commitment to the policies to existing and future employees, raising awareness of the policies, education of managers about the importance of policies, and training of managers on how to implement these policies (Sortheix and Lonnqvist 2014). To ensure the maintenance of organisational standards, take steps to monitor and assess individual performance. Utilise individual job description, duty statement or statement of conduct and performance appraisal as a tool to measure your professional competency. These documents can assist an individual in determining your level of personal knowledge and skills. They will help the individual prioritise the activities to ensure that the work is done efficiently and effectively (Kunter et al. 2013). It is important that the individuals also take steps to monitor their performance. Competency standards can be used to measure the level of your performance. A competency standard is a document used as a frame of reference by your employer to determine how they expect the job and the performance of the job to be done and to determine how competent an individual is at their job. Competency standards aim to ensure that the individual can perform at a specified minimal level. Nationally endorsed units of competency consistent with work requirements, these are recognised nationwide and service as a basis for assessment and the issue of formal qualifications ? Enterprise-specific units of competency consistent with work requirements Organisational standards that are in-house and specific to your employer In-house standards are developed to ensure you meet the minimal level for your employer. If you identify weaknesses in competency standards, corrective action should be taken to address the issue. Assessing professional competencies Performance can be measured in several different ways including: Observing peoples reactions to you - For interpersonal relations and to reinforce individual as position as a role model, take the time to observe whether personnel react to the person in a positive manner. Particular attention should be paid to others body language (Rudd et al. 2014). Do people ask for your opinion? - If no one asks for the opinion of an individual, a red flag should be raised. The individual have either intimidated them and dont feel they can approach you or they do not respect your opinion. Do not make assumptions. Gather feedback to find out the actual situation (Moen et al. 2013). Exposure to other members of management - Communication is a two way process. Understand what other members of management think about your skills and knowledge. Observe their skills and knowledge to assist you in identifying ways in which you can improve your own personal skills and knowledge (Moreland, Levine and Wingert 2013). Identify what skills, knowledge and behaviours are required for you to do your job well: At this stage, it is also worth thinking about the skills, knowledge and behaviours that you may need to develop in the future in your current job. The individual may know, for example, that the role will be changing or that the individual will be working on different projects or that the individual is interested in a career change. What new or different skills, knowledge and behaviours will the individual need? Go back to the life or career goals to include in your development plan (Cottrell 2015). Look at the skills, knowledge and behaviours you actually have now: It is important to ask some rigorous questions at this stage and answer honestly. Are there areas of work, for example, where developing more confidence would make a real difference to individual success in the job? Are there knowledge, skills and behaviours that individual only need on occasion that would benefit from some development (Todd and Binns 2013). Compare actual with required to identify the gaps: Try to be as specific as possible about what the individuals need to do differently. This will really help the individuals when deciding how to address the development needs in the best way possible. It will also help the individual review and measure their success. Decide how to meet identified needs: The next step is how best to address the development needs you have identified. Practicalities ? How do I prefer to learn? Finding the best solution Where to go for more help Developing professional development plans Time frame Description of opportunity/ training Skills/ competency to develop Within 6 months Communicating with team members daily Working on both verbal and non-verbal communication Patiently listening to the team members Keeping aside personal agenda Effective communication Within 3 months Maintaining a daily to-do list Following up with the team members Allocating specific time for each task Writing the progress daily Time management Conclusion In this report, it can be concluded that it is essential to manage personal work priorities in order to ensure professional development. Managing personal and professional work effectively helps in successful completion of work thereby, ensuring accomplishment of goals. As a manager, it is essential to influence the employees along with fulfilling the professional responsibilities successfully at work. This helps in enhancing the overall performance of the organization and the team members. In order to achieve the organizational goals successful, it is essential to emphasize on effective communication, time management, having clear set of objectives, prioritizing the tasks along with maintaining a daily commotion checklist. This helps in keeping track of the progress of the project and predict the future of the project. References Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement. Human relations, 65(10), pp.1359-1378. Cottrell, S., 2015. Skills for success: Personal development and employability. Palgrave Macmillan. Darcy, C., McCarthy, A., Hill, J. and Grady, G., 2012. Worklife balance: One size fits all? An exploratory analysis of the differential effects of career stage. European Management Journal, 30(2), pp.111-120. Davila, T., Epstein, M. and Shelton, R., 2012. Making innovation work: How to manage it, measure it, and profit from it. FT press. Galea, C., Houkes, I. and De Rijk, A., 2014. An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life. The International Journal of Human Resource Management, 25(8), pp.1090-1111. Groysberg, B. and Abrahams, R., 2014. Manage your work, manage your life. Harvard Business Review, 92(3), pp.58-66. Kath, L.M., Stichler, J.F., Ehrhart, M.G. and Sievers, A., 2013. Predictors of nurse manager stress: a dominance analysis of potential work environment stressors. International journal of nursing studies, 50(11), pp.1474-1480. Koerner, M.M., 2014. Courage as identity work: Accounts of workplace courage. Academy of Management Journal, 57(1), pp.63-93. Kunter, M., Klusmann, U., Baumert, J., Richter, D., Voss, T. and Hachfeld, A., 2013. Professional competence of teachers: Effects on instructional quality and student development. Journal of Educational Psychology, 105(3), p.805. McGivern, G., Currie, G., Ferlie, E., Fitzgerald, L. and Waring, J., 2015. HYBRID MANAGERPROFESSIONALS'IDENTITY WORK: THE MAINTENANCE AND HYBRIDIZATION OF MEDICAL PROFESSIONALISM IN MANAGERIAL CONTEXTS. Public Administration, 93(2), pp.412-432. Moen, P., Lam, J., Ammons, S. and Kelly, E.L., 2013. Time work by overworked professionals: Strategies in response to the stress of higher status. Work and Occupations, 40(2), pp.79-114. Moreland, R.L., Levine, J.M. and Wingert, M.L., 2013. Creating the ideal group: Composition effects at work. Understanding group behavior, 2, pp.11-35. Neiger, B.L., Thackeray, R., Van Wagenen, S.A., Hanson, C.L., West, J.H., Barnes, M.D. and Fagen, M.C., 2012. Use of social media in health promotion: purposes, key performance indicators, and evaluation metrics. Health promotion practice, 13(2), pp.159-164. Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning KPIs. John Wiley Sons. Rudd, M.A., Ankley, G.T., Boxall, A. and Brooks, B.W., 2014. International scientists' priorities for research on pharmaceutical and personal care products in the environment. Integrated environmental assessment and management, 10(4), pp.576-587. Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. Pearson. Sortheix, F.M. and Lnnqvist, J.E., 2014. Personal value priorities and life satisfaction in Europe: The moderating role of socioeconomic development. Journal of Cross-Cultural Psychology, 45(2), pp.282-299. Todd, P. and Binns, J., 2013. Worklife balance: is it now a problem for management?. Gender, Work Organization, 20(3), pp.219-231. Wu, H.Y., 2012. Constructing a strategy map for banking institutions with key performance indicators of the balanced scorecard. Evaluation and Program Planning, 35(3), pp.303-320.

Quebec Essays (1096 words) - Politics Of Quebec, Quebec,

Quebec Quebec's Quiet revolution: What is it? How has it changed Quebec's society? How has it affected Confederation? The English-French relations have not always been easy. Each is always arguing and accusing the other of wrong doings. All this hatred and differences started in the past, and this Quiet revolution, right after a new Liberal government led by Jean Lesage came in 1960. Thus was the beginning of the Quiet Revolution. Lesage had an excellent team of cabinet ministers which included Rene Levesque. The Liberals promised to do two things during the Quiet Revolution; one was to improve economic and social standards for the people of Quebec, and the other was to win greater respect and recognition for all the French people of Canada. The Liberals started a program to take control of hydro-electric power companies. French-Canadian engineers from all over Canada returned to Quebec to work on the project. Slogans during these times were "we can do it" and "masters in our own homes". T he government also started to replace programs the Church previously ran, which included hospital insurance, pension schemes and the beginning of Medi-Care. For these programs, the Quebec Liberals had to struggle with Ottawa for a larger share of the tax dollars. One of the greatest reforms was the modernization of the entire school system. The Church used to own the schools of Quebec. Most of the teachers were Priests, Nuns and Brothers. They provided a good education but Quebec needed more in business and technology. Lesage wanted a government-run school system that would provide Quebec with people in engineering, science, business and commerce. With the new freedom of expression, lots of books, plays and music about French culture were all developed in Quebec. French contemporary playwrights were very famous during that time. However, not all was going well in Quebec. The French-English relation was going bad. Many studies showed that French-Canadian Quebecers were earning the lo west wage in all of the ethnic groups in Canada. Other complaints were that the top jobs in Quebec were given to English speaking Canadians. Canada was going through the worst crisis in its history, and unless equal partnership was found a break-up would likely happen. Some Quebecers thought that separation was the only solution. They thought that as long as Quebec was associated with the rest of Canada, French-Canadians would never be treated equal. The FLQ (Front De Lib?ration Du Qu?bec) was founded in 1963. It was a smaller, more forceful group of separatists. They were a collection of groups of young people whose idea was to use terrorism to achieve independence for Quebec. The ALQ (L'Arm?e de Lib?ration de Quebec) was even more of a violent separatist group. Some of their actions included robbing banks in order to get money. For their ammunition they had to raid arms depots of the Canadian Armed Forces. There were many Federalists that believed that separatism had no future and that French-Canadians could play a role in a bi-lingual Canada. There were three Quebec men that believed in Federalism. These men were Liberals and their names were Pierre Trudeau, Jean Marchand and G?rard Pelletier. The President of France, General De Gaulle came to Quebec in 1967 and gave speeches to separatist groups that deemed him an enthusiast of the thoughts of the separatists in the struggle to fight for the liberation of Quebec. The Prime Minister at the time, Lester B. Pearson, criticized De Gaulle's remarks and said that Quebec belonged to Canada and there was no need for their liberation. In 1970, British Trade Commissioner James R. Cross was kidnapped by FLQ and wanted in return for Cross, 23 political prisoners. Quebec Labour Minister, Pierre Laporte was also kidnapped which started a Quebec crisis. After a few months Cross returned when Laporte was assassinated. The Quebec crisis ended several years of violence in Quebec. This crisis made many Quebecers upset becaus e Ottawa sent the army into Quebec. Therefore English-French turmoil did not end. Rene Levesque was a leader who became very popular in Quebec with his views on independence. In 1976, Rene Levesque and the Parti Quebecois won the Provincial election. Now many Quebecers thought he could build up Quebec. Since many French