The Effects of Increased Atmospheric CO2 - 1655 Words

Deforestation and the burning of fossil fuels have led to a great increase in anthropogenic carbon dioxide released into the atmosphere. Since the Industrial Revolution, the concentration of atmospheric CO2 has increased from about 280 parts per million to above 390 parts per million; and recently has been calculated to be rising 1.5-2 parts per million per year (Kudela, 2013). This sharp increase in atmospheric CO2 has had an impact on the ocean, and can be seen by the increase in the levels of gaseous CO2 in the seawater. When the CO2 rich atmosphere comes in contact with the surface of the ocean, CO2 is readily absorbed which causes the pH of seawater to become more acidic. Many enzymes and processes that occur in the ocean, like†¦show more content†¦Coralline algae use HCO3- to intracellularly precipitate CaCO3 which forms their outer crust. Coccolithophores use HCO3- to form their coccolith (Roleda et al., 2012). Aragonite and calcite are the two most abundant forms of CaCO3. Both respond to changes in pH, with aragonite being the most sensitive. As pH decreases in the oceans the concentration of carbonate ions needed for saturation increase. When this carbonate becomes undersaturated, anything calcareous becomes vulnerable to dissolution (Nienhuis et al., 2010). This, combined with rising sea temperatures, poses a major threat of dissolution to reef-building communities that are dependent on aragonite. Buddemeier et al. projected a 95% loss in coral reefs in the eastern Caribbean, by 2035, in response to this acidification (Couce et al., 2013). To try to understand the effects of ocean acidification and an increase in temperature, a study was conducted on the calcifying mussel, Mytilus chilensis. Duarte et al. attempted to mimic the potential changes associated with increased temperature and concentrations of CO2. M. chilensis was subjected to different temperature, 12 and 16 °C, and CO2 regimes, 390, 700, and 1000 parts per million. Juvenile survival, total calcification rate, and growth rate were measured. Duarte et al. concluded that temperature did not have a significant effect on the total weight or the net rate of calcium deposition (as shell building). However, CO2Show MoreRelatedIndirect Scientific Measurements Of Atmospheric Composition Over The Last 10000 Years Have Informed The Climate Change Debate1580 Words   |  7 Pagesâ€Å"Discuss how both direct and indirect scientific measurements of atmospheric composition over the last 10,000 years have informed the climate change debate†. There are both direct and indirect ways of measuring atmospheric composition. Direct scientific measures are used to gain quantitative data which primarily use scientific tools and equipment to measure the actual climatic changes, be it a change in greenhouse gas concentrations or an increase in climatic temperature. Indirect scientific measurementsRead MoreThe Debate Over Global Warming1063 Words   |  5 PagesThe climate change debate has been ongoing for nearly thirty years now, the debate is over the causation(s) of global warming. Temperatures on earth have increased approximately 2.0 °F since the early 20th century. Levels of greenhouse gases such as carbon dioxide and methane have drastically increased within the atmosphere. Both sides within the debate surrounding global climate change can agree on these points. However; disagree on a number of other possible causations of global warming. Even thoughRead MorePollution Of Fossil Fuels And Deforestation Essay1484 Words    |  6 Pagesgreenhouse gasses and that is a natural process called the Greenhouse Effect (MFE Australia, 2013). What are Greenhouse gasses? Greenhouse gasses are emissions that traps heat in the atmosphere (EPA, 2012). Main greenhouse gasses consists of Carbon dioxide (CO2), Methane (CH4), Nitrous Oxide (NO2) and Fluorinated gasses (EPA, 2012). The burning of fossil fuels and deforestation by incineration are common sources of atmospheric CO2 emissions, since growing forests are being incinerated it rules outRead MoreThe Effect Of Ocean Acidification On The Rates Of Calcium Produced By Marine Organisms1450 Words   |  6 Pagesthe rapid increase in atmospheric CO2 continues to be produced by, the burning of fossil fuels, deforestation, industrialization, cement production, and other land-use changes. The ocean absorbs much of this excess CO2 through air-sea gas exchange, resulting in changes in seawater chemistry. Due to human-made emissions, the CO2 content of the oceans has dram atically increased and is gradually acidifying the surface waters. As a result of human-made emissions, the amount of CO2 in the atmosphere andRead MoreGlobal Temperature And Climate Change1380 Words   |  6 PagesGlobal Temperature The Earth-atmosphere energy cycle is a structure of coordinating atmospheric components. The Kà ¶ppen classification system is a simple format for generalizing climate patterns, partitioning the planet into malleable regions by average environmental conditions. Terms to describe the atypical fluctuations in the Earth’s climate include both global warming and climate change. While global warming denotes an average escalation of temperature, climate change suggests a shift in theRead More Fossil Fuel Consumption, Co2 And Its Impact On Global Climate1580 Words   |  7 Pages Fossil Fuel Consumption, CO2 and Its Impact on Global Climate Background: At the beginning of human history, we had to satisfy our energy needs (for food, heat and movement) by using our own muscle power and gathering or hunting naturally available plants, animals and wood. Each stage in the evolution of human society (the development of farming, domestication of animals, harnessing of wind and water power) increased the average per capita energy use, but it was the Industrial Revolution and theRead MoreThe Global Warming That Took Place At Permian Triassic Boundary1038 Words   |  5 Pagestraps lead to increased amount of carbon dioxide. The eruptions of basalt lava were accompanied by large volume of CO2 (Self, Schmidt, Mather, 2014). Accumulation of CO2 has long lasting effects on global warming due to its long lifetime. Study conducted by Archer (2005) showed that 400 km3 of flood basalt would release 2 gigatonnes (Gt, 1 Gt = 1012 kg) of carbon. Overall, Siberian traps allowed up to 11 000 Gt of carbon to be released (assuming lava volume of 2.5 million km3). The CO2 degassed duringRead MoreA Climate Mitigation Strategy1567 Words   |  6 Pagesof carbon dioxide (CO2) between the surface ocean and atmosphere. Carbon dioxide moves from high to low pressure. When the partial pressure of CO2 is higher in the atmosphere than in the surface ocean CO2 is dissolved into the ocean surface where it reacts with the other pumps. Carb onate and bicarbonate ions are formed, this again lowers the partial pressure allowing for greater amounts of CO2 to dissolve into the surface ocean. However, due to the increased concentration of CO2 in the atmosphereRead MoreIncreasing Levels Of Carbon Dioxide1491 Words   |  6 PagesIncreasing levels of carbon dioxide (CO2) have created problematic oceanic conditions that are detrimental towards the livelihood of coral reefs and other marine biota. The high levels of CO2 lead to a decline of ocean pH among other issues such as dramatic changes in oceanic make-up and chemistry. Statistics and data collected has shown that ocean acidification will not only increase but accelerate over the next century. The ocean takes in about 1/3 of anthropogenic carbon added to the atmosphereRead MoreThe Annual Changes Of Temperature On A Planet1021 Words   |  5 Pagesapproximately 142 Martian days. These extreme seasons of Mars can have some very interesting effects on the planet. Research has shown that global atmospheric pressure is 25% lower during the local wintertime than during summer. This happens for two reasons: first, the eccentricity of Mars s orbit and secondly, there is a pattern-like exchange of carbon dioxide between the north and south polar caps and the mostly CO2 atmosphere. When the north pole is tilted away from the sun around the winter solstice

The Problem Of The Older Adult Population Essay - 1685 Words

The older adult population in the United States has steadily increased thanks to technology and medical advances. While this definitely is an undeniable achievement, it also creates some challenges that society was not as prevalent to face before. Now that people are living longer it’s also means that often times family members are becoming caregivers to their loved ones during their so called golden years. Not only may it be difficult to care for a loved one, but it also becomes even more burdensome when their loved has a disability. In fact â€Å"dementia is one of the major causes of disability and dependency among older people worldwide.† (2016). Fortunately there are adult day centers that serve people with dementia and provide services that can benefit them. However many times caregivers are forgotten about and aren’t provided services that can also benefit them as well. While it does take a bit of pressure off of the caregivers while their loved ones are a t the day center, it does not eliminate all the other effects. Many people may not be aware that there are detrimental effects that a caregiver may experience as a result of caring for someone with dementia. While caregiving for an older adult may be demanding in general, caring for a loved one with dementia potentially can be even more strenuous due to the nature of the illness. Dementia is â€Å"associated with a decline in memory or other thinking skills severe enough to reduce a person s ability to perform everydayShow MoreRelatedSexually Transmitted Diseases ( Std ) Essay1381 Words   |  6 PagesTransmitted Diseases (STD) are one of the most common and preventable health care problems in the world. 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Because this is an issue affecting an ever-growing number of the country’s population, the focus of our practice based research project will be based primarily on the increasing number of older adults who are becoming addicted to prescription drugs. To define our terms more precisely we must first discuss who falls in the category of â€Å"older adult.† For this assignment, the term â€Å"older adult† can be defined as an individualRead MoreSubstance Abuse Among The Elderly1473 Words   |  6 Pagesdefined as those Americans born between 1946 and 1964, turn 65 in 2011. The number of older Americans will increase from 35 to 70 million by the year 2030 (Federal Interagency Forum on Aging-Related Statistics, 2000). The nation’s population will increase 18% during and the population aged 65 and older will increase 78% ( Wan, Sengupta, Velkoff, DeBarros, 2005). 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Understand How Groups Develop and Function Free Essays

How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Essay examples Understand How Groups Develop and Function Free Essays How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Papers

Person Centered Care for Clinical Interventions - myassignmenthelp

Question: Discuss about thePerson Centered Care for Clinical Interventions. Answer: Introduction: concept of person centered approach in care: Person centered care may be defined as the procedure by which healthcare professionals should think and perform tasks which would mainly portray patients as equal partners in development of plans, performing and also monitoring care with the help of different health as well as social services (Brooker and Latham 215). This framework of care mainly puts the patients as well as the family members to be in the central position of making decisions working along with the professionals. This framework of care mainly puts the patients desires, values, family situations and different social circumstances and lifestyles as the topmost priority. It believes in shared decision making with the patients and thereby helps people to manage their health (Entwistle and Watt 2013). The essay should mainly portray how practice development and person centered care are associated with quality care of patients and how both can be implemented to ensure safe practices. Overview of practice development: Previously the traditional practices expected patients to fit in with the practices, routines, rules of healthcare already set beforehand in the healthcare centers and in the social service centers. This is no more followed nowadays where the care is mostly person centered now. Different types of researchers have explained different aspects of person centered care which helps in providing a high quality care for the patient that in turn develops the quality of life of the patients (Brownie and Noncarrow 2013). This framework of care respects peoples values and thereby helps in putting people in the central position during the times of decision making so that the feel themselves to be include in their care. Such care also ensures taking into account the different preferences and expressed needs of the patients maintaining their dignity and autonomy. Moreover the professionals make sure that a team based approach is made so that all the requirements of the patients are handed by coordi nating and integrating care thereby working together. Professionals should make sure that there is proper communication of information with the patients and educating them to empower them with the best healthcare strategies (Evardsson, Sandman and Borrell 2014). This care also makes sure that that the patients are made physically comfortable and safe providing them with emotional support. Many researchers are also of the opinion that as this framework involves family and friends, it results in decreased stress among them as well as the patients for which there is increased cooperation which has positive effects on the service care delivery (Deewar and Nolan 2013). View put by researchers over practice development over the years: Researchers are of the opinion, that the term practice development has been associated with supporting modernization as well as organizational, service and also different quality improvements. However, above all these, practice development is mainly concerned with development of person centered approach. Many researchers are of the opinion that the sole aim of the practice development in this phase of time should be mainly focused on the development of a facilitative approach which would engage patients as well as different users in various changes for betterment like innovation through collaborative care, proper team working and partnership building (Bramley and Maitti 2014). Thereby practiced development can be broadly defined as the framework of development of skills and education for the healthcare professionals which would help in the continuous process of gathering knowledge and development of person centered cultures in the healthcare workplace. Such practice development is ma inly enabled by different facilitators who are able to successfully engage with different patients and also with teams effectively. These help individual professionals to blend personal qualities as well as different creative imaginations with the proper combination of practice wisdom and practice skills. The learning that occurs through practice development is helpful in bringing about huge transformation not only in individuals but also in different forms of team practices (Fossey et al. 2014). Both processes and outcomes are embedded in the corporate sustenance with proper sustenance. Researchers are of the opinion that the person is centered care uses the perfect practice development principles by incorporating the characteristics if inclusiveness, respect for each other and also valuing contributions by the establishment of social bonds and connections. Helpfulness of practice development in person centered care inittives: Critical social theory is been said by researchers to mainly underpin the entire concept of practice development. The concept mainly assumes that social structure as well as the collective culture is mainly helpful in shaping the society and also the community where individuals thrive. There arise many situations in the healthcare fields where cultures often require patients or professionals to participate completely in a proper mode of discussion (Kitson et al. 2013). This in its turn is found to be extremely helpful in developing decisions for the improvement of the patient care. Over the years, researchers have noticed that practice development methods usually help in allowing the professionals (participants) to participate successfully in various types for meaningful conversations not only about practice but also about the environment. These would help the professionals to understand, challenge and then change the culture to improve patient care. All these together are seen to pr ovide a greater opportunity to the professionals as they become active participants in knowledge generation and also in the continuous change process. This altogether leads to embedded cultural changes (Pulvirenti, Mcmillan and Lawn 2014). Factors that help to influence practice development: Researchers are of the opinion that development of quality health as well as social care services can only take place when a combination of certain societal as well as professionals and also professionals factors come in consideration. Each and every professional have to be aware of the different changes taking place in the present generations in healthcare so that they can correctly combine this knowledge and their applications while providing a person centered care (Taylor et al. 2015). Therefore practice development should involve the gathering of knowledge of the following components of change such as the rising patient as well as the client and carer expectations. Moreover increased dependency of those individuals who are accessing healthcare services and also various technological changes are needed to be known by the professionals. Moreover demographic changes in the society as well as various changes occurring in the care delivery systems are important components which need t o be grasped by the professionals. Moreover lack of public confidence is also affecting the reputation of healthcare industries and therefore professionals should aim to develop the confidence of public through practice development by following the correct approach of person centered care (McCormack and Dewing 2013). Moreover, threats of litigation as well as the increased demands of the patients and their family members for a greater degree of access to information also need to be noted by them. All these requirement need to be fulfilled by them for a better satisfaction of the patients and thereby providing a proper person centered care to them. Researchers have thereby advised that professionals should not be only satisfied with the knowledge that practice development helps in promoting excellence in healthcare service delivery. They should mainly try to understand the different target that the practice development tries to achieve. Some of the important targets that the practice development ensures is giving direction and allowing bench marking for the professionals who want to provide excellent care to patients. It also incorporates components like stimulation of the improvement of care along with that of the fostering audit and research while planning the care plan for service users (Felton and royal 2015). Moreover, this also helps in developing team approaches and helps in the engagement of the users in the service which has become one of the most important foundations of the main person centered approach. It also supports innovation and change and provides effective tools and techniques which are extremely helpful in enhancing the change. It also helps in the enhancement of the working environment as well as the culture of the organization and thereby offers a vehicle for sharing and also disseminating and networking purposes. These ultimately help in demonstrating different impacts of changes. In simple words, practice development can be defined as the bottom up approach which basically helps the professionals to review and thereby change the whole process mainly by putting the patient at the centre of the care process. Impacts of person centered care: Researchers have stated that the different positive impacts that person centered care at the heart of the practice envelopment have on the health of the patients are beneficial for their recovery. The knowledge and application of this type of care developed after practice development cases can help in the improvement of the experiences of the patients who undertakes care making them feel more satisfied (Kong et al. 2014). It also helps in the encouraging patients to lead a much better and healthy lifestyle which takes into account the benefits of exercising as well as eating healthy diets. Not only that, this type of care if applied properly will help in encouraging the patients to be more involved in their decisions about the care they are receiving. These would help the patients to get support and care which are appropriate for their needs. This care also provides a very positive impact on the health outcomes such as blood pressures and others. Researchers although not sure, has pu t forward a hypothesis that such acre may reduce the frequency of the services used by patients as the accurate care would be provided in first shot which will in turn cause reduction in the overall cost of the care (Hardiman and Dewing 2014). Moreover, one of the very interesting benefits of the care is that it makes the professionals highly satisfied themselves about the care which is provided to them. Initiatives to be taken in practice development: The main aims of the practice development that the professionals should incorporate in their routine schedules to achieve a person centered care are needed to be followed. The different initiatives that the professionals should take in the practice development sessions to prepare for person centered approach. The first one should be getting to know the service user as a person and thereby recognizing his individuality to be particular. An important mind set-up that needs to be prepared by the individual professional is seeing the patient as the expert in their own health and care. Proper using of power and maintaining of responsibility ethically and responsibly are extremely important for providing the best care to patients. Moreover, the professionals need to take a holistic approach for properly assessing the needs of the people and then providing a proper care according to requirements. The professionals should also incorporate families whenever appropriate so that autonomy and di gnity is maintained not only of the patients but also of the family members whenever so that they do not feel helpless and in turn feels empowered. The professionals should also make sure that each and every service they provide are accessible, flexible and should be also easy to navigate. They should first try to understand the patients whole experience of care so that they can promote coordination from the patient and thereby ensure continuity of the care provided to her (Fisher 2017). Moreover, the professionals should also make sure that the physical, cultural as well as psychosocial environment of health services are supporting the person centered care and if not proper arrangements are to be taken for providing the best care to patients. Moreover another very important feature that should be incorporated is that the staffs should make sure that they are supportive and should be well trained in communication and also striving to put the people at the center of care. Contributions of organization: Organizations should also take proper initiatives to ensure that the professionals get proper scope for practice development in order to instill person centered care in their practices. Among the various duties, they should ensure that professionals adhere themselves to the knowledge as well as skills and competency. They should ensure that the professionals take this as a part of the accountability and also maintain their roles and responsibilities which are outlined in their job description. Moreover the employers and leaders should also ensure that the professionals are also ensuring that they are providing ample supports in their decisions and actions with appropriate evidences. Moreover researchers have also stated that both the organization as well as the working professionals should pay importance to the practice development by mainly generating evidence from the practice so that they can be informed about the future innovations and changes throughout. They should focus on the provision as well as development of the quality care and also services with the patients and providers of the service. The organizations should also take initiatives for introduction of different ways to evaluate, capture, measure and also demonstrate the various impacts of the change of the patients as well as the measuring of the service and clinical outcomes. They would also ensure efficiency and effectiveness of the change of the individuals and also the teams and organizations. Moreover the organization should also make sure that they are providing enough scopes and opportunities to professionals to offer educations along with training to support innovations as well as changes. Important aspects essential for successful outcomes: Proper training about three important features need to be incorporated in the practice development session to assure the best outcome for the person centered approach. The first of the three aspects is effective teamwork. This should be maintained between all the important stakeholders like the users as well as the carers both externally as well as internally within the teams. The second important aspect that would ensure the success of person centered approach is that a multi professional collaboration is ensured (Carter, Greedy and Sidebotham 2015) This can be achieved by the involvement of the multidisciplinary team members including various ancillary team members. The third aspect is maintenance of effective communication. It mainly occurs between as well as within and across all the stakeholders who are themselves involved in innovation and also changes. Quality and skills to be harbored for successful outcomes: Researchers are currently working on the topic at a extensive range in order to identify the qualities and skills which are extremely important in person centered care and how different strategies that can be implemented during practice development to ensure uninterrupted care service delivery. Every professional should have qualities like being affective with proper energy, optimism, enthusiasm and having a proper outlook. Moreover they should have a proper vision which underpins different practice development activities helping in improvement or provide care through person centered approach (Kon et al. 2014). Thirdly, being motivated and empathic is extremely important to make the outcomes of practice development successful. Moreover being experiential is also important while the professionals should develop the ability for processing personally and thereby learning by going through different experiences and implementing strategies accordingly to maintain clinical relationships acc ordingly. Others skills involve the professionals to be more cognitive where they have the need to be creative in their problem solving approach in effective ways. Political awareness and being communicative helps the processionals to acquire and thereby process different information articulating arguments for making changes in practices. Also being clinically credible with peers is very necessary as without this, practice development activities and different changes can never be achieved. Conclusion: From the entire discussion above, it is well understood that practice development is a term which are used to describe particular approaches which helps professionals to provide support and also help in promoting changes in healthcare. The main focus of practice development is placed on developing a person centered care as this form of care is the new effective approach of treatment which not only cures patients but also empowers them in various ways. Valuing people and maintaining their autonomy should be learnt by them during their practice development sessions. Using proper life experiences and understanding proper relationship among stakeholders like patients and professionals are extremely important for effective outcomes. Moreover developing a proper working environment which is responsible of individual needs of the patients is also important. Often team work, multidisciplinary collaboration and effective communication strengthens the outcomes of person centered approach and h ence practice development should be ensured consisting all the important aspects which would help to provide the best care to patients. References: Bramley, L. and Matiti, M., 2014. How does it really feel to be in my shoes? Patients' experiences of compassion within nursing care and their perceptions of developing compassionate nurses.Journal of clinical nursing,23(19-20), pp.2790-2799. Brooker, D. and Latham, I., 2015.Person-centred dementia care: Making services better with the VIPS framework. Jessica Kingsley Publishers. Brownie, S. and Nancarrow, S., 2013. Effects of person-centered care on residents and staff in aged-care facilities: a systematic review.Clinical interventions in Aging,8, p.1. Carter, A.G., Creedy, D.K. and Sidebotham, M., 2015. 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