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Essay on Assisted Suicide and Euthanasia - 911 Words
Assisted suicide brings a debate that involves professional, legal and ethical issues about the value of the liberty versus the value of life. However, before conceive an opinion about this topic is necessary know deeply its concept. Assisted suicide is known as the act of ending with the life of a terminal illness patients for end with their insupportable pain. Unlike euthanasia, the decision is not made by the doctor and their families, but by the patient. Therefore, doctors should be able to assist the suicide of their patients without being accused of committing a criminal offense. This conception is supported by three points of view. The first point defenses the autonomy of people, which covers the right of people to make decisionâ⬠¦show more contentâ⬠¦In conclusion, assisted suicide is supported by the right of people to make decision about their life provided the patient is in the right mental state to do it. Another reason to legalize assisted suicide is the empathy for our fellow. For some people who suffer chronic pain or terminal illnesses, suicide is a more ethical and respectable solution than suffer great pain until the day of their death, whereby people should have the obligation to relieve their suffering and respect their dignity. Even if take a life should be considered immoral, let patients suffer during the remaining time of life, with no hope of a better future or alleviating the pain will end is inhumane. People judge assisted suicide according to how much pain and suffering patient are suffering. However, there are differences between pain and suffering. While pain is an objective concept that can be measured, suffering is a subjective idea that cannot be measured (Ezekiel, 1999). The impossibility to measure the level of suffering open another question of how to know if assisted suicide is justified when only the patient know his grade of suffering. In this instance, the weight relapses in the patient decision again. Allowing assisted suicide society is preventing future terrible experiences that will convert the last days of patient life in torture. Studies ofShow MoreRelatedEuthanasia And Assisted Suicide And Euthanasia2323 Words à |à 10 PagesAssisted Suicide Assisted suicide is the act of deliberately assisting or encouraging another person to kill themselves (Euthanasia and Assisted Suicide , 2014). When talking about assisted suicide there are two types: Physician-Assisted Suicide (PAS) and Euthanasia. Although they both have very similar goals but, they differ in which role the physician has in the action that finally ends life. Euthanasia can be defined as ââ¬Å"the act of bringing about the death of a hopelessly ill and sufferingRead MoreEuthanasia - Assisted Suicide And Euthanasia843 Words à |à 4 PagesAccording to the Health Law Institute at Dalhousie University, assisted suicide is ââ¬Å"the act of intentionally killing oneself with the assistance of another who provides the knowledge, means or both.â⬠Euthanasia is a ââ¬Å"deliberate act undertaken by one person with the intention of ending the life of another person to relieve that personââ¬â¢s suffering where the act is the cause of death (Health Law). As of Jun e 17, 2016, both assisted suicide and euthanasia are legal in Canada as long as the established criteriaRead MoreEuthanasia and Assisted Suicide1645 Words à |à 7 PagesEuthanasia and physician-assisted suicide are actions at the core of what it means to be human - the moral and ethical actions that make us who we are, or who we ought to be. Euthanasia, a subject known in the twenty-first century, is subject to many discussions about ethical permissibility, which date back to as far as ancient Greece and Rome. It was not until the Hippocratic School removed the practice of euthanasia and assisted suicide from medical practice. Euthanasia in itself raises manyRead MoreEuthanasia And Assisted Suicide And Euthanasia1811 Words à |à 8 Pagestopics of debate comes the question of legalizing euthanasia and assisted suicide. Debates and courts have raged on with this impending question. Naturally, those for it stand on the question, ââ¬Å"is it not right to offer someone a peaceful death?â⬠No one wishes to pass away painfully and no one wants a love one to die horrifically either, therefore it is easy to agree on mercy. Even so, it does not change the fact that euthanasia and assisted suicide, whether done by good efforts or not, is wrong. JustRead MoreAssisted Suicide And Euthanasia Suicide1578 Words à |à 7 Pagesissues is assisted suicide. Physician assisted suicide (PAS) has been an important ethical concern in medicine in recent years. It is important to understand the various forms of assisted suicide, the legality of assisted suicide as well as the implications it may have for patient as well as healthcare professionals alike. When considering assisted suicide there are several different definitions that may fall into this general term. Often times ââ¬Å"assisted suicideâ⬠is confused with ââ¬Å"euthanasiaâ⬠. Tamayo-VelazquezRead MoreEuthanasia And Assisted Suicide And Euthanasia2262 Words à |à 10 PagesUnited States that prohibits euthanasia and assisted suicideââ¬â euthanasia is the act of assisting in the death of a person suffering from an incurable disease (Macionis 402-403); however, assisted suicide and euthanasia are not the same thing. The law denying euthanasia and assisted suicide brought conflicts because Brittany wanted to pass peacefully. In order to fulfill her wish, Brittany and her husband moved to Oregon, a state that allows euthanasia and assisted suicide with the ââ¬Å"Death With DignityRead MoreThe Euthanasia And Assisted Suicide1505 Words à |à 7 Pageshave an assisted suicide death, which could cause several issue with the family members. Or if the child of the ill or elderly parent has to decide whether their mom or dad should go forward with active euthanasia, could also cause some issues amongst the family. Euthanasia and assisted suicide is a way for family members and friends to be able to say their goodbyes to their loved one and know that they wonââ¬â¢t be suffering for much longer. First, this essay is going to explore what euthanasia and assistedRead MoreAssisted Suicide and Euthanasia856 Words à |à 3 PagesSuicide is a very hard issue to deal with in this world. Just thinking about any individual case raises so many questions. What causes these people to deem their lives useless? Do they really have no one? Are their day-to-day lives that miserable? And of course, is the act of suicide ever justifiable? The last question is probably the toughest to answer, and has been debated for a long time. Is it selfish to take your own life? Some would believe that everyone in this world has a special place inRead MoreEuthanasia Essay : Euthanasia And Assisted Suicide910 Words à |à 4 PagesBackground about Euthanasia in The Netherlands. Patients Rights Council. Patients Rights Council, n.d. Web. 03 Mar. 2015. This website address euthanasia, assisted suicide, advance directive, disability rights, pain control, and more. This article features background information on euthanasia and assisted suicide in the Netherlands. In the Netherlands, for euthanasia or assisted suicide to be legal, ââ¬Å"The patient must be experiencing unbearable painâ⬠¦ must be conscious, The death request must beRead MoreAssisted Suicide And Euthanasia Is Not An Act Of Euthanasia916 Words à |à 4 Pagessuffering. For this reason, physician assisted suicide and euthanasia are compassionate responses to a terminally ill patientââ¬â¢s unbearable suffering. By definition, assisted suicide is when someone provides an individual with the information, guidance, and means to take his or her own life with the intention that they will be used for this purpose. When it is a doctor who helps another person to kill themselves it is called physician assisted suicide. Euthanasia is the intentional killing by act or
Innovative Job Design in the Organisation Free-Samples for Students
Question: Provide advice to Rachel Amaro on how to Design jobs in her area to support Innovative Behaviour. Answer: Introduction: Global human resource management practice has been a topic of great interest. The HR department contributes to the strategic direction of an organisation that determines the significant outcome of the overall organisational activity. Increasing employability in the technological sector has increased the demand of the innovative workforce. This has directly increased the responsibility of the HR department to look into the perspective of innovative workforce for an organisation. At CERA, the HR department is facing similar challenges and there is a severe need for a new design of job in the organisation. The crisis related to job design is common among many private and government organisations (Kramar, 2014). In fact, in many organisations, the way the jobs are designed by the human resource management makes it more challenging for the organisation to anticipate the difficulties and determine the workforce that would bring better result to the organisational activities. The aim of this study is to evaluate the various reasons that create difficulties in the job designs and how pro actively an organisation can fight against these odds and overcome the issues. In order to do so, a detailed analysis of the problems and issues faced by the HR department of CERA would be carried on. Several researches have been conducted on the importance of job designing inclined with innovation. The aim is to analyse these studies and consider better approaches that the HR department of CERA would undertake to improve the current recruitment and job design structure. On the basis of findings certain recommendations will be made that would improve the job design structure at CERA and the organisation would benefit. Discussion: A strategic workforce planning helps an organisation to meet the demands of the organisation. Strategic planning is also a cost effective means that an organisation might undertake to consider their business activities. As it has been evident that CERA is facing major human resource challenges, it is indeed important for this engineering company to think of better strategic options that would improve the recruitment and the job design structure for the organisation. Gaps in the recruitment method: It has been identified that a proper recruitment and sequencing strategy has not been followed at CERA. The HR and other higher authorities are found to be busy to quarrel among themselves upon selecting the right recruitment process. The logical human resource sequence planning states the importance of job analysis before the recruitment and selection (Mayo, 2015). In order to keep a good employment relationship it is equally important to manage performance and appraisal (Battistelli, Montani Odoardi, 2013). This management include better pay management and training and development. This way, the employment reform can be gained. There is a major gap in the overall recruitment policy at CERA. In case of inclusion of innovative approach, training and development program is indeed the most important factor under consideration for the HR department at CERA (Jacobson, 2010). It is when a proper approach is not undertaken at the time of recruitment and the job designing process, the companies have to suffer. At many instances, it is found that major organisations depend on external recruitment agencies for the purpose of the hiring the employees, but the retention and the effectiveness of working in the organisation depends on how well the HR department treats the employees (Ceylan, 2013). Similar kind of issues have been identified in case of CERA where the HR department has not been capable enough to design the recruitment and the job design strategy and thus, failing to meet the minimum expectation of the employees. The organisation on the other hand had to suffer due to this condition. Difficulties in HR planning: There can be a number of HR planning difficulties that the HR department would have to face in terms of recruitment. As it has been evident, from the case of CERA that there is a shortage of labour in the organisation that calls for the recruitment of new employees. There shall be changes in the overall recruitment planning and policies and the decisions need to be set on a proper direction (Jain, Mathew Bedi, 2012). It can be said that due to the nature of the economic cycle, downsizing of employees is followed by the skill shortage. Thus, better strategic planning is indeed required in order to create a disciplinary planning for the employees to be recruited (Jacobson, 2010). It has been evident that the important members of the HR department of CERA have been arguing among each other that has reduced their capability of dealing with the situation and come up with better plans. Thus, primarily, the HR team should be responsible for coming up with a collective approach towards a particular job design (Jain, Mathew Bedi, 2012). It is only when the things remain clear among the HR department and the other members the recruitment and the job design would become better for the organisation. Job design and employee innovation process: In the view point of Hernaus, (2016), job design research has to establish the mechanism through which job characteristics would affect the employee outcomes like the performance and the well being of the employees. The job designing process should always be a learning process. The employees should be enabled to acquire knowledge of the job so that they can cope with the job performance effectively (Jacobson, 2010). However, job design technique is not yet established as a relation with employee innovation. Therefore, it is indeed important for the organisation to promote job design that is directed towards employee learning and their well being to achieve multiple beneficial outcomes and improve their common antecedents (Baggen et al., 2016). The right people would act in the right time and would save the organisation in the major distress situations. Innovative process in the job designing technique has been a challenge for the management and the HR department of an organisation. The employees need to be motivated by the means of properly supplying them with the basic equipments that are important for the purpose of motivating the employees. For the same purpose, it is important to design a layout for the job design and then working accordingly. The work design should include the work input and the expected output of the information required. The employees need to be free from boredom and any kind of stress that would hamper their approach towards innovative work design. In addition to this, the organisation should also be responsible for considering the biological job design approach that states about the strength and weakness of an individual and how effectively they would be able to deal with major situations in the organisation. Each employee shall be designated with the type of work that they have expertise in. This shall ma ke the task simplified to them and they would be able to perform better. Gaps in the recruitment methods: It has been evident that there is some gap in the recruitment policy that the major HR heads of the organisation has undertaken. The Company has been found to compete on the cost effectiveness of the recruitment policy (Battistelli, Montani Odoardi, 2013). The HR department has not interfered in any approach towards the innovative work design which happened to be the most important factor in the present situation. The recruitment strategy is not narrowed down to a particular concept but it is broadly aligned (Kramar et al., 2014). Therefore, it is indeed important to think of better opportunities that would support the recruitment strategy inclined towards the innovative and creative methods. The HR team has not been concentrating in any kind of innovative approach that would improve the overall work design. In case of the engineering industry, it is important to look into the perspectives of the innovative techniques and advancement in the technology. This shall be the primary concern for the HR department of CERA at the time of designing the job for the recruited employees (Jacobson, 2010). The HR department is completely unaware of the recent techniques and procedures undertaken for the purpose of designing the job in the right way (Bysted, 2013). It is only when the jobs are designed properly and the employees know what they actually have to do as a part of their responsibility, there will be development in the overall work pattern and the gap in the recruitment policy could be overcome. Recent trends in recruitment and work design: In the recent time, the most important role is played by the technology. Advancement in the technology has contributed towards the change in the entire job designing made recruitment policy. The HR department of an organisation is not only responsible for the recruitment but they are responsible for the designing the job as well. Job design includes a number of inputs to be made by the HR department that would eventually help to improve the condition of the employees and would increase the overall activity of the employees. As pointed out by Parker, (2014), Taylorism or the scientific management, the job design theory stresses the standardization of tasks and proper training to the recruited employees. The job design method should not only limit to the allocation of the jobs and responsibilities, but there should be the inclusion of other job specification and job role as well. Primarily, it is important to assign a task to the employees. It is the responsibility of the one who assigns the task to understand the importance of completion of task and allocate the same on the priority basis (Battistelli, Montani Odoardi, 2013). The next important step is motivation. An individual should be responsible for motivating the employees as well and make them excited and passionate towards their duties. Next is the importance of allocating the resources. It is only when the resources are allocated in the right way, it can be expected that the employees would consider the application of the resources appropriately and the job could be done with complete satisfaction. The last approach in the job design is based on the reward system. The employees should be rewarded based on their performance (Jacobson, 2010). The reward system includes benefits in terms of job security, incentives and bonuses and any other forms that would eventually motivate the employees and make them capable of doing their work. Scientific management and job specialisation: In the view point of Parker, (2014), if a proper scientific approach is undertaken at the time of job designing and job specialisation, the expectation of carrying out the job in a more specified way increases. It is therefore recommended that at the time of designing the job specification, the HR department should consider the scientific approach as well. The scientific approach is also based on the biological factors as well. It is expected that when an individual is assigned with the job role that is best suited according to their respective biological or physical characteristics, there is suitability for the particular individual to work on the particular work. Job specialization technique has been utilised by many organisations in order to their business role. For the engineering department as well, job specificity is most important. It is expected that CERA would undertake the approach of the job specialisation and would assign job to the employees according to their capabilities (Battistelli, Montani Odoardi, 2013). It is only when this approach is undertaken there remains the chance that the overall impact of the work culture would improve. In addition to this, it is indeed an innovative means of designating different types of work to each individual in an organisation like CERA. Conclusion: A detailed discussion on the overall recruitment and job design strategy as undertaken by the HR department of CERA has been carried out. It has been clearly evident that there is lack of approach among the recruiters in the organisation that has lead to the situation where the recruiters have to think of better approaches to improve the overall recruitment and job design. The gaps of the recruitment process and the importance of innovative job design have been proposed in the study. It has been rightly observed that the Company lacks the approach of innovative work design to be implemented among the employees. In addition to this, the employees also lack the proper motivation and training that is indeed needed for the purpose of considering the right approach towards the employees and providing them the right direction towards their work. Keeping the similar approach into consideration, it is indeed important to frame a work design that would eventually help to reach the overall act ivities of the organisation. It has to be understood that in the recent time the most important thing to be considered is innovative approach. Therefore, most importantly it is important that the HR department would consider the innovative work design in order to improve the situation of the ongoing recruitment and the work design. Keeping the similar context into consideration, a number of recommendations can also be made in this respect. It is expected that if the HR department undertakes these approaches, the organisation will be benefitted largely. Recommendations: With the overall analysis of the situation, there is great urgency of innovative job design in the organisation. The HR department is indeed facing certain issues in terms of designing such learning programs. Thus, a number of recommendations can be made in this respect. Influencing the employees towards learning process: The employees should understand the importance of innovative design in the entire learning program and so they should be given the adequate training on their job role. The HR department needs to incorporate a learning strategy in the job design where each employee shall be given the chance to learn. This is what known as the job based learning process. Sharing and creating new ideas: A new idea can develop in any context and from any single person. It is for the same reason, involvement of the employees and other people in the major decision making are indeed important. In addition to this, the appraised employees also want to involve in the major decision making and thus, it is recommended to involve those employees who have better knowledge on a particular matter. iii. Adopting new goals and abandoning stereotype attitude: Most importantly, it is expected that the HR management would adapt new recruitment and training strategies that would eventually help in the overall development and the learning process of the employees. The employees should be given certain level of freedom to practice their work. This way, certain alternative measures can be obtained to deal with any turmoil situation. The recommendations provide to the organisation for the purpose of improving the recruitment and the work design would definitely help the HR department of the organisation to think of better ways for the purpose of job designing and assigning it to the employees. The present situation needs to be improved and CERA needs to check upon these recommendations at the earliest to improve the situation of the overall recruitment and work design policies. References: Baggen, Y., Lans, T., Biemans, H. J., Kampen, J., Mulder, M. (2016). Fostering Entrepreneurial Learning On?the?Job: evidence from innovative small and medium?sized companies in Europe.European Journal of Education,51(2), 193-209. Battistelli, A., Montani, F., Odoardi, C. (2013). The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour.European Journal of Work and Organizational Psychology,22(1), 26-41. Bysted, R. (2013). Innovative employee behaviour: The moderating effects of mental involvement and job satisfaction on contextual variables.European Journal of Innovation Management,16(3), 268-284. Ceylan, C. (2013). Commitment-based HR practices, different types of innovation activities and firm innovation performance. International Journal of Human Resource Management, 24(1), 208-226. Hernaus, T. (2016). Job design at the crossroads: From creativejobs to innovativejobs.Capitalizing on Creativity at Work: Fostering the Implementation of Creative Ideas in Organizations, 17. Jacobson, W.S. (2010). Preparing for tomorrow: A case study of workforce planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353-377 Jain, H., Mathew, M., Bedi, A. (2012). HRM innovations by Indian and foreign MNCs operating in India: a survey of HR professionals. International Journal of Human Resource Management, 23(5), 1006-1018. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Mayo, A. (2015). Strategic workforce planning - a vital business activity. Strategic Workforce Review, 14(5), 174-181 Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691.
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