Sparta Vs Athens :: essays papers

Sparta Vs Athens In Ancient Greece there were two different major forms of government, Oligarchy and Democracy. The two city-states that best represent each form of government were Sparta (oligarchy) and Athens (democracy). The democratic government in Athens, though de cently equal, fair and fairly advanced for its time, did not meet the needs of the Greeks. During a time of many military battles Athens decided to worry more about comfort and culture. It is the oligarchy in Sparta that put a war-like attitude as it's first priority and best met the needs of Ancient Greece. The Athenian democratic government, which may have given the citizens in Greece more freedom, was not the best form of government at the time. The democracy in Athens cannot really be called a true democracy since there were several flaws in the governme nt and the way it worked. Only ten per cent of the total population of Athens actually had voting rights and all of these citizens were upper class men who were over thirty years old. Women, no matter what the class or age, were given no freedom at all. They were first owned by their fathers and then were passed from them to their husbands who then gave them nothing more than the responsibilities of managing the household and educating the children. During a meeting of the Assembly, a policy could be adopted and formed into a law but once the meeting of the assembly ended, the enforcement of that law was left in the hands of people who may not agree with that specific law. Also, a rule of the Assembly said that if a certa! in speaker became too powerful, he could be expelled from the country if given a majority vote by the Assembly. This rule could easily be abused and really infringed on the freedom of speech that most democracies have. The Assembly was made up of five hundred men who were chosen from a list of those who were eligible to serve on the council. Since most of the population was of a lower economic class, the time taken away from their normal work by serving on the Assembly lowered their earning potential , causing their already poor situation to worsen. Life may have been sophisticated and graceful in Athens but the Athenians were often mocked by opposing countries and other city-states for having no bravery, patriotism or courage. This was shown by the repeated attacks on Athens. If the Athenians had a more war-like

Criminal Justice Essay

Dear Sir: As far as I know, the Abstract (also this email’s attachment), is written as the final section of the Paper, after everything is said and done. Because you are the one doing the methods, the analyses, the results, and the discussion, I leave it up to you to key in the two or three remaining sentences for the final Abstract. Hence, the initial Abstract: â€Å"In an attempt to initiate a reliable measure of the levels of perceptions of Criminal Justice Major Undergraduate College Students, this study possibly sharpens the definition of predictive behavior of the students who as respondents were surveyed by use of carefully formulated questionnaires to determine their general perceptions of the U. S. Criminal Justice System, their general perceptions on immigration law, immigration reform, and immigration control, as well as the students’ specific perceptions on the U. S. ’s ongoing Mexican immigration control. To perform comparison, the perception scores were statistically analyzed carrying out correlation test, t-test, and regression analyses tests between the general perception scores versus the specific perception scores. The results showed that   † Thank you very much. Very truly yours, Writer of†32344972† Urgent revision xxx Urgent revision on your â€Å"A STUDY OF UNDERGRADUATE COLLEGE CRIMINAL JUSTICE MAJOR STUDENTS PERCEPTIONS OF THE CRIMINAL JUSTICE SYSTEM†. Date Revision Deadline Instructions March 19 8:16 March 20 8:16 I am still waiting for the Abstract to be downloaded in a Word document to complete my order. Once again, this was one of the three items I requested in my order. xxx

Edwards-Enterprise Essay

The company which is into manufacturing plastic bottles for the detergent industry requires a great deal of resources to be managed for fetching optimized costs, synchronism among various processes, managing the supply chain of the company, managing the customer relationship using IT and to create professional sense for managing the business. The JD Edwards-Enterprise One is an effective method to fetch right degree of mapping of an organization so that the supply chain of a business is effectively managed to reduce running costs and costs related to effort and time to interact among the business peripherals/ departments like operations, administration, human resources, finance and many others (Oracle.com, 2008). The JD Edwards would facilitate the organization for the following: 1. It minimizes the cost of supply chain, resource management and integration among the business departments for fetching the resources timely and cost effectively. 2. The seamless integration to manage the supply chain of the business processes is made possible using the ERP system JD Edwards. 3. The handling of various issues and exceptional situations takes a professional turn and is managed under controlled environment. The traditional system of the organization was incurring large running costs and was not able to tap resources for fetching the exact order in the resource management and to organize the very distribution of resources for better management of the final product. The JD Edwards ERP solution for the organization would bring wholesome professionalism and management of the resources to achieve the very objective of the business.

Work Law Policies

Work Law Policies Introduction Industrial relations and work policies are crucial factors of economic growth and development for a capitalist nation. Australia, being a capitalist nation, is one of the developed countries that have been in labour crisis for a long time. The involved stakeholders have been striving to unveil the best work policies and industrial relations that would bring a lasting solution to the citizens.Advertising We will write a custom research paper sample on Work Law Policies specifically for you for only $16.05 $11/page Learn More Unfortunately, the political regimes have ascended into power by using these mysteries as stepping stones, whereby, the ruling government fails to deliver the best policies, thus giving a clear path for the opposition who seem to have what the citizens have yearned for a long time. In 2007, the Rudd-led opposition party had a renowned mantra for campaigning in the federal election of Australia. There was a heated debate in th e entire nation concerning the existing industrial relations and working policies that were seen to have deprived employees of their rights, and had been introduced by the Howard’s ruling government. The public was tried of the working policies and industrial relations and it felt inferior to the government and employers who denied them labour rights as required by the international labour rights. According to the international industrial relations organisation, the work policies and industrial relations must adhere to three factors, which include efficiency, equity, and voice (Wooden â€Å"Industrial Relations Reform† 244). Looking into these factors; firstly, the efficiency of a policy is determined by factors that include streamlined enforcement of regulations, reasonable employees’ benefits, and effective training programs. Secondly, the ability of a policy to enhance equity is determined by its ability to advocate for the rights of employees in relation to living wages and salaries, safety at the workplaces, health insurance, non-discrimination policies, discipline and dismissal policies, and work to family balancing. Finally, the ability of a policy to promote the voice of employees is determined by its position to allow employees to join labour unions at will, participate in the decision-making processes, and enjoy the freedom to air their grievances without the fear of victimisation. These factors form the basis for judging the validity and efficiency of such policies in a country.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This paper compares and contrasts the â€Å"Forward with Fairness† (2005) with â€Å"Work Choices: A New Workplace Relations System† (2005) with regard to their adherence to efficiency, equity, and voice. However, it is important to note that the Forward and Fairness policy was intr oduced as a political agenda aimed at counteracting the Work Choices and thus it seems more efficient though it could not have been implemented without hitches that are discussed in this paper. Work Choices: A New Workplace Relations System In 2005, John Howard, the then Australian Prime minister, together with his political affiliates argued that Work Choices was a modernised and simplified method of regulating work and industrial relations in Australia. Howard’s Work Choices received criticisms that were beyond reasonable doubts, since the majority of Australians felt the need to have workplaces that guaranteed fairness and freedom to employees. The government had failed to ensure that employees had such rights at the workplaces, and the citizens were longing for a change of government in the next federal election (Rudd and Gillard 20). In 2005, the Australians were in full support of the implementation of the Work Choices for it promised better working conditions and hence improved living standards. However, this anticipation did not materialise due to various factors that lied in the relations between the government and employers. The government could not have implemented the policies because of the lobby activists that operated from within and the great influence of employers in the economic growth and development of the country. Hence, the problem was in the poor leadership that considered the interests of a few and ignored the needs of the vast majority. Looking into the components of the Work Choices, the first was â€Å"New protections of minimum wages and conditions† (Wooden â€Å"Implications of Work Choices† 108). Howard and his affiliates promised to look into the needs of Australian employees in relation to protection and wages at the work place (Kramp 52).Advertising We will write a custom research paper sample on Work Law Policies specifically for you for only $16.05 $11/page Learn More This clause was supposed to be implemented by setting up an independent body to look into the employees’ wages and salaries in an effort to promote their living standards. The independent body was supposed to set up policies that defined the minimum wages that could be given to different qualification standards in the country (Lye and McDonald 34). Secondly, it was supposed to set up standards for safety net, through which the government would set the minimum set of conditions for employment. Those conditions included maximum working hours in a day for an employee, the right to have an annual leave and its minimum duration, and the right to have a personal leave based on personal affairs such as sickness and parental care leave. Those minimum conditions were passed into law and were implemented by the Fair Pay Commission. The commission noted that all labour agreements concerning the salaries and wages between the employer and the employee should meet those minimum conditions. In additi on, Work Choices stipulated that the maximum number of working hours in a week should not exceed thirty-eight, in excess of which overtime pay must be offered as per the number of excess hours. Concerning the annual leave, the employee has a right to have a payable annual leave of at least four weeks and five weeks for shift workers. However, the Fair Pay Commission noted that an employee has a right to cash out a leave and the employer had no right under the law to force an employee to do so or to refuse to do so if the employer wishes. Concerning the personal leave, an employee has at least ten days of paid personal leave in twelve months that is cumulative, but a compulsory compassionate leave of two days to care for the ill and attending funerals of the loved ones. If the compassionate leave occurs after exhausting the twelve days of both compassionate and personal leave, an employee may be given an additional two unpaid days in the case of an emergency leave. In the case of a p arental leave, an employee has a right to take up to fifty-two days of unpaid leave in the case of birth or adopting a child, but both parents cannot take leave exceeding one week in the case of birth or else three weeks for adopting a child. In the case of casual employees, an eligible employee for this policy should have served for at least twelve months continuously under one employer.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition to the first component of the Work Choices, it also offered for ‘The Protection against Unlawful Termination’ from a workplace. Work Choices promised Australians that it would continue to protect employees against unlawful termination from their working places regardless of the size of businesses where they are employed. However, there were definitions of unlawful termination and according to Work Choice; unlawful termination is the dismissal of an employee from the workplace because of temporary absenteeism at workplace duet o injuries or illness, or willingness to join a trade union. Others include acting on behalf of other employees like in the case of airing their grievances, participating in proceedings that would tarnish the image of an employer, dismissal based on gender, race, disability, or any other form of discrimination, and refusal to negotiate with an employer. In the case of unlawful dismissal, the Work Choices stipulated that employees were e ligible to a compensation of at least $4000. Looking, into the above first component of the Work Choices, it emphasised on all the three factors that a good working policy must adhere to, which include efficiency, equity, and voice. The second influential policy for the Work Choice was the ‘Awards’. The policy stipulated that workers would remain eligible to their awards regardless of their coverage by workplace agreements. In addition, it defined the awarding conditions of an employee under which an employee is fully eligible to receive the award from the employer. Those conditions included long service leaves such as annual and parental leaves, but other conditions that had been included in other jurisdictions were removed and they included superannuation, notice on termination of employment, and jury service. However, under the awards, there were some removable elements from the awarding offer and they included traineeships, independent contractors, and labour hired workers for they served under temporary labour agreements. By considering the above policies of Work Choices, Australians were anxious of attaining a simpler and fairer labour system that would have boosted their living standards. Howard and his affiliates promised to protect the rights of both the employer and the employee by introducing an office of the workplace rights, which would have the mandate of ensuring that the protection of the two parties is guaranteed. This office would also ensure that both the employee and the employer meet their obligations and impose penalties on the offender in the case of breaches of the agreement (Watson 169). In addition, Howard promised that the office of work choices would ensure that both the employees and employers know their rights by offering civic education. However, the new policy would not interfere with the role of the existing Australian Industrial Relations Commission that deals with dispute resolutions at the work place. Work Choic es was believed to concentrate on introducing mechanisms that would boost cooperation between employees and their employers. In so doing, there had to be a transitional stage that is often filled with reluctance and disputes, but it left the issues of dispute resolutions amongst the employees and their employers. This gap could have resulted to minor conflicts that are easily solvable ending up in the industrial courts due to lack of undefined dispute resolution mechanism, which would pose great risks to the employees serving under unfaithful employers. Forward and Fairness Interestingly, forward and fairness is an improvement of Work Choice resulting from the gaps that were left in the drafting and implementing stages of the Work Choices policy. The policy was developed in 2007 under the watch of Kevin Rudd and Julia Gillard who were members of parliament belonging to the Labour Party that was then the Australian official opposition in Howard’s government. According to Rudd and Gillard (16), Work Choices failed to achieve fairness and flexibility at workplaces and it had resulted in the creation of imbalances in the workplaces for two years that it had been in existence. Howard’s government came under much criticism due to failure to deliver much of its promises that had initially adhered to efficiency, equity, and voice. For instance, under the Australian Workplace Agreements, many employees had lost penalties in cases where employers were found to have unlawfully dismissed them, it failed to emphasise on the payments of overtimes, shift allowances, and other awards that had been promised to the citizens before the introduction of the Work Choices. Forward and Fairness promised Australians that it would reverse the situation once the Labour Party ascended into power after the 2007 federal elections. Kevin Rudd and Julia Gillard put more emphasis on their ability to introduce fairer and more flexible policies in the Australian industrial relatio ns and a smooth transition from the Work Choices laws. Mr. Howard did not apply a smooth transition mechanism in his introduction for the Work Choices, but instead he did a rapid transition that resulted in the abolition of some labour institutions, thus giving rise to crises in the country’s labour sector. During the transition in 2006, many citizens lost their jobs as employers were afraid of retaining their contracts (Befort 11). The haste transition had adverse effects to the entire implementation process due to reaction from the opposition and the affected citizens. In addition, some employers got an opportunity to act unlawfully by dismissing contractual workers based on expired contracts and as a result, there were numerous disputes in the industrial courts, which overwhelmed the government. This scenario led to the dismissal of cases that lacked enough evidences and in most cases benefiting the unfaithful employers. Therefore, Rudd and Gillard had learnt from the mist akes of their counterparts and opted to apply a transition mechanism that would not allow for negative reaction from the employers, employees, and the public. In addition, the Work Choices also seemed to have created an imbalance between the employer and employees by inflexible pay arrangements. For instance, the pay arrangement did not specify the employees’ pay limit for eligibility, which exposed the employer to financial risks. Hence, they specified the upper limit of eligibility to be $100,000 and above, where employee earning less than that amount was eligible for the awarding system (Ryan 206). According to Cooper (289), after a successful ascension into power, Rudd and Gillard made a smooth transition that took more than twelve months. By 2009, there had been a great change in the manner in which industrial regulations were conducted in Australia. It is interesting to note that in the transition plan, they had considered the need for employers, who were bound to the o ld order of Australian Workplace Arrangement, to be given enough time to adapt to the new system before its complete abolition, which would be effected after twelve months. That period was necessary for both the employees and employers since it was enough to change the mentality and get prepared to comply with new regulations (Cooper 290). In addition, the Labour government under the leadership of Kevin Rudd assured the citizens of Australia that it would ensure that they have strong and fair safety net of balanced industrial relations and effective award protection. In addition, employees would not be in a position to get into working conditions that undermined the safety net, as had been the case in the Howard’s regime. He promised to ensure that collective enterprise bargaining would be his tool for attaining the desired flexibility between the employees and the employers (Baird, Hancock, and Isaac 89). In conclusion, it is evident that Forward with Fairness Policy was an improvement of the Work Choices. Upon the drafting of the Work Choices implementation plan in 2005, Australians were happy to have a promising future in relation to the improvement of the work place relations, but due to poor implementation strategy, this goal never materialised. Hence, judging the Work Choices by the nature of its appearance in the implementation plan, it was valid in the sense that it adhered to efficiency, equity, and voice. On the other hand, Forward with Fairness is a better policy than the Work Choices since it was founded with consideration to the mistakes that had been made in the implementation process of the former policy. Rudd and Gillard had noted that the failure of the Work Choices hinged on poor implementation strategy that did not consider the transition process needed for adaptation to the new industrial policies by both employers and employees. Hence, they adopted the title ‘Forward with Fairness’, and they achieved the desired results . Baird, Marian, Keith Hancock, and Joel Isaac. Work and Employment Relations:  Ã‚  An Era of Change, Sydney: The Federation Press, 2011. Print. Befort, Stephen 2009, Invisible Hands, Invisible Objectives: Bringing Workplace  Law and Public Policy into Focus. PDF File. 26 Sep. 2013. www.ilera-directory.org/15thworldcongress/files//Thur_W4_BUDD.pdf. Cooper, Rae. â€Å"Forward Labour with Fairness? Industrial Relations under in 2008.†Ã‚  Journal of industrial relations 51.3 (2009): 285–296. Print. Kramp, Ole. Minimum Wage Legislation in Australia, Germany† GRIN Verlag, 2009. Print. Lye, Jenny, and Ian McDonald. â€Å"The Effectiveness of Incomes Policies, Enterprise Bargaining and Inflation Targeting in Australia.† Australian Economic Papers 43.1 (2007):21-38. Print. Rudd, Kelvin, and Julia Gillard 2007, Forward with Fairness Policy Implementation  Plan.PDF File. 26 Sep. 2013. www.airc.gov.au/kirbyarchives/2009exhibn /documents/070428FWF.pdf‎. R yan, Mathew. â€Å"Workplace Relations Reform, Prosperity, and Fairness.† Australian  Economic Review 38.5 (2009): 201-210. Print. Watson, Ian. â€Å"Minimum Wages and Employment.† The Australian Economic Review  Ã‚  37.1 (2008):166-172. Print. Wooden, Mark. â€Å"Implications of Work Choices Legislation.† Agenda 13.2 (2006): 99- 116. Print. Wooden, Mark. â€Å"Industrial Relations Reform in Australia: Causes, Consequences and Prospects.† The Australian Economic Review 34.8 (2001): 243-262. Print.

Medicines management †an introduction to non-medical prescribing 2000 word case study The WritePass Journal

Medicines management – an introduction to non-medical prescribing 2000 word case study 1. INTRODUCTION Medicines management – an introduction to non-medical prescribing 2000 word case study 1. INTRODUCTION1.1 . MEDICINES MANAGEMENT1.2 . NON-MEDICAL PRESCRIBING1.3 . CASE STUDY2. PATIENT OVERVIEW3. DIAGNOSIS3.1 . DIAGNOSTIC TOOL3.2. TREATMENT RECCOMENDATIONS4. MEDICATION  4.1. GALANTAMINE4.2. MIRTAZAPINE4.3. LORAZEPAM5. LEGAL, ETHICAL AND PROFESSIONAL ISSUES5.1. ADHERENCE5.2. MENTAL CAPACITY5.3. ETHICAL CONCERNS6. REFERENCESRelated 1. INTRODUCTION 1.1 . MEDICINES MANAGEMENT Medicines management can be defined as; â€Å"†¦a system of processes and behaviours that determines how medicines are used by the NHS and patients.† (National prescribing centre,2002, P1). According to Dr Michael Dixon chair of the NHS alliance, Medicines management services are the processes for designing, implementing, delivering and monitoring patient-focused care, based on need, and include all aspects of supply and therapeutic use of medicines within healthcare settings. â€Å"Poor medicines management within organisations can lead to low public confidence in health services, unaddressed health needs and unsatisfactory patient outcomes and can lead to unscheduled emergency admissions or failure to maintain independence in the community leading to re-admission to hospital and other acute care settings. It can also lead to organisational issues such as, unmet targets, inappropriate allocation of resources, inefficient services, and risk.† (Calderdale pct, 2004) â€Å"Good medicines management means that patients receive better, safer and more convenient care. It leads to better use of professional time and enables practitioners to focus their skills where they are most appropriate. Effective medicines management also frees up resources which means that NHS money can be used where it is most effective. Good medicines management benefits everyone.† (npc.co.uk/mm/index.htm) 1.2 . NON-MEDICAL PRESCRIBING â€Å"Non-medical prescribing is prescribing by specially trained nurses, optometrists, pharmacists, physiotherapists, podiatrists and radiographers, working within their clinical competence as either independent or supplementary prescribers.† (npc.co.uk/prescribers/resources/NMP_QuickGuide.pdf) The Department of health recognised that non-medical prescribers are a large and growing workforce. They found that by the end of 2009 there were over 14,000 nurse prescribers, 1700 pharmacist and supplementary prescribers and many community nurse prescribers and allied health professional prescribers that had qualified to prescribe within their competence. (DOH, London, 2009). 1.3 . CASE STUDY This piece of work is a case study of a service user from the authors practise placement area at the time of writing. The case study incorporates three key elements within it; The service user Three medications prescribed to them The legal and professional issues surrounding the above The case study will look at these three elements in detail within the report. 2. PATIENT OVERVIEW (In order to uphold confidentiality, during this report the service user in question will be referred to as ‘Mary’. (NMC, Code, 2008) Mary is a seventy three year old lady who was admitted to the inpatient practise placement area on the 02/04/2011. Mary has a diagnosis of Alzheimers Dementia and was presenting with increased confusion and according to her care givers (Mary was a resident in a nursing home) had been showing signs of depression and aggression over the last few months culminating in a series of aggressive outbursts which ended in a serious attack on a member of her care home staff. The decision had been made that a hospital admission to the organic illness assessment ward (Older people’s services) was necessary to manage risk, assess the progression of Mary’s condition and reassess her package of care. Mary was initially resistant to all interventions from the ward team and displayed high levels of agitation and aggression. The consultant and nursing team felt that medication would play an important role in the management of Mary’s initial presentation. However Mary’s resis tance to any therapeutic interventions meant that alternative approaches were felt to be the only option at the start of treatment. John was also given a capacity assessment and found to lack capacity which allowed the ward staff to treat Mary effectively in her best interests. (For Mary’s pen story see appendix 1) 3. DIAGNOSIS Mary has a diagnosis of Alzheimers   Dementia. The Alzheimer’s society explain the term dementia describes a group of symptoms these include a decline in memory, reasoning and communication skills a gradual loss and decline in the skills needed to manage the individuals activities of daily living , confusion and a change in behaviour or personality. These symptoms are caused by the physical impact of disease or injury on the brain. There are a number of different conditions that lead to dementia including Alzheimers disease. (alzheimers.org.uk/site/scripts/documents_info.php?documentID=160) 3.1 . DIAGNOSTIC TOOL â€Å"Making a diagnosis of dementia is often difficult, particularly in the early stages The time it takes to make a diagnosis can vary. If scans and other investigations are required, it could be 4-12 weeks. If the person is in the early stages of dementia, a 6-12 month period of monitoring may be required before a diagnosis can be made.† (alzheimers.org.uk/site/scripts/documents_info.php?documentID=121) â€Å"The Mini Mental State Examination (MMSE) is the most commonly used test when a diagnosis of Dementia is being considered The MMSE is the test that the National Institute for Health and Clinical Excellence (NICE)  recommends for deciding whether a drug treatment for Alzheimers Disease should be prescribed.† (http://guidance.nice.org.uk/DT) However NICE do stress it should not be relied on as the only means of assessment alone as diagnosing dementia involves careful monitoring and assessment. 3.2. TREATMENT RECCOMENDATIONS â€Å"Treatment for Dementia should only be initiated and supervised by a specialist experienced in the management of Dementia.† (BNF, 2009, P280) 4. MEDICATION â€Å"Being prescribed a medicine is arguably the most frequent intervention in the NHS† (Shepherd, 2002). Mary’s medication was reviewed on admission to the inpatient ward due to her aggressive and volatile presentation. For the purpose of this report three of the medications Mary was prescribed will be discussed in detail.   4.1. GALANTAMINE â€Å"Acetylcholinerase inhibiting drugs are used in the treatment of Alzheimers disease, specifically for mild to moderate disease.† (BNF, 2009, P280) Galantamine is a medication used to treat moderate Alzheimers dementia disease. Alzheimers occurs as a result of atrophy of the cerebral cortex. The disease causes changes in central neurotransmitter function especially the cholinergic system. It is linked to a lack of sufficient acetycholine levels. Evidence also points to raised levels of glutamate (a neurotransmitter). Galantamine is one of the centrally acting inhibitor of acetylcholinerase. It is a reversible acetylcholinerase inhibitor medication which works by increasing levels of acetylcholinerase in the synaptic cleft of central nervous system neurons. Galantamine is used to ‘slow’ neuronal degeneration by impeding further atrophy of the cerebal cortex. Evidence for the drug relates to an individual’s cognitive enhancement, however there is no cure for Alzheimers dementia and so medication is purely palliative. (Aarbakke, J et al, 2006) Interactions of Galantamine from a patient safety perspective include:- Warfarin effects are enhanced. Antipsychotics and barbiturates effect is reduced (Johns dose of Zuclopenthixol increased to counteract this) Muscle relaxants effects are modified. Dosage of Galantamine must be carefully considered and the individual’s renal functioning and Creatinine levels must be checked prior to treatment. Side effects of Galantamine include:- Nausea Sleep disturbance Headache Dizziness Drowsiness and fatigue Depression (Treated with Mirtazapine in Mary’s case) (BNF, 2009, P281) Mary was prescribed Galantamine Hydrobromide (Reminyl XL) a prolonged release medication. The Scottish medical consortium state Reminyl XL is recommended for the treatment of moderate Alzheimers dementia and allows a reduction in dose frequency and is as cost effective as immediate release forms of Galantamine. (scottishmedicines.org.uk/files/reminyl_XL_Summary_Advice__FINAL__for_website.pdf) 4.2. MIRTAZAPINE Mirtazapine is a medication used to treat depression. Theories explain the cause of depression as a neurobiological change resulting in too little Noradrenaline and 5HT in some central nervous synapses. Mirtazapine is an Atypical antidepressant. It is a presynaptic alpha2 adrenoreceptor antagonist and increases central noradrenergic and serotonergic neurotransmission which then increases the release of noradrenaline. Mirtazapine has an antihistamine effect with sedative effects and so is beneficial to Mary due to her agitation and restless presentation. Mirtazapine is also suitable for older adults due to its anticholinergic effect. (Aarbakke, J et al, 2006) Interactions of Mirtazapine from a patient safety perspective include:- Alcohol – Sedation increased Warfarin – Enhances anticoagulant effect Anxiolytics and hypnotics – Sedation increased. Mary is also prescribed Lorazepam at present and this is monitored closely when given for over sedation. Withdrawl from Mirtazapine must be staggered due to side effects of withdrawing. (medicinenet.com/mirtazapine/article.htm) Dosage – Mary is on a titrating dose of Mirtazapine and so may be experiencing side effects which she is not used to and may cause her further distress. It was important that Mary be monitored closely and reassured during this time. Side effects of Mirtazapine include:- Increased appetite and weight gain (regular weight assessed and diet chart commenced) Oedema Sedation (Mary is monitored closely for over sedation due to her other medications sedative effects) Dizziness and headache Postural hypotension (Mary’s blood pressure is checked daily) â€Å"Mirtazapine causes few antimuscarinic effects and is therefore recommended over Trycyclic antidepressants† (BNF, 2009, P215). 4.3. LORAZEPAM Lorazepam is an Anxiolytic. Benzodiazepine anxiolytics are indicated for use short-term in anxiety states. However they are also used as an adjunctive therapy at the beginning of anti-depressant treatment to ease the initial worsening of symptoms, as in Mary’s case. Interactions of Lorazepam from a patient safety perspective:- Respiratory Depression- (Mary was monitored and physical obs taken post dose) Sleep apnoea syndrome (Mary was on arms length observation levels anyway) Severe hepatic impairment Myasthenia Gravis Side effects of Lorazepam include:- Drowsiness Lightheadedness Confusion Ataxia Headache Hypotension (Mary’s bp was taken on a daily basis) Confusion and Ataxia may be particularly apparent in elderly and should be closely monitored. (BNF, 2009,P189) 5. LEGAL, ETHICAL AND PROFESSIONAL ISSUES Therapeutic interventions which involve the prescribing and administration of medications have legal, professional and ethical implications. In Mary’s case these included the following issues. 5.1. ADHERENCE One of the problems with medication administration as part of planned care was Mary’s resistance to all interventions from the ward staff. â€Å"People with dementia often have problems taking prescribed medication. They may forget to take it without prompting or supervision, and can lack awareness of their health problems. Some believe they do not need medication as they think there is nothing wrong with them.† (Stapleton, L. 2010) Medication adherence can be improved by applying some simple measures:- Ensure patients know what drugs they are taking, why they are taking them, and when.   Also check that they are aware of any possible side effects, and what to do if they experience them. Check that all patients with dementia are able to take their medication safely by organising dosette systems, and ensure carers can help patients where necessary. Give all patients and their families’ information about how to contact the clinic nurse by providing verbal information and written leaflets. Ensure patients have a written treatment plan. (Stapleton, L. 2010) According to Cheesman (2006), adherence is an approach to achieving the best use of medication involving the sharing of information between healthcare professionals and patients. The prescriber can promote an effective therapeutic relationship by building a patient’s confidence in their ability to self-manage their condition. 5.2. MENTAL CAPACITY â€Å"The Mental Capacity Act 2005 provides a statutory framework to empower and protect people aged 16 and over who lack, or may lack, capacity to make certain decisions for themselves because of illness, a learning disability, or mental health problems. The act was fully implemented in October 2007 and applies in England and Wales. If someone is unable to make a decision for themselves at the material time because of an impairment of the mind, then that person can be said to lack the mental capacity to make that decision.† (Alzheimers society, 2011). According to the law, a person is defined as being unable to make decisions for themselves if they are not able to undertake at least one of the following: understand information given to them retain that information long enough to be able to make a decision weigh up the information available to make a decision communicate their decision by any possible means, including talking, using sign language, or even through simple muscle movements such as blinking an eye or squeezing a hand. (Rethink, 2010) Mary was found to lack capacity as she was unable to retain or weigh up the information given to him to make a decision. Mary lacked any insight into her recent worsening of symptoms, changes in behaviour and aggression. This is often the case with dementia disease. â€Å"The act encompasses five main principles: 1   A presumption of capacity − Every adult has the right to make their own decisions and must be assumed to have capacity to do so unless it is proved otherwise. 2   The right for individuals to be supported to make their own decisions − All reasonable help and support should be provided to make their own decisions. 3   It should not be assumed that someone lacks capacity simply because their decisions might seem unwise or eccentric. 4   If someone lacks capacity, anything done on their behalf must be done in their best interests. 5   If someone lacks capacity, before making a decision on their behalf, all alternatives must be considered and the option chosen should be the least restrictive of their basic rights and freedoms.† (Warren, L. 2010) â€Å"When considering a persons views and wishes it is important that they are given weight, and are carried out, unless the effects would be detrimental to that person.† (National archives, 2010) The multi-disciplinary team worked to all these principles in Mary’s case by:- 1. Presuming capacity by letting Mary make decisions until the capacity assessment had been done and a formal plan of care put in place. Mary was also supported to continue to make decisions on a daily basis which she was deemed to have capacity to make e.g. what to wear that day. 2. Support was provided in the form of an Independent mental health advocate (IMHA). 3. Mary was found to have capacity to make certain decisions even if they seemed strange to the ward staff. Staff supported her in this. 4. Mary had a best interest assessment and the findings were used to formulate a comprehensive care plan for Mary. 5. The MDT sought input from the deprivation of liberty safeguarding team (DOLS) around the intervention decisions with Mary to ensure they were applying the least restrictive care. 5.3. ETHICAL CONCERNS When working with people with dementia ethical practise should be considered as dementia is a long-term illness with no cure. Treatment is purely palliative and the evidence for the benefit versus drawbacks to treatment is not fully understood. (www.mind.org.uk) Foot Anstey solicitors explain that Advance directives and lasting power of attorneys put in place can ensure that the service user receives the treatment and care they want when they are no longer able to voice their requirements themselves. (www.repod.org.uk) Healthcare professionals must make the service user the centre of care decisions in the service user’s best interests to uphold ethical practise. 6. REFERENCES Aarbakke, J et al, (2006) Illustrated Pharmacology for nurses. Hooder Arnold, London. Alzheimers society (2011). Diagnosis and assessment. [Internet] Available from: alzheimers.org.uk/site/scripts/documents_info.php?documentID=260 [Accessed on 5/4/11] British National Formulary (March 2009) Galantamine, pg 281-282, BMJ and RPS, London. British National Formulary (March 2009) Mirtazapine, pg 215-216, BMJ and RPS, London. British National Formulary (March 2009) Lorazepam, pg 188, 190 BMJ and RPS, London. Calderdale pct, (2004) Improving health, improving lives: commissioning strategy for Calderdale. [Internet] Available from: calderdale.nhs.uk/fileadmin/files/Public_Information/Publications/Strategic_Plan_Appendix_1.pdf [Accessed on 6/4/11] Cheesman S (2006) Promoting concordance: the implications for prescribers.Nurse Prescribing; 4: 5 205-208. Dixon, M (2010) Modernising medicines management. A guide to achieving benefits for patients, professionals and the NHS, Executive summary. National prescribing centre, (2001) [Internet] Available from: npc.nhs.uk/developing_systems/intro/resources/library_good_practice_guide_mmmexecutive_summary_2002.pdf [Accessed on 10/4/11] Fittock, A. (2010) Non-medical prescribing by nurses. National prescribing centre [Internet] Available from: npc.co.uk/prescribers/resources/NMP_QuickGuide.pdf  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   [Accessed on 6/4/11] MedicineNet.com, Mirtazapine index. [Internet]   Available from: medicinenet.com/mirtazapine/article.htm [Accessed on 30/1/11] Modernising Medicines Management. A guide to achieving benefits for patients, professionals and the NHS. National Prescribing Centre, (2001). [Internet]   Available from: npci.org.uk/medicines_management/medicines/medicinesintro/library/5mg_intro_to_mm.php [Accessed on 6/4/11] The National Archives (2010) Mental Capacity Act, 2005. [Internet] Available from: legislation.gov.uk/ukpga/2005/9/part/1 [Accessed on 10/4/11] National prescribing centre (NHS) Medicines management [Internet]. Available from: npc.co.uk/mm/index.htm [Accessed on 9/4/11] Non-medical prescribing programme, (2009) DOH, London. [Internet] Available from: dh.gov.uk//TheNon-MedicalPrescribingProgramme/index.htm [Accessed on 5/4/11] Nursing and Midwifery Council. (2008). The code: Standards of conduct, performance and ethics for nurses and midwives. [Internet].   Available from: nmc-uk.org/Nurses-and-midwives/The-code/The-code-in-full/   [Accessed on 10/4/11] Rethink National Advice and Information Service. (2010). Mental Capacity Act 2005. [Internet] Available from: rethink.org/living_with_mental_illness/rights_and_laws/laws_you_need_to_know_about/mental_capacity_act.html [Accessed on 12/4/11] Scottish medicines consortium (2004) NHS Scotland, Treatment for Alzheimers dementia [Internet] Available from: scottishmedicines.org.uk/files/reminyl_XL_Summary_Advice__FINAL__for_website.pdf [Accessed on 13/4/11] Shepherd, M. (2002). Medicines. Nursing Times,   VOL: 98, ISSUE: 15, PAGE NO: 43 [Internet] Available from: nursingtimes.net/nursing-practice-clinical-research/medicines/206461.article [Accessed on 12/4/11] Stapleton, L (22 Nov, 2010) Can nurse prescribing improve medication concordance in people with dementia?. Nursing Times, 106:46 [Internet] Available from: nursingtimes.net/nursing-practice/clinical-specialisms/prescribing/can-nurse-prescribing-improve-medication-concordance-in-people-with-dementia/5022174.article [Accessed on 11/4/11] Warren, L (2010) Mental capacity Act, 2005 Factsheet. [Internet] Available from: alzheimers.org.uk/site/scripts/documents_info.php?documentID=354 [Accessed on 5/4/11]

Simple Conjugations of Répéter in French

Simple Conjugations of Rà ©pà ©ter in French When you want to say repeated or repeating in French, youll use the verb  rà ©pà ©ter. Yet, to get it into the past or present tense, a conjugation is necessary. In this lesson, well introduce you to the most common and simplest forms of the verb so you can use it in a sentence. The Basic Conjugations of  Rà ©pà ©ter French verb conjugations are required in order to form complete sentences. Unlike English, which has only a few conjugations, French gives you a new form of the verb for every subject pronoun within each tense. This means that youll have more words to memorize. Rà ©pà ©ter  is a  stem-changing verb. This is apparent in the indicative mood and the present, future, and imperfect past tenses in the chart. Notice how in some forms, the second  e  remains an  Ãƒ ©Ã‚  and in others, it changes to an  Ãƒ ¨. Also, youll find that in the future tense, either option is available to you.   Other than that difference in spelling, youll find that the endings attached to the verb stem (rà ©pà ©t-) are the same used for  regular -er  verbs. In that sense, these conjugations can be easier if you already know some of those conjugations. With that, match the subject pronoun with the proper tense for your sentence. For example, I am repeating is  je rà ©pà ¨te  and we will repeat is  nous rà ©pà ©terons. Present Future Imperfect je rà ©pà ¨te rà ©pà ©terairà ©pà ¨terai rà ©pà ©tais tu rà ©pà ¨tes rà ©pà ©terasrà ©pà ¨teras rà ©pà ©tais il rà ©pà ¨te rà ©pà ©terarà ©pà ¨tera rà ©pà ©tait nous rà ©pà ©tons rà ©pà ©teronsrà ©pà ¨terons rà ©pà ©tions vous rà ©pà ©tez rà ©pà ©terezrà ©pà ¨terez rà ©pà ©tiez ils rà ©pà ¨tent rà ©pà ©terontrà ©pà ¨teront rà ©pà ©taient The Present Participle of  Rà ©pà ©ter The  present participle  of rà ©pà ©ter  also follows a regular pattern by adding an -ant  ending without a stem change. The result is the word  rà ©pà ©tant. Rà ©pà ©ter  in the Compound Past Tense In French, the compound past tense is the  passà © composà ©. This is constructed by  conjugating avoir  to the subjects present tense and following it with the  past participle  rà ©pà ©tà ©. It comes together simply with  jai rà ©pà ©tà ©Ã‚  meaning I repeated and  nous avons rà ©pà ©tà ©Ã‚  meaning we repeated. More Simple Conjugations of  Rà ©pà ©ter There will be times when you dont know if something was repeated and this is when  the subjunctive  will be useful. Then again, if something will be repeated only if something else happens, youll use  the conditional.   The passà © simple  and  the imperfect subjunctive  are literary tenses found frequently in formal writing. Subjunctive Conditional Passà © Simple Imperfect Subjunctive je rà ©pà ¨te rà ©pà ©teraisrà ©pà ¨terais rà ©pà ©tai rà ©pà ©tasse tu rà ©pà ¨tes rà ©pà ©teraisrà ©pà ¨terais rà ©pà ©tas rà ©pà ©tasses il rà ©pà ¨te rà ©pà ©teraitrà ©pà ¨terait rà ©pà ©ta rà ©pà ©tà ¢t nous rà ©pà ©tions rà ©pà ©terionsrà ©pà ¨terions rà ©pà ©tà ¢mes rà ©pà ©tassions vous rà ©pà ©tiez rà ©pà ©teriezrà ©pà ¨teriez rà ©pà ©tà ¢tes rà ©pà ©tassiez ils rà ©pà ¨tent rà ©pà ©teraientrà ©pà ¨teraient rà ©pà ©tà ¨rent rà ©pà ©tassent To order or request someone to Repeat! in French, use  the imperative.  When doing so, skip the subject pronoun and simply say, Rà ©pà ¨te ! Imperative (tu) rà ©pà ¨te (nous) rà ©pà ©tons (vous) rà ©pà ©tez

Law of succession Assignment Example | Topics and Well Written Essays - 3000 words

Law of succession - Assignment Example Browne. The deceased will of Mr. Harbottle was homemade and was formulated in the year 2010 on 22nd March. Circumstantially, Mr. Browne appointed Ms. Josie Morrison, who is a professional solicitor of Morrison and Jeffries LLP with the aim of advising him with regard to certain issues with respect to the will signed by Mr. Harbottle. To be specific, in the will, the name of the executor who is Mr. Browne has been misspelled as ‘Mr. Brown’. Moreover, the address of Mr. Browne has been inscribed wrongly in the will which has again raised confusions regarding the gains of Mr. Browne from the will by Mr. Harbottle. Furthermore, as the will was roughly torn, which damaged the date of signing the will, the specifications mentioned in the same became hardly interpretable that again increased confusions. Additionally, the last two letters of the surname of the testator was also found torn wherein Mr. Browne denied any such careless act from his end and also did not depict any si gnificant interest of the gifted amount of ?50,000 being wealthy in his own right. Sometimes back, Mr. Browne formulated his will and assigned Harriet Reid, the accountant of Mr. Browne, to be his executor. Mr. Browne further deciphered his unwillingness to accept the gift offered through the will by Mr. Harbottle in order to prevent high tax imposition. Mr. Browne has planned to provide this sum to the daughter of his gardener, Mary Stapleton for her university study. Additionally, the case scenario depicts that Mr. Browne is pleased with the service of Ms. Morrison and has therefore planned to pay her a sum of ?5000 be means of inheritance in his will. The will of Mr. Browne also specifies that if she dies before Mr. Browne, the sum will be paid to her husband. Discussion The Issues Which Are Identified In the Case Mr. Browne has observed that there are number of issues in relation to the deceased will of Mr. Harbottle. As Mr. Browne is the ultimate executor of the will, he has ra ised the issue that his name has been misspelled as ‘Brown’ instead of ‘Browne’ in the will. Moreover, Mr. Browne has also noticed that the address which has been mentioned in the will is inappropriate or wrong as Mr. Browne resides in a different place when the will was formed. Additionally, Mr. Browne and Late Mr. Harbottle were dweller of a same village but Mr. Browne could not remember to promise to execute the will of Harbottle owing to the absence of any deep relation with Mr. Harbottle. However, Mr. Browne is willing to carry out the will even though he is reluctant to accept the entire amount gifted due to tax implications and has thus planned to gift the amount to his gardener’s daughter if obtained [Wilson v. Beddard (1841) 12 Sim. 28]1. In this regard, Mr. Browne is seemed to be confused about the procedures which are required for the appropriate execution of the will. Contextually, it is important that the name as well as address of an ex ecutor or executors should be mentioned in detail taking into account the up-dated data for better validity of the will. Eventually, the misspelled name of the executor may restrict Mr. Browne from executing the will of Late Mr. Harbottle. Moreover, the address of Mr. Browne was also mentioned as incorrect. As per the ‘Inheritance (Provision for Family and Dependants) Act 1975’ the name and address of an executors or executors are required to be mentioned correctly for the appropriate execution of the will of a late person2 [Barrett v Bem [2012] EWCA Civ 52]3. Furthermore, an