Emotional Disconnection Summary

Inclusion is making sure everyone has an equal opportunity to participate. It is a process that involves identifying, understanding

Zirah Ahmed P4- Explain two theories of ageing IS/12- Discuss 2 major theories of ageing in relation to the development of the individual D2- Evaluate the influence of 2 major theories of ageing on health and social care provision.

Nurse-to-patient ratios is not a new topic of debate for all of us who deliver care to patients every day. Only lately it has been a big issue that have caught the attention of many. Demands by the medical community for changes concerning staffing, asking for the government interventions in minimum staffing laws. Registered nurses have long acknowledged and continue to emphasize that staffing issues are an ongoing concern, one that influences the safety of both the patient and the nurse. (ANA, 2015) .nowadays hospitals are running for profit and the emphasis is not put on job burnout, stress, and endangerment of patients. Nursing shortages is a very pertinent problem, it will be optimum to have laws in place to help with the issue, however meanwhile leadership and management methods to the matter can help to mend the nursing situation and avoid many of the damaging effects of unfitting nurse-to-patient ratios.

With a shortage of nurses, the care and safety of patients may become compromised. The nurses themselves may be having feelings of dissatisfaction, overwhelm and distress. Nurses who may become overwhelmed with the high number of patients may become frustrated and burnt out. And inadequate staff of nurses may lead to a negative impact on the patient’s outcome. The quality of care the patients may receive in facilities with low staffing may be poor.

What is Social Justice? What is inclusion? How are they related? What does it mean to have an inclusive environment for students? How do we achieve this in schools? Does society play a part in how inclusion is introduced and maintained? These are just some of the questions that I endeavor to explore.

In this assignment, the author has chose to critically analyse a situation where a second year nursing student Catherine, who is on a 7 week clinical placement is having an issue when communicating with patients at times.

Depersonalization occurs when employees become emotionally detached from those around them because of stress with limited or no resources available to assist the employee in coping. One of the biggest contributors to depersonalization is burnout by employees that leads to a decrease in job satisfaction, employee performance, and turnover. Conservation of resources theory (COR) addresses how burnout develops and the effects it has on an employee’s job performance. Burnout often develops because of limited work resources while attempting to keep up with work demands. This addresses the fourth hypothesis where employees with higher levels of depersonalization will more than likely engage

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

The case study focuses on an employee, Paul Keller, who is being affected by a number of factors. His job performance is hindered by constraints such as his work environment, his home environment, stressors, mood, and the management style of his superior. The case study demonstrates how his job performance is affected and what the consequences could be as a result of his poor job performance and lack of concentration.

Many believe that stress is a simple problem, however it is often misunderstood and more complex than they believe (p. 181, Griffin & Moorhead, 2014). Stress is the physiological and psychological response to excessive and usually unpleasant stimulation as well as threatening events in the environment (p. 284, Schultz and Schultz, 2010). Stress appears in silent and subtle ways but this negative response affects millions of employees in all levels of all types of jobs (p. 284, Schultz and Schultz, 2010). If identified

Social inclusion entails the ability to participate in society, in a way that is free from prejudice and discrimination, and promotes the conditions for equal opportunities. It requires that all individuals have access to those rights that are normally extended to its members, such as the right to education, employment, adequate housing, healthcare, technology and the justice system. This essentially creates the opportunity for individuals and groups to develop the best life chances, in a manner by which nobody is excluded. Although, this can only be generated and maintained, particularly for women in Australia, through the coexistence and interdependence of historical, economic, political and legal forces.

Employees are at work, but are they actually engaged in their jobs? In October 2013, The Gallup Organization conducted a survey with 230,000 full-time and part-time workers in 142 countries which consisted of 12 questions. According to Gallup’s latest findings, 87% of workers are “not engaged” or “actively disengaged” and are emotionally disconnected from their workplaces (O'Boyle & Harter, 2013, p. 11). Most studies have broken the various types of workers into two groups, engaged and disengaged, but Gallup’s study has broken it down even further. They have determined that there are three types of employees: engaged, not engaged and actively disengaged (O'Boyle & Harter, 2013). The terms actively disengaged or not engaged are not

The stress accumulated over several years can cause physical illness which could lead to absenteeism and “higher employee turnover”. (Hellriegel & Slocum)

There are three levels of employee involvement: Engaged, Not engaged, and actively disengaged. Engaged employees are further categorized into highly engaged, moderately and low engaged. Engaged employees are those who are dedicated towards their work and feeling of connection with organisation lies within them also they involve them physically, emotionally themselves towards achieving organisation objective (Handa & Gulati 2014). On the other side disengaged or low engaged are those who do not have a passion for their work and not mentally engaged and they are also called ‘checked out’. Actively disengaged are those who disrupt the behaviour of an organisation. Moderately engaged are those who are involved in work to some extent (Handa & Gulati 2014).

According to Gallup-2013, 142 country study on state of The Global Workplace only 13% of employees worldwide report that they are engaged in their work. In contrast 63% of employees are not engaged and other 24% are strong disengaged. As, engaged employees are crucial of development of company as well as for country, so it is important to study engagement and disengagement of employees and factors involved so as to improve the condition.