PHYSICIAN ASSISTED SUICIDE

PHYSICIAN ASSISTED SUICIDE Introduction Problem Statement Is there a right to die? The practice of which a doctor gives a patient a gravely damaging dose of a substance, which is the normally requested by the patient, that he or she has intentions of using to end his or her life is referred to as Physician Assisted Suicide. Some feel that a terminally ill patient should have a legal right to control the manner in which they die. Physicians and nurses have fought for the right to aid a patient in their death. Many families of the terminally ill have exhausted all of their finances taking care of a patient who is dying and would much prefer the option of assisted suicide to bankruptcy. While there are many strong views against Physician Assisted Suicide, one of the most compelling is that patients who are terminally ill have the right to die in not only a humane but also in a dignified manner. But in hindsight, can we assure that there is dignity in dying necessarily when the doctor who is so trusted by the patient and their family, and whose professional ethics are to further and sustain life, injects a patient who is terminally ill with a dose of medication that is so lethal it immediately puts an end to that individuals life? Each and every culture including our own have a taboo against murder. All across cultural and religious groups the practice of physician assisting with suicide is considered wrong. As stated by Leon R. Kass, 2008, even when requested by the patient, the taboo against doctors killing patients is the very embodiment of reason and wisdom. Without it, medicine will have lost its claim to be an ethical and trustworthy profession. Obviously, the moral and ethical dilemmas surrounding the legalization of physician assisted suicide will be an issue for years to come. Dying is as much a natural process of life as birth. Families have fought to have their loved ones kept alive even when there was a DNR (do not resuscitate) or advanced directive. My position is against Physician Assisted Suicide because the decision of when and where the time of our death should occur is one that only God has the right to decide, because no person or doctor has the right to end a life. Hypothesis Independent Variable Physician Assisted suicide comes into existence when a doctor supplies a patient with the ways and means of putting an end his or her life, most times with a prescription for a deadly dose of a medication or substance. The patient then takes the drugs without the assistance of the doctor. The way that this is done is different from euthanasia, which is when the doctor gives the lethal dose to the patient or he or she carry out some other act, such as administering a lethal injection that puts an end to the patients life. In most states, Physician Assisted suicide is an illegal act Dependent Variable Physician Assisted Suicide runs directly opposite to the belief that the duty of the doctor is to save and prolong life. Furthermore, if Physician Assisted Suicide were to become legal, there is a possibility that some form of abuses would occur. For example, poor and other elderly individuals might be secretly burdened to choose Physician Assisted Suicide over more complicated and expensive palliative care options. Review of the Literature According to the New England Journal of Medicine, a survey was done nationally in the United States which showed that in 1996, 3102 questionnaires were mailed to a stratified probability sample of physicians in the 10 specialties in which doctors are most likely to get requests from patients for assistance with suicide or euthanasia. 1902 completed these questionnaires. Eleven percent of the physicians said that under current legal constraints, there were circumstances in which they would be willing to hasten a patients death by prescribing medication, and 7 % said that they would give a lethal injection; 36% and 24%, respectively, said that they would do so if it were legal. Since beginning practice, 18.3% of the doctors stated that they received a request from a patient for help with suicide and 11.1% had been asked by their patient for a deadly injection. Sixteen percent of doctors who received such requests, or 3.3% of the entire sample, reported that they had written at least on e prescription to be used to speed up the death of a patient, and 4.7%, said that they had given at least one lethal injection (Meier et al, 1998). A second set of research done by Braddock, Tonelli, 1998 also noted that Physician Assisted Suicide is unethical for one of many reasons. First, there is the argument of the sanctity of life which details intense religious and worldly beliefs against taking the life of a human being. The argument is also that assisted suicide is also wrong morally because it is contrary to these traditions. Second, passive vs. Active distinction: The argument here is that there is a significant distinction between passively letting an individual die and actively killing an individual. Of course there is the argument that refusing to treat someone or refraining from treating equals to letting the individual die (passive) and is excusable, while Physician Assisted Suicide equals to killing an individual (active) and is not excusable. Third, the potential for abuse which argues that particular groups of people who does not have the ability to obtain care and support, may be pushed into physician assiste d death. Also, physician assisted death may become a strategy for cost-containment. Family members who are burdened and other health care providers may attempt to persuade the patient toward physician assisted death. To shield the patient from these deceptions, it is the argument that Physician Assisted Suicide should remain illegal. Fourthly, professional integrity in which those who oppose physician assisted suicide point to the historical ethical beliefs of medicine, strongly opposed to taking life. The general concern is that connecting Physician Assisted Suicide to the practice of medicine could damage the way in which the general public views the profession. Lastly, fallibility of the profession in which the worry is that doctors will make errors (Braddock, Tonelli, 1998). The University Of Washington School Of Medicine followed up with research to prove the illegality of Physician Assisted Suicide. Research by Meier et al, 1998 states that in most states, including the state of Washington, assisting in a suicide is considered a crime and the state of Oregon is the only state where Physician Assisted Suicide is presently legalized. In the case of Compassion in Dying v. Washington, the Ninth US Circuit Court of Appeals held that individuals have a right to choose how and when they die. Later, the Second Circuit Court found a New York law on Physician Assisted Suicide in conflict with the 14th amendment, which says that no state shall deny to any person within its jurisdiction the equal protection of the laws. The Court held that competent patients were being treated differently than incompetent patients. The US Supreme Court has ruled that there is no constitutional right to assisted suicide, and made a legal distinction between refusal of treatment and Physician Assisted Suicide. However, the Court also left the decision of whether to legalize Physician Assisted Suicide up to each individual state (Braddock, Tonelli, 1998). Oregons Death with Dignity Act which was established on October 27, 1997 permits terminally ill Oregonians to end their lives through the voluntary self-administration of lethal medications, solely prescribed by a physician for that purpose. The statute requires the Oregon Department of Human Services (ODHS) to collect information about patients and physicians who participate in the physician- assisted death (PAD) process. It also requires ODHS to publish an annual statistical report (Aungst, 2008). According to Oregon public health officials, by the end of 2001, doctors in the state had legally prescribed a lethal dose of barbiturates for 139 patients. Ninety of these patients ingested the medication and died Dr. Timothy Quill was investigated but not convicted for the part he played in the suicide of a patient after he made public his account of the incident. In November of 1998, 60 Minutes aired a tape of Dr. Jack Kevorkian administering a lethal injection. His patient, 52 year-ol d Thomas Youk, suffered from Amyotrophic Lateral Sclerosis (ALS), otherwise known as Lou Gehrigs disease. As a result of the show, Kevorkian was tried for first degree murder in Oakland County, Michigan. Prosecutors argued that, in giving a lethal injection, Kevorkian stepped over the line of Physician Assisted Suicide into euthanasia, and that his actions amounted to murder. Kevorkian was convicted of second degree murder, and is currently serving a 10 to 25 year prison sentence (Braddock, Tonelli, 1998). Since 1990 four Dutch government-sponsored surveys of end-of-life decision-making by Dutch doctors have been carried out (covering 1990, 1995, 2001 and 2005 respectively). The surveys have shown that in thousands of cases doctors have broken the legal and professional guidelines regulating Physician Assisted Suicide, not least the requirement that doctors report each case to the authorities. For example, the first survey showed that in 1990 over 80 percent of cases went unreported and were instead illegally certified by doctors as deaths from natural causes. The latest survey shows that, in 2005, 80 percent of cases were reported, a significant improvement, but that 20 percent of cases were still illegally certified as death from natural causes.

How Does the Story Encourage the Reader to Admire Scheherazade? Essay

The author in the story uses many linguistic devices such as metaphor, superlatives, similes and strong adjectives to encourage the reader to admire Scheherazade. The author uses superlatives to set up the story such as he describes Scheherazade’s beauty â€Å"Excelled that of any girl in the Kingdom of Persia. This gives the story a background of extreme power and amazing people; an exotic world with a powerful romantic appeal. Scheherazade’s character has described well in a sentence. Her description has been given in such a way that the readers are made to admire Scheherazade, like â€Å"her sister was clever and courageous in the highest degree†. This also gives the readers hope that she could be the one to stop the Sultan’s â€Å"barbarous practice†. Her beauty has been said to have â€Å"Excelled that of any girl in the Kingdom of Persia† which makes the readers think that she was the most sought woman in Persia. The author proves Scheherazade intelligence and cleverness to the readers when Scheherazade married the Sultan as she was determined to stop the â€Å"barbarous practice†. She tricked the Sultan by telling fascinating stories and letting the Sultan postpone the execution to continue Scheherazade’s fascinating story. The author’s use of adjectives in describing Scheherazade has helped him to make the readers believe in Scheherazade. Scheherazade has showed herself to be of high principles as she said â€Å"I am determined to stop this barbarous practice†. This shows how the readers admire Scheherazade. Submitted by:Submitted to: Terrence Jake S. SaulogTchr. Khaye Mendoza II – Goodness

Kubla Khan Essay - 4320 Words

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In his theory of poetry Coleridge stressed the aesthetic quality as the primary consideration. The metrical theory on which Christabel is constructed helped to break the fetters of 18th-century correctness and monoton y and soon found disciples, among others Walter Scott and Lord Byron. Opium and the Dream of Kubla Khan Coleridges use of opium has long been a topic of fascination, and the grouping of Coleridge, opium and Kubla Khan formed an inevitable triad long before Elisabeth Schneider combined them in the title of her book. It is tempting on a subject of such intrinsic interest to say more than is necessary for the purpose in hand. Since the medicinal use of opium was so common and wide-spread, it is not surprising to learn that its use involved neither legal penalties nor public stigma. All of the Romantic poets (except Wordsworth) are known to have used it, as did many other prominent contemporaries. 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Even though the two poets were contemporaries and friends, Wordsworth and Colderidge each have an original and different way in which they introduce images and ideas into their poetry. These differences give the reader quite a unique experience whenRead MoreKubla Khan Analysis Essay1103 Words   |  5 PagesSamuel Coleridges poem Kubla Khan is a supremely beautiful example of the Romantic belief regarding creative thought and the creative process. It is a whimsical peek at the nature of the unconsicious and at the art of inspiration and holding on to imagination that has captivated many for its musical and lyrical nature. Although deemed largely unfinished and incomplete by some scholars and by the author himself, Kubla Khan has held its ground as a literary masterpiece of its time for its impeccable

The Lecture Of Mission And Culture - 1035 Words

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Economic Inequality Of The United States - 910 Words

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Effective Advisory Committee Free Essays

Establishing an advisory committee: In the early stages of development, the organization tends to engage more or less organically with stakeholder groups. It’s not uncommon for representatives from such groups to occupy voting seats on the governing board of early-stage businesses. At the growth stage, investors often call for changes to the composition of boards, and In some cases, this may mean stakeholders lose their board positions to be replaced with â€Å"independent† directors approved by the investors. We will write a custom essay sample on Effective Advisory Committee or any similar topic only for you Order Now This process can contribute to a loss of what was once a natural connection between the organization and its stakeholders, and it can contribute to an erosion of mission focus at the board level of an organization (Ramani, 2015). Social entrepreneurships can counteract the harmful effects of this change by establishing an advisory committee or advisory board that includes stakeholders. Non-profit organizations frequently use this approach to involve beneficiary groups, clients and other stakeholders in strategy formation without giving them voting positions on the governing board (Achleitner et al., 2012). An advisory committee can help the organization gather information, keep in touch with impacts, and test stakeholder views while avoiding the trap of creating a board that’s too big or one whose members lack strategic skills.Advisory boards can also offer a way to tap into specialist expertise that may be missing from the main board group. Advisory bodies convened temporarily around a specific project or issue can feed findings back to the larger board and help shape strategic decisions (Ferrari, 2014). Angel investors who don’t insist on a voting seat on the board may contribute insight and strategic expertise through participation an advisory committee (Achleitner et al. 2012). To work effectively, advisory bodies need to form part of the overall governance strategy established at the highest board level. This means that they must be formally set, provided with a chair and a written brief, as well as criteria and processes for recruiting appropriate stakeholders. Safeguards need to be put in place to ensure the independence and accountability of the advisory board with clear systems for accountably feeding advisory board views back into the strategic deliberations of the main board group. How to cite Effective Advisory Committee, Papers

Recruitment Process Of Woolworths Supermarket †MyAssignmenthelp.com

Question: Discuss about the Recruitment Process Of Woolworths Supermarket. Answer: Introduction To achieve and possess the employees that are talented, competent and effective, the companies are in a need to improve their recruitment strategies and processes. Recruitment is the major element of the human resource management function of the organisations as the selection and recruitment of the individuals is completely dependent upon the recruitment process. The better the process and strategies will be, the more potential candidates would be able to employ in the organisations. In modern and globalised business environment, it is necessary to retain the potential candidates for gaining increased number of competitive benefits. But due to several issues in the recruitment of the employees, the organisations lack behind in attaining these benefits and had to suffer with dropped down sales, profits and decreased brand recognition. To understand the challenges faced by the HRM department of Woolworths in the recruitment of the employees, the report will present some of the most dom inating challenges including the adverse organisational image, high level of competition in the business environment, rapidly up surging cultural diversity, low supply of the workforce and the rising number of ageing workforce (Price, 2016). These are the aspects that are hindering the successful recruitment of the employees and posing challenges for the organisation. The paper will help in understanding the issues of Woolworths which is one the top most supermarkets of Australia. The organisation had its grounding in the year 1924 and presently it is giving employment to approximately 111,000. There are few issues which have been identified in the recruitment of the workforce at Woolworths and being a renowned employer, it is still required to have better recruitment practices to attract competent talent (Woolworths, 2017). Challenges faced by Woolworths in the recruitment of the workforce Woolworths is one if the top most supermarket chains of Australia which has extended global reach with almost 111,000 employees in several countries. Due to increasing business competition, industrialisation and setting up of several other companies the recruitment challenges for Woolworths are increasing rapidly which threatens the fast development of the company. Challenge due to Organisational Image Organisational image is among one of the key issues in the recruitment of the workforce at Woolworths. There are both positive as well as negative aspects of the organisational image for Woolworths as the company poses a strong brand image from the perspective of sales, revenues and operations. But on the other hand, there is also an adverse image associated with the organisation because of the industry it operates. The individuals consider the retail sector as one of the highest pressurized sector which is not good for the people who are less communicative and cannot meet the monthly targets (Mokhlis, 2014). Thus, the individuals escape from getting employed in this industry rather they work in other industries in lower wages. And this occurred as one of the biggest recruitment challenges for the company to cope up with as because of such established image of the organisation as well as the sector, there has been experienced a sudden decline in the number of job applicants in Woolwo rths. Because of the growing pressures upon the employees in respect with solving the issues and queries of the customers, meeting targets and increasing sales have resulted in decreased recruitments I the last few years as well as the employees recruited are also of les competence and skills with limited qualifications. For managing such kind of challenges taking place in the recruitment of the workforce can be coped up by taking steps that can support the restricting of the image of the organisation as well as the retail sector. It is advisable that the organisation must take use of various kinds of advertisements so that there can be a changed image in the minds of the individuals who are in a need of job. The various advertisements can help in enhancing the visibility of the reorganisation it is also essential that the advertisements must explain the enormous career growth opportunities present in the company as well as chance for attaining personal development sessions as well as better employment opportunities (Atkinson and Storey, 2016). Challenges due to: Cultural Diversity Another major issue in the recruitment of the workforce at Woolworths is high level of cultural diversity. Because of the presence of several diverse cultures in the nation, there are both job applicants who possess high level of cultural diversity. And thus, it is difficult for Woolworths to perform workforce management of diverse cultural groups (Peltoniemi, 2015). Many a times the recruitment challenge is related to diversity in cultures and thus the recruitment managers are not able to understand the competence of the potential candidates as well as the candidates also unable to found themselves comfortable in getting adjusted in a group where there are more of culturally diverse individuals. For effectively managing the challenge of cultural diversity, it is recommended that Woolworths must start offering it employees with effective cross-cultural trainings. In the culturally-diverse society, it is essential to have a good understanding of the culture of other people. Thus, these trainings, discussions among each other as well as giving adequate feedbacks on a daily basis is must fir overcoming the issues of cultural diversity in the recruitment of the workforce (Saxena, 2014). Challenge due to Shortage of labour Supply Another challenge faced by Woolworths in its recruitment of workforce is the extreme shortage of the supply of workforce in the Australian markets. Because of presence of enormous n umber of companies and organisations, the demand for the talented workers are rising and there had been analysed issues of shortage of lab our in the retail sector and primarily in big organisations like Woolworths. There are vast business operations that hold because of the absence of supply of adequate amount of labour (Atkinson and Storey, 2016). For managing such issue in the recruitment of the workforce, it is recommended that Woolworths must have potential policies and practices to fetch the attention of the workforce. The better the employment opportunities, incentive programs and recognition and rewards are offered to the employees, the greater are the chances that the labour would have an association with the company. Thu, by reviewing the policies and taking initiatives to attract the labours, there can be managed the demand of the workers with adequate supply of labour (Ruhs and Anderson, 2010). Challenge due to operating in an intense market competition Another major challenge in the recruitment of the workforce at Woolworths is the intense market competition. Because of the continuously increasing number of business organisations and development of industries, the individuals i.e. the potential recruitment candidates are attracting towards the job opportunities offered by these organisations. Thus, it becomes an extreme challenge for recruiting talented and component employees for the organisation. The retail sector has a tendency to recruit the people who have just completed their graduation as well as recruit people who are even under-graduated for the part time shifts. This has resulted in decreased interest of the competent employees to associate themselves with the retail sector organisations. Thus, the recruitment face challenge of not getting recruited the qualified and talent candidates. The lack of qualified pool of employees also results in less productivity and declined business efficiency (Choudaha, Chang and Kono, 2014 ). For managing the recruitment issue, it is recommended that to attract and acquire the best talent, Woolworths must have an efficient use of the various strategies such as the employer branding tactic. It is one of the most recognized ways of fascinating the competent workforce to be a part of the organisation without much direct efforts for recruiting them. It is a way there are initiatives taken by the organisation for developing itself as the employer of choice so that the competent individual themselves want to have a long term association with the organisation (Lievens and Slaughter, 2016). Through employer branding, the organisations or the companies tend to have an improved brand visibility and recognition from the perspectives of offerings employment opportunities with utmost comfort to the employees. When Woolworths will develop employer branding then the recruitment of the competent and talent applicants can be increased. Therefore, there will be improvement in the recruitme nt of the employees. Challenges due to ageing workforce and generation gaps Woolworths is also facings some of the key challenges in respect with the issues such as higher generation gaps as well as ageing workforce. The presence of elderly age people is high on number in the Australian organisations and industries which is hampering the rapid success and growth of the companies. In present time, the organisations need employees that can actively participate in the operations that are based on innovative technologies and know-how. The ageing workforces are resistant to change as well as cannot work in a much efficient manner on such pioneering technologies (Beck, 2014). Thus, the productivity and the overall efficient declines and this weakens the recruitment process too as most of the applicants are of elderly age group only. When there are recruited young employees in the company, there are vast chances of conflicts due to higher generation gaps (Connell, Nankervis and Burgess, 2015). And thus, this also impacts the accomplishment of tasks and workplace en vironment. Thus due to dominance of the old employees who are higher in age, the youth do not want themselves to get employment in such organisations (Armstrong and Taylor, 2014). To save the organisation from such challenges and issues, it is recommended to Woolworths that it must take efficient use of the advertisements for attracting the new and fresh talent. The advertisements can be of various types such as on the social platforms to have a social visibility and connection with the potential candidates. Another advertisement strategy could by the posters and emails (Schrder, Muller?Camen and Flyn, 2014). The posters must be there are various institutes to attract the individual who have completed their education qualification. The company can also send emails to the individual explaining the job role, its significance and the various other things highlighting the career opportunity in Woolworths. To manage the challenge of generation gap, there just be initiate discussions, feedback sessions and informal channels of communication at the workplace (Boussebaa and Morgan, 2008). Conclusion and recommendations Having a good and effective recruitment of the workforce is must for the organisations. Woolworths is also required to work on few of the challenges identified so that it can have a better work for e to carry on the operations and give improved results. Thus, it is concluded and recommended that the company is required to improve its organisational mage through employer branding and must also offer good wages to them for retaining them as well as for having recruitment of potential candidates. By following the recommendations mentioned above, Woolworths can manage its challenges and can possess good recruitment process with effective recruitment of competent candidates. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. 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