Case study scenario
You are a Registered Nurse in an Accident and Emergency Department. Jill was brought in by ambulance after her sister found her semi-conscious at home. Medical assessments revealed Jill consumed an overdose of over the counter medications. Jill is alert, orientated and engaging with you. During your discussions with Jill, you gather the following information.
Jill is 22-years-old. She lives with her father Ian, and older sister Pam, who is 24 years old. During your conversations with Jill, she reports she has a good relationship with her father. However, Jill feels more distant from her dad since her mum died suddenly 11 months ago from a chronic illness. Jill reports her dad has been working two jobs and extra hours to pay for the family bills. Jill says she doesn’t see him much as he leaves home at 6 am and gets home around 8 pm most nights –on the weekend he is too tired and doesn’t talk much.
Jill is an apprentice hairdresser (works 4 days a week) and studies part time as part of her apprenticeship (1 day a week). Jill has told you she is behind in her studies and has failed one assessment and hasn’t submitted two others. She says she has been feeling very tired, unmotivated, and has noticeable lower energy for two to three months now. Jill says she used to go to the gym and play soccer but she just can’t find the enthusiasm to go anymore. Jill has also taken a few sick days from work over the last month. She is becoming increasingly anxious that she may lose her apprenticeship due to not submitting her work and reduced attendance at work. Jill has been in a relationship with Jack (23 years old) for two years. They met through a friend. Jill states that Jack has been increasingly upset and distressed with her during the last two months as he feels that she has become increasingly distant, frequently cancels time together and often doesn’t return his phone calls or text messages. She also has stopped using social media and her friends are concerned about her.
On the night of the overdose, Jill and Jack met for dinner. They had an argument about the state of their relationship and Jack left dinner half way through visibly upset. Jill walked home alone and on the way went to the bottle shop she tells you she thinks she drank a whole bottle of wine in her room when she got home – no one else was home at the time. She reports that she became increasingly anxious, agitated and distressed after consuming the wine, because she doesn’t usually drink and started to feel unwell. She took an impulsive and intentional overdose of medications. She states she can’t remember which tablets she took or how many. Jill states she has been experiencing ruminating thoughts of suicide since her mum died. The first anniversary of her mum’s death is approaching and she was thinking that it would be the best date to do it. She misses her terribly. She hasn’t been able to talk to her dad because he is busy working and she doesn’t want to burden him anymore – she knows he misses her too and she feels guilty. She feels like a failure because of work and not submitting her assignments and feels like she is letting her family down. The last month has been especially difficult as she feels overwhelmed and Jack has mentioned ending their relationship. At the current time, Jill tells you “she just wants to end it all”.
1. Depression and suicide are significant areas of concern in Australia.
a) Investigate and outline the incidence of both depression and suicide in Australia.
Depression and suicide should be addressed separately.
b) Critically discuss one community group identified as ‘at risk’ of depression and one different community group identified as ‘at risk’ of suicide.
Ensure your answer demonstrates why these identified groups are thought to be at risk applying contemporary literature.
In response to the case study answer the following questions. (Remember to refer to the literature)
2. Critically discuss three (3) factors that may have contributed to the development of the client’s mental health concerns and risks.
3. Legal and ethical considerations in health care can generate in-depth discussion from varying perspectives within the multidisciplinary team.
The case study presents areas of risk regarding harm to self and others.
Define and discuss the ethical principles of beneficence and non-maleficence and aspects of the Mental Health Act 2014 W.A., which are relevant to the areas of risk in the case study.
4. Identify a high priority mental health risk from the case study, and provide two (2) relevant nursing interventions.
Explain the rationale and the potential impact on the client for each intervention associated with the risk identified (Note: the interventions should be within the nurse’s scope of practice). Remember to support your discussion by referring to contemporary literature.
5. Identify a mental health problem/ issue/ need from the case study, and provide two (2) relevant interventions. Explain the rationale and the potential impact on the client for each intervention associated with the problem/issue/need identified (Note: the interventions should be within the nurse’s scope of practice). Remember to support your discussion by referring to contemporary literature.
These days successful and effective HRM is a major test to all HR experts. Furthermore, the sole motivation behind HR is to help people by means of middle person amongst workers and boss. In this manner British Gas needs to figure out what benefits they will offer to their workers and what divides the organization will pay for those advantages versus what they may order their workers to share costs in those same advantages. Since HR experts are assuming an extremely key part for British Gas in this manner realize that how the HR methodologies line up with British Gas business procedures. Since British Gas is a gigantic organization and bunches of specialized laborers are working with them therefore in this organization there is a need to pull in, hold and rouse representative since it is vigorously reliant on the learning base and aptitude of the worker and such there is a requirement for building a sort of elite culture in view of a key mission. HR exercises add to the achievement of British Gas in the accompanying way: Selecting both gifted and incompetent representative which need to experience the preparation and improvement called traineeship, which gives a way the new worker/enroll finds out about the gas business, increase significant abilities and capability to guarantee that association goal to take care of purchaser’s appeal for quality administrations and aggressive cost for items and administrations. HR prepare their specialists all through that vocation which guarantee that its workers are stayed up with the latest with new data and innovation to empower them give the most ideal administration. HR has technique of holding its kin by offering a blend of money related and nonfinancial advantages. This is in accordance with the association technique. And the great pay and annuity plot additionally giving every worker the chance of purchasing partakes in Centrica. From the examination above, plainly we can state British Gas receives two models, in particular: Fit model and Holistic/exchange display. Fit Model: speak to acknowledgment of the significance of the general population in the accomplishment of authoritative methodology. Representatives are viewed as key in the usage of hierarchical and HR methodology is intended to fit the necessities of the authoritative system. English Gas utilizes this technique to adjust their HR system to association procedure additionally it adjusts the enthusiasm of the specialists (benefits plot, speculation opportunity, improvement and preparing, pay interest)with the enthusiasm of the association’s (to keep up the focused position the organization has inside the vitality showcase, guarantee degrees of profitability by influencing benefit by investors) to true objective. Harvard Framework for HRM: Harvard display (Beer et al) of HRM created by Michel Beer, Richard Walton, Quinn Mills, they contends that human asset approaches are to be affected by two critical thought, to begin with, situational factors, second, investors premium. Furthermore, Harvard structure likewise clarifies the criticalness of the HR arrangements in the association which perceive outside condition and alludes that if it’s appropriately utilized would prompt hierarchical adequacy. It additionally can be utilized a solid match between association condition and HR strategies and it would prompt different component like worker responsibility, cost adequacy in item and administrations and consistency which are altogether secured by the Harvard demonstrate and the British Gas holds immovably these components in managing its representative as one of its authoritative; destinations. The accompanying components will give us how the HR in British Gas apply this to the association. Capability: The HRM of British Gas has a strategy that reflects to the authoritative goal in choice of their workforce. HR office worry about enlisting talented specialists as well as offer regard for experience its evaluation focus before designating a worker for his/her activity, which can decide the center capability and fundamental ability of that representative. Individual abilities that are made an effect on the clients encounter when somebody is to take a shot at the field. Center abilities includes group working, initiative aptitudes, listening abilities, critical thinking aptitudes, relational skills(such as appropriately managing clients), inspiration aptitudes, development aptitudes and reacting to changes. These are pivotal abilities that can influence the way an individual fits in and works inside an association and furthermore vital in light of the fact that these aptitudes can decide the organization’s lose or acquire clients. Furthermore, if British Gas loses then the clients will be moved to their opponents. Duty: as per Bratton, John and Gold, Jeffrey (Beer et al: Human asset administration Theory and Practice second release: page 19). Alludes, one path HR of British Gas can adds to the organization is that the worker are made to contribute high enthusiasm to their work inside the association, which will surrender two viewpoints: First, it will improve confidence and esteem, at British gas the HRM has an arrangement that counter on representatives, for those offered a vocation, With Human asset system British Gas gives the activity benefits including a market aggressive beginning compensation and van from start. Also, with British Gas advancement offers specialized thorough preparing for every one of its architects all through their vocation by their preparation institute. Furthermore, the preparation guarantees that workers are stayed up with the latest with new data and advancements and give most ideal administrations. Second, it will quicken the representative dedication and execution towards their work. At the point when British Gas offers worker to put resources into the organization with having to their own particular offers in its Parent organization (Centrica), likewise offering great benefits plot after retirement which increment the dedication of the activity and great feeling of obligations. Furthermore, it’s the in addition to purpose of advancement to administration level, which is a methodology of the HR in holding its reasonable individuals for advancement to higher part, since it needs supervisors to design, sort out and co-ordinate the groups of architects. Harmoniousness: here it expresses that there must be understanding between and among different HRM approaches and hones in activity. At British Gas HR need to remember the way that having an organization approaches of enrolling individuals from various foundation and sex as is found for the situation, the organization in attempting to meet with an enlistment procedure that is all humiliating (being perceived by task now, wining the lofty honor for motivating the work power without bounds, a honor for ladies into science and building and so on) must consider not simply general representative numbers but rather guaranteeing that it draws in and hold the abilities that will be required inside the business. English Gas administrators express a program of anticipating to expect how much the UK showcase for residential gas administration will develop and this causes the organization to choose what number of extra specialist they will require sooner rather than later. Cost viability: in the meantime HR arrangements must be assessed as far as wages, benefits, turnover and so on. In this section British Gas HR actualizes its technique that stand up to the authoritative methodology in creating and enlisting their representatives to end up skilled and equipped workers. Furthermore, future supervisors can guarantee the association turnover remains progressively high and actualize in their pay arrangement that is very aggressive. Subsequently, HRM knows it is significantly more practical to hold prepared staff than select and prepare up new individuals along these lines this methodology which is in accordance with the associations system of limiting expense and boosting quality staff hold dispatch through offering a blend of both budgetary and non monetary advantages enables the association to accomplish its objectives. In conclusion, taking a gander at long haul situation, the association tries to separate between three levels: social, hierarchical and person. In authoritative level expanded viability and guarantee the survival of the association. By giving best class benefit at bring down cost to its clients and guaranteeing for a well characterize working condition, and furthermore creating work preparing and a decent annuity plot for it worker at the British Gas. At singular representative level the long haul yield contains the reward get by the specialists for their endeavors. In the societal level some of British Gas societal objectives (business and development) are achieved, offering energizing vocation ways for individuals of all foundations. This is the way HRM at British Gas can make the progress. Q3. Depict Recruitment and Selection Strategies that have been taking by British Gas to improve association execution? Ans.: For British Gas workforce arranging is basic since it break down an association’s future requirements for individuals regarding numbers, abilities and areas. It enables the association to arrange for how those necessities can be met through enlistment, choice and give them legitimate preparing. It is key for British Gas to prepare in light of the fact that the organization needs to fulfill their assorted variety clients by selecting socially comprehensive workforce. It appears that their HR faculty are little an excess of occupied with the enlistment and choice procedure to meet its future requests for staff. It permits a business time to prepare existing staff to go up against new duties and to select new staff to fill opening or to meet aptitude deficiencies. In any case, because of the subsidence, numerous associations including British Gas not willing to expect such a great amount on enlistment. Along these lines is this situation what are the techniques they are following in their enlistment and choice process. Enlistment techniques: British Gas enrollment includes pulling in the privilege of candidate to apply for opportunities. They take after some methods for enrolling individuals. They first takes a gander at its interior ability intend to fill an opening. This is a procedure that rundowns current workers searching for a move inside a similar level or gets an advancement to the following level. Since they have to make upbeat>