1. The first slide should provide an over view of the movie. You will then address elements of
Palliative care on subsequent slides.
2. In the movie was palliative care or hospice care provided to the ill or dying character? Discuss
the quality of care and if they did not receive palliative and hospice care how this may have
assisted the patient and loved ones in the dying process.
3. Did the ill character have pain? How was the pain managed? Do you feel that the pain was
adequately addressed or was the patient and family left struggling with the love ones
pain? Consider how pain impacted the characters death.
4. What signs and symptoms of death or chronic illness did the character have? Where
appropriate interventions provided? Did you see a team approach in any of the care?
5. Where there cultural issues affecting the death and dying process? If so how were these
6. Where their ethical decisions made in regards to the care of this patient? Discuss any ethical
issues from the move or your feelings regarding the ethical management of this ill character and
their loved ones.
7. Discuss the communication that occurred within the family, with friends and the health care
providers? What was good, what was not good? What might you have done differently?
8. Discuss the perceived and real losses that occurred in the movie. How were these losses
9. If the final hours were portrayed in your selected movie discuss them.
10. Did anything in the movie surprise you? How could things have been handled better for the ill
character and their loved ones?
11. In closing discuss your feelings about the movie and the movies characters. Now that you have
completed this course do you few death and dying differently and how has your feelings about
caring for the dying changed?
Representative Involvement in Decision Making Disclaimer: This work has been presented by an understudy. This isn’t a case of the work composed by our expert scholarly journalists. You can see tests of our expert work here. Any assessments, discoveries, ends or suggestions communicated in this material are those of the writers and don’t really mirror the perspectives of UK Essays. Distributed: Wed, 13 Dec 2017 McCabe and Lewin (refered to in Dundon et al., 2004) named representative voice as a method for communicating protestations or complaints or disappointment and the cooperation and association of workers in basic leadership procedure of association. Amid the most recent two decades, progressive advances that have been started to encourage the elite working principally centered around expanding the methods for joint meeting, which pulls in the two managers (who request better business results) and representatives (who request acknowledgment and security of worker rights) (CIPD, 2009). Representative voice is a vital factor in the accomplishment of an association. Dundon et al. (2004) contends that fruitful voice administrations not just decidedly influence the execution of workers as far as quality and efficiency yet additionally help to discredit the issues which may detonate something else. Chances of Employee voice are accepted to be related with the representative turnover. As indicated by (Spencer,1986)employees will demonstrate more enthusiasm for remaining with the association on the off chance that they have more chances to express their disappointment, complaints and to change the unacceptable work conditions. Aggregate bartering and joint conference have been the fundamental spotlight of modern relations to the extent representative voice is concerned As per Boxall and Purcell (2003) in the mechanical relations, the fundamental concentration for portrayal of worker voice has been on the aggregate bartering and discussion. Freeman (1976) characterized associations as the foundations of aggregate voice in the work showcase. He additionally attested that aggregate discussions, for voicing representative issues are more compelling in a few circumstances as they help fortifying specialist networks and give an immediate mean of correspondence among them and administration; yet Addison and Belfield’s (2004) discoveries have a tendency to nullify these contentions as indicated by them more formalized association structure may make a correspondence hole among laborers and administration, since they need to manage their issues through an outsider. Freeman and Medoff (1984) contended that association assumes an indispensable part in limiting turnover rate as they give representatives the voice instruments through which they can amend the business related issues and can arrange higher remuneration bundles. Their contentions are upheld by Batt, Colvin and Keefe (2002), who trusts that workers in association set-ups are relied upon to have higher pay than they could win in comparative occupations in non-association set-up and furthermore associations fortify representatives, by furnishing them with a voice in deciding approaches that lessen the compensation imbalance, complaint and mediation methodology for engaging administrative choices Worker voice alludes to the two dimensional exchange among administration and representatives which enables representatives to give their criticism and express their worries and distresses identifying with issues influencing them. Worker voice is certifiably not an irregular wonder as representatives get a kick out of the chance to put their proposals for upgrades and express distresses on a proceeding with premise. (Landau, 2009) Employee voice encourages worker’s to enhance execution as well as it is great on a fundamental level (Wilkinson 2001). It is a principal right of every representative to know the data with respect to the money related and hierarchical execution of the association and express their worries about the work conditions or feed any thoughts which they feel will be valuable and supportive in accomplishing the long haul objectives of the association. Representative association (EI) and worker support (EP) have been given much significance in the representative relations writing for quite a while. Worker association is ordinarily started by the administration and it happens at bring down levels of association sharing data at the shop floor on issues that impact their everyday working not enabling them to give their feeling about the higher lever basic leadership., then again ,representative investment is driven by backhanded methods for portrayal like associations and guidance committees and so on and its went for larger amounts of the association concerning matters of long haul significance (Ackers et al,2003). Worker voice assumes a critical part in expanding responsibility. Touchy budgetary and hierarchical data is imparted to representatives. These emblematic motions can make them feel they are trust commendable and being dealt with decently and straightforwardly and they are a vital resource for the association. (Marchington,Wilkinson, 2005 pp77). This dedication can prompt enhanced execution as submitted representatives put additional optional exertion in to the work. Landau, 2009 presumes that representatives who express their voice and their voice is acknowledged and acknowledged are more committed,more liable to remain in the association, have great states of mind about their prompt supervisors and feel more secure as contrast with the individuals who talk up unsuccessfully. Descending correspondence happens in every one of the associations, diverse sort of mediums are utilized to brief workers about the present issues looked by the association. Worker voice can clear a route for more favorable and open workplace to work in.(Wilkinson,2004) Monetary cooperation not just encourages representative to contribute towards the accomplishment of the organizatioan yet additionally enable them to take a considerable amount of organization benefits. (Marchington,2005) It is contended that representatives will probably acknowledge choices in which they included. Workers will be in a privilege/better position to perform on the off chance that they comprehend what is normal from them and what is the circumstance of the association. Interest can prompt less clash and expanded cooperation soul. There is convincing rationale for compelling representative involvement.regular arrangement of important data to workers together with discussion on administration proposition on issues, elevates a mutual promise to the goals of an association, this thus keeps up a positive atmosphere in which representatives are roused to add to business achievement which benefits both boss and representatives alike. Coordinate investment: coordinate cooperation implies that the representatives themselves express their sentiment and say over issues influencing them on the complexity, backhanded support implies that an outsider e.g exchange association or counsel chamber speaks to one side of the workers (Guest, Fatchett, 1974). In top down critical thinking, specialists may feel that they are being addressed and not tuned in to ,where as in base up approach,employees may feel that administration is utilizing their thoughts and proposals without giving them any reward. A sentiment of weakness diminishes steadfastness and duty in representatives, it is essential to tap new thoughts and recommendations from bring down level representatives as there are all the more near the client the work environment. There are more odds of having more fulfilled representatives on the off chance that they truly being included. Transformational initiative urges their subordinates to give recommendations or report complaints or anything they are disappointed with as a result of their regular nature towards change as opposed to simply keeping up the present state of affairs. These activities assist the representatives with perceiving/find their incentive for the association and results in more dedicated and energetic work drive which is key to the accomplishment of long haul objectives and destinations (Detort, 2007)>