Should Animals be Used for Scientific Research? Essay -- Animal Rights

Every year, millions of animals experience painful, suffering and death due to results of scientific research as the effects of drugs, medical procedures, food additives, cosmetics and other chemical products. Basically, animal experimentation has played a dominant role in leading with new findings and human advantages. Animal research has had a main function in many scientific and medical advances in the past decade and is helping in the understanding of several diseases. While most people believe than animal testing is necessary, others are worried about the excessive suffering of this innocent’s creatures. The balance between the rights of animals and their use in medical research is a delicate issue with huge societal assumptions. Nowadays people are trying to understand and take in consideration these social implications based in animals rights. Even though, many people tend to disregard animals that have suffered permanent damage during experimentation time. Many people try to misunderstand the nature of life that animals just have, and are unable to consider the actual laboratory procedures and techniques that these creatures tend to be submitted. Animal experimentation must be excluded because it is an inhumane way of treat animals, it is unethical, and exist safer ways to test products without painful test. Through many years, companies have tested animals to help prove that their products are safe for humans. This has become a very inhumane practice in which many animals are subjected to intolerable cruelty. Animals are treated cruelty because they are kept in cages with unhealthy conditions. Important aspects must be considered in the inhumane treatment of animals in research facilities. These aspects are focused in th... ...s, Animal Welfare, and the Slavery Analogy. 4 Jan. 2012. . Gargaro, Carolyn. â€Å"Animals Used for Medical Research.† Web blog post. Gargaro. July 1991. Gericke, Corina.â€Å"Why Animal Experiments are not Necessary.† Doctors against animal experiments Germany. 2005. "Humane Care and Use of Laboratory Animals." AALAS Foundation. 2005. American Association for Laboratory Animal Science. 2012 . Lin, Doris. â€Å"Why it’s Wrong to Test on Animals.† Animal rights Guide. April 2012.

Lead and manage a team within a health and social care Essay

1.1- Explain the features of effective team performance The features of effective team performance is set up through positive leadership; something which is developed and nurtured. An effective team will work together, be focused and supportive of each other to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support where necessary and also utilise their strengths. Training and support will enable staff to improve performance, develop confidence and lift spirits within the team. 1.2- Explain the challenges experienced by developing teams When you bring a group of diverse individuals together to form a team, challenges such as communication and relationship issues can result. If a team consists of members with similar skills and interests, the purpose of the team may not be achieved, therefore choosing team members who have a range of different skill sets and interests is essential. Teams need leaders to offer a sense of purpose and direction. Lack of effective leadership challenges effective team development. Without a strong leader to guide the team and hold members accountable, the team may lose morale and momentum. Conflict within a team is inevitable. How team members deal with conflict is critical to team development. Investing time in training for yourself and your employees in conflict resolution skills is beneficial, for example, studying a counselling course. With the skills to effectively resolve conflict, your team can work together to stay on track without your constant intervention. Even though a team works together to achieve a goal, each person needs to know his specific role within the team, otherwise, role  confusion results. When team members lack an understanding of their specific roles or choose not to follow through with their roles, the team cannot develop as a organised and well-functioning unit. Any workplace is made up of individuals who see the world differently. Conflict occurs when there is a lack of acceptance and understanding of these differences. 1.3- Identify the challenges experienced by established teams Interpersonal differences leading to misunderstandings Power struggles and competing agendas Members who appear to reject new ideas and bring a constant sense of negativity Team that agrees on everything too quickly just to avoid conflict Lack of adequate support and resources Ineffective leadership Members resistant to change or a new way of working- set in their ways and unable to see from an outside perspective. Not enough complimentary skills on the team 1.4 Explain how challenges to effective team performance can be overcome Challenges such as team consistency and lack of staff moral can be overcome through holding team meetings where staff are invited to express their opinions and ideas on ways to improve and move forwards as a team. We have a communications book for staff who may not be on shift together for a long period can express any ideas or note tasks that need to be carried out by others. This is a great way to keep the team up to date and consistent within their roles. It can feel very draining and repetitive if one is constantly repeating or reminding others to carry out certain tasks that are not being completed, therefore if this continues to happen, one to one supervision can be held to address these issues. Supervision can also help overcome staff conflict, i.e if two or more members of staff have a disagreement and are not willing to move on from this, one to one supervision will be held with the intent of group mediation with all staff involved. Supervision is also a chance to discuss with individuals any areas that need improving; professional progression; praise their practice; reflect on work practice and discuss any concerns of the individual.  Appraisals are a great way to empower staff and highlight their strengths and improvements, thus enabling individuals to feel proud of themselves and their role within the team. 1.5- Analyse how different management styles may influence outcomes of team performance. Managers perform many functions and play many roles. They are responsible for handling many situations and these situations are usually different from one another. When it comes to handling such situations, managers use their own management styles. Some management styles may be best for the situation and some may not be. Therefore, awareness on different types of management styles will help the managers to handle different situations the optimal way. Different management styles are capable of handling different situations and solving different problems. Therefore, a manager should be a dynamic person, who has insight into many types of management styles such as: Autocratic- In this management style, the manager becomes the sole decision maker. The manager does not care about the other staff and their involvement in decision making. Therefore, the decisions reflect the personality and the opinion of the manager. The decision does not reflect the team’s collective opinion. I don’t feel this type of manager would excel or achieve the best from a team in a social care setting as in many cases, staff work shifts and spend the most time with those who they are caring for. Therefore the opinions and views of the staff are imperative. However, I can see how in some cases an Autocratic style is necessary for making decisions on poor staffing and placement suitability etc. Democratic- In this style, the manager is open to other’s opinions and welcome their contribution into the decision making process. Therefore, every decision is made with the majority’s agreement. The decisions made reflect the team’s opinion. For this management style to work successfully, strong communication between the managers and the rest of the team is a must. This type of management is most successful when it comes to decision making on a complex matter where a range of expert advice and opinion is required. I feel this style of management empowers staff and makes them feel included in the decision making of the running of the home/unit, thus giving great consideration to their views and opinions. Paternalistic- This is one of the domineering types of management. The decisions made are usually for the best interest of the company as well as the employees. When the management makes a decision, it is explained to the employees and obtains their support as well. In this management style, work-life balance is emphasized and it eventually maintains a high morale within the organization. In the long run, this guarantees the loyalty of the employees. One disadvantage of this style is that the employees may become dependent on the managers. This will limit the creativity within the organization. However, I have been managed by a manager who adopted this style and I feel myself and the rest of the team were very loyal to him. He would always emphasise the importance of our health before work and it was evident that through this approach to managing, staff would feel at ease being absent due to sickness but this would not be a regular occurrence as loyalty towards the manager was strong. 1.6- Analyse methods of developing and maintaining trust and accountability. Trust- develops from consistent actions that show colleagues you are reliable, cooperative and committed to team success. A sense of confidence in the workplace better allows employees to work together for a common goal. Remaining honest with employees about both positive and negative aspects of the business builds trust. The Management team are also expected to maintain the same level of honesty with the employees. This sense of integrity makes employees and colleagues more trusting of your actions. Involve all staff in achieving company goals. Be transparent with your company’s mission and goals so all staff feel they are a valuable part of obtaining those objectives. Staff who feel management values them are more likely to instil trust in those leaders. Create a team environment through collaborative work.  Emphasize group achievements to show you are aware and proud of your employees and their s uccesses. Value all input from your employees. Encourage staff at all levels to share their ideas for improving the company and listen with an open mind even if you don’t ultimately choose to follow a suggestion made by an employee. Accountability- managers who involve employees in setting goals and expectations find that employees understand expectations better, are more confident that they can achieve those expectations, and perform at a higher level. Positive results also occur  when employees don’t associate accountability only with negative consequences. If employees do not fear failure, if managers recognize employees for their accomplishments, and if managers support their employees when goals become difficult, employees are more likely to be creative, innovative, and committed to their work. Managers can practice accountability for positive results by following good performance management principles such as: involving staff in setting clear, challenging yet attainable goals and objectives, and give them the authority to accomplish those goals; support staff in all aspects of the job; monitor progress towards goals, and provide feed-back that includes credible, useful performance measures; provid e the training and resources that staff need to do the work; and give praise to good performance, both formally and informally. 1.7 Compare methods of addressing conflict within a team. When conflict arises between staff members, it is important to address it as soon as possible should it not be already resolved between them. When speaking privately and separately with all individuals involved, it is important to summarise what is said so that the person feels listened to and to also slightly mirror their body language so that they feel you are relating to them. Do not interrupt as this will only cause the individual to feel that they are not being listened to completely and always show positive regard to that individual. Once all views are taken in to account, it should be suggested that all staff involved have a mediation meeting where the manager/team leader will listen to both sides of the conflict. Resolutions can be made effectively through mediation and suggestions to compromise on both parts may be effective. Advise those involved to take time out if necessary because during the resolution of a conflict, emotions may interfere with arriving at a productive r esolution. If this is the case, individuals should be encouraged to take a time-out and continue resolving the conflict at another arranged time.

Article I Intervention Effects On Tobacco Use In Arab

Article I: Intervention effects on tobacco use in Arab and non-Arab American adolescents 1. Title- the title describes the study population, it does not describe the intervention, or variable that be added to both groups. Maybe a better title would have been the effects of using the modified Project Towards No Tobacco (TNT) use program on the tobacco use of Arab and non-Arab American adolescents. 2. Abstract-The problem, increasing adolescent smoking, particularly in Arabs is well described. The method-a quasi-experimental design is also identified. The results and conclusion highlighted the fact that they measured cigarette smoking which the Arab did less of, but did do more water-pipe smoking (Rice, Weglicki, Templin, Jamil, Hammad,†¦show more content†¦The Wayne State University Institutional Review Board approved the study methodology and protocol. It is also not clear whether the design minimized risks and maximized benefits, they did tailor the intervention to engage youth, by using an animated PowerPoint and also bilingual health educators (Rice, et al., 2010). B. Research design- The main problem that I see with this study is that they are using the terms tobacco use and cigarette smoking interchangeable, and they are not. One measures all use of tobacco and the other measures only cigarette smoking. They clearly state that the focus of the study intervention was on cigarette smoking only, even though both cigarettes and water pipe smoking were assessed. The title stated tobacco use, but the intervention focused on cigarette smoking. Why not include all forms of tobacco use in the intervention? Some teenagers do not smoke cigarettes but chew tobacco. Non-Arab students were two-four times more likely to engage in cigarette smoking than their Arab peers. The researchers acknowledge in their discussion the need to modify current tobacco cessation programs to diverse populations. Including diversity and as many forms of tobacco would give catch greatest number of adolescents and have the greatest impact. C. Population and sample- There were two 10th grade control groups and a 9th grade cohort group, which received the intervention. The designShow MoreRelatedThe Social Impact of Drug Abuse24406 Words   |  98 Pagesthe World Summit for Social Development (Copenhagen, 6-12 March 1995) Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 Chapter Part one: background I. The drug problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 A. B. C. D. E. The global context . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 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