The Death Of Texas By Jonathan Earle - 852 Words

Was Jonathan Wayne Nobles rehabilitated? We will never know. Steve Earle wrote â€Å"A Death in Texas†. Earle was a country musician who also spent time in prison; he was incarcerated for drug charges. Earle was rehabilitated and released to join society again. Earle exchanged letters with convicted murderer Jonathan Wayne Nobles for ten years. He finally met Nobles for the first time just a month before Nobles was put to death by lethal injection. Jonathan Wayne Nobles was a power-seeking, manipulating narcissist, who broke into a home and stabbed to death two young ladies and attempting to kill a young man, stabbing him 19 times. The prosecutors had an easy conviction; Nobles confessed to the murders. Nobles start in life was difficult†¦show more content†¦Somehow, he pulls it off. That s my daughter s phone number in California. My sister read it to me over the phone last night. They re going to strip search me and I can t take anything to the Walls and I m afraid I ll forget it. Give it to Father Walsh. Then I ll have it when I make my last phone calls. Knowing that it was illegal, Earle still took the paper. Considering, Nobles could recite a long list of scriptures from the book of Corinthians and could remember them word for word, he could have retained his daughter’s phone number. He also wanted to be buried in Oxford, England, so he was trying to talk Pam Thomas, one of his pen pals, to get permission from a landowner in England to let him be buried there. Who likes a narcissist? Narcissism is a strong sense of self-importance. Narcissists are arrogant, have low empathy, the want of leadership and authority, self-admiration, and a tendency to exploit or manipulate others. Nobles were these and more. Jonathan Wayne Nobles benefited from acting like he was rehabilitated. He wanted people to treat him better and with respect, so, consequently acting as if he was rehabilitated helped him receive better treatment. Nobles could move around the prison and not be held in his cell all day. He became friends with the Catholic clergy, and later he became a lay member of the order. At that time, he became a minister to his fellowShow MoreRelatedThe Case Of Jonathan Wayne Nobles1213 Words   |  5 Pagesthe rehabilitation of the perpetrator in order to attain a semblance of justice. Obviously, this is no easy task; as the unfortunate case of Jonathan Wayne Nobles illustrates, it often proves impossible. On the night of September 13, 1986, Jonathan Wayne Nobles, 25, while under the influence of alcohol, speed, marihuana, and cocaine, broke in to an Austin Texas residence wielding a large knife. Nobles, a drug addict at the time, repeatedly stabbed and consequently brutally killed Mitzi Johnson-NalleyRead MoreDo We Really Know?1040 Words   |  5 PagesDo We Really Know? Within the writing of Steve Earle’s, A Death in Texas, he tells a shorthand story about the prisoner Jonathan Wayne Nobles, and his journey of prison before the death penalty. The question asked when reading this is, â€Å"Was Jon Nobles actually rehabilitated?† Steve Earle thought that Nobles was rehabilitated and didn’t deserve the penalty he received, but I respectively disagree. There are many reasons that contribute to my thought that he was not rehabilitated. One is the buildupRead MoreJohnathan Wayne Nobles Was Not Rehabilitated. Johnathan927 Words   |  4 PagesSeptember 1986 for the death of Mitzi Johnson-Nally, age 21 and Kelly Farquhar, age 24. According to Murderpedia, Nobles had been under the influence of drugs and alcohol when he broke into the house of Mitzi Johnson and stabbed her and Kelly Farquhar with a knife(Blanco). Mitzi date 30 year old Ronald Ross was also injured in the attack. Nobles was on parole at the time of the murders for theft of property, which he served a three year sentence. Nobles was sentenced to death by lethal injection onRead MoreSolution Manual, Test Bank and Instructor Manuals34836 Words   |  140 PagesReeve,Carl S. Warren,Jonathan Duchac(SM) Accounting Using Excel ® for Success, 2nd Edition_James Reeve,Carl S. Warren,Jonathan Duchac (SM+IM) Accounting What the Numbers Mean, 8e_David H. Marshall,Wayne W. McManus,Daniel F. Viele (SM+TB) Accounting, 22nd Edition_Carl S. Warren,James M. Reeve,Jonathan Duchac (SM) Accounting, 23rd Edition_Carl S. Warren,James M. Reeve,Jonathan Duchac (SM+TB+Other resources) Accounting, 24th Edition_Carl S. Warren, James M. Reeve, Jonathan Duchac (SM+TB) Accounting

The Organ Of Organ Transplantation - 1426 Words

One of the most significant issues concerning organ transplantation revolves around the just and fair distribution of organs. Due to the assorted and occasionally conflicting opinions of what constitutes as ‘fair’, in concurrence with a relative shortage of donated organs, many social, legal and ethical contentions have arisen. This shortage is portrayed by statistics shown on the NHS organ donation page, where approximately 10,000 people are on the waiting list for a solid organ transplant and approximately 1,000 people die annually whilst waiting for an organ transplant and in 2013, a record 4,655 patients received a solid organ transplant (National Health Service, 2014). Furthermore, it is important to observe the fact that the organ donor deficit is growing, even factoring in the 50 percent increase in live donations since 2008. This deficit can be attributed to the rate of increase in donated organs falling short of the greater increase in transplant-requiring patients. This can be further illustrated statistically where the number of people requiring organs has increased from approximately 8,700 to approximately 10,000 between 2005 and 2013 (National Health Service, 2014). There are a myriad of contributing factors that can be held responsible for the rise in required organs, including the prevalence of diseases inflicted through lifestyle choices i.e. obesity and smoking, as well as improved medical science resulting in an aging population. Additionally, there areShow MoreRelatedOrgan And Organ Of Organ Transplantation2652 Words   |  11 Pagescentury, organ transplantation provides a way of giving the gift of life to patients with terminal fa ilure of vital organs. Organ transplantation requires the participation of both fellow human beings and of society by donating organs from deceased or living individuals. The ever increasing rate of organ failure and the inadequate supply of organs have created a significant gap between organ supply and organ demand. This gap has resulted in extremely lengthy waiting times to receive an organ as wellRead MoreOrgan System Of Organ Transplantation3687 Words   |  15 PagesStates, Not Just Legal Citizens, Should Automatically Be Considered Organ Donors Unless Otherwise Specified Rough Draft UFID: 9169-9185 June 6, 2015 I. Background According to the United States Department of Health and Human Services, organ transplantation is the process of surgically transferring a donated organ into a patient with end-stage organ failure (U.S Dept of health and human services website). End-stage organ failure can be attributed to a number of diseases. Diseases suchRead MoreOrgan System Of Organ Transplantation3687 Words   |  15 PagesStates, Not Just Legal Citizens, Should Automatically Be Considered Organ Donors Unless Otherwise Specified Rough Draft UFID: 9169-9185 June 6, 2015 I. Background According to the United States Department of Health and Human Services, organ transplantation is the process of surgically transferring a donated organ into a patient with end-stage organ failure (U.S Dept of health and human services website). End-stage organ failure can be attributed to a number of diseases. Diseases suchRead MoreOrgan Transplantation Is The Removal Of A Healthy Organ1539 Words   |  7 PagesPiechowiak 2nd Period 8th Grade Accelerated Language Arts December 14th, 2015 Organ Transplants Organ transplantation is the removal of a healthy organ from one person and placing it into another whose organ has failed, or is injured. It is known to be life saving 80 percent of the time, but it is a major surgery that carries many me potential risks and complications- the biggest one being organ rejection. (WebMD) Organ transplants have quite some history. The first successful kidney transplant wasRead MoreOrgan Donation and Transplantation 982 Words   |  4 PagesOrgan and tissue donation is life-saving and life transforming medical process wherein organs and tissues were removed from a donor and transplant them to a recipient who is very ill from organ failure. It is said that one organ can save up to 10 people and may improve the lives of thousands more (Australian Red Cross Blood Service, 2011). Most of the donated organs and tissues came from people who already died but in some cases, a living person can donate organs such as kidneys, heart, liver, pancreasRead MoreOrgan Transplantation Essay1225 Words   |  5 PagesIntroduction Organ transplantation is a medical act which involves the surgical operating by transferring or removing of an organ from one person to the other, or placing the organ of a donor into the body of a recipient for the replacement of the recipients damaged or failed organ which resulted from impairment of normal physiological function affecting part or all of an organism or an act that causes someone to receive physical damage. Lately, there is an emerging innovation whereby organs are createdRead MoreThe Commercialization Of Organ Transplantation1660 Words   |  7 Pagesto save the world, [he] would spend fifty-five minutes defining the problem, and only five minutes finding the solution† (Einstein). In the case of the commercialization of organ transplantation, would the ramifications laid by Einstein change if a doctor had only one hour to save the life of a patient in dire need of an organ transplant? An individual that had spent the last three years on a waiting-list? Waiting, years, months, and days without end for a second chance at life. Similar to EinsteinRead MoreNo Secret That The Organ Transplantation917 Words   |  4 Pageshave to be put on a donor list to get a replacement of a diagnosed organ that must be replaced to live. It is no secret that the organ transplantation list has a significant amount of people and every day a handful of them die. A average of twenty one people die ev eryday, according to the American Transplant Foundation. Many scientist and medically certified personals have been trying to come up with alternative genetic modified organs to give to needed patients, instead of waiting for a donor to comeRead MoreEssay about Organ Transplantation978 Words   |  4 PagesOrgan transplantation is, without a hesitation, one of the most major achievements in modern medicine. In many cases, it is the only effective therapy for end-stage organ failure and is broadly practiced around the world. According to the World Health Organization (WHO), around 21,000 liver transplants, 66,000 kidney transplants, and 6000 heart transplantation were performed globally in 2005.1 In addition, data showed that living kidney, liver, and lung donations declined, going from 7,004 in 2004Read MoreOrgan Procurement And Transplantation Network2065 Words   |  9 PagesWhat if your doctor told you that your time was limited to less than six months, unless a compatible dono r came along? This is what many people go through every day. They are put in the â€Å"National Organ Procurement and Transplantation Network or OPTN† which is the transplant waiting list (Tara.B). Organs that become available through the OPTN are matched with the recipients. Here is where most of the people will wait months, years, or even the remainder of their life for a compatible donor to become

Delegation Management and Work Free Essays

AC 1. 1 Evaluate the benefits of delegation Delegation is widely acknowledged to be an essential element of effective management (Yukl, G. 1994). We will write a custom essay sample on Delegation: Management and Work or any similar topic only for you Order Now Delegation is basically a process of assigning responsibility, sharing authority, and producing accountability in organizations. It is a managerial instrument that allows managers to nurture subordinates to capitalize the subordinate’s potential and ability to meet organizational goals and objectives. As a form of employee involvement in decision-making, delegation describes a category of leader behavior that entails assignment of new responsibilities to subordinates and additional authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about delegation of responsibility then to accomplish the organizational goals. Effective delegation can benefit the manager, the employee, and the organization. Perhaps the most important benefit for the company is a higher quality of work. Delegation can improve quality of work by allowing the employees who have direct knowledge of products and services to make decisions and complete tasks. Quality can also improve through enhanced employee  motivation. Employees may do a better job because they feel a personal  accountability  for the outcome, even though responsibility ultimately rests with the individual who made the delegation. Motivation  should also be enhanced as delegation enriches the worker’s job by expanding the types of tasks that are involved in it. Roebuck, Chris. (1998) Another advantage of delegation is efficient use of time and talent. Delegation will help a manager use her time and the time of her employees effectively, and it will allow a manager to get even more work done then they will alone. Delegation is a way of empowering employees as well, and this is a promising advantage. Giving responsibility and accountability to employees will give them an opportunity to showcase their skills and talents; it will also provide them with the opportunity to have pride in their work. Managers who delegate effectively also receive several personal benefits; most importantly, they have more time to do their own jobs when they assign tasks to others. Given the hectic nature of  managerial  work, time is a precious commodity. Effective delegation frees the manager to focus on  managerial  tasks such as planning and control. Managers also benefit from the development of  subordinates’ skills. With a more highly skilled workforce, they have more  flexibility  in making assignments and are more efficient decision makers. Managers who develop their workforce are also likely to have high personal power with their staff and to be highly valued by their organization. Straub, Joseph T. (1998) AC 1. 2 Explain how delegation can be used to empower others. Empowerment is the force that makes teamwork effective. An empowered team is significantly more productive than a group of individuals working under strict guidelines. As the people in workgroup become aware that leaders are willing to empower them, they are more committed to the tasks. Meyer, Paul J. (2007). Empowering team members through delegation involves transferring not only the responsibility for performing tasks, but also the authority, resources, rewards, and knowledge necessary to perform them. In some situations, standardization and inflexibility are essential. However, in giving assignments, recognize when teamwork and flexibility are the better approach. Empowering people requires a leader to become teacher, coach, colleague, and mentor, not just boss. Followers and peers in some cases even exceed leader’s abilities, ideas, and expectations. Successful delegation requires planning, careful introduction and training, commitment of all team members, and effective follow-up. Effective delegation always involves adequate communication. People accept responsibility and act when they know what you expect. Talk informally with a person before actually turning over responsibility. Non-threatening approach allows the person to express fears or enthusiasm about the idea of accepting delegated responsibility. Moving up to a higher level of delegation provides more time empowers the team member for increased productivity. Roebuck, Chris. (1998). In many ways, empowerment embodies principles effective managers and leaders have practiced for years. Two new driving forces in business, increased diversity and high-speed change, magnify the need for empowerment. Empowering people is now indispensable for effective personal productivity and maximum team success. AC 2. 1 Justify an appropriate process to follow when delegating work within your area of responsibility? When delegating work within one’s area of responsibility, following process can be tracked for appropriate process (UK’s NMC’s Council, 2007) – Treat people as individuals * Leader must treat people as individuals and respect their dignity. * Must not discriminate in any way. * Must treat people kindly and considerately. Must act as an advocate for those in one’s care, helping them to access relevant health and social care, information and support. Respect people’s confidentiality * Leader must respect people’s right to confidentiality. * Must ensure people are informed about how and why information is shared by those who will be providing their care. * Must disclose information if leader believe someone may be at risk of harm, in l ine with the law of the country in which leader is practicing. Collaborate with those in leader’s care * Leader must listen to the people in his/her care and respond to their concerns and preferences. Must support people in caring for themselves to improve and maintain their health. * Must recognise and respect the contribution that people make to their own care and wellbeing. * Must make arrangements to meet people’s language and communication needs. * Must share with people, in a way they can understand, the information they want or need to know about their health. Ensure gain consent * Leader must ensure that one’s gain consent before begin any treatment or care. * Must respect and support people’s rights to accept or decline treatment and care. Must uphold people’s rights to be fully involved in decisions about their care. * Must be aware of the legislation regarding mental capacity, ensuring that people who lack capacity remain at the center o f decision making and are fully safeguarded. * Must be able to demonstrate that you have acted in someone’s best interests if you have provided care in an emergency. Maintain clear professional boundaries * Leader must refuse any gifts, favours or hospitality that might be interpreted as an attempt to gain preferential treatment. Must not ask for or accept loans from anyone in your care or anyone close to them * Must establish and actively maintain clear sexual boundaries at all times with people in leader’s care, their families and cares. AC 2. 2 Allocate and monitor work that you have delegated within your own area of responsibility. To allocate and monitor work that one have delegated within his/her own area of responsibility following matters are required to be achieved (Barter M, Furmidge ML. UAP, 1994) and (BuerhausPI, Needleman J, Mattke S, Stewart M, 2002)- a) Outcomes Of Effective Performance One must be able to do the following: 1. Confirm the work required of the team with his/her manager and seek clarification, where necessary, on any outstanding points and issues. 2. Plan how the team will undertake its work, identifying any priorities or critical activities and making best use of the available resources. 3. Allocate work to team members on a fair basis taking account of their skills, knowledge and understanding, experience and workloads and the opportunity for development. 4. Brief team members on the work they have been allocated and the standard or level of expected performance. . Encourage team members to ask questions, make suggestions and seek clarification in relation to the work they have been allocated. 6. Check the progress and quality of the work of team members on a regular and fair basis against the standard or level of expected performance and provide prompt and constructive feedback 7. Support team members in identifying and dealing with problems and un foreseen events. 8. Motivate team members to complete the work they have been allocated and provide, where requested and where possible, any additional support and/or resources to help completion. . Recognize successful completion of significant pieces of work or work activities by team members and the overall team etc. b) Behaviors Which Underpin Effective Performance One must knowledge about the following: 1. make time available to support others. 2. clearly agree what is expected of others and hold them to account. 3. 3prioritise objectives and plan work to make best use of time and resources. 4. show integrity, fairness and consistency in decision-making. 5. seek to understand people’s needs and motivations. 6. take pride in delivering high quality work. 7. ake personal responsibility for making things happen. 8. encourage and support others to make the best use of their abilities etc. c) Knowledge and Understanding One needs to know and understand the following: i. Gener al knowledge and understanding 1. Different ways of communicating effectively with members of a team. 2. The importance of confirming/clarifying the work required of the team with your manager and how to do this effectively. 3. How to plan the work of a team, including how to identify any priorities or critical activities and the available resources. 4. How to identify and take due account of health and safety issues in the planning, allocation and checking of work. 5. Ways of encouraging team members to ask questions and/or seek clarification and make suggestions in relation to the work which they have been allocated. 6. Effective ways of regularly and fairly checking the progress and quality of the work of team members. 7. The type of problems and unforeseen events that may occur and how to support team members in dealing with them. 8. How to log information on the ongoing performance of team members and use this information for performance appraisal purposes etc. i) Industry/sector specific knowledge and understanding 1. Industry/sector specific legislation, regulations, guidelines, codes of practice relating to carrying out work. 2. Industry/sector requirements for the development or maintenance of knowledge, understanding and skills. iii) Context specific knowledge and understanding 1. The members, purpose and objectives of his /her team. 2. The work required of his/her team. 3. The available resources for undertaking the required work. 4. His/hers team’s plan for undertaking the required work. 5. The skills, knowledge and understanding, experience and workloads of team members. 6. Reporting lines in the organization and the limits of his/her authority. 7. Organizational standards or levels of expected performance. 8. Organizational policies and procedures for dealing with poor performance. AC 3. 1 Review how well you delegated the task, based on the outcomes of the delegated task and feedback from others. Here are 10 ways  for effective delegation and reviewing delegation based on the outcomes of the delegated task and feedback from others: 1. Delegate early. Make an effort to delegate the task early to avoid unnecessary pressure. This allows the  person to better plan the task. 2. Select the right person. Ensure that the person has the time to take on the responsibility. Assess the skills and capabilities of his/her staff  and assign the task to the most appropriate person. Make sure the person has the training and resources  to succeed. 3. Communicate the rationale and benefit. Identify  the reason for the task and how it will contribute to the goals of the company or department or team. Also, point out how the  delegated task could benefit the person. For example, develop a specific skill that is needed to get promoted. 4. Delegate the entire task to one person. This gives the person the responsibility, increases their motivation and avoids ambiguity in accountability. Otherwise, different people will have different ideas about who does what when. 5. Set clear goals and expectations. Be clear and specific on what is expected. Give information on what, why, when, who and where. Be prepared to accept input from subordinates. Confirm and verify task goals and expectations. 6. Delegate responsibility and authority. Ensure that the subordinate is given the relevant responsibility and authority to complete the task. Let the subordinate complete the task in the manner they choose, as long as the results are what you specified. Be willing to accept ideas from the subordinate on task fulfillment. 7. Provide support, guidance and  instructions. Point subordinates to the resources they may need to complete the task or project. That could be people they need to coordinate with,  crucial information or  be willing to be a resource his/herself. 8. Take personal interest in  the progress of delegated task. Request to be updated on the progress of the task, provide assistance when necessary. Be careful not to be intrusive; giving the perception that he/she does not trust the subordinate. Keep communication lines open, regular meetings on large tasks can provide this ongoing feedback. 9. If he/she is not satisfied with the progress, don’t take the project back immediately. Rather, continue to work with the employee and ensure they understand the project to be their responsibility. Give advice on ways to improve. This ensures accountability and dependability. 10. Evaluate and recognize performance. Evaluate results more than methods. Analyze cause of insufficient performance for improvements and recognize successes as soon as possible. AC 3. 2 Assess how you can improve your own ability to delegate and empower others. Here are some suggestions for improving one’s own ability to delegate and empower others (Credit Research Foundation, 1999): 1. Understand the purpose of delegating very clearly. 2. Decide specifically what one can delegate. Generally delegate as much of ones work as possible. 3. Recognize that subordinates will make mistakes. Make sure they understand what they are to do. Be willing to take blame for mistakes that may be made. 4. Clarify what he/she is delegating. Agree on what the task is and how much â€Å"power† he/she is delegating to them to perform a particular job. Also, let others know of the arrangements so that proper cooperation will be extended to get the job done. 5. Most important,  follow-up. Remember that although you have delegated responsibility and empowered others to get the job done, he/she still have the final accountability for the job. Ask his/her team for progress reports or discuss with them from time to time. Empowerment This newer strategy may in-fact be the culmination of all the points above. Simply put, empowerment is delegation taken a step farther. In delegation, the supervisor is not only accountable for the results, but also assumes some responsibility since in most cases the delegated tasks most often are the job of the supervisor. Empowerment is the total, unmistakable passing on of responsibility to a person or team to accomplish a job or perform a process. As coach or supervisor, one have to maintain accountability for the overall outcome or results of the process. Empowerment brings with it a challenge for the organization to provide state-of-the-art systems, education, tools and most importantly support to the team for maximum performance. Applying empowerment frequently shifts ownership of a function or process from a traditional supervisor to a group, and with that ownership transfer; pride, job satisfaction, motivation and creativity develop. References Barter M, Furmidge ML. UAP: issues relating to delegationand supervision. J Nurs Adm. April 1994;24:36-40 BuerhausPI, Needleman J, Mattke S, Stewart M. Strengthening hospital nursing. HealthAff. Credit Research Foundation, (1999), www. crfonline. com. Roebuck, Chris. (1998). Effective Delegation. New York: American Management Association. September-October 2002;21:56-64. Straub, Joseph T. (1998). The Agile Manager’s Guide to Delegating Work. Bristol, VT: Velocity Business Publishing. UK’s NMC’s Council (6 December 2007), Standards of conduct, performance and ethics for nurses and midwives for implementation. Yukl, G. (1998). Leadership in organizations (4th ed. ). Englewood Cliffs, NJ: Prentice–Hall. How to cite Delegation: Management and Work, Essay examples