Assisted Suicide A Right or a Wrong - Free Essay Example

Sample details Pages: 8 Words: 2427 Downloads: 9 Date added: 2019/06/24 Category Law Essay Level High school Tags: Assisted Suicide Essay Did you like this example? In recent years, there has been some controversy about doctor assisted suicide, the legalities and morality of letting a person choose to die, helping them to do so due to a physical inability to end their own lives. Many states have specifically outlawed this practice, with only a small fraction putting laws on the books that frees a doctor from criminal prosecution for ending a patientrs life upon their request. Although currently legal in just 6 states, California, Colorado, Hawaii, Oregon, Vermont and Washington Any other state would bring charges of various degrees against a medical professional for acting upon the wishes of a patient if that patient wanted to be medically terminated. Don’t waste time! Our writers will create an original "Assisted Suicide: A Right or a Wrong?" essay for you Create order The majority of states that have outlawed this is because of a multitude of reasons. Religious beliefs vary widely, but often, state suicide in any form is to be condemned. Professional codes of conduct, under the goal to always save a life if they are able, is an ethical belief that rings personally true to many in the medical field. Due to the conflicting beliefs, individual state has made it a point to put an end to the practice of assisting patients in seeking death. It is no unknown fact that death is an inevitable part of human life. Although the average lifespan of a human is seventy-nine years, there are unfortunate events that could shorten the average lifespan. Illnesses along with accident can come at any given time and most humans are not prepared for it. In some instances, these illnesses come with no cure, or way around it, leaving the patient to suffer in pain and agony during their last few moments of their lives. Is there no other way to have patients leave peacefully and on their own terms? Assisted suicide is one of, if not only, the other option some patients have available to them. Unfortunately for them, they do not always have the chance to choose that option. However, if that is their wish, why are there reasons to not allow them to do so? Who has the authority on what a person should do when it comes to terminating their illnesses and their reasons why? Euthanasia is defined as the administration of drugs with the explicit in tention of ending a patientrs life, at the patients explicit request. Physician assisted suicide definition is defines as the prescription or supply of drugs with the explicit intention of enabling a patient to end his or her own life. (Board of the Royal Dutch Medical Association. Vision on euthanasia. In: Euthanasia in the Netherlands [5th ed]. Utrecht: Royal Dutch Medical Association, 1996: 24-56.) Aims to make patients lives better, but to realize how beneficial it is, it is important to understand how this idea came about, how it is affecting current lives, and how it can be beneficial in the future. Physician assisted suicide should be legal. Individuals should be able to make the choice to end their life under medical care. Religious views should not determine how one decides to end their life, when under extreme circumstances. When it comes to mental health and the patient wanting the rights to death with dignity, there should be a team of medical professionals to review the request and make a plan to allow patients to opt out of living and make their own medical decisions for themselves. Such a team should include mental health specialists, that can assess the patient in the process of evaluation and a care plan, including something that acts as a living DNR, (do not resuscitate) in cases of terminal illness. There are several different theories and conceptual ideas that surround the morality and legality of assisted suicide. One such idea is that if someone is diagnosed with a terminal illness and given 3 -6 months to live and they are of mind to clearly make the decision to administer meds prescribed by a licensed physician to end their life, they should have the right to do so. The research, peer reviews and documentary along with statistics will be from the campus library online. The research will show why we should in fact respect their dying wish, be by their side and help them release the pain. Who has the right to judge? God? How is it fair for strangers to judge what a terminal patient and their families have decided to do with their own lives, bodies and mind? Im not saying just anyone should be able to go to a doctor, have access to a prescription and end their life for non-terminal health reasons or because they are having a bad time seeking a quick fix to end it in the moment . A question I have, is how much counseling, if any, do the individuals have to go through to ensure itrs a stable decision. Death can be beautiful, if done correctly by giving adequate time to plan with a thoughtful process. Assisted suicide can be a beautiful thing for the person thatrs making the decision and able to plan it all out and leave the world in peace. How lucky could one be to ease the pain, the burden and go out in peace? I will be looking into the states and other countries that have legalized it and see how many cases there are and how the process goes. Such as the requirements for being eligible, legalities, and how itrs administered. I also want to investigate the controversy with organized religion and why its they think itrs okay for their God to decide when itrs your time to go? Did God not already make that decision when the individual was diagnosed with a terminal disease and was told theyd have no quality of life? Let them decide when they have had enough an d allow them to die with dignity. Oregon was the first state to legalize physician-assisted suicide (Death with dignity act) in November 1994. Due to a lawsuit filed, the act did not go into effect for some time. In fact, the HR-4006 lethal drug abuse prevention act of 1998 was passed on Aug 4, and blocked Oregon from being able to perform assisted suicides. However, in 1998 Oregonrs health commission decided to include the physician assisted suicide on the prioritized list of services available. Other states soon followed. In 1996, the Supreme Court in Ohio ruled it was not a crime and advocates in Michigan, petitioned to put the legalization of the practice on the ballot. Many religious groups believe that God gives and takes life and the choice is not our own. (KRUG, PENNY. Where does physician-assisted suicide stand today? AORN Journal, Nov. 1998, p. 869. General OneFile, https://link.galegroup.com/apps/doc/A53268435/ITOF?u=mcc_pvsid=ITOFxid=1aa7aca2. Accessed 21 Oct. 2018). I do not understand why the state of Oregon is not able to make that decision, if the people vote for it then let them have it. If the proper steps that the state enforced are being followed, it should be acceptable. In Seattle, 1994, a group of physicians and advocacy groups successfully challenged the law banning assisted suicide. (Compassion in Dying v. Washington, 79 F.3d 790 (9th Cir 1996). Also, in May of 1996 the WSMA convened a 13-physician end of life task force to look further into how the process would look. When finished, they decided that you would have to follow practice guidelines, procedure requirements, monitoring and have more than one doctorrs approval. (Van der Maas PJ, van Delden JJ, Pijnenborg L, Looman CW. Euthanasia and other medical decisions concerning the end of life. Lancet 1991; 338:669-674, Miller FG, Quill TE, Brody H, Fletcher JC, Gostin LO, Meier DE. Regulating physician-assisted death. N Engl J Med 1994; 331:119-123, Baron CH, Bergstresser C, Brock DW, et al. A model state act to authorize and regulate physician-assisted suicide. Harvard J Legislat 1996; 33:1-34). (McGough, Peter, et al. Physician-assisted suicide: finding common ground. The Western Journal of Medicine, June 1997, p. 394+. Academic OneFile, https://link.galegroup.com/apps/doc/A19587370/AONE?u=mcc_pvsid=AONExid=60764a23. Accessed 21 Oct. 2018.) Mental illness is also spoken about and how one should not be able to make that decision if they have depression or other mental health related illness. When it comes down to it, why should a court or religion have the power to dictate personal decision? My argument is that if an individual is diagnosed with a disease that will, in fact, take their life at some point and cause unfathomable amounts of pain, weakness and depression, with no cure or quality of life please for the love of your God dont dam someone for wanting to let go. When one is diagnosed isnt that enough suffering? When youre not able to get up walk and enjoy life with your loved ones whatrs left of your life? I have never really been the religious type but respect others, I also didnt put much thought into this subject. Will our justice system keep listening and researching and become empathetic to the idea? If other countries and states have legalized it and? Letrs expand the debate and look at the current era and the crisis its facing. While reading an article on the letters and biography of early 20th century author Charlotte Perkins Gilman, who took her life on August 17, 1935 by inhaling a lethal dose of chloroform and passed peacefully after battling breast cancer for three years. She did leave a suicide note and it stated; When all usefulness is over, it is the simplest of human rights to choose a quick and easy death in place of a slow and horrible one (Living 333) Charlotte also kept a journal through her journey. She also studied western tradition of death and dying. Gilman believed that death with dignity is a human right and I would have to agree; our bodies are our own. Most times we can plan where we get buried, if we want to be cremated, where the services will be, all the way down to the flowers and people that will be attending. If we can make the decisions of what we do after we pass, then why cant we decide when and how we pass on our terms. Although her family was supportive, they were still saddened not only by her choice to end her own life but for the pain and suffering she will no longer endure. I was moved and inspired by her writings and the courage it took to make the decision in a time that it was not acceptable let alone talked about. It took me to a place of understanding and respect for the sick and dying. The healthy and strong ones rarely understand the pain and agony of a terminal illness which is understandable. (Knight, Denise D. The Dying of Charlotte Perkins Gilman. ATQ: 19th century American literature and culture, vol. 13, no. 2, 1999, p. 137. Academic OneFile, https://link.galegroup.com/apps/doc/A55266783/AONE?u=mcc_pvsid=AONExid=eb18956f. Accessed 21 Oct. 2018) Now I would like to touch base on Doctor Jack Kevorkian, who was also called The Doctor of Death. Some see him as a monster and some a hero, he admitted to assisting in 28 suicides from 1990-1996. Each patient had their own illness some not terminal nut debilitating, crippling and no real quality of life. The one thing they all shared was a sense of suffering that was so bad they ended their own lives. When it came to the patientrs relatives, they were not upset at Kevorkian for assisting their family members in suicide, he was seen as a hero to them for aiding in the peaceful, painless ending of their lives. Kevorkian charged no fees to assist and shunned the media only to explain his position. He did not let the courts detour him either in his own words I dare you to stop me. My feelings on Doctor Jack Kevorkian and his actions are supportive in many ways, h didnt just kill the patients, he assisted after being asked to end their suffering. (Roberts, John, and Carl Kjellstrand. Jac k Kevorkian: a medical hero. British Medical Journal, 8 June 1996, p. 1434. Academic OneFile, https://link.galegroup.com/apps/doc/A18423313/AONE?u=mcc_pvsid=AONExid=b4fafea4. Accessed 19 Nov. 2018). Personally, I do not see a problem with someone wanting to take their life while in an end of life phase of discomfort. It is impossible to imagine the pain they are in. I have experienced a similar situation myself where my mother was diagnosed with a terminal illness. When the disease decided it was done with her, it took on an aggressive state that gave very little time for planning. After watching what she went through in the stages of her death, I will never be able to get the images and details out of my head. Knowing that if she had the option to take her own life medically, she may have made that choice I would have given her my full and deserved support. Being consumed with pain and suffering is not how we should exit this world. Letrs embrace patients who are leaving this world and give them the dignity and respect they earned while living, despite what brought them to their last breaths. Works cited Compassion in Dying v. Washington, 79 F.3d 790 (9th Cir 1996) Knight, Denise D. The Dying of Charlotte Perkins Gilman. ATQ: 19th century American literature and culture, vol. 13, no. 2, 1999, p. 137. Academic OneFile, KRUG, PENNY. Where does physician-assisted suicide stand today? AORN Journal, Nov. Onwuteaka-Philipsen, Bregje D, and Gerrit van der Wal. A protocol for consultation of another physician in cases of euthanasia and assisted suicide. Journal of Medical Ethics, Oct. 2001, p. 331. General OneFile, https://link.galegroup.com/apps/doc/A79396280/ITOF?u=mcc_pvsid=ITOFxid=46269df9. Accessed 19 Nov. 2018. Roberts, John, and Carl Kjellstrand. Jack Kevorkian: a medical hero. British Medical Journal, 8 June 1996, p. 1434. Academic OneFile, https://link.galegroup.com/apps/doc/A18423313/AONE?u=mcc_pvsid=AONExid=b4fafea4. Accessed 19 Nov. 2018. Van der Maas PJ, van Delden JJ, Pijnenborg L, Looman CW. Euthanasia and other medical decisions concerning the end of life. Lancet 1991; 338:669-674, Miller FG, Quill TE, Brody H, Fletcher JC, Gostin LO, Meier DE. Regulating physician-assisted death. N Engl J Med 1994; 331:119-123, Baron CH, Bergstresser C, Brock DW, et al. A model state act to authorize and regulate physician-assisted suicide. Harvard J Legislat 1996; 33:1-34). (McGough, Peter, et al. Physician-assisted suicide: finding common ground. The Western Journal of Medicine, June 1997, p. 394+. Academic OneFile, https://link.galegroup.com/apps/doc/A19587370/AONE?u=mcc_pvsid=AONExid=60 764a23. Accessed 21 Oct. 2018.)

Descriptive Essay - Original Writing - 1067 Words

C:UsersAlexMusic Journal (hidden folder)Excerpt3.mp3 †¦. Well things did not go as expected. Lily’s murderer got away before I can even put a scratch in him. Agh! I was going to make him suffer and then he decides to up and leave on me! *sigh* I might as well leave my twin with a boon for his troubles. I don’t like this though. I want someone to pay. I want to avenge Lily but my only chance slipped from my hands. Now Lily is dead. Her killer on the loose. As†¦.As much as I want to, I don’t think I have the time and energy to go after him. It might be just as my twin said, â€Å"When you go to a new domain, you can lie about your past† rewriting history. His real name might not even be Bersi for all I know. *thump as Alex rests her head on the desk* And with my current condition, I can’t do much of anything in terms of tracking him down. I can ask my twin to do it but it will most likely take him long, and that’s just for information. If he gets info that is. 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Absenteeism And Organizational Productivity-Myassignmenthelp.Com

Questions: Is There Any Relation Between Lesser Compensations To The Employees And The Workplace Strikes? Is There Any Negative Impact Of High Workload Upon Employee Absenteeism In The Organization? Do Management And ER Issues Such As Workplace Bullying And Discrimination Affect The Employee Turnover Arte And Organizational Productivity? Answers: Introduction There is a continuous rise in the management issues faced by the organisational managers in context with the employee relations and their impact on employee turnover, absenteeism and organisational productivity. And there are expectations that there will be continuing rise of such issues because of numerous changes in the managerial practices. Therefore, it is the correct time for the HR professionals as well as the organisational managers to play a vital role in dealing with such issues and challenges of management by developing a research program and action plan. To manage the employee relation issues and other management issues related to the human resource department, it is essential that the managers must accommodate the employees in the virtual workplaces and also to introduce improved ways of managing the corporate culture and employee orientation (Armstrong and Taylor, 2014). The paper will highlight and study of the management issue in context with the human resource functio n of the big retail giant of Australia, named Woolworths Supermarkets. The management issues identified in the report will be linked and evaluated on the basis of the theoretical facts and models. Based upon the analysis, there will be identification of the few effective alternatives and recommendations which can for resolving the existing management issues or problems in the company. Overview of the Organisation The present study has been conducted in respect with the Australias one of the retail giants named Woolworths Supermarkets. Since past ninety two years, the company is operating its business functions across the globe. From the overall perspective, the management strategies and approaches of the organisation are quite impressive and reliable but at some of the aspects in terms of human resource function; it lacks and faces certain management issues. The key business operations of Woolworths comprises of the retailing and manufacturing function across the regions of New Zealand and Australia. There are almost 111,000 employees of the company who help the organisation to expand globally and recognized as a well-known and global brand in the retail sector (Woolworths Limited, 2017). Research Program The research program can be initiated by considering a series of plans for the company. Before implementing changes and improvements, it is essential that there is an effective research of the issues that are prevailing in the organisation. Following will be steps of the research program: Step 1: Define the objective of the research program Step 2: Establishing the benefits and drawbacks of the program Step 3: Developing the data in context with the impact of research program Step 4: Mapping the reasons behind the occurrence of issues and performing analysis Step 6: Identifying improvement strategise and solutions to the problem Step 7: Identifying ways to have increased involvement of the employees Step 8: Implementing strategies and recommendations (Carter, Murray and Gray, 2011) Current management Issue The manufacturing units and sites, there has been analysed several issues such as unrest and strikes by the employees because of the management issue regarding the inappropriate wages offered to the employees such as issues related to unpaid bonus scheme and lesser amount of wages in respect with the work done. Managing such violence and issues became a crucial management challenge for the organisational managers and the HR professionals of the company. Pressure to have a fair workings system became a common challenge for most of the retail organisations of the country (Ahsan, 2013). The organisational managers were found to be failing to meet the demands of eth employees and managing such employee related issue and the management for Woolworths tend to face a serious of associated consequences because of the issue. Due to the threat of competition and pressure from the consumers side, the key emphasis of these firms are on the total quality management and innovation and thus there i s less focus upon the management issues related to employee relations (Bridge, 2011). It is also analysed that the management issue of employee relations, there were found the high work pressure and over lead work has resulted in increased employee absenteeism at the organisation which is becoming an issue for the management to resolve at an immediate stage. There are worldwide practices regarding enhanced and improved workplace flexibility and work life balance of the employee and still if the organisation is pressurizing the workers by increased workload, there are certain issues atht arises and disturb the human resource management of the company (Smith, Heley and Stafford, 2011). The increased amount of unrest working has resulted in extended degree of absenteeism at the manufacturing unit of Woolworths as well as there also taken place lack of transparency and security issues that has resulted in workers strikes. And thus managing the absenteeism of the employees occurred as a big challenge for the organisation to manage effectively. The employee related management issue of Woolworths also comprises of one more challenges i.e. workplace bullying and employee discrimination (McKenzie, 2010). The overall management issue was because of the discrimination factor also as at the workplace, the women employees were not given an equal opportunity to develop and have rewards and recognition in comparison with eth other male employees. This occurred as one of the key management issues as there was a sudden decrease in the number of female employees at the workplace which results in challenge for the organisation against the rights of the women and women employment po licy (Lee, 2004). Some of the analysis found workplace bullying as the key reason for the deteriorate relation between the employees and the management that turned in increased rate of employee turnover. Thus, from the overall perspective, the management issue of employee relations sounds to be very challenging for the growth and profits of the company (Chavan, 2009). Analyse the findings The issues of unpaid bonuses and lesser wages have resulted in extreme management issue at the organisation in terms of employee relations as the Woolworths Supermarket has resulted for a strike from the employees. This management issue can be analysed and understood by the Unitary Theory of Industrial Relationship as the theory offered a loyal structure and a unified authority to the organisational management for effectively managing the adverse organisational situation and management issues (Tapia, Ibsen and Kochan, 2015). According to the aspects and view point of the unitary theory, all the organisational participants are place together as a team and are emphasized to work on the accomplishment of the shared goals, common objectives and shared values. Therefore, the unitary theory has its primary focus to maintain high level of industrial peace by resolving the conflicts and making all individuals work for a common goal (Burchill, et al., 2013). Another element of the management issue of employee relations at Woolworths is the higher degree of absenteeism and employee unrest which deteriorates the employee relations in more severe sense. The management issues of lack of transparency in context with the organisational commitment, security related issues, issues in relation to poor work-life balance and work-life balance of the employees can be explained and analyse with the System Theory of Industrial Relation Theory (Abbott, 2006). As per this theory, every company is required to develop and establish its system approach for influencing the functional as well as structural sociology of the industrial relation. Thus, according the aspects of the System Theory, the Woolworths is required to establish some systematic explanation and rule making-governing business operations for balancing the social system and work-life balance of the employees by framing a distinct industrial relationship system. The management issue of employee relations and aspects such as employee discrimination is the key factor behind disturbing the workplace culture of the Woolworths. The analysis and understanding of the management issue can be potentially done through Conflict Theory of Industrial Relations (Witt and Redding, 2013). As per this theory, there are diverse set of aspirations and values of the employees that potentially creates a conflict with the managerial decisions. As per the approach of conflict theory, there is resolutio n of the management issues and conflicts by collective bargaining and agreement. Therefore, Woolworths is required to effectively follow the conflict theory in order to resolve the management issue of employee relations so that the employees can be influenced and there can be effective participation of the workforce in decision making (Croucher and Morrison, 2012). Alternatives and recommendations to improve the performance of the organisation Analysing and considering the management issues of Woolworths, it has been analysed that the organisation is required to employ correct negotiation techniques for managing the actions of the organisational employees as well as to resolve the management issue of employee relations. to increase the production, the company used to make the workers work for additional hours as well as to save the costs, there has been provided lesser wages to the employees which has resulted in numerous issues. Thus, to manage the issue, the organisation must be implementation of work hour planning as well as pay scale increment so that the grievances of the employees can be reduced regarding the organisational management and as a result there can be increase productivity of the organisation (Alfes, et al., 2013). Another recommendation is that there must be effective job redesigning for both the casual as well as the full time employees so that their demands can be considered as well as it will help in enhancing the motivation of the employees towards the attainment of the organisational goals. It will also help in upsurge the level of employee retention, enhancing the work-life balance and reducing the employee unrest level which will ultimately improve the employee relations and management issue can be resolved (Armstrong and Taylor, 2014). Overall, to manage the issue, there must be implementation of collective and distributive bargaining for improving the effectiveness of the negotiation of the complete process of industrial relationship. Since Woolworths is experiencing extensive employee relations issues, there could be done worker union engagement as it will be a potential strategy for managing the issue. An effective and proper evaluation and mapping of the implementation of the change strategy can support the organisational management in overcome the issues (Fruhen, Watkins and Jones, 2015). t is also recommended that all the changes in the policies of human resource management comprising of the compensation as well as the other activities in context with the jobs must be adequately communicated to the workforce prior to any kind of implementation in the organisation. Therefore, to overcome the management issue and improve the relations with the employees, the company is finally required to identify and evaluate the causes of deteriorate employee relationship with management and must implement the best possible practices that can help the organisation to overcome the same (Newman, 2014). Conclusion The primary statement of the paper highlights the current management issue of Woolworths. At the time of undertaking the research, the management issue highlighted was the unhealthy employment relations at the workplace of the organisation that comprises of the upsurge degree of employee absenteeism, workplace strikes, employee unrest, and bullying, lesser compensation and employee discrimination. It is analysed and concluded from the vast literature that the companies indulge in unethical practices such as unpaid bonuses to the employees, offering squat wages to the workforce, etc, because of the reason that they tend to increase their profit margin and revenues by deducting the cost of labour. And thus it results in strikes and payout issues in the management and there is a much need to develop a balance between both the employees as well as the management to avoid such management issues at the workplace. For effective and critical analysis the theory of Industrial Relationship suc h as System Theory, Conflict theory and Unitary Theory has been used which concludes that the issues can be resolved with successful implementation of such theories. Furthermore, the recommendations will help the company to regain its trust and have improve employee relations which can ultimately resolve the management issue. References Abbott, K. (2006). 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