My Favorite Heroes Come From Ancient Greece And Rome

There are many heroes throughout history that are above average for what they do either for someone or for their attributes that help them have courage on the battle field. Some of my favorite heroes come from ancient Greece and Rome. The reason these types of heroes are my favorite is because not only do they show courage on the battlefield, but they also are good negotiators so that they can save lives from going to Elysium where they tend to live a happy and joyful life for those who were blessed by the gods and were heroic. There are four heroes that I am going to talk about in this paper. They range from Beowulf, which is Old Danish folklore to Achilles, which symbolizes an old Greek myth about being unstoppable in power. Then I†¦show more content†¦Another way Beowulf is a hero is when Grendal’s Mother kills Eschere and Beowulf goes and avenges the death of the kings prized fighter. Beowulf did many amazing things in his life that made him a hero. Not just in battle, but also with the citizens in the kingdom where he reigned. Those acts were consisting of slaying Grendal and his mother. As well as slaying a dragon that was terrorizing his kingdom even after it leaves him mortally wounded. His acts to the citizens included helping another king when the time came as well as when Beowulf protected his people from the dragon. There is another hero that is part of society that shows courage and bravery in many forms that are required for a hero. The next person I am talking about is Achilles. Now Achilles belongs to another part of the old world, I am talking about Ancient Greece. Achilles did many amazing things that named him one of the greatest mystical heroes for ancient Greece. The story of Achilles starts when he was supposedly born in the 1st century AD. The legend goes that Achilles was a half-blood, which back in those times meant half human and half god. It was said that when Achilles was a baby, he was dipped in the River Styx to try to make him immortal, but there is a disadvantage, you had to be connected on to your life line which is on a single part of your body. This part keeps you connected to the mortal world while the rest of your body wasted away. There are many characteristics that Achilles

Cyber Security Essay - 648 Words

Checkpoint: Cyber Security Paper The Merriam-Webster’s Dictionary defines cyber security measures taken to protect a computer or computer system (as on the Internet) against unauthorized access or attack Most people think that hackers are just people that want to mess up your computer, but real hackers break into systems because they want to see what they can do, then they might leave a message on the victims computer, but that’s it. So, the computer security people protect from those other hackers that want to mess up peoples computers. The means we take can as individual to protect ourselves in the cyber world is be anyomous on websites, don’t post your personal information ,have virus protection install on your computer, get spy†¦show more content†¦For example, if you go to your bank account website to check your account, I would delete the link to make sure that no one could access my information. In James case, he found someone else information and passwords. To his advantage, he could have forgotten that information and had access to someone account and gotten into their favorite websites with the passwords stolen their identify or something. The most important thing is do is to make sure you are getting rid of those cookies on you computer. Preventing Cookies from being stored to your hard drive is the first step to safeguarding your anonymity of the web. Cookies are small text files that your browser exchanges with a Web server. The invisible secret agents record information such as your password for a registered site. But because cookies may track your activities on the Web in ways that violate your privacy, you should control the information they share. In conclusion we say, when dealing with computers, security and privacy are together. Information stored on your own computer is not protected, unless you already taken steps to protect your data, anyone can read all files on your computer. Unlike E-mail messages you send are often stored in a Sent mail folder, they are vulnerable to compromise by anyone who accesses your hard disk. References: Cyber security. (2008). In Merriam-Webster Online Dictionary. Retrieved October 23, 2008,Show MoreRelatedCyber Security : Security And Security1880 Words   |  8 PagesCYBER SECURITY: Cyber Security also called computer security and IT security, is the assurance of data from theft or any harm to the gadget, the product and information stored on hardware. It incorporates controlling physical access to the equipment and additionally ensuring against code or data injection or via network access. The field is of developing significance because of the expanding dependence of PC frameworks in most societies. Computer frameworks now incorporate a wide assortment of keenRead MoreCyber Security And Cyber Attacks1503 Words   |  7 Pageshave could negatively impact organizations information security. A vast majority of organizations rely on computers and the internet to store its data. Cyber attacks can take place in a variety of industries that might the general population does not realize such as cellular communication services, airplane navigation systems, and medical record security. All of these organizations are in highly diverse industries but need to be aware of cyber threats that could affect their specific industry. TheRead MoreCyber Security And Cyber Attacks Essay1246 Words   |  5 PagesIntroduction: Cyber security is a major concern for every department, business, and citizen of the United States because technology impacts every aspect of our daily lives. The more we use technology the more complacent, we get with the information that is stored within our cyber networks. The more complacent, we get, the more vulnerable we become to cyber-attacks because we fail to update the mechanisms that safeguard our information. Breaches to security networks are detrimental to personal,Read MoreCyber Security And The Cyber Threat763 Words   |  4 Pagesdeal with the impact of the cyber-threat. With this in mine, security awareness training is economical and obvious choice for organization of all sizes. Many companies invest heavily in cyber security education programs for all employees to learn how to protect their computers and personal information and how to be aware of the cyber criminals that sour the Web in search of targets and vulnerabilities. For the most part the training should include educating users on security concepts such as be conversantRead MoreCyber Security And Cyber Threats Essay1510 Words   |  7 Pageshas been confronting issues of cyber-attacks to such an extent that majority of the patients feel every moment that they are at great risk and thus their treatment processes suffer a lot.(Hacking Healthcare IT in 2016) The small sized clinics do not have many resources to enhance their information security systems. Even the large sized enterprises are vulnerable to the cyber threats. The White House had declared that it would increase opportunities to tackle the cyber threats in every sphere, but theRead MoreSecurity Plan For Cyber Security1496 Words   |  6 Pagesproportions being allocated to relevant cyber defence mediums which have been ongoing since 2007. Table 2.2 illustrates Estonian cyber defence strategies 2007 – 2010. Cyber Security Strategy Date Implemented Action Plan to Fight Cyber Attacks July 2007 Revised Implementation Plan 2007 – 2008 of the Estonian Information Society Strategy 2013 September 2007 Cyber Security Strategy May 2008 Cooperative Cyber Defense Center of Excellence 2008 Cyber Security Council May 2009 Emergency Act June 2009Read MoreCyber Security and Cyber Weapons3827 Words   |  16 Pagescommunicate  by  sending  text  files  to  each  other.  Soon  however  the  internet  became  a  public  place  to store  and  access  information.  As  more  and  more  personal  and  classified  information  gets  stored,  it  is only  natural  that  people  try  to  find  a  way  to  steal  information  for  their  own  benefits.  Cyber  skirmishes are  right  now  being  fought  online  to  get  more  information.  Ã‚  Bruce  Berkowitz  said:  Ã¢â‚¬Å"The  ability  to collect,  communicate,  process,  and  protect  information  is  the  most  important  factor  defining  military power.†Ã‚  Berkowitz  argues  that  weaRead MoreThe State Of Cyber Security1389 Words   |  6 PagesThe state of Cyber Security in 2016 is a grim one, every day on the news we hear about another bank or online service getting hacked and consumer information being sold on the darknet, an â€Å"invisible† part of the internet where hackers and criminals sell personal information among other items, or a presidential candidates emails being released. Being a part of the IT community, I am more aware of all these occurrences than the average person who just uses the internet for checking email and seeingRead MoreCyber Security3559 Words   |  15 PagesCYBER SECURITY INTRODUCTION It is also known as â€Å"Computer Security or IT security†. It is applied to the security of computer, computer network and the data stored and transmitted over them. Today the computer system are used in wide variety of â€Å"smart devices, including Smartphone’s,   televisions  and tiny devices as part of the  Internet of Things, and networks include not only the  Internet  and private data networks, but also  Bluetooth,  Wi-Fi  and other  networks. Computer security covers all theRead MoreCyber Security And Security Of The Users1520 Words   |  7 Pagesinfotainment [1]. When these kinds of services are introduced, they also bring in the vulnerabilities associated with them, resulting in increased number of security threats and attacks. Hence, it is very important to ensure that these services do not compromise the safety and security of the users [2]. This paper aims to provide a brief overview of cyber security in vehicular networks by analyzin g its vulnerabilities, challenges and solutions. I. Introduction Vehicular networks consist of in-vehicle networks

Personality and Job Performance Purposeful Work Behaviour

Question: Describe about the Personality and Job Performance for Purposeful Work Behaviour. Answer: Introduction This paper is based on a research aiming at determining the relationship between job performance and personality. The topic of the relationship between job performance and personality is the most studied subject by the Organizational behavior students and industrial psychologists (Barrick Mount 2013, p. 136). Job performance is defined by Barrick and Mount (2013) as a construct which is multi-dimensional. It indicates how best employees perform their duties and the initiative they take that results to how the resourcefulness they portray in solving problems. Furthermore, it also shows how the employees utilize the available resources and the energy and time that they spend on their tasks (Barros et.al 2014, p. 440). What affects the job performance can be affected by some situational factors that include the organization, features of the job, and the co-workers. Therefore, job performance is mainly influenced by the need for change, amplitude, effective temperate, self-regard, and the interaction between the named constructs. In regards to this fact, most psychologists have over time questioned the credibility of the importance of personality with regards to prediction of job performance. However, going by the illustration by Hassan et.al (2016), most of the research on matters of personality and job performance has yielded evidence that relates the two with personality being a useful tool in measuring any job-related criteria. In an attempt to discuss more on the topic, we look at the relationship between job performance and personality from the traits point of view, also regarded as the five personality dimensions. Before studying the concepts under the big five personality dimension, it is relevant to understand that the relevance of the dimensions differs by culture. The dimensions include conscientiousness, Extraversion, Agreeableness, Neuroticism, and Openness to experience. Neuroticism. This is a personality dimension that is normal. Neuroticism indicates the universal tendency to experience negative effects like anger, sadness, embarrassment, guilt, disgust, and fear. The individuals having high score in this category may be subjected to higher risks of psychiatric problems. According to Brown and Sitzmann (2011), a higher Neuroticism score implies that the person is prone to experiencing unreasonable ideas and poor coping with stress. More so, the individuals in this category can be said to be having difficulties in controlling impulses too. However, the individuals who experience low score of Neuroticism have higher emotional stability. It is, therefore, evident that Neuroticism is an ideal predictor of performance in various occupations. Going by their assertion, emotional stability is regarded as the second most among the important characteristics that are known to affect the employment of a candidate. It was noted further that Neuroticism is inversely proportional to the job performance. Nevertheless, Chan (2014) predicts that Neuroticism only predicts the job performance in specific circumstances. Extraversion. Talkativeness, assertiveness, and sociability all fall under Extraversion. It is within this dimension that we find the terms "extroverts" and introverts." Extraverts tend to be more optimistic and energetic whereas introverts are a bit reserved, independent, and even-paced. Furthermore, Dala and Crede (2013) insists that positive experiences and feelings characterize Extraversion, hence seen as a positive effect. Most research points at Extraversion as an ideal predictor of job performance that are characterized by social interactions like managers and sales personnel. Lloyd (2016) also found out that Extraversion affects the job performance of a police officer basing his arguments on the existence of a higher level of interaction in the police service. Openness to Experience. Openness to Experience comprises of the attentiveness to the inner feelings, active imagination, and preference for variety, aesthetic sensitivity, independence of judgment, and the intellectual curiosity. The individuals that score low on the openness are always a bit of conventional in both the behavior and also conservative in the outside look. On the other hand, the individuals with higher scores in this category are somehow muted with preparedness to question authority and also ready to entertain political and social ideas as well as entertaining new ethical ideas. A recent research ascertains that Openness to Experience is one of the best dimension applicable in matters dealing with consultations. The findings had it that most successful employees had a low score on the Openness to Experience. However, Natoli (2003) contradicts the same and states that it is not one of the best or invalid predictor of job performance. This is explainable by considering after establishing that different jobs have different requirements, hence not standard. Agreeableness. In simpler term, this concept refers to an individual who is fundamentally altruistic who does not only sympathize, but also eager to help others in given situations. On the other hand, a disagreeable are rather skeptical of other people's intentions. Agreeableness is an important predictor of an individual's performance. It is further clear that agreeable is the master when it comes to predicting the job performance. Having said that, it is a debatable source of success in occupations that involves teamwork and customer service. Conscientiousness. Shaffer and Postlethwaite (2013) explains conscientiousness to be the self-control achievable and useful in planning, determined, and strong-willed. On the other hand, a higher conscientiousness workers would develop annoying fastidiousness, workaholic behavior, or compulsive neatness. Again, the low scoring individuals in this category may have the morals, yes, but might fail to apply them appropriately. According Zigarmi et.al (2016), the relationship between job performance and Conscientiousness is attributable to the relationship between integrity and Conscientiousness (Hassan et.al 2016, p. 12). Furthermore, goal setting and autonomy influences the relationship between conscientiousness. Discussion Most people believe that the personality factors plays a very crucial part in job performance. However, the psychologists have a different literature that regards the issue of personality factors as equivocal. Therefore, Dala and Crede (2013) concluded that the ground for optimism with reference to the implementation of personality tests in predicting the performance of the employees. It is believed that the workers who lean most towards Extraversion and are vulnerable to have irrational ideas are poor in coping up with stressful conditions. Such individuals are known to be less creative compared to the emotionally stable. Therefore, given that the extraversion is associated with creativity and performance, it tends to experience utmost positive affect in employees. The conical analysis is a confirmation that the Openness to Experience is correlated to the performance and creativity. With regards to this, the employees who tend to be open to experiences shows attentiveness to feelings, aesthetic sensitivity, and active imagination. As a result, such employees always attract higher ratings on their performance and creativity at the workplace. Similarly, Conscientiousness is also associated with creativity and task performance. As confirmed by Lloyd (2016), the conscientious employees are better than the less conscientious in performing the duties at the workplace. Furthermore, the management performance is confirmed to be related to the emotional stability and openness to experience. However, some limitations still crop up whenever the topic on job performance and personality is discussed. To begin with, the latest research that was conducted on the same lack the predictive validity design. This results to the fleeing of most of the poor performers who cannot cope with the system at the place of work. Therefore, it is advisable to establish the most accurate direction of the. Limitations, Contributions, and Future Research In order to establish the facts, the topic requires a direct engagement with the subjects, who tend to be employees of a given organization. On the same note, it is clear that whenever a research is performed, the point of exhaustion of the list of traits that can moderate the personality. Also, it might become a tasking operation in determining all other cues. As stated by Brown and Sitzmann (2011), most researchers tend to focus mostly on the job-based or task-based cues such as human resource systems or social factors. Therefore, to enhance future research, there is a need for studying the variables as the situational moderators. Secondly, most models used in the research tends to ground in the degree at which the personality traits expresses themselves in the job performance. Therefore, the possibility in the case for which the personality expresses itself in behavior is omitted. According to Eggerth (2015), there is a necessity of ensuring that more appropriate approaches are developed for future research. The improvisation should aim at researching on how situations activate or impede the expression of the traits and how the traits get manifested in specific job behaviors that lead to performance. Besides, some cases tend to be irregular for instance in a case where an extravert feels like or behave like an extravert, or feel more motivated to produce the assertion behaviors. The third related issue is the measurement consideration. This aspect is mainly dependent on the intimately situational differences. This difference revolves around the organization, occupation, and the nature of the work. Looking at this, a typical example is a case whereby an accountant would prefer to work as an accountant in a keratin organization or place but not at another organization. This means that motivations and ability of each employee determine the job performance of each employee. Furthermore, at times idiosyncrasies develops making every other person argue that situational approach is the best. Another possible explanation that brings out the lack of pure relationship between the the task performance and dimensions of personality is the ineffective well-defined correlation between the two. It is, therefore, true to state that the personality dimensions influences the job performance in places where there is high autonomy (Lloyd 2016, p. 8). However, most studies have various limitations, to begin with, most research lacks the validity design which later affects the magnitude of the correlation coefficients that are obtainable. The most experienced disadvantage of the design is that most research is conducted amidst resignation of poor performers hence leading to wrong results. For that reason, most of the research designs fail to meet the criteria for determining the direction of the relationship obtained. Having done research on the interrelationship between the job performance and personality of a high school Principal, the result showed there is a direct relation between his traits and job performance. Looking at the principals personality character traits (introversion/extroversion) and the performance aspect (educational, managerial, professional, and administrative, it is true to say that there is a correlation. It comes out true to the assertion by Glavin (2015) that a performance of extroverted employees or top managers is better than for the introverted fellows. In considering the multiple regressions obtained about the personality characteristics and the employees performance score, the results shows variation. The central question that needs a lot of understanding is the relationship between an introverted principal and extroverted principal considering their various administrative and managerial procedures. The study has investigated the correlation between the five personality traits and the job performance based on the role of multidimensional organizational commitment. The theoretical model which was developed and the personality to commitment and performance shows that the consequence of organizational commitment is inevitable (Wei 2016, p. 872). The argument, therefore, stands that the commitment of an organization plays a vital part to determine the performance- personality relationship. Having said that, affective commitment also has a mediating part in determining the correlation between job performance and extraversion. Similarly, affective commitment can also resolve the relationship between job performance and neuroticism. Personality and job performance Going by the large-scale research data obtained from thousands of employees on the relationship between job performance and personality, Seddigh et.al (2016) argues that certain personality traits are relevant and significantly predict job performance. With this assumption, the possibility to support the use of personality in some employee selection in given job categories. The following are some of the specified job categories where a selection of employees can be based on specific personal traits. Sales Considering the sales position, conscientiousness is one of the best traits necessary in predicting the future performance. Apart from conscientiousness, extraversion as a trait comes second and is also necessary. With that, it follows that an employee with conscientiousness and extraversion traits makes the best sales person (Eggerth 2015, p. 458). Customer Service Given that the employee in this sector mingles with a lot of individuals from different diversities and background, it requires that the employees have multiple traits. In this category, conscientiousness again is the first character necessary in predicting the expected performance by the employee. Besides, Agreeableness and Openness to experience are also of great necessity when it comes to customer service job. According to Eggerth (2015), the call center employees productivity depends on their emotional stability, conscientiousness, and agreeableness which are all significant in improving. However, it creates an unusual mix that implies the complexity pattern of personality-based jobs that are rather demanding and complicated depending on the interpersonal interactions. Wei (2016) shows another hierarchy on the same giving conscientiousness as the strongest predictor followed by emotional stability, which according to him, is less significant. Whether skilled or semi-skilled, it is evident that at some given time, ones personality would determine how he/she performs his/her duties. Professional With regards to professional occupations, each profession has a different mix of personal traits that predicts the performance. However, conscientiousness is common to any profession of all the big five traits. Conscientiousness is the mother of all the personal traits that significantly predicts performance (Eggerth 2015, p. 458). Leadership Leadership begins from somewhere and is seen in two ways. The first leadership deals with how a regular employee emerges as a leader, and the second phase is how they perform once they get to the managerial post. Leadership emergence is strongly associated with the conscientiousness and extraversion. On the same note, leadership effectiveness, and good managerial performance are also dependent on the conscientiousness and extraversion. The personal traits, therefore, makes an employee to get noticed as a potential leader but become less important once one clinch to the leadership position (Brown and Sitzmann 2011, p. 470). This is factual given that leadership roles are complex and different set of skills and personality traits are only effective to specific leadership. Personality vs. other predictors Whenever an organization gets overenthusiastic on the possibility of populating their staff with certain personalities, they tend to forget that personality only represents a segment of a wider picture. Besides, in each organization, the process of identifying the best predictors requires a vigorous job performance analysis. Therefore, it is important to note that each trait may be less or more important in different contexts. Recommendations Going by the findings of the various researches concerning personality and job performance, organizations have to do something extra in establishing the connection. It is necessary for the relevant bodies to envisage the personality of the employees while predicting managerial performance and creativity. However, conducting more research is necessary before using the results to predict job performance since they might not have been achieved in a particular context. On the same note, a broader sampling is needful when it comes to establish the relationship between personality dimensions and job performance. Furthermore, the affects of language and cultural differences on the relationship between dimension and job performance need to be considered in the study. Conclusion Of all the predictors, conscientiousness is above any other regarding performance prediction across all job types. Second in the hierarchy, after conscientiousness is emotional stability. However, depending on the type of job, additional traits might become necessary. For instance, the jobs that have a stronger interpersonal component such as managerial and customer service would require agreeableness and openness at higher levels in predicting the possible outcome of the performance. However, new researches are underway in determining the possibility and how to combine the specific traits for each of the big-five for more efficiency in predicting job performances. List of references Barros, E, Kausel, E, Cuadra, F, Daz, D 2014, 'Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations', International Journal Of Selection Assessment, 22, 4, pp. 432-438, Academic Search Premier, EBSCOhost, viewed 14 September 2016. Brown, K, Sitzmann, T 2011, 'Training and employee development for improved performance', APA handbook of industrial and organizational psychology, Vol 2: Selecting and developing members for the organization pp. 469-503 Washington, DC, US: American Psychological Association PsycBOOKS, EBSCOhost, viewed 14 September 2016. BARRICK, M, MOUNT, M, LI, N 2013, 'THE THEORY OF PURPOSEFUL WORK BEHAVIOR: THE ROLE OF PERSONALITY, HIGHER-ORDER GOALS, AND JOB CHARACTERISTICS', Academy Of Management Review, 38, 1, pp. 132-153, Business Source Premier, EBSCOhost, viewed 14 September 2016. Chan, D 2014, 'Advances in modeling dimensionality and dynamics of job performance', The nature of work: Advances in psychological theory, methods, and practice pp. 211-228 Washington, DC, US: American Psychological Association PsycBOOKS, EBSCOhost, viewed 14 September 2016. Dalal, R, Cred, M 2013, 'Job satisfaction and other job attitudes', APA handbook of testing and assessment in psychology, Vol. 1: Test theory and testing and assessment in industrial and organizational psychology pp. 675-691 Washington, DC, US: American Psychological Association PsycBOOKS, EBSCOhost, viewed 14 September 2016. Eggerth, DE 2015, 'Job satisfaction, job performance, and success', APA handbook of career intervention, Volume 2: Applications pp. 453-463 Washington, DC, US: American Psychological Association PsycBOOKS, EBSCOhost, viewed 14 September 2016. Fuller Jr., J, Kester, K, Cox, S 2010, 'Proactive Personality and Job Performance: Exploring Job Autonomy as a Moderator', Journal Of Managerial Issues, 22, 1, pp. 35-51, Business Source Premier, EBSCOhost, viewed 14 September 2016. Glavin, K 2015, 'Measuring and assessing career maturity and adaptability', APA handbook of career intervention, Volume 2: Applications pp. 183-192 Washington, DC, US: American Psychological Association PsycBOOKS, EBSCOhost, viewed 14 September 2016. Hassan, S, Akhtar, N, YÄÂ ±lmaz, A 2016, 'Impact of the Conscientiousness as Personality Trait on both Job and Organizational Performance', Journal Of Managerial Sciences, 10, 1, pp. 1-14, Business Source Premier, EBSCOhost, viewed 14 September 2016. Lloyd, J 2016, 'When Personality, Not Performance, Is the Issue', Receivables Report For America's Health Care Financial Managers, 31, 2, pp. 9-10, Business Source Premier, EBSCOhost, viewed 14 September 2016. Lu, B, Guo, X, Luo, N, Chen, G 2015, 'Corporate Blogging and Job Performance: Effects of Work-related and Nonwork-related Participation', Journal Of Management Information Systems, 32, 4, pp. 285-314, Business Source Premier, EBSCOhost, viewed 14 September 2016. Natoli, JJ 2003, 'The Organizational Personality and Employee Performance', Nonprofit World, 21, 1, pp. 25-26, Business Source Premier, EBSCOhost, viewed 14 September 2016. Seddigh, A, Berntson, E, Platts, L, Westerlund, H 2016, 'Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?', Plos ONE, 11, 5, pp. 1-14, Academic Search Premier, EBSCOhost, viewed 14 September 2016. Shaffer, J, Postlethwaite, B 2013, 'The Validity of Conscientiousness for Predicting Job Performance: A meta-analytic test of two hypotheses', International Journal Of Selection Assessment, 21, 2, pp. 183-199, Academic Search Premier, EBSCOhost, viewed 14 September 2016. 'Seek out the humble and honest: PERSONALITY TRAITS ASSOCIATED WITH BETTER JOB PERFORMANCE' 2011, Industrial Engineer: IE, 43, 5, p. 12, Business Source Premier, EBSCOhost, viewed 14 September 2016. Uppal, N, Mishra, S, Vohra, N 2014, 'Prior Related Work Experience and Job Performance: Role of personality', International Journal Of Selection Assessment, 22, 1, pp. 39-51, Academic Search Premier, EBSCOhost, viewed 14 September 2016. WEI, L 2016, 'EFFECTS OF POSITIVE MOOD AND JOB COMPLEXITY ON EMPLOYEE CREATIVITY AND PERFORMANCE', Social Behavior Personality: An International Journal, 44, 5, pp. 865-880, Academic Search Premier, EBSCOhost, viewed 14 September 2016. ZIGARMI, D, HOUSON, D, DIEHL, J, WITT, D 2016, '10 PERFORMANCE MANAGEMENT PROCESS GAPS', Training, 53, 4, pp. 30-32, Business Source Premier, EBSCOhost, viewed 14 September 2016.

physician assisted sucide Essays - Medical Ethics, Euthanasia

Ethical Issues in End-of-Life Care Robert M. Walker, MD The issues associated with appropriate end-of-life interventions involve ethical, moral, and legal decisions by patients and their physicians. Background: Physicians who treat patients approaching the end of life often face moral, ethical, and legal issues involving shared decision making, futility, the right to refuse medical treatment, euthanasia, and physician-assisted suicide. Methods: The author examines cases that involve these issues and also reviews the ethical principles that guide current medical practice. Issues such as end-of-life ethical questions, the right to life-sustaining therapy, medical futility, the distinction between killing and allowing to die, and physician-assisted suicide are discussed. Results: The principal problem involves the appropriate use of technology at the end of life. While developments in technology have enhanced our ability to prolong life, issues have also arisen regarding the resulting quality of life, the sometimes marginal benefits to our patients, and the burdens that this technology imposes on patients, families, and society. Conclusions: Legal and ethical issues continue to confront patients, courts, and physicians. A better understanding of these issues and an awareness of the availability of effective palliative care will help physicians, patients, and families adequately address the end-of-life issues that are an intrinsic part of medical care. Introduction Medicine?s technical advances of the past few decades have cast a shadow over its long-held ethic of compassionate care. The main problem has been the appropriate use of technology at the end of life. Should it be used on everyone, regardless of the chance of successful outcome or the burdens it imposes? If not, what ethical parameters guide the use and non-use of medical interventions? These questions are most sharp at the end of life because the burdens of intervention are often high, the benefits are marginal, and quality of life is markedly diminished. This article reviews the ethical principles that guide medical practice and then focuses on end-of-life ethical issues such as the right to life-sustaining therapy, medical futility, the distinction between killing and allowing to die, and physician-assisted suicide. Ethical Principles The core principles of medical ethics date from antiquity and are commonly labeled "beneficence" and "nonmaleficence." The principle of beneficence holds that physicians should aim to "benefit the sick," while nonmaleficence means to "do no harm" in the process. These principles are reflected in medicine?s chief goal, which is to help the sick by returning them to health and lessening the suffering and decline that is often associated with their diseases.1 The central question in the care of the dying is the appropriate use of life-sustaining interventions. In some cases, there is little or no benefit to be gained by these interventions, and yet the potential for significant harm commonly remains. Ordinarily, when the benefits are clearly outweighed by the potential harms of intervention, the use of that intervention is properly regarded as inappropriate. But who has the ultimate authority to decide the matter of appropriateness? Should it be the physician alone? Should inappropriate ness be decided at the policy level? From an ethics point of view, the patient is the one to decide about forgoing life-sustaining interventions, based on the third ethical principle ? patient autonomy. The principle of autonomy, or respect for persons, has its roots in analytic philosophy and has become synonymous with the concept of self-determination.2 This concept was expressed well by Justice Cardozo in a famous medical malpractice case: "Every human being of adult years and sound mind has a right to determine what shall be done with his own body."3 The principle of autonomy lies at the root of the medical and legal doctrine of informed consent and also at the root of decisions by patients to forgo life-sustaining treatment at the end of life. The fourth ethical principle is that of distributive justice, which guides the fair allocation of medical resources. Justice considerations arise in end-of-life care when one compares the high cost of marginally beneficial end-of-life care to the lack of funding for the basic care of a large portion of our country?s residents. While the issues surrounding medical costs and the design of just health care systems are complex and important, they require a social policy level approach and should not be left simply to the physician at the bedside. The principle of