Transformational Leadership Paper Essay Example for Free

Transformational Leadership Paper Essay Abstract The purpose of this paper is to identify the the role a transformational leader can play in order to minimize the volatility that a change or transformation brings about in an organization. The paper discusses the two most common leadership styles, transactional and transformational leadership, and their differences. The qualities and traits of a transformational leader have been discussed. Most importantly this paper tries to associate the qualities of emotional intelligence to a transformational leadership style, and how the two feed into one another. Introduction Today the world has become a global village and markets have expanded to the extent that now firms are competing on a global level. This on one has provided firms with a massive opportunity and on the other hand it also demands more hard-work and effort from the workers. The challenge therefore is how to tackle the ever-changing work-environment. When one speaks of the dynamic work environment one has to realize the importance of Good Leadership in such a scenario. So, the leaders of todays companies have a lot to care about and a lot of responsibilities to take care of. Therefore, it is totally up to the leadership to make most of the human skills at hand and motivate them in order to make sure that they adapt quickly and easily to the work environment and thus maximize efficiency. Leaders broadly may be categorized into two groups, transactional leaders and transformational leaders. Transactional leaders are the kind of leaders whoguide or motivate their followers in the direction of established goals by clarifying role and task requirements (Robbins and Judge, 2005). The other type of leaders inspire followers to transcend their own self interest for the good of the organization. They are able to have a profound and extra-ordinary effect on their followers, these are transformational leaders (Robbins and Judge, 2005). Transformational leaders are are charismatic in nature and have the ability to provide individualized consideration and intellectual simulation (Robbins and Judge, 2005). Transformational leaders pay attention to the concerns and development needs of individualized followers; they change followers’ awareness of issues by helping them to look at old problems in new ways, and are therefore able to excite, arouse and inspire followers to put in extra effort to achieve group goals (Robbins and Judge, 2005). Analysis Leadership at the top is never easy for even the most experienced people. For someone taking on the job of CEO for the first time, mastering the new skills and sorting out the uncertainties that go with the position can be an overwhelming challenge. The fact is that for most of the CEOs especially the freshly appointed ones it is exceedingly difficult to familiarize themselves with the responsibilities and the risks that are associated with the job, and usually it requires some time and experience before they can deliver. The Centre for Creative Leadership has estimated that 40% of new CEOs fail in their first 18 months (Dan Ciampa 2005). What’s more, the churn rate is on the rise: In a 2002 study, the centre found that the number of CEOs leaving their jobs had increased 10% since 2001 (Dan Ciampa 2005). As a recent report from the outplacement firm Challenger, Gray Christmas points out, â€Å"The biggest challenge looming over corporate America [is] finding replacement CEOs.†(Dan Ciampa 2005) Take Coca Cola for an example, when the company lost its CEO Robert Goizueta in 1997, the two subsequent CEOs suffered in his shadow, as people expected them to perform the same way Goizueta did, however, leading as suggested earlier is the toughest job amongst all. Goizueta had guided Coke through its glorious years of the 1980s and the most of 1990s, leading it to perennially unrealistic expectations by shareholders. This is why change management is regarded as a tough job, because changes can occur in the external macro-environment and at the same time in the internal environment, as incase of Coke, whose CEO Robert Goizeuta died of cancer. And since then Coke has never been able to make up for the loss, and Pepsi has gained a significant market share since then. Jack Welch is probably the first name that comes to mind when we speak of transformational leaders. Richard Branson of the Virgin group is another very famous transformational leader (Robbins and Judge, 2005). When we speak of transactional and transformational leaders, they shouldn’t be considered or viewed as opposing approaches to getting things done. Transformational leadership is built on top of transactional leadership, as it produces levels of follower effort and performance that go beyond what would   with a transactional approach alone (Kotter, 1995). A transcational leader believes in exchange of rewards for effort as a major source of intrinsic and extrinsic motivation. He rewards good performance, and recognizes accomplishments. He tries to identify deviations from rules and standards, and subsequently reverts to corrective measures, and intervenes only if he believes that the standards have not been met. Transactional leaders usually abdicate responsibilties to others empowering them but also avoiding to go throw the challenging phase of decision-making. Trasformational leaders, on the other hand, are charismatic by nature, i.e. they provide vision and sense of mission, instills pride, gains respect and trust of his followers (Kotter, 1995). But, transformational leadership is more than just charisma. Because all charismatic leaders would want is to make sure their followers share the same viewpoint on things as they do, whereas transformational leaders will try to instill in followers the ability to question views, views established by the leaders themselves. Transformational leaders act as a source of inspiration to their followers, communicating high expectations, using symbols to focus efforts, expressing important purposes in simple ways. Transformational leaders also promote intelligence, rationality and careful problem solving skills (Robbins and Judge, 2005). But the most obvious and impotant trait of a transformational leader is that they offer individualized considerations to their followers, giving them personal attention, treating them all individually, coaching and advising them on a one to one basis. The evidence supporting the superiority of transformational leadership over the transactional variety is overwhelmingly impressive. For instance, a number of studies were conducted with American, German and Canadian military officers, belonging to different ranks, and the eventual verdict was that transformational leaders were evaluated as more effective than their transactional counterparts. Similarly, managers at Federal Express who were rated by their followers as exhibiting more transformational leadership were evaluated by their immediate supervisors as higher performers and more promotable. Much has been written about leadership and the qualities that fuel leadership such as intelligence, passion, toughness, determination, ethics, credibility, integrity, vision, etc. Often left off are the lists softer and more personal qualities, but recent studies have proven that they are equally important. Researchers have proposed a new term called Emotional Intelligence, and it may well help differentiate the outstanding leaders from the merely adequate ones. Emotional intelligence is one of the major aspects of transformational leadership. This may be because, effective transformational leaders rely on the expression of feelings to help convey a message; therefore, they possess a higher level of emotional intelligence. Emotional intelligence helps leaders manage the mood of their organizations which is an integral part of the transformation process (Satterlee, 2007). Emotional intelligence is what makes transformational leaders self-aware and empathetic to a greater extent. They can read and regulate their own emotions while intuitively grasping how others feel and gauging their organization’s emotional state. According to Daniel Goleman, who conducted a lot of research on Emotional Intelligence, there are five main components to emotional intelligence. Self-awareness is the trait where emotional intelligence actually begins (Goleman, 1998). Transformational leaders with a greater degree of self-awareness are never hesitant to talk about and discuss their weaknesses and it is this attitude that later brings upon a positive change in them as they are able to improve upon such weaknesses with time. This helps a leader in bringing about a transformation as he is someone who knows his limitations and he knows when and where he can actually stand-up and deliver for the rest of the workforce and be a motivator for them, i.e. when can he lead by example. Thus he knows which tasks and changes can actually be brought about in an organization and which ones cannot. The second trait is self-regulation, and that leaders with this trait can control their emotions and impulses better and channel them for good purposes (Goleman, 1998). This brings about an openness to change and transformation in their attitude and behavior, and increases their trustworthiness and integrity, and also helps them remain comfortable in ambiguous situations and scenario. And this is what subordinates try to see in their leaders, especially in times of change and transformation. Motivation is perhaps the most important trait and the most obvious one that a leader is judged upon. It’s the motivational abilities of a leader that gives the sub-ordinates the notion that the leader has a strong drive to achieve. It portrays the optimism of the leader towards the followers, such that they know their leader would still be optimistic when facing failure, so it has to do more with the mind than anything else. It is the positivity of the mind, it emanates from the mind of the leader and leads its way to the minds of the followers (Michael Roberto and David Garvin 2005). Empathy is the ability to understand the emotional makeup of other people. Empathy is the trait that enables a leader to be an expert in building and maintaining talent, something that is critical to the process of transformation. It enables him to treat people according to their emotional reactions. This is why he can be successful in getting the most out of the talented people that work under him, making him a better man manager. He is able to manage and lead people from various different backgrounds and cultures, belonging to various social and economic classes, i.e. it increases the cross-cultural sensitivity of the leader himself. With the businesses and economies globalizing, leaders have to lead and manage people belonging to different cultures which is the major reason why change management in such a scenario is very difficult, however, if only a leader can empathize with his followers, it makes the job half as difficult as before. The last trait that comes under emotional intelligence is the social skills of the leader. Transformational leaders need to be proficient in managing relationships and constructing networks that lead to effectiveness in change management ans transformation. Such a leader is able to find common ground between individuals and situations and scenarios and is able to build rapport. It also improves his persuasiveness and the ability to build and lead teams. A transformational leader combines emotional intelligence with the courage to raise the tough questions, challenge people’s assumptions about strategy and operations and risk losing their goodwill, i.e. he does not care about pleasing individuals but rather believes in the greater good of the company. A leader gets into trouble when there’s dissonance between the inside and outside what today we’d call a â€Å"disconnect.† (Mayer 2004) If a single theme runs through this issue, it’s the importance of keeping the two aligned. Every leader ought to want a more supple emotional intelligence, and â€Å"Leading by Feel† is a great place to begin (Mayer 2004). Another important tool in ensuring effective transformation is collaboration and good communication, which is essential and plays a vital role in process. All processes, practices and functionalities give more values to customer, goals and performance for achievement of goals. There should be internal solutions. Horizontal, Vertical and multi directional interaction must be carried out before change in organization. For a transformational leader, it is important to study the present culture of the organization and to know where one is. It is also necessary for a him to identify employees who want change and those who are not happy with the process of transformation. Take examples from existing model that has effectively implemented change and also communicate with them regarding their experience with transformation. The process has to be subtle and gradual, and a transformational approach would not demand immediate and complete change in the existing culture. Transformational approach to leadership also encourages one to seek advice from people about ways to implement change and methods to solve the problems while transformation. A clear vision definitely accelerates the transformation process. References Ciampa, Dan (2005). Almost Ready: How Leaders Move Up. Harvard Business Review. Goleman, Daniel (1998).What makes a Leader?. Harvard Business Review. Mayer, John (2004). Leading by Feel. Harvard Business Review. Kotter, John P. (1995). Leading Change: Why Transformation Efforts Fail. Harvard Business Review Leadership As A Boss In The Workplace. Retrieved July 29, 2008, from Manager Newz Web site: http://www.managernewz.com/managernewz-21-20070125LeadershipasaBossintheWorkplace.html Roberto, Michael and Garvin, David (2005). Change through Persuasion. Harvard Business Review. Robbins, Stephen P.   and Judge, Timothy A. (2005). Organizational Behavior, Twelfth edition: Pearsons Publishers Satterlee, Anita (2007). Essential of Management: Core principles, concepts, and strategies. Synergistics Inc.

Biometrics are New Technological Tools in Computer Security :: essays research papers

As a result of the evolution in the field of biometric computer security tools, a new class of techniques and methods for user identification has erupted. Fingerprint and hand patterns, voice recognition, iris and facial scans, as well as skin patterns and smart cards, have all been used in justifying individuals on who they claim to be based on their unique characteristics. Although still relatively new, these innovative technologies are already being demanded by not only consumers but as well as the government to help find new methods of passport usage, border control, and mere security matters (Kooser, 2006, p.74). Fortunately, biometric technology has already reached a level of development that allows its potential acceptance into this current day and age. So far in the development of biometrics, fingerprint scanning has taken main control of the market. Ink fingerprints have been used for years by police in investigations to identify criminals. Now with technological advances, the use of small digital imaging devices has replaced old ways of capturing fingertips. Portable or built into keyboards, fingerprint scanners have the ability to capture the print, digitalize it and convert it into mathematical characters. Additionally, when used for password recognition it is clear that the main reason for the biometric is simply because individuals can not remember their usernames or even passwords. The efficiency of this technology is so precise that it is faster and easier to login, impossible to forget because it is and individuals own finger, and nearly unreasonable to lose because in most cases the digital scanner is built into the computer (Kok, 2006, p. 576). In fact fingerprint biometrics is being highly considered by the governme nt to be placed on boarders as well as passports. With today’s war on terror many official feel that it is necessary to take in all precautions and heighten the United States security (Mocny, 2005 p.38). Biometrics can absolutely help move forward in government security. Although hand biometrics is not nearly as popular as fingerprint recognition within computers, this expressive body part can be used to identify individuals on a wider basis. Capture units, which are the devices that can receive the biometric hand print, have the capability to withstand temperature and weather damages. And most devices can still recognize the hand even when it is dirty, something a detailed fingerprint scanner can not (Kooser, 2006, p.74). Speech is so common to our everyday lives that it is often forgotten that voices are distinct and unique to every individual. Biometrics are New Technological Tools in Computer Security :: essays research papers As a result of the evolution in the field of biometric computer security tools, a new class of techniques and methods for user identification has erupted. Fingerprint and hand patterns, voice recognition, iris and facial scans, as well as skin patterns and smart cards, have all been used in justifying individuals on who they claim to be based on their unique characteristics. Although still relatively new, these innovative technologies are already being demanded by not only consumers but as well as the government to help find new methods of passport usage, border control, and mere security matters (Kooser, 2006, p.74). Fortunately, biometric technology has already reached a level of development that allows its potential acceptance into this current day and age. So far in the development of biometrics, fingerprint scanning has taken main control of the market. Ink fingerprints have been used for years by police in investigations to identify criminals. Now with technological advances, the use of small digital imaging devices has replaced old ways of capturing fingertips. Portable or built into keyboards, fingerprint scanners have the ability to capture the print, digitalize it and convert it into mathematical characters. Additionally, when used for password recognition it is clear that the main reason for the biometric is simply because individuals can not remember their usernames or even passwords. The efficiency of this technology is so precise that it is faster and easier to login, impossible to forget because it is and individuals own finger, and nearly unreasonable to lose because in most cases the digital scanner is built into the computer (Kok, 2006, p. 576). In fact fingerprint biometrics is being highly considered by the governme nt to be placed on boarders as well as passports. With today’s war on terror many official feel that it is necessary to take in all precautions and heighten the United States security (Mocny, 2005 p.38). Biometrics can absolutely help move forward in government security. Although hand biometrics is not nearly as popular as fingerprint recognition within computers, this expressive body part can be used to identify individuals on a wider basis. Capture units, which are the devices that can receive the biometric hand print, have the capability to withstand temperature and weather damages. And most devices can still recognize the hand even when it is dirty, something a detailed fingerprint scanner can not (Kooser, 2006, p.74). Speech is so common to our everyday lives that it is often forgotten that voices are distinct and unique to every individual.

K217 Ena

K217 EMA Report Gary Table of Contents Page 1. Table of Contents Page 2. Introduction Page 3. Context Page 4. Discussion Page 8. Conclusions and Recommendations Page 9. References Introduction This is a report on Gary a 52 year old male service user who lives within the county of Conway. Due to a serious car accident some time ago he has lost the use of both his legs and he does not work and relies on disability benefits for his income, Gary lives alone and has some care provided by his daughter and the rest by a support worker.This report has been commissioned by Gary with the help of his support worker as he is interested in taking up some retraining so he can move towards getting back into the job market and becoming more independent. His daughter and son in law are apposed to the idea as they think Gary is getting on in years and she would not be able to attend the address to get Gary ready for work before 9. 30 am as she needs to get her children to school.His daughter also has reservations about the Gary's ex-work colleague as he has a reputation of being quite demanding of his employees and pays only a basic wage. In this report we are going to look into all the options that are open to Gary as in regard to him getting extra care so that he is able to push towards his goal of retraining for work. The key issues that we need to address as regard to Gary are can we get him the extra care that would make him more independent and give him the mobility to let him attend further education and training to put him back in the work place.This report is being compiled for Social Workers that are based within the Adult Social Services within Conwy County Council. Context With Gary's situation a number of significant events have happened which have led to his current situation, he lost the use of his legs sometime ago and lives alone after getting divorced some 15 years ago. Gary is suffering from depression and is taking medication for this, his daughter and son-in -law are relied on for most of his care and a support worker attends each day to give him a bath.Since the onset of his depression Gary has withdrawn from doing the activities that he used to enjoy and he is very much cutting himself off from the world. He enjoyed used to enjoy using his personal computer to research local and family history. The root of Gary's problem I believe is that he has become depressed due to his isolation from the real world and with his current lack of care and mobility he is almost ‘stuck in a rut' and needs to be removed from this situation and given more self worth.Gary needs a more active place in society and the more help that he can be given the more he will feel like he has a purpose in society, his family have reservations about the course of action that Gary wishes to pursue due to their limitations as regard to the time of day that his daughter can attend to get him ready and also the reputation of the old work friend that is offering him f uture employment.Adult Social Services have a number of goals for people who are disabled they include Maintaining independence, opportunities to contribute to the community, feeling valued, access to social contact and community, keeping active and alert (http://www. york. ac. uk/inst/spru/pubs/pdf/newvision. pdf) all these apply to Gary and Adult Social services need to move forward with Gary to give him a greater quality of life and move him towards the goals hat he wish to obtain there are a number of options that are available to them. There are a number of perspectives that could be considered when looking at the situation of Gary, we can look at through the eyes of the Social Model of Disability (K217 Book2), Sigma (Goffman 1968) , empowerment (K217 Book 3). When looking at Gary's situation I am applying the Social Model of disability which was created by disabled people themselves.This was primarily created as a result of the response that society has given to disabled peopl e and also a reflection of the experience that disabled people have come across in the health and welfare system which as given them a feeling of being socially isolated and oppressed. The second perspective that I am going to apply to this report is empowerment, this gives the service user greater control of the services that they receive, being involved in the planning of services and developing good practice. (Barnes and Bowl, 2001) DiscussionIn the case study that this report is based upon Gary has been in a serious car accident that has deprived him of the use of his legs and this now means that he can only get around with the use of a wheelchair. This situation has had a knock on effect of him have a low sense of self-worth and a lack of pride in his situation, he suffers from depression and is taking medication for this. Radar (the disability network) and Depression Alliance commissioned a report (http://www. depressionalliance. org/PDF/depression-disability-and-employment-re port. df) that looked into depression as a disability and how we can improve the way we look at depression and the changes we can make to help reduce job, long term economic inactivity and isolation. Of the 566 people who answered 95% were living with depression and a quarter (148) people had a long term physical health condition. 77% of the people reported that they had not received any support with employment. Gary is living with a type of disability which is difficult, most disabled people are not depressed and do not stay depressed.The prevalence of depression among disabled adults is twice that of healthy older adults (Beekman AT, 2002), the relationship between depression and disability is a two way street with depression there being a link between physical disabilities and depressive symptoms in older adults (Gill TM,Kurland B 2003). There is clear evidence that Gary has on the onset of depression that can be linked to the impact of the loss of his legs in his car accident an d with him now socially isolated and without employment these have now added to the problems over a period of time.In a report by Tania Burchardt called †Enduring economic exclusion' Disabled people,income and work' the study found out that disabled people now make up a large and growing proportion of people who are of working age, it now stands between 12 and 16% (Enduring economic exclusion Page. 4) One telling statistic is the problems that disabled people have getting work, and that one third of those disabled people who find employment are out of work once again the following year.In the report by Tania Burchardt the income statistics show that half of all disabled people have incomes below the general population indicator of poverty after it was factored in about the additional cost that disabled people incur due to their health. Gary wants to gain access to retraining so he can move towards gaining employment once again after he becomes qualified in the sector that he w ishes, to do this he is going to need some extra help from the local Conway Council to get to his goals.Conway Adult Social Services have a number of options that they promote that may be of assistance to Gary, they already give him care to help him get bathed and his daughter and son-in-law take up the care duties in the morning. Conwy can provide Homecare that can help with a range of things such as help getting up, getting dressed, preparing meals, doing laundry and shopping where appropriate (http://www. conwy. gov. uk/upload/public/attachments/466/Microsoft_Word__CCO_Leaflet_eng. df) . Gary would need to be assessed as to the level of care that he would be entitled to also considered as to the possibility of equipment or adaptions that could be made to the home to help him live more independently and safely in his home. Though Gary is set on this course of action his daughter and son-in-law have reservations about his age and the amount of care that she could give her father du e to her own family commitments.His daughters view point about his age and the fact that any new employer might demand to much from him is really being based on his disability and not solely based on is age (K217, Book 2). There should be no denial of opportunities or restriction of choice based on assumptions that are made due to his disability. Through the social model disability is understood as an unequal relationship within society and there can be no barriers preventing people from gaining equal access to information, education and employment.There are options that perhaps he has not considered and with him feeling socially isolated due to living alone and his lack of contact with the outside world. Conwy Council Adult Social Services promotes day care or opportunities to meet other people and take part in outings and other activities so Gary would be able to haver a much more active life that would could help with the depression he is suffering. (http://www. conwy. gov. uk/up load/public/attachments/466/Microsoft_Word__CCO_Leaflet_eng. pdf) The principles of good practice (http://www. nderstandingindividualneeds. com/page. php? identity=principles) state that you have to give Gary a choice about the way in which he wishes to move forward and also take into consideration his emotional needs. Social development is about gaining relationships with a variety of people and taking part in an ordinary life and currently Gary is unable to obtain these basic rights. Gregory Beattie talks about how a depressed individual has a lack of socialization and social support groups (Beattie, Gregory,S. 2005) Social Causes of Depression) and Gary has a lacking in both these things as he is unable to access them. If Gary was to obtain the extra help that he is going to need to obtain the goals that he has set himself a consultation with both himself and his family is going to be needed as to ascertain as to realistic goals that can be set. There would be a negative impact o n Gary should he set himself unobtainable goals that he then fails to obtain, this would be damaging to the situation.Statistics show that disabled people have a lower overall level of qualifications when compared to that of able bodied people (Employment of disabled people DoEE) 38% of disabled people have no qualifications compared to only 16% of non-disabled people. The report also concluded that of the 2,015 disabled people that were spoken to (26,000 households in total) 64% strongly agreed and 29% agreed that getting a job was important to them so the statistics show that it is important for disabled people to be in employment. 47% of the economically inactive disabled people who see themselves as being able to work would like a paid job.When speaking about Gary's visions of eventually going back into work his daughter has reservations incase he is taken advantage of by his employer and in the report one in six people (16%) who are economically active stated that they have exp erienced unfair treatment or discrimination in the work place. When looking at the overall statistics you can see that 42% report that that they have been discriminated by a potential employer and 41% by an employer, these figures speak volumes and during any assessment they will need to be presented to Gary so that he can see the real picture in the job market for disabled people.The option of Direct Payments is one that should be explored with Gary and when he is assessed for the amount of care that he needs the options should be discussed at length, direct payments have both good and bad points and do not fit everyone. As direct payments will mean Gary being responsible for a number of things it also might be advantageous to also consult with his daughter and son-in-law to see if they would be interested in perhaps helping Gary should he need it.Radar the disability network have produced a fact sheet that the family may find useful (http://www. radar. org. uk/wp-content/uploads/2 011/06/6_directpayments. pdf) , the fact sheet points out how Gary would become and employer and all the responsibility that comes as well as all the paper work he will be required to keep. He will need to consider if he wishes to have the work load of sorting out all the pay, dismissal, redundancy just to name a few of the obligations that he would have to meet as an employer to a personal assistant.The other option open to Gary is to place the care that he requires in the hands of an agency or self employed to take the burden of work away from himself and organise his care around his specific needs. Bringing Gary into the centre of this assessment into his care will empower him to participate (K217 Book 3) Jones and Meleis describe the concept of empowerment as ‘a social process of recognizing, promoting, and enhancing people's abilities to meet their own needs,solve their own problems, and mobilize necessary resources to take control of their own lives (Jones PS, Meleis 199 3).The empowering of Gary will start a process of helping him assert greater control over the factors that affect his health, in the past it was assumed that service users were supposed to be compliant with the directives that were in place from the health care professional's-the biomedical model. In the empowerment model there is a contact between Gary and the provider who take a joint responsibility in terms of agreed upon outcomes, people within the health care profession are obliged to respect Gary and assist him in making decisions.Multiple studies have shown that people that are more involved with the decisions about the care that they receive and also the management of the conditions that they live have better outcomes than those who are not involved in the process (Wagner EH,Glasgow RE,Davis C, 2001) (Greenfield S, Kaplan SH,Ware JE Jr, 1988). Conclusions and Recommendations In this report we have been looking at the situation that Gary is currently experiencing, he is a dis abled person who lost the use of his legs in a car accident some years ago and lives alone now after a divorce.He is looking at the possibility of getting some higher education and hopes to move into employment in the information technology sector, it has already been stated that daughter and son-in-law have reservations about this course of action due doubts about the ex-work colleague of Gary's that is offering him employment and the problems that this will present to her care giving situation.The report has looked at the links between depression, disability and joblessness and we have shown that there are links between these elements that are making Gary's life move difficult but also you must take into consideration that fact that Gary is very socially isolated. The report then looked at the option of direct payments and how Gary's care could be changed so he will have more control and power over his care and become the central focal point so he can move towards a more independe nt life and obtaining the goals that he is setting for himself.The report looked at all the pro's and con's on the direct payment system and all the extra paperwork and responsibility that comes with employing someone and how records must be kept and these funds are public money have to be accounted for. My recommendations are the following, Gary should have his care plan reassessed by Conwy County council Adult social services with the remit of looking at the possibility of changing the level of care that Gary currently is getting and exploring the possibility of Direct Payments as an option.There should also be consultation with his daughter and son-in-law (with the relevant permissions) and have them present to discuss any and all options. Please present all options to Gary as regard to becoming a greater part of the community and providing information on the day care that you and provide and any opportunities to meet other people and take part in outings and other activities tha t your local authority provides to people within the county.A list of approved providers in the local area should be presented to Gary and also discuss the various support networks that you have for carers and also the options of homecare that you provide including help with getting up,getting dressed, preparing meals and shopping etc. Gary may need the help from the benefits advice centre as regard to making sure he is getting all that he is entitled to and though outside your remit perhaps access to DLA to help with transportation needs. 2789 References http://www. ork. ac. uk/inst/spru/pubs/pdf/newvision. pdf accessed 31/05/2012 The Open University (2010) K217 Adult health,social care and wellbeing, Book 2, Milton Keynes, The Open University Goffman, E. (1968) Stigma: Notes on the Management of Spoiled Identity, Harmondsworth, Penguin The Open University (2010) K217 Adult health,social care and wellbeing, Book 2, Milton Keynes, The Open University Barnes, M. and Bowl, R. (2001) T aking over the Asylum: Empowerment and Mental Health, Basingstoke, Palgrave.Meager N,Bates P,Dench S,Honey S,Williams M,(1998) Employment of Disabled People:Assessing the Extent of Participation, Research report RR69, Department of Education and Employment. http://www. depressionalliance. org/PDF/depression-disability-and-employment-report. pdf accessed 31/05/2012 Beekman AT, Penninx DJ,Deeg DJ, de Beurs E, Geerling SW, van Tilburg W (2002) The Impact of depression on the well-being,disability and use of service in older adult: a longitudinal perspective, 105:20-27 Department of Psychiatry, Vrije University Amsterdam.Gill TM,Kurland B (2003) The burden of patterns of disability in activities of daily living among the community-living older persons, 58:70-75, Yale University School of Medicine, Department of Internal Medicine,New Haven, Connecticut. http://www. jrf. org. uk/sites/files/jrf/1859353274. pdf (Enduring economic exclusion) accessed 01/06/2012 http://www. conwy. gov. uk/up load/public/attachments/466/Microsoft_Word__CCO_Leaflet_eng. pdf accessed 01/06/2012 http://www. understandingindividualneeds. com/page. php? identity=principles accessed 02/06/2012

Alzheimer s Disease Is An Ongoing Condition That Destroys...

Alzheimer s disease is an ongoing condition that destroys the connection of cells in the brain. According to the Alzheimer’s Foundation of America (AFA), it is estimated that as many as 5.1 million Americans have Alzheimer s disease today. Alzheimer s disease was discovered by a German physician named Alois Alzheimer. In 1906, Dr. Alzheimer saw changes in the brain tissue of a woman who died from what he presumed to be a mental illness. He described her symptoms as memory loss, language complications, and unpredictable actions. After she died, he examined her brain to further understand how she died. He discovered distinctive plaques and neurofibrillary tangles in her brain tissue. Alzheimer s is the most commonly known type of†¦show more content†¦On the off chance somebody with Alzheimer s, may never have seen any side effects until he or she achieved stage two. In the first stage, a person with Alzheimer’s can work frequently, has no memory problems, and in a meeting assessment, hints at no signs of dementia. Somebody in the first stage is completely independent. In stage two of Alzheimer s disease, Alzheimer s patients can start to show some concerning symptoms of dementia. The first and most noticeable signs during this stage are commonly identified with memory. They could also begin forgetting where they put well known items such as keys or a wallet. They may start to forget names of individuals they know. Memory problems at this stage are still extremely mild, and do not appear on a medical assessment. Someone in stage two can normally still continue regular daily routines. Stage three indicates the start of dementia being diagnosable. In this stage, decision can be made in a medical examination. Symptoms become clearer and include moderate memory shortages and trouble with complex assignments such as adjusting a checkbook, paying bills, or arranging a gathering. Also in stage three somebody with Alzheimer’s may start to show state of mind changes. They may get irritable and depressed. They are similarly prone to pull back from oth ers, particularly when in a testing circumstance. Within the fourth and last phase of Alzheimer s, the individual with this disease has declined so