Leni Riefenstahl Moviemaker for the Third Reich

Dates: August 22, 1902 - September 8, 2003 Occupation: film director, actress, dancer, photographer Also known as: Berta (Bertha) Helene Amalie Riefenstahl About Leni Riefenstahl Leni Riefenstahls career included work as a dancer, actress, film producer, director, and also a photographer, but the rest of Leni Riefenstahls career was shadowed by her history as a documentary maker for Germanys Third Reich in the 1930s. Often called Hitlers propagandist, she disclaimed knowledge of or any responsibility for the Holocaust, saying in 1997 to the New York Times, I did not know what was going on. I did not know anything about those things. Early Life and Career Leni Riefenstahl was born in Berlin in 1902. Her father, in the plumbing business, opposed her goal to train as a dancer, but she pursued this education anyway at Berlins Kunstakademie where she studied Russian ballet and, under Mary Wigman, modern dance. Leni Riefenstahl appeared on stage in many European cities as a dancer in the years 1923 through 1926. She was impressed with the work of film-maker Arnold Fanck, whose mountain films presented images of almost mythical struggle of humans against the strength of nature. She talked Fanck into giving her a role in one of his mountain films, playing the part of a dancer. Then she went on to star in five more of Fancks films. Producer By 1931, shed formed her own production company, Leni Riefenstahl-Produktion. In 1932 she produced, directed and starred in Das blaue Licht (The Blue Light). This film was her attempt to work within the mountain film genre, but with a woman as the central character and a more romantic presentation. Already, she showed her skill in editing and in the technical experimentation that was a hallmark of her work later in the decade. Nazi Connections Leni Riefenstahl later told the story of happening upon a Nazi party rally where Adolf Hitler was speaking. His effect on her, as she reported it, was electrifying. She contacted him, and soon he had asked her to make a film of a major Nazi rally. This film, produced in 1933 and titled Sieg des Glaubens (Victory of the Faith), was later destroyed, and in her later years Riefenstahl denied that it had much artistic value. Leni Riefenstahls next film was the one that made her reputation internationally: Triumph des Willens (Triumph of the Will). This documentary of the 1934 Nazi Party convention in Nuremburg (Nà ¼rnberg) has been termed the best propaganda film ever made. Leni Riefenstahl always denied that it was propaganda — preferring the term documentary — and she has also been called the mother of the documentary. But despite her denials that the film was anything but a work of art, evidence is strong that she was more than a passive observer with a camera. In 1935, Leni Riefenstahl wrote a book (with a ghostwriter) about the making of this film: Hinter den Kulissen des Reichsparteitag-Films, available in German. There, she asserts that she helped plan the the rally — so that in fact the rally was staged in part with the purpose in mind of making a more effective film. Critic Richard Meran Barsam says of the film that it is cinematically dazzling and ideologically vicious. Hitler becomes, in the film, a larger-than-life figure, almost a divinity, and all other humans are portrayed such that their individuality is lost — a glorification of the collective. David B. Hinton points out Leni Riefenstahls use of the telephoto lens to pick up the genuine emotions on the faces she depicts. The fanaticism evident on the faces was already there, it was not created for the film. Thus, he urges, we should not find Leni Riefenstahl the main culprit in the making of the film. The film is technically brilliant, especially in the editing, and the result is a documentary more aesthetic than literal. The film glorifies the German people — especially those who look Aryan — and practically deifies the leader, Hitler. It plays on patriotic and nationalistic emotions in its images, music, and structure. Having practically left out the German armed forces from Triumph, she tried to compensate in 1935 with another film: Tag der Freiheit: Unsere Wehrmach (Day of Freedom: Our Armed Forces). 1936 Olympics For the 1936 Olympics, Hitler and the Nazis once again called on Leni Riefenstahls skills. Giving her much latitude to try special techniques — including digging pits next to the pole vaulting event, for instance, to get a better camera angle — they expected a film that would once again show the glory of Germany. Leni Riefenstahl insisted on and got an agreement to give her much freedom in making the film; as an example of how she exercised the freedom, she was able to resist Goebbels advice to diminish the emphasis on the African American athlete, Jesse Owens. She managed to give Owens a considerable amount of screen time though his strong presence was not exactly in line with the orthodox pro-Aryan Nazi position. The resulting two-part film, Olympische Spiele (Olympia), has also won both acclaim for its technical and artistic merit, and criticism for its Nazi aesthetic. Some claim that the film was financed by the Nazis, but Leni Riefenstahl denied this connection. Other Wartime Work Leni Riefenstahl started and stopped more films during the war, but didnt complete any nor did she accept any more assignments for documentaries. She filming  Tiefland  (Lowlands), a return to the romantic mountain film  style,  before World War II ended, but she was unable to complete the editing and other post-production work. She did some planning of a film on Penthisilea, Amazon queen, but never carried the plans through. In 1944, she married Peter Jakob. They were divorced in 1946. Post War Career After the war, she was imprisoned for a time for her pro-Nazi contributions. In 1948, a German court found that she had not been actively a Nazi. That same year, the International Olympic Committee awarded Leni Riefenstahl a gold medal and diploma for Olympia. In 1952, another German court officially cleared her of any collaboration that could be considered war crimes. In 1954,  Tiefland  was completed and released to modest success. In 1968, she began living with Horst Kettner, who was more than 40 years younger than her. He was still her companion at her death in 2003. Leni Riefenstahl turned from film to photography. In 1972, the London Times had Leni Riefenstahl photograph the Munich Olympics. But it was in her work in Africa that she achieved new fame. In the Nuba people of southern Sudan, Leni Riefenstahl found opportunities to explore visually the beauty of the human body. Her book,  Die Nuba, of these  photographs  was published in 1973. Ethnographers and others criticized these photos of naked men and women, many with faces painted in abstract patterns and some depicted fighting. In these photos as in her films, people are depicted more as abstractions than as unique persons. The book has remained somewhat popular as a paean to the human  form,  though some would call it quintessential fascistic imagery. In  1976  she followed this book with another,  The People of Kan. In 1973, interviews with Leni Riefenstahl were included in a CBS television documentary about her life and work. In 1993, the English translation of her autobiography and a filmed documentary which included extensive interviews with Leni Riefenstahl both included her continuing claim that her films were never political. Criticized by some as too easy on her and by others including Riefenstahl as too critical, the documentary by Ray Muller asks the simplistic question, A feminist pioneer, or a woman of evil? Into the 21st Century Perhaps tired of the criticism of her human images as representing, still, a fascist aesthetic, Leni Riefenstahl in her 70s learned to scuba dive, and turned to photographing underwater nature scenes. These, too, were published, as was a documentary film with footage drawn from 25 years of underwater work which was shown on a French-German art channel in 2002. Leni Riefenstahl was back in the news in 2002 — not only for her 100th birthday. She was sued by Roma and Sinti (gypsy) advocates on behalf of extras who had worked on  Tiefland. They alleged that she had hired these extras knowing that they were taken from work camps to work on the film, locked up at night during filming to prevent their escape, and returned to concentration camps and likely death at the end of filming in 1941. Leni Riefenstahl first claimed that she had seen all of the extras alive after the war (Nothing happened to any of them.), but then withdrew that claim and issued another statement deploring the treatment of the gypsies by the Nazis, but disclaiming personal knowledge of or responsibility for what happened to the extras. The lawsuit charged her with Holocaust denial, a crime in Germany. Since at least 2000, Jodie Foster has been working towards producing a film about Leni Riefenstahl. Leni Riefenstahl continued to insist — to her last interview — that art and politics are separate and that what she did was in the world of art.

Strengths And Weaknesses Of Social Work Practice And...

Fourth, I am going to write about strengths and weaknesses in relation to social work practice and educational need. One of my strongest strengths as a social worker is patience. It helps me to persevere enthusiastically towards conquering goals and objectives when assisting my clients. Patience keeps alive the objective in mind to meet. Physical or psychological exhaustion only reaffirms the importance of patience. For that reason, it’s important to be patience with what we start out with the aim of clients’ benefit. An additional strength as a social worker is my people-skill. People-skill is demonstrated in a personal disposition characterized by spontaneous and tolerant proceed. Subsequently, the event follows by kindness and sympathy toward another person and good humor and ability to know how to listen empathically and sensitively. Last strength, I want to mention is my desire to serve and help. This skill implies sensitivity to the needs of others, their problems , interests, joys, sufferings, hopes and illusions; I am able to accept even the deepest and painfully human problems, misfortune, and loneliness. I try to deliver to the task and above with the people whom I work. I try to provide a warm welcome to everyone, so there is no opening of misinterpretation of discrimination. Like every human being, the same way I have strengths; Also, I have weaknesses. The weakness I need improvement is my interviewing skills. My interviewing skill is one of the reasons IShow MoreRelatedEssay on Standardized Testing in Schools1399 Words   |  6 Pageshave been misused as a manner in which to track students, allocate school funds, and even determine teacher pay. Standardized tests, when used appropriately and for the right reasons, can adequately determine a students present level of strengths and weaknesses and his or her aptitude for certain abilities. 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Fielder 2008 claims that â€Å"the modern SENCO has to be able to bridge the gap between professionals, carers and students with SEN†. According to Cowne and Jones 2001 a SENCO can be looked upon as a main figure in making institutional

Criminal Crime And The Criminal Justice System - 1693 Words

Criminal Profiler/Psychologist’s are people in the Criminal Justice System that create psychological profiles of criminals in order to identify behavioral patterns, in efforts to help officers narrow down their searches to people who fit that particular description. Profiler’s examine crime scenes, analyze evidence, read reports from investigators, write reports, and interview witnesses and victims in order to collect information. They may work for local, state, or federal law enforcement. Profilers are responsible for looking at a number of different factors when establishing a detailed profile on a criminal such as; the fashion in which crimes were committed, the location of the crime, the choices that the victim has made, the types and timing of crimes, communications from the suspect, and the condition of the crime scenes. In addition to those things profilers look at influences like race, age, residence and emotional and mental state in order to define a suspectâ⠂¬â„¢s certain characteristics. Still unique to the philosophy of law, criminal profiling has been confirmed of being able to open new doors to the study of the criminal mind. It is very easy to argue the progress of forensic psychology, some people believe that it is not helpful and some people will swear by it. While many people praise the FBI s Behavioral Sciences Unit with the improvement of criminal profiling, the actual act of getting inside a criminal s mind began hundreds of years ago. It has not onlyShow MoreRelatedThe Crime Of The Criminal Justice System963 Words   |  4 Pagesnews reports, crime daily. Crime is something that we cannot run from in today’s society; so we depend highly upon the justice system. Criminal Justice is a major concern. Criminal Justice consists of three areas: our police, courts and corrections department. 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Gender Roles in The Yellow Wallpaper - 1447 Words

Gender Roles in The Yellow Wallpaper In Charlotte Perkins Gilmans short story The Yellow Wallpaper, the reader is treated to an intimate portrait of developing insanity. At the same time, the storys first person narrator provides insight into the social attitudes of the storys late Victorian time period. The story sets up a sense of gradually increasing distrust between the narrator and her husband, John, a doctor, which suggests that gender roles were strictly defined; however, as the story is just one representation of the time period, the examination of other sources is necessary to better understand the nature of American attitudes in the late 1800s. Specifically, this essay will analyze the representation of†¦show more content†¦A glance at a few of the conversations between John and the narrator will help clarify the roles of husband and wife as the story represents them. Rather than see the husband and wife as equals, the story clearly places the wife in the role of inferior. Nowhere is this made more ex plicit than in the use of condescending names when referring to his wife. Early on, when the narrator complains of the unsettling dà ©cor in her room, John called [her] a blessed little goose (Gilman 2); later, when she cannot sleep, he calls her a little girl (Gilman 5). When the narrator protests that she is not improving under her treatment, John patronizingly states: Bless her little heart! said he with a big hug, she shall be as sick as she pleases! (Gilman 5). Such language use suggests that the narrator is akin to a child, rather than an adult partner of the speaker. Even the narrator herself, within the confines of her own writing, notes that one of her biggest disappointments is that she is unable to fulfill the obligations that come with marriage and motherhood: It does weigh on me so not to do my duty in any way! I meant to be such a help to John, such a real rest and comfort, and here I am a comparative burden already! (Gilman 2). 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The husband, John, is condescending towards his wife when she questions his diagnosis. Therefore, to get away from the confinement of not being able to speak for herself, the woman secretly writes in her journal as a sense of relief. The woman then becomes fascinated and engrossed with the yellow wallpaper that hangs in herRead MoreGender Role Effects in The Yellow Wallpaper1564 Words   |  7 PagesEnglish 1102 24 April 2012 Gender Role Effects in â€Å"The Yellow Wallpaper† Charlotte Perkins Gilman was a feminist writer who wrote â€Å"The Yellow Wallpaper† in the 1890’s. During this time period the woman were expected to keep the house clean, care for their children, and listen to their husbands. The men were expected to work a job and be the head of a household. The story narrates a woman’s severe depression which she thinks is linked to the yellow wallpaper. 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When pitted against each other for all intents and purposes of opposition, the portrayal of the aspects and common traits of masculinity and femininity are separated in a normal manner. However, when one gender expects the other to do its part and they are not satisfied with the result s and demand more, things can shift from normal to extremeRead More`` The Yellow Wallpaper `` By Charlotte Perkins Gilm Deconstruction Of Gender Roles1200 Words   |  5 PagesCharlotte Perkins Gilman’s deconstruction of gender roles in The Yellow Wallpaper. AP English 12 Mr. AuCoin Shane Caswell October 1, 2015 Shane Caswell 1 Charlotte Perkins Gilman’s The Yellow Wallpaper is an interesting story told from the journals of a woman who progressively loses her mind being locked in her bedroom, but underneath the surface this short story shows us a woman who is at first confined by, but progressively freed from the gender roles and expectations put upon her by societyRead MoreThe Yellow Wallpaper913 Words   |  4 Pagesâ€Å"The Yellow Wallpaper† For quite a long time before the past century, the female gender had been a race characterized by limited opportunity and the widespread belief of inferiority to the male gender. It was not until the women’s rights movement took off in the 1920’s that women began to enjoy having the same opportunities as men and playing an active role in society. Before that time, women were perceived as being inferior to their male counterparts and received less respect than men. 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From the first words of the doctor when they announce, â€Å"it’s a girl†, amidst cries of the baby and the relief of the mother, the path a woman shall take has already been predetermined. Chalotte Perkins Gilman’s â€Å"The Yellow Wallpaper† is a harrowingRead MoreTheme Of Gender Equality In The Yellow Wallpaper1042 Words   |  5 Pagesâ€Å"The Yellow Wallpaper† by Charlotte Gilman involves an unidentified woman who suffers from society’s way of curing her, as she gets trapped in a nursery due to the â€Å"inappropriate† ways she does not fulfill her duties as a women, demonstrating the lack of gender rights and equality present back in the days. This short story aided significantly in helping achieve gender equality rights and finally allowing people to understand that everyone is equal. The way the story por trays the way of curing someone

The World Of Small Business - 1192 Words

About the Author Steve s first foray into the world of small business came when he was an Invisible Fencing dealer. He operated this business on a part-time basis while remaining employed by a Fortune 500 company called Digital Equipment Corporation (DEC). While the Invisible Fencing business was not very successful, it was a valuable opportunity for him to learn important lessons about business in a relatively low-risk environment. For the next two years, he worked on a business plan and waited for the right opportunity to present itself. In 1994, DEC fell on hard times. Instead of bemoaning this turbulent economic tide, Steve capitalized on this opportunity. He quit his day job to found Horizon Interactive, a documentation and training†¦show more content†¦Broadvision primarily acquired Interleaf for their XML engineers who worked on the product side of the business. Needing to divest himself from the services business, Steve and a former business partner acquired the assets of Interleaf’s service business and started IC Interactive. They operated the business for a few more years until they sold it in 2003. Being a serial entrepreneur, Steve has started and still operates three different businesses. One of his businesses is focused on real estate. The second one is focused on oil and gas. His third business is a company designed to help high net-worth investors understand the ins and outs of investing in oil and gas direct participation programs. Steve has volunteered his time since 2003 as a mentor for SCORE, a local organization dedicated to helping entrepreneurs. He has acted as their Chapter Chairman for several years. He is also an advisory board member of his local Small Business Development Center (SBDC). In this role, he has acted as a counselor since 2003. In 2012, Steve acted as the interim director of SBDC while they conducted a national search for a permanent director. Currently, Steve is the Entrepreneurship Director at Pikes Peak Community College and writes a daily blog about small businesses. Steve is a flaming dyslexic, which has its good points and bad points. Growing up, he remembers undergoing a board of education

Transformational Leadership in Nursing-Free-Samples for Students

Question: Critically analyse the leadership and Management Culture within your Organisation, utilising a leadership/management theory/ framework of your choice. Answer: Introduction: An efficient nurse leader sets the tone of her department acting either as a positive or a negative role model for staffs. In nursing homes, a wide variety of patients gets admitted with their various ailments and disorders. The nursing professionals need to provide the best quality service to each of them to ensure patient satisfaction (Joseph et al. 2013). The patients may suffer from issues of obesity to that dementia and many more. To cover a wide variety of services, nursing professionals require strict guidance to help them carry on their work smoothly. The leaders make each of the nursing professionals as well as the patients feel included in the system and also encourage the team to work together (Irshad and Hashmi 2014). The main rationale of the assessment for selecting this topic is that nurses with transformational leadership styles and high emotional intelligence may develop the safe working environment for the nurses. This reduces any medical errors on the floor and nur ses can provide the high level of care to patients (Goleman, Boyatiz and Mckee 2013). Not only that, the topic shows how it helps in proper communication among the nurse, ensures the development of higher patient satisfaction and reduction in the workload of nurses. Nurses feel less stressed, and as a result, they can dedicate more to the organization. (Bellamy and Bellamy 2016) All these lead to positive patient outcomes. This ensures patient safety. Hence the assignment will mainly describe transformational leadership style and how the use of emotional intelligence makes the workplace safer and healthier. The main aim of the assessment is to provide light on the fact that how emotional intelligence in transformational leadership impacts on nurses and patients. Transformational leadership can be described as the style of leadership where a leader works in association with the employees to identify the needed change in the organization. This is followed by creating a vision and guiding the nurses with the changes through important leadership skills like motivation, inspiration, providing empathy, proper social skills, communication skills and many others (Goleman, Boyatiz and Mckee 2013). Four main components should be followed by nurse leaders in the present generation to ensure the safety of patients and ensure a smooth flow in the workplace. These are intellectual stimulation, idealized influence, inspirational motivation as well as individualized consideration (Spano-Szekely et al. 2016). Emotional intelligence is also high in this type of leaders. Transformational leadership is a model of integrity and fairness where the leaders provide a set of goals. The nursing leaders also have high expectations from their followers and encourage th em to develop their clinical skills, enhance their knowledge and gain more experiences. Such nursing leaders also provide support and recognition by stirring the emotion of people (Follesdol and Hagtvet 2013). However, many other researchers like Dong, Seo and Bartol (2014) are of the opinion that since they have high influencing power, there might arise many situations where nurse leaders make harsh and abrupt decisions out of emotions which can be detrimental to the people. Many researchers also argue that since these leaders are believable and have the charm to entice the subordinates, sometimes decisions are taken by these leaders who are not in the best interests of the majority of the followers. Ultimately, this might have negative impacts on the nurses as well as the patients. Matthew and Gupta et al. (2015) stated that they also motivate their follower for excellent work output. Transformational leadership by nurse leaders in nursing homes are extremely important to guide the employees properly so that they can provide the best care to patients and at the same time enhance their skills and knowledge. Emotional intelligence has been stated by researchers to be a multifactorial array of social as well as emotional competencies which need to be practised by leaders. These are important for determining how effectively, the leader can relate to themselves and also with the others. Shahhosseini, Silong and Ismail (2013) stated that this attribute of emotional intelligence helps leaders to cope with the daily demands of the patients and the organizations as well as with work pressures. Therefore, this leadership inspires workers to go beyond their capabilities and try to achieve the organizational goals of best patient satisfaction. However, many researchers lik e Karimi et al. (2014) are of the idea that since the workers are much influenced and motivated to work beyond their shift hours to meet the expectations of their leaders, they often become tired and may be affected physically. They may develop back pain, body ache, and lack of sleep. They may also have an improper work-life balance which may affect their personal life. Hence, there remains a concern that whether transformational leadership is really helpful or not as it causes employee burnout. Emotional intelligence consists of some components. Barbuto, Gottfredson and Searle, (2014) stated that transformational leaders with emotional intelligence help in bringing effective changes in the organization by developing a working environment where nurses can not only enhance their knowledge and skills but can also communicate with each other effectively. The first component is called the self-motivation. This, in turn, has four important sub components. The first component is called the achievement drive. Here the leaders need to provide tasks which would help employees to improve and meet a standard of excellence. The leaders should set challenging goals for the employees and at the same time take calculated risks. They should pursue information to reduce uncertainty and find strategies to work better. They should also learn how to improve performance (Steigling, Nielson and Petrides 2014). The next component that is followed is commitment where the leaders should find a prope r sense of purpose for a larger mission and use the groups core values in making proper decisions and clarify choices (Lawlor, Batchelor and Abston 2015). The leaders in nursing homes actively seek out opportunities to fulfil the groups' missions. The next component that the leaders in the nursing home should also have is taking initiatives. The leaders are ready to act on opportunities and are also seen to pursue goals which are beyond what is expected of them. Leaders are also seen to cut through the red tape and thereby bend their rules when it is necessary to get the job done (Irshad and Hashmi 2014). One argument has been provided in this context by researchers. Wan et al. (2014) have suggested that developing emotional intelligence specifically with the above mentioned attributes is not an easy task. One individual leader has to overcome a huge number of attributes like personal history, habits as well as fears, self-esteem and beliefs. This help to develop the emotions requi red to lead people. Therefore, developing emotional intelligence requires more time and dedication. Therefore, it might become difficult for an individual to develop such skills while multitasking in busy shifts. One very important subcomponent of self-motivation is optimism. This mainly helps the leaders to maintain their persistence in pursuing goals in spite of the arrival of obstacles and setbacks. The nurse leaders are seen to operate from the hope of success rather than the fear of failure. For treating patients, nurses can never let fear enter inside them and should always provide their best with the highest hope of success. Such leaders in the organization see setbacks as mainly because of manageable circumstances instead of taking them as personal flaws. A leader who is self-motivated can develop a working environment where the employees feel highly motivated and remain filled with enthusiasm (Goldring et al. 2015). Their zeal is providing clinically safe care to patients; ensure patient satisfaction and greater organizational reputation. However, an argument has been provided by many researchers like Ouyang, Sang and Peng, (2015) where they have stated that leaders with emotional in telligence become impulsive. Leaders who are operating from an emotional perspective tend to make impulsive decisions. Instead of relying on hard data as well as logic and facts, sound judgment and reasoning, they make decisions on first impressions as well as emotions. Impulsive emotions can sometimes work out, but sometimes it may fail to do. It is the duty of the leaders to develop decisions form a well rounded analytical point of view. The second component of emotional intelligence is social awareness. It has mainly five important components. The first component of social awareness is empathy. The leaders in the organization have developed the capability of sensing others feelings and developing perspectives. They take an active interest in their concerns. Avolio and Yammarino (2013) are of the opinion that as the junior nurses and senior nurses feel that their feelings and concerns are cared by the leaders, they felt respected and loved in the organization. This makes them feel contented, and they dedicate more to the organization. Such leaders are attentive to the emotional cues and are good listeners. They show sensitivity and thereby understand others perspective. The nursing leader should know about the perspective of the nurses working with the patients so that they can develop an idea about what the nurses think of the condition of the patients. Knowing their perspectives may help the leaders develop the inn ovative approach which may bring out positive effect on the patients (Batool 2013). They also help nurses by understanding their needs and feelings and thereby counselling them properly and helping them to be stress-free. A stress-free environment reduces the chance of improper treatment by the nurses and increases effective and safe care delivery to patients. However many leaders are of the opinion that the concept of empathy and sympathy often becomes wrongly understood by leaders. Many leaders are found to sympathize with the nurses to such a larger extent that it makes the employees operate with more of an emotionally driven foundation. This might affect their service delivery for patients as they would not be able to act in professional manners with patients. Often such kind of leadership of the nurse leaders may allow nurses to use feelings as well as problems as different excuses for their underperformance in caring for patients or to avoid any requisite duties. This may resu lt in the conflicted workplace (Garcio et al. 2014). The second component of social awareness is proper service orientation. Here the leaders help the nurses to correctly anticipate, recognize and thereby meet needs of the patients. Here the leaders guide the nurses to understand the patients needs and match them to the services or products (Batool 2013). The nursing leaders encourage the nurses to seek for different ways by which satisfaction of the patients can be enhanced, and loyalty can be developed. The leaders mentor the nurses in offering appropriate assistance to the patients. The third component is the development of others. Researchers stated that the leaders of the nursing homes acknowledge and thereby reward the strengths of the nurses, their accomplishments and their development. This makes the nurses feel happier and makes them motivated to work harder. The leaders thereby provide effective feedback and thereby identify needs of the nurse for development. However, Gunkel, Schlagel and Engle, (2014) stated that if one loo ks over the aspects of emotional intelligence, it can be seen that this attribute may make the leaders quite manipulative. The leaders by using their skills like empathy, motivation, caring and social skills, they might make the workers perform many functions which might not belong to their job roles or duties. These might make them overwork which is unethical in perspective of human rights. The fourth component is the leveraging diversity where the leaders get the scope of cultivating opportunities for diverse people. The leaders should himself apply and teach the nurses about how to respect as well as relate well to the pupil from a variety of backgrounds. These forms of leaders can understand worldviews and are therefore sensitive to different group differences. They remain very careful that no cultural conflicts arise as they may hamper patient care delivery and makes the working environment stressed. (Tyckzkowski et al. 2015). These would increase patient satisfaction and would also include harmony among the nurses as they can maintain intercultural communication effectively. (Irshad and Hashmi 2014). Many researchers like Chan, sit and Lau (2014) have argued that they find it difficult to define the concepts and differentiate between emotional intelligence and personality. Many of the researchers Park, Seo and Sherf (2015) are also of the opinion that there is no s uch thing as emotional intelligence, but intelligence can be applied to emotions in reasoned ways. They are of the opinion that there exists no link and the rationality and actual intelligence are of more significance than emotional intelligence for effective leadership. Many issues have also been noted by researchers where they stated that emotional intelligence had been defined in vague ways by different individuals and therefore proper instruments to measure such emotional intelligence is not always proper (McCleskey 2014). Since they are always measured on self-reporting, there remains a question about its validity. However, emotional intelligence is still widely valued by researchers and nurse leaders with the emotional intelligence show better leadership skills than those who do not possess the ability. By maintaining transparency and proper communication in transformational leadership styles, a leader ensures that no conflicts arise among professionals and even among patients and nurses. An effective nurse leader treats employees with respect and provides them with clear vision. She also ensures that nurses do not feel stressed and express their concerns. Such leaders also believe that following emotional intelligence makes them more successful in managing nurses and providing care which increases patient satisfaction. Self-awareness, self-regulation, motivation, empathy and social skills are some of the most important traits of emotional intelligence. They reduce work stress of nurses preventing them from burnouts. Moreover, they also help in the development of proper communication that prevents miscommunication and conflicts between employees. All these have positive impacts on patients health. However certain negative aspects have also been noted by researchers. Developing emoti onal intelligence is time-consuming. These skills are also manipulative which might make the leaders influence their workers in performing roles which are not their duties. Also, it has been seen that as transformational leaders influence the workers a lot, they might tend to work beyond their shifts and capabilities which might affect their work-life balance and create job stress. Moreover, as decisions are welcomed from the nurses, it might result in slow decision making as the leaders need to consider everyone's' decisions individually. However, this type of leadership with emotional intelligence is preferred by a huge number of nurses and leaders and brings out positive results on patients health. References: Barbuto Jr, J. E., Gottfredson, R. K., and Searle, T. P. 2014. An examination of emotional intelligence as an antecedent of servant leadership.Journal of Leadership and Organizational Studies,21(3), 315-323. Doi: 10.1177/1548051814531826 Bellamy, A., and Bellamy, A. 2016. The Relationship Between Neurotic Leadership Styles, Transformational Leadership, Emotional Intelligence, and Worker Attitudes.European Scientific Journal,12(22). Retrieved from https://www.eujournal.org/index.php/esj/article/view/7940 Chan, J. C., Sit, E. N., and Lau, W. M. 2014. Conflict management styles, emotional intelligence and implicit theories of the personality of nursing students: A cross-sectional study. Nurse education today,34(6), 934-939. Doi: https://doi.org/10.1016/j.nedt.2013.10.012 Dong, Y., Seo, M. G., and Bartol, K. M. 2014. No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence.Academy of Management Journal,57(4), 1056-1077. doi:10.5465/amj.2011.0687 Fllesdal, H., and Hagtvet, K. 2013. Does emotional intelligence as ability predict transformational leadership? A multilevel approach.The Leadership Quarterly,24(5), 747-762. Doi: https://doi.org/10.1016/j.leaqua.2013.07.004 Garca-Sancho, E., Salguero, J. M., and Fernndez-Berrocal, P. 2014. Relationship between emotional intelligence and aggression: A systematic review.Aggression and violent behavior,19(5), 584-591. Doi: https://doi.org/10.1016/j.avb.2014.07.007 Goleman, D., Boyatzis, R. E., and McKee, A. 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Retrieved from https://books.google.co.in/books?hl=enlr=id=ibQTAAAAQBAJoi=fndpg=PR7dq=Goleman,+D.,+Boyatzis,+R.+E.,+and+McKee,+A.+2013.+Primal+leadership:+Unleashing+the+power+of+emotional+intelligence.+Harvard+Business+Press.ots=Rt2IsxLKw0sig=UMc7CBoxlVK0SDk-JyDMb3DCZzI#v=onepageq=Goleman%2C%20D.%2C%20Boyatzis%2C%20R.%20E.%2C%20and%20McKee%2C%20A.%202013.%20Primal%20leadership%3A%20Unleashing%20the%20power%20of%20emotional%20intelligence.%20Harvard%20Business%20Press.f=false Goleman, D., Boyatzis, R. E., and McKee, A. 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Retrieved from https://books.google.co.in/books?hl=enlr=id=ibQTAAAAQBAJoi=fndpg=PR7dq=Goleman,+D.,+Boyatzis,+R.+E.,+and+McKee,+A.+2013.+Primal+leadership:+Unleashing+the+power+of+emotional+intelligence.+Harvard+Business+Press.ots=Rt2IsxLLrVsig=AXln7Gfl5id3yV_7AIqL5BwktLs#v=onepageq=Goleman%2C%20D.%2C%20Boyatzis%2C%20R.%20E.%2C%20and%20McKee%2C%20A.%202013.%20Primal%20leadership%3A%20Unleashing%20the%20power%20of%20emotional%20intelligence.%20Harvard%20Business%20Press.f=false Gunkel, M., Schlgel, C., and Engle, R. L. 2014. Culture's influence on emotional intelligence: An empirical study of nine countries.Journal of International Management,20(2), 256-274. Doi: https://doi.org/10.1016/j.intman.2013.10.002 Irshad, R., and Hashmi, M. S. 2014. How Transformational Leadership is related to Organizational Citizenship Behavior? The Mediating Role of Emotional Intelligence.Pakistan Journal of Commerce and Social Sciences,8(2). Retrieved from https://www.jespk.net/publications/185.pdf Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., and Couper, G. E. 2014. Emotional rescue: The role of emotional intelligence and emotional labour on well?being and job?stress among community nurses.Journal of advanced nursing,70(1), 176-186. DOI:10.1111/jan.12185 Lawlor, K. B., Batchelor, J. H., and Abston, K. 2015. The moderating role of time on the relationship between emotional intelligence and transformational leadership.Journal of Applied Management and Entrepreneurship,20(2), 28. DOI: 10.9774/GLEAF.1158.2015.00004 Mathew, M., and Gupta, K. S. 2015. Transformational leadership: Emotional intelligence.SCMS Journal of Indian Management,12(2), 75. Retrieved from https://search.proquest.com/openview/2ec4e0510c6e55b65d9f071d0f1473af/1?pq-origsite=gscholarcbl=546310 McCleskey, J. 2014. Emotional intelligence and leadership: A review of the progress, controversy, and criticism.International Journal of Organizational Analysis,22(1), 76-93. DOI: 10.1108/IJOA-03-2012-0568 Ouyang, Z., Sang, J., Li, P., and Peng, J. 2015. Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China.Personality and Individual Differences,76, 147-152. Doi: https://doi.org/10.1016/j.paid.2014.12.004 Parke, M. R., Seo, M. G., and Sherf, E. N. 2015. Regulating and facilitating: The role of emotional intelligence in maintaining and using positive affect for creativity.Journal of Applied Psychology,100(3), 917. Retrieved from : https://psycnet.apa.org/record/2014-56222-001 Shahhosseini, M., Silong, A. D., and Ismaill, I. A. 2013. Relationship between transactional, transformational leadership styles, emotional intelligence and job performance.Researchers World,4(1), 15. Retrieved from https://search.proquest.com/openview/8fd7b4c217a0faaa77ec51f0007dba29/1?pq-origsite=gscholarcbl=556342 Siegling, A. B., Nielsen, C., and Petrides, K. V. 2014. Trait emotional intelligence and leadership in a European multinational company.Personality and Individual Differences,65, 65-68. Doi: https://doi.org/10.1016/j.paid.2014.01.049 Spano-Szekely, L., Griffin, M. T. Q., Clavelle, J., and Fitzpatrick, J. J. 2016. Emotional intelligence and transformational leadership in nurse managers.Journal of Nursing Administration,46(2), 101-108. doi: 10.1097/NNA.0000000000000303 Wan, H. C., Downey, L. A., and Stough, C. 2014. Understanding non-work presenteeism: Relationships between emotional intelligence, boredom, procrastination and job stress.Personality and Individual Differences,65, 86-90. Doi: https://doi.org/10.1016/j.paid.2014.01.018

Health Assessment In Nursing Free-Samples for Students-Myassignment

Question: You are to complete the admission Assessment for Kasim. Answer: Assessment of the patient situation Patients name: Mr. Kasim AL-Mutar is the name of the client in the scenario. It gives an idea who the person we are dealing with, in implementing the plan of care to avoid misunderstanding when implementing using diagnosis(Forbes, 2015). Gender: he is an old man. Some conditions are gender specific. Age: he is a 49 year old man; age related condition can give a clue on the client management. Also patients needs and management differ with age. Complaint: the patient is complaining of RUQ abdominal pain, vomiting and fever. This is diagnosed as cholecystitis. The medical diagnosis gives the baseline for the management of the client(Jensen, 2014). This complaint is atypical since it mostly affects women as a result to the hormonal composition (estrogen effects on the liver). Also age since it is identified with elderly men of above 75 years of age. Young men are usually asymptomatic. Collecting cues Mr. Kasim AL-Mutar has a HR 126b/min, BP100/45mmHg, temperature of 38.8 severe abdominal pain with last episode of vomiting 2 hours ago. He is also pale with dry mucous membranes and reports a tip shoulder pain rating 7/10. Past medical history and history of use of certain medication is missing in the handing over information(Lewis, 2014). The condition can be a recurrent one may be due to unresponsive to the treatment given earlier or secondary to a certain ailment. Use of over the counter medication gives a direction for the management of the patient pertaining drug interaction and preventing any overdose if the same drug is to be used(Levett-Jones, (2013).). Process information Cholecystitis is the blockage of fluid flow out of the gallbladder by the gallstones causing irritation and swelling of the gallbladder. The patient usually presents with fever, vomiting, pain in the right upper quadrant of the abdomen, nausea and tenderness over the abdomen when touched(Levett-Jones, (2013).). The client presenting with fever, vomiting, right upper quadrant abdominal pain, severe pain at the tip of the shoulder is expected with a client with cholecystitis. Assessment of this client should reveal the following: Clay-colored stool due to absence of the urobilinogen to color the stool, amber urine as a result of excess bilirubin in circulation, jaundice due to unconjugated bilirubin in circulation(LeMone, (2013). Hyperactive bowel sounds due to the increased peristalsis to bypass the undigested fat. Hyper resonant sound on the right upper quadrant of the abdomen due to increased fluid retention in the gallbladder. Tenderness in the right upper quadrant due to the obstructed fluid flow and the inflammatory process (rebound tenderness)(Alfaro-LeFevre, 2014). There is also high temperature as a cardinal sign of the inflammatory process in the gallbladder. Increased apical pulse due to loss of fluid though vomiting, decreasing the cardiac output, as a compensatory mechanism. Problems and issues Cardiovascular system The client is looks pale, presents with dry mucous membranes. The peripheral radial pulse is rapid and pounding while apical pulse is 122b/min. Paleness, increased apical pulse and rapid and pounding peripheral pulse on the client are associated with the decreased cardiac output(Gordon, 2016). ). Also the dry mucous membranes and the clients request for water indicate the lower hydration status of the client. The client is at risk for neurological deterioration due to decreased tissue perfusion(Holland, 2013). Differences in assessment findings for unaffected individual; Assessment technique Assessment findings for cholecystitic client Assessment finding for non cholecystitic client. Inspection Pallor and dry mucous membranes. No pallor and the mucous membranes are pink and moist. Palpation The peripheral pulse is rapid and pounding. The peripheral pulse is palpable and rhythmic. Auscultation The apical pulse is greater than 100b/min. The apical pulse is within the normal rate of 80-100b/min Gastrointestinal system The client experiences pain on the RUQ of the abdomen, nausea and vomiting, there is distention on the right upper quadrant of the abdomen (right and left upper quadrant are asymmetrical)(LeMone, (2013). The bowel movements are increased due to the peristaltic activity working against the undigested fats in the system on auscultation. Also abdominal tenderness and pain is experienced. There is shifting from dull to resonant sound in the right upper quadrant. Acute pain and tenderness is associated with the inflammatory processes in the gallbladder(Gordon, 2016). ). Discomfort caused by the distended abdomen due to the inflammatory process and the fluid accumulation(Gordon, 2016). ). Differences in assessment findings for unaffected individual; Assessment technique GIT assessment findings for acholecystitic client GIT assessment findings for non cholecystitic client. Inspection Distension of the right upper quadrant, asymmetrical The abdomen is symmetrical and Auscultation Increased frequency of the bowel movement. The bowel movement is between is heard between 2-5 seconds. Percussion Pain, and shifting of dull to resonant sound No pain felt on percussion, dull sound is heard. Palpation Abdominal tenderness, organomegally, pain, The organs are soft rounded and no signs of tenderness nor pain. Detail assessment. Biographic data; this is the information that identifies the client like name, age, gender and any other information per the institutional policy(Crisp, 2012). For example, Mr.Kasim AL-Mutar 49 year old man. Chief complain-this is the brief statement in the persons own words for the reasons for seeking healthcare provider(Daines, (2016). ). Mr. Kasim presents following the two days right upper quadrant abdominal pain, fever and vomiting. History of present concern-this is the chronological record of the reasons for seeking health care from the time symptoms started to date(Daines, (2016). ). Mr.Kasim presents with the RUQ abdominal pain and a sharp tip shoulder pain which has lasted for two days. He rate pain on the scale of 7/10. Past medical illness- these are past health event that might have residual event on the current health status. It includes the hospitalization, current medication, allergies and hospitalizations. Mr.Kasims past medical history is missing. Family history-it outlines the conditions that are genetically bound. A genogram clearly shows the information of the family bound illnesses. Lifestyle and health practices profile: it deals with client human response like nutrition, exercise/activity, sleep pattern, medication and substance use, education and environment he lives(Jensen, 2014). This gives an insight of the possible contributing factors to the current health status of an individual. Developmental milestone: a level with a particular problem is identified and comparison made with the normal parameters in the psychosocial developmental stages by Ericksons. Review of systems This is systematic assessment to determine any deviation from normal body functions(Jensen, 2014). Musculoskeletal system- the client experience dry mucous membranes. Neurologic- determine any signs of confusion and lethargy. Respiratory identifying any signs of respiratory distress or shortness of breath. Cardiovascular-feelings of palpitation, heart murmurs and pallor like in mr.Kasim due to decreased cardiac output. Gastrointestinal the patient is experiencing nausea and vomiting, there is abdominal distention. Genitourinary the amount of urine output, discomfort in urination and urgency or hesitancy is noted. Physical examination Complete examination of the client from head to toe noting any deviation from the normal anatomical or physiological functions of the body structure(Forbes, 2015). Inspection, palpation, auscultation and percussion are the four techniques used when conducting physical examination that apply to all the body system in the stated order except in the abdominal assessment (inspection, auscultation, percussion and palpation)(Treas, (2014)). This is to avoid eliciting bowel movement on palpation before auscultation. In conclusion, the patient hydration status is to be met to cater for the decreased cardiac output. Pain management is important to ensure that the clients comfort is addressed as well as maintaining optimal temperature while managing Nursingthe inflammatory process. The overall objective is to improve patients quality of care with an aim of restoring persons maximum functionality. References Alfaro-LeFevre, R. (2014). . Applying nursing process: The foundation for clinical reasoning.: . Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. Crisp, J. T. (2012). Potter Perry's Fundamentals of Nursing - AUS Version. . London: : Elsevier Health Sciences. Daines, J. B. ((2016). ). Advanced health assessment and clinical diagnosis in primary care. mosby: st.lous. Forbes, H. . (2015). Jarviss physical examination and health assessment (Australian and newzealand). Chatswood: Saunders/Elsevier. Gordon, M. (2016). ). Manual of nursing diagnoses (13th ed. Burlington, . Holland, K. . (2013). . Nursing: Decision making skills for practice.: . Oxford: Oxford printing press. Jensen, S. (2014). Nursing health assessment: A best practice approach. (2nd ed.). . Philadelphia:: wolter Kluwer health/Lippicott Williama wikins. LeMone, P. B.-J. ((2013). Medical-Surgical Nursing . Sydney: Pearson Education Australia. Levett-Jones, T. ((2013).). Clinical reasoning: Learning to think like a nurse. Frenchs Forest, NSW: : pearsons Australia. Lewis, P. . ( 2014). . Weber Kelleys health assessment in nursing (2nd Australia and New zealand). North ryde: Lippicott Williams and Wilkins. Treas, L. S. ((2014)). Basic nursing: Concepts, skills, reasoning. . Philadelphia, : PA: F.A. Davis Company.