Nursing Case Study - Ethical Conflict

She has been in the hospital for 10 days and she is finally scheduled to be discharged today. She is very excited to go home. She was admitted in the hospital due to bowel obstruction which was spontaneously resolved.

 

I accidentally walk past her bedroom today and heard her vomiting. When she saw me, she begged me not to tell anyone because she really feels all right and she just don’t want that to stop her from going home. For one moment, I hesitated.

 

I was trained to serve for the best health interest of my patients. The dilemma begins when their interests aren’t really the best for their health. Though I, as a person, completely understand that they have their reasons for whatever their interests are, we, medical practitioners often find ourselves in crossroads between following the policies or believing the patients who feel themselves better.

 

 

Bowel Obstruction

 

According to the book "Small-bowel obstruction: optimizing radiologic investigation and nonsurgical management", Bowel obstruction is a mechanical or functional obstruction of the intestines, preventing the normal transit of the products of digestion. It can occur at any level distal to the duodenum of the small intestine and is a medical emergency. Although many cases are not treated surgically, it is a surgical problem.

Symptoms of bowel obstruction depends on the intensity of the obstruction. It might trigger the patients abdominal pain, abdominal distension, vomiting, fecal vomiting, and constipation.

It may be present within the bowel lumen, within the walls of the bowel, or outside the bowel (such as compression, entrapment or volvulus). (Maglinte et al., 2001)

Moreover, bowel obstruction may also be accompanied with dehydration and electrolyte abnormalities due to vomiting; respiratory compromise from pressure on the diaphragm by a distended abdomen, or aspiration of vomitus; bowel ischaemia or perforation from prolonged distension or pressure from a foreign body. (Maglinte et al., 2001)

The book also sited the difference of the small bowel obstruction and large bowel obstruction. In small bowel obstruction the pain tends to be colicky (cramping and intermittent) in nature, with spasms lasting a few minutes. The pain tends to be central and mid-abdominal. Vomiting occurs before constipation. While in large bowel obstruction the pain is felt lower in the abdomen and the spasms last longer. Constipation occurs earlier and vomiting may be less prominent. Proximal obstruction of the large bowel may present as small bowel obstruction.

There are couple of ways to diagnose this illness. It is normally confirmed through blood tests, X-rays of the abdomen, CT scanning and/or ultrasound. If a presence of mass inside the abdomen is identified, biopsy is also one of the most common ways to measure the nature of the mass.

Radiological signs of bowel obstruction include bowel distension and the presence of multiple (more than six) gas-fluid levels on supine and erect abdominal radiographs. (Maglinte et al., 2001)

Contrast enema or small bowel series or CT scan can be used to define the level of obstruction, whether the obstruction is partial or complete, and to help define the cause of the obstruction.

According to a meta-analysis of prospective studies by the Cochrane Collaboration, the appearance of water-soluble contrast in the cecum on an abdominal radiograph within 24 hours of oral administration predicts resolution of an adhesive small bowel obstruction with a pooled sensitivity of 96% and specificity of 96%. (Maglinte et al., 2001)

Other diagnostic operations are colonoscopy, small bowel investigation with ingested camera or push endoscopy, and laparoscopy.

Most cases of Bowel obstruction require operative treatments. Maglinte sited in his book that frequently, the surgical intervention and the treatment of the causative lesion are required. In malignant large bowel obstruction, endoscopically placed self-expanding metal stents may be used to temporarily relieve the obstruction as a bridge to surgery, or as palliation.

However, there are some causes of the illness that resolve spontaneously.

Patient’s condition

She has been under medication for ten days. The illness was proven to resolve spontaneously, which, apparently, is the reason of her early discharge from the hospital. There has been no treatment which was mentioned to have been applied to the patient the whole time she was confined to the hospital. It is clear, that the bowel obstruction subsided on its own.

However, the vomiting is, as mentioned earlier, a sign or a symptom that the illness have not resolved yet. Although, in most cased the patient itself claims to feel all right and well, a nurse, or a medical practitioner should always check the appropriate symptoms based on how he or she was trained as a medical practitioner, before yielding to whatever the patient wishes or says.

The patients’ health is not his or her sole responsibility. It is a shared responsibility of the government and the medical practitioners.

In a book written by Fleming, Health Promotion: Principles and Practice in the Australian Context, she defined public health in the Australian Context.

“The Australian Public Health Association (1997) defines public health in a similar way to last as:

… a combination of science, practical skills, and beliefs that is directed to the maintenance and improvement of the health of all people. It is one of the efforts organized by society to protect, promote and restore the people's health through collective or social actions.” (Fleming and Parker, 2001)

The Australian Health Administration Act 1982 sec 22 or Disclosure of Information states that:

If a person discloses any information obtained in connection with the administration or execution of this Act or any other Act conferring or imposing responsibilities or functions on the Minister, Department, Director-General, Corporation or Foundation and the disclosure is not made:

(a) with the consent of the person from whom the information was obtained,

(b) in connection with the administration or execution of this Act or any such other Act,

(c) for the purposes of any legal proceedings arising out of this Act or any such other Act or of any report of any such proceedings,

(d) with other lawful excuse, or

(e) in any other prescribed circumstances,

that person is guilty of an offence against this Act and, on conviction by a court of summary jurisdiction, liable to a penalty not exceeding 10 penalty units or to imprisonment for a term not exceeding 6 months.

 

In this case, concealing of information such as a symptom which is present on the patient for discharge is an act against the health department.

 

'Act always in such a manner as to promote and safeguard the interests and well-being of patients and clients' is the first and central statement of the nurse's Code of Professional Conduct and at first sight seems to embody what every nurse firmly believes in. (Hunt, 1994)

 

Let’s examine the possible outcome of this scenario if information such as this are concealed. Patients will go home untreated. Later on, complexities will arise. More or severe illness will follow, and in worst cases, death may even be the result of tolerating secrecy between patients and attending medical practitioners. The impact will both be devastating to the health department and to the patient’s or family’s patients as well.

 

As a medical practitioner, it is a duty to report every important detail of either the recovery or worsening of their patients.

 

This act will sure halt the scheduled discharge of the patient. However, decision may always be in favor of the patient’s health, but not might not sound as pleasing to them as it should be.

 

Ethical Concerns

 

The patient asked for a disclosure of the symptoms. The patient would like to keep that particular piece of detail, since according to her, that wouldn’t be a big problem nor would create a problem because she feels good to go.

 

 

The choice between right or wrong is always a tough one. Right and wrong is not a natural knowledge which we biologically inherited when we were born. It is mandated by the culture, and by the society we are brought up in.

 

“--cases that can be paradigms of either right or wrong conduct. In either instance, the case represents very strong and widely accepted judgments to the effect that this particular conduct in these particular circumstances is right or wrong. The idea here is that our notions of right or wrong grows out of actual experiences of exemplary conduct, and thus are not the result of theoretical speculations about the nature of ‘the good’ and ‘the right.’ While the paradigm case serves, then, as the objective source of our substantive notions of right or wrong, the judgment that the case elicits represents the moral sensibility that guides the professional casuist.” (Blake, 1992)

 

 

Utilitarianism can also be the grounds of deciphering the right act from the wrong. Most countries in the west were adapting utilitarianism, which is prescribed as “the greatest good for the greatest number”.

 

Since this would not apply to this situation, because the only interest we have is the patient and there is no “common good” given in the situation, let’s dig deeper to other kinds of utilitarianism. Because of the absence of the “common good”, we can now use the law of “lesser evil” or Negative utilitarianism (NU) requires us to promote the least amount of evil or harm, or to prevent the greatest amount of suffering for the greatest number.

 

Conclusion

 

Non-disclosure of the information will give the patient what she wishes. A time well-spent in the family. However, a few days later, the patient might still go through the same symptoms. Vomiting, constipation, abdominal pains and all the she would probably don’t want to feel again.

 

On the other hand, disclosure of the information will, the same way, add an amount of suffering for staying a few more days inside the hospital, and probably having to go through a more painful operation and dialysis in order to be treated. However, this would end the illness and will never let the patient have to go through all these again.

 

Both ways will inflict pain and suffering. Both will have to have the patient to be confined in the hospital. The only difference is time. The patient might be discharged today and will come back at a later time for the same reason, or the patient will not be discharged today but won’t come back in the later time.

 

But time is an important element in recovery. If the patient will not be treated today, possible complexities will arise. That will cause more suffering and pain to the patient. Therefore, it is best to disclose the information to the attending physician so he or she can decide the best way to cure the patient. It is at the same time what was mandated by law.

 

Physicians have special competence in many areas of social importance, from abortion and drug addiction to the psychiatric effects of military combat. The increasing tendency to view competent medical practice as necessarily dealing with the whole person, not simply with his damaged liver, heart, eyes, spleen, stomach, or kidneys, means that physicians must deal with ethical problems in relation to social situations. (Visscher, 1972)

Books:

Visscher, M.B. (1972) Humanistic Perspectives in Medical Ethics. New York: Prometheus Books.

 

Maglinte, D.D., Kelvin, F.M., Rowe, M.G., Bender, G.N. and Rouch, D.M. (2001). "Small-bowel obstruction: optimizing radiologic investigation and nonsurgical management". [Electronic Version] Radiology 218 (1): 39-46.

 

The Cochrane Collaboration. The Cochrane Manual Issue 1, 2008, section 2.2.5.4 COCHRANE LIBRARY FEEDBACK HOUSE RULES [updated 15 November 2007]. (http://www.cochrane.org/admin/manual.htm) (accessed 12th December 2007])

 

Hunt, Geoffrey. (1994) Ethical Issues in Nursing.  London and New York: Routledge.

 

Journal:

Blake, D.C. (1992) The Hospital Ethics Committee: Health Care's Moral Conscience or White Elephant? The Hastings Center Report, Vol. 22.

 

Websites: www.austlii.edu.au/forms/search1.html

Employee Supervision towards Organization Productivity Research Proposal Paper

Employee Supervision towards Organization Productivity

 

1.0 Introduction

The working title of the study is initially drafted as - Employee Supervision towards Organization Productivity. Supervision involves the day-to-day operation of the business therefore acts as a bridge between management and employees. The ability of the supervisors to motivate, lead and implement organization’s policies effectively and fairly is critical to the individual growth of the employees which in turn is critical to the overall success of the organization. Nonetheless, supervisors also have the power to influence how the employees will feel about the organization as a whole. Supervisors could be considered as the representatives of the employees; through them, the concerns, attitudes and complaints of the employees are voiced out for the top management to hear.

As such, there is the need for effective employee supervision as it directly affects productivity. It is the goal of the supervision to ensure that the goals regarding work output are achieved. When supervision is not properly implemented, this could lead to disconnected employees and dysfunctional management at the operational level, affecting and disrupting the spontaneity of organization to achieve growth. The study will explore how effective employee supervision affects the productivity of the organization. The key question that will be answered is - how critical is employee supervision in maximizing the organization’s productivity?

Other research questions to be given answer to are:

1)    What are the benefits and advantages of effective employee supervision to the overall productivity of the organization?

2)    What are the elements of employee supervision that makes it a precursor to organizational productivity?

3)    To what extent does effective employee supervision relates to organizational productivity? 

 

2.0 Objectives of the Study

The main aim of the study is to investigate the importance of effective employee supervision to organizational productivity. In lieu with this, it is necessary to:

·         Determine the criticality of effective employee supervision to organizational productivity

·         Distinguish the interplay between employee supervision and organizational productivity

 

3.0 Research Methodology

The research strategy that the study will utilize is the descriptive method. A descriptive research intends to present facts concerning the nature and status of a situation, as it exists at the time of the study (Creswell, 1994). It is also concerned with relationships and practices that exist, beliefs and processes that are ongoing, effects that are being felt, or trends that are developing. In addition, such approach tries to describe present conditions, events or systems based on the impressions or reactions of the respondents of the research (Creswell, 1994). This research is also cross-sectional because of limited time. This research is a study of a particular phenomenon (or phenomena) at a particular time. (Saunders et al, 2003) Accordingly, cross-sectional studies often employ the survey strategy, and they may be seeking to describe the incidence of a phenomenon or to compare factors in different organizations.

In this study, primary and secondary research will be both incorporated. The reason for this is to be able to provide adequate discussion for the readers that will help them understand more about the issue and the different variables that involve with it. The primary data for the study will be represented by the survey results that will be acquired from the respondents. On the other hand, the literature reviews to be presented in the second chapter of the study will represent the secondary data of the study. The secondary sources of data will come from published contents from books, journals, magazines and newspapers and online databases.

 

4.0 References

Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand Oaks, California: Sage.

Saunders, M., Lewis, P. and Thornhill, A. (2003). Research Methods for Business Students, 3rd Ed. London: Prentice Hall Financial Times.

5.0 Timeframe

        TASK

Weeks

1st

2nd

3rd

4th

5th

6th

7th

8th

9th

10th

11th

12th

Read literature

 

 

 

 

 

 

 

 

 

 

 

 

Finalize objectives

 

 

 

 

 

 

 

 

 

 

 

 

Draft literature review

 

 

 

 

 

 

 

 

 

 

 

 

 

Devise research approach

 

 

 

 

 

 

 

 

 

 

 

 

Review secondary data

 

 

 

 

 

 

 

 

 

 

 

 

Organize survey

 

 

 

 

 

 

 

 

 

 

 

 

Develop survey questions

 

 

 

 

 

 

 

 

 

 

 

 

Conduct survey

 

 

 

 

 

 

 

 

 

 

 

 

Analyze secondary and primary data

 

 

 

 

 

 

 

 

 

 

 

 

Evaluate data

 

 

 

 

 

 

 

 

 

 

 

 

Draft findings chapter

 

 

 

 

 

 

 

 

 

 

 

 

Complete remaining chapters

 

 

 

 

 

 

 

 

 

 

 

 

Submit to tutor and await feedback

 

 

 

 

 

 

 

 

 

 

 

 

Revise draft and format for submission

 

 

 

 

 

 

 

 

 

 

 

 

Print, bind and submit

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Infant Visual Perception

 

Introduction

Infant growth moves from the general to the specific. This is an important facet of human development It rests upon the principle of generalized movement by the infant directed toward more specific actions and precision as time passes. This can be seen readily in the infant whose movements are random at first when attempting an act, then becoming more exact and deliberate, from flailing arms to more specific hand control and finally finger coordination as the infant tries to "pick up" from a flat surface; this represents neuro-muscular maturation, reaching first with an entire limb in an awkward manner and then concluding with natural, self devised restrictions imposed on the arms facilitating more finite hand/finger aptitude. Time and genes allow for this kind of growth; external interferences can do little under this organic sequence. This paper will explain the different aspects of the perceptual growth of infants.

What do Babies know about the Physical World?

Perception is composed of both experiencing and interpreting the world that an infant live in this is according to some philosophers, psychologists, physiologists and physicists. The infant’s daily experiences increase his or her fascinating perceptual questions. Infants are responsive to binocular and kinetic information by 3 to 5 months of age except they may not be sensitive to static information until about 7 months of age. It is significant to point out, though, that infants younger than 3 months of age probably perceive depth.

A child’s everyday experiences raise the following questions: How do our perceptions come to achieve stability amidst constant fluctuations in the environment? How do perceptions come to be invested with meaning? How are the individual features of things we perceive synthesized into organized wholes? How does the perceptual quality of “bitter” differ from that of “red”? How do we see a three-dimensional world when visual processing begins with a two-dimensional image in the eye?

Perceptual development has served as a kind of battleground between nativists and empiricists, and to illustrate this some studies examine one exemplary skirmish in detail. It concerns the ways infants might come to perceive depth in space. They selected this example for several reasons. First, depth perception is crucial to determining the spatial layout of the environment, recognizing objects, and guiding motor action. Second, the study of depth perception addresses an interesting psychophysical question, namely how infants perceive the three dimensionality of the environment when the retina of the eye first codes information along only two dimensions. Third, debate on this question exemplifies the typical historical course: It began with hotly contested philosophical disputes that spanned the seventeenth to nineteenth centuries before prompting experimentation in the twentieth century. Throughout this time, philosophers and scientists consistently looked to infancy to help decide how depth perception develops.

Experimental studies began to displace philosophical speculation; in fact, experimental psychology, which started only in the twentieth century, was at first specifically organized to address just such issues. Three lines of research exemplify how questions about the origins of depth perception have been addressed experimentally. All three are valuable because no one alone provides definitive information, but the three together converge to sketch how depth perception develops. The starting point for the first line of research was the following observation:

Infants at the creeping and toddling stage are notoriously prone to falls from more or less high places . They must be kept from going over the brink by side panels on their cribs, gates on their stairways, and vigilance of adults. As their muscular coordination matures, they begin to avoid such accidents on their own. Common sense might suggest that the child learns to recognize falling-off places by experience—that is, by falling and hurting himself. But is experience really the teacher? Or is the ability to perceive and avoid a brink part of the child's original endowment?

From these results, they concluded that depth perception must be present in infants as young as 6 months of age. By 6 months, however, children may already have had plenty of experience perceiving depth, the pre-crawling babies by monitoring heart rate when the babies were exposed to shallow and deep sides of the visual cliff. They found that babies as young as 2 months of age showed a decrease in heart rate when exposed to the deep side, indicating increased attention or interest. Thus, babies may perceive depth long before they locomote but show little fear of the drop at that age. The wariness of drops shown by older infants may result from the anxiety parents’ show when infants approach a drop, rather than from actual experience with falls. Infants “socially reference” their parents and use their parents' emotional cues to interpret ambiguous events .Visual cliff experiments represent one way investigators have sought to explore the infant’s  capacity to perceive depth. In actuality, three types of stimulus information specify depth, and thus organize this discussion of early depth perception around binocular, static, and kinetic cues. As Descartes and Kant argued, there are at least two bases for perceiving depth because infants are binocular (have two eyes). Because their two eyes receive slightly different images of the visual world, the convergence angle of the two and the disparity between the two images they yield provide some information about depth perception. Binocular convergence provides information only about close-up distances, but it may provide functional information about depth as early as 2 months of age.

Depth perception experiments have demonstrated that infants are sensitive to binocular and kinetic information by 3 to 5 months of age but may not be sensitive to static information until about 7 months of age. It is important to point out, however, that infants younger than 3 months of age probably perceive depth. There may never be a final triumph for nativism or for empiricism. It can be argued that, no matter how early in life depth perception can be demonstrated, the ability still rests on some experience, and that no matter how late depth perception emerges, it can never be proved that only experience has mattered. Nevertheless, the nativism-empiricism debate remains pervasive in the developmental study of depth perception, as well as color, speech, and many other content topics in infant perceptual development.

Physical objects or events arouse the infant’s sense-organs. As a causal result of this, they obtain instantaneous knowledge of their existence and their properties. By immediate knowledge is meant knowledge which is not inferred from, or suggested by, any further knowledge, or any ground or basis for knowledge. This knowledge is not necessarily verbalized knowledge, but it is always knowledge which it is logically possible to put verbally. It is propositional in form. And although such knowledge is immediate, in the sense just defined, it is not incorrigible knowledge.

Conclusion

As a result of  the stimulation of  the eye, infants  acquire immediate knowledge of  the size, shape, color and spatial relations of  the objects  around them; as a result of  the stimulation of  the skin, they obtain immediate knowledge of  the shape, size, temperature, spatial relations, and other properties of  the objects in our environment; as a result of the stimulation of  the nose, they acquire immediate knowledge of  the presence of smells; and so on. After they gain some knowledge of the physical world, this knowledge is accompanied by knowledge of the means by which this immediate knowledge was got (by the eyes, skin, nose, etc.). It is also regularly accompanied by characteristic sensations in the organs being used to acquire the immediate knowledge.

The acquiring of immediate knowledge in this fashion is perception. It may be distinguished from more sophisticated forms of perception by being called immediate perception. But it must be emphasized that immediate perception is not immediate knowledge. It is the acquiring of immediate knowledge, and is therefore an event in the sense that an acquiring is an event.

It is part of the concept of immediate perception that the knowledge acquired is knowledge of the state of affairs in the physical world contemporary with the acquiring of the knowledge. This logical necessity is built on the empirical fact that we never acquire any immediate knowledge of past states of affairs by means of the senses.

The objects and properties of objects that are immediately perceived have an existence logically independent of their being perceived. They may be perceived or not perceived. There are objects and properties of objects that are never perceived, although it would always be logically possible for such unperceived things to be perceived. It is therefore REALISTIC.

Studies prove that the quality of child care have a great impact to the growth and perceptual development of the child. Infants have diverse personalities and temperaments, they develop at different rates. Their self-esteem is an important aspect of their development, that is why parents and caregivers should give them constant praise and encouragement. The following points should be considered in order to help boost the development of a child:

• Communicate to your offspring what needs to be done at that moment.
• Redirect his or her attention or activity by using neutral or positive language.
• Say no while maintaining love.
• Explain the reason for your rule.
• Give limited tasks and be specific in your request.
• Acknowledge children's feelings, but set limits.
• Help them understand how their actions affect others.
• Help kids use words to communicate their frustrations.
• Acknowledge positive behavior.

Self – Leadership

Self – Leadership

Introduction

            For every economy and for every market, the environment workplace and the morale of the employee are the major factors in the success of the business. Most of the managers as well are only focus on the sales and to the marketing and they did not even notice the importance of the people that filling up the position and the things that they can do in the development of the business (Precht, n.d).

Research shown that the additional workforce motivation will contribute in the increase of the innovation and in the production of the company. Aside from that, it also contribute in the in the enlargement of the creative and logical problem solving, it will decrease the turnovers and reduce the absenteeism.  Therefore, in order for the company to alleviate its circumstances regarding the employee management it should have to ignite the passion of the intrinsic motivation. Aside from that, it should also have to maintain the right and healthy business environment and atmosphere. The company should provide as well a tools and training for the proper work management and for the growing places. It is also important for the company to be aware on the sensitivity of the morale of the employees so that it will have to come up in the best result of producing quality suggestions.

There are many motivation practices that the company can do in order to have a better working atmosphere and a better income return. One of these motivations is the self – leadership which is the process of self influencing whereas the people can achieve the self direction and its own motivation which is necessary to perform (Manz and Neck, 2004). It is also coincides with the cognitive strategies and specific behaviors that are designed to positive influence leads to the personal improvement. This is commonly categorized as natural reward strategies, behavior focused strategies, and constructive pattern strategies.

Looking deeply self-leadership is the commitment and the capacity of having to take the full responsibilities for self responses to the life as creating a meaningful life (Campbell, 2001). It is therefore the development of one’s “leader within” that can be out (Self-Leadership Coaching, 2006). Therefore the self-leadership also plays an important role in the development of the business and in the construction of a positive atmosphere.

 

 

Theoretical Concept on Self Leadership

            The self-leadership strategies can operate in the entire theoretical framework of the self regulation (Clark, 1996). This also operates in the broad theoretical framework of the self-regulation which shows how behavior happens that will be use in the understanding of the behavior. It prescribes specific cognitive and behavioral strategies which are commonly designed for the enhancement of the affectivity of the individual self-regulatory.

            The self leadership strategies can also enhance the self regulatory as increasing the self awareness as well as increases the self-focus. In this manner, it will increase the focus on the task and in the performance of the task. It will also gain to have a positive self-goal setting. Regarding the self goal and its process, the individual will increase the effectiveness of the elf regulatory with the aide of the joint effort of the better performance and the openness for improvement. Lastly, the self-punishment, the self reward, and the self-cueing are all have potential enhancement of the self-regulations. In this regard, the objective is said to be meaningful it is attainable and at the same time it is valuable (Carver and Scheier, 1998). The self leadership strategies as in the mental imaginary and self talk can definitely increase the level of self efficacy. It also said to be the major determinant on the performance and on the confidence expectancies that has the probability to lead in the effective self-regulation as well as the increase in the performance.  

            Generally, the self – leadership can be developed and learn.  It is also an interesting manner in the construction and in the relation to the attainment of the goal. In the corporate setting, the self leadership suggests that it is the most effective way in facilitating these strategies including the self-goal, the self-observation, and the self-reward. The topic on the self leadership had been diverse for the past years and it can be related to the topic on the performance appraisal, spirituality in the workplace, in the total quality management, in the organizational change, in the self leading team and in the entrepreneurship. Part of the contextual setting as well are the satisfaction on the job, the non-profit management, the goal performance or the goal setting, the performance of the team and its sustainability.

 

Criticism on the Self-Leadership

            The self-leadership had been criticized by most of the authors due to its broadness and its redundancy. This consists of set of strategies which are commonly broad yet they are useful in the personal effectiveness personally. Most of the strategies as well regarding the self-leadership are come on the theories on self-leadership and motivation. It had also been said that most of the concept of the self leadership are merely came from the repackaging of the individual differences. It also questioned on the extent on its distinguishable and its uniqueness in connection to the related personality and motivational constructs. Most of the critics then suggest that self-leadership had been overlap to the other theories on the motivation and had not noticed that it is a normative model and not a deductive nor a descriptive theory.

 

Difference of Self-leadership to the other Motivations

            There are many people who need to push or to have given a complement in order to have a better performance in the company. These pushing techniques done by most of the managers are the so called motivation practices. There are many motivational practices one can have to choose in order for his employees to have a better performance and best output. These motivations are essential for the business so that it will have to succeed as well as to survive. Many of the motivational practices are then being practice for the past years. These includes the positive reinforcement, the treatment of the people in the fair way, the effective discipline and punishment, satisfying the needs of the employees, restructuring the jobs, setting the work related goals, and the base reward which are commonly on the job performance. For these practiced motivations, what is the edge or the difference on the one kind of motivation which is self-leadership motivation? Is the self-leadership has significance over the other motivation practices? Is advantageous to the entire company? These are some of the questions that should given a solution in order to have a better way on the proper motivating the employees.

            There are many differences between the self-leadership and the other motivational practices as the positive reinforcement. In the positive reinforcement, the consequences is known to be the dependent in the behavior and it is more likely to occur and it is also the more precise way in the employee controlling behaviors. It likely of reward that will given by the manager to its employees. On the other hand, the self-leadership is the just the motivation of oneself without any dependent variables. The reward also was came to its own mind and it is being directed him to its goal. The praise and the other rewards also came within itself and not by the other people nor to the incentives or to the rewards.

            The fairness on the treatment to the employees is also major factor in motivating the employees due to the fact that it will have a good reputation and it will be the primary factor for keeping the employees a much desirable. In this manner, to compare it to the self-leadership they have differences as the self-leadership is often declare to work on its own within and not to compete to the other employees and therefore fairness is not an issue.

            The restructuring of the job is also one of the important sources of motivating the employees. According to Herzberg, in the job enrichment theories, this technique will give satisfaction to the individual. This will also encourage for the personal goal accomplishment. In this manner as well, it gives the people the greater involvement as well as the satisfaction in their respective work so that it will increased the efficiency that is being achieved on the involvement on the lower job. In this manner, the structure of the ones job depends to himself and not supported by the other people, in self leadership only shows that person can manage and can structures its normal setting of the work which was characterized by its goal.

            The discipline and the punishment is the plays a major role as well in the development in motivating the employees. In this regard, the employee will value on what is taken away or the fears which are being threatened. The employees then, will see the sanctions as consistent yet fair. And finally, it will acknowledge and respect into the manager’s right of imposing those sanctions. In this regard, the employees will take an alternative perspective which will be an option to every employee to learn. On the contrary, in the self-discipline, it simply implies that the behavior and the leader trait has only less impact on the subordinate behavior.

            Employee needs satisfaction simply the made the motivational practices be achievable. In this scenario, including in the employees want and needs are having good pay, the security on the job, the growth and promotion, the working conditions, and so forth. In the needs the employees will work hard and will give its best upon receiving this things. Looking deeply, the self-leadership is accepting the idea that employees are the one which motivates their own.

 

 

The Elements of the Self-Leadership

            There are five (5) major elements of the self-leadership as the personal goal setting, the constructive thought pattern, the designing of the natural rewards, the self-monitoring, and the self reinforcement.

            In the personal goal setting, the employees are being set by their own goals and they apply it in the effective practices of the goal setting. In the constructive thought pattern includes the positive self-talk which talk of himself in the context of the thoughts and or actions and lead to the advancement of the self-efficacy. The mental imagery is also one of the importances of the self-leadership which practice by the mental task and being visualize the completion of the successful task. In relation to the designing of the natural rewards, it simply finds ways on the job proper for the motivation as the altering of the task that is being accomplished and its way. The self monitoring is also one of the elements of the self-leadership that will keep that track on the development in the context of the self-set goal. This will look of the feedback which are occurring naturally and designing the artificial feedback. The self-reinforcement is the final element of the self-leadership. This simply implies of taking the reinforcer after the completion of the goal which is self-set. The example of this one is watching the movie right after writing section in the report and starting a task which is commonly fun after the completion of the task which one does not like.

 

The Self-Leadership Model

            The self-leadership is the ability of the subordinate to have its own motivation. This is also commonly known as the “substitute” for the leadership. The interactions of the leader-subordinate are the major part in the promotion of the self-leadership in its subordinate through the reinforcement and modeling (Sims, 1987). The self-leadership is also a component of the in group script. One of the key factors also to strengthen the self-leadership is with the aide of the social categorization process. The leader traits as well only have a least impact on its perspective in the extent of the presence of the self-leadership.

            As the self-leadership is interpreted in the term of the social cognitive, then it has definitely had an influence on the subordinate which can be seen in the leadership. The influence is not directly occurs. In the leader behavior through the leadership perception which the subordinate is being internalized, then it also affects in the degree of the engagement which is involved in the self-leadership. The self-leadership then can be seen as the solution on the sequence of the social interaction. The model  has only a single episodes, and therefore has relative effect on the influence of the leader’s identification.

            Sometimes, the self-leadership and the intrinsic motivation had been characterized as similar. But, looking further, the concept of the self-leadership extend in the natural rewards, rather it result in the task and in the performance of the on the activity on itself. Additionally, these natural rewards are primarily based on the intrinsic motivation. In accordance to the self-leadership, the range whereas the activities as well as the task are being chosen, perceived and structured for the increased competence and feelings as well as the task performance and self-determination are being enhanced.

            The self-leadership is merely a learned behavior and not a fixed trait. Its proponents as well are commonly ignored individual and personality differences factors. In this manner, the personality traits are not related to the effectiveness of the self-leadership. This has also no relationship as well in the mental imagery and performance of the individual.

 

The Predictable Outcome of the Self-Leadership

            In the self leadership, it can predict several outcomes or the association of the self-leadership strategies and its application to the corporate word. Part of the forecasted result that the company is looking forward are the independence, the commitment,  the trust, the creativity or the innovation, and the positive effect, the potency, the job satisfaction, self-efficacy and the psychological empowerment. The outcome of this strategy can then be affected the individual, the group as well as the performance of the organization. The commitment and the independence of the employees are due to the engaging in the self leadership over the task and in the process work. The employees also became creative and innovative as part of the appropriate and useful ideas as well as the implications of the creative concepts. The trust and the team potency also developed due to the facilitation of the effective team and internal leader. The positive effect and the job satisfaction also the outcome of the self-leadership due to their enthusiasm regarding the work they are into that made them to be satisfied on the field where they are currently belong. The self-leadership also is being proclaimed as the major mechanism when it comes to the empowerment through the creation of the purpose, meaningfulness, competence, and self-determination.

            Finally, the employees are the major foundation for the business and they are also the major asset that is why they should be properly trained and give them importance.

 

 

Example of Self-Leadership Elements and Application

            In the working of mine it has also been practice the concept of the self-leadership, on of the example if the use of the pattern includes the positive self-talk which talk of himself in the context of the thoughts and or actions and lead to the advancement of the self-efficacy. This is the time wherein one of my colleagues is telling to himself that he can better that what our co worker had done. He is also kept on telling to himself that his work can be improved. His performance also can be improved and the output of the his can be develop. That’s was the power the mind and its self leadership. The positive self-talk lead my colleague to the better outlook and to perform well. This self-talk also is his bridge towards the better perception and enthusiasm.

            Another example of the self-leadership is the self-reinforcement. This simply implies of taking the reinforcer after the completion of the goal which is self-set. The example of this one is watching the movie right after writing section in the report. This is another colleague that giving herself a break after the writing several sections in her work. In this regard, he can relax for a while and can worker harder for the next report due to the fact that the movie relieves its stress and made him unwind for even for awhile.  In this manner after the goal of another report had been set out or done, then it self reinforcer made her a move for the movie to watch. This self motivation made her realized that the break needs in her work.

 

Bibliography

Lord, R and Maher K 1993, Leadership and Information Processing: Linking Perception and Performance, Routledge

Neck, C and Manz C 2006, Mastering Self Leadership: Empowering Yourself for Personal Excellence, Pearson/Prentice Hall

Neck, C. 2006, Self Leadership, Emerald Group Publishing

Employee Motivation Theory and Practice 2008, Accel Team, viewed 05 February, 2008

http://www.accel-team.com/motivation/index.html

Motivating Employees 2001, 16types.com, viewed 05 February, 2008

http://www.16types.com/Request.jsp?lView=ViewArticle&Article=OID%3A400632
Self-Leadership: Portal to Freedom, Foundation of Success 2001, Unite Media Group Inc. Campbell, viewed 05 February, 2008

http://www.thinkavenue.com/articles/hr/article14.htm