Current Midwifery Practice Can Improve Outcomes For...

As a midwifery student, the author has worked with two women, within the Continuity of Care Experience, who have been induced for post-term pregnancy. Reflections have been written about the care these women received and are located in the authors Continuity of Care Experience reflective journals under the pseudonyms RO’B and EE. The purpose of this portfolio is to explore current midwifery practice in relation to this event which can turn an uncomplicated pregnancy into a complex labour and birth. Current literature will be reviewed to determine best practice in care provision for woman who are post-term and a recommendation will be made on how midwifery practice can improve outcomes for women whose pregnancies progress past term. For†¦show more content†¦Induction of labour involves one or more of the following interventions to artificially initiate labour: amniotomy, insertion of prostaglandins and intravenous oxytocin (Rimmer, 2014). Expectant management requir es waiting for labour to initiate spontaneously however it is recommended that this method is coupled with increased fetal surveillance via cardiotocography and ultrasound monitoring (Wennerholm et al., 2009; Oros et al., 2012; Heimstad et al., 2007; Queensland Health, 2011). IOL is always indicated where maternal and/or fetal health is compromised by continuing the pregnancy (Queensland Health, 2011; Thorogood Donaldson, 2010). Five articles were identified to determine best practice in care provision between IOL and expectant management in relation to post-term pregnancy. These articles were a mixture of trials and reviews published between 2006 and 2012. The results of these five articles were surprisingly varied. Oros et al. (2012) claimed that both options are equally risky as IOL reduces the number of babies being born small for gestational age but increases risk of birth by caesarean section, particularly for failed induction, and therefore increases length of hospital stay. Heimstad et al. (2007) maintained that no difference was found between IOL and expectant management in relation to neonatal morbidity or mode of birth. Glantz (2010) argued that the

Race, Racial And Ethnic Relations - 1631 Words

Final Paper: What Is Race? Every day in our society, people continue to be discriminated against because of the color of their skin. We, as a society, like to believe that oppression and discrimination ended long ago, thanks to the Civil Rights movement. However, there continues to be a misunderstanding about the differences we possess in our skin color and, unfortunately, the belief that we are separated by race, continues to stratify mankind. The term â€Å"race† has been given different meanings throughout the years and, now, it is used to signify the differences in physical characteristics that humans possess and, therefore, it creates stratification and inequality. However, the Haviland text states that â€Å"The concept of race has no biological basis. Therefore, race is seen as a cultural construct† (Haviland et. al. 2014). Joe R. Feagin and Clairece Booher Feagin support this statement in their textbook: Racial and Ethnic Relations. To understand the concept of race, it is important to be aware of the origin of the word. According to the Feagin text, the meaning of race has changed through the centuries. Back in the sixteenth and early seventeenth century, race was a word intended for â€Å"descendants of a common ancestor, emphasizing linkages† (Feagin and Feagin, 2012: 5). This means that the word â€Å"race† was intended to recognize family ties, it did not take physical characteristics into consideration, only descendants; it was not utilized to separate people by theirShow MoreRelatedRace Relations : A Resolved Issue?1644 Words   |  7 PagesGuyo Kotile Race Relations: A Resolved Issue? ENGL 1021-64 Prof. Larry Sklaney 3 Dec. 2013 Although the issue of race relations has died down since the civil rights movement, it is still present in politics and the work place today. Race relations works to better the rights of minority citizens and to lessen the gap between the races. 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A Good Manager free essay sample

Managers can use humor and give their employees small tokens of appreciation for work well done. Also, when leaders themselves are in good moods, group members are more positive, and as a result they cooperate more. 127 Finally, selecting positive team members can have a contagion effect because positive moods transmit from team member to team member CASES Emotions and positive moods appear to facilitate effective decision making and creativity. Recent research suggests mood is linked to motivation, especially through feedback. Leaders rely on emotions to increase their effectiveness. The display of emotions is important to social behavior like negotiation and customer service. The experience of emotions is closely linked to Job attitudes and behaviors that follow from attitudes, such as deviant workplace behavior. Our final managerial implication is a question: can managers control colleagues and employees emotions and moods? Certainly there are limits, practical and ethical. Emotions and moods are a natural part of an individuals makeup. We will write a custom essay sample on A Good Manager or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Where managers err is in ignoring co-workers and employees emotions and assessing others behavior as if it were completely rational. As one consultant aptly put it, muff cant divorce emotions from the workplace because you cant divorce emotions from people. 129 Managers who understand the role of emotions and moods will significantly improve their ability to explain and predict their co-workers and employees behavior. 1 . The first reason can be the diversity of people because not everybody has the same action and reaction; there are different kind of people who have different emotion and feelings. It will become harder to manage employees when the organization becomes bigger. In addition to these, as mentioned in the case the way of acting peoples business culture and etiquette sometimes can create ineffective managing environment. Applying wrongful behaviors like shouting when somebody did wrong work is the indicator of the poor managing. I think the emotions or reactions of people are related with their psychology but not their education level. A Good Manager By Miramar