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Family Nurse Practitioner
Family Nurse Practitioner
Name of Student
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Family Nurse Practitioner
Introduction:
The future of nursing lies in the growth and development of the curriculum to accommodate different specialties. The American Nurses Association (2014) cites that; advanced practice registered nurses have in the recent past played a very important role in the advancement of health care. The nursing profession has grown to acknowledge nurse specialists as clinical nurse specialists, family nurse practitioners, nurse informaticists, nurse educators and nurse administrators. Acknowledging the specific roles of the different specialties is an important landmark for the development of the nursing profession. For clarity purposes, it is pivotal to differentiate between advanced nursing practice and specializing in a particular area of nursing. According to Hamric et al. (2013, p. 68), specialization in nursing involves the development of expanded skills and knowledge in the area of the nursing profession. In this case, a nurse who has gained experience in a particular area of nursing may be said to have specialized. On the other hand, advanced nursing practice involves the application and integration of a wide range of evidence-based and theoretical knowledge, coupled with advanced nursing education, like graduate nursing. The American Nurses Association (2004) proposed the masters and doctoral education in nursing to enhance advanced nursing practice. In addition, advanced nurse practitioners play a pivotal role in the development of knowledge base in the nursing profession.
This paper is dedicated to comparing and distinguishing the roles of advanced nurse practitioners, and expounding on the practice background and guidelines for the specialty of the family nurse practitioner. The paper will also expound on the legal requirements, organizational setting, competencies required, and the professional organizations associated with the advanced practice role of the family nurse practitioner. Lastly, the paper will discuss the leadership roles in advanced nursing practice, and the health policy as applies to advanced nursing practice.
Advanced Practice Roles in Nursing:
In as much as there are specific roles of the advanced practice nurse specialists, the curriculum for the essentials of master’s education and advanced nursing practice outlined by the American Association of Colleges of Nursing (AACN, 2006) provides some similar roles for the advanced nurse practitioners. These roles cut across all the cadres of the advanced nurse practice. According to Hamric et al. (2013), the advanced practice Nurses share the same core competencies and core values, which in turn define the similarity in their roles. Hamric et al. (2013, P. 70) assert that, all the APNs perform the role of direct clinical practice, as a central competency that defines other competencies. The second category of roles common to all the APNs is the focus of care to the families and individuals. According to the AACN (2006), all the APNs must focus their practice to the individual patients, families and organizations. In regard to education, Hamric et al. (2013, P. 71) connotes that all APNs are supposed to teach others, and participate in programs that promote education in nursing and curriculum development. Similarly, AACN (2006) notes that all APNs are mandated with the role of carrying out research. In this area, the advanced nurse practitioners are expected to utilize new knowledge, embrace technology, utilize information systems, apply new knowledge and supervise lower cadres on carrying out research.
The advanced practice nurses are also mandated with the role of understanding policy, and recommending policy and system changes. Hamric et al. (2013) posits that all APNs must be advocates of policy changes where necessary, and should display high-level competence in supporting policy implementation. Additionally, APNs are expected to play the role of initiating and agitating for policy development. The American Association of Colleges of Nursing (2006) also reiterates that all APNs are tasked with the role of promoting professional ethics and acting as role models for the other members in the profession. They are expected to identify the common ethical dilemmas in the practice of nursing and how the said dilemmas influence the delivery of care, and provide a solution accordingly. The APNs are also tasked with the role of ensuring the development of the profession. As regards professional development, the advanced practice nurses are supposed to advocate highly for the profession, and recruit able students in the profession (AACN, 2006). The development of theory in nursing is also a role of all the advanced nurse practitioners. According to Hamric et al. (2013), advanced nurse practitioners are expected to review, update, apply, build and recommend theories to facilitate the development of the body of knowledge in the nursing fraternity. In relation to human diversity and the varied social issues, the advanced practice nurses are expected to deliver culturally competent care. The master’s curriculum requires that the advanced nurse practitioners practice in collaboration with other colleagues of the multicultural skilled workforce, in order to ensure that the systems address the very needs of the populations. Lastly, all the advanced nurse practitioners are tasked with the role of promotion and prevention of disease. Regardless of there are of practice and specialization, advanced nurse practitioners must show concern and action towards disease prevention and health promotion (AACN, 2006). With regard to health promotion coupled with disease prevention, the advanced nurse practitioners develop, monitor, and implement holistic care plans with a view to addressing the needs of the society.
Despite the similarities in the general roles of advanced nurse practitioners, there are specific roles that distinguish a nurse practitioner, nurse educator, nurse informaticist and nurse administrator. According to Hamric et al. (2013), a nurse practitioner provides specialized and primary healthcare to families, individuals, communities and other organizational settings. The nurse practitioners practice in a varied range of settings like schools, home-based clinics, hospitals, nursing homes, nurse-managed clinics and workplaces. They provide a wide range of service-products, ranging from adult care, pediatric care, gynaecological care, mental health, gerontological care and specialized forms of care. In their practice, the advanced nurse practitioners take health histories, do physical examinations, diagnose injuries and common illnesses and treat them, and manage deviations in vital signs. In addition, the advanced nurse practitioners treat chronic conditions and interpret x-rays and other laboratory parameters (ANA, 2011, p. 2). On the other hand, a nurse informaticist is a nurse who specializes in nursing science, computer science and information science, with a role of managing information, data and knowledge (ANA, 2008). The nurse informaticist plays the role of supporting nurses, patients, other consumers and providers of healthcare in decision-making in their roles and settings. In doing so, the nurse informaticist utilizes information technology, information processes and information systems. They thus must possess excellent thinking and critical skills. As clinicians, they do extensive research, and are experienced in applying and implementing the nursing process.
Contrary to the roles of the nurse informaticist and the nurse practitioner, a nurse educator’s main role is to teach (Zwygart-Stauffacher & Jansen, 2005). The advanced nurse practitioner roles wouldn’t be in existence without the nurse educators. The nurse educators are also tasked with the role of demonstrating high-level competency in the prongs of clinical skills, research and nursing education. The American Association of Colleges of Nursing (AACN, 2006) points out that, nursing educators are expected to demonstrate high-level competency and show leadership in the nursing profession. They thus act as role models in the nursing profession. The American Nursing Association (ANA, 2008) reiterates that nurse educators are tasked with developing a learning culture among nurses, and affecting positive change and public policy in the country’s political process. On the contrary, a nurse administrator is tasked with the role of managing other staffs in the healthcare delivery setting. These could be health centers, clinics and medical centers. Their role is to ensure that a cost-effective method has been applied in the implementation of organizational policies (Zwygart-Stauffacher & Jansen, 2005). They thus should possess excellent critical thinking and organizational skills. As administrators, these nurses also oversee the implementation of projects and also participate in handling the pressure of the workplace. Unlike the nurse practitioners who are involved directly with the implementation of policy, the nurse administrators are tasked with setting the policies and overseeing their implementation. Apart from being part of the administrative branch of the organization, nurse administrators deal with the issues of the personnel who are below them directly.
Advanced Practice Role for Family Nurse Practitioners:
Regulatory, Certification and Legal Requirements-State of Florida
Chapter 464 of the 2013 Florida Statutes, part 1 outlines the Nurse Practice Act, which documents the regulations of all the nurses in the State of Florida. The statute outlines the legal requirements, as well as the examination regulations for advanced practice of nursing in the State of Florida. Advanced nursing practice as an FNP falls under the class of advanced nursing practice. In the provisions, section 012 of the chapter outlines the regulations for certification of advanced nurse practitioners in the State (The 2013 Florida Statutes, 2013). According to the regulations, a nurse wishing to be certified for advanced practice in the State of Florida applies to the department to confirm ownership of a professional license and the fulfilment of the requirements of the board. The board requires that one has completed a post-basic nursing educational programme that prepares one for advanced nursing practice (The 2013 Florida Statutes, 2013).). Proof of this must be produced for a confirmation by the registering members of the board. In addition, one produces evidence of certification by a certification board for which he or she has specialized. In addition, the applying nurse is required to show evidence of graduation from an institution of higher education, leading to acquiring a master’s degree programme in the said area of practice. The regulations also provides for the scope of practice for the advanced nurse practitioners, though with scanty details about some specialties. From the regulations, it is clear that the certification as an advanced nurse practitioner in the State of Florida takes four steps, which are confirmed by the Florida Board of Nursing. The steps are completion of a post-basic nursing programme, certification by a specialty board, possession of a nursing specialty master’s degree and relationship of supervision with a monitoring physician (The 2013 Florida Statutes, 2013).
Nursing Professional Organizations in Florida
In line with the roles of advanced nurse practitioner identified by Hamric et al. (2013) and AACN (2006), as well as, ANA (2008), I purpose to join professional organizations during my practice in the State of Florida. The professional organizations will serve as an avenue for professional development, and will, in addition,, facilitate the achievement of practice goals as defined in the code of practice for advanced nurse practitioners (ANA, 2008). The Florida Nurses Association is a branch of the American Nurses Association in the State of Florida. It is an avenue for pure professional development (Florida Nurses Association, 2012). Through this forum, I will benefit in agitating nursing issues in the area of family health nursing and championing policy change. In addition, the association provides an avenue for educational resources, as well as seminars for research and development (Florida Nurses Association, 2012). Since the Florida Nursing Association is the single-most nursing association in the state of Florida that represents nurses of all specialties under one umbrella, it is one among the most appropriate to join.
Apart from the Florida Nurses Association, there are other professional nursing organizations in the State of Florida that are beneficial to advanced nurse practitioner. The Florida Center for Nursing (FCN) is a nursing organization that provides online information and materials for research. Joining such an organization will facilitate the accomplishment of the role of professional development in building the body of knowhow in the nursing profession (Florida Center for Nursing, 2014). The other professional organization is the Florida Nurse Practitioner Network (FNPN) (State Nursing Organizations, 2013). Such an organization is important in agitating the special interests of nurse practitioners. As an advanced family nurse practitioner, I will not hesitate to join such an organization. In addition, there is the Florida League of Nursing (State Nursing Organizations, 2013). I would join this organization to utilize it as an avenue for personal, professional development.
Organizational Setting, Population and Colleagues
According to the Florida Association of Nurse Practitioners (FLANP, 2014), family nurse practitioners are trained to practice in primary care settings. Their scope of practice allows them to assess, diagnose, manage and treat both chronic and acute illnesses in primary health care settings. In addition, family health nurse practitioners are expected to provide primary care to both healthy families and those with acute or chronic health problems. Currently, there is a looming health crisis in the State of Florida, with about 48% of physicians expected to retire in 10 years’ time (FLANP, 2014). There is ongoing agitation for the state to widen the scope of advanced nurse practitioners to save the State from a health crises. If this agitation goes through, the population of patients/families per nurse practitioner is going to rise. With regard to colleagues in practice, the professional code of conduct requires that a nurse practices team working and promotes team spirit. In the practice, I am going to work with physicians, community health nurses, fellow family health nurses, assistant nurses, community pharmacists, community dentists and even paramedics. The oath of professional conduct demands that I respect them and cooperate with all of them for the benefit of individual patients, family and the community.
Leadership Role in Advanced Practice:
Leadership development and participation in leadership activities is an obligation of an advanced nurse practice in the fulfillment of advanced nurse practice roles, as stipulated by AACN (2006). According to Hamric et al. (2013), all advanced nurse practitioners are required to show leadership to the other members of the profession, and participate in leadership activities aimed at promoting the growth of the profession. Participation in leadership for advanced nurse practitioner is, therefore, not an option, but a mandate as per the roles of advanced nurse’s practitioners.
After taking the 18-questions test on the leadership styles developed by Lewin, I found out that I am a delegative leader. Linking this with my leadership philosophy, as well as, the leadership attributes I possess, I agree with the findings about my being a delegative leader. According to Cherry (2014), a delegative leader is effective while leading a group of qualified people. In the field of nursing, almost all cadres are oriented to leadership issues. Independent decision-making is, therefore, emphasized. Leading such a group is a bit easy since the members are self-motivated. Some of the leadership attributes I possess are independent thinking, free will and problem-solving skills. The trait of independent thinking allows me to make decisions in hard situations even where I have no one to consult. In the practice of nursing, a practitioner is faced with many situations where there is a need to make a decision and save a life of a patient. Also, since leadership is about making choices, I have applied this trait in many situations that required making hard decisions. Additionally, the trait of free will has enabled me to communicate my mind and provide opinion without the fear of intimidation. The trait of problem-solving skills has enabled me to handle the challenges associated with life, as well as, the profession.
In my practice as a family health nurse, I have experienced challenges which were a bit hard to handle, and I attribute this to the leadership attributes that are missing in me. Being a delegative leader, I do not have some attributes like group management skills. I fill the gaps by learning from others, and reading about leadership styles. Cherry (2014) outlines three distinctive leadership styles together with the accompanying traits. Borrowing from others has been an important milestone in filling the gaps into becoming a successful nurse leader.
Health Policy and the Advanced Practice Role
Policy: Racial and Ethnic disparities in healthcare:
Despite the efforts of the government through the department of health and the other government branches to work on decreasing disparities in health, research shows that health disparities in the US is a reality (American College of Physicians (ACP), 2010). ACP (2010) reiterates that, even by holding social insurance and social income constant, the white majority citizens of the US are likely to access better health compared to the ethnic minority citizens of the US. In the survey, ACP (2010) had made recommendations geared towards addressing the issue in the year 2003. Upon assessing the issue in 2010, ACP (2010) found that some recommendations were implemented successfully and bore, fruits while a lot needed to be done to address the other recommendations and address the problem once and for all.
Regarding the current policy, the US Department of Health (2011) developed the National Partnership for Action programme to address the issue. The initiative was aimed at promoting awareness of the significance of health inequalities in society. Additionally, the initiative aimed at strengthening the health system, to promote linguistic and cultural competency, and utilize current research to address the problem of disparities in health. The department aimed to achieve its goals through mobilization, and nearly 2000 individuals attended its first summit (US Department of Health, 2011). However, the problem of racial and ethnic disparity still looms (Chin et al. 2012). Going by these, the approach with which the stakeholders have adopted towards addressing this issue needs to change.
The Change Process
The key players and parties of interest in this policy change are the governments, the non-governmental organizations, health personnel, the political class and interest groups. However, the government stands as the main player. Since the US Department of Health had come up with very good suggestions, the approach to implementation is what needs to be changed. The government needs to play a pivotal role in promoting inclusiveness of the proposed policy. Firstly, it needs to review the policy regularly to and assess its performance. Secondly, the relevant stakeholders need to be involved in the change process (Bryant, 2002). Thirdly, the government needs to instill the change process to the health personnel, health administrators and non-governmental organizations. Fourthly, the masses need to be taught about their rights to access to health regardless of their ethnicities. Lastly, the process needs to be regularly monitored.
How I would lead the Change Process to achieve results
If I were mandated to lead the change process, I would start by ensuring that I mobilize the relevant stakeholders in and incorporate them in the process of change. Bryant (2002) suggests that the stakeholders need to appreciate the need for change. I would make sure that ii carry out enough research regarding the challenge, for evidence-based information about the need for change. I will then initiate the process by mobilizing all the relevant stakeholders and informing them of the need for a change. Watt, Sword and Krueger (2005) emphasize the need for a commonality of purpose while implementing change in health reforms. The second step I would make is to liaise with the relevant government agency to ensure that policies are enacted. At this step, I may involve an interest group to mobilize the political class into adopting the recommended policy changes. Once the political class adopts the policy, I will embark on mobilizing the relevant stakeholders for the implementation of the change. At this step, the health administrators are very essential. Awareness campaigns will be instituted to mobilize health administrators and other personnel to support the bill. After implementation, regular reviews will follow to assess the progress.
The Likely Change in Healthcare
When the approach to the implementation of the proposed changes in policy is changed, more stakeholders are likely to understand the policy and support it at the initial stages. Such support will lead to successful implementation of the proposed changes. The attitudes of the health personnel and other stakeholders will change towards the delivery of care to all citizens regardless of their class, race and ethnic group. The result is that more members of the ethnic minorities will access health, and the disparity will narrow.
Conclusion:
In sum, this paper has discussed the roles of advanced practice nurses by comparing and contrasting them. The common roles of nurse educators, practitioners, administrators and nurse informaticists were compared and contrasted. The role of the family nurse practitioner was discussed in relation to regulations and legal requirements, leadership roles, nursing practice and policy development, in regard to the State of Florida in the US. Finally, the paper has discussed the roles of an individual advanced nurse practitioner in policy change, in relation to the racial and ethnic disparity in healthcare delivery in the United States.
References
American Association of Colleges of Nursing (AACN). (2006). The essentials of doctoral education for advanced nursing practice. Washington, DC: Author.
American College of Physicians (ACP). (2010). Racial and health disparities in healthcare, updated 2010. Washington, DC: Author.
American Nurses Association (ANA). (2004). Public health nursing: Scope and Standards of practice. Washington, DC: Author.
American Nurses Association (ANA). (2008). Nursing informatics: Scope and standards of practice. Washington, DC: Author.
American Nurses Association (ANA). (2011). Advanced practice nursing: A new age in healthcare. Washington, DC: Author.
American Nurses Association (ANA). (2014). Advanced practice nurses. Retrieved from http://www.nursingworld.org/
Bryant, T. (2002). Role of knowledge in public health and health promotion policy change. Health Promotion International, 17(1), 89-98.
Cherry, K. (2014). Lewin’s leadership styles. Retrieved from http://psychology.about.com/library/quiz/bl-leadershipquiz.htm
Chin, M. D., Marshall, H., Amanda, R. C., Robert, S. N., Alicia, A. C., Anna, P…. & Scott, C. C. (2012). A roadmap and best practices for organizations to reduce racial and ethnic disparities in healthcare. Journal of General Internal Medicine, 17(1), 992-1000.
Florida Association of Nurse Practitioners (FLANP). (2014). Florida healthcare crisis: Advance practice nurse solution. Retrieved from http://flanp.org/florida-healthcare-crisis.html
Florida Center for Nursing (FCN) (2014). About FCN. Retrieved from http://www.flcenterfornursing.org/
Florida Nurses Association. (2012). About the Florida nurses association. Retrieved from http://www.floridanurse.org/aboutFNA/
Hamric, B. A., Hanson, M. C., Tracy, F. M., & O’Grady, T. E. (2013). Advanced practice nursing: An integrative approach. Cambridge, MA: Elsevier Health Sciences.
“State Nursing Organizations” (2013). Retrieved from http://theagapecenter.com/Organizations/State-Nursing.htm
The 2013 Florida Statutes. (2013). Regulations of professions and occupations: Chapter 464-Nursing. Retrieved from http://www.leg.state.fl.us/statutes/index.cfm?App_mode=Display_Statute&URL=0400-0499/0464/0464.html
US Department of Health. (2011). National partnership for action. Washington, DC: Author.
Watt, S., Sword, W., & Krueger, T. (2005). Implementation of a healthcare policy: An analysis of barriers and facilitators to practice change. BMC Health Services Research, 5(3), 33.
Zwygart-Stauffacher, M., & Jansen, P. M. (2005). Advanced practice nursing: core concepts for professional role development (3rd ed). New York, NY: Springer Publishing Company.
FACTORS TO CONSIDER WHEN DESIGNING A WORKSPACE
FACTORS TO CONSIDER WHEN DESIGNING A WORKSPACE
Name
Course
Course Instructor
Institution
DateWorkspace Design: Factors to Consider
When designing a contemporary workspace, one of the most important factors to consider is the specific purpose and requirements that the workspace should achieve. This functional factor involves defining the goals, objectives, and reasons for designing such a workspace, and the operations to be accomplished within that cubicle (Hassanain, 2010). Defining these aspects, which reflect the aim and prerequisites of the workspace, is essential in guiding the entire design process. Understanding the purpose and requirements of the workspace is imperative in discovering proper design trends, best practices in space designs, and insights into obtaining skillful and professional interior design firms that can bring the best out of the workspace (Çağlar, 2018).
The second factor is the number and quantity of office equipment, technological implements, and furniture to be fitted in the workspace (Hassanain, 2010; Richards, 2017). The workspace design layout selected must factor in the equipment needs such as fax machines, digital microfilm readers, photocopiers and printers, self-check machines, mobile device charging stations, and scanners, among other equipment. The design should also take into account the technology needs that include implements such as servers, computers, cabling and wiring, communication tools, standing desks, and mapping tools, among other gadgets (Richards, 2017). Furthermore, the design should consider furniture needs, including desks, tables, chairs, filing cabinets, and file drawers, among others. Taking into account these equipment, furniture, and technological needs assist in preventing incidents of redoing the overall workspace design plan, which can be costly.
The third factor is the aesthetic appeal. The aesthetic appeal of the workspace design entails integrating elements that influence how people using that workspace feel, think, and behave (Shrivastava et al., 2017; Vilnai-Yavetz, Rafaeli, and Yaacov, 2005). The concept of aesthetic appeal in workspace design also involves influencing the amount of pleasure derived from it (Kirillova, Fu, and Kucukusta, 2020). This factor is imperative because aesthetic design affects people’s long-standing attitudes about the workspace and the people working in it. Also, it influences the first impression of the workspace while strengthening the connection with its users. Furthermore, the aesthetic appeal should be a top priority in the workspace design because it assists in inspiring people’s creativity and innovation, which augments productivity (Schwarting and Bailey, 2018). Such creativity and resourcefulness can also be enhanced by creating physical environments with the workspace, which are aesthetically engineered to ensure cognitive and perceptual stimulation (Meinel et al., 2017). Aesthetic design is also vital as it reinforces the workspace legacy, mission, values, and other critical aspects that drive the business conducted in this workspace cohesively and pleasingly (Brophy and Filip, 2019). Lastly, aesthetic appeal is worth considering because it sparks positive collisions that arose innovative collaboration and interactions that foster the improvement of workspace functions while encouraging openness and transparency (Bacevice, Burow, and Triebner, 2016; Waber, Magnolfi, and Lindsay, 2014).
The fourth factor to consider is the sufficiency of lighting and air conditioning. Adequate lighting is an important aspect of the entire workspace design process because it boosts work satisfaction and productivity while ensuring users’ good mood and well-being (by preventing darkness related injuries and accidents). From an interior designer’s viewpoint, proper workspace design leverages sufficient natural light to minimize energy consumption, lowering electricity bills. Adequate air conditioning ensures the health of workspace users by eliminating stickiness, allergens, dust, and bad odor while removing moist air that can encourage the breeding of cold- and cough-causing flu germs and bacteria. Both lighting and air conditioning systems and their switching fittings should be included in the design plan. This is imperative in facilitating the provision of adequate and uniform lighting levels and regulated air conditions that protect the workspace against heat loss and gain (Hassanain, 2010).
Other intangible elements relating to lighting and air conditioning that are worth considering comprise office color, indoor climate (encompassing air composition, humidity, and velocity), temperature control, emergency lighting, and window view (Çağlar, 2018; Meinel et al., 2017; Schwarting and Bailey, 2018). Additional factors that need considerations when designing a workspace include sound insulation, the smell of indoor plants, architectural geometry of the workstation’s shape and form, and the spatial arrangement of equipment within the workspace (Kirillova, Fu, and Kucukusta, 2020. Others include safety fittings, which include fire extinguishers’ placement locations and overhead fire sprinklers, flame-resistant fixtures, ample and unblocked fire exits with sufficient passage width, and fire alarm systems (Hassanain, 2010).
Recommendations for Designing an Ideal Space
When designing an ideal space for a specific purpose, say a boardroom for relaxed meetings, team-building training, and corporate breakthrough sessions, three recommendations would be valuable. The first is the integration of ergonomic needs of that space’s users into the aesthetic design. Ergonomics emphasizes designing for the people by fitting human dimensions in the space to meet specific user needs while responding to their functional requirements (Hassanain, 2010). Ergonomics entail rethinking heights and postures of desks and chairs, angles of desktop monitors, the availability of adequate equipment spacing, and other elements that augment user comfort. The rationale for this recommendation is that meeting users’ ergonomic needs culminates in increased productivity, efficiency, and engagement while lessening costs (Çağlar, 2018).
The second recommendation entails balancing the current needs and future growth plans. While leaving large idle space is unadvisable, the design must reflect projections for future growth and the capacity to accommodate them, as Richards (2017) suggests. The third recommendation is to embrace the value of behavior anticipation. Understanding behaviors and accurately anticipating them guides the design of space components in a way that accounts for users’ thinking abilities, intuitive self-examination, emotional responses, and sense of environmental interpretations (Ma-Kellams and Lerner, 2016). This way, an aesthetic design that considers how they feel, think, and examine their intuitive belief systems can be attained, improving their trust while accentuating their sensory experiences.
Reference ListBacevice, P, Burow, L, and Triebner, M 2016, ‘7 factors of great office design’, Harvard Business Review, pp.2-8.
Brophy, L, and Filip, A 2019, ‘Inspiration from the top down: The importance of culture on your workplace design’, The Design Magazine, DBA Work Design Magazine, LLC, viewed June 13, 2020 <https://www.workdesign.com/2019/08/inspiration-from-the-top-down-the-importance-of-culture-on-your-workplace-design/>.
Çağlar, PŞ 2018, ‘Designing for the new generation workspaces: Considerations of designers’, Doctoral Dissertation, Middle East Technical University.
Hassanain, MA 2010, ‘Analysis of factors influencing office workplace planning and design in corporate facilities’, Journal of Building Appraisal, vol. 6, no. 4, pp. 183-197.
Kirillova, K, Fu, X, and Kucukusta, D 2020, ‘Workplace design and well-being: aesthetic perceptions of hotel employees’, The Service Industries Journal, vol. 40, no, 1-2, pp. 27-49, doi: 10.1080/02642069.2018.1543411.
Ma-Kellams, C, and Lerner, J 2016, ‘Trust your gut or think carefully? Examining whether an intuitive, versus a systematic, mode of thought produces greater empathic accuracy’, Journal of Personality and Social Psychology, vol. 111, no. 5, pp.674-774.
Meinel, M, Maier, L, Wagner, T, and Voigt, KI 2017, ‘Designing creativity-enhancing workspaces: A critical look at empirical evidence’, Journal of Technology and Innovation Management, vol. 1, no. 1, pp. 1-11.
Richards, A July 18, 2017, ‘Things to consider when designing your office space’, Bangor Daily News, viewed June 13, 2020 <http://arichards.bangordailynews.com/2017/07/18/home/things-to-consider-when-designing-your-office-space/>.
Schwarting, T, and Bailey, M 2018, ‘What to consider when designing a workplace that inspires’, Forbes, Forbes Media, LLC, viewed June 13, 2020 <https://www.forbes.com/sites/ellevate/2018/11/30/what-to-consider-when-designing-a-workplace-that-inspires/#ea4c3627645e>.
Shrivastava, P, Schumacher, G, Wasieleski, DM, and Tasic, M 2017, ‘Aesthetic rationality in organizations: Toward developing a sensitivity for sustainability’, The Journal of Applied Behavioral Science, vol. 53, no. 3, pp. 369-411, doi: 10.1177/0021886317697971.
Vilnai-Yavetz, I, Rafaeli, A, and Yaacov, CS 2005, ‘Instrumentality, aesthetics, and symbolism of office design,’ Environment and Behavior, vol. 37, no. 4, pp. 533-551, doi: 10.1177/0013916504270695.
Waber, B, Magnolfi, J, and Lindsay, G 2014, ‘Workspaces that move people’, Harvard Business Review, vol. 92, no. 10, pp. 68-77.
Drug Abuse And Kids
Drug Abuse And Kids
Throughout the world, there has been the abuse of drug and substance. Among these individuals, a large portion is that of teenagers. Kids have various reasons that lead to their abuse of substances. Despite the varying reasons that contribute to the initial abuse of drugs among kids, most of them suffer this decision (Hyde 50). Countries having tough regulations experience few numbers of drug abusers compared to countries that do not have strict rules. It is, however, critical to note that all countries worldwide struggle with the abuse of drugs among teenagers (Fleckenstein 41). Some of the reasons include accessibility to drugs and the trill that such drugs have. Kids will consume them as a way of experimenting on the drugs oblivious of the effects that such drugs will have on them. Studies indicate that there are various effects associated with the abuse of drugs. Some of the effects involve the health of individuals and the living standards of these teenagers.
There are various reasons that teenagers abuse drugs. One of them is the attractiveness of the drugs. The society portrays individuals that smoke and drink as sophisticated and attractive. In accordance, kids will want to emulate their habits to increase their acceptability in the society. In addition, drugs induce a pleasurable feeling that makes it irresistible to kids. This has the meaning that once they try the first time the pleasure that they acquire from the usage. Despite the fact that the feeling does not last for long, the initial pleasurable feeling is enough to make them addicted to drugs. On the other hand, they advertise the drug in their peer group advocating for youths to join them and experience the pleasure. Another cause of drug abuse is the availability of drugs. Kids can easily access drugs in many communities. There are various ways that they can access drugs. The most effective ways of reducing accessibility are tough legislation, but this does not eliminate access.
Peer pressure is the other fact that contributes to the abuse of drugs by children in their adolescent. The need to have acceptability among the peers, in most cases, plays a critical role in making children take up abusing drugs. Curiosity is the other contributor. Kids live in environments that expose them to drugs of various categories. Kids experience an urge to experiment and understand the fuss surrounding such drugs. It is while they are trying the experiment that they end up using drugs and becoming addicts. It is, however, important, to indicate that the sampling depends on the individual and strong willed teenagers might have the ability to turn down the urgency brought by curiosity. Responses both emotionally and physically also determine the ability of a kid to deal with curiosity.
While, in the teenage years, youths will have an urge to experience the thrill. There are various ways that children can access thrilling activities such as skydiving and movies. Unfortunately, drugs also have high levels of thrill, but will have alteration of chemical configuration to have the desired effect. Normal life and activities cannot duplicate the trill that drugs produce, and they are more attractive than normal activities (Hyde 21). Rebellion from parents is another factor that contributes to the abuse of drugs by kids. The attitude of drug abuse by parents of such kids determines whether they will abuse such drugs. Children whose parents warn about the dangers and evils of abusing drugs will abuse them in order to rebel against their parents.
Escaping reality attracts children towards drugs. Many teenagers all over the world live in painful situations. Such situations emanate from poverty, discrimination, or tough lives. In accordance, they have an urge to escape from the reality from a moment. Drugs provide the needed feeling of escape from reality (Mass 43). Access to these drugs becomes critical to such kids so that they can provide the needed escape from reality and ease the pain for a moment (Monti 87). The conviction that addiction cannot happen to an individual also leads to abuse of drugs. Many kids will spectators as their friends become addict, but they believe that they cannot be victims. This means that they will slowly end up becoming addicts without realizing the effects that drugs have on their health. Weighing consequences and making decisions that are of the best interest to the individual will assist them to avoid being victims of drug abuse.
The usage of drugs among individuals has long-term effects and to kids these effects will damage their lives. They will struggle with addiction longer than their counterparts of senior age. Emotional problems are one of the effects of drug abuse. Emotionally, kids will suffer from depressions, schizophrenia, and suicidal thoughts. Marijuana abuse, for example, increases anxiety, and depression among teenage users (Monti 60). Behavioral change among the users of drugs also depicts the effects that drug abuse has on them. Research indicates that teenagers that abuse drugs have a higher likelihood of engaging in delinquent behaviors. Such behaviors include fighting and using abusive languages. In addition, studies indicate that the younger an individual begins to abuse drugs, the higher the risk that they will depend on drugs later on at an advanced level of their lives.
Teens abusing drugs have the risk of engaging in dangerous sexual behaviors than their counterparts that do not abuse drugs (Castillo 90). This increases their risk of such teenagers in contracting sexually transmitted diseases. Kids that abuse drugs experience learning problems because of long-term and short-term memories loss that such children expose themselves to through the abuse of drugs. Brain damage results to mental disorders among individuals that abuse drugs. The abuse of these substances by the teenagers means that they will suffer from memory problems such as amnesia. This has the meaning that they will have problems learning. In accordance, their future will be grim because of lack of necessary education (Monti 71). In accordance, drug and substance abuse among kids will destroy the future of such teenagers.
According to studies, there are various reasons that cause abuse of drugs among the youths. They range from the rebellion to their parents to the curiosity that such children have concerned the drugs. In addition, peer pressure and increasing acceptability among their peers is another cause of drug abuse. Teenagers suffer the effects of the abuse of drugs. Among the effects of drug abuse, are behavioral and emotional changes. Such effects affect the future of such teenagers by derailing their ability to access education. In addition, they increase their risk of contracting sexually transmitted diseases through risky sexual behaviors. In accordance, abuses of drug and substance among the youths have various implications of their lives.
Work Cited
Fleckenstein, Annette. Drugs and Society. London: Jones & Bartlett Publishers, 2011.
Monti, Peter. Adolescents, Substance Abuse, Alcohol: Reaching Teens through Brief Interventions. New York: Guliford, 2012.
Mass, Wendy. Teen drug Abuse. California: Lucent Books, 2000.
Hyde, Margaret. Drugs 101: An overview for Teens. Washington: Twenty-First century Books, 2003.
Castillo, Kassandra. The Causes that Lead Teenagers to drug and Alcohol Abuse. New York; GRIN, 2009.