The Health Impacts And Costs Of Falling On Older Adults

Falls are the most frequent and devastating accidents in older adult (WHO, 2004). There are different interpretations related to falls. For instance, according to healthcare professions fall is an event leading to ill health and injuries, whereas older adults define it as a loss of balance (Zecevic et al., 2006). Approximately, 28% to 35% older adults age 65 years and older fall each year (WHO, 2007). Around 85% of these falls occurs in the home among older adults living independently (Tideiksaar, 1987). Falls accounts for 40% of all fatal injuries (Rubenstein, 2006). Fall is a reason for 25% of all hospital admissions, 40% of all nursing home admissions and 40% of those admitted do not return to independent living (Learn not to fall,†¦show more content†¦In 2010, the total medical as well as work-loss cost due to falls was $567 million (Ohio Department of Health, 2013). Explicitly, falls represent a major health challenge for older adults and the health care system. Fall ex perience in older adults is related to different consequences. The most common psychological effects caused by falling experience are fear of falling, loss of self-efficacy, activity avoidance and loss of self-confidence (Alice et al., 2008). Fear of falling is an increasing problem and serious concern among older adults (Kong et al., 2002). Related to the falling experience, older adults frequently report fear of falling (World Health Organization, 2007) also termed as ‘post-fall syndrome’ (Murphy Isaacs, 1982). Post-fall syndrome occurs when ambulatory persons develop an intense fear and walking disorders (i.e. gait and balance abnormalities) after a fall experience. Since, Murphy et al. defined post-fall syndrome, fear of fall was identified as one of the key symptoms of this syndrome and has gained recognition as a specific health problem among older adults. Fear of falling is widespread and has been reported as the most common fear of older adults (Howland et al. , 1993). It is an important aspect to consider, particularly for those who develop fear after having fallen (Gagnon Flint, 2003). However, fear of falling was also frequently found among older adults who had not yet experienced a fall due to age related

Mental Health Among Latino Communities Essay - 1172 Words

Introduction to Mental Health Among Latino Communities In the United States, the Latino American population has risen by over 40% within the past decade and accounts for over 17.1% of the Nations society. In 2050, the Latino Community is expected to make up nearly one-fourth of the population and 2/3 of the U.S. Hispanics are from the Mexican-American Subgroup. In the United States, there has been extensive research examining the prevalence of varying psychiatric disorders among the Latino Hispanic Communities. There are many deeply rooted and socioeconomic factors that may contribute to the diagnosis, treatment, and outcome of psychiatric disorders. Example factors, such as reception of immigrations, history of immigration, experiences involving discrimination, and strength of an ethnic community, are just to name a few. Due to the expansion of the Latino and Hispanic minorities in the United States, this has become a major challenge for today’s healthcare system. Mental Health Differences Among Latino Communities Different sub-groups among the Latino Community possesses varying rates of psychological disorders. A recent study, conducted by the Albert Einstein College of Medicine, surveyed those of the Latino and Hispanic Communities in the United States. This study revealed, that generally, 27% of Latinos reported having higher levels of depression. Among the various Latino groups, those having a lower score of 22.3% were those of the Mexican descent and those having aShow MoreRelatedA Brief Note On Mental Health Services And The Latino Community1072 Words   |  5 PagesAssignment I: Qualitative Research Proposal Part II: Literature Review Barriers in Mental Health Services in the Latino Community Literature Overview A comparison of several studies are reviewed and have identified that variables such as: socio-economic status, cultural values, language proficiency, and discrepancies in mental health service utilization are barriers that the Latino community encounter in pursuing mental health services (Hong, Zhang, Walton, 2014; Keyes, Blanco, Martins, Bates, HatzenbuehlerRead MoreIs Obamacare Affordable Healthcare For 6 Million Latinos1663 Words   |  7 Pagespopular media report issued by CNN, latinos in general, have been struggling to find help for mental health issues amongst their ever growing population (Rodriguez, 2013). 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Human Capital Management free essay sample

Human Capital Management Hafidz Surapranata 19009166 School of Business Management CHAPTER I INTRODUCTION Human Capital Management The definition is that the management of an organizations employees. While human resource management is sometimes referred to as a soft management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource management also contains an element of risk management for an organization, which is as a minimum, ensures legislative compliance. Personal Development Plan (PDP) Personal Development Plan is best described as personal planning technique to develop ones competencies sets due to fulfillment of job requirements or desire in maximizing personal competencies through action plans based on awareness, values, reflection, goal-setting and planning for personal development within the context of career, education, relationship, or just self-improvement or self-actualization. Based on both definitions, we could see that Human Capital Management has an important role towards PDP and a company because the relationship is very clearly dependable. By using PDP method in Human Capital Management, we could define the differentiation in finding employees skills that related to the job analysis and job requirements itself. So that is why PDP is important to HCM or even backwards because of this we could know if the employee skills is capable or not for the company within the job requirement. Future Job Expectation In the future, my dream job expectation is to work in one of the biggest oil company in the world. The company which I wanted to choose is Total Oil Company, the reason I is wanted to work at Total Oil Company is because my other dream is also to be in Paris from my childhood where I could see the Eiffel Tower and taste of the deserts of Paris Foods, I enjoyed cooking and food since I was still I kid. It will be an unforgettable experience to me to work in Total Oil Company. I always hope that someday if I could happen in working at Total, I will have a chance to be the CEO of Total Company. Being a student in SBM ITB could help me achieve the future Job that I wished to be the CEO, because I was taught many knowledge of how to manage a company and inform how solve problem in many aspect especially Human Resource Subjects. Job Description The Description of CEO of Total is to lead, control, manage and also create a better vision and performance than before where I could the company to successful and the top oil company in the world. I will make a great team based on their division and specialist where they have to focus on their job desk, but they also has to be flexible to hold hand towards all the division if they needed any help after they finish their job timeline. I will also try to expand through around Indonesia where I could compete strongly with pertamina. Company Total S. A. is a French multinational oil company and one of the six Supermajor oil companies in the world. Its businesses cover the entire oil and gas chain, from crude oil and natural gas exploration and production to power generation, transportation, refining, petroleum product marketing, and international crude oil and product trading. Total is also a large-scale chemicals manufacturer. The company has its head office in the Tour Total in the La Defense district in Courbevoie, near Paris. History The company was founded after World War I after the French Prime Minister Raymond Poincare rejected the idea of forming a partnership with Royal Dutch Shell in favour of creating an entirely French oil company. At Poincares behest, Col. Ernest Mercier enlisted the support of ninety banks and companies to found Total on 28 March 1924, as the Compagnie francaise des petroles (CFP), literally the French Petroleum Company. Petroleum was seen as vital in the case of a new war with Germany. However, the company was from the start a private sector company (it was listed on the Paris Stock Exchange for the first time in 1929). CFP took up the 23. 75% share of Deutsche Bank in the Turkish Petroleum Company (renamed the Iraq Petroleum Company), awarded to France as compensation for war damages caused by Germany during World War I by the San Remo conference. In 1991 the company name became simply Total. After Totals takeover of Petrofina in 1999, it became known as Total Fina. Afterwards it also acquired Elf Aquitaine. First named TotalFinaElf after the merger in 2000, it was later renamed back to Total in May 2003. As of 2010, Total had over 96,000 employees and operated in more than 130 countries [2] As recently as 1992, the French government still held 5% of the firms shares, down from a peak of over thirty percent. In the time period between 1990 and 1994, foreign ownership of the firm increased from 23 per cent to 44 per cent. Theoretical Background * Competency The definition of competence or competency is ability of an individual to perform a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. Competency often sees as a combination of knowledge, skills and behavior used to improve performance; or as the state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance, management competency might include systems thinking and emotional intelligence, and skills in influence and negotiation. Also considered as a combination of knowledge, skills and behavior used to improve performance; or as the state or quality of being adequately or well qualified, having the ability to perform a specific role. The idea of using competence as a measure of job worthiness was introduced in 1973 by â€Å"David McLelland† who proposed that the best measure of a person’s job worthiness was through a measure of competence and not by simple intelligence, a concept that became a breakthrough at the time. Now competence measurement becomes a standard that many companies adhere to, measuring whether or not a person is worth employing or not, by measuring all aspects of competence. * Career It’s an occupation undertaken for a significant period of a persons life and with opportunities for progress. It also could be defined as course or progress through life. Each person should plan their career in the future because someone can become aware of personal skills, interests, knowledge, motivations, and other characteristics, and establishes action plans to attain specific goals recently. Most people could earn a good or bad career; it depends on how they react and skills towards the position that they handled. * Training Training is described as a series of programs that aims to provide skills, knowledge, and competencies to an individual be it theoretical, vocational, or practical. The skills that are provided are commonly useful and relevant to the company’s needs, increasing the competency of employees so they can perform their jobs better, increasing productivity and, eventually, profitability. According to Hani Handoko (2001), Training is a process intended to improve the mastery of various skills and techniques of implementing a particular work, detailed and regular. The benefits of training and development are : * Improve the performance * Allows employees to use HR systems more effectively * Reducing employee turnover * Motivate employees with career development and planning * Improving the skills of employees * Improving the effectiveness of self-employees Training could also be divided into several methods depends on each company. The companies must be consider about the cost and benefit for them if they use training to improving their employees performance. Time, cost of trainee, facilities, materials, and losses of productivity are the typical costs that companies must faced on. On the other hand, by using that costs, benefits are also gained.