Geriatric Counseling Or Gerontological CounsellingBabu Appat
Old age is an age of problems. The deteriorating physical health will give rise to a lot of mental problems too. Loss of independence, slackening freedom of movements, a feeling of alienation from the society, loss of beloveds and companions of life, fear of being incapacitated or death may prevail during this time. These problems will produce a lot of changes in the way an individual things. Senile cognitive degradation is another problems. If the person is having other mental illnesses like depression, BPD, manias or phobias, senile dementia, Alzheimer's disease, or sense of being singled out the condition can be worse. Any effort to properly understand an old person's mental and physical conditions and helping him to cope up with these changing conditions is what a counselor can do.
Geriatric Counseling Or Gerontological CounsellingBabu Appat
Old age is an age of problems. The deteriorating physical health will give rise to a lot of mental problems too. Loss of independence, slackening freedom of movements, a feeling of alienation from the society, loss of beloveds and companions of life, fear of being incapacitated or death may prevail during this time. These problems will produce a lot of changes in the way an individual things. Senile cognitive degradation is another problems. If the person is having other mental illnesses like depression, BPD, manias or phobias, senile dementia, Alzheimer's disease, or sense of being singled out the condition can be worse. Any effort to properly understand an old person's mental and physical conditions and helping him to cope up with these changing conditions is what a counselor can do.
Health promotion is the process of enabling people to increase control over & improve their health by developing their resources to maintain or enhance well being.
Health promotion is the process of enabling people to increase control over & improve their health by developing their resources to maintain or enhance well being.
Empowered Conversations: Moving from Debate and Discussion to Dialogue4Good.org
Conversation is the DNA of organizational culture...and its transformation. We will look at an adapted version of a Dr. David Bohm's model of dialogue and apply it to the evaluation and transformation of the organizational culture of a not-for-profit.
Pregnancy Discrimination: Update and Action Steps for EmployersCase IQ
Recent legal amendments have changed the way employers should manage pregnant employees. It’s important for employers and human resources professionals to understand the implications of the changes and to understand the requirements of accommodation to avoid lawsuits and reputation damage.
2018-04-18 المؤتمر العلمي الثاني للمعهد القومي لعلوم المسنين جامعة بني سويف بعنوان" التحديات والمستجدات العالمية في رعاية المسنين"
http://www.bsu.edu.eg/ShowConfDetails.aspx?conf_id=217
Chapter 2I. Individual and Multicultural Differences.docxwalterl4
Chapter 2
I. Individual and Multicultural Differences
A. Psychological Study of Human Differences
1. Early Work- emphasized individual traits, such as intelligence, memory, and various personality traits.
a. Developed precise testing instruments and corresponding theoretical and mathematical formula used to quantify various traits
b. Measuring individual differences has expanded to form another area of study, psychometrics
2. During the first 80 years of the discipline’s existence, psychologists were not active in cross-cultural or multicultural research.
3. Psychologists may have been slow to expand their focus to include sociocultural influences, but once the expansion occurred in the 1960s and 1970s the field has moved rapidly to recognize cultural and individual differences.
4. The study of individual differences began in psychology with the aim of applying research in the areas of education, industry, and therapy. During the 1970s and 1980s psychologists became quickly and intensely interested in cross-cultural and multicultural research.
B. Assumptions Regarding Average and Normal
1. NORMAL
a. The term normal is less precise in that it does not have a statistical definition.
b. We frame normal in personal terms, based on our life experiences
(1) As childrennormal is often characterized by familiar, familial, and local customs.
(2) As we get older and our experiences broaden, we learn to appreciate a wide range of accepted thoughts and behaviors as normal within our society.
(3) We also realize with age that what is normal is changing. e.g., American male with an earring.
4. ABNORMAL
a. In addition to developing a sense of normal, we may also develop a sense of abnormal.
(1) It is easy to begin to dichotomize these terms such that thoughts or behaviors are either normal or abnormal: e.g., stranger approaches; that person is either normal (and I’m comfortable) or abnormal (and I’m on guard and suspicious).
(2) This perspective doesn’t allow for thoughts or behaviors to simply be different.
b. It is important to be reminded to WATCH OUR ASSUMPTIONS.
C. Closer Analysis of the Aging Population
1. It is also important to analyze data beyond the summary statements of the large group in order to find trends and differences among individuals and subgroups.
2. Consider the finding by the U.S. Census Bureau (2008) that of the 35 million Americans 65 years or older in 2005, 56.6% were married.
a. A closer look at the data reveals important yet hidden information in these figures.
b. Of the 15 million males 73.3% were married and only 13.1% were widowed. Of the 20 million females 43.8% were married and 42.5% were widowed.
c. By exploring the data with gender as the focus it becomes clear that the population 65 years and older in 2006 was .
Age Ch 12INTRODUCTION AND OVERVIEWIn this chapter, we consider .docxSHIVA101531
Age Ch 12
"INTRODUCTION AND OVERVIEWIn this chapter, we consider age as an aspect of diversity, focusing on ageism, age-based misper-ceptions about the contributions and performance of workers, and the need to value contributions ofall workers, regardless of age.Ageism is defined as prejudice, stereotypes, and discrimination directed at a person because ofhis or her age.2 Age stereotypes are judgments about individual employees based upon their agerather than on their actual knowledge, skills, or abilities.3 As is evident by the definitions, ageismand age stereotypes are not limited to older workers, contrary to common belief. Thus, the perspec-tives and experiences of both younger and older workers are included in this chapter. The increasingproportion of older workers, the declining ratio of younger workers entering the workforce, and thegreater racial and ethnic diversity of younger workers make both younger and older workers impor-tant to an understanding of age diversity in organizations.Age is a unique aspect of diversity, having attributes that differentiate it from things such asrace, sex, and ethnicity. First, at some point, those who are young cease to be young and becomeold and those who are now old were once young.4 This change in status contrasts with the perma-nence and stability of race and ethnicity and (in most cases) gender. Although cosmetics, hair color-ing, or cosmetic surgery may be of some help in avoiding the appearance of aging, people’s generalage range remains fairly apparent to observers and the process of aging remains certain for every-one who lives. The inevitability of this change in status also makes age discrimination seem particu-larly strange in comparison with other forms of discrimination. Those who hold prejudices anddiscriminate against other groups will generally not become a member of the devalued groups;there is no risk of suffering their fate. Whites will not become Black, chromosomal men will notbecome chromosomal women, and Native Americans will not become Asians. With aging, however,unless people die young (which most would not choose), everyone will become a member of the“older” age group. Although this fact would appear to provide an impetus to avoid older age discrim-ination, such discrimination is common.Second, when compared to race, ethnicity, and sex, the concepts of “older” and “younger” aremore complex than perceptions of other attributes. When does one become an older worker? Atwhat age does one become older and thus less likely to be hired, trained, or promoted? At whatage do employees become old enough such that negative perceptions (e.g., unmotivated, self-centered) about them as younger workers end? At what age do positive perceptions (e.g., trainable,energetic) about younger workers cease and perceptions shift to the negative (e.g., too old to learn,set in their ways)? Clearly, there are no definitive answers to these questions. Perceptions of young," "ld, younger, and older vary b.
Age Ch 12INTRODUCTION AND OVERVIEWIn this chapter, we consider .docxdaniahendric
Age Ch 12
"INTRODUCTION AND OVERVIEWIn this chapter, we consider age as an aspect of diversity, focusing on ageism, age-based misper-ceptions about the contributions and performance of workers, and the need to value contributions ofall workers, regardless of age.Ageism is defined as prejudice, stereotypes, and discrimination directed at a person because ofhis or her age.2 Age stereotypes are judgments about individual employees based upon their agerather than on their actual knowledge, skills, or abilities.3 As is evident by the definitions, ageismand age stereotypes are not limited to older workers, contrary to common belief. Thus, the perspec-tives and experiences of both younger and older workers are included in this chapter. The increasingproportion of older workers, the declining ratio of younger workers entering the workforce, and thegreater racial and ethnic diversity of younger workers make both younger and older workers impor-tant to an understanding of age diversity in organizations.Age is a unique aspect of diversity, having attributes that differentiate it from things such asrace, sex, and ethnicity. First, at some point, those who are young cease to be young and becomeold and those who are now old were once young.4 This change in status contrasts with the perma-nence and stability of race and ethnicity and (in most cases) gender. Although cosmetics, hair color-ing, or cosmetic surgery may be of some help in avoiding the appearance of aging, people’s generalage range remains fairly apparent to observers and the process of aging remains certain for every-one who lives. The inevitability of this change in status also makes age discrimination seem particu-larly strange in comparison with other forms of discrimination. Those who hold prejudices anddiscriminate against other groups will generally not become a member of the devalued groups;there is no risk of suffering their fate. Whites will not become Black, chromosomal men will notbecome chromosomal women, and Native Americans will not become Asians. With aging, however,unless people die young (which most would not choose), everyone will become a member of the“older” age group. Although this fact would appear to provide an impetus to avoid older age discrim-ination, such discrimination is common.Second, when compared to race, ethnicity, and sex, the concepts of “older” and “younger” aremore complex than perceptions of other attributes. When does one become an older worker? Atwhat age does one become older and thus less likely to be hired, trained, or promoted? At whatage do employees become old enough such that negative perceptions (e.g., unmotivated, self-centered) about them as younger workers end? At what age do positive perceptions (e.g., trainable,energetic) about younger workers cease and perceptions shift to the negative (e.g., too old to learn,set in their ways)? Clearly, there are no definitive answers to these questions. Perceptions of young," "ld, younger, and older vary b ...
Social Interaction, Loneliness and Quality of Life in Healthcare and Older Ad...Innovations2Solutions
The purpose of this report is to increase understanding of loneliness and social interaction to improve the quality of life of patients, older adults and carers, so they can progress and the organisations near them can perform better.
social cognition domains and impairment.pptxDoha Rasheedy
Social cognition refers to a set of neurocognitive processes underlying the individuals’ ability to “make sense of others’ behavior” as a “crucial prerequisite of social interaction” The different psychological processes by which we perceive, interpret, and process social information about ourselves and others. These processes allow people to understand social behavior and respond in ways that are appropriate and beneficial Social cognitive impairments are a prominent concern, or even a core facet, of several neurodegenerative (e.g., behavioral variant of frontotemporal dementia), neuropsychiatric (e.g., schizophrenia, major depressive disorder, and bipolar disorder), and neurodevelopmental (e.g., autism spectrum disorder and attention deficit hyperactivity disorder) conditions, and often occur after acute brain damage (e.g., traumatic brain injury and stroke). Moreover, such deficits are critical predictors of functional outcomes because they affect the ability to create and maintain interpersonal relationships, thereby removing their benefits in everyday life Social cognitive disturbances might be relatively subtle and harder to detect informally. Structured social cognitive assessment is, therefore , mandated.
Basic of geriatrics and internal medicine for physiotherapistDoha Rasheedy
collection of lectures for physiotherapy undergraduate students including notes of common health issues (frailty, sarcopenia, osteoporosis, neuropsychiatric issues, constipation, metabolic syndrome and its components, orthostatic hypotension, CLD, CKD, anemia, immobilization, dizziness, falls, fatigue) and how to handle in practice.
summary of age related changes and geriatric pharmacology, safe analgesic prescription in elderly
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2. Primitive categories
• humans automatically categorize others in
social perception. Some categorizations—
race, gender, and age—are so automatic that
they are termed ―primitive categories‖.
• As we categorize, we often develop
stereotypes about the categories.
• As with race and gender, we rely on physical
cues for categorizing people based on age.
4. What physical characteristics do you associate
with older or elderly people?
1.
2.
3.
4.
•
Wrinkled skin
gray or white hair
flexed posture
slow movement
all assist rapid identification of people based
on their (old) age.
• The labels we give to these social categories
vary but include old
people, elders, seniors, senior citizens, and
the elderly
5. Stereotyping based on age
• This stereotyping can be so prevalent in
society that it is almost invisible, but it can
perpetuate negative attitudes that influence
behaviors.
6. Ageism
• Ageism
is
a
process
of
systematic
stereotyping, prejudicial attitudes and direct or
indirect discrimination against people because they
are old.
• Ageism, a term first used by Robert Butler in 1969, is an attitude of m
ind which may lead to age discrimination.
• Age discrimination, on the other hand, is a set of actions with outco
mes that may be measured, assessed and compared.
• ageism is used to describe stereotypes and prejudices held about old
er people on the grounds of their age.
• Age discrimination is used to describe behaviour where older people
are treated unequally (directly or indirectly) on grounds of their age.’
(Ray, Sharp and Abrams, 2006)
7. Ageism is a set of beliefs … relating to the ageing process.
• Ageism generates and reinforces a fear of the ageing process,
and stereotyping presumptions regarding competence and th
e need for protection.
• In particular, ageism legitimates the use of chronological age t
o mark out classes of people who are systematically denied re
sources and opportunities that others enjoy.
8. Butler (1969) proposed that ageism
has three components:
• a cognitive component (beliefs and
stereotypes about older people)
• an affective component (prejudicial
attitudes towards older people)
• a behavioural component (direct and
indirect discriminatory practices).
9.
10. Emotional reactions to the elderly
• Pity and sympathy were the most common emotions felt
about the elderly.
• Old people also prompt a range of negative feelings in
others, and chief among those is anxiety.
– Researchers have found that anxiety is a common response to
older people among the young, and the main reasons seem
to be that old people remind us what may, or likely will, happen
to all of us eventually. The elderly remind us that youth and
beauty will fade; that illness and disability, along with the social
isolation they can cause, are likely; and that death is a certainty
for everyone.
– Another explanation for the anxiety and threat posed by the
elderly to younger people trades on the stereotypic beliefs that
old people are sick and feeble and therefore more likely to catch
and carry illnesses that can be caught by others.
11. • anxiety about older people predicted attitudes and behavior:
Participants who reported more anxiety also attributed more
negative characteristics to older people and reported less
willingness to help the elderly.
12. Manifestations of Ageism in Daily Life
Patronizing Language:
• Two major types of negative communication
have been identified by researchers:
overaccommodation and baby talk.
• In overaccommodation, younger individuals become
overly polite, speak louder and slower, exaggerate
their intonation,have a higher pitch, and talk in
simple sentences with elders
(Giles, Fox, Harwood, & Williams, 1994).
• This is based on the stereotype that older people
have hearing problems, decreasing intellect, and
slower cognitive functioning (Kite & Wagner, 2002).
13. • Baby talk is a ―simplified speech register high
pitch and exaggerated intonation‖ (Caporael &
Culbertson, 1986).
• As the term implies, people often use it to talk
to babies (termed primary baby talk) but such
intonation is used, also, when talking to
pets, inanimate objects, and adults (termed
secondary baby talk).
14.
15. Examples of ageism in health care
• Reversible
causes
of
problems
such
as
memory
loss, incontinence, and immobility: are often overlooked because
of a misconception that they are an unavoidable part of aging.
• An interim report in 2002, identified the following areas of explicit
negative discrimination in policy in secondary care.
–
Resuscitation , Hospital admission policies , Access to day
surgery , Gastroenterology screening , Osteoporosis screen
ing ,Adverse clinical incident reporting ,Transplant policy , P
rescribing , Colorectal cancer screening ,Anaesthesia guidel
ines , Breast screening ,Cervical cancer screening ,Coronar
y heart disease clinical guidelines , Immediate stroke care
(Department of Health, 2002, Policy document)
16. Impact of ageism
• Ageism promotes the idea that older people are a
burden and this can lead to neglect and social
exclusion.
• It can also reduce older people’s self-esteem, reduce
their participation in society and restrict the types and
quality of services available to them.
• Research by Sargeant (1999) reported that victims of
ageist
prejudices
experience
being
discounted, ignored, treated with disdain and denied
the opportunity to be recognised as individuals with
civic rights and responsibilities.
• Older adults in the United States tend to be
marginalized,
institutionalized,
and
stripped
of
responsibility, power, and, ultimately, their dignity
(Nelson, 2002a).
17. Co-occurrence of Ageism and Abuse:
• The negative attitudes that lead to ageist
behavior also make it easier for the
perceiver to regard the welfare and
humanity of older adults as less important
than that of younger adults.
• As such, ageism may indeed be a
contributing factor that leads some
younger adults to neglect, exploit, or
otherwise abuse older adults.
18. Why Ageism Occurs?
Many theories have been proposed as to
why ageism occurs at individual, societal
and organisational levels:
• According to Butler (1969) and Lewis
(1987), ageism allows the younger
generation to see older people as
different from themselves and thereby
reduce their own fear and dread of
ageing.
19. • A second factor contributing to ageism is the
emphasis on youth culture in western society
(Traxler, 1980). The media places an emphasis on
youth, physical beauty and sexuality, while older
adults are primarily ignored or portrayed negatively
(Martel, 1968; Northcott, 1975).
– For example, a cornerstone of the birthday greeting card
industry is the message that it is unfortunate that one is
another year older. While couched in jokes and
humor, society is clearly saying one thing: getting old is
bad. A recent survey found that approximately 90 million
Americans each year purchase products or undergo
procedures that hide physical signs of aging (National
Consumer’s League, 2004).
20. • Thirdly, the emphasis in western culture on
productivity contributes to ageism, where
productivity is narrowly defined in terms of
economic potential (Traxler, 1980).
– The industrial revolution demanded great mobility in
families—to go where the jobs were. In light of this new
pressure to be mobile, the extended family structure (with
grandparents in the household) was less adaptive. Older
people were not as mobile as younger people. These jobs
tended to be oriented toward long, difficult, manual labor, and
the jobs were thus more suited to younger, stronger workers
– great advances in medicine, extending life expectancy
significantly. Society was not prepared to deal with this new
large population of older adults. Society began to associate
old age with negative qualities, and older adults were
regarded as non-contributing burdens on society
21. Levels of ageism
• Personal
ageism:
is
defined
as
ideas, attitudes, beliefs, and practices of individuals that
are biased against persons or groups based on their older
age. Examples include exclusion or ignoring older
persons based on stereotypic assumptions, and
stereotypes
about
older
persons
and
old
age.(gerontophobia, gerontophilia)
• Institutional ageism: is defined as missions, rules and
practices that discriminate against individuals and/or
groups because of their older age. Examples include
mandatory retirement, and devaluing of older persons in
cost-benefit analysis .(gerontocracy)
• Intentional ageism: is defined as ideas, attitudes, rules, or
practices that are carried out with the knowledge that they
are biased against persons or groups based on their older
age. Examples include marketing and media that use
stereotypes of older workers; targeting older workers in
financial scams; and denial of job training based on age.
22. Types of ageism
Unintentional
ageism:
is
defined
as
ideas, attitudes, rules, or practices that are
carried out without the perpetrator’s awareness
that they are biased against persons or groups
based on their older age.
This type of ageism is also known as
inadvertent ageism .
Examples include absence of procedures to
assist old and vulnerable persons, lack of builtenvironment
considerations
(ramps, elevators, handrails), and language
used in the media.
23. • Positive ageism: For example, Palmore ( 1990 )
de fined ageism as “any prejudice or
discrimination against or in favor of an age
group” (p. 4). As examples of positive
ageism, older persons might be seen as
wiser, more capable of grasping the big picture as
opposed to details of a specific problem or
situation, and happier than younger persons.
• negative/overtly harmful – direct discrimination.
Assumptions based on positive or negative
ageism may lead to responses that are
biased
24. The way forward
Discrimination in old age must be made visible and tackled
at every level:
Social ageism:
• As individuals we must challenge ageist attitudes and
behavior wherever they occur.
• Discrimination in old age should be prohibited in national
legislation and existing discriminatory laws revised.
• Universal prohibition of discrimination in old age in a
human rights instrument would provide a definitive, universal
position that age discrimination is morally and legally
unacceptable.