People with chronic and therefore incurable disease, or terminally ill, naturally have moments of despair, moments of very intense physical and mental suffering, but there are also times in which they live joy and happiness. These people struggle every day to live one second longer. Not always a human being with a given pathology wants to die "because it has no cure!"
Countering this trend fight at all costs, in some cases patients, who are really tired of living, which have had enough feel "a burden" arise, or feel alone, only accompanied by enormous suffering from physical, psychological or social. A person whose existence no longer make sense to me suffers in his heart, and often isolated in their inner world; feels that pays every second that passes a shame too heavy for the sole reason to exist (Ten & Welie, (2014, p. 123-136).
At this time and when death seems to be the only way the patient sees, will it should inform the patient of the effects, risks, feelings, reactions that euthanasia entails, or how it will be practiced. Only then the patient may decide conscientiously and be assured that, for me, this is the best option (Ten & Welie, 2014, p. 123-136). However, and in addition to information, the patient should be accompanied psychologically, in order to clarify that it does not suffer from any mental disorder, permanent or temporary, and is able to decide for himself and for his life. Every person exists independently and that whoever lives has his/her end to themselves.
The classification approach on the other hand perceives organizational culture as a range of ideas “which can be imitated by two or more variables” (Shahzad, 2012). The nature of organizational culture is elucidated using the imagery of an onion to show that organizational culture is composed of different layers which vary in significance (Shahzad, 2012). The most significant is the values and norms which are invisible (Shahzad, 2012). Thus organizational culture is no perceived as a permanent solution to a specific problem, but is perceived as more flexible, and able to be imitated by two or more variables
However, arguably the theories that seek to explain the nature of organizational culture are the theories proposed by Hofstede in his dimensions of organizational culture.
According to Holbeche (2006), most organizations are resistant to change even when pressure dictating a change mounts against them and the main reason for this organizational behavior is as a result of organizational culture. This is because culture has been identified as one of the factors that changes behavior, and as such, the organizational culture will influence the behavior and attitudes of the employees or management concerning change. Today, organizational culture is not seen as simply an avenue for increasing a firm’s performance, but a tool for achieving so much more in business. This stand position can be justified by assessing the definition of organizational culture form Holbeche’s work. Holbeche (2006) defines organizational culture with great simplicity by describing it as “how we do things here.” According o Holbeche (200) culture has been perceived as one of the factors that promote a sense of identity among organizational employees, since it is essentially an unwritten guideline of how employees are supposed to behave within the context of the organization. As a result of this, several theories have been put forward which relate organizational culture to some of its perceived advantages.
Some authors argue that a human being, albeit conceding too, if treated well, does not ask for euthanasia. Nowadays painkillers and other drugs that minimize the effects of illness and suffering and technical assistance, to a terminally ill person can be administered.
We cannot allow these people do not have a worthy follow up to his death and on their way to it we cannot close our eyes to someone with great sacrifice opens us and wishes to die. We cannot ignore a request for euthanasia and let it go unchallenged! Requests for euthanasia by patients are often requests for help, entreaties to that stop my suffering! According to these authors, most people who are in the final stages of his life, these people do not give up persist and give us the courage to do the same (Ten & Welie, (2014, p. 123-136).
Many people who are at this stage, they feel a burden of disease and the need for care and concern and weariness stamped on the faces of those who love and were accustomed to seeing smiling. However, after the previous relations, it is not correct to think that a request for euthanasia cannot be a claim and be reflected the true will of that human being, oblivious to economic, social, cultural, religious, physical and psychological factors.
Global warming has become a major issue of concern in the world today. This is due to its impact on the environment as well as man. It is no longer easy to predict the whether patterns, as was the case in the past. A lot is likely to be affected, such as men not being in a position to plan for the future owing to fear. While the world still clamors with this issue, most countries are divided on the best approach to solve this issue. Some are still accused of applying double stands thus negating on the likelihood of ever arriving at quick solutions as desired. Others are still contemplating on whether to consider abandoning such unions (Houghton 6).