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The talent of Beethoven
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As someone who suffers from extreme hearing loss, I am amazed at the great
Talent of Ludwig vans Beethoven, who as one of the greatest composers of all time wrote most of his music while he was deaf! It seems impossible, but what a genius he was.
Ludwig van Beethoven was born in Bonn, Germany on December 16, 1770. His mother died while he was a teenager and his father was very abusive and a crazy alcoholic. Beethoven came from a very musical family. His grandfather became a conductor and his father played and taught piano and violin.
From a very young age, Beethoven was a perfectionist and became emotional and moody when things didn’t go well with his music. Beethoven saw his world as “all or nothing,” If something he was working on wasn’t absolutely perfect, he would feel he was a total failure. In Beethoven’s life, there wasn’t room for any compromise. He began to realize that he was losing his hearing when he was 28 and he couldn’t hear the church bells ringing. Some people have said that his terrible temper was really his frustration with his music as he became more and more deaf. Beethoven became so sad about his deafness that he considered suicide. He even wrote a suicide letter to his brother to tell him that he planned to kill himself. When he was 50, he was completely deaf. As time went on, Beethoven learned how to cope with his disability. One way Beethoven coped was in order to hear the sounds; he would cut off the legs of the piano and put it on the floor, so that he could feel the sounds in the floor as he played. Once he learned how to handle this, Beethoven began to write his greatest works. Beethoven was such a perfectionist that he would rework his musical compositions for years until they were perfect. It is incredible that during his life, Beethoven wrote nine symphonies and thirty-two piano sonatas.
Because of these problems, Beethoven never had many close friends or happy relationships. The music he created showed this and was almost sad and heavy, it wasn’t full of life and fun. Beethoven loved to take walks in the country and enjoy the beauty of nature. It was nature that gave him the inspiration to write “Symphony No. 6.” One of Beethoven’s earliest and most successful works was a religious composition, named “Opus 85”, in 1803, known as the “Hallelujah” choir that we all sing on Easter Sunday.
How the Merchants of Venice Created Modern Finance, Jane Gleeson-White explores the development of double-entry accounting from its ancient roots up to its impacts on modern day society. She shows that the effects of double-entry accounting are widespread and encompass almost every aspect of life, not just those involving accounting and finance. Gleeson-White delves into topics ranging from the economic system of capitalism to environmental degradation. She even includes a brief psychology discussion comparing corporations to psychopaths. By covering all of these topics, Gleeson-White emphasizes the importance of double-entry accounting and the role that Venetian merchants played in the perfection and widespread use of this accounting system.
The nursing shortage and turnover are an issue that continually, constantly and bedevils the nursing leaders and managers. Without sufficient numbers in nursing, patient care and safety is considerably compromised, with lapses in service delivery, overworked and overwhelmed nurses more prone to making mistakes and across board dissatisfaction. Nursing shortage leads to nurse turnover because of the ones carrying our nursing duties are finding it hard to meet the demand, and they eventually burn out. This paper critically examines the issues of the nursing shortage and turnover and how the nurse leaders and managers can tackle the situation, easing the outcomes (The Truth About Nursing, 2012).
He performed publicly in Vienna in 1795 for the first time, and published his Op. 1 and Op. 2 piano sonatas. His works are traditionally divided into three periods. The first is called the Viennese Classical, the second is the Heroic, and the third is Late Beethoven. In the first period, his individuality and style gradually developed, as he used many methods from Haydn, including the use of silence. He composed mainly for the piano during this period. These works include Symphony no. 1 in C (1800), his first six string quartets, and the Pathétique (1799). His Moonlight Sonata in C# minor (1801) is known as the first of Heroic Beethoven. Beethoven learned that he would become deaf in 1802 and suffered sever depression. His composing skills were not affected by his deafness, but his ability to teach and perform was inhibited. It is said that he became deaf from his habit of pouring cold water over his head while composing, to refresh himself, and then not drying his massive amounts of hair afterwards.
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
I attended Beethoven’s Ninth Symphony on October 14, at the Bass Performance Hall in Fort Worth. The Fort Worth Symphony Orchestra, conducted by Miguel Harth-Bedoya and Southwestern Seminary Oratorio Chorus, directed by C. David Keith, performed it. Ludwig Van Beethoven composed the work. He composed it between 1811-1824. Beethoven composed the work in D minor, Op. 125 (“Choral”). His Ninth Symphony was his last symphony to compose. It was preceded by eight other symphonies. I was attracted to this work because it was the first symphony to include a choral. I found it astonishing that Beethoven was completely deaf when he finished this work.
job satisfaction and nurse retention rates saving on the cost of hiring and training new staff.
...cal and romantic eras. He is one of the most well-known composers of all time. By the last decade of his life, Beethoven was almost completely deaf. He gave up conducing and peforming for audiences, and instead took to composing.
Classical music can be best summed by Mr. Dan Romano who said, “Music is the hardest kind of art. It doesn't hang up on a wall and wait to be stared at and enjoyed by passersby. It's communication. Its hours and hours being put into a work of art that may only last, in reality, for a few moments...but if done well and truly appreciated, it lasts in our hearts forever. That's art, speaking with your heart to the hearts of others.” Starting at a young age Johann Sebastian Bach and Ludwig van Beethoven have done just that with their musical compositions. Both musical composers changed the world of music and captivated the hearts of many. Their love of composing shared many similar traits, though their musical styles were much different.
The number of patients assigned per nurse has been directly linked to nurse job satisfaction and patient outcomes; with a ratio of four patients to one nurse being the ideal ratio (7). Research has shown that the addition of just one patient per nurse has been associated with a higher risk of death for patients and an increase in nurse job dissatisfaction and burnout (2). This is significant because nurses wish to provide the best quality of care for patients and with increased patient to nurse ratios, nurses are unable to maintain their ideal quality of care; which leads to job dissatisfaction and nurse burnout. Originally, after the passage of the California nurse staffing act, which set mandated nurse-patient rations, overall job satisfaction appeared to increase (1). However, several longitudinal studies have suggested that direct care nurses are still dissatisfied despite increased nurse to patient ratios (1). From the results of these longitudinal studies, it has been found that there is still some shortcomings with staffing systems based solely on nurse-patient ratios. Therefore, even though the ratios staffing system accounts for appropriate patient care, it does not take into consideration different patient complexities and needs for nursing care (10). Staffing by acuity is the third and final staffing system that is considered when looking at nurse burnout and job
The prolonged shortage of skilled nursing personnel has been a serious concern to the healthcare industry, and this shortage has impacted the quality of care delivery. In addition, nursing turnover has also exacerbated the problem of nursing shortage. Nursing shortage has been blamed on many nurses retiring and less younger nurses joining the occupation. There is also an increase in life expectancy (baby boomers) leading an increase in both physical and mental ailment with subsequent demand in nursing care. Nurses are also leaving nursing profession because of inadequate staffing, tense work environment, negative press about the profession, and inflexible work schedules. Even though nursing is a promising career and offers job security, the
However, a new study finds that increased staffing of RNs does not significantly decrease a hospital 's profit, even though it boosts the hospital 's operating costs. A 1-percent increase in RN full-time equivalents increased operating expenses by about 0.25 percent but resulted in no statistically significant effect on profit margins. In contrast, higher levels of non-nurse staffing caused higher operating expenses as well as lower profits. (2014, Healthcare 411) To improve patient satisfaction the staffing of nurses must be improved. When short staffed these patients are the ones suffering from the lack of care that should be provided. Patient care is the ultimate goal in nursing and when the units are short staffed patient care is affected tremendously, in a negative way. The Joint Commission on the Accreditation of Healthcare Organizations proposed bolstering the nursing educational infrastructure through team training in nursing education, enhancing support of nursing orientation, in-service and continuing education in hospitals, and creating nursing career ladders based on educational level and experience. (2014, Healthcare 411) The Joint Commission also supports adopting the characteristics of "magnet hospitals," such as setting staffing levels based on nurse competency and skill mix
The nursing workforce is particularly challenged when it comes to retaining high quality nurses in the profession. This issue is relevant to new and seasoned nurses alike. There are senior nurses experiencing burnout intending to leave the workforce before retirement age and new nurses leaving the profession prematurely, creating too much nurse turnover. When turnover takes place unexpectedly and prior to retirement, the collective effect is financially and socially detrimental to the nursing profession and healthcare institutions. High nurse turnover can influence a healthcare organization’s ability to provide quality patient care and accomplish the best possible patient outcomes (Hayes et al., 2006). Investigating the sources of high nurse turnover rates and the negative impact on healthcare will bring greater understanding to this nursing workforce issue.
Low nurse staffing levels are an issue hospital-wide at St. Vincent Healthcare, particularly observed during my management hours with a House Supervisor. A responsibility of a House Supervisor is to ensure efficient utilization and allocation of nurses among the floors, so I have had the opportunity to thoroughly discuss and personally observe a variety of causes and consequences of low staffing with my preceptor. A primary reason for inadequate staffing appears to be due to finances; along with making patient safety a continuous priority, St. Vincent Healthcare must strive for good financial outcomes as well. There are certainly challenges that arise in maintaining a balance between providing adequate staff to deliver safe patient care and delivering services at lower costs. Other causes of low staffing are employee conflicts, management and/or leadership discrepancies, heavier patient loads/higher acuity patients, floating to other units, or decreased job ...
Finally, a more obvious and direct cause of nurse turnover is overall dissatisfaction with the current job. This can be for numerous reasons related to pay, benefits, job growth availability, lack of autonomy, or simply feeling unappreciated. According to one source, “a 2014 survey of more than 3,300 nurses found that they were stressed, overworked, underappreciated, and underutilized” (Fischer, 2016). No matter the reason a nurse chooses to leave their job, the negative outcomes remain the same. The most common of these outcomes are that hospitals lose money, it decreases patient quality of care, and it continues the cycle of more turnover in the nursing profession. “It is predicted that there will be a shortage of nearly 1 million nurses in the United States by 2020” (Hunt, 2009). Hospitals are impacted financially by the high nurse turnover rates. “The financial costs of losing a single nurse has been calculated to equal about twice the nurse’s annual salary” (Hunt, 2009). With these numbers in mind, the hospital spending more money to retain nurses could be a smart and beneficial action for them to