Who Invented Guns, Rifles, and Machine Guns

Since the introduction of the flintlock musket in the 17th century, military small arms have gone through a series of significant changes over the years. One of the first major advancements was the puckle gun. In 1718, James Puckle of London, England, demonstrated his new invention, the Puckle Gun, a tripod-mounted, single-barreled flintlock gun fitted with a multi-shot revolving cylinder. The weapon fired nine shots per minute at a time when the standard soldiers musket could be loaded and fired but three times per minute. Puckle demonstrated two versions of the basic design. One weapon, intended for use against Christian enemies, fired conventional round bullets. The second variant, designed to be used against the Muslim Turks, fired square bullets, which were believed to cause more severe and painful wounds than spherical projectiles. The Puckle Gun, however, failed to attract investors and never achieved mass production or sales to the British armed forces. Following the business ventures failure, one newspaper of the period observed that those are only wounded who hold shares therein. According to the Patent Office of the United Kingdom, In the reign of Queen Anne, the law officers of the Crown established as a condition of a  patent that the inventor must in writing describe the invention and the manner in which it works. James Puckles 1718 patent for a gun was one of the first inventions to provide a description. Of the advances that followed, the invention and development of revolvers, rifles, machine guns and silencers were among the most significant. Heres a brief chronology of how they evolved.  Ã‚   Revolvers Samuel Colt invented the first revolver—named after its revolving cylinder. He was issued a U.S. patent in 1836 for the Colt firearm equipped with a revolving cylinder containing five or six bullets with an innovative cocking device.   Rifles The breech-loading rifle was invented by Captain Patrick Ferguson of Pitfours, Scotland.John Moses Browning was the prolific gun designer who invented the Winchester rifle (30/30), the pump shotgun and the Colt 45 automatic. He is best known for his automatic pistols and was the first one to invent the slide, which enclosed the barrel of a pistol and the firing mechanism.Samuel Gardiner Jr. received a U.S. Patent in 1863 on a high explosive rifle bullet in .54, .58, and .69 calibers. Fused to explode in less than three seconds after firing, it ensured that any soldier hit by the projectile with a range of 400 yards faced the danger of the bullet exploding within the impact wound. The U.S. Government purchased 110,000 rounds of such ammunition for issue during the  Civil War. Criticizing the use of similar ammunition by the Confederates, General Ulysses S. Grant complained that their use is barbarous because they produce increased suffering without any increased advantage to using t hem.A rifle scope is a refractor telescope used on a rifle. In 1880, August Fiedler (Stronsdorf), the  forestry commissioner of Prince Reuss, managed to build the first telescopic sight that really did work.Canadian John Garand invented the M1 semiautomatic rifle in 1934.The development of assault rifles started during World War II, beginning with the German Sturmgewehr, the first rifle that could fire a medium size bullet at high rates of fire. In response the U.S. military began developing their own assault rifle, which resulted in the M16 assault rifle. It was first issued to American Soldiers in Vietnam in 1968 and designed by Eugene Stoner, a Marine Corps Veteran.The 1941 Johnson Model Rifle one of the most innovative rifles of its time period. The Johnson rifle was invented by Melvin M. Johnson Jr. Machine Guns Richard Gatling patented his design of the Gatling Gun, a six-barreled weapon capable of firing a (then) phenomenal 200 rounds per minute.Hiram Maxim was born in Sangersville, Maine in 1840 and was the inventor of the Maxim Machine Gun and the Maxim Silencer. In 1881, a friend of American inventor Hiram Maxim told him: If you wanted to make a lot of money, invent something that will enable these Europeans to cut each others throats with.  The Thompson submachine gun or Tommy gun was invented by General John T. Thompson. It was the first handheld machine gun. Thompson was driven by the thought of creating a handheld machine gun that would help end the First World War. However, the first shipment of prototype guns destined for Europe arrived at the docks in New York city on November 11, 1918, the day the qar ended. When the British army ran out of weapons to fight the war, the STEN submachine gun was quickly put into production to supply the soldiers. Silencers Hiram Maxim (born 1853) invented the Maxim Silencer or Suppressor.  It attached to the front of the barrel of a pistol and allowed the firearm to be fired without a loud bang. Invented in 1909, the Maxim Suppressor was the first commercially successful silencer.

LOreal Paris True Match Advertisement Essay - 1427 Words

The desire to look pretty is on every women’s wish list. The desire to be confident is on every women’s wish list. The desire to be loved and appreciated is on every women’s wish list. Children are taught that the right people will love them for their hearts and not their looks, but how many reach into adulthood and still believe this? How many believe that love is based completely off of personality? How many believe that what is seen by the eye is not important? In the 2011 L’Orà ©al Paris True Match Makeup Commercial, Jennifer Lopez is seen sitting on the floor in black clothing while showing her bronzed skin with her hair flowing in the air. This commercial combines the ideas beauty and love to make a masterpiece. The actress in the†¦show more content†¦Jennifer Lopez is a celebrity that is known for her good looks, so choosing her to be in the commercial draws her fans and all the people who think she is good looking towards the product that she is advertising. The simple makeup draws the attention to mainly her skin and how clear it. If there was eye makeup or a bright lipstick color on the actress then the attention of the viewer would move to other things, but since the commercial is trying to sell a foundation, the choice of simple makeup puts all the focus on her clear skin. Seeing Lopez’s clear skin and radiant confidence plays with the emotions of the viewers as they start to compare themselves to her. They start to pick out their flaws and yearn to be more like the face that they see on the screen, not realizing that the face they see is edited and photoshopped to look that good. This doesn’t stop them from going and purchasing the product in hopes of achieving the same perfect skin they see on the screen. The simple makeup isn’t the only thing that appeals to the emotions of the viewers. The simple black clothing the celebrity is wearing portrays her innocence and draws the attention to her bronzed skin once ag ain, but mainly to her legs, arms, and shoulders now. Her smooth and tan skin is physically attracting to the viewer and pulls their attention on her and what she says more because of the desire to be as attractive as her. Language is also

Innovative Human Resource Practices Global Perspective. Free Essays

string(44) " indicative of what innovation means to us\." Innovative Human Resource Practices : Global Perspective. â€Å"Any company that’s going to make it in the 1990’s and beyond has got to find a way to engage the mind of every single employee. If you are not thinking all the time about making every employee more valuable, you don’t have a chance. We will write a custom essay sample on Innovative Human Resource Practices : Global Perspective. or any similar topic only for you Order Now What’s the alternative? Wasted minds? Uninvolved people? A labour force that’s angry or bored? That doesn’t make sense. † – Jack Welch Positively correlated with the economic transition is the strengthening and diversification of human resource management practices, a break away from the more traditional, though extremely challenging fields of Personal Management and Industrial Relations. The maturity of various industries in India has also seen a maturity in the way the various players approach their human resource management. One excellent example is that of BPO Industry. In the beginning it was only meant to handle non-core activities like payroll management etc. ut as the industry-matured it saw the entry of various players coming-up with strategic core service support like NAD, RRD etc. This led to a stronger focus on HRM. What is happening in India today is similar to the experiences of economically developed nations through several past decades; and will happen in least developed countries too, in times to come. Hence, it would be prudent to talk of modern human resource practices in a more general, i. e. , g lobal framework. Of course, contextual peculiarities will only serve to enrich our knowledge pool. But the first thing we need to clear – both at a conceptual and at a terminological level – what we are looking for. The main task is to find a common definition of ‘innovative practices’, a definition that most of us could agree upon in order to avoid conflicting interpretations or misunderstandings, â€Å"Innovative practices are original, exemplary, successful, adaptable, new solutions gained from experience†. Undoubtedly, the â€Å"Innovative Practices† when considered are large in variety. They range from the introduction of new technologies to the assignment of new duties to the increase in competences, they test new organizational models, and they introduce innovative tools of social and political governance at a local level. Modern workplaces are extremely complex situations in which all the elements: the nature of the job, the characteristics of the employee, the structure of the organization/ organizational sub-unit as well as the methods and aims of supervision are extremely diverse and/or fluid. And, as a response, have emerged, a wide variety of innovative HR practices. The first element common is the need for innovation and experimentation, which are required in order to cope with the change in the sector as workforce around the world, has undergone a serious transformation. Changing demographic patterns, income levels, aspirations expectations have given rise to a more demanding aware work force. Let’s take the example of a BPO where in order to retain employees, industry is adopting new and innovative ways. The following example helps us to understand how the industry is attracting people. â€Å"MSR works for four days every week and gets to put her feet up for the rest of the week. MSR is part of a 20-member team at a leading BPO, WNS Global Services. While the company claimed every employee followed a five-day week, an insider said that the new four-day system has been introduced as a pilot project for an US insurance firm. The insurer apparently offers a similar option to its call centre employees in the US. Workers opting for the four-day system get a normal weekend off and another holiday mid-week. However, they have to work for 11 hours on normal workdays compared to nine hours that their colleagues following a usual week put in. The pay is no different either. MSR says that she finds this comfortable as she is in the office for most of the day or night. It does not make much of a difference if she stays on for another couple of hours making it 11 hours a day. But she is happy to have a full day off that gives her more time to be with her family. † Just like above mentioned example many BPOs are following various innovative practices in the form of new HR incentives. They have tried many incentives such as encouraging people to get their family to work in the same place or creating recreational opportunities. A senior professor of organizational behavior at XLRI, India observed that after a point, money would not matter and personal life becomes very important. Companies are trying to reduce the gap between official life and personal life. They are trying to take care of employees’ personal life as much as possible. That is why the employers are trying to make the organization a fun workplace, offering facilities like gym, sauna and games. Some companies also arrange to take care of errands such as paying electricity and telephone bills to help the employees reducing their personal work loads. Let’s look at some of the issues calling for more innovative human resource practices: 1. Technology, Change and Resistance to Change. Needless to say, one big player is Technology. Hard technology created alienation amongst workers and it continues to do so in softer avatars. The introduction of amazing new technologies have increased the speed at which other organizations will copy your best practices so it is necessary to speed up the rate of innovation in everything in business. In short, innovation is the last remaining competitive advantage in business — and HR and recruiting are not exempt from this fact. Perhaps this quote will illustrate the speed in which companies are required to innovate: â€Å"Innovation is what is at the foundation of the U. S. economy. Just to give you a simple example of my company†¦ about 90 percent of December revenue comes from products which were not there in January. That sort of innovation, which is a total turnover of our revenue every year, is indicative of what innovation means to us. You read "Innovative Human Resource Practices : Global Perspective." in category "Papers" You miss a cycle of innovation, your revenue disappears. † — Craig Barrett, CEO of Intel Witness the sustained employee- resistance, covert or overt, to technology introduction. In earlier decades, workers resisted mechanization for fear of job-loss. These days, computerization efforts are given the boot as it requires new learning. Again witness the very high implementation – failure rates of what were once thought of as panacea for all organizational ills: Enterprise Resource Planning (ERP) systems. What actually failed was the proper integration of the Human layer with the Technological one. And now the flipside- Technology helps organizations co-ordinate the complex task of human resource management. Human Resource Management solutions (HRMS) are available in flexible, web- based modules like: — Employee Performance Management (including eAppraisal, Trainning Development, Goal allocation Tracking, Multi- Rater Feedback, Performance Linked Bonus etc. ). A lot of companies / HR consultants get custom software built for the purpose on Oracle, but the functionality is similar, which filters and web support etc. Some of the software that support various HR Functions are : Instant HR Software 2. 0. 94 (Manage human resources, personnel records, leave and benefits. , ERP Flex – HR 1 (Manage detailed information of your employees, various evaluations, and trainings. ), The Garuda Preference Profile 2. 1 (Analyze, describe, and measure essential competences, statistics and job-requirements. ) etc. — Human Capital Management including Employee Database (HRIS), Employee Self- Services, Payroll Manager, Online Compensation Planning etc. ) — eRecruitment ( includ ing Recruitment portal, Transfer Management etc. ) — Strategic HR Tools (including Organization Alignment, Succession Planning, Manpower Planning, Leadership Effectiveness Surveys, and Employee Satisfaction Surveys etc. 2. The Gen-Y gauntlet: ‘Challenge me; Develop me; Pay me’ All across the world, and especially in demographically young countries like India, the workforce has come to share certain common features: young age, high levels of intelligence as well as education, a comfortable upbringing, very high aspirational levels and high mobility ( not only physical but also emotional). Coupled these with a relative indifference towards hierarchy, bureaucracy, titles and bonuses and the HR manager has a serious retention and motivation problem at hand as these young people are different. Their motivation, their technical sophistication, and their demand for respect and responsibility are leaving many company executives to wonder: â€Å"What should we do with Generation Y? It’s clear that harnessing the power of these young people is an issue many companies have started to address. Generation Y is innovative and creative. They seek to make a difference and want to produce something worthwhile. Companies that don’t find a way to harness that energy very quickly are likely going to lose out. Generation Y is also impatient; they expect speed and change and won’t tolerate situations that don’t make sense to them. Technology advancements are in part responsible for the generation’s sense of urgency. This generation is connected 24/7. Their exuberant, impatient style may be frustrating to older executives who dismiss Generation Y as inexperienced. At work, Generation Y thrives on flexibility, having space to explore, and the opportunity to pursue new challenges. They expect to be respected for their ideas and insights from Day One, and they think face time and corporate politics are a waste of time. They’d also like to stay with one company – if that company offers them ongoing opportunities to grow and learn new things. So HR practitioners should adopt some practical steps to consider toward change. Start by determining the company’s need for Generation Y talent over the next three to five years, and don’t forget to anticipate the retirement of Baby Boomers or the shortage of Generation Xers. Try to assess the workplace relative to what Generation Yers want: long-term career development, multiple experiences within a single company, flexibility, sense of purpose and meaning in work, respect, and open communication. Finally, develop a generational change plan with the support of senior leaders in the company and pay particular attention to communicating the plan’s purpose and details so that people feel comfortable with the changes. 3. The ‘Creating a Great Place to Work’ Contest. Yes. Like Reality Shows on TV, this new contest has also entered HRM- space in India. Every self – respecting organization wants to be on the bandwagon (or at least seen to be on it). HR managers take this issue seriously as the quality of the workplace impacts directly on issues of customer service and productivity. The connection to customer service has been shown in numerous studies. A famous 1998 study published in the Harvard Business Review article â€Å"The Employee-Customer-Profit Chain at Sears† showed that an increase in employee satisfaction at a store resulted in an increase in customer satisfaction, which in turn resulted in higher profitability for the store. There have been similar studies in the hospital industry, showing that improvements in workplace environments result in better patient satisfaction. A Financial Services Insurance / Morgan Stanley company of United States takes care of its work environment in order to increase productivity and retain employees. Employees at this investment bank are cared for with benefits that include two on-site restaurants, two health clubs, a medical clinic, dry cleaner, and back-up child care services – one of many initiatives set-up to promote better work/life balance. But what really keeps employees here is the sense among them that they are all seen as people first, not just employees. Phrases such as â€Å"we hire nice people†, and â€Å"talent is more important than specific skill† indicate that managers at Morgan Stanley are willing to invest in people to help them grow and learn, and thus create a career for themselves. This is not the only company there are various company all over the world which are focusing on this very issue of work life. Witness the following initiatives: Sasken’s ‘People First’ policy: shifting focus from consumer to employees; Marriott Hotels’ ‘Guarantee of Fair Treatment’ (GIFT); SCOPE’s (Standard Chartered Operations Co. ‘Switch Jobs Without Quitting’ (SJWQ); Godrej Consumer Products’ Policy on Sexual Harassment (POSH); Sapient Community Outreach Programme (SAPPORT); Sasken’s ‘Hibernation Leave’ concept etc. Thus organization need to understand that mere talk about creating a â€Å"customer- centric† organization is not enough y ou need to provide a working example of how it’s done. Now that we have seen few issues which are very important in today’s scenario to be taken care of let us see few examples of the companies that are following innovative practices in their organizations. The below mentioned examples give a view that companies are following across the world innovative practices that can help them to retain, develop and motivate their people. 7 creative ways that leading companies use to maximize the power of people. 1. Support and Accountability for New recruits at Trilogy Software Trilogy Software, inc among the world’s largest privately held software companies pushes the responsibility of grooming new hires into the organization on their sponsors. As a result, if the new hires make the grade, the sponsors are paid $ 1,000 bonus. If the new hires fail, the sponsors are required to pay $4,000. As most sponsors hold stock options worth millions of dollars so the penalisation does not mean much to them. However, what happens is those who fail examine why their recruit failed and take steps to avoid those mistakes. 2. Jeff Taylor, Founder and CEO of Monster on the importance of having a good time with employees. â€Å"We have a full breakfast bar at our company. We bring in 500 bagels and fresh cut fruit in the morning. We have a gym with a trainer. We have parties once a quarter, where we invite the employees to come and have a good time. † 3. Practice what CEO of SAS, Dr. James Goodnight calls â€Å"Management by Loitering† â€Å"It’s just to be seen walking around and talking to people, and finding out what they’re working on and basically being approachable. You know a lot of things that don’t really come up through the management ranks and some times you find out some very interesting things that people are working on. . 4. Larry Page on automating Performance Tracking at Google. â€Å"We did a simple thing that in retrospect was brilliant: We wrote a program that asks every engineer what they did every week. It sends them an email on Monday, and concatenates the emails together in a document that everyone can read. And it then sends that out to everyone and shames those who did not answer by putting him or her on the top of the list. It has run reliably every week since we started, so forever week of our company’s history we have a record of what everyone did. It’s good for performance reviews, and if you’re joining a project team, in five minutes you can read what your team members did last week or months. † 5. Andy Taylor, Enterprise Rent a Car on Relentless Customer Focus â€Å"So we decided that we had to add some metrics to our customer satisfaction. We created a measurement called ESQi, which is the Enterprise Service Quality index. It’s a statistically valid sample of customers’ opinions taken monthly, at every one of our branches. The customer gets called seven to ten days following the close of the rental. We have an outside company to collect the data, and there are basically two questions. The first asks about the customer’s satisfaction level, with five answers ranging from â€Å"completely satisfied† to â€Å"completely dissatisfied†, and the second asks how likely he would be to return to Enterprise. Beginning in 1996 we told all employees, if you’re not at corporate average or above on your ESQi, your not getting promoted. And all of a sudden, customer satisfaction went to the top of the list. The ESQi has given us a greater sense of urgency and I would consider that the greatest change that has occurred here. The process enables us to go from being a nearly $2 billion business in 1994 to a $7 billion-plus business today. † 6. Staying in touch at Walmart â€Å"At retail giant Walmart, every Monday, members of the senior executive team head out to Walmart stores around the world, where they talk with managers, employees and customers. To ensure that they get a complete picture, they also pay a few visits to competitor’s stores. On Thursday evening, they return to corporate headquarters in Bentonville, Arkansas, armed with new insights about the market and their people. There, they discuss what they’ve seen and heard, thus allowing the organization to modify its strategies. On Saturday thousands of store managers participate in a videoconference and the senior team shares their observations and provides direction for the coming week. Come Monday, They’re on the road again. 7. Take Employee Feedback like IBM IBM held a three-day discussion via the corporate intranet to debate and discuss about the company’s values, the nature of the organisation and what it stood for. The forum dubbed â€Å"ValuesJam† attracted about 50,000 of IBM’s employees and elicited about 10,000 comments about the proposed values. Thus we can see how little innovation in your practices can enhance not only your employee performance but also your organization performance. Basics are always the same, the only thing we can do is bring or use innovative ways to improve your working and efficiency of your employees. References http://www. deloitte. com/dtt/cda/doc/content/us_consulting_hc_dbrief_150606. pdf http://www. specht. com. au/michael/2007/05/16/gen-y-in-the-workforce/ http://resources. greatplacetowork. com/article/pdf/levering_web. pdf http://www. citehr. com AUTHOR – SHALIKA GRACE PHILLIPS, ASSISTANT POFESSOR, LAL BAHADUR SHASTRI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, BAREILLY. How to cite Innovative Human Resource Practices : Global Perspective., Papers

Counselling in Mental Health Nursing Practice

Question: Discuss about theCounselling in Mental Health Nursing Practice. Answer: Introduction A clinical reflection is a positive attempt by healthcare professional describing their clinical investigation, assessment, practice and applied skills. This clinical reflection works as a tool for development of critical clinical skills, thinking power, professional role, active learning and personal potential in clinical practice. In reflective writing, the professional try to evaluate their own practice determining the pros and cons of their healthcare practice. This self-assessment enables them to explore their strengths as well as weaknesses that help further to initiate improvements in practice (Stuart, 2014). These clinical reflections are performed with the use of reflection models that help to describe the professional and personal competencies developed after any incidence or helps to process thought after any clinical incidence (Lees, 2014). In the present clinical reflection paper, a critical incidence is described that is judged on the basis of ethical, racial, religious and gender sensitivity required in counselling practice. As a professional counsellor or therapist working in mental health services, learner implements suitable clinical interventions using clinical decision-making framework to treat the on-going mental health issues of the patient. This reflective clinical paper will help the learner for professional and personal development in the field of mental healthcare. Beddoe (2010) indicated that clinical reflective writing has now become an important part of contemporary nursing and counselling practice to manage diversified clinical situations, incidences and scenario. Description of Incidence The patient named Liliana is an old lady, 62 years of age was admitted to mental health services on 2-oct-2016 having referrals from NEMHS following referral from MHT. Liliana is a divorcee living with her only daughter Maria and three grandchildren at Sheidow Park. She was presented to the clinical department with daughter Maria. Liliana is having a long history of clinical conditions that involves physical impairment includes bursitis of L shoulder, high cholesterol, osteoarthritis and fibromyalgia, further, mental impairment or conditions includes bipolar disorder (diagnosed in 1996), stress, anxiety, depression, mood, eating and sleep disorder. The referral received from NEMHS and MHT indicated that Liliana is at the critical stage of distress, unwilling to take medication and no locomotion or movement and lacking of interest in personal coping activities. On analysing the clinical history of Liliana it was identified that she had multiple admission to psychiatric units from 2006 for managing her bipolar disorder. She confronted the depressed and manic phases of bipolar disorder till 2010. In total, she had nine referrals to acute mental health services having a persistent history of lacking engagement in clinical processes, aggressive behaviour and poor insight of her mental health condition. Liliana is right now on medication for bipolar disorder (Sodium valproate), anxiety (venlafaxine) along with cholesterol medication to manage high cholesterol level. She is having panic attacks and lacking psychological support. On performing a Mental Health Examination of Liliana present medical condition indicates that she is an old woman having an exceptional appearance with anxious behaviour in initial stages followed by the calm, friendly and cooperative behaviour in the interview session. The mood rate obtained was 10/10 (bad mood) having normal flow if speech and no evidence of formal thought disorder. Further, perception analysis indicated no fluctuation and denied the thought of suicide intent. The cognitive functionality was TPP oriented and judgement was impaired in distress. The sleep, energy and appetite were poor with weight loss. The risk assessment of Liliana indicated that although she is not having thoughts if suicide but she wants to end up with her psychological pain. She is also having a historical attempt of anti-depressant overdose and DSH. However, history of the suicidal attempt was unknown. Further, presently Liliana is willing to get engaged with mental health services although she was showing a lack of personal engagement in her previous admissions to mental health services. As per this assessment, Liliana is having a critical condition of bipolar disorder as a sufferer from last 20 years. Liliana denies the intent of risk behaviour like suicide but still she requires observations and monitoring, further, her physical pain (osteoarthritis) and psychological pain (hurt, misery, anguish) are reason hindering the pathway of recovery and self-management. Her anxiety, mood disorder, stress and depression are outcomes of lifelong unmanaged bipolar disorder. Demonstrating Ethical, Racial, Religious and Gender Sensitivity in Counselling As a professional counsellor for providing therapeutic services and counselling there is a critical requirement to follow certain ethics, regulations, laws and regulation to address aspects of race, religion, gender and diversity in the clinical scenario. According to Laszloffy and Habekost (2010) the ethical principles that counsellor needs to follow involves respecting humanity and dignity if people surrounding the practice. Counsellor needs to respect the religion, colour and race of every individual involved in the clinical process. They further, need to provide the right of informed consent to the patient further following other laws of their working zone. The protection of patient autonomy, restrictions, rights and the decision is also a part of counselling practice. Lastly, the counsellor needs to maintain professional boundaries as well as relationships as a part of ethical practice. The race, religion, gender and age are some of the critically sensitive factors that disturb the pathway of ethical practice especially while handling trauma and mental disorder (Cooper et al. 2013). Any therapeutic practice for mental illness requires modifications in attitude, behaviour, spirituality, conscious; values and beliefs of the patient, which are, develop as per the cultural and religious principle of society. Therefore, these factors create complexity and sensitivity in counselling practice (Collins and Arthur, 2010). According to Boyd-Franklin (2010), a counsellor needs to develop a multicultural approach to address the sensitive issues related to race, colour and religion. A multicultural competency helps in better communication, understanding others perceptions and better therapist-client relationship. In the present incidence, race or religion is not an issue in counselling performance, however, to address the requirement of informed consent, however, to address this issue, consent from Liliana has already been provided with referrals. The only need is to develop interventions that involve patient autonomy and beneficence a primary part of counselling practice. London et al. (2012) studied that counselling practice should involve gender aware counselling goals that work to provide stability on controversial issues related to gender sensitivity. In the present incidence, as Liliana is a female it is appropriate to involve feminist counselling practice where women issues are handled with their gender sensitivity. This counselling process works to provide respect, empathy and dignity to female patients. Further, as Liliana is an old lady of 62 years, therefore, age can be a major issue while developing effective intervention because she is already confronting physical and psychological pain that can hinder her recovery process. Therefore, the age factor should be a major consideration while developing interventions for Liliana. Collins and Arthur (2010) indicated that proper counselling practice should involve aspects like ethical stability, the value of individuality, respecting autonomy and democratic relationship. Articulating about Clinical Interventions and Clinical Decision Making for Provided Incidence As a counsellor, in the case of Liliana, the interventions were planned to address the most dynamic issues hindering the recovery process related to bipolar disorder. The dynamics like physical pain (osteoarthritis) and psychological pain, mood disorder, physical immobility, anxiety and stress. The interventions developed for these issue help to accelerate the recovery from bipolar disorder and provide an effective quality of life to the patient. As a professional practitioner, the National Framework of clinical decision-making was implemented to develop these counselling interventions. This framework provided principles, skills and processes to make an effective clinical decision (Curran et al. 2012). I implemented the skills of critical thinking, pattern recognition, communication skills, sharing information and reflection while performing my counselling practice. All the clinical decisions are as per evidence-based approaches as guided in the framework (Lees, 2014). For the purpose of reflection, the client feedback was considered as an effective strategy to evaluate the clinical practice (Curran et al. 2012). The decision-making process involves four steps, firstly gathering and analysing patient data, secondly making judgements as per the collected information. Further, making the decision for clinical interventions for which I took advice and support from other team members as well and lastly, evaluating the outcomes of feedback collection process (Lyons, 2010). Starting from the very first and most effective intervention developed to cure the bipolar disorder of Liliana is Cognitive Behaviour Therapy (CBT) a monitoring mental state intervention. According to Bauer et al. (2012), this therapy works to modify negative thought process and behaviour patterns that place difficulty in recovery from bipolar disorder. Liliana is facing mood swings (depression episodes) involving aggressive behaviour and unintentional risk of relapse. Therefore, to address these issue CBT works as a complete package because mood swings are under the influence of thought process, further, mood determines the behaviour of the individual. Therefore, by implementing CBT as an intervention, the negative thought process and behaviour patterns will get modify to control moods swings and aggressive behaviour of the patient. Magalhaes et al. (2012) provided six strategies to practice CBT for bipolar disorder, As a professional consultant, I provided this six-step CBT therapy that involves accepting your (patient) condition, monitoring mood, cognitive restructure, frequent problem-solving approach, encouraging social engagement and stabilising routine. This six-step CBT was considered to be perfect for addressing bipolar disorder of Liliana. In the first step, Liliana was allowed to understand and acknowledge about her condition, however, Liliana already had a good insight perception that helped to develop the base of CBT. Further, in next step, Liliana was told to rate her mood daily on the scale of 0-10 making her more aware of fluctuations and triggers. In the third step of CBT, detecting the problems and correcting them for balanced thinking modified thought process. In the fourth step, the patient was allowed to detect problems in therapy, predict solution and implement an effective solution to solve their problem. Further, for enhancing social skills, assertiveness helped to manage interpersonal relationships in a better manner. Lastly, the routine was stabilised using morning exercise, relaxation, proper meals, sleep and social plans to improve the quality of life (Pfennig et al. 2014). Further, Bonsall et al. (2012) provided some techniques to maximise CBT treatment for bipolar disorder that involves listening carefully to the doctor, completing CBT homework and gathering knowledge about your disorder. These techniques were also provided as consultation advice for Liliana to cope up with bipolar disorder. Now, another intervention described in studies of Parikh et al. (2012) is providing regular medication as prescribed by the professional doctor to manage the clinical conditions hindering therapeutic intervention because bipolar disorder recovery is critically affected by other clinical conditions. In the case of Liliana, her high cholesterol and osteoarthritis can hinder the bipolar recovery process. Therefore, it is essential to monitor medication and provide regular medication to the patient. As Liliana was detected with the unwillingness to take medication this intervention will help to overcome this psychological issue. Further, supporting and monitoring medication compliance will help to evaluate the effectiveness of this intervention. World Health Organization (2016) recommended in their study the intervention to provide sleep hygiene to control the sleeplessness disorder developed as a symptom of bipolar disorder. This intervention involves light exercise before sleep, natural light exposure and regular relaxation. Liliana facing sleeplessness can recovery her sleep with the help of this intervention. Further, Somers et al. (2012) studied the use of Family-focussed counselling approach as liaise with the family of the patient to increase support in the treatment process. In this intervention, the family members are provided with consultation regarding managing medications, providing mood stabilisers, identification of manic and depression in their family member suffering bipolar disorder. In the case of Liliana, this intervention is very important to overcome her psychological pain along with bipolar disorder where her daughter will be guided by the professional consultant. Bonsall et al. (2012) indicated the Assist and support with transition home intervention that involves different strategies practised by caregiver handling patient at home. The strategies are talk therapy, relaxation training, self-management training, walking aids, stress management and pain coping techniques. This intervention can work to overcome the symptoms and side effects of bipolar disorder in the case of Liliana. These techniques help to control stress, pain, anxiety and maintains the quality of life. The guidance and practice provided under this intervention will help to overcome the issue of lacking self-engagement in the case of Liliana. Somers et al. (2012) studied about psychoeducation that is provided by counsellors to BD patient that was observed to be effective in controlling relapse and overall functionality of the patient. Under psychoeducation a complete awareness about the disorder, avoiding substance abuse, adherence treatment and early identification of new episode is provided to the patient. As Liliana is facing episodes of the relapse this psychoeducation will work to control this situation. A 21-session group-psychoeducation helps to develop social skills, education and knowledge about once condition. Further, for the management of osteoporosis (physical pain), Liliana was advised to take Pain Coping Skills Training for the management of her pain. Magalhaes et al. (2012) studies about this intervention where behavioural modifications are made in lifestyles using coping technique that patient learn through this training. The pain coping skills training involves three-component approach where in the first component is educational rationale where the patient is trained to better understand their feelings, thoughts and behaviours In the second component, therapist teach the patient about coping strategies and the third component involves home practice and lifestyle modification training for painful situations confronted by the patient. These were the counselling advices and interventions provided to Liliana as per her identified issues and illnesses. Reflection on Mental Health Nursing Practice and Benefits of Current Clinical Supervision Clinical supervision is considered to be the most important and essential competency for healthcare professional practice that promotes effective treatment (Stuart, 2014). As a mental health counsellor for the provided incidence, the overall clinical supervision was an effective attempt to understand the patient situation and provide workable counselling and therapy. According to Lam et al. (2010), clinical supervision involves the model of practice, strategic implementation and systematic evaluation of applied strategies by professionals. It is also consolidated as a reflection of personal performance and case review to achieve the best care process. The present clinical supervision involves effective management, positive support, effective recommendations and workable professional supervision as benefits for current incidence. The case of Liliana was properly handled in a manner of initial assessment of Mental Health Status (MHS), stressors, medical history followed by determination of risk summary and dynamics of incidence. Further, recommendations or plan were provided that involves counselling and therapeutic approaches that can benefit the patient to overcome serious dynamics. This highlights the positive support provided by clinicians in this incidence. The recommendations are effective enough to cover all the serious health issues identified for Liliana. Further, MSE assessment in clinical supervision provided a complete detailed identification of patient current status and health. For reflecting on the feeling and learning I gained from the present incidence of clinical supervision I used Gibbs reflection cycle that helped me to evaluate the six stages of clinical reflection. According to Beddoe (2010), Gibbs reflection cycle helps to understand learning from experience by describing incidence as a six-stage process that involves description, feelings, evaluation, analysis, conclusion and action plan. The description of incidence indicates that Liliana case is a critical and serious case of bipolar disorder that requires workable counselling and therapy for her survival. She has already referred to various mental health services previously but yet not accommodated effective recovery. Further, her unwillingness to take medications and engagement in care process is also creating major drawbacks in the recovery process. I realised that recovery in such attitude and behaviour will be a tough process to deal with, therefore, along with other stakeholders decisions about interventions were developed to provide an improvement in these hurdles of the recovery process. Further, describing my feelings as second stage of Gibbs cycle, I felt this situation as an alarming one for my professional career because I havent faced any such complex situation before where it is critically essential to manage the mental issues (bipolar disorder, anxiety, stress), physical issue (osteoporosis) and psychological issues (unwilling attitude and behaviour) with one stage therapeutic practice. I didnt want the patient to feel threatened or serious about their present situation and used talk therapy as a part of consolidation in the counselling process. I took advice from my mentor and seniors regarding the case history and developing appropriate interventions for Liliana. My mentor suggested me to have patients and carefully handle the critical aspects of incidence. When evaluating this incidence at the third stage of Gibbs cycle, I realised that the incidence was extremely and exceptionally challenging one for me. However, I tried my best to develop the most workable advice and interventions for Liliana. I got a positive response from my mentors for my planning, practice and management. I took the help of other stakeholders as well for implementing the interventions into practice. The interventions developed can work in a multidimensional manner to cure the mental as well as physical issues of Liliana. The cognitive behavioural therapy, pain coping training, family-focussed counselling and psychoeducation are some of the most incredible interventions that assure positive response. On further, analysing the situation, I can predict that these clinical interventions will surely work to improve the on-going issues of Liliana resulting in better quality of life for this aged women. For further analysing the effectiveness of intervention a feedback collection strategy can be adopted where Liliana will provide her feedback on the effectiveness created by these interventions. However, I would establish some more strategies to analyse the effectiveness of interventions and develop a more versatile plan for nursing care if provided with other chance to re-examine this incidence. Conclusion The study on clinical reflection about provided incidence indicates that counselling practice is highly dependent on clinical experiences gained from the new incidence of complex health issue that helps to elaborate and amend the defects in caring practice. Each and every incidence is a new experience for learning in the life of healthcare professionals. This clinical reflection provides a deep inside of one such clinically complex incidence of Liliana patient suffering from mental, physical and psychological disturbances in life. As a healthcare professional, learner worked to analyse her condition, detect the defects and provide appropriate interventions. A clear reflection on complete incidence followed by demonstrating ethical, racial, religious and gender sensitivity in counselling is described in the study. Further, a detailed elaboration on the development and importance clinical interventions for Liliana conditions is provided in the study. The complete reflection on learning , thinking, experience and feelings is provided using Gibbs reflection cycle also describing benefits of this clinical supervision. This clinical reflection will help me in the detection of the defects and develop lacking competencies in my clinical practice. Further, the work can also be useful for other professionals to enhance their clinical knowledge and skills. References Books Cooper, M., O'Hara, M., Schmid, P.F. and Bohart, A. eds., 2013.The handbook of person-centred psychotherapy and counselling. Palgrave Macmillan. Lees, J., 2014.Clinical counselling in context: an introduction. Routledge. 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