Comment 1
My definition of spiritual care is being there for my patients beyond their physical needs, to care for their whole person, not only their physical body. It includes listening to their struggles, worries, or concerns they might feel the need to share as well as coordinating a chaplain and respecting their own religious or personal beliefs.
My definition is similar to the one offered in the readings in that it involves caring for the whole person: listening, praying, being present, etc. (Meilaender, 2013).
My definition differs from the description given by Meilaender in a couple ways. One, I left out that it is an integral piece of the assessment, which Meilaender states at the beginning of the discussion on spiritual care. It is not something that should only occur when we “have time”, and it should not need to be private or undocumented either (Meilaender, 2013).
Meilaender (2013) also defines spiritual care as, “facilitating a person’s relationship with God through Jesus Christ.” (p.264). It also included that spiritual care is a way of bringing people closer to God through compassion, listening, prayer, etc. This is not something that I included in my definition.
I very much appreciated that Meilaender (2013) included that spiritual care is never rude or coercive, and if patients have other belief systems, that we must be respectful of their preferences. I believe this is very important also because judging people generally tends to push them away and make them disconnect from the person passing judgment as opposed to make them feel loved and comfortable.
Comment 2
From a nursing perspective, spiritual care is meeting the spiritual need(s) of your patient whenever it is required. This can be accomplished through active listening, prayer, or offering of religious services (i.e. chaplain). My definition and understanding of spiritual care is similar to the description offered in the topic readings. According to Shelly and Miller (2009), spiritual care is defined as “putting people in touch with God through compassionate presence, active listening, witness, prayer, Bible reading and partnering with the body of Christ (the church community and the clergy). It is never coercive or rude” (p. 265).
Compassionate presence is described as providing assistance at the moment it is needed and constantly nudging patients toward the goals that God has for them (Shelly & Miller, 2009, p. 265). “Active listening includes hearing what a person is not saying as well as the actual thoughts and feelings articulated” (Shelly & Miller, 2009, p. 266). Witness involves sharing a story or providing scripture that may be helpful toward patient healing. It is important to remember that “our witness should not be self-righteous or manipulative, but it can be bold” (Shelly & Miller, 2009, p. 268). Prayer is communicating with God in whichever manner the patient feels is helpful. Bible reading allows the patient to search for scripture that “can be a deep source of comfort and strength to the believer” (Shelly & Miller, 2009, p. 271). Remaining in touch with the church community and the clergy allows the patient to have a larger support base and helps the nurse further meet their patient’s spiritual needs.
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My executive summary will be on change of shift admissions and effects on patient care. Change of shift is a vulnerable time for both patients and nurses. During change of shift, critical informatin regarding patients is communicated to the on-coming nurse and ancillary staff. Interuptions during hand-off, including admissions and transfers may hinder the integrity of communication between nurses and delay the completion of critical patient-centered tasks. I would like to create a policy to decrease the flow of traffic during critical shift change times between the hours of 7:15am-8:15am and 7:15pm-8:15pm.
Comment 2
I would like to describe differing approaches of nursing leaders and managers to issues in practice when discussing nurse-staffing ratios. This is a big issue in the country because aside from California, legally mandated nurse-staffing ratios do not exist. When it is discussed in the hospital now, nursing supervisors discourage it by telling nurses that it is not all it’s cracked up to be. Some hospitals can go under due to the need to staff appropriately. When talking to a nurse who has worked under both situations, she has said that the cost of healthcare ends up declining in a good way because nurses are making less overworked mistakes and patient-satisfaction is up. This can be the big difference between managers and leaders in the big picture of things. Managers will listen to nursing complaints of being overworked beyond safe circumstances and the manager will simply say, “this is what you signed up for when you became a nurse,” like we’re soldiers complaining about being shot at when we chose to be a soldier. We signed up for nursing to care for patients and participate in the optimization of their help. Leaders will listen to nursing complaints and ask themselves what can they do to help. At the end of the day, if more people were leaders, nursing shortages may not exist. Nurses would be happier and stay in their positions longer.
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There are numerous ways to communicate with the stakeholders as well as the executives of the hospital. Communication is an important means of transmitting information as well as making other understand oneself. As a leader, I would start sharing my outreach program vision by using written communication. This will help me share effectively and thoroughly through explaining how this program will benefit the entire community. I would also organize a meeting to provide a professional presentation concerning the program’s benefits. I would use non-verbal communication methodologies to make the community members see my vision like making eye contact, having an open stance and smiling among others. I would use effective verbal communication through speaking clearly as well as allow time for others to communicate (Huber, 2018). This will help communicate effectively my vision for the outreach program.
Strategic management may be described as organization management based on its vision. To accomplish this, one needs to develop a vision, set objectives, develop strategies, execute the strategies as well as evaluate the outcomes. I would use the strategic management process to make the outreach program vision a reality. In the written communication as well as the presentation I will ensure that my mission and vision of the outreach program are stated clearly to make sure that stakeholders and the executives understand the purpose of this program. Setting objectives mean explaining the program goal and creating an implementation strategy mean explaining my plan on how to reach the goals. After the executives and the stakeholders decide to execute the strategies for developing an outreach program, then I would evaluate the program effectiveness constantly (Huber, 2018). As a leader, using the strategic management will allow me understand the community needs, determine the community future and set achievable goals and plans.
Comment 2
There are a wide range of tools that can be used for outreach program and implementation of strategic management. Strategic management is defined as the process by which managers of the firm analyze the internal and external environments for the purpose of formulating strategies and allocating resources to develop a competitive advantage in an industry that allows for the successful achievement 00resources, processes and skills and also monitoring of action steps in order to cope with unpredictable internal and external factors. Management in this context therefore indicates the ability to manage the constant changing circumstances, which organizations have to face regularly. Strategic management is therefore said to “understand the strategic position of an organization, its strategic choices for the future and turning strategies into action.” Huber, D. (2014). Strategic management is, in terms of decision making, not only in the organization of operation-based procedures but also includes more organizational, non- routine and more complex procedures.
I will use stakeholder approach for the outreach program become reality. The idea of stakeholder approach to strategic management, suggests that managers must formulate and implement processes 00is to manage and integrate the relationships and interests of shareholders, employees, customers, suppliers, communities and other groups in a way that ensures the long-term success of the firm. A stakeholder approach accentuates active management of the business environment, relationships and the promotion of shared interests. Stakeholder approach encourages management to develop strategies by looking out from the firm and identifying, and investing in, all the relationships that will ensure long-term success.
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An effective leader is empathetic, understands multiple leadership skills as well as flexible. Leadership skills involve an ability to understand emotional intelligence and skills needed to become a nursing leader. Self-awareness involves the ability to understand one’s emotions and feelings and how these affects and influences others. Self-awareness is significant to leadership effectiveness, and many leaders exercise it. It is a way of exploring tendencies, beliefs, individual personalities, natural inclinations as well as value system (Huber, 2018). People react to things, synthesize and learn differently. Self-awareness help to spend time occasionally in self-reflection to achieve a better insight in ourselves. It assists the managers to determine the gaps in management skills that promote skill development. It assists managers in stress management and motivation, with intuitive decision-making and finds most effective situations. Self-awareness helps people to strengths as well as cope with the weaknesses.
An example, a person good in seeing the big picture surrounding the decision but not good in concentrating at the details may need to consult the subordinates or the colleagues who are more detail-oriented in making main decisions. Combining detail-oriented and big picture oriented decision makers may produce high quality decisions. In a team, a good leader is important (Huber, 2018). For instance, in the hospital nurses may be busy and the patient may require multiple things, some have a change in condition, and some may be in great pain. Nurses who are well-organized, manage time and help other colleagues make differences, enables him or her to run smoothly and less stressful. Nurses using the self-awareness are able to use their feelings and emotions as a guide in decision-making. As nursing, one needs to understand how his/her emotions and attitude affects and influences other employees.
Comment 2
Self-awareness means knowing your values, personality, needs, habits, emotions, strengths, weaknesses, etc. Human beings are complex and diverse. To become more self-aware, we should develop an understanding of ourselves in many areas. Key areas for self-awareness include our personality traits, personal values, habits, emotions, and the psychological needs that drive our behaviors. Individual leaders who are able to regulate their own emotions are better equipped to provide a “holding environment” for the people who work for and with them, creating a culture where people feel at ease.
In our highly competitive culture, this can seem counterintuitive. In fact, many of us operate on the belief that we must appear as though we know everything all the time or else people will question our abilities, diminishing our effectiveness as leaders. If you’re honest with yourself, you’ll admit that really the opposite is true. Because whether you acknowledge your weaknesses or not, everyone still sees them. So rather than conceal them, the person who tries to hide weaknesses actually highlights them, creating the perception of a lack of integrity and self-awareness.
Self-awareness helps managers identify gaps in their management skills, which promotes skill development. But self-awareness also helps managers find situations in which they will be most effective, assists with intuitive decision making, and aids stress management and motivation of oneself and others.
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I have never personally been put in this kind of situation but we have education every year about this at our hospital. A scenario, a young child, age 8, is brought into the emergency room twice in one week for “falling” and his arm is hurting again. The first visit’s xray of his arm was normal, no broken bones seen. The child is discharged. The second visit, the xray shows a broken clavicle. The nurse and doctor assess the child and notice bruises all over the child’s body under his clothes. The nurse and doctor know that they must be caution at this point. Start with questions to the child: How did you fall? Do you fall often? Ask where a particular bruise came from. The child shys away and start to hide his face. The healthcare team then turn to the mother and again are cautious with the way the questions are asked. The mother is reluctant to answer the questions but she does in a hesitant way but does not make eye contact. The healthcare team dismiss themselves stating they would return soon. The nurse and doctor have a private conversation and they both are suspecting child abuse and know that it is their duty to mandatory report their suspicions after their assessment. Our hospital policy for mandating reporting is to follow they chain of command before reporting. The manager must be notified and the administration on call must be notified along with the risk officer. When all has been notified then the local police station and DHR will be notified. This can flow very easily if done properly. The State of Alabama had changes to the mandatory reporting law in 2013. The changes are: 1.) The State of Alabama mandates that the person who assess and has the suspicion on that assessment must be the one to support it to the police and DHR. 2.) Any public or private employer who discharges, suspends, disciplines, or penalizes an employee solely for reporting suspected child abuse or neglect will be guilty of a Class C Misdemeanor (National, 2018).
Comment 2
The State of Texas has a law that mandates anyone who thinks a child, a person 65 years or older, or any adult with disabilities is being abused, neglected or exploited must report it to the department of Family and Protective Services (DFPS). The abuse report can be made by phone 1-800-252-5400 or online at Texas Abuse Hotline 24 hours, seven days a week or call 911 the Local Law enforcement.
A person who reports abuse in good faith is immune from civil or criminal liability. The DFPS keeps the name of the person making report confidential. Anyone who does not report suspected abuse could be held liable for a misdemeanor or felony.
In the State of Texas, nurses and doctors are mandated to report any suspected child or elderly abuse to the department of Family and Protective Services or the Local law enforcement agency. They also document all findings including physical findings in the patient’s chart. Both nurses and doctors are also expected to report the suspected abuse to their immediate supervisors like nurse managers or senior doctors respectively (Texas Department of Family and Protective Services, n.d.).
Scenario
I was working in ER one evening when a 6-year boy was brought in by his parents with complaints of a painful leg secondary from fall. On assessment, the child looked frightened and withdrawn from the environment. Multiple bruises at healing stages, black eye and swollen left leg was noted. When I asked the parents what could have caused the findings, both mother and father stated “ the boy is” messy” with himself and falls most of the time when playing”. When I asked the boy what happened to his leg and skin, he just stared at me. The doctor ordered an x-ray of the left leg, which reviewed spiral fracture of the femur.
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Knowing scientific management theory as defined as supervising by way of focusing on task accomplishments rather than interpersonal relationships (Huber 2014). Some routines in health care that seem to be inefficient in regards to scientific management are the overwhelming focus on tasks, the evaluations based on tasks accomplished, and the pressure to join committees to add more tasks to nurses’ duties. A lot of times nurses have trouble tending to the needs of their patients because they are so focused on getting the tasks done so as to not get in trouble. Many times tasks are added to the nurses’ workload making it hard to complete everything on time. This causes incidental overtime which is also greatly frowned upon. Finally, the committees are supposed to be a good thing, allowing nurses to participate in shared governance. The issue arises when the requirements for the committees capitalize on the time the nurse should be working or decompressing from the stress of daily work. Some examples of participative decision-making at the hospital that I work at are unit forums and shared governance council. The unit forums allow for nurses and aides in the unit to meet and discuss issues to resolve amongst themselves. Shared governance councils allow for nurses to meet with administration to discuss issues at the bedside that can only be fixed by administration.
Comment 2
The scientific management theory states that humans are motivated by money, and there should be a separation between managers and workers. The expected result is a dramatic increase in productivity of the workers and profits for the organization. Some of the routines in the health care setting that are inefficient is nurse-to-patient ratio and staff retention. I feel the nurse-to-patient ratios are unsafe as it overloads the nurse and nursing assistants in carrying for high acuity patients with a higher prevalence of medical errors and oversight. When staffing is is done according to census instead of census it creates an unsafe environment for the patients and the staff. Without adequate staffing, patient care is inadequate and the patients suffer. Which in turns causes patient surveys to report negative feedback giving the hospital low numbers.Staff retention is important to ensure there is adequate staff to meet the demands of an aging population with numerous chronic illnesses. When facilities ignore the concerns of staff or do not provide attempt to implement change that benefits the staff and the patients, morale falls and staff leave. When nurses feel their safety and license are in jeopardy, they will seek out a better work environment they feel safe in. The facility I work for currently does annual retention surveys that allow its employees to voice any concerns and share what they feel the facility is doing well or could improve on. The nurses are asked various questions in regards to the leaders and managers they work directly under and whether their needs are being addressed. The facility offers committees that focus on allowing staff to have voice. Some include unit base council for each unit of the facility, committee for staffing concerns and safety committees that focus on sentinel events.
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Leadership and management are both necessary for the success of any organization. These terms are often used interchangeably by some while others see them as separate. Leaders are the inspiration, mentors, praises, and give directions to problems. Leaders may be more open with communication and participative in their encouragements of employing new concepts to help resolve a crisis. Managers are the planners, problem finders and solving, communication with team solving the problems. Managers may be known as having a stronger talent in solving problems and making use of scientific methods to come up with substantial solutions they the team may face every day (Huber, 2014).
I believe that the overlap between leadership and management are necessary for success. As a nurse manager and leader, I see this every day. Our nurse managers are also considered part of the leadership team. Our A-team, administration, would be considered the leaders in regards to this question. We are a rural hospital so we all work every close together and have an open communication among us. An example that I witnessed lately in the overlap is the construction on my psychiatry floor. We are in the process of updating our unit. There are construction workers in and out of the unit who does not understand that psychiatry is locked down for a reason. As a manager, I have spoken with them and explained the rationale; I have spoken with their supervisors and explained the rationale. They all state they understand but I continue to witness the misbehavior entering and exiting the unit on the cameras in my office. I then go to my administration for guidance and help with the outside contractors. I experience guidance, open communication, and the administration goes to “manage” the construction crew.
Comment 2
The leader focuses on people of the company and the managers focus on getting tasks accomplished. The area in which they overlap is directing people toward a goal. Leaders are typically chosen informally and may be a part of the direct team. The followers are voluntary in the case of the leader. A manager is hired to work that position and the employees are mandated to follow (Huber, 2014). The manager, if not also functioning as a leader, dictates the movements toward a goal rather than including explanation and guidance.
I have found that an informal leader can impact change more readily than a manager at times. As a leader I would try to experience the change along with the other staff and note the difficulties within the change. I would explain the change to the other staff, acknowledge fears and frustrations of change and encourage a three month trial before feelings of resistance toward it. I always like to tell the nurses I work with that we should give it three months before we “complain” about the change because every new process is hard and messes up your flow. After three months if the process is beneficial it will be the new norm, if it isn’t beneficial we should look at where the problem lies.
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Spiritual needs are one of the essential needs among individuals. Throughout the life, the spiritual needs are an intrinsic need and remain as a primary element of holistic nursing care. Nurses face a great challenge of satisfying the spiritual needs of the patient. The holistic care addresses the spiritual needs, social, physical, economic and emotional needs of the patient (Nolan, 2015). The religious intervention involves treating the religious beliefs of the patients without prejudice, helping them practice their religion, giving them an opportunity to connect with God as well as expressing their beliefs and values and referring them to religious leaders and clerical.
According to me, the spiritual care is supporting and acknowledging a person religious beliefs. Respecting them and ensuring that their wishes are followed. It involves bringing glory to God. A practitioner may give spiritual care through praying with the patient, providing a word of encouragement, being present and listen to the patient, sharing from the scriptures, participating in the healing service and referring them to the religious leaders. I believe that the Holy Spirit guides the practitioners when making the challenging decisions. Reading the scriptures and praying makes the healthcare provider stronger as well as close to God and are able to make a decision based on God’s plan. The religious leaders are supposed to teach their followers concerning the spiritual care.
Comment 2
Spiritual worldview concept incorporates spirituality, religion and other philosophical and reference points, which make assumptions concerning the bigger context of human existence (Josephson, 2015). As a professional nurse, I try to keep aside my personal views as well as not compare them with that of the patient. This helps me to concentrate on the assignment and patient needs. I may not agree with the patient spiritual belief, but I show interest in their perspective. Dealing with a patient whose worldview differs from mine, my strengths would include: facilitating expressions as well as the articulation of patient’s desires, values, beliefs and needs that shape choices and interactions of the patient. Encourage the patient to share their hopes, fears, and creative expressions. Engage with the patient experience and encourage him/her to express the full range of the feelings and emotions.
There is also weakness that I may face as the healthcare provider. Being unfamiliar with some culture is a barrier since some ideas of the patient I might see them as taboo. Uncertainty, as well as the fear of the general medical practitioners, may be a barrier since some may want to listen to what the patient may want to share. Lack of privacy is another barrier since some patient could wish to express their perspective in private but when there are other patients, he/she holds back. As a patient, I have the final say during the difficult situation. Once I understand the risks, and the benefits of a particular treatment will enable decide what I want. The practitioner is supposed to support me during the decision-making process. In case am in a situation that I cannot be able to make the decision, I may want my doctor to do it for me.
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My definition of spiritual care is being there for my patients beyond their physical needs, to care for their whole person, not only their physical body. It includes listening to their struggles, worries, or concerns they might feel the need to share as well as coordinating a chaplain and respecting their own religious or personal beliefs.
My definition is similar to the one offered in the readings in that it involves caring for the whole person: listening, praying, being present, etc. (Meilaender, 2013).
My definition differs from the description given by Meilaender in a couple ways. One, I left out that it is an integral piece of the assessment, which Meilaender states at the beginning of the discussion on spiritual care. It is not something that should only occur when we “have time”, and it should not need to be private or undocumented either (Meilaender, 2013).
Meilaender (2013) also defines spiritual care as, “facilitating a person’s relationship with God through Jesus Christ.” (p.264). It also included that spiritual care is a way of bringing people closer to God through compassion, listening, prayer, etc. This is not something that I included in my definition.
I very much appreciated that Meilaender (2013) included that spiritual care is never rude or coercive, and if patients have other belief systems, that we must be respectful of their preferences. I believe this is very important also because judging people generally tends to push them away and make them disconnect from the person passing judgment as opposed to make them feel loved and comfortable.
Comment 2
From a nursing perspective, spiritual care is meeting the spiritual need(s) of your patient whenever it is required. This can be accomplished through active listening, prayer, or offering of religious services (i.e. chaplain). My definition and understanding of spiritual care is similar to the description offered in the topic readings. According to Shelly and Miller (2009), spiritual care is defined as “putting people in touch with God through compassionate presence, active listening, witness, prayer, Bible reading and partnering with the body of Christ (the church community and the clergy). It is never coercive or rude” (p. 265).
Compassionate presence is described as providing assistance at the moment it is needed and constantly nudging patients toward the goals that God has for them (Shelly & Miller, 2009, p. 265). “Active listening includes hearing what a person is not saying as well as the actual thoughts and feelings articulated” (Shelly & Miller, 2009, p. 266). Witness involves sharing a story or providing scripture that may be helpful toward patient healing. It is important to remember that “our witness should not be self-righteous or manipulative, but it can be bold” (Shelly & Miller, 2009, p. 268). Prayer is communicating with God in whichever manner the patient feels is helpful. Bible reading allows the patient to search for scripture that “can be a deep source of comfort and strength to the believer” (Shelly & Miller, 2009, p. 271). Remaining in touch with the church community and the clergy allows the patient to have a larger support base and helps the nurse further meet their patient’s spiritual needs.
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I work as oncology and death can occur at any time to my patients. I usually offer a bit of anti-anxiety medication since an impending death may not always be welcomed. Some patients transitioning into the actively dying stage, living becomes exhausting. They become tired, weak, struggling to eat, they feel uncomfortable, and even after chemotherapy, they struggle to taste. Mostly I deal with Hospice patients, and a potential patient death usually waits for me each time I clock in.
My death view was shaped a long time before I joined nursing. During my childhood, I watched cancer eating away as well as taking the majority of my family members. I even have watched my closest friend struggle with cancer currently. After graduating from nursing school, offering back to the oncology community was the only logical thing I could do. The experience has enabled me to empathize with my patients as well as their families. My view on death involves overwhelming sadness, heart-wrenching as well as anxiety-inducing. After working with my oncology patients, my view of death has changed to a more peaceful perspective.
One day death will occur to each of us. Through working in the oncology, I have realized that accepting death as a part of life have assisted me to live more fully (Foss, 2015). My fear of death has been eased through believing that there is life after death.
Comment 2
Suicide, whether it be done by a mentally ill person or a mentally healthy person, has become a common discussion. During my nursing internship, a nurse that I was working with and I walked in to check up on a patient and found that she had committed suicide in her bathroom. Till this day I wonder what caused her to feel that life was not worth living anymore? According to Bioethics A Primer for Christians, “Within the story of my life I have the relative freedom of a creature, but it is not simply “my” life to do with as I please”. I agree with the author. As creatures of God we are given the chance to decide many things, but one does not have the right to choose if one should live or die since we are not the creator. Instead, one should seek help from our creator and others to deal with the difficulties that may arise in our lives instead of deciding to end it all.
The Author goes on to say, “Understanding compassion and care in this way, we seek to learn to stand with and beside those who suffer — with them as an equal, not as a lord over life and death, but determined not to abandon them as they live out their personal histories up against that limit of death which we all share. For us, therefore, the governing imperative should be not “minimize suffering, “but “maximize care.” Again, I agree with the author, we are not the creator to decide who lives or dies. Watching someone suffer is difficult but one can help the person by providing comfort and care.
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Based on Meilaender’s (2013) perspective of suicide, it is morally wrong because there is an unwillingness to receive the life given, by our creator, moment by moment. Suicide
is not God’s will, it is the irrational desire of a man to be in control and a repercussion of sin with man acting as the creator, instead of the created. Meilanender (2013) contends that life is not “our” possession, nor ours to take whether by suicide or euthanasia. I appreciate his comparison of our lives to being characters in a story that God created while God gives us the freedom to act according to the nature he provided. However, I don’t believe that it was ever God’s intent to allow us the freedom to rationally take a life by suicide.
I have a personal experience with suicide, so I have struggled with the morality, or lack thereof. Where Meilaender (2013) states that the sin of suicide dies with the
person and they are not necessarily damned is relevant for all suicides and euthanasia because God judges the person, not the individual deeds. Meilaender (2013) also pointedly asserts that the autonomous decision to end a life, whether it be a “right to die with dignity” state or not, there is an inherent risk that it is still morally wrong
and judged by God as a “lordship” over another human’s life, which is biblically wrong.
I am not a hospice nurse for a reason. I know that I would struggle with the person begging me to give them an additional dose of morphine to end their pain and
misery. This is a terrible predicament for a nurse who is caring for their patients and family members both physically and emotionally. Meilaender (2013) claims that hastening one’s inevitable death is a form of abandonment. I know I would struggle with temptation to bring relief to someone who is severely suffering, so I choose to not put myself in that position. My compassion would cause an internal struggle that I can avoid and a judgement that I, as a sinful human being, do not want to make, even if God does not judge me for individual deeds.
Comment 2
Suicide and euthanasia are extremely sensitive topics for the majority of individuals including health care workers. According to the Christian belief, it is considered a sinful act and therefore goes against Christian beliefs. Meilaender (2013) states that “Christians have held that suicide is morally wrong because they have seen it in a contradiction of our nature as creatures, an unwillingness to receive life moment by moment from the hand of God without ever regarding it as simply “our” possession” (Meilaender, 2013). He goes on to say that our life is not something we own and that by committing suicide we are essentially playing the role of creator. We need to remember that life is a gift from God and to take one’s own life is a selfish act and disrespectful to God for the gift of life he gave to us.
Suicide and euthanasia are controversial topics. I don’t whole heartedly agree with Meilaender. I believe that if a patient has a chronic illness that is causing them to have a very poor quality of life and/or chronic pain, then that person should be allowed to decide if they want to carry on with life living that way. What a bleak existence it would be. My husband and I have had numerous discussions about this very topic. We both agree that if either one of us were extremely ill, we should find a way to put that person out of their misery. On the flip side, if a healthy person were to take their own life, then I totally agree with Meilaender and that person is selfish and not following in the footsteps of God
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