America Needs Mental Health Care - 2384 Words

According to globalmentalhealth.org It is estimated that 120 million people suffer from depression, 50 million from epilepsy, 37 million from althezimers desiese and 24 million from schizofrania. About 1 million people worldwide commit suicide every year, and approximately 20 million unsuccessfully attempt suicide. In the United States, suicide is the eighth leading cause of death—another life is taken this way every 17 minutes. With these figures in mind it brings up the question Do we as a society handle mental health properly? From a global scale to how we all individually handle the mental health of others. Lots of people claim that mental health is being treated properly stating preposterous things like; we are already doing enough†¦show more content†¦If we as people truly handle mental health properly then we would not shame people who need help or think of the stereotypical asylum that comes along with mental health, these stigmas quickly prove we do not handl e mental health properly. For example myth that we do enough globally for those in need of mental help can quickly be disproven by simple facts and information. Many people disagree with the following claims, Dr.Cesar Chelala wrote in a piece for globalmentalhealth.org that states â€Å"on a global scale, approximately 70 percent of people have access to fewer than one psychiatrist per 100,000 people, 55 percent of people have access to fewer than one neurologist per million people, and 44 percent of people have access to fewer than one psychiatric nurse per 100,000 people. These are general figures that do not take into consideration significant regional, national, and local variations. All in all, the services and resources available are one-tenth to one-hundredth of what is needed.† Proving that we are not doing all we can to help those who need it, the world lacks the sufficient amounts of specialists and facilities to help those who need it. Mental illness is becoming a rapid problem in many count ries and can be a big issue to many people s safety if people can not get the help they need, in an article for CNN author Johan Nylander writes about the mental health crisis in China and around the world he states that â€Å"work

Teachers Knowledge Of Child Development - 1911 Words

Educators knowledge of child development in the early years of life is decisive in providing quality care and education for young children. These early years are of crucial importance where foundations for brain, health, emotions, and physical development are laid. Child development theories explain how children develop and learn, which helps guide early childhood professionals in providing quality learning experiences for children. These theories also help to understand the progression and necessity of learning in children, hence, immensely beneficial in enhancing instruction practices. Many theorists have contributed to the field of child development and their contributions continue to influence present day practices, curriculum designs, class activities and environment, assessments, and evaluations. Some of the prominent child development theories are Skinner’s, Erikson s, Piaget s, Vygotsky s, Gardner’s, Kohlberg’s, and Maslow’s Theory of Humanism. Ea ch theory provides valuable information in understanding children’s growth , learning, and development. Parents and caregivers should determine their own theories about how children learn and develop. The parents or caregivers decisions about specific situations will depend on their own personal theory about child development. Decisions about strategies can be used depending on one s own theoretical perspectives. A working knowledge of how children develop and learn helps to provide children with the conditions inShow MoreRelatedOpen Line Communication1195 Words   |  5 Pageswell as RECE or teacher. This key element is very important for families because families can easily share their ideas or views about their children’s development and their culture with RECE. So, Teacher or RECE get more knowledge about children’s needs, cues, and interest. RECE also encourage parents to share their ideas about their children’s physical, social, cognitive domain a nd culture. RECE also respect parents’ point of view about their child’s behavior and their development. Educator and parent’sRead More My Philosophy about Child Development Essay647 Words   |  3 PagesPhilosophy about Child Development Works Cited Missing A childs development affects how they learn. All children dont fit the norms of development but not all children should be looked down on because of this. The development of the body and mind leads to the development of skills a child learns in life. Teachers need to help the child expand their skills and the knowledge to do the skills well. Virtually everything a young child does is affected if physical development is delayedRead MoreChildren Should Learn Through Experimentation921 Words   |  4 PagesThe Piagetian idea to leave the child experience, as they enable to search spontaneous and an educational practice where prime activity on the language, does not resemble reflections which handles Vygotsky. This aspect introduces us to another important divergence point between the two researchers: Language. For Piaget the language must be taken to court and accused of major damage, because the teachers use and abuse of the language in education. While Vygotsky is of very importance, since it isRead MoreLearning Theory And Its Impact On Education1364 Words   |  6 Pagesis quite a dynamic process where the knowledge and skills to the learner are different after the learning. Learning theories as the conceptual frameworks that describe ways in which information gets absorbed, processed as well as retained in a learning process. Getting an understanding of knowledge development enables the teacher define methodology; to ensure effective teaching, attending to how the learner learns ensures that the practices used by the teacher are enhanced. Constructivism theoryRead MoreVygotsky s Theory Of Internalisation1709 Words   |  7 Pagesdeveloped by Piaget, Vygotsky also characterised children as â€Å"active agents in their development†. (Duchesne, S., McMaugh, A.,2016p.103). As explained by Vygotsky in his theory, he suggests that development of a child can be attained socially as the child being the participant is being ‘internalised’ by the individual the child is interacting with (S.thinsan,2011), as Vygotsky mentioned ‘the direction of development is the social interaction with the individual’. (Duchesne, S., McMaugh, A.,2016Read MoreThe Teacher s Role For Creating Curriculum1323 Words   |  6 PagesCurriculum To be an excellent teacher they need to have many qualities. One of them is that teacher needs to have knowledge. Knowledge is what the teacher know about what they are doing in the program. The framework of the program and the expectations. Teacher can gain more knowledge by attending trainings and conferences. Knowing how to work with the children and families. Intentionality is another element that teachers need. Teachers need to think before their actions. Teachers are thinking about whatRead MoreCognitive Development Theory Essay1691 Words   |  7 PagesA. Cognitive Development Theory In a general sense the theory of cognitive development is not just a single theory but a number of theories offered by a number of cognitive psychologists over the past century. In summary though, cognitive development is the processes by which learning is developed by the construction of thought processes, memory, solving problems, decision-making and covers the life span from childhood to adulthood, but learning does not necessarily stop with adulthood. ThisRead MoreLifespan Studies: Cognitive, Language, Social and Emotional, Physical and Holistic Development, and Discuss How Te Whariki Supports and Promotes the Development of Each Domain in the Early Childhood Sector.1113 Words   |  5 PagesThis essay will describe five developmental domains, Cognitive, Language, Social and Emotional, Physical and Holistic Development, and discuss how Te Whariki supports and promotes the development of each domain in the early childhood sector. The definition of Cognitive Development as stated by the Encyclopaedia of Childrens Health, is the construction of thought processes, including remembering, problem-solving and decision-making from childhood through adolescence to adulthood. According toRead MoreConstructivism : Theory Of Learning And Knowledge1433 Words   |  6 Pages(Pass, 2004) Teachers today use these ideas, some use them at different times in their classrooms and others have used them combined into the same lesson. Constructivism can help students understand and retain the information they learn in the classroom. Piaget made detailed studies of cognition in children, these tests revealed that children have different cognitive abilities. According to Piaget, children are born with a very basic mental structure on where all learning and knowledge is based. VygotskyRead More Guidance of Young Children1178 Words   |  5 Pagesthat they are not yet developmentally capable of doing and teachers have to be aware of this. One would not expect a one year old child to be able to write their name, not only because they are not cognitively able to understand this task, but also because their fine motor skills have not developed enough to hold a writing instrument. Therefore, most adults would realize this task is not developmentally appropriate. A kindergarten teacher, for example, can able to expect his or her students to know

Analysis And Strategic Sample on Work Design Pilot At CERA

Question: Discuss about theWork Design Pilot at CERA. Answer: Introduction: In the contemporary economy, business organizations rely on the human resources to introduce and execute new products or services or to improve business processes and implementing innovative working methods. The work type has changed to more knowledge based and less rigidly explained, as a result the human resource of an organization can facilitate in business development by generating new innovative ideas and utilizing this ideas as building blocks to develop new product and services and employ new work process for brining effectiveness in the system. In the following scenario, Israel Tobin is the new Human Resource Manager of CERA (Civil Engineering Research Associates) and Mark French is the CEO of the organization. As the new hr manager in the organization Mr. Tobin is facing challenges on human resource planning to support the organizations business goals. The CERA is a traditional organization where the concept of human resource planning and development are not given utter imp ortance. The primary aim of this report is to evaluate the different methods of human resource planning methods and evaluate the strategically planned job design for Rachel Amaaros department for development of work force and bring most effective outcome from them. The author has critically discussed about the gap analysis in the gap analysis and what are the steps to overcome gap in human resource planning. Gap Analysis in Strategic Human Resource Planning Process: In the present scenario, the major role of the hr manager is to develop an effective human resource planning method and then successfully evaluate the planning process to meet the desired labour demand of CERA. A human resource manager plans for organizations sustainability and growth by examining the organizations workforce or human resource (Armstrong Taylor, 2014). Performing a gap analysis for workforce enables hr managers to predict future labour demand and requirements by identifying the skills and abilities that are needed and comparing them to the available human resources. For this Israel Tobin needs to conduct a strategically employee gap analysis. To begin the hr manager has to identify the engineering and planning department of CERA. Then he should set some sort of system for measuring the performances such as subject knowledge, ability to executive the skills, innovativeness, etc. Then the performance of the employees should be measured i.e. the difference between the a ctual performance and desired performance. For instance, the organization wants to produce 1000 number of units in a day, but actually it has produced 600 numbers of units. So, there is a clear gap of 400 units. Now the manager should evaluate and decide how to increase efficiency or bring new work force in the system to gap the desired performance. The hr manager has already measured by developing a transitional matrix analysis and measured the employee gap. Proper strategically human resource gap analysis assists hr managers and management for employee strategy and effective job designs (Ulrich, 2013). The hr department should determine and priories the organizations objectives to develop job designs for its employees to meet both employees and organizations aim. In the given scenario, there is a gap between the actual demand in workforce and available workforce. So gap the deficit, after analysing table 7.2 Israel Tobin has identified that the employee shortage can be temporarily solved by out sourcing or by overtiming by existing employs and lastly by hiring temporary workers. But that is not a long term solution. The organization is planning for long term solution for labour shortage in the organization. For that the management has to recruit new employees and train them. Lastly, they should create innovative work environment so that employee job satisfaction increases and they retain in the organization. In this age of globalization no organization can remain technologically isolated. Technology reduces the work load from work forces. The CERA management should start investing in innovative technological improvement in the organization for long-term development. If the organization adopts new technological advance system in their producti on process then it will lower the labour involvement in the process. So the problem of labour shortage will be solved. Also, the organization will only need highly skilled employees for their organizational processes. As a result it can increase the training and development cost of skilled labour. Job Design and Its Significance: In order to bring effectives in employee performance and individual innovativeness, a business organization should promote suitable working conditions and work design for the employees. Job design can be explained as a useful human resource management process that can considerably modify the daily working practices in an organization. It explains the objective of the organization and individuals responsibilities within an organization (Parker, 2014). One of the primary roles of human resource department in any organization is to determine job design for its employees. The process of work design is to reduce or decrease the dissatisfaction among employees and managing employee hostility arising from monotonous and routine job responsibilities. In a recent meta-analytical research study it is shown that job design and associated job characteristics are crucial factors of individual innovation (Hammond et al., 2011). It was observed that employees are more trend to show innovativeness i n their job roles when they are provided with intrinsic-driven motivators as better job roles and challenges than extrinsic-driven motivators like incentives and other compensations. The most common steps of job designs are job simplification, job rotation, job enrichment and job enlargement (Bamberger, et al., 2014). To discuss the work load of employees are checked then reshaping the job design with individual work under load ability. Increasing employee coordination and avoiding monotonous work by bringing new challenges and needs. Lastly, the management clearly defines the work process and working hours within the organization. Job Design for Employee Innovation According to Parker et al., 2006, employees who are innovative and pioneering often widen their job responsibilities and create new and innovative ideas and techniques to achieve the target. Thus, job responsibilities should be designed to promote individual innovativeness and creativity. It is noted that this kind of innovative work designs are usually consists of non- monotonous tasks and challenging in nature. Moreover, they are generally having autonomy and job control, needs skill variety and opinion, and problem solving. The major aim of work design is to provide the human resource with the autonomy and database to identify divergent requirements and pursue innovative techniques for problem solving which will ultimately benefit the business organization. Job Design Approaches: Job Designing is the process where the management after analysing the job responsibilities and skills required identifying the actual candidate for the actual job to bring effectiveness in the workflow process (de Jong Den, 2010). There are several approaches that are used in job designs. The author has recommended the bellow after analysing the situation. The Human Approach: In this process the work design is created by emphasising on employees or the human resource of the organization and not on organizations work flow process (Hill, et al., 2014). It is the design which are rewarding as well as understands the needs and demands of the employees. According to this approach jobs should satisfy an employees need for recognition, and desires. Job enrichment by Herzbergs research is one the popular methods in human approach. The two important factors according to Herzberg are motivators and hygiene factors. Motivators are those which motivate and inspires employee to perform (Herzberg, et al., 2011). Factors like achievement, work nature, responsibility, learning and growth etc are important motivators. Whereas there are factors which can decrease motivation in employees if not present in work place, like, proper working conditions and safety in workplace, lower wages, organizational policies, etc. (Yusoff, et al., 2013). These factors a re known as hygiene factors. If CERA adopts humanistic approach then it will increase employee satisfaction and employee loyalty towards the organization. According to scholars, employees are tending to perform more if they feel that they are part of the organization and the management values them. Job Enlargement Approach: In this approach, the organization should emphasize on employee motivation and satisfaction. The idea is to naturally allocating additional responsibilities to the employees that are logical addition of job responsibilities and skills of their present job (Stone, 2013). The process evolves as an employee masters one tasks, then he can take extra responsibilities performing the first task as well. This way the existing employee become skilled in different job responsibilities as the times goes on. As a result the employees are also getting new challenges and learning new thinks. So, the process will not be monotonous and routine tasks which often bring boredom in employees decreasing their performance. Job Enriching Approach: This is one of the most effective approaches when it comes to increase in employee satisfaction and performance. Thus, job enriching approach can be described as the work design to reconstruction of jobs with the purpose of creating more challenging and motivating work environment for the employees. This theory was first proposed by Hackman and Oldham in 1980, which explained the relationship among the job characteristics and employee responses to his duties and responsibilities in workplace (Ali, et al., 2014). The five job characteristics by Hackman and Oldham are skill variety, task identity, task significance, and autonomy and job feedback. The above characteristics are important factors when creating job designs which are more employees oriented. The hr department of CERA should involve all the above approaches to create a perfect work design a job design for its employee force. Not all the factors are effect in all cases as every individual and with diverse needs and motivational factors. So, the management should adopt a flexible approach while designing work design. It should focus on employee needs and satisfaction. Tracking Employee Performance: With the innovation and development of new technological advancement, it is not difficult to attract best talents for an organization but tracking and measuring employee performance is one of the most important tasks of human resource department in any organization. The value of employee performance is significant to any organizations success (Alfes, et al., 2013). The sustainability and development of any business organization largely depends on employee satisfaction and employee performance. The strength of the company depends on understanding and creating up to date decisions based on employee performance data (Kooij et al., 2013). The HR Information System: In the growing contemporary business world, the human resource department has become the interacting face of the organization. It is a very difficult task to track and monitor all hr processes so; the modern hr managers are adopting hr information system within the business organization to ease the task of managing workforce. Human resource information system can simply be explained as a software program that enables human resource managers to accumulate and organize large amount of human resource data and information in one place, which is portable and easily accessible. The main job of the software is to help human resource managers to access data at any point which will help in enhanced decision making (Nagendra, Deshpande, 2014). HR information system is a combination of modules, with each module dedicated to a specific task of the hr manager. For instance, one module dedicated in receiving, scanning, and email and organizes and scrutinize resume for a certain post within the or ganization. Human resource information system is a tool which effectively reduces the managerial decision making process. Its simply a process which helps hr process occur electronically. In the present scenario, after implementing innovating behavioural job design in CERA, the management needs to monitor the performance of Rachel Amaaros department. Human resource is incomplete without proper monitoring of employee performance and feedback about the implemented plan within the organization. Thus, introducing employee performance dashboard is one of the practical recommendations that should be implemented within the organizational process. Employee Performance Dashboard: In the era of digital technology, it is most feasible to develop innovative dashboard solutions to ease the burden of employee performance track record and understand employee performance data. The idea is to have the display of performance meters that are identified by the management as the lead performance parameters which will assists the mangers to identify the quality or level of performance any individual employee is performing (Davenport, 2013). This will ease and assists the managers to determine the real performance evaluation as the performance dashboard will bring all relevant information in a spot. To rectify the gaps and problems in the implemented strategies and guide employees to reach their targets successfully is significant for an organization. Employee performance is the most practical solution for monitoring individual performance. This will not only help to rectify the gap or problem but also ease the process of promotion, incremen t and transfers. With the help of this hr information system, human resource manger can tack individual employees and can shift employees inter department according to their skills and ability which will result in effective utilization of resource in the organization. Recommendations: After critically analysing the present scenario, author suggests some recommendations for CERAs implementation in its workforce for brining effectiveness. Firstly the management should build effective teams who would agree on a common goal which would assist CERA to maintain standards and receive high performance. To build that the human resource manager, Israel Tobin should analyse and evaluate a gap analysis to estimate the actual labour demand and the present labour resource in the organization. Analysing the current scenario, the author recommends that CERA should take long term human resource reforms like developing and upgrading existing workforce and recurring fresh talent from the market. The organization should adopt a job enlargement and enrichment and human approach in their work design which will not only develop the human resource as highly skilled and independent but also will project the organization as employee friendly and responsible which will help to keep long ter m brand image of the organization. Conclusion: In conclusion the management of CERA needs to promote innovative job designs in its work process to increase the effective outcome of the workforce. As, employee performance and employee satisfaction are very important for the contemporary business sustainability and success, so it is important that business organization should adopt human resource approach for the business work processes. In the above report, the author has critically discussed the significance of strategic human resource planning and how CERA can adopt a job design which allows innovative behaviour in work process. Also, how recent developments and changes within the organization can affect the job design is also discussed in the report. Unlike job designs, employee monitoring is also important for organizations performance. The purpose of the hr information system is to monitor, analyse and mange people within an organization. As a result, the author has also discussed the effective methods of employee monitor too ls. Reference: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Ali, S. A. M., Said, N. A., Kader, S. F. A., Ab Latif, D. S., Munap, R. (2014). Hackman and Oldham's Job Characteristics Model to Job Satisfaction.Procedia-Social and Behavioral Sciences,129, 46-52. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Charles J.. Fombrun, Tichy, N. M., Devanna, M. A. (1984).Strategic human resource management(pp. 403-419). New York: Wiley. Davenport, T. H. (2013).Process innovation: reengineering work through information technology. Harvard Business Press. de Jong, J. P. J., Den Hartog, D. 2010. Measuring innovative work behaviour. Creativity and Innovation Management, 19(1): 23-36. Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., Zhao, X. 2011. Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts , 5(1): 90-105. Herzberg, F., Mausner, B., Snyderman, B. B. (2011).The motivation to work(Vol. 1). Transaction publishers. Hill, C. W., Jones, G. R., Schilling, M. A. (2014).Strategic management: theory: an integrated approach. Cengage Learning. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Nagendra, A., Deshpande, M. (2014). Human Resource Information Systems (HRIS) in HR planning and development in mid to large sized organizations.Procedia-Social and Behavioral Sciences,133, 61-67. Parker, S. K. 2014. Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More. Annual Review of Psychology, 65(1): 661- 691. Parker, S. K., Collins, C. G. 2010. Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3): 633-662. Porath, C. L., Bateman, T. S. (2006). Self-regulation: From goal orientation to job performance. Journal of Applied Psychology, 91, 185192. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Yusoff, W. F. W., Kian, T. S., Idris, M. T. M. (2013). Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), 18-22.

Lucinda Matlock Essay Example

Lucinda Matlock Essay Don’t let no small frustration Ever bring you down No no no no Just take a situation And turn it all around With a new attitude everything can change Make it how you want it to be Stayin’ mad, why do that? Give yourself a break Laugh about it and you’ll see Life’s what you make it So let’s make it rock Life’s what you make it So come on come on (everybody now) Why be sad, broken hearted? There’s so much to do Yeah yeah yeah yeah Life is hard or It’s a party The choice is up to you With a new attitude everything can change Make it how you want it to be Stayin’ sad, why do that? Give yourself a break I know you wanna party with me Life’s what you make it So let’s make it rock Life’s what you make it So come on come on Lets celebrate it Join in everyone You decide ‘Cause life’s†¦ what you make it Things are looking up Any time you want All you gotta do is realize that It’s under your control So let the good times rock and roll Ow! Da da da do it now Aaaaaaaaaaaaaah OW! Alright Yeah yeah yeah Yeah yeah Life’s what you make it So let’s make it rock (let’s make it rock) Life’s what you make it So come on come on (everybody now) Let’s celebrate it Join in everyone You decide ‘Cause life’s†¦ what you make it Life is what you make it This song and the poem relate in many ways. The song is telling the listener not to stress the small stuff and live the life while you have the chance. The song tells us that with a new attitude you can have a better perspective on life. Life is what you make and this is what Lucinda believed. She believed that we should live life to the fullest and enjoy every second of it. You control your life so do what you can to appreciate it. Lucinda talked about losing hope and how being unhappy is a waste of your time. This song proves to us that if you forget about the sad things in life your troubles will go away and you will enjoy life. Sometimes we fall down, can’t get back up We’re hiding behind skin that’s too tough How come we don’t say I love you enough Till it’s to late, it’s not too late Our hearts are hungry for a food that won’t come And we could make a feast from these crumbs And we’re all staring down the barrel of a gun So if your life flashed before you, What would you wish you would’ve done Yeah, we gotta start Looking at the hands of the time we’ve been given If this is all we got and we gotta start thinking If every second counts on a clock that’s ticking Gotta live like we’re dying We only got 86,400 seconds in a day to. Turn it all around or to throw it all a way We gotta tell them that we love them While we got the chance to say Gotta live like we’re dying And if your plane fell out of the skies Who would you call with your last goodbye Should be so careful who we live out our lives So when we long for absolution, There’ll no one on the line, yeah Yeah, we gotta start Looking at the hands of the time we’ve been given If this is all we got and we gotta start thinking If every second counts on a clock that’s ticking Gotta live like we’re dying We only got 86,400 seconds in a day to Turn it all around or to throw it all away We gotta tell them that we love them. We will write a custom essay sample on Lucinda Matlock specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Lucinda Matlock specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Lucinda Matlock specifically for you FOR ONLY $16.38 $13.9/page Hire Writer While we got the chance to say Gotta live like we’re dying Like we’re dying, oh, like we’re dying.. We only got 86,400 seconds in a day to Turn it all around or to throw it all away We gotta tell them that we love them While we got the chance to say Gotta live like we’re dying You never know a good thing till it’s gone You never see a crash till it’s head on Why do we think we’re right when we’re dead wrong You never know a good thing till it’s gone Yeah, we gotta start Looking at the hands of the time we’ve been given If this is all we got and we gotta start thinking If every second counts on a clock that’s ticking. Gotta live like we’re dying We only got 86,400 seconds in a day to Turn it all around or to throw it all away We gotta tell them that we love them While we got the chance to say Gotta live like we’re dying Like we’re dying, oh, like we’re dying.. We only got 86,400 se conds in a day to Turn it all around or to throw it all away We gotta tell them that we love them While we got the chance to say Gotta live like we’re dying.. This song is similar to Lucindas life because she never let life slip, by she lived everyday like her last. Each day we should cherish the times we have with people and tell them that we love them. This song tells us that there are only 86,400 seconds in a day to live the life you should. Each second counts and they way you live it is up to you. Lucinda kept that in mind throughout her life because she did all that she wanted to. When she died she was ok because she knew she lived her life to the fullest. She did all she wanted because she had the chance, she didn’t want it to slip her by. Lucinda loved her life and did what she wanted without regrets. In the end she realized â€Å"It takes life to love Life,† meaning Lucinda would want people to live each day as if you were dying.