The Theory of Comfort by Katherine Kolcaba

The Theory of Comfort by Katherine Kolcaba The Theory of Comfort by Katherine Kolcaba is middle range theory. Middle range theories contain a limited number of concepts and have a more limited scope. However, Kolcabas Theory of Comfort is classified as a high middle range theory making it a more general and abstract theory. Making it closely related to a Grande Theory which is very abstract and general and can be applied to a variety of experiences and responses (McEwen Wills, 2011). This is very true for The Theory of Comfort as many articles have been written adapting the theory to multiple scopes of nursing. Middle range theories include something specific related to nursing practice such as a situation or condition of a patient or patient population. Middle range theories also take into account the populations age and location when working on the development of a theory. A middle range theory also includes an intervention, proposed outcome, or an action of the nurse. Middle range theories are developed by interpreting and observing lived experiences with a relation to health and nursing (Tomey Alligood, 2002). In Katherine Kolcabas Theory of Comfort she spent much time examining the relationships and outcomes of patients in relation to comfort. Context Katherine Kolcaba originally wrote the Theory of Comfort with Alzheimers and dementia patients in mind. However, Katherine herself has co-written multiple articles about other scopes of nursing related to her theory. Two recent articles were written applying her theory to perianesthesia nursing and hospice nursing (Kolcaba Wilson, 2002 and Vendlinski Kolcaba, 1997).When Kolcaba was developing her theory she utilized logical reasoning. She utilized induction, deduction, reduction. Kolcaba utilized a preexisting framework as her antecedent. The framework was written by Henry Murray (Tomey Alligood, 2002), it was from a book entitled Explorations in Personality. Henry A. Murray was a professor of psychology at Harvard University; he received the Distinguished Scientific Contribution Award from the American Psychological Association and the Gold Medal Award for lifetime achievement from the American Psychological Foundation. When it first came out in 1938, this book had a provocative and insightful effect, urging psychologists to study personality holistically and in depth and emphasizing the complex interactions between individual, social, and cultural characteristics. Salvatore R. Maddi, Professor, Department of Psychology and Social Behavior, School of Social Ecology, University of California, Irvine (Explorations in Personality, 2007). This was a very good starting point for the theory as comfort is best achieved through holistic treatment. She also began with a concept analysis of the term, comfort. Katherine Kolcaba gathered the definition, of comfort from many different disciplines. Within The Theory of Comfort the metaparadigm proposition of nursing actions is utilized (Kolcaba, 2001). This is evident in this theory because it is built around evaluating for the lack of comfort and then reevaluating the patient to calculate the success of any implementations made or actions taken. Katherine Kolcaba utilizes the all four of the metaparadigm concepts: nursing, patient, environment, and health. In nursing there is an assessment of comfort needs, actions to promote comfort, and then the reassessment of comfort levels. The assessment and reassessment can be either subjective or objective. The patient can be an individual or their family. The environment is any part of the patients surroundings that can be manipulated by the nurse to enhance the patients comfort. Finally, health is the optimum functioning of the patient (Tomey Alligood, 2002).The author believes that Kolcaba does utilize all four of the metaparadigm because the patient is the center. The nurse is essential because the nurse provides the care to increase the comfort. The environment also plays an essential role in this theory as comfort or discomfort can be found in the patients environment. Finally the author believes that when all of these three are in cooperation to create comfort the patient wil l then have an increase in their health. The philosophical claim that The Theory of Comfort is based on is human needs. There are two core components of this philosophy. There first is the motivational drive that is behind human behavior. The second is the force driven by social and cultural politics that influences the patients expectations. Patients comfort needs are driven by their expectations of competent and holistic nursing care (Kolcaba, 2001). The world view that fits The Theory of Comfort most concisely is the reciprocal world view this fits well because human beings are active and holistic. Humans interact with their environment and this interaction may lead to pain, displeasure, or comfort. Humans learn from their experiences and this leads them to the ability to make decisions that can keep them in a more comfortable environment. Content The Theory of Comfort has six basic concepts: health care needs, nursing interventions, intervening variables, patient comfort, health seeking behaviors, and institutional integrity (Kolcaba, 2001). Health care needs are defined as the need for comfort that comes from stressful health care situations. The types of needs that can arise are: physical, psychospiritual, social, and environmental, these are the same terms that Kolcaba uses to evaluate the effectiveness. These needs are made apparent through close monitoring (Tomey Alligood, 2002). Nursing interventions are defined as the commitment of nursing and health care institutions to promote comfort care and meet the comfort needs of patients (Kolcaba, 2001). Intervening variables is anything that affects the outcome (Kolcaba, 2001). Some possible variables include: past experience, age, attitude, emotional state, support system, prognosis, and finances (Tomey Alligood, 2002). Patient comfort is defined as, immediate state of bei ng strengthened by having needs met in 4 contexts of human experience, (physical, psychospiritual, social, and environmental) (Kolcaba, 2001). Health seeking behaviors is defined as, the pursuit of health as defined by the recipient, in consultation with the nurse, (Tomey Alligood, 2002). Instructional integrity is an institution that possess qualities of completeness, honesty, sincerity and is also appealing (Tomey Alligood, 2002). Katherine Kolcaba has a total of six propositions that outline her theory of comfort. The first of the six is that a nurse identifies the comfort needs that have not yet been identified by the patients other support systems. The second proposition is that the nurse is then responsible for designing interventions to address those unmet needs of the patient. The third is taking into account the variables that could affect the intervention that has been proposed to help the patient. The forth proposition by Kolcaba is that once the comfort is met or achieved that patients are encouraged to engage in health seeking behaviors. The fifth proposition is that once a patient has been strengthened and are participating in health seeking behaviors they are then more satisfied with their health care. The last proposition of The Theory of Comfort is when a patient is satisfied with their health care in a particular institution that institution retains its integrity (Kolcaba, 2001). All six of the propositions are relational in the streamline. All six of the propositions have to take effect for the patient to be brought to an acceptable level of comfort with that level of comfort being maintained for an extended period of time. All six of Katherine Kolcabas propositions are relational as they are a streamlined reevaluating process that depends on all parts for success and structurally necessary to have holistic health. Katherine Kolcaba has listed four major assumptions in her Evolution of the Theory of Comfort. The first is human beings have holistic responses to complex stimuli (Kolcaba, 2001). The second is that comfort is a desirable holistic outcome that is relevant to the discipline of nursing. The third is, it is an active endeavor to meet and maintain comfort. The fourth and final assumption is that institutional integrity has a large component that is based on a patient oriented value system (Kolcaba, 2001). Katherine Kolcabas diagramed conceptual model consists of the basic principles of The Theory of Comfort. The health care needs, nursing interventions, and intervening variables all work in cooperation to become enhanced comfort. Enhanced comfort then leads to health seeking behaviors. The facility or company who has in use best policies and best practices will then be able to promote and relate health seeking behaviors utilizing those policies and practices. Health seeking behaviors then have the ability to become internal and external behaviors which can lead to greater health. The health seeking behaviors may also lead to a peaceful death, (The Comfortliners, 2010) as this is the goal of hospice nursing and the Theory of Comfort has been utilized in hospice nursing (Vendlinski Kolcaba, 1997). This concept is much easier to visualize than read. In order to evaluate the success of achieving comfort Katherine Kolcaba has developed a table or taxonomic structure to document comfort. On the left side of the chart are four rows labeled, physical, psychospiritual, environmental, and social, (Tomey Alligood, 2002) which are the context for which comfort occurs. The three columns on top are the types of comfort, relief, ease, and transcendence, (Tomey Alligood, 2002). Kolcaba defines relief as the stated of having had a specific need met or mediated, ease is, the state of calm and contentment, and transcendence is, the state in which one rises above problems or pain, (Kolcaba, 2001). When evaluating a patients comfort the nurse fills in the twelve empty squares with what action helps to achieve that level of comfort. Theory Evaluation Significance Comfort is a massively important concept of nursing and The Theory of Comfort is designed to bring comfort to patients. The diagrammed conceptual model provides the simplest explanation for the theory. The metaparadigm concepts are not clearly defined by Katherine Kolcaba; however she does clearly states the philosophical claim and its concepts. The conceptual framework and antecedent knowledge is minimally defined within her work, but they are acknowledged and cited. Internal consistence The content and context reflect each other nicely as they are both centered around holistic comfort, however the clarity throughout the theory is minimal. The six propositions of The Theory of Comfort are clearly stated by Katherine Kolcaba. The six propositions flow consistently to outline the theory well. The assumptions are clearly stated and are consistent with comfort and treating the patient holistically. The theory is reciprocal as all parts are dependent on the others for success. Parsimony Throughout The Theory of Comfort there is minimal clarity. The propositions and the conceptual diagram are the clearest components of the work. The theory would be more understandable if it were stated more simply. Testability The Theory of Comfort does not have a very specific evaluation processes aside from the taxonomic structure that the nurse fills in by documenting what implementations help to achieve comfort, which was previously mentioned. However with regular nursing assessments the nurse will know if comfort has been achieved, either objectively or subjectively. The best way to measure comfort rather a nurse is utilizing this theory or not is to frequently ask and objectively assess a patient and notice nonverbal indications of pain. As with any high middle range theory, The Theory of Comfort is very abstract and proves difficult to measure results in a definitive method. Empirical adequacy The Theory of Comfort has been adapted to several different fields of nursing aside from its original focus of dementia care. Perianesthesia nursing has adapted this theory to help patients especially by utilizing the table to document different methods of obtaining comfort. It has also lead nurses in this scope of practice to realize the importance of education (Kolcaba Wilson, 2002). The theory has also been utilized by hospice nurses, this is the ideal scope of nursing to utilize this theory. It has provided hospice nurses with a broader outlook on how to provide holistic comfort to their dying patients (Vendlinski Kolcaba, 1997). Pragmatic adequacy The Theory of Comfort is a very practical concept as everyone feels better when they are comfortable. Patients and families are more able and willing to absorb information when they are comfortable and focused. This theory provides simple steps to ensure comfort is being delivered. The Theory of Comfort encourages nurses to think more deeply about rather or not their patient is comfortable, along with what is causing discomfort and what is promoting comfort. It also encourages nurses to document the variation of methods in which a patient becomes comfortable in different settings. A basic nursing knowledge such as an associates degree is necessary for utilizing this theory, however in order to understand the written theory in its entirety a more advanced knowledge level proves to be a necessity.

How Nirvana Changed the World Essay

In the late eighties music was going through a big change. People wanted something new, something exciting, especially the younger generation. No more soft melodies and pop music like Duran Duran and Madonna. In these changing times a very special band called Nirvana came on the music scene. Three young man from Seatlle, Washington – Kurt Cobain on vocals and on guitar, Krist Novoselic on bass and Dave Grohl on drums – they were everything people yearned for, but didn? t even knew it. With long hair, washed-up jeans and ? I don’t give a f†¦? ttitude people wanted to see more. They defied authority with rough sound later defined as Grunge – a mixture of metal and punk rock. Their lyrics gave a whole generation meaning, hope and something to aspire to. If you look at most of the bands and singers of the eighties, you see a certain type of look; very polished, man with top buttons of their shirts opened – kind of a macho look. The girls had big hair and small, tight outfits that don’t leave much to the imagination. But in the end of the decade there was a new look, changing the standards. Really long, neglected hair, light jeans full of holes and so washed-up that it was hard to recognize their color. In around the year 1989 this look became known as the Grunge look. Nirvana looked and acted like they were nothing important, just three regular guys and if it weren’t for that image they would have never got such a sensation as they did. Completely different from their look was their sound, their music. Well played choruses combined with excellent long solo? s, this was something to hear. According to Cobain, the sound came first and the lyrics followed. With songs containing lyrics like ? Here we are now, entertain us? , ? I? m so ugly, but its okay ? cause so are you? and ? When I swear that I don’t have a gun? you would think people wouldn’t relate. But they did and sung along from the top of their lungs on concerts. One of the things that made them sound so good is the fact that Kurt, who wrote most of the bands music and lyrics poured his heart and soul into every song. When their second album Nevermind came out in 1991, the band became an instant global success story. They changed from an underground band playing in bars and small halls to an international sensation that booked big tours all around the world. Although they were famous now, had a lot of money and fans something was still missing for Kurt. If you compare their early years to the year 1993 or 94 you can see Kurt? s transformation. From an enthusiastic and charming person became a sad, lonely individual who had seemed to lose his spirit and was in a lot of pain. Many people believe that was due to drugs he was using, but I think there were many contributing factors to his fading character. It is recognized that his marriage to Courtney Love, who was also a musician, just less successful one, had a lot to contribute to his state of mind. Love is a person who craves constant attention and the finest things in life like expensive clothes and jewelry, big houses and non-stop excitement, partying. People say that opposites attract (and so did Kurt in Milk It), but that was one strange couple with a stormy marriage filled with public disputes and scandals. I? m starting to believe that such different people shouldn’t be together despite their attraction towards one another. Due to all these factors and many more Kurt ended his life with a shotgun to the head in April of 1994. For a short time of five years Nirvana was on the top and had the world in its palms. Most people agree that they inspired a whole generation with their music and their charisma. Only every once in a while comes a band like this, which has the complete package that just looks and sound perfect. It is sometimes said that Kurt was a spoiled child, who couldn’t take the circus that comes with fame, so he took the cowards way out and ended his life, leaving his loved ones behind. In my opinion he was a great man who suffered from problems like everyone else and being in the constant spotlight just made things worse. People who liked them will always remember that funny trio that did a difference on the music scene. When I listen to their records, I get the feeling that I can do great things, everything I want and much more. It doesn’t matter where you come from or how you look, you are something special, something unique. At least, that is how I understand and interpret their message towards the world.

Organization and Behavior Essay

1. Understand the Relationship between Organizational Culture and Structure 1.1. Compare and contrast three different organizational structures and cultures. The long term success and failure of every company depends on its structure – no matter how vague it may sound, structure of a company decides where the company will be in the near future. The three types of structures are: Functional structure – under this kind of structure, the company is divided into different groups, who are then assigned different tasks – like the accounts, the sales and admin, and the marketing departments. Divisional structure – this kind of structure is followed by companies with huge geographical area coverage. Each part of the area has a smaller division within the same umbrella group. Matrix structure – this is a combination of both the divisional and functional structures, and operates upon theories imported from these two structures. But, this structure is associated with ego clashes among the top positions, and power clashes. The different kinds of organizational cultures are as follows: Power culture: organizations following this kind of culture may be able to respond to crisis very quickly, but the problem is that the system is very centralized. This kind of culture relies heavily upon people rather than committees (Harris, 1994). Role culture – position is main criteria in the role culture. The organization is controlled by senior management at the top of the pyramid, and the system is also highly formalized. Task culture – this type of culture is practiced more often by organizations with a matrix structure. Main emphasis in this structure is given to completion of tasks. It strongly believes in the unified power of a team (Harris, 1994). 1.2. The relationship between an organization’s structure and culture There is a very strong relation between organizational structure and its culture, as only the perfect match of the two factors will lead to a good working environment in office. At TESCOS, as a store manger, it is  definitely a priority to look at the kind of attitude and behavior the employees are having, and how clean and suitable the culture is. If the structure of a company id hierarchical, with all the decisions being made at the top, the employees will have no or less freedom, and there will lack of autonomy at the lower level of the pyramid. On the other hand, if the power is divided between all the sections, the company culture will be lot more friendly, with the employees at all levels enjoying equal freedom (Parker, 2000). 1.3. Overview of four factors that can influence individual behavior at the Irish TESCOS Environment – more emphasis put on building a friendly and mutual environment in the workspace will ensure that team work and productivity of the company increases. Technology – the better the prevailing technology at the core of the company, the lesser the employees will have to work, and hence, better streamlined workflow and productivity can be ensured. Locus of control – employees who have an external locus of control will constantly criticize people, find faults, and also depend on others for their success. On the other hand, people with internal locus of control think that their own destiny is in their own hands. Customer Demand – though and external factor, but it is to be noted, that the more the demand, the more the sales, and greater the growth of the company (Parker, 2000). Task-2 2. Understand the Relationship between Organizational Culture and Structure 2.1. Compare three different leadership styles for three different business  organizations Leaders are different, and so are their leadership styles. Leaders are meant to motivate their team, and hence, leadership styles sculpt the outlook of the staffs. Here are the various leadership styles: Laissez Faire – in this kid of leadership style, the leaders allow a certain level of freedom is given to the staff, and trained directors are appointed to coordinate efficiently between the high level managers and the working staff (Antonakis et al, 2004). Autocratic style – under this style of leadership, the leaders keep an eye on the employees at all time, and face time is increased. There are a lot of arguments over this style of leadership, as there exists no or little freedom for the employees, and they sometimes find it extremely uncomfortable to work under these situations. But when practiced in a controlled manner, this style can be effective, especially under tight deadlines (Antonakis et al, 2004). Participative – This is a good balanced style, and a mix of both the autocratic and Laissez Faire styles. This gives a little bit of freedom to the employees, while the managers are still around supervising at all times. 2.2. How organizational theory underpins the practice of management for the Irish TESCOS In the Irish TESCOS scenario, organizational theory has a vital role to play. The authenticity and practicality of organizational theory has been questioned by many modern scholars, but the fact remains that these theories underpin and supports the stability of an organization. These theories, apart from helping the managers to find out the prevailing problems in the company, also help them to find the right method to deal with the problem, and ultimately solve it. There are a lot of these theories – they have been created in different  periods, with different economic and socio economic conditions – and the real art for managers’ lies in finding the best method out of these, and applying them in the present context. Some of these theories may seem to be obsolete these days in the age of ever changing technology, but it is to be understood that they form the base and foundation of companies across the world. 2.3. Evaluate four different approaches to management used by different organizations. The four different managerial approaches are as follows: Participative- Under this approach, the managers discusses and collaborates with his team managers about the decision making process. [pic] Bureaucratic- Bureaucratic is opposite to participative process, where the manager forces the team members to follow strict rules, and to obey a chain of commands (Tittemore, 2003). Autocratic – An autocratic manager is almost a ‘dictator’ who supervises his people at all steps and ensures job is done at the right time. Hands off approach- This is the friendliest approach of all, where the manager gives complete freedom to his men in all respects (Sapru, 2008). Task-3 3. Understand ways of using motivational theories in organizations 3.1. How different leadership styles impact employee motivation in periods of change Periods of change are often the periods when crisis happens. Hence, good leadership techniques are to be adopted by the leaders to protect the company from sudden jerks. Here are the most commonly practiced leadership  styles: Autocratic – managers following this style will never allow the team members to contribute towards the decision making process, and will try to establish huge confidence towards their own decisions. Democratic – totally opposite to autocratic style of leadership, when special attention is paid to what the team members think. The point of views of the employees is hence at least heard before making the final decision. Quiet – in this process of decision making highly trained employees are recruited by the manger, and then leaves day to day decision making to them, as he remains ‘quiet’. Transformational – as the name suggests, the manager practicing this method tries to encourage and motivate his team about the bright future of the company, and hence tries to extract more productive work from them (Robbins and Judge, 2008). 3.2. Identify the application of three different motivational theories within the workplace. Listed below are three different motivational theories: Maslow’s Hierarchy of needs – Maslow states that human needs can be graphically represented as a pyramid, and they move from the bottom to the top; as the needs at the bottom are satisfied, man focuses on the next need at the top. These needs range from love needs, social needs, to self actualization (Maccoby, 1998). Carrot Stick – this theory was coined by Bentham, and explains that human is motivated by either of the two forces – fear or incentives. Either he will work to fulfill his money, security and other material needs, or he will work due to pressure and fear. The motivation – hygiene theory – this theory was introduced by Herzberg in 1959, and stresses on the fact that employee satisfaction and dissatisfaction is caused by some ‘hygiene factors’ (Maccoby, 1998). 3.3. The usefulness of a motivation theory for managers at the TESCOS in Ireland. Companies like the TESCOS do rely on their employees for not only production, but also for proper distribution and even product quality control. But to get exceptional performances from them it is required for the managers to provide proper motivational incentives. Motivational theories can help the TESCOS managers to properly motivate their employees and provide them proper job roles for increased productivity. Organizational Management – organizations use motivational theories to promote favorable working conditions at the organizational and departmental levels. Rewards – The reward system takes a lot from the expectancy theory, and helps motivating the employees to work even harder, as they see their work being appreciated. Perception of the employees – in the equity theory, it ca be learnt that employees perceive the rewards given to them in exchange of the work that they need to do. When the perception and actual incentive matches, the employee gets motivated to perform better in the future (Robbins and Judge, 2008). Productivity – a lot of company incorporate goal setting as a fine tool to increase the productivity level of the employees. Task-4 4. Understand mechanisms for developing effective teamwork in organizations 4.1. Explain the nature of groups and group behavior within organizations. A group may be defined as a collection of individuals who have similar aims and are set to achieve the same goal. Groups are mainly of two types: Formal Groups – these groups are designed by companies, and each group is assigned different and specific tasks. Informal groups – these are groups formed by individuals themselves. Hence, they are not properly arranged, and not at all structured (Butler 1986). Groups are formed over a series of steps. They are: Forming – the initial stage of group formation. In this stage, the resources and other details required to form the group are procured. Storming – much like ‘brain storming’, in this stage, the individuals in each group challenge and try to find answers. Conflicts are common in this stage. Norming – in this stage, all conflicts are resolved, as the answers to the questions asked by the members are found. Performing – in this stage, coordination, and team work starts taking place between the different team members, and they start becoming a single unit. 4.2. Factors that may promote the development of effective teamwork in organizations The factors that can improve teamwork are: Good leadership – A good leader ca motivate his men in performing better and reaching greater heights. Hence, leadership is a factor that should never be underestimated. Leaders are adept in different theories and motivational methods, and the best leaders are those who can take spontaneous decisions (Parker, 2000).. Diversity – good teamwork develops as and when the members embrace diversity in terms of age, sex, religion and culture. Communication – if communication is strong among all the team members, everyone will be on the same page, and will also be equally informed. Great communication is the key to effective team building. Team Building Exercises – proper training is to provided for effective team building; and the training is to provided with the help of professionals who can indulge the team in proper drills and exercises. 4.3. Impact of technology on team functioning within TESCOS in Ireland. In the modern era, no organization can work without upgrading to the latest technological trends. Technology not only makes sure that the employees have to work less, but also ensures that the results are always accurate, and there is no repetition of jobs. While emails can help the employees to communicate with themselves and the third parties, devises like the Blackberry and Smart phones enable them to properly communicate. Teleconferencing allows the team to communicate over distances effectively without being physically present there. And of course, computers are, the more advanced, the better. Not only TISCOS, but every company these days understand of the important role that technology plays, and hence have started to upgrade to the latest technological updates. References Antonakis, J., Cianciolo, A. T. and Sternberg, R. J., 2004. The Nature of Leadership. New York: Sage Publications, Inc. Butler Jr., J.K., 1986. A global view of informal organization. Academy of Management Journal, 51, 3, 39-43. Harris, S. G., 1994. Organizational Culture and Individual Sensemaking: A Schema-Based Perspective. Organization Science, Vol. 5,(3): pp. 309–321. Maccoby, M., 1998. Why Work: Motivating and Leading the New Generation. New York: Simon & Schuster. Parker, M., 2000. Organizational Culture and Identity. London: Sage. Robbins, S. and Judge, T., 2008. Essentials of Organizational Behavior. 9thEd, New Jersey: Pearson/Prentice Hall. Sapru, R.K., 2008. Administrative Theories and Management Thought. New Delhi: Prentice-Hall of India Private Limited, p 276 Tittemore, J. A., 2003. Leadership at all Levels. Canada: Boskwa Publishing.

Learn the German Lyrics to 99 Luftballons

You may have heard the 1980s pop song 99 Red Balloons, but you may not know that it was originally a German tune. The German pop singer and group, Nena, released the international hit song in 1983 and the English version a year later. Nena was the stage name of the groups lead singer (Gabriele Susanne Kerner) as well as the group itself. Though Nena (the band and singer) had a few hits after this song, 99 Luftballons was by far its most significant success and remains a favorite in both languages. Balloons Soar, Nena Fades 99 Luftballons was an antiwar protest song written by the bands guitarist Carlo Karges. Karges had attended a Rolling Stones concert in 1982 in what was then West Berlin, where that band released hundreds of helium-filled balloons. He  wondered how East German or Soviet forces might react if  balloons crossed the  Berlin Wall, which still stood at the time. The song was composed by the bands keyboardist,  Jà ¶rn-Uwe Fahrenkrog-Petersen. After the massive hit, whose English-language version reached No. 1 in the U.S. in 1984, Kerners career, as well as that of the band, leveled off, especially in the non-German-speaking world. The group broke up in 1987. Karges never joined another band and passed away in Germany at age 50. Fahrenkrog-Petersen moved to New York, formed another band, worked with the American punk group The Plasmatics and wrote several Hollywood movie soundtracks. Kerner made a comeback in 2005 when she released a new album that returned her to the spotlight. Several songs from her Willst du Mit Mir Gehn?  (Will You Go With Me?) album shot up  the German radio charts. But she, Karges, and  Fahrenkrog-Petersen never had another success that soared as high as the balloons, though Kerner continues to record and tour. It can be a great German language lesson to learn the lyrics of this catchy tune, which still holds up decades after its release in both languages. 99 Luftballons Lyrics in German and Translation The song, released in Germany in February 1983, soon had a sister version in English, written by Kevin McAlea, which was released in North America in 1984. That song (also sung by Nena) loosely follows the German lyrics, though it is not the same as the direct English translation printed here for learning purposes. German Lyrics Direct Translation Hast du etwas Zeit fà ¼r michDann singe ich ein Lied fà ¼r dichVon 99 LuftballonsAuf ihrem Weg zum HorizontDenkst du vielleicht g'rad an michDann singe ich ein Lied fà ¼r dichVon 99 LuftballonsUnd dass so was von so was kommt Do you have you some time for me,if so I'll sing a song for youabout 99 balloonson their way to the horizon.Maybe you're thinking about me right nowif so I'll sing a song for youabout 99 balloonsand that such a thing comes from such a thing. 99 LuftballonsAuf ihrem Weg zum HorizontHielt man fà ¼r Ufos aus dem AllDarum schickte ein General'ne Fliegerstaffel hinterherAlarm zu geben, wenn es so wà ¤rDabei war'n da am HorizontNur 99 Luftballons 99 balloonson their way to the horizonPeople think they're UFOs from spaceso a general sent upa fighter squadron after themSound the alarm if it's sobut there on the horizon wereonly 99 balloons. 99 Dà ¼senjà ¤gerJeder war ein großer KriegerHielten sich fà ¼r Captain KirkDas gab ein großes FeuerwerkDie Nachbarn haben nichts gerafftUnd fà ¼hlten sich gleich angemachtDabei schoss man am HorizontAuf 99 Luftballons 99 fighter jetsEach one's a great warriorThought they were Captain Kirkthen came a lot of fireworksthe neighbors didn't understand anythingand felt like they were being provokedso they shot at the horizonat 99 balloons. 99 Kriegsminister -Streichholz und Benzinkanister -Hielten sich fà ¼r schlaue LeuteWitterten schon fette BeuteRiefen Krieg und wollten MachtMann, wer hà ¤tte das gedachtDass es einmal soweit kommtWegen 99 Luftballons 99 war ministersmatches and gasoline canistersThey thought they were clever peoplealready smelled a nice bountyCalled for war and wanted power.Man, who would've thoughtthat things would someday go so farbecause of 99 balloons. 99 Jahre KriegLießen keinen Platz fà ¼r SiegerKriegsminister gibt's nicht mehrUnd auch keine Dà ¼senfliegerHeute zieh' ich meine RundenSeh' die Welt in Trà ¼mmern liegenHab' 'nen Luftballon gefundenDenk' an dich und lass' ihn fliegen 99 years of warleft no room for victors.There are no more war ministersnor any jet fighters.Today I'm making my roundssee the world lying in ruins.I found a balloon,think of you and let it fly (away). The German and English lyrics are provided for educational use only. No infringement of copyright is implied or intended. The literal, prose translations of the  original German  lyrics by Hyde Flippo are not from the English version sung by Nena. Popular Songs by Nena (Kerner) If you find that you liked 99 Balloons, you might enjoy hearing and learning the lyrics to other songs by Kerner, released both before, during, and after her years with the band that rose from its German roots and strode so dramatically onto the world stage with its politically charged, early 1980s song.