Tuesday, December 31, 2019

The Ethical Dilemma Of Euthanasia - 1136 Words

Benchmark Assignment: Ethical Dilemmas The world is a place full of black and white along with so much gray. Many people who have heated debates usually have them on topics related to ethical dilemmas that range from abortion to politics to religion. No one ever agrees on everything all of the time which can leave a lot of issues unresolved or ignored. Most of the time a person and their worldview determines what they consider is an ethical choice. This paper will cover the ethical dilemma of euthanasia and how the Christian Worldview impacts that choice in comparison to other views. Ethical Dilemma The scenario being evaluated for this paper is in regards to a gal named, Joni, who became paralyzed from her shoulders down following an accident. She has been in a deep depression since the event and has had thoughts of ending her life. Her mental state is in a very negative place and she thinks she can no longer contribute to society or be â€Å"normal† again now that she is handicapped. The challenge with this scenario is that suicide is a very sensitive topic of debate amongst people of all worldviews. Many see this as her personal choice to end her life and that she has a good reason to do it since she will always have to struggle to get by. The other side of the argument values all human life and sees ending a life as a sin. There are two options to resolve this dilemma: †¢ One option is to get Joni involved with a counselor to seek out help and get her in a better state ofShow MoreRelatedThe Ethical Dilemmas Of Euthanasia Essay1638 Words   |  7 PagesThe Ethical Dilemmas of Euthanasia in Canada with the Legalization of Physician-Assisted Suicide This systematic analysis of the professional literature will explore the ethical dilemmas that Canadian medical professionals face while considering euthanasia or physician-assisted suicide, the latter of which was made legal in Canada on June 17, 2016 (Chochinov and Frazee, 2016). This paper will discusses the conflicts that healthcare professionals are faced with when looking at the quality of lifeRead MoreThe Ethical Dilemma of Euthanasia761 Words   |  4 PagesThe Ethical Dilemma of Euthanasia An incredibly controversial issue clouds the minds of millions of people everyday as death confronts them. The problem revolves around the ethics of euthanasia. Should medical assisted suicide be outlawed in all situations or under certain circumstances, could it be considered ethical? Do humans violate nature’s course with science and advanced technology by playing God? Why should doctors and families witness their loved ones suffer when the solutionRead MoreThe Ethical Dilemma Of Euthanasia1085 Words   |  5 PagesBenchmark Assignment: Ethical Dilemmas Euthanasia is most commonly known when used to put down an animal. What about using euthanasia on humans that wish to end their life due to medical reasons? According to Merriam-Webster’s online Dictionary, euthanasia is â€Å"the act or practice of killing or permitting the death of hopelessly sick or injured individuals (as persons or domestic animals) in a relatively painless way for reasons of mercy† (n.d.). This practice is also known as assisted suicide. InRead MoreThe Ethical Dilemma Of Euthanasia1493 Words   |  6 PagesEthical Dilemma: Euthanasia Euthanasia has always been a common topic especially a debatable one talking about allowing patients who are suffering from any incurable disease or condition or even in an irreversible coma to choose to end their live on their own terms painlessly. The following will discuss a specific case and analyzed using the Christian worldview. Since the moral debate of euthanasia is such a topic of controversy, potential solutions towards the issue, and how such solutions can beRead MoreThe Ethical Dilemma Of Euthanasia Essay1515 Words   |  7 Pagesto put many peoples situations into context when it comes to the debate of euthanasia or assisted suicide. The ethical dilemma in this case is that of Lecretia Seales request to die of assisted suicide in 2015. This deals with a current issue not only as Seales’ appeal to the New Zealand high courts for law change in relation to criminal law declarations which was placed last year but also as the debate on whether euthanasia should be legal in New Zealand, which has been thrown back and forth in parliamentRead MoreThe Ethical Dilemma Of Euthanasia Essay1905 Words   |  8 Pagessuffering and extreme pain her patients endure on the daily. In this paper we will discuss the ethical dilemma of euthanasia and how it affects the nursing profession, along with the moral issues pertaining to the dilemma. What is the Ethical Dilemma? (Tirsit) Before passing moral judgment on this issue it is imperative that the true definition of euthanasia is stated to shine clarity on the matter. Euthanasia is formally defined as the administration of drugs to a patient with the precise intentionRead MoreThe Ethical Dilemma Of Euthanasia1764 Words   |  8 PagesBenchmark – Ethical Dilemmas The issue of euthanasia is a dispute that has been around since the late 1800’s (Dowbiggin,2003). The act of euthanasia or mercy killing is a debated ethical dilemma that some believe to be morally wrong. While circumstances can differentiate a person’s justification, there is always another perspective to consider where euthanasia is involved. In my paper I will dive into Case Study 2, which deals with the discussion of euthanasia according to the Christian worldviewRead MoreThe Ethical Dilemmas Of Euthanasia Essay2007 Words   |  9 Pagesthe literature currently available on the ethical dilemmas of euthanasia and PAS that have arisen in Canada since its legalization. This Literature Review is organized into six sub-categories: (1) the law (2) medical issues (3) patient capacity and autonomy (4) expenditures: palliative care vs. assisted suicide (5) family (6) ethics. This review will offer a foundational understanding of the practices of euthanasia and PAS and defi ning the various dilemmas that have arisen for medical professionalsRead MoreThe Ethical Dilemma Of Voluntary Euthanasia1125 Words   |  5 Pagesto consider the serious ethical dilemma of voluntary euthanasia. Is euthanasia murder or a justifiable suicide? Our approach and opinions to this sensitive ethical dilemma is sharply contrasted based in our convictions and ethics derived from our own personal worldview. I will evaluate and examine euthanasia’s ethical dilemma according to my Christian worldview and compare the moral rules, right or wrong, that many believe, allowing man to suffer is immoral. Ethical Dilemma Joni is a young adult whoRead MoreEuthanasia: An Ethical Dilemma Essay1810 Words   |  8 PagesThe ethical debate regarding euthanasia dates back to ancient Greece and Rome. It was the Hippocratic School (c. 400B.C.) that eliminated the practice of euthanasia and assisted suicide from medical practice. Euthanasia in itself raises many ethical dilemmas – such as, is it ethical for a doctor to assist a terminally ill patient in ending his life? Under what circumstances, if any, is euthanasia considered ethically appropriate for a doctor? More so, euthanasia raises the argument of the different

Monday, December 23, 2019

Argumentive Essay Against Euthanasia - 599 Words

Euthanasia The mind is a terrible thing to waste, stated by anti-drug commercials. We all will either appreciate or underrate our life based on certain experiences we live through. Many go through dramatic experiences that make life uncomfortable or more strenuous than surrounding patrons do. Religious beliefs often affect the reasoning of decisions and the importance of life. Some people live in a vegetable status since their body is still performing, but their mind is not. The government will not allow their death since it is unconstitutional and deemed as murder. Euthanasia ends a life and is exercised regularly overseas. The immoral act of euthanasia defies humanity and the purpose of life. Some feel euthanasia needs†¦show more content†¦Latest medical research results indicate the possibility that many brain-injured people have more activity in their minds than anyone previously knew. The indecency alone should fulfill a person contemplating euthanasia to be immoral. Accordi ng to Ecclesiastes 8:8 ?There is no man that hath power over the spirit to retain the spirit, neither hath he power in the day of death: and there is no discharge in that war, neither shall wickedness deliver those that are given to it.? 1 Corinthians 6:20 further states ?For ye are bought with a price: therefore glorify God in your body, and in your spirit, which are Gods.? This statement resolves that your life is important and that the future lies in decisions you make and God allows. For the unbelievers the fact of removing yourself from this world defies others? respect and feelings towards you. By allowing voluntary euthanasia, the door will be open for involuntary euthanasia approval. One leading medical ethicist, Professor Richard Hare, said more than twenty years ago, We shall begin by doing it because the patient is in intolerable pain, but we shall end up doing it because it is Friday afternoon and we want to get away for the weekend.? Seeing any type of death except works by God as normal would over time numb society causing life to be less important than some already see it. Many laws pass without the consideration of the future. If euthanasia were legal, other avenues would become legal

Saturday, December 14, 2019

Hisotry Exam 1 Free Essays

1. Karl Marx predicted that a socialist revolution could only be successful in the most advanced capitalist countries with a large proportion of factory workers – the proletariat (England, Germany, the U. S. We will write a custom essay sample on Hisotry Exam 1 or any similar topic only for you Order Now or France). However , Contrary to his â€Å"scientific â€Å" prediction, the socialist revolution succeeded in the most backwards agrarian country – the Russian Empire. Answer : Karl Marx Stated that socialist revolution could only be successful in the most advanced capitalist countries instead of the most backwards agrarian countries. It is predicted wrongly to me because for socialism to work you need to exterminate a certain amount of the population and for that to work you have to exterminate the â€Å"middle class† because these people will fight hardest to keep their property and because the most advanced capitalist countries have the biggest Middle classes the system would never be able to work because of the vast power of the middle class. Why this worked in the â€Å"the most backwards agrarian countries â€Å"like the Russian empire is because of the following reasons: Because the Tsarist regime pre-WW1 oppressed the lower classes there became more and more poverty among the lower classes and the rural agrarian peasants what made room for more strikes and strikes with the goal of securing ownership of the land they worked on, Second the incredibly industrialization that Russia was going through followed that the urban areas where getting overcrowded and the population had to live under horrible and unhealthy living standards resulted in even more strikes a year and that kept building up until the revolution. When World War 1 broke out the chaos got even worse and because the army Conscriptions took skilled workers and brought them into the army whereby these where replaced by unskilled peasants what had an impact on the productivity, And because of poor railroad conditions the city’s developed mass famines w hat resulted into mass abandonment of the city’s in search for food. Because of this the supply of good to the army; for the war effort began to dwindle and the army started to suffer from lack of equipment and protection from the elements what led to the army revolting against the tsar to. The conclusion, Because the tsar misused his power to oppress the lower classes, and the poor conditions of the working class in urban area’s gave room for the idea of change, Change to equality, Change for more right to the lower classes and an opening to an ideology of Socialism what gave them that option, And because of desperation for that Change, that idea people where ignorant to see the consequences to what It could lead to. 2. The New Economic Policy (NEP) introduced in 1922 saved the young Soviet Union from the economic collapse and the Bolshevik government from being ousted. In spite of its success, in the end of 1920s NEP was dismantled, which caused a new wave of economic hardships and unprecedented terror. What made the Soviet government under Stalin’s leadership reverse this successful economic policy and resort to such drastic measures in the process? Argue your point Lenin realized that war communism had failed and that he had to choose a different approach to gain the trust of the people again, he therefor chose NEP ( The new economic policy ) he had to choose this system because the people started to revolt against the communist system and he was scared that he would lose control. NEP was planned from the beginning as a between step for Lenin as he says â€Å" NEP is a strategic retreat and a defeat that would be made up once the country was economically healthy† He gave back the free market system to the Russian people and this created the â€Å"kulaks† class the middle class they whir the major component for the incredible increase of the Russian economy with some impressive benchmarks, By 1925 agricultural production was at the same level as pre-war level, by 1923 private trade was responsible for about 90 % of foods and goods and by 1924 industrial production returned to the 1913 level. Lenin also started to change his enemy’s from not only the nepmen but also the kulaks because â€Å" Only big capital possessed the qualities that were useful to progress : its ability to organize on a large scale, its tendency to plan its sense of discipline. Therefor the kulaks and nepmen remained object of resentment, envy and suspicion. Even politi cally the NEP system was greatly feared because they considered it a return of Capitalism so Stalin came up with Collectivization after he thought that the economy was fully grown enough, he exterminated and imprisoned almost all of the Kulaks class he portrayed them as enemies of the state and used their labor as slave labor, The area’s that revolted against this had to pay for it, Stalin tripled the quota’s leaving famine in the area’s Ukraine, southern Russia and north Caucuses the people started to starve, Stalin called this â€Å"war by starvation† it was to break the resistance against Collectivism. Collectivism was used to support the massive industrialization by feeding the extremely big workforce that would give the soviets a massive modern military establishment, the heavy industry grew by 400 % making it into an industrial big shot, To support the industrialization Stalin created the largest slave labor ever seen in mankind. Conclusion; There was an idea that drove men like Stalin to horrific deeds like these and that idea was Communism where everyone was equal and everyone served the great nation, everything that came between these men and their idea’s where exterminated like the Nepmen in 1918 and the Kulaks in 1929 because they were a threat to the great idea because they supported Capitalism but why exterminate them? They supported the economy made sure the people whir happy by selling them goods and services. It was all because the threat that the government could not control their power and that they could revolt against the system if they became to economically powerful. So the best way was to exterminate them and give away their land so they would not be a threat anymore and the people would be happy because they would all get a piece of land. Another reason why Stalin chose to get rid of NEP and start collectivism was that he could use arrested kulaks as his slave labor force to reinforce the industrialization growth of soviet union because as he said it is cheap, substitutes machine and the most severe discipline could be used. How to cite Hisotry Exam 1, Essay examples Hisotry Exam 1 Free Essays 1. Karl Marx predicted that a socialist revolution could only be successful in the most advanced capitalist countries with a large proportion of factory workers – the proletariat (England, Germany, the U. S. We will write a custom essay sample on Hisotry Exam 1 or any similar topic only for you Order Now or France). However , Contrary to his â€Å"scientific â€Å" prediction, the socialist revolution succeeded in the most backwards agrarian country – the Russian Empire. Answer : Karl Marx Stated that socialist revolution could only be successful in the most advanced capitalist countries instead of the most backwards agrarian countries. It is predicted wrongly to me because for socialism to work you need to exterminate a certain amount of the population and for that to work you have to exterminate the â€Å"middle class† because these people will fight hardest to keep their property and because the most advanced capitalist countries have the biggest Middle classes the system would never be able to work because of the vast power of the middle class. Why this worked in the â€Å"the most backwards agrarian countries â€Å"like the Russian empire is because of the following reasons: Because the Tsarist regime pre-WW1 oppressed the lower classes there became more and more poverty among the lower classes and the rural agrarian peasants what made room for more strikes and strikes with the goal of securing ownership of the land they worked on, Second the incredibly industrialization that Russia was going through followed that the urban areas where getting overcrowded and the population had to live under horrible and unhealthy living standards resulted in even more strikes a year and that kept building up until the revolution. When World War 1 broke out the chaos got even worse and because the army Conscriptions took skilled workers and brought them into the army whereby these where replaced by unskilled peasants what had an impact on the productivity, And because of poor railroad conditions the city’s developed mass famines w hat resulted into mass abandonment of the city’s in search for food. Because of this the supply of good to the army; for the war effort began to dwindle and the army started to suffer from lack of equipment and protection from the elements what led to the army revolting against the tsar to. The conclusion, Because the tsar misused his power to oppress the lower classes, and the poor conditions of the working class in urban area’s gave room for the idea of change, Change to equality, Change for more right to the lower classes and an opening to an ideology of Socialism what gave them that option, And because of desperation for that Change, that idea people where ignorant to see the consequences to what It could lead to. 2. The New Economic Policy (NEP) introduced in 1922 saved the young Soviet Union from the economic collapse and the Bolshevik government from being ousted. In spite of its success, in the end of 1920s NEP was dismantled, which caused a new wave of economic hardships and unprecedented terror. What made the Soviet government under Stalin’s leadership reverse this successful economic policy and resort to such drastic measures in the process? Argue your point Lenin realized that war communism had failed and that he had to choose a different approach to gain the trust of the people again, he therefor chose NEP ( The new economic policy ) he had to choose this system because the people started to revolt against the communist system and he was scared that he would lose control. NEP was planned from the beginning as a between step for Lenin as he says â€Å" NEP is a strategic retreat and a defeat that would be made up once the country was economically healthy† He gave back the free market system to the Russian people and this created the â€Å"kulaks† class the middle class they whir the major component for the incredible increase of the Russian economy with some impressive benchmarks, By 1925 agricultural production was at the same level as pre-war level, by 1923 private trade was responsible for about 90 % of foods and goods and by 1924 industrial production returned to the 1913 level. Lenin also started to change his enemy’s from not only the nepmen but also the kulaks because â€Å" Only big capital possessed the qualities that were useful to progress : its ability to organize on a large scale, its tendency to plan its sense of discipline. Therefor the kulaks and nepmen remained object of resentment, envy and suspicion. Even politi cally the NEP system was greatly feared because they considered it a return of Capitalism so Stalin came up with Collectivization after he thought that the economy was fully grown enough, he exterminated and imprisoned almost all of the Kulaks class he portrayed them as enemies of the state and used their labor as slave labor, The area’s that revolted against this had to pay for it, Stalin tripled the quota’s leaving famine in the area’s Ukraine, southern Russia and north Caucuses the people started to starve, Stalin called this â€Å"war by starvation† it was to break the resistance against Collectivism. Collectivism was used to support the massive industrialization by feeding the extremely big workforce that would give the soviets a massive modern military establishment, the heavy industry grew by 400 % making it into an industrial big shot, To support the industrialization Stalin created the largest slave labor ever seen in mankind. Conclusion; There was an idea that drove men like Stalin to horrific deeds like these and that idea was Communism where everyone was equal and everyone served the great nation, everything that came between these men and their idea’s where exterminated like the Nepmen in 1918 and the Kulaks in 1929 because they were a threat to the great idea because they supported Capitalism but why exterminate them? They supported the economy made sure the people whir happy by selling them goods and services. It was all because the threat that the government could not control their power and that they could revolt against the system if they became to economically powerful. So the best way was to exterminate them and give away their land so they would not be a threat anymore and the people would be happy because they would all get a piece of land. Another reason why Stalin chose to get rid of NEP and start collectivism was that he could use arrested kulaks as his slave labor force to reinforce the industrialization growth of soviet union because as he said it is cheap, substitutes machine and the most severe discipline could be used. How to cite Hisotry Exam 1, Papers

Friday, December 6, 2019

Abnormal Psychology and Therapy free essay sample

Teresa Neal Abnormal Psychology and Therapy Paper In a world where nothing seems to be considered normal anymore, psychology tries to draw the line between what it is and what is not. The different schools of thought have their own perspective on the definition, origin, and treatment of abnormal behavior and this paper will cover a few, trying to make it possible to have a clear difference between normal and abnormal psychology. Normal and Abnormal Psychology Specifically defining behavior as normal or abnormal is a contentious issue in abnormal psychology. To try to distinguish between normal psychology and abnormal psychology, psychologists use three criteria; whatever is infrequent, maladaptive, and deviant from the cultural norm, falls under the category of abnormal behavior (Spoor, 1999). Mental health, also known as normal psychology, and mental illnesses and disorders, also known as abnormal psychology, have been defined in many ways, but should always be viewed in the context of ethnocultural factors and influence because what is considered normal in some environments may be considered abnormal in others. A person with a normal behavior and mental processes has the ability to adapt and cope with adversity, has a correct perception of reality, accepts self, avoids harm, and experiences continual psychological growth and development (Kowalski Westen, 2009). Abnormal psychology, on the other hand, is characterized by unusual patterns that some people might show in their behavior, thought process, and expression of emotion, patterns that are associated with distress or disability and can cause harm and an unreasonable response to a particular situation.Mental Disorders Daily functions such as the ability to think, read, remember, plan, and understand rely on an individuals cognitive skills (Medalia Revheim, 2002). Cognitive disorders are disorders of thinking or memory that signify an evident change from the personal former level of functioning. In certain situations the exact origin of the disorder can be identified, other cases the cause is unclear. Even though these disorders are biologically founded, the environment and psychological factors play significant roles in shaping the effect and extent of disabling symptoms in addition to the personal capacity to deal with them. (Nevid, et a. 2008). The most common cognitive disorders are amnestic, delirium, and dementia disorders. Amnestic disorders are a cognitive impairment relating a failure to develop new memories and the failure to remember old memories.Delirium is a severe, and reversible state of mental disorder, which involves confusion, and the lack of ability to focus on information or the surrounding environment. Individuals that suffer from delirium may suffer frightening hallucinations, particularly visual hallucinations. The loss of memory and understanding usually associated with behavior and personality changes describes dementia disorders. Different forms of dementia exist, depending on the cause; therefore; some types of dementia may be reversed with treatment.For example; those cases that are caused by brain tumors. Dementia caused by the disease Alzheimer’s cannot be reversed (Nevid, et al. 2008). On a personal note; these patients are difficult, they have to watch be continually as they can do harm to themselves and others. Mental Illnesses Although diagnoses of ADHD are based on behavioral symptoms of inattention and/or hyperactivity/impulsivity, evidence suggests that children with ADHD also show important cognitive weaknesses in areas that are necessary to daily functioning at home work and school. Particularly research studies indicate that children with ADHD often have problems in; Executive functions (for example, planning a project, keeping attentive to a task, ignoring irrelevant information) Working memory (which is often considered an executive function) speed of information processing (children with ADHD process information more slowly than their peers) Many of these cognitive processes are often interrelated. For example problems in working memory can negatively affect other executive functions, or slow processing speed may lower an individual’s ability to recall and organize information. ttp://www. ncbi. nlm. nih. gov/pubmed/15499890 From the cognitive perspective, theorists suggest that a person diagnosed with obsessive-compulsive disorders suffer from impaired information-processing. The impairment is present in defined categories and boundaries that are maladaptive and result in an over-structuring of input but there is no evidence to show that this is the cause, rather than a consequence of OCD symptoms. Another cognitive theory suggests that OCD fear structures are especially various and a large number of stimuli can become associated with threat or danger.Passive avoidance of such a large number of stimulus associations can be extremely difficult and compulsions become necessary for the individual to feel safe. Although cognitive theories do provide insight into the outward aspect of OCD, they fail to clearly define how and why OCD and this cognitive impairment can arise. Similarities between the Schools of Thought There are quite a few similarities between the different schools of thought in treating mental disorders.All but the Psychodynamic therapies are short term usually lasting a year or less and most all therapies have the client or patient facing the therapist and are conversational. All therapies also look to help the client or patient change behaviors or thought patterns that are causing problems of one kind or another. Cognitive-Behavioral therapies help patients with behavior and cognitive problems. The therapist helps the patient focus on the problematic behavior and helps him or her find ways in which to address these behaviors and learn skills to change them.These therapies use a variety of techniques to help patients with phobias, social skills, accomplishing goals, anxiety disorders, and the like. Psychodynamic therapies both examine the patient’s thought patterns to get to the bottom of the undesired behavior or emotional responses. Humanistic therapies including Gestalt and Client-Centered therapies focus on the patient’s feelings and to experience themselves as they really are. Family, Marital, and Group therapies use group communication either one- on-one or in a group to help with problematic relationships and behaviors.Self-help groups are another type of group therapy that aims to help people either cope with undesired behavior, loss of a loved one, addictions, and disea se. [ (Kowalski, 2009) ] The common thread here with most therapies, the approach is a warm relationship with the therapist who shows empathy for the patient or client and giving him or her hope or efficacy in coping with their problem [ (Kowalski, 2009) ] Differences between the Schools of Thought While each school of thought has common factors in treatment methods, each school has developed different ways of addressing psychological problem.For instance, Psychodynamic therapies rely on two principles: the role of insight and the role of the therapist-patient relationship (Kowalski Western, 2009). It is believed that in order for therapeutic change to occur, a person must understand his or her own psychological processes. When in therapy it is one on one; the patient is either face to face with the therapist or lying on a couch with the therapist sitting behind them. Psychodynamic therapy emphasizes the notion that the patients problems stemmed from childhood.These problems follow the child into adulthood causing a conflict within new relationships. This transfer of emotion from past experiences is called transference, one of the techniques psychotherapies rely on. The two main treatments, psychoanalysis and psychodynamic psychotherapy, are a long term process that focuses on developing awareness of these unconscious feelings. Psychodynamic therapy, like psychoanalysis, consists of three days a week over a long period of time. It is considered that patients who meet at least twice weekly benefit more than those who do not.Unlike psychodynamic therapy, cognitive-behavioral therapy focuses on the person’s life as it is now; the current and conscious thought patterns and behavior. They are not concerned with exploring and altering underlying personality patterns or unconscious processes (Kowalski Western,  2009). The focus is on the present feelings and not the childhood experiences. Cognitive-based therapies are relatively short term and direct. Specific recommendations are made to bring about change in behavior.The sessions are well structured with questioning, and the patient usually is sent home with an assignment (Mote, 2011). While most cognitive behavioral techniques try to alter behavior, such as classical conditioning, cognitive therapy focuses on changing dysfunctional cognitions (Kowalski Western, 2009). These behaviors are automatic, and not unconscious. Therapy is a process of identifying and altering these automatic thoughts. Cognitive therapy techniques such as rational-emotional behavior therapy recognize the behaviors and works to mediate between the activating conditions and the emotional reactions.As each of the other therapies are more therapist-patient, Humanistic therapies focus on the world of the patient and qualities that make him or her unique (Mote, 2011). The therapy techniques that are used, Gestalt therapy and Roger’s client centered therapy, are primarily based on becoming aware of one’s own emotions, values, and motivations to bring about change. With group therapy, the individuals are concentrated on the individual dynamics and their reactions in the group process. Family therapy is centered on the structure of the family, and the main roots of conflict in family interaction.

Friday, November 29, 2019

Cultural Influences on Accounting and Its Practice Essays

Cultural Influences on Accounting and Its Practices Recent research in comparative accounting has led to a number of interesting theories and models that have attempted to analyse the causal factors behind the evolution of dissimilar accounting and financial systems in different countries. These diverse ways of accounting are in the process of being harmonised because of global business imperatives, and international accounting bodies are trying to bring about convergence between the accounting systems of different countries. HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn1 [1] The work of Geert Hofstede HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn2 [2] on cultural effects on accounting development, expanded and elaborated by Gray HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn3 [ 3] later in his theory of cultural relevance in the formation of accounting systems is one of the more discussed models of comparative accounting. It is the purpose of this assignment to elaborate on this model and use it to analyse the differences in the development of accounting in China and Japan in the late nineteenth century. 2. The Hofstede-Gray Framework The broad framework for this model was created by Hofstede, but later adapted by Gray to explain the influence of culture on accounting systems. While, the normal practice is to treat these two models separately, a joint reference makes it much simpler to explain and use. The Hofstede-Gray model fist lays down the argument and then goes on to elaborate the various premises that support the theory. It is essentially deductive in nature and logical in its approach. Hofstede, in 1980, developed a model of culture that distinguishes members of one human group from another and stated that culture ma nifests itself at four levels, symbols, heroes, rituals and values, all of which work towards " accounting systems to vary along national cultural lines" HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn4 [4] His theory was further modified during the next ten years. In1984 he expounded the four very interesting dimensions of culture, which vary from one group to another and consist of Individualism V Collectivism, Large V Small Power Distance, Strong V Weak Power Avoidance and Masculinity V Femininity. These, he said are the most common societal preferences that distinguish one society from another. Societies which prefer individualism consist of people who live in small units and prefer to look after their very own, whereas collectivism represents a social structure where relationships are interlinked and people expect their larger extended clan of relatives to look after them in exchange of loyalty. Power dis tance represents the extent to which its members accept the inequality in distribution of power. Large power distance societies are thus essentially unquestioningly hierarchical in nature. Uncertainty avoidance represents the degree to which members of society are ready to accept uncertainty and vagueness. The lesser the acceptance of uncertainty the stronger is the rigidity of thought and belief in a particular society and its resistance to change. Masculinity, in a society, stands for its dominant preference for achievement, heroism and similar symbols while femininity is associated with qualities like compassion, care for the weak and quality of life. In 1991, HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn5 [5] Hofstede added another dimension that dealt with Short Term V Long Term Orientation. Short term orientation stood for values like speedy achievement of social status, overspending and a concern for quick r esults whereas long term orientation looked at gradual achievement of results, a thrifty approach towards savings and an adaptation of tradition to meet modern needs. In 1998, Gray took up Hofstede's cultural hypotheses and linked them to the development of accounting systems in a meaningful way, stating that cultural or societal values permeated through organisational and occupational subcultures, and vice versa, though obviously the degree of integration differed from place to place. "Accounting systems and practices can influence and reinforce societal values". HYPERLINK https://www.ukessays.com/essays/accounting/cultural-influences-accounting-4833.php \l _ftn6 [6] These basic premises were succeeded by the formulation of four hypotheses on the relationship between specifically identified cultural characteristics and the development of accounting systems. a) Professionalism versus statutory control: This cultural value denotes an inclination for the ex ercise of individual professional judgment and self-regulation as opposed to observance of authoritarian lawful needs and legislative writ. As such, the higher a country ranks in terms of individualism and the lower it ranks in

Monday, November 25, 2019

Spike Lees Do The Right Thin essays

Spike Lee's Do The Right Thin essays Spike Lee's representation of the severed relations between the racial groups that co-exist in the community of Bed Sty throws the question of "what is the right thing to do" and also "is there such thing as truth," right into our faces forcing us to grapple with them. With the presentation of opposing tactics of Martin Luther King Jr.'s "non-violence," and Malcolm X's "violence in self-defense is intelligence" one must wonder, can the two ideals contribute simultaneously in the struggle toward the same goal of achieving mutual understanding without annihilating each other in the process? Lee sees this violence as the only means necessary in making everyone painfully aware of the injustices racism causes, picking up the battle where the peaceful means of attempting to understand one another fizzles out. However this violence is a result of the rigid interpretation of preconceived assumptions of a racial group without consideration to the individuals distinct identity. This community exists not on the basis of true understanding of each other but parallels the concept found in Bellow's story of a flexible societal structure. Everyone present in that community finds a way to tolerate each other in order to perpetuate their own survival. Sal sells his pizza to make money, and is pleasant enough to the community to ensure he'll have a good day in profits. The Korean grocers run their business in the same manner as well. Mookie and Vito start to break down the racial walls that are strongly held up by the community's perception, because their situation has placed them in a position where rigid adherence to stereotypes of the other group doesn't benefit the common purpose of the job at hand. Buggin' Out and Pino are characters who adhere to the rigid representational structure and define their identity by their ethnicity alone rather than a combination of their culture and their personality. These two characters are instigators who dem...

Thursday, November 21, 2019

Company Promotion Policies Research Paper Example | Topics and Well Written Essays - 1500 words

Company Promotion Policies - Research Paper Example Fron this essay it is clear that if we look at the argument from the company’s perspective, they believe that Maria is a good employee; however, she is loud and aggressive at time in her contact with co-workers and supervisors. Moreover, she has had punctuality issues twice in the past and she gives family problems as the causes. She says that her family needed her help and support and it was her duty to do so. With regard to the accent, it was also cleared out that it was not the company was discriminating her accent, although it was a major consideration. However, it was pointed out that Maria speaks very rapidly and because of her accent, it becomes impossible to understand anything she said. The company says that communication is a very important part of that job description and hence, it cannot be overlooked.This study highlights that  we need to first understand discrimination before we can provide any ruling regarding the company’s promotion policy. We can defi ne discrimination as the bias in treatment that exists towards a certain race, color, sex, nationality. Another explanation of discrimination can be the improper treatment based on unjustified factors. Racial discrimination occurs when a member of one racial group is treated favorably as compared to the member of another racial group. Discrimination in the workplace occurs when there is an unjustified hiring, promotion, job assignment, compensation, or termination of the job... We can define discrimination as the bias in treatment that exists towards a certain race, color, sex, nationality. Another explanation of discrimination can be the improper treatment based on unjustified factors. Racial discrimination occurs when a member of one racial group is treated favorably as compared to the member of another racial group. Discrimination in the workplace occurs when there is an unjustified hiring, promotion, job assignment, compensation, or termination of the job (Blank, Dabady, & Citro, 2004). The law that is most widely used by employees against discrimination is the Title VII of the Civil Rights Act of 1964 which states that, â€Å"to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or appli cants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin† (Garcez, n.d.). The case at hand is that the company promoted another employee based on his evaluation and his aggressiveness for the job and another employee who is in racial minority in the company believes that there has been discrimination based on sex, race, and language ability. There were three major reasons that contributed towards Maria’s retention at her current post: her aggressive and loud behavior with her co-workers and supervisors, issues with punctuality, and her accent, which

Wednesday, November 20, 2019

Truama room nurse Essay Example | Topics and Well Written Essays - 1250 words

Truama room nurse - Essay Example The trauma room nurse certification helps the nurses to acquire essential skills, such as ways to stop excessive blood loss, and methods of stabilizing a critically affected patient. Trauma room nurses should also be able to prevent secondary infections. In a health facility, there is a high likelihood for patients with life-threatening issues to contract other illness. Patients with open injuries and those with weakened immune systems should be monitored closely to prevent farther infections (Andreassi, 2006). Education and certification Dealing with trauma is a technical issue which requires authenticated certification. One is required to train and acquire the professional skills required to accomplish all the responsibilities. One of the important qualifications of a trauma nurse room is the nursing certification. This certification entails a wide range of skills that are crucial for a trauma nurse room. The certifications range from two years to ten years depending on the skills that one intends to acquire. I am experienced in surgical nursing for more than ten years majorly in neurosurgical and burn intensive care unit. In the nursing department, I have come to realize that most health care institutions offer a reasonable rate of salary to the nurses (Andreassi, 2006). Although salaries may vary from one institution to another, the rate seems to have a minimum range of between $20 and $24. This applies to those nurses who belong to the same category depending on their grades and personal experience. Employment The health care department has the most chances of employment opportunities across the world (Briere & Scott, 2006). There are a number of health institutions that one can get a job. For instance, after graduating from a nursing school in the US one can seek employment in the government institutions or privately owned institutions. The government owned health institutions include St Paul Medical Centre which is located at Minnesota in the US and West mead hospital (Andreassi, 2006). There are also open chances for one to get employment opportunities in a nongovernmental organization like AMREF, WHO, Red Cross and St Andrews ambulance among many others. These organizations assist patients in different ways. WHO as a non-governmental organization help in providing food to those people cannot meet their daily requirements as food (Andreassi, 2006). The Red Cross helps to provide humanitarian needs to people who are affected by natural calamities or other accidents. In this department, there are many possibilities for one to advance both academically and salary wise (Briere & Scott, 2006). The nursing certificate holders take the shortest time possible to complete their course. Because of the nature of the training, they are given the lowest salary followed by diploma holders and the degree holders in the same order (Follette & Ruzek, 2006). This indicates that professional experiences increase in the same line with the salary earne d. As one progress to gain higher knowledge, the salary also increases. The nursing schools have the capacity to train and offer advancement opportunities to all practitioners to enable them deal with patients efficiently. There are also workshops that help educate the nurses on the best scientific nursing practices. For instance, AMREF

Monday, November 18, 2019

Contemporary HR and Management Practices Essay Example | Topics and Well Written Essays - 3000 words

Contemporary HR and Management Practices - Essay Example Therefore, it is the firm's workforce that provides the competitive advantage for companies, using its knowledge, commitment, skills and training. This is where the Human Resource Management's inevitable role comes to play. It devises policies that not only aim to improve organizational performance fostering innovation and flexibility, but also to improve employee well being. The human resource management uses mechanisms to build healthy two-way communication; provides healthy compensation, fair treatment and employee securities and career development and growth opportunities for all employees. Such HR activities deal with areas like employee morale, motivation, and performance; and workforce recruitment, retention, and turnover, which in turn increases various aspects of employee well being. As mentioned in the beginning, the changing scenario of working conditions and increasing competition due to globalization and rising awareness in customers, firms have to take decisions that not always end up in the best interest of the employees. Despite the capable policies of human resources and management in favor of the employees, contemporary HR and management practices do not succeed in meeting the promises of assuring well-being of the employees. Instead, the de-layering, restructuring and downsizing efforts of the HR and management of the firms are leading to work intensification. Work intensification is the extent to which employees are being forced to work faster and harder than they have been before. Where these decisions and policies cut financial and operational costs substantially, these are having inevitable impact on work intensification. In order to save their jobs and work up to the expectations of the management, employees have to perform more than they ever did before. The workforce has to get multi skilled in order to perform multiple tasks and give improved productivity. Not just to save jobs and survive in the organization, the workforce has to bear with the work intensification because of the performance related pay systems. The HR and management practices the productivity related compensation, which is originally intended to improve motivation and satisfaction amongst employees. Although such practices alongside add to the intensity of work and tasks and adversely affect the employee well being. A report specially made by the Joseph Rowntree Foundation, Job Insecurity and Work Intensification, says that work uncertainty amongst professional workers has become more severe in the 1990s. More than 60 percent of employees assert that the speed of work and the effort they have to put into their jobs has amplified over the past five years. Fright of joblessness is not the only facet of work uncertainty. Although many workers are not unjustifiably anxious about losing their jobs, they are particularly concerned about the loss of esteemed job features, such as their rank and prospect for promotion. The report concludes that the core reason of work uncertainty and work intensification happens to be the decreased recruitment levels pursued by

Saturday, November 16, 2019

Human Resource Management In Industrial Relations Management Essay

Human Resource Management In Industrial Relations Management Essay Introduction The management of industrial relations in Great Britain has changed notably in the last three decades. Industrial relations management has been significantly affected by several factors: economic climate, political change, and social environment. After world war two, British economic condition has gradually fallen down. It has been proved that it is much more complicated to manage industrial relations than before. The causes can be analyzed from many aspects: the increasing competition in product market, globalized trend, restructuring labor force, and reduced unions power. From 1979, the power of trade unions has been greatly restricted by government. Deregulation on the labor market also has been enhanced. At the same time, British economy had to face a severe international competition with high inflation and unemployment in domestic. Then, what are the changes of British industrial relations in the last three decades. What are major factors influencing British industrial relations management. We plan to find out more in the following parts. First, the nature of industrial relations management was the first issue. Then, industrial relations management in the period from 1979-1997 and period from post-1997 has been discussed respectively from two aspects: economic and political factors. Finally, the role and influence of employer, trade union and government have been embedded respectively. Human resource management in industrial relations In the 1980s and 1990s, the attitudes and strategies of industrial relations have been changed. Debates about human resource management practice in industrial relations were hot issues in management field. And individualism and collectivism in industrial relations were focused as well. First, look at the political and economic environment. From 1979 to 1997, The Conservative Government, which was elected during the time, insisted on weakening trade union power, reducing public expenditure. Except the government policies, employers faced a more competitive market. The globalization and recession made the situation worse than they had before. During this time, employers aimed to make great profits and reduce cost, instead of good industrial relations management. The types of corporation, labour market, competition in product market, organisation culture, and tradition were taken into account when employers intended to make industrial relations policies. A very important conception whic h was largely recognized in HRM was that labour is regarded as an asset or resource. Thus, employers need to explore employees potential through motivation, training, and development. Storey (1992) proposed two famous HRM versions: soft HRM and hard HRM. Soft HRM emphasis on employees needs, such as motivation, training and work-life balance while hard HRM more emphasis on economic factors. Many researchers agreed that HRM to some extent was a threat to trade union and was a new development in employee relations (Guest, 1989, Millward, 1994) Turing to industrial relations management style, there are four types of management styles which were classified by Purcell and Sisson (Purcell and Sisson 1983 cited by Kessler, 1998): traditionalists, sophisticated paternalists, sophisticated moderns, and standard moderns. Traditionalists have one belief and are anti-union with forceful management. Sophisticated paternalists spend much time in ensuring that their employees have the right approach. Sophisticated moderns management recognized the union role in certain areas. Finally, in standard modern management Trade unions are recognized and industrial relations are seen as primarily fire-fighting and assumed to be non-problematic unless event prove otherwise. (Sid Kessler, 1998, p.114) The industrial relations management may vary in different organisations or even in different groups in a company. Although the management style may vary according to the situations, one fact was that collective involvement had been shifted to indivi dual involvement. After 1997, the employee relations management further developed. The findings of WERS 2004 show that positive contracts and communication with employees will contribute to high commitment performance and economic outcomes. Moreover, Employee involvement participation is greatly focused by employers, employee voice, teamworking, and work-life balance as well. (WERS, 2004) Industrial relations management in 1979-1997 The economic environment for industrial relations from 1979 to 1997 changed greatly. Firstly, the decline of manufacturing industry was very obvious. Secondly, unemployment problem is dramatically severe. It was reported that the number of unemployment increased from 1.6 million to 3 million from 1987-1992. Although there was a small recovery after 1992, the number of unemployment still kept on 1.5millionn in mid-1997. The high unemployment reflected a severely competitive labour market. Furthermore, the structure of economy and labour force also changed. Manufacturing industry decreased; private service sectors increased; and increasing number of women was engaged in workplace; self-employment became popular; and part-time workers, and temporary workers grew fast in that period. Finally, there was a globalized competition in product market. Interaction of these economic changes influenced industrial relations in Britain. Except the economic changes, the Conservative Governments poli cies and laws had great effects on industrial relations. The government restricted trade union power and weakened joint regulation. A series of legislative program was carried out during the time. The first legislative action was to restrict the closed shop in 1980. The Conservative thus, Governments policies and trade union membership density was directly reduced by governments policies and legislations. Shifting to industrial relations management, a more important change was that employee relations specialists and line managers replaced traditional managers role: they are more likely to be responsible for employee relations issues in 1990s. If people intend to be employee relations specialists, they need to obtain professional qualifications. And such qualification requires long relevant working experience. This change may reflect a higher demand for professional knowledge such as employment law. The management of employee relations became more complicated. The conception of human resource management was widely accepted in the late 1980s. Millward et al (2000) noted that those using the title human resource manger accounted for a third of specialists in 1998.(Millward 2000, p. 225) The employee relations specialists continued to rise in the following years. Millwards findings showed that human resource managers and employee relations specialists responsibilities are similarly. They are both responsible for pay, training, grievance handling, and payroll management. Another change was the shift of employee relations managers major work. In the early 1980s, many employee relations managers spent much time on dealing with collective industrial conflict. WERSs (1998) findings revealed that employee relations mangers pay much attention to individual grievances, particularly related to legal proceedings. Moreover, workplace managers switched more attention to collect and deliver information to employees. They use information to review organisation performance and policies. Another change was happened in industrial relations system. Multi-employer agreements affected one third of the number of workplaces in 1998 that they had in the early 1980s. (Millward , 2000, p. 227) In terms of pay, multi-employer agreements to most extent have been determined by employers themselves than workplace itself. The management became more centralized in an organisation during the 1990s. Higher authorities were more likely to make decisions than workplace managers. This could indicate that industrial relations were regarded as operational issue rather than strategic ones. Trade unions had more chance to be involved in the relationship between employers and employees. Trade unions in Britain represent employees interest. But from 1979 to 1990s, trade unions power gradually declined and lost much union membership. Employees support for trade union declined and support from management reduced as well. Many factors led to the phenomenon. The decline of manufacturing industry where were traditionally organized by trade union reduced the number of union membership. And the increasing number of women workforce and temporary workforce who have less possibility of being union membership also resulted from the decline. Another change was that there was less union recognition at workplaces, particularly in private service sectors, which increased during the time. Thus, fewer employees asked for collective bargaining to improve their pay and working conditions. Moreover, the impact of trade union on pay weakened during 1980s and 1990s. During the 1980s and 1990s, when the collective representation declined, the management in industrial relations transferred to focus on communication with employees. Millwards survey showed that communication channels between senior mangers and employees have changed from joint arrangements to direct forms of communications (Millward, 2000 p.230) Managers held regular meeting with workforce and team briefings to hear their suggestion and questions. And according to Millwards point of view, this management-dominated arrangements can improve employee treatment. Industrial relations management in post-1997 After 1997, industrial relations in Britain continued to change due to the changing external environment. However, there were many employment relations retained: the degree of numerical flexibility, the incidence of varies dispute, grievance and disciplinary procedures, the incidence of industrial actions and etc. (WERS, 2004) A variety of changes could be obtained from workplace employment relations. From WERSs findings (2004), the practice of employment relations varies largely between small and large workplace and it also varies between different sectors of industry, especially between private sectors and public sectors. Private sectors shared more proportion in workplaces from1998 to 2004. The figures from WERS2004 showed that 70 percent of workplaces were operating in private sectors compared with two-thirds in 1998. Look at all workplaces, 49 percent of employees were female and 34 percent of them were in managerial positions. Women have more chance to be managers in public sectors (46 percent) than in private service sectors (30 percent). Trade union also changed considerable and it had great impacts on industrial relations management. There was a considerable decrease in the proportion of union members. In 2004, 64 percent of workplaces didnt have union members compared with 57 percent in 1998). Union density slightly declined from 22 percent to 18 percent. Public sector accounted for more proportion of union membership than that of private sectors. Union membership density had strong relationship with management attitudes. Public sectors were more likely to provide management support for union membership than private sectors. However, the relationship between public sectors and private sectors are similarly strong. Besides that, another change of trade union in British workplaces can be found from WERS 2004 report. The proportion of union recognition in workplaces continued to decline after 1997. Only 18 percent of workplaces recognized trade union in 2004. (28 percent union recognition in1998) Furthermore, compared with 1998, union representative in workplaces spent more time on representative works. And they did more representative works than their non-union colleagues. It was reported that 43 percent of union representatives spent five hours on representative work while 33 percent spent two and four hours. Union representatives pay more attention to working condition and dispute, such as pay level, working hours, holidays. About 76 percent of union representatives attempt to recruit new members in their workplaces. But a clearly change during the period was that employees had a low preference of being a union members. In the period from 1979-1997, workplace managers were more concerned about collecting and delivering information. They continued to adopted direct communication with employees after 1997. Direct communication was further widespread between managers and employees. Figures could be found from WERS2004 report. Table 1 Direct communication and information sharing, by sector of ownership. 1998 and 2004 1998 2004 Private sectors Public sectors All Private sectors Public sectors All Direct communication Meeting with entire workforce or team briefings 82 96 85 90 97 91 Systematic use of management chain 46 75 52 41 63 45 Regular newsletter 35 59 40 72 86 74 Noticeboards 36 48 38 E-mail 36 48 38 Intranet 31 48 34 Suggestion schemes 30 30 30 Employee surveys 37 66 42 Information disclosure over Investment plans 47 59 50 40 50 41 Financial position of workplace 56 82 62 51 76 55 Financial position of organisation 66 67 66 51 53 51 Staffing Plans 55 81 61 61 81 64 (Source from Workplace Employment Relations Report2004) From the table, we can see that there were different forms of direct communication in practice. Regular meetings with entire workforce or team briefings was still popular, accounting for a dominate proportion and slightly increased from 85 percent to 91 percent during the time 1998 to 2004. A new creation of these meeting was that a part of meeting time was left to employees. Employees were allowed to propose suggestions and questions during the meeting. Suggestion scheme, staff attitude surveys and problem-solving groups were adopted by many organisations in managing employment relations during the time. Moreover, In the information disclosure over part, mangers preferred to disclose information though staffing plans (64 percent) than others. Shifting to pay determination, which is a major issue in managing employee relations, the most common pay determination was still by management unilaterally. 70 percent of workplaces used this way to pay. Only 27 percent of workplace asked for collective bargaining with unions to determine pay level. Similar to the situation of 1979 to 1997, the proportion of workplaces through collective bargaining in pay determination has continued to decrease since 1997. But public sectors were more likely to use collective bargaining than private sectors. Among 83 percent of public sectors workplaces, 82 percent of workers have their pay through collective bargaining. On the other hand, in private sectors, 26 percent of worker among 14 percent of workplaces use collective bargaining. From these figures, we can know that pay system was not unmilitary anymore. Different measurements were developed. Managers were more likely to determine pay through systematic performance and appraisal management to motivate employees. Performance-related pay, profit-related bonuses, and employee share schemes were prevalent at this stage. The way manager dealing with workplace conflict was also a change during this period. It is obvious that collective conflicts gradually reduced while individual conflicts grew. Industrial actions were less used to solve workplace conflict. most of conflicts were solved through legal procedures. But there was no big conflict happened during the time. Equal opportunities were concentrated by employers since 1997. A large number of industrial relations law was approved by government to enhance the equality in workplaces. Response to the legislation, managers implemented a range of equality policies. WERSs report (2004) revealed that 73 percent of workplaces had a written policies regarding equal treatment in 2004. 9 percent increased from 1998. These policies are largely concerned about equal opportunities for different gender, race, and disability. When implementing some HRM practice such as recruiting, selection, pay rate system, managers are required to consider these policies in employee relations management. Moreover, there was other legislation introduced to improve employer-employee relations, covering work-life balance, hours of work, flexible working arrangements, employee well-being and job satisfaction etc. All these legislation pushed employers to make some differences in industrial relations management. In the late 1990s, the relationship between employers and employees was firstly defined as partnership. Therefore, partnership practice was expected to be implemented by employers. But does partnership practice really promote the managers-employees relations. Evidence was shown in table 2 below. Table 2 managers and employees perceptions of management-employee relations, 1998 and 2004 manager employee 1998 2004 1998 2004 Very good 41 47 16 19 good 47 46 40 41 Neither 8 6 27 24 Poor 3 1 12 12 Very poor 1 0 6 4 (Source from Workplace Employment Relations Survey) Compared with managers view, employees thought relationship was slightly less improved. Except that, managers hold a relatively positive attitude towards management-employee relations. 47 percent of mangers thought they had very good relations with employees while only 19 percent of employees agreed. Partnership relationship requires mutual trust, but the reality was less satisfactory. To sum up, industrial relations management showed considerable changes. Under the adopt of partnership relations between managers and employees, Less workforce want to be union members; direct commutation was widespread in workplaces; an decreasing number of workplaces recognized unions for bargaining on pay and conditions, and collective bargaining declined as well; an range of policies were implemented in workplaces to promote equal opportunities; and managers had wider responsibilities of caring their employees on flexible working conditions, work-life balance, security, job satisfaction etc. The role and influence of employers The most famous employer association in Britain is the Confederation of British Industry (CBI). Like TUC, CBI does not directly participate in collective bargaining. Its major work is to lobby to British government for employers interests. In the last three decades, employers association gradually lost their regulative power. Since 1970s, the decentralized trend was shown in private sectors. A range of operational jobs were distributed to lower departments while head office only had strong control on certain key issues. The employer power and freedom was greatly strengthened in the last few decades. There were many causes contributed to the situation. More competitive globalization in product market and governments policies in weakening union power let employers have more power in labour field. Employers focused on performance improvement, cost reduction in labour filed. Employers play an important role in employment relations management. They formulate the management policies and style. Employers also have the rights to decide whether or not recognize unions. During the period, employers have sought to manage industrial relations with HRM techniques. They became to purse employee commitment, teamworking, and work hard in improving communication with employees. In terms of pay determination, their measures have been extended. Performance-related pay, profit related pay and employee share schemes were adopted in most workplaces. As the maker and performer of these policies, employers decision and behaviors considerably influence industrial relations management. In workplaces, employers choose certain styles of employment relations management. Non-unionism prefers Soft HRM or bleak house management style while unionism prefers partnership at work. The role and influence of government Government plays a key role in industrial relations. Its attitude towards industrial relations can largely change the current situation. It is mostly related to governments role in law. Governments polices and legislation determined employers and trade unions attitudes and conduct of employment relationship. Since 1979, The Conservative Government canceled support for collective bargaining and attempted to decrease collectivism and regulation. The government published laws to regulate equal pay and opportunities at workplaces. When Labour Party took the government, they published National Minimum Wage, and were more concerned about employees rights. These actions made contributions to written equality policies in organisations and influenced pay system. On the other hand, government legislation reduced the power and ability of unions to control on industrial action, closed shop policies directly reduced trade unions membership. The role and influence of trade union In Britain, there was Trade Union Congress (TUC) and many affiliated unions. TUC dont have the rights to make industrial relations laws, their major work is to lobby to government and employers on behalf of employees interest and benefits. For many HR specialists, dealing with trade unions issues was once an important work in their jobs. However, since 1979, the Conservative Government took part the government, a series of anti-union legislation dramatically weakened union power. The cause was not only the political change and economy recession. Metcalf (1991, p.22) noted that the result was interacted by five factors: the economic climate, workforce market, government policies, the attitudes of employers, and union themselves. Studies show that larger organisations have more chance of Trade union presence. 64% union density was shown in public sectors. White-collars are more likely to be union membership. Labour partys return in 1997 has brought some changes, but the union power sti ll towards a falling trend. The Employment Relations Act 1999 aims to promote union recognition. And Labour Government spent more efforts on employees interests. In the last three decades, trade union changed a lot to attract new employees. Except proving legal advice, training for representatives has been developed. And TU try to build a partnership with employers. According to E.D.Ewings study (2005), trade unions have five major functions: a service function; a representation function; a regulatory function; a government function; a public administration function.(Ewing, 2005) A service function means trade unions plays a role of providing service and benefits to members. It takes twos forms. One is more traditional, comprising health and unemployment benefits, and even insurance. The other is more professional. Trade unions provide legal advice and representation to help workers. Trade union needs to recruit new membership for survive, the service functions are usually used as a recruitment toll as they provide a variety of service such as representation to those who has grievances at workplaces, which is much more important than collective bargaining now. Representation function has gained much concern in recent years. A representation function means that trade union is responsible for employees interest and benefits. Different from service function, representation function offer much more professional support to employees. And also trade union can take the form of collective representation to assist employees. Collective representation has two major forms: consultation and bargaining. Regulatory function is the most important role of trade unions. A regulatory function means that trade unions is responsible for making rules for union membership. The role can be achieved by two ways. One is directly performed through multi-employer collective bargaining, such as Joint Industrial Councils. Another way is indirectly performed through legislation. Because decentralized organisations increased in the past few decades, the role of trade union in collective bargaining on pay and conditions has declined. By contrast, regulatory legislation is more prevalent. Government function means that trade union are involved in cooperating with government to ensure they can perform their functions under governments legislation and policies. And public administration function is similar to government function they are all engaged in implementation and delivery of government policies. Trade unions attitude towards management has changed in recent years. Many trade unions now focus much on business. They attempt to develop flexible, motivated workforce and partnership not only equal treatment. Conclusion There have been great changes in UKs industrial relations. During the 1979-1997 periods, Britain suffered a great recession. The proportion of manufacturing industry declined. Unemployment problem is dramatically severe. The competitive labour market worsens the unemployment problem. The structure of economy and labour force also changed as well. Public service sectors grew quickly during this time. and increasing number of women, self-employment, part-time worker and temporary workers grow were engaged in workplace. Besides the economic changes, government restricted trade union power. And a series of legislation was carried out in order to control the activities of organized labour. The interaction of economic and political factors reduced the trade union membership density. In workplaces, employee relations specialists and line managers replaced traditional managers role. They become responsible for handing employee relations issues. Compared with traditional responsibilities, it was reported that employee relations mangers pay much attention to individual grievances, particularly related to legal proceedings. Employees support for trade union and support from management both declined. Finally, when the collective representation decreased, the management in industrial relations transferred to focus on communication with employees. Direct forms of communications were more prevalent at workplaces. In post-1997, Labour Party took the government; they attempted to enhance union recognition despite the gradual decline of union density. But they were increasingly concerned about employees rights, such as National Minimum Wage. Managers were more likely to determine pay level by diverse pay system: performance related pay, profit-related bonuses, and employee share schemes. Managers worked hard on improving employer-employee relations. Direct communications was widespread at the time. Managers actively listen to employees suggestion and questions. Management scheme covered more issues than before, such as work-life balance, flexible working arrangement, and equal opportunities. Due to governments support and the weaken power of trade unions, employers have more freedom and power. Employers can decide whether or not to be union members at workplaces and also can choose management style in industrial relations. Government as a law-maker plays a crucial role in industrial relations management. Trade unions represent the interests of employees, have five major functions: service function; representation function; regulatory function; government function; and public administration function.

Wednesday, November 13, 2019

Birth Order and Eating Disorders :: Family Psychiatry Depression Essays

Birth Order and Eating Disorders I. Introduction: Individuals are pieces of a whole, called the family. The family has an undeniable influential role on each of the members of the unit, and conversely the individuals’ influence on the family unit. With this undeniable understanding of the family, it is important to look at the relationship between those with eating disorders and birth order. Is there a correlation between birth order and the development of either anorexia nervosa or bulimia? However, birth order only scratches the surface of the relationship between eating disorders and the family unit. Looking past potential relationships between birth order and eating disorders, is there the possibility of a relationship between eating disorders and the family dynamic? Perhaps the dynamic of the shared relationship between family members, beyond sibling relationships, plays an important role in the development of either anorexia nervosa or bulimia. II. Birth order effect? Locating studies with a focus on a relationship between birth order and eating disorders is a difficult task. Little research has been conducted to look for possible correlations between rank in birth order and the development of either anorexia nervosa or bulimia. Few researchers have attempted to look for a correlation, and those that have completed studies have conflicting findings. Rowland (1970) searched for a relationship between birth order and anorexia nervosa. In his study, he found that those with anorexia nervosa were overwhelmingly the eldest children; however, his study just fell short of statistical significance. Crisp (1977) and Crisp et al. (1980) tried to duplicate his findings but failed to support Rowland. On the contrary, the two studies found an excess of later born siblings and the development of eating disorders. Findings for birth rank and anorexia have thus far proven to be inconsistent and more studies need to be conducted to determine the relevance of birth rank and anorexia. Similarly, few studies conducted have focused on birth order and bulimia. Ebert (1983) and Dolan et al. (1989) failed to find any significant deviation from expectation in the birth order of patients with bulimia. Lacey, Gowers and Bhat (1991) found that in small families, the bulimic was more likely to be the only or oldest child, however this held no statistical evidence. The second finding in the study is that bulimia is represented in all family sizes, but of particular interest is that all-female siblingships were well represented, but this too did not prove to be statistically significant. Birth Order and Eating Disorders :: Family Psychiatry Depression Essays Birth Order and Eating Disorders I. Introduction: Individuals are pieces of a whole, called the family. The family has an undeniable influential role on each of the members of the unit, and conversely the individuals’ influence on the family unit. With this undeniable understanding of the family, it is important to look at the relationship between those with eating disorders and birth order. Is there a correlation between birth order and the development of either anorexia nervosa or bulimia? However, birth order only scratches the surface of the relationship between eating disorders and the family unit. Looking past potential relationships between birth order and eating disorders, is there the possibility of a relationship between eating disorders and the family dynamic? Perhaps the dynamic of the shared relationship between family members, beyond sibling relationships, plays an important role in the development of either anorexia nervosa or bulimia. II. Birth order effect? Locating studies with a focus on a relationship between birth order and eating disorders is a difficult task. Little research has been conducted to look for possible correlations between rank in birth order and the development of either anorexia nervosa or bulimia. Few researchers have attempted to look for a correlation, and those that have completed studies have conflicting findings. Rowland (1970) searched for a relationship between birth order and anorexia nervosa. In his study, he found that those with anorexia nervosa were overwhelmingly the eldest children; however, his study just fell short of statistical significance. Crisp (1977) and Crisp et al. (1980) tried to duplicate his findings but failed to support Rowland. On the contrary, the two studies found an excess of later born siblings and the development of eating disorders. Findings for birth rank and anorexia have thus far proven to be inconsistent and more studies need to be conducted to determine the relevance of birth rank and anorexia. Similarly, few studies conducted have focused on birth order and bulimia. Ebert (1983) and Dolan et al. (1989) failed to find any significant deviation from expectation in the birth order of patients with bulimia. Lacey, Gowers and Bhat (1991) found that in small families, the bulimic was more likely to be the only or oldest child, however this held no statistical evidence. The second finding in the study is that bulimia is represented in all family sizes, but of particular interest is that all-female siblingships were well represented, but this too did not prove to be statistically significant.

Monday, November 11, 2019

Managing and Developing People (Developing People) Essay

Introduction In this assignment I will be interviewing a member asking for their past experience for undergoing a training programme. I will be researching closely upon aspects†¦ * The need for the individual to be on the training programme? * Training method used? * What the cost was? * Any obstacles which made it difficult? These aspects would make the findings for knowing why the member took the training programme and if they gained any skills or knowledge when on the programme. Alongside with what troubles arose when carrying out the training. Interviewee Description The member which I will be interviewing is a 26 year old female called Miss Georgina McDonald who is smart and civilised. She is hard working and likes to socialise with peers and friends. She is able meet deadlines and able to work under pressure when a great load of work is put upon her. The work which Miss Georgina McDonald would train for would be to use the cash machine at Asda. Miss Georgina has had previous skill from her last job where she had to cash up all the finances of her fathers business on a daily basis. She has good numeric qualifications in which will benefit her for any job. Job Role In Miss Georgina’s previous job she had to cash up all the money which was done in her fathers business and had to input the tight figures so that it couldn’t affect the accounts for the business. Her father had made her do the financing as she had the qualifications for maths and was able to count up properly. In Asda the job role which she would want to do is being at the cashing machine as this is one of the good things she is capable of doing. Identifying Reason for being on Training Programme The environment in which everyone does business in is changing constantly, the knowledge and skill needed for the job will also change. The individual to be on the training programme is so she can improve her skill on how to work on the cash machine. Training for using the cash machine is very essential as proper calculations are compulsory. Asda wants to make sure that who ever work in the cashier section is well trained and have no problems being able to carry out tasks on how to manage the cashier. This is taken as one of the important parts in a business as finance’s can not go wrong. Asda pushes on getting the individual well trained to be able to manage any troubles caused by being able to find out where she has gone wrong. All this matters in training and what they should be taught, what they need to collect how much, they need to give and if they go wrong somewhere how they can cover it. Miss Georgina was given the training as she did not have any cashier skills which would guide her alongside with the job. She had to be given a good level of training so that she could manage a till properly. Miss Georgina had been given the training because she knew without any previous skill or knowledge she would not be able to run a till. There were appraisals with Miss Georgina which helped her with the running and to tell her of any mistakes she was making and setting out objectives for the next appraisal. Description of Training Method For the individual to be on a training programme is so they can handle the work place more efficiently and work with what ever they have been given with best of ability. Usually young people who have left or still studying go on training programmes as it gives them the knowledge and motivation in life. Training methods come useful in the future as it shows what the individual has achieved and what they can offer to the business. Training comes in different form for e.g†¦. * Induction – An induction usually is the best way for people getting involved into activities in a new environment. This helps them to know the new place and be familiar with the others. This helps peoples confidence and be able to communicate with members. In Asda it is essential to give a new comer an Induction this is so that they would get familiar with any health and safety aspects and know where any fire exits are located. In many cases induction days are taken so that individuals can get to know the workforce which they in. This helps build confidence and gain a good communication. * Job Shadowing – This training method is known as an activity which many organisation make employees do when doing a task. This activity can make an individual carry out a task and make them improve on in by someone senior watching or they could do the task by their own skill and be told what they could do better from improving the method. Asda would not use a job shadow to know what the member is capable of doing and how they would increase the skill by telling them what to do. * Mentoring – This method helps individuals to carry out an activity with a senior teaching it. It helps individuals know where they are going wrong and how they can improve it. This helps the individual do the job from its existing skill and if they do it different then expected it would be corrected. Mentoring is a good way of identifying the individual’s capability of doing a task and how they can do it. If a senior is to show them how to use a cash machine they would get to know what the functions are for. This method will be appropriate for Asda to do on the individual. * On the Job Training – Many businesses usually use the method of training the individual at the work place. This is so that they can work with the resources the have there and also start off with using equipment they have to offer. The trainee is ready to undergo any task at the workplace immediately. When working on the job it is also an advantage to get feedback straight away rather then carrying out a task then being told later on. When the mentoring is done it is possible for the member to get on the job training so that they can work on the equipment at the work place. It is more of a benefit to get training in the real life rather then going somewhere and spending time there. If the member is able to carry the task and get training at the same time this would be less time consuming and not costly at all. * Off the Job – Many businesses tend to send there trainee’s off to another place to learn how to carry out tasks. Resources are used which they offer there and they use them to carry the task. Off the job training also consists of sending an individual off to do a course which they learn at a college or university. Off the job training is worth doing at Asda as this could make the individual gain more experience and skill and carry out the task efficiently. Many times Asda does not send employee’s on off the job training as this is costly and time consuming. Identifying Training Needs for Trainee The reason for Miss Georgina to be on the training programme is so that she can increase on her productivity for what she is good at. This would make her efficient and comfortable in carrying out a day to day activity. The training needs which will benefit Miss Georgina would be†¦ > Higher Productivity > Efficiency > Confident in Numeric > Have a high level of Motivation > Good future opportunity The reason why Miss Georgina has to be given this training programme is so that she could gain more knowledge on what she is good at. Miss Georgina is not fully qualified and understands the misuse of inappropriate use of calculations, this is why she has been given the opportunity to go on a training programme which she can touch up on and make sure that she don’t make silly mistakes. Strength and Weakness The strengths for using the training method on the job training will be a strength as it will help the individual to get a better view of the organisation and who they will working with. This is an advantage because it increases confidence and able to socialise with piers. It builds a family environment when doing this aspect because before they can come in to the real job they would have made friends already. For carrying out an OJT this is a way which the member can increase in skills and be able to forward their knowledge to someone else. Advantages of On The Job Training * Training can be delivered at the optimum time, this means it can immediately perform the task any time in the real world. * The trainee will have the opportunity to practise immediately * Immediate feedback will be provided * Training is delivered to trainee from senior who can integrate the trainee in a team. The Weaknesses in a business will always be the time consuming which effects the running as this is a crucial time in a business. If training programmes are made long it will also effect the costing. A weakness for training a member is that after getting the training from somewhere they usually head off some where better. The weaknesses which Asda could face are†¦ Disadvantages for On the Job Training * Too much training can be delivered in one session causing of information overload. * The trainer may not have the right skill and knowledge to teach the trainee with. * If immediate practise is not accompanied by feedback the trainee can feel abandoned after the initial experience. Benefit and Costs for Training The costs for training the individual at Asda will cost nothing as it will be carried out on the job, meaning what every training the member will get will be done in Asda. The reason for this is that it will not cost at all and the individual will be able to stay on the premises that won’t need to go off some where else. The benefit for doing this training will be so that the member can increase their knowledge by doing it efficiently and also if they have the opportunity to get promoted they could be able to handle a sector in Asda. The benefit for members to have a training programme is so that they can increase their skills and knowledge in any task they have been specified, also carrying out tasks more efficiently and in a short amount of time. By giving training it helps individuals to cut down on mistakes and blunders made by them. By training it can help health hazards reducing hazards being encountered at the work place. The costs for having training are the cost of materials which may be needed for the process and also the time needed by the members which will be issuing the programme. For training to be carried out it takes up a great deal of time for the leader as they have to make sure what they are teaching the member is relevant to the programme specified. It is also costly when setting up the resources for using on the training area and time is needed for when doing the training. Obstacles for Training Training can be seen in different ways, firstly, the management of the company might see it as a way of making the company more efficient, as well as teaching important skills to employees in order to improve performance. At the same time it can be seen as a way of rewarding hardworking employees with a different environment for a short period of time. On the other hand, employees might look back on their last training session, still trying to work out what exactly it was they learnt from the experience, but nevertheless having enjoyed the change of scenery but hating the pile of work that greeted them on their return. If training is implemented correctly it can bring back great rewards such as greater workplace efficiency, specialised skills and knowledge as well as employee satisfaction. Finally remember that depending on how training is done, it can be very productive and useful or a complete waste of time and money, it can bring teams together or split them apart.

Friday, November 8, 2019

buy custom International Business essay

buy custom International Business essay The management team in every business is tasked with the challenge of coordinating process and operations within an organization and initiate successful execution of organizational goals and objectives. However regardless the nature of the business, all managers is tasked with almost similar tasks that are planning, organizing, leading and controlling. Each of these tasks cannot function on its own hence the four management processes go hand in hand. In this way, an organization is able to achieve mission goals an objectives while at the same time ensure proper use of organizational resources. Planning on its own is a component of management that mainly concentrates on the achievement of organizational goals as well as detailing out how these goals will be achieved. Much of the information that is sued in the planning process is got from the vision and mission statement of an organization. The setting up of organizational goals and detailing how these goals will be achieved are perhaps two of the most important planning components. This in a larger context means that each department within an organization always has a plan regarding the objectives to be achieved and how these objectives will be achieved. The organizing function is another component of management that involves the organization of human resource as well as other organizational resources in the achievement of organizational goals and objectives. This process is particularly very important given that the success of a company largely depends on how well organizational resources are utilized. This may explain why good organizational skills form a manager goes a long way in initiating organizational success and the long term achievement of goals and objectives. The leading process is perhaps one of the most inadequately understood processes in management. This is because; there is a misconception of no difference existing between leading and managing. However, the managing process entails managing employees and ensuring that organizational tasks and policies are followed. One of the reasons why employees follow managers is simply because managers are the ones in charge of them. However, employees see leader in someone who is an example and serves as a source f motivation in the execution of organizational goals. This implies that managers in order to execute the leading function of management should understand what motivates the employees to perform better. The controlling function of management is perhaps one of the most challenging roles for managers in the context that managers monitor the performance of the firm and ensure that organizational goals and objectives are met. The reason why the task of controlling is very challenging is as a result of the fact that the outcome of organizational goals is somehow not under the control of the organization itself but rather dependent of the market forces. This calls for the need for constant review of organizational goals and how well the organization is performing towards the achievement of the same. An effective manager is able to involve the employees who further build trust and a sense of involvement among the employees. In earlier years, Chrysler Corp almost went to bankruptcy after the company was adversely affected by the ups and downs of the automotive market. One of the main reasons why the company was performing so poorly was because of bad management decisions with the company having a reputation of limiting product development and capital investments in the occurrence of sales slumps. This was contrary to other key players in the automotive industry who always tried to develop new products with an aim of increasing market competitiveness. However, the company has had remarkable changes in management process which has overseen the comeback of the company in the automotive industry as a force to reckon with. Corporate culture is one of the most influential components of the management success at the Chrysler industry and one the factors that determine market share and consumer satisfaction. Following the controversial federal bailout of Chrysler in the early 80s, the company was forced to undergo a significant downsizing which greatly affected the companys competitiveness in the automotive industry. However, the companys management team instituted management changes which played a considerably significant role in Chryslers comeback. This was inclusive of changes such as the establishments of vehicle platform teams, the adoption of a new corporate culture and organization. It was not until the near downfall of Chrysler that the management team realized the companys conventional and functional organization was not effective in the implementation of organizational goals. Most of the individual departments within the organization tended to operate as an independent fiefdom with each department having its own goals and objectives. This implies that whenever there was a big decision to be made; this decision had to be carried out by the presidents consent since every department had individual goals and objectives. However, the establishment of platform teams was one of the best management decisions that the company undertook. The previous situation was such that the employees were not satisfied regarding the criteria that the management team used to evaluate both individual and organizational performance. Coupled with the conflicting departmental goals and objectives, there was no way that the company would have been able to increase its market competitiven ess. The situation that existed at the time called for new measures and controls to ensure that the company survived the highly competitive automotive industry. The introduction of the platform teams acted in a manner that each platform was supposed to operate like a small company and produce a single category of vehicle. Each team was headed by a general manager and was provided with all the necessary resources to ensure the achievement of goals and objectives of the team. In other words, each platform team essentially controlled its own destiny. Essentially, the platform teams allowed the company to replace the previously conventional sequential engineering that greatly affected product development. Instead of different departments solving departmental problems individually, problems were rather solved by a team during all the stages of the product cycle form manufacturing to sales. The platform team strategy seems to have achieved its intended effects going by the fact that the latest version of Neon compact-car model took 31 months to bring to market while the current Dakota pickup truck made it in only 29 months Buy custom International Business essay