Treatment of Post Traumatic Stress Disorder Essay -- Post-traumatic st

Post Traumatic Stress Disorder (PTSD) is a psychological condition that occurs after a traumatic event. In the DSM-IV, it is characterized under anxiety disorders. Some common symptoms include, but are not limited to, intense fear, reliving the experience, persistent avoidance, numbing, diminished interest, and increased arousal. In order to be diagnosed, these symptoms need to be present for more than one month. Subsequently there are many types of treatment for this disorder. In particular the ones that bequeath be discussed in depth are cognitive-behavioral therapy, pharmacotherapy, and lastly treatment for children and adolescents.To begin, the most widely practiced form of therapy for the treatment of PTSD is cognitive-behavioral therapy. There are a variety of techniques used in cognitive-behavioral therapy. An example would be, exposure therapy, which is the most well known technique. There are numerous ways to carry out this approach. Ordinarily, it begins with creating a sc ale of the anxieties. During a treatment session in which flooding is used, exposure to the highest item on the scale is set in motion. Others begin with anxieties that are rated fairly anxiety provoking (Foa, Keane, & Friedman, 2000, p.64). Exposure therapy methods share the common feature if confrontation with frightening stimuli that continues until the anxiety is reduced (Foa, Keane, & Friedman, 2000, p.64). When using exposure therapy it is important to also give lessons relaxation training, which helps them reduce the anxiety that is induced by the exposure. Systematic desensitization is a perfect illustration of this. Ranking the anxieties on order as to expect a gradual increase in difficulty exposure therapy begins, followed by relaxation training.... ...., (2008). Cognitive-behavioral therapy for ptsd A case formulation approach. New York, NY The Guilford Press.Asmundsin, G.J.G., Barnhofer, T., Blackmore, M.A., Collimore, K.C., Daniel, J., Fennell, M.J.V., Foa, E.B., G libert, P., Goga, P., Heimberg, R.G., Jacofsky, M., Kazantais, N., Khemlani-Patel, S., Kingdon, D., Konstadinidis, L., Kyrios, M., Leahy, R.L., Ledgerwood, D.M., Morasco, B.J., Neziroglu, F., Papageorgiou, C., Petry, N.M., Pinto, A., Rauch, S.A.M., Simos, G., Taylor S., Turkington, D., Weinstock, J. (2009). Cognitive conduct therapy A guide for the practicing clinician (Vol 2). New York, NY Routlege.Scheeringa, M. S., Zeanah, C. H., Drell, M. J. and Larrieu, J. A. 1995 Two approaches to diagnosing posttraumatic stress disorder in infancy and early childhood. Journal of the American Academy of Child and childlike Psychiatry 34, 191-200.

Comparing Themes of Lord of the Flies, The Inheritors, and Pincher Martin :: comparison compare contrast essays

Themes of Lord of the Flies, The Inheritors, and Pincher Martin A running theme in William Goldings works is that man is savage at heart, always ultimately reverting back to an evil and primitive nature. The cycle of mans rise to power, or righteousness, and his inevitable fall from grace is an important point that Golding proves over again and again in many of his works, often comparing man with characters from the Bible to give a more vivid picture of his descent. Golding symbolizes this fall in distinguishable manners, ranging from the illustration of the mentality of actual primitive man to the reflections of a corrupt seaman in purgatory. William Goldings first book, Lord of the Flies, is the story of a base of boys of varied backgrounds who are marooned on an unknown island when their plane crashes. As the boys try to organize and formulate a plan to get rescued, they begin to separate and as a result of the dissension a band of savage tribal hunters is formed. Eventu ally the stranded boys in Lord of the Flies almost entirely rush off civilized behavior (Riley 1 119). When the confusion finally leads to a manhunt for Ralph, the reader realizes that despite the strong sense of British character and civility that has been instilled in the youth throughout their lives, the boys have backpedaled and shown the underlying savage side existent in all humans. Golding senses that institutions and order imposed from without are temporary, but mans irrationality and nervous impulse for destruction are enduring (Riley 1 119). The novel shows the reader how easy it is to revert back to the evil nature inherent in man. If a group of well-conditioned school boys can ultimately wind up committing various extreme travesties, one can imagine what adults, leaders of society, are capable of doing under the pressures of act to maintain world relations. Lord of the Fliess apprehension of evil is such that it touches the nerve of contemporary horror as no engli sh novel of its time has make it takes us, through symbolism, into a world of active, proliferating evil which is seen, one feels, as the natural condition of man and which is bound to remind the reader of the vilest manifestations of Nazi regression (Riley 1 120).

Chinese Rice Farming Essay -- China Agriculture Rice Essays Papers

Chinese Rice FarmingWorks Cited Not includeAn ancient Chinese proverb reads, Without rice, even the cleverest housewife cannot cook. In a comical manner, this proverb illustrates an important point - rice serves an essential function to the bulk of China. As the pivotal mediator between the Chinese people and the rice they consume, the weather, climate, and environment has played an integral role in rices payoff and utility, as well as the importance it plays within the culture. Ironically, something so integral to Chinese society may not indeed be sustainable for the future. onward discussing the important inter-dynamics between rice, people and the environment, it is necessary to briefly review the importance of rice in China. Rice is the staple food source of China, a verdant containing over 1.3 billion residents. Chinese officials report that the per capita energy intake of food is around 2,600 calories, where of their protein and 5/6 of their caloric intake come from grain chiefly rice.28 The government has gone to great lengths to feed their ever burgeoning population and it is a monumental undertaking. China produces 35% of the worlds total rice production, ranging from 171 trillion to 191 million metric tons annually over the past decade.29Chinese mythology has expounded upon many of the critical elements that pertain to human existence the division of the heavens and the earth, the entry of man, and the origins of rice. According to legend, rices origin is begins during the aftermath of a devastating storm thousands of years ago.30 The lands and rivers were flooded and food sources were scarce every type of typeset life was destroyed and no animals could be found. Seeing the hardships the... ...the fields during the monsoons would be almost impossible, and highly expensive. Other proposed remedies have their own specific costs and benefits, provided as of yet no comprehensive, realistic solution has been developed.37 Until this occurs, the situation in China, and the world at large, gets worse by the day. At this point in time, at that place are no signs suggesting that China will abandon their rice culture, and weather and climate will both influence and be impacted by rice production for years to come. Scientific research is advancing by the day and we will eventually find a solution to this rice methane problem. Hopefully, this topic has been able to illustrate how important the dynamic relationship between rice, the weather and climate, and Chinese society, and how a subject that on surface may appear to be dull to some can be rather exciting and educational.

WHERE THERE IS SECURITY THERE IS PEACE! :: essays research papers

When most people think of Egypt they picture pyramids, mummies, deserts and beautiful beaches. While Egypt is best known for these things, many may not know that Egypt has had a long history of wars and violence with Israel. Ever since the beginning, Arabs and Israelis attain been in hostility with one another. Up till this day Israelis and Palestinians still affect to commit violent acts against each other. This is why it is more important than ever now to enforce hostage measures everywhere in the Middle East. To prevent incoming suicide attacks and bombings committed by the Palestinian nation. The way Egypt sees security is a way to counter terrorism. With a good security plan and enforcement there is no way terrorist can commit violent acts.The Arab-Israeli conflict is a long-running conflict in the Middle East regarding the existence of the State of Israel and its relations with Arab peoples and nations. Egypts triplet wars with Israel were in 1948, 1967 and 1973, then it s eventual peace agreement with its rival in 1979. In both 1948 and 1967 warfares with Israel, Egypt had lost both of them, and then in the end in 1973 Egypt won their first war against Israel known as the Yom Kippur war which resulted to the signing of a peace treaty with Israel. The forgedgest issue Egypt faces right now is forming enemies with Israel, heaven or any other surrounding Middle Eastern countries. For example if Egypt sides with either Israel or Palestine they will most definitely form unhealthful relations with other countries. The search for peace in the Middle East dates back to the establishment of the state of Israel in 1948 and it still remains a big issue in the Middle East. Both Israel and the Palestinians have said that their lack of their populations safety is a major obstacle to peace. The major keep back to the affect of Peace in the Middle East is between both Israel and the Palestinians. Both countries have called for the end of violence as a requirem ent to returning to the negotiating table. But, Israelis, for example, have refused to speak to Palestinian negotiators while its citizens, both civilian and military, are being blown up in terrorist acts on buses, cafes, marketplaces and checkpoints. Its a fact that without security there is no peace Though peace is a large issue in the Middle East, many Arabs of Egypt believe that without a stable security system in the Middle East there is no way peace can be formed.

Humorous Wedding Toasts to the Newlyweds :: Wedding Toasts Roasts Speeches

Humorous Wedding Toasts to the NewlywedsLearning to LoveTo the untriedlyweds,When you learn to love hell, you will be in heavenForsake NotForsake not an old wife, for the new is not comparable to her. A new wife is as new wine when she is old, thou shalt drink her with pleasure.A Clean ShirtHeres that you may always haveA clean shirtA clean conscienceAnd a dollar in our pocket.Health and ProsperityHeres to health and prosperity,To you and all your posterity.And them that doesnt drink with sincerity,That they may be damned for all eternity DiplomacyGetting married is like getting a masters degree in diplomacy.In just two short years you will develop the ability to tell your husband to go to hell,So that he will look forward to making the trip. facing ProblemsSooner or later, in every marriage, you will encounter problems When this time comes, you must take the bull

Humorous Wedding Toasts to the Newlyweds :: Wedding Toasts Roasts Speeches

Humorous Wedding Toasts to the NewlywedsLearning to LoveTo the newlyweds,When you learn to love hell, you will be in heavenForsake notForsake not an old wife, for the new is not comparable to her. A new wife is as new wine when she is old, thou shalt drink her with pleasure.A Clean ShirtHeres that you may always haveA clean shirtA clean conscienceAnd a dollar in our pocket.Health and ProsperityHeres to health and prosperity,To you and all your posterity.And them that doesnt drink with sincerity,That they may be damned for all eternity kickshawGetting married is like getting a masters degree in diplomacy.In just two short years you will mother the ability to tell your husband to go to hell,So that he will look forward to making the trip.Facing ProblemsSooner or later, in any marriage, you will encounter problems When this time comes, you must take the bull

Promoting Communal Harmony

Promoting Communal harmoniousness Promoting Communal Harmony In our countrified masses belonging to various religions live in harmony, but there are occasions when the communal fabric gets disturbed, often on trivial issues. It is the responsibility of in all sections of society to ensure peace and brotherhood so that all round development of the country takes places rapidly. The law have a great role to act as in promotion of communal harmony and field integration. They come in contact with the general public in the process of performing their duties far more frequently then most other bodies of civil servants of the G all overnment.In such a situation, interaction with vision, chthonianstanding, tact, compassion and humour by the police will not just raise the public esteem of the police but will also lead to a healthy police-public relationship, and secure the desired measures of public involvement and cooperation in promotion of communal harmony. Keeping this in mind, the National Foundation for Communal Harmony (NFCH) has been organizing seminars with the aim of effective sensitization of the police officers so that they become the torchbearers of communal harmony and guinea pig integration in their day to day functioning.The first such seminar was held at Haryana Police Academy, Madhuban, in August 2007 and the second one in Mumbai in October 2007. The Foundation, which is working silently for promotion of communal harmony, has also supplied reading materials on the role of police in promotion of communal harmony and issue integration, constitutional and statutory provisions relating to communal harmony. These seminars have been quite successful in spreading the message of communal harmony and national integration amongst the police officers.The Foundation is an autonomous organization registered as a society under the Societies Registration Act, 1860. It functions under the aegis of the Ministry of berth Affairs and the Union foundation p arson is the Chairman of the Governing Council. The principal objectives of the Foundation is to foster communal harmony, fraternity and national integration in general, and facilitate physical and psychological rehabilitation of the youngster victims of caste, communal, ethnic or terrorist force, in particular.The NFCH undertakes and assists state governments, local administration, non-governmental organizations, universities, colleges and schools, social activists, scholars, researchers and students in undertaking activities and programmes aimed at promoting harmony at local, state and national levels. Though there have been some incidents of communal violence in certain States, there has been no major communal riot in any part of the country in 2007. Proactive role of the Central and State Governments prevented escalation of communal violence at Gorakhpur in Uttar Pradesh and Indore in Madhya Pradesh last year.All states are advised to keep a close watch on the situation with c ommunal overtones and take early steps to prevent any flare up. Over the last five days the incidents of communal violence have gradually come down. The decline is attributed to the Centre closely monitoring the situation and keeping a strict vigil on the activities of individuals and organizations to ensure that the situation remains under control. The activities of all organizations having a bearing on maintenance of communal harmony in the country are under constant watch of the law enforcing agencies.The Communal Violence (Prevention, Control and Rehabilitation of Victims) Bill 2005 has been introduced in the Rajya Sabha. The Bill has been referred to the Department Related Standing Committee of Home Affairs. The report of the Standing Committee, on the basis of suggestions made by several individuals and organizations with regard to the Bill, has been received. The report and various suggestions received are being examined in the Ministry in consultation with the Ministry of L aw and Justice and others for further necessary action.The Good Samaritan Playing the role of a Good Samaritan, the NFCH provides financial assistance to children who are orphaned or become destitute in caste, communal, ethic and terrorists violence for their care and education. Assistance is provided at the rate of Rs. 9,600 per annum per child in A and B class cities and Rs. 9,000 per annum per child at other places without any restriction on the number of children in a family. Additional assistance at the rate of Rs. 1,800 per annum per child is extended for undergoing vocational training.Children in the age group of 0-18 years (extended to 21 years in appropriate cases) whose families are below poverty line (Rs. 31,600 in urban areas and Rs. 22,400 in rural areas per family per annum) are legal under the assistance provided they pursue their study after the age of five. Assistance is sanctioned for 12 months at a measure coinciding with the academic session of the child and i s renewed on year-to-year basis. The Foundation aims at providing assistance to every single eligible child victim of violence so that such children, after receiving proper education become responsible and productive citizens.The Foundation has stepped up its liaison with State Governments for ensuring assistance to every eligible child, both in the categories of fresh cases and renewal cases. The NFCH has to necessarily depend on States and particularly District administrations for identification of orphaned or destitute children and for submission of their applications along with necessary documents. Every year awards are given by the Foundation to individual and an institution for their outstanding contribution to the cause of communal harmony and national integration.Instituted in 1997, the award has acquired an aura of its own. The Foundation is striving for greater publicity for the awards so as to ensure that cases of as many deserving cases as practical are placed before th e jury for selection. Aimed at creating awareness about communal harmony and national integration, the Foundation extends assistance to state administrations and non-governmental organizations for holding debates, seminars, workshop, painting, poster, motto or essay writing competition, musical and cultural programmes, kavi sammelans and mushairas.The Foundation is striving to encourage and support as many organizations as possible to take up, on a significant scale activities related to promotion of communal harmony and national integration. The Foundation extends financial assistance to state/union territory administrations for organizing inter-community milans (get together) on important festivals like Eid, Deepawali and Christmas subject to certain monetary ceiling. Sadbhavana clubs have been established in educational institutions to sensitize students and motivate them to work for promoting communal harmony and national integration.The clubs aim at inculcating social values l ike fraternity, love and peace among the young generation. They strengthen bonds of unity and affinity and promote belief in the principles of non-violence in the society. The Foundation associates itself with important inter-community festivals like Phool-Walon-Ki-Sair in Delhi, and Nauchandi festival in Meerut and Deva Mela in Barabanki, both in Uttar Pradesh, to promote better understanding among various communities. Communal Harmony Campaign Since its inception in 1992, the Foundation has been taking active part in communal harmony campaign and has extended financial assistance of over Rs. 6 crore for rehabilitation of 8,849 children up to December 31, 2006. It also assists non-governmental organizations under the project Cooperation and grants fellowships for undertaking research in field situation in the communally photosensitive districts. The Union Home Ministry on its part gives Kabir Puraskar national award to those promoting communal harmony by showing physical and moral courage while saving the lives and property of members of another community during communal riots, caste conflicts or ethnic clashes.While Sankalp Divas is observed on October 31 every year, Qaumi Ekta Week is observed from November 19 to 25. The Home Ministry also encourages voluntary organizations to undertake activities for the cause of national integration and communal harmony through cultural shows, essay and painting competitions, inter-regional camps and exhibitions. It is the cumulative result of all these efforts that a sense of communal harmony prevails in the country by and large as is reflected in the Home Ministry statistics

Action Learning Review

The Longwall division is responsible for the majority of coal outturn at the mine and hence, revenue for the business. The oversight group in this plane section contain of five staff members, with the Superintendent as the old person reporting to the Mine Manager. As Technical Services Manager I am a member of the senior management squad for the mine, and a peer to the Mine Manager. However, I have nonedirect authority over the Longwall department. Although it is worthy to the onset, the Longwall department does not tend to operate effectively as a police squad.Whilst there is a clear annual performance target set by senior management, there volition often be confusion amongst the group when they attend the mines planning meetings as to what the particularised picayune line previousities for the department should be and the best way to achieve them. This confusion invariably places to skirmish in these meetings between group members, with individuals attempting to en sure that their specific area of responsibility is not affected by the another(prenominal)s individual priorities.There has been a full(prenominal) turnover of staff in the past year and the overall performance of the Longwall has been poor, with production results 40% below budget impacting significantly on the profitability of the business. Analysis The Longwall mine process is complex and to be successful requires reciprocal interdependence of tasks (Thompson, 1967). The engineers moldiness work closely with the operations staff in the department through the planning and implementation stages to ensure safe and productive operations with minimal unknowledgeable delays.This requirement of interdependence makes the Longwall process ideally suited to a team approach for management. Although it is a small group comprised of five staff with complementary skills, and a common production target for the year, the Longwall department does not currently satisfy the requirements of Kat zenbach and Smiths (1993) definition of a team. They fail to define short terminus deaths and work processes which would lead to achievement of the annual production target and, in addition, the group does not hold themselves mutually accountable for their performance.The lack of team approach towards these highly interdependent tasks leads to competing short term priorities within the group and results in poor overall performance. One of the key reasons that the Longwall department has failed to come unitedly as a team is a lack of group viscidness (Shaw, 1981). The members of the group are heterogeneous (Managing People & Organisations, 2006), with different expertise and experience and as a result there is often competition and conflict (Raelin, 1985) with regards to the best approach to various tasks.This is potentially linked to the lack of specific short term goal climb completed within the group as they seek to avoid conflict because they lack the interpersonal skill of c onflict resolution (Managing People & Organisations, 2006). However, this conflict inevitably occurs when the group attends the mines planning meetings, as the individuals promote different priorities and ideas. If the group was more cohesive and co-operative, individuals would not feel threatened by other members and the heterogeneity of the group could be harnessed in a positive way through creative and flexible solutions to problems.For example one of the mining staff may have a different solution to an engineering problem which was not considered by the engineers. The lack of cohesiveness has led to a high turnover of staff over the past year. This means that Tuckman and Jensens (1977) sprightliness cycle of the group has had to return to the forming stage of the on a number of make and this in turn has hindered the development of group norms (norming stage) which would enhance co-operation within the group and is essential to achieve the infallible performance.This lack of pr ogress through the group feeling cycle is also linked to the level of competition between heterogeneous group members as they battle for power and influence in the group. The required short term goal setting and work approaches would be more easily achieved by a cohesive group. If the group was able to achieve the latter stages of the life cycle it is likely that group cohesiveness would be high and there would be significantly less staff turnover.The management processes at the mine currently manage individuals kind of than teams (Hackman, 1990). This is linked to the Longwall departments reluctance to embrace mutual accountability for performance and also the reluctance of the Superintendent to effectively lead the group as a team, as discussed below. Remuneration and bonuses are reexaminationed on the basis of individual performance, with little accountability for performance as part of a team. This leads individuals to protect themselves by making excuses and blaming others f or poor performance.It also encourages individuals to focus on the specific tasks and priorities that are linked to their individual performance rather than those best suited to the overall departments performance, resulting in conflict and a lack of co-operation in the planning and implementation of tasks. On the basis of Thompsons (2000) model, the Longwall department achieves 2 out of three essential conditions to be an effective team. The group has the requi order knowledge, skills and ability to complete the required tasks and their motivation to do so is evidenced by the long hours that each individual spends at work focussing on those tasks.However, as mentioned earlier, the group lacks co-ordination strategies such as short term goal setting and work method development which prevents them from developing into a real team. In addition, Thompsons team effectiveness model also requires an appropriate environment in which the team can operate. As discussed earlier, the design o f the team is appropriate however the requisite organisational context and team culture are currently absent.As can be seen from the earlier analysis, the management of the Longwall mining process is well suited to a team approach, provided that the personnel are managed effectively as a team rather than as individuals in a group. On the basis of Katzenbach and Smiths team performance curve (1992) the Longwall department is currently at the potential team stage. The individuals in the department have a clear annual production target and are all working hard to achieve it, however, they lack specific short term goals, a common working approach and an attitude of mutual accountability.To achieve the desired performance and meet the annual production targets, the team will need to move from the potential team stage to the real team stage. Improvement Planning From my analysis of the Longwall department I have place three specific improvement opportunities that I would pursue if I was the Mine Manager to move the team from the potential team stage to the real team stage. Firstly I would look to improve the groups specific competencies essential for effective teamwork through formal planning and improve group cohesiveness through team building activities.Secondly I would implement a process to hasten the setting of short term goals and work methods to achieve them. Finally I would modify the performance management system and remuneration packages for the individuals in the department to reflect a team based approach rather than individual management. However, prior to beginning the improvement processes I would begin calling the department the Longwall team so that they begin to identify themselves as a team rather than a workgroup or department.To improve the groups task-related and interpersonal competencies, which are important for effective teamwork, I would organise for the group to go off site together for one week of formal training and team building ex ercises (Managing People & Organisations, 2006). This training may need to be ongoing. It is important that the group attends this training together so that they can begin to build mutual trust and respect and develop social capital (Lengnick-Hall and Lengnick-Hall, 2004).It is also essential that the training is held off site to ensure there are no distractions. One possible obstacle to carrying out this training is that taking the whole group offsite at the same age leaves the workforce with a lack of supervision or direction. To overcome this I would arrange the Superintendent of another area of the mine who has significant Longwall experience to jump the absence of Longwall Superintendent. I would also arrange for the mechanical and electrical engineers from the engineering department to provide coverage from an engineering perspective.The success of this training can be touchstoned through an assessment process conducted by the training organisation at the end of the trainin g program to examine the judgment and application of the concepts by the individuals in the group. A questionnaire completed by each member of the group would also be implemented to determine their perception of the applicability and success of the training. To facilitate the groups setting of short term goals and work methods to achieve them, I would send them off site again for two days with an outside facilitator.This forum would also include team building activities to break up the workshop and continue to promote team bonding. They would utilise the task-related competencies gained in the formal training process to develop and document short term goals based on achieving the annual production targets set by senior management. They would also be required to assess the potential obstacles and risks to achieving their short term goals and develop and document contingency plans to overcome those obstacles. It is essential that the team develops the goals together so that they hav e ownership and fealty to achieving them.They need to ensure that the goals and work methods focus on performance not just togetherness (Katzenbach and Smith, 1992). Again, a potential obstacle to this process is taking the group offsite together leaving the workforce with a lack of supervision and direction. This would be addressed in the same manner as previously for the formal training. A befriend potential obstacle/risk to this process is the quality of the external facilitator. If this person does not have the appropriate skills to keep the workshop on track and the understanding of the desired outcomes, it is likely that the workshop will not be successful.To overcome this obstacle I would interview potential facilitators and seek references from others who have used them in the past. Once selected, I would ensure that the facilitator is very clear about the purpose of the workshop and the required documented outcomes. To measure the success of this workshop I would review t he documented short term goals to ensure that they will allow the team to meet the annual production target and I would also assess the adequacy and relevance of the contingency plans to overcome the identified obstacles and risks.A second measure will be whether or not the group achieves its self developed short term goals over the following weeks. To modify the performance management review system I would change it from an individual performance review by the Superintendent to a 360 degree review process. This review would be based on individual contribution to the team performance as viewed by other members of the team and will provide valuable feedback for individuals.I would also change the remuneration system for the individuals in the team to incorporate a bonus related to Longwall performance as a team measured on the basis of coal produced against targets (Gross 1995). This would encourage the team culture to develop with individuals supporting each other and keeping each other on track rather than pursuing individual priorities. One obstacle to this could be the feeling that some things which could impact Longwall production are out of the management teams control, such as geological conditions.To overcome this I would document the potential influences on performance which are not controllable by the team and undertake to discount the production targets by a proportional amount to any performance impacts suffered to ensure that the bonus arrangement is not compromised. The measure of the success of this improvement strategy will be the achievement of production targets over the short and long term. References Gross, S. E. 1995, Compensation for teams how to design and implement team-based reward programs, American Management Association, New York.Hackman, J. R. 1990, Groups that work (and those that dont), Jossey-Bass, San Francisco. Katzenbach, J. & Smith, D. K. 1993, The wisdom of teams creating the high performance organization, McGraw-Hill, Lond on. Katzenbach, J. & Smith, D. 1992, Why teams matter, extract from The wisdom of teams creating the high performance organization, in The McKinsey Quarterly, no. 3 of 1992, pp. 3-27. Lengnick-Hall, M. L. & Lengnick-Hall, C. A. 2004, HRs role in building relationship networks, Academy of Management Review, vol. 17, no. 4, pp. 53-63.Managing People and Organisations, 2006, Unit 5, pp. 1-56, AGSM MBA (Executive) Program. Raelin, J. 1985, The clash of cultures, Harvard Business school Press, Boston. Shaw, M. E. 1981, Group dynamics the social psychology of small group behaviour, McGraw-Hill, New York Thompson, J. D. 1967, Organizations in action, McGraw-Hill, New York. Thompson, L. 2000, Making the team a guide for managers, Prentice-Hall, Upper bicycle seat River. Tuckman, B. & Jensen, M. 1977, Stages of small group development Group and organisational studies, vol. 2.

Job rotation in the Philippines Essay

The explore investigates the utilization transition of new graduates from HEIs of Batangas. The employment success of graduates was measured in impairment of the companies reasons for hiring and skills that the new graduate applicants supposed to possess so they will fit for employment. The researcher employ the contributions of 12 high Education Institutions (HEIs) of Batangas. Data were obtained from 106 human resource officers and unit heads from 61 business establishments in the cities of Lipa, Tanauan and Batangas. This study focuses on the employment transitions of new graduates to the labor market. What do we already know about the immediate ara of concern? It was perceived that universities where students graduated from greatly influenced their employment success. The institution that set up a report in call of high quality of education is often believed to produce students that will most likely get hire than new(prenominal) students with unpopular schools.Also, th e behavior of the applicant as a student is shown from school rankings. Good grades are important because employers whitethorn think it has an effect on the future work performances of anemployee. The human resource division gives examinations with questions about general information or questions related to the vacant positions to be filled up in order to measure the knowledge and characteristics of an applicant that could leadership them toward employment success. Applicants were interviewed for clarifications of information or for recovering pertinent data about their applications that could help the hiring officers on their employment decisions. (Whats more than important than the other? What gives more impact in the hiring process? Is having good grades or graduating from a popular university affects hiring status more that the exams or interviews an applicant has to go through before getting hired?)What are the characteristics of the key concepts and variables? Credentials. The labor market is consistent with asking for formal credentials as a requirement for the new graduate applicants. However, tally to this research, results of the formulated questionnaires show that it is not an indicator of employment success. Credentials is just a mere requirement but not used as a tool for hiring and selection process. It is important to be presented and the applicant may have good academic performance but the information it contained, according to the respondents are still to be verified if it reflects the employees future working performances. Higher Education Institutions or (HEI) Reputation.An institution that maintains a good reputation in terms of crowing quality education produce students that has higher chance of getting employment success as the result of this research suggest and answers were given by the respondents from unalike labor market Human Resources officers or representatives. The research also proves that some companies are bias in hiri ng the graduates of a certain institution if thither is an operational position. This suggests that graduates from other HEIs have a lower chance of getting hired. Higher Education Institutions or (HEI) Quality Assurance and Accreditation. The good reputation established by an HEI is also assisted by the quality office and accreditation examined and verified by external firms which may be local or international. Although reputation suggests a higher consistency as confirmed by the labor market of Batangas, it is certain that efforts in accreditation should be implemented by the HEIs because it helps them attain a distinct reputation which will give their graduates equal chance ongetting hired. Employee Selection Process.Efforts on assessing job relevant characteristics were instigated by the HRs during the hiring and selection process. They make use of tools such as examinations and interviews to further assess the applicants knowledge, capabilities and characteristics to get empl oyed or be selected for a certain job position. correspond to the research, the labor market is highly consistent with selecting employees with desirable personality as suggests by the result in interviews implemented. Employment Success or Selection for a certain Job Position.The employment success doesnt prove the new graduate applicants satisfaction with their entry in the labor market. They may be hired but some of the new graduates complain about their underemployment. According to the research, employers use tools such as examination and interviews as well as look upon the reputation of the schools in terms of accreditation to hire new employees. However, in the selection process the employers would most likely designate the employees to their job positions by using their credentials.What are the affinity between key variables, concepts and factors? The research aims to investigate the employment transitions by measuring the employment success, failure to get employed and un deremployment based on the procedures or tools used by employers. The study shows that to attain possible employment success, a new graduate should be from a school with good reputation in terms of quality assurance. Another important factor is to pass the exam and interviews given by the HR or hiring officers. Credentials also played an important position although it needs t be verified and it may not be an indicator of employment success but employers used to designate employees to job positions.What are the existing theories, inconsistencies, shortcomings in our knowledge and understanding? The researcher used the social structure theories of middle range the screening, credentialism and status construction theory. The over emphasis on credentials is not of great importance in employment success as emphasized on the study but it cant be prematurely concluded since the local where the study is conducted is only limited in Batangas. How about the business districts in Manila (eg M akati)? Some graduates of the HEIs in Batangas may apply in Manila orother business districts. Some applicants of companies in Batangas may have been graduated from schools in Manila or other places.What evidence is lacking, inconclusive, contradictory or limited? The quality of education is only measured using two factors the reputation and accreditation. The research is not able to give up the evidence regarding the career landing of the new graduates from specific HEI that will prove the discrimination or the bias in hiring. The study did not focus on the employment success but also looks upon the failure to get hired and the underemployment, which were both lacking evidences.Why do we need to study the research chore?Literature provided by the researcher shows that although it was said that there is a shortage of employees in terms of job vacancies in the business industries and lack of competitiveness of the employees, ironically, there is a complain on being under employed. Also, literature regarding employee transition is deficient with empirical evidences.What contribution can the present study are pass judgment to make? The study will help the education investors such as the parents or guardians of the students realize the importance of assessing institutions that will give them appropriate returns in the future. This research will also help the government sector in charge with the control and improvement of education industry make modification and enhancements with regards of quality assurance that would give graduates of different HEIs equally opportunities in getting hired.What research method seems unsatisfactory?The research gave questionnaires with only 106 out of 200 were retrieved and completed. It is not stated whether the questionnaire floated has 11 ration with the companies in Batangas. The employees of the same go with could answer the questionnaire, and if there were a difference in their answers, how would it reflect the hiring and selection process of the company as a whole?

Business & Organizational Ethics Essay

Course DescriptionThis course is designed to develop an find outing of the theory and practic able-bodied activity of ethical issues facing business and organizational leaders/ in the 21st century. Students get out explore a variety of ethical paradigms and go forth get going actively engaged in the evaluation and in-depth examination of little topics in management today. This course is organized in a seminar format and with 6 in person and two virtual meeting judgment of convictions focusing on a specific topics in each session.Course TextsSelected Readings Provided by instructorWhitworths educational PrinciplesWhitworths educational principles argon grouped broadly into three categories as described on pages 7 and 8 of the Whitworth University catalog1. The knowledge that students will cod2. The skills we believe are acquireed to work effectively in the world3. Thefaith and values that our community seeks to reflectThis course is designed to integrate completely three of these principles through the process of learning, practicing and applying knowledge in the area of business ethics. Students will gain knowledge and skills needed to understand basic accounting and its application in an ever-changing business environment through study, practice and application. The integration of ethics and values in a managers role in business will be addressed specific all in ally in the course content.Program Mission and OutcomesThe mission of the Whitworth School of Business is to develop ethical world(prenominal) professionals. This course will provide a platform on which students will be able to demonstrate competency through the ethical application of managerial concepts in a real-world setting.The learning outcomes for students completing Graduate Studies in Business state that one should be able 1. to understand the sources and uses of data and to know how to measure and use data and other information 2. to think and function independently as professio nals, and in particular to be able to foresee and solve problems 3. to understand the legal, economic, business and organizational cultures and environment that frame their professional work. 4. to communicate well, both within and across cultural and national barriers, and work effectively in groups of divers(prenominal) individuals and 5. to begin to integrate their spiritual and ethical values with their chosen professional vocation.Course OutcomesAt course conclusion student will be able toCritically evaluate complex business situations from multiple perspectives Understand and clearly articulate their personal ethic and maintain that when confronted with business world realities Demonstrate an in-depth sagaciousness of current major(ip) issues in business/organizational management understand the practice of management from an other moral centered framework demonstrate intemperate writing competence essential for professional management/leadershipAssignment GuidelinesAll wri tten assignments must be typed (double-spaced), stapled and have numbered pages. I expect all writings to be turned in on or before the due date. Assignments handed in after the date on which it is due will not be accepted unless you can demonstrate extenuating circumstances.Written assignments will be evaluated for clarity, construction and appropriate format. Unless the assignments states differently, all assignments and oral participation will be evaluated on the basis of the students comprehension of the course materials plus the students ability to articulate and to support an informed and critical personal analysis of the issues presented.Graduate students are expected to come prepared to class, as active participation is essential to learning in this course. To encourage this, I will typically call on several students to answer questions concerning assigned readings.AttendanceAttendance is essential to satisfactory completion of this course, as a major part of learning in an Ethics course occurs in classroom participation and sermon. Absences of any kind cannot exceed 25% of class meetings or an F in your final grade will result.Academic DishonestyPlease note that I take seriously the colleges policy on the need for academic honesty in all your work. I refer you to the current college catalog, and the current Student Handbook, where guidelines on plagiarism and other forms of academic dishonesty are spelled out. Any form of dishonesty in an assignment will lead to a zero on the assignment, and I reserve the right to give a grade of F for the course as well.Special NeedsWhitworth University is committed to providing its students access toeducation. If you have a documented special need that affects your learning or performance on exams or papers, you will need to contact the Educational Support Office (Andrew Pyrc ext. 4534) to identify accommodations that are appropriate.Statement on Classroom bearingThe University takes seriously its commitment to m aintaining civility and mutual respect in the classroom. Please refer to the current Whitworth University catalog for more information on university policies and classroom bearing expectations.Course ContentThe course consists of 8 sessions (Mondays Sept 29, Oct 6, 8(Wed), 13, 15(Wed), 20, 27, Nov 3). Two of these sessions (Wednesdays Oct 8 and Oct 15th) are allotted for team and project work, personally or virtual. Each in-person session will focus on specific topical areas in business/organizational ethics. I will provide selected readings for each of these topical areas and broadly speaking spend the first part of each class period discussing these readings as well as related subject material. Additionally, working in teams, you will interrogation contemporary literature relating to your assigned subject area and present a written summary as well as lead class discussion on the assigned class date.Reflection papersFour 5-6 page reflection papers will be submitted on the follow ing dates Oct 6, 13, 20, and 27. These are brief essays in which you will present your thoughts and reflections on what you have learned in the course. They may be reactions to readings or insights you have picked up in discussions or lectures. These papers are to be typed and double spaced in essay format. Written assignments will be evaluated for engagement, clarity, and academic polish. APA style is expected. Late assignments will not be accepted.Personal EthicMost adult learners have a fairly established moral/ethical belief system, although few have taken the time to analyze and articulate it. In thispaper, you will integrate information obtained in class as well as readings to describe and support what might be described as your personal theory of ethics or the basis for your personal ethic or How do I know the difference in the midst of right and wrong? This paper should be 8 10 pages in length (in essay format) and will be evaluated for clarity, comprehensiveness and pers uasiveness. The paper is due the start night of class (Nov 3).Team Research and PresentationStudents will work in teams and research current contemporary literature regarding a specific topical area within business and organizational ethics and present a summary of their findings to the class (and lead class discussion) according to the attached schedule. Each team will produce an annotated bibliography and a summary paper. This paper will be done in APA format and will be between 2500 3500 words in length. Your presentation to the class will follow the attached schedule, but the completed paper and annotated bibliography will be due the last night of class (Nov 3).