Identity and Belonging

Should gay marriage be legal Essay Example | Topics and Well Written Essays - 250 words

Should gay marriage be legitimate - Essay Example A certain something, which should be considered is that the quantity of gays living in the United States is exceptionally less when contrasted with the individuals who like to have relationship with the contrary sexual orientation. In this manner, offering opportunity to such individuals to create associations with a similar sexual orientation doesn't have a major effect. From the viewpoint of gays, a portion of the reasons that help gay relationships incorporate fortifying of social idea of marriage, sexual opportunity, and opportunity of decision. Gay marriage has least worry with the profound quality since it advances equity, opportunity, and uniformity. On the off chance that an individual needs to go through his time on earth with an individual having a place with a similar sexual orientation, nobody ought to restrict it in light of the fact that each individual has the privilege to do anything he desires to do as long as his activities don't influence the privileges of some other individual. Consequently, gay relationships ought to be held legitimate in light of the fact that it doesn't influence the privileges of others. Warren, Patrick. â€Å"Same Sex Couples Can Avoid Unnecessary Problems By Getting These Documents In Order Now.† Ezinearticles.com, 03 Aug. 2011. Web. 23 Sep. 2011.

How Panic Disorder Is Diagnosed

How Panic Disorder Is Diagnosed Panic Disorder Diagnosis Print How Panic Disorder Is Diagnosed By Katharina Star, PhD facebook linkedin Katharina Star, PhD, is an expert on anxiety and panic disorder. Dr. Star is a professional counselor, and she is trained in creative art therapies and mindfulness. Learn about our editorial policy Katharina Star, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on August 05, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on April 04, 2019 Universal Images Group / Getty Images More in Panic Disorder Diagnosis Symptoms Treatment Coping Related Conditions Do you suspect that you are experiencing the symptoms of panic disorder? Finding out whether or not you have panic disorder begins with a diagnosis. The following describes how panic disorder is diagnosed. The Evaluation Process Only your doctor or a qualified specialist can diagnose you as having a mental health condition. Professionals who treat panic disorder are trained to make an accurate diagnosis. Although the diagnosis of panic disorder is largely clinical, based on the doctors interview, he or she may have you complete self-assessment tools or questionnaires that will ask you questions pertaining to your symptoms. This assessment will give your doctor or therapist an idea of the intensity and duration of your symptoms, along with providing other pertinent information for diagnostic purposes. In the clinical interview, your doctor or therapist will ask more in-depth questions to make an accurate diagnosis. For instance, you may be asked questions regarding your medical history, current symptoms, and recent life changes. Finding out more about you will assist your doctor or therapist in ruling out the possibility of other medical or mental health conditions. The entire diagnostic evaluation process is typically completed within one to two visits. When determining your diagnosis, your doctor or therapist will decide if you meet the diagnostic criteria for panic disorder. The Diagnostic and Statistical Manual of Mental Disorders, 4th edition, text revision (DSM-IV-TR) is a handbook that contains the diagnostic standards for all mental health conditions. Your doctor or therapist will reference the DSM-IV-TR when determining your diagnoses. Panic Disorder Discussion Guide Get our printable guide to help you ask the right questions at your next doctors appointment. Download PDF Diagnostic Criteria According to the DSM-IV-TR, to receive a diagnosis of panic disorder, a person must be experiencing spontaneous panic attacks. These attacks typically occur out-of-the-blue and involve a combination of physical, emotional, and cognitive symptoms. Panic attacks often reach a peak within about 10 minutes before gradually subsiding. As outlined in the DSM-IV-TR, panic attacks are experienced through four or more of the following symptoms: Heart palpitations or accelerated heart rateExcessive sweatingTrembling or shakingShortness of breathFeeling of chokingChest painNausea or abdominal painFeeling dizzy, unsteady, lightheaded, or faintDerealization or depersonalizationFear of losing control or going crazyFear of dyingFeelings of numbness or tingling sensationsChills or hot flashes Related and Co-Occurring Disorders People with panic disorder are often at greater risk for developing an additional mental health disorder. For example, its been estimated that approximately 50% of those diagnosed with panic disorder will experience one episode of major depressive disorder in their lifetimes. Your doctor or therapist will be able to determine if you are experiencing any additional mental health conditions. Aside from depression, panic disorder sufferers are also more likely to have a co-occurring anxiety disorder. Common related disorders include social anxiety disorder (SAD), post-traumatic stress disorder (PTSD), obsessive-compulsive disorder (OCD), and generalized anxiety disorder (GAD). Given that these conditions share similar symptoms to panic disorder, it is possible you are actually experiencing one of these separate disorders. Your doctor or therapist will be able to determine if you have any of these related conditions. Close to one-third of those diagnosed with panic disorder will also develop a condition known as agoraphobia. This disorder is common among people with panic disorder, as it involves a fear of having panic attacks in situations from which it would be challenging or embarrassing to flee. This fear often leads to avoidance behaviors in which the person avoids certain situations. Typically, avoidances include crowded areas, different modes of transportation, and open spaces. The feelings of fear associated with this condition can become so intense that a person may become homebound with agoraphobia. Follow Up and Treatment Considering that agoraphobia typically develops within the first year a person experiences spontaneous panic attacks, it is important to begin treatment early on. Once you have received a diagnosis of panic disorder with or without agoraphobia, you will need to follow through with your treatment plan. The most common treatment options for panic disorder include prescribed medications, psychotherapy, self-help techniques, or a combination of these approaches. Medications for panic disorder can assist in reducing the intensity of panic attacks and feelings of anxiety, and psychotherapy can assist you in building coping skills to manage your condition. Self-care activities, such as relaxation techniques, can help you deal with feelings of stress and anxiety. By getting help, a person with panic disorder can learn to cope with their condition and improve their quality of life.

To Keep a Companys Integrity and Prevent Fraud, Internet...

Internal Controls Definition. Internal Control is systems and controls that are implemented in a business to ensure that the integrity of information and prevent theft and fraud of the company’s cash and assets. This helps to ensure the legal Compliance and provide accurate information efficiently. Purpose. The purpose in Internal Controls to show you’re shareholders and employees what you would like the business to achieve in the year to come. When an business has internal controls implemented this helps to ensure that this business has the best quality of their products to sell. Internal control is there to get your customers to trust into your business. Internal Auditor’s Role Internal Auditors primary functions is to†¦show more content†¦Internal Controls Protection the following Assets. Stock: Stock must be in orders to an approved plan once the purchase orders have been displayed they must be authorized. Stock may be released on a requisition delivery note and is to be received in quality check to specification. The goods received note is to be documented recording the transaction audit trail produced and input checked. Work flow diagram must be constructed in detailing the process that was followed and the errors of responsibility to be corrected. Perpetual or by-annual stock accounts to be conducted to identify the stock variances and Internal controls to be audited so that the process is followed correctly. Cash: All cash receipts are to be recorded; totaled and banked daily any money that is not banked for the day is counted by a second person and stored in the safe (safeguarding the asset). Daily banking is checked to your cash sales journal or your register account. Check that the company’s bank statement is correct (That your cash sales journal is to be checked with your bank account so that it reflects the amount deposited). Tangible Assets: Look to identify all tangible assets with the unique serial number applied by the sticker or take a physically check that the asset is available and in good working condition, this must be done at least once a year. Debtors: Produce a monthly ageing report over customers that are overdue,Show MoreRelatedHow Technology Has Impacted Our Lives3685 Words   |  15 Pagesdeveloping your cybersecurity plans, entire books are written about single components of IT security. Due to space considerations, we will take a general look at only four areas: Physical and Environmental Security, Network/Computer Security, Access Controls and End-User Training and documentation. Background/Overview While cybercrime has boomed, cybersecurity took longer to get off the ground. Information Security has now become a business-wide concern. Due to the way information technology has spreadRead MoreCyber Security Policy4392 Words   |  18 PagesThe company’s development process is proprietary and if exposed to its competitors could potentially cause a significant loss of reputation and revenue. Security Policy Structure as it relates to humans is more complex than policy designed to configure a firewall or file share permissions. Unlike computers that simply process ones and zeros, humans need to understand the purpose and intend of a particular security policy. You simply cannot say â€Å"because I told you so†. Cybercrime should notRead MoreEnron Case7190 Words   |  29 Pagespartners involved†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.8 Enron’s industry†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Enron’s injured parties†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 (II) Enron’s accounting fraud and misrepresentation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Explanation of the fraud†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Damages incurred†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Final outcome of the Case†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 How the fraud was discovered†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 (III) Enron’s Influences and Ethical Concerns†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 (IV) Enron’s poor decisions and the better alternatives†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreAccounting Information System Chapter 1137115 Words   |  549 Pages(interactions with external parties). Student answers should contain many of the things in Table 1-2 and Figure 1-1 as well as others not shown, as a retail operation differs from an application development enterprise. The author concludes the exercise by having the students turn to Table 1-2 and Figure 1-1 while he emphasizes the need for owners, managers, and employees of organizations to identify the information needed to make key decisions in the company’s business processes and the key informationRead MoreSystem Audit12707 Words   |  51 Pagesthat have prompted the use of and been solved using IT audit techniques. IT Audit process outline; process and phases. Planning the audit, materiality, risk assessment. 2) Effective information system audit. Evaluation of controls, types and tests of controls. Audit sampling, sampling methods, sample evaluation. 3) Audit automation and system testing: Computer assisted audit techniques. Traditional vs modern audit tools, Specialized audit software benefits and functions. ApplicationsRead MoreAudit and Assurnace 5th Edition Solutions Essay11586 Words   |  47 Pagesclient’s business and industry. | 5, 6, 7, 8, 9 | 52, 56, 59, 65 | 3. Perform analytical procedures to identify potential problems. | 10, 11, 12, 13, 14, 15 | 47, 48, 49, 51, 58, 63, 64 | 4. List and discuss matters of planning auditors should consider for clients who use computers and describe how a computer can be used as an audit tool. | 16, 17, 18, 19, 20, 21, 22 | 57, 60 | 5. Review audit documentation for proper form and content. | 23, 24, 25 | 50, 61 | SOLUTIONS FOR REVIEWRead MoreFactors Influencing Enhanced Data Security Essay9883 Words   |  40 PagesMIS-Management Information Systems ICT-Information and Communication Technology IT-Information Technology OPERATIONAL DEFINITION OF TERMS CBK-the Central Bank of Kenya is the government body which regulates all operations of commercial banks, controls the monetary policies as well as revoking banking licenses. Cyber-crime- this refers to all attempts by hackers to access information, manipulate and transfer unauthorized data or information. Data breach- This is any access of information by unauthorizedRead MoreImpact of Information Technology on Corporate Governance and Financial Reporting10392 Words   |  42 PagesIMPACT OF INFORMATION TEHNOLOGY ON CORPORATE GOVERNANCE AND FINANCIAL REPORTING 1.0 INTRODUCTION The introduction of the computer and advent of the Internet has changed the way we live in the modern world. This spans across every aspect of human life. Modern innovations have led to the description of the age in which we live as â€Å"the Information age†. Information technology and management therefore plays a vital role to the extent that timely access to Information could save a life while improperRead MoreThe Growing Problem of White Collar Crimes in India19963 Words   |  80 Pagescannot be considered comprehensive. Bank Fraud--To engage in an act or pattern of activity where the purpose is to defraud a bank of funds, Blackmail--A demand for money or other consideration under threat to do bodily harm, to injure property, to accuse of a crime, or to expose secrets, Bribery--When money, goods, services, information or anything else of value is offered with intent to influence the actions, opinions, or decisions of the taker, Cellular Phone Fraud--The unauthorized use, tampering, orRead MoreBusiness Ethics Test Questions with Answers Essay22425 Words   |  90 Pagesas gatekeepers is to:   a.  verify a company’s financial statements so that investors’ decisions are free from fraud and deception. b.  evaluate a company’s financial prospects or creditworthiness, so that banks and investors can make informed decisions. c.  ensure that decisions and transactions conform to the law. d.  function as intermediaries between a company’s stockholders and its executives. Answer: a 19. Identify the gatekeepers who evaluate a company’s financial prospects or creditworthiness

The Helping Process - 2415 Words

Amy Croff Term Paper ~ Shadow and Interview a Social Worker Fundamentals of the Helping Process ~ SWK 2150 April 19, 2013 I choose to shadow and interview Jean Rizzolo, Lead Social Caseworker, at the Department of Human Services in the Division of Child Welfare Service. I have a huge interest in working with children and this seemed like a great fit for me. During the interview Mrs. Rizzolo informed me that she received her Bachelor Degree at Metro State University with a Major in Criminal Justice and a Minor is Psychology. She attended the University of Colorado Denver for her Masters in Counseling. She was drawn to social work because she always liked helping people and knew that it would be rewarding for her to pursue a career†¦show more content†¦Their goal is to do whatever is possible to keep the child with their family as long as it is safe for the child. Throughout the day Jean is either on the phone, on her computer, in meetings or out doing assessments on families or interviewing children. Since she is the lead caseworker she is responsible for overseeing all the tasks that the other caseworkers are working on as well. There is a tremendous amount of paperwork that is involved in each and every case. From start to finish an adoption or foster care process can take anywhere from 8-12 weeks. Most of the families that this agency comes into contact and works with are in poverty or are facing financial difficulties. Most are either of Hispanic or Black ethnicity. It is important to try and keep kids in their community or one they are familiar with so recruit efforts are made within their community so that if a child comes from a Spanish speaking home or neighborhood then efforts are made to keep that child in an environment that they are accustom to. Because of the environment that most of these kids come from, it is not uncomm on to come into contact with a family that is illegally in the United States. This is not considered an issue and is usuallyShow MoreRelatedThe Helping Process1674 Words   |  7 PagesThe Helping Process Journal 1 Definition: - Helping is about other people in need of help to improve or grow towards their personal goals which build on their abilities for managing with their life. The experience I acquired over the years of my adulthood is described as informal method of helping process. Reading this chapter on helping process, create an understanding on what I have been doing for people directly or indirectly. The text on helping process reminded me I have been practicing roadRead MoreHelping Process For Teens896 Words   |  4 PagesThe helping process at my field placement site involves many various aspects of assisting and supporting teens in the LGBTQ community. My site, Youth Outlook offers drop-in sites throughout the suburbs of Chicago that offers adolescents a safe and supportive environment to discuss issues that they experience, as well gain education about various topics. Teenagers who attend weekly group sessions often come to socialize with peers and also to discuss issues they may be experiencing in their homeRead MoreThe Process Of Helping A Work Group10276 Words   |  42 PagesChapter one Introduction Team Building is the process of helping a work group become more effective in accomplishing the task and in satisfying the needs of the group member. Team building as it implies, is the process by which differences in organization are ironed out through sectional solutions of misunderstanding within vertical groups and horizontal groups and intra-vertical and horizontal groups of such organizations. The analogue of a football team, hockey team and other teams could beRead MoreMoving Company Katy : Professionals Helping For The Moving Process1030 Words   |  5 PagesMoving Company Katy: Professionals helping in the moving process Each year many families relocate from one place to another. The reasons for moving can be monetary issues, weather conditions, medical reasons or other such issues. The process of moving is very extensive and very stressful. For making this process easy you should hire moving company who will help you. There are a group of professionals who transfers your household goods from one location to another. Most of these companies offer transitRead MoreThe Importance Of Collaborative Counselor Client Relationship1149 Words   |  5 PagesThe Skilled Helper provides a general framework for the helping process and combines the approaches of problem management and opportunity development to aid students in becoming more proficient helpers. The model is a flexible step by step three stage one with different goals of helping and is illustrated through case examples in sections of the thirteen chapters. The book emphasizes the importance of collaborative counselor client relationship and employs different case examples and techniques forRead MoreRelationship Between Helper And Helper Essay1327 Words   |  6 Pagesrole of values in the helping relationship is about the helping process that will lead to effective helping outcomes, helper function as a whole person, as a skilled technician and while in contact with helpee. Helper’s personhood is about thinking which enable the helper to evaluate helping process while in progress. It likely that helper may think and evaluates themselves, their helpee, and the helping process privately after the process. The roles of value in the helping relationship are to focusRead MoreThe Video Cases : Anthony, Session 3, The Third Session Between Anthony And His Social Worker896 Words   |  4 Pagesthe video Cases: Anthony: Session 3, the third session between Anthony and his social worker, James. Discuss the following issues. Where in the helping relationship with Anthony should James have first introduced the prospect of termination, and why? â€Å"Termination is the final phase of the helping process, and how the social worker concludes the client-social worker relationship will influence the extent to which clients may be able to maintain the progress they have achieved. Ending the client-socialRead MoreThe Range of Client Problems and the Helping Skills Used with Clients1622 Words   |  7 Pagesï » ¿ The Range of Client Problems and the Helping Skills Used with Clients Christie Lynn Kainz BSHS/305 August 25, 2014 Karis Barnett The Range of Client Problems and the Helping Skills Used with Clients Buddha once said, â€Å"If you light a lamp for someone else it will also brighten your path†. The purpose of helping is to assist others in learning to overcome and/or cope with the problems they face in every day life. Those providing the help often do so to feel a sense of purpose byRead MoreHelping Skills626 Words   |  3 Pages Helping Skills Case Study: Paul Willie Ann Law BSHS/355 June 1, 2015 Linda Long Helping Skills Case Study: Paul To address the challenges associated with the grief of this family the use of all helping skills can be utilized in developing a treatment plan. Preparing for the facilitation process may begin with interviewing, confronting and observing the father daughter relationship as they interact with each other. The maternal grandmother’s possible influence of the daughter/granddaughter mayRead MoreCognitive Behavioral Therapy ( Cbt )1373 Words   |  6 Pagesable to resist the triggers and realize that they can do things without drugs/alcohol. How it s Incorporated in the Helping Process The helping process is critical to the world of social work. Social workers use it every day with nearly every client they have. Cognitive behavioral therapy is incorporated into every step of the helping process. The first step in the helping process is engagement; this is where you first meet with the client and figure out why they are reaching out to you as the social

Son of the Revolution Essay Free Essays

Peter Kim HIST 354 McKenzie April 2013 Son of the Revolution Essay Right at the start of the memoir, Son of the Revolution, the reader’s attention is drawn to the strict nature of the daycare center the narrator is in. We find that China’s motion towards a Socialist party is integrated down to the people’s level, even implemented and enforced in the daycares. This seems extreme to the reader, especially when the songs sung by the children are titled, â€Å"Sweeping the Floor†, â€Å"Working the Factory† and â€Å"Planting Trees in the Countryside†. We will write a custom essay sample on Son of the Revolution Essay or any similar topic only for you Order Now One doesn’t need much context clues to figure out what these songs are about. Consequently, this level of extreme integration has caused Chinese society to value family as second-priority to this pursuit of Socialist. However, in this setting where the family isn’t that well off, we learn that Heng and his siblings were spoiled by their paternal and maternal grandmothers. In regards to Mao Zedong, the people of China are led to believe that Mao was in some sort of a deity, a god that affected everyone’s lives. Simultaneously, he was considered as a national father of everyone in Communist China. The author demonstrates this when recalling the sweet of relief he felt when he heard â€Å"that Chairman Mao had forgiven† him, and through writing exercises that required them to repeatedly practice writing, â€Å"Chairman Mao is our Great Saving Star,† and â€Å"We are all Chairman Mao’s good little children. † To many outside nations, including Americans, this seems like a way of brainwashing the people, especially at such an early age. However, we already know that the leaders of the Communist Party have no such fatherly intentions for their â€Å"children†. The â€Å"Hundred Flowers Movement,† a movement that encouraged China’s peoples to openly express their voices and opinions, turns out to be a trap set to identify any Rightists in the midst of people. Trying to be helpful, Heng’s mother is accused of being a Rightist and is sent to a labor camp to â€Å"reform† her. We observe this clash of traditional Confucian value in family with the political allegiance to the Communist movement in Heng’s father, even to the oint where he denounces his own wife. The loyalty to China’s communist Party over family runs deep within its people. Upon hearing that their own father is accused of being a Capitalist and anti-Party, Liang Heng and his siblings become enraged at their own father; in other words, the children honored the communist Party more than they honored their own father, which is ironic to Liang Shang, since he abandoned his wife for the Party. In addition to the Hundred Flowers Movement, Liang Heng’s life took another major turn of events with the initiation of â€Å"The Great Leap Forward,† Mao Zedong’s attempt to transform China from an agrarian economy into a more modernized Communist society via rapid industrialization and collective farming. Naturally, private farming would become prohibited and even accused as an act of rebellion against the revolution. However, the Great Leap Forward was a massive failure with millions of people dying from starvation. Liang Heng’s family was no exception, and had to accommodate for these times. The majority of this narrative takes place during the Cultural Revolution, movement that resulted from the failure of the Great Leap Forward. The main goal of the Revolution was to shift â€Å"old,† traditional, Capitalist China into the â€Å"new,† communist China to secure Mao Zedong’s position in power. Like his other previous endeavors, we see that the Cultural Revolution brought with it confusion and chaos to the people, particularly having to do with the change in names of everything around them from roads to stores to public parks. Liang’s friends have even abandoned their old names to adopt newer â€Å"revolutionary† names. Still, holding such high regards to their Chairman Mao and failing to see flaws in his methods, our narrator strives to one day carry his own Red Guard uniform, specifically upon seeing his older sister wearing her own uniform. Ironically, his own home is later raided by these Red Guards because of his family’s â€Å"political† history – his mother’s relatives have moved to Taiwan, she herself is branded as a Rightist, his father is a writer, or â€Å"stinking intellectual. † These circumstances make it difficult for Liang Heng socially, and he is constantly persecuted and ridiculed by the rest of society because of it. How to cite Son of the Revolution Essay, Essays

Performance Management One Part of Human

Introduction Performance management is a pivotal aspect that determines the wellbeing of any structurally organized organization. This paper presents a succinct analysis of performance management areas, strategies of improving it, and examination of integrated processes that helps people deliver performance as either individual or as a team.Advertising We will write a custom essay sample on Performance Management: One Part of Human specifically for you for only $16.05 $11/page Learn More Performance management Performance management undergoes planning and integration methods that that convey continued success to institutions by improving the output of people and by growing the potential of individual contributors and groups (Rynes, Colbert Brown 2002). It is not an individual person or teams function but rather involve the managers and the employees working together for a common goal. The process involves the stakeholders sitting down to categorize and illustrate the job tasks and tie them to the assignment and goals of the organization. This enables the organization to come up with realistic goals in an attempt to attain the requisite implementation standards. Furthermore, it helps improve the employee work performance. It is however, noteworthy to take a cursory look at the word ‘performance’ to have a firm grasps of the entire topic. Indeed, performance is a distinct area within the behavioral and social sciences industrial psychology that recognizes performance as perhaps its ultimate variable if not its raison d’etre (Martin Bartol 1998). Therefore, job performance is arguably the most important dependent variable in occupational and industrial organizational psychology. However, what is lacking is the understanding of the literature about the construct job performance (Greiling 2007; Rynes, Colbert Brown 2002). According to a research conducted in Watson Wyatt class in 2006, only 30% of the employees be lieve the performance review system in their company’s help employees improve performance. This raises a very important question about how performance management helps improve performance in any company. Furthermore, it is fundamental to evaluate the gist of the result and consider if it is representative of most organization to assist in the analysis of this management function in an organization to decide if it is a necessary component.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Indeed, performance management is the means of pigeonholing, appraising, and developing the performance of individuals and teams working toward a goal. Thereafter, the performance of the individuals aligns with the strategic goals of the organization. Performance management varies significantly with performance appraisal in that whereas it is possible for the line manager to calculate performance manag ement based on business deliberation and is usually an ongoing process, performance appraisal is a function of the human resources department in an endeavor to explore the forte and flaws of employees within the organization (Martin Bartol 1998). An organization undertakes performance appraisal once a year and lacks the continuing feedback reminiscent with performance management. Performance management is a valuable tool in any organization for instance; it assists clarify the definition of jobs to the employees as well as spelling out the criteria in which the management will consider before settling to do a given job. In addition, it increases the motivation to perform among the employees, and their self-esteem as well. Performance management enables the managers to convey the supervisors’ views on the company’s performance more effectively. Consequently, this enables the managers gain insight into individual aptitude of the specific employees, thus enabling the man agement make a better and timelier separation between good or poor performers (Rynes, Colbert Brown 2002). The human resources function also benefits from the performance management because it helps the section to elucidate the organizational objectives hence facilitating change in the institution. Consequently, the company will gain protection from any lawsuits that may ensue because of ill-treatment of employees. Nevertheless, the success of performance management system will sale up output and feedback if it is implementation process is effective and timely. A poorly implemented performance management system has its share of disadvantages for instance; it can make the employees develop low sense of worth particularly if tackling employees’ problems is not expediently. Moreover, it can lead to exhaustion and estranged relationship between employees in the organization (Greiling 2007).Advertising We will write a custom essay sample on Performance Management: One Part o f Human specifically for you for only $16.05 $11/page Learn More The manager may experience increased revenue and decreased impetus from the employees as well as unjust demands on managers’ resources. The human resources department will dissipate much of its time mostly in internal squabbles, especially if there is some relationship strain between employees. In addition, some forms of biases will emerge in the organization a consequence of which leads to increase in risk of litigation. The advantages of the performance management system clearly indicate that it is an invaluable tool for the success of any company to embrace (Martin Bartol 1998). Nevertheless, the only objective of performance management system is not to increase results in the organization. Other benefits accrue with the implementation of the system. An example is the incentives in which both the employees and managers benefit from. A rewards system is a set of system for distributin g concrete returns and intangible or relational returns as part of the employment relationship (Rynes, Colbert Brown 2002). Intangible returns include improvement of an employee’s base pay, reduction of his cost of living for instance free transport for the employees, and provision of other motivational incentives like income protection for the employees, provision of sufficient allowances to cater for the employees growing needs, and a work life focus. Intangible rewards involve the acknowledgment and standing order that a person receives, guarantee of employment security, constant provision of challenging work thus provision of learning opportunities to the employees. Nevertheless, the returns that employees receive vary in terms of its dependency on performance management system from low, moderate to high dependency. The cost of living and the employee’s income protection have a very low dependence on income protection, whereas the works focus, the allowances that an employee receives, and his or her base pay has a moderate dependency on return. The factors that exhibit high dependence on the performance management returns are the short term and long-term goals as well as the contingent payment. Indeed, this enables employees to view themselves as part of the organization and scale up the company’s vision because the growth of the company will be in correspondence with their individual growth.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The performance managements system has its purpose that varies in the diverse aspects of the organization. The strategic purpose of the performance management is to tie the ambitions of an individual with those of the organization. This will lead consequently to job satisfaction in the employee’s part and the organization meeting its aspirations. In addition, this would be a vital tool for that particular organization to utilize when communicating the most crucial strategic enterprises that it wishes to undertake. In relation to the administrative function of the organization, performance management provides crucial information for making of decision such as whether or not to regulate the employees’ salaries, to terminate an underperforming employee, to lay off some of them, or to recognize individuals in the organization for their commendable performance. These are the most important aspect of performance management (Rynes, Colbert Brown 2002). Performance management has an informational purpose for the organization. It helps communicate to the employees the expectations of the organization from the employees, be it dress code, attendance or product quality, it serves these functions. Moreover, it enables the employees understand what is paramount for the organization to accomplish, the organizations goals and aspirations. In addition, it enables the employees know how they are doing in the business and how to improve their performance to meet the company’s objectives. The documentation purpose of performance management is to enable the organization have a performance response as well as identification of individual strengths and weaknesses. This will help the organization have a thorough look at the organizations performance deficiencies. Consequently, such institutions would be able to tailor the development of an individuals’ career path based on the individual’s aptitude (Martin Bartol 1998). Performance management hel ps in organization maintenance by planning an effective workforce and assessing the organizations future training needs to enable it meet its strategic targets. Performance management also assists in analyzing the performance of the company at the organization level as well as the intercession of the human resources department in matters pertaining to the organization (Cadwell Clapham 2003). At the documentation level, performance management assists in the validation of the selection instrument so that the company can clarify in future if its selection criteria met the requisite standards. Moreover, it helps in the documentation of administrative decision so that it acts as a future reference in case the management wants to look back at the strength of its past performance. This criterion indeed helps the organization in meeting the legal requirements and avoids any litigation that may arise thereafter. This consequently helps the organization be in a stable relation both internall y and with the external environment. Some characteristics are typical of an ideal performance management system. Some of those characteristics simulate features of an organizational strategy. A performance management system should be in harmony with organizational strategy. Moreover, this will need alignment with the unit and organizational goals so that the company can work as a coherent unit with the overall function of the company taken into consideration at every level of the organization (Rodgers Hunter 1991). In addition, the system should be thorough so that there is evaluation of all the employees. This will also ensure that all the chief job responsibilities within the organization gain evaluation (London 2004). Consequently, the company should come up with reactions on both the positive and negative aspects within the company. The system need not only be in details but also realistic such that it is easy for every personnel to use the system. Furthermore, the system shoul d be acceptable to the decision makers because the company is largely dependent on their output. It is however, paramount that the benefits of the system outweigh the cost used in implementing it. Otherwise, the whole venture will be a virtual wastage of funds (London 2004). The system need also be reliable so that decisions made from it are accurate hence enabling the decision makers make informed projection. In this regard, the system should be consistent such that the system should not resent a number of options or decisions based on similar problems. Furthermore, the system should be free of error. There are however, some characteristics the company desires when it is developing a performance management system. Indeed, an ideal performance management system should be acceptable and fair. The basis is on the perception of justice when instituting such measures. Under this premise, there is evaluation of a person based on the work he or she performs so that the reward he or she re ceives is commensurate to the work performed. Furthermore, determination of fairness will depend on the level of the procedures used, for instance, in determining the ratings of the employees, and linking the rating to the rewards that a person receives. The performance management process has its prerequisites that determine how effective it will be in assisting the companies achieve the goals it desires. An example is knowledge of the organizational mission and strategic goals. Knowledge entails many things for instance strategic goals. Under this ambit is the purpose and reason for which the organization is in existence. Moreover, there is a critical look at the direction the organization is taking and if this is in line with the organization’s goals (Cadwell Clapham 2003). The company does this while putting in mind the strategies for attaining the set standards. Knowledge of the organizations missions and goals is another vital component. This knowledge cascades througho ut the organizations such that the employees are conversant with the goals of the whole organization as well as those of specific units. Another salient precondition of the performance management process is the knowledge of the job in question. This is a multi-dimensional task and involves analysis of the key components within the organization for instance the activities within the organization and the tasks that one ought to undertake. Moreover, the organization needs to have the awareness of the processes that take place. To do this, they need to be aware of the knowledge s, skills, and abilities necessary to do the job. This brings forth the issue of job satisfaction and a clear understanding of where a problem arises from because the management can clearly indicate the individuals responsible before undertaking a specific task (London 2004; Rodgers Hunter 1991). Job description is a necessary component of the performance management process. Accordingly, the duties of the employ ees should be spelt out in a clear manner to include the condition under which they should undertake the job. After undertaking the job description, another important aspect involves job analysis. Basically, job analysis involves gaining an understanding of the job and how it is fairing on, the experience needed, its contribution to the organization’s growth, and other minor aspects unique to it. This is achievable through interviews, observation, and questionnaires circulation within the company for filling if qualified. The job does not get done after undertaking the job analysis. Indeed, there should be some follow-up on the job analysis, for example, a thorough assessment of all the surfacing issues and providing feedback on how to tackle it (Yang 2000). The organization should do this in accordance with the task, the frequency is undertaken and the importance attached to the task. The next stage in performance management process is performance planning. Performance plann ing is done in three stages, namely, analyzing the key accountabilities, the specific objectives, and the performance standards of the organization. The key accountabilities are the extensive areas within the organization for which the employee is accountable for providing results whereas the specific goals are the statements of outcomes both significant and measurable (Borman 1991). Last, performance standards provide a criterion within which the organization will achieve each objective. In this case, the company brings to the fore the information that is acceptable and those unacceptable in terms of the quality, the quantity, the cost and, the time (Yang 2000). Under the performance planning, the organization will have to analyze the behaviors within plan for instance how well the job is done and the competencies requirement. Competencies involving measuring the measurable bunch of knowledge, skill and, abilities of the employees, and determining how the desired results are possib le to achieve based on the available skills. The plan plays a critical role in identifying areas for development and the goals that are achievable in each area of improvement (London 2004). Performance planning indeed is intertwined with strategic planning. Strategic planning explains the organizations objective by evaluating the obstacles before selecting the best approach for moving forward. Moreover, strategic planning entails coming up with a goal where the organizations resources allocation takes place to provide the organization with a competitive edge (Borman 1991). The purpose of strategic planning is to help define the identity of the organization and assist the organization prepare for the future. This allows the organization to put new alternatives and opportunities into consideration. Strategic planning entails an environmental analysis whereby the internal and external trends within the organization undergo analysis to understand the industry issues, and arrive at a dec ision after a thorough outlook of the organization (Rodgers Hunter 1991). The external trends involve tacking a critical look at the opportunities available to the organization to ensure its success and the threats that bedevil it. Some of the external trends involve the political, social, competitors and, technological factors. On the other hand, internal weaknesses that can hinder the company’s ability to succeed include the organizations’ structure, the organization culture, politics, processes and, size. Therefore, an understanding of this aspect assists the organization to come up with means of controlling its influence thus, bringing stability (Yang 2000). A very important aspect of strategic planning is the gap analysis. Gap analysis involve analyzing the external environment Vis a Vis the internal environment of the organization. This provides critical information for the company to enable it decide who they are and what they do. A good strategic plan should h ave a mission. Accordingly, a good mission statement explains why the organization exists, the scope of the organizations activities, the organizations customers, and the product or services it offers. Every strategic plan must set goals with a purpose of making the expected achievements of the organization formal. Moreover, it provides impetus for the employees, and helps provide concrete targets for the organization (Ghorpade, 2000). Consequently, this provides a platform where the organization can make good decisions. Furthermore, it enables the organization develop a basis for performance measurement. The organization makes the strategic planning factor efficient by developing strategies on how to address the salient issues affecting the organization for instance the issue of growth, survival, turnaround, stability, modernization, and leadership. The human resources function helps in this case by communicating the knowledge of the strategic plan to the employees. Moreover, it pr ovides information on the knowledge, skill and, ability necessary for the implementation of the strategic plan (Ghorpade, 2000). This it does by proposing a reward system in the organization for best performing employees. Conclusion There is a need to measure the effectiveness of the performance management functions to the organization because the desired results are not always visible immediately yet there is a need to understand if the company is on the right track. Measuring the performance of a company is not always an east task because people differ. Moreover, some characteristics that make employees effective are not always measurable. Consequently, the best approach in use is to determine the performance by inferring behavior for instance good performance infers good behavior in the organization. There are however, three determinants of performance for example, the inherent traits of individual employees, the employees understanding of what the job entails, and motivation. Th erefore, the employees should be given encouragement to approach performance with a goal of getting good results. Nonetheless, managers need information correctly to identify and address performance problems. The performance of an individual is however, measured in terms of his or her task performance outcome. The basis is on their output based on the laid down procedure as well as their pro-social behavior, for instance encouraging others to perform better. Measurement criteria depend on the trait of the employee, how well they do their job and what they produce. The obvious challenges notwithstanding, performance management system is an important function to any organization hence it should be embraced mainly because it brings an understanding and coherence between the managers and the employees. References List Borman, WC 1991, â€Å"Job behavior, performance, and effectiveness†, in MD Dunnette LM Hough (eds), Handbook of industrial and organizational psychology, Consulti ng Psychologists Press, Pal Alto, CA, pp. 271-326. Cadwell, C Clapham, SE 2003, ‘Organizational Trustworthiness: an International Perspective’, Journal of Business Ethics, vol. 43, pp. 349-364. Ghorpade, J 2000, ‘Managing the five paradoxes of 360-degree feedback’, Academy of Management Executive, vol. 14, no.1, pp. 140-150. Greiling, D 2007, ‘Trust and Performance Management in Non-Profit Organizations’, The Innovation Journal: Public Sector Innovation Journal, vol. 12, no.3, pp. 155-51. London, M 2004, ‘Performance management and assessment: methods for improved rater accuracy and employee goal setting’, Human Resource Management, vol. 43, no.4, pp. 319–336. Martin, DD Bartol, KM 1998, ‘Performance appraisal: Maintaining system effectiveness’, Public Personnel Management, vol. 27, no.2, pp. 223–230. Rodgers, R, Hunter, J E 1991, ‘Impact of management by objectives on organizational productivity ’, Journal of Applied Psychology, vol. 76, pp. 322-336. Rynes, SL, Colbert, AE Brown, KG 2002, ‘HR professionals’ beliefs about effective human resource practices: Correspondence between research and practice’, Human Resource Management, vol. 41, pp. 149–174. Yang, J 2000, ‘Thoughts on some essential issues about performance evaluation’, Chinese Journal of Management Science, vol. 8, no. 4, pp. 610-627. 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