The System of Care for Individuals With a Stroke Research Paper

The System of Care for Individuals With a Stroke - Research Paper Example The research design selected by the researchers is appropriate to answer the research question because they collected first-hand information from the patients when they visit the clinic; hence, not relying on the distorted information.The target population has been specified to include 213 patients from different races and walks of life or people who have different social, cultural and economic background. The eligibility criteria have not been clearly stipulated, but the study indicates that the sample taken is representative of the people who visit the clinic and is suffering from a stroke (Moorley et al. 2014). The type of sampling type that was used in the study was absence/presence sampling plan. The key attributes of the sample are that all the patients suffer from stroke. Secondly, the patients use the similar hospital for treatments.The data in this research was gathered using a survey research where a study of 213 people was conducted on their recovery process of stroke, esp ecially depending on different races (Torbey & Selim, 2013).The authors concluded that Demographic profiling indicated the prevalence of stroke. Additionally, the researchers recommended that attendance figures reflected that people who are at-risk are those in the inner city and the findings from the research can be applied to the similar inner-city populations. The author’s implication for the practice is that people who suffer from stroke do not get the nursing care they deserve because people lack the understanding of the effects of the disease on the individuals social and psychological effects.3. In case a program was introduced to help patients suffering from stroke would the families accept to take their sick family members to such institution without feeling as if they were being neglected?

Common Assessment Term Paper Example | Topics and Well Written Essays - 1000 words

Common Assessment - Term Paper Example The Financial crisis has severely affected the personnel of the organizations. There have been several instances of employees’ retrenchment, downsizing as well as cutting the workforce to reduce the fixed overheads. This has resulted in the organizations left with only a fewer employees to meet the obligations and this causes the organizations to suffer not only in producing more products but also in producing quality products. (Skipper, 2009, pp.3-5; Basu, n.d, pp.205-207; Shah, 2010) The paper will assess the situation where the executives have been trying to redesign the jobs for employees and thereby facing a loss of employees every time they attempt to change the structure. Boosting Employee moral: An organization should look at effectively protecting the morale of the employee and constantly monitor the employee morale because the organizations have to realize at first the growth, the productivity of the organization rest mainly on the employees’ expertise. So the organization must be clear and lucid to the point of the scope of each and every employee. Giving a clear and transparent job specification to each and every employee is highly essential. Proper and effective communication is also highly important as clear communication addresses many complex issues. The employee should be given enough space for expressing ideas in a particular matter the employee is expert. The employee should be given in hand training for the particular job and should be given adequate feedback for their improvement such that the employee can get accustomed to the job requirement as needed by the employer. (Bruce, 2002, pp.69-74; Martocchio, 2004, pp.163-164) Designing crisis management: During the times of recession, the executives have been involved in restructuring the jobs, the situation during the crisis have gone to such extent that the employees working in a particular domain had to work on other domains simultaneously. There have been several instances wh en an employee working in a higher designation has to work for much lower designation profiles which have acted to a huge impediment to the morale up gradation of the employee. During the crisis period the situation has gone to such a level that in an IT organizations employees working as software developers for the organization even had to do marketing jobs which is a completely different profile for those employees. Moreover, employees working in higher designations to the level of floor managers or middle level managers in an organizational structure had to do works like depositing funds or withdrawal of funds from banks which are simply clerical jobs. So in different high esteemed organizations employees of higher repute and working in much senior positions had to do simple clerical jobs mainly to make up for the jobs of the employees who have been retrenched during the crisis. This has caused a huge moral degradation of the employees. On the other hand this has severely increas ed the work load on the employees as they had to take multidimensional roles in their work. This has caused a major setback in the employees’ moral. This has again resulted in employees resigning their positions as not

Trends in team building activities Coursework Example | Topics and Well Written Essays - 750 words

Trends in team building activities - Coursework Example In her article, team building is the way to go for any business. For any manager to be considered successful in their leadership roles; they must ensure they have sound, active and well-balanced teams working harmoniously towards achieving the organization’s long-term goals. Look at all successful business institutions, you will discover that the reason behind their fortunes is the composition of thelabor force that is relating well, with each other. Nothing positive can be achieved unless there is a good collaboration among people employed in an organization. She further says that, before any management directs its efforts towards moving the organization to the next level of success, it should ensure it makes team building its first priority. The author either gives examples of the classic Hawthorne Studies of between 1927 1nd 1932, where it was discovered that a group’s results are better compared to the totals of individuals working independently or in 1993, Elton Ma yo seconded this when he found out that a group was essential because of three unique characteristics it owned. They include a feeling of social support, a sense of group identity and cohesion. These characteristics are a strong motivation towards a group or team achieving its goals. The author goes ahead to support her findings of the importance by comparing two generations. That of 1960s that gave little attention to teamwork since most reward systemswasbased on individual performances and that of 1980s, which advocated for teamwork.

Strategic Decision making creates global competitive advantage for Research Paper - 1

Strategic Decision making creates global competitive advantage for South African Breweries - Research Paper Example The firm strongly emphasizes on the continuous development of its strategies, through strategies as those described above. However, there are certain parts of the business strategy that need to be updated the soonest possible; reference is made to the HR policies of the firm, which have led to severe complaints by the employees and the development of strikes. The HR strategies of the firm are reviewed in this paper; reference is made specifically to the organizational strategies for employee motivation. Appropriate literature has been used for analyzing and evaluating the firm’s policies in the particular field; emphasis is given on the potential use of the expectancy theory for explaining and managing the lack of employee motivation in the particular organization. Also, strategic tools have been used for describing the firm’s internal and external environment – aiming to show the prospects of the firm to resolve effectively the particular organizational problem. The performance of South African Breweries in the local and the global market is depended on a series of factors; the figures included in the firm’s financial statements can be indicators for the firm’s performance up to now and its expected rate of growth. However, in order to identify the firm’s performance in the future it would be necessary to refer to the current market conditions – referring to the performance and the trends of the South African beverage industry; moreover, data on the firm’s performance up to now should be presented aiming to show the potentials of the firm to achieve a stable growth in the long term. Strategic tools, like the SWOT analysis and the PESTEL analysis will be employed in order to identify the conditions in the firm’s environment and retrieve information on the barriers that the firm’s has to face in the particular industry. Appropriate literature is also used for indicating the aspects and the pote ntial solutions of the

Compare between two institutions policies Essay

Compare between two institutions policies - Essay Example The recruitment procedure provides an open door opportunity for a large pool of candidates to apply for the diversified posts. Furthermore, recruitment procedure assists the organisation in attracting qualified candidates. Recruitment facilitates to devise a strategic mode of selection procedure which is aligned with the organisational goals and objectives along with the specific human resources requirements (Robert 3-26). Thesis Statement. With these considerations, the report intends to discuss the recruitment processes being followed by Qatar Petroleum and Google Inc. The report primarily desires to compare and contrast the recruitment process of the two institutions. LITERATURE REVIEW OF RECRUITMENT AS AN IMPORTANT FUNCTION OF HRM According to the view of Schuler and Jackson, recruitment is a process in which an organisation can rely upon the internal or the external labour market for absorption of the resourceful candidates. It has been further noted that although at the entranc e level the recruitment process is not that important but it frames a vital part for other jobs of higher level. It is always considered as a vital process as it enables to draw in an extensive amount of resources. In keeping with the importance of recruitment, it can be well articulated that internal recruiting process mainly relates with the promotion criteria (211-219). According to French and Rumbles, †If the HRM function is to remain effective, there must be consistently good levels of teamwork, plus on-going co-operation and consultation between line managers and the HR manager† (170). In the recent scenario, there have been a number of organisations that are facing problems regarding the accumulation of a pool of quality candidates. The jobs and the vacancies that pertain the requirement of specialised skills and knowledge absorb a longer phase of time (Brown 50-108). COMPARISON AND CONTRAST OF DECISION MAKING PROCESS WITH RESPECT TO RECRUITMENT OF QATAR PETROLEUM AND GOOGLE INCORPORATION Recruitment Process of Qatar Petroleum. In keeping with the recruitment procedure being followed in Qatar Petroleum, it entails basically four steps. The HR recruitment section of the company effectively manages the entire process that starts with the need identification to the job specification. This entire process is executed by the selection and the interview procedures of the resources. On part of the recruitment process of the company, it has been further ascertained that the department managers gain the full support of the HR personnel. Each of the candidates being selected is based upon merit. Furthermore, the selection of the candidates greatly depends upon their basic skills and competencies (Qatar Petroleum, â€Å"

An overview of the conflict resolution theory Essay Example for Free

An overview of the conflict resolution theory Essay Conflict Resolution Theory In conflict resolution, preconceived notions, also called the natural cognitive sorting processes, are the stimuli that unwittingly foment war. By taking a look at individual and intergroup relations, one can better grasp conflict resolution as a way of mediation which may lessen the probabilities of the outbreak of political violence. This essay takes a close examination of the effect of individual-level models of change to inspire change at the social level. The scaling up the process from individual treatment to social has its strengths and weakness. Controlled communication, sensitivity training, Freud’s hydraulic model, complex mirroring and conscious raising psychotherapy are experimented means in conflict resolution to dissolve conflict at both individual and general levels. The natural cognitive sorting mechanism of dividing people into ‘us’ and ‘them’ engenders prejudice and in the long run, political violence. This perspective is typical to The Self and The Other concept in which people and groups are constructed to exclude the other or any entity that is perceived as foreign and to include the self or other entities affiliated to the self. â€Å"Protracted social conflicts typically involve an enduring set of antagonistic perceptions and interactions between communal groups†¦negative attributions of motivations and reciprocal negative images perpetuate the antagonisms and solidify the conflict† (Fisher 1997). This concept breeds the antagonization of groups which turns one group against the other, deepening rifts and sharpening rivalry. Since this type of social cognitive process emphasizes differences between ‘us’ and ‘them,’ an elitism can arise which advantages one group over the othe r and fosters an unhealthy intergroup competition and mutual exclusion. With mutual degradation and demonized motives, each group continues to not only drift apart but rub against each other in a frictional relationship to produce an aggression fire. At the national level, us and them dichotomy leads to jingoism which is a chauvinistic form of nationalism. This ideology promotes the suppression of one and the superiority of a people. Fanatical patriotism and the prejudiced belief propose that another party must suffer in the power imbalance. (Paris 2004) agrees that â€Å"exclusionary forms of nationalism also make enemies of excluded groups.† In other words, one nation categorizes, segregates and disadvantages another. As a consequence, the excluded party harbors resentment toward the opposing group. Resentment begets tension-filled relations, which beget mistrust. The polarizing effect of the ‘us’ and ‘them’ construct leads inevitably to suspicion and in a competitive environment, to perceived inequalities. Inequalities result in the categorization of an oppressed and an oppressor, the victimized and the victimizer. At a particular point, one group arrives at a breaking point, demanding the redr ess of wrongs whether real or perceived and an equalizing of the playing field. (Fisher 1997) also recognizes that some â€Å"conflicts arise when identity groups perceive that they are oppressed and victimized through a denial of recognition, security, equity and political participation.† Imbalances of power stimulate one group to react or even retaliate – hence hostilities erupt. It was a wave of nationalism which provokes WWII in which the Aryan Germans attempt to purge Germany of ‘unwanted elements’ for the sake of the country. Similarly, in the case of Rwanda and other countries, ethnic cleansing or genocide take place because of inequality and a false sense of nationalism. Sorting out the Natural Cognitive Processes To arrive at conflict resolution, one must broach the theme of altering intergroup perceptions. This method is an individual-to-social strategy in which with a third party intervention, both groups can mutually exchange opinions and feelings. John Burton pioneers and implements a â€Å"casework approach,† a term used in social work to explain the methods implemented to solve an in individual or group problem. Controlled communication signifies a way to forge effective communication habits. Burton asserts that the source of conflict is miscommunication and the source of miscommunication is distorted worldviews or perceptions of the other. In practicing controlled communication, groups can share their prejudices and biases in a setting that diffuses anger and sets a more amicable tone for talks would help improve relations. Also, Leonard Doob advocates sensitivity training which progresses the transition from individual-level change to collective change. He puts forward that a s mall representative group ventilates their perceptions, opinions, and concerns to create awareness and better grasping of group processes. The sensitivity training workshop is similar to a psychological therapy conducted by a third party. Ideas and feelings are shared to increase interpersonal effectiveness. (Toft 2010) declares that giving voice to former combatants is a mechanism in conflict resolution to craft negotiation settlements in which â€Å"renewed violence can be averted.† This rule follows the sensitivity training theory which enhances sympathy and increases chances at understanding and positive change. In Sigmund Freud’s group processes theory, he posits that the group’s way of thinking is spawned directly from the individual’s. In Freud’s hydraulic model, the principle is that just as it is dangerous to suppress feelings for fear of compounding them for a more violent eruption, so at the social level, it is risky to continually inhibit ill-feeling by conflict resolution (Strachey 1966); instead, venting would help diffuse tensions and instead of internalizing the resentment, the person finds relief in expression. In his work â€Å"Give War a Chance† (Luttwak 1999) examines the effect of peacekeeping which only temporarily resolves the issue by satisfying parties. However, he advocates war as the means of reaching a more definitive and longer lasting conflict resolution. Complex Mirroring Complex mirroring within the group setting is a way in which the individual change scalps up to the group level change. In remedying traumatized individuals, the victims join themselves to a group and begin to mirror one another’s feelings and experiences. A critic notices that â€Å"by listening to one another’s individual presentation of personal experiences, participants gain a new perspective†¦by listening to the series of such descriptions, they gained the experience of universality† (Herman 1997). As a result, the individual-level change dynamic transmutes into the group-level change. As one witness the effect of trauma, the support group experiences secondary trauma as wounded members relate their experiences and seek emotional support. The incidence of secondary trauma gives rise to empowerment and awareness. Kathie Sarachild formulated the conscious-raising psychotherapy structures specifically for the individual but which could be used â€Å"to ef fect social rather than individual change† (Herman 1997). This method was implemented for rape-victims who were silenced by the violence and trauma inflicted by another. In the scope of social change, political violence is a grave injustice inflicted by one and visited upon the other. A remedial path is a sensitization rather than retaining the silence over the injury. As the public’s consciousness heightens, a cure has to be suggested and taken. The beneficial result is that â€Å"changes at the individual level were being linked with policy processes at the macro level† (Fisher 1997). Conflict Resolution Strengths and Weaknesses In conflict resolution, a strength of the individual to group model application is that groups comprise a conglomerate body in which individual mirroring gradually filters into the group’s ethics. The reasoning is that a group is comprised of individuals and since a group is made up of individuals, then a method aimed at effecting change in an individual can also be applied to the group. However, this method does not factor in the wide diversity of the individuals belonging to a group. One rigid rule utilized for one individual cannot work for a group because this view only facilitates the one-size-fits-all theory which is not socially viable. References: Fisher, R.J. (1997). Interactive Conflict Resolution, Syracuse University Press, New York. Herman, J.L. (1997). Trauma and Recovery. Basic Books Publishers, New York. Anonymous. (1996). Human Rights in Peace Negotiations, Human Rights Quarterly,18(2), 249- 258. Luttwak, E. (1999).   Give War a Chance, Journal of Foreign Affairs, 78 (4), 36-44 http://www.jstor.org/stable/20049362. Accessed 14 December 2011. Strachey, J. (1966). The Standard Edition of the Complete Psychological Works of Sigmund Freud, The Hogarth Press and the Institute of Psycho-Analysis, Vol. 22, Toft, M.D. (2010). Ending Civil Wars: A Case for Rebel Victory, Journal of International Security, 34 (2), 7-36. Paris, R. (2004). At War’s End: Building Peace after Civil Conflict. Cambridge University Press.

What Excatly Do Evaluators Look for in a Group Discussion Essay Example for Free

What Excatly Do Evaluators Look for in a Group Discussion Essay A group discussion or GD, is a form of many-on-many discussion. It has become an inseparable part of admissions to management institutes and your selection in campus interviews. A GD is held to identify certain traits that companies and institutes like to see in their employees or students. Lets take a look at the traits which the evaluators look out for in a candidate during the GD. Knowledge: Whatever you do in a GD, your knowledge about the subject cant be replaced by anything else. You are required to talk in a GD but inputs that dont contain any substantial value will not help in any way. Be a voracious reader to increase your knowledge on various subjects. Newspapers, TV, magazines, news portals etc are great sources of knowledge. Alertness and presence of mind: In a GD you are required to carefully listen to the other persons thoughts and keep an argument, example or a supportive statement, fact, example ready to participate in the discussion. Here comes into picture your alertness and ability to think and act immediately. As you participate in a GD, make sure that you sit with an attentive mind and keep taking down the relevant points put forward by others. Communication: You may have a lot of good points to put across but if you cant communicate them clearly, you wont stand a chance when it comes to impressing the evaluators. Practice communicating in a clear and effective way with your friends, family or study group. Confidence: Your self confidence adds a lot of value to your candidature. Look at every group member as you speak, avoid too much hand movement and looking at evaluators. Leadership and team skills: Your participation in a GD clearly establishes not only your leadership skills but also your capability to work in a team. To meet the objectives, a good leader has to be a team player. Goal orientation: Since so many people participate in a GD, the chances of the discussion moving away from the subject are high. Your focus on the goal can get you some extra points. Now, as you are being evaluated for the above discussed traits, you must avoid things that can work to your disadvantage and might cost you the selection. Here are some things that you must avoid doing as a GD participant: Initiating the discussion without proper subject knowledge Although initiating the discussion helps you get the immediate attention of the evaluators, sharing irrelevant details just for teh sake of talking can work to your disadvantage. Start first only if you know the subject well otherwise wait for others to start and get a feel of the subject before entering into the discussion. Snatching anothers chance to speak Give your group members a chance to speak. Talking more wont get you through the GD. In fact it will give the evaluators a feeling that you are not a team player. Making short and relevant contributions of 20-30 seconds 3-4 times in the discussion is enough. Interrupting others Let the other person finish his comment before you speak. Interrupting someone is counted as a negative trait. Remember, it is a discussion not a debate. Dont jump at the conclusions. Listen carefully to the other person before putting your point across. Dialogue In a GD you are expected to communicate with all the members of the group. Do not keep looking at one person while talking. Establish eye contact with all the members of the group. It is a many-on-many discussion not one-on-one. Shouting or dominating Keep you emotions in check. Do not try to dominate the others or let your emotions rule you. Sometimes it might happen that a group member might say something that hurts your feelings such as a comment on your race or religion, make sure that you do not get into an argument. Your focus should be to effectively meet the goals of GD topic. Showing off You have to put across your knowledge on the subject during the GD but you have to be very careful about the thin demarcation between showing off and knowledge sharing. For eg, using statistics and facts during the GD is a good thing to do but you must not overdo it enough to nauseate the group members. Low self confidence or insecurities As we have seen earlier, one of the traits evaluated during a GD is your self confidence. Do not hesitate to speak confidently, even if you might be short of ideas or knowledge on the subject. Listen to others and put across your thoughts in a clear and audible voice. Make sure that you make eye contact with all the group members. Slang and negative gestures GD is a formal discussion. Avoid informal words and negative gestures. For e.g. avoid words like gonna, wanna, ya etc. Similarly avoid gestures like pointing fingers, tapping the desk with the pen. If you ensure that you do not commit these mistakes during the GD, you will not have to worry too much about the negative marks and your chances of getting through it also become much brighter.