Tag: work

RE: MY CLASS WORK CHALLENGES

Posted on | by Simon KN

RE: MY CLASSWORK CHALLENGES

Please, take this as a treatise of the above subject.

I am an English student in this class. I have greatly benefited from your instructions and guidance in this course. However, I have encountered a number of weaknesses as a writer such as; low language command, inadequate level of creativity, and failing to meet the needs of my targeted audience adequately.

These weaknesses have given me difficulty in developing into a good writer. In an attempt to redressing these weaknesses, I have attempted to undo my poor reading habits, my being indifferent to literary works and my failure to develop a passion for literary creativity.

These weaknesses have prompted me to invest more in creativity so that I may adequately meet the appalling needs of my targeted audience. I am now able to retain my readers’ attention and interest throughout the story. I am also able to inspire joy and pleasure from those who read my works. I also believe that, my readers are now able to retell my captivating creative piece of literary works more easily since the literature are richer in imagery, folklore, proverbs and excreta.

Have also attempted to be more relevant to the desired needs of my specified audience as well as read more in an attempt to develop my language command and improve the coherence of my language too. In this light, have developed interest in the works of other. This has enabled me to learn from them too. This has greatly made me realize m attendant mistakes and as such have been able to right my wrongs in the preceding precepts.

Have attempted to equally add passion and love to writing and writing resource materials that are of great relevance in writing. This has altogether led to my greater developed capacity for quality writing.  I strongly believe that I will derive fulfillment in it over time due to the fact that my writ will be very outstanding.

Moreover, I have cherished consultations and inquiry into this field.  This has enriched me with adequate knowledge that has greatly improved my writing capacity per se.

In conclusion, I must also admit that have developed an ardent passion for research in this field of study and this has also contributed greatly to my current level of language competence and my strong capacity in writing as well.

In spite of the above redressed challenges in the course of my study, I must also admit my bias in the type of essays that we handled as a class. For example, the essay that pleased me most pleased was the one with the leadership come political inclination while the one that pleased me least was that which was laden with emotional connotations that on love.

There was little difficulty in the essays that we completed in this class. The essays were within our ability to handle properly well. I must equally add that the format of the class very good too. There was prompt lecture feedback, the quality of notes was equally high and the subsidiary or complementary materials were an apt resource too.

Last but not least, the text book was overly helpful I n entirety since, it gave us guidance, and the methodological flow that enabled us develop a capacity for competent writing.

Yours faithfully,

Your name.

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The cause of conflict and alienation at work and evaluation of the resolution methods

Posted on | by Simon KN

Introduction

A conflict in an organization occurs when the interests or preferences of various groups or persons are incompatible, and the groups or persons block each other’s efforts to fulfill their objectives. Conflict is the process or a course that commences when a person in the interaction process believes that another person or group is not making proper decisions. It also arises when an individual sees another group or person is in an impediment to achieving his goals or needs. Considering the perspective for imagined or actual frustrations of a person, conflict commonly exists in various organizations. This is a global phenomenon and cannot be avoided due to various perceptions and different views of individuals. There are various causes of conflicts in organizations. To start with, various organizations and companies have employees with divergent perceptions, values, and personalities. Second, in various organizations, employees are given tasks with divergent characteristics that affect imbalanced ranks, and they normally encourage competition among employees (Gratton and Erickson, 2007). Lastly, conflict results from various groups with different views in an organization. The groups with divergent views compete for a resource, and due to the various intentions of each group, conflicts result. As a result, conflict is a bound to happen aspect of social relations, an inescapable consequence of social interactions, and is interdependent between groups and people.

The cause of conflict and alienation at work and evaluation of the resolution methods

The report attempts to analyze the cause of conflict and alienation at work and evaluates the methods of conflict resolution in organizations. The report also critically analyzes the impact of conflict to various organizations. In achieving this objective, the report analyses the effects of changes, employee aspects ranging from relation strategies, policies and practices on employees’ performance. Labor unions roles in conflict management are presented in this report taking UNITE as a case study. Based on Donald (2004) definition and in this context, labor relations are the connections between employees and union management. Labor relations deal with all aspects relating to terms of employment. It is therefore crucial as stated by Stephen and Donald (2004) to understand the capability of a labor union (UNITE) to adapt to technology changes, globalization and political environment in conflict resolution. It is the union members that govern a given labor union. The main objective of a labor union is to represent its members to the employer for welfare of other members. Whitney (2008) states that it is the union leadership to tackle matters in relation to working conditions, disciplinary procedures, privileges, and employment contract and conflict resolutions. UNITE is an international labor union with objectives of protecting its members’ welfare in any organization. As stated by Whitney (2008), UNITE like other labor unions in United States, has statewide and global connections as it operates in the United Kingdom and Irish. The report contains recommendations to UNITE in dealing with conflict resolutions in organizations.

UNITE and conflict resolution

According to Kelloway and Julian (1998), labor union can be defined as group of employees in an company or organization whose aim is to fight other members’ interests, normally salary improvement and better working conditions. UNITE, an example of labor union was formed in 2007, serves both British and Irish.

In the past, working hours and wages were negotiated by employers and personal employees. This was due to the reason that the social-economic and legal environment never favored union formations by employees. As a result of the lack of labor unions, various employees have been abused by the employers, causing conflicts between management and employees in various organizations. This is among the reasons UNITE was formed to fight for employee rights and help resolve conflicts in between employers and employee in various organizations. For harmony in an organization and in attempts to reduce the conflicts, three regulations have been formed by UNITE; labor relations, collective agreements and protective legislation. As confirmed by Hunt and Patricia (1994), the main reason of protective legislation is to set maximum working hours, minimum salary for every group of employees. The protective legislations have been designed to prevent discrimination based on gender or race and hence reducing conflicts. UNITE has fought for the right of employee association and unions formations in addressing their needs. As stated by Whitney (2008), UNITE has encouraged the use of labor unions as the sole bargaining route and elimination of oppressive practices by management of any organization. This has reduced the oppressions by the employers and hence reducing conflicts. It is through the labor unions that employees are allowed to negotiate with one another compared to protective legislations is does not set terms and conditions.

Currently, as stated by Reimold and Reimold (2007), most employees have departments for labor relations to solve problems of negotiations and supervision agreements. UNITE has dealt with daily issues concerning salaries and wages, promotions, discipline and arbitrations (Hunt and Patricia 1994). UNITE has been the mouth piece of its members. In cases where employees are oppressed, UNITE has assisted. Through it, employees get their grievances addressed and it is also responsible for providing education to their members and providing skilled labor to companies (Kelloway and Julian, 1998).  

Labor relations are important tool for a company’s management when dealing with union leadership and this is done through three levels; relations strategies, negotiating contracts and administering contracts. It is through labor relations strategies that organization management can decide either to deal with union or non-union operations. This decision is influenced by forces external to organizations for instance public opinions and competition (Kelloway and Julian 1998). Unions have to either accept new management relationships or fight for change on relationship between unions and the organizations (Gratton and Erickson, 2007). The negotiating contracts entail issues regarding job security, salaries and wages, and working hour’s regulations. The administering contracts entail daily activities between management and employees for instance work rule violations, and disagreements among others.

Cause of conflict and alienation at work

Personality differences

In an organization, each person or group has a different opinion or perception. Normally, this is a psychological problem and so do not have anything to do with their formal interactions or job requirements. As result of divergent perceptions and opinion of individual in an organization, there have been various conflicts.

Different Perceptions

Employees in an organization have different experiences; background, training and education. As a result, people have developed very different perceptions of same occasions. The divergent experiences may result to a conflict. On the contrary, vertical conflicts emerge in various organizations; usually because management tries to have full control on their employees and in some cases when resistance develops, conflict occurs (Kelloway and Julian, 1998). Majority of the employees do resists when they feel the management infringes on their personal sovereignty, make their behavior more boring and predictable to other employees. In some cases when the employer exposes an individual’s personal life, the employee is looked down upon by other colleagues.

Competitive environment

Companies and organizations have various reward schemes. When an employee is rewarded for the good work and as a motivation method, it brings about frustrations to other unrewarded employees and at times this causes conflicts. As asserted by Reimold (2007), in some case the employee not rewarded fee they are never appreciated in that organization and start undermining other colleagues. This mostly leads to interpersonal conflicts among employees and management in the work environment, and also among employees themselves and the management. The other case is where some employees are given salary increments and others of the same job group or rank are left.

Power and status differences

Organizations have various political structures. Organizations work by authoritative distribution and also setting a stage for exercise of authority and power. In organizations where power is distributed, unequal sharing or in cases where other employee are superior that others, this can cause a conflict. For instance, when a less experienced employee gives orders to a more experienced employee or younger to older, conflicts might result (Capozzoli, 1999). Leadership style is also important in any team coordination. Some of the leadership favors other employee for given reasons. In some cases, leaders misuse power and results to conflicts.

Scarce resources

Normally, conflicts result when every person in that organization fights to have a share of a limited resource. The notion that someone is out to clear the whole resource of over utilize it do bring ill intentions between employees. When the shortage is absolute or utter, for instance when the resource cannot be improved, it becomes very intricate to manage or deal with conflicts. The other example is when three qualified people vie for one position in an organization, conflicts may result (Townsley, 2008). The other source of conflict is the unequal distribution of resource among the employees. Thai take when other employees are preferred to other causing conflict.

Stereotype behavior

Stereotyping causes a person to have formed opinion about others or colleagues, and most of the time it is through rushed judgment or judgment based on given notions. Due to this, people tend to have biased judgments or behaviors towards people belonging to other groups or department or even their own colleagues. For instance, in majority of the organizations in the United Kingdom, employees tend to exhibit distorted or skewed behavior and attitude towards other individuals who come from other races. This leads numerous interpersonal problems and issues in organizations.

Communication problems

To resolve a given conflict, management needs to determine the major reason behind the conflict. There are various reasons that can cause conflict and so thorough investigation is vital in finding the root of cause of a given conflict. Among the factors that lead to conflicts is lack of proper communication among employee or between employee and management. The other factor that may lead to conflict in organizations is organizational structure and communication system in an organization. Lack of proper leadership and flow of information is among the factors.

Human beings’ exploitative nature

In organizations, many people always come across a group of individuals who tend to abuse others by virtue of their authority or position. Consequently, they try to take a gratuitous share in the outcome, despite their contributions not being in proportion to that level. Naturally, this would bring about interpersonal conflicts in the long-run. For example, some organizations and departments’ heads may claim an authorship in the scientists’ publications working under them, despite the fact that they did not contribute anything to that work (Capozzoli, 1999). This is a typical example for this kind of interpersonal conflict. Actually, in some organizations, it has become a regulation that the Heads’ names should be included in each and every publication. This has caused various conflicts.

Conflict resolution strategies

There are various approaches that can be used to tackle a given conflict. The strategies employed depend on the nature of conflicts. The team leader ought to approach the members directly, the members who are responsible for the issues, discus their problems and advice them accordingly. In this case, constructive criticism plays a vital role. Suppose a member has a better solution to a given conflict, the team leader has to give the member a chance to propose his ideas (Gratton &Townsley 2007).

There are procedures that ought to be followed when resolving a conflict in an organization. The standard rules assist in making informed decisions. The rules are to be followed by every member and any changes are to be communicated to all members. A team leader for effective conflict resolution should never force an employee to follow a new rule as this can create various misunderstanding and feeling of oppression by the employee (Whitney, 2008). Excessive power can cause the employee to resist the rules or the team leader.

Some conflicts are to be ignored for their resolutions. As stated by Brooks (2001), some problems are minor and should not be mentioned either and use of power in such cases results to destructive results. This indicates that a good leader should not involve him in some problems and allow the members or employee to resolve the problems amongst themselves (Capozzoli, 1995). The team leader only needs to provide an environment for its resolution and at times this makes it easier and convenient when the members come to a mutual understanding than being forced to make a decision (Townsley, 2008).

The other resolution technique is through discussions. The optimal objective in conflict resolution is creating a win-win solution for all parties involved. This outcome is not possible in all cases, and most of the time, the team leaders’ goals have been to manage the conflicts in a less destructive way (Gratton and Erickson, 2007). The team leaders have also been concerned with lessening the perpetual differences that exists between the involved parties. A team leader has to discuss the problems as faced by the employees and design methods of resolving them. It is through discussions that mutual understandings are arrived at. The members and the management also feel that their decisions are taken in so a feeling of togetherness. In team conflict resolution, an emphasis has to be placed on how members perceive themselves (Brooks, 2001). This forms a basis on how a given conflict can be resolved. The mediator or the person resolving the conflict has to be neutral and not connected to any party or its interest. A resolution is reached only when all the party’s issues are properly addressed. Suppose a discussion between two members or between employee and the management does not yield any fruit, then it is advisable to involve a third party before the management makes a ruling. In advanced cases, a whole team may be involved to make a final decision on a given issue (Reimold 2007). Suppose this method does not work also, then it becomes necessary for the management to make a ruling based on the organization rules.

Strategies UNITE may adopt deal with conflict resolution

  1. Formation of various team leaders in organizations

The main responsibility of a team leader is to resolve the conflicts in ways that they are not to affect the actual aim of the team. In the present situations, organizations are facing stiff competitions to manage the project of teams. Making the right decisions is vital in every project and the team leaders should do this. Brooke (2001) also affirms that the main objective of a team leader is to resolve its conflicts and attain its goals. Suppose UNITE increases its team leaders, various people with different experiences, different attitudes and power will reduce conflicts in organizations. Decision makings are affected by conflicts in any team, so the importance of choosing suitable members to be team leaders.

  • Improve employees’ self awareness

UNITE should engage in campaigns to educate employees of their rights as this helps them to develop their personalities. It is through educating the employees that good relationships can be achieved (Capozzoli 1995). The improvement of the employees’ awareness on their rights and obligations can be done through forums and some educative program in an organization. Members are also to be encouraged to join any labor unions where they can freely address their concerns and work related issues.

  • Partnership with various organizations and unions

Through partnership, UNITE can experience a mixture of diverse ages, talents and gender in various organizations. Through partnerships, UNITE will also be able to identify various policies attached to different organizations. Various organizations have employees from different races, ethical backgrounds, countries and cultural back grounds. Understanding each employee based in their beliefs and cultures are essential in their management. Employee relations are significant in a business setting and such information can be availed through an organizations’ management (Capozzoli, 1995). It is through partnership that UNITE can make proper decisions in dealing with a given conflict in a particular organization. This is easily achievable since UNITE will familiarize itself with the organization’s rule and terms of employments. Decisions are essential factors that determine the growth of an organization or even growth of an individual hence good UNITE is supposed to be fit in decision making of various organizations.

Decision making is an aspect that a person can undertake, a group of people or an organization and so the importance of understanding an organization’s rule (Hunt and Patricia, 1994). This means that there is a need to have consent or build consensus among the individuals affected by the decision; this is applicable only to groups or organizations since the individuals usually join forces in implementing conducting their business activities.

A decision is usually made basing on the prevailing conditions affecting the organization; it could be managerial, administrative or even operational (Whitney, 2008). Different problems require different decisions to be taken and thus there is need to define the problem or issue to be solved as either administrative or operational before an effective decision is taken (Hunt and Patricia, 1994). Without proper definition and clarification of the problem, it is definite that the decision to be taken will not be vital as the intended solution to the problem will be difficult achieve (Sabatier, 2007).

The implementation of the decisions is usually done after the establishment of the objectives set and the possible alternatives that may be adopted in case the postulated decisions may not be vital in the attainment of the set goals. Brooks (2001) states that there are certain issues that ought to be solved so as to make it possible for the firm to attain its set goals and also reduce the chances of aggression and misunderstandings among the members. Basing on this assertion, it becomes necessary that the managers and the leaders of the specific departments in the firms endorse the suitable alternatives to be undertakes; this has to be done with the consultations or seeking of consensus from all the concerned parties (Sabatier, 2007). A better understanding of employees and various organizations is therefore vital for conflict resolutions.

References

Brooks, M (2001). How to resolve conflict in teams, People Management, Vol. 7 Issue 16, p34, 2p

Capozzoli, T. (1999). Conflict resolution ? a key ingredient in successful teams. SuperVision. Retrieved on July 15, 2008, from http://proquest.umi.com.ezproxy.apollolibrary.com

Capozzoli, T.K. (1995). Resolving conflict within teams. Journal for Quality & Participation, 18(7), 28-30. Retrieved July 16, 2008, from EbscoHost databse

Gratton, L. & Erickson, T.J. (2007). 8 Ways to build collaborative teams. Harvard Business Review. Retrieved on July 14, 2008, from EbscoHost online database Business Source Complete.

Reimold, S. (2007). Resolving team conflict. Paper 360?, 2.11, 34. Retrieved July 14, 2008, from Thomson Gale PowerSearch database

Townsley, C.A. (2008). Resolving conflict in work teams. The Team Building Directory. Retrieved on July 16, 2008, from http://www.innovativeteambuilding.co.uk

Hunt, H., and Patricia K. 1994. “The law of workplace: rights of employers and

employees:” 3rd ed. BNA publishers, Washington, D.C,

Kelloway and Julian B. 1998. “Changing employment relations: What can unions do?” Canadian

Psychology.

Stephen G. and Donald R. 2004. “Unionization and profitability: Evidence of spillover effects.”

Journal of Political Economy, 102

Whitney, R. 2008. “Jurisdiction in American Building-Trades Unions:” Charleston, BiblioBazaar

Sabatier, P (2007). Theories of the policy process. Edition2. New Jersey. Westview Press.

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The effects of training and development on the people who work in a given organization

Posted on | by Simon KN

The effects of training and development on the people who work in a given organization

Introduction 

            The human resource manager department requires training and management because they play a very important role in ensuring that employees accomplish helpfulness and elevated points of recital. These two components allow recognition of skills and role of improvements which are required for any given job. As a result of changes in technology and design of jobs which are accompanied by increasing needs of the organization that are based on knowledge know how, training and development are very vital in the human resource department. Training and development is identified through assessments, jobs analyzing and tasks which determine objectives of training and development. It also deals with coming up with objectives that are relevant, developing trainings that are effective and designing of development programs by use of diverse methods. However, training and development activities are executed and programs are evaluated to determine their effects in the operation of the business.

The purpose of training and development traditionally was to ensure that workers carry out their jobs in an effective way. In the current days, there are changes in the environment of business. The company has to be innovative so as to withstand pressure from other companies and stay ahead of competition. According to 2006 SHRM workplace Forecast, continued learning has overarched the trend of societal needs. This is an indication that organizations must put most of their emphasis on learning as a social responsibility which ensures that they are competitive in the world wide market. 

Training and development is the process of being equipped with skills, knowledge and abilities which are needed to perform a specific task. It is accompanied by a number of broader benefits to both the employer and the employee. For a company to meet the current and future demands of the market, training and development comprises a wider range of learning actions. They range from sharing of knowledge and training for tasks to development of career and provision of improved customer services. This improves the effectiveness of individuals and the organization.

Business goals and objectives of an organization are directly promoted when training and development are strategically used. The company is supposed to evaluate its market position and identify the talent knowledge and skills in order for it to compete well in the market. The function of training and development is carried out by human resource department.

Training is advocated for because the competence of employees can not only be measured by use of knowledge that they acquire while in higher institutes of learning. Education only provides skills which are basic which prepares one for work but it does not necessarily foretell how employees will behave while at place of work. The human resource department develops skills and knowledge of employees while and place of work. 

Workers from the department of finance are always against training because it is costly. The organization is supposed to concentrate on training goals which targets to increase the levels of profits. The obligations of the employee after completing the training are clearly defined by a training policy. The obligations are supposed to accomplish the goals that were set during the training process. 

The human resource department is supposed to initiate training programs. They are supposed be planned carefully and aim at proper utilization of resources. The focus is not only to develop competence of workers but also aim at improving values and attitudes. At the end of the training, initiatives of the management have to change and their endeavors that are to develop potentials of employees in order to add value to organization and community where they belong. 

Technology is very fundamental platform that is required for training. The use technology in training has been on increase because of a number of factors. Technology cost decrease, extensive use of World Wide Web, significant saving of travel, housing and food costs, the ability to develop different elements into programs with the intend to improve learning environment and many others are among the reasons which have greatly influence the use of technology. 

It is costly to use international assignments. To deal with this problem, a lot of companies are now focusing on task forces and global project teams. The use of international setting enables companies to share ideas and solutions which concern their business operations. The use of this mechanism enables the employees to develop the ability of thinking globally. Global mindset is developed by use of effective training. The method of training is not important but what one has to understand is that global mindset aims at balancing views which are perceived to varying.  

Problem statement 

It has been reveled that significant efforts are being applied by the human resource manager department so as to improve the functionality of companies. Relevant and complimentary programs of training are used during the change of periods in both settings. The training value as applied by the human resource management intervention strategy seems to be of limited value is cutting down the resistance of employees to the substantive and suggested change. It is urged that training system that is developed well is a very vital component in the current development and growth of corporations which are successful and this implies that training and development is an essential part as much as changes in the organization are concerned. Training that is relevant is among the many enabling factors that are supposed to be provided when changes take place. Training is not supposed to be used as the only strategy of intervention. At times employers and mangers tend to resist towards the changes that the proposed and their management skills should accurately diagnose potential and entrenched resistance. The method which is more appropriate has to be chosen so as to overcome the resistance that arises.

Purpose of the study

It focuses on the effects of training and development on the people who work in a given organization. When employees gain knowledge and skills it is good for themselves and the organization too. The will be improved performance of the organization, quality management, proper satisfaction of customers and proper control implying that the profits will increase. 

Training is carried out on the employees so as to improve their performance, boost the morale. Health and effectiveness of the organization is increased implying that the productivity of the business increases. Further, training is very vital to the organization because it improves quality of the products thus ensuring that customers are satisfied in delivery of products.

During training programs, indirect and direct costs are realized. Some of direct costs include; benefits and salaries which employees get while undergoing the training, travel allowances and program materials. Indirect costs consist of general office distribution, travel and expenses which are not billed to one program and salaries and benefits of staff which do not relate to one program. 

It aims at coming up with innovative mechanisms within the organization. This is easily realized because great advances which are being felt in the technology sector. As a result of new technology, smart products are developed which aids the employees to exercise their duties in a better way, such as enhanced customer service. With continued use of virtual work arrangements, virtual knowledge is connected by technology for people who are fond in different geographical locations. 

Employees are trained so as to be able compete well in the current global business environment which is commonly referred to as global mindset. Global mindset is an attitude through which a person balances the needs which are competing in the international management process with functional priorities of the business. It is achieved when consistent and clear communication is observed within the organization. It goes beyond the vision statement of the organization and it shows how the firm makes and implements strategic goals and judgments.      

Goal of the study

There is the employee relations strategy which is supposed to come up with policies, procedures and systems. They are supposed to maximize the degree to which the management and employees will co-operate for their success. The causes and effects of unnecessary conflicts are minimized. It focuses on streamlining mutuality, humanizing relations and maintaining regulations and measures that are in charge of administration and debate of matters which affect the employees of a given company. It also constitutes union recognition strategies and for any bargaining arrangements which are collective. Further, it covers negotiations strategies and that of engaging employees in the issues of the company and also communicating to them the information that concern the performance of the company and its prospect tactics.

It also aims at improving the capacity of the organization to deal with internal and outer dealings and performance. There is improved leadership style, enhanced ability to deal with all forms of problems within an organization, skills in handling conflicts which are destructive, more effective communication, higher levels of trust and corporation has to exist among members of the organization. It comes up with a supportive environment which is capable of gaining development and accomplishments which are of higher levels.

It aims at ensuing that individuals realize their personal goals which in turn they use to contribute to the organization. The sole objective of the organization is achieved by ensuring that individuals are more effective. Further, it ensures that the organization has social and ethical responsibilities that will deal with needs and challenges that affect the society at large. Lastly, it focuses on ensuring that the department makes its contributions that are needed by the organization.  

The importance that is realized by use of mindset has enabled the human resource department to focus on strategic value of training and development by coming up with employment chances that are based on proper utilization of global mindset. This is achieved by letting the management know full information that relate to global mindset and competitive advantage that are witnessed in the marketplace. 

Significance of the study on training

Significance role of the study on the effect of training on employees will help cultivate best possible utilization of human resources. For instance, training and development activities for an organization results in optimal engagement of human resource, which in return catapults the employee to attain the company’s objectives in addition to meeting personal schedules.

According to Gupta (1999), there is need of assessing training since a considerable number of organizational and individual training needs might not be as clearly definite as others. However, training needs appear to be obvious and therefore requires appropriate choice on methods which will meet these varying needs. Most training needs might not be as obvious. This then requires that there should be an established assessment to examine these trainings. This assessment is the most used examining tool applied by HRD experts in most workplaces. The needs examiners help to evaluate and indicate when training should be applied and when it is not appropriate. This assessment makes sure that projected training have worth and relevance to those undergoing training session.

In developing of human resources training and development, an organization helps to establish a chance and wide range of human resource structure that has improved technical and behavioral capacities within the organization. Furthermore, this results to affect employees positively by enhancing both individual and collective growth.

Another important aspect in organizations developing skills among its employees through training and development programs help to improve skills and knowledge therefore raising the output of employees in every given area of the workforce. In addition, it increases human intellect abilities as well as the general character of employees.

Productivity: training and development facilitates increased capacity of productivity in the employees which in return helps the company to realize and achieve its long-term objectives.

Team spirit: Training and development facilitates the inculcating the sense of team spirit, team work, and inter-team interactions. In addition, training and development of employees provides them with inculcating the determination to learn new skills and abilities.

Organization Culture: through training and Development there is improved effectiveness and organizational health culture. This tremendously improves and builds up the level of creating learning character within the company.

Organization Climate: training and development cultivates positive feeling and perception in the organization climate. This training and development in the organization climate helps workers of all levels including peers, subordinates and managers to establish coherent interaction. 

Quality: training and development also facilitates in bettering upon the quality of work as well as work-life. 

Healthy work environment: training and development facilitates the creation a healthy working condition and environment. Besides, helps to establish good employee, relationship thereby the individual’s aims aligns with the company’s objectives.

Health and Safety: through training and Development, the health and safety of employees is improved therefore causing the organization to prevent obsolescence.

Morale: another area that receives improvement is the morale. Training and Development boost and improves the morale of the whole team.

Image: the corporate image of the organization is also improved through training and development of the work force. Training and Development helps in building motivation, leadership skills, better attitudes, loyalty, and other features that are displayed by successful employees and managers.

Profitability: there are increased returns that profit the organization through training and development. This therefore leads to improved positive attitudes among employees and the organization towards profit orientation engagements.

Benefits and effects of continued analytical assessment in organization

Continuous Analytics offers employees with access to help apply the organization’s analytic approach within the firm. Such analytical service is intended for organizations that have already implemented their modules and which want to retain access to its business and team of analytic experts. This program is usually designed to further the employee’s knowledge within the organization so as to review methodology and tools, as well as to offer visibility into a company’s Best Practices around its relevant structures and undertakings within the law. 
            Through these continuous analytical assessments the organization can acknowledge that there are various ways of interactions between its employees and the organization. This assessment also provides to the broader organization structure to gain insight into the most revered practices for their organization.  For instance, a constituted system of group examination brings together a collection of services that, over the course of the year, will reflect a holistic overview into the application and uses of the organization’s content to maximize returns on individual’s investment. This type of continued analysis offers employees with insights to an organization team of consultants and in return helps the employees within the content of their organization. This service is established for organizations who have already applied organizations modules as well as those that would want to retain access to business consultants’ and team of analytic experts. Training and development programs have been specifically constituted to further the knowledge of employees of organizations’ features, as well as to offer visibility.

 

   

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The concept Clinical social work practice

Posted on | by Simon KN

The concept Clinical social work practice refers to the provision of mental as well as related health services for evaluation, treatment as well as the avoidance and prevention of emotional and mental disorders in individuals, groups and families based on the existing theory and knowledge of theoretical structures that are professionally accepted. However this includes and is not limited to interpersonal relationships, environmental stress, psychosocial development, behavior, psychopathology as well as unconscious motivation. In the agency however, the concept description is not different from the latter since the organizational description has a similar end objective as the latter. It also addresses similar groups of people in the society. 

The concept Direct social work practice simply constitutes the one on one or personal contact with individuals at micro level. Usually, this type of practice is identified as dealing and working with people directly at group, individual as well as family level. It is an eclectic process anchored on problem solving approach as well as promotion of economic and social justice. It aims to improve the quality of lives for the oppressed as well as the vulnerable in the community. However, more often than not, the practitioners of this concept tend to look beyond the micro level as they also intervene to the meso and macro challenges.

Conventionally, assessments have the end objectives of prescribing panacea to existing problems. Consequently, the assessment of mental health needs has a number of objectives among others. It helps identify the state of mental health through application of the concept clinical practice. It also helps to determine cases that require urgent intervention. It may also identify and prescribe psycholological guidance and counseling. Therefore, the assessment process is core in social since overlooking the process may result to unexpected outcomes in the society.

The concepts clinical and direct practice are intertwined in the sense that in a way the clinical practice is in built in direct practice. In support of this argument is that, the practitioners of direct practice do end up encountering mental related instances in the course of their day to day practice of social work. Consequently, when it comes to matters of the dominant practice, it is with evident that indeed direct practice is in a way “superior” the clinical practice of social work.

No. Instead, all practice should be considered direct. In support of this argument, the practitioners of direct practice in their day to day activities end up meeting mental cases since their practice constitutes personal contact at micro, meso and macro levels of society.

 For an elderly person, a social worker will perform the role of a consultant, here he will advice the family members on the required care as well as will work with the family to reduce the chances of readmission and relapse to hospital.

 Advocate the needs of the children in kinship families in the grant.

 A social worker will play the following roles in assisting a truant child. The social worker will help improve the relationship skills of the child probably with teachers, fellow students and parents as well. The social worker should help improve how the child feels about himself, that is the self esteem. The social worker also may work with the family to develop good parenting skills.

 In this case, a social worker may play the role of advocacy. They may also play the role of case managers where they will help the parties concerned get government benefits of food and social security. They may also play the role of counselors for the mentally disabled.

Being a member of the field agency it is important to participate in individual or group counselling as well as an advocate to the agency’s clients. 

As a Team member one needs to function within the team’s role and deliver services as well as supervise the implementation of services

Social workers may help improve lives of people living with disabilities in one of or the following ways. They may provide them with benefit information and how they should go about receiving these benefits. They may also provide them with information on civil rights on matters of housing, education as well as employment. This will accord this category of people with fair treatment in society.

 

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Healthcare professionals often work rotating shifts. In your own words why is this problematic? What are the psychological social and physiological challenges related to rotating shifts?

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Answer the following questions in a minimum of 150 words each. Use complete sentences and correct grammar and spelling. Use APA formatting to cite resources appropriately.

Question:

1.Healthcare professionals often work rotating shifts. In your own words, why is this problematic? What are the psychological, social, and physiological challenges related to rotating shifts? Consider sleep deprivation, high levels of stress, or side effects from medication in your response.

2. Imagine that you have a big midterm exam at the end of the week. In your own words, describe the three types of memory storage and which study techniques you would use and why. Explain the connection between the types of memory and the study techniques you chose.

3. Select one of the drugs discussed in your lesson. In your own words, discuss the controversial issues related to the drug and why these discussions are important in the field of psychology. Be sure to support your position.

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Healthcare professional seeking a career within the field utilizing skills acquired from college coursework and previous work experience in a positive and challenging team environment. Skilled in assisting and coordinating a smooth and professional environment during planned events and strong communication skills with the ability to plan prioritize and organize.

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SUMMARY OF QUALIFICATIONS

· Microsoft Office applications

· Emergency Healthcare Procedures

· EHR and Medical Office Procedures

· Healthcare Policy Management/Operations

· Regulation and Compliance

· Healthcare Administration

· Marketing and Communication

EDUCATION

Bachelor of Science, Healthcare Management December/2017 Rasmussen College, Brooklyn Park, MN

PROFESSIONAL EXPERIENCE

Home Care 12/2016 – Current

Folkestone Assisted Living

Wayzata, MN

· Obtained and recorded patient vital signs, intake, output and blood glucose

· Worked with diabetics, persons with mental health disabilities and persons with disabilities

· Assisted patients with activities of daily living

· Held activity events for residents to participate in and enjoy

· Provided behavioral and emotional support, companionship and supervision

Certified Nursing Assistant 09/2010 – 03/2016

Whispering Pines Assisted Living

Anoka, MN

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Healthy relationships form the basis for a positive workplace. When staff are engaged in their jobs supported by one another and feel a sense of security in their work healthy relationships among staff members will flourish. Nurse managers can assess the workplace for healthy relationships by observing the interactions among staff members.

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Are trust, respect, and collegiality evident, or might some staff members display toxic or dysfunctional behaviors toward one another? When toxic or dysfunctional behaviors are evident even among the smallest cohort of staff, nurse managers must take steps to foster positive interactions. In fact, all other efforts to establish a positive workplace will likely fall short if they are not built on the foundation of healthy interpersonal relationships.
In this Discussion, you examine the interactions between employees at your current organization or one with which you are familiar. You also explore positive psychology, a theory of well-being that has helped many workplaces to increase positivity and foster healthy relationships among staff members.

To prepare

Review Chapter 2, ?Cultivating the Leadership Relationship? in the course text, From Management to Leadership: Strategies for Transforming Health Care. Examine how leaders cultivate healthy relationships among all staff members.

Review the article, ?Using Positive Psychology to Engage Your Staff during Difficult Times.? How can positive psychology foster healthy workplace relationships and increase staff engagement?
Reflect on the interactions you see in your own organization or in one with which you are familiar. What relationships do you observe across different job categories, such as RNs, LPNs, techs, and nursing assistants? Do relationship disparities exist between shifts, departments, or members of different disciplines, such as nursing staff and physicians?

Identify environments where unhealthy relationships most commonly occur. What leadership strategies might you use to build healthy relationships among these specific staff members? Furthermore, how could you apply positive psychology to increase positivity in this environment?

Post an explanation of at least two leadership strategies you could implement to build healthy relationships among staff members in the workplace you selected. Cite specific examples in your explanation by identifying the staff members you would target and explaining how your strategies would foster healthy interactions among these staff members. In addition, suggest at least one positive psychology strategy you could employ to increase the ratio of positive to negative interactions in your workplace; explain your rationale.

Read a selection of your colleagues? responses and Respond to at least two of your colleagues on two different days using one or more of the following approaches:

Validate an idea with your own experience and additional research.
Share a strategy your health care setting used to build healthy workplace relationships.
Provide additional insights into how positive psychology could help to increase positivity in a colleague?s workplace.

Required Readings

Lussier, R. N., & Hendon, J. R. (201

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Alvarez studies how the degeneration of nerve cells in the brain might contribute to the development of multiple sclerosis. Alvarez’s work best…

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MVC109 Grand Canyon Professional Development of Nursing Professionals PaperOctober 13, 2020Dr. Alvarez studies how the degeneration of nerve cells in the brain might contribute to the development of multiple sclerosis. Dr. Alvarez’s work best exemplifies the ________ subfield of psychology.The post Alvarez studies how the degeneration of nerve cells in the brain might contribute to the development of multiple sclerosis. Alvarez’s work best… first appeared on Submit Your Homeworks.Alvarez studies how the degeneration of nerve cells in the brain might contribute to the development of multiple sclerosis. Alvarez’s work best… was first posted on October 13, 2020 at 7:31 pm.©2019 “Submit Your Assignment”. Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at support@topgradeassignments.org  “Is this question part of your assignment? We Can Help!”

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Passive Aggressive Behavior at work

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Passive-Aggressive Behavior at WorkConstruct a short case study of passive-aggressive behavior at work. You may draw from personal experience, use an example from an article or other published work, or even create a hypothetical scenario and character(s). If you choose to write about someone you know, please use a pseudonym. Include the following: Describe specific passive-aggressive behaviors exhibited by the person. Analyze how the behaviors may affect others in the workplace. Assess the effect of passive-aggressive behaviors on organizational goals. Citing accepted mental health practices, evaluate effective reactions to passive-aggressive behavior providing four or more actions that may resolve the situation.Your paper should be 3-4 pages in length. Use the textbook and scholarly sources in your research and analysis of passive-aggressive behavior. Be sure to cite any sources referenced in APA format. “Looking for a Similar Assignment? Order now and Get 10% Discount! Use Code “Newclient”The post Passive Aggressive Behavior at work appeared first on Psychology Homework.  “Are you looking for this answer? We can Help click Order Now”

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Explain the laws and identify how they impact compensation and the work environment.

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Assume that, as the compensation professional, you are to present to managers three employment laws that impact compensation. Explain the laws and identify how they impact compensation and the work environment

For this assignment you will develop a 3-5 page, APA-formatted paper. As the compensation professional you will be writing the report for the owners of a new organization. In your presentation cover the following:

  • Discuss the role of benefits in an organization.
  • Discuss the principle required benefits an organization must provide to its organization.
  • Discuss two additional benefits the organization may consider providing its employees (these are not required by law) and how these benefits would positively impact the organization.

Instructions:

  • Write a 3 page paper or about 1500 words, not including the title and reference pages, which are required.
  • Your paper must be properly cited and formatted according to the CSU-Global Guide to Writing and APA.
  • Include a formal works cited page.
  • You must support your analysis with at least two scholarly references and can include resources from this course.
  • The CSU-Global Library is a good place to find these sources. You cannot use Wikipedia or any CSU-Global assignment. For this assignment, a credible source is defined as:
    • A scholarly or peer-reviewed journal article.
    • A government-based website or publication.
    • A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
  • The paper must be formatted correctly using APA style.

 

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