Anger Management Essays (Examples)

There is a point where anger cannot be avoided, and the authors really provide no insight into how I might deal with those situations.

Chapter 9 focuses on managing face, a concept the authors define as "people's image of themselves" (p. 157). I was interested in this chapter from the outside, since I have been known to trample on people's feelings every now and again. I am not convinced that I have the capacity to understand what other people's face might be, and there is no point in guessing, so I do not concern myself with such things.

The authors focus on the ways that face management (or mismanagement) contributes to anger situations, but I found myself more interested in just trying to figure out the basics of this concept. I read about the positive face and the autonomous face but I do not feel that I gained any new…

Managing Behaviors & Teaching Social Skills

Antisocial behavior in schools in on the rise and has become a concern in school systems, from both a learning perspective and from a safety perspective, as well. Previously, schools have dealt with such behaviors using punitive measures such as expulsion, or even law enforcement measures to attempt to discourage youth from behaving in an undesirable manner. These programs have had little or no effect on curbing behavior problems in schools. Second Step and Boys Town are programs, which implement a positive approach to behavior management. These programs teach youth alternatives to violence and stress problem solving, coping, and conflict management. These programs have had considerably greater success than their predecessors. This research will qualitatively explore the theoretical issues behind the success of these two programs and take a critical look at them to explore ways in which they may be further improved for…

References

Butterworth, F. (1998, July 26). Why the South's murder rate is so high. The New York Times on the Web. ( http://www.nytimes.com )

Capra. F. (1996). The Web of Life. New York: Anchor Books.

Carlson, N.R. (1994). Physiology of behavior. Boston: Allyn & Bacon

Cohen, D., Nisbett, R.E., & Bowdle, B.F. (1996). Insult, aggression, and the southern culture of honor: an "experimental ethnography." Journal of Personality and Social Psychology, 70, 945-960.

Now that InterClean has created a new product outlook, part of its restructuring should involve a creating a reformed performance review system that truly rewards top employees.

Describe the types of management action that align with employment laws and those that do not.

The InterClean Corporation is attempting to reformulate its product package and sales approach in light of its upcoming merger, which will require a new organizational structure and likely a different type of employee profile. As its employees are hired 'at will' the company is free to let go any employees it chooses, within the parameters of staff contracts. However, keeping a watch over employees by surreptitiously observing their conversations is unacceptable. Hiring and firing must be based upon merit, as demonstrated in documented performance reviews and seniority. Also, firings should not seem biased against entire demographic groups of workers such as the non-white or female, or be…

Anger and Its Effects

Anger is a very intense feeling, and can be characterized by a number of behaviors. These include grinding teeth, an increased heart rate, rising blood pressure, clenched fists, and other signs of aggravation or frustration (Hendricks, et al., 2013). Each person reacts to anger in a different way, and some of the manifestations of anger may not be outwardly apparent. ises in blood pressure and heart rate, for example, are not easily noticed by others, but they can still be very damaging to the person who is struggling with the anger itself (Hendricks, et al., 2013). People also get angry for a number of different reasons, and they may react in an angry manner when they feel hurt, threatened, frustrated, or disappointed (Hendricks, et al., 2013). This is a relatively natural reaction for the majority of people, but that does not mean it is healthy or…

References

Hendricks, L., Bore, S., Aslinia, D., & Morriss, G. (2013). The effects of anger on the brain and body. National Forum Journal of Counseling and Addiction, 2(1): 2-11.

Management

Joseph

Leadership styles: Switching from authoritarian to participatory leadership

Leadership styles: Switching from authoritarian to participatory leadership

There is no singular style of leadership that is appropriate for all situations. The type of leadership that is required to command soldiers in the field of battle is very different than the type of leadership demanded at an advertising agency. The latter situation requires soliciting creative input from all employees, not reflexive obedience like a wartime scenario. At the organization in question, the manager is deploying an authoritarian style of leadership at a company where individuals believe they can make a positive contribution to the organization's growth and development. ather than effectively keeping people in line, the manager's style is merely causing anger and resentment. Also, through manipulating the staff, the manager is 'playing' certain staff members 'off' against one another, rather than creating an effective and united team dynamic. This…

References

Bartle, Phil. (2007, May 17). Participatory management. CMC (Community Empowerment

Collective). Retrieved December 23, 2010 at  http://www.scn.org/cmp/modules/pm-pm.htm

Managing Diversity

Diversity is a fact of American and International business and is a broader, more complex issue than one might initially believe. A universally vital element of global commerce, Diversity has spawned an abundance of theorists, journals and specialists, some of whom are encountered in this composition. Addressing the remarkable breadth and complexity of Diversity, this essay reviews: the nature of Diversity; legally protected classes within the United States; aspects of Diversity that fall outside the scope of U.S. legal protections; the benefits of Diversity for employers; the differences/challenges presented by Diversity for employers; general business adjustments/accommodations for Diversity; and suggested specific business adjustments/accommodations for Diversity. Though this work cannot exhaustively address all aspects of Diversity, it is meant to give a good overview of modern businesses' Diversity issues and possible solutions.

Analysis

Nature of Diversity:

"Diversity" involves legally protected classes of people but also involves other classes of…

Works Cited

Akbari, H. (2008). Education business professionals for year 2010 and beyond: Six critical management themes and skills to emphasize. International Business & Economics Research Journal, 7(7), 57-62.

Comperatore, E., & Nerone, F. (2008). Coping with different generations in the workplace. Journal of Business & Economic Research, 6(6), 15-30.

Domina, C.S. (2011). Our strength is in our Diversity: Fact or fancy? Journal of Diversity Management, 6(1), 1-9.

Figiel, V.L., & Kummel Sasser, M.A. (2010). Factors contributing to employee decisions to ignore Diversity policies. Journal of Diversity Management, 5(4), 11-17.

Viewing IT as such a critical aspect of firm value, along with brand name cache and more traditional assets is not at present part of corporate culture, although it must become so in ensuing decades

Q3. On the Web, explore the IT/IS integration issues raised by Kellogg-Keebler

In the 1990s, the once-venerable brand of Kellogg cereals was facing intense competition from its rivals both in the market for cereals as well as for other snack foods. Keebler was the second largest cookie-and-cracker manufacturer in the United States. Kellogg was attracted by Keebler's direct-store-delivery (DSD) system which involved daily, fresh deliveries to stores. While analysts feared that the merger would dilute earnings per share calculations, the acquisition of Keebler would give Kellogg a system conveying a critical edge over its competition in the snack food industry (Case example, 2010, Mastering the Merger).

The unusual aspect of the Keebler-Kellogg merger, and one…

References

Case example: The Kellogg Company and Keebler. (2010). Mastering the Merger. Retrieved August 9, 2010 at  http://www.masteringthemerger.com/masteringthemerger/case_example_kellogg.asp

Management

Summary of the Book

The book "Getting to Yes: Negotiating Agreement Without Giving In" provides the reader with instructions for engaging in effective negotiation through the use of principles developed by the Harvard Negotiation Project (HNP). In the book, the authors, Roger Fisher and William Ury, paint a context for their proposed negotiation technique by showing the reader two extreme negotiation stances that a negotiator might adopt during the course of a negotiation. The authors term these opposite methods of negotiation "hard" and "soft" negotiation.

The hard negotiator makes threats and demands and sticks to his position at all costs in order to bend the other side to his will. The hard negotiator relies on intimidation and possibly deceit to "persuade" the other side to give in to his demands. Hard negotiators care primarily, and perhaps even exclusively, about winning. They are not concerned about the effect the negotiation…

S. residents may feel more of a responsibility toward others, and so they do not flee even in the most trying times. In other countries, many of the officials and healthcare professionals do not have that same ethic, and so, they think of themselves first, rather than those they should be serving. Certainly some of these issues are culturally and politically oriented, but some of them are simply a "crowd" or "survival" mentality. When faced with destruction, people are going to panic, and emergency managers need to understand that. The mess in New Orleans and Houston shows what a lack of planning and crowd control can do, and those things should not occur in a country with as much infrastructure and awareness as the United States. We have many tools at our disposal to ward off disastrous results like these, and we need to utilize them when they are needed…

References

Farazmand, a. (2001). Handbook of crisis and emergency management. New York: Marcel Dekker, Inc.

Management and Organizational Development

CHAPTE V - SUMMAY ESULTS

Fresno County Department of Children and Family Services emancipates twenty and thirty eighteen-year-old foster children each month. These children face many challenges as they work through a transition into the adult, working world. Children in a foster care setting have not had the stability needed for them to develop the life skills necessary to adjust to life on their own. Many of the emancipated youth have either not graduated from high school, nor hold a G.E.D. certificate. In addition, they do not have adequate basic living skills.. The youths typically do not have employment, nor have they built a history during their teen years of successful part time entry level jobs.

The housing experiences of these children, as they have moves from home to home, have not taught them the basic skills needed to keep a home, or apartment. These young…

Resources Needed:

director for this program, recommended by his or her peers from within the foster care system. This person should be someone who has demonstrated a high level of commitment to the foster care system, and has a track record of frequently going "above and beyond" the normal course of daily activities in order to benefit the well being of children in the system.

Funds for an additional training program to teach foster care workers about the benefits of mentoring relationships.

Standards, goals and objectives must be written for the Mentor, and for his or her case worker to follow and use as guidelines for the ongoing relationship

Connection event planning. Location, supplies, budget for event foods, decorations, and other ambiance.

Human Resource Management was previously more of an industry dependent way of filling open positions within an organization. Modern Strategic HR Management, though, is not simply using computers to recruit and assist in hiring or firing, but the planning and implementation of information management, organizational management, and marketing to support the entire business operation. In effect, it is taking the idea of staffing, retention and training and deconstructing the HR portion to individual managers and employees. The organization thus looks to HR for expertise in planning and adapting both strategic and tactical planning (alker, 2004).

Some of the more traditional HR tasks include developing and posting position announcements, developing tests to ensure competency in those jobs, working with managers through the interview process or pre-screening, and determining compensation information. For these functions to work well, HR must be responsible for the lifecycle of the employee. The tasks above may be…

Works Cited:

Lussier, R., & Hendon, J. (2013). Human Resource management: Functions, Applications, Skill Development. Thousand Oaks, CA: Sage.

Martin, V. (2006). Managing Projects in Human Resources, Training and Development. Philadelphia, PA: Kogan Publications.

Snell, S., et al. (2011). Managing Human Resources. Mason, OH: Cenage.

Walker, J. (2004). "What's a Strategic HR Leader to Do?" Human Resource Planning. 27(4): 61-9.

Speaking With Hostile Employees

This study appreiates the fact that employees have diverse personalities are respond differently when annoyed. It is clear from this sudy that some may respond with exteme hostility even on the slightest provocation. Strategies like the use of humor, resolving differences later and being emphatic are essential in dealing with hostile employees. The key to addressing such cases is by enhancing and promoting a working culture that is based on understanding civil behavior, respect, and constructive conflict.

Speaking With Hostile Employees

Behaviors like "venting anger," "letting it out" or "losing it" are no longer considered healthy ways of expressing oneself honestly. We live in a culture where aggression can be the predicted and sometimes an approved response to disappointment, threat, or conflict. This is adversely affecting the workplace and in general employee relationships. The company must be seriously concerned about the issues because aggressive working surroundings…

References

England, D. (2012). The Essential Guide to Handling Workplace Harassment & Discrimination. Berkeley, CA: Nolo.

Hellriegel, D., & Slocum, J.W. (2009). Organizational Behavior. Mason, OH: Southwestern Cengage Learning.

Jones, R.M. (2007). Strategic Management in a Hostile Environment: Lessons from the Tobacco Industry. Westport, Conn. [u.a.: Quorum Books.

y providing 'Role clarity' formalization eliminates the confusion pertaining to 'who does what' in an organization. Formalization also results in 'specialization of tasks'. Formalization is a process by which organizations try to standardize employee behavior. Larger organizations are generally more formalized due to greater manageability.

The downside of formalizing is well-known. If an organization wants to implement formalization it would be met with resistance. Managing employee resistance will be a big problem for managers who attempt to standardize work procedures. Employees in a formalized organization strictly perform the duties allotted to them and not more which causes a serious effect on the productivity. The lack of initiative by workers and the consequent loss of productivity and increased operating costs imply a loss of competitive advantage. Also, the one sided bureaucracy witnessed in a formal organization may in some instances lead to opportunistic behaviors by leaders resulting in misuse of power.…

Bibliography

1) Anita Hall, (March 2007), 'Influence: The Essence of Leadership', Retrieved Aug 17th 2009, from,  http://www.ianrpubs.unl.edu/epublic/live/g1695/build/g1695.pdf 

2) California State University, 'Influence Tactics', Retrieved Aug 17th 2009, from, [HIDDEN]

tactics are most likely to change followers' attitude?

3) Kotterman, James, (July 2006), 'Leadership vs. Management: What's the Difference?', Journal for Quality and Participation,

Open communication may help to uncover the source of the wife's frustrating behavior.

It may well be that there is a reciprocal relationship between the husband's anger management issues and the wife's frustrating behaviors. Therefore, it is incumbent upon the husband to preemptively manage his temper. Thus, another technique which would seem to apply directly to the husband is that of finding alternative ways to release his anger. The husband might benefit from joining a gym or a sporting league, channeling his anger and frustration into more recreational pursuits.

Case II:

Explain the concept of face and how the characters could have supported one another's face using general techniques.

As the text by Abigail & Cahn (2011) indicates, conflict may often arise not out of an intentional desire to defy the will of another person but out of a fundamental misunderstanding of terms. Our primary text terms this misunderstanding as…

Works Cited:

Abigail, R.A. & Cahn, D.D. (2011). Managing Conflict Through Communication, 4th Edition. Pearson.

" (Angry Children, Worried Parents: Helping Families Manage Anger) Be certain in prevention and "planned parenting." Look for when certain circumstances are particularly troublesome or disappointing for your child and chalk out a "plan of action" beforehand. For instance, in case your child gets upset while visiting a shop, craving to have every item on the shelves, you can tell the child prior to stepping into the shop, "You are free to choose just one item. Tell me which one which item would you select" (Angry Children, Worried Parents: Helping Families Manage Anger) if at all this type of arrangement does not prove effective, it might be a sign that your child is reluctant to go along with you to the shop. or, in case your child creates a fracas about sleeping and you are engaged for an hour to coax him, it might aid to provide your child a…

References at  http://www.cdc.gov/nasd/docs/d001201-d001300/d001281/d001281.pdf . Accessed on 19 April, 2005

Gangs in Public School

Many schools especially in urban and suburban areas continue to register gang-related activities within their premises and involving their students. This study appreciates the dangers associated with such gangs to the schools and other stakeholders around them. Various laws and regulation have been passed in different states in the U.S. allow parents to withdraw their children from certain public schools. Schools reputed for gang-related problems stand to lose students. This paper provides the scope of action steps in which schools take to intervene, prevent, and suppress the scope of violent gang activity while establishing crisis response plans. The strategies are developed to address potential actions of school violence including gang activity.

Gang members bring in their attitudes, behaviors, and conflicts to the school compounds. The dangerous gang issues and activities of a given community take place within local schools. Gang members take on each other within…

References

Branch, C., (2013). Adolescent Gangs: Old Issues, New Approaches. New York: Routledge.

Garot, R. (2010). Who You Claim: Performing Gang Identity in School and on the Streets. NYU Press

Kinnear, K.L. (2009). Gangs: A Reference Handbook. New York: ABC-CLIO.

Macnab, N. (2012). Uncle Sam's Schoolhouse: Bullying, Predators, and Students. New York: Dog Ear Publishing

Management Technologies in American Corporations

An exploration of knowledge organizations and their management of information using both the Internet and digital means

This paper will explore the pros and cons of both, and make recommendations for implementing them into companies, both large and small, and finally show real-world examples of these technologies in use in some of the most prominent American companies today.

Today, we live in a very complex world. Technology is proliferating at an exponential pace, and we are constantly bombarded with new technologies and ways of accessing information. Some of us find it very hard to keep up with all these technologies in our own homes (some of us may not even know how to use the internet). But these problems are much more problematic for businesses.

hile we might be able to still operate, and live our everyday lives despite our lack of technical knowledge, companies…

Works Cited

Holt, DH 1997, Management Principles and Practices, Prentice-Hall, Sydney.

Aldrich, Douglass. 1999. Mastering the Digital Marketplace. John Wiley, New York.

Nonaka, Ikujiro and Toshihiro Nishiguchi. 2001. Knowledge Emergence. Oxford UP, Oxford.

Levine, Rick. 2000. Talk is Cheap. The Cluetrain Manifesto. Perseus, Cambridge.

managing conflict in a company faced with layoffs.

PropCo, an operating unit of Allied Technologies Corporation (ATC) was faced with both downsizing the number of employees and attempting to diversify its workforce. Employees who had been laid off and those still working, expressed concerned about this and had a strong opinion of management and their co-workers.

Employee Reactions

Several employees were asked how they felt about the layoffs and the diversity program. The ones who were still employed for PropCo were worried that they would be included in the next group of workers to lose their jobs.

One member of middle management dreaded having to inform those working for him that they no longer had a job after years of dedicated service. He would not park his car in the employee parking lot on days he had to lay off employees for fear of retribution, such as his car being…

Case Study:Jose School Social Worker
What type of group would suit Jose based on the information that is presented? For example, social/emotional/academic focused?
Jose has undergone treatment for over six years and while he was there, he managed to reduce his aggressive behavior incidences. However, there were still times when he would become aggressive to his peers and adults. This is a demonstration of a person who needs more emotional support than academic. The group should be emotionally focused, which will allow the group to address the emotional challenges and aggressive behavior being displayed by Jose. Even if Jose is placed in a normal classroom, he might be faced with challenges that would result in him losing his self-control and harming other students or teachers. Jose is developmentally disabled and while he might be smarter than the other students in the special education class, he still has not matured emotionally.…

References
Toseland, R. W., & Rivas, R. F. (2013). An Introduction to Group Work Practice: Pearson New International Edition (7th ed.). Boston, MA: Pearson Education Limited.

Function #1: Mitigation

At this stage, gradual and long-term steps are taken to ensure that disasters do not occur, or that, when they do, they cause minimal damage. Actions at this stage include the identification of hazards, the research of the causes which generate the disaster, the creation of means in which to modify the causes of the disasters, the development of means which reduce the community's vulnerability to the disaster, the efforts to better consolidate old buildings, the construction of disaster-resistant buildings, the education of the population or the provision of insurance.

At this stage, the responsibilities of the central government include:

The identification of hazards and the research of their causes

The research as to how the causes of the disaster can be modified

The offering of research and development grants to local projects

The promulgation of buildings safety standards

elative to the competencies of the local governments…

References:

Arnstein, S.R., 1969, A Ladder of Citizen Participation, AIP Journal

Boyce, W., 2002, A Seat at the Table: Persons with Disabilities and Policy Making, McGill-Queen's Press -- MQUP, ISBN 077352181X

Branigan, T., 2009, More than 500 dead in Typhoon Morakot, The Guardian, Edition of August, 14

Canton, L.G., 2007, Emergency Management: Concepts and Strategies for Effective Programs, Wiley-Interscience, ISBN 047173487X

Leadership and Change Management

Consider a change that has been recently introduced in your organization. Using relevant change and leadership theories, critically analyze the benefits and problems that introduction of this change has brought. TO WHAT EXTENT HAS LEADERSHIP CONTRIUTED TO THE RESULTS OF THIS PROCESS?

RasgGas is a joint venture gas company between Qatar Petroleum, the State of Qatar's national oil and gas company (majority stakeholder), and ExxonMobil, an American Integrated Oil and Gas company. The company is about fifteen years old and has been involved in all aspect of exploration, development, production, liquefaction and marketing of gas from the North Field. RasGas is a major contributor to the State of Qatar's worldwide leadership in the production and marketing of Liquefied Natural Gas (LNG) export. The company has utilized technologies to drill high capacity gas well and build the largest and most efficient liquefaction trains in the world. These…

BIBLIOGRAPHY

Brisson-Banks, C.V. 2010. "Managing Change and Transitions: A Comparison of Different Models and the Commonalities." Library Management, Vol. 31, No. 4/5, pp.241-52.

Brown, A.D. 1994. "Implementing MRPII: Leadership Rites and Cognitive Change." Logistics Informational Management, Vol. 7, No. 2, pp. 6-11.

Drew, S. And C. Coulson-Thomas 1996. "Transformation through Teamwork: The Path to the New Organization?" Managerial Decision, Vol. 34, No. 1, pp. 7-17.

Eisenbach, R. et al. 1999. "Transformational Leadership in the Context of Organizational Change." Journal of Organizational Change Management, Vol. 12, No. 2, pp. 80-88.

Organizational Change

Managing Change Organization. Provide a significant change place a major organization, compare contrast established change management models/frameworks implementation phase common lessons learned.

Managing change in the organization: est uy

One of the most recent successful changes to be implemented at a major organization is that of the technology company est uy's shift to a results-only workplace (ROWE). In the ROWE model, workers are judged solely on their output, not on how many hours they log at the company headquarters. This is a complete shift from the previous organizational culture and the way of valuing employees at est uy before ROWE was implemented. efore, workers were encouraged to pride themselves about how early they came in to the office and how late they stayed. Today, measurable output alone is how workers are valued. "Employee productivity has increased an average of 35% in departments covered by the program," and the…

Bibliography

Brandon, John. 2007. Rethinking the time clock. CNN. Available:

 http://money.cnn.com/magazines/business2/business2_archive/2007/03/01/8401022/index.htm  [27 Jun 2012]

Major change frameworks and models. (n.d.). DePaul University. Accessed:

http://facweb.cs.depaul.edu/nsutcliffe/450-00Current/450Frameworks-Models.htm [27 Jun 2012]

Similarly, while giving the employee involved in the altercation an opportunity to explain his side of things is a necessary formality, I would not expect this step to reveal any information that is useful or helpful to understand the situation. I would actually place much greater trust in the information disclosed by coworkers, especially those who were not directly involved in any specific incidents but who work closely enough with the individuals involved to shed a more objective light on what happened and what factors or behaviors they have observed that contributed to the problem. In that investigation, I would stress that their input would remain confidential to ensure their cooperation without fear of reprisal from the individual at issue.

Response to Aneka

With respect to the lateness issue, I would be much more interested in the information from the interview with the manager about how clearly he has explained…

Cross-National Management: Questions

Although the Chinese company Nice Group and the American company it is entering into a partnership with may not face linguistic barriers, they are likely to face considerable cultural barriers that could impede their mutual understanding. The first likely communications obstacle is one of managerial styles. America is a highly individualistic culture, and tends to prefer managers who adopt an empowering or 'coaching' style, meaning that they either give employees considerable autonomy and/or provide support and guidance to employees. This is true particularly regarding complex tasks that require professional expertise. Employees are regarded as valuable human assets who can make a meaningful contribution to the company. In contrast, within high-context cultures such as China, there is a tendency to prefer a far more directive style of management, and to view employees' individual needs as less important than serving the collective (Motivation, n.d, Handout).

Another issue is one…

References

Dimensions of culture: Ways to understand others. (2012). PowerPoint.

Motivation (or what do we look for in a job?). (n.d). Handout.

Shea, Catherine. (1994). Case study: Moscow Aerostar. The Richard Ivey School of Business.

This is related to bronchitis, asthma and long-term conditions such as lung cancer and bladder cancer (obinson, 2009).

It is estimated that the chances of getting bladder cancer is high for ex-smokers and passive smokers even after thirty years later. This brings us to the question of management of bladder cancer for current and ex-smokers as well as passive smokers.

The management of bladder cancer is a three-pronged approach that involves reducing the progression of the disease, protecting the bladder and increasing the chances of survival. The course of treatment depends to a large extent on the stage of the cancer. During the earlier stages, surgery, trans urethral resection, intravesical chemotherapy and immunotherapy are used to contain the disease and prevent it from progressing further. The malignant areas are treated with one of the above procedures to remove the tumor. In the case of a more advanced stage, radical cystectomy…

References

Cancer Research UK. (2011). Cancer in the UK: April 2011. Retrieved from  http://info.cancerresearchuk.org/cancerstats/mortality/ 

Friedman, Howard. (1990). Personality and Disease. Publisher: New York, John Wiley & Sons.

Abrahamson; Seligman; Teasdale. (1978). Learned Helplessness in Humans: Critique and Reformulation. Abnormal Psychology. Vol 87. pp 49-74.

McAllister, Robert. (May 1974). Viral Etiology of Cancer: Two Hypotheses with relevance to chemical exposure. Pediatrics. Vol 53 (5). pp826.

Project Management, Sustainability and Whole Lifecycle Thinking

Module 5 Case -- the esearch Essay

For nearly the entirety of human civilization, thinkers, philosophers, and indeed most human beings, have struggled to determine the most elusive aspects of identity. Balancing the essence of human nature against the effects of environmental influence eventually formed the foundation of the ongoing debate concerning nature vs. nurture. With the advent of remarkable technology capable of mapping the human genome, most people in today's modern world believe that their genetic makeup holds the key to their future health, personality traits, intelligence quotient, and even their fears. The unique confluence of factors that combine to form the personality traits, behavioral patterns, and ethical boundaries exhibited by every human being has spawned two distinctly divergent theories, with the majority of people advocating the influence of genetics over external environment. Proponents of the "nature" point-of-view assert a person's physical…

References

Collins, W.A., Maccoby, E.E., Steinberg, L., Hetherington, E.M., & Bornstein, M.H. (2000).

Contemporary research on parenting: The case for nature and nurture. American Psychologist, 55(2), 218-231. Retrieved from  http://digilib.bc.edu/reserves/py518/lent/py51802.pdf 

Kelland, K. (2012, July 31). Does nature or nurture make a top sprinter?. Reuters.

Retrieved  http://www.reuters.com/article/2012/07/31/oly-athl-m100m-package-genes -

HRM

Personal Reflection on a Managing Change

Change in any organization can be challenging, especially when there is resistance to change by employees. Effective management may help the change to be accepted and embraced and increase the potential for success (Buchanan & Huczynski, 2010). Many cases regarding change look at major changes, where there is significant disruption, but even small changes can be unsettling for employees and cause resistance. In the case used in the paper, the change was simple; a change in the shift patterns at a work place. The employer wanted to increase the coverage by existing employees by staggering work start times. Some employees would start up to 2 hours earlier and finish earlier, others would start later and finish later, the system was designed on a rota basis, with sufficient flexibility available for any employees that had special circumstances. As a manager, the resistance to this…

This was further detrimental to the morale of existing workers, as they began to resent the striking section of the workforce for their situation. The managing team then determined that a management of change assessment was necessary.

The first step in this assessment was an assessment of the existing situations. Workers were beginning to suffer from extreme fatigue, resulting in outbursts of anger and potential fights. This created physical hazards in the underground workplace. Worker resentment and anxiety were also rising as a result. Because these elements were detrimental for concentration and awareness, the physical hazard of spending long hours in the underground environment also rose exponentially for each worker.

It was also determined that input from workers themselves and their division supervisors was needed. For this purpose, several meetings were held between employees and their supervisors, and then with supervisors and management. These helped determined the precise areas of…

Task Management

Organizations hold conferences and we shall deal with an analysis of the tasks associated with the management of conferences. We may define conferences as 'An event used by any organization to meet and exchange views, convey a message, open a debate or give publicity to some area of opinion on a specific issue

Although not generally limited in time, conferences are usually of short duration with specific objectives.' (What is a Conference?) Certain things are made clear by this definition, and it clarifies that some factors are crucial for conferences. The first of them is that any conference has to be organized with specific aims. The second point springs from the first, and that is these objectives can be met only if people are brought together at one place. If these aims are not achieved, then it may be said that a conference is probably not the best…

Bibliography

Ahmed, Ahmed K; Atchade, Pierre; Fleming, Jean; Webber, Mary Margaret. "What Matters in Planning a Conference?" A Self-Study by Members of the Planning Committee for the Seventeenth Annual Midwest Research-to-Practice Conference. Retrieved at  http://www.bsu.edu/teachers/departments/edld/conf/ahmed.html . Accessed on 27 July, 2004

Conferencing with Student Writers" Retrieved at  http://www.gmu.edu/departments/english/composition/faculty/conferences.html . Accessed on 27 July, 2004

Johns, Andrew L; Osgood, Kenneth A. "Planning a Graduate Student Conference" Retrieved at http://www.historians.org/perspectives/issues/1999/9903/9903NOT.CFMAccessed on 27 July, 2004

McKenna, Judy; Martin, Dorothy. "Understanding Clientele Differences." Retrieved at  http://www.joe.org/joe/1992spring/a3.html . Accessed on 27 July, 2004

Human Resources Management: How to Improve Minimum Wage Policy Management in Hong Kong

The objective of this research is to analyze the advantages and disadvantages of minimum wage legislation in Hong Kong. When hike minimum wage can help lower skilled worker. This study will conduct an evaluation of the minimum wage hiking and how it can help the lower skilled workers and will additionally compare benchmarking minimum wage legislation with other countries, for example the standard of minimum wage.

Following minimum wage legislation the primary problems that employers and employees faced included for employers the turnover rate of lower-wage workers and how to reduce the cost of training that affects the quality of service and the working attitude and behavior of employee lack of enthusiasm. For employees problems included the increase in the unemployment rate and reduction in fringe benefits including such as medical insurance. Included in this study will…

Bibliography

Blundell, R., and H. Reed, 2000. The Employment Effects of the Working Families Tax Credit. Institute for Fiscal Studies Briefing Note No. 6, April.

Advisory, Conciliation and Arbitration Service, 2000. Annual Report 1999 -- 2000.October.

Bartlett, B., 2000. The Verdict on the Minimum Wage: Guilty on All Counts. Economic Affairs. September.

Bartwell, R., 2000. Age Structure and the UK Unemployment Rate. Bank of England Working Paper 124.

Operational esponse and Management

The Tokyo subway Sarin gas attack in 1995 elicited a critical incident response based on immediate public safety. There were nearly 700 people taken to the hospital by ambulance, and five thousand more arrived at hospitals through other means (Ogawa, Yamamura, & Ando, et al., 2000). Most of those individuals were actually well but frightened, which made it difficult to distinguish who was truly sick. Still, 17 patients were found to be critical, with nearly 40 more deemed serious (Ogawa, Yamamura, & Ando, et al., 2000). Additionally, almost 1000 more were moderately or minimally ill, and were experiencing problems with their vision. Those who were mildly affected were released later in the day because they had sufficiently recovered from their vision problems by that time. Most other patients went home the next day, with a few remaining hospitalized for a week. Eight people died on the…

References

Ogawa, Y., Yamamura, Y., & Ando, A., et al. (2000). An attack with sarin nerve gas on the Tokyo subway system and its effects on victims. ACS Symposium Series, 745: 333 -- 355.

Sidell, F.R. (1998). Jane's Chem-Bio Handbook 3rd edition. Alexandria, VA: Jane's Information Group.

Business Management-5.

Performance review session: Nick was relieved after his performance review from Warren because Nick did not seem to be penalized to any great degree for the servers going down while he was on duty. However, the performance review was extremely vague and undefined. It is unclear what a 'three' means in terms of a rating. Nick was told he was doing a 'fine' (i.e., acceptable) job but was not given any specific information about how to improve his performance. Warren was also extremely casual and informal (making comments about Nick's appearance and jokes) which destroyed the necessary subordinate-manager distance required for an effective review process. It made the review seem more personal and subjective. If the review had been negative, Nick may have been offended and complained about Warren's objectivity.

Q1b. When a performance review is given to a subordinate with whom you have a good personal relationship…

However, such strategy has the outcome in compliance in absence of commitment and feelings of frustration and resentment.

The fourth strategy is I lose a little, you win a little. The placate yield style represents a concern for the effects of conflict on the welfare and durability of all relationships that is entered. The hypothesis is that human relationships are so flexible that they cannot endure the trauma of working through normal differences. Therefore, the inclination is towards withdrawing from the conflict and pleases others by ignoring, denying and avoiding conflict. When the differences continue it is found worthwhile in placating and submitting oneself to ones objectives being seen as effective modes of self-protection and safeguarding our relationships with others. One-sided domination in ones relationship is evident in such type of strategies.

Finally, the strategy is 'I win, you win'. This approach to conflict resolution is regarded as the dominant…

References

Conflict Management Styles" (2002) Retrieved at  http://www.njit.edu/activities/conflict.pdf . Accessed 14 September, 2005

Hartwick, Jon; Barki, Henri. "Conflict Management Styles of Users and Analysts, and Their

Impact on Conflict Resolution" (1999) Retrieved at http://csdl2.computer.org/comp/proceedings/hicss/1999/0001/07/00017036.PDFAccessed 12 September, 2005

Lingren, Herbert G. "Managing Conflict Successfully" Retrieved at  http://ianrpubs.unl.edu/family/heg181.htm . Accessed 12 September, 2005

isk management is aimed at determining possible problems beforehand in order to plan and invoke risk-handling activities, as required, across the project's or product's life, for mitigating negative effects on attaining objectives. The process of risk management constitutes a key part of technical and business management systems; it is constant and forward-thinking. isk management must deal with problems that threaten the attainment of key aims. A constant risk management strategy is adopted for successfully predicting and reducing risk elements, which critically affect a venture. A sound risk management plan entails timely and forceful risk identification by way of participation and collaboration of concerned stakeholders. Effective leadership is required across all concerned stakeholders for cultivating an environment conducive to honest and uninhibited discovery and analysis of risk. While technical problems constitute a major concern in the early stages as well as all through the course of the project, risk management has…

References

Allnutt, S., O'Driscoll, C., Ogloff, J. R., Daffern, M., & Adams, J. (2010). Clinical risk assessment and management: a practical manual for mental health clinicians.

Andrews, D. A., & Bonta, J. (2010). Rehabilitating criminal justice policy and practice.Psychology, Public Policy, and Law, 16(1), 39.

Andrews, D. A., Bonta, J., & Wormith, J. S. (2011). THE RISK-NEED-RESPONSIVITY (RNR) MODEL Does Adding the Good Lives Model Contribute to Effective Crime Prevention?. Criminal Justice and Behavior, 38(7), 735-755.

Douglas, K. S., Hart, S. D., Webster, C. D., Belfrage, H., Guy, L. S., & Wilson, C. M. (2014). Historical-Clinical-Risk Management-20, Version 3 (HCR-20V3): Development and Overview. International Journal of Forensic Mental Health, 13(2), 93-108.

In today's trend of merging and acquiring smaller or newer companies by the older and more established companies (mergers and acquisitions), lay-offs and downsizing are prevalent. Since employees, once merged by two or more companies, will have an abundant supply of human resource, there is a reduction in efficiency because of the redundancy in work functions. Lay-offs or downsizing are often imposed when human resource supply exceeds the demand in the company. However, workforce realignment is not an easy task: imposition of a lay-off or downsizing inevitably results to a change in (higher) employee turn-over and adversely affects the morale of its (remaining) employees.

While the company's goal of reducing human resource expenditures is remedied by imposing lay-offs or downsizing, there are also disadvantages that can endanger the employee performance, efficiency, and productivity. For those who were affected by the lay-off or downsizing measures of the company, there are feelings…

Expatriate Management

educing Turnover

enhacing performance

DEFINING THE POBLEM

POBLEM ANAYSIS

POSSIBLE SOLUTIONS

SOULTIONS AND IMPLENENTATIONS

MANAGING EXPATIATES

Oce' Printing systems is an international company which specializes in original ICT applications and productive user-friendly systems, such as nonfunctional and multifunctional printers, plotters, copiers, scanners, as well as print management, document management, archiving, color management, design tools and image manipulator. Services provided by Oce' printing company includes consulting services, implementation services, education services, support services and facility services. (Oce' Website)

In addition to providing a wide range of products and services, Oce employs many European expatriates. As Oce continues to expand and keep updated and advanced on the latest and newest technologies, they must keep high quality employees, and a mixture of different cultures on their teams. One of the goals of this company is to decrease the high turnover rate and increase employee satisfaction European expatriates, of course do have…

References

Oce Printing Systems Website

Went Robert, Making Europe Work, Capital and class, Summer 2002

Glyn, Salverda, Does Wage Increase Really Cut Jobs, 1997

Michie and Smith, Devising A Strategy For Pay, 1997

CRM is not "speed dil" on your desk phone or the
telemrketers' desk, it is set of technologies tht need to be
selectively nd crefully pplied to selling strtegies. At the
intersection of the book nd the rticle ssignment is the use of CRM s n
enbler of building reltionships of trust with employees.
Critique of the rticle
The uthors, writing this in 2002, were insightful nd even prophetic in
the sttements mde specificlly regrding business strtegies nd
processes being the primry determinnts of demnd for CRM.
While Siebel Systems hd enjoyed meteoric rise nd mny credit Tom Siebel
with originlly defining the term nd softwre ctegory of CRM, in 2002
there ws still strong focus on fetures, functions nd benefits in CRM
pplictions. This ws n er of big-bng CRM deployments, with literlly
thousnds of sets of softwre delivered. The uthors refuse to get on the
"big is better"…

and cost of CRM to be fully defined for the reader.
-----------------------
[1] Harvard Business Review (February, 2002) - Darrell K. Rigby, Frederick
F. Reichheld and Phil Schefter, Avoid the Four Perils of CRM. Harvard
Business Review. February, 2002. pages 101 - 109

Potapchuk goes on to say that communities need centers of support for collaborative work, including the facilities, tools, and staff needed. There is merit in this suggestion, especially considering that many of the people involved in community collaboration efforts may not be trained or skilled in conflict management, collaboration, and communication. Effective tools and trained staff could help to ensure collaborators are able to work together effectively.

Potapchuk also says that communities need to continue their work on issues of race, class, and culture. This statement links back to Potapchuk's argument that underlying issues limit progress. However, it is unclear whether this is really a problem limiting progress. In fact, it seems that this is a much larger issue and one that collaborative community groups may not be able to overcome. Instead, it seems like it would be more reasonable for groups to be given the tools to work together…

References

Potapchuk, W. (1999). "Moving From Collaborative Processes To Collaborative Communities Building Our Agenda." Mediate.com. Retrieved October 21, 2005. URL:

 http://mediate.com/articles/collabcomm.cfm 

Weiss, J.F. (2005). "You Never Can Tell." Mediate.com. Retrieved October 21, 2005. URL:  http://www.mediate.com/articles/weissJF1.cfm

Jack Welch and his management at GE. Specifically, it will include some of the changes Jack Welch brought to GE. Jack Welch transformed General Electric Corporation (GE) from a mostly American company that was losing money in many areas to a global corporation that is one of the most admired in the world. Welch brought a variety of changes to the organization, and reinvented how many companies do business.

Jack Welch was the Chairman and CEO of General Electric Corporation from 1981 to his retirement in 2001, and he brought sweeping changes to the company and to business in general. "Under Welch's leadership, GE rose to be ranked No. 1 among the world's most valuable companies based on a combination of revenues, profits, market value, and assets" (Strohmeier 16). When Welch took over as Chairman in 1981, General Electric was facing many crises in its operations. Many of the company's…

Bibliography

Author not Available. General Electric Takes Top Honours in First Financial Times / PricewaterhouseCoopers World's Most Respected Company Survey. Business Wire. 30 Nov. 1998.

Strohmeier, Brian R. "The Leadership Principles Used by Jack Welch as he Re-energized, Revolutionized and Reshaped General Electric." Journal of Leadership Studies 5.2 (1998): 16.

Assigned Reading II (20%)
1. (20%)
Briefly explain the following concepts with an example each:
i. Fight-or-flight response
Fight-or-flight response refers to the dynamics that encompass the physiological arousal of the body to survive a threat. In preparation for a threat, there are two immediate actions that one can take: either attack or fight for defense from the threat or opt to run and flee away from the threat. For example, when a person encounters a barking dog while running, the fight-or-flight response runs away or faces the dog (Seaward, 2015).
ii. Holistic medicine
Holistic medicine alludes to an approach of healing that honors the assimilation, counterbalance, and synchronization of mind, body, spirit, and emotions for encouraging internal peace. It is an attitudinal method to healthcare instead of a certain set of techniques (Gordon, 1982). Examples of holistic medicine comprise homeopathy, acupuncture, and also massage therapy.
iii. Stress reaction
The…

References
Awasthi, P. (2018). Stressful Experiences, Workplace Stress, and Type 2 Diabetes: Management of Diabetes. PURUSHARTHA-A journal of Management, Ethics, and Spirituality, 10(2), 82-89.
Carducci, B. J. (2009). The psychology of personality: Viewpoints, research, and applications. John Wiley & Sons.
Folkman, S. (2010). 22 Stress, Health, and Coping: Synthesis, Commentary, and Future Directions. The Oxford handbook of stress, health, and coping 453.
Gordon, J. S. (1982). Holistic medicine: advances and shortcomings. Western Journal of Medicine, 136(6), 546.
Harris, M. L., Oldmeadow, C., Hure, A., Luu, J., Loxton, D., & Attia, J. (2017). Stress increases the risk of type 2 diabetes onset in women: A 12-year longitudinal study using causal modeling. PloS one, 12(2), e0172126.
Hiriyappa, B. (2013). Stress Management: Leading To Success. Booktango.
Jordan, M., & Hinds, J. (2016). Ecotherapy: Theory, research, and practice. Macmillan International Higher Education.
Kurlansik, S. L., & Ibay, A. D. (2012). Seasonal affective disorder. American Family Physician, 86(11), 1037-1041.

Migraine Management

Migraine, also known as hemi crania and megrim, is a severe and recurring headache. Commonly known as sick headache, it often affects only one side of the head, and is usually accompanied by nausea, vomiting, visual disturbances, and sensitivity to motion, light sound and odors.

'The, International Headache Society (HIS) has created a checklist by which migraine can be diagnosed. This is a simplified, standardized and globally accepted diagnostic test for migraine. The following criteria define common migraine, which is the migraine without aura:

A patient should have had at least five of these headaches.

The headache lasts from 4 to 72 hours.

The headache must have at least two of the following:

a. One sided location.

Pulsing or throbbing quality.

c. Moderate or severe intensity, making daily activities difficult or impossible to perform

d. Headache is worsened by routine physical activity. Such a bending over or climbing…

Reference:

1. Stewart J. Tepper, M.D, 2004, Understanding Migraine and Other Headaches, Jackson, Ms. Publication, University Press of Mississippi.

2. Kathleen M. Heins, April 2003, Stopping migraine pain: don't let the doctor dismiss your migraine symptoms. New medicines and treatments are giving millions of women relief from the worst headache of all - Second Opinion, Better Homes and Gardens.

3. Ben Harder, Feb 19, 2005, Against the migraine: a procedure's serendipitous success hints that some headaches start in the heart, Science News.

4. Karen Goldberg Goff, August 1, 1999, HEADING OFF Migraine pain: Finding "Trigger," Right Treatment for debilitating pain, The Washington Times, pg: 1.

Healthcare Quality Management

PDCA Modeling in Healthcare

Psychiatric emergencies in medical settings may be particularly challenging since the staff does not encounter them frequently and may not have experience dealing with behavioral crisis intervention. The purpose of this exercise is to help staff improve understanding and coping with nonmedical emergencies that occur in medical settings using the PDCA cycle.

X is a 41-year-old male admitted to a medical unit with a diagnosis of possible stroke. The patient is ambulatory, 5'10," and 350 lbs. Mr. X presented to the emergency department the day before after apparently losing consciousness at home. The initial CAT scan of his head was negative. It is suspected that Mr. X may be an IV drug user since his urine toxicology screening came back positive for opiates. The medical staff thinks that Mr. X had a seizure prior to admission, but he has shown no abnormal signs…

Works Cited

Bennet, L., & Slavin, L. (2009, April 3). What Every Health Care Manager Needs to Know. Retrieved from Continous Quality Improvement:  http://www.cwru.edu/med/epidbio/mphp439/CQI.htm 

i Six Sigma. (N.d.). Focus - PDCA. Retrieved from I Six Sigma:  http://www.isixsigma.com/dictionary/focus-pdca/ 

Pestka, E., Hatterberg, D., Larson, L., Zwygart, L., Cox, A., & Cox, D. (2012). Enhancing Safety in Behavioral Emergency Situations. Medsurg Nursing, 335-341.

Psychological First AID in CISM

Psychological First Aid

In this scenario, an act of terrorism has occurred at a nuclear power facility. Portions of the facility were destroyed by the explosion, killing some of the workers instantly. However, the threat of a core meltdown is imminent and both remaining workers and first responders are on the scene trying to prevent a community-wide radiation event. Both remaining workers inside the plant and the first responders will be experiencing a similar type of stress. Stress will be due to the loss of life, including friends and coworkers, as well as the dangers to their personal well-being from the potential radiation exposure. Tertiary stress is caused by a feeling of responsibility for protecting the community from the potential radiation release, including the lives of their own families who live in the area.

Acute Stress Symptoms

Stress reactions in this situation can be expected…

References

CISM International (2010a). Tips for Coping With Critical Incidents. Retrieved from  http://www.criticalincidentstress.com/coping_with_critical_incidents 

CISM International (2010b). Acute Stress Disorder. Retrieved from  http://www.criticalincidentstress.com/acute_stress_disorder 

Mitchell, J. (n/d). "Stress Management" (PDF). Szko -- a G-owna S-u-by Po-arniczej. Retrieved from  http://www.sgsp.edu.pl/sos/mitchel/wyklady/stress.pdf 

Regel, S. (2010). Post-trauma support in the workplace: the current status and practice of critical incident stress management (CISM) and psychological debriefing (PD) within organizations in the UK. Occup Med (Lond) 57 (6): 411-416. Retrieved from  http://occmed.oxfordjournals.org/content/57/6/411.full.pdf

West Transit Case Study
The relevance of teams in an organizational setting cannot be overstated. However, for teams to accomplish tasks for which they were formed, they ought to be effective. In essence, there are various approaches that could be used in seeking to gauge team effectiveness – i.e. on the basis of task performance, satisfaction of members, and the viability of the team. While task performance has got to do with how effective the team is in attaining the various performance objectives set within the timelines defined, member satisfaction is the extent to which members of the team feel that their contributions is valued and that their personal needs are addressed. On the other hand, team viability is essentially the willingness of team members to continue collaborating going forward so as to accomplish team objectives and goals. The team Bernie Hollis assembled lacks on the effectiveness front. This is…

Programs and Services

§ Briefly describe the major programs and services, and the population intended to be served.

Before choosing the programs it is pointed out that about three decades ago, the term 'organizational culture', came in vogue. It resulted in a study of the different styles of organizing. Today the organizational change can be achieved easily and the methods of conducting programs themselves can be a part of a project that involves multiple organizations. Non-profits also came into the scrutiny of these concepts. (Wright, 1994)

The theory now is to see that maximum benefits and opportunities are extended to the subjects by the organization in this case the disadvantaged groups, particularly women and children. The programs seem to be created and managed on the general principles that all organizations follow. There does not seem to be any specific study that was done to incorporate the persons who belong to…

References

Alternativestodv. (2013a) "Administrative Staff" Retrieved 22 April, 2013 from  http://www.alternativestodv.org/aboutus/staff.html 

Alternativestodv. (2013d) "History of the organization" Retrieved 22 April, 2013 from  http://www.alternativestodv.org/aboutus/advhistory.html 

Alternativestodv. (2013c) "Financial Information" Retrieved 22 April, 2013 from  http://www.alternativestodv.org/aboutus/financials.html 

Alternativestodv. (2013b) "ADV Federal 990 form" Retrieved 22 April, 2013 from  http://www.alternativestodv.org/images/ADV_Federal_990_Form.pdf

Therapist Name:

Case Name/#:

eason for eferral:

The client is a 15-year-old male who has issues with anger management. The client is also a gang member and given his age and background he is considered to be at risk for a number of antisocial behaviors.

Presenting Problems:

Clinical concerns: Anger management/acting out.

Clinical concerns: Interpersonal isolation/relationship issues.

Clinical concerns: Underage cigarette smoking.

Client is a high potential risk for substance abuse.

Clinical concerns: Client is at a high potential risk for depressive symptoms.

Contextual considerations:

The client has been in counseling with another counselor for four months before being transferred to this counselor's caseload. According to the reports from his previous counselor this client had made very little progress and was uncooperative.

He was uncooperative during the initial assessments and did not wish to discuss his feelings or acknowledge that he has difficulties with managing his anger. He tends to…

References

American Psychiatric Association. (2000). Diagnostic and statistical manual of mental disorders (4th ed.-text revision). Washington, DC: Author.

Beck, R., & Fernandez, E. (1998). Cognitive-behavioral therapy in the treatment of anger: A meta-

analysis. Cognitive Therapy and Research, 22, 63 -- 74.

Boxer, P. & Goldstein, S.E. (2012). Treating juvenile offenders: Best practices and emerging critical issues. In Grigorenko, E.L. (Ed.), Handbook of juvenile forensic psychology and psychiatry (pp. 323-340). New Haven, CT: Springer.

Griffith Hotel

Case Study- Griffith Hotel

The Griffith Hotel is a luxurious hotel that opened in Tel Aviv during 2005. The Griffith Hotel attracts tourists and high ranking diplomats from around the world as guests. The Griffith Hotel is modernized and has a robust 560 rooms to accommodate its vast clientele. The general manager and the higher level management team believe that providing the best customer service is the key to present and future success for the Griffith Hotel. ecently, the front-office manager Simon and his staff have not been meeting the customer service standards.

Five major problems are plaguing Simon and his staff at the Griffith Hotel. The problems are Simon's incompetence as a manager due to the lack of interpersonal skills, a sub-par cross-training program, an ineffective front-office department, a front-desk dilemma, and incorrect use of the satisfaction surveys. An in-depth look of interpersonal skills has been researched…

References

Brown, R. (2011). Prejudice: it's social psychology. Malden, MA: John Wiley & Sons.

Daft, R.L., & Lane, P.G. (2007). The leadership experience. Mason, OH: Thomson Learning.

Ellis, R. (2009). Communication skills: step ladders to success for the professional. Chicago, IL: Intellect Books.

Hayes, J. (2003). Interpersonal skills at work. NY, NY: Routledge.

Help her to realize that having a child may interfere with her future career, but that many mothers have successful home and job lives. There are an infinite number of options, and a determined teenager can find a way to success. Do not skirt around the issues of danger, however, as teenagers are more likely to miscarry or have other complications with their pregnancy such as premature labor and low birth weight of the child. Teenage mothers are more likely to need bedrest during the late stages of pregnancy, and a cesarian section during birthing, and the child is at greater risk for any number of complications.

Of course, while supporting a pregnant teen is vital, the key to solving the problems faced by teenagers dealing with pregnancy is to stop it before it happens.

Provide accurate and unashamed information about sex and pregnancy to children and teenagers, and encourage…

Bibliography

Adolescent Anger and Aggression." Psychiatric Institute of Washington. 2001.  http://www.psychinstitute.com/mental_illness/adol_anger.html 

Combat Teenage Sexual Abuse." NSPCC. 2001.  http://www.nspcc.org.uk/html/home/informationresources/combatteenagesexualabuse.htm 

Getting a Sexually Transmitted Disease." Frequently Asked Questions. American Social Health Association. http://www.iwannaknow.org/faqs/getting.html

Lamprecht, Catherine. "Talking to your Child about STDs." KidsHealth. Nemours Foundation. 2001.  http://kidshealth.org/PageManager.jsp?dn=KidsHealth&lic=1&ps=107&cat_id=171&article_set=23006

Cognitive restructuring theory describes the various applied approaches aiming at reframing behaviors. The theory uses cognitive therapy to apply the behavioral technique. The theory involves learning how to think differently to change negative thinking and replace it with positive thinking. In addition, cognitive restructuring aims at helping people to deal with problems of anxiety and depression. In so doing, people can change their manner of thought and live their daily lives with energy and hope.

Cognitive theory is practical and can help Tom control and effectively manage his anger. As such, tom would not change significantly because the action had already taken place. For Tom, it would be better to focus his energy on how to avoid such a thing from happening and avoid future irritation. In this case, Tom would take one of the techniques offered in the cognitive therapy. Aggression replacement may help teach him some behavioral techniques…

References

Kate, S., Tony, A., Sharon, H., Irina, L. (2007). A Randomized Controlled Trial of a Cognitive

Behavioral Intervention for Anger Management in Children Diagnosed with Asperger

Syndrome. Journal of Autism and Developmental Disorders, 37.7, 1203-1214.

From: Burns, D.D. (1989). The Feeling Good Handbook: 4 Steps in Cognitive Restructuring.

As Dr. Johnson's testing and surveys have concluded, and provided statistical data in support of his conjectures; aggressive driving will lead to assault depending upon how the driver who triggers the road rager's emotional response responds to that aggressive behavior.

The DOT does acknowledge the need to address aggressive driving, and has strong recommendations concerning the penalties for the offense. The DOT makes recommendations in six areas with statutory strategies (Statutory Strategies, online):

1.

Strengthen existing statutes to include stricter penalties. epeat offenders should receive enhanced punishment, including increased points, loss of license, higher fines, and jail sentences or probation.

2. Establish comprehensive education programs that address aggressive driving and include them as part of legislative changes. At a minimum, include aggressive driving education in public and private driver education programs. States should also consider anger management education as a supplement to other sanctions when making legislative changes.

3. Develop…

Reference List

Larson, J. And Rodriguez, C., 1999, Road Rage to Road Wise, Tom Doherty Associates,

New York, NY.

ROARR, 2009, found online at http://roarrinc.bizopiaweb.com/Default.aspx?tabid=231442, retrieved 10 December 2009.

U.S. Department of Transportation (2009), National Aggressive Driving Action Guide: A

New Faith Family Center

Of the many programs and services offered by The Capital City escue Mission the one program that I would like to focus on is The New Faith Family Center. This program is a yearlong residential, transitional program consisting of four phases to help up to 35 women and their children change old patterns and transform their lives. Women and children are welcomed in an atmosphere that reflects the love of Christ. Every Family is provided with a comfortable apartment while they focus on life changes. This program includes: Educational/Career development, Employment readiness, Counseling, Life skills/Addiction ecovery, Parenting skills / Anger management, Health Care and Child care. The program uses data and performance measurement tools to evaluate and improve the regional systematic and programmatic responses to individual and family homelessness, unemployment and overall need for assistance. The program also teaches individuals and families the skills to survive…

References

Calysn, R.J., Morse, G.A., Klinkenberg, W.D., Yonker, R.D., & Trusty, M.L. (2002). Moderators and mediators of client satisfaction in case management programs for clients with severe mental illness. Mental Health Services Research, 4(4), 267 -- 275.

Royse, D., Thyer, B.A., & Padgett, D.K. (2009). Program evaluation: An introduction. Brooks/Cole Publishing Company

Sullivan, G., Burnam, A., Koegel, P., & Hollenberg, J. (2000). Quality of life of homeless persons with mental illness: Results from the course-of-homelessness study. Psychiatric Services, 51(9), 1135 -- 1141.

Helfrich, CA & Fogg, LF (2007) Outcomes of a Life Skills Intervention for Homeless

Life kills Training prevention program that revolves around material focusing on violence and the media, anger management, and conflict resolution skills. My idea for this program comes from Botvin et al. (2006) who empirically tested the efficacy of this program and found that it can be successfully used to not only prevent tobacco, alcohol, and illicit drug use but also to prevent violence and delinquency.

The Life kills Training (LT) is a program that was structured "to address several important cognitive, attitudinal, psychological, and social factors related to tobacco, alcohol, and illicit drug use and violence" (Bovine et al., p 404). People who use it are taught a variety of cognitive-behavioral skills that help them in terms of "problem-solving and decision-making, resisting media influences, managing stress and anxiety, communicating effectively, developing healthy personal relationships, and asserting one's rights "(ibid).

ocial scientists (e.g., Elliott, Huizinga, & Ageton, 1985; Hammond & Yung,…

Sources

Botvin GJ, Griffin, KW, & Nichols, TD (2006) Preventing Youth Violence and Delinquency through a Universal School-Based Prevention Approach, Prev Sci (2006) 7:403 -- 408

Biglan, A., & Cody, C. (2003). Preventing multiple problem behaviors in adolescence. In D. Romer (Ed.), Reducing adolescent risk: Toward an integrated approach (pp. 125 -- 131). Thousand Oaks, CA: Sage.

Elliott, D.S., Huizinga, D., & Menard, S. (1989). Multiple problem youth: Delinquency, substance use, and mental health problems. New York: Springer-Verlag.

Flay, B. (2002). Positive youth development requires comprehensive health promotion programs. American Journal of Health Behavior, 26, 407 -- 424.

Children With Conduct Disorder

It has been suggested that the following three treatments are the most conducive for helping children who have behavior related problems:

Family Therapy?

This treatment is focused towards the changes that have to be made in the family system, such as improving family interaction with the child. Peer group therapy?

In this therapy we will work to develop the social and interpersonal skills of the child. Cognitive therapy?

This therapy will help the child in improving his communication skills, and problem solving skills. Along with that it provides anger management training to the child, along with impulsive control training. I would like o conduct an experimental study that will evaluate differences in each of these groups and see whether one intervention is preferable to the other.

Methodology?

I would randomly select children and randomly divide them amongst three groups. The children would all come from the…

Lahey, B.B., Moffitt, T.E., & Caspi, A. (2003). Causes of conduct disorder and juvenile delinquency. New York: Guilford Press. Pro.ed CDS: Conduct Disorder Scale (10355)?

 http://www.proedinc.com/customer/productView.aspx?ID=2277 ?

What statistical analysis should I use?  http://www.ats.ucla.edu/stat/stata/whatstat/whatstat.htm ?

Autobiography of Iviannette Figueroa

In this paper, I will describe my life and how my life experiences have shaped the person that I am today, how they have impacted my dreams, and what I intend to do in the future. In this paper I explore my childhood and how the difficulties that I encountered in that childhood have helped shape the woman I am today. The woman that I am today is a mother, a wife, and a student working towards admission into the respiratory therapist program. Generally, I have worked hard to put a difficult childhood behind me. As a result, I have to acknowledge that an autobiographical paper was very challenging for me. I do not like to think about how my childhood has impacted the woman that I am today. While I am generally self-confident, I realize that the things I like the least about myself are…

References

Deaux, K. & Snyder, M. (2012). The Oxford handbook of personality and social psychology.

New York: Oxford University Press.

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NE: Mystery Writers of America.

Personality Analysis

Life History

Like most people, I have experienced ups and downs, highs and lows. The major upheavals in my life have revealed some of the core personality traits that have been with me since childhood. I believe that crisis and stress challenge us, and also bring to light our true selves. However, I also believe strongly in the power of each person to change. I used to have anger management problems and other emotional issues, just like most people. Mainly these problems were related to my not having in place a set of established coping mechanisms in my life. Part of this is related to the culture and upbringing, and part also to personality traits. Yet after I was divorced from a husband of 22 years, it was a shock. I did not feel like myself because my emotions were getting the best of me. Knowing this, I…

References

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Jussim, L. (2012). Social Perception and Social Reality. New York: Oxford University Press.

Lalande, Kathleen M.; Bonanno, George A. (2011). Retrospective memory bias for the frequency of potentially traumatic events: A prospective study. Psychological Trauma: Theory, Research, Practice, and Policy, Vol 3(2), Jun 2011, 165-170.

Lewkowitz, D.J. (2011). The biological implausibility of the nature-nurture dichotomy and what it means for the study of infancy. Infancy 16(4): 331-367.