Should Drug Use Be Considered A Disorder Essay - 1122 Words

When should drug use be considered a disorder rather than an accepted normality? Many have debated over the misuse of legal and illegal drugs, whereas there are numerous people that take ten different types of pills a day, there are those that never touch drugs, and then there are people that believe ‘harsher’ drugs can change the way you live life. Since countless of these household standards are practiced worldwide, the principles of what is deemed ‘normal’ might be harder to evaluate. The textbook definition of Tolerance is, â€Å"The diminishing effect with regular use of the same dose of a drug† (Myers, 2008), meaning in most cases it causes the body to need a higher dosage in order to feel the drugs effect. Addiction is a strong and harmful need to regularly have something or do something. There are many types of psychoactive drugs, however the main three are noted as, Depressants, Stimulants, and Hallucinogens. Depressants are drugs that slow o ur body functions and reaction times. Things such as alcohol and opiates are considered depressants because they slow neural activity. Stimulants however, are the opposites of depressants; they cause erratic neural function and they speed up the body’s functioning processes. There are lots of stimulants in today’s culture. We have legalized stimulants in society such as nicotine, and caffeine that are highly addictive but still have been proven relatively safe. Then there are illegal or regulated stimulants that are on the moreShow MoreRelatedObsessive Compulsive Disorder ( Ocd )1717 Words   |  7 PagesObsessive-compulsive disorder (OCD) is defined as a â€Å"disorder in which intruding, recurring thoughts or obsessions create anxiety that is relieved by performing a repetitive, ritualistic behavior or mental act (compulsion)† (Ciccarelli White, 2012, p.543). OCD is a neuropsychiatric disorder that once was considered to be rare (Stein, 2002). 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Deviant behavior can be defined as behavior that differs from the normal, behavior that incurs public disapproval and behavior that is usually subject to some form of sanction. Now, we can go on and discuss the theories of deviance. TheRead MoreUse Of Aripiprazole For Acute Mani Critiquing A Systematic Research Review1558 Words   |  7 PagesThe Use of Aripiprazole for Acute Mania: Critiquing a systematic research review Systematic reviews are based on an extensive and meticulous search for studies and research and are selective of the data that is reported; excluding poor quality studies and accurately categorizing the quality of the research that has been chosen (Melnyk, Fineout-Overholt, 2011). Once there are several sources of information presented on issues, or studies that are conducted on a concern; clinicians may then set-out

Startegic Analysis of Crh - 5041 Words

STRATEGY CONCEPTS AND APPLICATIONS ASSIGNMENT Submitted by- MODINA MONIR SAFA Submitted to- JIM MILLIGAN Submission date-21-01-2011 WORD COUNT: 2560 (Exclusion of cover page, table of contents, refference, appendix ) TABLE OF CONTENTS PAGE NUMBER EXECUTIVE SUMMARY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 OBJECTIVE †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 CORPORATE MANAGEMENT †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1 MAJOR COMPETITORS OF CRH†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 ANALYSIS†¦show more content†¦The company has more than 2,000 plants operating around the world. Lafarge s growth strategy is to shift focus from Western Europe and North America to emerging markets such as Africa, the Middle East, Asia, Central Europe, and Latin America, which now account for more than half of sales. 2. CEMEX SAB DE CV:-3rd The building materials company is one of the top cement makers in the world (along with Lafarge and Holcim). The majority of its sales come from cement; the company has more than 60 cement plants and an annual production capacity of more than 95 million tons. It also produces, markets and distributes ready-mix concrete, aggregates, and clinker (an intermediate product used to make Portland cement). CEMEX operates in North America (through CEMEX Inc.), as well as in Africa, Asia, Europe, the Middle East, and South America. The US, Mexico, and Europe account for about 80% of revenues. 3. HOLCIM LTD Profile Holcim is one of the world s largest cement makers (along with CEMEX and Lafarge) with an annual production capacity of approximately 200 million tons. The company operates in some 70 countries around the world; its international subsidiaries include Holcim (US),St. Lawrence Cement in Canada, Aggregate Industries in the UK, Holcim (Australia), and Holcim Apasco in Mexico. Although geographically diverse, Holcim sticks to the basics when it comes to products: cement, clinker, concrete, aggregates, and lime. The company also offers research,

How does Juliets Language change manifest the course of play Essay Example For Students

How does Juliets Language change manifest the course of play? Essay Act 1 scene 3 introduces Juliet to the audience. Here she interacts with the nurse and her mother. Her words emphasise her contrasting relationships with the two. When interacting with the nurse she seems at ease and the words spoken between them shows a friendly and intimate relationship, Nurse Faith I can tell her age unto an hour Juliet And stint thou too, I pray thee nurse, say I she addresses the nurse by her name. In contrast, with her mother she shows respect and only speaks when spoken to madam. Juliet is a intelligent and although perceived my most as an obedient child she is actually being tactical and crafty. Though she only speaks when spoken to, when asked about her opinions of meeting and maybe marrying Paris she gives her mother the impression that shell do as shes told, Ill look to like if looking liking move. But no more deep will I endart mine eye. Than your consent give strength to make it fly she has not actually agreed to do as she is told but has given an answer which will please everyone including herself. Also, earlier on in this scene, she demonstrates independent thinking when asked about her opinion on marriage, it is an honour that I dream not of. This may appear to some as if she is being a young, innocent girl, therefore influenced to answer this way, but in my opinion she is being quick witted and astute. In this scene she has shown such a smart manner that her intelligence remains unknown to both the audience and the characters. As the play continues though, her aptitude and wit is increasingly revealed. Romeo meets Juliet in Act 1 Scene 5 and they engage in sophisticated wordplay. This shows her language changing from innocent to mature. They talk in a sonnet and use religious language, Saints do not move, though grant for prayers sake they converse in this manner to disguise the less safe and respectable subject of kissing, love, romance and their feelings. This conveys Juliets strong religious beliefs. The language she uses does not reflect her true self a child but actually the reflection appears to be a woman in control. Their first conversation is by way of a sonnet. It is spoken contrary to the traditional way of the era of the play where the man speaks all the fourteen lines. This shows they are not practising courtly love, which would be normal for their status and situation in that era. Juliet interrupts Romeos first four lines, quatrain with her own quatrain, which illustrates her independence and need for equality. This also shows that she is unconventional compared to both the time she was living in and her age. Unlike when she discusses Paris, when Juliet talks about Romeo she is certain when she talks of Romeo and her love for him My only love sprung from my only hate! Too early seen unknown, and known too late! Prodigious birth of love it is to me that I must love a loathed enemy In act 2 scene 2 the language that Juliet uses reveals independence from her parents and illustrates her love, feelings and necessity to commit to Romeo to the audience demonstrating confidence in her own mind. If that thy bent of love be honorable, Thy purpose marriage, send me word tomorrow, By one that Ill procure to come to thee, Where and what time thou wilt perform the rite; and all my fortunes at thy foot Ill lay And follow thee my lord throughout the world. this shows that Julie is very modern and unconventional and unorthodox in the way she acts in comparison to the way things are. The audience would have seen this gesture as heroic and quite brave as this would have been practically unheard of. Although some people may see this act as an indication of her being young, naà ¯Ã‚ ¿Ã‚ ½ve and therefore hasty I see this as proof of Juliet being sure of herself, and what she wants and being brave and unafraid take the initiative. .u598dde1b10730493765fa68d925ac111 , .u598dde1b10730493765fa68d925ac111 .postImageUrl , .u598dde1b10730493765fa68d925ac111 .centered-text-area { min-height: 80px; position: relative; } .u598dde1b10730493765fa68d925ac111 , .u598dde1b10730493765fa68d925ac111:hover , .u598dde1b10730493765fa68d925ac111:visited , .u598dde1b10730493765fa68d925ac111:active { border:0!important; } .u598dde1b10730493765fa68d925ac111 .clearfix:after { content: ""; display: table; clear: both; } .u598dde1b10730493765fa68d925ac111 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u598dde1b10730493765fa68d925ac111:active , .u598dde1b10730493765fa68d925ac111:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u598dde1b10730493765fa68d925ac111 .centered-text-area { width: 100%; position: relative ; } .u598dde1b10730493765fa68d925ac111 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u598dde1b10730493765fa68d925ac111 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u598dde1b10730493765fa68d925ac111 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u598dde1b10730493765fa68d925ac111:hover .ctaButton { background-color: #34495E!important; } .u598dde1b10730493765fa68d925ac111 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u598dde1b10730493765fa68d925ac111 .u598dde1b10730493765fa68d925ac111-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u598dde1b10730493765fa68d925ac111:after { content: ""; display: block; clear: both; } READ: Billie Holidays EssayAct 2 scene 5 presents the idea that Juliets language changes as her relationship with the characters she interacts with transforms. The nurse is part of her secret relationship with Romeo and therefore she feels closer to the nurse. She can play with her as she would and could not do with her mother. She has completely withdrawn from her mother. Where is my mother? Why is she within? Where should she be? How oddly thou reply this is because she now has Romeo and his love and is therefore feeling more secure and does not feel that it is so necessary to please everybody now. She talks in a soliloquy at the beginning and poses a lot of rhetorical questio ns. It is evident here to the audience that her language has changed from how it was at the beginning where she seemed uninterested in marriage and all things associated, but now the idea of marriage seems to fill her with anticipation for the answer and excitement, what say he of our marriage, what of that? In my opinion she knew what she wanted from the start and she was just waiting until she found it, she was ready for love but finding love with her enemy was unexpected. Juliets language suggests in Act 3 scene 2 that regardless of the dangers nothing stands in her way once she is committed. After marriage to Romeo without the consent of her parents she remains unswerving in her dedication to him when he is banished for killing Juliets own flesh and blood her cousin Tybalt. The audience can now see the change in Juliet, from a child to an adult literally overnight. She has taken her role as wife seriously, and chooses to support her husband whom she has known for all of three days over her family who she has known all her life. She rebukes the nurse who has been like a mother to her when she suggests being unfaithful to Romeo. Nurse Will you speak well of him that killd your cousin? Juliet Shall I speak ill of him that is my husband? Ah, my poor lord, what tongue shall smooth thy name When I, thy three-hours wife, have mangled it? Juliet makes it clear where her loyalties lie, not with her family, but with her husband. The audience would find this shocking, yet admirable. Act 3 scene 5 presents the last time in which the lovers meet. Although Juliet is happy at seeing Romeo again her language displays maturity and insight in recognising the hazards even in the midst of her passion O now be gone, more light and light it grows Juliet sees things differently to the way Romeo does. She cannot see a happy picture of them but has a omen of things to come. Methinks I see thee, now thou art so low, as one dead in the bottom of a tomb. Juliet though, remains strong and appears to know along with the audience that their situation is doomed. Dramatic irony takes effect and evokes sympathy in the audience, as they know what the characters dont. Juliets desperation is shown in Act 4 scene 1 where she turns to friar Lawrence for help. She will do anything to get away from following her parents instructions and marrying Paris. It is obvious to the audience that she is in love with and devoted to Romeo and therefore accepts the crazy scheme in which the friar comes up with. The audience at this time would have been shocked at the decision Juliet was making here but would have seen a brave and heroic side to Juliets character. Juliet would also be seen as disobedient and disrespectful because of the code of behaviour in that day and age. .u58d5ba912bcb762bb3765a87a9c771fb , .u58d5ba912bcb762bb3765a87a9c771fb .postImageUrl , .u58d5ba912bcb762bb3765a87a9c771fb .centered-text-area { min-height: 80px; position: relative; } .u58d5ba912bcb762bb3765a87a9c771fb , .u58d5ba912bcb762bb3765a87a9c771fb:hover , .u58d5ba912bcb762bb3765a87a9c771fb:visited , .u58d5ba912bcb762bb3765a87a9c771fb:active { border:0!important; } .u58d5ba912bcb762bb3765a87a9c771fb .clearfix:after { content: ""; display: table; clear: both; } .u58d5ba912bcb762bb3765a87a9c771fb { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u58d5ba912bcb762bb3765a87a9c771fb:active , .u58d5ba912bcb762bb3765a87a9c771fb:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u58d5ba912bcb762bb3765a87a9c771fb .centered-text-area { width: 100%; position: relative ; } .u58d5ba912bcb762bb3765a87a9c771fb .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u58d5ba912bcb762bb3765a87a9c771fb .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u58d5ba912bcb762bb3765a87a9c771fb .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u58d5ba912bcb762bb3765a87a9c771fb:hover .ctaButton { background-color: #34495E!important; } .u58d5ba912bcb762bb3765a87a9c771fb .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u58d5ba912bcb762bb3765a87a9c771fb .u58d5ba912bcb762bb3765a87a9c771fb-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u58d5ba912bcb762bb3765a87a9c771fb:after { content: ""; display: block; clear: both; } READ: Woman in Black- drama coursework EssayJuliet shows great courage in act 4 scene 3. She speaks in soliloquy and starts off with short sentences showing uncertainty of the decision, which is to be made. What if this mixture do not work at all? Shall I be married then tomorrow morning? then she moves on to questions showing paranoia and thought, then she goes on to thinking about the consequences which seem rushed and make her seem as if she is not sure about what she is doing. Finally she decides on the right decision to make and drinks to Romeo RomeoI drink to thee. This is not the sort of behaviour that would have been expected in that time especially in the Roman Catholic Church where suicide and killing was completely unacceptable in her faith. Since Juliets behaviours and attitudes were so inappropriate for the time, she may have seemed rash and foolhardy to the Elizabethan audience. Personally, though I think that she should be celebrated for her courage.

Leadership Theories

Theorists have formulated several leadership theories in the past. Leadership styles and theories which were used several years ago are not the same as the ones used today. Hernsey and Blenchard’s theory of situational leadership allows leaders to adopt various leadership styles that match with development levels of their followers.Advertising We will write a custom essay sample on Leadership Theories specifically for you for only $16.05 $11/page Learn More Leaders adopt leadership styles which are dependent on readiness and willingness of their followers to perform required tasks. When followers are not mature, their competence and motivation of is low, but it increases as they mature (Hernsey and Blenchard, 1976). According to McGregory (1960), theory X and theory Y assumptions encompasses style, behavior, situation, and adaptation to the situation. These theories resulted in development of other situational theories. Fried Fielder’s (196 7) contingency theory argues that there is no one best way of leading. It identifies situations when task-oriented approach is more effective, and when a relationship style would be more productive. Fielder concluded that task-oriented leaders are effective when conditions are either â€Å"very favorable for the leader or which are very unfavorable for the leader† (Fiedler, 1967, p.13). When situation is favorable, members are ready and willing to work because their leaders support job performance. When conditions are unfavorable, group members will need to remain goal-oriented for them to achieve any success. In stressful situations, a leader’s structure and control can remove undesirable ambiguity and the anxiety that goes with it (Fielder, 1967). In Hersey/Blanchard theory of situational leadership model, there is no best way to lead. Leaders must be able to adapt to situations and modify their leadership style to be more effective. The level of maturity of a group will determine the most effective leadership style (Hersey and Blanchard, 1976). A leader assesses maturity of a group to come up with the amount of guidance needed. Immature group requires direction and goal-oriented behavior from their leader. At this stage, task-oriented leadership is required since followers are eager to accept guidance when they feel uncertain about a task. As a group matures, it builds a relationship with its leader.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Task-related behavior decrease as relationship behavior takes charge. A two-way communication develops and members are involved by their leader in decision making. As maturity increases, the leader delegates responsibility to the next step in the process (Hersey and Blanchard, 1976). In contingency theory, leadership style is determined by situations and can only be changed based on the relationship between members and their leaders. A leader can adopt a leadership style and use it as situation may demand. On the other hand, Hersey/Blanchard theory of situational leadership model depends on maturity of group members for a leadership style. Immature group requires close guidance and one-way communication where the members are told what to do, when and how they do it. Leadership style changes to a relationship when a group is mature enough. The style later changes to a two-way communication where members are involved in decision making and responsibilities delegated. Role of Leaders in Organizational Ethics Leaders play an important role in developing ethical business organizations. If a manager does not portray a positive behavior, other employees are likely to follow suit and business organization become unethical. Leaders should use idealistic visions and persuasive communication styles to motivate their followers. Ethical behaviors have a role in credibility, and the ability of leade rs to have a positive influence on their followers (Piccolo et al. 2010). Ethical leadership captures employees’ perceptions of ethical behavior inferred from leader’s conduct. When leaders demonstrate a normative appropriate conduct through personal actions and interpersonal relationships, and promote such conduct to their followers through communication, reinforcement and decision making, the result is ethical organization. Trustworthy leaders are proactive and are expected to increase cooperation among employees to promote organizational identification. This will have a positive improvement in performance and ethics in a business organization. Ethical leadership increases organizational identification.Advertising We will write a custom essay sample on Leadership Theories specifically for you for only $16.05 $11/page Learn More Organizations which have leaders with poor ethics rank poorly in public and this may have a negative effect on business (Walumbwa et al. 2010). Exchange of positive behaviors between ethical leaders and members through trust, open communication, information sharing and liking of followers, contribute to ethical behavior in an organization. According to Bandura (1977), leaders influence their followers by way of modeling process. This is one of the most powerful ways of transmitting values, attitudes and behaviors. Employees learn how to do something by observing their leaders. Leaders can be good models by virtue of their assigned roles, their status, success in the organization and the power to affect the behavior and outcomes of their followers in an organization (Bandura, 1977). Leaders act as role models to their junior employees. Even when other employees do not envy their leader, portraying ethical behavior will ensure that all employees emulate deeds of their leaders. Leaders who are not honest or trustworthy are likely to encourage dishonesty and lack of trust among their followers. Leaders gain trust of their followers when they act in a generally acceptable and consistent manner regarding how leaders should behave in a workplace. References Bandura, A. (1977). Social Learning Theory. Englewood Cliffs, NJ: Prentice Hall. Fiedler, F.E. (1967). A Theory of Leadership Effectiveness. New York: Mcgraw-Hill. Hersey, P., Blanchard, K. (1972). Management of Organizational Behavior: Utilizing Human Resources (2nd ed.) New Jersey: Prentice Hall.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mcgregor, D. (1960). The Human Side of Enterprise. New York: Mcgraw-Hill. Piccolo, R. F., Greenbaum, R., Hartog, D.N., Folger, R. (2010). The Relationship between Ethical Leadership and Core Job Characteristics. Journal of Organizational Behavior, 31, 259–278. Walumbwa, F.O., Mayer, D.M., Wang, P., Wang, H., Workman, K., Christensen, A.L. (2010). Linking Ethical Leadership to Employee Performance: The Roles of Leader–Member Exchange, Self-Efficacy, and Organizational Identification. Organizational Behavior and Human Decision Processes, 115, 204–213. This essay on Leadership Theories was written and submitted by user Johnny Harvey to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

BP company employee training and development

Introduction The following report is concerned with the extent upon which an organization adopts a structured training process approach to the analysis, design, delivery and evaluation of its learning and development provision. The report starts with an understanding of the Bp Oil. co. Ltd. located in Hull. It also defines the learning and development theories, their applications and also includes the conclusions as well as the key recommendations.Advertising We will write a custom essay sample on BP company employee training and development specifically for you for only $16.05 $11/page Learn More An overview of BP Company The BP Company has its locations in the United Kingdom and it is one of the leading gas and Oil Company the entire Europe continent. Its headquarters are based at London. However, this report focuses on the BP Company that is located at Saltend which nears the Hull city. The BP Company plays a key role as far as the world’s chem ical industry is concerned. The company also exist as a centre for Technology as well as Research in the entire world. BP is a multinational company and operates in more than 80 countries across the globe. The initials†BP† was as a result of the organization’s founders, British Petroleum. Apart from being much involved into oil as well as gas manufacturing, the company is also concerned with the social corporate responsibilities. The company is also listed in the London Stock Exchange (LSE) as well as the New York Stock Exchange (NYSE). An understanding of learning and development theories, models and frameworks in BP The learning and development theories are part of the larger human resource management that is concerned with the policies, programs and practices which are designed to maximize both the organizational and personal goals. Employees training and development usually plays an important role of determining the profitability of an organization i.e. it ens ures that the employees perform well hence increasing the productivity (Gibb, 2008, 8). In BP Oil Company that is located in Hull, training is done on old and new members of staff as well. This enables them to adjust with regards to the changes that occur in the course of their duties. It enables them to be conversant with the technological changes that take place.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The methods that are employed in training the employees in BP oil company includes the following; job rotation, lectures, apprenticeships, role playing as well as simulation, audiovisual methods, internships among others. David Kolb who is an educational theorist came up with learning styles in the early 1980s. David Kold came up with important concepts regarding the learning styles and the concepts are applied in many organizations today. The theory focuses on four learning styles which are interpreted in a cycle. According to David Kolb, the learning process is in form of a cycle whereby, the trainee is expected to touch all the cycle’s bases. The cycles are composed of the concrete experience, observation and reflection, testing implications as well as the formation of the abstract concepts as well as generalisations. According to him, the concrete experience results to reflection as well as the observation. The reflection and observation are then incorporated into theoretical concepts i.e. the abstracts. The implications are then tested and experimented so that the corrective action can be taken. The testing as well as the experimentation also enables one to come up with new experiences. Kolb holds the view that learners usually prefers a particular learning style and that there are several factors that influences one to prefer a given learning style. The following diagram represents Kolb’s 4 cycles of learning process According to sparks an d Loucks (1998), there are usually five models with regards to employee’s development. The first model is the individually Guided Development in which the instructor devises the tasks that will be accomplished. The employees are vested with the role of coming up with the means of objectives attainment.By so doing, the mode; is believed to motivate them. The model is also important because it allows the instructors to attend to their own issues and hence creating some professionalism.Advertising We will write a custom essay sample on BP company employee training and development specifically for you for only $16.05 $11/page Learn More The other model with regards to employee’s development is the observation as well as assessment. The employees are allowed to provide feedback regarding to the teachings that they receive. The employees learn as they observe the teachers’ teaching behaviour. The employees are also allowed to discuss amon g themselves and this enables them to exchange important ideas (Harrison, 2009, 67). The third model as far as employee’s development is concerned is the employee’s involvement in the development process. This helps to bring about the maximum individual development of the employees in the organization. The employees are assessed and areas that require to be improved are highlighted. The involvement is important as it enables the employees to acquire new skills. The fourth model of the employee’s development is training. In this model, the presenter devises the learning activities that should be carried out together with the effects that are associated with the learning activities. In this model, the employees are trained on the theoretical as well as the practical aspects as far as the organizational activities are concerned (Swart et.al. 2005, 89). The last model with regards to employee’s development is the inquiry. Inquiry is concerned with identifying the problems and collecting the data. Usually, the teacher prepares some questions so as to determine their personal teaching practices and to take actions where necessary. Application of learning and development theories, models and frameworks The learning and development theories, models and frameworks with regards to the BP Company are applied in analysis, design, delivery as well as the evaluation of the learning and development provision. Application of training and development theories in employee’s analysis Learning and development theories enable the management to effectively analyse the performance of the employees. The employee’s performance is thus measured against the set objectives. The trainees usually liaise with the senior leadership team of the organization so as to provide them with an insight concerning their progress. Essentially, the trainees are only required to have a positive attitude towards raining and also show their willingness to successfu lly complete the training and development programmes. They should also put extra effort to ensure that they capture all that they are taught. Training also requires the employees to be reliable and cooperative with their trainers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The selection criteria of employees who requires training in BP co. is usually informal. The line managers in organizations usually select the employees that require to be trained. Also, the employee who feels that they need training so as to enhance their skills also forwards themselves. Employees are thus trained on the following areas; customer satisfaction, problem solving, communication skills as well as teamwork management and control. Each area of training is completely different from the other and therefore the teachers should ensure that they teach one area at a time so that the employees can understand well (Walton, 1999, 19). A SWOT analysis of the employees training is also conducted in order to determine the strength and weaknesses of the programme and whether the programme is facing any threats and has any opportunity in the market. This is usually done by the senior management team in the organization, the organization’s training specialists, and those employee s who are through with their training among others. The SWOT analysis team may also be comprised of a small group or an individual who has adequate knowledge concerning the organizational as well as employees’ training needs. The trainees are thus informed of the reasons why SWOT analysis is being carried out before the process begins. The strengths refers to the areas that employees are best in i.e. those aspects that the employees performs very well such as outgoing e.t.c. training however, the training team should not give a high priority to strengths (Stewart, 1999,15). Weaknesses entail the aspects which calls for employees require to be improved. For instance, poor customer service is a form of weakness which if not improved may lead to loss of potential customers in an organization. Opportunities as well as the threats are usually as a result of the outside factors. Opportunity entails the new openings that if utilized properly, could lead generate greater revenue to t he organization for instance, a new product may call for direct sales representatives so as to conduct the market promotion and hence the need for training. Threats entails the occurrences on the employees that could make it difficult for them to perform their duties effectively and efficiently e.g. the sales staff may find it difficult to promote the company’s product as a result of the emergence of a competitor who offers low prices for goods. Thus, unless they are trained, the sales staff may not be able to create sales for the business. Thus, the learning theory and development is very important as far as the employee’s analysis is concerned (Reid, Barrington, 2004, 24). Application of training and development theories and employees design in BP Company Employees design entails a program that is set so as to ensure that the employees training objectives are met. The training designs have indeed developed over the years in that it has began using the systematic mod els. For instance, the BP Company has been using the instructional systems design commonly referred to as ISD so as to enhance efficiency with regards to the training programmes. The training designs ensure that the employees are ready for the training and it also ensures that learning is carried on in a smooth manner. It also helps in monitoring and evaluating the employees training and development. Thus training design enables the employees to achieve their training goals. For the training design to be effective, the learning goals to be attained should be determined ahead of the training process (Bee, Bee, 2003, 89). The efficiency of an employee training program can be enhanced by the following; the trainers requires to define the training needs of the employees first i.e. they should approach the training with a clear mindset. The company’s needs should also be determined so as to identify the area that requires to be improved. There should be no hurry at all in determi ning the ideal training programmes. The training should also be done in a suitable place. Also; the organizational leaders should ensure that they don’t have much workload during the employees training period so as to support the employees where necessary. The trainers too requires to be very attentive in that should act promptly to support the employees in case of anything (Sparks, Loucks, 1998, 26). Training programs design is meant to assess whether the employees are able to use the resources available effectively and efficiently. If the employees fail in a program, it results in the waste of resources for the organization. The success of the program depends on the type of the trainees that are selected for training by the company and therefore the right people should be selected (Megginson Whitaker, 2007, 54). The training and development thus enables the creation of an effective program that ensures that the employees training objectives are met. The training programs at the BP Company ensure that the employee’s are able to study the materials. The programs also ensure that the employees are able to utilize the resources that they have in an efficient manner. The training programs help to motivate the employees during the training program. Application of training and development theories in training delivery The BP Company usually holds a question and answer session so as to explain to the employees the importance of training, the reason as to why they were chosen to be trained among others. Employees training are usually very expensive particularly in a case where the employee’s exits the organization after being trained and therefore, it is important for the managers to select carefully the employees to be trained. The trainers should ensure that the training programs’ objectives are in agreement with the employee’s training needs. The training goals should be set in such a way that the employees are able to know whe re they are today and where they should be in the near future. It is thus important for the senior management team to have meetings with the trainees regularly in order to ensure successful completion of the training program. In Bp Company, the human resource manager usually liaises with the employees regularly so as to determine as to whether the employees are well trained and to take up the corrective measures as fast as possible. This enables the employees who are being trained to become familiar with the training expectations and so they works extra hard so as top meet these expectations. The training delivery plays a key role of ensuring that the employees successfully complete their training programmes. The successful completion of the training by the employees ensures that the organization performs well. This is due to the fact that the employees are part and parcel of the organization and so their success reveals the organization’s success. Employees are usually uniqu e with distinct learning styles and therefore, the delivery methods helps to cater for the needs of each trainee. In the BP Company, the training delivery helps the trainees to know their responsibilities so as to work towards achieving their overall objectives. Application of training and development theories in evaluating the training programs An organization requires evaluating the training program that it has implemented so as to determine as to whether the program is successful. The organizations should consider whether the trainees have gained the required skills. If it turns out that the employees have not acquired them relevant skills, the organization should determine the reasons behind it. The senior leadership team at BP oil Company located in Hull for instance holds regular meetings with the employees so as to determine as to whether the employees fails to gain skills due to their personal inability or due to other factors such as unsuccessful training programs(McKenna , 1997,13). The BP Company usually collects all the data concerning the employees training so as to evaluate the employees learning programs effectively. Organizations should first collect all the important information regarding the training so as to clearly evaluate their employees learning programmes. The information that is collected should be quantified and measured in such aspects as output, cost, time-period, and value among others. The BP oil company in Hull also uses quantitative information in form of working habits, employee’s mindset, employee’s growth, compliance, initiativeness among others in evaluating the employees training programs. The company also evaluates the employees training programs so as to determine as to whether the training programs facilitated the employees to adapt to the working environment. Also, the company evaluates the employees training programs by way of observation as well as holding interviews with the employees. The company monito rs the behaviours of the employees all through the learning process so as to establish as to whether the employees are familiarizing themselves with the organization as well as their jobs (Marchington, Wilkinson, 2008, 34). The BP Company also gauges the employee’s reactions with regards to the training programmes. The feedback that the company obtains from the trainees is essential as it enables the company to know how the trainees perceive the training programs and hence to come up with measures aimed at improving the programs. The use of questionnaires as well as the meetings enables the organization to determine the trainees’ attitude towards the training programs. Conclusions based on analysis of theory and practice The learning and development theories, frameworks and concepts play a critical role as far as employees training programs are concerned in organizations. An effective training program is very important as it can facilitate the organization’s su ccess. An organization that is contemplating to formulate an employees learning strategy should consider the following issues i.e. the main customers and the value that they buy from the firm, the competitors and their products in the market, strengths as well as the weaknesses of the organization, the reason as to why the organization is intending to formulate the training strategy e.t.c. This answer with regards to the above issues enables an organization to determine its employees training needs. The human resource department of an organization plays as important role of assessing the training needs of the employees. The management can compare the employees existing skills or performance s against the expected skills.In case of any differences between the employee’s current skills and the anticipated ones, then the training should be recommended (Woodall Winstanley, 2000, 22). Recommendations The following are my recommendations; an organization should clearly identify th e employees who require to be trained so a not to waste monetary assets in training the employees and the same employees exits the organization as a result of finding employment opportunities elsewhere. Thus, it is important to find out where learning is required and an internal audit should be carried out so as to assist in pointing out the needy areas for training. The organizational leaders should maintain an open and trusted relationship with the employees so as to ensure that they share important information with regards to employees training and development. An organization should asses its current employees skills so as to determine it can provide the appropriate training programs to each and every trainee. The management should thus determine the future directions of the organization so as to determine the effectiveness of a learning program. Also, it is important for the senior leadership team to determine as to whether the company is committed in supporting the learning ef forts based on such aspects as financial aspects e.t.c. This will help to ensure that the training program to be developed does not fail following the lack of financial commitment. The management should also liaise with the trainees on regular basis so as to determine as to whether the training is in accordance with the set goals. Reference List Bee, F Bee, R., 2003.Learning needs analysis and evaluation: 2nd ed. London: Chartered Institute of Personnel and Development. Gibb, S., 2008. Human resource development: process, practices and  Perspectives: 2nd ed. Basingstoke: Palgrave Macmillan. Harrison, R., 2009.Learning and development 5th edn. London: Chartered Institute of Personnel and Development. Marchington, M. Wilkinson, A., 2008. Human resource management at work:  4th edn. London: Chartered Institute of Personnel and Development. McKenna, E, P., 1997. When work doesn’t work anymore: women, work and  Identity. London: Simon Schuster. Megginson, D. Whitaker, V. , 2007.Continuing professional development, 2nd  Ed. London: Chartered Institute of Personnel and Development Reid M. Barrington H., 2004. Human resource development: beyond training  Interventions. London: CIPD. Sparks, J. Loucks, H.R., 1998. Evaluating professional development. UK: Corwin Press. Stewart, J., 1999. Employee development practice. London: Financial Times Management. Swart, J. et al., 2005.Human resource development: strategy and tactics. Oxford: Butterworth-Heinemann. Walton, J., 1999. Strategic human resource development Harlow: Financial Times Prentice Hall Woodall J. Winstanley, D., 2000.Management Development: Strategy and  Practice. Hoboken: Blackwell. This essay on BP company employee training and development was written and submitted by user Shania S. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Audit in Podiary medicine Essays

Audit in Podiary medicine Essays Audit in Podiary medicine Paper Audit in Podiary medicine Paper Audit in Podiatry Medicine Auditing plays a very crucial role in organizations and not just in podiatry medicine. It is usually divided into two, where we have both internal and external audit. The role of internal audit is to â€Å"provide independent assurance that an organization’s risk management, governance and internal control processes are operating effectively† (Institute of Internal Auditors, 2010). Internal auditors deal with issues that are pivotal to the survival and success of the organization. They look at such things as the organizations standing in society, the way the organization treats its employees, growth and development, and the organization’s impact on the environment. External auditors however, look at such issues like financial risks and statements of the organization (Institute of Internal Auditors, 2010). National Institute for Clinical Excellence (2008) describes Clinical audit as a â€Å"process of improving quality that tries to find a way to improve patient care and outcomes through systematic review of care against overt criteria and the implementation of change†. To do this, aspects of the structure, processes and outcomes of care given are selected and systematically evaluated against a clear-cut criteria. Where indicated, changes are implemented at an individual, team or service level. When conducting a clinical audit, some key notes need to be observed. These are: Firstly, clinical audit projects are best conducted within a structured program. They should have effective leadership and emphasis on team work and support and participation by all staff. Organizations should also know the fact that this kind of exercise requires enough funding. Another thing that organizations need to recognize is that improvements in care resulting in clinical audits can increase costs. The barrier that is cited as the most common in clinical audits is the failure by the organizations to provide enough protected time for the healthcare teams. Organizations should make sure that their healthcare staffs learn the skills of clinical audit, and that those involved in organizing audit programs must consider various methods of making sure that health service staff provide their full participation. Nice says that another key note is that clinical audit is used to improve aspects of care and is used to confirm that the current medical practice being offered meets the expected level of performance. Participation of staff is important especially in selecting topics because this enables concerns about care to be reported and addressed. This is not always necessary, but it may play a big role in reducing resistance to change. Lastly, since what is important to the patients that are receiving care are significantly different from those of clinicians, service users should therefore be involved in the clinical audit process (2008). According to the Board of Podiatric Medicine (2010), one of the roles that audit plays in podiatry medicine is the role of ensuring that doctors of podiatric medicine (DPMs) show continued capability in their work. According to section 2496 of the State Medical Practice Act, requirements for continued competence are specified and it authorizes the Board of Podiatric Medicine to adopt regulations to ensure the â€Å"continuing skill of persons licensed to practice podiatric medicine†. Every time a renewal is done, a DPM must officially state that he agrees with one of the following under punishment of false swearing, subject to audit: that the DPM, is required to have passed an exam administered by the board within the past ten years. He is to have passed an exam administered by an approved specialty board within the past ten years, to have completed an approved residency within the past ten years. He is also  required to have current, suitable or competent status with an approved specialty board. He is to have passed Part 111 exam administered by the National Boards within the past ten years, be recertified by an approved specialty board, and have completed an extended course of study approved by the board within the past five years. He should have granting/renewing healthcare facility privileges within the past five years. Audit is also important in podiatry medicine, because it helps keep doctors accountable to their patients. Though this is not common practice as such, there is one surgeon, Ernest Amory Codman MD (1869-1940) who employed this rule in his profession. Despite the fact that he was one of the best doctors of his time, even he made mistakes. The only difference between him and his counterparts was that instead of hiding his mistakes, he publicized them and chose instead to learn from them. It is said that he â€Å"recorded diagnostic and treatment errors and linked these errors to outcome in order to make improvements† (Neuhauser, 2002). He resigned from Massachusetts General Hospital where he was a staff and started his own private clinic called the â€Å"End Result Hospital†. The difference between Codman’s hospital and the average healthcare organization is that he admitted his errors in Print and in public. He published this report so that patients would be the ones to decide whether they would be able to receive quality care from him, and the outcome of the care provided. He sent copies of these reports to major hospitals throughout the country, challenging them also to follow his prints, but this did not happen. They would say that they were not allowed to do so by their lawyers. Another role that audit plays in this field of podiatry medicine is to improve the practice of the doctors. The General Medical Council advises that it is mandatory for all doctors to take part in regular and systematic medical and clinical audit. They are advised also that when doing this, they should record their data honestly, so that they are able to get the proper results and be able to improve their practice, by for example, taking part in further training. The UK Central Council for Nursing, Midwifery and Health Visiting, says that every registered practitioner is responsible for assisting the coordination of quality improvement initiatives such as clinical audits. Clinical audit is indeed an important exercise to carry out in one’s organization. According to the Royal Society of Psychiatrists (2009), the main reason that audits are done is to improve the service offered to users. They say that without some form of clinical audit, it is not easy for one to know whether they are doing the right thing or even practicing effectively. If you are not sure about this yourself, then it also becomes a difficult task to demonstrate to others that you are practicing effectively. Some of the benefits of clinical audit are audit helps to ensure that working relationships, communication and liaison between staff, staff and service users (the people who receive service from medical practitioners), and between agencies are improved.   It identifies and promotes good practice, and it may result to the improvement of service delivery and outcomes for users. Another benefit of doing clinical audits is that when performed, one is able to provide informat ion to show your users that your service is effective and pocket friendly, thus, ensure its development.   Audits provide opportunities for education and training. They help increase efficiency by ensuring that there is better use of the resources that are available. They also help in improving working relationships, communication among staff members, staff and service users and between agencies.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Audit is an avenue that medical professionals can use to retain the trust and respect of their patients especially in an era where the patients are becoming increasingly critical. This is one of the ways that they can establish and maintain confidence in the quality of clinical care that is being accorded to them. It is a quality improvement tool, and through it, one may be able to tell whether efforts are being made by medical professionals to give their patients high quality professional care. It is increasingly becoming an essential component of professional practice (Nice, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When done in the right way, audit has provided a way in which the quality of care that is given to patients by medical professionals can be assessed and reviewed objectively, within an approach that is supportive and developmental. All areas of professional practice have been subjected to questions and challenges due to changes in society. Clinical audit therefore provides medical practitioners with a way of responding that compares the care given to the best practice while keeping the central role of the clinical team in agreeing and implementing plans for change. Clinical governance provides a new challenge – â€Å"to take audit at its best and incorporate it within organization’s wide approaches to quality†. References Institute of Internal Auditors. (2010). What is an internal audit? Website, (online) Site: iia.org.uk/en/about_us/What_is_internal_audit.cfm Accessed 06/05/2010 NICE. (2008). Principles for Best Practice in Clinical Audit. Report (online). Site: nice.org.uk/media/796/23/BestPracticeClinicalAudit.pdf Accessed 12/4/2010 Royal Society of Psychiatrists. (2009). Clinical audit: what it is and what it isn’t. What is a Clinical Audit? Report (online).Site: rcpsych.ac.uk/pdf/clinauditChap1.pdf Accessed 06/05/2010 Surrey and Sussex NHS Trust. (2006). Audit Committee, Terms of Reference: Report (online) Site: surreyandsussex.nhs.uk/about_us/documents/tors/tor-auditcommittee.pdf Accessed 06/05/2010 Neuhauser, D. (2002). Heroes and martyrs of quality and safety: Ernest Amory Codman. Quality Safety Health Care, 11, 104-105 (online). Site: http://qshc.bmj.com/content/11/1/104.full Accessed 06/05/2010 Sackett, DL., Rosenberg, WMC., Gray, JAM., Richardson, WS. (1996). Evidence based medicine: What it is and what it isn’t. British Medical Journal, 312 ,71-72 (online). Site: http://ebnp.co.uk/What%20is%20EBP.htm Accessed 06/05/2010

HR article review Essay Example | Topics and Well Written Essays - 250 words

HR article review - Essay Example With an identified knowledge gap in the relationship between human resource practices and employees’ performance, the study investigated relationships between human resource management practices such as recruitment and selection, training and development, employees’ participation, reward, maintenance, and separation, and employees’ performance. A cross sectional survey design was implemented and data collected a sample of 285 participants, out of which 198 offered the required information. A scale was used to aid data collection and regression analysis used to investigate relationships between the different human resource management practices and employees’ performance. Results identified significance of some of the human resources practices but not all. Recruitment and selection, level of employee involvement in an organization, reward, and maintenance had significant effects on employee performance. Other practices identified insignificant relationships to employee performance. The factors were further correlated and the authors recommends continuous evaluation of the human resource management practices in an organization because of effects of time factor and the developed knowledge is significant and comprehensive to human resource management that deals with issues relating to organizations’ employees (Tabiu and Nura 247- 256). Tabiu, Abubakar, and Nura, Abubakar. â€Å"Assessing the effects of human resource management (HRM) practices on employee job performance: A study of USMANU Danfodiyo University Sokoto†. Journal of Busines Studies Quarterly 5.2 (2013), 247-259,