Personal Approach to Counseling Essay Example

Personal Approach to Counseling Essay Personal Approach to Counseling Todd J. Schmenk, M. Ed. Rhode Island College Author Note Todd J, Schmenk, M. Ed. , Department of Counseling, Educational Leadership, and School Psychology Department, Feinstein School of Education and Human Development, Rhode Island College. Correspondence concerning this article should be addressed to Todd J. Schmenk, M. Ed. , Department of Counseling, Educational Leadership, and School Psychology Department, Feinstein School of Education and Human Development, Rhode Island College, Providence, RI 02908 E-mail: [emailprotected] om 1. Key Concepts In dealing with individuals and in my experience and studies over the years I have come to the conclusion that a person’s development and interactions with the world is a compilation of internal adaptations to external stimulus. As the philosopher Ken Wilber put it â€Å" A person’s network-logic is a dialectic (an investingating or discussing the truth of opinions) of whole and part. As many d etails as possible are checked; then a tentative big picture is assembled; it is checked against further details, and the big picture readjusted. And so on indefinitely, with ever more details constantly altering the big picture—and vice versa. † (Wilber, 2000, Loc. 213-15) Drawing upon this broad but key ideology, any approach to counseling or psychotherapy, in my opinion, would have to be sure to address these internal processes and conclusions in order to help an individual deal with and achieve balance when an imbalance has occurred. In order to do so, this would mean incorporating upon several of the key components of made by astute individuals who have helped to define the various aspects of these processes. Of great influence to my approach would be Erik Erikson’s psychosocial theory of development which considers the impact of external factors from family, specifically the parents, to cultural and societal influences and their effects on an individual’s personality (ego) development from childhood to adulthood. According to Erikson’s theory, every person must pass through a series of eight interrelated stages over the entire life cycle. (Arlene F Harder, 2011) At each transition, there is the possibility that the individual may falter and develop less than optimal approaches for dealing with external stimuli. We will write a custom essay sample on Personal Approach to Counseling specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Personal Approach to Counseling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Personal Approach to Counseling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Going a step further in identification and specificity of those external influences and their effects on an individuals ego development are the works of Dr. Clare Grave, Dr. Chris Cowen, and Dr. Donald Beck, who have compiled their observations in their theory which they refer to as â€Å"Spiral Dynamics†. Dr. Graves in the early 1950’s refered to this new emerging approach to human understanding as a biopsycho-social system. In his words he defined the term as: â€Å"Bio† for the neurology and chemical energy of life and the organismic part of us. The â€Å"Psycho† for the variables of personality and life expereinces, our temperments and sense of self and relationships to others, the â€Å"Social† for the collective energy in group dynamics and culture as the interpersonal domain influences human behavior in collective settings ranging from small groups and families to corporations and entire societies, and the â€Å"System† for the interdependence and action/reaction of these three upon one another in a coherent whole according to principles laid out in General Systems theory and other approaches to how things work and interact. (Cowen, Todorovic, Lee, 2001) Or in more simple terms: â€Å"Briefly, what I am proposing is that the psychology of the mature human being is an unfolding, emergent, oscillating, spiraling process, marked by progressive subordination of older, lower-order behavior systems to newer, higher-order systems as man’s existential problems change. † (Graves, 1959) Where Er ikson, Graves, Beck, Cowen and a good number of other therapists saw he quantifyable development of human beings as the unfolding of stages, I also look to Ken Wilber who has devised a â€Å"Integral Theory† that looks for underlying connections between all these pieces of the same puzzle, drawing upon the available schools of thought in psychology, religion, philosphy, and other related fields, in an attempt to relate them to each other. One of Wilber’s greatest contributions to the field of psychology and counseling is by demonstrating that the various practitioners have all been studying several lines of development, yet collapsing these observations together as if they were one. By doing so, creating illisionary camps of opposing thought that are believed to be mutually exclusive. Wilber has shown that all of these lines coexist and need to be acknowledged in order for the treatment to have a larger impact. This is not to say that all approaches to pyschotherapy do this, many of the newer theories and approaches to therapy have begun to see and adapt this idea pulling from various modes of applications, such as dialectical, but few do this as broadly. An example of this can be seen in the following illustration: [pic] Wilber explains: And there are multiple paths or lines of development. It has been demonstrated that each level of development has a different worldview, with different perceptions, modes of space and time, and moral motivations (discoveries upon which the work of researchers from Maslow to Kohlberg to Loevinger to Gilligan would depend); he showed that reality is not simply given but is in many important ways constructed. (Wilber, 2000, loc 577-82) Given this explaination, Freud’s view could be seen and the identification of the psycho-sexual line of development, whereas Maslow focused on the needs line , Grave focus on an individual’s world-view, and Gilligan focused on the line of ego development. All equally important. Given this, my intake form that an individual would fill out combined with information collected during sessions should provide the basis from where to move forward in choosing the appropriate psychotherautic model for treatment increasing the effectivess and positive outcome in alleviating the individual’s current condition. This conclusion is echoed in this course’s text in that â€Å" Effective theories are grounded in an understanding of human development. They provide a framework for gathering and organizing information and exploring personality. (Seligman Reichenberg, 2010, loc. 972-73) Since I have the most experience in dealing with individuals drawing from health education and promotion theories that are similar to Solution Focused Brief Therapy (SFBT) methods, this would be the area I would most often begin. In SFBT, one of the core objectives â€Å" is to increase people’s hope and optimism by creating expectancy for change, n o matter how small. In this way, people become more aware of what is working rather than what is not. † (Seligman Reichenberg, 2010, loc. 1000) Often times I have found that when people seek my services, they do so because something has changed, yet they are unaware of such a change, and that that change has been percieved as a negative effect by that individual. A common example of this is a person in their late 20’s or early 30’s who is distressed over a sudden increase in weight. There are many factors that can contribute to this, but a common theme I have observed is that the individual had continued to eat as if they were still an athlete, a teenager, or in their early 20’s. Their eating habits remained constant, however, their activity levels and the stage of their body’s development (they are no longer growing) have not, having an undesirable and unintentional impact. While this example is dealing with obersavable behaviors (activity, nutrition), the same can also be applied to an individuals mental constructs, schema’s, or beliefs. People often relate present expereinces with ones that look similar to what they have encountered in the past, yet the course their responses produces different results. One of the other great strengths is that SFBT focuses on the present and the future rather that on the past and allows an individual to focus on positive change. (Seligman Reichenberg, 2010, Loc. 10986-87) This would be especially important in the first few sessions since I would want to alleviate the immediate cause of distress. Using the above example, looking at the person’s belief and coming up with goals, such as using a nutrition journal to increase awareness, would be a good place to begin. Even small insights based upon this simple exercise can greatly motivate and increase this individual’s expectancy for further changes. Next I would turn to Rational Emotive Behavioral Therapy (REBT) because of its structure and its use of reason to challenge irrational beliefs. I love the outline presented in the class text because, in my experience, I have found that having a plan tends to increase the likelihood of compliance and therefore success. The typical session will almost always include the following tens steps 1. Review old business from the previous session – if it is the first session, than I would review the intake form to ensure accuracy and begin to develop the therapeutic alliance. 2. Check up on the mood, behavior, symptoms, and medication. 3. Elicit new business, especially and major life changes 4. Follow up on homework 5. Establish the agenda for the sessions 6. Do the work according to the ABCDEF format 7. Summarize the work that was done 8. Assign new homework 9. Obtain feedback on the session 10. Close the session (Seligman Reichenberg, 2010, loc. 8046): This is not to say that I would be inflexible and if the situation presented itself, would even incorporate the use of Carl Roger’s more free-flowing client centered approach, but I would not start a session off that way. I have tried this type of approach and have found that for an individual who is looking for an immediate solution and possibly some guidance, that type of approach if used right from the start can be frustrating and de-motivating. I would also use the concepts found within REBT to help teach clients about rational and irrational thinking so that they could identify, dispute, and modify their irrational beliefs. By doing so, the individual should be able to develop a more rational and integrated approach to life. Unlike SFBT, which focuses on goal setting and problem solving, REBT dictates that I would need to go beyond this approach to enable the individual to establish more balanced, logical, and rewarding lives. (Seligman Reichenberg, 2010. Loc. 7968) For emotionally based complaints that do not seem to be able to be addressed using SFBT and REBT, I would consider utilizing an emerging approach that has some components of Gestalt therapy, but it also based heavily on the concepts of Freud’s work called Core Energetics. The work of Core Energetics requires that clients want to dissolve their original wounds and evolve into their authentic selves, heart and soul. It is an emotional focused practice. It first appeared in the 70’s introduced by Dr. Pierrakos who had based this new methodology upon observations made by Wilhelm Reich, a colleague and disciple of Freud, about the connection between the body and psychological/emotional health and dysfunction. Black, 2004, 120-23) He believed that his clients’ bodies were tensed and distorted as a result of blocked energy and used physical approaches to alleviate or encourage an emotional discharge that often produced insight in to what was bothering them. I have experienced this type of therapy and have found it useful, especially when I was not completely aware of what was truly bothering me, though I would need further training before I was comfortable in implementing this type of approach. 2. Signs of Change As I worked with an individual there would be signs that I would be looking for that would help identify if my approach was having the desired effect. As reflected in our text: As they become cognizant of the possibilities for positive change, their empowerment and motivation increase correspondingly, creating a beneficial circle; positive change fuels people’s belief that change can happen, which enhances their motivation and efforts to change, which in turn leads to more positive changes. (Seligman Reichenberg, 2010, loc. 11001) When it comes to SFBT, simple indications would be compliance, the client creating and meeting the goals that were agreed upon, an increased motivation to be in action, and their reported belief that they were getting something out of our sessions. When it came to REBT, one of the advantages of the approach is the scaled questions that would be attached to their irrational beliefs. Those issues causing the most turmoil should be seen over time to diminish moving down scale on a scale of 1 – 10, where 10 would be most distressful to 1 being the least. If I find that the individual is still holding on to these irrational beliefs and being negatively affected by them, it would be because that they are still active and the individual was still using them (still unaware) and an adjustment would be made. Two other themes I would look for in working with the individual would be self-acceptance and awareness. The REBT approach â€Å"suggests that emotional difficulties often are found in people with conditional self-acceptance and that they value themselves because of their accomplishments rather than because of their basic worth as a person. † (Seligman Reichenberg, 2010. 5828-30) In other words, for many, when they have a set-back or fail at something, they believe it is because they are bad or a failure. (conditions of self-worth) Those who were able to differentiate and see these differences (and display behaviors congruent with their statements) I would see as both making progress and as becoming more self-aware. By being aw are of their approaches to life, they would then be able to make changes, become fully self-expressed or authentic in the moment and see the possibilities available to them. . The Role of the Therapist and the Nature of the therapist-client relationship Given my experience over the last 15 years in dealing with individuals with a variety of health concerns and now moving to a more broad based look at an individual’s over-all mental health and its effect on those health issues, my approach and role in a therapist-client relationship would tend to be eclectic, integrating different treatment strategies as needed. Interactions and assessments with the individual would help to clarify what is most likely the main issue and which counseling theory or theories and the tools provided in each would best increase the chances for the most favorable outcome. With that being said – all of my approaches would begin by ensuring the strong development of a therapeutic alliance as illustrated by several of the fields most prominent therapists since the formalization of this idea by Carl Rogers. Therapist traits such as empathy, unconditional positive regard, and congruence (or being genuine with a client) create the conditions necessary to develop a more effective alliance between clinician and client. Therapy sessions then primarily act as a place where an individual can explore uncomfortable emotional experiences and learn or relearn more constructive ways of dealing with them. (Seligman Reichenberg, 2010. Loc 1186) Even though the initial approach to REBT and SFBT tend to be more structured and more formal, it is still possible to create a warm, safe space or clearing within these contexts in order to foster re-education, insight, reframing, challenging irrational beliefs, and personal growth. By doing so it is almost inevitable that change will occur and that it will â€Å"have a ripple effect on many aspects of the client’s life. (Seligman Reichenberg, 2010. Loc 11142) In REBT and SFBT the therapist often assumes many roles such as an educator, a mentor, a role model, and a coach using a wide variety of interventions, tools, and resources. Some of these tools I would bring into sessions would be identifying the situations and utilizing the three column technique, using a dysfunctional thought log or other journal and asking questions like â€Å"Between now and our first session, I want you to notice the things that happen to you that you would like to keep happening in the future? † or â€Å"What changes have occurred since the person first made the appointment? † all the time utilizing active listening skills, portraying empathy, offering reassurance, and making suggestions when they are relevant. When I was in session, I would keep all the above in mind in regards to the following: Current research suggests that treatment approaches and interventions are just one factor in producing change. In a landmark study, Miller, Duncan, and Hubble (1997) found that clients attributed 40% of the change they experienced in treatment to extratherapeutic factors (including people’s internal resources and events in their lives), 30% to the therapist–client relationship, 15% to particular techniques and interventions, and 15% percent to their hope and expectation of positive change. Seligman Reichenberg, 2010. Loc 1043) which demonstrates the power of the therapeutic alliance and the need to be seen as both an expert, a guide, an advocate, and as most importantly, another human being just like them. 4. Goals Given the processes of the therapies I would tend to implement, I believe that the amount of sessions that would be needed in order to achieve the desired outcome and to alleviate their current concerns would be six to eight sessions with 80% of clients concluding treatment by the 20th session and most of their positive changes occurring by the 8th session. Seligman Reichenberg, 2010. Loc. 11093) Before meeting with the client and then continuing the practice before any sequential sessions, I would use a decision tree to determine what interventions to use next with my client. Part of REBT is starting each session off by checking in with them to see what was happening in their life and what they wished to see happen more often to move towards major life changes. One of the major concepts of REBT is that Clinicians teach clients about rational and irrational thinking; help people identify, dispute, and modify their irrational beliefs; and facilitate their efforts to develop a more rational philosophy of life. Although problem solving is part of treatment, REBT clinicians go beyond problem solving and enable people to establish more balanced, logical, and rewarding lives. (Seligman Reichenberg, 2010, Loc. 8079-82) This would be done using the six-step ABCDEF structured format that would meet the requirements described above. In brief – we would look to identify the external source of discomfort, take a look at the belief about that stimulus and its effect, look at the consequences the belief was having on their life, devise ways to dispute this belief, what the effect would be once the belief had been realigned, and an exploration of the new feelings and behaviors that would be a result of this process. (ensuring motivation) (Seligman Reichenberg, 2010. Loc. 8084-8138) Other tools I described earlier would be the use of behavioral tracking and awareness enhancing practices such as a log or journal. When it comes to SFBT, some of the most important interventions would be the use of the miracle question which would implement the use of scaling to measure change and the use of suggested solutions, but would also focus on identifying exceptions, looking for places in a person life where things worked. For instance, if a person was having a difficult time and was feeling burned out because of the work requirements, exploration of times when they had a good day and what they did differently should provide their own solution to the kind of plan that should be developed further in order to have that exception become the norm. If the person had a difficult time identifying such a situation, there is where SFBT would tend to suggest activities to help the person identify such solutions or suggest ways they could try to alter the situation. Simple questions like â€Å"What is different about the times when the difficulty does not happen? †, When is the problem less severe? , and How is that different from the way you handled this the last time it occurred? † (Seligman Reichenberg, 2010, Loc 11155) would all be ways to explore this further and find the individuals strengths or effective ways in which they have dealth with similar situation before. Once identified, those traits and skills would be exemplified and then practiced so that they become a new behavior. Tony Schwartz, the author of The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal has broadened this approach laying out the four main areas that an individual should look when trying to create new rituals, ones that will over-ride and replace older dysfunctional approaches. He focuses on the following: At the same time, we must build the four underlying capacities that make excellence possible: strength and endurance (physical), high positive energy (emotional), control of attention (mental), and a compelling sense of purpose (spiritual). (Schwartz, 2005, Loc. 143) What is so great about this book is that it addresses many of the main issues around performance, whether it is at work or in dealing with the family and aligns well with both REBT and SFBT. The main underlying message in the book could be summed up best by â€Å"It’s not the number of hours we work that determines how much value we create. Rather it’s the quantity and quality of energy we bring to whatever hours we work. † (Schwartz, 2005, Loc 161) This enderlying theme echos the beliefs of both systems. From a REBT perspective – it addresses the â€Å"performance equals worth† irrational belief and from a SFBT it focuses on the positive aspects and strengths an individual uses to maintain their energy levels, including understanding what values are of the upmost importance to them. 5. How this approach might apply to diverse groups Given that every individual – regardless of race, culture, gender, or orientation would need to proceed through the same stages of development and face similar transitional challenges at each stage, I believe that my approach would be useful in most therapy situations that were targeted at mid to high functioning individuals. I do not see this approach as being as effective with those who have a compromised perception of reality such as those who are currently in a psychopathic state, but even there this approach may be useful once those individuals have been stabilized. SFBT and REBT are both mental approaches to dealing with current issues which are both cross-cultural both in their acceptance and application. Since some cultures are more sensitive to talking about their emotions, my approach, using these methodologies should help to alleviate and overcome this cultural reluctance. When it comes to cross-cultural or diverse populations, I also include gender communication differences, religious orientation, sexual orientation, ethnicity, and even political. Both methodologies have been shown to be effective in dealing with such diversity. With that being said, given that I am a white male, coming from German-Slavic culture, with a hetero-sexual orientation, a higher level of education, and more of an urban ideology, I would expect that this perception may also be seen as a weakness in dealing with some individuals, especially depending upon why they were seeking my services in the first place. For instance, a woman suffering from mental issues surrounding a traumatic experience, such as rape, would most likely not do well with me – at least initially. Those coming from a Hispanic or other cultural orientation, or even a strong specific religious or philosophical background may also be turned off since I do not fall into their perceived notion of being able to relate. Of course, utilizing the therapeutic alliance and even addressing these concerns right from the start should help to alleviate these concerns. Also – the language barrier would certainly have a negative impact in that if communication was weak, it would reinforce the cultural divide not to mention have a profound effect on how well the individual and I could relate. In those cases, I would simply refer the individual to someone within the counseling network to whom I would believe this person would do best with. 6. Limitations and strengths of your approach The strengths, weakness, and limitations of my approach would be the same as those apparent in the tools that I would employ in most cases. SFBT can be too quick to identify with the presenting problem and therefore missing the greater importance or that a solution would need to be reached in a relatively short period of time could have a negative impact on outcomes. REBT may not be as useful with individuals who have a difficult time separating their emotional responses from their thoughts or the belief or expectation that therapy should be unstructured, focus on insights, and the need to explore the causes of their current state of mind could also undermine the entire process. While common complaints for Erikson’s approach being that it focuses too much upon the social implications, ignoring the biological influences of personality and physical dimension and for having been derived with more of a male gender bias. However, by utilizing the integral framework devised by Ken Wilber and using the four quadrant approach to cover all the bases of the internal individual self (locus of control), the biological effect on personality and displayed behaviors, the cultural effect on the individuals belief system, and the social structures and laws which tend to reinforce these effects should help to alleviate or negate these effects leaving only the strengths or the best of each approach to having the greatest influence upon the sessions, the individual, and the possible outcomes being pursued. The strengths of all these approaches would be that they are all cognitive or rational approaches to dealing with current issues which have empirical data to back up their claims as solid approaches to working with individuals in the alleviation of their problems. Also, as backed by our class text, â€Å"SFBT has also been easily integrated with other theories, including cognitive behavioral, REBT, Adlerian, and reality therapy† (Seligman Reichenberg, 2010. Loc. 8094) leaving me to believe that this approach would indeed have the outcomes and positive interations I would hope to see. Finally, many of the strengths, weakness, and limitations would be my own internal belief systems and my level of comfort in working with certain populations as well as any life events that I might be expereincing when working with any population plus my own specific preferences. Continued therapuetic work, I believe, would be essential in both expereincing the approaches first hand as well as addressing any irrational beliefs that I may have. Works Cited Arlene F Harder, M. M. (2011). Support4change. com. Retrieved 2012, from Supportforchange. om: http://www. support4change. com/index. php? option=com_contentview=articleid=47Itemid=108 Beck, E. B. , Cowen, C. (1996). Spiral Dynamics: Mastering Values, Leadership and Change. Malden, MA: Blackwell Publishing. Black, S. (2004). A Way of Life: Core Energetics. Lincoln, NE: iUniverse. Kindle version Cowen, C. , Todorovic, N. , Lee, W. R. (2001). Clarewgraves. com/Theory. Retrieved from Clarewgraves. com: http://www. clarewgraves. com/home. html Graves, D. C. (1959). An Emergent Theory of Ethical Behavior Based Upon an Epigentic Model. Historical Collection of the work of Dr. Clare W. Graves of William R. Lee,, 12. Schwartz, T. (2005). The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal. NY, NY: The Free Press. Kindle version Seligman, L. , Reichenberg, L. (2010). Theories of Counseling and Psychotherapy; systems, stra tegies, and skills (Kindle Version). Saddle River, NJ: Pearson. Kindle version Wilber, K. (2000). Integral Psychology: Consciousness, Spirit, Psychology, Therapy. Boston: Shambhala Publications. Kindle version

SUNNY Talent Management

SUNNY Talent Management Executive Summary In current competitive service industry, companies are facing a challenge developing, managing, and retaining quality effective managers. The competitiveness that has been enjoyed by SUNNY in Chinese market can be attributed by its effective human resources management as well as favorable working condition; however, the industry in general is facing an increased job-hopping by effective managers.Advertising We will write a custom report sample on SUNNY Talent Management specifically for you for only $16.05 $11/page Learn More To solve the challenge, SUNNY Optical need to enact effective talent management strategies that will enable the company nurture, develop, tap, and utilize their human resources talents and intellectual property. For an effective strategy, there is need for collaboration between the top management, line managers, and junior staffs. Case background Business management scholars have agreed that there is always a room for improvement in an organization despite how well its operations seem to be: there are different approaches leading an organization to improve performance, most of the approaches depend on the skills and knowledge of human capital in an organization. SUNNY as an international optical retailing company is doing well in the global scenes; it has high value for its employees and spends substantial amounts of its income to motivate, develop, and retain its human resources. However, in current competitive business environment, the company is facing a challenge retaining its effective and quality managers as they are job-hopping in search for better employers with wages as the main motivator for the job-hopping. The new life employment policy has also added some pain to the company as it’s a challenge to develop, maintain, poach, and retain quality managers. Despite the challenges SUNNY leaders have some strategic management approaches that it can adopt to ensure that the company rem ains competitive amidst the challenges it is facing as well as reduce the rate of influence of the challenges (Farrell and Grant, 2005). This paper analyses the problem facing SUNNY Optical in China and give recommendations on strategies that John Wu, the company’s president, would pioneer for a competitive business. Problem analysis The problem facing SUNNY Optical is not unique to the company however, it is experienced across the service industry; the main cause of the problem is deficiency in quality service managers and poaching as well as job-hopping among the existing quality managers. The development of new life employment policy has impacted the industry as it has the likelihood of reducing motivation and individual efforts among employees of a certain employer. The main issue that John Wu is wondering about is how the company will be able to have new strategies that will guarantee that in the future, the company will have quality manager and leaders; he is wondering this despite there being a number of qualified graduates with some working experience however it can be noted that they lack some polishing to offer quality service and leadership skills.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More SUNNY has had human resources policies that can be applauded, however as stated earlier, there is no optimal level, but every situation offers a room to improvement. The management has ensured that employees are well mentored; coached, developed and motivational strategies have been put in place. The management has been successful in developing an effective communication strategy that ensures that all employees and the management mingle and interact with each other with ease and can share ideas freely; with such an environment, certainly the company has a favorable working condition yet managers are finding a reason to move to other companies. The management fears the total loss of quality leaders that it has been able to develop over time. The issues facing the company can be solved with some minimal intervention by the management of the company’s policies on talents and psychological contracts fulfillment (Farrell and Grant, 2005). Solution to the problem To ensure that the problem does not recur in the future, the management need to have a lasting solution that will enable the company develop and retain managers; every human being has a talent that needs to be seen, developed, managed, tapped, and utilized for the good of the employer. As far as leadership is concerned, there are some people who have been born as charisma leaders, however if the power and the talent they hold is not well tapped, then they might not benefit their company with the talents (Lester and Kickul, 2001). John Wu has the challenge of developing an effective talent management system in the company; with the strategy, he will be able to make q uality managers and leaders from the pool of graduates with some working experience but whom cannot be relied upon on their leadership traits. Effective talent management strategies take some steps and form; talent management is defined as a complex human resources management process where the human resources team develop measures and policies that facilitated in tapping human beings intellectual property. According to Burbach Royle, 2010, â€Å"Talent management as a corporate area of focus has been building steadily† (Burbach and Royle, 2010), the approach to managing and maintaining talents within an organization is one of the newest management approaches that is yielding satisfactory results in companies that it has been implemented. An effective talent management strategy that the company should implement will start from recruitments adopted by the company all the way to how the employees will be retained, the strategy is as follows:Advertising We will write a c ustom report sample on SUNNY Talent Management specifically for you for only $16.05 $11/page Learn More Evaluation of current talent management within an organization SUNNY human resources department has the role of creating an environment that can create an orchestrate team; they have the role of ensuring that the company human resources needs are well catered for; although it can be applauded for such successful efforts, it has to enact talent management policies. The policies implemented are expected to facilitate the use of intellectual properties of their staffs (talents) although the objective may not be as explicit as other human resources roles. The initial step then to develop a deliberate talent management strategy in an organization is to understand the current position of the firm as long as tapping intellectual property is concerned (Renckly and Renckly, 2003). The parameters to use include: Analysing the succession plans adopted at SUNNY Take a revie w of major and minor innovations that the company has had in the past and try to look at the source of the innovation Involve department and sector managers in the process and get their inputs on the calibre of employees already in the organisation. The information derived will be crucial in determining the state that a company is as long as talent management is concerned (See diagram below on how talent is involved in business objectives). Diagram 1 Talent Entry and Retention John Wu should understand that SUNNY needs to have a recruitment method that considers talent development and management in the company: when applications are received, they are sorted, and short listed candidate are contacted, when short-listing the experiences given by the employees should be reviewed to ensure that those applicants with the sort talents have been established.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To enable employees perform their duties effectively and have a chance to improve some systems though their talents, creativity and innovativeness; then continuous system and employee’s appraisal is important. When this is done, it helps human management to interact and share with employees on their experiences and relax the air to the employee that he can recommend areas that needs improvement and probably offer recommendations on the way forward. Relaxing an environment and involving an employee in its improvement is a psychological approach that assists employees to own up a certain function, the ownership triggers innovativeness and use of their talents.  On the other hand, offering employees challenging environment is important to trigger their use of talents. In cases where the weak point is because of employees ignorant, then programs are set up to address this. Training is another way that talent can be natured and developed; some organizations have employees traini ng as a continuous process with the aim of ensuring that the employees are up-to-date with the changes in the industry (Anthony, Kalmar and Perrewà ©, 2002). Development and Passing out With a favorable environment developed, the next step is to expect results from the human capital in the organization; the employee is given some more challenging roles that are in line with his line of strength that has been established. When operating in the roles, the company should make the employee as centre for the project; for example, an employee may be made the head of a certain project that the management believes he has the potential of developing better processes and products through his talents. When developing an employee for talent management, then the following are the areas that development should look into: Knowledge that the employee has acquired The special skills that an employee have The attitude that an employee have towards development of new methods of doing things The beha viour of the employee (Schweyer, 2010). A well-planned development assists the company to nurture, develop and retain employees with talents in the company. To facilitate talent development, knowledge development cannot be ignored; knowledge and talents are intangible assets, which are unique to different business and can be improved with experience and information interpolation (Lester Kickul, 2001). The following diagram summarizes the process of talent management: Diagram 2 Conclusion The global optical retailing industry has become competitive; SUNNY needs to have effective human resources talent management policies if it will remain competitive in Chinese market. Personnel’s have different talents and capabilities; however tapping this asset requires strategic management; they need to be natured, developed and managed before they are exploited.  Other than utilizing the knowledge and experience that the employees have, there is the need to use available information to grow and develop knowledge and expertise in employees. To effectively manage talents, SUNNY should start by understanding the current strategies and processes and how they support talent management, with the understanding, they will be able to tap talents from entry level, nature, develop and retain them to the benefit of the organization.  When a talent has been developed, there should be effective passing out mechanism so as the benefits of the talents can benefit an entire organization. References Anthony, W. P., Kalmar, K. M., Perrewà ©, P. L. (2002). Human Resource Management, A Strategic Approach, (4th ed). South-Western, Thomson Learning. Berger, A. Berger, D. (2003).The talent management handbook: creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill. Farrell, D. and Grant, A. (2005). Chinas Looming Talent Shortage. McKinsey Quarterly, 1(1), pp.1-4. Lester, W. and Kickul, J.(2001). Psychological contr acts in the 21st century: What employees’ value most and how well organizations are responding to these expectations. Human Resource Planning, 24(1): 10 Renckly, B. R Renckly, G. R. (2003). Human Resources. New York: Barrons Educational Series. Schweyer, A. (2010).Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning. New York: John Wiley and Sons.

GM Research 2 Essay Example | Topics and Well Written Essays - 250 words

GM Research 2 - Essay Example Gene flow and outcrosssing does not necessarily signify environmental damage however potential risks of the transgenes escaping and establishing themselves in the natural agro ecosystems (Eastham & sweet, 2002, p10). This inbreeding between the gm cambogia plants and novel species can give rise to new genetic traits which may or may not be beneficial. Till date no proper sourced have indicated that usage of genetically modified Garcinia has had detrimental effects on the human health. However, the fact remains that there is existence of a certain percentage of risks in form of possible allergic reaction and immune responses. Another major risk is that since first generation GM crops such as Garcinia use a antibiotic-resistant marker gene for easier cell selection, when ingested these marker genes from GMO may get incorporated into the human gut fauna and make them resistant to antibiotics thereby rendering the person immune to antibiotic therapeutic treatments in the future (Pretty,2001, p254). Eastham,  K., & Sweet,  J. (2002).  enetically modified organisms (GMOs): The significance of gene flow through pollen transfer  (28). Retrieved from European Environment Agency website: http://www.e-library.lt/resursai/ES/Leidiniai/EEA_issue_reports/GMOsforwww.pdf Pretty,  J. (2001). The rapid emergence of genetic modiï ¬ cation in world agriculture: contested risks and beneï ¬ ts.  Environmental Conservation,  28(3), 248-262. Retrieved from http://www.cof.orst.edu/cof/teach/agbio/2004%20materials/1B-STATUS/Environ_Conserv_emergence%20of%20GE%20in%20world%20ag.pdf Wolfenbarger,  L.  L., & Phifer,  P.  R. (2000). e Ecological Risks and BeneÞts of Genetically Engineered Plants.  science,  290, 2088-2092. Retrieved from

A movie star Essay Example | Topics and Well Written Essays - 500 words

A movie star - Essay Example Undoubtedly, the way Heath portrayed and played the role of the Joker is irreplaceable and unbelievable. Surely, the makers of Dark Knight will be continue to face issues in finding a perfect replacement for Heath as Heath no longer stands and shines within the society. His performance as the joker was quite thought provoking and the way he managed to villainies the sets and story of Dark Knight clearly shows that Heath had worked hard for this character and had invested more than he could into the character. His performance as the joker can easily be compared to a king who is mentally unfit to rule and his psychotic nature was making every individual bow in front of him. The first words uttered by Heath Ledger as the Joker were â€Å"What doesn’t kill you, makes you stranger† and right after those words were spoken in the film, the movie continued to unfold in the most entertaining and uncertain manner. All the lines that were spoken by Joker were very well illustrated throughout the movie and even today these punch lines are remembered and used to reflect upon a world where a Joker exists and people fear him. One of the greatest scenes performed by heath during the movie was when he asked an individual about whether he wants to see a magic trick, then he place a pencil on the table and pushed the man’s head on the pencil, instantly killing him. The manner, the threatening voice and the uncertain move made by Heath ledger clearly reflected how a psychotic person thinks and how dangerous he can be. From this scene and after that every scene played by Joker in the movie had an unforgettable impact on all those who watched the movi e. Heath Ledger’s performance throughout the movie over shadowed every single performance of other cast members, it seemed as if he was sitting in the driving scene and was able to take the movie to whatever direction he wanted to and the rest followed his pursuit. Even though Batman is supposed to be

Government health care vs private health care Essay

Government health care vs private health care - Essay Example Over the years people have argued for both the private health care sector and the public health care sector stating the advantages and the disadvantages of each side. A private health care or private medicine is a health care or medicine that is funded and provided by entities other than the government, they are privately run by companies or personals. People have mainly argued for private health care mainly because it’s based on basic economic principles like supply, demand and a competitive market. No private health firm could charge you more than the other firms due to the competitive nature of market in which they operate. Secondly due to the competitive nature patients receive fast and high quality treatment as private facilities often are in competition with other facilities, this characteristic of private health facilities makes it convenient for patients and often prove life saving. The author talks about what Ken Dallafior, senior vice president of group sales and corporate marketing, at Detroit-based Blue Cross Blue Shield of Michigan, had to say â€Å"If youre in an industry that is highly competitive in terms of recruiting and maintaining talent, you have better control of the process and the plans that are offered to employees, which can affect your talent objectives,† (Banham, 2013). Private health care facilities offer a large pool of specialists and hospitals, so the patients have a choice of who they want to go to for treatment. Looking at large private health care facilities also helps remove a big burden off the backs of the government; it reduces government spending on the health sector. Although this kind of medical health care proves very beneficial for the public, private health facilities are often very expensive and majority of the public is unable to attain such facilities and they revert back to public health care. A public health care facility is one that is funded by the government so that all public could avail health

Recruitment and Selection in Company Expansion

Recruitment and Selection in Company Expansion Khajurico Nepal is a family owned cottage industry based at Chapagaun, Lalitpur, Nepal. It was established in 1990 with a brand name of Khajuri foods and late in 2003 it was trademarked under Khajurico. Khajuri foods started its brand name by introducing bread and since 1994 it has been expanding widely with diversified products such as cookies and puff pastry. It is the only company where all the production employee is women from which we can see how Khajurico Nepal is promoting women empowerment. Today, Khajurico Nepal not only supplies its product at Nepal but also has opened its new factory in India named after Khajurico India Pvt. Ltd. and supplies its products to Australia, Tibet, Ghana, etc. (n.d.) Establishing a company in a foreign country is a risk. It isnt confirmed whether the company will work or not. There may or maynt be the market for the product that you are going to launch. Similarly, there might also be a problem with the tax, wages and law since the law of one country varies from another and the change in law can occur anytime. Likely, the cultural and language barrier also creates problem while launching a product as the company doesnt know what the local prefers. (Goodman 2015). Recruitment is the process where the organisation seeks for the new employee through the forms and cv that are applied by the candidates. Recruitment can either be internal or external. Internal recruitment takes place within an organisation whereas in external recruitment company brings new staffs by following up certain procedures such as job analysis, job description, job advertisement, etc. (Anon 2017). Selection is the process where right candidates are picked from the list of applicants through different methods such as: testing, gathering information and interview. A candidate is selected after he/she clears all the track races of the selection process. During the selection process, a person should neither be underqualified nor overqualified for the applied post. Hence, they will be placed a misfit for the post. While the selection process it is also important to review their past experience and references (Muhammad Umer Khalid Habib 07:20:48 UTC) Along with this the recruitment and selection process is also a crucial process as the company either needs to recruit their own staff or recruit the staff from the host country of from foreign country. All of these has its own advantages and disadvantages. PCN: Parent country Nationals HCN: Host country Nationals TCN: Third Country Nationals (Gomes 2012) Talking about the recruitment procedure of Khajurico Nepal Pvt. Ltd., currently in Nepal KNPL follows the strategic HR planning of NTBI (National Banking Training Institute) which adheres the following principle: Fair and Transparent Recruitment Competence knowledge, skills and attitude of the candidates Equal Employment Opportunity (EEO) External and Internal sources The Recruitment procedure of KNPL: In order to recruit their staffs KNPL follows the following procedure; Sources of Recruitment So as to hire and fill the vacant position KNPL follows the following methods; Advertisement in a National daily newspaper. Advertisement in the Company web site / notice board. External job web sites Outsourcing. Through Talent Hunt and the Company data base (already collected CVs) Any vacant position shall also be full filled internally from the existing pool of staff without going for external vacancy announcement. However, this shall be done on a strong recommendation from the line manager based on the staff performance and upon approval from the Chairman / Chief Executive. In case of all hires within the Chairmans authority, this will be formally notified to the board for information and ratification. Usually, during the selection of candidate the head of HRD submits the evaluation sheet to the CEO which indicates the names of candidates, marks obtained by them in both written and interview and the total score. And through that sheet the CEO makes further appointment. If any of the recommended candidate is unavailable for the appointment, then the next candidate will be appointed. However, it is upon the CEO on how to select the candidate for vacant position. Hence, the appointment will be disqualified and will not be appointed in the institute if; If he/she is below 18 years of age. If he/she is medically unfit. If he/she has had previous employment terminated on grounds of lack of integrity, honesty, misuse of funds and pilferage. If he/she is convicted by a competent court on criminal charge, involving imprisonment of more than six months. If he/she is a foreign national except on conditions approved by the Board with permission of the Labour Department of Government of Nepal. Achieving high performance from the new employees Whether the company is established at home country or a host country it is obvious that they expect high performance from their staffs individually. And in order to achieve a good performance certain steps should be taken which are explained below; Induction/orientation: Induction/orientation is the process of letting the new employees to get adapted towards their new working place. In this phase, the new recruited employees are introduced to their workplace, their work colleagues and their role in that organisation. Usually, every company does an induction/ orientation programme since every candidate has their own prospective (Anon 2016c). In every organisation the induction usually take place in the first day where all the information regarding the company and business code of conduct are provided to the employees. Training: Training is the process of providing extra knowledge, skills, attitudes or social behaviour to the staffs so as to perform the job more efficiently, effectively and skilfully as per the trend and technological change in the market. Since, training takes lots of effort and time, it is very important for an organisation to think regarding the need and objective while providing training to their staffs since high qualified professionals are used.(Anon 2016a) Coaching: Coaching is a technique where the managers act as a coach and guides its sub-ordinated through their experience and knowledge. (Anon 2016b). Coaching can also be defined as a facility that is given by the higher level to their subordinates so as to help them to achieve their goals, develop their own personal strategy and improve their efficiency of doing the work (SEGERS et al. 2011). Hence, it is the way of achieving through daily feedbacks and communication of the staffs. Performance Review: Performance review helps keep track of all the activities and achievements of the employees, thus helping employees stay motivated. Periodic performance review helps employees know how they are doing in terms of their performance and motivates them to do better. It also helps them understand their weakness and how they should improve them. Thus, performance review helps in achieving high performance. Hence, performance = employee ability, motivation and opportunity to participate. (Boselie et al. 2005) Rewards: Rewards are the benefits that an employee deserves after his/her excellent performance in an organisation. Rewards can either be financially or non-financially, financial reward includes salary increment, bonus, allowance, etc. whereas non-financial reward includes accommodation, insurance, etc. Every employee joins an organisation with an expectation of getting reward as per their performance(2017).However, these include linkages with performance expectations in: Positive terms (merit review) Neutral consequences (lateral reassignment to improve person/job match) Negative outcomes such as progressively stronger counselling sessions Succession Planning: It is an implication that identifies the problems, reviews it and works on the problems along with their best employees so as to meet performance expectations for a job different from the one she/he currently holds with greater responsibility. It helps to boosts its employee morale by providing them the position as their performance. Hence, succession planning is done so as to fill the vacant position. (Anon 2016d) Career Development Programs: Career Development Program is carried out by every organisations so as to develop individual capability so as to achieve their future goal and career. Since it fulfils the requirement of both employee and organisation it has been an important need for both of the parties.(Anon 2015) An effective Career Development Program: Is critical for the retention of superior performers. Builds internal bench strength, reduces costs associated with outside hires, and maintains continuity in overall performance of the organization. Today, as per the change in the economic, cultural, environmental and political status, it is a challenging thing for any organisation to establish as well as maintain a goal to achieve an affective commitment from their new employees. According to Sayeed (1989) the personal character, role related factors and structural factors are the board antecedents of organisations commitment. Allen et al. (1990) says that organisational commitment is either affective or emotional attachment towards the organisation. (Kumari Afroz 2013) In this technological era, it has brought up many changes in the working environment of the people. People not only seek good working condition but also seek higher income, benefits, commitment, etc. So as to get achieve a commitment from their employee an organisation needs to fulfil every employee needs. However, a company can achieve an affective commitment through its employee by their employees psychological state such as; (Anon n.d.) (Jaaron 2009) Affective Commitment Continuance Commitment Normative Commitment Affective commitment: It is the emotional attachment of an employee towards its organisation. Here, he/she doesnt fear of any losses but strictly follows the company rules and regulations and states the organisations goals and objective. Continuance Commitment: Some employee fears that by leaving the job they might face problems such as low salary, pension, low allowance, working environment, etc. due to which they get stuck to their job thinking that their change in job might create trouble in their life. Hence, these type of commitment is more seen in higher level staff as they are already established in the particular company and fear to lose the position. Normative Commitment: It is a thinking of the employee that he must work in the organisation. Here, he/she feels that it is their responsibility to work in that organisation. There might be several reasons of an employee to have such commitment such as the company might reward them by paying their education or it might be their own perception to do so. However, it is very much important for an organisation to gain the commitment from their employees so as to increase their level of quality and performance. Culture is the characteristic of particular group of people that belongs to certain part of religion, place and language (Zimmermann et al. 2015). A culture may vary from the people of same or different country. For an organisation, it is a must to understand the culture of the host country and should be sociable with the consumers. They should be updated regarding the potentialÂÂ   business challenges to overcome the competitive market. Following can be the issues on cross cultural management; (PGPExecutive 2015) Ambiguity: People have their own way of thinking, doing, talking or seeing. A word can have several meanings, for example a person can utter a word that might be the same language as of the another but the other person might take it differently which increases misunderstanding between the people. Likely, every culture has its own unique value, and might be reluctant in adapting new culture in the host country. Hence, ambiguity creates an incorrect perspective within an information that one wants to deliver to the listener. Inflexible attitude: There are some people who go to the host country and hesitate to participate in their culture which gives an impression that they are not comfortable with the environment that the host country is providing. Showing this kind of behaviour will hamper the person rather than the host because he/she is the one to lose the team and destroy the relationship of the business with the host country. Ethnocentrism: It is the perception of the people where they think that their own culture is correct. Even though these kinds of people are sent to the host country they dont try to accept the new culture. Rather, they start judging the host countries culture on the basis of their own culture. However, these issues can be corrected by following: By understanding the communication style of host culture By understanding the cultural values By developing the right competencies It is obvious that an organisation faces challenges during their working period. There are several challenges that Khajurico Nepal Pvt. Ltd. should follow up; Customer demography: Customer demography denotes the age, sex, gender, income, race, status, etc. which helps the organisation to target their customer. KNPL should not only understand the demography of the customers but also needs to understand what exactly the company needs to do inorder to maintain relation with their potential customer (Staff 2017) Working culture: The working culture of an organisation may vary from its host country. Working culture is the surrounding of the company on how the company treats their employees and how their employee follows the principles and guidelines of the organisation. An organisation having a good working culture directly influences the staffs to work well with their colleagues. (Anon n.d.) Political Issue: The political issues can both be internal and external. External issues include the following; (Contributor 2015) Governments tax policy which can fluctuate at any given time affecting the companys targeted profit, goals and objectives. Corruption Effects of pressure groups leading to change in governments policy which might affect the production. Trade control Hence, if such issues occurs KNPL should either ask for compensation with the host country or purchase political risk insurance ( it doesnt guarantee that the company will get its compensation through insurance as soon as the event occurs) (Phung 2006). The internal issues occur within the organisation. It might include the following; Strike by trade unions for not meeting their demands Autocracy Disregarding employee performance because of the fear of being replaced by top leaders. Hence, if the internal issue occurs KNPL should organise frequent meeting between the staffs and the management, equal opportunities should be given as per their level of performance and the management should have a flexible approach towards the employees feedback.

Katherine Mansfields Six Years After :: essays papers

Katherine Mansfield's Six Years After In the short story ‘Six Years After’ written by Katherine Mansfield. There are many stereotypes (mostly aimed at men) and role-playing (played by men). When it comes to men and women, men are always the ones taking care of things or being ridiculed. In this essay I will prove that role-playing is what the author is trying to point out as the key theme in this short story. The steward plays the role of a host type of character. He was doing everything he could do in his power to make this couple as comfortable as possible. He went out of his way to put up chairs where there was available shelter, and tried to place them in a spot with the least amount of smell as possible. Another example of role-playing in this novel is when the Husband goes to tip the steward for his excellent work. The husband’s wife tries to tell him what kind of money he should tip the steward, but the husband just listens and tips what he thought the steward should get. This is a classic example of the man being in charge as the man of the house. The man has to show everybody that he is in charge and what he does goes. After the husband tips the steward, he asks his wife if she thinks that is a good tip. The wife simply agrees. When the wife does this it reinforces the husband’s ego of being the one in charge. On the third page of this story, the wife makes fun of her husband by telling him that his hat makes her snicker. She tells him that he looks like a burglar. obviously he was not very amused. He tries to justify his hat by telling her that the hat that he was wearing is one of the best hats he has ever owned. He also mentions that the hat had very rich white satin lining. He believed that this was the hats better attribute. He then took off his hat and then made her touch the lining. Regardless of the fact that the hat made his wife snicker, he turns the conversation around and tries to convince her that the hat is nice. That is lined with very rich white satin. Surely it must be good! â€Å"how often had she rubbed between finger and thumb his coat, his shirt cuff, tie, sock, linen handkerchief† this quote shows that the husband is always doing this when his wife makes a comment about something.