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Major Individual Assessment 1

Major Individual Assessment 1

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Case Study 1

Question 1:

The contribution of the lower-level employees to the strategic direction of the business is beneficial to the business since it encourages innovation through the inclusion of the ideas of everyone in the organization. The contribution of lower-level employees is contrary to the usual functioning dynamics in an organization where the highest-paid person makes the decisions. Allowing lower-level employees to contribute to decisions on the strategic direction of the business overturns the strict organizational format for the potential to strike gold through innovative ideas presented by lower-level employees (Spreitzer & Mishra, 1999). An organization is dependent on the human personnel working therein; therefore, every person in the organization is responsible for steering it towards its goals. A company that allows lower-level employees to have a say in its strategic direction can essentially tap into all parts of the organization through the opinions of lower-level employees and make appropriate strategic decisions. Since lower-level employees are more involved with the circumstances of the day to day functions of the organization, they are in a better position to understand a situation and provide a suitable solution (Hamdan & Alheet, 2020). Therefore, the potential for innovation is one benefit of allowing lower-level employees to make decisions about the strategic direction of the organization.

Additionally, allowing lower-level employees to contribute to strategic decisions breeds inclusivity and belonging among the lower-level employees. Once a business shows all employees that their ideas are all considered with the same weight, it gives everyone a sense of importance and value. When all the employees feel valued, they are more loyal and work harder towards the attainment of the business’s strategic goals. Inclusivity allows the employees to feel part and parcel of the business and hence increases the potential for success (Spreitzer & Mishra, 1999). Lower-level employees may also help the top-level management in considering ideas that may not be apparent due to different interactions in the company and different positions of observation. A lower-level employee understands the day-to-day challenges experienced in the business, which may not be the case with the senior employees.

However, including the contribution of lower-level employees to a company’s strategic direction is time-consuming. Decision making is a complex process that, in some cases, demands the leader to make urgent choices (Park, 2015). Suppose the organization would have to include or listen to the contribution of all employees with proposed solutions in the event of an emergency. In that case, the organization will miss the small window of opportunity for making that decision. Such a time-consuming decision-making process is likely to cause losses to the organization, although it breeds inclusivity and teamwork. Additionally, an organizational culture that allows for the inclusion of employees’ contribution demands that all employees be treated equally (Hamdan & Alheet, 2020). This form of equality does not work well in the contemporary bureaucratic employment environment since it either brings about insubordination or creates cracks in the system. Some type of employee discrimination is justified. For instance, some confidential information about the company should not be availed to all employees due to the notion of equality. Therefore, such an organizational culture places the company at risk of exposing confidential data to the public.

Question 2:

The innovative strategy employed by Shutterstock’s executives exposes the company to reputation and compliance risks. Reputational risk is a threat to the goodwill of a business, and it can occur either as the direct result of a company’s actions or as the result of the action of an employee (Hillson, 2006). Shutterstock’s collaborative experimentation encourages the involvement of lower-level employees in decision making. This strategy is contrary to the strict and organized bureaucracy of modern organizations. The bureaucracy in place has the capacity to streamline the company’s objectives to ensure that the entity portrays a suitable image to the rest of the world (Hillson, 2006). Therefore, a strict and structured organizational culture plays a crucial role in creating and enforcing the company’s reputation. Shutterstock collaborative experimentation poses a reputational risk since it intends to try out innovative and experimental ideas.

Although some of the company’s innovative ideas may prove profitable, some ideas are likely to generate losses and additionally damage the company’s reputation. This reputational risk can be minimized by a functional and critical assessment of all innovative initiatives (Nielsen & Randall, 2012). Additionally, when the initiative is assessed, and the company decides to move on with it, Shutterstock should roll a test initiative or program out to a select group of individuals to receive feedback before extending the initiative to the general market. This test launch will allow the company to obtain as much feedback and reaction as it needs to make sure that the initiative does not threaten the reputation of the company (Hillson, 2006). Shutterstock’s collaborative experimentation also poses a compliance risk. Since the company intends to set itself apart from the rest of the competition innovatively, it will most likely venture into industries or sectors that are regulated by specific laws. Therefore, Shutterstock should ensure that they are not fined or locked down for failure to comply with the legal regulations of the sector to which the initiative belongs. Shutterstock should either have a competent legal department or hire competent lawyers to ensure compliance and avoid compliance risk.

Case Study 2

Question 1:

After WWII, Coles experienced rapid expansion and adopted a more advanced horizontal organizational structure. With the rapid expansion of Coles into a series of self-service stores, some additional activities became the company’s concern. For instance, logistics, warehousing and distribution became increasingly critical to the success of the business. Therefore, these activities required more of the business focus.

The horizontal organizational structure is a simple organizational format with two or three layers of command. The top position in this structure is occupied by George Coles, the owner of Coles; the second layer is occupied by different managers, while the third layer is occupied by the employees who report to the second layer managers. The horizontal organizational structure is a simple structure that is exceptionally functional in small startups and is usually maintained by these businesses even as they expand until when it becomes necessary to switch to a different organizational structure (Lunenburg, 2012). Coles used a horizontal organizational structure from its inception due to its simplicity, and since it was a small startup, the structure was functionally efficient. The middle layer level of the organization had fewer managers since food retailing was Coles’ central function. After WWII, Coles experienced rapid expansion, transforming it into a self-service grocery store. Therefore, the organization necessarily developed new functions such as logistics, warehousing and distribution. Coles increased the number of managers to include a logistics, warehousing, and logistics manager to cater to these functions.

Although they experienced rapid expansion, Coles retained the horizontal organizational structure since the requisite functions had not yet exceeded the structure’s capacity. Additionally, this structure eliminates the need for a middle man and hence was the cheaper option for the expanding Coles. The horizontal organizational structure is appropriately flexible and can be adapted to suit any situation that the organization faces (Lunenburg, 2012). In this case, Coles only had to adjust the number and functions of managers to maintain a functional organization after expansion. Finally, the horizontal structure is employee-focused and hence contributes to a sense of belonging in the employees, which nurtures the attitude of collaboration in the organization. This attitude contributed to the further success of Coles.

Question 2:

The product organizational structure best describes Coles structure following the incorporation of the internet and the eventual diversification into Coles service stations. Coles had expanded beyond a specific region and could access a significantly larger market than before these significant advancements. Expanding into a different venture increased the complexity of Coles organization and, therefore, justifies Coles use of a product organizational structure (Lunenburg, 2012). A product organizational structure is similar to a functional organization culture; however, it is more suitable to organizations with multiple differentiated products.

Coles operates grocery stores and service stations; therefore, these form the two divisions into which its product organizational structure is divided. Under these two divisions are separate and distinct functional departments such as sales, marketing and such departments as are necessary to operate Coles adequately (Cabrera et al. 2003). Coles is likely to have selected the product organizational structure model since it allows the business to operate as a single entity while its grocery and petrol station services are differentiated. This differentiation shields the organization from complete failure in case one division fails. Failure in the Coles service station does not affect Coles grocers. Therefore, this structure assists in minimizing the risk of failure.

In addition, a product based organizational structure facilitates the flexibility of the organization. Although Coles activities and operations are becoming increasingly complex, the selected organizational structure allows the company to exercise flexibility. By dividing Coles into two major divisions, the grocery stores and the service stations, these divisions can function as separate entities in their day to day functions since they will all have departments responsible for the core functions of each division. Every division is responsible for its success; hence this facilitates the overall success of Coles. Product organizational structure is essential since it allows employees to specialize in one product hence increases the employees’ experience and expertise to serve the company. Therefore, Coles is likely to select the product organizational structure due to the numerous benefits guaranteed by this organizational structure. Coles is likely to merge the technological innovations with the product organizational structure in place. Since the internet is essential in marketing and advertising, Coles marketing departments in each division will have a social media marketing sub-department to exploit the potential of the internet.

References:

Cabrera, E. F., Ortega, J., & Cabrera, Á. (2003). An exploration of the factors that influence employee participation in Europe. Journal of world business, 38(1), 43-54.

Hamdan, Y., & Alheet, A. F. (2020). Influence of organisational culture on pro-activeness, innovativeness and risk taking behaviour of SMEs. Entrepreneurship and Sustainability Issues, 8(1), 203.

Hillson, D. (2006). Integrated risk management as a framework for organisational success. In Proceedings of the PMI Global Congress.

Lunenburg, F. C. (2012). Organizational structure: Mintzberg’s framework. International journal of scholarly, academic, intellectual diversity, 14(1), 1-8.

Nielsen, K., & Randall, R. (2012). The importance of employee participation and perceptions of changes in procedures in a teamworking intervention. Work & Stress, 26(2), 91-111.

Park, R. (2015). Employee participation and outcomes: Organizational strategy does matter. Employee Relations.

Spreitzer, G. M., & Mishra, A. K. (1999). Giving up control without losing control: Trust and its substitutes’ effects on managers’ involving employees in decision making. Group & organization management, 24(2), 155-187.

Major Issues in the HR Department and Proposed Solutions

Major Issues in the HR Department and Proposed Solutions

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The human resource (HR) department deals with a wide range of activities related to hiring and management of employees within the organization. Some of the responsibilities of the HR include job designs which involves job description, strategic prioritization as well as recruitment ads (Stone, Cox & Gavin, 2020). Other major functions include performance management, compensation and benefits management, maintaining health and safety of the employees, training and development of the existing employees, and navigating legal requirements in regard to the employees’ issues. The HR department faces numerous problems as they try to comply with their tasks including employee retention as well as ensuring workplace diversity. The significance of retaining employees in an organization is that saves the time and other resources that are used to train new employees. On the other hand, recruiting diversity helps in improving the image of the organization, allowing the society feel represented in the organization. However, keeping up with these two tasks is a major challenge for the HR.

Employee retention is one of the major challenges that face the human resource department (Irabor & Okolie, 2019). Losing an employee whether through resignation or termination can be a great loss to an organization as the cost of rehiring another employee are so high. For example, it is estimated that an organization has to spend more than 4,000 dollars to hire a new employee and this can be attributed to the associated costs including recruiting, hiring and training of new employees. Besides, the costs continue to escalate especially when the organization has to pay workers for overtime which they have to cover after one of the employees has left the organization. In addition, there are costs that can add to the high cost of hiring a new employee including hidden costs to turnover, and this impacts to the overall budgeting of the organization. As a result of this, the overall employee morale as well the brand image of the organization can suffer. Resignation or the termination of the employees’ contract may result to resentment within the workforce, with the remaining employees becoming disengaged and may began to seek new employment elsewhere, especially if they fell that they are not valued or motivated in the current place of work.

There are various solutions that can be used to solve the employee retention problem in an organization. One of the solutions include starting the employees with a strong onboard process upon hiring. Many employees often feel that they are not properly welcomed in their place of work, and this might encourage early resentment to the job position. According to statistics, only 12% of the employees feel that their organization does a great job of onboarding after hiring; this is a very low number, and this may be one of the major reasons why many employees resign or terminate their contracts (Anton & Ryan Cox, 2019). An effective onboarding process for the employees can be one of the best tools that an organization can use to increase employee retention in the organization, as it helps to get the employees on the job quickly and efficiently, encouraging employer-employee engagement right from the beginning. Due to effective engagement, the employees are already made aware of what they are expected to do and the organization is aware of what to expect from the employees in regard to performance and productivity. Based on this, an effective onboarding process is one that outlines the jo requirements, goals as well as the organization polices and procedures.

Another solution to improving the retention rates among the employees include offering a competitive pay (Zaharee et al., 2018). Many employees resign from their work because they feel that they are underpaid, while people from other organizations working under the same job description have a higher and better remuneration. Based on this, an employee will quit working from their current organization and seek new employment opportunity from the competitive organization. It is important for organizations to research what their competitors pay their employees and make an increment to their current workforce as this will play a major role in improving the relationship between the employer and the employees. Salary increment can help reduce the number of employees seeking better employment opportunities from well-paying organizations, and this will eventually work in reducing the extra cost incurred from hiring and training new employees.

Another solution to improve the retention rate among the employees include holding regular performance reviews (Khayinga & Muathe, 2018). The HR is responsible in evaluating the performance of the employees and rewarding them through various rewards including promotion and recognition. Lack of employee performance reduces the HR’s ability to recognize areas in the employees that require to be improved to help improve their performance and the overall productivity. Performance evaluation and reviews can be conducted quarterly, semi-annually and even annually to help provide the managers with information regarding the performance of the employees, and this will work to help improve areas that show weakness. Employee performance reviews helps the employee to set goals, understand what is expected of them in the organization, and help the managers in offering rewards for better performance for meeting the set organizational goals. Based on this, the HR department can set a performance system that will help in simplifying the process of evaluating the performance of the employees and provide valuable feedback that will help the employees improve their productivity.

Workplace diversity is another major problem that face the HR department; this is a common problem in many organizations across the globe (Cletus et al., 2018). Every organization requires to have a workforce that is representative of their society. However, this is not the case in many organizations as they tend to hire the same type of employees with the same ideas; this way of hiring is not only bad for the organization, but it is illegal, especially if the organization has no varied reason for rejecting candidates from other races or gender. Equality is one of the major issues in the contemporary society and this means that every organization need to employ at least a specific number of people from various ethnicities and gender to be termed as representative of the society in which the organization is build. Besides, lack of diversity may impact negatively to the organization through stifled creativity and innovativeness.

A major solution to improving workplace diversity includes training the HR managers on diversity and inclusion (Kang & Kaplan, 2019). Most recruiting managers are not aware of the benefits of diverse recruitment, which means that the organizations become the losing side. Training the managers to become race and gender tolerant can be a major step towards increased diversity in the organization, as the managers are able to identify and address diversity issues in the organization and act immediately. With diverse knowledge on diversity and inclusion in the workplace, the HR will begin looking in new places to find a more diverse pool of candidates. They can also engage in referral programs to help attract more diverse workforce.

In conclusion, the HR department has one of the most challenging roles in the organizations which includes managing employees and hiring talents that will help achieve the set goals. As a result, they face major challenges including employee retention and lack of diversity in the workforce. These two challenges have proven to be costly to the organization as they help in building the organization’s image to the consumers. Lack of diverse recruiting in an organization is illegal, and this may open the organization to a possibility of law suits, and this can damage the image of the organization.

References

Anton Shufutinsky PhD, D., & Ryan Cox, M. B. A. (2019). Losing talent on day one: Onboarding millennial employees in health care organizations. Organization Development Journal, 37(4), 33-51.

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52.

Irabor, I. E., & Okolie, U. C. (2019). A review of employees’ job satisfaction and its affect on their retention. Annals of Spiru Haret University. Economic Series, 19(2), 93-114.

Kang, S. K., & Kaplan, S. (2019). Working toward gender diversity and inclusion in medicine: myths and solutions. The Lancet, 393(10171), 579-586.

Khayinga, C. M., & Muathe, S. (2018). Human Capital Development and organizational performance: review & critique of literature and A research agenda. International journal for innovation education and research, 6(2), 144-153.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

Zaharee, M., Lipkie, T., Mehlman, S. K., & Neylon, S. K. (2018). Recruitment and Retention of Early-Career Technical Talent: What Young Employees Want from Employers A study of the workplace attributes that attract early-career workers suggests that Millennials may not be so different from earlier generations. Research-Technology Management, 61(5), 51-61.

Major issues in US foreign policies, factors that influence factors that influence foreign policies and critiques to the US

Major issues in US foreign policies, factors that influence factors that influence foreign policies and critiques to the US foreign policies.

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Foreign policies of United States of America government are set up by the governments to how they relate with foreign countries. The government sets standards that also guide how it relates with her citizens and also the organizations in the countries. Different regimes come up with different foreign policy strategies depending on the issues that arise or occur at that time. (James M. McCormick 2009)

First in reference to President Bush administration, the foreign policy of his government policy changed after the terrorist attack on November 11th 2001.

The focus of his government was to shield the Europe country from attack of missiles by North Korea and Iran. This was not to be the case after the terrorist attack. Bush made a speech and vowed that United States of America would use all resources including Intelligence and financial resources at her disposal to fight global terror. He further stated that his government would work to fight against any foreign nation that offered financial aid or was home to the terrorist groups. This action by the Bush Administration came to be known as the ‘Bush Doctrine’ in which the government vowed to work on preventive measures to secure its citizens. It became clear that the change in any of the government policy focused more on preventive action rather than preemptive action.

The other issue on US foreign policy was the on the humanitarian assistance that it offered to different people across the world. Non Governmental organization have also developed whose aim is to give humanitarian aid to different sensitive regions but this has also failed due to government policy which demands that the said organizations comply with anti terrorism policy in the country.

Even with these foreign policies in Bush administration, there were questions on the seriousness of his government to fight terrorism. The critiques had the idea that some of US allies had questionable characters as how they could help the country fight terrorism. Pakistan was such a country. President Bush developed a cordial relationship with President Pervez Musharraf. This was in order to have the support of his government which was a neighbor to Afghanistan which was seen to be the home to the Al Qaeda leader Osama bin Laden. Questions arose as to the commitment of the Pakistan government to help fight war against terror as it was reported that the country had in different occasions been a home to the Osama bin Laden.

Obama Administration on the other hand had to invent more strategies in order to complete the Afghanistan war. He ordered 30,000 troops to be Afghanistan. This tripled the number of troops that he inherited from the previous administration. This policy was not welcomed with majority of the citizens but he insisted that the mission of his government was to deny the Al Qaeda group any safe heaven. Most argued that the previous government had used a lot of money in funding the fight and increasing the number of troops would increase the cost of fight too

References

James M. McCormick, American Foreign Policy and Process (2009) ch 7-8

usforeignpolicy.about.com › … › US Foreign Policywww.huffingtonpost.com/…/obamas-afghanistan-plan-o_n_374995.html‎

Major Psychology Of Disaster Concepts Applied To The Disasters

Major Psychology Of Disaster Concepts Applied To The Disasters

Contents

TOC o “1-3” h z u Rescue stage PAGEREF _Toc381073465 h 1Inventory stage PAGEREF _Toc381073466 h 1Acute and Post –Traumatic stress disorders PAGEREF _Toc381073467 h 2Post-traumatic depression PAGEREF _Toc381073468 h 2Reconstruction stage PAGEREF _Toc381073469 h 2Conclusion PAGEREF _Toc381073470 h 3

The psychological concepts or the effects of a disaster can manifest immediately or long after the event. Understanding the Impacts is a very crucial aspect of the psychological preparedness. How the victims in the scenario cope has an impact on the response to the disaster and the efforts that will be put in the recovery process. It is therefore very important for the emergency planners to understand how the psychological health is affected by the disasters (Gant, 2011). The psychological impact of the two disasters Katrina and Lusitania can be conceptualized in three these are;

Rescue stageThe first few hours or even days after the disaster, search and rescue activities continue as the relief efforts are initiated. The relief activities that are involved include; situation stabilization, providing the survivors with provisions, tending to their needs in terms of health, shelter and other needs. During this period the people at the scene may exhibit some symptoms this include, psychological numbing this involves the people being dazed and confused. They can exhibit a superficial calmness or feel as though what they are experiencing is unreal, as if the event is not really happening. There may be heightened arousal, there would be a feeling of intense fear, and the people may be easily startled or have experiences of physiological arousal such as heart pounding and muscle tension. There may feel anxiety over a feeling of separation from their loved ones. The survivors can also have a conflict over nurturance of the occurrence of the disaster (Guterman, 2005). They can distance themselves emotionally as they feel they do not understand why they went through such a disaster. An example in the hurricane Katrina disaster was how the victims appeared ravaged and in distress as they made attempts to flee the scene. Most of them were already in an unstable state of life and this event came with lots of confusion and increased the unstable states. Therefore the rescue and relief workers should be briefed on the behaviors’ that they should expect to encounter at a disaster scene.

For instance during the Lusitanian disaster the passengers were frightened as they made attempts to push off some of the boats on the port side off the ship and get them to the water. Some watched in disbelief as the women and children in the boats that had been launched caught the rail and subsided. Those still on the ship also watched in distress as the boats that had been set out leaked when they reached the water and many people drowned.

Inventory stageSome of the survivors of the disasters can experience trauma even long after the occurrence of the incident. After the disaster the victims will asses the reality of the situation they are in following g the occurrence of the disaster and the consequences that will be lasting. During this time they may begin to experience symptoms that are characteristic of Acute and post-Traumatic stress disorders, general anxiety disorders and post traumatic depression. They can also be phobias and obsessive-compulsive behaviors. For instance both survivors of Lusitania and hurricane Katrina will develop phobias that are related to water. These survivors of Lusitania will have the fear of travelling in large vessels and those of the hurricane will have a fear of storms even if they encounter even a slight storm. It can also be said that the victims who survived the Lusitania disaster feared explosions even the slightest of them and the smell of burning oil that they encountered they never got over it. The psychopathy that the victims will develop after disasters include;

Acute and Post –Traumatic stress disordersThe survivors will develop some symptoms that are related to these disoders.this include re-experiencing some of the events that took place in the day of the disaster. They can have flashbacks or even intrusive images that are related to the disastrous event. For example the survivors of both Katrina and Lusitania can have frequent flashbacks and images of the day of the disaster and they can appear as real as though they are taking place at that very moment in their thoughts (Guterman, 2005) .The survivors can also develop dissociative symptoms such as derealization, depersonalization, and even dissociative amnesia. They can get depressed and have difficulty in falling asleep, staying asleep and even lack concentration. They can have an impaired functioning for instance impairment in their social, occupation or even problems in sleep. This for instance in the case of the Lusitania disaster, the survivors who lost their family members for instance the men who saw their women and children drowning in the boats that had been used to make attempts of saving them. This picture would remain vividly in the memory of these survivors since they could offer no help whatsoever to the affected. In the case of hurricane Katrina the survivors mostly are people who were already struggling to survive in the area and the occurrence of this made them loose all they had been trying to build up for themselves. This was very traumatizing to them since they saw all they had been trying to work toward been destroyed as they watched and could do practically nothing.

Post-traumatic depressionThis is the prolonged depression after the disastrous event has occurred.ist symptoms include slowness in movement, fatigue, energy loss, irritability, lack of concentration and sadness. These traumatic events serve as a reminder to the survivors of their mortality that may lead to negative thought and rumination.

Reconstruction stageA year or so after the occurrence of a disastrous event the emphasis is now on the maintenance of a stable pattern of life among the survivors. They may continue to exhibit symptoms that have been described in the inventory stage. The survivors have to realize that they have to continue with life and the grief and anger that they have is eventually replaced by acceptance (Gant, 2011). For instance in the case of hurricane Katrina the survivors learn to accept that they lost their property and homes and now have to live with the fact that they have to sought new homes and start new life’s. Those who have survived will therefore solve their problems and just rebuild their life’s that were shattered during the disaster. This process will continue for a long period of time as the new state of living is reestablished gradually. In the case of hurricane Katrina, the large number of people that were displaced, those who were rendered homeless and the overall trauma that was experienced by the survivors requires a lot of mental health monitoring for years ahead. An example was the support of young people in New Orleans an organization known as covenant house dealt with the mental health challenges of the young people in the area. There was also an initiative by volunteers to build a new play ground that would restore children’s laughter in the neighborhood after the traumatizing events of the hurricane. The victims of hurricane Katrina still receive charitable contributions of medicines, emergency relief even years on after the occurrence of the disaster this is a clear indication that reconstruction takes a lot of time.

ConclusionThe two disasters involve some concepts in the psychology of the victims and survivors. This concepts have fully been discussed and they need to be greatly understood so that they can be used incase of future disaster situation. This can help in better understanding and managing this situtuations.this include the way the survivors will be helped and in the path of their recovery. Therefore understanding these concepts to be applied in disasters is a very important point.

References

Guterman, P. (2005). Psychological preparedness for disaster.http://www.academia.edu/233646/Psychological_preparedness_for_disaster

Gant, P. G., & Gantt, R. (2011). Disaster Psychology. http://www.asse.org/professionalsafety/pastissues/057/08/042_049_F1Gan_0812.pdf. Retrieved October 10, 2012, from www.asse.org/professionalsafety/pastissues/057/08/042_049_F1Gan_0812.pdf

Major Types of Essays

Major Types of Essays

A narrative essay retells a story of a personal life or an experience. The narrative is written in the author’s point of view and the sensory details provided in this essay impacts feelings and emotion to the reader. The author can write about his past experience and connect it to the current or the present

An Argument /A persuasive essay are essays that have a goal to convince a reader about a topic, normally a topic that involves giving a personal opinion and the reader must believe it. The argument uses solid evidence, and gives logic and sound reasoning. The reader must agree and adapt to your argument. An example of a persuasive essay is a petition.

Expository essay requires one to investigate, to generate, to collect and to evaluate a topic and set argument regarding the topic. It can be achieved by comparing and contrasting, analysis of effects and cause and more. The essay is short in length and involves less research. Expository essays are normally used for test writing for instance the GRE and the GED.

A descriptive essay has many adjectives that describe and portray impression on the topic. This essay uses details to give a picture of a person, a place, an event a debate or an object. The descriptive essay can use the sense of smell, touch, taste, sight and hearing to give the reader a feeling of the topic being described.

My Greatest Accomplishment

Everyone deserves a second chance to be loved especially innocent children who are abandoned and left to die in the streets. I grew up as an orphan, who had neither a home nor anyone to love me. I felt rejected and an outcast in my society. It has been my dream since then to help the destitute, to parent the abandoned children and the homeless. I joined a group of people who had the same interest and passion as I. In the January Last year we attended Christian seminars and education centers that train caregivers on how to handle an orphanage. I visited various orphanages to compare what facilities they offered.

August last year I got permit and opened Mercy home which was appreciated from my church abundantly. From my church I got 5 sponsors and well wishers who were ready to help. So far I have 21abondoned children and 5aged women that call Mercy Home their home. The number is raising and we will need a bigger place. I have bought a land where I plan to build and we will relocate in future. This has been my greatest accomplishment of owning an orphanage and a dream come true. I have a vision of changing the world to be a better place for the needy.

Major Types Of Researches

Major Types Of Researches

Abstract

This essay is introduced by briefly explaining the major types of researches. Terms used in research are also defined and described. The author discusses about the same problems that face researches and how to alleviate them. The author also gives the pros and cons of differentiating descriptive research and compares it with other research designs. The author proceeds to give the similarity of subject design to case-studies and time-series. The threats facing single subjects and their advantages are also discussed.

Introduction

The purpose of the research is the determiner of the research design that will be employed by a researcher. Researchers often carry out two types of researches. They include descriptive research and explanatory research. Descriptive research tends to answer the questions of what is happening. Explanatory research tries to find out why things are happening the way they are at the time of research. The research designs and the questions are greatly affected by these two factors. They determine the research questions and even control direct the type of questions that are going to be asked. The following are answers to questions related to the research designs.

Discussion

Description and definition of the terms linear relationship, Pearson correlation, Spearman correlation, regression, and multiple regression

Linear relationship

A linear relationship is whereby increasing the amount of one variable by x times will also increase the number of the other variable by the same x times (Kalla, 2011). The two variables are said to be linearly related. An example of such relationship is when making purchases. If one glass costs $5 then five glasses will cost $25.

Pearson correlation

This is a type of coefficient that shows the relationship between two variables. These two variables must be measured in the same interval or under the same ratio (Investopedia, 2013). Although it is hard to measure the degree of relationship of two variables, Pearson correlation uses a coefficient that eases the research.

Spearman correlation

This coefficient is often referred to as Spearman’s rho. It is a coefficient that describes the relationship between two variables using a monotonic function (McDonald 2009)

Regression

This is a statistical measure that determines the relationship of two dependable and a list of other changing variables (Investopedia, 2013). There are two types of regression; linear and multiple regression.

Multiple regression

This is a method of data analysis that is most appropriate when a dependent variable is to be evaluated in relationship to independent variables (Berger, 2003)

Third-variable problem and the directionality problem and how can these be mitigated

Third-variable problem

These are variables that a researcher is unable to control or eradicate during the research. They put the validity of the research into question. This variable is also known as a mediator variable. They greatly affect the relationship between the dependent and independent variables. This can lead to the analyst analyzing the results wrongly (Shuttleworth, 2008). This problem can be solved by planning the design well in advance before the actual research. Constantly check the progress of the research can also filter out most of the variables.

Directionality problem

This is a problem that arises when two variables are dependent and it is not clear to evaluate which factor brings rise to the other factor. The presence of correlation of one variable to another makes it difficult to know the cause of an action. These variables pose a challenge during the experimentation. During research, such a problem can be solved by taking a position. When a researcher decides the causative, the experiment gets a direction and a start point.

General features that differentiate descriptive research from other types.

As discussed earlier, descriptive researches tends to answer the question of what is happening. It is also known as statistical research. The main objective of this kind of research is usually to explain the collected data and study what is happening. Studying frequencies, averages, and other statistical figures is among the ideas behind this kind of research. This type of research also has some unique features that make it stand out from the rest. The fact that it does not research on the reasons behind the occurrence of something makes it effective.

Comparison and distinction of the three types of descriptive research designs and their advantages and disadvantages

There are several types of research design. These descriptive designs all try to answer the question of what is happening. They include observational, case study and survey method. These types have their shortcomings and also merits. They are discussed below.

Observational is the simplest method of data collection. It is easy and convenient since the researcher needs only to set up the objective and the point of focus. He or she observes it and records the observations. This method has a shortcoming in that it is subject to the researcher. The results may be biased from time to time because of the attitude and the moods of the researcher. The researcher might have some prejudice and may be get results that are not true.

Doing a case study is also another descriptive research design. The common advantage of this type of redesign is that it uses live examples. It uses objects r people that are tangible or can be seen. This makes it effective and easier to validate the results. Shortcoming in using this type of design is that there is higher chance of using data that is not genuine or may have been altered.

The last type of descriptive research is by doing surveys. Unlike the other two types, surveys are more thorough and deals with real people on the ground. An advantage of this method is that the research questions are structured to suit all the requirement of research. It is possible to get immediate feedback and understand the causative agents of the research questions unlike the other methods where decisions are made on prepared data. The worst disadvantage of this method is that there is a likelihood of people giving wrong information during the survey. This will lead to recording of results that are fictions. There is also a tendency of people shying away from surveys. This can be a major drawback in some cases.

Why might single subject designs be preferred over other designs

Single subject design is a method that uses one individual on one group as a single entity during the research. This type of design therapeutically is in observation of the behavior of an individual with the aim of some treatment of the subject. These designs are selected since they bring out the macro-level environment of the neighborhood, communities and even the larger society. The major difference of single subject designs is that they use one subject to do the study. Single subject valuable involves the measurement of an independent valuable after the changing of several valuables. In the psychology field, the independent valuable is the patient while the independent valuables are the various therapeutic interventions.

Similarity of single subject design to case-studies and time-series designs

The above techniques are used in psychology and in the medical field in general in order to offer support to weak patient. A common similarity of the three is that they offer personalized attention to the patient in question. The patient’s behavioral changes and mannerism are taken as the main diagnosis feature. The way they relate with others and everything around them is noted down and compared to the normal. Actions are thus taken from the diagnosis. All of the above techniques are time consuming and require the patient’s will for it to work.

Threats to validity of single subjects design

One of the main purposes of research is validity. It is crucial to validate the results and minimize the chances of faulty results. There are a number of reasons that poses threats to validity of single subjects design. They include degree and speed of changes that occur, the length of the intervention and the intervention conditions.

Bodies are always opposed to change, it is important to note the time and the degree to which a body is subjected to a lot of change over a short period of time. This can lead to damage of the body or even acquiring of false results. The intervention conditions should be favorable for the subject. This can increase the chances of better results.

Conclusion

The type of results wanted should always be the key determiner in evaluation of the type of research to use. A pre experiment assessment should always be done in assessing the validity of the experiment. During the undertaking of a research, regular assessing should be done to reduce chances of errors. The errors can also be reduced by adequate planning before the execution of the research.

References

BIBLIOGRAPHY l 1033 Berger D.E 2003 introduction to multiple regression retrieved Nov 09, 2013 from

http://www.google.co.ke/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&cad=rja&ved=0CGYQFjAG&url=http%3A%2F%2Fwise.cgu.edu%2Fdownloads%2FRegression.doc&ei=4l1-UsrXNovB7Abv24DoBg&usg=AFQjCNFYiY4Z5E7ZWEoySAOczgvYTV6stQ&sig2=kjX3FXLKTuIB3DzOXbxupw&bvm=bv.56146854,d.ZGUInvestopedia 2013.Peason coefficient retrieved Nov 09, 2013 from http://www.investopedia.com/terms/p/pearsoncoefficient.asp

Investopedia 2013.Regression retrieved Nov 09, 2013 from http://www.investopedia.com/terms/r/regression.asp

McDonald, J.H. 2009. p.221-223 Handbook of Biological Statistics (2nd ed.). Sparky House Publishing, Baltimore, Maryland

Siddharth Kalla (Jan 10, 2011). Linear Relationship. Retrieved Nov 09, 2013 from Explorable.com: http://explorable.com/linear-relationship.

Shuttleworth M(Aug 16, 2008). Confounding Variable / Third Variable. Retrieved Nov 09, 2013 from Explorable.com: http://explorable.com/confounding-variables.

Major Values of American Democracy

Major Values of American Democracy

Student’s name

Institutional affiliation

Major Values of American Democracy

At a time of global stress on democracy, the Americans agree on the democratic values that are important for the country. The United States political culture has numerous core ideas which reflect people’s needs within a socially constructed system of meaning. These values mirror individual needs in society and, at the same time, reflect people’s stance on what they need to think. In essence, values reflect the relationship between a group and entire society or an individual. Most Americans agree with or share common values of democracy. The fundamental principles and values of American democracy form a common ground for citizens to work together to boost the attainment of community, individual, and national goals. These values are expressed in the Constitution, Declaration of Independence, the Gettysburg Address, and other significant speeches and writings. This essay discusses equality, liberty and truth as core values of the American Democracy.

As a core democratic value, equality ensures everyone receives equal treatment regardless of race, religion, economic status, or where their parents are. American citizens are entitled to social, economic, and political equality. As depicted in the US Declaration of Independence, all individuals are equal and as such, they should be given equal treatment. Equality is often linked with fairness which is another pillar of the American life. The term “equality” never appeared in the Bill of Rights of 1789 or the Constitution of 1787. While the Constitution of 1789 assured security of liberty and guaranteed all its citizens the rule of law, the existence of inequalities and slavery in women’s status contradicted the notion of equal rights (Harrison, 2018). Equality was intentionally incorporated into the Constitution only after the Civil War came to an end. This was achieved through a series of amendments. The 15th Constitutional Amendment of 1870 gave all citizens voting rights. The 14th Constitutional Amendment of 1868 has all Americans equal citizenship rights. This amendment had the special intention to shield the rights of former slaves. The 13th Constitutional Amendment of 1865 fights for equality through banning slavery. As noted in the Constitution, equality reinforces the principle that no citizen is superior to the other. However, in the real world, maintaining equality is hard because of the legal powers accorded to specific individuals especially holders of public office. Even so, equality is demonstrated in various forms, such as the equality in Americans’ voices when electing leaders. All American citizens are entitled to a single equal vote regardless of stature.

Liberty is another major value upon which American democracy is based. Liberty protects people’s freedom of thought, speech, and expression. As a value, liberty incorporates the freedom of choosing friends, believing what a person wants, expressing ideas publicly, and having opinions and ideas, the right to lawful businesses and jobs, and the right for people to convene in groups. Freedom of expression and speech are some of the most important rights for any democratic nation. The freedom of the press grants journalists the right to report on issues and facts as they are, regardless of the repercussions or what they might reveal (Janda, Berry, Goldman, Deborah, & Manna, 2021). The only instance when journalists are not allowed to report on a specific issue is when the information affects national security. Liberty makes sure that people are able to speak their minds and take necessary action without fearing retaliation. For instance, employees that are subjected to hostile work environments can act by informing the Employee Rights Commission of their grievances. When the freedom of speech is taken away, people get tortured, imprisoned, or even killed for expressing what they believe in. Liberty is impactful in law-making as it ensures society does not end up as a political prison camp.

Truth is another common value that defines American democracy. Simplified, governments and citizens should not lie to one another. The government and the people expect the same from each other. The governments should be open with their people by sharing information. Democracy and truth go hand in hand. Conventional wisdom shows that people have to agree about what reality should look like for democracy to function well (Michelman, 2017). Leaders and governments tend to lie when facts are not in their favor and they do not want the people to know the truth. Untruths hurt democracy because it becomes increasingly hard for members of the public to know about the facts. This makes it even more difficult for people to give meaningful input, undermining citizens’ role in making policies. As a result, the policies that get adopted are flawed as decisions that are formed from falsehoods turn out to be wrong.

In closing, while the American people experience life differently, they agree that equality, liberty, and truth are some of the core values that define American democracy. As a form of government, democracy is where people govern themselves and political leaders act according to the people’s opinion. The American political life resets on fundamental principles and shared values. Moving forward, rather than emphasizing procedural democracy, the United States needs to get to the real work of ensuring people get their democratic rights and improving the system of democracy.

References

Harrison, L. E. (2018). The Pan-American dream: do Latin America’s cultural values discourage true partnership with the United States and Canada? Routledge.

Janda, K., Berry, J. M., Goldman, J., Deborah, D., & Manna, P. (2021). The challenge of democracy: American government in global politics. Cengage Learning.

Michelman, F. (2017). Democracy and positive liberty. In Constitutionalism and Democracy (pp. 287-302). Routledge.

Make a Commitment to Undertake the Leadership Journey

Make a Commitment to Undertake the Leadership Journey

Directions: Fill in the blanks below to reflect your personal commitment to learning about leadership and submit your commitment letter to your instructor.

Dear ____________________:

Re: Commitment to Leadership

I am making a pledge to begin my journey for learning how to become an effective leader. My commitment shall entail learning how to use my present strengths to enhance my capacity to lead and make a positive difference.

My three most significant current strengths to be used in this endeavor are:

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I also commit to learning additional skills that will support my future employability and meet my desire to grow as a productive leader. In this regard, I pledge to make considerable effort to learn three new leadership skills for the 21st century. They are:

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Finally, I commit to invest in my future learning by completing a series of activities to accomplish the following three outcomes in my leadership development. They are:

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________

My overall objective is to be a _____________________________ leader who can be used in a(n) _____________________________ organization.

Based on my strengths, my personal leadership brand is:

I want to be known for being __________________ so that I can deliver __________________.

I understand that this letter constitutes a voluntary commitment to my future.

Sincerely

“(Your Signature)”

Major and Significant Thematic Elements from the Reading

Major and Significant Thematic Elements from the Reading

Student’s Name

Institutional Affiliation

Professor’s Name

Date

Major and Significant Thematic Elements from the Reading

The Inclusive or Exclusive Nature of Multiculturalism

 Multiculturalism is a social perspective that is dedicated to the practice of openly appreciating and acknowledging a diverse range of cultural identities and cultures. Politics of identity is one method through which individuals in society seek to gain public acknowledgment of their respective cultural backgrounds and identities (Sue et al., 2022). I have learned that the goal of multiculturalism is to integrate the contributions and points of view made by members of society from diverse backgrounds while at the same time conserving an appreciation for the uniqueness of these persons and evading the pressure to adapt them into the dominant culture.

Multicultural Counseling Competence

Through the readings, I understood the concept of multicultural counseling competence. Multicultural competency has emerged as a central concern in professional mental health counseling to combat inequalities in access to mental healthcare. Multicultural competence in counseling is essential because it helps to learn how a person’s cultural background and sense of identity affect their mental health and how they may respond to therapy. Can multicultural counseling competence be improved?

The thematic Element Making the Most Impression

The thematic element making the most impression on me is the aspect of family therapy. I have realized that it is vital in family therapy to determine the communication pattern and family structure. Family therapy impressed me because it helps repair damaged bonds between children, partners, or other family members. Several issues, such as financial or marital conflicts, or conflict between children and parents, can be addressed through family therapy.

References

Sue, D. W., Sue, D., Neville, H. A., & Smith, L. (2022). Counseling the culturally diverse: Theory and practice. John Wiley & Sons.

Major Assumption and Goal of Positive Psychology

Major Assumption and Goal of Positive Psychology

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Course

Date

Major Assumption and Goal of Positive Psychology

Social problem solving is considered to be the major assumption and goal of positive psychology. To begin with, social problem solving can be defined as the attempt to come out with recommendations that are considered as the remedy to a particular task or conflict within a social set up. (D’Zurilla & Goldfried, 1971) defines a problem as a particular scenario that requires a response for adaptive functioning with an aim of creating solutions amongst the aggrieved parties. In general view the idea of problem solving is considered as creating solutions to existing social situations at hand.

Illustrations from (D’Zurilla & Nezu, 1982) consider problem solving as the process of creating solutions on an existing problematic situation as it occurs in a natural environment. The two scholars further explain the essence of problem solving by identifying it in the context of impersonal problems which include aspects like shortage of resources as well as possessing illegally acquired items or an individual losing his or her legally acquired item illegally. They also identify problem solving at personal capacity which covers individual behavior in terms of emotions, social feelings and also psychosocial wellbeing. Problem solving is also viewed in the context of interpersonal relationship and in this case emphasis is put on institutional conflicts for example religion conflicts, family wrangles amongst others. Social problem solving is also looked at in form of larger societal problems. In this situation, problem solving process is covers the broader scope of heterogonous communities in terms of diversity in race, religion, social class as well as the hierarchical considerations within the society.

For example religious conflicts that has led deterioration of security due to terrorism, racial discrimination as well as discrimination due to social status in the society. This has created a scenario where there is element of inequality thus unforeseeable tension exists leading to conflict

Problem solving therefore is aimed at creating harmony where there exists discord and the major objective is pegged at reaching a rationalized conclusion that will help in lowering emotional strains that might have been created by the problem situation.

It is evident to argue that problem solving is the quickest strategy to prevent an impending discomfort within the society.

Basing my illustrations as argued by D’Zurilla, Nezu, and Maydeu-Olivares (2002; D’Zurilla, 1986; D’Zurilla & Nezu, 1982, 1990, 1999; Maydeu- Olivares & D’Zurilla, 1995, 1996; Nezu & D’Zurilla, 1989). It is clear that for one to achieve remedy to a particular problem, considerations of appropriate solution is considered whereby a solution is viewed as an end in itself if it depicts a response pattern that comes out as the end result problem solving process when it is correlated to that particular problem situation. D’Zurilla et al., 2002) a proper solution is only considered to be so if it attempts to achieve the problem solving objective. This involves transformation of a problem situation into a better situation thus leading to decline in the stains that produced it. On the same note, candid solution to a problem situation leads to improvement of positive outcomes while limiting the negative impacts. Positive solution to a problem situation results into easing of tension between the aggrieved parties thus results into mutual agreement and consensus that are taken positively by both parties and this is only achieved if the interests of the parties are catered for.

Therefore, productive solution is one that creates consensus through incorporation of interests of the two parties. For this situation to be realized there must exist an element of compromise such that the hard stands taken by the two parties can be in a position to be harmonized to accommodate the two. In addition to that, consensus becomes relevant only if the gravity of the problem situation is addressed in a manner that is considered fair and impartial by the parties.

The attainability of positive problem solving process is determined by several factors as described Maydeu-Olivares and D’Zurilla (1996). The scholars explain the problem solving skills through models. In their illustrations, a five factored model was found to be prudent in attaining positive problem solution. The model is composed of two different but closely related problem oriented dimension as well as other three problem solving styles. The first two orientations are divided into positive and negative problem solving dimensions while the styles are classified as rational problem solving, impulsive carelessness and avoidance styles. Referring to the above stated, the outcome of positive problem orientation and rational problem solving has resulted into positive existence thus achieved the meaning of creating consensus and mutual harmony. It is in this regard that the scholars advocated for it since it led to affirmative results. Rational problem solving is a style that attempts to employ proper reasoning, keen consideration of the cause of the problem as well as proper checking of circumstances that led to the occurrence of the problem.

On the other hand negative problem orientation, avoidance and impulsive carelessness styles created negative impact in comparison to the former two. Objective comparison between the two categories can be pegged to the fact that there exists direct relationship between constructive dimensions being positively related while negatively related with the dysfunctional dimension. In brief the two sets are opposite of each other.

Further illustrations point out that Positive problem orientation starts from considering the problem as a challenge. When a problem is viewed as a challenge, it gives chance for a wider scope of view in that it gives room for proper positive results. In this criterion, the problem is perceived as a balance propability of a success or benefit. There is an element of optimism in the manner that no matter the intensity of the problem there exists a solution that is positive and that the problem is going to be solved with success. It further explains that successful problem solving technique is time consuming and requires commitment. On the other hand negative problems Orientation is a dysfunctional and tends to offer pessimistic view on successful solving problem dimension. It looks at a problem in the context of conflict thus threatens social coexistence and harmony. Negative problem orientation does not offer optimistic perception on an individual’s ability to solve the problem. It tends to limit the individual’s worldview hence being myopic to reality. This situation therefore results into inability of an individual to solve problems competently due to lack of rationalized reasoning. The ability of an individual to competently solve a problem is also detailed in the Maydeu-Olivares and D’Zurilla (1997).One’s ability to solve a problem is primarily dependent on the knowledge on positive problem orientation.

Problem solving involves procedures that are employed to realize the success of a problem solution. A means-ends procedure (MEPS; Platt & Spivack, 1975; Spivack et al., 1985) is one of the evident procedures used in attempt to solve a problem or components. First is the ability to identify the order through which a particular goal is achieved. The order need to be sequential in nature. Once that is achieved, the next step is predictability of impediments that might prevent you from achieving the goal which is subsequently followed by reality that an individual must appreciate the concept of time.

However there exist complexities and a number of challenges in current problem solving processes. One of the most common factors is shortage of support for one’s construct validity. Marsiske and Willis (1995) after conducting a confirmatory factor analysis, the outcome indicated that the tests were not related to each other.

Their deductions indicated that the three tests measured differently and their findings were justified based on the fact theory. It is therefore evident that in an attempt to reach a problem solving consensus, there is need for clarity in definition of three major components of problem solving process, that is, solution, problem solving and the problem itself. Putting considerations in all these, it is evident to understand that to achieve effective problem solving practice elaborate definitions of the three terms need to be considered. On the other hand, incase proper definition is not put in place while constructing test it will be considered to be vague.

In summary, the social problem solving theory creates the difference between problem solving and solution implementation.

The processes are different and therefore needs varied skills. Problem solving in itself is considered to be the process of seeking solutions to particular problems, while on the other hand solution implementation involves the practical carrying out remedies of the actual problem. Another dichotomy is that problem-solving skills are considered to be general in nature while solution implementation tends to be diverse depending on the problem.

In conclusion positive social problem solving process is the basic way through which social problems can be solved. Whether at individual capacity, intrapersonal or at the broader community level, positive problem solving has proved appropriate as the major way through which conflict can be prevented thus preventing further conflict escalation. At the societal level, problem solving process has aided the existence of mutual peace thus limited chances of wrangles.

ReferencesD’Zurilla, T. J., & Goldfried, M. R. (1971). Problem solving and behavior modifica-

tion. Journal of Abnormal Psychology, 78, 107-126.

DZurilla, T. J., & Maydeu-Olivares, A. (1995). Conceptual and methodological

Issues in social problem-solving assessment. Behavior Therapy, 26, 409-432.

DZurilla, T. J., & Nezu, A. M. (1990). Development and preliminary evaluation

of the Social ProblemSolving Inventory (SPSI). Psychological Assessment: A

Journal of Consulting and Clinical Psychology, 2, 156-163.

DZurilla, T. J., & Nezu, A. M. (1982). Social problem solving in adults. In P. C.

Kendall (Ed.), Advances in cognitive-behavioral research and therapy (Vol. 1, pp.

201-274). New York: Academic Press

Spivack, G., Shure, M. B., & Platt, J. J. (1985). Means-Ends Problem Solving

(MEPS). Stimuli and scoring procedures supplement. Unpublished document,

Hahnemann University, Preventive Intervention Research Center, Phila-

delphia, PA.