Postpartum Depression

Postpartum Depression Free Online Research Papers Postpartum Depression Many women today suffer from Postpartum Depression; probably from the lack of knowledge of PPD. Postpartum depression is an illness that every woman should know after giving birth. PPD is an illness that can affect many women and can go unrecognized, so it is important to take care of yourself and recognize the symptoms of PPD. All new mothers will experience some form of Postpartum Depression; however, knowing the symptoms will help you seek the proper medical treatment, and overcome PPD. Some women do not know what postpartum depression is and what affects it can have; thus, women can think that what they are feeling are merely â€Å"baby blues†. What is Postpartum Depression? PPD is a serious illness that can occur during your pregnancy, or the first few months after giving birth. It also can happen after miscarriage and stillbirth (â€Å" WebMD,† 2008). Postpartum depression can make you feel very sad, tired, have lots crying spells, and unable to care for you baby. PPD is not what â€Å"baby blues† are, which is a feeling of moodiness, crying spells, and trouble sleeping that is accompanied with happy times. The â€Å"baby blues† only last for a couple of days or weeks, but postpartum can last for months and maybe up to a year without treatment. On the other hand if you are in doubt of the feelings you are experiencing, then you should talk to your family or friends. Your family can help you figure out if you are indeed having symptoms of PPD. You might even learn if one of your family members experienced the illness of PPD. Doing some research online of postpartum depression can clear some questions you are having about the illness. The Internet contains enormous information of postpartum depression, which can be very helpful with your current feelings and future reference after giving birth. Seeing a doctor will help you come to a conclusion if you have PPD; therefore, he can identify your symptoms and get medical treatment. Before seeing a doctor write a list of questions you may have along with the symptoms you are experiencing, so you will not leave the office with unanswered questions. Having knowledge of post partum depression can help you indentify if you have the illness, and seek proper medical treatment. What are the symptoms of PPD? This is a common question for all women who have given birth, and husbands who are concerned. The following are symptoms of Postpartum Depression are: Crying for â€Å"no reason†, feeling inadequate, Difficulty making decisions, confusion, anxiety, nervousness, dizziness, heart pounding, chest pains, feelings o hopelessness, sleep disturbances, angry feelings toward husband, baby or self, compulsive behaviors, thoughts of hurting your child or self, no interest in previously enjoyable activities, and other symptoms (â€Å"The Center for Postpartum Adjustment,† 2006). Knowing the risks factors for PPD can in fact help you identify the illness, and overcome it sooner then you thought, for the result may even be that in the future when having another child; PPD may not even reoccur. Who is at risk and what increases the risk? This is an important question to ask your doctor for this will prevent severe problems. About 75% of women who are depressed during pregnancy will also have postpartum depression. (â€Å"WebMD,† 2008) If you have had postpartum depression before, you are at high risk of having it again. Statistics say that about 50e of women with the history of PPD will have it after a future pregnancy (â€Å"WebMD,†2008) 2008). Additionally women with a family history of PPD (e.g. mother, grandmother, sister, or aunt) can have high risk of getting the illness as well. A bearer of an unwanted pregnancy; a long, difficult or complicated labor; an unsupported labor; or delivery of a premature, comprised, or defective baby is also an increased risk of PPD (â€Å"The Center for Postpartum Adjustment†, 2006) Stress can also trigger the risk for PPD, for instance like having a colicky newborn, financial issues, put your career on hold, or marriage problems. All new mothers experience the overwhelming feeling of not doing a well job, so their stress level goes skyrocket. Treatment for PPD will help overcome the illness slowly with observation, during the intake of antidepressants or counseling. It is best for women to seek counseling or support groups before deciding to take antidepressants. Seek to look at your nearest hospital for support groups to discuss your problem; therefore, you will not feel as if you were the only person with PPD. Support groups allow you to discuss your story and in return you will hear the similar story of women with PPD. On the other hand if you think that you need more then just counseling, then see your doctor for medical treatment as soon as possible. Your doctor will give you antidepressant at a set dosage and decrease it with the progress your that making. Antidepressants are mostly given to women who have Postpartum Major Depression [PMD]. Epperson (1999) states that PMD is a severe illness that needs immediate treatment, although it is arguable that all women with PMD should seek some type of counseling, a woman whose depression is persistent or so severe that she is having difficulty taking care of herself or functioning as a mother, or is having thoughts of harming herself or her child should be evaluated for antidepressant treatment. Postpartum Depression is an important illness that should be taken with precaution; however, without treatment PPD can lead to severe problems to your health and life. We have many medical resources and support groups to help with you with PPD; there it is not an excuse to let yourself go without treatment. It is important to be able to bond with your baby without PPD. Research Papers on Postpartum DepressionPersonal Experience with Teen PregnancyThe Masque of the Red Death Room meaningsArguments for Physician-Assisted Suicide (PAS)Capital PunishmentThe Effects of Illegal ImmigrationThe Fifth HorsemanMarketing of Lifeboy Soap A Unilever ProductThree Concepts of PsychodynamicAnalysis Of A Cosmetics AdvertisementResearch Process Part One

How to Preserve a Carved Halloween Jack-o-Lantern

How to Preserve a Carved Halloween Jack-o-Lantern Your carved pumpkin or Halloween jack-o-lantern doesnt have to rot or mold before Halloween! Here is how to use chemistry to preserve a jack-o-lantern so that it will last for weeks instead of days. How to Preserve a Carved Pumpkin Mix up a preservative solution for your carved pumpkin consisting of 2 teaspoons of household bleach per gallon of water.Fill a sink, bucket, or tub with enough of the bleach solution to totally immerse the carved jack-o-lantern. Place the jack-o-lantern in the bleach mixture right after you have finished carving it. Soak the carved pumpkin for 8 hours or overnight.Remove the pumpkin from the liquid and allow it to air dry. Spray the pumpkin inside and outside with a commercial pumpkin preservative or use your own mixture, consisting of 1 teaspoon of bleach in water. Spray the pumpkin once daily, to prevent the growth of bacteria and mold.Smear petroleum jelly on all of the cut surfaces of the pumpkin. This will prevent the pumpkin from drying out and getting that puckered, shriveled look.Protect the  jack-o-lantern  from sun or rain, since one will dry the pumpkin out, while the other will promote the growth of mold. If possible, refrigerate your jack-o-lantern when its not in u se. How Pumpkin Preservation Works Bleach is dilute sodium hypochlorite, an oxidizer that kills microorganisms that decay the pumpkin, including mold, fungi, and bacteria. You need to reapply it because it loses its effectiveness fairly quickly. The petroleum jelly locks in moisture so the jack-o-lantern doesnt get dehydrated. Now that you know how to keep it fresh, make a science Halloween jack-o-lantern. More Tips to Preserve Pumpkins Another way to make a pumpkin last is to simply wait until its closer to Halloween to carve it. One idea is to mark the carving for the big event, but not actually cut it. Then coat the entire pumpkin except the areas to be carved with glow-in-the-dark paint. This gives you a glowing pumpkin with dark areas where the carving will go.While bleach reacts with air so that it needs to be reapplied, you can get lasting protection against critters and mold by treating a carved pumpkin with borax. You can either sprinkle borax powder around the interior of the jack-o-lantern and the carved surfaces or you can dip the pumpkin in a solution of borax in water.If youre concerned about the potential toxicity of bleach or borax (or simply dont have them), you can deter rotting and mold using salt. It doesnt matter whether you use table salt or road salt. You can either soak the pumpkin in brine (saturated saline solution) or else rub salt into the cut surfaces and interior of the jack-o-lantern. Again, you can seal the pumpkin with petroleum jelly to keep it from shriveling up. Salt prevents rot by dehydrating cells. While salt is a better preservative, sugar also dehydrates cells. The same techniques used for salt may also be applied to sugar.Another good tip is to use care when selecting your pumpkin. If you can, try to select a pumpkin that is fresh and firm. A freshly cut pumpkin wont have a shriveled stem or soft spots anywhere on the fruit. You have a much better chance of keeping a pumpkin until Halloween if it doesnt have an established colony of bacteria and mold.When you carve the pumpkin, clean the inside as well as possible. If you leave any strings or seeds, youre  providing extra surface area for microbial growth. Its easier to keep a smooth surface clean than a rough one. Fact Facts While a pumpkin may last weeks or months without rotting, once you carve it, the exposed flesh is susceptible to rot.Decay can be minimized by applying a disinfectant or preservative, such as bleach, salt, or sugar.A carved pumpkin can be sealed with oil or petroleum jelly to lock in moisture and minimize puckering.Its important to keep a carved pumpkin cool when its not in use. Increasing the temperature basically incubates mold and bacteria.

How dose Hydropower energy effect the environment in the State of Essay

How dose Hydropower energy effect the environment in the State of Wyoming - Essay Example This paper will discuss some of the most common ways through which hydropower energy affects the environment in the state of Wyoming. The movement of water downstream in the plant facilitates the creation of kinetic energy which can be converted into electricity. In the past, hydropower energy plants were quite reliable and efficient than most of the other sources of energy. The hydropower energy majorly depends on precipitation and changes in elevation. The construction and operation of the hydropower dams substantially affect the natural river systems. In most cases, the power plants are usually regulated by the state and federal laws to care for the surrounding and human health (Edwards 15). However, there are other environmental impacts which are closely associated with the power generation technologies. Various studies highlight that hydropower energy is an environmentally clean and safe method of producing electricity. In fact, hydropower energy is more efficient as compared to most of the other sources of electricity. In addition, hydropower energy plants do not contribute to global warming or the formation of acid rain. In the state of Wyoming, there are minor air emissions that are produced by the hydropower energy plants. This is because the amount of fuel which is burnt at the hydropower energy plants is quite negligible. These emissions can also be produced by the vegetation which is located along the riverbed of the dam. These plants can decay in the man-made lake hence releasing methane which is one of the greenhouse gases (MacKay 18). Further analysis proves the bacteria contained in the vegetation can transform mercury which is contained in the rocks in the reservoir into a soluble form. This mercury also affects the aquatic life and poses a serious threat to the citizens of Wyoming. The hydropower energy stations in Wyoming also require the use of man-made lakes, which usually affects the

LONG-TERM OBJECTIVES Essay Example | Topics and Well Written Essays - 250 words

LONG-TERM OBJECTIVES - Essay Example Executives of companies consider the long-term objectives before deciding the necessary organizational changes. Since objectives have timelines, they serve as guidelines for the organization to determine the strategies used to achieve them. Executive teams involved in strategic planning should differentiate between value disciplines, generic and grant strategies if they seek to gain competitive advantage. Notably, generic strategies denote the ideas that an organization can use to have an advantage over competitors in the market. Three different generic strategies exist. They include low-cost leadership, differentiation, and focus differentiation (Dye & Sibony, 2007). Low-cost leadership involves the reduction of the cost of production. Since a company registers lower production costs, it can offer standard products at relatively lower prices than competitors can. Differentiation involves the improvement of product features in an effort to add value to the customers. Differentiation may result in premium prices for the products. Focus differentiation targets a specific market segment. Companies that indulge in the focus differentiation design unique products that can satisfy the needs and expectations of an identified target market that can pay premium prices. On the other hand, value disciplines include operational excellence, customer intimacy, and product leadership. Finally, executives should give considerations to grant strategies, which denote the basic directions that they should follow in making strategic decisions (Ali, 2014). Understanding the difference between value disciplines, generic and grant strategies are of critical importance when companies seek to gain competitive

Reflective Social Work Practice Social Work Essay

Reflective Social Work Practice Social Work Essay Social workers are knowledgeable about and apply the principles of critical thinking and reasoned discernment. They identify, distinguish, evaluate and integrate multiple sources of knowledge and evidence. These include practice evidence, their own practice experience, service user and carer experience together with research-based, organisational, policy and legal knowledge. They use critical thinking augmented by creativity and curiosity. I will critically examine this extract based on my own practice experience and evaluate the use of theories, tools and techniques of reflective practice to see if it supports the statement. I will begin by providing a description of a case study drawn from my previous placement to draw on the practice experience gained and how this may illustrate my learning so far. It is based on a 14 year old young girl who has been attending a horse-riding charity to help promote her well-being, self-esteem and social skills. For the purpose of this assignment she will be referred to as A. In this particular example, it is A and myself who have met as I have been given the task by my manager to talk to her about her personal hygiene. My manager felt this would also help in meeting the criteria required to handle complex situations (National Occupational Standards, Key role 6). Other young girls in her group have been seen talking behind As back about her and have not wanted to participate in group work with her because of this. I felt apprehensive about the meeting as I had not yet encountered anything like this previously. Though I was reassured by my manager that I would have the opportunity to go through the best approach with her before I met with A. Unfortunately due to time constraints and my manager having to deal with a crisis she was unable to assist me. Prior to the initial meeting with A I began to research on how best to deal with the situation and plan ahead on how best to communicate with her. I wanted to do this without hurting her feelings as she was a young and impressionable young person. This is also known as second order skills when employing planning strategies in what I as a worker am doing, being aware and observing interactions, being able to feedback what has happened (Kaprowska, 2005). Still feeling unsure on how to lead onto this particular topic due to my lack of experience, I realised that if my nervousness is apparent to A this may only escalate her worries as well. As a result I tried to keep my anxiety at bay. I asked if she had access to shower/bath facilities as a lot of the children who attended the organisation came from areas of deprivation. At this point I realised I felt out of my depth in having this conversation, and on reflection later felt it conflicted with my own personal beliefs. I did not believe her to have any hygiene issues when I had worked with A in the past. This may have shown when I eventually got to the topic at hand and told her the truth. She may have observed that I did not feel happy explaining why I am asking these questions when I myself did not share the same view as my colleagues and others. I came away from the meeting with my confidence shaken, it was made worse when I learned from my manager that A was upset and her mother h ad in fact complained about me the next day. I felt a great deal of empathy for this young girl, as a professional I had made a commitment to ensure her well-being. I was trying to achieve a fine balance between trying to support her whilst also trying to bring about social change. A reason for this I realised was that A and I had a few similarities which may have affected how I worked with her, the way I perceived her and also in the way I related to her. I recognised that we both had experienced bullying at similar ages. Upon reflection I realised I had assumed her to be more vulnerable in my eyes because of my own experiences which may have impacted on the working relationship I had built with her (Ojala and Nesdale, 2004). Both A and her mother were disappointed in me and felt strongly enough to complain. I felt terrible that I had caused A such distress. Trust is a primary feature in conducting person-centred work. Originally developed in the field of psychology by Carl Rogers (1951) where he outlined the person centred therapy. If I was disclosing information to A about her poor hygiene which was not something I wholly agreed with, then being transparent and honest became difficult. A may have observed my unease with her in the meeting, and may have lost faith in me and my work. I realise afterwards that I wanted this to change, and so actively researched how I could engage in positive work with A. Person centred work also involves being able to discover the clients wishes and feelings and taking this forward in a positive manner. The theory proposes that both the worker and the client are equal, it also challenges the notion of the worker being seen as an expert of knowledge, and that the expert knows best. In the meeting with A I had not really questioned her thoughts and feelings on the situation, and therefore had made the power dynamics between A and myself unbalanced and less in her favour. I had not taken her identity as a service user into full account and consequently may have oppressed her unknowingly by not trying to understand her views and opinions. In the next meeting with A, I actively researched and utilised the person centred approach to help her feel valued and considered in the process. In achieving this I had learnt the gaps in my learning experience and attempted to further my knowledge to benefit my work with A. This can be seen that I am applying the key elements of critical thinking as mentioned in Domain 6 of the Professional Capabilties Framework (2012). When talking with A about her riding ability and work with the group, I realised that her wishes, thoughts and feelings had perhaps been neglected when providing this service. Once I reached this conclusion I also began to see that the organisation that I was based in, it may have been the case that a person centred approach was taken initially to begin with. However, when trying to implement the approach fully into practice it seemed as if the people working with A may have forgotten that the planning is not fixed and irreversible. Mansell and Beadle-Brown (2004a) have stated that this is may be the reason why there is a decrease and collapse in being able to take plans forward. Furthermore similar to Carl Rogers (1951) and his humanistic view for individualism within person centred practice, Yelloly and Henkel (1995) suggested uniqueness as central for effective social work practice. With reference to As identity which I had not originally considered, I had come to understand that I needed to make some self-disclosures about my understanding of how I viewed her. I achieved this by communicating honestly my thoughts on how I had assumed that she would not be resilient enough to understand the first meeting. I had labelled her as a victim of bullying in my mind when this is not how she saw herself. Perhaps if I had realised this early on I would not have meandered through the conversation of hygiene with no direction, and stated the facts in a much direct and open manner. I made my apologies known to A and explored more about her thoughts on bullying and its impact. This allowed me to remain consciously focused on her as an individual and aware of my own valu es about addressing individuals. Funding and organisational issues within the social care sector have meant that resources and number of staff available to attend to service users has meant there is an uphill struggle to meet the needs of the users (Routledge and Gitsham, 2004). These have also had a substantial effect on the voluntary sector where I was based. My interactions with A were largely unsupervised to begin with because of a shortage of qualified staff and resources. This meant the amount of time and resources I was able to spend with any of the young people attending the service has to be made the most of. This may be why having highly skilled practitioners is vital in the face of the current political context. In the face of a double dip recession means having to economise now also extends to social workers as well (Sanderson et al., 2002). Having enough staff members to begin with would be helpful in providing one to one work usually required for person-centred planning. Even when facing such hardships , it may be crucial to have a positive attitude and have a good team to work within to feel that the work you are producing is not only of a high standard but also done collaboratively. Kydd (2004) also affirms that the solution may not always lie in having enough resources but positive together to develop conducive and appropriate working environments. This may go some way to explain how my manager supported me in this particular incident and was able to provide valuable insight into how to improve our working relationship, by being present in future work with A. It is also in line with the organisations working policy (Appendix A). Transparency is crucial to completing positive work with people in social work. Congruence is an imperative aspect of this where the worker and the service user have openness within themselves and with one another to foster trustworthiness (Platt, 2007). Though this can only happen if there is a genuine desire to be honest with one another. That the professional will not hold up a faà §ade and will be able to attend to what the service user is saying by staying in the present and remaining transparent. This may have seemed like a natural concept but was quite difficult to apply when working with A. I did not want to undermine her experience of being bullied by her peers by bringing my own personal experiences into the forefront. Yet I thought if I told her she may not feel quite so isolated which is a common feeling in teenagers with complex lives (Metzing-Blau and Schnepp, 2008). Ultimately I realised my confidence had been shattered to the point where I began to question almost ev ery piece of work I undertook with A, convinced that I would disappoint her and her mother. This led me to consider other approaches or skills I could better use with A later in my work with her. I came across cognitive-behavioural therapy which is an amalgamation of both behavioural and cognitive disciplines which emerged as a fascinating new concept in 1970s (Rachman, 1997). It addresses the thinking and emotional aspects together, and believes that behaviours can be unlearned. In this way I hoped to be able to view how A conceptualises particular events in her life. Through this I recognised the way A may view herself as she often expressed feeling low, and lack of self-esteem and self-worth. A also had a persistent habit to turn a seemingly positive situation into something negative. This enabled me to understand her experiences from a different point of view and continuous reflection helped me see how she may have needed empowering. A strengths-based approach was also researched and utilised in my work with A, which has become favourable in both direct and indirect work with service users (Rapp, 1997). This approach appealed to me as it is more service-user led, and helps them see how their strengths play a significant role in the face of their problems or crisis that they may be facing. It is quite different to other approaches in that it acknowledges a persons suffering and impairment as the result of systemic rather than just psychological drawbacks. In using this approach, this helped A to understand her ability to cope well despite the harshness of her surrounding environment and daily routine of caring for her mother. She was able to see her positive attributes, how others also recognised these which provided for a more balanced view of herself. This is also in line with social work values which places emphasis on helping the user feel empowered and in control (Value B, Topps, 2002). Since the incident I have had ample time to reflect on my work with A and how I feel about it. Different techniques and tools are used to enable reflection within the field of social work, which can help the way we relate to work, home, culture, and supported networks. Winter (1988) states that experience is not something that we store as we would on a computer, rather we story it. Similarly keeping a reflective journal is a useful technique in proactively encouraging critical reflection if done correctly (Kam-shing, 2005). This was a requirement whilst on the course, which I was not keen on at the beginning. I felt it was quite a daunting experience expressing my thoughts and feelings and could not see the benefits of this. For the duration of the placement, as my ability and knowledge of reflection improved with the help of my educator, I was able to understand how this would help me in becoming an effective practitioner. It helped to formalise my ideas, trail of thoughts and bring about a heightened sense of awareness on my own practice. This technique can be seen as embedded within a theory of reflection developed by Schà ¶n (1991). He called this reflection in action (whilst the event is occurring) and reflection on action (after the event has occurred). The journals or learning logs were primarily used after an event had occurred to understand our learning. This tool is available to evaluate the work I have undertaken and how my knowing-in-action may have had an impact on the end outcome. Thus will be able to improve on my skills and ability to reflect-in-action and recognise if there is something more to be done to help the service user. In my interactions with A and other users, I have also recognised that reflection on action is beneficial in evaluating my own practice and reflection in action to implement those lessons learnt actively. To be able to detect my own mistakes and correct these involves uncovering deeper learning. Argryis and Schà ¶n (1974) proposed that when we as people and practitioners simply only operationalize our goals rather than question them we are only applying single-loop learning. When this incident with A occurred, I looked at the different aspects such as theories, As behaviour, the organisations policies that had influenced my thoughts and perceptions and brought me to look at myself and the situation with close scrutiny and query the governing variables to enforce social change be that within myself, the organisation or A or all of these. Kolb (1984) and his reflective cycle helped me examine the structures to my reflection. He developed four stages to his cycle. These include concrete experiences, reflective observation, followed by abstract conceptualisation which includes drawing conclusions from incidents encountered and active experimentation. Active experimentation is the ability to learn from past situations and try a new approach. I think this is where I feel I continued my work with A from the very first incident in trying to utilise different approaches to help her. Using this approach also made me realise that perhaps even if the event itself may have hurt As feelings it may have raised awareness about her hygiene and brought about independence. This is also in line with Value B of the GSCC codes of practice (Topps, 2002) and with Domain 6 (Professional Capabilities Framework 2012). Group studying has been known to develop enhanced learning and reflection. Bold (2008) suggests that having a supportive group to talk through your knowledge and experience gained can generate deeper learning and increase reflective competence. In using group reflection I found that having a group to talk through my morals, beliefs and assumptions that direct my work very useful in a public and collaborative setting. It provided the opportunity to look back at a past experience from multiples perspectives and raise questions. I had not realised the grave nature of discussing ones hygiene would be so difficult, with the help of the group I was more aware of my hidden assumptions on this and how it could affect my practice. Research by Dahlgren et al. (2006) highlights the importance of group reflection and the role of a critical friend to promote empowerment to both students and teachers. This may be because it allows for the students work in an informal setting and therefore have more of a balanced working dynamics. This kind of democratic environment aids reflective learning by advancing self-knowledge. In my group learning set I came away learning more about my own assumptions about A being a carer to her mother with mental health issues meant that she may not have had facilities to aid good hygiene. The group also helped me look at other explanations for what had happened. I came to understand that whilst the issues of A smelling might have been genuine, it could have also been exacerbated by other staff and children through their own assumptions about her learning disability, and status as a young carer to a parent with mental health problems. Their behaviour and assumptions daily may have impacte d the way I saw A even though I did not agree with their views. I failed to raise this further with my manager when handed the task of telling A, as I may have also assumed here that she would know best. Much later I was introduced to the critical incident technique developed by Tripp (1993). To analyse incidents that have had a strong emotional impact on ourselves as practitioners. It entails learning to look beyond just describing to gain deeper reflection. I began to understand that my underestimation in what I had to tell A, was my own failure. This underlying assumption I later realised arose from my supervision with my manager who had assured me that disclosing this information to A would benefit her. The feedback given from my group has helped me identify areas of my reflection where there may perhaps be gaps and how I could improve on these. I felt the feedback was accurate and enriching, it helped for me to understand how they saw my situation with A and were able to offer alternative explanations for the outcomes that I had not yet explored further. Overall this assignment has aimed to demonstrate that there are a number of factors involved in practicing good social work. This is highlighted by being able to demonstrate an awareness of my own values and philosophies, how my knowledge in terms of theories can be applied to inform my own practice. I have learnt that utilising and evaluating theories have furthered my practice by eliciting my understanding and learning over time. I have gained additional skills together with multiple sources of knowledge and techniques to better help the people I have worked with. This kind of creativity is what can bring about social change and empowerment. Reflection is an integral part of social work practice and different tools like journals can augment deep learning and improve future practice. What I may have learnt from a situation initially does not mean that these are the only recommendations to take forward. Through continual reflection and critical thinking, it can help to question our j udgements and that of others and see if more can be done to change the face of social work practice.

Human Resource Management in Canada Essay

The human resource department of any company plays a significant role to the advancement of its employees as well as the increase of the company’s profits and improvement of the manner of production. Although the process of hiring employees may appear to be a simple task, the execution thereof as well as the complications and intricacies involved in the process is not that easy to counter. The job of the human resource department, according to Dessler and Cole is two-fold. First the human resource is responsible for the handling of the hiring of employees. They assess the qualifications of the employees and determine if their skills and capabilities are suited for the job that they are applying for. It is essential that the human resource adequately match the capabilities and educational attainment of the applicant as this will benefit the company in the long run. Hiring employees who cannot deliver the expectations of the company from them will not only be problematic, it will also unjustly drain the resources of the company. Another role of the human resource is to employ individuals who will meet the strategic goals of the company. Going over the qualifications of an applicant is not enough in order to complete the task of hiring. There must be a suitable position for him and the placement of this individual to such position should be made not just because of pure discretion but also in order to meet the goals of the company. There should be human resource planning in order to anticipate the future needs and demands of the company. Without this process, it will be more difficult for companies to combat the different challenges that may hamper their path to success. Having strategic goals mean evaluating the available resources of the company and the needs thereof. This is important so as to avoid the creation of redundant positions and it will also allow the employees and the management to maximize their skills and resources respectively. There are several ways and means in order to plan for the human resource needs of a company. Among these ways are the quantitative techniques for forecasting and the two qualitative techniques which are utilized for forecasting demand. Aside from setting the strategic goals of the company, there is also a need for the human resource department to go through job analysis. Through the job analysis, the people from the human resources department of a company will investigate and collect data regarding the needs of the company. Dessler and Cole have indicated six steps in order to complete the process of job analysis and they are as follows: determining the information that will be assessed, collecting background information, selecting the positions as well as the jobs that will be analyzed, collecting the available data, reviewing the information which are collected with the superiors, and developing the specifications of the job as well as the job descriptions. After the creation of a plan, recruitment and the assessment of the qualifications of the applicant, the human resource department goes through reference checking. This is very essential as the process will spill relevant information about the applicant. Once the human resource is satisfied with the qualification and the information gathered about the applicant, the latter will go through a training period. This process will show whether or not the applicant is capable of meeting the expectations from him. Orientation follows after the hiring. Through the orientation process, the newly-hired employee become knowledgeable with the do’s and dont’s in the company and for them to be fully aware of the systems and procedures. The job however of the human resource does not end in the hiring of the employee. Just like a guardian, the human resource continuously oversees the performance of the employee. Such performance will be used as the basis of the employee is entitled to a promotion or to the assignment of different tasks. Overseeing the performance of the employee is not limited to his work productivity. Other factors such as work ethics and the way the employee deals with his superiors, subordinates and other co-employees will also be assessed. The information gathered in this process may be instrumental in deciding issues which may concern the employee in the future. In addition to the task of overseeing the employees, it is also the job of the human resource to determine the ways and means to motivate employees and improve their performance. Among these methods are the appraisal and giving of additional pay or benefits to those who have exhibited excellent performance. Coming up with effective incentive plans may increase the productivity of the employees and yield to the increase in profits that employers are looking for. In the creation of such plans, the interests and needs of the employees should be taken into consideration in order to attain the greater success rate. In order to determine what the employees desire, it is important that the human resource make an effort to establish good communication relations with them. Good communication as well as the imposition of proper and fair treatment may help the company in avoiding labor cases. The human resource should take an extra effort to make sure that the employees are short changed by the company or the other way around. The human resource should make sure that the employees’ rights are not being violated. The role that the human resource undertakes is very important to the advancement of the company since they handle all matters which concern the employees–the life blood of every company. Without the human resource, the company may face great difficulties in attaining the progress that it desires.

Dr. Frankl s The Existential Crisis - 2305 Words

Dr. Viktor Frankl experienced an extreme traumatic event that most of us cannot even dream of happening. Dr. Frankl was a victim of the Nazi Concentration Camps for years and was continuously tortured mentally, physically, and emotionally. From having little to no food to having barely any clothes to wear during the wintertime, Dr. Frankl survived what the world witness as the most horrific genocide it had and has ever seen. One can understand how it would be so easy for someone to lose sight of what the meaning of life is to them and to give up on it completely. When surrounded by constant death and suffering, what meaning is left when a person is condemned to death? When discussing existentialism, there are a few different ways that the term can be defined. Frankl believed that existentialism could be defined as existence itself, as what existence means, and it can also be defined as struggling to find meaning in one’s personal existance (Frankl, 1959). An existential crisi s occurs when someone questions the meaning of his or her life. No matter where a person is in life, there is always a chance of experiencing an existential crisis, or crisis or meaning, when an individual is faced with the concept of death (Robbins, Chatterjee, Canda, 2012). Another way that a person can experience existential crises is when they are challenged to establish a sense of self and what they believe the meaning of their life is (Robbins, Chatterjee, Canda, 2012). In his book Man’s