Relapse Prevention the Treatment of Addictive Behaviors Term Paper

Relapse Prevention the Treatment of Addictive Behaviors - Term Paper Example In most cases, such individuals attempt to quit completely or try to modify such addictive behaviors such as by reducing their alcohol intake or smoking (Fisher and Harrison 2). A majority of individuals who make attempts in most cases become successful in changing such behaviors. However, among those who make attempts by seeking medical attention to change addictive behaviors, about 60 to 80% is seen to return to the same behavior after some time (Jonson 765). This is what is termed as relapse. Despite all the challenges that an individual faces in an attempt to move away from addictive behavior, it is necessary that such individuals be helped to cope with the challenge. Johnson (766) argues that the ultimate goal of relapse prevention and recycling success entails helping such individuals stop drug abuse or help them become more successful as they learn from experience. The purpose of this paper is to review the literature on relapse prevention and substance abuse. Johnson (769) notes that interventions designed for relapse prevention have been made under the clinical application of Marlatt and Gordon’s model. The model came about after the advent of a focus on maintenance and relapse prevention. Under this model, interventions are designed so as to enhance the maintenance of behavior change and to ensure that there are self-management and skills for withstanding the challenges posed by relapses (Fisher and Harrison 12). Johnson notes that relapse prevention goals are twofold: preventing initial relapse and management of relapse to abate a complete relapse in case it fails to occur. Nevertheless, treatment goals based on the reduction of harm and reduction of substance use have also been tried. The effectiveness of relapse prevention models have been reviewed with regard to different substances and then matched with numerous intervention alternatives.

Hate Crime Analysis Essay Example | Topics and Well Written Essays - 1250 words

Hate Crime Analysis - Essay Example Particularly in these cases, the psychological effects are severely visible among the lesbians and gays than they are affected by any other criminal activity (Herek, n.d.). Thus individuals becoming victims in the hands of other individuals and leading to hate crimes can be understood to be a major cause of concern for the society as a whole. Restorative Justice Models: Restorative justice allows a delinquent to realize his wrongdoing and provides him with an opportunity to take measures to refurbish the situation and present himself as a good individual in front of the society. In this case the main aspect of solving the situation is dependent on an apology that the offender requires to ask for from the victim who suffered owing to his actions. There are several models of restorative justice developed with the purpose of addressing the issues relating to victimization of individuals. Of these, victim offender mediation or reconciliation is a model that is used in cases of minor crim inal activities as well as violent measures adopted seriously by individuals. The process would involve solving the issues between the victim and the offender by directly interacting with each other. The primary responsibility in such a situation is that of the offender’s to apologize and heal the pain inflicted on the victim. Other restorative justice models include conferencing models that are similar to the victim offender mediation except that in this case the supporters of the two groups are also involved in the process of healing of pain of the victim. Such supporters include the family members or close friends and they take an active role in the process of mediation. Circle sentencing or... It can here be mentioned that victimization leading to hate crime activities among individuals thereby affecting lives of so many is a matter of serious concern. The different factors that have been observed to be responsible include the differences in the race or religion or sexual orientation. Such factors reflect the negative approach of the society as well that has significant influences over the offender. However, there are restorative models available that might be used effectively to solve the issues between the offender and the victim through mediation processes. Also, different measures have been observed to be available that can aid the measurement of victimization thus helping in the understanding and probable prevention of the hate crime activities. Thus victimization leading to the crime activities can be understood to be a process that can be tried to be prevented if proper measures can be taken on time accompanied by proper understanding.

International finance Essay Example | Topics and Well Written Essays - 500 words

International finance - Essay Example By actually knowing the exchange rate of the other currency (one year from the base year), banks and individuals earn an effective interest rate rather than the simple interest rate that would have been earned if the funds are left deposited in the bank. Using the theory of purchasing power parity, explain how inflation impacts exchange rates. Based on the theory of purchasing power parity, what can we infer about the difference in inflation between Ireland and the USA during the year your lottery winnings were invested? First, in order to explain how inflation impact exchange rates, it is necessary to define purchasing power parity. The Dictionary of Economics defines purchasing power parity as â€Å"a theory which states that the exchange rate between one currency and another is in equilibrium when their domestic purchasing powers at that rate of exchange are equivalent†. Since after one year, the rate of exchange became US$1 = Euro 1.30, there was a 4 per cent inflation in Ireland which caused a devaluation in their exchange rate. The inflation rate was computed as follows: (1.30 – 1.20)/1.20. While there was no mention of any change in exchange rate in the US, it can be inferred that there was no inflation increase. Therefore, the value of its currency remained the

Ethical Issues in Outsourcing and Off-shoring of Jobs in the Essay

Ethical Issues in Outsourcing and Off-shoring of Jobs in the Telecommunication Industry - Essay Example cation industry, a majority of global firms tend to target economically backward or developing countries which enable them to reduce the overall operational cost by availing requisite resources at a much cheaper cost. In this regard, the process of offshoring business operations also facilitates the organizations to obtain resources, especially the manpower, in a lower cost as compared to the economically developed countries. Due to the fiercely growing competition in the global telecommunication industry, organizations often tend to practice outsourcing and off-shoring of their business operations from and to the other under developed or developing countries. In the present day context, it has been apparently observed that the global marketers seek to relocate their business operations in order to attain greater convenience in terms of paying lower wage which can also facilitate the organization to fulfill the expectations of its potential stakeholders in a cost effective and resour ceful way. With regard to the present business strategy in the telecommunication industry, it can be observed that a trend of expansion is highly practiced by the organizations with the aim of accomplishing considerable economic growth and strengthening their global presence in the competitive market scenario (Jaruzelski, Katz & Ribeiro, 2004). While discussing about the current trend of outsourcing and off-shoring in the telecommunication industry, it can be observed as emerging and widely accepted strategies by the modern organizations. This continuous emergence of outsourcing and off-shoring strategies within the global telecommunication industry has been witnessed to be influenced by. For instance, the lower penetration rate of the services in the telecommunication industry is one of... This report makes a conclusion that in accordance with the modern business competitiveness, it has been witnessed that the practice of outsourcing and off-shoring of jobs considerably provides adequate facilities to the telecommunication firms. For instance, it rewards the benefit of reducing operational costs to the organizations by acquiring resources, especially in terms of the potential labor of the firm. Moreover, the trend can also facilitate the telecommunication firms to reduce possible constraints relating to the legal aspects, working regulations as well as social responsibility related guidelines by taking the virtues of globalization. In addition, the outsourcing and off-shoring of jobs in the telecommunication industry can also enable the firms to improve the standard and quality of its services through integrating skilled employees at a lower cost. However, the trend of outsourcing and off-shoring can also create significant ethical issues which may affect the image as well as reputation of the firm. This paper stresses that the nature of outsourcing and off-shoring significantly focuses on replacing workforce of the organization with newly appointing workers from another culture and regional background which can be stated as the major concerning factor which might be termed as a major causing factor for the diminishing financial benefits of the existing employees. Moreover, overlooking prior communication process regarding outsourcing and off-shoring might also be treated as unethical in nature that hinders the career prospects the employees. It is worth mentioning in this context that hindrances in terms of employee dissatisfaction, management complexities and cultural conflicts are few of the most apparent ethical issues witnessed by telecommunication organizations when implementing off-shoring and outsourcing initiatives.

Write a mission, vision, and values Article Example | Topics and Well Written Essays - 250 words

Write a mission, vision, and values - Article Example Marketing manager in Stratsim company should bear in mind that core values are important in the growth of the company and that he should establish a good personal relationship with the various stakeholders .For instance, the customers being served on time, tax returns are remitted on time and in full amount, maximizing shareholders return and finally the company should be able to meet their financial obligation such as paying creditors and suppliers. These will help the company develop a good personal relationship since it’s the core issue in business. Mission simply illustrates why companies exist, why the various stakeholders wake up in the morning and do what they do. It also outlines what function the company performs. It distinguishes one company’s activity from the other. A good mission is that which represents truth and reality about the company.Management should know that mission statement serve to inform various stakeholders such as management, shareholder, suppliers, government and employees of the company. The statement guides these stakeholders towards strategic and operational decision. Mission statement for Stratsim Company will be, â€Å"To manufacture high quality vehicles that satisfy consumers need at an affordable price†. This statement provides the consumer with two sets of information that is; vehicles being manufacture are of high quality and the price at which Strasim sell the vehicle is affordable allowing one to easily purcahse. This is a statement showing how Stratsim Company will do things, In other words it outlines a picture into the future. Without a vision statement an organization will never know where they are headed. Vision statement guides us, it gives us purpose and it is a powerful motivation tool for an organization. An example of a vision statement for Stratsim will be, â€Å"By the year 2020, Stratsim Company will be the leading

White People and Racial Passing Essay Example for Free

White People and Racial Passing Essay How does Eugenides put racial passing and gender passing in conversation with each other in his novel â€Å"MiddleSex†? Passing means being hidden. People are trying to be accepted into a world with a different identity from their own. Jeffrey Eugenides’ Middlesex presents passing as something else just to be seen as â€Å"normal† or to be accepted into the society and not get discriminated. Racial passing and gender passing were seen many times in this novel within the characters. Not only were they seen in the novel, they were also seen through two articles that we discussed in class. Those articles were â€Å"Who’s the fairest of them all? † by Jill Nelson and â€Å"Transgender Liberation: A Movement Whose Time has Come† by Leslie Feinberg. Racial passing and gender passing are in relation to each other because they are both showing the sense of people passing for something that in reality they are not. â€Å"Who’s the fairest of them all?† by Jill Nelson claims that black girls and women can never obtain the true ingredient of female beauty in America, which is being white. The article states that a black woman’s natural hair is basically seen as unacceptable. That in order for it to be accepted it should be relaxed, straightened, or some would even have to put weave in. Long and straight hair is what is desirable to the society and it sends the message to black women that because they do not have the silky long and straight hair that they are known to not be desirable. It explains why most black women have extensions and perm their hair to be socially accepted. Even the black models that are out there in the world today do not completely portray a natural black woman. For example, Naomi Campbell has weave in all the time and wears colored contact lenses. The media portrays a certain identity for black women. Nelson says in this article that she cut all her hair off and got so many weird looks because it was not known as â€Å"normal† for black women to walk around in their natural bodies. This article ties into the topic of racial passing and gender passing because black women try to fit in this culture to be accepted and they feel the only way they would be accepted is by changing their look to be looked at as being desirable. The true beauty of what is fundamentally correct in America is whiteness. This is as if they are trying to pass as being white, just as Desdemona in the novel tried to pass as being a different culture just to fit in and to be able to make it somewhere in the society for her family.

HRM Activities in Tesco

HRM Activities in Tesco In any organization, the most important asset is its employees though it may or may not be profit-oriented. So the most complicated task is to manage the human resource. Today, in the rapid advancement of technology, Human Resource is unavoidable. No machines can replace Human Resource in utilization the available resources effectively. In this competitive market, every organization ensures that it has an effective and efficient Human Resource Development that supports to achieve every objective. The HR department works very hard in utilization of every available human resource to realize the organizations by linking it with the policies and strategy. The HR department also helps the employs understand and respect the values of the organization by constantly conducting activities that involve the employee from every level in the organization. Every large scale firm activity needs to be supported by different departments integrated into one which leads to as a group activity and finally it becomes a coordinated activity carried out at various levels to achieve the organisational goal. Therefore, these strategic objectives can be achieved only with effective human resources management which is controlled by HR department. In the assignment, we have given to carry out research into the HR policies carried out by Tesco. COMPANY PROFILE Tesco is the biggest super market in UK. It has been dominating in British retail sector with domestic market share and global sales. It initially caters in food and later expanded its area of business like clothing, electronics, financial services and telecom. So the Tescos has set up the store namely Tesco extra, Tesco metro and Tesco express in order to meet the customers needs. Since Tesco is considered a one stop retail outlet that has covered every segment of market in the country and it shows Tesco has a great number of manpower. This shows how the HR strategy has been implemented. HUMAN RESOURCE MANAGEMENT Three key HRM activities carried out by Tesco are: Recruitment and pay revision. Training and development. Providing healthy work atmosphere. (See appendix-1) Recruitment, training and healthy work environment are the three key HRM activities carried out by Tesco which I would like to discuss. Recruitment is the process of new employment which is consists of important steps. Some of the important steps involved in recruitment are call for application, criteria allocation, short listing, interview, salary negotiation and offer of employment. Its all about acquiring more human resource as per requirement which can be met in different ways like open day recruitment, application through own website, from agencies on contractual basis, interview from campus and finally internal job posting (IJP). Every job offer should be incompliance with the rules and regulations. Some of the important rules and regulations are: Equal Pay Act (1970). Sex Discrimination Act (1975), Race Relations Act (1976), Disability Discrimination Act (1995), Employment Protection Act (1978). Tesco plc is one of the organizations in the UK that follows very strict procedure of recruitment with aware of various acts. Every different position has its own unique procedure. Most of the selection is done through online system like customer support agent and its immediate higher level appointments and so on. Before any direct interview the candidate is short listed by an online procedure by general aptitude test. Then those who pass the test are called for interview thereby saving time and energy from both sides. Direct application is also available in store which helps in the same way. For higher management positions, there are a few ways like appointing external agencies and direct reputed institutions and also through internal job posting. Once the right candidate is selected the next process is training where the potential of candidate is transformed with the help of available resource to convert them into standard employee. Generally there are two types of training available namely process training where the candidate is made aware of the process his/her duties. The second is on the job training. This is carried further once management feels that employee is able take his responsibilities. So every step is carefully studied and overlooked by HR department in order to ensure the efficiency. Every large scale organization provides training to their employees so does the Tesco plc. Tesco plc ensures that new employee is carefully nested into the organization. They provide training with a payment options and other facilities to the fulltime employees. Tesco plc always demands proficiency among its employees. It also carries out the different programmes like personality development and career advancement options available from time-to time in order boost their morale. Providing healthy work atmosphere is another challenge for the HR department. As we know the world is global village so we can see multicultural society and it is not easy for them to mix into the crowd that they may feel not welcoming. So the HR department duties to make sure these things are discussed and evaluated among the employees before they come on board. Personal Health and Safety is also important issues which needs to addressed by the HR department very cautiously. Better work environment encourage employees to perform their best and to provide better work atmosphere is another challenge for any organization. Tesco plc is aware of this fact. So it ensures that every single employee is aware of his/her rights within the organization. Tesco plc provides more opportunities like part-time and weekend jobs where most of the students are encouraged to work. Though it can be complicated but Tesco plc ensures that this is carried out carefully with the help of HR department. It is the responsibility of HR department to ensure that proper shifts are allocated and there is no confusion among the employee. So these are the reoccurring issues which HR team have to handle it with great care. Tesco plc prohibited the consumption of alcohol and other related products within the premises in order to ensure the safe working atmosphere. This reflects the capability and vision of Tesco plc to provide better work conditions for its employees. Assessing the effectiveness of the Tesco Approach In the era of globalization, every organization like Tesco plc must keep itself along with other organizations on being globally competitive. So employee involved in the organization must be competitive so that they can achieve competitive advantage. The analysis of HR management is based on the different activities carried out. The different activities of HRM that are going to be analysed here are recruitment, training and safety. Tesco plc is one of those organizations that thrive for customer satisfaction and retention. Providing the best prices to stop the customer going anywhere else is the main objective of Tesco plc. For this, Tesco needs to be aware of prices, quality of products, facilities and most important is customer service. For better customer service, the employees need to be trained time-to time. Not every employee joins the company with ample experience and customer skills. So they need to be developed from scratch for a few. Tesco plc is providing employment to stu dents and other part time employees which could help to regulate cost of production. This is vital factor since Tesco plc trying to reduce cost by introducing customer new low price products. It also encourages employee to work close to their homes in order to save the time which makes life easy for all. In addition to these, employees are allowed to opt for transfer that will help to keep loyal to the organization i.e. low labour turnover. Training employees reveals the involvement and dedication of any HR department of organization. Training is cost incurring process which is difficult to afford once it is not utilised economically. So the HR department has to be careful in providing the right training to the right candidate in the organization. As earlier discussed, training could be of two types i.e. process training and on the job training. The main components of Tesco plc training procedure are: Core skills programme fundamental training which helps to deal with customer. Winning in Europe- designed especially for countries other than UK. Excel programme- ranges from fundamental to manger training programme. Training procedure is carried out to perfection in the Tesco. Training with pay and training alongside senior experienced employees provide the best work atmosphere for the best performances. Tescos long-term strategy is to continue with training to employee and to integrate this into culture of the organization. So it always emphasis on staff training and to integrate this learning in the organization. So when employees are trained and showing a higher commitment to the organization which make them feel as part of the overall strategy. Finally, this leads employees feel valued and results a more committed workforce Safety at work is criteria that Tesco management insists to be accounted for in the best possible means. Disaster management and other safety training are provided to employee at no extra charges. This is the contribution that organization makes to the benefits of employees career, a certain advantage. Prohibition of intake of any alcohol related products or any form or drugs unless prescribed by doctor is another step taken by Tesco plc to ensure safety of fellow employee and the customer. Two HRM model For any organization to perform its task efficiently and achieve its common objectives, the people are the utmost important resources to the management. The two approaches have been developed namely hard approach and soft approach. There are two models of activity has developed which I would like discuss in relation to Tesco plc. They are as follows: Harvard model Michigan model The Harvard model was developed in the year 1984 by group of academics. This model is also referred as soft HRM which emphasizes on more human side. According to this model human are not only resources but also a human. There are four main HR policies which are very important in order to deal with people. Firstly there is employee-influence which is inclusive of power, delegation and responsibility with purpose and interest of management. The second is the element of human resources flow i.e. recruitment, selection, placement and promotion, job security, career advancement and termination of employment. The next is rewarding system such as pay and motivation like bonuses, insurances and flexible working hour. The reward should be always align with the overall organizational strategy. Finally work system which deals with the arrangements of people, information and technology i.e. right man in right job with depending upon the skills. (See appendix-2) The Michigan model was developed by Fombrun, Tichy and Devanna in the year 1984. This model is known as hard HRM which is focus on human resource which should be used and exploited fully in order to achieve organizational goals. Here people are treated as a means of achieving the organizations strategy. It also assumes that HRM will respond to the external and internal environment. Basically this model concentrates on managing human assets by motivating and rewarding them in order to achieve companys goal. (See appendix-3) The Harvard model emphasizes on human formulation with HR elements and is considered as the soft aspects of HRM. The soft aspect of HRM is related with human relation whereas the hard aspect is seen as emerging from the business strategy and policy. On the other hand, the Michigan model focused on the human resources strategies and structures in order to improve the companys performances. It considers human resources as key resource of the organization. These two models are the most commonly use HRM models in business today. Based upon the above analysis it can be concluded that the soft model is advisable to be practiced within the service sector while manufacturing sector would be better to use the Michigan model of HRM for increased production. Tesco and its Approach towards HRM Tescos approach towards its HR policies and practices demonstrated the both approaches i.e. soft and hard version of HRM. Tesco is continuously invest on human resources i.e. employees empowerment, participation of employee in management. Tesco also ensures that each employee has the opportunity to understand his or her individual role in contributing to the its core purpose and values which require commitment with an innovative induction programme. Tescos human-resources strategy revolves around work simplification, challenging unwritten rules, achieving steering-wheel targets. It also emphasise on higher level of training to all employees which results in higher commitment to the organization. This highlights the way in which Tescos business measures are closely linked to hard and soft version of HRM Critical analysis of HR performance at Tesco Analysis of performance of any process plays a key role in the development of any organization. As a result of this analysis, various HR plans and policies can be evaluated in order to find out the effectiveness i.e. drawbacks. Recruitment, training and development of employee calibre and also providing best working condition with suitable growth opportunities has been met with high standard. Apart from these, keeping track of the best performance of employee and providing them with opportunity for overall growth and retaining them has been carried out successfully. The analysis shows that the HR department has been performing to the required level of standard in the existing market. We can see the Tesco plc management style of recruitment is strong enough in order to maintain low cost with highly effective training which consists of senior employees as well. Tesco plc also have been using the external agencies to recruit the employees in order to ensures quality recruitment. Tesco p lc ensures the employee is recruited in lines with the national minimum wages or above minimum wages to pay. They also offer the job to those student who wants to work as a part time or weekends which would meet both i.e. organization and student goal. Every employee is aware of his/ her positions and duties to be carried on which is primary activity of HR department. A job description is handed out in order to make aware of task to be performed by each individual employee. The payment procedure is also responsibility of HR department and Tesco ensures that they follow the national minimum wages act. And also there is an alternative feature that is periodical increment in the payment and evaluation based on the performance. Safety of the employee is the prime concern for the HR of Tesco plc which is met with extreme cautiously. They are trained to help themselves in the event of any unfortunate incidents or accidents like fire or theft. This is all to ensure safety among the employee and establish morale. This kind of Tescos method really helps the individual learning preference. This further complicates the role of HRD, balancing organizational needs with the individuals expectations. Employees will vary from each other. So its HR duty to organize right people in right job and this will help to sustain competitive advantage. CONCLUSION The role of human resources in any organization is very crucial in order to achieve organizational goal. The study of Tescos HR policies has focused on level of training provided to all employees i.e. an effect in the bottom line which leads to more commitment among the employees. The study carried out on the different activities of a general HR department and that of Tescos explain that Tesco has been highly successful in implementing the suitable plan and programme. So this helped Tescos to increase their market share and retail units over the years which have been achieved partly through effective HR department although it is not sole factor in their path to success but it has certainly been a major factor of Tesco plc. APPENDICES Appendix-1 Human Resources Activities C:Usersshahi kingDesktophrm activities.gif Adapted: http://www.bized.co.uk Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image005.jpg Figure 1 Harvard model HRM cycle, source: Beer et al, 1984, it works on commitment, congruence, competence and cost effectiveness Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image007.jpg Figure.2 The Michigan model, source; Fombrun, Tichy Devanna, 1984. HRM cycle; selection, appraisal, rewards development increase organisational performance