Adlerian Group Therapy Essay Example for Free

Adlerian Group Therapy Essay As indicated by Glanz and Hayes (1967) Group Counseling and gathering terapy are practically conflicting ideas to he individual inexperienced with the nitty gritty practices present and gatherings, counceling, and treatment. various directing, bunch direction, and the lmost interchangeble utilization of guiding and psychotherapy have added to the vulnerability of the measurements and genuine nature of these new ideas. Adlerian in Group Counseling As indicated by Corey (202) Adler was a strategically and socially situated specialist who demonstrated extraordinary worry for the basic individual. For sure, a considerable lot of his initial customers were regular workers individuals who battled to get by, bring up and teach their youngsters, and have any kind of effect in the public eye. Some portion of Adler’s mission was to carry mental comprehension to everyone and to make an interpretation of mental ideas into down to earth techniques for helping a fluctuated populace address the difficulties of regular day to day existence. Alfred Adler made signifi cant commitments to contemporary remedial practice. Adler had faith in the social idea of people, and he was keen on working with customers in a gathering setting. He set up in excess of 30 youngster direction facilities in which he spearheaded live exhibits by meeting kids, grown-ups, instructors, and guardians before local gatherings. He was the fi rst specialist to utilize bunch strategies in an efficient manner in youngster direction focuses during the 1920s in Vienna. To completely welcome the improvement of the act of Adlerian brain science, one must perceive the commitments of Rudolf Dreikurs, who was to a great extent liable for expanding and promoting Adler’s work and transplanting Adler’s thoughts to the United States. He did a lot to make an interpretation of Adlerian standards into the act of gathering psychotherapy, and he utilized gathering psychotherapy in his private practice for over 40 years (see Dreikurs, 1960, 1967, 1997). Dreikurs created and refi ned Adler’s ideas into an obvious, workable framework with functional applications for family life, instruction, preventive emotional wellness, and, particula rly, bunch psychotherapy (Terner Pew, 1978). Dreikurs was a key fi gure in building up the Adlerian family instruction focuses in the United States. Work with youngsters and their folks in a gathering setting made ready for Dreikurs’s spearheading bunch psychotherapy.It is accepted that Dreikurs was the fi rst individual to utilize bunch treatment in a private practice. Adlerian mediations have been broadly applied to various customer populaces of any age in a wide range of settings. Adlerian bunch treatment is an incorporation of key ideas of Adlerian brain science with socially built, foundational, and brief methodologies dependent on the comprehensive model created by Dreikurs (Sonstegard Bitter, 2004). Targets of Adlerian Group Therapy  ·Establishing and keeping up an unequivocal connection among customers and instructor that depends on common trust and regard and in which the customer feels comprehended and acknowledged by the gathering.  ·Providing a helpful atmosphere in which customers can come to comprehend their nuts and bolts convictions and emotions about themselves and find why those convictions are broken.  ·helping customers form understanding into their mixed up objectives and pointless practices through a procedure of confrontatio and translation.  ·assisting customers in finding choices and urging them to settle on decisions that is, put experiences enthusiastically.  ·Group gives a reflection of people conduct.  ·Group individuals both recieve and give assistance. Methods THE FAMILY CONSTELLATION Adler considered the group of beginning as centrally affecting an individual’s character. Adler proposed that it was through the family group of stars that every individual structures their one of a kind perspective on self, others, and life. Factors, for example, social and familial qualities, sexual orientation job desires, and the idea of relational connections are all infl uenced by a child’s perception of the interactional examples inside the family. Adlerian appraisal depends vigorously on an investigation of the client’s family star grouping, including the client’s assessment of conditions that won in the family when the individual was a little youngster (family air), birth request, parental relationship and family esteems, and more distant family and culture. EARLY RECOLLECTIONS As you will review, another evaluation system utilized by Adlerians is to request that the customer give their most punctual recollections, including the age of the individual at the hour of the recalled occasions and the sentiments or responses related with the memories. Early memories are one-time events envisioned by the customer in clear detail. Adler contemplated that out of the a huge number of early recollections we may have we select those unique recollections that venture the basic feelings and even the fundamental errors of our lives. Early memories are a progression of little secrets that can be woven together and give an embroidered artwork that prompts a comprehension of how we see ourselves, how we see the world, what our life objectives are, what inspires us, what we esteem and have confidence in, and what we foresee for our future (Clark, 2002; Mosak Di Pietro, 2006). BIRTH OEDER AND SIBLING RELATIONSHIP The Adlerian approach is remarkable in focusing on the connections among kin and the mental birth position in one’s family. Adler distinguished five mental positions, or vantage focuses, from which kids will in general view life: most seasoned, second of just two, center, most youthful, and as it were. Phases of the Alerian Group Therapy STAGE 1: ESTABLISHING AND MAINTAININGCOHESIVE RELATIONSHIPS WITH MEMBERS In the underlying stage the accentuation is on building up a decent remedial relationship dependent on participation, joint effort, populism, and common regard. By taking care of the relationship from the primary meeting, advisors are establishing a framework for firm ness and association. Adlerians hold that the fruitful results of the other gathering stages depend on setting up and keeping up a solid helpful relationship at the underlying phase of directing (Watts Eckstein, 2009). Gathering members are urged to be dynamic in the process since they are answerable for their own cooperation in the gathering. The gathering circumstance gives test chance to chip away at trust issues and to fortify the connection among part and pioneer. Additionally, by seeing positive changes in peers, members can perceive how well the gathering functions. STAGE 2: ANALYSIS AND ASSESSMENT (EXPLORING THE INDIVIDUAL’S DYNAMICS) The point of the subsequent stage is twofold: understanding one’s way of life and perceiving how it is influencing one’s current working in all the errands of life (Mosak Maniacci, 2011). During this appraisal stage, accentuation is on the person in their social and social setting. Adlerians don't attempt to fi t customers into a biased model; rather, they permit striking social character ideas to rise and take care of a clients’ individual importance of culture (Carlson Englar-Carlson, 2008). The pioneer may start by investigating how the members are working busy working and in social circumstances and how they feel about themselves and their sexual orientation job characters. STAGE 3: AWARENESS AND INSIGHT While the old style investigative position is that character can't change except if there is knowledge, the Adlerian see is that knowledge is an uncommon type of mindfulness that encourages an important comprehension inside the directing relationship and goes about as an establishment for change. However this mindfulness isn't, all by itself, enough to realize signifi cant change. It is an unfortunate obligation, not an end in itself. As indicated by Carlson and Englar-Carlson (2008), the Adlerian approach is both knowledge situated and activity arranged. In spite of the fact that understanding into our issues can be valuable, it is fundamental that this mindfulness prompts helpful development toward wanted objectives. It is to be noticed that individuals can make unexpected and signifi cant changes absent a lot of understanding. STAGE 4: REORIENTATION AND REEDUCATION The finished result of the gathering procedure is reorientation and revised instruction. The reorientation stage comprises of both the gathering chiefs and the individuals cooperating to challenge wrong convictions about self, life, and others. The accentuation is on thinking about elective convictions, practices, and mentalities. During this stage, individuals put knowledge without hesitation, settling on new decisions that are increasingly reliable with their ideal objectives (Carlson Englar-Carlson, 2008). There is a change in members’ mentalities toward their present life circumstance and the issues they have to understand. This reorientation is an instructive encounter. Adlerian bunches are portrayed by an endeavor to reorient flawed living examples and show a superior comprehension of the rules that bring about agreeable connection (Sonstegard Bitter, 2004). One of the points is showing members how to turn out to be increasingly successful in managing the assignments of life. Another point is testing and urging customers to face challenges and make changes. References: Corey, G. (2012), Theories And Practice of Group Couneling Eight version. US, 2008 Brooks/Cole, Cengage Learning. Corey, G. (2009), Theories And Practice of Counseling and Psychoterapy. US, 2005 Thomson Brooks/Cole.z

The Olympic Games Employment Opportunities

The Olympic Games Employment Opportunities The essential target of this thesis was to discover the financial advantages and effects of the London 2012 Olympics for London since advancement and recovery started in 2007. Accordingly, this thesis meant to distinguish the related favorable circumstances and any negative effect of being the host of an Olympiad, yet at this phase of the examination made no figure about the size of effect. Subsequently while the exposition advances there will be contentions, examination and assessments to set up whether there is legitimate reason for the UK government and LOCOG burning through billions on an erratic occasion, all for the sake of supporting social government assistance and financial headway. This exposition at first gave an outline of both prior and proceeding with research to help the conversation around parts of inheritance and financial development since 2005 reliable with the contention of Veal and Frawley (2009). Drawing on the exercises from past Games, this thesis will likewise concentrate on the three stage monetary advantages of the London 2012 Olympics. Building up the effect of the Olympics on inhabitants and comrades the same was another point in the thesis. For this thesis this request was done in type of a study. The outcomes uncovered a lot, right off the bat it indicated that the more youthful age discovered motivation from the games with 71% of respondents expressing they would participate in some type of game and exercise. Moreover the outcomes additionally demonstrated a large portion of the respondents were uncertain whether the games were an incentive for cash this resounds with the considerations of Dennis (2012). The most amazing disclosure was tha t 66% of the respondents accepted the games were persuasive, charming and in addition worth all the expense. The exposition uncovered that the London 2012 games are all the more socially and monetarily advantageous at the pre-game and games year yet these advantages and effects are not relatively clear somewhere else in the UK. The post-game stage investigation indicated that there was incredible vulnerability as to monetary development and inheritance of Olympics, with Greece 2004 a case of when things turn out badly. In spite of this, there is still space for additional examination on the social effects of Olympic Games. Part 1: INTRODUCTION The Olympic Games produces bunches of energy and incredible desires. More than essentially a game, facilitating the best show on earth is seen by some as a once in a blue moon chance to give new framework and convey advantages to nearby inhabitants and networks. (Life et al, 2004) From when Pierre de Coubertin, established the cutting edge Olympics in the late nineteenth century, urban communities and nations have tried to reclassify themselves by arranging the Olympic Games. To the host nation, the games offers worldwide presentation and universes enthusiasm for its social riches, making openings for work during and after the games, pulling in incomes from the travel industry, and motivation for the country. Remembered for this quest for Olympic brilliance was the Great Britain. After three back to back bombed offers, the Olympics were at long last granted to London on the fifth of July 2005. The positive thinking and enthusiasm towards the London 2012 venture from the offer group became irresistible spreading over a country that was a lot of enlivened and hopeful. Regardless of this, when Londons name was pulled out the notorious cap, pundits like Gross (2012) and Dennis (2012) drove the incomparable Olympic investigation in the years after the offer was won . Net (2012) depicting the offering procedure of London 2012 as a tiring and frequently ludicrous crusade, that went with itself with a  £11.5bn tab. He said the genuine degree of financing has been covered up, the procedure is not really straightforward? Anyway prior in 2005 it became evident that the subsidizing would be from both the general population and private segments. As per the Olympic Delivery Authority (ODA) (2005) a  £2bn subsidize originating from London Olympic Committee Organizing the Games (LOCOG) was collected from the private area through a blend of sponsorship, marketing, ticketing and communicate rights. The ODA (2005) spending which provided food recovery and foundation ventures was from the open area, the subsidizing was the breakdown was as per the following; 63.3% from Central Government 23.3% from National Lottery 13.4% from the Mayor of London and the London Development Agency Extra analysis exuded from the France 2012 offering group, they demonstrated that Londons offer depended on guarantees not connected to the real world (Molds, 2009) as they accepted the financial plan was cut excessively low. Monroe (2007) was in understanding in the wake of examining Olympic financial plans of the previous four Olympics, she also said the spending plan was driven without a doubt. An air of vindication came upon the pundits as it became visible that the London 2012 Olympics financial plan was not going to design. The Olympic spending plan took off from  £2.4bn to  £9.3bn in 2008, leaving just  £475m in the possibility finance (BBC, 2012). In any case, LOCOG and ODA expressed this was not paltry spending but instead an unfortunate chore. The Games were focused as an improvement for social turn of events and financial development close by being a stage change in the change of the East End of London. In essence offering for the Olympics is a determined hazard that can either go to gold or leave the hosts in the beginning squares. Progressively identified with the extent of my examination, is the financial commitment of an Olympics and the post games heritage. Learning this will be finished by investigating the practical, geological and social ramifications for London as the host of the 2012 Olympics. The explanation behind the emphasis on London is in accordance with the Barton (2004) report that featured that for enormous economies, for example, the United States and United Kingdom, the monetary effect of facilitating major games seems, by all accounts, to be increasingly noteworthy principally at the neighborhood or local level, less effects found in urban areas past the Olympic Hubs. What is likewise critical is that this exposition not just looks to build up the financial effects of facilitating the Olympics, yet in addition to decide how supportable these advantages are later on through a three stage monetary evaluation. As it were the manner by which the games can boost the alleged inheritance. The test anyway lies in how to gauge and measure potential compensations of an occasion that has simply occurred. Magnay (2009) maybe offers an adroit explanation of this worldview. Magnay (2009) states that in their least complex structures, financial effects are either unmistakable or immaterial. Generally this implies the pre-games and games-year stages show apparent unmistakable advantages, for example, physical framework, the travel industry, work and buyer spending. On the opposite side untruth the impalpable advantages or the inheritance, apparent in the life after Olympics. In the post games there is more prominent vulnerability specifically for London 2012 as a result of the current financial downturn. One of the difficulties experienced in this examination is the shortage of studies that take a gander at a connection between financial motivation and the inheritance. On a fundamental level a hypothetical hole with which my paper plans to handle, following crafted by Blake (2005), Barton (2004), Gratton and Preuss (2008). This thesis will likewise contribute in no little manner towards supplementing scholarly and conventional philosophy on the heritage, financial effects of Olympic Games. This is with the expectation that this paper could fill in as foundation for additional exploration in the investigation of facilitating worldwide games. In any case, facilitating the Olympics is unquestionably an expensive business; because of this it offers a premise to make a chance to direct such research (Blake, 2005). Furthermore away from the scholastic presentation and taking in encounters got from the exploration, this exposition will give an educated understanding into the picked territor y regarding study. Section 2: AIMS AND OBJECTIVES Magnay (2010) expressed the LOCOG CEO has recently shown, the games are a vital resource for the nation. Because of this announcement there is a need to build up if the games are genuinely resource or a weight. This should be possible by demonstrating in the case of facilitating the Olympics adds up to a more noteworthy financial advantage in contrast with the brought about expense from origin through to the inevitable clear up. Furthermore the papers will research the variables which legitimize the expansion of the Olympic financial plan during a huge and continued monetary downturn. Since the International Olympic Committee (IOC) is the lead board of trustees for both summer and winter Olympics, to come to an appropriate end result the point is to utilize measurements and other data identifying with both these varieties of Olympiad as pertinent wellsprings of adding to the following contention. This is on the grounds that the offering, arranging, association and subsidizing convent ions all follow similar strategies, accordingly correlations should be possible with respect to method and convention. Anyway what is appropriate to call attention to is that any examinations among London and winter Olympics will be restricted to social effects and cost invades. Goals This paper is a chance to introduce an impartial view on the London Olympics and the potential effects, while making an educated judgment on it as indicated by the proof introduced. This thesis will raise significant monetary, political and social issues encompassing the Olympics and conceivably give further understanding to the accompanying territories. To recognize the nature, attributes and highlights of wearing uber occasions, with explicit reference to the London 2012 Olympic Games. To basically audit the writing on cost, effects and advantages of facilitating the Olympics, in the long run prompting a proper end that sums up the breadth and intricacy of the ideas encompassing financial effect of the London 2012 Olympics. To assess the net advantage of the Olympic Spectacle to London from the perspe

Types of Unemployment (Which Is the Worst)

Types of Unemployment (Which Is the Worst) Sometimes, companies and business are forced to lay off employees because of a number of reasons â€" restructuring, downsizing, or even when the company goes out of business. If you have ever been laid off for one reason or the other, you have experienced some type of unemployment.Economists measure different types of unemployment to help them determine the health of an economy and help governments and businesses navigate changes in the economy.In this article, we are going to look at the different types of unemployment. Before we look at the different types of unemployment, however, let’s start by understanding what unemployment is.WHAT IS UNEMPLOYMENT?Unemployment refers to a situation where a person of working age who is looking for work is unable to find employment. According to the Bureau of Labor Statistics, for someone to be termed as unemployed, they have to meet these three conditions:They do not have any job, not even a temporary or part-time job.They are currently availa ble for work.They have actively searched for a job in the past four weeks.According to these conditions set by the BLS, people who have stopped looking for work are not regarded as unemployed. They are not even counted as part of the labor force. If, for example, an unemployed person wins some money through the lottery and stops looking for work as they enjoy their new found wealth, that person is not considered as unemployed.Actively looking for work means that a person has either contacted an employer, a recruiter, or even friends and relatives in relation to finding work, submitted resumes or sent out job applications, answered job advertisements, and so on.Someone who has used passive job search methods, such as attending job training courses, is not considered to be actively looking for work, since such methods do not have the potential to help this person get the attention of potential employers.The unemployment rate is calculated by dividing the number of unemployed persons b y the total number of people forming the labor force.Now that we understand what unemployment is and how it is calculated, we can move on to the different types of unemployment.FRICTIONAL UNEMPLOYMENT Frictional unemployment, also referred to as search unemployment, is a type of unemployment that occurs due to normal turnover in the labor market, as people who have left their jobs go through the motions of finding another job. In the course of the year, it is inevitable that some workers will change jobs.Once they do, it will take some time for these workers to learn about new job opportunities, apply for these jobs, go for interviews and get hired. People going through this process are said to be frictionally unemployed.Let’s assume that Annette, who lives and works Nevada, is getting married to Phil, who works in North Carolina. After their wedding, Annette might decide to leave her job in Nevada and find a new job in North Carolina, where she will be closer to her husband. Duri ng this period, as Annette looks for a new job in North Carolina having left her old job, Annette is said to be frictionally unemployed. Similarly, if another person, Melvin, feels unsatisfied with his current job and decides to quit and look for another job, he will be said to be frictionally unemployed during the period between the two jobs.Frictional unemployment also occurs as people who have not been previously employed go through the process of finding work. For instance, if Peggy has just graduated from University and started her job search, it might take her a couple of months before she finds employment. In the period she is actively searching for a job, Peggy is also frictionally unemployed. Similarly, mothers who are returning to the workforce postpartum are also said to be frictionally unemployed.Frictional unemployment stems from economic frictions arising from redeployment of labor. This redeployment may be due to changes in employee demands for employment or changes i n employer’s demand for different types of labor. For instance, if the demand for some goods or services changes, employees who were specialized in the production of these goods or provision of these services will need some time to move to a different line of work.Frictional unemployment occurs not because there is decreased demand for labor, but rather due to difficulties in getting labor and opportunities together. Frictional unemployment is temporary and is considered a natural part of the job search process. Actually, frictional unemployment is beneficial to the economy to some extent, since it makes it possible for workers to move to jobs where they can maximize their productivity.There is not much that can be done to reduce frictional unemployment. However, the situation can be improved through measures that improve the mobility of labor, such as provision of information about job openings, provision of information on how workers can improve their job search, improvement in transportation facilities, use of employment exchanges to provide employment assistance, and so on.STRUCTURAL UNEMPLOYMENTStructural unemployment occurs in situations where long term changes in the economy and market conditions create a mismatch between the skills needed by employers and the skills that workers possess. Structural unemployment can also be defined as long term unemployment brought about by a decline in demand for production in certain industries or changes in the production process, leading to reduction in labor requirements or even disinvestment in that particular industry.In some cases, structural unemployment can be a result of geographical reasons, such as in situations where workers may live in areas that are too far away from places where jobs are available. Structural unemployment can also be made worse by some extraneous factors such as government policy, competition and technology.A good example of structural unemployment is the massive loss of well-paying m anufacturing jobs over the last three decades in the United States, caused by a migration of production jobs to Asian countries like China, due to lower production costs in these countries. This shift causes workers who were employed in the manufacturing industry in the United States to be structurally unemployed. In this case, the cause of structural unemployment is globalization.Structural unemployment is the most common type of unemployment. It is also the worst type of unemployment. Since it is caused by forces other than the business cycle, it is more permanent in nature compared to other types of unemployment. Its effects can last for decades.Structural unemployment is also harder to correct and may need radical changes for the situation to be rectified. Workers who are structurally unemployed are either forced to learn a new skill or move to regions where their specific skill set is still in demands, both of which are difficult for many workers.While some governmental policie s may be put in place to reduce structural unemployment, their effect is usually minimal, since the market is no longer in need of the skills of the structurally unemployed group.CYCLICAL UNEMPLOYMENT Alex works at an auto factory. If the economy goes into a recession today, less and less people will spend their money buying cars. With the decreased demand for cars, there will be less work to do at the factory, and in a bid to maintain profit margins, the auto maker might be forced to lay off Alex. In this case, Alex will have experienced cyclic unemployment. Once the economy strengthens, more people will start buying cars, there will be more work to be done at the factory, and Alex will probably be rehired.Cyclical unemployment occurs as a result of the contraction phase of the business cycle. This phase is characterized by a dramatic decrease in the aggregate demand for goods and services, which in turn forces businesses to lay off employees in order to minimize costs. This kind o f unemployment is referred to as cyclical because it is related to the business cycle. Over time, the economy goes through many ups and downs. During periods of contraction, workers get laid off in large numbers in what is known as downsizing.Once the economy enters the expansion phase, workers get rehired in large numbers. Cyclical unemployment can also be referred to as demand-deficient unemployment, since it is caused by a deficiency in demand or purchasing power. Cyclical unemployment is a major cause of high unemployment. Since it is caused by a decrease in general demand, cyclical unemployment affects all industries simultaneously.Cyclical unemployment can lead to a downward spiral of unemployment. Workers who have been laid off due to decreased demand now have less disposable income to spend on things they need, which lowers demand and business revenue even further, resulting in more workers being laid off. If no intervention is made, this downward spiral continues until the supply of labor decreases enough to match the decreased demand. This can lead to very high levels of unemployment.This is what happened during after the stock market crash of 1929. The government failed to intervene, causing a downward spiral of unemployment and decreased demand that led to the Great Depression, which lasted a decade and raised the unemployment rate to 25%. It was demand for military equipment resulting from the start of World War II that finally lifted the economy from the Great Depression.Cyclical unemployment can also lead to structural unemployment. In a bid to minimize costs and maintain profit margins, businesses which have already laid off workers due to an economic downtown might implement some changes in their production process. Once the economy re-enters the expansion phase, workers who had been laid off might need new skills in order to be rehired. Those unwilling to go back to school and learn new skills end up being structurally unemployed, since their former skills are no longer required.What then should be done to prevent the self-fulfilling downward spiral of cyclical unemployment? The solution is to implement measures that will increase total expenditure in the economy, which will in turn drive up the effective demand. This can be done through expansive monetary policies and fiscal policies such as deficit financing. Fortunately, since cyclical unemployment follows the phases of the business cycle, it cannot be a permanent phenomenon.SEASONAL UNEMPLOYMENTPeople often confuse seasonal unemployment with cyclical unemployment, owing to the fact that both of them occur at certain times and not others. There is a difference between the two. Whereas cyclical unemployment is tied to the business cycle, seasonal unemployment is tied to regular changes in the season. For instance, ice cream vendors are seasonally unemployed during winter, since there is minimal demand for ice cream.Ski instructors, on the other hand, become seasonally unemployed in summer, since most of the skiing happens during winter. Workers who harvest crops are also seasonally unemployed in between harvests.Seasonal unemployment is caused by a seasonal pattern of demand or due to the fact that some industries only produce or distribute their products seasonally. As a result, these industries hire high numbers of workers in peak season and lay many of them off during off-peak seasons. Seasonal unemployment is mainly common in industries such as farming, construction, entertainment, fishing, and tourism.It’s good to note that the Bureau of Labor Statistics does not keep track of seasonal unemployment. Instead, they make adjustments to their estimates to factor in such seasonal variables.TECHNOLOGICAL UNEMPLOYMENT In January 2018, a union representing workers in the oil sands extractions industry made a public outcry against one the biggest companies in the industry. The company was in the process of implementing autonomous ore-hauling truck s, a move that would see over 400 workers laid off by the company. If the company succeeded in the implementation of the driverless trucks and the subsequent laying off of workers, these employees would have experienced technological unemployment.Technological unemployment is a type of unemployment that occurs in situations where workers lose their jobs due to technological improvement. Companies are always looking for ways of minimizing costs or making production more efficient.This might happen through the introduction of new machinery, introduction of labor-saving devices, improvement of production methods, and so on. When this happens, it is inevitable that some workers will lose their jobs as a result. Technological unemployment can be termed as a subset of structural unemployment. The laid off workers lose their jobs since their skills are no longer needed in the market.In developed countries, technological unemployment is usually a temporary phenomenon. The introduction of mo re capital promotes creation of many allied industries and leads to diversification of activities, creating new job opportunities that absorb the workers who became unemployed due to technological change. For instance, when the tractor was introduced, it displaced a great number of workers who were working in farms.As demand for tractors rose, many of those who had lost their jobs in the farms found work in factories assembling and repairing tractors. Similarly, the introduction of unmanned military drones reduced the demand for military pilots, but it increased the demand for drone controllers and analysts to make sense of the information collected by drones. Since most technology in developed countries is at advanced stages, their economies do not experience any sudden shifts due to technology either, thus minimizing the impact of technological unemployment.In underdeveloped countries, technological change is a much bigger problem. Introduction of new technology leads to displacem ent of huge portions of the labor force, yet the creation of allied industries is minimal, so few jobs are created to absorb the unemployed workers. The solution to technological unemployment is to ensure the large scale creation of new jobs in other fields.CLASSICAL UNEMPLOYMENTThis type of unemployment is also referred to as induced unemployment or real wage unemployment. This type of unemployment occurs in situations where wages are higher than the laws of supply and demand can support. Since companies have to pay more per employee, they can only afford a few employees, forcing them to lay off the other employees.In some cases, classical unemployment can even force businesses to do away with some positions. Classical unemployment is caused by one of the following situations:Powerful trade unions negotiate for salaries and benefits that are above the market equilibrium.The government comes up with legal minimum wages that are higher than the market equilibrium.Wages set by long te rm contracts exceed the equilibrium due to recession, forcing a company to lay off some workers to maintain the wages set by the contract.To make it easier to understand, let’s use an example. Let us assume that a business is willing to pay $30,000 to its salespeople. The business knows that the revenue brought by each salesperson is above $30,000, therefore the business can still remain profitable at this wage rate.At the same time, the union for salespeople within the area has negotiated for salaries of $40,000 per year, and no unemployed worker in the area is willing to work as a salesperson for less than $40,000.In this case, the real wages unemployed workers in the area are willing to accept is higher that the wages the company is ready to pay. Consequently, the business will refrain from hiring salespeople, leading to an instance of classical unemployment.CASUAL UNEMPLOYMENTIn some industries, workers are employed to perform contractual jobs on a day-to-day basis. Once the c ontract â€" which is usually short term in nature â€" terminates, the worker becomes unemployed and has to find another job elsewhere or get into a new contract with the same firm if they have some more work.Such a worker is said to be experiencing casual unemployment until they find another job. In other words, casual unemployment is the inevitable time delay when a casual worker is in between two jobs.Casual unemployment is common in industries where workers are hired on short term contract basis, such as agriculture and construction industries. Casual unemployment also happens in situations where some extra workers are required to perform a one-off job.For instance, in a dockyard, extra workers might be hired to help with loading or unloading. Once the task is done, the extra workers are let go and they become casually unemployed. The same happens in times of events such as weddings and parties.A caterer providing services in a wedding might hire extra workers to help serve food at the wedding. Once the wedding is over, these extra workers become casually unemployed. Casual unemployment is also common in the film industry where junior actors are hired on a casual basis.NATURAL UNEMPLOYMENTThis is a broad category of unemployment which covers some of the other types of unemployment discussed above. Natural unemployment is defined as the lowest rate of unemployment that an economy can support. Even when an economy is at its healthiest, it is inevitable that there will be some level of unemployment. It is impossible for 100% of the labor force to be employed. Natural unemployment can therefore be considered as a baseline below which the levels of unemployment cannot decline.Natural unemployment is termed as ‘natural’ because it is caused by other factors that are independent of the state of the economy. No economic or market fix can be made to eliminate natural unemployment. Since unemployment rates cannot fall below the natural unemployment rate, an econo my that has reached this point is said to be at full employment. Natural unemployment may be due to frictional, structural or classical unemployment.Economists consider a natural unemployment rate of around 4% to be an indicator of a healthy economy. The lowest natural unemployment rate ever experienced in the United States was 2.5%, in May 1953.DISGUISED UNEMPLOYMENTTake a situation where a family in an urban setting owns a business that can be effectively run by 5 people. Unable to find employment in any other place, all the 8 members of the family decide to work in the family business. While it might seem like all the members of this family are employed, three of them are actually unemployed. The work they do does not in any way improve the productivity of the family business. If anything, they might end up hampering productivity.Also referred to as hidden unemployment, disguised unemployment is a form of unemployment where it may seem that some people are employed, when in fact they are not. Disguised unemployment occurs in situations where there is overemployment or where employees are working in a redundant manner. With surplus manpower employed, the marginal productivity of some individuals falls to zero.Even if such employees are removed, the level of output does not get affected. This kind of unemployment is termed as disguised unemployment because the individuals who are disguisedly unemployed are not counted in official unemployment statistics, yet their employment provides little value to the economy in terms of productivity.Disguised unemployment is common in developing countries where increasing populations result in a surplus in the labor force.WRAPPING UPUnemployment occurs when people of working age who are willing to work cannot find any jobs. Unemployment is a natural part of the job search process; it is impossible for 100% of a country’s labor force to be employed. The different types of unemployment are frictional, structural, cyclical, seasonal, technological, classical, casual, natural and disguised unemployment.As you might have noticed from this article, many types of unemployment occur as a result of immobility of labor.Unemployment is divided into different types to help economists understand the economy and come up with strategies to lower the rate of unemployment. The goal of any economy is to achieve full employment.

Essay on Finding Meaning in a Stolen Life - 1988 Words

Lincoln Daniel Mrs. Munn English 12 Block 4 18 December 2012 Finding Meaning in a Stolen Life It is said that all life does indeed involve suffering but it is what we make of this suffering that will determine whether or not we find meaning in our life. One must look within and around himself to create meaning in her life; one can finding meaning by creating works or doing deeds, experiencing things or encountering people, and choosing one’s attitude towards the suffering in her life. There will always be obstacles in the way to meaning—the tragic triad of pain, guilt, and death—but one must use this to fuel your drive to find meaning by maintaining tragic optimism—faith, love, and hope. Many people lead difficult lives, however,†¦show more content†¦She loves both of her daughters, she did not want to give either of them up, stating, â€Å"I did it because that was the only thing I could do. I would do it all again. The most precious thing in the world came out of it†¦ my daughters.† (110). Her love for her two daughters fu eled her positivity towards her adverse life. She was a very hopeful person all through her young life and her daughters gave her more of a reason to hold fast. Jaycee was constantly hoping that she would one day be emancipated. When she is first placed in the room out back, she hoped someone was looking for her and that they would find her one day to take her from home. Although she had a rough life from the age of eleven until the age of twenty-nine, she kept a very positive attitude by doing work and keeping busy. She found greater meaning in her suffering by creating works. She started a business—a printing company--with Phillip who has put her through endless torture. Over time she learned how to do it on her own and does most of the work for the company: â€Å"I work up a design and he takes it to the costumer and gets it approved when he brings it back to me, I print them on cards. The job turns out great and I am very proud of myself Phillip says that he thinks I should do the workups and he will get the jobs and help with the printing.†(127). Instead of weeping in sorrowShow MoreRelatedEssay about Carol Ann Duffys Mean Time852 Words   |  4 Pagesis about loss of love and the different ways in which time brings about change or loss of life itself. The poem is very personal and autobiographical to Duffys life as are most of her poems. Mean Time is based on mourning your lost love and how regrets seem meaningless when one day you get up and realise its not just time which has passed you by, but time has stolen your life too, and in the end it will only be the mourning that you regret. 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Nelson Surname Meaning and Family History

Nelson is a patronymic surname meaning son of Nell, a form of the Irish name Neal, from the Gaelic Niall, which is thought to mean  champion. In some situations the surname could also be matronymic, meaning son of Eleanor, a female given name with the same origins as Neal. Nelson could also be an Anglicized spelling of similar sounding  Scandinavian surnames such as Nilsen, Nielsen, and Nilsson. Surname Origin:  Irish Alternate Surname Spellings:  NEILSON, NEALSON, NILSON, NILSEN, NILSSON, NIELSEN Famous People with the Surname Nelson Willie Nelson - American country music artist and songwriterHoratio Nelson - great English naval leader during the Napoleonic WarsJohn Allen Nelson - American actor Where the Nelson  Surname Is Most Commonly Found Today, the Nelson surname is most common in the United States, according to surname distribution data from Forebears, ranked as the 34th most common surname in the country. WorldNames PublicProfiler profiles Nelson as most popular in the northern midwest and northwestern states—especially Minnesota, North Dakota, South Dakota, and Montana—possibly due to large numbers of Scandinavian immigrants to those areas. Nelson is also a fairly common last name in a number of African countries, according to Forebears, including Uganda and Mozambique, and in the Caribbean. Based on 1901 census data, Nelson was not very common in Ireland, with the exception of the Northern Ireland county of Antrim, followed by Down, Londonderry, and Tyrone. Irish surname mapping tools from John Grenham indicate that the Nelson surname is especially common in Northern Ireland, particularly in the counties of Down and Antrim. This was true in the mid-nineteenth century based on Griffiths Valuation (1847–1864), as well as into the twentieth century based on a mapping of Nelson births between 1864 and 1913. Genealogy Resources for the Surname Nelson 100 Most Common U.S. Surnames Their Meanings: Smith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census?Nelson DNA Project: Join up with other Nelson descendants who are using DNA to help sort out their various family lines.Nelson  Family Crest - Its Not What You Think: Contrary to what you may hear, there is no such thing as a Nelson  family crest or coat of arms for the Nelson surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted.Nelson Family Genealogy Forum: Search this popular genealogy forum for the Nelson surname to find others who might be researching your ancestors, or post your own Nelson query.FamilySearch - NELSON  Genealogy: Explore over 11  million  historical records which mention individuals with the Nelson  surnam e, as well as online Nelson family trees on this free website hosted by the Church of Jesus Christ of Latter-day Saints.NELSON Surname Family Mailing Lists: RootsWeb hosts several free mailing lists for researchers of the Nelson surname.DistantCousin.com - NELSON Genealogy Family History: Free databases and genealogy links for the last name Nelson.GeneaNet - Nelson  Records: GeneaNet includes archival records, family trees, and other resources for individuals with the Nelson  surname, with a concentration on records and families from France and other European countries.The Nelson  Genealogy and Family Tree Page: Browse family trees and links to genealogical and historical records for individuals with the last name Nelson  from the website of Genealogy Today. References Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998.Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003.Hanks, Patrick, and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003.Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997.Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997

Communication in Relationships Free Essays

Amanda Cordova SOC3400- The Family in Transition 29 November 2010 Communication in Relationships Communication plays a big role in how successful a relationship can be. There are plenty of factors that affect the way individuals communicate. The most difficult part about communication in relationships is how the other person corresponds with you. We will write a custom essay sample on Communication in Relationships or any similar topic only for you Order Now It is all about how you may speak verbally and nonverbally to others. Many people believe gender and their roles can make an impact. Females are the sentimental ones who want to express how they feel and focus on intimacy.Males tend to use these as excuses of why they should be in charge or have power. Their idea of being tough and strong is to not show their emotions. There are specific ways of expressing one’s self, but they must learn the basics of communication first. Verbal communication is crucial to communicating in general. One thing a speaker must be aware of is their tone. The tone of someone’s voice can be misinterpreted. Besides tone, word choice can play a role in how positive you may communicate; language is flexible and can be used in different ways.If someone tells another person, â€Å"you do nothing, you’re lazy,† the other person may feel upset or useless. In reality, the other person may be busy with work and school and simply forgot or did not have time to do the dishes. Culture can also play a role on verbal communication. A famous saying in one country can be nonsense in another such as â€Å"what you said went straight over my head. † Culture helps create specific dialects for different groups to make communicating more efficient. If used correctly, verbal communication can make or break a relationship.Unquestionably, nonverbal communication has just as big of an impact as verbal. Nonverbal can affect auditory, visual and physical channels. In most instances, people can hear the other person talking, read their facial expressions and may be touching or receiving a touch simultaneously. Nonverbal communication has fewer rules and has more meanings. Verbal communication is structured with grammar, spelling, and pronunciation such as periods and exclamation marks or â€Å"there,† â€Å"their† and â€Å"they’re. † On the other hand, nonverbal communication shows they can also convey ambiguous meanings. In example, a glance at someone could be defined as flirting, contentment, or a sign of warning. Someone’s facial expressions, eye contact, posture, gestures, vocal tone, and clothing are usually things we focus on when communicating in person. Most importantly, nonverbal communication is being used through technology. Through the recent years, people have been relying on e-mail, phones and text messaging to communicate. Some things can be misinterpreted and cause conflict between relationships. Together, verbal and nonverbal communications express meaning and go hand-in-hand with each other.Generally speaking, males and females have different ways of speaking to others comfortably. What most people realize is that some of the stereotypes about communication between men and women can be true, but also false. Men tend to communicate more â€Å"informative, honest, relevant, and use more clear language† (McCornack, 2010). They usually focus on activities, information, logic and negotiation. Men often see a woman’s perspective on emotions as unreasonable. With women, conversations are negotiations for intimacy and avoiding loneliness in which they â€Å"try to seek and give confirmations and support, and to reach consensus† (Tannen, 25).They tend to perceive a man’s view as unsympathetic. Both males and females have different ways of communicating intrapersonally and interpersonally. When a man has done something wrong, they blame outside circumstances before they blame themselves. They talk for more periods of time; this supports the reasoning of having power and controlling it. In mixed groups, men make 96% of the interruptions and the result is that women have greater difficulty presenting their ideas fully (McCornack 2010). Women can feel men are arrogant.Men can feel that women are not assertive; that women contribute less. Women focus more steadily on the speaker, whether male or female. The result is that men can perceive women are uncritical thinkers, or even as flirting. Since men make less consistent eye contact, they can be perceived as not listening. Since men have less connections between the 2 sides of the brain, it is sometimes easier for men to process information if they are not directly also trying to process meaning behind eye contact. So sometimes when a man is looking over a woman’s shoulder he is really listening intently.Men will smile and nod to show they agree with the speaker. Women will smile and nod no matter what, including if she disagrees with someone. They will smile and nod when they are sad, when they are confused, and even when they are angry. The result is that men will think women are â€Å"on board† when in fact they might not be. Then men, then, are very surprised when the conflict does arise. Women are acculturated to be pleasant and smile–so it is very hard for men to â€Å"read† the smile. Women are more apt to say â€Å"please† and â€Å"thank you. The result is that men sometimes don’t take women seriously. Both men and women have words they use more frequently than the other sex, and some words that few of the other sex use. For example, men use more war and sports-related analogies; women use more imagery and relationship-based analogies. According to Dindia and Allen, both sexes have socially created stereotypes that keep them from communicating effectively (1992:59). In their minds, they have a predesigned concept of what is the right way to talk to someone of the opposite sex and someone of the same sex.Some key words to remember when conversing with another person are recognition, acknowledgment, and endorsement. Recognition is to declare that the other person exists. Someone may not voice their thoughts because they feel dismissed and overlooked. This can result in ineffective communication; the odds will always benefit one person over the other. Acknowledgement is a direct response, letting the other person know that you heard them. Endorsement is empathizing with the other person; let them know that you understand their view. Never become defensive or competitive with whom you are talking to.These factors can pollute the atmosphere and create a negative communication climate. The best way to improve communication in a relationship is recognizing one’s own style of expressing themselves. When expressing your feelings to someone else, always focus on talking about the other person’s behavior, your observations, sharing ideas and choosing the right time and place. If there is something bothering you, for example, not putting things where they belong, tell the other person that you are upset with their actions, instead of calling them lazy or inconsiderate.There are also four rules to follow for effective and efficient communication. First, you must say your feelings directly. Never assume that the person you are talking to knows how you think. Second, express and voice your feelings to your audience. If something is truly bothering you, take a stand and let someone know you are not happy and vice versa. This could work in some of the smallest situations like trying to decide on what to have for dinner. Thirdly, do not push your boundaries and know your limitations. If there is a problem in a parent and hild relationship, the child should never disrespect their parents. Lastly, do not use any foul language or curse words. If someone feels attacked or disrespected, they are more likely to dismiss the conversation or retaliate against you. There are three different theories that can be applied to communication in relationships. The first one is social exchange theory. Exchange theorists propose that corresponding with others can be controlled by a share of rewards and costs. A reward can be any form of positive exchange that benefits the relationship.Some examples are compromises, compliments and agreements. A cost is a negative exchange for instance critical remarks, complaints and personal attacks. Whenever there are more rewards for both people, they have made a profit in their relationship. When there are more costs than rewards, the result is a loss on both parties. The second theory that applies to relationship communication is gender role theory. Gender is socially and culturally constructed concepts that are attached to a male or a female. Gender roles are expectations that a male or female must fulfill or perform. Knox ;amp; Schacht, 78-82). Both are supposed to dress a certain way, they must participate in specific activities, and have completely opposite interests. In many situations, males and females are divided from young ages, teaching children that there is no other way, but to live by the gender stereotypes that society gives them. Gender role theorists believe there is a social construction on how males and females differ. From early ages, males and females learn specific gender roles and behaviors that are considered appropriate for their gender.Males and females are expected to communicate differently because of their interests, causing a conflict in keeping the two from bonding. The last, and most applicable, is symbolic interaction theory. This theory uses a close-up focus on social interactions in specific situations. People tend to use the looking-glass self to solve situations. According to Knox and Schacht, this looking-glass self concept â€Å"involves looking at each other and seeing the reflected image of someone who is loved and cared for and someone with whom a productive resolution is sought† (2010:122).We tend to think about how our parents will feel if we do not go home for the weekend or how making plans with friends over a loved one will affect the outcome. When we communicate in our relationships, most people are consciously wondering how a conversation will be, making an impact on how the discussion will turn out. In the final analysis, communication can be affected by nonverbal and verbal communication and in some cases, gender differences. Verbal communication can share meanings, shape thoughts, manage relationships, and create conversation.Nonverbal communication is how we express our emotions, convey meaning, manage interactions, and help us communicate through our surroundings. Researchers still have not found enough evidence to su pport whether or not gender plays a role on communication, but social concepts show otherwise. Both males and females have predesigned thoughts of how the other must act, appear and talk. When we communicate, we need to recognize our own weaknesses and those of others. The way our relationships communicate can determine how our life will turn out.References Dindia, K. , ;amp; Allen, M. (1992). Sex differences in self-disclosure: A meta-analysis. Psychological Bulletin, 112, 106-124. Knox, D. , ;amp; Schacht, C. (2010). Choices in relationships: an introduction to marriage and family (10th ed. ). Belmont, CA: Wadsworth. McCornack, S. (2010). Reflect ;amp; relate: an introduction to interpersonal communication (2nd ed. ). Boston, MA: Bedford/St. Martin’s. Tannen, D. (1990). You just don’t understand: Women and men in conversation. London: Virago. How to cite Communication in Relationships, Papers

Report on Working with work-life balance and Leading People

Question: Discuss about a Report on Working with and leading people? Answer: Introduction Recruitment planning and process is done by the human resource management of the company. The process is planned as per the requirements of the company. Procedure followed for recruitment has being discussed in this report. Job description and legal regulatory process has to be defined as this would help in selecting the best method that would be useful in introducing the best recruitment process. The process followed for recruitment has to be reported to the management. This would help in reducing the operational expenses related to the recruitment process. Recruitment process Recruitment procedure Recruitment procedure can be adopted and implemented by the human resource department of the company after evaluating the job description. Vacancy plan highlights the human requirements for the company, along with the number of candidates required for task execution. Recruitment plan includes analysing the posting period and evaluating the posting goals. Job description highlights the specific requirements of the candidates who would be recruited for the job. Selection of candidates through interview, screening and testing process are some of the steps that are followed by the human resource department of the company (Dess and Shaw, 2001). The job specification needs to mention the skills, qualification, and experience possessed by the candidate. This helps in selecting the right type of candidate who will be suitable for the job. While planning for the interview process, it is necessary to highlight the requirements for the job, as this will help in implementing the right type of recruitment plan. Legal regulatory, and ethical consideration to recruitment and selection process The process adopted by the human rescore department managers has to be clear, reliable and effective. This will encourage the management to recruit suitable candidate who can handed the job requirements in the right manner. Legal regulatory factors include communicating with the new employees the benefits or other factors that needs to be followed by the members. This is associated with the benefits that will be provided to the staffs, legal implications or actions that would be taken against the employees for breach of contract, type of employment, and other factors (Miyake, 2002). Ethical consideration includes following the principles that has been developed by the organization. While recruiting and selection process for the staffs, ethical factors considered are respecting people, handling issues associated with insecurity of jobs, and following the legislative requirements. The process and the methods followed by the managers will be clearly defined as this will help in improving the performance (Kaplan, Norton, 2004). Report for selecting process followed The selection process proposed to be adopted by the management or the HR department has to be planned. This would help in achieving the desired target, without losing time and efforts on the same. At first the method expected to be followed for recruitment has to be communicated with the managers. It can be done directly by the managers or indirectly through agencies. This would help in selecting the best candidates who would be able to help in improving the performance of the company. Selection process needs to define the criterias that would be analysed for recruiting the staffs. Some of the factors that are checked while analysing the ability of the staffs includes qualification, knowledge of the members, and experience. These are the process followed for streamlining the suitable candidates for the job (Whitmell Associates, 2004). Contribution as recruitment manager As a recruitment manager, it is necessary to draft and implement an effective selection process that will help in recruiting suitable candidates. The time period and the process necessary to be followed for the task execution have to be communicated with the members. This helps in executing the task in the right manner. Recruitment of the staffs from external factors is an expensive task. The members have to do the right things as this will help in selecting the best candidates. Job requirements from different departments have to be analysed. This is done through job description method. Members can be selected after considering the requirements for the job. Expectations of the management and other factors have to be interacted with the new members. This will help in improving the relationship between the management and the new members. The manager has to ensure that the decided steps and process are effectively followed by the human resource department. Strategy prepared for selection and recruitment is implemented while conducting the interview process (Walker, 2009). Leadership Skills and attributes required for leadership Skilled and effective leadership skills help the managers to overcome the underlying challenges at the workplace. Some of the skills and attributes required for task performances are Communication leaders need to adopt uninterrupted and precise communication method. It is essential to hear the views of other individual, as it helps in handing the challenges associated with communication (Gompers et al., 2003). Organizing The tasks assigned to the team members has to be organized. This would mitigate the challenges that exist at the workplace. Fair process Team members have to be treated equally, and for this fair method have to be adopted by the leaders. Integrity This is viewed as the respect of the individuals towards the objectives that has been designed by the management. Task performances are quite important as it helps in achieving the desired task in the right manner. Negotiator Disputes and disagreements has to be sorted out by the leader, who assume an important position in the company. Differences between management and leadership The process of leadership and management has to go hand-in-hand. There is a vast difference between both the terms. Management draft the plan to execute the job, and organize different factors that are associated with the task performance. Leaders and leadership skills on the other hand, motivate the team members to work towards the goal achievement. Management of the company are the administrators, who are entrusted with the task of expecting the performance oriented task for the company. Important decisions about the business execution and the process expected to be introduced for executing the tasks are drafted and introduced by the management (Quigley, 2007). Leaders on the other hand communicate the job requirements with the team members, and ensure that the task in done in the right manner. Differences between the groups of individuals and the members are effectively handled by the managers or leaders. This is an important factor, which ensures the management to do right things for improving the business performance (Jordan et al., 2008). Leadership style of Mr Worthy and MS Hogan Mr Worthy followed autocratic method of leadership style. The leader reviewed the work performed by the staffs of the company, by analysing the report that was provide day the manager. Decision about the management process and the strategic changes were introduced after evaluating the contents presented in the report. There was no coordination and communication between the manager and the staffs of the company. Jobs and its requirement were mentioned to the members. Performance of the members was regularly checked and corrective measures were taken to implement necessary business related changes (Turknett et al., 2005). MS Hogan followed participate style of leadership. In this method, the leader communicated with the staffs to analyse the challenges faced while performing the tasks. Team members were permitted to discuss the issue, for which a solution had to be found. The manager believed in creating an effective management process, which would encourage the staffs to improve the business performance. Motivation MS Hogan was an active leader, who would communicate with the members of the company. The process was followed to find the challenges and introduce an effective method through which the production activities can be improved. However, it was equally important to motive the staffs working for the company. In order to encourage the members and encourage to achieve the objectives for the company, the below mentioned steps has to be followed- Introduce an effective incentive payment method Organize reward system for facilitating best performing staffs of the company Create positive and practice work culture, why would encourage the staffs to work towards the goal achievement Analyse the challenges faced by the members, and introduce the best process for overpowering the issue. Motivated staffs of the company tend to increase the business performance, which was one of the important factors that would contribute towards the growth of the business (Turknett Leadership Group, 2005). Team work Benefits of team work Teamwork improves the business performance, and mitigates the differences that exist between the members. Team leaders encourage the staffs of the company to work towards the goal achievement which is one of the important factors through which the business objectives for the company can be achieved. The method adopted and implemented for increasing the business performance is an important factor as it helps the management to work on the challenges that can affect the business performance. Some of the benefits associated with the team work are Improved morale Team members can develop and follow great moral values, which is necessary for the conduct of the business activities. Positive attitude of the team members would encourage the staffs to undertake the challenging tasks that exist at the workplace (Alexandra et al., 2009). Improved flexibility Flexible team members are trained to undertake different challenging tasks that could affect the business objectives. Team members are aware of the task that needs to be done for achieving the desired goals. The tasks are evaluated and corrective measures are implemented for increasing the performance (Chang et al., 2004). Innovation The members of the team work on developing innovative methods for task execution. This is required for the smooth conduct of the business activities. The challenges and other factors associated with the task performance can be overpowered by implementing effective changes within the system. The goals and the team performance can be allocated to the team members. Immediate action for increasing the business performance and overpowering the challenges can be introduced by the management. Difference between the member and the team leader The members of the team are responsible for performing the tasks that has been allocated by the management and the team leader. While performing the tasks, the challenges faced for improving the production activities can be communicated with the leaders. Team members can share knowledge and the process through which the quality of the task performance can be improved (Christina, Gursoy, 2009). This is one of the important factors that would help in achieving the desired task that has been highlighted by the management. Team members can be a part of the decision making process, but are not entrusted with the responsibility to make decision on behalf of the leaders and the management. Members of the company are expected to work together and overpower the challenges that can affect the business performance. Team leader is responsible for drafting plans for task performance. The leader has to manage the team and ensure that different tasks are performed as it was extended by the members. The challenges or issues existing between the team members have to be mitigated by the managers. This is done by introducing improved techniques that would help in overpowering the challenges that exists at the workplace. It is the responsibility of the leader to ensure that the right process is followed for task execution (Chen et al., 2006). Effectiveness of the team to achieve the goals Management of the company prepare business goals, which is communicated with the leaders and the staffs. Task allocation and control process is done by the leaders. As a team, the members are responsible for performing the tasks that has been allocated by the management. The steps expected to be followed by the members has to be informed to the managers. This would help in increasing the quality of task performance and adopting the best strategies for increasing the business performance. The goal of the company is to increase the value of customer satisfaction. This can be done by introducing the changes that are essential for handling the customer requirements and implementing the right process, through which the changes can be implemented. The changes have to be designed and implemented by the management in an effective manner. Different tasks expected to be performed by the managers and the team has to be planned. This will help in achieving the goals that has been drafted by the management (Barry, 2000). HR Factors involved in planning and monitoring the work performance The tasks have to be allocated to the members of the team. This has to be done after analysing the strengths and weakness of the team members. Effective training process can be introduced by the management. This would help the team members to adopt the best strategies that will improve the business performance. The objective of the company is it improves customer satisfaction. Different factors affecting the quality of customer services within the company have to be analysed. This will help in implementing the challenges that can affect the business performance. Some of the planning and monitoring process included for analysing the challenges faced while expecting the tasks is as follows Highlight the changes that are expected to be implemented by the company for increasing the performance (Hughes, 2007). Include individual performance evaluation process, through which the required changes within the performance can be implemented Implement effective changes that will help the members to adopt the best process that will be useful in increasing the performance. Plan to analyse development needs of the individuals The plan for analysing and developing the individual needs of the employees or the team members is an important factor. Such a task is performed by the managers and the leaders of the company. Through this method, the expectations and preferences of the employees of the company are analysed. This helps in adapting and implementing an effective strategy that would help in increasing the business performance (Lassad Lakhal, Federico, 2008). Analysis for the individual performance incudes analysing the needs and preferences of the employees Develop different methods and process through which the tasks of analysing the needs of the clients can be evaluated. Introduce the right process, that would help in improving the business performance The plan is to introduce an effective system for analysing the performance of the company. Individual developmental plan has to be related to the goals and objectives outlined by the company. The methods expected to be followed for achieving the targeted goals has to be associated with the process that will be followed for achieving the desired task. The plan and the method have to be communicated with the members. This will help in increasing the coordination between the staffs and the management of the company (Patricia, Jay, 2007). Assessment process The assessment process adopted and implemented by the management is to increase the team performance and productivity for the company. In this process, the steps expected to be followed for achieving the desired task and the methods through which the members would be encouraged to work towards the goal achievement has to be discussed (Park, 2009). The steps and the process expected to be followed for the conduct of the assessment method has to be interacted with the members. Changes are introduced in order to encourage the members to adopt the best strategies that will help in increasing the business performance. The assessment process can be prepared to be evaluated on a monthly basis, as this will enable the management and the leaders to analyse the challenges that can affect the performance. Necessary changes within the assessment process can be introduced after evaluating the challenges involved with the method. This will help the management to adopt the best and reliable methods through which the required changes can be introduced within the company (Lyons, F.H., Ben-Ora, 2002). Conclusion The manager of the company play an important role in simplifying the task related to recruitment. In this process, the importance of the team work and the process that needs to be followed for improving the business performance has to be defined. The managers of the company have to motivate the staffs, as this will increase the business performance for the company. Strategies prepared and followed by the management differ, depending upon the requirements of the company. References Alexandra Beauregard, T., Henry, C. L. Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19, 922, (2009) Barry H. (2000). The relative compensation of Part-time and Full-time workers: The role of worker and job skills. 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