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“Health Psychology” guidelines.

“Health Psychology” guidelines..

The overall health and wellbeing of individuals with whom professionals in the realm of clinical psychology work is a very crucial component of sound treatment practice. As mental health professionals we should not simply be focusing on one aspect of a person’s health, we should be focusing on every aspect that could provide an avenue toward better physical and mental health.In approximately 250 words, provide a specific set of guidelines that you might present to those with whom you may work in the future, as well as how you might measure the successful application of those guidelines.
“Health Psychology” guidelines.

APU Thinking About Retirement & Preplanning & Grandparenting Essay

APU Thinking About Retirement & Preplanning & Grandparenting Essay.

Thinking about RetirementThink about your own retirement. In a 5 paragraph essay of at least 500 words, answer some or all of these questions:Do you expect to retire at a certain age? How much preplanning will you need to do? Do you expect to retire to a life of leisure, volunteer activity, new career, and so on? Where will you live—same family home, retirement community, part of the year in the north and part in a southern resort? Do you expect to be active grandparents/great-grandparents or somewhat disengaged from your offsprings’ families? What are your overall impressions of retirement—is it positive, neutral, or negative? Why? Use at least 2 references to support your assumptions. Your references need to relate to concepts learned about retirement and must be scholarly/academic in nature. Use of .com websites is not appropriate.
APU Thinking About Retirement & Preplanning & Grandparenting Essay

HCM 555 Colorado State University HIPPA Security Safeguards Privacy Rules Essay

java assignment help HCM 555 Colorado State University HIPPA Security Safeguards Privacy Rules Essay.

Option #1: HIPAA Security SafeguardsDefine and discuss the HIPAA Security Safeguards that are required to secure patient health information housed in an electronic health record (EHR) or another database. Discuss the importance of these safeguards as related to the sharing of patient information in a health information exchange and identify the challenges Health Information Exchanges (HIE) face.HHS (2017). HIPAA Security Requirements. Retrieved from (Links to an external site.)Your paper should be three to four pages in length (excluding cover page and references) and formatted according to the CSU Global Writing Center (Links to an external site.). Be sure to discuss and reference concepts taken from the assigned textbook reading and relevant research. You must include a minimum of three credible, academic or professional references beyond the text or other course materials. Review the grading rubric to see how you will be graded for this assignment. Utilize headings to organize the content in your work.
HCM 555 Colorado State University HIPPA Security Safeguards Privacy Rules Essay

How Millennials Want to Be Managed? Essay

Table of Contents Abstract Maslow’s Hierarchy of Needs and Herzberg’s Motivating Factors How Motivation Differs Between Generations Human Resource Management Policies Abstract A great transformation is happening at workplaces. Presently, the millennial generation dominates the majority of organisations. The generation embraces a diverse pool of professional values relative to other generations. Unlike the Baby Boomers generation that is motivated by career development, millennials are inspired by individuals’ ambitions and values. Research on the millennial generation has shown that there are many cases of women choosing to leave jobs. Consequently, employers should have a clear knowledge of this generation in order to cope with the present-day dynamic workforce. They should consider the factors that motivate millennials and endeavour to capitalise on them. Moreover, they should change their human resource policies to accommodate the needs of the millennial generation. Maslow’s Hierarchy of Needs and Herzberg’s Motivating Factors According to Maslow, various needs contributed to employee commitment. Some of the needs included endurance, security, importance, belonging, and self-actualisation. The same needs influence commitment among millennial generation at workplaces. Millennials have a list of needs that they aspire to obtain from careers. Their needs are closely related to those identified by Maslow. Millennials value recognition, meaningful work, importance, flexibility and independence. Among all the needs, they value importance, belonging and self-actualisation more than anything else. The three needs are what motivate them and make them stay in an institution for a long time. According to Maslow, employees value importance. They prefer organisations that confer them an opportunity to learn new things and make decisions. Besides, employees value self-respect. Millennials move from one corporation to another in search of an institution that values importance. Unlike the Baby Boomers who stick to an organisation due to fear that they might not get another job, millennials do not settle for anything less than importance. Rather than following orders, they prefer making decisions based on circumstances at hand. In most cases, millennials find it hard to work in organisations that use a top-down leadership approach. Such an approach requires managers to make all decisions and instructions. Cases of culture conflict between employees and managers are widespread in the modern business environment. Rather than getting instructions, millennials prefer a challenging and motivating working environment. The environment gives them a chance to learn new ideas and develop their skills. Maslow defined self-actualisation as the desire to fulfil one’s potential. Millennials are fond of exploiting their full potential. They do not prefer organisations that do not give them a chance to be creative and explore new frontiers. Besides, they choose to assume attractive roles and have a voice in the organisation’s operations. In other words, they like being engaged in everything that happens in their workplaces. It makes them feel to be part of an organisation. Denying them, such an opportunity leads to conflicts and, at times, makes millennials quit their jobs. Herzberg studied a group of accountants and engineers to determine the factors that bring forth job satisfaction among employees. Among the factors that Herzberg identified included achievement, responsibility, recognition, and growth. On the hand, he identified some factors that caused job dissatisfaction. They included organisational policies, interpersonal relationships, salary, working environment and administration. Millennials do not prefer organisations whose policies are quite rigid. Instead, they value flexibility. They prefer institutions that allow them to make critical decisions on matters that affect their workstations. Millennials believe that they are capable of handling all issues that arise in their areas of specialisation. Besides, they value achievement and recognition. Other than financial rewards, millennials desire to be promoted and assigned tasking responsibilities. In addition, they aspire to scale the corporate ladder quickly. They wish to make progress in their careers. Consequently, they coerce institutions to establish endorsement policies that guarantee regular promotions. The majority of generation X staff members can patiently wait for promotion for up to five years. However, millennials move from one institution to another if one organisation fails to promote them. The primary difference between millennials and Baby Boomers is that the former focus mostly on the issues at hand and their immediate benefits. Thus, they like engaging in meaningful and challenging tasks. Get your 100% original paper on any topic done in as little as 3 hours Learn More Millennials value interpersonal relationships. Poor interpersonal relationships prevent them from exploiting their skills. In addition, they do not like domineering managers. Instead, they are fond of managers who listen to their opinions and accommodate them. Besides, the majority of millennials prefer a “work family”. They are primed to work in organisations that guarantee the safety of all staff members. Many millennials claim that they enjoy working in institutions that give them a chance to make positive impacts on society. They are relationship-oriented and do not work in institutions that do not guarantee mutual respect. How Motivation Differs Between Generations Millennials differ from other generations by all merits. They evaluate work from a different perspective and comprehend success differently. It explains why millennials are unable to interact and work with other generations. The factors that motivate other generations may not necessarily motivate millennials. They prefer a working environment that is not restrictive. Besides, they favour working with groups and value regular feedback. The majority of the Baby Boomers like working individually. They believe that working independently enables organisations to recognise their contribution. Hence, organisational leaders are likely to promote them than when they work in groups. However, this does not apply for millennials. They have been brought up in an all-encompassing and participatory environment. Hence, unlike other generations that are motivated by individual assessments, millennials prefer leaders who assess job conclusion to an individual’s contribution. They like to grow as a team, and this explains why they favour teamwork. The majority of employees in generation X do not prefer regular feedback. They argue that leaders always judge them harshly and criticise their work. In contrast, regular feedback acts as a motivation to millennials. They are used to coaching. Thus, regular feedback serves as coaching and gives them information on what they should do to improve their performance. Indeed, they encourage their managers to give them multiple comments on a daily basis. Millennials are discontented with managers who do not encourage one-on-one discussions. They believe that such managers do not value their contributions. The majority of Baby Boomers prefer a flexible working environment. On the other hand, self-fulfilment motivates traditionalists. However, millennials prefer career development. Even though millennials value flexibility and self-fulfilment, they do not consider them to be the ultimate motivations. Research has shown that while other generations prefer careers that earn them a lot of money, millennials are disposed to taking jobs that add value to the society regardless of the salary. The majority of millennials like organisations that empower them to organise and run their affairs. The institutions give them a chance to satisfy their social consciousness. The majority of millennials participate in charity walks, and marathons aimed to assist the less fortunate in society. It makes millennials fulfil their desire to make a difference in the community. Millennials are impatient and do not stay in institutions that do not allow them to advance their careers. Therefore, organisations are forced to create in-between titles to motivate millennials. They prefer numerous promotions with less salary increment to intermittent promotions with significant salary increment. On the other hand, other generations prefer periodic promotions with high salary increment and can wait for any period as long as they are assured of the advancement. We will write a custom Essay on How Millennials Want to Be Managed? specifically for you! Get your first paper with 15% OFF Learn More Millennials need to know the organisation’s vision. Hence, it is imperative to explain the purpose of an institution for employees. They are extremely critical and cannot stay in an organisation if they realise that their contribution does not make any difference in society. The primary difference between other generations and millennials is that the latter is critical of their activities. Hence, organisational leaders should ensure that millennials are aware of the corporate vision. Besides, leaders should ensure that millennials gain something from their day-to-day operations. Human Resource Management Policies Today, many organisations, especially those managed by generation X managers, find it difficult to handle millennials. The managers are not conversant with what motivates millennials. Consequently, they tend to impose their authority on them, leading to confrontations. Any organisation that wishes to benefit from millennials should adjust its human resource policies to accommodate their interests. The majority of generations look for job security. However, millennials favour flexibility and employability. Millennials do not care about earning a big salary. Instead, they value personal accomplishment and fortification. Therefore, organisations should ensure that they establish work schedules that allow flexibility. Moreover, they should ensure that they give millennials a chance to help the society. Besides, organisations should ensure that they provide coaching at workplaces. Millennials are used to coaching. Therefore, encouraging coaching will go a long way to making millennials dedicated to their work. Organisations should establish human resource policies that reverence individual values, particularly those associated with kin if they want to benefit from millennials. The majority of millennials claim that they value family and parenting more than anything else. They allege that they like to spend sufficient time with their children and family members. Consequently, organisations should ensure that their human resource policies allow workers to have time with their families. In addition, corporations should establish re-entry programmes that enable parents to catch up with other employees after coming from paternity leave. For instance, they should come up with plans that allow parents to work for a few hours when their children are young. Millennials prefer institutions that allow all people to assume leadership roles regardless of their gender. Besides, they favour policies that allow them to exploit their full potential. Nevertheless, a majority of women claim that they do not like to assume leadership roles since it would be hard for them to meet other personal responsibilities. Hence, if organisations wish to benefit from talented women, they should avail numerous timeframes and avenues to leadership. Besides, they should make it possible for women to return to their leadership duties after they are through with other critical responsibilities. Human resource managers should come up with policies that consolidate life values and careers. The policies will enable organisations to attract and retain skilled women.

Is Enid Blyton A Racist Writer Or Merely English Literature Essay

During the mid-twentieth century, oppressed racial groups around the world stood up and demanded their rights. In 1947, India received its independence, as did several colonies in the Caribbean. In addition, the Civil Rights movement in North America ended over a century of enforced segregation and people were forced to deal with one another as equals rather than the majority dismissing minorities as sometimes interesting, sometimes loathsome, but always inferior [1] . During the 1960s up until the present, Enid Blyton’s The Three Golliwogs [2] has come under tremendous literary criticism for containing racially offensive content. Prior to this epic period of human history, much of Western literature used stereotypes of African and Asian ethnic groups with impunity for the amusement of whites. In fact, when looking at the use of literature in school, one black child noted his experience in class: This testimony of a black child’s schooling demonstrates that what most consider a ‘harmless children’s story’ is anything but. For example, most Whites would be mortified if all White characters were evil, ruthless villains or friendly, but otherwise buffoonish characters. Perhaps these images of one’s race would give one a limited set of role models to choose from-or they would have to pursue a model of virtue and honour in fantasy fiction or among people of other races if they are not defeated by the stereotypes inherent in their own. One way that people internalise a positive or negative self-image is through language and how it is used. Curiously, everything that is good is expressed in terms of ‘light’ or ‘white’ and everything that is bad is portrayed in terms of ‘black’ and ‘darkness.’ For instance, ‘blackballed’, ‘blacklisted’, ‘black-hearted devil’ [4] , while a virginal lady is as ‘pure as the driven snow’ which is white. Part of this was common association with whiteness and lightness with all that is good and darkness with all that is evil in the minds of the other characters in Blyton’s novel, and the Golliwogs also appear in Blyton’s Noddy. They are portrayed as being rude, mischievous villains [5] . If the Golliwogs are increasingly represented as this, it is no wonder why the label sticks. In addition, because of the ongoing media panic over what we can and cannot call people of different ethnic backgrounds, Golliwogs are automatically disliked by whomever owns them and other similar toys because of that darkness. In spite of exaggerating the racial characteristics of the Golliwogs, many school children used to cuddle golliwog dolls at night in their bed, which suggests that they do not have a terrifying image in popular culture. In Enid Blyton’s original stories about three golliwogs, the negative qualities attributed to darkness, i.e. fear and danger, are also applied to them and none of the other toys play with them because their mistress, Angela, does not like their black faces. To add insult to injury, nine of the eleven stories are based on mistaken identity-the three golliwogs all look alike. [6] It was not uncommon for black children to be compared to Golliwogs and teased about it, which created much sensitivity and a disinclination to promote this work as a classic of children’s literature. Nevertheless, it is now perceived to be racist to insist that all members of a particular race or ethnicity all look alike. Although it is more commonly used with respect to East Asians more than Blacks, that notion of physical conformity is extremely offensive [7] . One reason for this is that most people recognise natural variation within the White race, and other ethnic groups recognise this, but there is a widespread cultural tendency to perceive members of non-White ethnic groups as physically indistinguishable from one another. Also, when relating this to the Golliwogs, one way their close resemblance could be made more politically correct is if the rechristened Wiggie, Waggie, and Wollie were instead identical triplets. Another part of the controversy was that in the original Three Golliwogs, one of the Golliwogs was called ‘Nigger.’ Although it is a derivation from the Latinised ‘Niger’ which means Black, it has been used as a tool of oppression to keep Black people in their place in the United States [8] . Although the ‘N’ word does not carry the same emotional weight in Europe, increased cultural sensitivity in Europe discouraged use of the word. When looking at America, in 2007 the ‘N’ word was banned in New York to plea to the public to stand in unity and re-stigmatise the word. However when The Three Golliwogs was released, whites called blacks ‘Nigger’ and no one took offence [9] . Perhaps very sensitive literary critics were flabbergasted that Blyton’s villain was black that they had to make him white and take away a significant portion of his intelligence. As blacks have been routinely vilified in the media and literature, it was considered quite insensitive to have a Black villain as well. Nevertheless, when analysing the merits (or demerits) of a villain, one must examine critical features of characterisation, motivation, and effectiveness in the story. Yes, Blyton’s villain Jo-Jo is Black, but he is very intelligent and uses the fact that others tend to underestimate him in his favour. ‘The king villain in The Island of Adventure, Jo-Jo has been whitened and mono-syllabled, which eliminates the useful point that the black servants obtained undesirable menial work for bad pay in the wartime years, and secondly, Blyton’s uninhibited tribute to the superior intelligence of her black villain, cleverly exploiting patronising dismissals of his supposed stupidity or subnormality. He is probably the best villain she produced’ [10] . The creation of this character was not racist in motivation-in fact, it would be easy to argue the opposite as the perception of the ambitious, smart, black villain was quite rare in literature. The racist element is on the part of the other characters that underestimate Jo-Jo because of his appearance-a mistake that they would ultimately regret. Many folk tales such as The Tortoise and the Hare speak of the dangers of underestimating one’s opponent and Blyton may have (either intentionally or unintentionally) encouraged her audience not to underestimate the intelligence or ability of Blacks. If the stereotypical identical appearance was of her time, the sentiment that Black people should not be underestimated is definitely further ahead. Another part of the reason why it never provoked the same outcry in the UK as it had in the US was because the UK had a vastly different history with Black people than Americans. For instance, Blacks were never enslaved in the UK-instead, the Normans enslaved the Anglo-Saxons after their conquest [11] . In addition, young British children viewed the Golliwogs as toys rather than as Black people. Even though non-racist Whites would argue along these lines, there is no escaping that the word ‘Golliwog’ had eventually become a racist insult for dark-skinned people worldwide-particularly those of African descent [12] . This is one reason why many Black critics would want to see the Golliwogs and the stories about them become cultural relics rather than classics to be carried forward into succeeding generations. If he is not menacing, the Golliwog is at best a diminished and ridiculous figure. Dressed in the servile minstrel apparel of that creation of the White South of the black man, used also by Bannerman to illustrate her Little Black Sambo of India, they are there simply to provide amusement to the whites. Recently Brandeth had a little trouble convincing sensitized publishers that golliwogs are harmless. Five of them turned down his project before Pelham accepted and published Here Comes Golly in 1979. [13] At the time of its release, however, Great Britain was embroiled in a war with the Nazis and during wartime, the government restricted many of the people’s civil liberties. For people of colour, however, these restrictions were more severe because their perceived ‘alien nature’ created paranoia in the minds of white citizens, even though the enemy they were fighting against resembled them more closely than the ethnic minorities in their midst. Given that many people of colour did fight in the RAF and serve Britain while other Whites were attempting to bomb London into oblivion, many British believed that racial and religious discrimination should be severely curtailed-if not eliminated. Civil liberties were also further curtailed with the outbreak of war and delegates at a conference, organised by the NCCL in 1941, demanded a “minimum programme” of civil liberties and the abolition of racial and religious discrimination “for all British subjects without distinction’ [14] . The “colour problem” was still recognised as a barrier to progress, even by progressive imperialists like Perham, and, as Pilkington stresses, racist stereotypes, reflected, for instance, in the publication of Enid Blyton’s The Three Golliwogs persisted in the “liberal” war years and after, perpetuating an imperial mentality of superiority.’ [15] Though Blacks and Asians did begin getting more civil rights, there was still an atmosphere or White supremacy in the country which could be found in other literary works as well. Part of Rudyard Kipling’s Just So Stories had been edited because in the contemporary version of How the Leopard Got its Spots [16] , the Ethiopian character explained to his friend the leopard that for hunting purposes, “Oh, plain black’s best for a nigger” [17] . Later versions instead say, “Oh, plain black’s best for me” [18] . During the nineteenth centuries and early twentieth century, the word ‘nigger’ did not have the same level of opprobrium that it does today. While most people today would be shocked to hear the word in polite conversation, in the early twentieth century, it was common for both whites and blacks to use that term to refer to either race. In sum, literature has come a long way since then and though stereotypical depictions of ethnic minorities are still extant, a greater percentage of popular literature contains highly developed, intelligent and complex Black characters with which many young Black children can identify. Word Count = 1939

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