Compare and contrast the views of Autumn in Ted Hughes’s There Came A E

Compare and contrast the views of Autumn in Ted Hughes’s There Came A Day and John Keats’s Ode To Autumn. How do the poets use language to convey these views? There are many similarities and differences between the two autumn poems ‘There came a day’ by Ted Hughes and ‘Ode to autumn’ by John Keats. Both poems are based on autumn but they portray it in different ways. ‘There came a day’ presents autumn in a negative way where as ‘ode to autumn’ presents it in a positive way. The reason that John Keats may have written in a in a positive way about autumn is because he was a pre-twentieth century poet and had a love for nature and respect for the countryside. The style in which he writes is known as ‘romanticism’, which is when the poet writes from a personal view, rather than based on facts. Ted Hughes was a twentieth century poet and wrote in a slightly different way to John Keats. He knew a lot about nature and was fond of animals and plants. This could explain why he felt autumn is a harsh and ruthless season, because it symbolises decay and the end of most plant life until spring. We can tell from the title of John Keats’s poem ‘Ode To Autumn’ that it is a positive poem, and obviously about autumn. The title means ‘to praise autumn’ which implies that it is going to be about the good aspects of the season. However, in Ted Hughes’s ‘There Came a Day’ there is a sense of anticipation and fear about the day. From the title we cannot tell that the poem is about autumn but it is more negative. In the opening stanza of ‘Ode to Autumn’ the first few lines set a bright and colourful introduction to the poem. It talks about autumn as a season of mist and mellow fruitfulness. From this we know that it is a... ...rsonal tastes and styles. John Keats was a pre-twentieth century poet, so the vocabulary used in his poem was very old fashioned and traditional. We can tell this from the following words and phrases â€Å"thou hast’’ and â€Å"thou dost†. Ted Hughes was a twentieth century poet, so his writing and use of language is more modern, phrases such as â€Å"stuff them† and â€Å"plucked it† imply that it is a more recent poem. The two poems have many differences and only a few similarities. I believe there to be so many differences to be because of the different time period that the two poets lived in because John Keats’s poem is more traditional and Ted Hughes’s is modern. It is also because of the different style they write in and their own personal points view about autumn. Although I feel the similarity between the two poems is that both poets show their individual feelings.

Tylenol :: essays research papers

Tylenol What Happened?   Ã‚  Ã‚  Ã‚  Ã‚  In October of 1982, Tylenol, the leading pain-killer in the United States at the time faced a crisis. Seven people in Chicago were reported dead after taking Tylenol. 12-year-old Mary Kellerdman of Elk Grove Village, Illinois, Adam Janus of Arlington Heights, Illinois, his brother Stanley Janus, and his wife Theresa Janus, Mary Reiner of Winfield, Paula Price, and Mary McFarland of Elmhurst Illinois was the last victim of the cyanide-laced Tylenol capsules. This happened bﴱᄃecause there was Extra-Strength Tylenol capsules that had been distributed and tampered with. The capsules contained 65 milligrams of cyanide. The amount necessary to kill a human is five to seven micrograms, which means that the person used 10,000 times more poison that what was needed.. The tampering had occurred when the products reached the shelves. The connection between the deaths and the Tylenol was discovered within days by two off-duty firemen who were listing to their pol ice radios. Phillip Cappitelli and Richard Keyworth were the men to make the connection and tell there superiors. What did Tylenol do?   Ã‚  Ã‚  Ã‚  Ã‚  Tylenol is part of the Johnson & Johnson Company. Once they made the connection between the report and the Tylenol they put customer safety first, before they worried about the company’s profit. The company immediately informed customers not to consume any type of Tylenol product. To throw away what they had until the extent of the tampering could be determined. Johnson and Johnson stopped all production and advertising. The recall included approximately 31 million bottles of Tylenol.   Ã‚  Ã‚  Ã‚  Ã‚  Tylenol’s credo is, â€Å"We believe our first responsibility is to the doctors, nurses, and patients, to mothers and fathers and all others who use our products and services. We are responsible for our employees, the men and women who work with us throughout the world. We are responsible to the communities in which we live and work and to the world community as well. Our final responsibility is to our stockholders. How they recovered?   Ã‚  Ã‚  Ã‚  Ã‚  To recover from the crisis Tylenol did a number of things. The first, they knew that that needed to gain consumer confidence so when they re-introduced the product there was a triple-seal tamper-resistant seal. They become the first company to comply with the Food and Drug Administration tamper-resistant packaging. Second they needed to motivate customers to buy the product, so they offered a $2.50 coupon on their purchase. They were available in the newspapers as well as a free number to call. Tylenol :: essays research papers Tylenol What Happened?   Ã‚  Ã‚  Ã‚  Ã‚  In October of 1982, Tylenol, the leading pain-killer in the United States at the time faced a crisis. Seven people in Chicago were reported dead after taking Tylenol. 12-year-old Mary Kellerdman of Elk Grove Village, Illinois, Adam Janus of Arlington Heights, Illinois, his brother Stanley Janus, and his wife Theresa Janus, Mary Reiner of Winfield, Paula Price, and Mary McFarland of Elmhurst Illinois was the last victim of the cyanide-laced Tylenol capsules. This happened bﴱᄃecause there was Extra-Strength Tylenol capsules that had been distributed and tampered with. The capsules contained 65 milligrams of cyanide. The amount necessary to kill a human is five to seven micrograms, which means that the person used 10,000 times more poison that what was needed.. The tampering had occurred when the products reached the shelves. The connection between the deaths and the Tylenol was discovered within days by two off-duty firemen who were listing to their pol ice radios. Phillip Cappitelli and Richard Keyworth were the men to make the connection and tell there superiors. What did Tylenol do?   Ã‚  Ã‚  Ã‚  Ã‚  Tylenol is part of the Johnson & Johnson Company. Once they made the connection between the report and the Tylenol they put customer safety first, before they worried about the company’s profit. The company immediately informed customers not to consume any type of Tylenol product. To throw away what they had until the extent of the tampering could be determined. Johnson and Johnson stopped all production and advertising. The recall included approximately 31 million bottles of Tylenol.   Ã‚  Ã‚  Ã‚  Ã‚  Tylenol’s credo is, â€Å"We believe our first responsibility is to the doctors, nurses, and patients, to mothers and fathers and all others who use our products and services. We are responsible for our employees, the men and women who work with us throughout the world. We are responsible to the communities in which we live and work and to the world community as well. Our final responsibility is to our stockholders. How they recovered?   Ã‚  Ã‚  Ã‚  Ã‚  To recover from the crisis Tylenol did a number of things. The first, they knew that that needed to gain consumer confidence so when they re-introduced the product there was a triple-seal tamper-resistant seal. They become the first company to comply with the Food and Drug Administration tamper-resistant packaging. Second they needed to motivate customers to buy the product, so they offered a $2.50 coupon on their purchase. They were available in the newspapers as well as a free number to call.

Mobey Dick Essays -- essays research papers

Herman Melville's Moby Dick is a book which can be read as a general metaphor for the battle between the evil powers of the Devil versus the divine powers of God and Jesus, both try to obtain the souls of mankind in order to assist in each other's destruction. In this metaphor, the Devil is shown through the person of Captain Ahab, God becomes nature, Jesus is seen as the White Whale, and the representation of mankind is the crew. The voyage of the Pequod, therefore, is a representation of a similar voyage of mankind on earth, until the death of Jesus, during the whole thing the influences of these three â€Å"supernatural forces† are connected. Thus, the basis of this idea is that in the plot of Melville's book, there are also peeks of the "plot" of the Bible. "As they narrated to each other their unholy adventures, their tales of terror told in words of mirth; as their uncivilized laughter forked upwards out of them, like the flames from the furnace; as to and from, in their front, the harpooners wildly gesticulated with their huge pronged forks and dippers; as the wind howled on, and the sea leaped, and the ship groaned and dived, and yet steadfastly shot her red hell further and further into the blackness of the sea and the night, and scornfully champed the white bone in her mouth, and viciously spat round her on all sides; then the rushing Pequod, freighted with savages, and laden with fire, and burning a corpse, and plunging into that blackness of darkness, seemed the material counterpart of her monomaniac commander's soul." (p.463) Based on the developed metaphor, the quote above can be seen as showing the role of Ahab as the sign of the Devil, within Moby Dick. The entire passage shows the effects of his manipulation with the crew. The words such as, "flames," "blackness," "howled," and of course, "huge pronged forks" turn the Pequod into a satanic representation of hell itself. Thus, the influence of the hellish commander can easily be seen upon the innocent men, whose only mistake was failing to see the true warning behind mad Ahab's mission. This notion of 'savageness' suggests not only a lack of religious morality, but also a dislike of it. Thus, the men are fully "unholy" as they stand on board a ship that is "la... ...Jesus. This manipulation is obvious in Ahab's spirited speeches, detailed mappings, and eagerness, all of which are methods to rush the detrimental encounter. The craziness of Ahab's mission of revenge can be compared to the same type of craziness in the Devil seeking out the death of the Son of God. The metaphor is also strengthened with the final battle of the Pequod and Moby Dick, which last for three days from the moment the â€Å"White Whale† is first harpooned. These facts repeat the crucifixion of Christ, where Christ died and went to hell for three days in order to defeat Satan before rising into heaven in glory. Because of this accomplishment, the few who are faithful to the Lord are saved into eternal life, while all those who are unfaithful, are damned. Therefore, the entire crew goes down with Ahab except for Ishmael, who was theoretically faithful. Thus proving the metaphor of the battle between the evil powers of the Devil versus the divine powers of God and Jesus, both try to obtain the souls of mankind in order to assist in each other's destruction. The Relationship between Moby Dick and The Bible, and the Symbolism Behind it 6404 GHE II Hour 3 11/30/00

Women and the Effect of Industrial Revolution

The industrial revolution was a great time of change for men, the economy, domestic life, and brought the change in the role of women in society to the forefront. As time evolves, so must the lifestyles we as a society lead. This was no different during the industrial revolution in Britain and France. Throughout this paper I will begin to discuss how the impact of industrialization effected the switch in labor from domestic to factory, the new role of the mother in an industrialized family and the issue of education in the lives of ordinary people, as discussed in the memoirs we have read in class. One of the main effects of industrialization was the switch in labor from the women working at home in a domestic environment to that where her labor brought in wages to the family. Suzanne Voilquin speaks of this in her memoirs â€Å"A Daughter of the People†, â€Å"And so, at the end of the first week, we were very proud to to deposit on our father's mantle piece the eighteen francs we earned as wages.†(Voilquin, 112). Throughout her story, she tells of how through the ability of her and her sister being able to work, they were able to support the family while her father was infirm. Without this opportunity, the family may have been put out onto the streets. It is through these two women's effort that the family survived. With the women now being able to earn wages out of the home, the role of the mother greatly changed within the home of the industrialized family. Before the revolution, children were raised on the plantation with the mother, father, and siblings as discussed in Agricol's, â€Å"Memoirs of a Compagnon†. â€Å"[In regards to his father's plantation] moreover he made good use of his children's labor. He wanted to make us hard workers rather than gentlemen and ladies, and in this he did right.†(117). We have also learned form this era that when women moved to factories, newborn children no longer had the opportunity to reside with the mother. Infants were sent off to a wet nurse, so that the women could return to work as soon as possible after the birth. This provided a new environment in which children were raised; however the pro's and con's of this new lifestyle varied. This brings me to my final point of the issue of education in the industrial revolution. It seems that throughout the memoirs the common theme is that labor was valued over education. Most children had no education at all and went to the factory as soon as they were able, while children who had a little schooling rarely went beyond the third grade. Jeanne Bouvier speaks of this in â€Å"My Memoirs†, â€Å"[after her first communion] ‘It's a shame you cannot leave her longer. She's very gifted. She even works hard when it comes to manual tasks'.†(34). It is shown here that girls were not inferior to boys and were just as capable in school. This did nothing for the stigma that was already set on women. Many times the father was not willing to pay for his daughter's to go to school; just the sons were worthy of the cost of education. â€Å"My mother†¦paid the fees for her daughters with the money she earned†¦my father paid only for his sons.†(Perdiguier 119). Obviously, the emphasis was placed on manual labor during this revolution, for it brought in money that the family may so desperately need. The industrial revolution placed the ordinary worker into a mirade of new, enterprising, and yet sometimes compromising situations. Workers were faced with new problems, but also with opportunities that had never been available before. It is through their struggle that we are the society we know today. It is through the past that we can mold our future.

Management and Diversity Essay

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, â€Å"Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.† This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources strategic plan that includes diversity training for all employees to include managers and frontline staff. It will focus specific diversity training segments to address management’s perspectives, and will use a change model to persuade management to implement needed modifications to the organizations practices. This paper will also propose a brief training outline of diversity content. Finally, this paper wil l recommend a comprehensive method of evaluation to ensure the training will create the needed changes. Mark Winston states in The Importance of Leadership Diversity: The Relationship between Diversity and Organizational Success in the Academic Environment that, â€Å"Fostering diversity in organizations is generally considered a priority in relation to the increasing diverse population, as well as inequities, current unfairness, and underrepresented.† To have a diversity strategy that becomes a strategic part of organization it must align with the overall goals of the organization. Nagel, CEO for Cisco states in the Hewlett Associates Creating a Sustainable Inclusion and Diversity Strategy: Build on Your Company’s Goals and Strengths that, â€Å"This position of inclusion and diversity must be an integral part of the company’s key business goals, rather than an add-on whose value and cost constantly need to be justified. A successful and sustainable I&D (inclusion and diversity) strategy cannot be built in a silo. Similarly, for I&D to receive the organizational support required to achieve its goals, it needs to be represented and play a central role in decision-making at the highest level. To ensure that I&D is integrated at every level of the company, not just an HR focus.† To have this strategy start at the top of the organization is critical to the success of the initiative. This would begin with the forming of an Inclusion and Diversity Council. This counsel would be led by the Vice President of Human Resources, and the members are all executive level positions that represent each component of the company. The goals for this council would be to develop the Inclusive and Diversity vision to align with the goals of the company, develop the strategy behind the diversity and inclusion, and the execution plan. This council would also start gathering data to begin employee network groups in whic h all employees have the opportunity to join. It would review and advocating policies that support an inclusive environment including training for all employees, and implement a metrics for measuring the impact of Inclusion and Diversity initiatives. Through creating this type of board for the organization places diversity as a top priority and demonstrates the seriousness of integrating diversity into the organization. This would also exhibit to the EEOC a good faith effort to inaugurate diversity into the company. Below the council would be an additional group of managers that are composed of different business segments and would each hold a leadership type position in the employee network group. This group of managers would be responsible for building a strategy and executing a plan to implement the council’s decisions. This would allow an additional team of employees be involved in the inclusion and diversity strategy. â€Å"Because I&D goals are aligned with the overall business goals, I&D initiatives have a greater impact than before and are seen as a company priority.† (Hewett, 2009). Through starting the diversity strategies at the top and including additional manager throughout the company shows that this initiative is not a fad and that it is being taken seriously. The council will begin the inclusion and diversity process and communicate to managers and the overview the hiring and team the employees that make up the organization. In addition to the council, managers that recruit and hire employees will go through interviewing skills and be required to have a diverse slate based upon the geographic location. Adding more diverse candidates to the interview process gives managers the opportunity to hire more diverse candidates if they are the most qualified for the position. Interviewing more diverse candidates, allows more opportunity to hire and retain a diverse workforce. This will lead to less discrimination lawsuits based on hiring and retaining more diversity within the organization. Another key point is developing and engaging the talent that the organizat ion currently has. This would include promotions of internal candidates. This type of development would include mentoring groups that could be utilized through the employee network groups. This would reach all levels of employees throughout the organization. Finally, there will be training for all employees in regards to diversity and inclusion, harassment, and stereotypes and biases. By training employees and holding then accountable for improper practices or behavior, helps the organization develop standards and omit any inappropriate behaviors. Through aligning diversity and inclusion with the company’s overall goals and including key leaders in the organization states that this is a high priority and is supported by the overall company. By engaging managers at different levels through employee network groups and having diverse slates in hiring practices allows the company to continue to grow in diversity and inclusion. Finally, providing training and policies in place to encompass all employees gives everyone the understanding of what behavior is acceptable and that the work environment is inclusion for everyone. There can be a variety of reasons that managers or employees would resist change. According to the article, Workplace Diversity: How to Tackle Resistance it states, â€Å"Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts – such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change effort. Finally, employees are also cynical and reluctant to get involved with new diversity efforts when past change efforts have not been successful.† To address the managers that would be implementing these practices I would first start with training the understanding of the alignment of diversity with the organizational goals. This would include ten session training about diversity and the way that it effects the organization. Through establishing and defining the organization’s definition of diversity and how it will help the company grow would help the managers understand the company initiative and that the top leaders of the organization are implementing and enforcing this program. It would also allow the managers to understand diversity and the components of it. The second training would entail having a diverse slate to interview, interviewing candidates, and selecting the best talent. â€Å"One common misperception is the belief that unearned benefits or advantages will be given to a specific group, such as white women, or people of color; as well as that one has to part of a specific group in order to be promoted.â €  (Catalyst, 2009). Through understanding the correct interview process, having a diverse number of candidates for promotion or hiring, and asking job related questions will allow the organization to continue to build on diversity and inclusion and train as well as show the managers the correct hiring process. The third training would allow the manager to understand and analyze their own stereotypes and biases. Through identifying that everyone, absolutely everyone has stereotype and biases, allows the manager to identify them and then look past them. This would help with the fair treatment of all employees. All three of these training sessions, understanding diversity, interview with diversity, and understanding stereotypes and biases will allow the company to continue to grow in diversity and inclusion. The organization will also be in compliance with sound hiring practices and treatment of employees including harassment. Dr. John Kotter’s 8-Step change model is one that can be utilized to impl ement and explain the change in the organization’s diversity and inclusion. According to the article The development of a model to support synchronous change, Kotter’s eight steps are: create a sense of urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short term wins, build on the change, and anchor the changes in corporate culture. The first step is to create a sense of urgency. In this case the urgency has already been put in place by the charges faced by the EEOC. Due to the charges the organization must put a plan into effect quickly; this will be vital to the success of the organization. In step two, formulating a coalition, this can be done through establishing the diversity council in which key leaders will initiate the beginning of the diversity and inclusion component of the company. This will help the organization to all be on the same page and implement a strategy from the top. The third step includes the vision for change. This is done through aligning the goals of the organiz ation to the goals of diversity. This part of the plan would create goals such as meeting diversity goals, creating an inclusive environment, and training goals for the employees. Creating a work environment that is diverse as well as inclusive is an ideal work environment. Step four, communicate the vision, can be accomplished through the trainings conducted with the managers. These trainings would explain the diversity goals of the organization and have the frontline staff complete 5 diversity training sessions, and manager complete 10 diversity training sessions. In addition to the training, the managers should have constant open and honest communication about the changes that are happening and how those changes are effecting the organization. The fifth step, removing obstacles, would need to be in place when the employees are resisting the changes. Removing obstacles is part of the overall plan in which resistance comes up it is addressed immediately and allows the organization continue to build on its strategy. This fifth step is important in which managers that are following the diversity vision are rewarded and those that are not a redirected to follow the guidelines in place. This came be done by offering diversity bonuses based on having a diverse hiring slate, but not by hiring the most diverse candidates. The important part is still hiring the best candidates, but having a variety of candidates to choose from. The sixth step, create short-term wins, allows the employees to process and be successful in intervals. This would include reaching goals such as completing training, and having the correct amount of people to interview to complete a diverse slate. Step seven, build on the change, allow employees to celebrate the small successes that will then lead to additional wins of having a diverse and inclusive work environment. Finally, the eighth step, anchor the changes in corporate culture, is the complete process in which the changes are adapted to the culture of the organization. This is when the new staff as well as the old staff has accepted the culture and ensures that the changes continue. Each component of Kotter’s eight step process is important and necessary to achieve success. This plan of implementing change in accordance with the eight steps lays the foundation for the organization to make a positive change and provide a more diverse and inclusive work place. Described previously there were would be diversity training composed of ten (10) sessions. These sessions are based off of the Workplace Diversity Foreword, Managing Workplace Diversity. The first five sessions would be for both frontline employees and managers. The remaining sessions six to ten would be for managers only. The first session would entail an understanding of what diversity is. Although diversity can be different to each individual, this would focus on the defining diversity, giving history of the organizations diversity, and legal overview. The second training session would explain what stereotypes are as well as biases. In the course participant would identify their own biases through active listening. Once the biases and stereotypes are identified, the third session would include breaking down your own biases through changing how the participants view their approach and the encouraging workplace and social changes. The fourth lesson would then identifying the proper communication stating that listening and hearing are two different things. This would help open up communication among all individuals to incorporate an all-inclusive environment. Lesson five would explain body language and it is not what you say, but how you say it. This would allow employees as well as managers to understand that there is more to communication than just words. The sixth training would encourage diversity in the workplace through establishing guidelines and teaching employees about preventing discrimination. The seventh training would entail identifying discrimination and the options in which an employee or manager would have if this happened. The eight training would explain the processes used if you as a manager are involved in a complaint, understanding the role that you play as a manager that represents the company as well as an individual. The ninth training would teach the manager how to properly document the complaint and identify the appropriate actions including contacting the human resources department. The tenth training would explain the steps in receiving the complaint formally as then looking back at the incident and learning from the experience. All ten of these trainings, establish the guidelines that the organization is looking to enforce and support. Each component both explains and defines what diversity is, how it is involved in the day to day work environment, and how to prevent as well as respond to a complaint. Once all of the trainings are completed managers as well as employees will understand the overall goals of the company, how diversity plays a role in those goals, how each employee and manager can contribute towards those goals, and what to do when the resistance to diversity is encountered. Finally, this paper will recommend a comprehensive method of evaluation to ensure the training will create the needed changes. One way to measure the success of diversity initiative is if there are any additional complaints filed with the EEOC, and of the goals or requirements put in place by the EEOC are met. Tracking and evaluating the hiring process and the applicants considered will show the strides or lack of follow through for the organization. Also following the guidelines given and continued follow through with compliance would allow the organization to track and view the changes. Another way to establish if the goals and measures are successful is through looking the amount of promotions if internal candidates. This will show how many employees are taking advantage of the mentoring, employee networking, and diversity training through embracing the goals of the company and making themselves more promotable. â€Å"The organization’s retention rate by demographic group compares favorably with external retention rates.† (Bliss, Keary, Loftus, Outwater, Porter & Volpe, 2011). This would show how many minorities had been hired and promoted. An additional measure could also be an employee survey conducted. â€Å"Employee satisfaction survey results by demographic group show the feelings or rates on the diversity in the organization.† (Bliss, et al, 2011). Through seeking the employee input on how they view diversity, training and the inclusive environment, and how successful they feel it is will allow the organization to gage how successful the diversity initiative is and how to continue to build upon it. Finally the organization can look specifically in the diversity of top level managers. â€Å"Consistent with applicable law, representation of minorities and women in positions is enhanced.† (Werner & DeSimone, 2012). This would directly look to see how engaged the top level of the company is and the continued support needed to continue to grow the diversity of the organization. Each measurement will allow the organization to understand and e nhance the diversity and inclusion strategy. â€Å"Practicing diversity management means operating at a level that is the best with respect to diversity management.† (Werner & DeSimone, 2012). This paper outlined a human resources strategic plan that includes the creation of a diversity council of top managers, an additional group of managers to help implement diversity changes, employee network groups, and diversity training for all employees to include managers and frontline staff. This paper focused on specific diversity training segments to address management’s perspectives through establishing a diversity training model for all employees. This paper used Kotter’s eight (8) step change model to persuade management to implement needed modifications to the organizations practices, and proposed a brief ten (10) training outline of diversity content. Finally, this paper recommended a tracking system through the applicant flow log to overview the diversity process as well as a survey for employees to complet e to ensure the training will create the needed changes. References Bliss, W., Keary, D., Loftus, J., Outwater, L., Porter, G., Volpe, N., (2011). The SHRM Learning System: Module Three Human Resource Development. Alexandra, VA: Society for Human Resource Management. p. 206-221. Catalyst., (2009, May 13). Workplace Diversity: How to Tackle Resistance. Women’s Media. Retrieved December 15, 2012, from http://www.womensmedia.com/lead/119-workplace-diversity-how-to-tackle-resistance.html Hewett, A,. (2009). Creating a Sustainable Inclusion & Diversity Strategy: Build on Your Company’s Goals and Strengths. Retrieved December 15, 2012 from: http://www.cisco.com/web/about/ac49/ac55/white_paper_Diversity_102709.pdf Jackson, S., (1992) Diversity in the Workplace: Human Resources Initiatives. Guilford Publications. New York, NY. Managing Workplace Diversity Website. (2012). Work Place Diversity Foreword. Retrieved December 15, 2012, from http://pdtraining.com.au/workplace-diversity-training-course Redvers C., Tennant,C., Neailey, N., (2005) The Development of a Model to Support Synchronous Change. Measuring Business Excellence, Vol. 9 Issue: 3, pp.13 – 20. Werner, J., & DeSimone, R. (2012) Human resource development (6th ed.) Mason OH: South Western Cengage Learning Winston, M., (2009). The Importance of Leadership Diversity: The Relationship

Counselor Ethics and Responsibilities Essay

In this paper I will discuss Counselor Ethics and Responsibilities; to include my own personal thoughts and values concerning abortion and extramarital affairs and how I would personally provide ethical counseling to a client’s struggling with abortion and or extramarital affair issues. Next I will discuss client’s right to autonomy, nonmaleficence, beneficence, justice and fidelity in ethical counseling. Then I will cover the factors that must be considered in â€Å"duty to warn† and also â€Å"duty to protect† obligations as a counselor. Finally, I will discuss client record keeping; a client’s right to a professional standard of care, and counselor liability. Counselor Values: Abortion From my own personal experience and beliefs, abortion is wrong with few exceptions. My personal belief is that if a female is raped or there is danger to the mother abortion is acceptable to me. What I mean by acceptable is that it creates dissonance with my current operating beliefs of abortion being wrong to take the life of an unborn fetus. I have a 16 year old daughter whom was gang raped which resulted in a pregnancy not at the will or choice of my daughter. My belief says no abortion, but my rational side asks many questions like; is the mother ready to care for a child? Can she physically and monetarily care for a child? How will this affect her life in the long run? What about school? Are the any issues that might arise if the mother carries to full term? Am I ready in every fashion to become a grandparent? To me each answer was no and my daughter continued and had the abortion. Extramarital affairs In an article by Wagaman (2013), he point s out that Americans today are more tolerant to premature sex, divorce and gay relationships which was once considered taboo. He continues by saying â€Å"but there’s one exception: We condemn adultery like it is 1642.† (WAGAMAN, 2013) I follow suite and believe if you marry another person that is the one person you have devoted yourself to and should at any cost stick by their side no matter what and an extramarital affair is a deal breaker. I ask myself why I should punish my partner by going outside of the marriage seeking the puzzle piece that is missing, when my wife has already given me the key to her heart. In society today people have more control and freedom to explore premature sex and entering and leaving a relationship or marriage. But, with all this freedom and control there comes accountability and lying is the one vice most consider wrong. (WAGAMAN, 2013) Describe how you would counsel the client in each situation. In counseling a client in both cases of abortion and extramarital affairs I quote the ACA (2014) section A; A.1.a, Primary Responsibility, â€Å"The primary responsibility of counselors is to respect the dignity and promote the welfare of clients.† It is not uncommon for the counselor and client to have different values and beliefs at all. (2014 ACA Code of Ethics, 2014) First off, I will have to step back and look at my own personal area or areas of expertise. According to the NBCC Code of Ethics (2012), â€Å"NCCs (Nationally Certified Counselor’s) shall perform only those professional services for which they are qualified by education and supervised experience (NATIONAL BOARD FOR CERTIFIED COUNSELORS (NBCC), 2012) .† Addiction specialist shall seek out new/effective approaches which enhance their professional abilities such as; continuing education research and activities with professional in different disciplines. (The Association for Addiction Professionals, 2013) Some client’s many have already dealt with an abortion or affair and may be seemingly ok, but not in-line with my values. As the primary counselor in these cases it is my responsibility to avoid causing harm or imposing my values on to my client. As a counselor I must act accordingly to avoid harming my client or abate or remedy unavoidable or unforeseen harm. Counselors must be aware of their own values, attitudes, beliefs and behaviors and avoid imposing them on their client. For example, if I’m opposed to both abortion and affairs these are  my own personal beliefs and not those of the client. My client may have had an affair and became pregnant by someone other than their partner and had an abortion to hide it from their significant other. So if I were to voice my values to my client this could cause harm to the counselor-client relationship where the client shuts down and it causes irreversible damage due to me imposing my own values on my client. According to the NBCC (2012), from the point of view of an addiction counselor, the professional counselor refrains from using methods which seems coercive like threats, negative labeling or any means which causes shame or humiliation. In the case of abortion or having an affair, either could provoke shame and humiliation in the client based on counselor vs client values. Clients Rights: Autonomy Incorporating autonomy in its simplest form is supporting the clients’ right to make their own decisions and addresses the concept of independence. In order to support a clients’ autonomy, this means not imposing goals, agendas or values on a client. As a counselor I must understand, embrace and work with the client’s experiences; culturally, socioeconomically, this is supported in counseling through person centered style of counseling and communication. (Ryan, 2011) Nonmaleficence Incorporating nonmaleficence is supported by the number one rule in counseling, the concept of causing no harm to others our clients. This practice is tied with a clients’ autonomy and their right to independence and making their own choices. Implementing this means living by the laws of your state and follow the ACA, NAADAC or NBCC codes of ethics. (Davis, 1996) Beneficence Beneficence is simply doing what is good for the client, this is the counselors’ responsibility to be proactive and contribute to the overall health and welfare of their client’s. This means doing treatment planning with the client and listening to the clients’ input in the planning process. (Ryan, 2011) Justice According to Kitchner (1984), Justice is not doing what is right for the  client, but treating equals equally and unequals unequally. This means identify such things as ethnic background, socioenomic background, race and numerous others. (Kitchner, 1984) Fidelity Incorporating fidelity is me being loyal to my client, because clients’ must must have faith and trust in their counselor in the therapeutic relationship in order for growth to occur. This means being faithful and meeting obligations and commitments and not leaving with of these unfulfilled. (Ryan, 2011) Discuss the informed consent process and how it protects client rights including: Informed consent is an on-going process throughout the counseling process; it lets the client know that first they have the freedom to engage in or decline entrance into a therapeutic relationship and gives them sufficient information concerning the theraputic process and the therapist. Informed consent is an obligation placed on the counselor, which is reviewed both written and orally explaining the rights and responsibilities of the counselor as well as the client. Therapists explain to their clients the nature of all services, goals, purposes, techniques, limits, procedures, benefits and potential risk of services; counselor credentials and qualifications, relevant experience and counseling approach. Counselor explain fee and billing arrangements including non-payment of fees. Clients also receive rights and limits of confidentiality, information concerning records, refusal of services and consequences of refusal. (Gerald Corey, 2104) Billing When creating costs for counseling services, the counselor should take consideration the client’s locality and financial status so that the normal fees do not create an undue hardship on the client. Counselor may assist clients in finding comparable and affordable services or adjust fees when legally permissible. Right to Privacy As a counselor, each and every client has a right to privacy whether a prospective or existing client. Therapists only request confidential information from clients when it is determined advantageous to the therapeutic process. Counselor protect the privacy of clients and only disclose information with consent to release information or with sound  legal/ethical confirmation. At the initiation and throughout the therapeutic process counselors inform clients of confidentiality limitations and identify situations situation in which confidentiality must be broken; such as when disclosure is required to protect clients or keep others from serious foreseeable harm or when legal requirements require release. HIPPA compliance and Compliance with credentialing board requirements for incorporating informed consent into practice As a professional counselor we are bound by HIPPA to provide documentation to potential clients how the practice and you will handle the release of confidential information. This document describes how mental/medical information about you may be disclosed and used and how the client may get access to this information. This document must have a compliance date on it and includes information pertaining to; treatment, health care operations, payment and other disclosures and uses without the clients consent. (Association, Meeting HIPAA Requirements, Notice of Privacy Practices and Client Rights Document, 2014) Responsibility to Warn and Protect Duty to warm and protect refers to the responsibility of the therapist or counselor to breach confidentiality if a client or other identifiable person or persons are in clear imminent danger. When duty to warn and protect come into play there must be clear evidence of imminent danger to the client or other persons, then the therapist/counselor must determine the seriousness of the threat and then must notify the person in danger and other persons in a position to protect that person from harm. The best possible example is the Tarasoff Act, which imposed inherent duty on therapist/counselors to warn potential victims of intended harm by a client, stating confidentiality ends where danger begins. The implications of the Tarasoff Act indicate that only notifying the police is not sufficient action to protect the therapist/counselor from a lawsuit if the client threatens to carry the threat out. (University, 2014) Client Record-Keeping/the counselor from liability A client’s right to a professional standard of care Documentation in a client’s record serves many purposes including; clinical/ administrative accountability, and documentation of the counselor’s  protection of the clients’ rights. This documentation also provides protection for counselors in helping them refute any and all allegations of incompetence or misconduct by the counselor. A counselors’ responsibility to protect the clients rights is normally documented in a series of forms signed by the client to include; informed/parental consent, fee agreements, treatment forms, treatment plans, signed client rights statement and treatment team staffing notes, and release of information protecting the client’s privacy with specific parameters. Finally, documentation in a client’s record can be used to protect and defend the therapist/counselor from unwarranted allegations of misconduct. A client record containing a thorough assessment, treatment plan, progress notes consistent with the plan, supervisory notes, billing for services rendered, and documented clients rights represent sound evidence of the counselor’s efforts to practice within their professional scope and standard of care. (University, 2014) In conclusion, the ethical responsibilities of a counselor are both broad and complex. This paper describes and discusses many of the aspect that are at the forefront of client/counselor relationship and protection of rights for both counselor and client. The knowledge required to become an ethical counselor comes with time and practice along with consulting colleges and primary supervision. Bibliography Association, A. C. (2014). 2014 ACA Code of Ethics. Alexandria: AMERICAN COUNSELING ASSOCIATION. Association, A. C. (2014). Meeting HIPAA Requirements, Notice of Privacy Practices and Client Rights Document. Alexandria: â€Å"Author†. COUNSELORS, N. B. (2012, June 8). NATIONAL BOARD FOR CERTIFIED COUNSELORS (NBCC). Retrieved from nbcc.org: http://www.nbcc.org/Assets/Ethics/NBCCCodeofEthics.pdf Davis, H. F.-M. (1996). Moral Principles. A Practitioner’s Guide to Ethical Decision Making, 2. Gerald Corey, C. C. (2104). Issues and Ethics in the Helping Professions (9 ed.). (K. Mikel, Ed.) Stamford, CT, USA: Cengage Learning. Retrieved November 18, 2014 Kitchner, K. S. (1984). Intuition, critical evaluation and ethical principles: The foundation for ethical decisions in counseling psychology. Counseling Psychologist, 12(3), 43-55. Retrieved November 19, 2014, from http://www.counseling.org/docs/ethics/practitioners_guide.pdf?sfvrsn=2 NAADAC. (2013). The Association for Addiction Professionals. Retrieved from NAADAC.org: http://www.naadac.org/code-of-ethics#i Ryan, R. M. (2011). Motivation and Autonomy in Counseling. The Counseling Psychologist, 193-260. University, G. C. (2014, November 18). Lecture 4. Retrieved from gcu.edu: https://lc-grad2.gcu.edu/learningPlatform/user/users.html?operation=loggedIn#/learningPlatform/loudBooks/loudbooks.html?viewPage=current&operation=innerPage ¤tTopicname=Client Rights, Counselor Responsibilities, and Confidentiality&topicMaterialId=71 WAGAMAN, A. (2013, July 25). Americans grow increasingly intolerant of extramarital affairs. Star Tribune. Retrieved from startribune.com: http://www.startribune.com/lifestyle/relationship/216813271.html

Gambling addiction in today`s society Essay

Have you ever gambled in your life? We live in a world where some form of gambling is within our grasp. It can be fun, exciting, and life changing. Some gamblers may say they have control of their gambling behavior; however, a lot of gamblers do not! Most of them lose so much. They lose their jobs, money, family, and friends. Since gambling has so much potential for abuse, external measurements must be put in place to prevent abusive gambling. Did you know Hawaii and Utah are the only 2 states that prohibit all forms of gambling? Gambling is betting money on any game or event. It takes a variety of forms, from nickel-and-dime poker to state-sponsored lotteries and casinos. Different forms of gambling are legal in different parts of the United States. In the early 1900s, most forms of gambling were illegal in the United States. However, legalized gambling has been on the rise since the 1950s. Casinos are establishments where people can place bets on games. They normally offer a variety of card games, dice games, and games of chance. In 1931, Nevada became the first state to allow casino gambling. New Jersey followed in 1978, making casinos legal in Atlantic City. In 2009, legal casinos were operating in forty seven states. Today, different states have different regulations on casinos. In some states, they are still prohibited entirely. In others, casinos may only be run on the water, like riverboat casinos. Casinos also exist on Indian reservations throughout the country. The Indian Gaming Regulatory Act, passed in 1988, declared that Native American tribes have the right to run gaming establishments on their reservations, as long as they are in a state that permits some form of gambling. By 1998, nearly three hundred Indian-operated casinos existed in thirty one states. Casinos have generated wealth and increased employment rates among Native Americans. However, many Native Americans, especially older people, consider the casinos a threat to their traditional values and way of life. The newest form of casino gambling is the online casino, which allows players to place bets over the Internet. Online casinos raise complicated legal issues. For example, if casinos are only legal in certain parts of a state, is it legal to make online casinos available in other parts of the state? If players are placing bets on the outcome of a game in a real, legal casino in another country, does that mean they are actually gambling in that country and not in their homes? Because of these legal problems, American companies have been reluctant to invest in online casinos. Nonetheless, consumers spent about 3 billion dollars in online casinos in 2000. Further restriction on internet gambling came when Congress passed the Unlawful Internet Gambling Enforcement Act of 2006. The purpose of the law is to prevent the use of certain kinds of payment, credit cards, and fund transfers for unlawful internet gambling. Another common form of legal gambling is the state lottery. A lottery is a drawing in which people purchase tickets. A ticket number is selected at random and anyone holding a ticket with that number wins a cash prize. The first state lottery opened in New Hampshire in 1964. By 2009, lotteries were operating in forty one states, the District of Columbia, and Puerto Rico.