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Lack Of Sexual And Sexual Abuse - 890 Words

Lack of sexual wants in some guys and ladies is a major marital hindrance in this day and age and some of the foremost threats to trendy existence s marriages. The incapability of men and females to perform satisfactorily for the period of sexual intercourse is a subject any person that cherishes his or her marriage should no longer toy with. It s a situation of weak erection, loss of sexual wish, untimely ejaculation, lack of sensation during intercourse, shrinking penis in guys etc. As mentioned in lots of circumstances of sexual dysfunctions, susceptible erection is also one of the most issues associated with our present day culture. Stress is number one risk to human wellbeing at present. An excessive amount of thinking, too much†¦show more content†¦Using detailed medicines similar to the ones which can be used for the remedy of serious physique ailments like diabetes, mental ailment, hypertension, and others additionally intrude with the sexual performance of a man or woman likewise alcohol, hard drugs and cigarettes influence human sexual drives Lack of sexual force is dangerous for any character. This is for the reason that intercourse is a primary side of marriage. Women love guys who could make them think like a lady, guys that can heat their mattress correctly, guys that can make them reach orgasm at each sexual activity, no longer the one that will do it once in a whilst or ejaculate within 2 or three minutes of intercourse action when they are just developing. How then, can the crisis of low libido and weak sexual vigor can first-class be managed? The next recommendations shall be of aid to anyone experiencing low libido and weak sexual vigor. You will be surprised at how useful they will be too. Unfortunately, there is little one can do to support anyone who is on remedy for diabetes and hypertension among others. Such guys will have to wait till they conclude their drugs. But if you are now not on such medicines are attempting the out following pointers below. 1. Watch what you eat. That is very most important if you are experiencing low libido or susceptible sexual energy. Reduce the cost at which you eat sugar and junk food substances day-to-day and in case you

School Counselors and Child Abuse Free Essays

The objective of this research paper is to determine how well school counselors, who are human service providers and mandated reporters of child abuse, know how to detect abuse and whether or not this skill has an effect on them actually making a report. As mandated reporters, school counselors are not prepared to detect signs of child abuse and their lack of preparedness is a directly correlated with their low levels of reporting. Unfortunately, it is a cold fact that child abuse exists all over the world, but fortunately educators and individuals in human services are beginning to open the eyes of many individuals about the power they have in prevention, intervening and changing the lives of those affected by the horrid effect of child abuse. We will write a custom essay sample on School Counselors and Child Abuse or any similar topic only for you Order Now A group of individuals that can have a superb effect in empowering those affected by abuse are school counselors. Because of their interactions with children and their families, they can be influential in recognizing and reporting child abuse. With the right training and tools they can make a world of difference. There is very little research on school counselors and their abilities in recognizing and reporting child abuse. The research that does exist shows a need in extensive training in recognition child abuse and what to do thereafter. School counselors reported knowledge that they are mandated by law to report suspicion of child abuse, but lacked confidence in their ability to detect and report child abuse. Training is necessary in undergraduate/graduate schooling and as a professional in order for a school counselor to be fully effective as a mandated reporters. According to the National Child Abuse and Neglect Data System, (NCANDS), which collects and analysis data from child protective services, 3. 3 million child abuse reports were made in 2009 of which three fifths of the reports were made by Running Head: SCHOOL COUNSELORS AND CHILD ABUSE 3 mandated reports such as doctors, teachers, daycare providers, counselor, etc. who because of the nature of their job have contact with these children. 3. 3 million reports were made in United States in the year 2009 and it is unfortunate to say that perhaps millions more abuses occurred but went on unreported. To report or not to report, that is the question that many individuals ask themselves when in a possession were they might hold vital information. There are times when individuals who have vital information right in front of them but see right thought it because of the lack of knowledge and experience. An often happy and extrovert child might begin to show sudden signs of melancholy and introversion due to being sexually abused by a family member, but a professional who works with the child on a day to day basis, for example, a teacher or a school counselor may not be able to detect these changes in character and as a result make no reports. The duration of time that children interact with school officials and administrators often times equal and even exceed the amount of time that they spend with family members. At times children and certain school officials form bonds that are fused together by trust and respect and due to the trust that has been formed, often times these officials gain insight about these children’s lives. One school official that needs to build rapport with a child in order to best service that child, is a school counselor. Since rapport is usually built between child and counselor, one would assume that the counselor would be able to detect child abuse right away, but it is evident through my readings that school councilors are in desperate need of guidance themselves. Though they are there to guide others, school counselors lack the confidence and knowledge when it comes to detecting and reporting child abuse cases; weather it be neglect, emotional abuse, sexual abuse or physical abuse physical Running Head: SCHOOL COUNSELORS AND CHILD ABUSE 4 abuse. According to Bryant (2009), 86. % of the 193 participants in his study reported that they gained knowledge about child abuse reporting through experience at work and not necessarily through training. Goldman and Padayachi (2005) study looked at school counselors and their reporting behavior and whether or not they needed any further training. Just as Bryant (2009) study concluded that further education and training was necessary, Goldman and Padayachi (20 05) study also reported that 95% of the participants in the study suggested that they needed more training in how to handle and deal with children and sexual abuse. The latter researchers did their study in Australia, where child abuse laws differ from one state to another. For example in New South Wales, it is mandatory by law for school officials to report any suspicion of child abuse. It was not always the case in New South Wales though because reports by school personnel of child abuse greatly increased from 11. 4% to 24% once the new law took into action. In Queensland were the research study was conducted, school personnel were not mandated by law to report suspicion of child abuse. According to Goldman and Padayachi (2005) school personnel in New South Wales were being trained more intensively about neglect and child abuse because of the mandatory reporting laws. So, could it be possible that school personnel are not trained as intensively and excessively because there is no law indicating that suspicion of child abuse be reported? Would it be fair to say that people are reporting because it is mandated by law? Or are people reporting more because they have more training in dealing with child abuse? Is it an issue of law, ethics or knowledge? In order to determine whether or not school counselors consider certain situations as abuse or not, Goldman and Padayachi (2005) created four hypothetical Running Head: SCHOOL COUNSELORS AND CHILD ABUSE 5 situations where a child is interacting with a counselor and in all four situations the degree of detail the child reveals is different, for example, in one situation a child â€Å"draws a picture of a man and makes vague statements about a bad man, but does not make any specific statements about being sexually abused† (Goodman and Padayachi, 2005), and in another situation, a girl tells her school counselor and her grandmother that she is being sexually abused. School personnel are suppose to rate the degree of suspicion from â€Å"substantial† to â€Å"no reason. According to the results, the degree of suspicion was from substantial to moderate, which indicates that the 122 participants were well aware of what signs to look for in sexual abuse. Majority of participants were able to detect child abuse, but were unlikely to report their suspicions when asked if they would report it if the child denied of being sexually abused. This can indicates that suspecting and reporting do not necessarily go hand in hand, especially in a state were reporting is not mandated by law. According to Bryant (2009), the number one reason the participants in his study indicated that they would report suspicion of child abuse was because of law; which goes back to, are people reporting because of law, knowledge, ethics? It seems to me, to be more in favor of the law; but either way, if children’s lives are being saved; would it matter if it’s because of law or ethics? Probably the answer would be no, until people’s perceptions are changed. Being able to recognize signs of abuse in a hypothetical situation can vary greatly with the degree of confidence that a person has of his or her skills in recognizing signs of abuse. In Bryans (2009) study, participants were confident in their ability to recognize signs of physical abuse but were not as certain in their abilities to recognize emotional abuse; perhaps because physical abuse if much more Running Head: SCHOOL COUNSELORS AND CHILD ABUSE 6 observable, which indicates that much more training is needed in recognizing the more discrete signs of abuse. In Goodman and Padayachi (2005) study, the participants were asked about their confidence level of their knowledge of sexual abuse, and only â€Å"less than 10 per cent of the school counselors in Queensland were completely confident in their knowledge of symptoms to identify sexual abuse, while a considerable portion of them, 47 per cent, had little confidence, and 37 per cent had no confidence† (Goodman and Padayachi, 2005). The literature that was used in this research project proves that school counselors are not prepared to identify signs of child abuse; especially emotional abuse because signs of emotional abuse are a lot more discrete than physical abuse. Some research shows that school counselors are able to detect signs of child abuse but are less likely to report child abuse if a child denies being abused. In order to facilitate better understanding of child abuse in terms of detecting signs of abuse whether it is emotional or physical, colleges need to better prepare students before they start working as school counselors. School districts also need to have mandated training for incoming and ongoing school counselors. In order to help school counselor with becoming more assertive reporters of child abuse, school districts need to have mandatory training and colleges need to have courses that prepare students in how to report and the importance of reporting child abuse. 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Identifying Organizational Change Management-Myassignmenthelp.Com

Question: Discuss About The Identifying Change Organizational Management? Answer: Introduction: In the twenty first century, aged care service sector has been undergoing a significant change in Australia. The transformational motif of the aged care sector has been taking into order the impressive understanding of technological intervention and change management in human resource department so as to provide better service to the aged population in the country. According to Frankland et al., the change management in an organization is an integrated system that has been taking into order the basic requirement of how these changes are occurred and addressed through the amalgamation of different conceptual understandings. The scholars have also stated that an integrated system in order to manage changes in regulatory and non-regulatory needs for business or non-business activities associated with industrial and/ or commercial facility is highly essential (Bernoth et.al, 2014). It can thus be stated that this is a controlled identification and implementation of changes within a syste m. In this regard it can thus be stated that in most of the cases there has been taken into certain consideration pertaining to the effective understanding that these activities are highly commercialized through effective acceptance of the changes(Khosravi, 2016). Models Used The following essay is going to focus on the effective change management system that has been brought in to effect in the Aged Care Service Sectors in Australia.The essay is thus purposed to the analysis of the change management brought into effect during the operational performance within the social aspect. The analysis is based on different analytical tools and change management models- namely Lewins Change Model and Kotters 8-steps model of change management. The aforementioned models are quite apt and helpful for the intelligibility of an individual pertaining to effective change management system in the country (Barsade, 2014). It begins with the workforce change management strategy where the social intervention is considered to be an effective determinant of the change. In an aged care sector, workforce plays an important role that is highly effective for the entire case for its different change management approaches. In this case, a guideline of change by the Government of Australia has been effectively helpful for the practitioners and the organizations so that they can provide better service to the aged people. According to the guidelines provided and directed by the Australian Government, major focus has been put upon the change in the workforce or the human resource management. Since effective, responsible, skillful and competent workforce is highly impactful for the betterment in service provision to the majority of the aged population in the country, this has to be taken into certain consideration pertaining to the fact that in most of the cases, effective measures need to be taken. Change managemen t in the workforce is not a major strategy played only in the aged care sector but it is also planned in the related sectors such as the disability sectors and others. According to the report published by the Productivity Commission of the National Disability Insurance Scheme (NDIS), change management pertaining to the workforce in a country is highly effective important to excel the quality of service provision to the countrymen (ndis.gov.au., 2017). Problems Identified in Aged Care It has been observed that the aged care reforms and changes are being gradually implemented in three phases_ 2012-13 and 2013-14 2014-15 and 2015-16 2016-17 and 2021-22 The problems have been identified with close observation of the workplace environment. Following problems have been identified: The workers are detached from the work they are deployed to do There is a lack in multidimensional skill of the workers The new technologies are scarcely accepted and utilized by the employees There is a communication gap between the service providers and the patients Outline of the Change In the very first phase different packages and supplements have been introduced. Following is the outline of the changes that were introduced in the first phase of aged care reform: New Home care packages Introduction of My Aged Care through which national contact centre was built so that the service can be conveyed to the greater number of the clients Establishment of the Australian Aged Care Quality Agency Launching of the Aged Care Pricing Commission Approach for Managing Change Taking the aforementioned guidelines into consideration, some effective change management strategies are to be taken into account. Following is the outline of the identification of the setbacks that would lead to the proposed changes: Bringing sustainability and affordability within the workforce is the major plan that has been taken into certain consideration for effective understanding of the process. In the current organization, it has been noted that the behavioral issues among the employees have been threatening the quality of service provision in the aged care system. One of the most effective measures taken during the change process has been the consideration of the need of the employees in every level. There are different layers of working staffs who contribute effectively in different services within the organizations. The layer is as follows: Nurses Care Takers Psychologists Food Service staff Cleaning Staff Medical Caretakers It has been observed through market study that CDC (community direct care) is significantly increasing in community aged care. Hence, the level of proficiency among the service providers needs to be conveyed to the upper grade. As Lewin in his very first stage i.e. Unfreeze, discussed about the identification of the changes in the basic concept of how the changes are brought into effect. (Mitchell, 2013).Through the monitoring and responding to the psycho-social approach of the aged residents taking service in the organizations, the people would finely focus on the overall service provision to the ageing population). Another change that, I believe is highly needed in the organization is the process to smartly cope up with the ever changing aged care policies in the country. It has been noticed that in most of the cases there has been a clear policy pertaining the standards of service provision. However, faster evolution of this sector would actually create a problem for the aged people who are entitled to receive service from the organization. In the unfreeze stage, it has been identified that recent leave cut policies by the government in the aged care sector has created disappointment among the employees working with the organization. In this regard, there rose lethargy and unwillingness to work. However, the organization has planned to revise the leave policy for the working members that would simultaneously looks after continuous service provision and free life style for the working members. This would be discussed in Lewins second stage of Change Model. One of the major problems that have been identified during the unfreezing stage is the lack of skilled workers in the aged care sector. In this regard it can be stated that in most of the case there has been a critical concept for the training and development program initiated for the overall development of the employees. According to ACSA (Aged and Community Service Australia), by 2023 the sector needs additional 55,770 FTEs (Full Time Equivalent) care workers(Acsa.asn.au., 2017). This has been a major issue that has been hindering the process of quality service provision in the country. The reason behind such lack is the government policies that have been disappointing the workers to take active part in this career. Key Elements of Change Process In order to understand the punctuated equilibrium, it has been identified that the organization has been undergoing slow stream of changes that are small in capacity. Changes are based on the capacity that the organization has. At present, the organization comprises of small numbers of workers who are deployed at multiple tasks. In this context, it can be stated that there are multiple problems faced by the workers. One of the major problems is that they are not equally competent to perform all the works. Some are expert in nursing, some are in housekeeping and others are in documenting. Due to lack of multi-skilled workers, the problem arises. In order to discuss the changes, Gersicks equilibrium period is taken into account (Gersick, 1991). Through the cognitive framework, the organizational members would be driven through shared development process (Todnem By, 2005). This can only be done through motivation. In order to motivate the workers and to raise the confidence level, the f ear of loss needs to be eradicated. The limit of change needs to be considered as obligation to the organization. Through self-organizing and continuous change in the learning process of the workers, the overall development of the competency level needs to be ensured. In order to change the workforce attitude to the service they are deployed to provide to the numbers of the patients and the aged people, a solid training would be provided to them. The training program would focus on the continuous adaptation of the change management as the workers ought to accept certain changes (Khosravi et.al,2016). According to Kotter there are eight key elements of change process that need to be identified while thinking about change. Change is undoubtedly a part of organizational improvement. Considering the effect of social change, the organizational change model is structured. Hegemony of relevant practices that hinders the overall development of the organization ought to be revamped by new id eas. In order to bring effective changes into existence, three important elements are to be devised. These are: Vision Method Will All these elements can be incorporated and devised on the basis of three stages of change management diagnosis. These are: Desired performance Actual performance Performance Gap In this regard, the organization would try to calculate the gap between the actual performance and desired performance. If it is found that the actual performance rate is weaker than that of the desired performance, there is a need for bringing the change. The desired performance can be carried out through performance motivation, skill development program and motivation to let the employees participate in different programs. The outcome of those key elements would be the followings: Productivity Gains Employee satisfaction Quality Improvement Approaches Used for Change The aforementioned proposed changes are framed within the second stage of Lewins change model i.e. Change or Move. After the identification of the issues, these changes are expected to incur for the sake of organizational development. This has to be done through the basic process. The changes can only be performed through the confirmation of Kotters change model of 8-Steps. Followings are the 8-step method of Kotter: Establishment of the sense of urgency Guiding Coalition Creation of Organizational Vision Planning and Creation of short term wins Institutionalization of new approaches Empowerment of the vision Consolidation of improvement Communication of vision(Kotter, 2002) All the aforementioned stages are to be used while introducing and implementing the changes in the organization. These changes are highly effective in terms of ensuring the workforce engagement in the organization. It needs to be noted that policies within the organizations that consolidate the changes are gradual instead of being sudden. In order to make the workers cope up with the changes, a solid strategic planning needs to be developed. In this context, it can be stated that the changes are highly comprehensive and the workers would at first be introduced with the changes(Cameron Green, 2015). Incorporation of Learning On the other side of the change that has been introduced in the aged care sector in the country, At first, there would be short induction program that would address the changes proposed within the organization. In this case the changes would be based on workforce training, technological intervention and training related to the acceptance of the technological changes; the conceptual development of the program that is highly effective in the understanding of the need for the organization. Through effective leadership method these changes are going to be accepted through the basic understanding of the process. The changes are highly significant for the overall development and growth of the organization. With the utilization and use of blocks the changes are to be driven to implementation that would bring success. These are the followings: Fear of Taking risk Ambiguity and the incapacity to the tolerance of such Judgment over ideas Incapacity to sleep on a problem and so on. For the change in the organization, an effective leadership would play an important role. If the leadership is transformational, it would reflect the significance and need of the change. Transformational leadership would focus into the resistance from the employees. Since the resistance of the change would hinder the organizational development, the leadership criteria of the managers and the directors would bring all the staffs under a single shed so that they would focus on instant acceptance of the change models. Transformational leadership would thus motivate the workers to accept the changes in need through a gradual process. In case of this specific organization, the changes- specifically on the intervention of new technologies would be induced to the staffs from the very basic level so that the behavioral understanding is well amalgamated with the organizational need. In this context, it can be stated that the changes are highly effective for the better understanding of the iss ues where the change is aptly needed. In order to lead the nurses to reach to the individual patients, an effective manager is needed who would ensure gradual improvement of the competency of them(Lozano, Ceulemans, Seatter, 2015) Conclusion: It can thus be stated that the change would be driven through the effective consideration of leadership quality and the acceptance among the workers. Thus to conclude, it can be said that the change in healthcare service for the elderly population was inevitable and it must be taken into consideration that, for the betterment of the healthcare service for the aged people certain changes in the whole system was much needed. In this essay it is seen using the Kotters 8 steps theory and Lewins change model how, with effective leadership management, an organization can improve their productivity and in general the health condition of the aged population of Australia gets benefitted. It is matters of fact that, there are some instances where some elderly people of Australia do not get the proper medical support they deserve. Quite astonishingly in Australia, there are many learned doctors and nurses, but still they are unable to provide service to all the aged people of the land. It has b een shown that using a strong leadership management the medical organizations can expect a lot more productivity and ability to serve more people that are aged in the land of Australia. Thus, in short, it can be said that, an introduction of leadership management in the medical sector for the aged population of the nation would definitely increase the quality of the healthcare service provided to the aged population. References Acsa.asn.au. (2017). Acsa.asn.au. Retrieved from Acsa.asn.au.: https://www.acsa.asn.au/ Barsade, S. G. (2014). Whats love got to do with it? A longitudinal study of the culture of companionate love and employee and client outcomes in a long-term care setting. Administrative Science Quarterly, 551-598. Bernoth, M., Dietsch, E., Burmeister, O. K., Schwartz, M. (2014). Information management in aged care: cases of confidentiality and elder abuse. Journal of Business Ethics, 453-460. Cameron, E., Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Elliott, K. E., Barnett, K., Robinson, A. (2016). Teaching and Research Aged Care Services in Australia: Wicking Teaching Aged Care Facilities Program. In IPA International Psychogeriatric Association International Congres. Gersick, C. J. (1991). Revolutionary change theories: A multilevel exploration of the punctuated equilibrium paradigm. Academy of management review. Khosravi, P. (2016). Investigating the effectiveness of technologies applied to assist seniors: A systematic literature review. International journal of medical informatics, 17-26. Khosravi, P., Ghapanchi, A. H. (2016). Investigating the effectiveness of technologies applied to assist seniors: A systematic literature review. International journal of medical informatics, 17-26. Kotter, J. P. (2002). The heart of change. If you read nothing else on change, read thesebest-selling articles. Lozano, R., Ceulemans, K., Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 205-215. Mitchell, G. (2013). Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this. Nursing Management, 32-37. ndis.gov.au. (2017). CHANGE MANAGEMENT DISABILITY CARE. Retrieved from ndis.gov.au.: https://www.ndis.gov.au/html/sites/default/files/documents/TLConsult_ChangeManagementReport_april2013.pdf Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 369-380.