...Marian Gayed PPSY 511 Addiction Assessment and Interventions 2-18-16 Addiction and Grace Paper \ Addiction and Grace Paper Addiction and Grace by Dr. Gerald May, was an extremely insightful and helpful resource in understanding those who struggle with addiction, the nature of addiction itself and the healing process. I realized through my reading that addiction is a broader issue that involves a range of behaviors far beyond alcohol and drugs to include work, sex, performance, responsibility, and intimacy. According to Dr. May (1991), “We are all addicts in every sense of the word” (p.4). As a future therapist this opened my eyes to how addiction is a universal problem and how forces of attachment to anything can bring suffering and agony. Reading Addiction and Grace had helped me understand addicts and their behavior better; I am more knowledgeable of the psychological, neurological and physiological nature of addiction, as well as learning about the important elements in the healing process. I had little knowledge previous to reading this book about what addicts are really like. Especially going into this field of therapy, I had little perception about addicts’ personality, behavior and mind. One interesting thought I learned about addicts is that chemical addictions do not occur due to preexisting personality defects and that addictive personality is a myth. According to Dr. May, “symptoms of addictive personality were caused by addiction, not the...
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...Nigeria. 00234 808 608 6816 totubanjo@lbs.edu.ng Electronic copy available at: http://ssrn.com/abstract=2197664 Abstract Purpose: This paper seeks to create an epistemologically grounded understanding of the causes and process of corporate rebranding via the lens of the theory of evolution by natural selection. Approach: A review of the factors that trigger corporate rebranding, as reported in academic literature, is made. Following the review, a case is made for the absence of an epistemologically grounded understanding of why firms rebrand. Consequently, the theory of evolution by natural selection is brought forward as a platform for the development of a new model that explicates the causes and process of corporate rebranding. Findings: A new model anchored on the theory of evolution by natural selection, and a new definition of corporate rebranding is advanced. Essentially, the model offers epistemologically grounded reasons for ascendancy of corporate rebranding in the environment. Limitations: This is a conceptual paper – meaning that the model suggested in this study is yet to be subjected to a serious empirical exercise Originality: The review of literature indicates the absence of an epistemologically grounded understanding of the causes and process of corporate rebranding in the business environment. The pursuit of this exercise therefore makes this work original, unique and valuable. Keywords: corporate rebranding, brand equity, evolution by...
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...Control Self-assessment for Information and Related Technology To ensure smooth functioning of an enterprise striving to achieve predetermined objectives, business processes are identified and defined. To ensure the proper completion of process work, procedures are defined, documented and established. Business procedures need to be properly controlled to ensure smooth completion. Out-of-control procedures are expensive; therefore, controls need to be in place. These controls can be preventive, detective and/or corrective in nature. However, the adequacy of controls over procedures depends on various factors, including a balance between costs incurred for implementing controls and the resulting benefits derived. Many controls are essential overheads for the business, and therefore, their effectiveness must be reviewed periodically. Internal audit of controls, an essential overhead, helps avoid relaxation on controls. Ultimately, the control overheads constitute a major expenditure item. Assurance that the controls are in place and effective is essential. This assurance can be given through control self-assessment (CSA), also referred to as control self-assurance. Systems and procedures for many business organizations within various sectors have evolved over time. For example, banking is the oldest service sector and the controls over banking procedures are essential not only for the bank, but also for society in general. Controls in banking procedures have also evolved over...
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...a methodology for assisting in the introduction of new products. NPD models can help to identify problems at an early stage and assist in directing the NPD effort in the right direction. It can be used as a roadmap and provides an indication of magnitude of the project required in order to develop and launch a new product. It also helps to reduce risk and uncertainty at every stage by giving guidance regarding what information is required. An example of well known model is Booz, Allen, and Hamilton Model (1982). It has been argued that pass-the-parcel approach to NPD might extend the overall development time. However in more recent models, focus has been given to parallel-processing. The next section mentions about three model of NPD. Cooper’s stage-gate model A stage-gate model (Cooper, 1988) is improved from BAH model. The stage-gate model attempts to overcome pass-the-parcel issues which do not suitable for communicating the horizontal dimension of the NPD process. The stage-gate model uses parallel-processing to acknowledge the iterations between and within stages. The idea of parallel processing advises that major functions should be involved from the early stages of the NPD process to its conclusion. This allows problems to be detected and solved much earlier than in the classic models. The idea of dividing the new product development process into distinct phases or stages is the same as BAH model, but in the stage...
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...Assignment Questions Question #1: (250 each part) a) Provide a brief description of the models of HRM discussed in the first chapter of the textbook, and explain how each one related to strategic human resource management. First there is the Fombrun, Tichy and Devanna model which “emphasizes the fundamental interrelatedness and coherence of HRM activities” (Bratton & Gold, 2012, pg. 18, para. 3). There are four main components consisting of selection, appraisal, development and rewards that attribute to the HRM cycle. This model ignores different stakeholder interests, situational factors and management’s choice, but gives strength to the “coherence of internal HR policies and the importance of ‘matching’ internal HR policies and practices to the organization’s external business strategy” (Bratton & Gold, 2012, pg. 18, para. 3) Second, is the Harvard model, which addresses the issue of management’s goals and the specific HR outcomes. The Harvard model has six components: situational factors, stakeholder interests, HRM policy choices, HR outcomes, Long-term consequences and a Feedback loop. Each of the components are a result of the previous which effects the HR outcomes and the long term consequences; and the feedback loop carries the outputs directly into the organization and to the stakeholders. The Guest model looks at labour management in the context of goals, employee behaviour, performance and long-term financial outcomes. “Managers are advised to consider...
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...Alignment and its Importance | 3 | Models and Different Views to Alignment | 4 | Discussion | 8 | References | 10 | | | The Concept of Alignment and its Importance There is no doubt that ‘alignment’ became more significant now than ever before, due to the recurrent changes occurring to the business environment in terms of technology, market demand, and even the customer preferences, which always lead to regular changes to organization strategies, systems, and processes, as noted by Schreyogg and Kliesch-Eberl (2007), that firms today are experiencing significant changes, and in response, many are significantly changing their strategies. In this rapid-paced changing business environment; alignment process becomes an even greater challenge, (Higgins, 2005), and more important and significant for successful change implementation process. The process of alignment shouldn’t have a start or end point, where it is an ongoing process of ‘fitting’ all organization’s functions in the right direction toward achieving the vision and the strategic goals of the organization. The same as Miles and Snow (1984) suggest that rather than viewing ‘alignment’ as a state, because perfect alignment is rarely achieved, it might be better to think of it as a process (Hayes, 2010), when reviewing models and theories which are analyzing and discussing the concept of ‘alignment’ we have noted that some are viewing ‘alignment’ as an internal process of aligning organization functions...
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...issues affecting the cultural values, race, sexual orientation and gender of the people. The process involves nurses striving to improve the ability of effectively working in a particular cultural factor. This method includes creating awareness about the cultural factors, developing knowledge, skills, and others. The factors that form an important part of the skills are knowledge, awareness, encounter, and skills (Reiss et al. 2003). 1. Two cultural competency models A Cultural competency model is based on operating or focusing on explaining the values of the cultural practices followed by the patients. It assists in analysing the impact of the behaviour on the patient’s acceptance for treatment. The model concentrates on gathering the required information about the cultural values that are necessary for introducing changes related to the cultural, behavioural aspects (Warne and McAndrew 2002). Internal and external factors The nurses determine various factors that determine the behaviour of the individual, and this need stop. Internal factors related to knowledge and skills have to be evaluated as this helps in introducing the best methods for handling the issues. External factors are related to the social support that is required to take care of the individuals. Analysing the internal and external factors are quite an important factors. As this helps in determining the process that can be followed for curing the patients. Risks associated with the treatment and reducing...
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...marketing situations, Strengths and Weaknesses are regarded distinctly as internal factors, whereas Opportunities and Threats are regarded distinctly as external factors. Here is the explanation in more detail: Strengths and Weaknesses the internal environment - the situation inside the company or organization for example, factors relating to products, pricing, costs, profitability, performance, quality, people, skills, adaptability, brands, services, reputation, processes, infrastructure, etc. factors tend to be in the present Opportunities and Threats the external environment - the situation outside the company or organization for example, factors relating to markets, sectors, audience, fashion, seasonality, trends, competition, economics, politics, society, culture, technology, environmental, media, law, etc. factors tend to be in the future swot matrix (2x2 matrix using internal/external categories) Here is a typical extension of the basic SWOT analysis grid into a useful 'action-based' 2x2 SWOT matrix. The SWOT analysis in this format acts as a quick decision-making tool, quite aside from the more detailed data that would typically be fed into business planning process for each of the SWOT factors. Here the 2x2 matrix model automatically suggests actions for issues arising from the SWOT analysis, according to four different categories: strengths (internal) weaknesses (internal) opportunities (external) strengths/opportunities obvious...
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...Summary Entrepreneurship is the process or application that drives creation and development of creative and innovative ideas (Frederick and Kuratko 2010). It involves market changes through systematic process to assist in the identification and address of new business opportunities (Alizadeh 2012). Corporate entrepreneurship is about the total process whereby organisations act in an innovative, risk-taking and proactive (Bouchard 2010) ways to help organisations, similar to entrepreneurship of creative and innovative thinking, however, the keyword for corporate entrepreneurship is ‘Organisation’. The aim of this manual was to describe and give an overview of corporate entrepreneurship to senior management and provide the necessary information and updates for an organisation to implement entrepreneurial thinking with its’ internal resources within its organisation. The manual will provides insightful information through the principle types and various dimensions of corporate entrepreneurship. The manual also included the journey through the various generations of innovation process models from simple to full integration models. To promote corporate entrepreneurship within organisation, a framework serving as best practices was discussed in the manual to support smooth adoption and implementation of corporate entrepreneurship. The manual will put emphasis on the different focal areas of corporate entrepreneurship such as benefits, barriers and the internal success factors with the...
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...Model of Betty Neuman Nursing 403 S. P. * “The model was originally developed as a graduate course in 1970, first published in 1972, classified as a systems model in 1974” (“The Neuman Systems Model (5th ed.) by B. Neuman and J. Fawcett (Upper Saddle River, NJ: Pearson, 2011),” 2012, Para. 1) * “The Neuman systems model focuses on the wellness of the client system in relation to environmental stressors and reactions to stressors” Fawcett, (2001 para.1) * As described in above quotation it is easy to understand that the most important concept in Neuman Theory is that a person is a layered multidimensional being, and a complete system with interrelated parts such as internal and external environments. Each layer of complete being consists of five person variable or subsystems: * Physiological - Refers of the physicochemical structure and function of the body. * Psychological - Refers to mental processes and emotions. * Socio-cultural - Refers to relationships and social/cultural expectations and activities. * Spiritual - Refers to the influence of spiritual beliefs. * Developmental - Refers to those processes related to development over the lifespan. (Neuman, 2008) * A person maintains balance and harmony by adjusting to the stress and defending against tension-producing stimuli. Internal parts is the adaptation or factors that help defend against stressors, and external factors are the physical environment and the personal...
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...that almost of them accept that ‘Strategy is an integrated and coordinated set of commitments and actions designed to exploit core competencies and gain a competitive advantage’. (Hitt, Ireland and Hoskinsson 2009). Organisational resources include skills of employees, finances, capital equipments, patents and talented managers (Hit, Ireland and Hoskinsson 2009). Organisation resource is defined as ‘an asset, competency, process, skill, or knowledge controlled by the corporation’ (Wheelen and Hunger 2002). Competitive landscape is more complex in the context of globalisation; however, the fundamental constituents of landscape are customers, suppliers and competitors. Method To prove the ‘bridge’ characteristic of strategy between organisation and competitive landscape, this essay will examine theories of establishing strategy. In each theory, the components to build a strategy are related to customers, competitors, suppliers, internal process. From those processes, we can recognize that a strategy may be considered as ‘product’ of the combination between internal and...
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... 2 2.2 Competing Values Framework 2-3 2.0 The Organisation 3 3.3 The Rational Goal Model 3-4 3.4 Primark and the Rational Goal Model. 4 3.0 The Challenge: Ethics 4-5 4.5 Primark and Ethics 5-6 4.0 Recommendations 6 5.0 Conclusion 6 6.0 References 7 1.0 Introduction: Primark is one of the UK’s leading clothing retailers with stores located in various regions throughout Europe. The brand is best known for its low-cost, budget clothing. Its success is based on producing high quality clothes with super-competitive prices as a result of technology, efficient distribution, high volume supply and demand and low labour costs. The management theory underpinning Primark is the Rational Goal Model which focuses on maximisation of output. The investigated challenge which Primark faces is business ethics. “Ethics refers to a code of moral principles and values that guide human action by setting standards of what is acceptable” (Boddy 2008;...
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...Planning Definition * HRP is the process for identifying an organizations current and future human resource requirements, developing and implementing plans to meet these requirements, and monitoring their overall effectiveness. * HRP is putting right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. * Planning is critical to strategy because it identifies gaps in capabilities which would prevent successful implementation Perspective of Human Resource Planning * MACRO HRP * Assessing & forecasting demand for & availability of skills at national / global level * Predict the kinds of skills that will be required in future & compare these with what is / will be available in the country * MICRO HRP * Process of forecasting demand for & supply of HR for specific organization * HRP Process - Determination of Quantity of Personnel Organisational Objectives HR Programming HR Needs Forecast HR Supply Forecast HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours Shortage - Recruitment & Selection * Organizational Objectives & Policies involves: * Downsizing / Expansion * Acquisition / Merger / Sell-out * Technology upgrade/ Automation * New Markets & New Products * External Vs Internal hiring * Training & Re-training ...
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...case revolves around Ralph Langley, general foreman of the process department at American Radiotronics Corporation. Within the first 24 months of being promoted to general foreman, Langley has swiftly changed the mentality and efficiency of the workers in the nuclear tube assembly room. He has changed their terrible reputation into one of the most successful units in the department. Langley’s combination of leadership skills and interpersonal skills has identified him as the reason for the recent change. His strong abilities to manage people demonstrate the same abilities shown in Quinn’s Competing Values Model. Throughout this case analysis I plan to examine Langley’s managerial skills based on Quinn’s model. Quinn’s Competing Values Framework To be able to demonstrate and categorize where Langley fits on Quinn’s competing value framework model we must first understand his model. Quinn’s competing value framework is divided in four models; Human relations model, Open systems model, Rational Goal Model, and Internal Process Model. With each of the models comes along with it two managerial roles. As shown in the case, Langley utilized several of these roles to help lead his subordinates in the assembly room. To better understand, below are specific examples of how Langley managed his workers within Quinn’s different models. Open Systems Model: Innovator & Broker The organizational effectiveness of the open model system is comprised of adaptability and external...
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...Amendments With Respect to Credit Rating Agencies....................................... 4 III. The Ratings Process................................................................................................. 6 A. The Creation of RMBS and CDOs ...................................................................... 6 B. Determining Credit Ratings for RMBS and CDOs.............................................. 7 IV. The Staff’s Examinations: Summary of Factual Findings, Observations and Recommendations .................................................................................................. 10 A. There was a Substantial Increase in the Number and in the Complexity of RMBS and CDO Deals Since 2002, and Some Rating Agencies Appeared to Struggle with the Growth................................................................................... 10 B. Significant Aspects of the Ratings Process Were Not Always Disclosed ......... 13 C. Policies and Procedures for Rating RMBS and CDOs Can be Better Documented ....................................................................................................... 16 D. Rating Agencies are Implementing New Practices with Respect to the Information Provided to Them........................................................................... 17 E. Rating Agencies Did Not Always Document Significant Steps in the Ratings Process -- Including the Rationale for...
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