risks of pharmaceuticals and their side effects on young children. The medical risks of medications commonly used to treat children with ADHD were examined using published research and findings from pediatricians, physicians, scientists, and other health care professionals, as well as alternative treatments for the disorder. The research showed that the ADHD pharmaceutical treatment plans have serious short and long term side effects on young children, with no evidence of long term efficacy. Whereas
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Therapy Co-authored by Barbara Herlihy and Gerald Corey INTRODUCTION History and Development KEY CONCEPTS View of Human Nature Feminist Perspective on Personality Development Challenging Traditional Roles for Women Principles of Feminist Psychology THE THERAPEUTIC PROCESS Therapeutic Goals Therapist’s Function and Role Client’s Experience in Therapy Relationship Between Therapist and Client APPLICATION: Therapeutic Techniques and Procedures The Role of Assessment and Diagnosis
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® Acodemy of Management Heview 1993, Vol. 18, No. 3. 518-545. FOUCAULT. POWER/KNOWLEDGE. AND ITS RELEVANCE FOR HUMAN RESOURCE MANAGEMENT BARBARA TOWNLEY The University of Alberta Drawing on the work of Michel Foucault. I argue that human resource management (HRM) may be best understood as a discourse and set of practices that attempt to reduce the indeterminacy involved in the employment contract. Here I reread HRM practices from a Foucauldian power-knowledge perspective and suggest that this
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/0265-1335.htm IMR 28,2 The role of context in assessing international marketing opportunities Susan P. Douglas and C. Samuel Craig Stern School of Business, New York University, New York, New York, USA Abstract Purpose – The choice of which country or countries to enter is a critical decision and needs to be made with considerable care and deliberation. Initial market entry decisions have typically
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reactive, retrospective, policing, and in many ways punitive. It often involved determining who was at fault after something went wrong. This term is older and not as likely to be used today. Whereas, QI involves both prospective and retrospective reviews. It is aimed at improvement - measuring where you are, and figuring out ways to make things better. It specifically attempts to avoid attributing blame, and to create systems to prevent errors from happening. Another definition that is available is
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this publication is an adjunct to Health Advocate’s recent webinar “Stress in the Workplace: meeting the challenge” co-sponsored by the national Women’s Health Resource center, the leading independent health information source for women. this white paper offers comprehensive research about the causes and impact of workplace stress, its role in lost productivity and higher healthcare costs and includes the effects of job stress on women workers. the research also reviews successful organizational and
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Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance
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Assignment 3: Motivation, Stress, and Communication Audrey M. Wells Dr. Christopher Hase BUS 520- Leadership and Organizational Behavior Strayer University May 13, 2012 1. Create a brief job description for a position within the company you research that you would like to fill. Unilever USA is a hugely successful business, which provides product brands and services throughout the world. Currently, products are widely sold all over the world, with billions of consumers using Unilever products
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Milkovich−Newman: Compensation, Eighth Edition II. External Competitiveness: Determining the Pay Level 7. Defining Competitiveness © The McGraw−Hill Companies, 2004 Chapter Seven Defining Competitiveness Chapter Outline Compensation Strategy: External Competitiveness Control Costs Attract and Retain Employees What Shapes External Competitiveness? Labor Market Factors How Labor Markets Work Labor Demand Marginal Product Marginal Revenue Labor Supply Modifications to the Demand Side Compensating
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skills and experience. A Human Resource Manager ideally empowers inter-departmental employee relationships and nurtures scope for down-the-rung employee communication at various levels. The field is a derivative of System Theory and Organizational Psychology. Human resources has earned a number of related interpretations in time, but continues to defend the
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