Community Guide Systematic Review Analysis â€Myassignmenthelp.Com

Question: Discuss About The Community Guide Systematic Review Analysis? Answer: Introducation I support the intent of this bill because mental health in New Zealand is a serious and ever rising issue. In 2012/2013, according to a health survey, one among six individuals in New Zealand suffer from mental disorders like anxiety, bipolar disorders and depression (Www.health.govt.nz, 2017). Women are found to be more prone to the mental disorders than men among all age groups. Unlike 13% of men prone to mental disorders, 20% of females are found to be affected by common mental disorders. The most affected age groups of women affected by mental illnesses were in the range of 35-44 years, while men of age groups 45-55 years are affected. 6% of the New Zealand citizens experience psychological distress and are prone to have a depressive or anxiety disorder. However, women are found to be more affected by psychological distress than men are. Older people were diagnosed with various mental disorders, while the younger generation suffered from psychological distress. Mental disorders a re the third leading causes of health challenges faced by the New Zealanders. It is behind only to cancer and vascular diseases (Www.mentalhealth.org.nz, 2017). In 2014/2015, the New Zealand Health Survey reported that an approximate 17% adult are diagnosed with anxiety or mood disorders. Approximately 6.2% of the adults reported to be suffering from or experiencing mental distress resulting in rage, depression, anxiety and confused emotions. The use of antidepressants has also increased among the population of New Zealand. Approximately 5% of New Zealanders live with psychiatric disabilities, which limit their day-to-day activities. Reports reveal premature mortality among individuals suffering from mental health problems due to side effects of medications that affect the cardiovascular health as well as high rates of smoking. Other conditions leading to premature mortality among individuals with mental disorders include lack of proper treatment, social deprivation and discriminati on (Galletly et al., 2016). The aim of the organization is to implement various approaches that would help to decrease mental health cases in New Zealand. I wish to make the following comments. Suicide is not only a social issue but also a health related issue. Suicide rates indicate the problems associated with mental health as well as the social welfare of the population of a country. New Zealand has a high number of suicide cases related to issues of mental health. According to UNICEF, New Zealand has the highest number of youth suicides among the various developed countries (McLoughlin, Gould Malone, 2015). Various reasons lead to high suicide rates among teenagers in New Zealand. These include high number of pregnancies among teenagers, lack of employment and child poverty. Moreover, New Zealand has the worst cases of child bullying present in their various schools and colleges. Other factors include child abuses and family violence (Fryers Brugha, 2013). Suicide rates are higher among the Pacific Islander and Maori men. Thus. There are also issues regarding social discrimination, cultural racism, among others (Crengle, Robinson , Ameratunga, Clark Raphael, 2012). The suicide rates are found to be higher among men as compared to the women. Moreover, the younger population are more affected than the older generation. Individuals with depressive disorders are particularly at a higher risk of committing suicide. I support the clause because mental health is a serious issue in New Zealand. The topic of mental health is a cause of concern in New Zealand but sufficient attention is not provided in this case. Individuals living in rural and deprived regions of New Zealand suffer from poor health, particularly from poor mental health condition. They do not get facilities for proper healthcare. In the New Zealand Health Survey of 2012/2013, adults living in remote areas are diagnosed with mental disorders (Www.midlandshn.health.nz, 2017). The various risk factors for the development of mental disorders include social inequalities. Actions are needed to ensure improvement in the conditions of daily life starting from birth and progressing to adulthood. Actions in all the stages from birth to adulthood are needed to improve the mental health of the populations associated with social inequalities. Unemployment or very poor quality of employment poses as risk factors in the development of mental disor ders (Frasquilho et al., 2016). There is a direct correlation between the development of mental conditions and job loss. The total absence of mental health discussions in New Zealand is highly disturbing. The indigenous population are at an increased risk because they are less likely to be diagnosed with mental conditions because of their socioeconomic status. Another concern that is associated with increased numbers of mental disorder cases is the education level of the population. Lack of proper education causes the population to believe that mental illness is a personality flaw rather than a condition that needs immediate medical attention (Www.who.int, 2017). Although I agree with the general intent of the clause 1, I consider that certain changes are to be made. These include the addition of necessary approaches that can be undertaken to prevent or reduce the number of mental health cases in New Zealand. The 2 primary National policies that are responsible for the initiatives regarding mental health development in New Zealand are Rising to the Challenge: The Mental Health and Addiction Service Development Plan 2012-2017 (Ministry of Health, 2012) and the Mental Health and Addiction Commissioning Framework (Ministry of Health, 2016). Rising to the challenge defines the importance of generating proper infrastructure for integrating specialist services along with primary services. It also states that the New Zealand ministry will develop and operate a primary mental health and addiction service delivery framework based on the stepped care model that ensures that people immediately receive the appropriate level of care. The Mental Health and Addiction Commissioning Framework is based on the UK Guidance for Commissioners of Primary Mental Health Care Services for necessary mental health service development in New Zealand. However, UK ensures better investment in evidence based research and therapies on mental disorders than New Zealand. In addition, changes have been described in the Government policies relating to new directions to be taken by health services like community based services carried out by Non-Government Organizations (Www.tepou.co.nz, 2017). Apart from these policies, the Health and Safety at Work Act 2015 (HSWA) is New Zealands most important and foremost law on work health and safety. The main purposes of HSWA are: protecting workers against damage to their safety, health and welfare by elimination of work related risks, providing effective workplace co-operation, promotion of work health and safety among the workers and the employers, education and training in association with health and safety at wor k, implementation of enforcement and compliance measures, review of actions and development of a framework for improvements and maintenance of high standards regarding health and safety at work. According to the HSWA, various tools or approaches are available in order to ensure prevention of potential health and safety risks at the workplace. These tools are improvement, prohibition, non-disturbance and infringement notices, enforceable undertakings and prosecutions. Improvement notices are issued when there is a breach of the HSWA guidelines. A prohibition notice is issued when the workplace activity is associated with serious health and safety concerns. An infringement notice is issued when offences are carried out against the HSWA. Moreover, prosecutions are also carried out for breaches in the HSWA guidelines (Www.worksafe.govt.nz, 2017). Specific Comments I wish to raise the following matters under term of reference 1. Specific approaches needed for mental health promotion and monitoring should include better use of the available resources like increasing the number of direct service delivery to individuals and increasing the number of specialist service providers in primary care. This will result in high value for money due to the implementations of public funded mental health services. Another approach can be to carry out integrations between primary and specialist care services. This will provide the individuals with mental illness, instant access to primary care services. Integration will also ensure that the waiting times for getting specialist services will be reduced and will also enable enhanced access to specialist care services for all ages (Thota et al., 2012). Lastly, approaches should be directed towards people living in remote areas under high levels of poverty. It will also ensure specialist services for such remote com munities and will enhance the chances of getting jobs and academic opportunities for people thriving under poor socio economic conditions. Recommendations Other recommendations that can be made for improving mental health in New Zealand could be to carry out intervention strategies at an early stage with relation to the children coming from poor socioeconomic backgrounds. Early life interventions will prevent the development of mental illnesses at a later stage of life. It is necessary to limit waiting times for youth or child services and increase access to such services in case of such lower income or indigenous populations. Thus, a system-based approach can ensure the mental health benefits for the population of New Zealand. References Crengle, S., Robinson, E., Ameratunga, S., Clark, T., Raphael, D. (2012). Ethnic discrimination prevalence and associations with health outcomes: data from a nationally representative cross-sectional survey of secondary school students in New Zealand.BMC public health,Vol: 12(1), pp: 45, doi: 10.1186/1471-2458-12-45 Frasquilho, D., Matos, M. G., Salonna, F., Guerreiro, D., Storti, C. C., Gaspar, T., Caldas-de-Almeida, J. M. (2016). Mental health outcomes in times of economic recession: a systematic literature review.BMC public health,Vol: 16(1), pp: 115, doi: 10.1186/s12889-016-2720-y Fryers, T., Brugha, T. (2013). Childhood determinants of adult psychiatric disorder.Clinical practice and epidemiology in mental health: CP EMH,Vol: 9, pp: 1-150, doi: 10.2174/1745017901309010001 Galletly, C., Castle, D., Dark, F., Humberstone, V., Jablensky, A., Killackey, E., Tran, N. (2016). Royal Australian and New Zealand College of Psychiatrists clinical practice guidelines for the management of schizophrenia and related disorders.Australian New Zealand Journal of Psychiatry,Vol: 50(5), pp: 410-472, doi: 10.1177/0004867416641195 McLoughlin, A. B., Gould, M. S., Malone, K. M. (2015). Global trends in teenage suicide: 20032014.QJM: An International Journal of Medicine,Vol: 108(10), pp: 765-780. doi: 10.1093/qjmed/hcv026 Thota, A. B., Sipe, T. A., Byard, G. J., Zometa, C. S., Hahn, R. A., McKnight-Eily, L. R., Gelenberg, A. J. (2012). Collaborative care to improve the management of depressive disorders: a community guide systematic review and meta-analysis.American journal of preventive medicine,Vol: 42(5), pp: 525-538, doi: 10.1016/j.amepre.2012.01.019 Www.health.govt.nz. (2017).Cite a Website - Cite This For Me.Health.govt.nz. Retrieved 7 November 2017, from https://www.health.govt.nz/system/files/documents/publications/new-zealand-health-survey-annual-update-2012-13-dec13-v3.pdf Www.mentalhealth.org.nz. (2017).Cite a Website - Cite This For Me.Mentalhealth.org.nz. Retrieved 7 November 2017, from https://www.mentalhealth.org.nz/assets/Uploads/MHF-Quick-facts-and-stats-FINAL.pdf Www.midlandshn.health.nz. (2017).Cite a Website - Cite This For Me.Midlandshn.health.nz. Retrieved 7 November 2017, from https://www.midlandshn.health.nz/uploads/maori-health-profile-2012-v3.pdf Www.tepou.co.nz. (2017).Cite a Website - Cite This For Me.Tepou.co.nz. Retrieved 7 November 2017, from https://www.tepou.co.nz/uploads/files/resource-assets/handover-issue-27-autumn-2014.pdf Www.who.int. (2017).Cite a Website - Cite This For Me.Who.int. Retrieved 7 November 2017, from https://www.who.int/mental_health/advocacy/en/Call_for_Action_MoH_Intro.pdf Www.worksafe.govt.nz. (2017).Cite a Website - Cite This For Me.Worksafe.govt.nz. Retrieved 7 November 2017, from https://www.worksafe.govt.nz/worksafe/information-guidance/legal-framework/introduction-to-the-hsw-act-2015/special-guide/introduction-to-the-hsw-act-2015.pdf

The Ideal Dinner (Billy Corgan, Jimi Hendrix, And G. Washington) Essay

The Ideal Dinner (Billy Corgan, Jimi Hendrix, and G. Washington) If I could invite any three people to dinner, I would probably choose Billy Corgan of the Smashing Pumpkins, Jimi Hendrix, and George Washington. A strange combination to say the least, but I feel that I could learn a lot from all of them in the areas of creativity, skill, and wisdom. I would invite Billy Corgan because of the poetic lyrics in the songs he writes. He uses majestic words to describe everyday things and expresses himself beautifully, even in songs that don't sound like they would have good lyrics. I would like to know where he gets his inspiration. His lyrics do not even have to rhyme, but they flow together so beautifully, that you do not even notice. I would ask him about his future albums, projects, and ideas to gain a better understanding of poetry, lyrics, and songwriting. He is very intelligent, and I think he has a lot to share with everyone. His diversity, talent, and his ability to be ferocious and graceful at the same time would make me want to invite Billy Corgan to dinner. I would invite Jimi Hendrix because he was one of the greatest guitarists of all time, despite his drug habits. Hendrix was ahead of his time with the music he played. He introduced a whole new style of rock guitar. His lyrics were simple and were almost always about love, but his guitar talent and unique playing style always made up for it. I would love to have a jam session with him and maybe have him teach me some things I do not know about playing guitar. It would be a great honor to learn from a teacher as great as him. A lot of people would kill for a chance to do just that. His uncanny ability to play my favorite instrument, the guitar, would be plenty enough reason to invite Jimi Hendrix to dinner. My third guest would be much different than the rest. Not only because he didn't play guitar, but for the fact that he existed a couple hundred of years before either of the other two. I would invite George Washington to dinner because he was one of the founders of our country. The Constitution of the United States and other old bills are so vague, that I do not feel we have an accurate grasp of what the founders meant for our country. I would like to pick his brain and find out what he had in mind for the country that we live in. I think there would be a lot of changes in this country if he were alive today, a lot of them, quite possibly, for the better. I believe that the country is not at all what he intended it to be. I would like to know his views on God, his knowledge about law, and maybe how to win a war or two. His bravery, intellect, and wisdom would convince me to invite George Washington to dinner.

American Government essayEssay Writing Service

American Government essayEssay Writing Service American Government essay American Government essay  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Sonia Sotomayor and Clarence Thomas are two representatives of two minority groups, who have reached the Supreme Court level in their career development but, in the course of their life and career, they had to overcome numerous biases and challenges, which they confronted to reach their personal and professional success and which they described in their autobiographical books.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In fact, both books are very useful in terms of understanding the professional development and career progress of representatives of minority groups in probably the most conservative field, the US justice system. Both authors reveal the impact of their personal biases, determined by their cultural background and social biases and stereotypes, which also affected their life consistently. Moreover, both books emphasize the problem of integration of minority groups into the mainstream culture and rela ted difficulties and challenges rather than their career success. This is why books are particularly useful in terms of understanding specific issues minorities deal with in the US and give insights to how to overcome those challenges, biases and other issues that arise in face of representatives of minority groups in the US.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the lack of focus on professional challenges is the major drawback of both books. To put it more precisely, the authors fail to uncover how their minority background influenced their career development. For example, the authors do not reveal clearly whether they have faced discrimination or not. In addition, they do not provide clear recommendations on how to close gaps between the mainstream culture and minorities.Thus both books are useful in terms of the revelation of the adaptation of minorities to the life within the US mainstream culture.

The Nuremberg Laws of 1935

The Nuremberg Laws of 1935 On September 15, 1935, the Nazi government passed two new racial laws at their annual NSDAP Reich Party Congress in Nuremberg, Germany. These two laws (the Reich Citizenship Law and the Law to Protect German Blood and Honor) became collectively known as the Nuremberg Laws. These laws took German citizenship away from Jews and outlawed both marriage and sex between Jews and non-Jews. Unlike historical antisemitism, the Nuremberg Laws defined Jewishness by heredity (race) rather than by practice (religion). Early Antisemitic Legislation On April 7, 1933, the first major piece of antisemitic legislation in Nazi Germany was passed; it was entitled the â€Å"Law for the Restoration of the Professional Civil Service.† The law served to bar Jews and other non-Aryans from participating in various organizations and professions in the civil service. Additional laws during April 1933 targeted Jewish students at public schools and universities and those who worked in the legal and medical professions. Between 1933 and 1935, many more pieces of antisemitic legislation were passed at both the local and national levels. The Nuremberg Laws At their annual Nazi Party rally in the southern German city of Nuremberg, the Nazis announced on September 15, 1935, the creation of the Nuremberg Laws, which codified the racial theories espoused by the party ideology. The Nuremberg Laws were actually a set of two laws: the Reich Citizenship Law and the Law for the Protection of German Blood and Honor. Reich Citizenship Law There were two major components to the Reich Citizenship Law. The first component stated that: Anyone who enjoys the protection of the Reich is considered to be a subject of it and is therefore obligated to the Reich.Nationality is determined by the Reich and state nationality laws. The second component explained how citizenship would henceforth be determined. It stated: A citizen of the Reich must be of German blood or Germanic origin and must prove by his/her conduct that they are suited to be a loyal German citizen.Citizenship may only be conferred with an official certificate of Reich citizenshipOnly Reich citizens may receive full political rights By taking away their citizenship, the Nazis had legally pushed Jews to the fringe of society. This was a crucial step in enabling the Nazis to strip Jews of their basic civil rights and liberties. Remaining German citizens were hesitant to object for fear of being accused of being disloyal to the German government as decreed under the Reich Citizenship Law. The Law for the Protection of German Blood and Honor The second law announced on September 15 was motivated by the Nazi’s desire to ensure the existence of a â€Å"pure† German nation for eternity. A major component of the law was that those with â€Å"German-related blood† were not allowed to marry Jews or have sexual relations with them. Marriages that had occurred prior to the passage of this law would remain in effect; however, German citizens were encouraged to divorce their existing Jewish partners. Only a few chose to do so. Additionally, under this law, Jews were not permitted to employ house servants of German blood who were under the age of 45. The premise behind this section of the law was centered around the fact that women under this age were still able to bear children and thus, were at risk to be seduced by Jewish males in the household. Finally, under the Law for the Protection of German Blood and Honor, Jews were forbidden to display the flag of the Third Reich or the traditional German flag. They were only permitted to display â€Å"Jewish colors† and the law promised the protection of the German government in demonstrating this right. November 14 Decree On November 14, the first decree to the Reich Citizenship Law was added. The decree specified exactly who would be considered Jewish from that point forward. Jews were placed into one of three categories: Full Jews: those who practiced Judaism or those who had at least 3 Jewish grandparents, regardless of religious practice.First Class Mischlinge (half Jewish): those who had 2 Jewish grandparents, did not practice Judaism and did not have a Jewish spouse.Second Class Mischlinge (one-fourth Jewish): those who had 1 Jewish grandparent and did not practice Judaism. This was a major change from historical antisemitism in that Jews would be legally defined not simply by their religion but also by their race. Many individuals who were life-long Christians found themselves suddenly labeled as Jews under this law. Those who were labeled as â€Å"Full Jews† and â€Å"First Class Mischlinge† were persecuted in mass numbers during the Holocaust. Individuals who were labeled as â€Å"Second Class Mischlinge† stood a greater chance of staying out of harm’s way, particularly in Western and Central Europe, as long as they did not draw undue attention to themselves. Extension of Antisemitic Policies As the Nazis spread into Europe, the Nuremberg Laws followed. In April 1938, after a pseudo-election, Nazi Germany annexed Austria. That fall, they marched into the Sudetenland region of Czechoslovakia. The following spring, on March 15, they overtook the remainder of Czechoslovakia. On September 1, 1939, the Nazi invasion of Poland led to the beginning of World War II and further expansion of Nazi policies throughout Europe. The Holocaust The Nuremberg Laws would ultimately lead to the identification of millions of Jews throughout Nazi-occupied Europe. Over six million of those identified would perish in concentration and death camps, at the hands of the Einsatzgruppen (mobile killing squads) in Eastern Europe and through other acts of violence. Millions of others would survive but first endured a fight for their lives at the hands of their Nazi tormentors. The events of this era would become known as the Holocaust.

2-3 paragraphs Essay Example | Topics and Well Written Essays - 500 words

2-3 paragraphs - Essay Example This debate on whether viruses are living or non-living continues, and challenges our very definition of what is alive and what is not. Viruses are thought to be not alive on their own, but with a potential for life if they can find a host. All living beings have a critical complexity which lets them autonomously perform metabolic functions for their own survival and since viruses lack this critical complexity, they are on the edge of life. They are not fully alive but not completely inert either, as they can affect living beings in tremendous ways. The genetic code of the Mimivirus, for instance, is extremely complex, and makes it quite similar to parasitic cellular organisms. It is in this complexity of genetical make-up that the true significance of a virus lies, because it enables the virus to program the host cells in ways that could unexpectedly change the direction of the host’s evolution as some of the virus’s genome becomes a permanent part of a host’s genome. Some of the genomes that may seem to have come into the human genetic make-up through bacteria may have actually originated in a virus. Thus, despite being on the borderline of life, the role of viruses in living beings and evolution needs to be considered at length in order to fully understand the nature of life and its

Addiction is a Brain Disease Research Paper Example | Topics and Well Written Essays - 1250 words

Addiction is a Brain Disease - Research Paper Example This means that there are two types of addiction: behavioral addiction and substance dependence. This can be harmful for oneself and for others. Furthermore, it is important to distinguish between a habit and an addiction: a habit is what a person chooses to do, and there is no physical and physiological aspect to it, till you become so used to that substance that you cannot do without it. With addiction you also cannot survive on the same doses every time; you need to increase the dosage every time in order to satisfy yourself and you cannot stop without help. It causes many problems in every aspect of one’s life and needs to be considered. Its causes and treatments need to be laid out for better understanding. (Nordqvist, March) The prefrontal cortex is the area of the brain that allows human beings to evaluate situations, make rational decisions and control their emotions and desires. This part of the brain is still developing in adolescence and abusing it will have a very dire effect in the future. (Buljan, 2010) An addict is a person who is addicted. This person will have desires and cravings, in which he will urgently want to indulge, and usually symptoms of withdrawal accompany this feeling if he does not get the substance he craves. There are several reasons for this disease. Genetics are suspected, and so is the environment, but the new explanation that has been discovered is that it is a brain disease. (Maureen C Nash, 2011) The roles of the reward mechanisms in the brain are suspected to be involved with this disease. Dopamine systems stimulate the brain when it receives a reward be it food, or any other thing that the person likes. This is the only centre of the brain that stimulates it, and no additional centre has been found to cause addiction. Taking the substance that you are addicted to changes the wiring of your brain and you require special needs to fulfill your cravings. Dopamine is activated with the use of the substance or aspect th at you are addicted to; and this is not a natural process, but a highly unnatural one as you make your brain accustomed to the aspects that it is usually not used to, but is in fact actually sensitive to. It not only arouses your brain and rewards it but the arousal it leads to is of abnormal nature, leading to changes in the brain’s motor and cognitive abilities. Other researchers believe that what is involved in addiction includes: the medial prefrontal cortex, the hippocampus, amygdala and nucleus accumbens. There are other cortical structures involved in the rewarding centre of the brain apart from dopamine. This was shown by Hans Breiter with the help of functional magnetic resonance imaging. In simple terms, drugs such as morphine, or money, or shopping, rewards your brain and satisfies it. But if you don’t acquire them, you will experience withdrawal. This is not just the case with drugs, but also non-drug expectations. A drug will lead to ‘drug rewardsâ⠂¬â„¢ whereas a non drug will lead to a ‘non-drug reward.’ (National Institute on Drug Abuse, 2000) Positron emission tomography studies by Nora Volkrow showed that substance abusers had fewer striatal D2 receptors. There was also lower monoamine oxidase B which is important in the reward circuit of the brain in those who were addicted to smoking. This meant that more dosage was needed every time to stimulate the reward centers because addiction was reducing the enzymes needed to stimulate it. (National Institute on Drug Abuse, 2000) The brain reward system can be further extended beyond the dopamine system. The stimulation has to do with the synaptic actions when dopamine is stimulated which are affected by addiction. Since the brain is not used to such stimulation, it is required to adapt to it, a

People Attitude Towards Work Essay Example for Free

People Attitude Towards Work Essay Peoples attitude to work varies a lot i.e. in relation to the individuals personal experience and their overall perception of others (employers, colleagues) and how they are actually perceived by other people. As emphasized by various key theorists (e.g. Frederick Taylor, Maslow, Douglas McGregor etc.) discussed in Behaviour At Work element 11.1, we (people) make assumption about other people based on our own experience in that, it is a way of making sense of relating to others. We each set ourselves certain standards and expect other people to adhere to them, even though they may not share our views and have different standards for themselves. Motivation is both individual and complex and there is a difference between what motivates people to perform above average and what leads to below average performance. Douglas McGregor emphasized that managers make either theory X or Y assumptions about the way others behave. Theory X assumption includes; * an average human being inherently dislikes work and will avoid it if possible hence, these types of people must be coerced, controlled, directed or even threatened with punishment to get them to put in adequate effort at work. * an average person prefers to be directed, wishes to avoid responsibility, has relatively little ambition and wants security above any other thing. Theory Y assumptions on the other hand stresses that; * people do not inherently dislike work and that the conditions of work reflects peoples satisfaction * people will generally exercise self direction and self control in pursuit of the objective to which they are committed * people mostly learn under proper conditions, not only to accept but to seek responsibility * people are not being used by organisations to their full potential * in order to obtain commitment from employees rewards should fulfill an individuals self actualization needs Choosing either Theory X or Y has an overall effect on people, be it positive or negative i.e. there will be a tendency within an organisation for people to respond to the way they are managed thus, if employees feel that they are not being trusted, this may result in them behaving in a less trustworthy way. PEOPLES ATTITUDE TOWARDS WORK (CONT.) Conclusion: Due to the fact that there is a range of reasons why people behave differently in work situations, hence, it is unrealistic to make generalized assumption about individuals attitude to work i.e. reasons for performing better or worse than average. Behaviour of each group is most likely to be unpredictable e.g. in the case of our Young business enterprise, GNVQ group A unlike group B spent a lot of time meeting despite the fact that there was conflict between individuals, thus we all had to put personal problems aside in order to achieve the same common goal which alternatively reflects on the successful trading carried out via high level of cooperation. Peoples attitude in a particular organisation can be measured by implementing techniques such as; * Preparation of questionnaires which is distributed to a certain number of selected individuals in a particular organisation. (Ref. example of questionnaire which may be used by organisations appendix 1) * Face-to-face interviews this refers to actually forming a one to one communication strategy which deals specifically with obtaining necessary information on employees general attitude towards their work and what motivates them to work harder and effectively. Face-to-face interviews are mainly used to obtain a direct response from the people affected by each policy thus, generating a more realistic subjective view of the employees involved as opposed to making an assumption. Some of the questions which can be included while carrying out an interview are as follows; (1) Can you describe any job you have held where you were faced with problems and pressures which tested your ability to cope? (2) Can you give me an example of a time when you had to conform to a policy with which you did not agree? (3) What stimulates you in your work and how does this motivate you? (4) Would you be willing to work in a position where you are expected to make decisions and how will you conduct yourself? (5) How do you feel about the way you are managed by your superior and what will contribute to you working even better? * Surveys surveys takes different forms depending on the level of workers which are being examined. It can also be seen as a combination of the methods mentioned above i.e. in generating more response so as to obtain an overall result i.e. a more factual information regarding employees, which can obviously be relied on. (Ref. Example of a personnel performance indicator which can be used in highlighting peoples attitude to work appendix 2) (Appendix 1) Questionnaire (1) Would you consider yourself satisfied with the level of responsibility your job involves? Yes[] No[] (2) What motivates you to work? Money[] Promotion[] Job security[] Other . (3) How would you describe you working condition? V. good[] Good[] Average[] Below average[] (4) Do you like working as a group[] ; individually[] ; or both [] (5) Would you like to be included in decision making or quality circle? Yes[] No[] Dont know[] (6) What do you enjoy most in doing your job? .. (7) Have you had any complaint in relation to your level of participation in your job? Yes[] No[] If yes, how do you view this .. (8) How well do you deal with criticism? V. well[] Average [] Below average[] (9) Does criticism affect your overall performance? Yes[] No[] (10) Would you consider yourself Highly motivated[] Easily motivated[] Not easily motivated[] Dont know[] FACTORS AFFECTING MOTIVATION Peoples level of motivation is affected by certain issues, which may lead to an extensive breakdown in communication within an organisation due to lack of cooperation between employees and employees or employees and employers. These factors includes; * Hierarchy of needs this inter relates to Maslows theory of human behaviour i.e. that individuals have five level of needs which they sought to satisfy. The human needs as established by Maslow states that the lowest of our needs include the basic physiological need for food, drink and shelter, once it is satisfied, individuals then needs to protect himself/herself against danger, threat and deprivation thereafter the levels of needs rise through social needs, need for self esteem and status to the need for self actualization. This affects motivation on an individual basis i.e. an individual may focus on each step before actually moving towards self actualization thus, if he/she is not completely satisfy on any of the stages the person tends to struggle a lot in working to his/her best ability this may not be the case for lots of other people. Maslows Hierarchy of Needs Self actualization (the need to do the work we like) Esteem (the need to feel worthy and respected) Social needs (the need to be liked/loved and to be a member of a given group) Security (the need to feel safe and secure) Survival (the need to stay alive, to eat, to drink, sleep and reproduce) FACTORS AFFECTING MOTIVATION (CONT.) * Job Satisfaction this affects the way in which people feel about their work in terms of achievement or recognition from others, the work involved, level of responsibility, opportunities for advancement, company policy and administration, supervisions, salary, interpersonal relations and working conditions. In the case where these are not dealt with in a constructive manner, it may give rise to a high level of dissatisfaction at work which may in turn lead to persistent lateness or absenteeism, below average performance and real or imagined illness on the part of workers i.e. due to a downfall in level of motivation. * Challenge if the work involved is not challenging enough for certain employees, it may lead to low staff morale that is, workers may not feel the need to give the job their absolute best. On the other hand, if the job is too broad compared to a relatively low number of employees, it may also have the same negative effect in motivating the workers. * Motivators such as: reward, training, promotion etc. If these motivators lacks in an organisation, workers tend to feel that their needs are not being catered for, hence, developing a negative attitude towards employers which alternatively affect the level of work which is put into the organisation i.e. workers in this situation will only work because they feel the need to work not because they want to work. However, in order to get employees fully involved, various kinds of motivators e.g. shared ownership, cash bonuses etc. should be introduced to commend hard working employees thus, serving as a source of motivation in that people actually perform better when they are willing to work so as to meet a certain target rather than employers forcing work on them because they have to. * Career Development this proves vital in maintaining or improving the level of staff motivation in that, people like to think that their hard work will pay off well as opposed to go unrecognized thus, if there is an opportunity for career development, workers tend to perform well so as to develop their individual skills and at the same time climb up the management ladder. In a situation where it is the opposite, it may lead to a wide spread low morale amongst employees. * Level of Expectancy this may have an overall effect on an individuals attitude towards work i.e. in relation to the expectancy theory developed by Victor Vroom, for example, an individual may respond in a positive way to a high level of expectancy from employers while another employee of the same calibre breakdown under pressure thus, it all boils down to an individuals desire for something in relation to the persons estimation of how likely it can be achieved. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE As established by Frederick Taylor (1947) what the workforce want from their employers beyond anything else is high wages and what employers want from their workforce most of all is low labour costs the existence or absence of these two elements forms the basis for either a good or bad management. The major factors which makes people feel satisfied with their job and motivates individuals to work effectively includes; high level of achievement, recognition, opportunities for advancement and responsibility as well as the actual content of the work which is being carried out. On the other hand, factors which affects employees adversely and which lead to high level of dissatisfaction with their individual tasks include negative company policy, low level of salary and benefits, interpersonal relations and the overall working conditions (as described earlier). The following motivators are required so as to encourage individuals to work harder thus, enhancing the workers individual performance; * Autonomy this refers to the amount of freedom and discretion an individual can exercise over a certain job, this gives the worker a higher level of responsibility providing that the person wants and can cope with the responsibility. This will boost an individuals self-reliance thus, being able to meet target more effectively. Although some people prefer jobs with low level of responsibility, this is often common when people have a highly complex and demanding life outside work. However they are not likely to be high achievers. * Praise workers generally feel the need to be praised for hard work hence, serving as a motivator in encouraging the particular worker to keep doing a specific task to his/her best ability. Praise actually has an overall effect on the quality and quantity of goods and services produced, so therefore it is vital for employers to recognize and commend a high quality work. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE (CONT.) Delegating this motivates people to work harder in that, it also involves giving workers more responsibility for the tasks they carry out. Delegating is used in a situation where by the particular job holds certain responsibilities, but additional responsibility is giving through delegation, this may help in providing more time for more important tasks, thus, helping in increasing an individuals job satisfaction. Reluctant or poor delegation can be worse than no delegation at all, hence, this is why most employers tend to delegate trustworthy employees to carry out certain tasks. Delegation also helps in meeting target, improving cooperation between staff and employer, and improving the quality and quantity of work carried out. * Shared Ownership shared ownership schemes proves to be very successful in motivating workers in that, employees handle tasks more efficiently due to the fact that they also have a stake in the company hence, people tend to work very well if there is some kind of benefit to derive from their hard work on the long run. The introduction of shared ownership enhances general individual performance i.e. people tend to be self reliance thus, meeting targets, encouraging and maintaining good relationship with co-workers and employers which in turn helps in developing and delivering good quality of work (high standard) as well as improving the quantity of work achieved. * Quality Circle the implementation of quality circle serves as a motivator because it makes employees feel more involved in all the aspects of product development. Quality circle is usually set up to tackle a particular project where quality improvement is necessary therefore, making it easy to recognize each teams ability and alternatively rewarding individual teams for the level of work they put in improving the quality and the amount of goods actually produced. EFFECTS OF MOTIVATORS ON INDIVIDUAL PERFORMANCE In an event whereby employees needs are catered for promptly and effectively, organisations can benefit a great deal. For instance, in order for quality circles to be successful, quality improvement programmes needs full commitment from employees. The motivators discussed earlier helps in; * enhancing employees commitment to a particular organisation thus, being more reliable in performing tasks individually as well as part of a team. * boost loyalty the level of employees loyalty will be improved if they are being treated with respect they deserve e.g. if employees are offered shared ownership of an organisation as a reward for hard work, the employee will be willing to stay loyal for a long period in that, the employee will be obliged to support the particular organisations internal and external activities i.e. outside and within the organisation. On the whole, these motivators helps in providing opportunities for increased skills, flexible working and individual development. Motivators also provide social companionship and a sense of pride in the overall working relationship in regards to achievements derived from motivating workers in the correct manner. Further Analysis: GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION It is essential that the reward strategy adopted by employers fulfills employees needs i.e. if motivation to work is to be maintained or increased, it is necessary that an individual is convinced that by putting in extra effort at work, his/her performance will be improved and that the reward he/she values will be forthcoming. In order to gain employee cooperation, employers focus on motivating employees in various ways depending on the organisation involved, some of the methods used in achieving this are as follows; * Job Security by providing a secure job opportunity, workers will have the opportunity for career progression, therefore, they will feel motivated to work hard so as to get on. A major example of this relates to the Japanese economy that is, because employers often offer a job for life to potential individuals thus, they tend to expect a high degree of loyalty from their workers as well as commitment to work to the very best of their ability. * Merit Rating this refers to recognizing an individuals performance and selecting personal qualities which an organisation believes to be important and assessing these qualities hence, giving the organisation an overall idea on how to reward individual performance effectively. (Ref. Merit rating form appendix 3) * Appraisal this is also used to pin point performance, appraisal is needed for assessing the performance of an individual in discharging specific responsibilities and/or the potential performance of the individual in other roles. Appraisal often involves assessing both job performance and personality characteristics relevant to the particular job. Performance appraisal is an extension and development of merit rating, it may or may not be used as a basis for increase in salary (performance related pay). GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) An example of appraisal of an employee may take the form below; Job Knowledge and Technical Ability Comments Exceptional Good Satisfactory Marginal Inadequate Energy and Application Comments Exceptional Good Satisfactory Marginal Inadequate Organizing Ability Comments Exceptional Good Satisfactory Marginal Inadequate Overall Assessment 1. Reserved for employees whose distinguished performance is clearly obvious to all. 2. Seasoned employees whose performance is noticeable better than satisfactory. 3. Satisfactory 4. Performance close to being satisfactory but needs further development. 5. Performance clearly below the accountability level required for a certain task or set of tasks (this may include newcomers). 6. Totally unsatisfactory (Ref. Performance Appraisal by: T.L . Whisler and S.F . Harper, research and practice by: Holt, Rinehart and Winston) GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) * Incentive Schemes this may be used to gain cooperation due to the fact that it is a valuable motivator. Incentive schemes means the payment to employees of a regular bonus related to productivity, this is designed to encourage employees to cooperate with management in raising productivity and the overall performance of the organisation. This emphasizes the relationship between performance and payment, in that money remains a major motivator in enhancing growth in the level of work performed. * Management By Objectives this focuses on increasing workers performance by agreeing individual objectives with managers and measuring progress by the degree of attainment of the objectives i.e. management by objectives involves setting specific organizational objectives for a future time period. This is a mutual setting of objectives between each position holder and his/her supervisor and the use of the objectives as standards for evaluating the employees performance. MBOs are used in gaining cooperation in regards to employee and employer relationship that is, employees will respond a lot better to discussions rather than orders/commands. POTENTIAL BENEFITS REGARDING GOOD COOPERATION As established by Frank Herzberg (1968), increased job satisfaction will not always result in increased performance but nevertheless increasing the level of job satisfaction within an organisation has lots of advantages i.e. in relation to the organisation, the managers and each individual employee. Potential benefits Potential benefits to employees to management * more interesting work Through better Through increased * scope for development working methods motivation * more autonomy * companionship and team pride * share in any benefits to employers * better quality * reduced absence * lower turnover * more flexibility * higher productivity Potential organizational benefits * high level of commitment to the organisation * improved industrial relations climate * organisation growth This table lays emphasis on improving job design and work organisation to meet individual needs. (Ref. The effective manager, book 4, open university, 1990) POTENTIAL BENEFITS REGARDING GOOD COOPERATION (CONT.) Benefits which are derived from successful communication between employers and employees includes; Organizational Benefits: * In a situation whereby employees are satisfied with the work they perform as well as their working environment, employees tend to identify more closely with the actual organisation. * Employees who are committed to the organisation are likely to work harder towards organizational goals, seize opportunities, contribute new ideas and act as good public relations officers for their employer. * Effective communication within an organisation will also give rise to less chance of industrial disputes in that, employees will have little or no dissatisfaction and the organisation as a whole can therefore expect to survive competition and prosper. Management Benefits: * If workers are highly motivated, managers will be able to expect better quality performance. * The symptoms of dissatisfaction i.e. absenteeism and illness will be minimal or not present hence, the management will be able to discover that staff are willing and able to perform a range of tasks if their individual skills and abilities are fully developed. On the long run, this benefit will lead to improved productivity and better quality service. Individual Benefits: * If a person with certain skills and abilities finds his/her job suited to the qualities he/she possess, the work the individual participate in, will become more interesting and therefore less likely to produce stress or dissatisfaction. * A job which involves various source of motivation i.e. providing an individual with a scope for development, this will be encouraging to the individual, hence, the particular person will then be able to focus on opportunities for improvement and advancement. On the whole, the level of advantages of job satisfaction outweighs its disadvantages hence, in a situation whereby everybody works hand in hand with a view of a common interest i.e. putting aside personal differences, the organisation tend to survive on the long run the young business enterprise group A is a perfect example to qualify this statement. CONCLUSION: Motivation in Regards to Group Development In order for people to get along well enough as a group so as to be able to benefit the business as a whole, motivators such as praise, autonomy, giving ideas, feedback and so on was implemented in that, for us to achieve each group development stage effectively before moving to the next important stage, it is vital for each group member to deal with the tasks given to the best of his/her ability. * Praise this was used indirectly at regular intervals, so as to show an appreciation for a good level of effort put in by each group member. * Autonomy enough opportunity was given to each group member to work on certain tasks as an individual thus, giving the person overall responsibility without too much questioning. * Giving Ideas each group member was involved in the initial brainstorm for the product ideas as well as designs to be produced and each and every idea brought forward was welcomed and discussed in further depth hence, making each group member feel as part of the business which alternatively led to intense commitment. * Feedback people need to know whether they are performing their jobs satisfactorily, they need praise for doing things well and they need help and advice if they are not performing up to standard, this is achieved through feedback during business meetings. This is used to the advantage of the business venture, in that, people who are not pulling their weight (contributing) were told directly by group members to do so, thus, giving rise to people actually performing much better in some cases and no apparent change in other cases. On the whole, the level of motivational skills applied to the business venture proves to be effective for the individuals within the group as well as in the general group development.