Personal Experience Assessment What Is A Dietician

Dietician Assessment What is a dietician? The role of a dietician consists of them using their understanding of nutrition and the science of the body to provide individuals with guidance on how to lead a healthy lifestyle. By advising their patients, they also prevent them from getting fatal diseases or illnesses such as heart disease and diabetes. What do they do? Dieticians promote the well-being of others to insure that they have fit health. They apply their knowledge of nutrition in their everyday work as they work with patients that have been recommended by doctors. Dieticians also offer treatment for the diseases their patients suffer from and then give a diagnosis. The†¦show more content†¦They also need to concentrate as they need to do tests such as BMI to give you some indication of your current state. People skills are important as you need to able to communicate with patients. How does a dietician use scientific skills? (Scientific knowledge used in the investigation (links with last unit) A dietician also uses scientific skills such as their understanding of the body to give individuals the best guidance they can provide. Their scientific skills and knowledge of the body help them give patients the right medical advice. For example from their understanding of the balanced diet they could and the patients BMI helps them suggests ways in which the person could improve their diet. As you’ll be working narrowly with patients one-to-one, you must show them that you’re reliable and have a professional assertiveness towards them. Purpose of the NHS The NHS (National Healthcare Service) was established in 1948 by the labour government, it’s a free health service with the goal of bettering the health of individuals who live in the UK. This programme is financed by the taxes that the state pays, so everyone is entitled to receive healthcare from the NHS. They aim to deliver great quality healthcare for everyone as they want to ensure the security of their wellbeing. Their facilities cover everything from routine

Generalist Social Work Practice Methods - 771 Words

Generalist Social Work Practice Methods has been an informative course and highly addresses a lot of skills that we will use during our social work careers. Through learning different assessment models, identifying different crisis situations, and discussing several different populations that we will work with in the future, I was able to self-reflect on my own personal values and ethics that will allow me to grow as a Social Worker. Within the 7 weeks of this course, completing journals that address the topics that were discussed in class was helpful to reflect on my experiences and identify my strengths, as well as weaknesses, that I can continue to work on to better myself. In the few week of class, we completed an inventory of our attitudes and reflected on the NASW Code of Ethics. Being a social worker, knowing the ethics we follow is something that needs to be aware of at all times. There will be many different situations that we are put in where we question what the right solu tion is. Having so many gray areas in this field and not always having one right answer, it can be challenging to put our own opinions aside. One thing that was drilled in to our brains during this section was â€Å"consult, consult, consult†. When we find ourselves struggling to find the right answer, the best way to figure it out is to talk to co-workers or supervisors to ensure that the client’s needs come first and that our ethical duty is being met. A positive strength that I have as a socialShow MoreRelatedEssay about The Generalist Practice: A Balance of Art and Science1515 Words   |  7 Pagesassess the most suitable methods for promoting the overall well-being of the individuals, groups, communities, and organizations in the macro environment. 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Aspiring to Leadership for Facilitators and Barriers- Block & Quayle

Question: Discuss about the term of Aspiring to Leadership for Facilitators and Barriers? Answer: Introduction The assignment seeks a deep insight on the structure and culture of BQ and its influence towards employee motivation and engagement. The study would reflect the important management and leadership styles that are identical for organizational productivity. The learner would implement motivational theories and strategies for influencing the performance of the employees. The technological aspect of the management is also taken into consideration with special impetus on lateral thinking and creative application. Identification of the current culture and structure at BQ BQ plc, originally referred as Block Quayle is a British multinational DIY and Hom improvement retailing company with its head quarter in Eastleigh, England, United Kingdom. The culture and structure of the organization revolves around its broadening diversity policy. The organization had certain concerns about the ageing population, shortage of lager and enhanced competition amongst the employers for recruitment of younger workers. The organization selected some older employees with the notion that they are more hard working and loyal towards the organization (Bush 2015). Similarly, the younger employees were more tech-savvy in nature. The relationships between the elder and older employees were at stake, especially when the younger employees had authority. There further criticism about the older employees due to frequent absenteeism and physical inability. Comparison of culture and structure with another organization and demonstrating the impact on its performance in light of broadening diversity policy Travis Perkins Plc and BQ are archrivals in the competitive market of UK. However, the working culture and structure of the organizations are totally contrasting to each other. While both the organization practice a diverse workforce culture, the employees of Travis Perkins Plc does not get to interact directly with the hierarchy of the organization. The administrative rules are very strict and an employee does not have any role in the decision-making process (Fishleigh 2013). While the salary package is quite high, extended work pressure and ill treatment of the employees have bought the organizational culture under scanner in numerous occasions. The high authorities prioritized their favorites and bullied the new comers in the organization. This scenario has enhanced the attrition rate of the organization off late. The working atmosphere is toxic in nature comprising of wannabe managers. On the other hand, although BQ had concerns about the ageing population, yet the organization did not discriminate amongst the employees (Goodall 2013). There was a proper flow of information amongst all forms of management and employees worked in a friendly environment, where they could share their innovative thoughts and creative ideas without any hesitation. The leaders were supportive in nature and always aimed to motivate the employees at work. Factors influencing individual behavior at work to BQ diversity policies The organization implemented diversity policy in the working environment, concentrating on the fact that there is free flow of information amongst all forms of management. The organization engaged individuals coming from diverse cultures. Disabled employees are also included to the employment charts. The organization gave in house-training, apprenticeships and qualifications to the employees and featured them consistently on the advertising campaigns. The employees had a strong involvement in the decision-making process and could communicate directly with the chief executive through effective communication channels (Guivarch and Hallegatte 2013). The structure of the organization was hierarchical in nature, yet the diversity managers could directly interact with the chief executive. BQ ran an employee recognition scheme and was transparent about the functions and operations of the organization through video presentations. Examining the effectiveness of leadership and management style at BQ Successful managers and leaders acts as a life wire of the organization for gaining supremacy in the competitive market. The managers and leaders of BQ always motivate, inspire and engage the employees for enhancing their performance in a successful manner. The managers of the organization follow a permissive and reactive management style at the work place. The permissive management style helps the employees to feature in the advertising campaigns and decision-making process of the company (Emira 2013). The managers assist the employees at every possible step and remove all the obstacles that could hinder the performance of the employees. The reactive management style helps in combating the various problems as it comes. This type of management style allows the manager to assess the conflicting situations quickly and provide instant solutions by making effective utilization of the available resources. The reactive managers of BQ help the organization to be flexible in nature and addre ss any issues without much hesitation. The management follows transformational and participative leadership style at the workplace. The participative leadership style of allows the employees to take part in vital organizational operations, but the final decision lies with the participative leader. This type of leadership style is usually helpful for higher management, when they need to take crucial decisions (EL-Annan 2015). The transformational leadership style exhibits high level of communication between the employees and management for achieving the objective oriented outcomes. The leaders of BQ motivate the employees of the organization through effective communication and visibility to enhance their performance in a successful manner. Comparison of leadership and management styles in another organization The management and leadership style of Travis Perkins Plc contrasts from that of BQ in the competitive market. While BQ follows transformational and participative leadership style, the latter one is more comfortable with transactional and autocratic leadership mentalities. The managers implementing the transactional leadership style rewards or punish employees of the organization depending on the achievement of targets. The managers of Travis Perkins Plc prioritize certain employees over the other (Bush 2015). The autocratic style is also prevalent in the organization where the managers take the decisions on their own without the consent of the employees. In case of BQ, the employees take active participation in deciding organizational procedures and operations. Furthermore, the employees are not bullied by the hierarchy, as is the case Travis Perkins plc. In contrast to B Q, the management incorporates the autocratic and predictive management style. While autocratic management style received several criticisms regarding autocratic management style, it gained several accolades and recognition for its application in predictive management. Predictive management helps the organization to preserve their resources by diagnosing the problems at an early stage. The reactive management style of BQ may drain organizational economy, whereas, Travis Perkins Plc made a smart move by taking precautions on an early basis for diminishing chances of error in a successful manner. Supporting the leadership and management style of BQ by organizational theory The ability of the leader and the manager to lead and manage is contingent upon various situational scenarios, which also takes the preferred style of leadership and management, behavior of the followers and other factors for gaining supremacy in the competitive market. The contingency theory refers to a set of behavioral patterns stating that there is no particular ways of leading and managing employees (Hess and Bacigalupo 2014). A leadership or a management style, which finds success in one situation, may sound very irrelevant in another situation. For example, a manager of BQ may be effective in handling the employees during a productive session, and fail to address the same employees at times of crisis. Therefore, situational factors, the tempo of the environment and the motive of the followers are identical for the implementation of efficient management and leadership capabilities. Relevant theories of Leadership and Management There are various relevant theories of leadership and management that are crucial for extracting optimum performance from the employees. The managers of BQ implement systems theory by identifying the various schemes and structure that may affect the employee and how the employees reciprocate in return. Changes are uncertain and constant in the organization. As the organization is growing in the competitive market, there are viable complexities and changes in the structure and operational segments of the organization. There the chaos theory comes into play, which states that certain changes are inevitable and as time passes by it would continue to evolve and change. When the employees of BQ under perform at regular intervals, the leaders implement powers and influence theories to get things done in a forceful manner under strict rules and regulations (Hope 2014). The implementation of trait theories takes active participation for identifying leadership qualities in individuals such as empathy, decision-making skills, assertiveness, likability etc. Range of theories and source of information to demonstrate approaches in other organizations The application of Theory X and Theory Y is quite prevalent in the working culture of Travis Perkins Plc. The managers feel that certain employees are less ambitious in nature and require incentives to enhance their performance lean towards Theory X management style. The managers following the Theory Y leadership style believes that employees have talent and could take up the responsibility to enhance the productivity of the organization. The Theory X managers apply authoritarian leadership style on the new comers and encourage participation in decision-making from the favorite employees (Kay 2013). In case of Agros Limited, the management follows the behavioral theory of leadership by appreciating employees who abide by the rules and regulations of the organization and scolding the ones who cannot achieve targets and lacks punctuality while attending crucial meetings. Another competitor of BQ , Homebase Limited implements the full range theory of leadership by enhancing the motivati on and morale through connection of employees identity sense to a project or collective identity of the organization. Impact of leadership style on different motivational theories at the workplace The leaders of BQ follow the participative and transformational leadership style, which a huge impact on the motivational theories has implemented at the workplace. The management implements the Herzberg Theory of Motivation at the workplace. There are certain job factors that initiate satisfaction, while others prevent dissatisfaction from the employees. The hygiene and motivation factors of finds its application from the practice of transformational and participative leadership style in the organization (Levasseur 2013). The hygiene factors tend to satisfy the employees for charter version, while the motivational factors spread an element of motivation and togetherness amongst the employees. The managers and leaders of the organization always tend to motivate the employees in order to enhance their performance in an effective manner. The management also implements the equity theory to engage the employees of the organization .According to this theory; it is not the actual rewards that motivates, but the perception matters. For example, if an employee gets 25% hike on his salary along with his teammates, it gets motivated even if he worked harder than his colleagues did. However, the same employee would get de-motivated, if his colleague gets 30% hike in his salary, despite being less productive in nature (Liasidou and Antoniou 2015). The management always identifies the deserving ones and rewards them according to their merit. Possible effects of motivational strategy and recommending the most appropriate one The management often implements various strategies for motivating the employees of the organization. The motivational strategies of the organization usually comprise of quality of supervision, organizational policies, physical working conditions, interpersonal relationship and security of jobs. In the context of BQ, the organization is very much fluent in these departments, allowing an organization to ensure long-term sustenance in the competitive market (Mbokazi 2015). However, the management must focus on other motivational strategies such as incentives, performance appraisal, promotions, personal growth and corporate training for motivating the employees on a better note. Extent to which the motivational theories would be able to assist the managers and relative limitations The application of two factor theory of motivation and equity theory assist the managers on numerous occasions. Upon motivating the employees, they gave extra effort in order to reflect on the profit margin of the organization. The application of the motivational strategies would present a positive atmosphere in the working environment and allow the employees to resolve the issues with a collaborative approach. The two-theory of motivation have its barriers, as they are unable to handle situational variables at times. The motivational theory implemented by Herzberg stressed more on satisfaction and ignored the productivity of the organization (Putta 2014). Therefore, BQ lacks comprehensive measurement of productivity in their organization, despite the fact they motivate their employees in a successful manner. The organization also implemented the equity theory for motivating their employees, which is not free from biasness, as it is in association with the natural reaction of the employees. Apply theories about the nature of groups and group behavior. Also evaluating factors that could hinder or influence effective teamwork BQ consists of various groups in its diverse workforce culture. At times, the groups comprised of normative views, which stated about the organization of groups and the relative actions that were carried out. The group dynamics of the organization referred to various techniques in relation to the internal nature of the groups. The employees of BQ usually comprise of two types of groups- formal groups and informal groups. Formal Groups: Formal groups are prepared by organizations to conduct a particular task. The groups usually comprise of a formal structure, designated for a particular specification of work. The attributes of formal groups usually comprise of a sense of identity, loyalty to the groups and purpose leadership qualities (Vance 2012). Informal Groups The employees themselves execute these types of groups. However, it does not comprise of any formal structure Focus on Goals, compensation of employee efforts; communication skills and ability of dealing with conflicts are the essential factors that could influence teamwork in the organization. Similarly, wrong interpretation of management styles, impact of change and lagging on a common goal hinders team performance at BQ. Evaluating the possible impact of technology on team functioning at BQ The advent of technology has a huge impact on team functioning at BQ. In the contemporary scenario, the advent of technology allows the organization to gain supremacy in the competitive market. The organization makes changes and updates their systems according to the changing taste and interest of the consumers. The basic technological aspect that has improved team functions comprise of email, mobile phones, groupware and computers. The advancement of technology is very much essential for teams to provide effective services to the consumers in a timely manner (Kay 2013). Therefore, the organization takes active participation in recruiting younger talents who are Tech- savvy in nature. Examine the technologies developed at BQ The intelligent control system refers to installation in more than 50 BQ stores within the country. Lighting is the main cost factor involved in the organization. The LiGO system assumes total control by setting lighting systems in a successful manner. At the beginning of trading, the stores implement day light control with the LiGO sensors handling relative aisle to the expected level. Upon installation of energy-efficient light fittings handled by the LiGO system, the organization experienced reduction in energy savings, which accounts for financial savings in a economical year. Application of creative and lateral thinking regarding how technologies could further promote team functioning at BQ The organization aims to recommend certain technologies for promoting team functioning in the competitive market. The application of programmed thinking and lateral thinking would assist the management to build a successful team for BQ. The inclusion of good pattern recognition would assist the situations at a relative faster rate. The lateral thinking of the management would assist in providing original solutions to the rising issues of the organization. The thinking of the management is logical and disciplined by nature, which allows them to ensure quality products and service excellence. The employees of the organization implement creative thoughts and innovative ideas for ensuring successful functioning of teamwork at BQ. Conclusion On the contrary, it concludes that B Q implements effective management and leadership styles for gaining supremacy in the competitive market. The organization exhibits a diverse working policy, which allows the employees to participate in the decision-making process. The management are very much cordial towards the employees and always provide assistance regarding any conflicts rising in the organization. The advents of LiGO technology have assisted the organization to conserve energy. The organization is looking forward to enhance their abilities through application of technological implosion and lateral thinking. Reference List Bush, T., 2015 aspiring to leadership: Facilitators and barriers. Educational Management Administration Leadership, 43(6), pp.855-860 Bush, T., 2015 Teacher leadership: Construct and practice Educational Management Administration Leadership, 43(5), pp.671-672 Bush, T., 2015 Understanding instructional leadership Educational Management Administration Leadership, 43(4), pp.487-489 EL-Annan, S., 2015 The Relationship between Project Manager Skills and Leadership Skills in the Workplace British Journal of Economics, Management Trade, 8(1), pp.8-18 Emira, M., 2013 Support staff leadership: Opportunities and challenges. Leadership, 9(1), pp.23-41. Fishleigh, J., 2013. Soft Skills: a Valuable Business Tool or Just Psychobabble?. Legal Information Management, 13(04), pp.251-255 Goodall, J., 2013. Recruit for Attitude, Train for Skills: Creating High Performing Leadership Teams. Educational Management Administration Leadership, 41(2), pp.199-213 Guivarch, C. and Hallegatte, S., 2013. 2C or not 2C?. Global Environmental Change, 23(1), pp.179-192 Hess, J. and Bacigalupo, A., 2014. Enhancing Management Problem-Solving Processes through the Application of Emotional Intelligence Skills Journal of Management Policies and Practices, 2(3) Hope, J., 2014. Improve your knowledge, skills with new enrollment management book. Enrollment Management Report, 18(10), pp.1-5 Kay, J., 2013. Management skills - Rein in your inner chimp. Nursing Management, 20(4), pp.11-11 Levasseur, R., 2013. People Skills: Developing Soft Skills A Change Management Perspective Interfaces, 43(6), pp.566-571 Liasidou, A. and Antoniou, A., 2015. Head teachers leadership for social justice and inclusion School Leadership Management, 35(4), pp.347-364 Mbokazi, Z., 2015. Dimensions of successful leadership in Soweto township secondary schools =Educational Management Administration Leadership, 43(3), pp.468-482 Putta, S., 2014. Improving Entrepreneur's Management Skills through Entrepreneurship Training Jour. Comm. and Manag Thou 5(3), p.459-478 Vance, C., 2012. Assurance of Learning in Ethical Decision-Making Skills Journal of Management Inquiry, 22(1), pp.140-140

The Holocaust Was A Tragic Point In History Which Many People Essays

The Holocaust was a tragic point in history which many people believe never happened. Others who survived it thought it should never have been. Not only did this affect the people who lived through it, it also affected everyone who was connected to those fortunate individuals who survived. The survivors were lucky to have made it but there are times when their memories and flashbacks have made them wish they were the ones who died instead of living with the horrible aftermath. The psychological effects of the Holocaust on people from different parts such as survivors of Israel and survivors of the ghettos and camps vary in some ways yet in others are profoundly similar. The vast number of prisoners of various nationalities and religions in the camps made such differences inevitable. Many contrasting opinions have been published about the victims and survivors of the holocaust based on the writers' different cultural backrounds, personal experiences and intelectual traditions. Therefore, the opinions of the authors of such books and entries of human behavior and survival in the concentration camps in Nazi-occupied Europe are very diverse. The Survivors of the Holocaust: General Survey Because the traumatization of the Holocaust was both individual and collective, most individuals made efforts to create a "new family" to replace the nuclear family that had been lost. In order for the victims to resist dehumanization and regression and to find support, the members of such groups shared stories about the past, fantasies of the future and joint prayers as well as poetry and expressions of personal and general human aspirations for hope and love. Imagination was an important means of liberation from the frustrating reality by opening an outlet for the formulation of plans for the distant future, and by spurring to immediate actions. Looking at the history of the Jewish survivors, from the beginning of the Nazi occupation until the liquidation of the ghettos shows that there are common features and simmilar psychophysiological patterns in their responses to the persecutions. The survivors often experienced several phases of psychosocial response, including attempts to actively master the traumatic situation, cohesive affiliative actions with intense emotional links, and finally, passive compliance with the persecutors. These phases must be understood as the development of special mechanisms to cope with the tensions and dangers of the surrounding horrifying reality of the Holocaust. There were many speculations that survivors of the Holocaust suffered from a static concentration camp syndrome. These theories were proved to have not been valid by research that was done immediately after liberation. Clinical and theoretical research focused more on psychopathology than on the question of coping and the development of specific adaptive mechanisms during the Holocaust and after. The descriptions of the survivors' syndrome in the late 1950's and 1960's created a new means of diagnosis in psychology and the behavioral sciences, and has become a model that has since served as a focal concept in examining the results of catastrophic stress situations. After more research was done, it was clear the adaptation and coping mechanisms of the survivors was affected by the aspects of their childhood experiences, developmental histories, family constellations, and emotional family bonds. In the studies and research that were done, there were many questions that were asked of the subjects: What was the duration of the traumatization?, During the Holocaust, was the victim alone or with family and friends?, Was he in a camp or hiding?, Did he use false "Aryan" papers?, Was he a witness to mass murder in the ghetto or the camp?, What were his support systems- family and friends- and what social bonds did he have? These studies showed that the experiences of those who were able to actively resist the oppression, whether in the underground or among the partisans, were different in every way from the experiences of those who were victims in extermination camps. When the survivors integrated back into society after the war, they found it very hard to adjust. It was made difficult by the fact that they often aroused ambivalent feelings of fear, avoidence, guilt, pity and anxiety. This might have been hard for them, but decades after the Holocaust most of the survivors managed to rehabilitate their capacities and rejoin the paths their lives might have taken prior to the Holocaust. This is more true for the people who experienced the Holocaust as children or young adults. Their families live with a special attitude toward psychobiological continuity, fear of separation, and fear of prolonged sickness and death. The experience of the Holocaust shows how human beings can undergo extreme traumatic experiences without suffering from a total regression and without losing their ability to rehabilitate their ego