Workplace Health, Safety & Welfare Coursework Example | Topics and Well Written Essays - 1000 words

Workplace Health, Safety & Welfare - Coursework Example The suitability of things to everyone is ensured by these regulations. This involves making parts of the workplace such as passageways, lavatories, stairs, particular doors, showers, and workstations accessible to those with disabilities. The major focus of workplace health, safety and welfare are on concerns such as the improvement of the work and its environment for conduciveness in relation to health and safety, the promotion ad maintenance of the health of workers and their capacity to work, and the development of cultures of work, working organizations in a direction supporting safety and health in the workplace as well as promoting an optimistic smooth operation and social climate which may eventually enhance their undertakings in terms of productivity. The working culture concept here means the reflection of an essential system of value that is adopted by the concerned undertaking. The mentioned culture if reflected in practice of the personnel policy, managerial system, train ing policies, principles of participation, and the quality management of the employee undertaking. Generally, the primary reasons why employers have no choice but to adopt the workplace safety, health and welfare regulations include: moral reasons like the unacceptability of placing the safety and health of people at risk, reasonable care duty owed to people, the attitude of society to the moral obligations, and making cases of morals to the senior management; legal reasons which may result into compensatory as a result of law effects, punitive, prevention of the effects of the law; and the economic reasons including both the indirect and direct costs that are associated with the safety... The paper describes the importance of all areas of work. The general guidance on workplace safety is applicable on particular subjects such as temperature, ventilation, cleanliness, lighting, workstations and seating, room dimensions, falling objects, floor conditions, translucent and transparent doors, windows, gates and walls, ventilators, escalators, skylights, washing facilities, and sanitary conveniences among other matters. The requirements under the regulations demand that the employers perform a general duty of ensuring that the health, safety and welfare of the employees at workplace are taken care of appropriately. Even people who control the non domestic premises carry a duty to people who use those premises even if they are not their employees. The health and safety regulations ensure all employers carry on their duties to protect the safety, health and welfare of everyone within and around the workplace as well as the provision of sufficient welfare facilities to the peo ple in the workplace. The set regulations see to it that all places of work meet the safety, health and welfare requirements of all the employees as well as those with disabilities. The suitability of things to everyone is ensured by these regulations. This involves making parts of the workplace such as passageways, lavatories, stairs, particular doors, showers, and workstations accessible to those with disabilities. The employers should perform various plans of action that ensure the principles of workplace safety, health and welfare are implemented.

How people survive the work place political jungle Essay Example for Free

How people survive the work place political jungle Essay Distinguish between positive and negative corporate politics and explain how these can influence employment engagement. The essay will seek to distinguish between positive and negative corporate politics. The writer will start by defining corporate politics in trying to have an understanding of corporate politics and how it influence employee engagement Kakabadse (1983) cited by Armstrong defines politics as ‘a process, that of influencing individuals and groups of people to your point of view, where you cannot rely on authority’. Organizations consist of individuals who, while they are ostensibly there to achieve a common purpose, are, at the same time, driven by their own needs to achieve their own goals (Armstrong, 2009). There is significant difference between corporate politics and negative corporate politics. This can seen from the effect the two have on employee engagement and the purpose of the individual that is to say positive corporate politics is done as tool mainly by management and supervisors to try and influence other staff so as to meet organisational goals. Positive corporate politics is normal done to the benefit of the organisation as a whole. On the other hand negative corporate politics is self fulfilling it is aimed achieving self interests and in most cases it is against organisational goals Positive corporate politics include the process of influencing individual endeavour and ambition to the common good. Some individuals genuinely believe that using political means to achieve their goals will benefit the organization as well as themselves. Positive corporate politics can thus illustrated in the following case; Mrs Takuta is the Personnel at ZTRD Development Bank and is deputised by Taurai who she went to the same University and the two were in the same class. Taurai was more intelligent than his supervisor and because of the relation between the two, Mrs Takuta always find it difficult to give Taurai orders and in extreme situations taurai will challenge his boss. In the quest to have work done through her junior, Mrs Takuta wi ll use the following statement â€Å"the HR Manager wants the report done by the end of the day†. Mrs Takuta would use the HR Manager’s authority to influence Taurai to perform his duties. To the same effect, Positive corporate politics can increase efficiency, form interpersonal relationships, expedite change, and profit the organization and its members simultaneously. This can be achieved if those in power are able to use their power to influence members of staff to this effect. Thus  positive corporate politics would also include the different powers vested in them to influence positive employee engagement and increase in productivity. Management can give their employees the power to make decisions about their jobs – flexible autonomy, reward for good performance among others. Positive corporate politics involves action by individuals or groups to acquire develop and use power and other resources in order to obtain preferred outcomes (Hellriegel, Slocum and Woodman, 1995) Armstrong (2009) defines power as the capacity to secure the dominance of one’s goa ls or value over others. Individuals and managers can thus influence directly and indirectly using the various types of powers. French and Raven (1959) cited by Armstrong identified the four different types of powers that can be used to influence other employees and the power are; reward power, coercive power, expert power and legitimate power. Reward power is when individuals and managers use the reward power to influence or obtain compliance from subordinates by promising or granting rewards that includes salary increase, bonuses or even promotions. It is the management who normal use this power positively to achieve company goals. Coercive power is used to obtain compliance through threats of punishment and actual punishment. For example promising to fire an employee if they use company vehicles for personal use. The ability to influence others with the power anchored in one’s formal position of authority thus the legitimate power. Individuals can use their legitimate positions of authority to get things done through others. Legitimate power focuses constructively on job performance. Expert power is when individuals have influence because of the valueable information or knowledge they posses. The supervisor’s power is enhanced because they know about work schedules and assignments before their subordinates. Corporate politics involves struggles between social entities for resources, personal conflict and a variety of influence tactics executed by individuals and groups to obtain benefits and goals in different ways (Molm 1997) cited by Vigoda, (2000). Molm’s view of corporate politics would to a greater extent reflect negative corporate politics. Ferris, Russ, and Fundt, (1989) cited by Vigoda (2000) defines negative corporate politics as behaviour strategically designed to maximise self interests. Corporate politics can contradict the collective organisational goals or the interests of other people. Medison etal 1980) cited by Vigoda, (2000) observed that when  individuals were asked to describe work place politics they would list self serving and manipulative activities. It can then be understood that negative corporate benefits individuals at the expense of the entire organisation or a work unit. The behaviour is thus associated with manipulation, defamation, subversiveness and illegitimate use of power to attain one’s objectives. Corporate politics can then lead to job anxiety, decrease job satisfaction, and withdrawal from the organisation. Dorory (1993) cited by Vigoda, (2000) found that corporate politics has a potential demaging effect especially on lower status employees. He speculated that employees who lacked a stable power base and effective means of influencing perceived organisational politics as a source of frastiration and react by showing negative attitude towards the organisation. Employees can feel isolated and unhappy if they are not part of a cohesive team or if they are bedevilled by disruptive power politics. In conclusion, one can therefore generalise that positive corporate politics reinforces employee engagement. Employees tend to put more effort either because they expect a reward or have been promised reward for such performance. That is to say employees can be influenced by the reward power. Employees work hard or do not do unwanted behaviours to avoid punishment. in most cases, employees will also give respect to those in authority thus the legitimate power. However, on the other hand, employee will not perform as expected thats negative engagement which can be caused by negative corporate politics. Using case studies, discuss how people within an organisation can use political tactics to survive the corporate political jungle? Individuals within an organisation which can be likened to a political jungle act out roles in efforts to establish identities they wish to convey, and which can result in personal gain. It should also be noted that people alter the image they choose to present, and the strategy used to present this image, based on the situation they are in and the outcomes they hope to achieve that is how they intend to survive (Chad etal 2003). To this effect, it is important to note that individuals do not necessarily use the same tactic in every situation. Likewise, different individuals may choose different tactics when faced with similar situations. For example, whereas one individual may use self-promotion to obtain a job offer, that same individual may use  ingratiation or rationality in an attempt to obtain a promotion or pay raise. On the other hand, another individual, when faced with the same situation, may use ingratiation to obtain a job offer and assertiveness or self-promotion to win a pay raise. Different individuals may use a number of contextual factors which influence tactics an individual chooses to use, under what circumstances he or she chooses to use them, and how effective the tactic of choice will be. Such factors include the relative power of the parties, the direction of the influence attempt, the objective of the influence attempt, and the political skill of the influencer (Falbe Yukl, 1992; Ferris, Perrewe, Anthony, Gilmore, 2000) cited by Chad etal (2003). Buelens etal (2011) also subscribe to the same tactics as identified by Appelbaum and Brent (1998). He pointed out that individuals would use different tactics to get influence within an organisation or rather to get favours and promotions from their bosses. It is however believed that political behaviour is far less common and less intense among employees in lower-level positions than among employees in higher-level positions. There are a variety of political tactics used by employees at almost every organizational level that include forming coalitions and networks, impression management, information management, pursue line responsibility , ingratiation , rational persuasion, consultation and exchange Appelbaum and Brent (1998) . Forming coalitions and networks best known as networking, is a political tactic which consists of befriending important people. These people may not be in positions of any obvious political value but their jobs may provide them with information that could be useful to have. Some people ï ¬ nd that forming friendships with people in upper-level management can help them gain access to important information (Appelbaum and Brent (1998). The above can be illustrated in the following case: Zikanda was a messenger a t RIT Energy. Despite the fact that Zikanda was just a messenger, other senior employees would always give him respect and at most times conform to his needs and favours. For many years in the same organisation, I never realised why even middle level managers would actually conform to unreasonable demands of a mere messenger. Zikanda would take the pool car home as and when he feel like and no one would question that and worse of other senior employee would commute or even ask for transport from him. I later realised that his power or influence was because of his relationship with the General  Manager. Zikanda was no relative with the boss but has managed to form a network with the General Manager they were friends. Zikanda every lunch time would go to the General Manager’s office ask him what he want for lunch. It was Zikanda’s job to be sent to buy him lunch however it was the way the whole thing was done, he would at times buy him lunch with his own monies. The General Manager and Zikanda were just friends they were just too close. Other employees were not comfortable with this relation there were not sure what information the two buddies share. Zikanda has managed to make a network with the General Manager. Impression management is a simple tactic that most people uses from time to time is the management of their outward appearance and style in the quest of trying to impress those in authority. Generally, most organizations prefer a particular image that consists of being loyal, attentive, honest, neatly groomed and sociable. By deliberately trying to exhibit this preferred image, an individual can make a positive impression on inï ¬â€šuential members of the organization. As illustrated in the case of Transport officer who has turned himself to driver. Nhetuka is a transport officer at ZBM Company. Mr Nhetuka has turned himself into a driver in trying to impress management. Nhetuka is always driving managers when he is supposed to delegate drivers to drive managers around. Not only that he takes the Area Manager’s son to and from school a job which is supposed to be done by company driver. Information management is a tactic consisting of managing the information that is shared with others. The nature, as well as the timing, of information given out can have strong effects on others’ conduct (Appelbaum and Brent (1998). People who play the information management game are not likely to lie or spread misinformation, but they rely on the carefully planned release of valid information to obtain their ends (Vecchio and Appelbaum, 1995, p. 323) cited by Appelbaum and Brent (1998). An example can be given of a personnel Clerk who by virtue of his job has access to very important information to include how people can get access to loans among others. The person having such a position can sort respect and influence to the extent that he is able to make people lower themselves to get that information. In a political jungle despite the fact that this information should be given to all employees, one can choose to with hold the information for his own benefit. Pursuing core business within an organization, some positions are more closely tied to the primary  mission of the organization thus the line positions. They are at the very heart of the organization. While staff people may come to wield great power within their own territories, it is the people who do core business who usually â€Å"call the shots† on major issues. Core staff not only makes the more important decisions within the organization, they are also more likely to be promoted to top-level exe cutive positions. In many organizations, there is a preferred department of origin and career path for top- level managers. Therefore, one way to gain inï ¬â€šuence within an organization is to be assigned to a core position. It will often provide more visibility, inï ¬â€šuence, and upward mobility. A case to support the effect of core position for influence in the in an organisation; Takunda was an administration clerk ZETDC an organisation whose core business is to transmit and distribute electricity. He worked very hard for ten years furthering his qualification hoping that one day he will be promoted and be given a higher grade but nothing cane his way. ZETDC would on get people with 5 ‘O’ Level train them as electricians and give them good grades despite that they only posses a Certificate in Electrical power engineering. Takunda then decided to change the career and started a programme at the Polytechnic were he attained a Certificate in Electrical Power Engineering. And it was only then Takunda was recognised and promoted. ‘Ingratiation tactic involves giving compliments or doing favours for superiors or co-workers. Most people have a difficult time rejecting the positive advances of others. Ingratiation usually works as a tactic insofar as the target often feels positive toward the source even if the ingratiation attempt is fairly blatant and transparent. In the behavioural sciences, the notion of â€Å"social reciprocity† has been offered to help explain the process of ingratiation. In social reciprocity, there is a feeling of a social obligation to repay the positive actions of others with similar actions’ Appelbaum and Brent (1998). Appelbaum and Brent, (1998) defines ingratiation as an attempt by individuals to increase their attractiveness in the eyes of others. Ingratiation tends to be used more as an upward inï ¬â€šuence process than as a downward inï ¬â€šuence process. This tactic can best be observed when especial when one has a female boss how often do we pass complements to our female bosses, â€Å"nice hair style†, â€Å"nice dress† even if we don’t mean it. It is a political game most of us play to survive hash judgement from our bosses. In case of a Human resources clerk who  was left acting as Human Resources Officer. During the absence of his boss, Sipiwe was supposed to employ a Customer Care Clerk on a contract basis. Sipiwe knew that his boss’s daughter was unemployed and Sipiwe took this opportunity to employee the boss’s daughter without even consulting the boss. It was later discovered that Sipiwe did this because she had a boyfriend who was out of employment. Sipiwe calculated and realised that it would be easy for her to convince the boss to employ her boyfriend since she has employed the boss’s daughter. In a game of politics one has to be clever and calculative and be able to use politic al tactics to your best advantage. The case above illustrates a tactic called exchange. REFERENCE LIST Appelbaum, S..H. and Hughes, B. (1998) Ingratiation as a political tactic: Effects within the organisation; Journal of Management Decision Vol 36/2 Armstrong, M. (2009) Armstrong’s handbook of human resources management Practice; London, Kogan Pages. Buelens, M. etal (2011) Organisational Behaviour; Berkshire,McGrall- Hill Chad, A. etal (2003) Influence tactics and work outcomes; Journal of Organisational Behaviour Vol 24 No 1. Hellriegal, D. , Slocum, W. J. Jr. and Woodman, R. W. (1995), Organisational Behaviour;New York, West Publishing Company. Vigoda, E. (2000), Organisational Politics, Job attitudes and work outcomes: Exploration and implications for the Public Sector, Journal of Vocational Behaviour Vol 57. MIDLANDS STATE UNIVERSITY FACULT OF SOCIAL SCIENCES BSC HUMAN RESOURCE MANAGEMENT HONOURS DEGRE ORGANISATIONAL BEHAVIOUR [HRM 202] Assignment Cover Page Surname : NcubeName: Innocent Taurai Reg. Number: R135973GMode of Entry: VISITING Level 2.1 Lecturer: Mrs. Masitara Topic/Question: Distinguish between positive and negative corporate politics and explain how these can influence employment engagement. Using case studies, discuss how people within an organisation can use political tactics to survive the corporate political jungle?

Reading Fluency Essay Example for Free

Reading Fluency Essay Reading fluency is defined as the ability to read smoothly and accurately, while using proper phrasing and expression (Bengeny,etal. ,(2010). It is important that students add emphasis and make inferences while reading to process the meaning to the information being read. When practicing reading fluency it is important that students develop automacity. A professional ballet dancer no longer consciously has to think about her form or steps to a routine, a fluent reader should no longer remember to be aware of phonics or spelling rules while reading fluency. These skills will be embedded in the process of reading that it will just come natural to the student. In order for a student to read fluency without consciously thinking of the skill they must be taught systematically and explicitly, at the proper time and sequence. Word recognition, phonological awareness, decoding, and sight recognition are areas struggled readers need most help in (Bengeny,etal. ,(2010). Without this knowledge the reader’s fluency slows down and it will affects their comprehension to the information being read. These are skills that need to be taught to become automatic. Researchers indicate that phonemic awareness and letter knowledge are very important in learning to decode (Bengeny,etal. ,(2010). A student’s inability to identify the sounds in a word as well as blend them to form the words pronunciation may lead to multiple attempts to pronounce unknown words, decreasing the students speed and comprehension. Many students, from elementary school to high school struggle with reading fluency and comprehension. For years researches have studied and investigated elements of effective reading and why there are such a high number of struggled readers. Statistics have shown that 65 percent of eight graders in secondary school students with learning disabilities read below the 20th percentile and the numbers are even greater in urban school districts (National Center for Educational Statistics, 2007). Theorists argue that characteristics of proficient readers are to read reasonable and at an efficient rate (Spencer, S. A. , Manis, F. R. (2010). It is common for students who are struggled readers to have trouble achieving fluency in word and passage reading. Fluency is identified as a critical component to successful reading. Two reading theorist Laberge and Samuels made a direct link between reading fluency and comprehension as cited by (Spencer, Manis. 2010). Student must develop automatist in order to properly comprehend the text they are reading. If the student has not mastered fluency in reading, they will have difficulties learning new reading skills. LaBerge and Samuels (2010) state that as a reader’s fluency increases the cognitive resources are opened and the reader’s comprehension will increase. Many researchers suggest that early readers should develop fluency at an age appropriate level. Students between first and third grade should read connected text identified as the approximate time when most readers should develop this skill. In 2002 National Assessment of Educational Progress founded a strong correlation between fluency and comprehension, and oral reading fluency and students overall reading abilities. There are effective ways that help improve a student’s reading fluency when implementing specific methods of instruction (OShea, L.J. ,Sindelar,P. T. OShea,D. J (1985). There are several fluency- based strategies that a reported to improve the range of students reading abilities, when specific instructional component are combined. Therrien believed that the Repeated Reading strategy (RR) was the most effective strategy to help students who struggled in fluency and reading compression (as cited by Bengeny,etal. , 2010). The RR strategy required the student to reread a short passage for a set number of times or until a certain criterion was met. This strategy was effective with both students who were struggle readers and students without learning disabilities. Therrien believed that a certain protocols must be followed in order for this strategy to be affective (Bengeny,etal. , 2010).. RR is most affective when a first reads a passage aloud to an adult, is provided with a cue during instruction (for example to read with comprehension, fluency, or speed), repeat reading passage at least three or four times, receive corrective feedback as part of instruction, and read until a performance criterion is met (Spencer,S. A. , Manis,F. R. 2010). Morgan and Sideridis (2006) conducted a meta-analysis with students who were identified as at-risk students with learning disabilities. They found that affective fluency strategies integrate goal setting, feedback, reinforcement and instructional components, like RR and listening to more skilled readers read (as cited by Bengeny,etal. , 2010). When using strategies in reading fluency its important follow right components that are associated with benifical outcomes for students. The first component being model reading, allowing students listen to a more skilled reader, either a classmate or an adult. Having a systematic error- correction procedure is important because the student is aware of the errors being made and will learn the proper way to correct it and will be prepared to self-correct errors before made again. Goal setting gives the students a criterion and applies a practicing text until the predetermined performance is met. Performance feedback combined with graphical display of student’s progress; keep the student informed with their performance. Graphs can be shown as visual improvements or regression. Use of a systematic praise and structured reward system are used for students reading behaviors and accomplishments (Spencer, S. A. , Manis, and F. R. 2010). Use verbal cues for students to read with fluency, by promoting greater speed and accuracy. Verbal cues for students to read for comprehension are repeated reading of ability appropriate text out loud to an adult at least three times (OShea, L. J. , Sindelar,P. T. OShea,D. J. 1985). By combining fluency based instructional components; a fluency based instructional package has been created with ready to use materials for teachers to use ad a form of intervention. The foundation of these programs were developed to serve as a addition to a students core reading program; providing systematic guidelines for easy implementation; and allow for greater publication across schools, districts, and states (Spencer,S. A. , Manis,F. R. 2010). Great Leaps is a reading program that is used to help struggled readers. Great Leaps includes two primary sets of materials. Its has a K-2 program used as and addition to a students core reading program and a third through fifth grade program that is used to remediate low-performing students’ reading skills. Great Leaps Reading program is used throughout the United States, Canada and over 40 countries. Over 1,400 schools in New York City Department of Education have adopted Great Leaps reading program in elementary schools (Bengeny,etal. ,2010). Great Leaps is currently one of the most popular and most used reading programs that educator’s uses in addition to students core reading curriculum in pursuit to improve a students reading fluency and comprehension. Great Leaps primary emphasis is on fluency, with the assumption that comprehension will improve if the student becomes a more fluent reader. This program is easy to implement, teachers will administer the lesson in a one-to-one setting for approximately 10 minutes per session daily. The procedure includes three of the evidence- based components such as; modeled reading, goal setting, and performance feedback with graphical displays of student’s progress (Bengeny,etal. ,(2010). During the session student will be reading three timed readings. Each reading will be under the following three headings; phonics, sight phrases, and stories. Each reading is timed for about one minute. The goal for the student is to read each page with no more than two errors a page. Instructors are encouraged to use some form of error correction and to reward students for accomplishments, with praise and small tangible rewards. Error correction must be immediate and followed by modeling of the correct response. When the student successful masters the page, he/she will then progress â€Å"leap† on to the next page, which contains slightly more difficult material (Mercer Campbell. , 1998,p137). Great Leaps reading intervention allows students to frequently practice reading material that are to par with their reading capabilities; practice does not occur during the same session. Furthermore, fluency and comprehension are learning disabilities that are increasing overtime. There are numerous intervention programs available to assist students with their disability. Every district and school has their own techniques and programs they use to help struggle readers with fluency. When choosing the right intervention program for students, research must be done on the program being used. Educators need to be aware of the eight components that are associated with beneficial out comes in students who struggle in reading fluency. The program Great Leaps after being evaluated has been fundamental, due to the minimal research done on this intervention. One study stated that Great Leaps (K-2) program did not aim to evaluate the portion independent from another reading program that was being implemented concurrently (Trout, etal. , 2003). Through researcher Great Leaps is proven to be an effective strategy to improve reading fluency. Researchers have found that this program can be improved by integrating more of the instructional components, such as repeated reading and systematic errors correction. If these improvements are made to the program, the effectiveness of Great Leaps will increase in students (Bengeny, etal. , 2010).

Key concepts of structural family therapy

Key concepts of structural family therapy Salvador Minuchins work proved to be interesting and very insightful. The information presented allowed me to see family therapy through a systematic lens. Minuchins most lasting contribution to the field of family therapy involved a theory of family structure and a set of guidelines to organize therapeutic techniques. I would like to give a brief summary of Minuchins life, in addition to some key concepts and interventions that made his journey unique. Minuchun (2010) was originally born in Argentina and served in the Israeli army. He traveled to the United States and trained in child psychiatry (Nichols, 2010). In 1954, Minuchin began psychoanalytic training at the William Alanson White Institute where he studied the interpersonal psychiatry of Harry Stack Sullivan. After leaving the White Institute, Minuchin (2010) took a job at the Wiltwyck School for delinquent boys, where he suggested to his staff that they start seeing families. According to Nichols (2010), the success of Minu chins work with families at Wiltwyck led to a groundbreaking book, Families of the Sums (1967), which first outlined the structural model. Minuchins (2010) reputation as a virtuoso therapist grew, and he became the director of the Philadelphia Child Guidance Clinic in 1965. By the 1970s, structural family therapy had become the most widely practiced of all systems of family therapy. Minuchin (2010) stepped down as director of the Philadelphia Child Guidance Clinic in 1976 and started his own center in New York, where he practiced until 1996. Key Concepts There are many key concepts to be explained or defined in Structural Family Therapy. In 2010, Nichols defines family structure as a way the family is organized into subsystems and how the interaction among those subsystems is regulated by boundaries. The process of a familys interaction is like the patterns of conversation at the dinner table (Nichols, 2010). The structure of the family is where the members sit in relation to one another. Within families, boundaries are established. Boundaries are invisible barriers that regulate contact with others and can be rigid, clear, or diffused. According to Nichols (2010), diffuse boundaries exist between a couple if they call each other at work frequently, neither has their own friends or independent activities and they view themselves only as a pair rather than as two separate personalities. In retrospect, theyve established a rigid boundary if they spend little time together, have separate bedrooms, take separate vacations, have different checking accounts, and are more invested in careers or outside relationships than in th eir relationship (Nichols, 2010). Boundary making is negotiating the boundaries between members of a relationship, the actual relationship and the outside world (Nichols, 2010). Nichols (2010) defines another form of a relationship as the concept of cross-generational coalition. This is an inappropriate alliance between a parent and a child, who side together against a third member of the family (Nichols, 2010). The concept of accommodation is when elements of a system automatically adjust to coordinate their functioning. Some people may need to work at this. In Structural Therapy, the therapists attempt to join the family. The concept of joining is accepting and accommodating to families to win their confidence and circumvent resistance (Nichols, 2010 p. 462). The key structural term of enactments is an interaction stimulated in structural therapy in order to observe and then change transactions that make up family structure (Nichols, 2010). According to Nichols (2010), empathy is used in structural family therapy to show understanding of the families beliefs and feelings. How Problems Arise and are Maintained According to Nichols (2010), what distinguishes normal families isnt the absence of a problem. The true origin of the problem derives within the Functional structure for dealing organization (Nichols, 2010 p. 176). They also believe that modifications in structure are required with them. Structural family therapists believe that problems are maintained by a dysfunctional family when a family or one of its members encounters external pressures (a parent is laid off, the family moves) and when developmental transitions are reached (a child reaches adolescence, parents retire). Healthy families accommodate to changed circumstances. According to Nichols (2010), less-adaptive families increase the rigidity of structures that are no longer functional. Structural therapists believe that in disengaged families, boundaries are rigid and the family fails to mobilize support when needed. Whereas in enmeshed families, boundaries are diffused and family members become dependent on one another (Nichols, 2010). What Needs to Happen for Change to Occur According to Nichols (2010), Structural Therapy changes behavior by opening alternative patterns of interaction that can modify family structures. It isnt necessarily a matter of creating new structures, but of activating dormant ones (Nichols, 2010). Structural family therapists produce change by joining the family, probing for areas of flexibility, and then activating dormant structural alternatives (Nichols, 2010 p. 177). According to Nichols (2010), the first task is to understand the familys view of their problems. The structural therapist will use enactments and spontaneous behavior sequences to better understand the families structure (Nichols, 2010). Nichols states (2010); the therapist first defines or recognizes a problematic sequence. Second, the therapist directs an enactment. Third, and most important, the therapist must guide the family to modify the enactments (Nichols, 2010). All of the therapists strategies should create new options for the family and options for productive interaction (Nichols, 2010). Interventions/Techniques According to Nichols (2010), Minuchin used three overlapping phases in the process of Structural Family therapy. The therapist joins the family in position of leadership; maps their underlying structure; and intervenes to transform this structure. The structural therapist believes that the strategy of therapy must be organized. Within this organization, the structural therapist uses seven steps that could be considered interventions or techniques. The first step is joining and accommodating. In this step, the therapist attempts to disarm defenses by building an alliance of understanding within each member of the family (Nichols, 2010 p. 180). In the second step the therapist provokes family members to talk among the selves to produce enactments. Enactments help the therapist discover many things about a familys structure (Nichols, 2010). According the Nichols (2010), structural family therapists try to assess the interrelationship of all family members by the third step of structural mapping. In the fourth step, structural therapists highlight and modify interactions. In this step the therapist may use the technique of intensity which is facilitated by using strong affect repeated intervention or prolonged pressure (Nichols, 2010 p.464). Shaping competence is another method of modifying interactions by highlighting and reinforcing the positive (Nichols, 2010). The fifth step distinguishes boundary making or the negotiation of boundaries between members of a relationship and between members of the outside world (Nichols, 2010). The sixth step consists of unbalancing. In this step the therapist aims to change the relationship within a subsystem (Nichols, 2010 p. 186). Finally, in the seventh step the therapist challenges unproductive assumptions that support structural problems (Nichols, 2010). The Goal of Therapy Structural Family therapists direct therapy at altering family structure so that the family can solve its problems (Nichols, 2010 p. 176). Structural problems are viewed as a failure to adjust to changing circumstances. Therefore, structural therapists see their work as activating latent adaptive structures that are already in client families repertoires (Simon, 1995 p. 176). First, the structural family therapist joins the family system to help its members change their structure. By altering boundaries and realigning subsystems, the therapist is able to change the behavior and experience of each family member (Nichols, 2010). For a structural therapist, one of the most important goals of therapy is the creation of an effective hierarchy (Nichols, 2010). According to Nichols (2010), another common goal of a structural therapist is to help parents function together as an executive subsystem. In contrast, the goal within enmeshed families is to differentiate individuals and subsystems by strengthening the boundaries around them. The goal with disengaged families is to make boundaries more permeable (Nichols, 2010 p. 177). How the Therapeutic Alliance is or Can be Addressed (Task, Bond, Goals) Structural Family therapists would like for clients to be in agreement with them on the tasks that they require clients to do in therapy. For example, if clients are now willing to engage in enactments, the therapist will not be able to gain an understanding of the families structural make up. Also, if clients are unwilling to do tasks like changing seating arraignments, then it could be difficult for the therapist to attempt to restructure the family boundaries. In Structure Family therapy, the therapeutic bond between the client and therapist is very important. The therapeutic bond is the foundation of structural family therapy because it helps the family trust the therapist. According to Nichols (2010), the therapist must first disarm defenses and ease anxiety. This is done by building an alliance of understanding with each member of the family. Joining, as the empathic connection is called, opens the way for family members to begin listening to each other while establishing a bon d with the therapist that enables them to accept the challenges to come (Nichols, 2010 p. 181). Without this therapeutic bond it would be hard to get families to agree upon or complete tasks given. When the therapist does not effectively join the family, a therapeutic bond is not created. Therefore, challenging of any kind could be met with resistance. Although it doesnt appear to be much goal setting in structural family therapy, it is important that the client and therapist agree on what needs to be accomplished as an end result. There needs to be some sort of ultimate goal in order for the family and therapist to know when the therapy has been successful. It is important that this is agreed upon by the therapist and family. Todays structural family therapists place more of an emphasis on helping families understand their organization (Nichols, 2010 p. 180). How Gender and Diversity/Culture Can Be Incorporated Into the Theory Since Salvador Minuchin began work on his therapeutic model of structural family therapy times have changed. More awareness has since been given to understanding diversity, culture and gender issues. It is apparent that Minuchin has been very aware of the impact of socioeconomic and cultural environment on family and individual functioning. It is important for structural therapists to understand and consider that not all family structures will look the same. Some families may have single parent families. Therefore, the power in the hierarchy may look different from a traditional two parent family. Different ethnic groups may appear to have a closeness that is very normal for that group or culture, but could appear to be enmeshed from the perspective of a therapist who was raised in a more individualistic society. It is imperative that the therapist understands his or her own cultural constructs about what a family structure should look like and be careful not to apply it to clients o f other cultural back grounds. The structural model offers the conceptual framework and the vocabulary for addressing organizational patterns, boundaries, and subsystems. It has yet to apply the framework to the dimension of gender-either to the gender-based on arrangements in the construction of marital/parental subsystem (Scheikman, 1988 p. 27), or to the gendered coalitions across generations amongst sister or brothers. According to Goldner, the generational distinction is a major focus of attention without notice taken of the distinction between genders (1985). Husbands and wives have been conceptualized as a marital or parental unit, with the most salient distinguishing feature between them ignored, perhaps to avoid falling back into an individualistic view in noting sex differences. In fact, structural family therapy diagrams, until recently, made no gender distinctions (Goldner, 1985). It is important for structural family therapists to be constantly aware and sensitive to different diversity, cultural, and gender issues that may relate to clients when doing therapy. We all come from different backgrounds and receive information differently. After summarizing structural therapy, I am now able to understand the different subsystems and boundaries from a structural point of view. Considering Minuchins structural therapy when working with diverse relationships can be a useful framework when working with todays families.

An Analysis of The Story of Rahab Essay examples -- Religion Theology

An Analysis of The Story of Rahab The main point of the story of Rahab is that God rewards people, regardless of their station or past sins, who put their faith in Him. The story of Rahab begins when Joshua, after receiving God’s command to enter into the Promised Land, sends two spies into Jericho and the surrounding areas to â€Å"view the land† (Joshua 2:1). The two spies are discovered in Jericho as they enter Rahab’s harlot house. The king of Jericho, being alerted to their presence, sends for the spies. Rahab hides the two spies on her roof under some flax and sends the guards out of the city on a wild goose chase. Rahab then tells the spies that everyone in the land is afraid of their power and that she knows that their God is the One true God. In return for the kindness she showed them Rahab asks for their promise of safety for her family when the Hebrews attack Jericho. The spies promise and escape through Rahab’s window in the city wall and descend down a scarlet rope that is used to signal the Israelites to the location of her home. Rahab’s character is revealed e...

Love in The Taming of the Shrew Essay -- Taming of the Shrew Essays

Love in The Taming of the Shrew Wonder, for a moment, what Shakespeare means when he uses the word â€Å"love†, if it really does exist in any of the relationships in this play, particularly between Petruccio and Katherine. Is love not a certainty? Such winds scatters young men through the world To seek their fortunes farther than at home, Where small experience grows. But in in a few, Signor Hortensio, thus it stands with me: Antonio, my father, is deceased, And I have thrust myself into this maze Happily to wive and thriveas best I may. Crowns in my purse I have, and goods at home, And so I am come abroad to see the world. (1.2.47-55) Upon the death of his father who cared for him, he is in search of a wife so that he can live a desired lifestyle upon her fortunes. He is not desirous of love, or lust, or infatuation, b...

Process Analysis Essay for Writing Papers -- essays research papers

Process Analysis Essay   Ã‚  Ã‚  Ã‚  Ã‚  When writing a paper it can be very difficult unless you break it up into sections. When I had to write my first paper I felt like a man on a desert island all alone without a clue on how to do anything. But with the help of a few teachers they taught me how to survive on the island of writing papers. What the teachers taught me was that just like everything in life it needs to be taken in steps. The steps they taught me still apply to the papers I write to this day.   Ã‚  Ã‚  Ã‚  Ã‚  The first thing you need when you write a paper is a strong foundation. Everything must start at the bottom and be built up. This applies to everything. It all starts with an idea. So start your paper with an idea, write them all down and now you have your foundation. It is just a plot of land but it’s there u just need to get it ready to be built on. So take your ideas and polish them and refine them until your have a clear well thought out idea. Now your foundation is clear and ready to be built upon.   Ã‚  Ã‚  Ã‚  Ã‚  But as with building a house you need to get the materials to create what is going to be built. You cant just have an idea in the paper and not have any support. You need to go and gather information from several sources to support your idea. You can find this in books, Internet, and magazines. I would recommend at least 3 sources or more if possible. Also make sure they are credible sources not just John Doe’s site on the civil war. Once you have your sources you can ac...