Psychological Trauma and Andrea Essay examples - 756 Words

Diagnosis of Andrea C.: Experiencing Violence in the Workplace Jean Berry Walden University Diagnosis of Andrea C.: Experiencing Violence in the Workplace Being able to form a diagnosis properly for a client is a process that is wide-ranging and broad. The Diagnostic and Statistical Manual of Mental Disorders (DSM) (American Psychiatric Association [APA], 2013) supports recommendations and standards for identifying a diagnosis for a client. The procedure of diagnosing is more than skimming for symptoms in the DSM; one must assess, interview and identify issues, as well as refer to the DSM for a diagnosis. Case Study: Andrea C Andrea C. a company manager, is forty-nine and divorced. The location of the building where she†¦show more content†¦Andreas experience was directly related to her own personal involvement with a traumatic event. Andrea experiences intrusion symptoms; these symptoms arrive suddenly and occur when memories of the previous traumatic event plague your life (APA, 2013). Andrea expresses that she has a solid fear of returning to work (Butcher et al. 2013). Andrea’s opposition to return to work can be considered a â€Å"persistent avoidance of stimuli† (APA, 2013, p. 271). Andrea is feeling hopeless, guilty and withdrawn (Butcher et al. 2013) showing that Andrea is having â€Å"negative alterations in cognitions† (APA, 2013, p. 271). Andrea is also exhibiting hypersensitivity towards undertakings and activities stating that they are debilitating. Andrea also speaks of memory problems. Somatoform are physical symptoms triggered through psychological factors (Hansell Damour, 2008). Consider â€Å"somatic presentations can be viewed as expressions of personal suffering inserted in a cultural and social context† (APA, 2013, p. 310). Andrea expresses somatic symptom disorder through multiple symptoms. Andrea’s physical grievances are excessive, suggesting her need for attention. She states that she is in a tremendous amount of pain and easily agitated and hostile if others do not take herShow MoreRelated`` The Hunting Ground `` : Sexual Assaults On College Campuses Essay1110 Words   |  5 Pagestheir colleges or universities has handled their trauma. This film also shows the psychological toll sexual assault has on the survivor as well as their families. Additionally, the film presents how institutions cover it up and/or present a penalty that is not fit for the crime. The specific trauma that has effected the survivors in the film is domestic violence and sexual trauma. The trauma from all of the survivors is very severe. 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She was a member of Alpha Chi Omega, an expert skier from the mountains of Colorado, a swimmer, and was active in band, choir and drama. On the night of New Years Eve of that same year, her mother Andrea Cooper came home to find Kristina dead of a self-inflicted gunshot wound to the head on the family room floor. Cooper shared the story of her daughters last months through an essay titled Kristins Story. The essay includes poetry, letters andRead MoreAnna Freud. Bio Essay1357 Words   |  6 Pageswritings over psychoanalysis. In 1918, Sigmund began analyzing Anna’s nighttime dreams, and in 1920 she accompanied him to the International Psychoanalytical Congress. While there she met psychoanalyst Lou Andreas-Salome, along with many of her father’s friends and colleagues. Lou Andreas-Salome soon became Anna’s confidante. Anna’s presentation of Beating Fantasies and Daydreams got her accepted into the Vienna Psychoanalytical Society. 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Bureaucracy in Tigbao Primary Multi Purpose Cooperative Inc. Free Essays

INTRODUCTION Bureaucracy refers to the management of large organizations characterized by hierarchy of authority, fixed rules and regulations, impersonal relationships, rigid adherence to procedures, and a highly specialized division of labor. Bureaucracy is often associated with large entities such as government, corporations and non-governmental organizations. This includes businesses, government, education and religion. We will write a custom essay sample on Bureaucracy in Tigbao Primary Multi Purpose Cooperative Inc. or any similar topic only for you Order Now Bureaucracy connotes a rational, efficient method of accomplishing organizational goals as this would contribute to coordination and control in an organization. Max Weber, a German sociologist and political economist, gave much importance on rationality wherein efficient administration of formal rules and procedures takes place. This rationality usually occurs in almost all aspects replacing the traditional methods of social organization. Weber’s study on bureaucracy is based on ideal-type analysis and to develop this, Weber noted and has set ideal-type characteristics of bureaucratic organizations. These ideal characteristics include fixed division of labor, hierarchy of authority, creation of rules and regulations, selection based on qualifications and impersonality on personnel matters. Although not all organization acquire these characteristics, and does not fit exactly ideal type of bureaucracy, these would serve as criteria on an ideal bureaucracy present in the organization. Tigbao Primary Multi-Purpose Cooperative Inc. (TPMPCI) Tigbao, Libagon, Southern Leyte Ideal Characteristics of Bureaucracy Fixed division of labor. This refers to how the various tasks of a certain organization are divided up and being performed. The Tigbao Primary Multi-Purpose Cooperative Inc. does not possess this characteristic since their business focuses only on merchandising or trading goods and offer loan ervices to customers. In their trading business, as long as an employee knows the job and has a good educational background, she/he is qualified for the position held. Their work is not that too hard and does not require too much skills and specialization that’s why each employee can work in behalf of the other, if due to some cases such as absent, as long as he/she is very well-oriented. Also, in their loaning service, they hire employees based on his ability to handle the work and being able to know the work. Thus, the cooperative does not necessarily hire specialized experts and division of labor does not take place within the organization. Hierarchy of authority or chain of command. The hierarchy of authority in an organization is designed to benefit the company and the employees. The company grows with the strength of a competent managerial staff, and employees look to management to provide career development. A hierarchy is also a method of maintaining managerial integrity. When someone becomes a manager, she must prove to be competent, or else she will experience employee turnover. The hierarchy of authority in an organization is important to the sustained success of the company. The principles of office hierarchy and of levels of grade authority is present in the organization wherein their president or high ranking officer control and supervise the lower office or the lower levels in the organization. This clearly shows that the organization follow a chain of command which is very essential to the productivity and efficiency in the sense that lower levels also maintain the right to appeal the decisions made by the higher office. Thus, formal hierarchy would contribute to its centralization of the decisions made. Explicit Rules and Regulations. Rules and regulations are essential to one organization since it will be an aid in promoting workers efficiency. The Tigbao Primary Multi-Purpose Cooperative Inc. has certain rules employed by the organization to govern performance of workers. One of these is a standard rule in their organization that they should be on-time and avoid tardiness but these rules was not that clearly followed since the organizations’ wages and salaries are based on percentage yield. In their trading business, if the organization has no client or customers who will purchase their goods, they also have no salary. That is why employees should work hard as early as 07:00 in the morning so that they can also have a great percentage. Meanwhile in their loaning service, employees tend to follow the first come first serve basis so that there is an equal treatment among the clients. The written rules provided by the organization determine the performance of workers thus, absent of these rules in their organization would lead to inefficiency of the workers. Qualification-Based Employment. Selection, recruitment and hiring in the organization rely on specific qualification such as educational background and personality of the applicants. Their organization discourages favoritism and family connections such as â€Å"backers† since it is not an acceptable criterion for employment. Their organizations employment is largely based on technical qualifications, but not necessarily on the field of expertise but as long as he/she have the knowledge about the job. Impersonality on Personnel Matters. This means that workers should work based on their official status not on personal feelings thus there should be a detached approach on this. Officials in the said organization separate their personal feelings among clients or co-workers. This idea also means that they treated all employees equally and customers equally. They interact according to their official status. Through this impersonality, workers can work effectively without caring for their individual safety. Thus, it enables workers to be more productive in their work. Shortcomings or Problems: Inefficiency and Rigidity. Policies and procedures in the said organization contributed to inefficiency and rigidity in the sense that they follow the step-by-step procedures rather than getting the job done correctly by means of providing solutions to problems. Example of this, in their loans service, is when there were urgent transactions, they tend to follow the correct procedures in having a negotiation with their clients instead of considering their situation. But in some cases when they tend to loan in the service and withdraw money, and if they have their valid reasons, they consider their reasons. One thing employees consider in their organization is that they ear that if they were not able to follow the norms and violated the norms of impersonality, they can be accused to favoritism or â€Å"bias† thus, making if inefficient one since it takes a lot of time in following such procedures. Also, on the part of their trading business, employees were told not to let clients to have a credit during t he end of the month or if they have an inventory, that’s why most clients were mad since some tend to consider others. This leads to inefficiency since there is unequal treatment present thus making it ineffective in catering the needs of customers. Resistant to change. This refers to the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. In their organization, unfortunately, they do not have new technologies which they can utilize for the betterment of their organization and improve its productivity. But if they acquire new technologies such as computer for their paper works, they will utilize it and willing to adapt to changes. Since they had considered that through the new technologies, their transactions will be more accurate and their work is more convenient and fast also can make workers boost their competence on their work. This problem regarding bureaucracy on their organization is not that a great barrier on their part to promote efficiency on their work since when they select and in hiring process of employees, they based it on the employees’ computer literacy thus enables them to productive. Perpetuation of Race, Class and Gender Inequalities. The problem regarding treatment of employees unequally in their organization does not occur since they have equally treated their employees. Racial class inequality does not occur in their organization since employees have the same races and if they have this racial class inequality, this is not imperative in the organization. Regarding social class, middle class employees and working class employee have an equal chance to be promoted. They consider the performance since it would contribute to the success of their organization, Also the gender is not the basis in employment. If you have the qualification, whether you are a male or female applicant, you have the chance to be employed in their organization. Solutions: To solve these arising problems on their organization, first, they should set specific policy which are clear and understood by workers to promote productivity and profitability of the organization and competence among employees. Since their major problem on their organization revolves around the improper implementation of the rules and regulation, they should also set alternatives on how to solve this such as stated earlier. Management by rules should be applied by the organization wherein it follows consistent set of rules to control decisions and thus executed effectively by the lower levels of the organization. Second, if employees acquire the characteristics of being resistant to changes, they have to have orientation about the new technologies used by the organization that would contribute to employees knowledgeable skills being applied in the organization. Through orientation and training, they will learn how to operate the computers, if they have. Being resistant to change plays a big role in the organization since it will boost individual’s incompetence of his/her work thus they should employ the â€Å"adaptive to changes†. Third, with concerns about division of labor, they should hire specialized experts to have a fixed division of labor present in their organization. Work is to be done obviously by specialists and people should be organized into units based on the type of work they do or skills they have. This is an essential tool in organizations so that works will be delegated among them and being expert in the field one is into is also vital in attaining the goals and objectives of the organization. Lastly, personnel should be hired based on technical competence. The appointment to a position within the organization should be made on the grounds of technical competence. Work should be assigned based on the experience and competence of the individual. Conclusion: Tigbao Primary Multi-Purpose Cooperative Inc. has these several characteristics of bureaucracy namely hierarchy of authority, wherein the order in which authority and power in an organization is wielded and delegated from top management to every employee at every level of the rganization; explicit rules and regulations, wherein rules are designed to control the conduct of those to whom it applies and regulations too are official rules, and have to be followed; qualification based employment, wherein the basis of acquiring employees is largely based on specific qualifications, and impersonality, wherein there is a degree of separation of personal status and feelings except for the fixed division of labor thus, this organi zation has applied the ideal type of bureaucracy. Although there were few problems present in their organization, but it is not that an impediment towards organizations efficiency on attaining their goals. Through these characteristics present in their organization, these would contribute a lot to their success and effectively catering the needs of the consumers. Therefore, bureaucracy can be seen as a way to make their organization more productive and efficient. And to sum up all, an ideal-type of bureaucracy do possess these characteristics. How to cite Bureaucracy in Tigbao Primary Multi Purpose Cooperative Inc., Papers

The Organization theory of symbolic and postmodern - Free Samples

Question: Discuss aboutThe Organization theory of symbolic and postmodern. Answer: Introduction The paper talks about the organizational structure of various aspects. It explains that how the organization behaves in functional, divisional and network structures. All the three structures have been discussed in the task with the help of the models. The paper further talks about the issues faced by the changing organizational structure and its implications for the managers. The company has to face various problems in order to achieve heights and goals of the company. Hence, the paper provides complete information about the changes that take place with the changing of environment. In order to make the company run effectively and efficiently, it is necessary to study the structures in a strict manner. On the other hand, it depicts the managerial implications of changing organizational structure in the company. Critically discuss the different organizational behavior in functional, divisional and network structures. The organization is a group of people who come together in order to work for a same purpose and goal. An organization consists of many professionals who work in similar fields in order to generate outputs and results that can give effective results to the company. It is a structure where the managers manage the work effectively and efficiently. The organization defines the relationship between the employees, managers, and all the other associates that are a part of the company. An organization can form its single as well as multiple entities (Burke and Noumair, 2015). In an organization, each and every employee is assigned a task which they have to complete within the given time period. Although every employee work differently but the motive of all the employees remains same. The members, managers, associates and other different members work together are called entities in an organization. Without these entities, a company cannot run successfully and efficiently. There are several or ganizations in todays world that deal with different businesses. These are the organizations that work on a large scale as well as small scale. The company should maintain favorable and suitable working environment so that employees can work in a better way. It will also help to attain desired outcomes and objectives (Hatch and Cunliffe, 2013). Critically analyze the managerial implications of changing the organizational structure. Organizational behavior in functional structure In a functional structure, the organization is divided into small groups according to their specifications in the job they do. The employees with the same skills and who often share their skills with one another are grouped together. In a functional structure, the employees are responsible for the functions that are assigned to them (Rothaermel, 2015). In this way, it helps to attain long-term goals and objectives of the firm. The functional structure of the company has been stated below. The functions in the model include HR, finance, marketing, etc. are designed from top to bottom in the form of heads. The model is a representation of what place is assigned to a particular post. It depicts the superior power against others (Logie, 2011). Organizational behavior of divisional structure In a divisional structure, the members of the organization are divided according to the task. The employees working in same tasks are grouped together and the managers who are efficient of the particular tasks are assigned the group for guidance. The division is divided into different groups to accomplish desired objectives and goals (Colquitt et al, 2011). Each division contains the necessary information that is further needed in the task. The separation of the employees might also separate the creative talents from one another who can work more effectively together. Although, the divisional structure provides an easy platform for the company to get the work done in less time but dividing the groups might not be a good idea for the organization (Cummings and Worley, 2014). The divisional structure of organization shows the division of different sectors of the company. Under each category, there are several other sub-secretaries who work in the company. Each of the divisions is responsible for different tasks and duties. There are many other responsibilities that are to be performed by the members who are being in charged and allotted the category. The different categories depict different sets of tasks that the company will have to deal in future. Organizational behavior of network structure The network structure is a representation of different entities of organization joined together in a connection. The entities are interlinked with one another and they can communicate with another entity. In network structure, the organization divides the department and connects them with a group of employees who possess same skill and knowledge. The managers maintain communication and coordination with employees and they control on external as well as internal activities (Thornton, Ocasio and Lounsbury, 2012). It is less hierarchical but more flexible than other models or structures. Due to fluid nature, it is very complex structure. The network structure allows the employees working under another category to communicate with other categories. The above network structure shows the connectivity of the designations held in an organization. It is a set of interconnected chains that explains the working of the organization. In this model, there are three divisions a managing director has to supervise that are personal care, food beverages and electro and nonfood division. All the three divisions have its own team and sales which work for them. This connectivity helps the company to communicate to the assigned authority whenever needed (Argote and Miron-Spektor, 2011). Managerial implications of changing the organizational structures Issues of changing management With the changing environment, the company faces many other changes in the behavior of business. The change is not only seen in the behavior of the managers but also the behavior of the employees who are working in the organization (Cameron and Green, 2015). The various issues that have been faced by the employees in the organization are discussed below Inadequate amount of resources The changing management plays a significant role to grow and explore the business globally. Expansion of business requires a large number of resources which becomes an issue for the company. While running the business, the company faces inadequacy of resources which becomes a major issue for the company. The firm is unable to generate any kind of profit and output due to inadequate resources. The deficiency of resources will lead to loss of the company. The inadequacy of resources makes it difficult for the managers to work effectively and efficiently in the business (Mitchell, 2013). Lack of communication Changing environment in the company makes it difficult for the employees or the workers of the organization to communicate with each other effectively. The lack of communication between the employees and the managers takes place and hence it becomes difficult for the employees to understand and know the assigned tasks. This issue creates several problems in the organization. It also affects profitability and outputs of the firm adversely. Due to lack of communication between managers and the other members of organization gives rise to many problems such as loss of production, an improper amount of generation in output, etc. The managers are not aware of the types of work being performed by the employees. On the matters of changing organizational structure, it becomes uneasy for the managers to deal with the problems of the employees which raise the issue in the company (Landis and Brislin, 2013). Improper use of technology The company adopts new techniques in the business so it also requires new advancements in the form of technology. It is difficult to adopt new technology in the organization. The changing of organizational structure helps the new employees to understand techniques and methods who are not aware of the method of technology used by the company (Scarbrough and Corbett, 2013). This creates the improper use of technology. In order to understand these new sectors of business the employees are dependent on the managers, hence it also becomes time-consuming. In order meet the changes the employees should use the technology in a hassle-free manner (Reiser and Dempsey, 2012). Lack of confidence Due to lack of understanding the task, the employees start to ignore the work and duties. They are unable to understand the requirements of the business which makes them lose their confidence. In order to generate a good amount of profit, employees must be confident and motivated towards the work. The lack of confidence may also influence the growth and success of the firm negatively (Griffin, 2013). Implications of changing organizational structure Though these organizational changes are set up to meet the demands of the customers but the impact of these changes could be seen on the employees who are working in the organizations. The changes can imply in a negative and positive manner to a large extent. In order to avoid such issues faced by the changing organizational structure, the managers must follow certain strategies which have been stated below (Peppard and Ward, 2016). Managers must motivate the employees for their good and effective work. This will develop confidence in the employees and they will work better for the development of the business. It is the duty of the managers to motivate the workers so that they can improve and enhance the efficiency and productivity. Managers must conduct seminars and conferences in order to make the employees aware about their duties and responsibilities. The seminars should be conducted in such a way that it can inspire the employees to work more effectively and efficiently (Easterby-Smith and Lyles, 2011). Managers must teach them the use of technology in a way that can lead to the growth of the company. Once the employee understands the technology it becomes easier to conduct the business activities successfully. It will also help the managers to save the time. The manager must help the employees to understand and explain the areas of tasks. Managers should not ignore the issues which are faced by the employees in the workplace. In order to keep the employees interested in the working, managers can also provide incentives such as an increase in income, holiday packages, bonus etc. This will keep the employees interested in working in the company. This helps the company to produce outputs effectively and efficiently. It is the duty of the employers to make happy to the workers. This will also allow the managers to perform their duty well. Therefore the managers must know the way of treating the employees and should do every possible thing to make its employees happy. Managers must know the working environment of the company. They must be aware of the activities and operations that take place in the business among the employees and other members of the organization. The managers must be able to solve the problems or the conflicts that arise in the workplace. It is also the duty of the employees not to hide anything from the managers so that the firm runs the business smoothly and effectively. This will create a helpful environment and will reduce the chances of misunderstanding among the employees. Conclusion On the above-mentioned study, it has been concluded that a manager should possess duties and responsibilities in order to make the company run effectively and efficiently. It is the duty of the manager to make the company grow by performing task and duties effectively. The structural, divisional and network structure of the company makes it easy to understand about how the company functions and operates. The paper also explains the changing environment of the organization. The issues which are faced by managers have been discussed in the paper. It outlines that how a company can function in the changing environment in order to run effectively and efficiently. Various strategies are used by the managers to resolve and handle the issues related to employees. It helps to accomplish long-term mission and vision of the firm. References Argote, L. and Miron-Spektor, E., 2011. Organizational learning: From experience to knowledge. Organization science, 22(5), pp.1123-1137. Burke, W.W. and Noumair, D.A., 2015. Organization development: A process of learning and changing. FT Press. Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Easterby-Smith, M. and Lyles, M.A. eds., 2011. Handbook of organizational learning and knowledge management. John Wiley Sons. Griffin, R.W., 2013. Fundamentals of management. Cengage Learning. Hatch, M.J. and Cunliffe, A.L., 2013. Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Landis, D. and Brislin, R.W. eds., 2013. Handbook of intercultural training: Issues in training methodology (Vol. 116). Elsevier. Logie, R.H., 2011. The functional organization and capacity limits of working memory. Current directions in Psychological science, 20(4), pp.240-245. Mitchell, B., 2013. Resource environmental management. Routledge. Peppard, J. and Ward, J., 2016. The strategic management of information systems: Building a digital strategy. John Wiley Sons. Reiser, R.A. and Dempsey, J.V. eds., 2012. Trends and issues in instructional design and technology. Boston, MA: Pearson. Rothaermel, F.T., 2015. Strategic management. McGraw-Hill Education. Scarbrough, H. and Corbett, J.M., 2013. Technology and Organization (RLE: Organizations): Power, Meaning and Deisgn. Routledge. Thornton, P.H., Ocasio, W. and Lounsbury, M., 2012. The institutional logics perspective: A new approach to culture, structure, and process. Oxford University Press on Demand.