The Trauma Informed Skill At Hamilton Center - 2109 Words

Trauma Informed Mastery The Trauma Informed Mastery activities were helpful throughout the semester working with my clients at Hamilton Center. I utilized the activities that my supervisor and I discussed were most beneficial towards the client population I was counseling at the time. Many of my clients suffer from PTSD, Substance Use disorders, or other mood disorders. The majority of my clients are also middle aged men who politely refused any yoga activities. One client heard the choice, looked around my small office and shook his head grinning. Client #1 My first client presented with PTSD from childhood that had led him down a troubled path causing him great stress and anxiety. The client discussed how he was involved in legal†¦show more content†¦In the prior session, the client detailed his family relationships, legal issues, and discussed how his father played a â€Å"role† in his life. The activity was selected as a way to get the client to think about someone important in his life and then later process the information. The client was to listen to my prompt and imagine opening an envelope with a letter inside. He would open the envelope, read the letter and visualize the letter for a few moments. After reading the letter he was instructed to explain who the letter was from and what the letter said. I originally planned this activity thinking that the client would visualize his father writing him a letter but, I was mistaken. When I processed the activity, the client discussed how his mother wrote the l etter and told him to â€Å"behave and stay out of trouble.† His mother has been a guiding force for the client throughout his life and the client felt guilty that she was suffering with cancer while he was locked up for many years. The client, to this day, cannot visit her until his charges are settled or dropped. Utilizing this activity was a quick and easy way to assess where the client’s thought process was during our session. I was able to gather more data about his family life and later connect it to his PTSD diagnosis. I consider this activity a success because I was able to obtain more and better data about the client’s life and his current thoughts and emotions regarding his

Essay on Analysis of Self-Sacrifice in Part One, Chapter...

Crime and Punishment, written by Fyodor Dostoyevsky, establishes his motifs through the use of. This novel reinstates the motif of self-sacrifice into different characters that interact with the main character, Raskolnikov. Although the largest case of self-sacrifice lies in the character of Sonya which is not thoroughly discussed in Chapter III and IV of Part One, pages 35 to 64 contributes the largest variety of self-sacrifice that is found within Crime and Punishment. Here, self-sacrifice comes in three different forms: the sacrifice of ones own body, the sacrifice of someone you love, and the sacrifice for someone you love. The slight contrast between the three situations allow for a greater understanding of this motif. In Crime and†¦show more content†¦During the 1800s, in which this story takes context and now, it is unlikely that a young girl would willingly give up her body without a cause. The choice of going into prostitution often involves a financial situation, s imilar to the situations of Sonya and Dunya. Sonya devotes all her time to her family and prostitutes herself in order to keep her family alive, despite her father’s alcoholic problems. While Dunya is not an example of an extreme self-sacrifice in comparison to Sonya, she depicts a lesser sacrifice in order to sustain her brother, Raskolnikov. These women and girls are now socialized into an ethos of self-sacrifice. Alexandrovna Raskolnikov’s devotion to her son enables her to sacrifice her daughter’s happiness. Her devotion is to the extent that she is ready to condone her daughter’s self-sacrifice for his benefit. The fact that she willingly gave away Dunya’s hand in marriage to a man whose decision marry her is based on the need to feel that someone is indebted to him is ridiculous. Even though she is aware that Luzhin agreed to marry Dunya because â€Å"†¦he had decided to marry an honest girl, but one without dowry, and she must be the kind of girl who already knew what poverty was like†¦Ã¢â‚¬  (45). It is also comparable to say that Luzhin wants to become an ubermensch in a smaller sense, a person with great powers and abilities, as he believes that â€Å"a husband must in no way be beholdenShow MoreRelatedDeposit Mobilization of Commercial Banks in the Context of Nepal1709 Words   |  7 PagesBackground Capital formation is one of the important factors leads to increase in the size of national output income and employment, solving the problem of inflation and balance of payment and foreign debts. Domestic capital formation helps in making a country self sustainable. According to classical economist, one of the main factors which helped capital formation was the accumulation of capital. 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Human Resource Management National Centre for Vocational Education Re

Question: Discuss about the Human Resource Management of National Centre for Vocational Education Research. Answer: Introduction: It has been observed many emerging Australian companies lag behind in terms of training and development when compared to the Asian and European markets. However it is necessary for the aspiring companies to meet the technological innovations and global competition of the present market. Many companies have observed the need for training for the purpose of employee development. Continuous learning enables an employee to understand the relationship between their job role and companys mission. In order to recommend suitable learning techniques to be used in a specific organizational context one needs to have a clear understanding of the types of activities which are not only measurable but facilitates learning process and organizational characteristics that influence the participants in the training program. The various development activities have a direct impact on the cognitive, skill-based and affective learning outcomes. The empirical literature supporting the various training progr ams related to planning, methods of delivery, identification of the participants and required resources shows the linkage between learning processes and outcomes. To have a better understanding of the employee development it is essential to differentiate employee development from training by validating the development activity and application of the various development practices to practical situations in an organization. According to various theories, training deals with planning and facilitating the learning process of a specific knowledge whereas a developmental activity takes into consideration several other dimensions. A development process may be an outcome of the job experiences, changing job roles or through participation in various extra-curricular activities (Billett et al., 2015) Organization Description The organization selected for the purpose of development of training and development of program is Langham group of hotels and resorts located in Southbank, Melbourne. The Langham hotels international is often known as Europes first grand Hotel. At present it is situated in four different continents with its headquarters situated at Hong Kong. The Langham, Melbourne has a capacity of 388 guestrooms and suites. Apart from accommodation facilities for the guests, the hotel specializes in providing dining, spa, health club and ballrooms for events. (www.langhamhotels.com", 2016) Importance of training program According to Chen, (2013), the demand for a hospitality industry is dynamic in nature. The satisfaction level is not only dependent on the land area and facilities but service level has a crucial impact on building a reputation and goodwill of such an industry. The importance of training program lies in providing a state of art service to the guests through the development process in various dimensions. The training program is a guest centric program which reflects the values of Langham and linking of the vision, corporate strategies and commitments of the organization. Training programs are often influenced by the assessment of the needs due to customer complaints and making effort to rectify the same. Training program is mostly needed for the new recruits for guiding them to the right path from the very first day of employment. It is also directly related to understand the need and variability in services during seasonal fluctuations. A well trained employee can demonstrate right approach for such volatile demand in the industry. The training program enables the employees to perform situational analysis in critical times for a superior approach to a problem (Ubeda-Garca et al., 2013). The hotel industry needs personnels who are continuously learning and upgrading themselves in accordance to the technological developments, innovations and service approach in this particular field. The competition among the tourist hotels in Australia is prevalent due to increasing number of tourists every year. It is believed that satisfaction of the colleagues has a direct impact on the service factor. Thus the training program not only aims at achieving superior service of the guests but equally recognizes the need for employee satisfaction for a holistic development. (Pan, 2015). Participants The training is set up as per in-house facilities, the participants involved in the training program includes the human resource manager, workers with experience of more than 10 years in the relevant industry and various other top personnels of the hotel. The training program is mainly focused on the new entrants of the hospitality industry. The participants may have prior experience in relevant field of service or fresher from different management schools with a specialization in hotel management. The new recruits need to be instructed with the standard operating methods relevant to their job profile. The job training for new employees typically focuses on the companys vision and a continuous training program can significantly contribute to the advancement of Langham hotels. Providing training to the new recruits often inspires them to deliver more output than what is generally expected at an initial level. The training program comprises a trickled down effect, which means newer col leagues learn from the well-trained experienced workers of the company. On the other hand the well-trained employees may be able to learn various perspectives of services from the newly joined employees from different management schools. In this way the process is a mutual benefit for both the participants and the experienced workers of the hotel. The training program is beneficial for both the participants and organization as it includes both cognitive and interpersonal skills and psychomotor skills related to performing tasks in a hotel industry. In various qualitative studies of Asian countries it has been observed that on job training and in-house training often leads to greater innovation and tacit skills (Horng Lin 2013) Program plan The Langham Hotel has a pre-existing program for learning and development known as First60 certification program. This program is conducted during the first 60 days of joining the Langham family. The systematic training program helps the new entrants to understand the culture, acquire knowledge about the product, processes, standards and being accustomed to the customer services with the help of this training course. The various learning aspects of this program have been shown below: Highlights of first60 training program Source: (www.langhamhotels.com", 2016) Learning theories According to Horng Lin (2013) the several learning theories relates to the different aspects of the learning process, many theorists relate to trainees motivation in the developmental process. The learning theories choosed for the purpose of study are explained below as follows: Reinforcement theory According to this theory people are motivated to avoid or follow specific behavior which is directly related to the past outcomes that have influenced the present behavior. From the training perspective, the trainers need to identify the factors as the learner finds most positive and negative. Trainers need to relate these factors when learners are acquiring a particular skill, knowledge or changing behavior. The schedule during process of job reinforcement has been shown below with the diagram. Schedules of job reinforcement Source: (Bratton Gold, 2012) Social learning theory The social learning theory is the process by which people learn by observing other people whom they trust and believe to be knowledgeable. Social learning theory is an outcome of directly experiencing of a particular behavior or the process serving the consequence in perspective of others behavior. The social learning theory also comprises of four processes which includes attention, motivational processes, retention, and motor reproduction. The attention suggests the learner must possess the required skill or behavior that they desire to observe. The retention skill is associated to recall the appropriate situation. The process of recalling behavior can be coded as visual images or verbal statements. The training method of this skill is particularly useful in hospitality industry such as Langham group as the trainer provides a rationale for individual key behavior (Akers Jennings, 2015) The process of motor reproduction is the demonstration of the observed behavior to check the validity of the result. Processes of social learning theory Source: (Schwarzer, 2014) Methods of delivery The process of delivery and recording the responses may be done on the basis of interview method, PowerPoint presentation, role plays, case study and in-house management games which are relevant to the learning theories as discussed before. The various examples which can be used to implement the theories in the training process are shown below as follows: Reinforcement learning theory and practice The method of delivery of the reinforcement learning process involves the following procedure. Employees can be tested on the basis of various situational analysis. For example if a particular employee is able to deliver a better service as bartender than a chef, then the trainer needs to identify the positive behavior and ignore the negatives. Another example which can be used in Langham Hotel is by eliminating unsafe practices in workplace. A slide show presentation may be demonstrated showing the various unsafe and safe practices in the bakery facility of the hotel. Safe practices like climbing over conveyor belts instead of walking around and them using an equipment to dislodge a jammed machine rather than using bare hands. After presenting all the slides the final slide may include the outcomes of safe practices. The employees may be encouraged to see the positive outcomes of safe practices and follow the same. This will not only increase the security of the employees but also r educe various cost and risk in the hotels bakery facility (Xu Shi, 2014). Social learning theory and practice The trainees are presented with a video in which a manager is unable to get his ideas accepted by his subordinates and it clearly shows that the subordinates are dissatisfied with the managers ideas. The trainees are made to watch the video once again but this time the manager is shows the key behavior in the same situation, due to this the subordinates react positively to their supervisor. The video segment shows how it trainer can successfully get across his ideas by using key behavior in the learning process. The social learning process in hospitality industry can also be done by learning the various requirements of the guest and learning behavior pattern through social interactions (Morgan et al., 2012). The delivery system can also be based on the understanding of desired type of training interaction of the participants and the trainer. The various seating arrangements of the participants is shown below with the diagram as follows Examples of seating formations Source: (Roy, 2014) Program objectives Among the various objectives of learning outcomes, four objectives of the training program include cognitive objectives, affective objectives, behavior objectives and developmental objectives. The cognitive objective is related to what the new entrants are willing to know. The affective objectives are related to the various set of instructions that needs to be delivered to the participants. The behavior objectives are the ones which relate to performing of the various activities of Langham Hotel in terms of delivering superior customer service. The developmental objectives are related to complex learning outcomes mainly focusing on the varying degrees of demonstrating a particular task (Felicenet al., 2014) Instructions for the trainer The trainer should ensure a proper knowledge of the two mentioned learning theories that is reinforcement theory and social learning theory. The trainer should set various examples based on the two theories and put forward a practical overview of applying the same in Langham Hotel on a regular basis. It should be ensured that the trainer is not biased to a particular participant during the observation process and while delivering the theories. Feedback or evaluation The evaluation process can be conducted on the basis of training evaluation form. In the training evaluation form the various parameters on the level of agreement of the questions should be stated. For example whether the objectives are clearly defined, encouragement of participation and interaction, usefulness of distributed materials, relevance of the topics covered, meeting the objectives of training and preparation level of the trainer (KumpikaitÄ—,2015). Preparation of the training and evaluation form of Langham Internationa is shown as follows: Feedback and evaluation form of Langham Hotel Source: (Greenberg, 2012) Scheduling and planning of activities The in-house training session at Langham Hotel is planned to last for 60 days. The planning is done for each single day. A training session plan consists of the sequence of the activities that will be conducted during the training session. The figure given below clearly shows a sample of a training session plan. The plan consists of the table of contents for the various activities. This helps in ensuring the activities are consistent irrespective of the trainer. The table also shows the effectiveness of the scheduled planning activities and covers the various learning objectives, time of session, topics to be covered and activities of the instructor. It also indicates program breaks for breakfast, lunch and afternoon tea. It also specifies the appropriate method of delivery of the training along with time. The sample of training session plan has been shown below as follows: Training session plan Source: (Fister et al., 2015) Resources required As the training is based on in-house premises of the hotel it is important to understand the goals and objectives of the training program and include participants who possess direct experience of the individual job skills. The in-house training program is a cost-effective measure than external training. The various requirements for conducting such a training program includes availability of stationery items such as papers, pens, markers etc., and the training room should have adequate air-conditioning, heating which can be easily adjusted. The training room should also consist of provision for refreshments and lunch delivered by a catering staff. The room layout should provide the flexibility of demonstrating learning activities through case studies and role-play. The room should have good acoustics for effective communication. Electronic gadgets such as data projector, audio systems and flip charts are a must for the training room. The provision for photocopying, printing, email and using of USB devices should also be available during the training. The room should be equipped with high-speed wireless Internet access which can be used to suffice the needs of participants as well as the trainer. A storeroom or cabinet should be present for storing the training resources and equipments. The participants should be provided with the various policies and set of standard operations which needs to be followed on a regular basis. The training guideline for each day is to be provided as a separate handout clearly stating the training objectives and its implications (Noe, 2014) The financial requirements of the training should involve the various cost components. The projection of the cost required to conduct an in-house training at Langham Hotel shown below as follows: Training Cost projection of the resources at Langham, Melbourne Expenditure Amount Direct cost Evaluation of training 2000 Cost of needs assessment 1400 Course development 2200 Printing charges 600 Overheads/Indirect cost Electricity 3200 Telephone and Internet 2400 Stationery and postage 320 Instructor salary 3000 Catering staff salary 1600 Computers 4000 Facility rental 1500 Technical equipment 3500 Total expenditure $ 25,720 Possible barriers According to (Crutchfield, 2014), the possible barriers in a training program may be caused due to lack of resources and availability of time. Hospitality industry is a fast-moving industry and managing 60 days of time only for training purposes can be detrimental for the hotel during peak seasons when the customer is high. We can see a budget estimate of more than $ 25720 needs to be spent on a training program this can hit hard during economic downturns. The conflicting priorities related to attitude, work ethics and perception of the trainees often lead to an inefficient training program. The culture of senior management is often seen as a barrier to improve the budget plan and aligned with strategy of the company. Lack of vision is often seen as a hindrance to the various developmental programs within an organization (Jones, 2013). Conclusion The report is an extensive study of the training program at Langham international Hotel situated in Melbourne. It identifies the various training methods which are being followed at present and suggests improvement on the training procedures through suitable learning theories which can be utilized to suit the various requirements of the hotel. The training and developmental programs are best to the standards of the Australian hospitality industry. The report also shows the various techniques of feedback and evaluation of the training program. The financial details are based on a realistic approach of the present market conditions. The report further suggests the various possible barriers which need to be solved through collaborative techniques with the employees and participants. Reference List Akers, R. L., Jennings, W. G. (2015). Social learning theory. The Handbook of Criminological Theory, 230-240. Billett, S., Choy, S., Dymock, D., Smith, R., Henderson, A., Tyler, M., Kelly, A. (2015). Towards More Effective Continuing Education and Training for Australian Workers. National Centre for Vocational Education Research (NCVER). Bratton, J., Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan. Careers at The Langham Hotels Resorts: Find and apply for hotel and hospitality jobs at Career.langhamhotels.com. Retrieved 31 May 2016, from https://career.langhamhotels.com/training.htm Chen, W. J. (2013). Factors influencing internal service quality at international tourist hotels. International Journal of Hospitality Management, 35, 152-160. Crutchfield, E. B. (2014). Developing human capital in American manufacturing: a case study of barriers to training and development. Routledge. Felicen, S. S., Rasa, L. C., Sumanga, J. E., Buted, D. R. (2014). Internship Performance of Tourism and Hospitality Students: Inputs to Improve Internship Program. International Journal of Academic Research in Business and Social Sciences, 4(6), 42. Fister, I., Rauter, S., Yang, X., LjubiÄ , K., Fister, I. (2015). Planning the sports training sessions with the bat algorithm. Neurocomputing, 149, 993-1002. doi:10.1016/j.neucom.2014.07.034 Greenberg, I. (2012). ESL Needs Analysis and Assessment in the Workplace. The Cambridge Guide to Second Language Assessment, 178. Horng, J. S., Lin, L. (2013). Training needs assessment in a hotel using 360 degree feedback to develop competency-based training programs. Journal of Hospitality and Tourism Management, 20, 61-67. Horng, J. S., Lin, L. (2013). Training needs assessment in a hotel using 360 degree feedback to develop competency-based training programs. Journal of Hospitality and Tourism Management, 20, 61-67. Jones, A. M., Punia, M., Young, S., Chase, C., Zidenberg-Cherr, S. (2013). Training and Professional Development Barriers and Opportunities in Programs Participating in the National School Lunch Program. The FASEB Journal, 27(1_MeetingAbstracts), 1062-13. KumpikaitÄ—, V. (2015). Human resource training evaluation. Engineering economics, 55(5). Morgan, T. J. H., Rendell, L. E., Ehn, M., Hoppitt, W., Laland, K. N. (2012). The evolutionary basis of human social learning. Proceedings of the Royal Society of London B: Biological Sciences, 279(1729), 653-662. Noe, R. A. (2014). Employee training and development. McGraw-Hills Education, Singapore. Pan, F. C. (2015). Practical application of importance-performance analysis in determining critical job satisfaction factors of a tourist hotel. Tourism Management, 46, 84-91. Roy, J. E. (2014). The Impact of Seating Arrangement on Students' Learning in Secondary Schools. International Journal of Information, Business and Management, 6(2), 1. Schwarzer, R. (2014). Self-efficacy: Thought control of action. Taylor Francis. Ubeda-Garca, M., Marco-Lajara, B., Sabater-Sempere, V., Garca-Lillo, F. (2013). Does training influence organisational performance? Analysis of the Spanish hotel sector. European Journal of Training and Development, 37(4), 380-413. Xu, B., Yang, C., Shi, Z. (2014). Reinforcement learning output feedback NN control using deterministic learning technique. Neural Networks and Learning Systems, IEEE Transactions on, 25(3), 635-641.

The Aging Population free essay sample

After 16 years of war and depression, World War II ended in 1945, and more babies were born between 1946 and 1964 (78 million) than ever before and never since, which gave way to the name â€Å"baby booms†. The first stage of the boom occurred during 1945-1950, and the second was from mid 1950-1964. Financial advantages turned out to be plentiful after the war; and this generation of baby boomers became known as the â€Å"Me Generation† (Gigante, 2010). In terms of aspirations, accomplishments, and lifestyles the boomers excelled over earlier generations. Higher education became a priority for this generation; women began to achieve equality in the workforce, which opened doors to specialized skills, and decision-making positions (Williamson, 2008). As of 2011, the oldest of the boomers have reached retirement age (Gigante, 2010). With Americans turning age 50 every 7. 5 seconds, by the year 2015, baby boomers will represent 45% ced of the United States population. By the year 2030, one in five Americans will be age 65 or over, and the demand for medical care for the boomers will spill over for the next twenty years. We will write a custom essay sample on The Aging Population or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 60% of adults age 50 64 have at least one chronic disease, and adults over age 65 85 could be diagnosed with more than one (Huffington, 2013). Hospitals, clinics, care centers, and insurance providers are working on plans for the expected increase in medical services for the aging baby boomers. With 60% of the boomers having one or more chronic disease that require regular healthcare visits. By year 2030, 28% of the U. S. population will be elderly, and additional healthcare personnel would be needed to assist with patient care and medications, patient education, and guidance in developing lifestyle changes. Future demands for medical careers in chiropractic, alternative, holistic medicines, and other health care positions are foreseeable. In the past few decades, the shortage of nurses in the United States has worsened. There will be fewer experienced nurses in the future because; traditionally, this career has always been occupied by women and baby boomers are a large part of the existing nursing workforce that are approaching retirement (Atchison, n. d. ). Regardless of age, everyone is spending more on healthcare costs. Whereas the boomers may add to the health care crisis, expensive new drugs, diagnostics, and medical technology not only comes with an increase in demand but an increase in healthcare costs as well. The Congressional Budget Office (CBO) shows the impact of the baby boomers start to decline after year 2035, but healthcare spending per person will continue to climb for the next 45 years (Gigante, 2010). The greatest obstacle for baby boomers is the lack of health insurance coverage. Baby boomers are realizing the utterly inadequacy of gaining access to and paying for long-term care. The Baby Boomers are the largest single demographic affected by the new legislation of the Affordable Care Act (ACA). Medicare and Medicaid are the main sources of health care coverage for the boomers age 65 and over. Pre-boomers that are not covered through work will have an opportunity to obtain coverage through ACA without the threat of higher premiums because of medical history, or rejection for pre-existing conditions. Pre-baby boomers can retire early or change careers and not worry about health insurance coverage. The ACA will do away with lifetime maximums, annual dollar limits on benefits, which has given boomers an affordable choice in insurance selection (Bob, 2013). As demanding citizens, and consumers with higher expectations of goods, services and customer care, boomers have less of a sense of loyalty than earlier generations. Shopping for services, and being willing to walk away from traditional based care, boomers have caused new changes to occur in the healthcare industry. Boomers visit doctors more, for treatments, rehabilitation, and for the latest in life-saving technology. Boomers do not share the â€Å"Doctor knows best† analogy of earlier generations, and with much less credibility. As patients, boomers demand information from choices in care to wellness strategies to billing options. As a group, boomers have caused dramatic changes in the way healthcare is organized and provided. Boomers and the elderly account for 26% of office visits, 35% of hospital admissions, 34% of prescriptions, 38% of medical emergencies, and 90% of nursing home use. Continuing to place a decrease on the disability rate, demographic data continue to show an increase in life expectancy at every age. Boomers reductions in disabilities have resulted from a combination of lifestyle changes, health education, preventive medicine actions, and ready access to high quality medical connections (Blanchette, 1998). As luck would have it, even though the boomers will put an enormous strain on the federal financial plan and the healthcare industry, baby boomers will also leave behind a legacy of healthcare improvements. Demands from the largest demographic in American history is prompting pharmacy companies to develop new drugs faster, demanding accessibility to higher quality of care, anticipate health care providers to be both highly skilled and humanistic, and with expectations of advancements in science and medical technology annually to promote good health. Individual physician practices are beginning group practices with different specialties in preparation for the needed geriatric services, while offering longevity to the lives of baby boomers (Gigante, 2010). Over the next couple of decades, a fast growth of 90% or more of seniors is projected across the states in the west, along with Texas, Georgia, and Florida in the south. Slow growing metropolitan areas, mostly in the Northeast and the Midwest will also have a greater aging population, but with a decline in the younger population. Boomers could be called the first â€Å"suburban generation†, because baby boomers are most likely to reside in the suburbs, near large metropolitan areas, which began with the earlier generation after WWII (Frey, 2010). Just as baby boomers have altered the healthcare systems with the greatest impact in numbers, boomers are most likely to alter long-term care. Promoting a longing for dignity and independence, boomers are already participating in assisted-living options that provide a base of social support, supplemented with fee-for-service items as needed. The enormous costs and the increasing regulations with regards to nursing home care for sicker patients will result in centers changing into long-term care hospitals and subacute facilities, rather than having the truly residential and homelike environments of today (Blanchette, 1998). The baby boomers were the generation that protested the war in Vietnam, witnessed the assassination of President John F. Kennedy and Bobby Kennedy, watched Neil Armstrong walk on the moon, and voted for President Barack Obama, the first African-American president of United States of America. Baby boomers are not put together to grow old gracefully, and are not likely to settle for less (Gigante, 2010).