Is Microfinancing empowering women in South America Research Paper

Is Microfinancing empowering women in South America - Research Paper Example This paper concludes that the effects of microfinancing have a positive influence to women empowerment in Latin America. This paper also concludes that the overall empowerment level of women in Latin America is significant and provides spaces for women to run viable businesses and contribute to family’s income. Introduction Microcredit, in a wider dimension called microfinance, has in the recent years become a much favored intervention not only for poverty alleviation but also for empowering women across the South American countries (Hofstede, 2012). Microfinance is an economic development approach that has evolved so as to benefit low-income persons all over the world. The term refers to the provisioning of financial services by financial institutions to their low-income clients. The general financial services are savings and credit; although some microfinance institutions provide payment and insurance services. The definition of microfinance should include both the financial and social intermediations for it to empower women (Inter-American Development Bank, 2012). Microfinance activities involve: * Small loans, usually for working capital * Streamlined microcredit disbursement and monitoring * Informal appraisals of investments * Collateral substitutes, such as compulsory savings and group guarantees * Access to larger repeated loans, based on the performance of a person’s repayment * Securing savings products (Hofstede, 2012). The microfinance industry in Latin America is comprised of numerous number of institutions that can be categorized in 3 groups. The first group is the NGOs which largely provisions financial services to micro entrepreneurs. Besides the financial services, these NGOs provide business development services such as business trainings and consultancy. This is the group that contains the largest number of institutions in Latin America (ACCION International, 2011) The second group is those institutions that formerly were NGOs b ut have up scaled their financial operations and are currently regulated by the banking systems of their country. This can be group can be referred as microfinance Institutions. The last group the commercial banks that have now targeted the low income earners into their trade. This combination of microfinance providers represent what is in the modern age referred as the commercialization of microfinancing in Latin America. Microfinancing is a potential phenomenon that that is used in Latin America to alleviate poverty (Attay, 2007). Empowering women however in micro finance would require several. Microfinance is a potential tool that can have a powerful impact on the process of women empowerment. Women empowerment is a multifaceted process that is characterized by change in a person although all individuals (Unite for Sight, 2010) experience it differently. Women across the South American countries profit from microcredit and other financial services. Strengthening the financial bas e of women and is an important role in empowering them. However, women are not only empowered by providing them with direct credits. This paper examines the perspectives under which women are empowered (Lee, et al. 2010). Problem Statement When examining the impact of microfinancing on women empowerment in Latin America, the following challenges were experienced by the field of microfinance in this region. First, it is important to note that one the key role of microfinance is providing accessible financial

The Victorious Youth Essay Example for Free

The Victorious Youth Essay The Victorious Youth is a Grecian bronze sculpture dated to be between 300-100 B.C. whereas the Riace Warrior was older and was probably made between 460-450 B.C. The Greeks had their art of portraiture, in which a victorious youth would lend his features to images of the gods, while the portrait of the general, the philosopher, or the poet was fashioned like a statue of the divine, and was given superhuman touches.   The divine remained a generalization and intensification of the human. The Greeks did not endeavor to reproduce particular details, but to present a picture in which had been elaborated the idea they embodied.   Hence the victorious Youth has more god-like features whereas the Riace warrior has been given superhuman characteristics.   Also, the Victorious youth is wearing a wreath on his head which is a symbol of victory and kingship in Grecian art. In the case of the Riace warrior, its   attitude of defiance represents the moral force of the people it symbolizes. The Victorious Youth appears to be more relaxed and the olive wreath on his head identifies him as a victorious athlete. The muscles on the Riace Warrior are very naturalistically sculpted. Both the sculptures depict the concept of weight shift as they both rest on one leg each.   The Riace warrior, however, seems more tense and his muscles taut, as if waiting for something in anticipation. The hair and the beard seem more intrinsically sculpted compared to those of the Victorious Youth. Not only is that but the expression on the face of the Victorious Youth more dreamy and distant whereas that on the face of the Riace Warrior is more aggressive and focused as if concentrating on something. The facial expressions of both the sculptures identify and collate with the whole idea of the Victorious Youth being a successor and the Riace warrior having to do with war. Also contra- posto is in effect as both the figures experience a certain degree of gyration. It is essentially a new technique in art as rigid frontal sculptures gave way to more natural poses. However, in the Victorious Youth, the hands seem to be out of proportion compared to the rest of the body. It seems as if the sculptor meant to exaggerate the hands so that the action of the youth touching his wreath is more prominent hence the whole idea of him being the winning athlete. Riace warrior- http://www.mlahanas.de/Greeks/Arts/RiaceWarrior.htm Gardner’s Art through the Ages- A concise history.

Vision And Goals For Bank Alfalah

Vision And Goals For Bank Alfalah Bank Alfalah Limited started it functioning on June 21st, 1992 in the form of public limited company under the Companies Ordinance 1984. Its banking operations started from November 1st, 1997. Since then the bank is engaged in commercial banking and other services relating to banking as defined in the Banking companies ordinance, 1962 of Pakistan. The Bank is currently operating through various branches in Peshawar and in Pakistan at large. They have also branches in Bahrain, Bangladesh Afghanistan, with the registered office at B.A. Building, I.I.Chundrigar, Karachi. Since the start, as the new identity of H.C.E.B after the privatization in 1997, the management of the bank has adopted strategies and policies to create a different position for the bank in the market place. It became economically stronger with the banking of the Abu Dhabi Group and its driven by the strategic goals set out by its board of management. The Bank has invested in revolutionary technology to have a vast range of products and services. This helps the commitment of Bank Alfalah to a culture of more innovation and seeks out synergies with clients and service providers to ensure undisturbed services to their customers. Bank Alfalah focuses on the requirements of their customers and always try to match them with quality products and service solutions. During the past five years, Bank Alfalah has raisen in the market as one of the foremost financial institution in the region endeavoring to meet the needs of tomorrow today. The Name of the Chief Executive of Bank Alfalah is Mr. Sirajuddin Aziz and the Co-Chairman Central Management Committee is Mr. Parvez A. Shahid (Reference: http://www.bankalfalah.com /about/historical_overview.asp) Bank Alfalah vision: To be the premier organization operating locally internationality that provides the complete range of financial services to all segments under one roof. Mission Statement of Bank Alfalah: To develop deliver the most innovative products, manage customer experience, deliver quality services that contributes to brand strength, establishes a competitive advantage and enhances profitability, thus providing value to the stakeholders of the bank. (Reference: http://www.bankalfalah.com /about/historical_overview.asp) Faisal Bank Limited Faysal Bank Limited started its operations in Pakistan on October 3, 1994, in the shape of public limited company under the Companies Ordinance, 1984. The Bank has listed its shares on Karachi, Lahore and Islamabad Stock Exchanges. Since then the Bank is engaged in Commercial, Consumer and Corporate Banking activities. The Bank has a network of 136 branches including 10 Islamic Banking branches and 2 sub-branches. The registered head office of the Bank is situated at Faysal House, ST-02, Shahrah-e-Faisal, Karachi The Pakistan Credit Agency Limited (PACRA) and JCR-VIS Credit Rating Company Limited have fixed the Banks long term rating as AA and short term rating as A1+. Faysal Banks asset in 30th June, 2010 was over Rs. 175 billion; about 3,000 employees are working in the banks with a network of over 135 branches in 38 cities of Pakistan. Currently it is the 12th largest bank in Pakistan by assets. The majority share holding of Faysal Bank is held by Ithmaar Bank B.S.C. (Reference: http://www.faysalbank.com /aboutus.html) Faysal Bank Limited Vision: Excellence in all that we do Faysal Bank Mission Statement: Achieve leadership in providing financial services in chosen markets through innovation. Faysal Bank VALUES: Faysal Bank daily code of conduct is exemplified by eight core values: Four threshold values values at the heart of our brand and four differentiator values values that set our brand apart. The president and CEO of Faysal bank is Naved A. Khan while the chairman of Faysal bank is Syed Naseem Ahmad (Reference: http://www.faysalbank.com /visionmissionandvalues.html) Objective of the study: We went to Bank Alfalah and Faysal Bank branches located in Peshawar. We interviewed the HR officers of both banks and some other employees for our HRM assignment and we asked them questions regarding the way they plan Human Resource and their Processes and the way they Recruit new employees for the Bank. Now we are going to apply the information relating to Human Resource planning and Selection and Recruitment Method gain from these two Banks in our HRM assignment. Analyze the need for human resource planning, the information required and the stages involved in this process (P4) Human Resource Planning: Human resource planning refers to as the process of deciding what positions the organization will have to fill and how they are going to fill them (Reference Gary Dessler, page.no.152) Human resource planning is a process conducted by a firm for the future in order to decide how much employees are required by the firm to recruit to cover the post, from warehouse keeper to the CEO. Human resource planning is the most important part of the overall Human Resource strategy. For example a firm wants to enter into a new type of business or market it will have to plan that how much of employees it needs for carrying out those new operations if it wants to achieve success. Process of Human resource Planning: Planning relating to employment is being done on the basis of some basic assumptions. Forecasting techniques like HRP enables a company to generate these assumptions. If a company wants to plan for their employment needs, they basically need to consider three things: Personnel needs (demand) Supply from inside (Current employees) Supply from out side. After doing the analysis of demand and supply then the stage of removing the gape between supply and demand comes Forecasting of personnel needs (Demand): Organizations keep the some factors in mind while forecasting demand. Factors like the objectives of the organization, employees utilization (how much of labor will an organization require for their production or services objectives), the cost of labor, and environmental factor like technology and social norms are important for demand forecasting. There are simple techniques like ratio analysis and time series analysis through which forecasting of demand can be done. Forecasting of Supply: One important question in this regard is should an organization plan to fill the forecasted positions with employees already working in the organization or by hiring people from outside the organization. There are also some important factors, which a firm must consider while conducting the process of forecasting supply. If a firm is planning to fill the position from within so it must consider factors like employees skills, performance standard, potential trainability, educational base etc. On the other hand, if a firm is planning to recruit people from outside so it should consider factor like skill availability, education and training level of the potential people, competitors activities and paying rate in the markets. Computerized information systems that contain a database of all the employees can be used for forecasting supply from outside. Removing Gap between demand supplies: After doing the demand and supply analysis three situations can arise. Firstly, demand may become equal to supply so no actions are needed in this situation. Secondly, there may be surplus of workers so in such a situation steps like early retirements, limited hiring and reducing the numbers of employees are appropriate. Thirdly, a shortage of employees may arise so in such a situation the process of recruitment and selection should be fastened. (Reference: Gary Dessler,) Apply the concepts of human resource planning and stages involved in this process on the organization under study (M3)? The concept of Human Resource Planning along with the stages involved in its process has been discussed in detail in P4 of this assignment here we will discuss the Human Resource Process in Faysal bank and its advantages for the organization. According to HR officer of Faysal Bank, Human Resource Planning is very important for their Human Resource department. By conducting the analysis they come to know how many employees they have currently and how much they require in the future in order to gain their Human Resource objectives. They analyze Human Resource with the help of time series which mean they give targets to their employees and if they are unable to get those targets in given time with the available staff (Demand) they then analyze the performance of each employee by using their human resource information system (HRIS) that contains the data of the all the employees they foresee the potential trainability, productivity improvement of their current employees. Beside this they hire more employees in order to expand and to get their Human Resource targets. For example if they want to recruit new employees firstly, they look at their current employees, someone with experience, skill, competitive edge over other if there are such employees then they assign them double duties with 50% increase in pay. If there are not such employees available then they find new employees through the reference of their existing employees or friend and family members (Supply of employees from Inside). If they are opening new branch for that purpose they also first look in their current employees to bring employees for them. Faysal Bank Human Resource department do not advertise for the required general posts, they only advertise (Supply from outside) for the post of MTO (Managing Training Officer). Student from high class Universities apply online for this post once a year and normally they accept the qualified student of LUMS, IBA, NUST Universities respectively, for this post. Objectives of Faysal Bank behind conducting Human resource planning: Objectives of Faysal Bank behind conducting human resource planning are as follow: To fill the desire to look into the future: Organizations like Faysal Bank are growing big and the method of doing business are becoming difficult day by day as a result jobs at Faysal Bank sometimes requires sophisticated experience and skills that cannot easily be found and bought. Secondly it takes time to train and develop employees. Due to these factors Faysal Bank may find it self in a problem if they dont plan their employees properly so for Faysal Bank the desire to look into the future is growing due to factors mention above thats why it is the main objective behind conducting Human Resource Planning.. To exercise control over as many variables as possible which influence business? Businesses are cant forecast their future. Most of the analyst refers Human Resource Planning as an approach to risk management. Faysal Bank also uses Human Resource Planning so that it can practice control over changeable or variable factors like labor turnover, future labor market etc. To cope with employment protection legislation: It is one of the Faysal Bank main objectives behind conducting Human Resource Planning. Legislation (laws) relating to job security and general expectations from Faysal Bank as far as social responsibility is concern makes it difficult for it to simply remove employees. The cost of this for Faysal Bank can be measure in financial terms (cost of employee development etc) as well as loosing its reputation as a secure employer that at times may also harm its business. So Human Resource Planning can help Faysal Bank in dealing with problems like these. To comply with technological changes: Advancement in technology is changing the nature of work as new technologies are emerging in Service Sector. Faysal Bank conducts Human Resource Planning so that technologically competent employees can be hired. For example if it pre-plan to hire fresh IT experts who are able to know that how to use competitors for online payment and receipts along with some accounting skills so it means that Faysal Bank would be having a competitive edge over its competitors. To cope with de-jobbed workers: In Pakistan the pace of jobs is changing the trend of project base work is increasing day by day. So it is one of its core objectives behind conducting Human Resource Planning that proper planning can be done about project base workers. To complete the expansion plans in time: The demands for Banks are increasing day by day. Therefore Faysal Bank has some serious plans to expand its operations. This means that it would need new people for which it conducts human resource planning so that a forecasted demand of human resource can be generated. This will help the organization in hiring the right person for the right job and with in time. Ultimately Faysal Bank will be able to complete its expansion plans in time. Recommend, how the organization can improve their human resource planning to achieve Human Resource goals effectively (D3). The changes and pressures brought in by economic, technological and social factors have forced organizations of all kinds to study the costs and human aspects of labor much more seriously and carefully than ever before. Therefore Faysal bank needs to further improve their Human Resource Planning in order to achieve their HR goals effectively. For improving their Human Resource Planning Faysal Bank need to implement the suggested steps below: They need to accept employees from the most honest and well known reference (Supply of labor from inside). Not from any body because some can be bias in bringing their relative, friends with no educational background and skills in order to improve their Human Resource Planning. They must select the worker (employees) with the required ability and information because it will give spirited edge over competitors since a good quality worker will carry advance service deliverance and hence productive personnel can analyze Human resource well. They need to educate their present staff and try to make use of their present staff more by raising their salaries, in this way the present staff can be made knowledgeable and it will also help the Analyzers of HR to measure the performance of their current staff and the required number of staff and skilled they require to hire in order to support the old and hence achieve their HR goals. They need to keep their strategic planning (corporate objectives) in mind while conducting Human resource planning process; this means that the HRP must satisfy the whole objective of the organization. They should actively involve their managers, executives, and line employees during analyzing human resource because they have more inside to the organization. Compare the structured process for recruitment in two organizations and evaluate the methods and media that can be used (P5) Systematic approach to Recruitment Recruitment is the part of the human process concerned with finding the applicants: it is a positive action by management, going into the labor market, communicating opportunities and information, and encouraging applications from suitable candidates. Recruitment And Selection from harshalsk Effective recruitment is increasingly important today. Recruitment is a very complex concept it is not a simple process of placing ads or calling employment agencies. The crucial effort in this regard is that recruiting should make sense in terms of your overall corporate strategic plan. Successful results of recruitment depends upon other HR polices so it is very important that recruitment policy should be coherent with your HR policy and also with the overall strategic plans. Recruitment sources (internal and external) Internal sources: Existing employees, rehiring the old employees and succession plan {The ongoing process of systematically identifying assessing and developing organizational leadership to enhance performance (Gary Dessler, p.no163)} are the internal sources for recruiting employees. External sources: Advertisement, employment agencies, off shoring/outsourcing, college recruiting and employee referrals is the external sources of candidates. Systematic approach to recruitment A systematic approach to recruitment will involve the following steps: A detailed document of human resource planning, which contains anticipated detail of required human resource such as how, much of human resource organization needs to meet it objectives. Job analysis which includes: Job description: a process conducted so that detail information of competent Tasks, duties and standard can be generated. Job specification: a detail statement of the professional qualification and skills required for a job. Job analysis is being conducted so that there is detail information with the organization that helps in hiring the right person for the right Job. An identification of the free posts, by analyzing the human resource plan and job analysis for different branch or department, which has free vacancy, and subsequent, approval or authorization. Seeking approval from that specific department ensures effective, low cost and timely recruitment. Evaluation of the sources of the staff that should be predicted by using forecasting techniques. Internal and external sources should be analyzed in this regard. Preparation and publication of information (giving the jobs description and specification in the media along with other condition). One the applications from the potential candidates are received they can further processed before selecting the candidates. Recruitment approach by Bank Alfalah The overall aim of recruitment process in an organization is to obtain the quantity and quality of candidates required to fulfill the objectives of the organization. The recruitment policy of bank Alfalah is centralized and lower employees have no access to it but it exists in a proper form. The policy manual of Alfalah is also not properly communicated to the lower employees and no one in the lower employees knows that what the overall policies of bank are. When we asked about the policies from the lower employees some of the employees were not clear about the HR policies as they had neither been not communicated, nor seen the policy manual. We asked the HR coordinator about the policy manual, she refused to give it to us saying that its highly confidential. Yet verbally she gave us some idea that what are the steps in recruitment. These steps are as follows. Policy: The recruitment policy of bank Alfalah has the following conditions: If some one is applying from Khyber Pakhtun Khwa he must be domiciled in Khyber Pakhtun Khwa. The required ages for the fresh recruits at start level are between 18-26 The educational qualifications of the employees. Officers (Executive Category) Master Degree /MBA/MCOM (Any recognized University by Federal Govt.) Assistant Officers/below Category B.A./B.Sc (Any recognized Institute by Federal Govt.) Peon and supporting staff / matriculation. Sources of Recruitment (labour pool): Whenever a vacant position is available, the head of department make reviews of the existing personnel and carry out a search within the organization for suitable persons before trying the outside sources. But if a person with the required qualifications for a given job is not available, fresh recruitment is made. Ways of Recruitment: The vacant posts are advertised through the local and national newspapers and applications are invited with the job specification and description showing the job requirements and eligibility. If the staff member knows any eligible person he or she is asked to call him along with his CV. If he meets the job criteria than the bank does not advertise for five or six seats but if the seats are more and time is less than they do advertise. Managers view: The HR coordinator of bank Alfalah told us about the recruitment policy of bank Alfalah according to her they follow the following approach to recruitment: Detailed human resource planning defining what resources the organization needs to meet its objectives. The HR Manager described the duties, responsibilities, objectives, tasks and standards of the job. The HR Manager specified that what type of employees they are looking to perform the job. We provide equal opportunities to all the employees meeting with our criteria. No gender or racial discrimination is involved. We train our employees after recruitment according to their job and assign them a job or duty. At start we hire our employees on contract basis of one year but if he/she performs well then he/she can be made permanent. Employees view: As we have interviewed some of the employees according to their point of view recruitment policies are very much transparent and fair. As those employees have spent more than three years in bank Alfalah and were satisfied from their manager and from the bank environment. According to them they have submitted their CVs in bank AlFalah and after some time they were called for a written test and than after qualifying the test they were called for interview. Then they were selected and sent for four months training to Lahore where they have their own training academy for fresh employees to train them for such specific job for which they were recruited. Personal analysis: Bank AlFalah is considering well in banking sectors because of their transparent policy which includes recruitment, selection etc. We personally fell well about their policy because the employees which are part of the organization are personally satisfied from their recruitment process. They clearly show the qualities of the personnel, which they required. Because of their good behaviors to the applicants they create a good corporate image on the mind of the applicant. The peoples who are still part of the organization are in favor of their recruitment policy, which helps in creating a good image of the organization of the peoples out side the organization. Recruitment approach by Faysal Bank Whenever there is a resulting demand of recruitment F.B (Faysal bank) there are a few patterns which F.B follows in order to achieve a person for that job, for that reason Faysal bank hires different recruiting agencies à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ to conduct the operation of recruiting of the desired vacancy. Similarly when different internees to drop in their C.V (curriculum vitae) so that when ever required they can fetch them for the desired vacancy. Before the recruitment of an employee different aspects are planed to accomplish the finest out of the new recruit so that it can give the best it can to the bank. The objectives which are kept in front before the recruitment are as under: The individuals potential of achieving the objectives which he/she is hired for. The recruit may not get exceeded before the finalization of the desired task. The recruited should have the ability of holding new things when he/she is being skilled. He/she could adopt himself/herself to the changes or innovation in the bank industry. And above all he/she could be reliable so that he/she could keep the business secret of this financial organization. The individuals who are preferred before the recruitment of the new candidates for the bank are as under. Initially the preference is given to the existence employees if there is any employee who deserves that particular job, or that if a particular person is capable of filling that vacancy, he/she is preferred as to before hiring a new employee. If there is some individual in the Faysal Bank branch who has got the nerve that if he could be trained he can get more skilled and suits that job unoccupied at that time he could be indulged in that particular vacancy. The desired vacancy could be referred to the other braches of the bank, so that if there is any capable employee who can be assigned to that job then he/she will be undertaken. Faysal Bank Relationship Manager View: Mr. Muhammad Yaver Khan Khattak the branch relationship manager Faysal bank Omer Plaza Jehangirabad University Road view over the recruitment policy is that this is a very flexible and feasible approach for the employees already working in the bank that if they are given the motivation that if there gets a vacancy in the bank they have got a chance for the promotion for the employee, this end results in the betterment of the organization and the employees start for put in more efforts for the achievement of that desire post. likewise he thinks that if there isnt any one commendable enough for that job, we hire different agencies for the recruitment of the staff of the bank which helps in the time saving of the organization but for the desired quality of the new recruitment the final interview is being conducted by the HR coordinator in the Islamabad brunch. And then the C.V (curriculum vitae) of the candidate is send to the head office in Karachi. Employees view: When we interview Mr.Imran a newly recruit in F.B Omer Plaza Jehangirabad Peshawar, he said that the recruitment policy of Faysal bank is flexible and feasible as that he was doing the internship from the bank and when there was a vacancy they called him if he was willing to do that desired job. Our Personal analysis: In our view Faysal bank has got a very professional approach to the recruitment policy for their bank because their policy of giving the opportunity to the old employees to be upgraded to the new post. Similarly the phenomenon of hiring a recruiting agency is very feasible for the bank and as well as for the new recruit. Evaluate the interview as a selection technique and discuss a range of alternative selection methods available (P6) Interview: Interview is a kind of face to face negotiation between two people for a particular purpose. An interview is a purposeful exchange of ideas, the answering of question and communication between two or more persons. Both Faysal Bank and Bank Alfalah consider interview to be useful for selecting employees. A selection interview is a selection procedure designed to predict future job performance on the basis applicants oral response to oral enquiries. A hiring and selection tool is an aid that helps interviewers focus on key success criteria, compare findings with others more effectively, and develop more rigors in evaluating and scoring candidates. To be effective, the tool must be supported by excellent skills in behaviorally-anchored interviewing. In addition, interviews must be sensitive to various guidelines about the kind of data sought in interviews. The guiding principle is that specific information related to protected classes of individuals or to personal activities or principles that are nor related to specific job activities should not be directly questioned. In addition, using these tools and processes provides an excellent opportunity to sell the companys approach to performance excellence, including tools that candidates can use throughout their employment to maximize their own performance. General Process of a selection is as follows: Selection involves number of steps through which the applicants are screened for choosing the most appropriate persons for available posts. The main objective of selection is to choose the right person for the vacant job. The general process of selection is as follows: Checking each applicant against the criteria given in the job advertisement. Short listing of Applicants Notifying Short listed Applicants Conducting Interviews Verifying Credentials Ranking Applicants Reference Checking Writing Selection Report Follow-up procedure for candidates who successfully completed the selection procedure Negotiation of terms and conditions of the job. Formulate up a contract or written conditions of jobs. Plan initial orientation for the new employees. Review the applicants list which are not interviewed and putting the potential candidates on cling to for future. Telling the unsuccessful applicants for the desired post. Alternative selection methods available to the Banks Psychological Test: Psychological test is the important technique in selecting personnel, and this is widespread at all levels and periods of life. And it is a measuring device, a yardstick applied in consistent and systematic fashion to measure a sample of behavior? Purpose of Psychological test: Selection: The emphasis is on finding a person with the right qualifications for a particular job. Placement: The importance is depended on employees; the problem is to find the right kind of job for a suitable employee. Characteristics of Psychological tests: Standardization: It refers to the combination or customary of the conditions and procedures for administer a test. Norms: It refers specifically to the average or performance on the test Reliability: It refers to the regularity of response on a test. There are several methods for determining reliability: Test Retest Method Equivalent-forms Method Split-halves Method Validity: It is one of the most important requirements of any psychological test is that it measures accurately what it is intended to measure. A number of steps are required to establish a testing program: Conducting a job and workers analysis Finding or developing a suitable tests Conducting an item analysis of each question on a test Determining the level of difficulty of each question Establishing the reliability and validity of the test Setting the cut-off scores Types of Psychological test Administration Test: Individual Group Test: Individual test is straight to one person at a moment in time, are more precious and hence, are used to slighter degree in industry than a grouping analysis. Speed Power Test: Speed Test: It has a rigid time limit at which spot applicants taking the assessment ought to terminate. Power Test: It has no time limit, examines are permitted as much time as they feel they need to finish the test. Paper and Pencil and Performance Test: Paper Pencil Test: Is a kind of assumption test in which questions are in written structure and the answers are recorded on an answer page. Performance Test: It possibly will take longer to administer than paper pencil test and also may need a candidate testing operation. Objective Subjective score: Objectivity: It is the greater part of the test used for automated selection aims are objective.

Techniques Used in Peter Porters Your Attention Please :: essays research papers

A poem written by Peter Porter is called â€Å"Your Attention Please†. Phrases like â€Å"Death is the least we have to fear† and â€Å"A nuclear rocket strike of at least one thousand megatons†, certainly got my attention. This poem is written in the form of a radio announcement, warning of a large nuclear attack aimed at all our major cities. It covers a serious subject and yet the tone used is used in a casual way. Many techniques are used which make this poem very effective. A rather strong feeling used throughout the whole poem is that it is satirising the government. It does so by using bureaucratic language that people often relate to officials and being organised. I felt that this acted as a disguise for the horrifying truth of the events happening. The voice had a sense of authority over me, made me feel that I should obey the advice given in commands. The poet uses this to get his opinions across discreetly using a satirising tone and allowing the reader to work it out for themselves. Words and phrases are used that intimidate you like, â€Å"To comply with the shelter Requirements published in the Civil Defence Code†, it would seem that in the time it took to say that the announcer could have moved on and stopped wasting time. We often relate this to a grander more pompous way of speaking. It makes you think almost like this attack was planned. You also feel intimidated by the use of precise times and exact measurements - such as - à ¢â‚¬Å"This announcement will take two and a quarter minutes to make†. This is also typical of a government speech, again wasting time with information you did not really need to know. Another meaning of this poem is possibly to prepare you for a nuclear attack and make you think of what you would do in this situation. This aspect of a war like this is shocking, however, it is obvious that the poet finds it ridiculous. This idea is familiar as it still works today as this threat is still existent. The idea of this happening to you and your family is genuinely chilling. This poem does contain a certain amount of poetic effect but if you were a listener it wouldn’t be obvious. Nevertheless there is a certain structure which is kept to through the poem.

The Case Of Chronic Gastritis Health And Social Care Essay

IntroductionIn the fast-paced, acute attention scenes, the nursing program should reflect on a client ‘s state of affairs and supply appropriate and thoughtful nursing intercessions. Therefore, it is of import that the nurses are decently trained and develop real-life, real-time scenarios for a fake clinical scene. Throughout the history of medical scenes, the functions and maps of nurses are capable for alterations with an purpose to command the client or patients ‘ wellness results. And based on the nursing intercessions applied, the intervention or medicine that is involved in the nursing program should match to the program of attention which may affect the coaction of wellness attention squad and the household of the client. The alterations in nursing functions has been discussed by many research workers and concluded that the chief aim is to develop their consciousness of peculiar functions. In add-on, the client ‘s position may alter, asking a new program of a ttention. With these alterations, the nurses may meet troubles within the infirmary scenes.BackgroundThe client is enduring in n abdominal hurting and is declared to be gastritis which is characterized with java land purging and HB beads. â€Å" Coffee land † puke reveals that the blood has been in the tummy for some clip and has been changed by stomachic secernments. Gastritis is redness of the stomachic mucous membrane caused by any of several conditions, including infection, E-coli, drugs ( NSAIDs, intoxicant ) , emphasis, and autoimmune phenomena ( atrophic gastritis ) . Gastritis consequences of a dislocation in stomachic mucosal barrier wherein the tummy tissue unprotected from auto-digestion by Hydrochloric Acid ( HCl acid ) and pepsin. There is a possibility for the internal bleeding because of the break in the capillary walls in the blood vass. In the medical appraisal on the client, it is discovered that he/she is enduring in Chronic Gastritis ( Type B ) because of the Helicobacter Pylori infection. This means that the client has a obscure ailment of epigastric hurting that is relieved by nutrient, marks of anorexia, nausea/vomiting, intolerance of fatso and spicy nutrients, baneful anaemia, and has a high hazard for stomachic malignant neoplastic disease. There are many hazard factors involved in the Gastritis such as the usage of drugs, the life style and diet like the ingestion of intoxicant and spicy nutrients, the environment ( radiation and smoke ) , pathophysiologic conditions ( Burnss, nephritic failure, sepsis ) and others like emphasis. However, the Chronic Gastritis is different from the Acute Gastritis because of the presence of micro-organisms Helicobacter pylori which may play an of import function in Chronic Gastritis because it promotes the dislocation of stomachic mucosal barrier.Literature ReviewAs portion of the action of some infirmary scenes, the development of clinical experiences of nurses can be used as portion of the evidence-based pattern in such countries as cardiac catheterisation labs, endoscopy units, and exigency sections, which offer few benefits for scholars or nurses. Clinical observations provide limited chances to larn job resolution, and they are used often as a manner to diminish student-faculty Nu mberss in the clinical sphere ( Smith, 2009 ) . To analyze the status of the client, it is advised to use the procedure of Esophagogastroduodenoscopy ( EGD ) which is the best method for analyzing upper GI conditions. Esophagogastroduodenoscopy may be abbreviated EGD or OGD if one uses the British spelling ‘oesophago- ‘ . In medical scenes, the nursing practicians are trained in such plans including the EGD process with an purpose to larn the proficient accomplishments as use of EGD and cognitive accomplishments like reading of stomachic findings. It is of import that the nurses have the proficient competence to find the appropriate methods in intervention and medicine ( Park, et al. , 2010 ) . Within the Endoscopic Nursing, endoscopic processs are performed by nurses under supervising of an experient supervisor or medical professional of the endoscopy unit. During OGD, the relationship between the gastroesophageal junction ( GEJ ) and the squamocolumnar junction ( SCJ ) was carefully noted. The tummy and duodenum were carefully inspected for the presence of peptic ulcer disease. The process enables the medical pracititioner to analyze the liner of the GI piece of land by get downing a tubing utilizing a thin flexible tubing with its ain lens and light beginning or picture endoscope ( NHS, 2003 ; Unal, et al. , 2006 ) . The processs are performed to measure symptoms of relentless upper abdominal hurting, sickness, emesis, and trouble in get downing or shed blooding from the upper GI piece of land. The OGD is more accurate than x-ray movies for observing redness, ulcers, or tumors of the gorge, tummy and duodenum. Upper endoscopy can observe early malignant neoplastic disease and can separate between benign and malignant ( cancerous ) conditions when biopsies ( little tissue samples ) of leery countries are obtained. Biopsies, nevertheless, are taken for many grounds and do non needfully intend that malignant neoplastic disease is suspected. A assortment of instruments can besides be passed through the endoscope that allow many abnormalcies to be treated straight with small or no uncomfortableness, for illustration, stretching narrowed countries, taking polyps ( normally benign growings ) or handling upper GI hemorrhage. Safe and effectual control of hemorrhage has reduced the demand for transfusions and surgery in many patients.PreparationThe client ‘s tummy must be wholly empty and must compel non to eat or imbibe, which include H2O for about 4 hours before the scrutiny . The doctor will be more specific about the clip to get down fasting, depending on the clip of twenty-four hours that your trial is arranged. It is of import that the patient should supply the information sing the current medicines. In instance that there are needed medicines, accommodations should be made before the trial most specifically, if the client has major jobs in bosom or lung status that might necessitate particular attending during the process. Part of the readying for endoscopy is to set up the duties within the circle of the household. Here, the support of the household members is needed. The client, if necessary, will be given depressants that may impact the client ‘s judgement and physiological reactions for the undermentioned 24 hours. There are bounds in the normal activities, although the client will non experience tired, it is non advised to make heavy undertakings without the company of other household member. The client can restart normal activities after 24h following endoscopy.During the OGD ProcedureThe doctor will reexamine the client ‘s state of affairs and the nurse is expected to be at that place to steer the client and support him every bit good during the process. The nursing program starts in the admittance of the client in the infirmary and to instantly response on the demands of the patient. Therefore, it is of import that the nurses will showcase the competent nursing attention that can me rely happen when client beliefs and values are thoughtfully and skilfully incorporated into nursing attention programs. Since lovingness is the nucleus of nursing, a competent nurse can administrate the nursing program and execution for the patient to accomplish the positive result. Other alternate trials may be given if the medical professionals assessed that the process might bespeak possible complications. The nurse will explicate the beginning of the process and make an option available for the client such as spraying the client ‘s pharynx with a local anesthetic before the trial begins and/or may be given medicine through a vena that can assist the client relax during the trial. Throat spray has the advantage of enabling the client to remain awake and in full control during the trial. In add-on it may be safer in patients with cardiac or respiratory jobs. However, the client may happen the trial more uncomfortable if they are to the full awake, hence, sedation has the adv antage of doing you more relaxed, and may even fall asleep during the trial and therefore you will hold small remembrance of the trial itself. Sedation nevertheless, may somewhat increase the hazard of cardiac or respiratory complications in susceptible patients. Occasionally the doctor may urge a combination of pharynx spray and sedation if the process is likely to last longer that norm. The nursing practician is expected to explicate the pros and cons of sedation versus pharynx spray to client which makes the determination sagely. Following sedation or pharynx spray the endoscope is passed through the oral cavity and so in bend through the gorge, tummy and duodenum. The OGD does non interfere with the client ‘s external respiration during the trial but most patients consider the trial to be merely somewhat uncomfortable. However, at the terminal of the process, the nurse, who is the closest individual to the clients, can help the client and supervise the endoscopy country until most of the effects of the medicine have worn off. The nurse will assist the client to get by with the alterations and pointing the effects of OGD. Partss of the alterations that may look are the feeling of sore pharynx and bloated feeling because of the air introduced into the tummy during the trial. The client, under the nursing attention program is advised to decelerate restart the a ctivities until eventually reached the recovery and restart the diet after the client leave the infirmary unless the client is instructed otherwise. Therefore, the nurse ‘s action for attention extends by educating the household members sing the status of the client and giving appropriate nursing intercessions.Possible ComplicationsOGD is by and large safe and complications can happen but are rare when doctors, sawboness or nurse endoscopists with specialized preparation and experience perform the trial. Bleeding may happen from a biopsy site or where a polyp has been removed. It is normally minimum and seldom requires blood transfusions or surgery. Localised annoyance of the vena where the medicine was injected may seldom do a stamp ball enduring for a few yearss, but this will finally travel off. Other possible hazards include a reaction to the depressants used and complications from bosom or lung diseases. Major complications, e.g. , perforation ( a tear that might necessit ate surgery for fix ) and aspiration pneumonia are really uncommon, Upper GI endoscopies may affect a little hazard to coronate dentitions or dental bridgework. It is of import that the client can recognize early marks of any possible complication such as holding a febrility after the trial, have problem swallowing, or have increasing pharynx, thorax, or abdominal hurting. In any instance, the client should allow the doctors know about it quickly ( NHS, 2003 ) .The Case of Chronic GastritisHelicobacter PyloriIn the finding of Helicobacter pylori ( H. pylori ) , the infection is recognized to be the most of import acquired factor in the etiology of ulcers of the tummy and duodenum. However, the infection does non look to predispose to gastro-esophageal reflux disease ( GERD ) and some grounds indicates a possible protective consequence. The hypothesis is that the presence of H. pylori may protect against the development of GERD by stamp downing stomachic sourness via the neutralizing consequence of bacterial ammonium hydroxide production and principal gastritis induced by relentless H. pylori infection ( Unal, et al. , 2006 ) . Helicobacter Pylori is a spiral-shaped Gram-negative bacteria found in colonised stomachic mucous membrane or disciple to the epithelial liner of the tummy. The surplus of the bacterium causes uninterrupted stomachic redness in virtually all septic individuals. The infection is acquired via consumption orally and can be transmitted during childhood in most instances. H. pylori are the cause of most instances of Peptic Ulcer Disease ( PUD ) and chronic gastritis. If the client ignored the marks of either PUD or gastritis, there is a hazard that the status might take to stomachic malignant neoplastic disease ( Suzawa, 2008 ) . There are several surveies show H pylori obliteration may better gastritis and superficial epithelial harm but grade of enteric metaplasia ( alteration in signifiers ) and wasting did non happened. Treating H pylori has been associated with decrease in cell proliferation, declaration of redness, disappearing of hyperplastic polyps, standardization of apoptotic ra tes, and arrested development of glandular wasting enteric metaplasia ( Lee, 2007 ) .Medicine and Treatment ManagementPart of the nursing program is to use the appropriate medicine. Since the client demonstrated the Chronic Gastritis, with the presence of H pylori, there are two types of intervention which are the nonsurgical direction and surgical positions, that are available and the determination of medicine is based on the judgement of the doctor. Under the nonsurgical direction, the primary intervention is based on the designation and riddance of causative factors, and can be applied by drug therapy ( Vitamin B12, Triple therapy for H. pylori infection, etc ) or other therapies like the diet therapy, emphasis decrease and avoiding alcoholic drinks. On the other manus, the surgery is identified to be advisable and referred as the frequent solution for peptic ulcer disease. Although the surgery minimizes the complications of the disease, there are medical research workers detailing that the impact of H pylori has led to a tendency towards minimal art in surgical therapy. In add-on to the alterations in patient attention, these developments have had an impact on the preparation of sawboness and nurses. Gastritis literally means redness of the tummy. Chronic gastritis is most normally due to H pylori infection and in most of the instances is symptomless and there is hapless correlativity between symptoms and chronic H pylori infections with chronic redness. But surgery plays no function in this instance. However, if the chronic gastritis is assessed to be duodenal reflux or gall reflux gastritis, the instance may be self-generated or secondary to prior stomachic surgery. On OGD, the clients have bile in the tummy, erythematous chev rons or spots and sometimes mucosal hydrops. Treatment with mucosal protective agents, prokinetic agents, and binders of gall salts has been let downing. Surgical therapy consists of recreation of bile off from the tummy ( Lipo, Shapiro, & A ; Kozol, 2006 ) .

Bipolar Disorder and Its Effects on Cognitive Mindset of Adults Essay Example

Bipolar Disorder and Its Effects on Cognitive Mindset of Adults Essay Example Bipolar Disorder and Its Effects on Cognitive Mindset of Adults Paper Bipolar Disorder and Its Effects on Cognitive Mindset of Adults Paper 1996) As issued by the National Institute of Mental Health (NIHM), and other researches the lifetime prevalence of manic episode was 0. 8%. Manic symptoms were often observed in the age group 18-29 and also in men more than women. The age group with highest prevalence rate was the adult age group of 30 – 44, in contrast to manic symptoms where the highest prevalence was in the age group 18 – 29. Since mania characterizes bipolar disorder because mania cannot be unipolar in form as depression can be, types of bipolar disorder are classified by the length or the course of manic episodes on the lifetime of the disease. (Ibid) Bipolar disorder, recently have two know types: Bipolar I and Bipolar II. Bipolar I disorder, according to DSM-IV, requires only one manic episode and no past major depressive episodes. (Keck et. al. , 1996). Across different sites bipolar I prevailed at the rates of 1. 2% in New Haven, 1. 0% in St. Louis, in contrast to Baltimore and Los Angeles with a rate of 0. 6% and Durham with 3. 4%. (Zarate Tohen, 1996) Bipolar II is characterized by one or two episodes of major depression and at least one episode of hypomania. The rates of bipolar II disorder were also inconsistence of on the sites, ranging from 0. 4% in Durham to 0. 6% in Baltimore. A one year prevalence report shows that the hishest rate of 1. 2% occurs in the age group of 30 – 44. BIPOLAR DISORDER AND EFFECTS ON ADULT COGNITION AND LEARNING Jean Piaget’s developmental theory on mental cognition employed a clinical method approach which treated human subjects as receiver of situations that appeals to the stimulus in which questions about such events are addressed to the subjects afterwards. Piaget’s developmental theory appeals to the mainstream cognitive science today. His influential theory is essential in the mode of the research since it resides to the concept that metal events for example focuses on the structure of knowledge and on the logical reasoning process. (Ormrod, 1995) It is important to note that bipolar could affect this process of thinking because the psychological effect of manic-depressive illness directly alters neural transmissions, via manipulations of neurotransmitters on the brain synapses. However, the research does not necessarily explain these alterations to the cellular level of neurotransmission. The concerns on Piaget’s developmental theory suggest some following ideas about human learning. One idea implicates that people or human beings are active processors of information. (Ormrod, 1995) If the scope would be narrow down to adult sufferers of bipolar disorder it is obvious that this fundamental function of human cognition is altered, especially on the onset of either the episode on major depression or the episode on mania. Both extremes exhibits symptoms of inability to concentrate properly and distractibility can be attributed to a decrease in information processing towards the brain. These could often lead to a significant lowering of cognitive power of the brain. Some forms of information processed from the environment to the adult sufferer can be transformed into another form which caused confusion which in turn to negative effects his work or job. This made us believe that adult sufferers of manic-depressive illness are not active processors of information. Deficits in sustained attention as measured by continuous performance testing on adult patients, comparing to those who have pure and mixed mania showed that patients with mixed mania exhibited a greater overall cognitive impairment. (Keck et. al. , 1996) Another idea on cognitive learning by Piaget is his notion that cognitive development results from the interaction of individuals with their physical and social environments. (Ormrod, 1995) During the episodes of depression, according to medical outcomes study by Wells and colleagues (1989) social functioning has worsened in patients with current depressive symptomatology. Social functioning were measured using a patient screener which measure several areas of functioning, including physical, role and functioning. The number of days spent in bed as well as perception of well-being is recorded. As compared with other chronic diseases like hypertension, gastrointestinal problems, depression exerted a greater adverse effect on social and role functioning than other chronic disorders. Other researches suggest that social impairment may persist after a symptom improvement. (Bolland Keller, 1996). CONCLUSION Bipolar disorder is a mood disorder and a psychological disability that negatively affects metal cognition of adult sufferers. It impairs cognitive functioning as well as social functioning. Jean Piaget’s theory on developmental cognition on its perceptions on information processing and social functioning is directly negated by the symptomatic implications of manic-depressive illness. References Bolland, R. and Keller, M. (1996) Outcome Studies of Depression in Adulthood. Mood Disorders Across Life Span. Pages 228 -229. Keck P. , McElroy, S. , Kmetz, G. , Sax K. (1996) Clinical Features of Mania in Adulthood. Mood Disorders Across Life Span. Pages 265 – 275. Ormrod, Jeanne Ellis. (1995) Human Learning. New Jersey: Prentice Hall. Suppes, T. and Rush, A. R. (1996) Evolving Clinical Characteristics or Distinct Disorders. Mood Disorders Across Life Span. Pages 3 – 14. Zarate, C. Tohen, M. (1996)Epidemiology of Mood Disorder Throughout the Life Cycle. Mood Disorders Across Life Span. Pages 17 – 28.