Social Work Management and Its Relevance to the Social Work Profession

SOCIAL WORK MANAGEMENT AND ITS RELEVANCE TO THE SOCIAL WORK PROFFESSION LAUREN DA SILVA Introduction. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 The social work profession †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 {text:list-item} {text:list-item} {text:list-item} {text:list-item} Definition of management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. {text:list-item} What is social work management?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 {text:list-item} {text:list-item} Case Study: Management in One Way Community Services†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13 {text:list-item} {text:list-item} {text:list-item} {text:list-item} {text:list-item} Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix 1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 20 List of Sources†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 21 INTRODUCTION: Management and the study and refinement of management sciences are by no means a recent field of study. Basically, as long as human beings have been organizing themselves in groups to fulfil a common purpose or goal, some form of management has been employed to keep things under control, running smoothly and more effectively. In fact, one of the earliest recordings of a management technique can be found in the Christian Bible in chapter 18 (verse 25) of the book of Exodus where after encountering numerous problems resulting from being the only direct report to millions of Israelite people, Moses decides to â€Å"choose capable men from all Israel and made them leaders of the people, officials over thousands, hundreds, fifties and tens† (Exodus 18:25 New International Version). Considering management has been used by human civilization since the beginning of its existence (even if it is done completely unwittingly), I find it rather surprising that management as a field of study has only been in existence since around 1890, when Frederick Taylor developed the â€Å"Scientific Management Theory†, which characterized the emphasis on scientific measurement of tasks and use of highly mechanized, assembly line and routine activities by workers (Very Brief History of Management Theories). From between 1930 and 1950; Taylor’s management theory began to give way to Max Webber’s â€Å"Bureaucratic Management Theory†. He â€Å"focused on dividing organizations into hierarchies, establishing strong lines of authority and control† (Very Brief History of Management Theories) and emphasized detailed, standardized operational structures with very little room for flexibility (Very brief history of management theories). From then on human rights groups like trade unions began to heavily influence governments which in turn began creating legislation which reacted to these inhuman management structures. Human resource divisions were added to companies and it became common to relate the prosperity of the organization to the wellbeing of its employees. Added to this, breakthroughs made in the human sciences fields of study played a strong role in helping management to understand and take into consideration the needs of workers (Very brief history of management theories). So, with the momentum that management as a field of study has gained over the past century and the mark that it has left on organizational functioning (hopefully for the better) as it has developed, it’s relevance to the social work profession is an important topic of discussion. Over the course of this assignment I will be critically discussing social work management and its relevance to the social work profession. I will also use a case study to explain how management influences the effectiveness and efficiency within One Way Community Services (the non profit organization with which I have been placed for my practical work for this year). I will start off by introducing the social work profession as it will be discussed in this essay, specifically within the context of non-profit organizations. I will then define management as it is applied to both for and non -profit organizations and how these practices influence the success of non profit organizations. Then, I will define social work management specifically and its relevance to the social work profession. Finally I will discuss the influence of social work management on social welfare service effectiveness within the non-profit organization with whom I have been placed for my practical work (One Way Community Services) before I conclude with some final thoughts on social work management. THE SOCIAL WORK PROFESSION In order to understand the relevance of social work management to the social work profession, I feel that it is of importance to have a clear understanding of the history of the social work profession, how it is currently defined and the context it operates in. {text:list-item} {text:list-item} When Christianity was legalized by Emperor Constantine the first, the church started setting up poor houses, orphanages and homes for the aged and these were funded in part with grants from the Roman Empire. By 590, the early church had an established system of circulating food and consumables to the poor. In the Middle Ages, giving to the poor was considered part of one’s religious duty and although it was common to give items like food and clothing, the root causes of poverty however, were never addressed (History of Social work – Wikipedia). {text:list-item} As a profession, social work began in the 19th century in America and the United Kingdom – mainly because the poor were seen as threatening to the social order. When the industrial revolution began, the leap in technology and science also led to increased migration to urban areas which in turn lead to increased social problems which naturally lead to an increase in social activism. The settlement movement, during this time focused on the causes of poverty – Research, reform and residence. They provided educational, legal and health services that advocated reforms in social policy. Workers in the settlement movement pioneered the immersement of workers in the culture of those they were helping. Two pioneers in the establishment of social work as a profession were Mary Richmond (Mary Richmond's Charity Organization Society) and Jane Addams (Jane Addams's Settlement House Movement). They debated whether or not problems should be taken from a scientific method (Richmond) or immersion into the problem which blurred the boundary between professional and client (History of Social Work – Wikipedia). The first social work class was offered at the University of Columbia in 1898 and in 1947 Lindeman â€Å"affirmed criteria† by which it could be seen as an actual profession. In 1957, Lindeman described social work as being a profession but on the lower end of the development continuum. Encyclopaedia of Social Work(in SCK 407-G Study Guide 1:3). After a few decades of the increased formalisation of social work, and an increased understanding of the skill it requires to understand people fully and to assist them in helping themselves (SCK 407-G Study Guide 1:4), Spiro et al (in SCK 407-G Study Guide 1:4) describes social work as having achieved a â€Å"full-fledged professional status†. Since then social workers have taken the lead in developing programmes and organizations that have made a difference in the lives of people in need (NASW –History of Social Work). 2. 2 CURRENT DEFINITION OF SOCIAL WORK The social work profession is described by the International Federation of Social Workers as a profession that; â€Å"†¦ promotes social change, problem solving in human relationships and the empowerment and liberation of people to enhance well-being. Utilising theories of human behaviour and social systems, social work intervenes at the points where people interact with their environments. Principles of human rights and social justice are fundamental to social work. † (International Federation of Social workers – definition of social work) It is further defined by the National association of social workers as; â€Å"the professional activity of helping individuals, groups or communities to enhance or restore their capacity for social functioning and to create societal conditions favourable to their goals. Zastrow (in SCK 102-X Study guide 1:57) Basically, social work profession definitions all point to people’s relationship between themselves and their social environments, a concern for social functioning, problems, needs, policy, institutions and wellbeing and ongoing interaction between individuals, groups and communities (SCK 102-X Study Guide 1:59). {text:list-item} The social work profession needs to und erstand the contexts within which it works (SCK 407-G Study guide 1:4), and for the purposes of this assignment, one of those contexts is the organization. Social workers hardly ever operate by themselves, in isolation of some sort of organization – most of the time the organization is a non-profit but it not unheard of to find a social worker being employed by a for-profit organization for the sake of the wellbeing of its employees. Organizations exist to meet the needs of people and as history has evolved, people have realized that human needs are better met with collective efforts (SCK 407-G Study guide 1:5) and social needs are no exception, thus social work is also practiced in organizations, particularly welfare or non-profit organizations (SCK 407-G Study Guide 1:5). In addition to this, social worker’s actions are sanctioned and accountable to these organizations (SCK 408-H Study Guide 1:3). A non-profit organization is characterized most importantly by the fact that the people involved for a reason other than benefitting financially (they are actually banned from doing so) and that a non-profit organization usually meets a need or goal of the public or a subsection of the public that supports its existence (SCK 407-G Study Guide 1:7). As mentioned earlier, one type of non-profit organization in which the social work operates in, is the welfare organization (and for the purposes of this assignment will be used inter-changeably with the term non-profit organization). Dealing with people directly The core activities are interactions between the public (customers) and the staff of the organization The results of the rendered service are difficult to predict There are many interested partied involved The organization is staffed by professional people all belonging to organized professions Organizations are highly dependent on their environments. Organizational factors influence how social work services are organized, delivered and evaluated (SCK 407-G Study Guide 1:24) and so it makes sense that the management of this organizational context would play a big role in the quality of social work services that are rendered, the next section we will introduce the concept of management and how effective management of a non-profit organization can improve its services before exploring how a specific type of management (Social work management), is specifically needed for the special challenges facing the social work profession within the non-profit organizational context. DEFINITION OF MANAGEMENT: Management is defined by dictionary. com as being: â€Å"The act, manner, or practice of managing; handling, supervision, or control: management of a crisis; management of factory workers; the person or persons who control or direct a business or other enterprise; skill in managing; executive ability. † (Dictionary. com: Management) It is also defined by Kroontz & Weihrich (in SCK 408-H Study Guide 1:6) as: â€Å"the process of designing and maintaining an environment in which individuals working together in groups, accomplish efficiently selected aims. From this definition we can infer a number of things: Management helps to facilitate & guide the actions of people and the use of resources towards accomplishing a specific goal. Management is responsible for creating an environment in which people can perform optimally – thus increasing productivity. Management can be utilized in any type of organization Management also consists of 4 or so (de pending on the source) basic management tasks which are perfomed in order for every task that is carried out. These basic management tasks are: planning, organization, activation & control. text:list-item} Management has a number of benefits when used correctly in any organization, adapted from Weinbach (in SCK 408-H Study guide1:28) a number of which are listed below: Management provides a structure for employee accountability. Management provides a structure for employee discipline. Management provides a structure for the co-ordination of a number of activities by a number of people all resulting in the accomplishment of the desired goal. Management provides the structures and means for evaluation of employee and organizational performance. Management provides an indication of where the organization stands within the greater environmental context Management structures provide guidelines for employee behaviour Management provides a vehicle for the improvement and expansion of employee knowledge and skills. Aside from the many benefits management has for the organization as a whole, good management is also associated with a number of benefits experienced by employees. Here are a few as listed by Brian Amble (Benefits all round from good talent management): Employees feel more engaged by their work Employees feel more satisfied with their jobs overall Employees feel more satisfied with their companies overall Employees are more likely to have confidence in the future of the organizations at which they are employed Employees have a positive impression of the people in management positions – they believe that the work load is managed effectively and that people in senior positions value the input of all employees and see it as an important contribution to the success of the organization. Employees feel a strong sense of job security Employees feel that their performance is evaluated fairly Employees experience more feelings of personal accomplishment In summary, when employees are satisfied, productivity increases and when productivity is high in any given organization, it can be said with great certainty that the management of that organization is fulfilling its role in making sure that the organization is running as effectively and efficiently as possible, resulting not only in a more competitive organization but an organization that is a better place for its employees to work. WHAT IS SOCIAL WORK MANAGEMENT? Social work management is defined by Trecker (1971, in SCK 408-H Study Guide 1:6) as the following: â€Å"Social work administration (management) is the process of working with people in ways that release and relate their energies so that they use all available resources to accomplish the purpose of providing needed community services and programs. Here one can see that this definition that relates specifically to social work management but that the definition is exceptionally similar to those of management as stated in the previous section in the following ways: Both refer to the co-ordination of people and resources to facilitate the accomplishment of a specific goal. Both refer to the creation of an environment in which an organization and the people in the organization can function optimally (ensuring maximum productivity). On first glance it would appear that management and social work management are two terms which refer to the same thing, but that is not really the case. Although the functions of management and social work management are essentially the same, the difference is that in the case of a non-profit or welfare organization, although effective management is most definitely required, social work management is the ideal. This is because success for this type of organization requires more than just management, it â€Å"requires a breadth of view, rooted in social work knowledge and values† Teichman in Slavin (in SCK 407-G Study Guide 1:33). An article by Mind tools called â€Å"Managing in non-profit organizations†, states that managers need more than just management skills to succeed and that they need a clear understanding of the very specific nature of non-profit organizations (Managing in non-profit organizations). Teichman goes further to state that employing a manager instead of a social worker could actually have a negative impact on this type of organization. Teichman in Slavin (in SCK 407-H Study Guide 1:33). The purposes of a non-profit or welfare organization are best accomplished when someone has a professional social work education and some experience. This in combination with a strong identification with social work values and ethics AND training in management is ideal and exactly what a welfare organization needs to fully accomplish its goals in the most productive way possible (SCK 407-G Study Guide 1:33). {text:list-item} The relevance of social work management can be found when the unique challenges facing non-profit and welfare organizations and the wider context in which these operate are considered. text:list-item} A challenge facing social work management which does not exist in other organizations is the absence of the profit motive. In for-profit organizations the motivation for the existence as well as personal involvement in the organization is financial gain (profit), this motive does not usually exist in non-profit organizations as the organization exists to provide a s ervice to others and if workers are paid employees, remuneration is generally not as high as with for-profit organizations. For this reason it is fair to say that people choose to work in non-profit organizations because they identify with the mission and/ or vision of the organization or because they have other personal reasons for joining the organization (it is important to note however that this is not always the case and there are some exceptions). It is thus important for social work management to understand what motivates their paid team and to use this motivation to increase worker effectiveness and efficiency. Providing incentive that links the worker personally to the organizational mission rather than career orientated incentives like promotion might be more effective (Managing in non-profit organizations). A social worker in management is more qualified for this type of thing because social workers are especially trained in the art of understanding people in their totality and these skills can easily be used in different contexts including management contexts. text:list-item} In for-profit organizations, profit gives an overall measure of effectiveness and efficiency of the organization as it is concrete and easy to measure(SCK 407-G study guide 1:29). In non-profit organization it is not as easy to measure the effectiveness and efficiency of the organization as firstly, each organization decides for itself (depending on its vision and mission) what the criterion are. Social workers have an advantage in that their understanding of human condition and the root causes of poverty and this might help them to quantify a way that would enable them to notice if the services of the non-profit organization in question have actually improved it. For this reason I believe that social work management is relevant to the social work profession. {text:list-item} In a non-profit organization income is not really proportional to how many people make use of your product or services in comparison to for-profit organizations where this relationship is directly proportional (SCK 407-G study guide 1:30). Non-profit organizations need to rely on grants from government and donations from other organizations and individuals in the public for the means to continue its existence (as adequate finances are indispensible for the increased frequency of service provision as well as the improvement in quality of these services). An added dynamic is that non-profit organizations normally cooperate with other organizations (discussed later), but have to compete for limited finances. This means that social work managers need to be very careful when using their resources responsibly, in a sustainable way and at the same time balance donor expectations (which usually involve wanting to see money go directly to the beneficiaries when a lot of money also needs to go into operating expenses)(Managing in non profit organizations). In addition to this social workers also need to master another skill which a manager in a for-profit organization would probably never need. I do not believe that a social work manager would necessarily be better at this task as in my opinion it would not really require skills specific to the social work profession but rather skills specific to financial management, public relations and marketing. {text:list-item} Non-profit organizations are also different to for-profit organizations in that instead of competing with other organizations that render similar services, it actually pays to cooperate with them. This is because a non-profit organization’s situation improves if ts clients are made independent of its services or if it has less customers than its capacity limit. It also ensures better service to the client. Cooperation with similar organizations is a good way to achieve this (SCK 407-G Study Guide 1:31). A special skill required for the social work manager is that of the ability to network and form partnerships with other organizations. This includes the ability to influence these relationships for the org anization’s and clients’ benefits (Management in non-profit organizations). text:list-item} Social work management also has the unique task of managing unpaid staff as in a non-profit organization, volunteers could sometimes out number paid staff. Volunteers need to be managed like any other human resource – staffing planning, job descriptions, performance management and evaluation as well providing appropriate awards and actions that could lead to the termination of services (non-profit specific management skills). In addition to this, a manager needs to manage volunteers and paid staff in such a way that ensures that all feel valued and motivated equally. Social work management is also more effective in terms of this challenge as in addition to management skills which they possess which allow them to create suitable job descriptions, planning the roles of volunteers into the organizational structure and managing them with the same professionalism as other volunteers, they possess skills needed to understand human behaviour and what motivates people, and then using this understanding to ensure motivation of volunteers as discussed in section 4. . 1. {text:list-item} In most cases, there is a vast difference in the availability of technology to assist in the accomplishment of organizational goals when one compares non-profit and for-profit organizations. In for-profit organizations, the application of technology is precise in its application and in non-profit organizations there is a wide range of responses to a limited number of techniques (case, group and community work). The technology used in social work is therefore very vague and imprecise in comparison, making it difficult to predict results and link cause and effect in relation to technology used in social work (SCK 407-G study guide 1:32). The social work manager’s task is to understand the technology used in the profession and also develop means to use it the most effective and efficient ways possible – minimizing its disadvantages and maximizing its benefits. The social work manager is also better suited to handle this challenge as the social work manager spends most of his or her time in professional training mastering the techniques mentioned above and so he or she is in the best position to understand them the most and thus use them most effectively. {text:list-item} Non-profit organizations possess another unique trait in that the climate in which it operates is very often emotionally charged and draining. Employees and volunteers very often become personally involved in what they do and their clients and although this sometimes does mean that they are highly motivated and committed to what the organization does, it also leaves them drained and sometimes traumatized by the situations that they encounter. This becomes a risk factor as it leaves employees demoralized and sometimes even desensitized by their experiences and their productivity decreases. Although workers at for-profit organizations experience some form of emotional distress at their place of work, it is the nature of this distress (usually stress related to the pace at which the organization moves and not the emotionally content of the work done) which makes it different to what is experienced at non-profit organizations It takes a wise and highly competent manager to negotiate this challenge in such a way that does not create a sterile and uncaring environment which at the same time does not create a space which leaves employees emotionally drained and exhausted. This, according to Jean Roberts requires an organizational commitment to reducing the possibility of risk by allocating resources to the identification, analysis and prevention of risk and monitoring the cause and effects of this risk and managing it effectively (Added Human risk for non profit organizations). Social work managers are once again better equipped at navigating these kinds of situations because of their knowledge of and probably their experience with the nature of the social work profession and the kinds of situations are encountered. A social work manager would need to combine the social work skills of empathy and the advanced skills with skills related specifically to management (creating structures and roles as well as allocating resources within the organization) to reduce the risk of this challenge without removing the personal nature of the work done in non-profit organizations. {text:list-item} Just as much as management in for-profit organizations need a strong knowledge of the laws and policies influencing the nature of the services and products that are rovided to the public, so the management of the non-profit organization needs a strong knowledge of policies and legislation that relate specifically to the kinds of services rendered by the organization (child welfare laws, fundraising laws, laws relating to non-profit organizational management structure) as well as policies relating to employment of employees, human resources and income tax laws (non profit specific management skills). In addition to this, non-profit organizations have an ethical responsibility towards improving and changing legislation and policy to better meet the needs of the people it is supposed to help and serve (SCK411-C Study Guide 1:66). Board members and management need to have strong working knowledge of the various agencies and organizations that influence legislation as well as rules and regulations effecting government and private funding – this is most definitely a non-profit specific management skill (non profit management skills). Social work management is best equipped for this unique attribute of the non-profit organization sector. Once again social workers are trained in the knowledge of legislation and policy that specifically effects the profession and the organizations in which it operates. This puts social work management in the position it needs to be in to not only react to these policies by complying with them and making sure that the organization stays on the right side of the law, but it being on the forefront of service delivery also allows it to be in the best position to make important recommendations to how policies and legislation can be changed for the betterment of the profession and overall, to improve the lives of the people who make use of these services. CASE STUDY: MANAGEMENT IN ONE WAY COMMUNITY SERVICES One Way Community Services is a section 21 company, non-profit organization, which focuses mainly on community development. It was started as the response of One Way Community Church to the needs it saw within its local community – the Vaal Triangle (which consists of Vanderbijlpark, Vereeniging, Sasolburg and the surrounding townships). (One way Community Services Brochure). One Way Community Services was started 9 years ago and its emphasis is on community development, specifically in the focal points of children and HIV/AIDS. The organization is proudly South African and firmly believes in the â€Å"purpose and potential locked up in the lives of the people they work with† (One Way Community Services Brochure). They have six core values which they try and incorporate into everything that they do and these are: Unconditional love, compassion, faith, excellence, brightness and fun. Projects which are run by One Way Community Services include Ikageng Shelter for homeless boys, Khanya Khaya Home for abandoned girls, One Way Early learning center, Breakfast club, Princess project, Public Hospital play time and once off community renovations (more information about these projects can be found in the attached One Way Community Services Brochure). Currently, One way Community Services employs five full time staff members 2 full time volunteers. The management team consists of Ellouise Jansen Van Vuuren who is the managing director, as well as four other people from various spheres of the community (Jansen van Vuuren 2010). text:list-item} I met with the managing director of One Way Community Services, Ellouise Jansen van Vuuren who is a qualified social worker who was trained at UNISA. Ellouise fits the description of social work management as described in section 4 and that is why I decided to interview her for the purposes of this assignment. It is important to rem ember that while reading the findings of this case study that they represent the frame of reference (proposition 7 of the person centered approach) and perceptions (proposition 2 of the person centered approach) of Ellouise within the context of her organization (Grobler et al 2006: 50 &69). I have however tried as far as possible to indicate contextual information as such as it could have an effect of my overall conclusion at the end of this assignment. {text:list-item} When asked where her organization would be without management, Ellouise simply responded, â€Å"nowhere† (Jansen Van Vuuren 2010). When I asked her to elaborate she said that management literally makes the difference between life and death for any kind of organization, no matter if they were for-profit or non-profit. She also said that the difference between a terrible organization, a good organization and a great organization usually has very little to do with the type of service it renders but the quality of the management. She mentioned further that administration and management keep the wheels turning in her organization and that one could have all the best intentions and resources in the world but if management was not there to administer them, they would not be used to their fullest potential (effectively speaking – effectively and efficiently)(Jansen Van Vuuren 2010). 5. 1. 1. The benefits of planning: Ellouise said that the management function of planning has helped her organization to increase its effectiveness and efficiency mostly in the area of how they use their finances. When it comes to government funding, the organization needs to submit a financial plan to the department of social development on how they plan on spending the money that they need almost 6 months in advance. This not only helps them to identify the resources needed for the next year but it also forces them to plan their activities and calendar ahead of time too (Jansen Van Vuuren 2010). This means that things no longer happen haphazardly, but intentionally as the organization deems necessary. This type of planning allows the organization to be purposeful about its priorities. The things that they say are important to them and are priority for them to do to fulfil their goals and objectives (as well as their mission and vision) can now happen according to a schedule which allows them to be as prepared as possible for these events – this is because they know that they are coming and prepare adequately for them, and the more prepared they are, the more effective and efficient their services can be (Jansen Van Vuuren 2010). . 1. 1. 2 The benefits of organizing Organizing by a manager at One Way Community Services involves meeting with people from different departments, meeting with the management committee and the marketing team and arranging with them the different activities that need to be done and who needs to do them. Ellouise, who is the managing director, oversees the various areas within the organization and is constantly concerned with the bigger picture and how every department fits in with the others but leaves the smaller details and nitty-gritty’s of running each department or project to the department or project heads. Each project head then has a team that works under them and so this ensures that Ellouise does organizing for the organization as a whole but each project has a team that organizes activities and responsibilities for that specific department or project (Jansen van Vuuren 2010). This ensures (as mentioned earlier), that Ellouise can focus on the bigger picture of the organization in that when she looks at the organization as a whole she makes sure that its meeting its mission and vision while projects and departments are making sure that they meet their own objectives (which contribute to the rganization’s mission and vision). Organizing in One Way Community Services also has an added benefit of ensuring service effectiveness and efficiency and that is because when jobs, time, departments etc are organized, things stand a better chance of actually being done. When things get done, service is delivered and when service is delivered in a certain way by certain people it is also e asier to evaluate which means that it is easier to improve (Jansen Van Vuuren 2010). Ensuring that everyone has a specific role and that departments and projects are well organized also ensures employee and volunteer security in that they know what is expected of them. Ellouise has found that people who are unsure of what is expected of them and how what they do fits into the bigger picture, are less motivated and productive than their counterparts who have a clear understanding of where they fit within the organization and a specific project (Jansen Van Vuuren 2010). 5. 1. 1. The benefits of activating Activating in One Way Community Services takes place by the setting into motion of the plans, people and departments that have been organized. Having everybody actually performing the role that has been assigned to them vastly increases the capacity of the organization. Ellouise noted that when you give somebody a responsibility, you need to be serious about it because a lot of the time people are given responsibilities as a token measure but they do not really functi on in it. She mentioned a simple example of telling someone they were in charge of answering the phone , sending faxes and making photocopies – if you are always answering the phone before that person and doing the faxing and photocopying yourself you are doing yourself, the organization and the employee or volunteer a disservice. For an organization to truly maximize its capacity and in doing so increasing its efficiency, you need to play people at their strengths and let them do what they are supposed to do. She said that if she was the only one doing the work in the organization, there would be no leading or future planning or big picture thinking and the organization would be limited to only what she could do – but when you start relying on other people to do what was planned to the capacity of the organization expands and you are able to do more (Jansen Van Vuuren 2010). 5. 1. 1. 4 The benefits of control Control takes place in 3 key areas at One Way Community Services: Finances, staff performance and project progress (Jansen Van Vuuren 2010). Financial control takes place via auditing of the organizations books which takes place once a year, an accountant on the management team that does book keeping of the books once a month, quarterly expenditure reports, 6 monthly progress reports, all the money that enters and leaves the organization (even cash), must go through the back account and there are 2 signatories and passwords on the bank account (Jansen van Vuuren 2010). All of these measures project the organization from financial mismanagement and it enhances accountability and transparency. This improves the effectiveness and efficiency of the organization because these measures ensure that funds are not easy to spend which means they are not easy to mismanage thus making them difficult to waste or spend unnecessarily. When financial resources are used optimally the effectiveness of the services provided by One way Community is increased and efficiency is improved (Jansen van Vuuren 2010). Control of staff performance is maintained through 6 monthly appraisals and weekly staff meetings. Management also does its best to create climate of trust amoungst the staff so that it is easier to talk about things (Jansen Van Vuuren). These measures enhance accountability between staff members and management but they also allow for the improvement of performance by staff members. Receiving regular feedback at staff meetings and more in-depth, specific feedback at appraisals are done in a very constructive way which encourage the improvement of performance and the development of skills. When staff members receive feedback in such a way that motivates them to improve themselves and how they do their work, effectiveness and efficiency of the organization improves (Jansen Van Vuuren). Measures that provide control for projects and different departments are department heads filling in quarterly reports which are submitted to the management team for review, strict policies regarding the spending of money and accountability measures which put project leaders directly responsible for money spent as well as objectives for each department and project which are determined before hand against which projects are evaluated. These provide a guideline for project leaders and department heads to keep track of their own performance and they know against what criteria they will be evaluated in the future (Jansen van Vuuren 2010). These measures provide both a yardstick for success as well as a means of using that yardstick. When projects and departments know how they measure success they can not only streamline their activities to meet their goals but they also have a means of evaluating their success and determining where to make changes if they are necessary. Any form of evaluation and positive change as a result can only hold positive results for the quality of the services rendered by the organization as activities that are evaluated and adjusted constantly, improve both the effectiveness and efficiency of those services (Jansen van Vuuren 2010). text:list-item} I will now discuss how Ellouise being a social worker in a management position improves the effectiveness and efficiency of social welfare services rendered at One Way Community Services. At the onset of our interview, I asked Ellouise if she felt that as a qualified social worker in a management position she had an advantage when it came to impro ving the effectiveness and efficiency of services rendered at One way Community Services, her reply was â€Å"definitely†, (Jansen van Vuuren 2010). When asked to explain why she thinks so she said that she had previously been involved in the management committee of another non profit organization and being the only social worker, she noticed that although her colleges had the best of intentions, their lack of understanding of the context of community development and how to properly identify needs, a lot of the time lead to money being put into projects which were â€Å"nice thoughts†, but made no real difference to the root causes of poverty or the real needs experienced by the people. Basically money gets wasted on good ideas when people do not have a proper understanding of the theory behind the profession. She went further to say that she wondered how much financial resource had been put into projects that made no real difference in the lives of people they were intended to reach and what kind of a country we would be living in today if management of some non profit organizations had some form of social work training (Jansen van Vuuren 2010). I will now explain the specific experiences One Way Community services has had with the unique challenges facing non-profit and welfare organizations (as mentioned in section 4. 1) and if social work management has been able to assist the organization in improving its effectiveness and efficiency as a result. {text:list-item} Ellouise agreed that the absence of the profit motive existed in non-profit organizations. The staff at One way Community Services are not motivated by corporate money or the ladder or promotion and success but she knows that every person does need money to survive (Jansen van Vuuren 2010). At One Way Community services, management uses principles of the person centred approach like self determination (proposition 4) (which Ellouise learned as part of her social work training) to handle problems that arise as a result of the absence of large salaries etc. They do not beg anyone to stay and freely allow any employee to leave the organization is not serving their needs. They also do their best to hire the right people for the job – people who are motivated by the desire to help others. This eliminates a lot of problems that can occur later. The organization also tries to keep their staff motivated by regular team building, staff meetings, socials and one on one chats between employees and management (Jansen van Vuuren 2010). I can see that Ellouise as the managing director has used a lot of the person centred theory she learnt as a social worker in the interaction with her staff, she however, doesn’t seem to think that her social work training has left her in a much better position than someone in management who has not had training in the field of social work (Jansen van Vuuren). 5. 1. 2. 2 The absence of the profit measure The lack of profit measure has proved a challenge for One Way Community Services management because outcomes of the services that they deliver can be very vague to quantify at times (Jansen van Vuuren 2010). Ellouises training as a social worker has however put her in a position where is better able to identify guidelines and objectives for development projects and departments that fit in with the theory that she learnt as part of her training which in turn fit in with development standards like empowerment of participants and encouraging independence in the organization’s clients. Objectives for the boy’s shelter and girl’s home for example include reunifications with families because the organization understands the importance of releasing people to independence rather than dependence on the organization. Ellouise has also promoted the importance of sustainability within the organization which is also something she learnt to be important during her studies (Jansen Van Vuuren 2010). In this instance, it is clear how social work training can be used by management to improve the effectiveness and efficiency of social welfare services within an organization. text:list-item} The sources of financial support at One Way Community Services include grants from government, donations from members of the public and funds raised by the newly established marketing team (Jansen van Vuuren 2010). Ellouise said that her specific training for social work didn’t really help her in these areas. She agrees that it is a unique challenge that management in for- profit organizations would not have to face and that she would probably not have been trained in fundraising if she studied a management degree. She said that perhaps social worker students from other institutions received more input on how to raise funds and work with government funding but she did not feel that she did. She did mention that just being exposed to the social welfare context as a student may have helped her a little bit but she did not feel that as a social worker she had any real advantage over a manager without her training in social work and that she had to stumble around blindly for a while before she got her bearings and figured out how to go about things (Jansen van Vuuren 2010). I believe that the problem in this instance is not necessarily with social work management in itself but rather the training Ellouise received as a social worker. If I look at this case study in isolation, taking no other evidence from other organizations into account, I would have to say that social work management has not been able to improve the effectiveness and efficiency of the social welfare services of One Way Community Services in this specific situation. text:list-item} One Way Community Services has a lot of relationships and networks with other organizations like the Vaal Alliance for Street Children, Over the Wall and One Life (to name a few). Ellouise says that networks play a big part in what they do and that they assist the organization greatly in the accumulation of financial, support and knowledge resources (Jansen Van Vuuren 2010). Once again Ellouise said that her training as a social worker didn’t necessarily prepare her for collaboration and that a lot of what she learnt about how to go about it and who to collaborate with, she learnt as she went along. She mentioned that in her specific case, what was emphasised more during her training was the specific approaches that must be followed and not really the day to day running life of organizations. She mentioned that her practical placements helped to prepare her a lot but in

Early to Middle Childhood Essay

If you ever seen a preschooler rushing off to play with a neighborhood friend, you know the enjoyment that children derive from being with their peers. Aside from this enjoyment, peer relationship is significant to a child’s social development. At the beginning of early childhood up to the middle childhood, children become less dependent on their parents. At the age of 2, children play independently with their toys but later in this period, children will tend to play with interaction. This change in the mode of playing of children will be formalized in the start of school age. Other than enjoyment, play becomes a material for social improvements. It allows children to be more competent in their social interactions with others and serves as a way to develop self-control. They avoid hitting an opponent who outlasted them and they tend to develop control of emotions (Selman et al. , 1983; Feldman, 1982). Piaget’s Theory of Cognitive Development The theory of psychologist Jean Piaget is the most well known of all the theories in cognitive development. He suggested two stages during early childhood and middle childhood. The movement from one stage to another requires a proper amount of maturation and experiences. Preoperational Stage (2 to 7 years) The use of language is the major development during the preoperational stage. In this stage, children develop their sense of representation of the world that allows them to describe people, events, and feelings. They even use symbols in play to represent a particular object. For example, a book that was pushed across the floor is a car for them. Concrete Operational Stage (7 to 12 years) The mastery of the concept of conservation marked the beginning of the concrete operation stage. During this stage, children develop their ability to think in a more logical manner. The egocentrism characteristic of the preoperational period is slowly disappearing in this stage. One of the things that the children learn at this stage is the principle of reversibility, the idea that some changes can be undone by reversing the earlier action that result to the change. Erikson’s Theory of Psychosocial Development In trying to trace the course of social development, Eric Erikson developed the most comprehensive theory of social development. He included two stages during childhood which include the initiative versus guilt stage and the industry versus inferiority stage. Initiative versus Guilt Stage (age 3 to 6) In this stage, the major conflict is the desire of a child to initiate an activity independently but feeling the guilt that bring by the consequences of such activity. Parents take a big part in helping their child to adapt with this stage. They should react positively and take time to resolve problems under this stage. Industry versus Inferiority Stage (age 6-12) During this period, successful psychosocial development is featured by increasing competency across all tasks, may it be social interactions or academic skills. Intelligence Intelligence can take on many different meanings. A person who reason logically and identify more solutions in a problem is considered intelligent. Another is verbal abilities which are also attributed as being intelligent. Intelligence in a more focused meaning is the capacity to understand the world, think critically and rationally and use resources in an effective manner when face with challenges. The first formal intelligent test was performed by Alfred Binet. He used this test to identify the dullest student in Paris school system in order to provide them with corrective assistance. However, theories of intelligence began to unravel the mysteries of our intellect. One of the first theory in intelligence assumed that there was a single factor contributing to mental ability, called the g-factor (Spearman, 1927). Consequently, psychologist L. L. Thurstone suggested that there are several primary mental abilities underlying general intelligence. By using innovative statistical technique, he classified a variety of subcomponents of intelligence which includes numerical ability, reasoning, verbal fluency, memory and verbal comprehension. Other than that, Howard Gardner proposed an idea that we have seven multiple intelligence. In these seven multiple intelligence, musical intelligence, bodily-kinesthetic, linguistic, and interpersonal intelligence can be seen during childhood years. Gender Identity Our society holds well-defined stereotypes about men and women, and they prevail regardless of age, economic status, and social and educational background. Although the difference in many studies about men and women may conclude large difference, still it is not the reality. In considering the differences that were documented, it can be seen that there are more similarity than difference between men and women. One of the most known differences between men and women is their degree of aggression. By the time they are 2 years old, boys tend to show more aggression than girls and this continues throughout their lifespan. Furthermore, during the middle childhood, children are quite different in the level of self-esteem. Girls, on the average, have lower self-esteem compared to boys. References Feldman, R. S. (1982). Development of non-verbal behavior in children. New York: Spriner-Verlag. Harder, A. F. â€Å"The Developmental Stages of Erik Erikson†. Learning Place Online. Retrieved April 3, 2009 @ http://www. support4change. com/stages/cycles/Erikson. html Selman, R. L. , Schorin, M. Z. , Stone, C. R. & Phelps, E. (1983). A naturalistic study of children’s social understanding. Developmental Psychology, 19, 82-102 Spearman, C. (1927). The Abilities of Man. London: Macmillan.

Nick Hornby: a Long Way Down

His first book Fever Pitch was released in 1992. It’s an autobiographical story about his fanatical support for Arsenal Football Club. High Fidelity — his second book and first novel — was published in 1995. The novel was adapted into a film in 2000 and a Broadway musical in 2006. For his second novel About a Boy (1998) Hornby received the E. M. Forster Award of the American Academy of Arts and Letters. Hugh Grant and Nicholas Hoult starred in the 2002 film version. A Long Way Down was published in 2005 in the UK. The book received mixed reviews from critics. Johnny Depp bought the rights to the book before it was even published and has since hired writer D. V. DeVincentis, who previously wrote the script for the film High Fidelity, to write the screenplay. The story takes place in London sometime these days. Martin Sharp – Martin Sharp is a former celebrity. We don't know his exact age but he is in his 40-s. Martin's life was perfect: he had a wife and two little daughters, a well-paid job and was successful. He was host of a famous show but Martin made the mistake of sleeping with a 15 years old girl, for which he spent three months in prison. This made him even more popular as his case was stripped in the yellow press. When he is released from prison he discovers that his marriage is ruined. From that point he works for a cable TV channel with low popularity and has an affair with Penny, his former colleague. He does not make an effort to see his daughters or to clarify the tense situation with his wife. He's very unhappy about his situation and feels that he has â€Å"pissed his life away† and that's why he wants to end his life. Maureen – Maureen is a 51-year-old single mother of a disabled son named Matty. Her whole life is turning around Matty. She believes that it is her cross she must bear for her mistake (Matty was born out of wedlock). She has led a completely closed-in life for two decades raising him. Before she got Matty she was employed and outgoing. This has changed because she has to care for Matty the whole day. She has no freedom and free time except the services at church she attends every Sunday. She wants to get rid of her problems, which seems impossible to her. That is why she wants to commit suicide. Jess Crichton – Jess is an eighteen-year-old girl. She does not have real friends. Jess is a person who pisses people off very quickly with her direct and rude character because she says everything that comes to her mind. Jess's father is a local politician and the family is completed by her mother. Her sister Jen, who is really important to her, left the family a few years ago and is thought to have committed suicide. The whole family, especially the mother and Jess, are still very upset about it. She wants to commit suicide by jumping from the tower block because of her family problems and losing her ex-boyfriend though it's also slightly impulsive. JJ – JJ is an American who came to London with his girlfriend Lizzy. He used to play in a band called â€Å"Big Yellow† and toured across the whole UK. For Lizzy he gave up his dream of becoming a rock star, the band broke up and Lizzy dumped him. Now he earns money by delivering pizza, a fact that he is really unhappy with. He compares his own ambition for suicide with the ambitions of well-known musicians These four strangers happen to meet on the roof of a high building called Topper's House in London on New Year's Eve, each with the intent of committing suicide. Their plans for death in solitude, however, are ruined when they meet. After telling their individual stories to the others, they decide to hold off on jumping and to protect themselves. Thus a group of four unfortunate and very individual people forms. Jess' condition not to jump is that they help her to find her ex-boyfriend Chas. So they take a taxi and drive to the party they suppose Chas to be at. After finding and talking to Chas they decide to go to Martin's place where they find Penny, who has obviously been crying. After this event the press begins to chase them. The newspapers claim that Martin has slept with Jess and that they concluded a suicidal-pact. Jess suggests that they can try to profit from the suicidal-report in the newspaper. Jess tells a reporter that they saw an angel that looked like Matt Damon, who saved them from jumping. Because of this silly lie their lives get worse. They go on vacation together and then plan next meeting for Saint Valentine's Day. They meet at 8 o'clock on the roof of Topper's House on Saint Valentine's Day. While they have a conversation, they detect a young man who is planning to jump from the roof. They try to stop him from committing suicide but he jumps. They are really taken aback. They decide to go home and to meet the following afternoon. Martin tells them about a newspaper article he read according to which people who want to commit suicide need 90 days to overcome their ambition. So they decide to wait with their decision until the 31st of March. A lot of event happens during these three months. Things improve a bit. Maureen, JJ and Martin have new jobs now. Martin teaches pupils and wants to start a new life, JJ is a busker and is happy to make music again and Maureen works in a newspaper-store. Jess’s relationships with her family come to normal. The ninety days have passed and they meet in front of the Topper's House again. They decide to go on the roof. On top, while watching the London Eye they realize that their lives are not so bad. They decide to wait with killing themselves for another six months. The book is divided into 3 big parts. And every big part consists of many small ones, each is written in the first-person narration from the points of view of each character. The language differs significantly from one character to another. Jess and JJ use a lot of slang, rude words. It’s interesting to compare British and American languages, thus JJ is an American. Though this is a book about four suicidal people, it is written in rather humorous and witty way. There are a number of laugh-out-loud passages, but also moments of real heartbreak (scenes with Maureen and her son, the suicide of a young man) Ideas Jess, Martin, and Maureen can be seen to represent Freud’s concepts of the Id, Ego, and Superego. The person’s change and development, overcoming difficulties and love for life are the main ideas of the book. Though the changes in the characters appear slight, Hornby shows that such changes are often the ones that lead to real progress in the right direction

Quantum Dynamics of Ion Traps for quantum computing Research Paper

Quantum Dynamics of Ion Traps for quantum computing - Research Paper Example The opportunity of incorporation of an advantageous new feature into data synthesis, namely, the ability to carry out rational calculations upon quantum superposition of numbers is facilitated by the quantum mechanical nature of such systems. Therefore this means that in any normal digital computer for every data register is, during the course of whichever computation, constantly in a definite state that is 0 or 1; nevertheless in a quantum computer if this kind of device can be established, for every data register or what is sometimes referred to as qubit will go into an uncertain quantum superposition of two different states, 0 and 1. Deductions and mathematical operations would at that point be done applying external interactions with the different two-level networks that make up the device, applying a method that will facilitate the realization of the conditional gate processes consisting of a number of various qubits. The conclusive results can be acquired by quantifying the qua ntum mechanical probability amplitudes at the end of the arithmetical calculations. Most of the new interest in hands on quantum computing has been sparked by the founding of a quantum algorithm that facilitates the obtaining of the prime factors of huge complex digits fast and more effectively and of a procedure of coding that, given procedures on the qubits can be carried out within a specified degree of precision threshold, will facilitate reliable calculation of illogically complex quantum computations irrespective of operational error. Up to this juncture the most trusted hardware for the operation of this kind of a device is the cold-trapped system device. It comprises of a system of ions that are accommodated in a linear radiofrequency trap and air-conditioned regularly so that their movement, that is usually joined together due to the fact that there exists a certain force known as Coulomb force amongst them, is naturally quantum mechanical. Each of the qubits would be made from dual internal levels of every one of the ion, the quantum mechanical possibility scales of the state manipulations would be carried out by a laser, realization of the provisional dual-qubit logic gates by application of the de-excitation or excitation of the collective motion of the ions’ quanta. For the choice of internal levels of ions there consist only two contradicting options: first, both of the states may be the sublevels of the states or more accurately the motivated metastable state and the ground state of the ion and second , the two states may be ground state sub levels that are almost completely debased. In the initial case , one laser application would be sufficient enough to carry out the needed operations: however in the following case a single laser would not be sufficient and hence there has to be introduction of a second laser in order for the carrying out of Raman transitions amongst the states, by use of a third level. Application of either of these m ethods has its own pros: the initial method which is sometimes called the â€Å"single photon† system, has the more profound advantage of theoretical and practical straightforwardness; the second scheme that is sometimes referred to as â€Å"Raman Scheme†, brings forth the advantages of a considerably low rate for unprompted

Monetary Policy and the Stock Market Essay Example | Topics and Well Written Essays - 6000 words

Monetary Policy and the Stock Market - Essay Example Many papers have found that the extent to which monetary policymakers react to stock market changes are often driven by other factors such as the rate of inflation and output gap. In most of the cases, stock market changes are rarely the aspects which influence monetary policy. The present paper attempts to examine this very fact through employing least square methods. In order to assess this relation, Taylor’s rule has been modified accordingly. The output however, yielded does not depict a highly significant association between stock market fluctuations and the dependent variable, monetary policies which is duplicated by Federal Funds Rate. 1 - Introduction Stock market fluctuations often decide the financial state of an economy. These, in turn, could act as the decisive forces behind the monetary policy framework of an economy. Movements adapted by stock market indices often reflect the behaviour patterns exhibited by many essential economic variables. Stock market indices might be regarded as a mirror image of the way their components behave over time. In case that these components exhibit an average upward trend, the implication is that of a rising stock price index, while they display a downward trend implies the stock prices moving down on an average. Movements of stock prices often indicate the extent to which an economy is soaring. High figures of stock price indices in an economy indicate upward inflationary trends in the economy. Hence, it is important to keep a note of the fluctuations that the stock market indices depict. Inflationary pressures are rather regarded as harmful for the economy and hence they often are kept under control by the monetary policymakers of an economy. Thus, it can be argued...Stock market fluctuations often decide the financial state of an economy. These, in turn, could act as the decisive forces behind the monetary policy framework of an economy. Movements adapted by stock market indices often reflect the behaviour patterns exhibited by many essential economic variables. Stock market indices might be regarded as a mirror image of the way their components behave over time. In case that these components exhibit an average upward trend, the implication is that of a rising stock price index, while they display a downward trend implies the stock prices moving down on an average. Movements of stock prices often indicate the extent to which an economy is soaring. High figures of stock price indices in an economy indicate upward inflationary trends in the economy. Hence, it is important to keep a note of the fluctuations that the stock market indices depict. Inflationary pressures are rather regarded as harmful for the economy and hence they often are kept under control by the monetary policymakers of an economy. Thus, it can be argued that higher the stock market index of a nation , greater will be the inflationary pressure upon the economy. This tempts the monetary policymakers to frame strategies for regulation of the same. This inflationary pressure could actually lead to a rise in the velocity of money .This , in turn, could actually result to higher economic activities and at the same time leads to price hikes. These price hikes might lead to depreciation in the rate of exchange and thus eventually reduce the inflow of foreign direct investments. This is because overseas investors are no longer allured by the thought of earning higher amounts in repayment.

The role of National Training Awards in Terms of Improving Employee Essay

The role of National Training Awards in Terms of Improving Employee Development in the Current Political, Economic, Social and Technical Environment - Essay Example As the discussion stresses the NTAs accept competitors from all divisions, industries and regions across the UK and provide with an exclusive opportunity to have individual’s training appraised against the best in the UK. Department for Education and Science has established NTA in 1987 which has been independently administered by U.K. Skills and advocated as the training sector’s adaptation of Oscars. This body merged with People’s Training Awards to establish a single display for training eminence. Games of the XXX Olympiad or 2012 Summer Olympic Games, London will watch the high demand in sophisticated mechanical skills. New opportunities will open up and every major sector will require skill.   These new opportunities and skills will help U.K. to compete with the developing economies like India and China. The main issue of this case study is how NTA helps in improving employee development in the current political, economic, social and technical environment. We will be going through the core aspects of NTA and cite examples to show the achievements and benefits of NTA.   From this paper it is clear that recently certain initiatives have been taken by the donors like the European Social Fund (ESF) and the University for Industry (UfI) who has recognized training and development of retail sector as a primary aim in terms of enhancing economic affluence, competitiveness and employment. In a case study of Thorn Lighting Limited, the main point of discussion was the Spennymoor enterprise in UK, whose objective was to supply the quality products at a minimum cost provided to satisfy customers’ needs. The enterprise hired above one thousand workforces and since 1989 has gone through changes in organizations and culture allowing doubling its share in market.

What is Technology, Green Architecture and Green Electricity Essay - 1

What is Technology, Green Architecture and Green Electricity - Essay Example The whole is undoubtedly a vital components for organization as it upholds security, embeds flexibility and allows corporations to implement a modern IT system. The problem that majority companies faced with the traditional IT infrastructure consists of several problems. One of the critical problems is the fact that it takes high energy costs. In addition, the traditional mainframe networks take too much space. Furthermore, the heat that is generated through these servers must be cooled. In fact, recent studies have found that organizations achieved on average an 18% reduction in their budget from green computing and a 16% reduction in data costs. Hence, green technology should be embraced by organizations because it is cost-effective, flexible, and provides safe process of security protocols. As society progressed to 21st century, the criteria of defining and creating a feasible IT infrastructure continue to be a huge focal point for many companies. As mentioned above, many servers tend to create a huge problem with the traditional IT infrastructure. The problem with this idea is the fact that 90% of the time servers are not fully utilized. In order to combat this huge problem, the IT department attempts to install more applications. However, that is only a â€Å"band-aid† approach to a long-term problem. The result often times is the fact that that this solution is ineffective and unreliable. As the accumulation of factors such as: high energy costs, space issues, and generating heat become a huge issue, companies must seek a new and better solution that is available. Hence, Green technology is a cost-effective solution because it is a revolutionary. Green architecture is highly crucial in 21st century because it allows architectures to create solid foundation of building at a micro level. The concept of nanotechnology has became a crucial aspect for creating architecture since it is a

Commnuincation skills Essay Example | Topics and Well Written Essays - 500 words

Commnuincation skills - Essay Example Passive listening is one directional communication whereby the receiver does not give feedback or make inquiries and probably may or may not comprehend the message of the sender. Passive listening is known to lead to mistakes that are costly, employees being unhappy and customer dissatisfaction. Some passive listening examples include listening to radio and television. Passive listening is one of the most common forms of listening in today’s world. While active listening is a two directional communication where both sides are contributing, as well as engaging in conversation. Furthermore, in order to become a better active listener, studying and training are necessary (Shwom and Snyder 36). Therefore, it is safe to utter that the listening skill that would enhance better communication would be active listening. In order to develop better active listening skills as well as bring success within a workplace of which every employer seeks, they are three main categories that need e mphasis, namely; accurate hearing, comprehension and interpretation, and lastly response. For example, distractions from the environment like noise from vehicles or ongoing construction sites can be considered a hindrance to accurate hearing while for comprehension and interpretation, which would include the language factor. An example to this would be if someone speaks in a different language, like say Spanish it is impossible to comprehend and interpret what has been said if the person does not know Spanish. In order to combat this, one needs to be multi-lingual, and this is where employers’ of multinational companies invest in, as well. In addition to being a more effective listener in comprehension and interpretation, the in cooperation of non-verbal communication and verification of personal understanding through queries and paraphrasing is necessary. Some examples of non-verbal communication would include voice of tone, facial expression, body language, as

Discussion Mentor Assignment Example | Topics and Well Written Essays - 250 words

Discussion Mentor - Assignment Example Much of the mentoring has occurred in informal settings, where the nurses only provide guidelines in seeking to ensure that I undertake various nursing activities accurately. They have become an integral part of my career advancement Many of the nurses are experienced and capable of assisting novice individuals with many of their requirements. The knowledge and skills they possess plays a fundamental role in ensuring that they provide the required support (Jill & Bally, 2007). Despite sometimes facing difficulties themselves, they are capable of undergoing extreme conditions, which are also critical in encouraging other nurses (Wilkes, 2006). The efficiency with which they perform their responsibilities is an element that makes them admirable mentors. Despite the inexplicable mentorship skills they possess, the nurses are sometimes affected by some numerous issues, which make them naà ¯ve and susceptible to external pressure. When faced with some challenging situations, it is common for inefficiency to become imminent and sometimes, they have to seek direction and guidance

Social Judgments Essay Example | Topics and Well Written Essays - 500 words

Social Judgments - Essay Example Does this mean that if we want people to stop acting a certain way toward us that we should amplify the behaviors that confirm their beliefs about us Researchers investigated the demarcation of automatic and controlled processes in such prejudice (Devine 1998). They suggested the stereotype is automatically activated in the presence of the stereotyped group and that low-prejudice people deliberately inhibited the activation of the stereotype and only low-prejudice people inhibited automatic stereotype-congruent thinking. These studies suggest that in order to rectify stereotypical thinking, a person must be proactive in combating culturally biased thoughts internally. Does this mean that if we want people to not believe that stereotypes about our social group apply to us that we should avoid associated stereotypical behaviors Stapel and Blanten thought that such social comparisons influence one's perception of self (2004). They tested to determine whether subliminal exposure to comparative information influences either implicit or explicit self-evaluation. This study showed that automatic comparisons only occur when people are uncertain about themselves and need reassurance. When we are feeling grave self-doubt, socially comparative information automatically effects how we see ourselves. Does this mean to be confident in who we are we must maintain a positive attitude How we

News artical. (PR) Article Example | Topics and Well Written Essays - 500 words

News artical. (PR) - Article Example The intersection is accident prone and accounts for a number of vehicular accidents in the City. The problem in this area is compounded by the fact that there is a guard-controlled school crossing adjacent to Vahland Avenue.† To ensure the safety of both motorists and pedestrian in the area, the Council of the City of Canning requested the City’s Engineering and Technical services to come up with possible solutions to the traffic problems. The study conducted by the City Engineering and Technical services yield several issues in the configuration of the intersection which made it difficult to navigate. In finding solutions to the traffic problems, consultations were conducted to gather the ideas and observations of the people regarding the situation. Observations of the people regarding the flow of traffic in the area were later on validated through the video survey conducted by the City. â€Å"The City Engineering office conducted a study of the situation but we feel that the residents and motorists in the area could also provide us with invaluable information through their first hand experiences. Moreover, we wanted to involve the people in the process of finding solutions to our traffic problems. Since this project may affect hundreds of people, it is important that these stakeholders are consulted to ensure their cooperation,† The Mayor said. To date, there is still no concrete data to validate the crash reduction in the area. However, according to the Mayor â€Å"I am hopeful that this project will achieve its goals. We have proven here that the combined efforts of the government and the people made it possible for us to come up with innovative and cost efficient traffic solutions. I believe that where there is cooperation, anything is

The Effects of Stress Among Female Registered Nurses Essay Example for Free

The Effects of Stress Among Female Registered Nurses Essay Prior research has suggested that nurses, regardless of workplace or culture, are confronted with a variety of stressors. As the worldwide nursing shortage increases, the aged population becomes larger, there is an increase in the incidence of chronic illnesses and technology continues to advance, nurses continually will be faced with numerous workplace stressors. Thus, nurses need to learn how to identify their workplace stressors and to cope effectively with these stressors to attain and maintain both their physical and mental health. This article describes workplace stressors and coping strategies, compares and contrasts cross-cultural literature on nurses workplace stressors and coping strategies, and delineates a variety of stress management activities that could prove helpful for contending with stressors in the workplace. (Lambert and Lambert 2010, Nurses’ workplace stressors and coping strategies). In Baguio City, hospital nurses are not spared from the environmental culprit called stress. They are too prone to this even a seated individual can easily observe, but stress as they say always come with the work, nurses chose to be of service to the sick, and sick people are in the verge of experiencing most of the stresses, sometimes the nurses who takes good care of them are the absorbers to some of these stresses. Possibly yet, stress is also present in the work place when nurses are overworked and unavoidably there are build up tension among themselves causing now a strained working relationship. According to Betty Neuman, a nurse theorist she said that stressful environment causes the majority of illnesses and when it becomes severe and neglected it could lead to death. Stress has been categorized as an antecedent or stimulus, as a consequence or response, and as an interaction. It has been studied from many different frameworks (or perspectives? ). For example, Selye proposed a physiological assessment that supports considering the association between stress and illness. Conversely, Lazarus advocated a psychological view in which stress is â€Å"a particular relationship between the person and the environment that is appraised by the person as taxing or exceeding his or her resources and endangering his or her well-being. † Nevertheless, stress has been regarded as an occupational hazard since the mid-1950. In fact, occupational stress has been cited as a significant health problem. Work stress in nursing was first assessed in 1960 when Menzies identified four sources of anxiety among nurses: patient care, decision making, taking responsibility, and change. The nurse’s role has long been regarded as stress-filled based upon the physical labor, human suffering, work hours, staffing, and interpersonal relationships that are central to the work nurses do. Since the mid-1980s, however, nurses’ work stress may be escalating due to the increasing use of technology, continuing rises in health care costs, and turbulence within the work environment. (B. M. Jennings, 2010, Work Stress and Burnout among Nurses). The writer’s opinion with regards to the sudden rise and use of technology in the hospital, these are true and stressful especially among older nurses. Some of them feel intimidated about it since they need to learn how to use computerized gadgets and equipments needed to fasten treatment. Some institutions require knowledge to advance technology in order to be hired, some they assume all nurses are computer literate, if they are not; this becomes a failure to their evaluation which later on could serve as basis for their termination a major impact to the life of a nurse. Workplace stress can be described as the physical and emotional outcomes that occur when there is disparity between the demands of the job and the amount of control the individual has in meeting those demands. Anytime stress occurs, it is an indication that the demands placed upon the person have exceeded the persons personal resources, whether these resources are physical, emotional, economic, social, or spiritual. Thus, workplace stress occurs when the challenges and demands of work become excessive, the pressures of the workplace exceed the workers ability to handle them, and job satisfaction turns to frustration and exhaustion. (Lambert and Lambert, 2010). Nevertheless, work stress and burnout remain significant concerns in nursing, affecting both individuals and organizations. For the individual nurse, regardless of whether stress is perceived positively or negatively, the neuroendocrine response yields physiologic reactions that may ultimately contribute to illness. In the health care organization, work stress may contribute to absenteeism and turnover, both of which detract from the quality of care. Hospitals in particular are facing a workforce crisis. The demand for acute care services is increasing concurrently with changing career expectations among potential health care workers and growing dissatisfaction among existing hospital staff. By turning toxic work environments into healthy workplaces, researchers and nurse leaders believe that improvements can be realized in recruitment and retention of nurses, job satisfaction for all health care staff, and patient outcomes particularly those related patient safety (B. M. Jennings, Chapter26 Work Stress and Burnout among Nurses: Role of the Work Environment and Working Conditions). In one article entitled â€Å"Job Stressors and Coping Mechanisms among Emergency Department Nurses in the Armed Force Hospitals in Taiwan† it states that, nurses, as one of the professional service groups, tend to be exposed to extreme workloads. Their works are generally characterized by having a high contagious potential, being labor-intensive, having an overwhelming job shifting, and experiencing malicious complaints from patients. Compare to other general and professional service jobs, nursing requires handling complicated and dynamic occurrences under strict time pressures. Studies have generally revealed that continuously excessive workloads tend to lower their job satisfaction and deteriorate in turnover intentions. These contextual difficulties indeed continuously challenge a nurse’s temper and professional performance. This may be particularly true for nurses in the emergency departments of the AFH. (Wei-Wen Liu, Feng-Chuan Pan, Pei-Chi wen Sen-Ji Chen, Su-Hui-Lin, 2010). In another study entitled â€Å"Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment†, they mentioned that Job rotation inspires nurses to achieve higher performance, allowing continuous growth at work, extended knowledge and skill, and increasing clinic patient care-taking quality. Scholars have all proposed that job rotation may help employees to acquire multiple capabilities and expand vision, and that it can be an approach to reduce job burnout. But emotional pressure often occurs in the work environment where interpersonal interactions are highly involved. Especially, the nurses working at hospitals not only implement independent and professional nursing activities in accordance with doctors advice, but take responsibility for any immediate threat to patients lives as well. Thus, the importance of nurses is undeniable, and the influence of urses qualities and capabilities on medical care quality can never be ignored. Therefore, the primary concern of the practical field of medical care is to exhaustively recognize how role stress among nurses could affect their job satisfaction and organizational commitment, and effectively utilize the job rotation system to enhance and develop nurses job satisfaction and organizational commitment, in order to promote competitive advantages (Wen-Hsien Ho, Ching S. Chang, Ying-Ling Shih and Rong-Da Liang, 2010, Effects of Job Rotation and role stress among nurses on job satisfaction and organizational Commitment). It is the writer’s point of view that stressful lives among nurses are sometimes not all related to work, some nurses go to work stressed. This maybe due to presence of children, relationships or overworked at home so that when they report for work they are already exhausted and becomes exhausted all the more if there are many patients to attend to. These are also true most especially among women, since they do much of the work at home; attending to school activities of their children and attending to the needs of the whole family, physically, financially, and socially they become vulnerable to stress and illness. Despite all the work stress that the nurses endure, there are also some ways that help nurses cope with stress. To keep them physically, emotionally, and mentally stable if not strong, they divert their attention to activities which they consider relaxing. Nurses learn techniques on how to control their temper when being stressed at work, for some they just endure tensions and exhaustion but once they reached home it is there that they find comfort and peace of mind, but to others, home sometimes adds to more stress, so they prefer staying out like malling. In an article entitled â€Å"Nurses’ Workplace stressors and coping strategies† it describes strategies to help nurses cope; coping can be defined as the constantly changing cognitive and behavioral efforts to manage specific external and/or internal demands that are appraised as taxing or exceeding the resources of the person. Coping activities may be problem-focused in that they are directed externally and involve attempts to manage or change the problem causing the stress. On the other hand, coping activities may be emotion-focused in that they are internally directed and involve attempts to alleviate emotional distress. Examples of problem-focused coping includes problem-solving activities, recognizing ones role in solving a problem and confronting the situation by using some degree of risk-taking behavior; while emotion-focused coping includes wishful thinking, avoidance of confrontive behavior, and detachment or disengagement from the situation. This study will use the Integrative Transactional Process Model by Beehr and Schuler to guide on the effects of stress among registered Nurses in the workplace. According to the Integrative Transactional Process Model by Beehr schuler’s 1982, it corporate environmental stressors, perceptions, the stress response and stress outcomes, plus a host of moderator variables. The environmental stressors pertain to what the registered nurse encounters in his/her workplace perceived as stressful stimuli. The coping mechanisms that registered nurses utilize in combating the effect of stress to her/himself pertains to the perceptions and the response of a registered nurse to stress. This method model is in accordance with Lazaru’s conceptualization of stress by focusing on the role of cognitive appraisal (individual perception) which also highlights the nature of the (mis) fit between the organism and the environmental demands. The discrepancy between, whether challenges or goals, and the way the person perceives his potential responses to his demands cognitive stress. It is the person’s own perception of the stressful event and the appraisal of one’s ability to cope that stress. Time (duration of stress) is incorporated through the separation of the immediate perception of stress and longer term response segment of model. The name of the model implies that its relationship is reciprocal, happens across time and/or stressor and integrated diverse areas of theory. This had implied the importance of time in the stress process. That is why the years of service and the age of the registered nurse was taken as variables in the scope of the study. Individual and contextual differences such as organizational changes, job qualities personal experiences, and individual needs/values are given central role in the models which are also considered strengths of this model. These qualities correlate to the variables specifically to the ward assignments of these registered nurses and their working relationship among nurse supervisors and other health personnel. Their everyday encounter in the workplace give them the opportunity to gain experience which maybe a nurturing or bad experience that may contribute to the stress of the registered nurse. This model considers the individual and contextual differences among registered nurses which in the study pertaining to their age and gender. The aim of the study is to find out the following effects of stress among registered nurses in the workplace. It specifically aims to find answers to the questions: 1. ) what are the effects of stress among registered nurses in the workplace considering the following a. ) Physical health b. ) Emotional health c. ) Mental health 2. ) Is there a significant difference on the effects of stress among registered nurses considering the following a. Age b) Gender and c. )Years of service in the hospital, 3. ) Is there a significant difference on the effects of stress among registered nurses when assigned to a. ) Emergency ward b. ) Operating Room c. ) Surgical ward, and lastly, 4) What are the coping mechanisms utilized by registered nurses to overcome stress in the workplace?   This study is for the nurses themselves, the outcome of this will serve as a guide for them to determine, where thus the highest stress related factor occur in the lives of hospital nurses particularly the female nurses. It will be an eye opener for them in a way that they will know that simple interaction among other people could mean two different things; it can be negative or positive in effect that could cause stress. To the nursing profession especially in the field of research, this study would serve as a tool to use, as a source of information and guide not only among nurses but to other health practitioners as well, from this output, they can yield flyers or pamphlets entitled â€Å"what causes stress in the workplace†, which would contain vital information’s about stress, its causes and effects to ourselves and to the people that surrounds us. Lastly, to the Hospital administrators, this research would serve as a source of information, so that they will become aware, up to what extent does stress do among workers. This could also serve as basis in giving rest days among workers when needed. â€Å"A well rested employee becomes a productive, efficient and successful employee†. The study will utilize a questionnaire in the form of a self-assessment checklist that was developed by the researchers based on review of literatures. The first part of the questionnaire is a letter to the respondents that informs them of the purpose of the study to give full disclosure of information. The second part includes the demographic data inclusive of name (which is optional) and workplace of the respondents, followed by the questionnaire proper. This will be answered by the respondents thru checking the correct rating in assessing the Effects of Stress among Registered Nurses in the Workplace. The questionnaire will be subjected by a research expert, Ms. Geraldine D. Delson, M.A.N. She was chosen to validate the questionnaire for the reason that she is an instructor in the SLU- School of Nursing, major in Psychiatry and therefore she is well-knowledgeable on the topic. She will be asked to evaluate the relevance of the items in the questionnaire using a four-point scale, where a score of 1 is not relevant, 2 as somewhat relevant, 3 as quite relevant and 4 as very relevant. After rating, all the items with a score of 3 and 4 will be counted and divided by the total number of items in the questionnaire. Her comments and suggestions will be taken into consideration during the revision of the tool. Reliability of the questionnaire will be subjected to a preliminary item analysis. The questionnaire will be distributed to thirty (30) staff nurses having their duty at the operating room, emergency ward and medical-surgical ward of SLU-Hospital of the Sacred Heart. After answering, the questionnaires will be collected and will be asked for their comments and feedbacks regarding the questionnaire. Answers in the tool will be checked by the researchers to check for presence of ambiguity. Their comments will be taken into consideration in the revision of the tool before finally floating it. In the data gathering procedure, initially, the researchers will be giving a letter to the Chief Administrator of the Hospital informing her about the purpose of the study and that their respective Institution is chosen to be the locale wherein a number of nurses having their duty there will be taken as the respondents. Also, the letter will ask for permission to float questionnaires to the chosen respondents. After granted the permission, data gathering follows. During the data collection, the researchers will be given different hospital wards based from the selected special wards of SLU-Hospital of the Sacred Heart where they will collect data. In all the special wards chosen, the researchers will introduce themselves to the respondents and will establish rapport. The researchers will also inform the participants of the purpose and nature of the study before consent will be taken. In cases wherein the respondents decline to be part of the study, their decision will be respected. For the respondents who will agree, the researchers will present the checklist and they will give instructions as to how they will answer it. After giving the necessary instructions and reminders, the respondents will be given enough time to answer the questionnaire. The researchers will maintain a distance of 1-2 meters from the respondents while the questionnaires are being answered. To ensure anonymity, names will not be required to be written. The researchers will emphasize that any unanswered item will make their whole answers invalid. To prevent such occurrence, the researchers will stay with the respondents and double check on the answers of the questionnaire once it is passed to the researcher. After the respondents finish answering the checklist, the researchers will retrieve it and the researchers’ gratitude for participation will be expressed. The researchers will assure the respondents that they will be informed of the results of the study. After collecting the checklist, the researchers will check it for any unanswered item. All incompletely filled out questionnaire will be disregarded. The data collected will be collated, tabulated, organized and analyzed. Descriptive statistics will be used to describe and summarize the data that will be gathered, making the data readily comprehensible. Through it, the researchers will be able to identify significant differences between the variables of the study. Frequency count and percentage (Sanchez, 1988) will be utilized to measure and compare data such as age, total number of male and female nurse respondents and years of service. For the physical, emotional and mental health effects, as well as the effects on whether they are nurses assigned at the operating room, emergency department or the surgical department, frequency count, and the coping mechanisms utilized, weighted mean and ranking will be used. Weighted mean measures the average of the responses (f) in relation to the weight or the rating (r) allotted to the said response. To determine the significant difference on the respondents responses on the effects of stress among registered nurses in the workplace, nurses are grouped based on age and gender, the F-test or analysis of variance (ANOVA) test ( Tan, 1997) will be utilized. A statistical technique designed to whether the means of more than two quantitative populations are equal. The variances are used to test the quality of more than two populations. The effects of stress among registered nurses are categorized according to physical health, mental health and emotional health. The study was conducted among registered nurses of SLU-Hospital of the Sacred Heart regardless of gender, and those who are twenty five years of age and above, assigned at the operating room, emergency and surgical ward. The nurse respondents are also categorized according to their number of years in service After the researchers collected, collated, tabulated and organized the data, results were analyzed. Descriptive statistics were used to describe and summarize the data that were gathered. Through it, the researchers were able to identify the significant differences between variables of the study. In table one (1), weighted mean and ranking were used, weighted mean measures the average of the responses. Looking at the table, in category one (1) effects of stress among nurses in their physical health, question number one (1) increase in overall sickness absence has the highest mean score of 3.1, while question number three (3) I do not want to go to work early garnered the least mean score of 2.4, meaning most of the nurses assigned at the operating room, emergency ward and surgical ward when under physical stress opt to absent from work by filing a sick leave. And only few nurses do not want to report to work early when under stress. Second category which is the effect of stress in the mental health of nurses, question number eight (8) conflicts arise with colleagues, garnered the highest mean score which is 2.8 while question number six (6) I have ethical problems with my job, garnered the lowest mean of 2.1, while questions 11, 13, 14,15,16,17 and 19 (please refer to table 3) are all ranked as second question with the highest mean score of 2.6 and 2.7 respectively. The highest result means that nurses when under stress have this tendency to create tension at work and lots of misunderstandings happen between and among them, which sometimes become evident when they are doing their job then suddenly commit mistakes. Then it is good that the lowest mean score is number six, having ethical problems with job, meaning nurses despite stressors and other problems, they still respect each other and remain professional when dealing with it. The third and last category which is effect of stress to nurses in their emotional health, question number twenty five (25) I feel overloaded at work has the highest mean score which is 2.7, while question numbers twenty seven (27) my relationship with co-workers are poor and twenty eight (28) poor relationship with patients, are the two with the least mean score of 2.2 respectively. The meaning of the highest result which is I feel overloaded at work goes to show that nurses becomes work engine at the hospital, this could be due to under staffing or un equal division of work load. While it is a good remark that number 27 and 28 garnered the lowest mean score, because poor relationship with co-workers as well as with patients does not bring out the best in a nurse and in nursing service. In an article entitled â€Å"Nurses’ workplace stressors and coping strategies†, it defined stress as the physical and emotional outcomes that occur when there is disparity between the demands of the job and the amount of control the individual has in meeting those demands. Table two (2) is the coping mechanisms used by nurses when under stress in the workplace. Weighted mean and ranking are the statistical treatment used to determine the results. Coping mechanism number five (5) I say no to overtime if I do not feel happy to do it garnered the highest mean score of 3.4, while coping mechanisms numbers two (2) I exercise regularly and number thirteen (13) I allow myself to feel angry and express this in a safe way have the least mean score of 2.4, meaning nurses are but human beings, they feel and they learn to say no when it comes to overtime because of exhaustion. They reach the point when they are totally burn-out. In an article entitled â€Å"Stress Management†, it says that these stressors can lead to the classic â€Å"burn-out† syndrome. Instead of persisting until this happens, nurses can learn more effective coping strategies, become self-aware, acknowledge their own limitations, and acquire emotion-fcused and problem-solving skills (Selye, 1956). While that is the highest result, we come to the lowest which are numbers two and thirteen. Exercising regularly got a low mean score most probably because nurses when they get home from work they are already tired and there is no more time for them to do some exercising. While the latter expressing anger the safe way, it got also a low score most probably because it was not clear to the respondents what was meant by safe way to express anger. Safe way can be counting from one to one hundred, inhaling and exhaling until the body feels calm. Or maybe drinking or eating your favorite dish, food can become an outlet of anger; these are few ways of safe outlet for anger.