Community Based Health Promotion Programs - 1957 Words

COMMUNITY HEALTH PROMOTION Introduction Community-Based Health Promotion is a comprehensive, systematic, coordinated approach to long-term health behavior change by influencing the community (cultural) norms through education and community organization. Studies show that most Americans want to lead healthy lives and are eager to improve their lifestyles. In fact, many continuously attempt to change unhealthy behaviors, only to fail. Most health promotion strategies assist individuals in changing health risk behaviors: self-help pamphlet distribution, individual counseling, group education classes, support groups, and health risk appraisals. Careful evaluation of these strategies has shown that long-term behavior change is very difficult for most participants. The failure rate can be 80% or more. The best predictor of health behavior and long-lasting successful behavior change is often the culture in which a person lives. Health promotion programs need to make it possible for the community to support healthy behaviors. To d o this successfully, the community and its leadership must be mobilized to provide community-based health promotion programs. Project Title Community Based Health Promotion - Its viability, cost-effectiveness and its impact on the community. This particular project is designed to assess the effectiveness Community Based Health Promotion on the Geriatric population and utilized Senior Fitness Test for baseline measures. Significance and InnovationShow MoreRelatedBSHE 500 Take Home Exam 1 Essay1689 Words   |  7 Pagesclass as providing many possible avenues for research and program implementation.   Using the required readings and lectures, write about the pros and cons of a social ecological framework for understanding health behaviors and designing health promotion programs. Your analysis should lead to a conclusion about the framework. The social ecological framework comprises of person-focused and environment-focused interventions designed to promote health. The social ecological framework can be used as an idealRead MoreBenefits of health promotion1122 Words   |  5 PagesBenefits of health promotion Wytoshery Williams Grand Canyon University Family centered health promotion December 22, 2013 BENEFITS OF HEALTH PROMOTION A Healthy lifestyle is promoted by being educated in prevention methods and strategies. How is health promotion define and what is its purpose? The nursing roles, responsibilities and implementation methods for health promotion will be addressed, finally, a comparison of the health promotion levels. Health promotion is defined asRead MoreHealth Promotion793 Words   |  4 Pagesnow shifted to health promotion. The World Health Organization (WHO) defines health promotion as the â€Å"process of enabling people to increase control over, and to improve, their health. It moves beyond a focus on individual behavior towards a wide range of social and environmental interventions.† Health promotion focuses on changes to a community as well as an individuals health by modifying their behaviors to strive for optimal health, which The American Journal of Health Promotion defines as beingRead MoreHealth Promotion Through Prevention And Wellness874 Words   |  4 Pagesthe consequences before we take action. Health promotion through prevention and wellness is therefore a vital component of health care system in any community. Bezner (2015) defined health promotion as the process of empowering a person to change his lifestyle and behavior, with the purpose of improving the overall health of people living in the community. According to Bezner (2015) physical therapists are ideal messengers and ro le models in health promotion and wellness. In line with this, physicalRead MoreFamily Centered Health Promotion Essay examples958 Words   |  4 PagesFamily Centered Health Promotion Grand Canyon University: NRS-429V 05/12/2013 Definition of Health Promotion is increasing awareness, indentifying alternatives and influencing attitudes of the people, so that they can make an informed decision and change their behaviors to achieve an optimal level of mental, physical and social health. Health promotion is also defined as the process of empowering people to improve and take control of their health to optimize the quality of their lives. EnnisRead MoreRole Of A Public Health Nurse963 Words   |  4 PagesContributions Role of Public Health Nurses The role of a public health nurse encompasses a vast amount of responsibilities. As a basis for practice, public health nurses must adhere to the code of ethics. The code of ethics, developed by Sir William David Ross in the 1940s, is a set of four principles. These principles include autonomy, nonmaleficence, beneficence, and justice (Ivanov, 2013). By incorporating these four main principles into practice, public health nurses can better protect andRead MoreHealth Promotion in Nursing Practice Essay1225 Words   |  5 PagesHEALTH PROMOTION IN NURSING PRACTICE Nursing Role and Responsibilities In health Promotion 7 January 2012 Nursing Roles and Responsibilities in Health Promotion Health promotion has become priority issues and future directions for health professions from a world perspective. By focusing on individuals, families, communities, and the environments in which people live, work, and play the health care professionals today are vital links for promoting national and international health. NursesRead MoreReflection Of Faith Based Nursing Essay1266 Words   |  6 PagesFaith Based Nursing Following the Servant Christ, the early church took on the task of caring for and visiting the sick. A very important part of the church’s ministry from the beginning, has been healing and spiritual couseling. Parish Nursing began with the early work of deaconesses and other religious sisters who worked in parishes to provide whole person health promotion with an emphasis on spiritual care. The contemporary side of Parish Nursing was conceptualized by Reverend Granger WestbergRead MoreRoles And Roles Of Pediatric Nurses Essay1150 Words   |  5 PagesNurses in Healthcare and in Health Promotion: Literature Review Introduction Pediatric nurses work on health promotion, pain management, and alleviation of psychological distress for the clients and their families. Generally, health promotion and advocacy activities are the dominance of holistic nursing practices. Nurses participate in both patient advocacy and legislative advocacy to encourage healthy patterns. Pediatric nursing in Canada focuses on the health promotion activities such as obesityRead MoreFaith Based Nursing : The Mission Of Caring For And Visiting The Sick Essay1230 Words   |  5 PagesFaith Based Nursing The early church took on the task of caring for and visiting the sick. A very important part of the church’s ministry from the beginning, has been healing and spiritual counseling. Parish Nursing began with the early work of deaconesses and other religious sisters who worked in parishes to provide whole person health promotion with an emphasis on spiritual care. The contemporary side of Parish Nursing was conceptualized by Reverend Granger Westberg as a result of his work

The Human Mind Is A Death Trap - 862 Words

One’s worst enemy is the demons within oneself. Anything or nothing a person is capable of controlling the human mind. Humans are capable of everything that they desire; if they just set their minds into something. They can think what they want to believe and be what they want to be. The choices they make whether good or bad define who they are. That is why the human mind is a death trap. It is capable of controlling oneself to the point that it can destroy one’s own being. A person can fight his/her own demons although, if they let negative thoughts hold them back the result can be self-destruction. A person heading to self-destruction means something bad or toxic is consuming their life. Whether they are letting the people around them, society, power, money or love, influence and harm the choices they make. In Othello’s case the self-destruction that harmed him was letting the people around him manipulate his decisions. He also let love that became jealousy con sumed him. Othello made bad decisions that affected and destroyed not only the people who matters in his life but most importantly this led to his own self-destruction. Othello let his demons get through him and thinks about false accusations about his wife. In act 3 scene 3, Othello furiously recited to Iago, â€Å"Damn her, lewd minx! O, damn her! damn her! Come, go with me apart. I will withdraw to furnish me wish some swift means of death for the fair devil. Now art thou my lieutenant.† The beginning where Othello’sShow MoreRelatedPoem Analysis : Blues For Roberto 925 Words   |  4 PagesIn What Is This Thing Called Love: Poems, Kim Addonizio expresses a spectrum of human emotions from fear to lust. Through strong figurative language, she reveals raw feelings. A recurring theme in her poems is emotions trap humans, much like cages trap animals. Blues for Roberto is the most apparent example of this as she explains the toll emotions take in a relationship. Furthermore, in The Way of the World, Addonizio explores the confines of jealousy as she continues the caged animal simileRead More Capital Punishment in the Work of George Orwell, H.L. Mencken, and Norman Mailer728 Words   |  3 PagesMencken, and Norman Mailer   Ã‚  Ã‚  Ã‚  Ã‚  Capital punishment in the essays by George Orwell, H.L. Mencken, and Norman Mailer was a necessary evil to deter crime. These authors incorporated the use of alcohol or drugs as mind-altering chemicals to relieve the pressures of the characters involved in death due to capital punishment. Chemicals such as drugs and alcohol can be used for the pleasure of relieving stress, a means to forget, or a way to subdue personal beliefs as the authors have illustrated.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Read MoreThe Most Dangerous Game Essay738 Words   |  3 Pagesis an adventurous big-game hunter who confronts the nature of life and death for the first time in his life during his few frightening days on Ship-Trap Island. He’s survived numerous near-death experiences, from fighting on the frontlines during World War I to hunting dangerous animals in some of the world’s most exotic locations. Rainsford’s wartime experience has reinforced his ultim ate belief in the consideration of human life and the respect it deserves. He believes that killing is murder (Connell)Read MoreEssay about Analysis of Shakespeares Hamlet774 Words   |  4 Pagestruth. In the play HAMLET, Shakespeare demonstrates the way of thinking of a character and how they deal with it. 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Homemade minesRead MoreHamlet Act 4 Scene 4 Analysis1208 Words   |  5 Pagesreflecting on how he is meaninglessly prolonging Claudius’s death, even though he could have killed him at anytime and how he has everything he needs to accomplish his goal. He is also reflecting on how God has blessed humans with the power of thought to use when needed and that blessing is what makes humans different from animals. Hamlet’s speech opens the eyes of the audience by showing them how humans are capable of doing anything they put their minds too and the consequences of overthinking and not takingRead MoreRichard Connell s The Most Dangerous Game1191 Words   |  5 PagesHunter vs. the hunted is one of the main points in Richard Connell’s â€Å"The Most Dangerous Game.† Sanger Rainsford swims to Ship-Trap Island after falling off the ship on which he was traveling. On the island, Rainsford finds food and lodging with its sole human inhabitants, General Zaroff and Ivan. Zaroff reveals that he intends to hunt Rainsford, since he finds hunting humans most exciting. Rainsford manages to out-smart Zaroff and is waiting in the General’s bedroom when he returns. The authors’ useRead More Young Goodman Brown by Nathaniel Hawthorne and The Most Dangerous Game by Richard Connell Have a Loss of Innocence 898 Words   |  4 Pagesthe street, letting the wind play with the pink ribbon of her cap† (Hawthorne, 90-91.) That sentence gives the feeling of something innocent. It is not a woman that would wear pink ribbons in her hair. Instead the picture of a younger girl comes to mind. Brown himself is innocent as he does not know what exactly is happening at the beginning of this story. He does not want to leave his wife. â€Å"What a wretch am I, to leave her on such an errand!† (Hawthorne pg 91) He is angry with himself, he doesntRead MoreVideo Games And Its Effects On Society1632 Words   |  7 Pagesthe growing of human organs in pigs, whether this technology could be considered positive or negative is debatable but there are also ethical concerns to consider. Finally another form of technology that has been popular within Hollywood productions is the concept of artificial intelligence. In Ronald Wrights A Short History of Progress he defines a progress trap as having â€Å"†¦an internal logic that can lead beyond reason to catastrophe. A seductive trail of successes may end up in a trap.† (Pg 5). SomeRead MoreThe Poverty Trap Of Africa1689 Words   |  7 PagesChristian Deeter Mr. Andrews English 11 AP 22 October 2014 The Poverty Trap Imagine a small village in Africa. What images come to mind? Is it small huts in a desolate village? Or how about exotic animals? The truth is that although some of these descriptions are accurate, they tend to leave out the pain and suffering of people. Every day 21,000 children die throughout different parts of the world (Shah). These deaths are the result of poverty as well as the conditions that come with it. Being in

Hr Live Project on Job Satisfaction Employee Satisfaction Free Essays

AMITY UNIVERSITY AMITY INTERNATIONAL BUSINESS SCHOOL(AIBS) PROjECT REPORT ON Job Satisfaction Employee satisfaction AT Areva TD India Ltd. , Noida SUBMITTED TO: Ms. CHITRA KRISHNAN GROUP MEMBERS * PRIYAL AGARWAL(A1802012201) * JAMSHED SHABIR() * GARIMA ARORA() * HARSH GOEL() * ASHISH TANWAR() sECTION- C MBA-IB Introduction In the present scenario of business world the only thing that is confirmed is change. We will write a custom essay sample on Hr Live Project on Job Satisfaction Employee Satisfaction or any similar topic only for you Order Now Competent employees will not remain competent forever. Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas changing the type of jobs that exist and the skills necessary to do them. Human Resource is the discipline which drives business competitiveness by identifying that constant change in the business trends, hence need for constant up gradation of the employee’s skills and implementing it with a variety of methods and training programs. Quality without creativity is meaningless as changes grow ever more unpredictable creativity is rapidly becoming recognized a core management skill. Today’s business environment demands that manager posses a wide range of knowledge skills and competencies, as well as sound understanding of management process and function. Managers need to be able to make best use of their time, talent and of other people to work with and through others to achieve corporate objectives. They also need to demonstrate their ability not merely to solve problems, but to transform them and design ways through them. This report concerns job satisfaction level and organizational climate, which are the important function in every organization. AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and distribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. As a solution provider, AREVA TD bring together and optimizes capabilities from different disciplines, TD business and third party suppliers, to address customers’ specific problem, however complex, and add value to their business. The overall project report provides analysis of Job satisfaction and employee satisfaction in Areva TD India Ltd, Noida. The employees of Areva TD India Ltd have different attitude towards organization. There are different dimensions through which we can analyze the attitude of the employees of the organization. COMPANY profile AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and istribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. AREVA TD INDIA AREVA TD is a worldwide specialist in Transmission Distribution. We design, manufacture and supply a c omplete range of products, systems and services for all stages in the transfer of electricity from generator to the large end user. We are pioneers in the field of Protection Control with a proven track record of over eight decades. Our team of TD engineers is the largest team dedicated to TD solutions. About 75% of the country’s load flow is managed by our Energy Management Systems.. AREVA TD’s products and systems serve to transmit and distribute electricity, ensure the reliability, quality and safety of energy flows, as well as operate efficient networks through information management. AREVA TD offers a global response to customer’s service needs delivered by locally based resources in the areas of: * Network consulting equipment expertise and diagnosis. * Erection, commissioning and supervision. * Maintenance, including spares management. * Repair and emergency support. * Renovation and refurbishment. * Operation and asset management. * Training. As a solution provider, AREVA TD bring together and optimizes capabilities from different disciplines, TD business and third party suppliers, to address customers’ specific problem, however complex, nd add value to their business. AREVATD enhance customers’ capabilities by bringing to them answers developed by market segments, through best practices and industry-specific expertise in: * Power Engineering * Distribution Power * Oil Gas * Water * Pulp Glass * Railways * Mining Metals At AREVA TD, innovation is key to successfully differentiating and continuously gaining market share. The company spe nds 3% of sales (150 Million) on research and development. This allocation is then used for each of the regions, where AREVA TD has business activities. India is a key region for allocation of such Research Development funds. AREVA TD currently employs over 4300 people in India across 8 manufacturing Units and 22 Sales Offices. Your Company has been trend-setter in the field of high voltage switchgear and was the first to build the 765 kV Sub-station in India with National Thermal Power Corporation Limited (NTPC) at SIPAT, Chhattisgarh. Around 70% of power flow in India’s transmission grids is managed by AREVA TD’s Automation solutions. Your Company has to its credit a complete range of TD Products, Systems, Services and Automation solutions. Areva Joint Venture AREVA’s Transmission and Distribution division has announced today the signing of an agreement to form a 50/50 joint venture with the Russian company, United Company RUSAL (UC RUSAL), the world’s largest producer of aluminum. The joint venture will become the preferred supplier for turnkey projects, electrical equipment and services in the TD field for UC RUSAL’s plants and is expected to generate $500 million in orders over the next five years. Through this partnership, UC RUSAL will secure key competencies to support its fast growing production capacity. For AREVA, partnering with UC RUSAL will enable the company to strengthen its position on the booming electro-intensive industries market, and to further develop its activities in Russia. AREVA has longstanding experience and expertise in developing high direct current electricity supply systems for aluminum production sites around the world. In 2006, it designed and installed such a customized electrical system for UC RUSAL’s Sayanogorsk site in Siberia. Philippe Guillemot, Chairman and CEO of AREVA’s Transmission and Distribution division, said: â€Å"This new partnership is in line with our strategy to reinforce our presence on the industries market. It also illustrates our strong commitment to support UC RUSAL’s development strategy by ensuring its secure access to key competencies in the electrical field. † More about with manufacturing facilities in 41 countries and a sales network in more than 100 countries, AREVA offers customers reliable technological solutions for CO2-free power generation and electricity transmission and distribution. We are the world leader in nuclear power and the only company to cover all industrial activities in this field. Our 61,000 employees are committed to continuous improvement on a daily basis, making sustainable development the focal point of the group’s industrial strategy. AREVA’s businesses help meet the 21st century’s greatest challenges:   making energy available to all, protecting the planet, and acting responsibly towards future generations. AREVA’s T;D division is an active player around the globe. It designs, manufactures and supplies a complete range of equipment, systems and services for all stages in the transfer of electricity, from the generator to the large end-user. global presence We are one of the world’s leading TD companies. We have over 25,000 employees located in more than 30 countries, with a dedicated sales force serving customers in over 100 countries. AREVA NP  is the world leader in the design and construction of nuclear power plants and research reactors, engineering, instrumentation and control, modernization, maintenance and repair services, component manufacture and supply of nuclear fuel. The jointly-owned company is headquartered in Paris, with regional subsidiaries in the U. S. and Germany. AREVA has a 66% and Siemens a 34% stake in AREVA NP. VISION AND MISSION Vision AREVA is to make the high profile of company and to create the brand name in the whole words. Their best products are for transmission and distribution. Mission At AREVA they face new and exciting challenges every day as they support the needs of customers. But there’s also a bigger picture to career. Businesses help to meet the needs of the great endeavors of the 21st century – making energy available to all, protecting the planet, and acting responsibly for future generations. It’s a vision that includes innovating cleaner, safer, and more attainable energy to drive economies, develop cultures, and deepen life experiences. LOCATION DETAILS AREVA TD INDIA LIMITED. is located at Allahabad which is in the heart of the city where service is easily available for all customer and easy access compare with other place that available in city. Location has major impact on success or failure of operation. Advantages of this type of location are that service cost and distribution cost is minimum comparison with other place. The major investor service centers of Transformer Distribution are as below. Our study is on its location in Noida. LAYOUT DETAILS There is a plan of all the act of planning optimum arrangement of planning including flow of man material and customer, operating equipment, storage space, material handling equipments and all other supporting services along with the design of best structure to contain all these facilities. PLANNING AND CONTROL It is useful for effective utilization of resources, to achieve organization goal and objectives with respect to quality service, cost control timely service to co-ordinate with other department to ensure continuous quality service. There is a proper planning and planning with respect to which type of scheme to be introduced, what are expenses of RD for finding out feasibility of that scheme, how many people will work on that particular job, before introducing new scheme. There is special research department for carrying out the analysis of market and there is a fund manager who carries out all planning for investing in various sector and he is also responsible for controlling the cost of transaction so that it can give return to investors. PRODUCTION MAINTENANCE The production engineers ensure that the level of production complies with customer requirements, test and maintain the facilities. AREVA is looking for young professionals who are keen to face technical challenges in the field, and to get involved in team management. ————————————————- IMPROVEMENT PROTECTION AREVA’s line of business is highly demanding in terms of quality, safety and environmental preservation. Those working in these fields are of major importance to the group and contribute to its overall performance. As a result, the professions linked to these fields have a very important place within the group, and contribute to the company’s overall performance. ————————————————- CUSTOMER SUPPORT AND SATISFACTION AREVA manages and develops technical and industrial solutions to meet customer requirements. Our sales engineers develop and maintain customer relations, prepare bids, negotiate and manage contracts and offer after-sales service. The role of the sales engineers is to develop and maintain customer relations. Prepare offers, negotiate and manage contracts and provide after-sales service. MANAGEMENT ; DEVELOPMENT Like other companies that work in complex fields and very different countries, AREVA uses its support activities to promote the strategic and functional development of the group. All of its executives and managers use expert skills to carry out their duties. JOB SATISFACTION Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs. Job satisfaction is a subjective, personal state perceived by the individual as being in his favor. It is the result of various attitudes possessed by worker. In a narrow sense, these attitudes are related to the job and conditions, advancement opportunities, and recognition of abilities, fair residual of grievances and other similar items. FACTORS AFFECTION JOB SATISFACTION * Working Conditions Because employees spend so much time in their work environment each week, it’s important for companies to try to optimize working conditions. Such things as providing spacious work areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favorable work conditions. Providing productivity tools such as upgraded information technology to help employees accomplish tasks more efficiently contributes to job satisfaction as well. * Opportunity for Advancement Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees taking university courses, for example. During an employee’s annual performance review, a supervisor should map out a path showing her what she needs to accomplish and what new skills she needs to develop in order to be on a track to advancement within the organization. * Workload and Stress Level Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. The office operates in a crisis mode because supervisors don’t allow enough time for employees to perform their assigned tasks effectively or because staff levels are inadequate. * Respect from Co-Workers Employees seek to be treated with respect by those they work with. A hostile work environment — with rude or unpleasant coworkers — is one that usually has lower job satisfaction. * Relationship with Supervisors Effective managers know their employees need recognition and praise for their efforts and accomplishments. Employees also need to know their supervisor’s door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. * Financial Rewards Job satisfaction is impacted by an employee’s views about the fairness of the company wage scale as well as the current compensation she may be receiving. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers. Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace. EMPLOYEE SATSFACTION Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied with their careers should be a major priority for every employer. While this is a well-known fact in management practices, economic downturns like the current one seem to cause employers to ignore it. There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. Employee satisfaction surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views. There is a direct link between employee job satisfaction and financial results. The happier your employees are the more motivated and committed they will be to your organization’s success. RESEARCH METHODOLOGEY Research is in common parlance refers to a search for knowledge. One can also define research as scientific and systematic search for pertinent information on a specific topic. Well, all possess the vital instinct of inquisitiveness for, when the unknown confronts, we wonder and our inquisitiveness makes us probe and attain full data and fuller understanding of the unknown, can be termed as research. Research comprises defining and redefining problem, suggesting solutions, collecting, organizing and evaluating data, making deductions and reaching conclusion and at lest carefully testing the conclusion. RESEARCH DESIGN A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine the relevance to research purpose with economy in procedure. In fact the research design is the conceptual structure within research is conducted, if it constitutes the blueprints for the collection measurement and the analysis of the data. DATA COLLECTION Both primary as well as the secondary data have their own importance, and I have collected data from primary as well as secondary sources, but how ever in my project work I have focused more on primary data. As stated, the primary data as collected with the help of questionnaire comprising of by questions. All the employees that constituted sample were approached individually. Secondary data was collected from Areva TD India Ltd. by: * books * Journals * Websites * Internet * Other sources. SAMPLING A sample size of 50 employees (Male Female both) working in Areva TD India Ltd. ere taken into consideration. SAMPLING TECHNIQUE The target group comprised the employees of Areva TD India Ltd. the sample was distributed in equal ratio both male and female officer. The respondents were selected randomly from HRD in Areva TD India Ltd. QUESTIONNAIRE Name  : AGE:GENDER: QUALIFICATION:EXPERIENCE: GRADE:DEPARTMENT: YEARS OF SERVICE: The statements that follow are related to company, organiz ation, organization climate and their job. Kindly indicate the extent to which you agree with each statement by encircling any of the following options: * 1 Strongly Agree * 2 Agree 3 Disagree * 4 Strongly Disagree Q1. Areva TD India Ltd. is a good company to work in? | 1 2 3 4| Q2. The salary provided to you is competitive with those of other companies? | 1 2 3 4| Q3. Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | 1 2 3 4| Q4. Are you provided with sufficient opportunities for personal growth by the company? | 1 2 3 4| Q5. Is the job assigned to you according to your qualification and caliber? | 1 2 3 4| Q6. Does your job make the best use of your abilities? 1 2 3 4| Q7. Is your career growth in the company commensurate with your skill? | 1 2 3 4| Q8. Is Adequate job security provided to you by the company? | 1 2 3 4| Q9. Do you feel that you have contributed in accomplishing the organization climate goal? | 1 2 3 4| Q 10. Do you involve yourself in your work? | 1 2 3 4| Q11. Do you feel proud by doing the important work in this organization? | 1 2 3 4| Q12. Are adequate responsibilities provided to you for your personal and organizational growth? | 1 2 3 4| Q13. Do you feel that your work load is challenging but not burdensome? 1 2 3 4| Q14. Are your working conditions congenial to perform the task assigned to you? | 1 2 3 4| Q15. Does your team member equally contribute for each other’s goals? | 1 2 3 4| Q16. Are the people you are working with highly motivating and hard working? | 1 2 3 4| Q17. Are your colleagues are cordial to you in the organization? | 1 2 3 4| Q18. Are your subordinates loyal to you? | 1 2 3 4| Q19. Do you feel to tell your boss what you think? | 1 2 3 4| Q20. Does the response from your boss create confidence in your work? | 1 2 3 4| graphical data interpretations Q1) Areva T;D India Ltd. is a good company to work in? | Male| Female| Strongly Agree| 14| 14| Agree| 10| 9| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-95% Agreed working men-90% Aggregate Agreed Percentage-92. 5% * Analysis:- Almost all employees agree that Areva T;D India Ltd. is a good company to work with. There were hardly any employees disagreeing with the statement. This shows that Areva T;D has a good environment where employees are willing to work. Q2) The salary provided to you is competitive with those of other companies? Male| Female| Strongly Agree| 14| 12| Agree| 10| 11| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-95% Agreed Working Men-95% Aggregate Agreed Percentage-95% * Analysis:- 95% employees have agreed that the salary provided to them is comparable with those of similarly placed industries which show that the employees are very much satisfied with the basic salary prov ided to them by the organization. Q3) Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | Male| Female| Strongly Agree| 12| 12| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 2| 0| Others | 1| 0| * Response:- Agreed working Women-100% Agreed Working Men-81% Aggregate Agreed Percentage-90. 5% * Analysis:- 100% female employees feel that the monetary benefits like bonus, allowances provided by the company are in accordance into industries practice whereas only 81% male employees have agreed with female employees. Q4) Are you provided with sufficient opportunities for personal growth by the company. | Male| Female| Strongly Agree| 12| 11| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 0| 0| Others | 1| 1| * Response:- Agreed Working Women-90% Agreed Working Men-83% Aggregate Agreed Percentage-86. 5% * Analysis:- Majority of employees believe that there are growth opportunities available in the company. This helps to retain the employees in the organization and also to reduce the employee turnover of the company. Q5) Is the job assigned to you according to your qualification and caliber? | Male| Female| Strongly Agree| 10| 11| Agree| 10| 9| Disagree | 3| 2| Strongly Disagree| 0| 1| Others | 2| 2| * Response:- Agreed Working Women-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- It appears that ? f women employees feel that they are assigned the jobs in accordance to their qualification and caliber whereas 80% men agree that their jobs have been assigned in accordance to their qualification and caliber. Thus, according to us for future aspects the human resource manager should see that he is able to provide the employees the work they excel in. Q6) Does your job makes the best use of your abilities? | Male| Female| Strongly Agree| 10| 12| Agree| 11| 8| Disagree | 4| 4| Strongly Disagree| 0| 1| Others | 0| 0| * Response:- Agreed Working Women-80% Agreed Working Men-84% Aggregate Agreed Percentage-82% * Analysis:- Comparatively, less percentage of respondents feel that their abilities are not properly utilized or cashed by the company for performing jobs. Hence, it is a very good sign for the organization. Q7) Is your career growth in the company commensurate with your skill? | Male| Female| Strongly Agree| 10| 11| Agree| 11| 12| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed Working Women-92% Agreed Working Men-86% Aggregate Agreed Percentage-88% * Analysis:- 92% women feel that their growth in the organization is in accordance with the skills they possess whereas 86% men agreed with this statement. This perhaps reveal that men are more satisfied related to their skill applied and their job position as compared to women. Q8) Is Adequate job security provided to you by the company? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Each agreed employee feels secure on the job in Areva T;D India Ltd and through this we can analyze that the employee turnover rate in the company would be very less. Q9) Do you feel that you have contributed in accomplishing the organization climate goal? | Male| Female| Strongly Agree| 12| 11| Agree| 11| 10| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women:-87. 5% Agreed Working Men:- 90% Aggregate Agreed Percentage:-88. 75% * Analysis:- Company has achieved its goal with proper contribution of both male and female employees and this is supported by 87. 5% women and 90% men. It also reveals that the self analysis of employees is in tune with the organization’s achievements. Q10) Do you involve yourself in your work. Male| Female| Strongly Agree| 13| 16| Agree| 12| 9| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- All male and female employees respond that they involve themselves in their work i. e. they are sincere towards their work which is a healthy point in the organization. Q 11) Do you feel proud by doing the important work in this organization? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Majority of employee’s favor that they are holding the important task in this organization and they are performing them very proudly. Thus we can analyze that the level of job satisfaction is high. Q12) Are adequate responsibilities provided to you for your personal and organizational growth? | Male| Female| Strongly Agree| 6| 10| Agree| 14| 12| Disagree | 5| 2| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-88% Agreed Working Men-80% Aggregate Agreed Percentage-84% * Analysis:- 8% of the working women employees and 80% of men have agreed with the statement that the responsibilities provided to them for their personal and organizational growth are adequate. We can analyze that the company is maintaining a high level of employee satisfaction. Q13) Do you feel that your work load is challenging but not burdensome? | Male| Female| Strongly Agree| 8| 10| Agree | 12| 11| Disagree | 2| 3| Strongly Disagree| 2| 1| Others | 1| 0| * Response:- Agreed Working Women:-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- 86% of female employees and 80% of male employees of Areva T;D India Ltd. re enjoying their job as a challenge, and do not feel that their work is burden on them. This reveals that officers by and large are ready to perform challenging jobs. Q14) Are your working conditions congenial to perform the task assigned to you? | Male| Female| Strongly Agree| 11| 12| Agree| 13| 10| Disagree | 1| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-88% Agreed Working Men-96% Aggregate Agreed Percentage-92% * Analysis:- 92% of respondents feel that Areva T;D India Ltd. provides favorable working conditions to perform different task. This is one of the reasons behind high level of performance that the employees have been giving. Q15) Does your team members equally contribute for each other’s goals.? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 11| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-96% Agreed Working Men-92% Aggregate Agreed Percentage-94% * Analysis:- Majority of employees agree to the fact that there is proper team work and understanding amongst the employees of Areva TD Ltd. for achieving the goals. This also reveals that the goals of the organization and the employees are aligned. Q16) Are the people you are working with highly motivating and hard working.? | Male| Female| Strongly Agree| 10| 11| Agree| 12| 9| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 2| 1| * Response:- Agreed working women-84% Agreed Working Men-84% Aggregate Agreed Percentage-84% * Analysis:- Encouragement and motivation to work hard and to perform with rigor in Areva TD India ltd. is supported by 84% of male and female employees. This reveals that the organizational climate in Areva TD Ltd. is motivating for the employees, and also that supervision and leadership in the organization is par satisfactory. Q17) Are your colleagues are cordial to you in the organization? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 10| Disagree | 4| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed working women-92% Agreed Working Men-84% Aggregate Agreed Percentage-88% * Analysis:- Majority of employees agree that their colleagues are cordial to them. This reveals that by and large there is no conflict amongst employees and good spirit exists among employees irrespective of gender and the responsibilities assigned. Q18) Are your subordinates loyal to you? | Male| Female| Strongly Agree| 5| 9| Agree| 13| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 5| 3| * Response:- Agreed working women-84% Agreed Working Men-72% Aggregate Agreed Percentage-78% * Analysis:- 84% of female employees feel that their subordinates are loyal to them, where as in the case of male employees the sense dependence is only 72%. This reveals that there might be some dissatisfaction in the minds of the supervisors towards their subordinates, and also that the employees are not satisfied with the leadership skills of the supervisors. Q19) Do you feel to tell your boss what you think? | Male| Female| Strongly Agree| 5| 11| Agree| 15| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed working women-92% Agreed Working Men-80% Aggregate Agreed Percentage-86% * Analysis:- A very good percentage of respondents say that there is openness in Areva TD India Ltd. , as they are free to discuss their problems and suggestions with their boss. It reveals that there is an open door policy in Areva TD Ltd. and freedom to express their ideas. This also shows that the flow of communication in the organization is very good and supportive, as opportunities are provided to the employees to express themselves. Q20) Does the response from your boss creates confidence in your work? | Male| Female| Strongly Agree| 10| 11| Agree| 13| 12| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 1| 0| * Response:- Agreed working women-92% Agreed Working Men-92% Aggregate Agreed Percentage-92% * Analysis:- A good percentage of employees feel that their boss is having encouraging motivating personality whose response builds confidence in their work. This shows that the leadership, direction and motivation skills of the managers are par satisfactory. FINDINGS It is found that more number of employees both women and men are satisfied with the benefits and incentives provided to them in Areva TD India Ltd. * It is found that both men and women equally agree that the salary provided to them is comparable to the industry and satisfied with their company. * Majority of men and women agree that proper oppurtunities are available in the industry. * It is found that the majority of women feel that they have cont ributed in accomplishing in company’s goal as compared to men. * It is found that most of men feel that their team members contribute equally for each others goal. It is found that all the empolyees agree that they have maintained a good team spirit amongst them. * It is found that more percentage of men employees feel that the job assigned to them is according to their qualification and caliber than women employees. LIMITATIONS of the study * There is a limited sample size i. e. only 50 which is small because the aim of the study was to look into difference in the responces of male and female employees. However, the number of working female employees were less as compared to the male employees in the organisation and the data was collected in equal ratio from both males as well as females. As the questionnaire was distributed amongest various employees of Areva TD India Ltd. few of the employees were hasitant in answering the questionaries. * Some of the employees in Areva T D India Ltd. were given enough time to answer to questionnaire but still they were not able to do the required. * Some employees did not respond few questions because they were not sure about the answer as the questionair was in the objective form. * A very busy as well as hectic scedule was prevalent which was an obstruction. How to cite Hr Live Project on Job Satisfaction Employee Satisfaction, Essay examples

Animal Testing (1397 words) Essay Example For Students

Animal Testing (1397 words) Essay Animal TestingConsidering the furor raised about using animals for testing, are therealternatives to using such testing? What are the main tests that use animals andalternatives that would achieve similar results? There is a lot of controversyabout using animals to test cosmetics. Animal rights organizations feel that itis unnecessary and uncalled for. The Food and Drug Administration have no lawthat cosmetics have to be tested on animals. The main reason cosmetic companiescontinue to use animals to test their products instead of the alternatives isbecause they are afraid of getting laws suites. The alternatives to animaltesting have not yet been validated, therefore if they were taken to court theymay not win the case if these alternatives were used. If companies wouldrecognize the consistency and validity of these products then maybe animaltesting will not be needed. Two of the main tests that companies use are theDraize Test and the Irritancy Test. These tests are not needed becau se there areother tests that dont use animals and give the same if not better results. TheDraize Test is used to measure the harmfulness of the ingredients that are incosmetics and household products. The test involves dripping the substance intoa rabbits eye and recording the results. Scientists use rabbits because theyhave large eyes and no tear ducts to wash away the chemical. Reactions vary fromslight irritation to ulceration and complete blindness. The rabbits arerestrained to keep from clawing their eyes. All of the animals are usuallykilled at the end of the test, or recycled into toxicity tests. R. Sharpe writes in his book, The Cruel Deception: The Use of Animals in MedicalResearch, the Draize Test should not be used because there are a number ofdifferences between the human eye and the rabbit eye. Rabbits have a thirdeyelid, they have less tear fluid to wash away irritants, they have a morealkaline eye (humans have a pH of 7.1-7.3, rabbits have a pH of 8.2), andrabbits have a thinner cornea. Overall the Draize Test overestimates howirritating a product is to the human eye because rabbits eyes are more sensitivethan the human eye (Freeberg). This test is also invalid because of thedifferences in the way the damage is evaluated. In a study performed by CarnegieUniversity of Pittsburgh twelve substances were sent to twenty-four differentlaboratories. The results that came back for the same substances ranged frommild to severe reactions. Since the test itself is so unreliable companiesshould look into some alternatives. An alternative to using animals to test howharmful an ingred ient is to the eye is a method called Eytex. Eytex uses avegetable protein taken from jack beans. This clear protein gel turns clear whenit comes in contact with irritating substances. This process is more accuratethan the Draize Test is because the damage is measured by aspectrophotometer and not estimated by a person. The Eytex Test agrees well withthe Draize Test, although the results should be compared to human eyeirritation. Until better methods come along this test could be used instead ofanimals. Here are some comparisons of the Eytex Test to the Draize Test: %Agreement %Irritants Substances 85% 89% 101 80% 100% 465 The second column showshow closely related Eytex results agreed with Draize Test results, the thirdcolumn shows what percentage of irritants were identified by Eytex, and the lastcolumn shows the number of substances were tested. There is also close agreementbetween laboratories on the results. One study showed 90% agreement between sixdifferent laboratories and t en substances (Kelly). Another study sent sixtysubstances to twelve different laboratories. In nine of thirteen categories ofsubstances there was 100% agreement between the laboratories. There was 83%-93%agreement between the other four categories (Kelly). This shows that there ismore agreement between laboratories in the Eytex Test than the Draize Test. .u8fffd8ed7dbcc957dc8ee2a583435270 , .u8fffd8ed7dbcc957dc8ee2a583435270 .postImageUrl , .u8fffd8ed7dbcc957dc8ee2a583435270 .centered-text-area { min-height: 80px; position: relative; } .u8fffd8ed7dbcc957dc8ee2a583435270 , .u8fffd8ed7dbcc957dc8ee2a583435270:hover , .u8fffd8ed7dbcc957dc8ee2a583435270:visited , .u8fffd8ed7dbcc957dc8ee2a583435270:active { border:0!important; } .u8fffd8ed7dbcc957dc8ee2a583435270 .clearfix:after { content: ""; display: table; clear: both; } .u8fffd8ed7dbcc957dc8ee2a583435270 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8fffd8ed7dbcc957dc8ee2a583435270:active , .u8fffd8ed7dbcc957dc8ee2a583435270:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8fffd8ed7dbcc957dc8ee2a583435270 .centered-text-area { width: 100%; position: relative ; } .u8fffd8ed7dbcc957dc8ee2a583435270 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8fffd8ed7dbcc957dc8ee2a583435270 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8fffd8ed7dbcc957dc8ee2a583435270 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8fffd8ed7dbcc957dc8ee2a583435270:hover .ctaButton { background-color: #34495E!important; } .u8fffd8ed7dbcc957dc8ee2a583435270 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8fffd8ed7dbcc957dc8ee2a583435270 .u8fffd8ed7dbcc957dc8ee2a583435270-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8fffd8ed7dbcc957dc8ee2a583435270:after { content: ""; display: block; clear: both; } READ: U.S Human Rights Intervention EssayAnother type of test that is used to establish the irritancy of a product is theSkin Irritancy Test. This test measures how a substance irritates the skin. Patches are shaved off the backs of rabbits and slightly abraded to make themmore sensitive. The substance is placed on the bare skin and covered with gauzefor four hours. Researchers look for signs of redness, inflammation, weeping orscabs (Animal Liberation). These tests have been shown to be invalid. In onestudy household products were tested on rabbits, guinea pigs and humans. Onlyfour of the substances were non-irritating to all of the subjects. Twelve weremore irritating in one or more of the species and three were less irritating inone or both of the animals than in humans (Nixon). In another study twelvesubstances were tested on human and rabbit skin, the results were similar onlyfor the two most irritating substances. The remaining ten were irritating to therabbits but not the humans (Phillips). This shows that rabbits skin is alsomore sensitive than humans. There are a number of alternatives to this test. They include reconstructed human epidermis, the Microphisometer, and computermodeling. Reconstructed human epidermis is a multi-layered human skin grown inthe laboratory and can be used to test skin irritancy. There are different waysto measure the damage an irritating substance causes. Cells can be examinedunder a microscope, membrane damage can be assessed by leakage of enzymes, orinflammation can be determined by release of interleukins (Animal Liberation). Whichever method is used, the results can be measured accurately, unlike theskin irritancy tests done on animals where observers estimate the degree ofswelling or redness. Results from this test have so far agreed well with animalstudies, although ideally they should be compared to human information (Ponec). The microphysiometer is an instrument that detects small changes in the pH ofthe pH of the cell culture nutrient fluid (changes in lactate, CO2 production). When the microphysiometer measured how munch of a product it took to depress themetabolic rate of human skin by 50% there was very good agreement with animaltests as shown in the table below (Parce). Chemical Animal IrritancyMicrophysiometer 1 mild 0.1 2 mild 0.5 3 moderate-mild 0.7 4 moderate-mild 0.8 5moderate-mild 0.9 6 moderate 1.7 7 severe-moderate 3.9 8 severe 4.1 The tableshows that the Microphysiometer test rated the irritancy of the eight chemicalsin the same order as the animal tests, with the same kind of increase. The finalalternative to using animals for skin irritancy testing is computer modeling. Expert computer systems are used to predict the irritancy of new substancesbased on what is already known about substances with a similar chemicalstructure. This approach is called Quantitative Structure-Activity Relationship. (Animal Liberation). This system is very reliable. A New York company calledHealth Designs shows that computer modeling distinguished severe irritants fromothers in 91.5% of the cases. It distinguished non-irritants from others in 93%of the cases (Sharpe). Animal testing has brought about many discoveries andcures for many diseases, but in the case of household products and cosmeticsanimals are not needed. There are many alternatives that are being used, andshould be used by all companies. Steps need to be taken to validate thesealternatives so cosmetic companies will have no dought about using thesealternative methods instead of using animals. Steps can be taken toward endinganimal testing for cosmetics by refusing to buy anything that was tested onanimals and writing to the companies insisting that they end the testing. No oneperson can do it alone, but together as a whole it can come to an end. .uff1fdfb43a6eb76c79a2574602b16abd , .uff1fdfb43a6eb76c79a2574602b16abd .postImageUrl , .uff1fdfb43a6eb76c79a2574602b16abd .centered-text-area { min-height: 80px; position: relative; } .uff1fdfb43a6eb76c79a2574602b16abd , .uff1fdfb43a6eb76c79a2574602b16abd:hover , .uff1fdfb43a6eb76c79a2574602b16abd:visited , .uff1fdfb43a6eb76c79a2574602b16abd:active { border:0!important; } .uff1fdfb43a6eb76c79a2574602b16abd .clearfix:after { content: ""; display: table; clear: both; } .uff1fdfb43a6eb76c79a2574602b16abd { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uff1fdfb43a6eb76c79a2574602b16abd:active , .uff1fdfb43a6eb76c79a2574602b16abd:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uff1fdfb43a6eb76c79a2574602b16abd .centered-text-area { width: 100%; position: relative ; } .uff1fdfb43a6eb76c79a2574602b16abd .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uff1fdfb43a6eb76c79a2574602b16abd .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uff1fdfb43a6eb76c79a2574602b16abd .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uff1fdfb43a6eb76c79a2574602b16abd:hover .ctaButton { background-color: #34495E!important; } .uff1fdfb43a6eb76c79a2574602b16abd .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uff1fdfb43a6eb76c79a2574602b16abd .uff1fdfb43a6eb76c79a2574602b16abd-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uff1fdfb43a6eb76c79a2574602b16abd:after { content: ""; display: block; clear: both; } READ: Prosthetics EssayBibliographySharp R, The Cruel Deception: The use of Animals in Medical Research,Wellinborough: Thorsons Publishing Group, 1988 Freeberg F, Griffith J, Bruce R; Bay P, Correlation of animal test methods with human experience forhousehold products, Journal of Toxicology Cutaneous Toxicology, 184, vol1 (53-64) Philips L, Steinberg M, Maibach H ; Akars W, A comparison ofrabbit and human skin response to certain irritants, Toxicology andapplied Pharmacology, 1972, vol 21 (369-382) Nixon G, Tyson C ; Wertz W,Interspecies comparisons of skin irritancy, Toxicology and appliedPharmacology, 1975, vol 31 (481-490) Kelly C, An in vitro method ofpredicting ocular saf ety, Drug and Cosmetic Industry, September 1988(54-64) Ponce M, Reconstructed human epidermis in vitro: an alternative toanimal testing, Alta, 1995, vol 23 (97-110) Internet All for Animals,Animal Testing alternatives, accessed Nov. 8, 1998 http://www.allforanimals.com/alternatives1.htmPhysicians Committee for Responsible Medicine, Are There Valid ResearchMethods, published: spring 1997, accessed Nov. 23, 1998 http://www.werple.net.au/antiviv/valid.htmAnimal Liberation, Product Testing, published: May 23,1998, accessed: Nov. 23,1998 http://www.animalliberation.org.au/skineye.html

Schools as Organisations Essay Sample free essay sample

The School Governors are an elective organic structure formed from a assortment of people including at least the Head. a member of staff. a parent. person from the LA and person from the local community. They are responsible for running the school. puting purposes and aims. policies and processs and puting and reexamining marks. They besides are involved in practical functions such as site direction. community coherence. forces issues. The Senior Management Team ( Senior Leadership Team ) trade with the running of the school and implementing agreed alterations. In my puting the SLT comprises the Head. the deputy and the SENCO who each have peculiar countries of duty. The SENCO trades with all the kids with particular demands and any concerns raised by instructors about kids who are non accomplishing. She oversees all the IEPS. appraisals for kids and intercessions. She works closely with the category instructors and besides with external bureaus to procure support and arrange appraisals and specializer aid. We will write a custom essay sample on Schools as Organisations Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page She keeps accurate records on each person kid which can so be passed on to their new ( high ) school. Teachers have the duty for their ain category and planning and presenting the National Curriculum for their category. Some of them have duty for a specific topic and should supply advice or support to other instructors if needed. There are a assortment of support staff: instruction helpers. public assistance ( lunchtime ) staff. administrative staff. bursar. caretaker. parent support worker who all contribute to the smooth running of the school. External Professionals Many professionals come into school. some regularly and some on an occasional footing. In my last twelvemonth at school I have personally been involved with the followers: Educational Psychologist The Educational Psychologist comes into school to execute a assortment of appraisals. both educational and psychological. Some of these appraisals are merely detecting the kid in category but sometimes they are single appraisals with the kid. which I attended to back up J who did non like unfamiliar people. She is besides a cardinal individual in many of the CAF meetings and her she uses the consequences of her appraisals and her experience and expertness to do suggestions of how to convey approximately positive results for kids. She is involved with ways of doing positive alterations within school for specific kids and of ways to assist them outside of school with other bureaus. Address and Language Therapist Children from school may be referred to the Speech and Language healer and these visits take topographic point outside school. However the Speech and Language Therapist visits school to discourse with staff schemes to assist kids. When I worked as a 1:1 Tantalum with a kid with address and linguistic communication troubles I had a meeting with the Speech and Language Therapist to discourse what they were making and give me advice and an intercession to make with the kid. High School Teachers High School Teachers come into school to assist with passage to high school. They bring in some pupils. some former students of our school. to make a presentation on what it is like at high school and reply any inquiries our students have. They besides come in for meetings with the twelvemonth 6 instructor to discourse students with particular demands. There are introductory yearss at local high schools for twelvemonth 6 students. but my 1:1 kid and I made a particular visit to his hereafter high school in order to present him to it more personally and let me to inquire inquiries on his behalf. He met some of his instructors and had a concrete vision of what was traveling to go on following twelvemonth which was really reassuring forhim. Music Specialist/PE Specialists The school uses a music instructor from Sefton Music Service who comes in hebdomadal to carry on beating lessons to old ages 5 and 6. This provides adept learning in a specializer topic which instructors frequently find hard and allows them PPA clip. Assorted Sports people from local nines come in to learn athletics for a half term. with a position to increasing engagement in their sport/club. We besides have regular visits from bikeabiltiy to advance cycling and offer cycling preparation. Occupational Therapist The Occupational Therapist’s function is to measure the demands of the kid and suggest alterations to the environment or other intercessions to let all kids to take part to the full irrespective of any physical. developmental. sensory. attentional and/or acquisition challenges. They can propose equipment to assist a kid ( for illustration one kid in our category has a specially designed chair ) or engineering. They can besides offer therapy to better motor accomplishments or visual-motor accomplishments for illustration but this normally takes topographic point outside school. Behaviour Support Team This squad works with schools with kids with societal. emotional and behavioral troubles. They can place demands and schemes to assist peculiar kids. They consult with staff and parents and offer advice and behavior programs. They besides work with some kids separately or in groups. They are comprised of a mix of different professionals. There are many more professionals such as physical therapist. connections staff. CAMHs. drug and intoxicant services. physical therapists. route safety squads. fire brigade. drama specializers. educational public assistance officers and so on.

Clinical Social Worker Essay

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Programs Associated With Behavior Modification Psychology Essay

Programs Associated With Behavior Modification Psychology Essay This papers intent is not to address all of the programs associated with behavior modification, But simply to establish the some of the types of behavior modification programs available to probation and parole authorities. This report covers the basics of behavior modification, the theory behind it, as well as cognitive behavior modification. It touches on the use of evidence-based practices, motivational interviewing, as well as some of the types of programs available. Such as Boot Camps, Community Correction Centers, Day Reporting Centers, substance abuse programs, and lastly it talks about the very successful HOPE program in the state of Hawaii. Understanding behavior modification begins with the understanding of what is called Learning Theory. Learning Theory generally focuses on Ivan Pavlovs classical conditioning and B.F. Skinners operant conditioning. Both theories relay on the common belief that either through a stimulus or a strategic reinforcement, learned behavior could be altered. Under the belief of classical or reflex conditioning, the desired learning outcome is achieved through the creation of a conditioned response. Pavlov was able to create a conditioned response in dogs by associating the ringing of a bell with salivation. Every time the dogs were fed, a bell was rung. Soon the dogs were conditioned to expect food when the bell rang regardless of any food being present. You have to understand that Pavlov was actually studying the digestion of dogs, when he discovered that his dogs salivated when anyone walked in with a lab coat on. What he discovered was that whenever they fed the dogs, the person was wearing a lab. Pavlov followed up with the idea of ringing a bell whenever they were going to feed the dogs, the dogs soon learned to associate the bell ringing to them getting food. Hence, reflex conditioning. Although loosely related, operant conditioning is different from classical conditioning, in that a stimulus is not given for a conditioned response. Instead, operant conditioning applies a reward or a punishment after certain behaviors are observed. B.F. Skinner believed that behaviors in an individual were the result of contact with rewards and punishments within an environment. Operand conditioning happens when an animal learns to perform particular behaviors in order to obtain a fundamentally rewarding stimulus. B.F. Skinners work was in the field of psychology. He conditioned a pigeon to raise his head above a certain point in order to receive food. To put it another way, it is when a trained dog repeatedly comes when called in order to obtain a treat or reward. The down side to this type of learning is that after a while the dog expects a treat every time he comes when called. When he no longer receives the treat, with any type of frequency, the response becomes less and less fr equent this is called operant extinction. In general, when we engage in behavior that no longer pays off, we find ourselves less inclined to behave in that way again. Putting it another way, let us say we wear a wristwatch all the time, we do not notice that we look at it often. Now if you forgot that wristwatch we still look at our wrist, to see the time, after a while of not wearing the watch we look less and less at our wrist for the time. That is operant extinction. The majority of behavior modification in parole and probation is based on the principles of operant conditioning. Therefor I will discuss operant condition more in depth. Through operant conditioning, an association is made between a behavior and a consequence for that behavior. In other words, behavior modification uses systematic reinforcement in order to encourage the learning of a desired behavior. Operant conditioning, works whether it is through reinforcement or through punishment. Anything that increases a behavior is considered reinforcement and anything that decreases behavior is considered punishment. The promise or possibility of a reward causes an increase in behavior, but operant conditioning can also be used to decrease a behavior as well. The elimination of an unwanted behavior thru the use of a punishment is often what is used in raising children, along with the reward system or the positive reinforcement. Unfortunately, most often than not the focus of attention is o n the child thru negative reinforcement, and not the positive reinforcement. It is the idea or the potential for punishment, which may lead the child to a decrease any disruptive behaviors. Through operant conditioning the environment builds the basic repertoire with which we keep our balance, walk, play games, handle instruments and tools, talk, write, sail a boat, drive a car, or fly a plane. A change in the environment-a new car, a new friend, a new field of interest, a new job, a new location-may find us unprepared, but our behavior usually adjusts quickly as we acquire new responses and discard old. (Skinner, 1953) There are four types of operant conditioning: Positive Reinforcement, Negative Reinforcement, Punishment, and Extinction. Both Positive and Negative Reinforcement strengthen behavior while both Punishment and Extinction weaken behavior. (Maricopa Center for Learning and Instruction, 1999) In Positive Reinforcement, a particular behavior is strengthened by the consequence of experiencing a positive condition. For example, a hungry rat presses a bar in its cage and receives food. The food is a positive condition for the hungry rat. The rat presses the bar again, and again receives food. The rats behavior of pressing the bar is strengthened by the consequence of receiving food. In Negative Reinforcement, a particular behavior is strengthened by the consequence of stopping or avoiding a negative condition. For example, another a rat is placed in a cage and immediately receives a mild electrical shock on its feet. The shock is a negative condition for the rat. The rat presses a bar and the shock stops. The rat receives another shock, presses the bar again, and again the shock stops. The rats behavior of pressing the bar is strengthened by the consequence of stopping the shock. In Punishment, a particular behavior is weakened by the consequence of experiencing a negative condition. For example, yet another rat presses a bar in its cage and receives a mild electrical shock on its feet. The shock is a negative condition for the rat. The rat presses the bar again and again receives a shock. The rats behavior of pressing the bar is weakened by the consequence of receiving a shock. In Extinction, a particular behavior is weakened by the consequence of not experiencing a positive condition or stopping a negative condition. For example, a rat presses a bar in its cage and nothing happens. Neither a positive nor a negative condition exists for the rat. The rat presses the bar again and again nothing happens. The rats behavior of pressing the bar is weakened by the consequence of not experiencing anything positive or stopping anything negative. The mission statements of most corrections agencies emphasize two main tasks: holding offenders accountable to conditions (compliance), and encouraging positive behavior change (rehabilitation). (Walters, Clark, Gingerich, Meltzer, 2007) Methods include increasing a persons opportunities and capacity for positive actions (e.g., skills training, education, employment) or helping the person succeed at some new behavior (e.g., drug treatment). Many shifts in correctional philosophy have occurred over the years. During some periods, corrections professionals have emphasized deterrence strategies; during others, they have relied more on treatment and constructional strategies. No period has emphasized one strategy alone; the difference has been in the degree to which they relied on one or the other. (Walters, Clark, Gingerich, Meltzer, 2007) Among the range of offender programs designed to reintegrate offenders into society, those that are most common, seek to address the offenders way of thinking, their reasoning and their associated behaviors through what is termed cognitive behavioral techniques. Cognitive behaviorism is an approach that applies learning theory to mental events like thoughts and feelings. Cognitive behavior programs teach people new ways of thinking, and in so doing, help them to overcome various problems that stem from dysfunctional or bad thinking. Cognitive behavior techniques are widely viewed as offering considerable advantages over more traditional forms of intervention. Because this term is so broad it is difficult to define precisely, but it involves helping offenders to face up to the consequences of their actions, to understand their motives, and to develop new ways of controlling their behavior. (Vennard, Sugg, Hedderman, 1997) Cognitive behaviorism is not a separate psychological theory nor is it a method, it is a term given to a range of mediations or interventions derived from the following three psychological theories, Behaviorism, Cognitive theory, and Social learning theory. à ¢Ã¢â€š ¬Ã‚ ¢ Behaviorism, which stresses the role of external or environmental factors that shape an individuals actions so that, for offenders, for example, encouragement from peers and/or the lack of immediate punishment from authority figures rein forces criminal behavior à ¢Ã¢â€š ¬Ã‚ ¢ Cognitive theory is concerned with the development of a persons thought processes. It also looks at how these thought processes influence how we understand and interact with the world. à ¢Ã¢â€š ¬Ã‚ ¢ Social learning theory emphasizes the importance of observing and modeling the behaviors, attitudes, and emotional reactions of others. Thus, it focuses on learning by observation and modeling. Cognitive behavioral modification assumes that offenders are shaped by their environment and they have failed to acquire certain cognitive skills or have learned inappropriate ways of behaving. The therapy assumes that most people can become conscious of their own thoughts and behaviors and then make positive changes to them. A persons thoughts are often the result of experience, and behavior is often influenced and prompted by these thoughts. (Clark, 2010) The Cognitive behavioral approach does not attribute the causes of criminal behavior solely to individual or psychological factors. It also takes into account the social conditions, which affect individual development, and is not in conflict with sociological explanations of criminal activity, such as those, which view such behavior as acquired from influential delinquent peer groups. (Vennard, Sugg, Hedderman, 1997) Since it is considered that such these behaviors are learned rather than inherited, offender programs that are cog nitive based are intended to teach offenders to face up to what they have done, to understand their motives and to develop new coping strategies and ways of controlling their behavior. Cognitive behavioral therapy has been found effective with juvenile and adult offenders; substance abusing and violent offenders; and probationers, prisoners and parolees. In most cognitive behavioral therapy programs, offenders improve skills, means-ends problem solving, critical reasoning, moral reasoning, cognitive style, self-control, impulse management and self-efficacy. (Clark, 2010) Evidence-based practice (EBP) highlights the important role that agents have in offender outcome. For a treatment or program to be called evidence based, its effectiveness must be substantiated by a measurable outcome (e.g., decreased recidivism, increased public safety). In the past, rehabilitation was primarily the domain of mental health professionals, but EBP emphasizes that frontline staff, such as probation and parole officers, also have the opportunity to influence the change process. (Walters, Clark, Gingerich, Meltzer, 2007) Chronic behaviors are not resolved with some fixed amount or duration of treatment. As with substance abuse and mental health treatment, for example, an interim goal is to engage and retain the offender in treatment at an appropriate level of care and monitoring until the offender can successfully manage his or her own care and behavior. For many chronic offenders continuing care spans the period of at least six to nine months of intensive treatment fol lowed by a period of often longer aftercare. (Warren, 2007) The six principles of an effective EBP are: 1. The Risk Principle- The risk principle of effective intervention refers to the risk or probability that an offender will reoffend. It also identifies the risk level of those offenders who are the most appropriate targets of recidivism. Risk in this context does not refer to the seriousness of the crime or the likelihood that an offender will incur technical violations, but to the likelihood that the offender will commit another crime. 2. The Need Principle- Offenders typically have many needs, only some of which are associated with the risk of criminal behavior. The need principle of EBP identifies the most appropriate needs of offenders to target. Effective programs must target their criminogenic needs, i.e., those values, attitudes, or behaviors of the offender that are most closely associated with the likelihood of committing crime. The criminogenic needs most predictive of the likelihood of criminal behavior are: Low self-control, i.e., impulsive behavior Anti-social personality, i.e., callousness, lack of empathy Anti-social values, i.e., disassociation from the law-abiding community Criminal peers Substance abuse Dysfunctional family 3. Use of Risk/Needs Assessment Instruments-Determination of the degree of risk of reoffending that an offender presents, and of the offenders criminogenic needs, requires a careful assessment of relevant information about each offender. Often, determinations of risk are based solely on the nature of the offense committed and prior criminal history. Although both of these factors are legitimate risk factors, especially prior criminal history, they are not a sufficient basis for an accurate assessment. Offender characteristics are usually more predictive of whether an individual is likely to commit a future crime than offense characteristics. 4. The Treatment and Responsivity Principles- The treatment principle of EBP combines the research findings that cognitive-behavioral programs rooted in social-learning theory are the most effective in reducing recidivism. A clear set of consequences, both positive and negative, is helpful to people in developing their sense of self-control, of responsibility for their own behaviors. Related research on human behavior indicates that people respond better, and maintain learned behaviors longer, when approached with carrots rather than sticks, rewards rather than punishments. 5. Motivation and Trust- Motivation to change on the part of the offender is an important starting place for behavioral change. Behavior change will only take place if the offender chooses to do so. Effective treatment professionals and probation officers are therefore often trained in à ¢Ã¢â€š ¬Ã¢â‚¬ ¢motivational interviewingà ¢Ã¢â€š ¬- (MI), a set of interpersonally sensitive communications techniques that effectively enhance intrinsic motivation for behavioral change by helping clients explore and resolve their ambivalence in a positive way. 6. Integration of Treatment and Community-Based Sanctions- Effectively utilize rehabilitation and treatment programs to reduce offender recidivism and promote public safety. Research clearly demonstrates that in the absence of treatment, neither punishment, nor incarceration, nor any other criminal sanction reduces recidivism, beyond the period of confinement, restraint, or surveillance. In fact, punishment and sanctions increase the likelihood of recidivism slightly, even when controlling for respective offender risk levels. Community-corrections programs based on EBP are not an alternative to appropriate punishment; they can often be combined with appropriate punishment. (Warren, 2007) Motivational interviewing grew out of the substance abuse and addiction treatment fields in the 1980s. At that time, research began to show that the widely accepted confrontational approaches to dealing with addicts simply were not successful. (Walters, Clark, Gingerich, Meltzer, 2007) Instead of confrontation, MI is a collaboration or partnership that is formed between the therapist and the person with the addiction, based on the addicts point of view and their experiences. This view of MI differences with earlier views on interventions. Previously, the idea was to confront the person with the addiction, and impose societys point of view about the persons addictive behavior. Today, this collaboration or partnership has the effect of building a rapport between the counselor and the person with the addiction, and allows the person with the addiction to develop trust towards the counselor, which was difficult in a confrontational atmosphere of the past. This does not mean that the cou nselor automatically agrees with the person with the addiction. Although the person with the addiction and their counselor may see things differently, the therapeutic process is focused on mutual understanding, not the counselor being right and the person with the addiction being wrong. A person is more likely to follow through with behavior he believes he has freely chosen and believes he can accomplish. MI is a person-centered method of fostering change by helping a person explore and resolve ambivalence. Rather than using external pressure, MI looks for ways to access internal motivation for change. It borrows from client-centered counseling in its emphasis on empathy, optimism, and respect for client choice. MI also draws from self-perception theory, which says that a person becomes more or less committed to an action based on the verbal stance he or she takes. Thus, an offender who talks about the benefits of change is more likely to make that change, whereas an offender who argues and defends the status quo is more likely to continue his present behavior. (Walters, Clark, Gingerich, Meltzer, 2007) Although MI suggests some tangible strategies, it is better thought of as a style of interaction that follows these basic principles: Express empathy. Empathy is about good rapport and a positive working environment. It is an attempt to understand the offenders mindset, even though the agent may not agree with the offenders point of view. Empathy also involves an effort to draw out concerns and reasons for change from the offender, instead of relying on the agents (or courts/boards) agenda as the sole persuasion strategy. Roll with resistance. Rolling with resistance means finding other ways to respond when the offender challenges the need for change. It is normal to have mixed feelings when thinking about change. Therefore, the agent does not argue with the offender. Develop discrepancy. Discrepancy is the feeling that ones current behavior is out of line with ones goals or values. Rather than telling the offender why he should change, the agent asks questions and makes statements to help the offender identify his own reasons for change. Support self-efficacy. A person is more likely to follow through with behavior that they believe they have freely chosen and believes they can accomplish. Therefore, the agent remains optimistic, reminds the offender of personal strengths and past successes, and affirms all efforts toward change. (Walters, Clark, Gingerich, Meltzer, 2007) The success of motivational interviewing is based on the belief that an offender that who talks about the benefits of change is more likely to make that change, whereas an offender who argues and defends the status quo is more likely to continue his present behavior. Shock Incarceration programs, popularly known as boot camps, are one of the most publicized intermediate sanction programs. Since the 1980s society has looked for ways to reduce the cost of housing offenders. The office of Juvenile Justice and Delinquency Prevention (OJJDP) thought they had the answer for teen offenders with juvenile boot camps. By 1996, 48 camps were in operation in several states. Congress had authorized $24.5 million for the states to open boot camps. By 1995, 52 juvenile boot camps were in operation housing an estimated 4,500 juveniles. (Office of Juvenile Justice and Delinquency Prevention) These boot camps have five main purposes: Deterrence Incapacitation Rehabilitation Punishment Cost control. Programs vary in size, duration, location, control of entry, the level of post-program supervision and in the level of training, education, or treatment programming provided. All are relatively brief (most are three to four months) and are designed for offenders who have not yet served time in a state prison. The programs draw on the model of a military style of boot camp. They stress strict discipline, obedience, regimentation, drill and ceremony, and physical conditioning, sometimes including manual labor. Shock programs participants are expected to learn self-discipline, teamwork and develop improved self-respect. Program participants are housed separately from the general prison population, although in some programs they are within sight and earshot of general population inmates. Often times these programs also incorporate drug and alcohol counseling, GED requirements, and anger management programs, social skill building, etc. Community corrections center are non-prison sanctions that are imposed on convicted adults or adjudicated juveniles by a court instead of a prison sentence or by a parole board following release from prison. Community corrections programs are usually operated by probation and parole agencies and the programs can include general community supervision as well as day reporting centers, halfway houses and other residential facilities, work release, and other community programs. The centers ease the transition for parolees and inmates who are nearing release. The centers provide a structured environment and a variety of supportive services, including counseling, employment assistance and drug and alcohol treatment. Community-based residential settings offering structure, supervision, surveillance, drug/alcohol treatment, educational and vocational programs, employment counseling, socialization and life skills programs, and community work transition, and/or forms of treatment and programs. Housing stability has long been related to success for persons who are on probation and parole. Experts have debated whether homelessness contributes to arrests and vice versa, but most agree that procuring offenders housing decreases recidivism and increases offender compliance. Housing stability has been related to preventing relapse for persons with a substance abuse history. Reentry projects that have helped create housing options for offenders are finding that obtaining housing is related to employment, sobriety and other individual assets. The ability of individuals to obtain housing, sobriety and employment builds personal resiliency and community assets. (Shilton Vail, 2005) Common reentry services include: à ¢Ã¢â€š ¬Ã‚ ¢Housing à ¢Ã¢â€š ¬Ã‚ ¢Education à ¢Ã¢â€š ¬Ã‚ ¢Employment assistance à ¢Ã¢â€š ¬Ã‚ ¢Peer mentoring or case management à ¢Ã¢â€š ¬Ã‚ ¢Physical and mental health services à ¢Ã¢â€š ¬Ã‚ ¢Family reunification Over the last two decades, states have turned to community corrections programs to manage more offenders in the community in an effort to reduce prison and jail populations, reduce recidivism, and reduce costs within the criminal justice system. One type of community corrections program known as a day reporting center (DRC) has gained popularity as an alternative to incarceration as evidenced by the rapid increase in the number of programs operating nationwide. DRCs bring groups of parolees together from throughout a municipality or larger geographic area for supervision, services, and programming, and requires them to spend significant amounts of time together on a daily basis. (Boyle, Ragusa, Lanterman, Marcus, 2011) DRCs are non-residential facilities that offer offenders rehabilitative programming and daily supervision. Offenders assigned to DRCs generally report to the facility during daytime hours and return home at night when programming is complete. Typical DRCs can save age ncies on average of about $1,000 per offender, compared to the cost of incarceration. (Jones Lacey, 1999) To aid in reentry and reintegration, treatment programming available to offenders can include educational and/or vocational training, job placement services, drug abuse education and treatment, and life-skills training, among others. DRC programs offer an array of services designed to increase the success of the parolees reintegration into the community and parole adjustment. The services include, but are not limited to: à ¢Ã¢â€š ¬Ã‚ ¢Transitional/sober living environments (housing shall not exceed 6 months and is provided to ten-percent of the parolees served) à ¢Ã¢â€š ¬Ã‚ ¢Individual and group counseling à ¢Ã¢â€š ¬Ã‚ ¢Random breathalyzer and urinalysis testing à ¢Ã¢â€š ¬Ã‚ ¢Substance abuse education à ¢Ã¢â€š ¬Ã‚ ¢Anger management à ¢Ã¢â€š ¬Ã‚ ¢Domestic violence prevention and awareness à ¢Ã¢â€š ¬Ã‚ ¢Educational/GED preparation à ¢Ã¢â€š ¬Ã‚ ¢Job readiness and job search assistance à ¢Ã¢â€š ¬Ã‚ ¢Cognitive and life skills development à ¢Ã¢â€š ¬Ã‚ ¢Budgeting and money management à ¢Ã¢â€š ¬Ã‚ ¢Aftercare Commonly as a condition of probation or parole, offenders are required to participate in community-based substance abuse treatment programs. The most common substances of abuse reported by probation or parole admissions were alcohol, marijuana, and methamphetamines; more than one half reported more than one substance of abuse at admission. (Substance Abuse and Mental Health Services Administration , 2011) According to recent reports, 60 to 80 percent of prison and jail inmates, parolees, probationers, and arrestees were under the influence of drugs or alcohol during the commission of their offense, committed the offense to support a drug addiction, were charged with a drug- or alcohol-related crime, or are regular substance users. (Marlowe, 2003) Residential or In-Patient Programs usually require a commitment of at least 30 days and typically include room and board. Through intensive counseling and group interactions, addicts/alcoholics learn how to regain control of their lives using key recovery tools. Often, clients who have attempted outpatient treatment programs but have ultimately relapsed back into drug and alcohol use, or have found outpatient programs difficult to complete, achieve success in a residential program. Clients who require detoxification services due to concerns about withdrawal also benefit from residential programs, as detox services are often included as a part of a residential treatment program. The most effective programs regularly monitor clients substance use through random breathalyzer tests and urinalyses. Drug-free test results are met with rewards, such as reduced monitoring requirements, reduced criminal sanctions, or goods and services that support a productive lifestyle. Drug-positive results, on the other hand, are met with such sanctions as loss of privileges, increased counseling requirements, or a brief return to detention. Most drug and alcohol programs follow the 12 steps of Alcoholics Anonymous. Drug Courts are a court supervised, treatment oriented program that targets non-violent participants whose major problems stem from substance abuse. The Drug Court Program is a voluntary program, which includes regular court appearances before the Drug Court Judge. Treatment includes drug testing, individual and group counseling, and regular attendance at 12-Step meetings. The probation officer and the treatment team may also assist with obtaining education and skills assessments and will provide referrals for vocational training, education, and/or job placement services. The program length, is usually determined by the participants progress, however should be no less than one year. Successful completion and graduation from the Drug Court Program may result in having probation terminated early. Hawaiis Opportunity Probation with Enforcement (HOPE), launched in 2004, by First Circuit Judge Steven Alm, is an experimental probation program that emphasizes the delivery of swift and certain punishment when a probationer violates conditions of probation. The HOPE program has seen remarkable success, and has gained the attention of several states, as a possible cost saving alternative in their states. The HOPE program has a strong theoretical basis. That swiftness and certainty outperform severity in the management of offending is a concept that dates back to 1764 to Cesar Beccarias, On Crimes and Punishment. The formula H.O.P.E. follows for controlling hard-drug use in the criminally active population is simple: (Hawkin, H.O.P.E. for Reform, 2007) Weekly randomized testing (or twice weekly scheduled testing), to eliminate any safe window for undetected drug use. Fixed sanctions on a set schedule: As little as two days in jail is adequate, so long as enforcement is reliable, with sentence length increasing gradually for successive violations. A formal warning to the probationer in open court, putting him on notice that violations have consequences. As short a time as possible between violations and sanctions. (For offenders with paycheck jobs, the first sanction could be deferred to the following weekend.) Quick service of bench warrants on those who abscond. Treatment services for those who prove unable to comply on their own. Under HOPE, probationers are given a color code at the warning hearing. Every morning, they must call a hot line to hear which color has been selected for that day. If it is their color, they must appear at the probation office before 2 p.m. for a drug test. If a HOPE probationer fails to appear for the drug test, a bench warrant is issued and served immediately. A probationer who fails the random drug test is immediately arrested and within 72 hours is brought before a judge. If the probationer is found to have violated the terms of probation, he or she is immediately sentenced to a short jail stay. Typically, the term is several days, servable on the weekend if the probationer is employed; sentences increase for successive violations. Violating terms of probation sends a consistent message to probationers about personal responsibility and accountability. (Hawkin Kleiman, 2009) HOPE has proven itself to be effective. While the program isnt perfect, its offenders have had a better track record than those in regular probation. NIJ-funded researchers evaluated HOPE to determine if it worked and results were positive. (Hawkin Kleiman, Managing Drug Involved Probationers with Swift and Certain Sanctions: Evaluating Hawaiis HOPE, 2009) Compared to probationers in a control group, after one year the HOPE probationers were: à ¢Ã¢â€š ¬Ã‚ ¢Fifty-five percent less likely to be arrested for a new crime. à ¢Ã¢â€š ¬Ã‚ ¢Seventy-two percent less likely to use drugs. à ¢Ã¢â€š ¬Ã‚ ¢Sixty-one percent less likely to skip appointments with their supervisory officer. à ¢Ã¢â€š ¬Ã‚ ¢Fifty-three percent less likely to have their probation revoked. In Conclusion, this report only touches on the basics of Behavior modifications in use in probation and parole today. There is much more to the concept of behavior modification than meets the eye. While the success of behavior modification is not a new concept. In