Child Abuse And Its Effects On Children - 1160 Words

Most parents and other caregivers do not intend to hurt their children, but abuse is defined by the effect on the child, not the motivation of the parents or caregiver. Tens of thousands of children each year are traumatized by physical, sexual, and emotional abusers or by caregivers who neglect them, making child abuse as common as it is shocking. Most of us can’t imagine what would make an adult use violence against a child, and the worse the behavior is, the more unimaginable it seems. But the incidence of parents and other caregivers consciously, even willfully, committing acts that harm the very children they’re supposed to be nurturing is a sad fact of human society that cuts across all lines of ethnicity and class. Whether the abuse is rooted in the perpetrator’s mental illness, substance abuse, or inability to cope, the psychological result for each abused child is often the same: deep emotional scars and a feeling of worthlessness. â€Å"Child Abuse is when a parent of caregiver, whether through action or failing to act, Cause’s injury, death emotional harm or risk of serious harm to a child. There are many Form’s to child maltreatment, including neglect, physical abuse, sexual abuse, exploitation and emotional abuse.† Failing to do something that results in harm to a child or puts a child at risk of harm. Child abuse can be physical, sexual or emotional Most abused children suffer greater emotional than physical damage child may becomedepressed. He or she mayShow MoreRelatedThe Effects Of Child Abuse On Children935 Words   |  4 PagesChild abuse has been an issue in America since the beginning of time, but lately there has gradually been an increase in reported incidents of abuse. There are several types of child abuse that are present in today’s society. The different types of abuse include physical, emotional and sexual abuse. Of the different maltreatment types, four-fifths (78.3%) of unique victims were neglected, 17.6 percent were physically abused, 9.2 percent were sexually abused, 8.1 percent were psychologically maltreatedRead MoreChild Abuse And Its Effe cts On Children Essay1489 Words   |  6 Pagesindividuals corrected. However, there are cases that have not been solved or not stopped by the law. Child abuse is common. Child abuse can be caused by a variety of reasons. Scientist have been studying and they have some ideas on what prompt people to harm children (Ian Hacking). They are trying to end child abuse, but there is so much they can do. Many children abuse incidents are not reported. Child abuse may have many causes as in way the abuser does it. One specific factor is the background of theRead MoreChild Abuse And Its Effects On Children913 Words   |  4 Pagesseveral types of abuse, there’s physical, emotional, verbal and several others abuses. But the abuse I would like to focus on is child abuse. Domestic violence towards children is important because there is a way to prevent it from happening. Typical parents and caregivers do not intend to abuse their children. Abuse is mainly directed toward the behaviors that are given off towards one another. Author David Gil defines child abuse as an occurrence where a caretaker injures a child, not by accidentRead MoreChild Abuse Is An Effect On Children1657 Words   |  7 PagesIn 2010 according to the census bureau there were 74,100,000 U.S children between the ages of 0-17 being abused and 3.3 million referrals. This effected on average 1-10 U.S families and children, there were more than 32,200,000 U.S families with children under the age of 18 according to the 2010 census bureau. From the 3.3 million hotline calls in 2010 there were less than 475,000 sustained cases (2010 NCANDS: 436,321 sustained +24,976 indicated = 461,297 total) resulting in about 15% of hotlineRead MoreChild Abuse And Its Effects On Children1317 Words   |  6 PagesChild abuse has long been an ongoing social problem; this abuse has been one of the repeatedly difficult accusations to prove in our criminal justice system. Child abuse causes many years of suffering for v ictims. Children abused suffer from chemical imbalances, behavioral issues and are at high risk for becoming abusers or being abused in adult relationships. This cycle of learned behavior and suffering will be a hopeless reoccurring problem unless the criminal justice system and protocols for abusersRead MoreChild Abuse And Its Effects On Children1488 Words   |  6 Pages â€Æ' In addressing child abuse we are confronted with a series of problems. On the one hand, there is a lack of the true extent of the phenomenon because no data are available and that the issue, often refers to the most intimate spaces of family life. Furthermore, cultural and historical traditions affect the way each society faces this problem. Finally, there are varying opinions as to its definition and classification, as well as the consequences of child abuse may have and its subsequent therapeuticRead MoreChild Abuse And Its Effects On Children1263 Words   |  6 Pages Child Abuse Child abuse is any behavior which, by action or omission, produces physical or psychological damage to a person less than 18 years, affecting the development of his personality. In homes, it is believed that the most effective way to educate children is using the abuse. This form of punishment it used as an instrument of correction and moral training strategy as it is the first and most persistent justification of damage and maltreated mothers parents inflict on their children. SocietyRead MoreChild Abuse And Its Effects On Children1227 Words   |  5 Pagesreports of child abuse are made involving more than 6 million children. The United States has one of the worst records of child abuse losing 4-7 children a day to the abuse. Abuse is when any behavior or action that is used to scare, harm, threaten, control or intimidate another person. Child abuse is a behavior outside the norms of conduct and entails substantial risk of causing physical or emotional harm. There are four main types of child abuse; physical abuse, sexual abuse, emotional abuse, andRead MoreChild Abuse And Its Effects On Children1132 Words   |  5 PagesIntroduction Child abuse takes many different forms. Including physical, sexual, emotional, or neglect of a children by parents, guardians, or others responsible for a child s welfare. Regardless of the type of abuse, the child’s devolvement is greatly impacted. The child’s risk for emotional, behavioral, academic, social, and physical problems in life increase. According to the Child Maltreatment Report by the Children’s Bureau (1999) the most common form of child abuse in the United States isRead MoreChild Abuse And Its Effects On Children1126 Words   |  5 PagesMrs.Pettit 6 June 2015 Child Abuse â€Å"It’s easier to throw away a child who reacts to his abuse than attempt to heal his pain†- Dwight E. Abbot . As a world we need to protect our children from child abuse whether the abuser is emotionally disabled or not mentally stable if we make a change to stopping child abuse many children lives can be saved. Child abuse endangers the child’s physical and emotional health and development. Our society needs to prevent child abuse at all cost. Throughout the

Different Minds Personality Test - 938 Words

Similar Minds Personality Test The first personality test I completed was the similar minds 16 factor personality test. The results of the test broke down my personality into 16 different factors to include, warmth, intellect, liveliness, dutifulness, sensitivity, anxiety, perfectionism and many more. The results of the test show how you measure on a scale of 0% to 100% for each of the 16 factors. It then tells you what a low score and a high score generally represents for each factor. A low score in warmth is presented by the adjectives cold and selfish. A high score in warmth is presented by adjectives such as supportive and comforting. Each of the 16 factors are presented in this way. I think the test created an accurate depiction of me. My highest scoring factors were Intellect (74%), Introversion (82%), Independence (78%), Perfectionism (82%), and Paranoia (66%). I would use all of these as ways to describe myself, except paranoia. However, I do agree with the test in its description of paranoia as wary and suspicious of people. The factors that I scored low in, self-determined as under 50 %, include: Social Assertiveness (18%), Sensitivity (42%), Liveliness (42%), Tension (34%), and Anxiety (38%). While I do feel that I fall within the lower end of these factors I feel that some of them are a little lower than I would have imagined. For example, a low rating in anxiety is fearful and self-doubting. I do believe that I am a pretty confident person in myself, inShow MoreRelatedSigmund Freud And Humanistic Theories Of Psychology1636 Words   |  7 PagesIntroduction The reading of personality has a thick layer of theories in psychology and is one of the most important fragments of psychological history to this day. This paper will compare and contrast the differences between the great theories of the psychodynamic theory from Sigmund Freud and the humanistic theory from Carl Rogers. 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International Human Resource Management GDP Growth

Question: Discuss about theInternational Human Resource Managementfor GDP Growth. Answer: Introduction Chowdhury (2014) depicts that in recent times, every contemporary organization intends to expand their not only for expanding their customer base but also for favourable financial opportunities. The primary objective for this essay is an expansion of a Singaporean organization that is XYZ Company in Australia. Australia is chosen for business expansion because of its innovative economy that values on talent and the goal of the organization to fulfil their demands. The economic status of the concerned countries favours the business expansion of the XYZ Company. It can be proved by the GDP growth has reached to 2.7% with an average of averaged 386.58 USD Billion and the unemployment rate has reduced to 6.0% in the last year (Tradingeconomics.com, 2016) (See Appendix, Figure 1). Thus, the XYZ Company of Singapore has planned to set up business overseas for achieving the essential benefits on the international human resource management. In this essay, the organizational design and structure of the home and the host cities will be compared along with the training and development process for the employees so that they can serve their best for the betterment of the organization. Moreover, the strategies taken by the R od the XYZ Company to retain their employee in the organization will also be discussed. Organisational Design and Structure of the Overseas Subsidiary Alfes et al. (2012) have mentioned that the organisational design and structure is pivotal for the international human resource management. Hofstede dimensions of national culture include the essential values, which distinguish the country cultures. This particular framework is applicable for the cross-cultural communication. Arrowsmith and Parker (2013) depicts that with the help of this framework, an organization can easily evaluate whether their selection for the host country will be beneficial for them and help them to attain more financial growth. Bratton Gold (2012) have suggested Hofstede dimension of national culture represent the uniqueness of every culture. This section will illustrate the cultural perspective of Singapore in comparison with Australia. Image 1: Hofstede dimensions of Singapore in comparison to Australia (Source: Geert-hofstede.com, 2016) As illustrates in the above figure, the concerned framework comprise of six aspects- power distance, individualism, Masculinity, Uncertainty Avoidance, long term orientation and indulgence. Gholipour and Tajaddini (2014) define that in terms of the power distance that resembles the fact that all individuals in societies are not equal, Singapore though scores high than the Australia; will be beneficial for the XYZ Company. In Australia, both managers and employees share their knowledge. In terms of the individual, the concerned organization in Australia will be a success as in Australia hiring of people are done based on merit or evidence of ones ability and not by favouritism (Beugelsdijk et al., 2015). The Australian society possesses a high score in masculinity that means that there is a huge competition among the people which is a good signal for the advancement of the organization as people strive to be the best they can be for better recognition. Moreover, in terms of uncertaint y avoidance, Hofstede (2013) portrays that compared to Singapore, Australia intends to take risk for incorporating new technological advances so that the business can make more profit and hence it can be said that in Australia there is a high chances for a successful business expansion for XYZ Company. Beugelsdijk et al. (2015) moreover, depicts that the long term orientation and indulgence refers to the situation of maintain time-honoured traditions and nature of people to control their desires and impulses respectively. In context of Australia, 21 on this dimension of long term orientation signifies the great respect for traditions while valuing the modern system for gaining competitive advantage in the market (Hofstede, 2013). Furthermore, comparing the score it can be said that Australia is an Indulgent country and employee here possess positive attitude and are optimistic that is a crucial trait for XYZ Company to expand their company. Thus, selecting Australia will be a benefi cial decision for the company to make their business a success. Analysis of the Staffing Process for Overseas Assignment As opined by Clarke Hill (2012) the staffing process such as the recruitment and selection involves effective Human Resource Planning (HRP). The selection and recruitment of efficient and potential human resources will help to achieve the organisational goals and visions in short period (Gould-Williams, 2013). In order to capture the international market of overseas competitive advantage, the management of the XYZ Company engage proper and adequate recruitment strategies not only to attract nations people but also to allow diverse people belonging from different culture and possess great ability to fulfil the goals of the business. The strategy of recruitment involves the direction and process of the recruitment process. The XYZ Company at first selects the mode of selection and Geare et al. (2014) have referred that a series of steps in the hiring process from adopting the conventional process like interviews to the contemporary process like situational tests will be an effective step for hiring people from different diversity within the organization. If an organisation fails to select and recruit the potential candidate from the staffing process, then it can influence the productivity of the company and with the low productivity, an organisation may face the downturn in the sales revenue that may damage the brand image of the company. In this section, the staffing process for the XYZ Company will be discussed for the overseas assignment along with the selection tools. The HR department of the XYZ Company adopts the appropriate selection tool for selecting the suitable candidates through interview. Kim and Sung-Choon (2013) depicts that this is the most effective conventional method to assess the ability of communication skills of a candidates. Interview allows the HR department to evaluate whether the particular person is able to fulfil the organizational objectives. Another important selection tool is skills testing (Jose Mampilly, 2012). This particular tool is effective for the positions that need a perfect level of competency in some software programs and the computer operations to obtain the goals of the organization within short-time and extraordinary result. On the other hand, in Australia as people values traits and skills more than the emotional traits like favoritism regarding one candidate, the HR system can follow the approach of aptitude and competency based assessments. Gonzalez-Loureiro et al. (2015) moreover depicts that situation al assessment will be an effective procedure to select a candidate that also help to know the industry specific skills of the desired candidates along with their intellectual ability to solve a hectic situation with efficiency. This resembles their ability of the job competence of knowledge regarding the HQ operations, general managerial skills and administrative competence and creativity. These selection assessments also ensure the relational traits like tolerance regarding ambiguity, kindness and behavioural flexibility and ability to adopt the cultural empathy and ethnocentrism. Lastly, it can be considered that as all the procedure are performed based on the competency skills of an candidate irrespective of their different race and communal difference, more people of diverse culture will be selected for better business outcome. Critical Evaluation of the Training and Development Process of International Assignees According to Kehoe Wright (2013) the training and development process help to enhance the failed interactions of the business operations in between the host and the home country. The training and development process of the XYZ Company will help the international assignees to understand the behaviour and the work practices of the host country before handling the business operations there. As opined by Kooij et al. (2013), it is the responsibility of the HR manager to conduct and plan an adequate intercultural training for the international assignees. The international assignees are also liable for developing their personal traits like congruence of assignment with interest in overseas experience along with the career path. Gonzalez-Loureiro et al. (2015) mentions that he intention behind these training is not only to develop the professional skills abut also for adopting the non-verbal; communication with the business associates. It also provides the fundamental understanding of the difference of culture in between Australia and Singapore in order to prevent the emotional challenges. Mariappanadar (2012) has depicted that cross-cultural training (CCT) comprises of five distinct phase- identification of the kind of global assignment, determination of the specific CCT needs, establishments of the objectives for effective CCT, developing and delivering CCT programs to international assignee and evaluation of the effectiveness of the CCT program. However, the XYZ Company also arranges language training program, industry training and the leadership training for the selected employees. All of the mentioned training and development process help the employees to build a strong relationship and a bond of trust with in the Australian culture. Marescaux et al. (2012) affirms that depending on the organization requirement the training have to be provided by identifying global assignments in content of technical, functional, developmental and strategic requirement. The training and development programs reduce the basic complexity of the international business in perfect manne r and enhance the skills of the employees, which will help to implement the corporate initiatives for further success of the organisation across the world. ?ahin et al. (2014) in addition to that depict that the HR is responsible for determining to provide pre-program assessment and exploration so that expatriate can utilizes the cultural intelligence tools, such as Culture Wise to adopt the change in Australian field. The objectives for effective CCT program can be decoded by the successful hosting of project alignment meeting, either in person or via telephone or videoconference. This ensures the technological advancement of the organization and the development of the international assignee at the same time. Moreover, ?ahin et al. (2014) stated that arranging short-term CCT training will bring more cognitive, affective behavioural change in a candidate of different cultural background. CCT assessment for evaluating the exact development and shot exams on cultural importance aligne d with the organizational goals will be beneficial for delivering the effective CCT programs. Lastly, the effectiveness of these training can be evaluated though outcomes of these assessment and the progress in the job performance. Analysis on the Remuneration Package for the International Assignees Contemporary organization values the desire of an individual to stay in their home country and thus they offer a remuneration package to their international assignees to ensure employee engagement. According to Need (2012), there are proper and relevant terms and conditions for the remuneration package of the international assignees of the XYZ Company. There are cost differential allowances for them in order to maintain the present standard of living in Australian field. However, the XYZ Company offer adequate salary for managing the utility expenditure, health insurance, retirement plan, spouse assistance, child care facilityand tax assistanceto the employees. According to Mitchell et al. (2013) the balance sheet approach involves a process of limited audit, which only evaluates and examines the basic accounts on the balance sheet of the concerned company. With engaging the balance sheet approach for the remuneration of the international assignees, the XYZ Company checks the correct recordation of the existence of the employees, values off the liabilities and assets of the company. Mariappanadar (2013) has contradicted that the balance sheet approach is completely different from the transaction approach, which particularly measures the net income. On the other hand, the balance sheet approach of the XYZ Company includes basic allowances for the international assignees. These basic allowances involve the housing allowance, car allowance, cost of living allowance, hardship allowance, agreement salary and the housing deduction. It is noteworthy to mention here that, all of these mentioned allowances are provided before tax. Even the balance s heet approach of the XYZ Company deals with the present, before and after remuneration package of the employees. Items for the international Assignees Before (SGD) During (SGD) After (SGD) Basic allowance 20,000 20,000 20,000 Car allowance (12%) 2,400 Housing allowance (23%) 4,600 Hardship allowance (16%) 3,200 Agreement salary (12%) 2,400 Cost of living allowance (23%) 4,600 Housing deduction (-8%) -1,600 Total (before tax) 20,000 33,200 22,400 Table 1: The balance sheet approach of XYZ Company (Source: Created by the author) Conclusion It is concluded form the discussion that Australia has a favourable economy to expand a business as people rely on modern development to accomplish organizational objectives. This kind of workplace plays an important role of the decision making for the HR to attract not only the nations people but also diverse people from different cultural background and encourage them to utilize their skills for the betterment of the organization. Effective recruitment strategies like interview, skills test and aptitude test allows the XYZ Company to select effective employees. Moreover, international human resource management involves the adequate policies, rules, guidelines, code of conducts and the procedures in order to conduct the international business across the world. The HR department of the XYZ Company decided to provide effective strategies in order to conduct its business operations in Australian market. Moreover, to ensure the employee engagement with the organization, the concerned co mpany also offered remuneration plan and cross-cultural training to the employee for gaining better understanding of the host country and ways to adjust in the new environment. These training thus not only ensure employees engagement but also ensure the success of the business expansion in the host country. References Alfes, K., Shantz, A., Truss, C. (2012). The link between perceived HRM practices, performance and well?being: The moderating effect of trust in the employer.Human Resource Management Journal,22(4), 409-427. Arrowsmith, J., Parker, J. (2013). The meaning of employee engagementfor the values and roles of the HRM function.The International Journal of Human Resource Management,24(14), 2692-2712. Australia GDP | 1960-2016 | Data | Chart | Calendar | Forecast | News. (2016).Tradingeconomics.com. Retrieved 2 December 2016, from https://www.tradingeconomics.com/australia/gdp Beugelsdijk, S., Maseland, R., Hoorn, A. (2015). Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis.Global Strategy Journal,5(3), 223-240. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Chowdhury, S. (2014, September). Expanding Business from Products to Digital Services: Value Dimensions of Digital Services Enabled by Embedded Technology. InMCIS(p. 12). Clarke, M. A., Hill, S. R. (2012). Promoting employee wellbeing and quality service outcomes: The role of HRM practices.Journal of Management Organization,18(05), 702-713. Geare, A., Edgar, F., McAndrew, I., Harney, B., Cafferkey, K., Dundon, T. (2014). Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand.The International Journal of Human Resource Management,25(16), 2275-2294. Gholipour, H. F., Tajaddini, R. (2014). Cultural dimensions and outbound tourism.Annals of Tourism Research,49(November), 203-205. Gonzalez-Loureiro, M., Kiessling, T., Dabic, M. (2015). Acculturation and overseas assignments: A review and research agenda.International Journal of Intercultural Relations,49, 239-250. Gould-Williams, J. (2013). The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations.International journal of human resource management,14(1), 28-54. Harris, C., Tregidga, H. (2012). HR managers and environmental sustainability: strategic leaders or passive observers?.The International Journal of Human Resource Management,23(2), 236-254. Hofstede, G. (2013). Geert Hofstede| Dimensions of national Cultures.Geerthofstede. com. Jose, G., Mampilly, S. R. (2012). Satisfaction with HR practices and employee engagement: A social exchange perspective.Journal of Economics and Behavioral Studies,4(7), 423. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kim, H., Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices.Asia Pacific Journal of Management,30(1), 91-113. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Marescaux, E., De Winne, S., Sels, L. (2012). HR practices and HRM outcomes: The role of basic need satisfaction.Personnel Review,42(1), 4-27. Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability.Society and Business Review,7(2), 168-184. Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices.Asia-Pacific Journal of Business Administration,5(2), 103-114. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Need, W. C. D. H. P. (2012). Human resource management: Gaining a competitive advantage. ?ahin, F., Gurbuz, S., Kksal, O. (2014). Cultural intelligence (CQ) in action: The effects of personality and international assignment on the development of CQ.International Journal of Intercultural Relations,39, 152-163. Singapore - Geert Hofstede. (2016).Geert-hofstede.com. Retrieved 2 December 2016, from https://geert-hofstede.com/singapore.html