Violent Behavior in Healthcare Institutions Research Paper

Violent Behavior in Healthcare Institutions - Research Paper Example Workplace violence can be categorized into different forms depending on the nature of healthcare institute, characteristics of patients and external environment, for instance, physical assault and verbal abuse is experienced by most of the medical staff. Violent behavior particularly in the mental healthcare setting has become a reality and also a major concern for both healthcare providers and policy makers. Therefore mental illness and psychological issues are thought to be the precipitating factors of violent behavior among patients. This paper aims to discuss the basic factors giving rise to sadistic behavior in healthcare institutions along with the responsibilities of medical stuff and dynamics of violence. Moreover, the intervention strategies and effective methods to follow up with victims shall also be discussed. Precipitating Factors There are number of factors contributing to the violent behavior of patients and physical assault of medical staff in Healthcare Institutions. Human Service providers in general, and nurses in particular are often exposed to critical conditions where they need to identify the precipitating factors of violent behavior in order to make security measures and also to safeguard the victims. Following are the most common factors which excites violent behavior among patients: Mental Illness: Mental illness is an abnormal psychological pattern which often leads to behavioral issues. There are different forms of mental illness which might result in violent behavior against the healthcare professionals. For instance, delusions have a very close relationship with violence since these patients frequently experience physical or mental insecurity due to which they harm others in order to save themselves. However, in this case anger contributes as the major element to excite the violent behavior. Study shows that Delusions might cause minor forms of violence but the extreme violent behavior is usually supported by anger which is a perso nality disorder (Coid, 2013). Another important precipitating factor is hallucination which causes an individual to feel, hear or visualize things which aren’t present. In such a situation patients who do not have command over the hallucinations harm the medical staff while others does not pose any significant threat to the service providers (McNiel, 2000). Violent fantasies such as desire to murder or rape also lead to aggressive behavior if not addressed on time. Homicides in healthcare setting are often due to the violent fantasies (Gellerman, 2005). Organic Issues: These largely include diseases and injuries related to brain. Patients with organic brain issues are reported to have been involved in violent behavior. For instance, Dementia causes damage to the memory, speaking abilities, problem solving skills and other significant brain functions of an individual which ultimately leads to aggression and sadistic conduct. Similarly brain injuries caused by accidents might a lso lead to considerable behavioral changes which might transform an individual into a violent personality (Fountoulakis, 2008). Personality Disorders: These occupy the largest proportion as precipitating factor of violent behavior against healthcare service providers. Mood swings, anger, impulsivity, lack of control over emotions, psychopathy etc. are the most common examples of personality disorders. Research indicates that issues concerning the social life of an

Organisational Performance Assignment Example | Topics and Well Written Essays - 3250 words

Organisational Performance - Assignment Example Competitors, business managers, academicians, researchers and other observers constantly kept on asking the same question that what is the secret being Toyota’s impeccable success? The fact is that consistency and quality in Toyota’s vehicles, which also make it as the most trusted and reliable vehicle all over the world, is a direct result of the operational excellence that the company has achieved in the past few decades. In fact, Toyota has intelligently converted that operational excellence into their strategic weapon to outclass the competitors (Liker and Franz, 2011, p. 510).   Partly, this operational excellence is a result of frameworks, tools and approaches that it introduced in the manufacturing world, such as Kaizen, just-in-time manufacturing, once piece flow, Jidoka, Heijunka and others. These techniques also ended up providing Toyota a unique lean manufacturing system, which is discussed latter in the paper. Important here to understand is that mere appl ication of these frameworks and techniques is not what makes Toyota great but it is its continued success at employing these principles is what makes the difference. Toyota has indeed made them a part of its business philosophy, which also places great deal of importance on understanding their workers and their motivational dynamics (Simons, 2011, pp. 390-392).   This paper will briefly explore the strategies that Toyota employed to achieve this operational excellence. Many observers have cited this as the â€Å"The Toyota Way†.   ... s that mere application of these frameworks and techniques is not what makes Toyota great but it is its continued success at employing these principles is what makes the difference. Toyota has indeed made them a part of its business philosophy, which also places great deal of importance on understanding their workers and their motivational dynamics (Simons, 2011, pp. 390-392). This paper will briefly explore the strategies that Toyota employed to achieve this operational excellence. Many observers have cited this as the â€Å"The Toyota Way† or the â€Å"Toyota Production System† which would be the focal point of the paper. Discussion Much of the success that Ford and General Motors enjoyed in the US market during the early 1920s until the late 1950s was primarily because of their ability to use mass production system and leverage the economies of scale by producing as much as possible. On the other hand, Toyota emerged in the small Japanese market after the Second Worl d War where it could not employ the small techniques (Magee, 2008, p. 545; Shingo, et al., 1989, pp. 20-21). Instead, in order to satisfy the customer and their demands, the organisation had to be more flexible by creating the different automotives on the same production lines. This is where Toyota learned and made it its core flexibility to keep lead times shorter and be as flexible as possible. Furthermore, by watching the American counterparts and their mass production systems closely, Toyota realized that the system has the inherent disadvantage of providing too much waste, extra inventory and early wear and tear of the machines, all of which lead to greater costs and lesser efficiency (Vidler, 2001, pp. 226-228; May and Roberts, 2011, 52-53). When Toyota started penetrating into the American market,

Book review Essay Example | Topics and Well Written Essays - 1000 words - 1

Book review - Essay Example Amongst his collection of short stories, Blood and Tears stands out from amongst the rest because of its literary values and the ideas presented within. In the introduction to these stories, Ali (1984) compares Mas to other Malaysian writers and says that, â€Å"The few short stories which he has contributed have greater literary value than the more prolific output of many other writers. For this reason alone Keris has earned a special place and is to be regarded as the leading figure in the new literature (Ali, 1984, Pg. 8)†. If anything at all, Blood and Tears establishes that quality is indeed more important than quantity. While examining the stories, it becomes clear to us that the historical and cultural influences of the Malaysian past figure prominently in the works of Mas. Like many other nations in south Asia, Malaysia has a history of colonization as well as rule by foreigners on local soil and the after affects of colonization remain with the people even after many decades have passed. The struggle between the Japanese and the British over Malaysia during the Second World War gave birth to the country but also create social and cultural dichotomies which still linger as a part of the social structure of the country. Mas was certainly an influential writer and had a close group of fellow writers that sought to bring about changes in Malaysian society by creating awareness through literature. Speaking about these likeminded writers as well as himself as a writer, Mas says that: â€Å"We criticized societal backwardness and those whom we regard as the instruments responsible for the birth of such backwardness. We criticized colonialism and its instruments, that is, the elite class, those whose consciousness have been frozen by the influence of feudalism and myths, and superstition that has been enmeshed with religion (Wikipedia, 2007, Pg. 1)†. Such leanings

Is the Changing Attitude of Women towards Childbirth and Motherhood a Term Paper

Is the Changing Attitude of Women towards Childbirth and Motherhood a Cause of Seeking Abortions - Term Paper Example While it is unarguably agreed that issues of primary health care have been resolved to a great extent, their mental health and its implications on their attitudes towards their natural roles have been neglected; the changing attitudes of women towards childbirth and motherhood are a major cause of seeking abortions in modern society. Pointing out the correlation between abortions, illicit relationships and their risk to women’s health in Latin American women in â€Å"Clandestine induced abortion: prevalence, incidence and risk factors among women in a Latin American country " the report seeks to determine if these casual incidents of abortions are a major factor for their ill health. The rise in abortions during the regime of Reagan brought forth a study report that highlighted the degrading mental health of women as a major factor linking abortions. A pro-abortion Institution argued that it was women’s education and awareness of birth control as well as liberal promiscuity that caused drastic changes in decisions leading to abortions in society (2009). Although legalizing abortion made an impact on these figures, in "Sexuality, birth control, and abortion: a decision-making sequence." It is evident that changing trends in the attitudes of women towards their role as mothers and procreators that h ave actually made them seek abortions in the present society (1973). Abortion has been a topic of discussion for many thinkers. Not only the issues of women and their health but also a vital cause of concern for the whole society: mankind because it raises questions of morality and ethics in modern society. Comparisons in statistics of abortion making decisions with reference to geographical domains, educational standards, cultural and social backgrounds and as also the advent of technology in daily lives affected this issue of abortion to an extent unfathomable by most.  

Poetry and Politics Paper Essay Example | Topics and Well Written Essays - 1000 words

Poetry and Politics Paper - Essay Example Bryant opens his poem with the recognition that slavery represents not only a â€Å"great wrong† but also a slow and painful journey in race relations (The Death of Slavery, Line 1). Bryant opens Death of Slavery with: O THOU great Wrong, that, through the slow-paced years, Didst hold they millions fettered, and didst wield The scourge that drove the labourer to the field, And turn a stony gaze on human tears, They cruel reign is o’er.... (The Death of Slavery, 1900, First Stanza). Thus for Bryant’s The Death of Slavery, represents not only a reminder of the pain and suffering associated with the oppression of one race over another, but its place in history also serves as a reminder that mankind can and has overcome the worst of evils punctuating race relations in history. Bryant’s last stanza of The Death of Slavery pulls this realization together as follows: I see the better years that hasten by Carry thee back into that shadowy past, Where, in the dusty spaces, void and vast, The graves of those whom thou hast murdered lie. The slave-pen, through whose door Thy victims pass no more...(The Death of Slavery, 1900, Last Stanza). ... Bryant (1900) likewise recalls that this â€Å"grim† past: At which the slave was sold; while at thy feet Scourges and engines of restraint and pain Moulder and rust by thine eternal seat. There, mid the symbols that proclaim they crimes, Dwell thou, a warning to the coming times (The Death of Slavery, 1900, Last Stanza). In other words, recalling the evils of the past, serves as a caution to resist evil of any kind relative to race relations among mankind. Obama likewise, sees the utility in remembering the cruel past. Obama stated that he felt it was a significant visit for his daughters as they would be encouraged to fight cruel oppression of any kind to prevent this kind of history repeating itself. Thomas Merton’s And the Children of Birmingham was written in the 1960s amidst the race movement in the US during that time. The poem reflects on the bombing in Birmingham, Alabama that killed Black children staging a protest in the 1960s against the oppression of Black in the US is also instructive. And the Children of Birmingham likewise calls attention to the cruel pass in terms of race relations and also speaks to man’s ability to overcome this kind of cruel legacy. Herron (2005) informs that from Merton’s perspective however, the death of the children in Birmingham is less about marking the history of race relations among Americans. Instead, And the Children of Birmingham is more about hope and this hope is expressed by calling upon Americans everywhere to look upon all Americans as equals, as brothers and sisters (2005). And The Children of Birmingham draws attention to the innocent victims and inheritors of the evils of cruel race relations

Recruitment in the workplace Essay Example for Free

Recruitment in the workplace Essay In this report, I am going to describe and explain the recruitment and selection process and the different stages that the business has to go through when filling a vacantly Recruitment is when an organisation identifies a vacancy and from the range of applicants that require a job, the organisation employ the best candidate from the application forms received to fill the vacancy in order for the business to run efficiently. Selection is when all the applicants are shortlisted and from them, the employer chosen the best candidate for the job role. The human resources (HR) department are required to work for the organisation by recruiting, training staff also motivating them to work hard in the business. If the employees are trained and recruited correctly, it would show that the business is successfully operating. There are also many other tasks the HR department do such as giving employees promotions and a wage/salary boost, annual appraisals and other employee benefits. Recruitment can be internal or external depending on the job role and the vacancy being filled. Internal recruitment is when an employee already within the business fills a vacancy rather than employing someone outside the business. The vacancy for internal recruitment can be advertised by putting up notice boards, on the intranet and it can also be discussed during staff meetings on who would be the best person to fill the vacancy. The advantages of recruiting internally in the business are that when performing an induction for them, it will not be as difficult because the employee would be familiar with the business workplace and surroundings also it is quicker and less expensive than recruiting someone externally because the amount of candidates is already been narrowed down to certain employees inside the business. The disadvantages if recruiting internally is that the person filling the vacancy from inside the business may not have all the required skills and qualifications to perform the job effectively and by recruiting someone externally offers a versatile range of skills, qualities, experience and qualifications. External recruitment is when someone from outside the business is employed to fill a vacancy. This is a more common approach when recruiting as there is a larger range of candidates that have different skills and abilities. There are many ways to recruit externally. Most businesses will advertise using media such as the internet, newspapers, company newsletters and magazines. Another way to recruit is to go to the job centre and tell them that the company has a vacancy and eventually there will be a range of different candidates with different levels of experience, qualifications and skills. The advantages of using external recruitment are that a wider audience can be reached which increases the chance that the business will be able to recruit the skills it needs also the disadvantages mentioned for internal recruitment are advantages of external recruitment. The disadvantages of external recruitment are firstly even if the new employee has all the experience and skills required for the job, he may not be able to adapt to the businesses system and therefore will take longer to familiarize with the workplace and the employees however with internal recruitment, you would not have this problem. During the recruitment process, candidates must go through seven different stages before a suitable candidate can be chosen and made an employee in the business. This applies to both internal and external recruitment. The seven stages are: 1) Identify a vacancy This is when the business makes it known that a job is available and currently vacant so this could be because an employee has either left the business and this could be for a number of different reasons for example One reason could be that they have had a disagreement and there has been conflict between them and the owner or manager or another reason could be because they have had a better offer from a different business and they are receiving a better wage or salary. Recruitment does not have to be permanent as female employees could be on a maternity leave or an employee could be sick for a long time so they will need someone to cover for them while they return to their job and in these cases, most businesses would internally recruit someone and the advantages of this are its quicker and causes less hassle. Human resources will need to formally agree with the department that is requiring an employee to fill the vacancy so a replacement can be searched for immediately. Since recruiting employees cost a large amount of money, the business will only hire employees if it is absolutely vital for their business to run efficiently as the money could be spent on other parts of the business such as paying off any bills or ordering stock. 2) Draw up a job description This is when the job is described in detail so firstly, the name of the job or job title. This is important because it gives a brief ideas of what the job involves e. g.if the job that is a marketing director, the candidates applying for the job will know what they are applying for just from the name. Marketing means to advertise the products and make sure the customers are aware of what products the business offers and persuade them to buy it. Some job titles may change over time such as in schools, the head teacher may chance to principal or head master to give a different feel to the job and possibly increase the prestige and responsibility of the job. Job description also includes employment conditions such as how much the employee will get paid and how many hours a work so for example a cashier could get i 5. 50 per hour so if they work 8 hours a week for 6 days then they will receive ai 264 a week. The employee will also need to know how much pay they will receive and that depends on whether the business pays an annual salary or wages every week. If the employee is temporarily working then they may receive the same pay as the employee they are covering for e. g. john is a cashier who earns i 7 an hour and he is off sick long term so an internal employee is recruited and will receive the same pay until john is healthy and fit enough to work again. The business will be looking to recruit someone that not only matches the job description but also has additional qualities which will make them be more conspicuous. Finally, the job description will include duties and responsibilities that are involved in the job and have to be performed on a daily basis so the applicants will understand how important the job is and how hard they will have to work. Job security is another element in the job description which will tell the employee how long they are being employed for because not all jobs are permanent as mentioned before, employers can just temporarily fill a vacancy and once that person returns to their job, the temporary employee will have to leave the job. The job description will also have a large variety of candidates all after the same job with different skills and traits. This is an example of a job description. It shows what the job is (which is a technical support engineer), the required skills but also useful and desirable extra skills which could be the difference to whether they are recruited or not and the qualifications and experience are required also. The desired skills mention what experience they have so has the candidate worked before and if so how long for, education is their school, college and university placements and what they have achieved in the time they have spent there also the work status is what type of job they like as there is part- time which is only a couple of hours so no more than 30 hours in a week. full-time work is over 30 hours a week and this shows that they may in the job for a long time and the befits of working full time are that the organization will provide you with annual leave, sick leave and health insurance also the hours they work are more flexible however, the most popular and more rewarding benefit is the fact that full time workers will get paid more money that part time workers because they are dedicating more time to the business. 3) Draw up a person specification This is when the employer entails the physical, mental and any other requirement requirements that a candidate needs in order to perform the tasks effectively and successfully such as training and experience e. g. if the business was to be a chauffeur, the person applying for the job would probably need a long driving career which would show that they have a lot of experience and also be able to drive under pressure and quickly. P000rofessional qualifications such as GCSEs and A-level qualifications such as GCEs will also be required to show they have a thorough understanding of the job and may make it easier for them to perform the job e. g. an accountant will need a range of different qualifications so the requirements may be that they will need a Degree, preferably in maths, accountancy, business studies, economics or finance. However, it is possible to become an accountant with lower school qualifications. Without A Levels it is possible to acquire the Chartered Institute of Management Accountants (CIMA) qualification, which is fully recognised in the trade. Office juniors can work up to accountant level, but you have to have GCSEs and preferably A Level to begin with. Qualifications show that the candidate has been studying in recent years and are prepared for them job they are going to apply for. Experience is also required in the person specification as it could be the different to whether a candidate is employed or not. Having a high level of experience in a certain field of work will show that the candidate is well trained and has the acquired skills for the job and also shows that they will require less training e. g. if the job being applied for was a cashier, someone who has already worked in other businesses undertaking the same job role will know what they are doing so they dont need a very detailed induction and require less training also they may be able to generate a higher income perform their tasks more efficiently. A candidate new to the field of work may find it more difficult to get the job will sufficient experience as they may have never done this job before however they me able to bring new ideas or if they have performed similar jobs then they can use that knowledge to perform the job as a cashier. Candidates must also have competence which is the ability of a person to perform tasks and take on certain responsible. The more competent a person is, the better they can perform their duties e. g.a business would rather have a more competent employee that can do their job to a high standard by producing quality output results such as high sales or revenue because it would prove more successful in the long run also having a incompetent employee would require the business to waste their time and money training them especially if they are young candidates who have possibly just finished their education or have finished a degree. The advantages of having a competent employee are that they are reliable for getting their task done efficiently and are resilient to their job. The disadvantage could be that since they may be extremely good at one job but if told to perform a different task they may struggle as it may not play to their strengths e. g. if the job was a reporter, and the employee was very competent in their job but then their manager asks them to illustrate their findings in a more abstract such as creating a presentation, this does not work well for them as they may be so accustomed to writing reports that they dont have a clue how to create a presentation and this is a disadvantage for competent employees as they dont offer that versatility. Essential skills will have to be met in order to get the job such as in a call centre, the person will definitely need fluent communication and also be responsive to customer calls. Essential skills are what an employee should have in order to complete the job and if they dont have the essential criteria then they may be rejected. They can also have personal or desirable skills such as being able to work a computer effectively so they can type up emails quickly rather than constantly calling or being able to co-operate in a team and possibly even lead a team to successfully complete a task or assignment. They are not absolutely necessary but will help them and make them look like a stronger candidate so they may be a possibility that they are shortlisted and interviewed. The criteria from the person specification are important when shortlisting the candidates as only the best will be put through to the interview stage and then finally accepted. This is an example of a person specification for film co-ordination and development. It shows what skills are compulsory or essential and what skills are optional or desirable and can help candidates when it comes to shortlisting as they are more likely to be chosen than a different person who has fewer additional skills. Candidates must be versatile and not just resilient for the job. The job shows that in the qualifications category they need a couple of A-level or equivalent qualifications but there are also desirable skills they could have such as GCSEs in the field of work possibly drama. It shows that the candidate must have a minimum of 2 years experience and be able to manage finances and use ICT well however they can also have desirable skills such as being able to manage and supervise staff. Personal aptitude and skills are general skills that a candidate should have or either picked up from past jobs and experience such as communication and teamwork skills. Disposition is something that would be useful to have and would possibly make their job more enjoyable. Any other requirements can be helpful as it would also make them a stronger candidate. 4) Advertise the Vacancy This is when the vacancy is publicised and the business try to get unemployed people to apply for the job. One way to advertise the job is to put it on a local newspaper as they are read by many business men and women so the business can receive a few applicants that are in need of a job and have scanned through a newspaper and found one. The advantages of this are that it will be read by a variety of people and hopefully attract more candidates. The job advertisement is written by the personnel department similarly when marketing a product. The presentation of the advertisement is important as the candidates will receive their first impressions from it and will judge whether it is good or not and also whether they would like to work for the business. On the advertisement it should include the description of the job and mention the main requirements, where the job is going to be located so the candidates know where they will work, how much salary they are expected to receive however it may not be the exact amount on the advertisement as it may vary, address and contact numbers if necessary and the company logo. The more detail that is put into the advertisement the better and more informative it will be however making the advertisement too long can make it look unprofessional. This is an example of a job advert for royal mail and as a job advert should, it includes all the important details such as the job title, company name, contact details and their salary. However it may not look very appealing. This advert is just to make sure that the general public is aware of the job and if anyone is interested and they meet the requirements then they may apply and possibly get shortlisted for an interview. 5) Shortlist the applicants when short listing, the applications that were most appealing and may be considered for the job are listed by the human resources department. It is drawn up by using criteria from the person specification such as qualifications and experience that the candidate has to see if it is enough for them to be able to handle the new job they are applying for also any other skills and attributes they have acquired through other job would be helpful for the candidates. The selection process will begin and the employer will be looking to fill the vacancy with the best candidate amongst the applications. They will then all be individually contacted so an interview can be arranged. The candidates can be informed in many different ways such as letters of initiation in which a brief document is sent to notify the candidates about whether they will be called up for an interview. The suitable candidates will be those who meet the exact criteria of the job description so for example if the job was to be a IT technician and the job description required them to have 5 years experience working in a ICT related firm and also the business may ask for certain qualifications such as a degree in computing and A-Levels in Maths and IT to a grade B standard. Those who meet these requirements will be shortlisted as suitable candidates because they meet the exact requirements or are slightly above these requirements however they are not guaranteed to get the job but have a good chance. There is then possible candidates which may meet some of the requirements such as they may have the qualifications but not enough experience which could then mean if they are employed, they will have to go thorough a comprehensive induction programme and be well trained by a more experienced technician and this could cost the business a lot of money but on the other hand they may have some characteristics that other candidates dont have such as they may be more able to speak multiple languages which could be helpful because the business may communicate with other countries on a regular basis with suppliers an customers. Finally those candidates who do not meet the requirements will be rejected and can no longer continue in the recruitment process. This can be down to a number of reasons with the most obvious being that they do not meet the requirements or they have provided false details. The job description and person specification must be used as the basis for short-listing. 6) Interview the applicants The interviewer must also be prepared when interviewing the candidates that have been shortlisted. They will need to come up with a set of questions to ask the candidates and this can either be done themselves or they can get a panel of from the human resources department to do interview. The questions that are set must be asked to all candidates in the same manner as it states in the equal opportunities requirements policy. Since this will be the first time that the employer and candidate meet face-to-face, they will need to make a good impression by greeting them with a warm welcome and shaking hands is a good way to start a mutual relationship with the employer since the interview may be appointed the vacancy. The interviewer or panel will have a list of criteria to see how the candidate compares to the requirements for the job. It is essential that the interviewers carry copies of the candidates application forms, curriculum vitae and to support this, a covering letter will be required. To get the best out the candidates being interviewed, they must be relaxed and be able to answer questions calmly and correctly so the interview knows everything they need to know about the candidate and their personality. Questions in the interview should be have a mixture of open and closed questions and will be predetermined and should be all-round such as asking about previous jobs or company such as: 1) What do you think of the last company you worked for? 2) Why did you join your previous company? 3) Did they live up to your expectations? 4) Why are you leaving now? 5) What did you earn in your last job? Also asking questions relating to the new job / company such as: 1) Why do you want this job? 2) What qualities do you think will be required for this job? 3) What can you contribute? 4) What interests you about our product (or service)? 5) What can we (the new company) A list of questions could be asked relating to the candidate such as: 1) How do you handle criticism? 2) How would you describe yourself? 3) How would others describe you? 4) Do you consider yourself successful? 5) What was your greatest success? Body language and posture is also important during an interview as candidates are not just judged on their communication skills. The interviewer and the candidate want it run as smoothly as possible and both should sit in the correct way such as having their feet firmly on the floor and using gestures with hands if necessary For it portrays that youve difficulties controlling your anxiety about the interview process if the candidate is not seated comfortably. Making good eye contact with the candidate being interviewed is very crucial. The feeling of not getting the interviewees attention can be frustrating and will give the wrong impression to the interviewer. When asked a question that the candidate finds difficult and requires time to think, it is not good to frown. Facing the question with a smile proves that youre composed at stressful situations. When closing the interview, the candidate should possibly raise any questions they have for the job role or about the business they will be working for however, there shouldnt be a long time spent asking questions as can get tedious. The interviewer should then politely thank the candidate for appearing and answering the questions they have been asked and hope they have a safe journey home. 7) Select and Appoint the Best Candidate this is the final stage of the recruitment process were candidates have been interviewed everything is taken into account and the interview is then evaluated. The employer will select the candidate that has been exceptional throughout the process and has been rated highly in all areas. The candidate will be contacted via a telephone call to notify them that they have got the job and then it is up to the candidate on whether they would like to fill the vacancy and if they accept, they will have to make a formal offer and if it goes according to plan, the candidate and the employer will meet formally to finalise the process of recruitment and formally agree on the job however, the employer will want references before the candidate takes on the job. This is known as the appointment stage. Once they have been contacted and recruited into the business, They are expected to start their new job however, if the chosen candidate should refuse the job then the business will require the second best candidate to step forward and they will be contacted immediately to inform them of what has happened and why the decision has changed. For the unfortunate candidates that have not got the job and have been rejected, the will be provided with feedback on why they have not been employed and how well their interview went.

The Simpsons Essay Example for Free

The Simpsons Essay Stereotypes are known beliefs about certain types of races, ethnicities, genders, and even occupations. They are based on assumptions and are known as â€Å"silly† judgments which classify or group individuals together. Stereotypes can either be good or bad but they also can be hurtful, especially if one takes their culture seriously. If one chooses to stereotype, they are putting someone down based on their perceptions which will cause them to not succeed. Stereotyping can often encourage bully-like behavior that children will stick with until they’re adults. Stereotyping can also lead to hate, and can cause the victims of those stereotypes to often live in fear. For example, many homosexuals are afraid to admit their sexuality because they fear they will be judged and misinterpreted. Depending on how you look at it, it’s an ironic situation for those who are doing the stereotyping and those who are playing the victims. Stereotyping can lead to hate crimes, discriminations, and prejudice among different groups of people. One cultural researcher says, â€Å"We use stereotypes in part because it’s so hard to take in all of the complicated information about other people in the world. It’s difficult to spend the amount of time necessary to understand why or in what different ways people behave. So instead, we learn early in our lives to accept stereotypes of groups, or individuals. We develop stereotypes not just for large cultures, but smaller, specific sects; such as police officers, Mexican Americans, women, or executive males. † Stereotypes, generally carry a negative undertone, are widely used because they are overly present in today’s media, strengthened by individual experiences, and reiterated throughout history. The most significant source of stereotypical content comes from sitcom media. A cultural researcher explains, â€Å"The media continually normalizes violence, reinforces racism, and creates myths of who we are as Americans. Advertisement and movies are constantly reinforcing women as sex objects, and rarely as heroes except to throw a twist in a movie or story. The media really reinforces our notions of cultural stereotypes. † For example, on the well know television show The Simpsons, the average American family is perceived as being lazy, incompetent, or stupid. It also plays on the stereotype of â€Å"hillbilly farmers†, as one of the characters from the show, Cletus Spuckler, is shown to be very messy and is usually portrayed wearing a white t-shirt and pair of jeans. On the show, he has done many things associated with hillbilly stereotypes, such as dressing in a straw hat and white smock, chewing or sucking a piece of straw and carrying a pitchfork or rake, playing bluegrass music on a banjo, and eating animals such as raccoons, opossum, and squirrels. This influences society into believing that all people who live deep in the country are like Cletus, and they may discriminate and bully them because of what they see on the show. Stereotypes also come from people’s experiences or what experiences other people have had. A good example of this is the stereotypes placed upon African Americans, such as they are â€Å"hoodlums† or they are gang affiliated, and being physically violent or using constant vulgar profanity. This comes from the old assumptions about slaves by their slave-owners. Another damaging stereotype in society is the stereotypes amongst Hispanics. Majority of the women in this ethnic group are portrayed as being olive-skinned women. These women are seen as â€Å"the housewives† while the man of the house is out making a living. They are also portrayed as working in low-class jobs, such as a gardener for males or a maid/housekeeper for women. One last popular stereotype is the stereotype on Asians. Asians in society are portrayed as knowing karate, being smart and excelling in school, especially math and science, and having poor English skills. In society, these beliefs have been passed down from generation to generation and it affects the way people live their lives and how likely they are to succeed.