The Human Service Movement Social Work Essay

The Human Service Movement Social Work Essay After the World War II, there was an important part of the legislative which is the National Mental Act of 1946. For more than 50 years, since its establishment was authorized by Congress in 1946, the National Institute of Mental Health (NIMH) has created, shaped, and implemented the attitudes toward, policies for, and treatment response to the mentally ill in the United States (Judd, 1998). They had the funds that were available to support research teachings and education to help the people with mental illnesses. In 1955, the Mental Health Study Act was passed. This act called for studies that focus on major issues in the mental health fields. They had promoted research training in discovery in the brain and behavioral sciences, charting mental illness trajectories to determine when, where, and how to intervene, and develop new and better interventions that  incorporate  the diverse needs and circumstances of people with mental illnesses (National Institute of Mental Health, 201 2). This led to the Mental Health Act of 1955 to initiate the passage of the Joint Commission on Mental Illness and Health (Harris, Maloney, Rother, pg. 26). From this act it unfolded to political steps towards the Community Mental Health Centers of 1963. In 1963, decision led to the passage of the Community Mental Health Centers. The center was a place to encourage active user participation in the development of mental health policy that has seen an increased focus on collaboration and the development of partnerships between service users and professionals within community mental health services (Elstad Hellzen, 2010). They gain more knowledge about people with mental problems living in a community. The purpose of the legislation was to be able to reach out, counsel, and provide services that are coordinate to be offer to the community centers (Harris, Maloney, Rother, pg. 26). Community Mental Health Centers Acts were intended for changing the society as a whole and by solving what social problems there were. After the Community Mental Health Centers Act we got into the other legislative acts that were developed in the field of human service such as the Economic Opportunity Act and the Schneurer Sub-professional Career Act. The Economic Opportunity Act of 1964 was the focus of the fight against war on poverty in which was an important part of legislation that had an impact in the field of human services. The purpose for this act was to provide education to adults, provide job trainings and loans  to help small businesses because of the unemployment and poverty rate. The objective was to help the poor by enabling them to pull themselves from the grip of poverty. In 1966, the Schneuer Sub-professional Career Act was put into place to provide the opportunity for the disadvantage to enter into new jobs in the mental health field. According to Harris, Maloney and Rother, during these formal training students learned the skills necessary to work with variety of clients and other health professionals (pg. 26). This led to the act to open up more doors for people to transition to other fields in mental health. The National Organization for Human Service Education (NOHSE) and Council for Standards in Human Service Education (CSHSE) were to encourage best practices for preparing human service workers. Although these two groups share common goals, they do serve different purposes. NOHSE has to ensure medium is available for collaboration and cooperation among students, practitioners, and their agencies, and faculty (Harris, Maloney, Rother, pg. 31). They had to improve the education of human service students and professionals by cultivating exemplary teaching and research practices and by curriculum development (Harris, Maloney, Rother, pg. 31). The other two main purposes according to Harris, Maloney and Rother, was by abetting and providing assistance to other organizations at local, state, and national levels, and to improve human service education and delivery through conferences, institutes, publications and symposia (pg. 31). This organization was developed to serve the needs of the f aculty. The Council for Standards in Human Service Education in 1979 via from the National Institute for Mental Health grants (Harris, Maloney, Rother, pg. 31). They are intentionally general to strike a balance between clearly stated principles and enough flexibility to avoid constraining natural diversity among programs for students (CSHSE, 2012). Under the CSHSE there are the five functions (Harris, Maloney, Rother, pg. 32): Standard for training programs at the associates and baccalaureate degree levels. Review and recognize programs that meet standards. Sponsoring faculty development workshops in curriculum design, program policymaking, resource development, program evaluation, and other areas. Offering vital and informational assistance to programs seeking to improve the quality and relevance of their training. Publishing a quarterly bulletin to keep programs informed of Council activities, training information and resources, and issues and trends in human service education. In the field of human services, these legislations will continue to improve from its historical traditions through the knowledge, skills and values we gain from it. The efforts of these acts in the human service field will only provide quality educational programs that will evolved as a direct result of the program approval progresses. We need human service professionals who will be able to give people that kind of help that are needed to get by. Laws that will help protect the people with mental illnesses.

Fifth Amendment Essay

The Fifth Amendment of the U.S. Constitution provides, â€Å"No person shall be held to answer for a capital, or otherwise infamous crime, unless on a presentment or indictment of a grand jury, except in cases arising in the land or naval forces, or in the militia, when in actual service in time of war or public danger; nor shall any person be subject for the same offense to be twice put in jeopardy of life; nor shall be compelled in any criminal case to be a witness against himself, nor be deprived of life, liberty, or property, without due process of law. The Fifth Amendment also refers to the practice of invoking the right to remain silent rather than incriminating oneself. It protects guilty as well as innocent persons who find themselves in incriminating circumstances. This right has important implications for police interrogations, a method that police use to obtain evidence in the form of confessions from suspects. The clauses incorporated within the Fifth Amendment outline b asic constitutional limits on police procedure. The Fifth Amendment is important mainly because it protects us from having our rights abused by the government. It protects us from having the government take our freedom or our property without convicting us of a crime. It also makes it harder for the government to actually convict us of crimes. By doing these things, it helps to protect us from a tyrannical government. The framers of the Fifth Amendment intended that its provisions would apply only to the actions of the federal government. However, after the Fourteenth Amendment was ratified, most of the Fifth Amendment’s protections were made applicable to the states. Under the incorporation doctrine, most of the liberties set forth in the Bill of Rights were made applicable to the state governments through The U.S. Supreme Court’s interpretation of the Due Process and equal protection clauses of the fourteenth Amendment. As a result, all states must provide protection against double  jeopardy, self-incrimination, deprivation of due process, and government taking of private property without just compensations. The grand jury clause of the Fifth Amendment has not been made applicable to states governments. In 1966, the U.S. Supreme Court issued a groundbreaking ruling in the case of Miranda v. State of Arizona. That ruling found that the Fifth and Sixth Amendment rights of Ernesto Arturo Miranda had been violated after he was  arrested and tried for rape and kidnapping. The Fifth Amendment protects an arrested person from being compelled to be â€Å"a witness against himself,† or self-incrimination. Miranda signed a confession after hours of interrogation by the Phoenix Police Department. At no point was he informed of his right to remain silent or his right to an attorney. In Texas, the Court upheld the conviction of Genovevo Salinas, who was found guilty of homicide after prosecutors argued that Salinas’ silence during a police interview prior to his arrest was a very important piece of evidence and that only a guilty person would have remained silent when questioned about his connection to a crime. Justice Samuel Alito wrote in the majority opinion that Salinas â€Å"was required to assert the privilege in order to benefit from it,† even though a person questioned while under arrest could not have his silence used against him. The Rutherford Institute filed an amicus curiae brief in the case, arguing that a person’s refusal to answer police questions, even before arrest and before Miranda warnings are given, does not indicate guilt in light of the well-known â€Å"right to remain silent,† and exclusion of evidence of silence is in keeping with the Fifth Amendment’s guarantee that no person shall be compelled in any criminal case to be a witness against himself. Sources: www.law.cornell.edu/wex/fifth_amendment www.enotes.com/fifth_amendment https://www.rutherford.org/publications_resources/on_the_front_lines/us_supreme_court_delivers_blow_to_fifth_amendment_right_to_remain_silent_

How McDonalds use motivational theories Essay

To what extent do McDonalds use motivational theories to enhance the performance of their employees and hence increase efficiency/productivity? Are these methods effective? Introduction McDonalds is a large multinational company that supplies millions of people with fast food. It is important for them to ensure that the workforce they employ is working to their full potential. McDonalds are very customer/ market orientated. They depend on a reputation for customer service. If employees are not motivated then this will suffer. If workers aren’t motivated costs rise. E.g. training costs increase in proportion to staff turnover. â€Å"When an employee is given a task to do and it is not carried out satisfactorily, this failure may well be due to a lack of motivation, rather than a lack of ability†. With this in mind McDonalds must ensure that their workforce is motivated. Motivation can be linked to a number of factors such as pay, working hours, working environment etc. (see appendix p1 for full list). As well as these the corporate culture and management styles can play a part influencing the motivation of the employees. Well-motivated employees achieve more. They are more committed, vigorous and productive. Over the years various strategies for motivating employees have been developed. These are known as motivational theories. Many different and often contrasting theories have been put forward by a number of different theorists (see appendix p1, p2). I am going to look into the extent that McDonalds, Hertford, use these. Hypothesis/theories Employees who are poorly motivated often score badly on at least one of the factors influencing motivation: an undemanding job, unpleasant working conditions and low pay. (see appendix p1) A lack of motivation- either limited to one area or department, or spread throughout the firm- cause employee dissatisfaction. This results in a higher labour turnover leading to a waste of time and money (see appendix p2) increased incidents of absenteeism and/ or sickness, poor timekeeping, and more disputes between both formal and informal groups within the firm. Motivational problems are not easily overcome. Normally if one person in a whole workforce is unmotivated they will start moaning to the other employees. This can then cause the problems to spread as those that have heard the moaning may also start to moan (low motivation and moaning become contagious). The problems become very hard to stop dead. I feel that an organisation such as McDonalds will try to prevent them arising in the first place. Also according to V.H Room the greater the motivation of an employee the greater the chance of them performing a set task providing they have the ability. He put this into an equation: Performance = Ability x Motivation (people need the ability to do a task but they also need the motivation to do it) This equation leads me to think that McDonalds will use a lot of motivational theories as the equation shows that motivation is a very important factor influencing a person’s performance so McDonalds will try to increase it in as many ways as they possible can. Method Primary research To find the information that I needed I constructed a questionnaire table that gave me a lot of information in as little a time as possible. One table told me what McDonalds were doing to motivate the staff and which of these motivation techniques they found effective. (See appendix for method on the  questionnaire and data collection) Secondary research I used data collected by the key skills group in my year. They constructed a questionnaire to pupils in year twelve to find out â€Å"what factors motivate them in their paid work and how this information could be useful to employers†. Then I took particular questions from this for my work and they gave me the results for these. The questions that I used were 5,6 and 7. (See appendix for copy of this questionnaire Pages 6,7). This was relevant to me as some of the question lead to answers that could be related to motivational theories and motivation in general. Analysis The results collected showed that McDonalds used a lot of factors to motivate their workforce and the results showed that the factors the employees found the most important in motivating them were the ones that McDonalds had satisfied well. (The results table in the appendix p4,p5 shows this where the two columns both have the number three in them) It seems that rather than use one single motivational theory McDonalds have taken all of them and tried to combine as shown on the bottom of the back page in the appendix where I have linked factors from my questionnaire table to specific theories. (See appendix p5 for evidence) McDonalds has a democratic leadership style and a task culture (see appendix for definitions/explanations p1) both of which are associated with McGregors theory Y worker (see McGregor in the appendix p1). This increases motivation according to the survey that was carried out by the key skill group. (See appendix p8 for results proving this) There is group working associated with Elton Mayo yet there is a performance related pay scheme that would be linked to F.W Taylor. They have even taken into account the work done by Fredrick Hertzberg which says that an  employees needs can be put broadly into two categories of motivators and Hygiene factors (see appendix p1 Hertzberg). He says that although hygiene factors should be present- motivation falls if they are ignored- they themselves do not motivate employees. His theory suggests that managers must provide motivators in the form of job enrichment and job rotation schemes. As you can see from the table of results (appendix p5) McDonalds staff have said that this is important to them and have said that job rotation schemes have been used and used well. The Questionnaire that the key skills group constructed showed that most of the students were given training in their job and that the vast majority thought that they should have been trained. It is suggested that if proper training were given it would motivate the employees. However I feel that whether an employee is given training or not is better linked to Hertzberg’s motivators and hygiene factors because he says that a hygiene factor alone will not motivate a person however if the factor is neglected then it will cause a lack of motivation. This seems to be the case with training as shown by Question 6 of the key skill questionnaire. Evaluation My prediction that McDonalds would use a lot of motivational theories seems to be correct, as they do not just use one of the theories they have integrated all of them And they have a democratic leadership style. However despite all this they still have quite a lot of labour turnover. â€Å"We do everything we can to ensure that the staff are motivated. We give them proper training and a 4 week trial period yet myself and my colleagues still find ourselves short due to employees not staying with us for that long† said the store manager when I was conducting my research. One view (a) could that this could be down to the fact that most of the employees are young and still at school, college or university. Therefore they may quit the job when they have to start revising for exams, when they go home from their universities or when they finish school and go in search of a permanent higher paid job or career. All of this leads to higher recruitment and training costs. Showing that although the staff they have stated they are motivated they are still losing employees thus showing that they are not being as efficient as they would like. They are making their employees more productive and efficient but are not being efficient in keeping them. (See problems of labour turnover in the appendix p2). Another view (b) could be that staff do not see McDonalds offering a long term career. Alternative jobs are available to the staff and the pay is about the same (Evidence from results of Q5 in the key skills survey). This indicates that their staff retention problems are more likely down to the factors outlined in view (a) above. Conclusion From the data collected I can conclude that McDonalds in Hertford uses motivational theories to a very large extent. My research showed that they have tried to take all of the theories, put together by all of the theorists, and combine them as well as adopting a democratic leadership to make sure that they benefit from a hard working, motivated and therefore productive workforce. The company appears to have the correct type of management as the results of the key skills survey question 7 (See appendix p8) suggests that the workers are McGregors theory Y workers (appendix McGregor p1) I feel that the company is being effective in motivating the employees and my research proves this. This shows that they are using all of the motivational theories to their advantage shown in the appendix where the motivational factors are linked to theory. One of the reasons for motivating the workforce was to increase productivity and I think that they have done this as my questionnaire showed that the employees were motivated. This motivation will increase their productivity and performance according to the manager and V.H Rooms equation. (See appendix p2) I conclude that McDonalds have increased their efficiency to a small extent just by increasing staff productivity because if each worker is producing faster then they are cutting costs in the form of time. However my research showed that McDonalds, Hertford, are not being as efficient as possible as they are still suffering from labour turnover but this may be nothing to do with lack of motivation but simply that the predominantly young staff do not regard it as long term employment option although they do tend to be employed for 1 to 2 years as part time staff.

Literary Analysis Of Young Goodman Brown By Nathaniel...

Literary analyzes of â€Å"Young Goodman Brown† â€Å"Young Goodman Brown† by Nathaniel Hawthorne is a story about a normal man that ventures into the forest to meet an old man who attempts to tempt him into going deeper into the woods to worship the devil. After the old man convinces him that everyone that he loves and respects is going to the devil’s ceremony he gives in. In â€Å"Young Goodman Brown†, Hawthorne effectively uses symbolism to portray the theme that putting one s faith in others leads to weakness and the role his psychological developed plays in his morality. The Characters in â€Å"Young Goodman Brown† are meant to represent society as a whole. They show how sin can tempt any individual whose faith is still developing. D. M. Mckeithan†¦show more content†¦(95) The old man uses an everybody is doing it approach to encourage Goodman Brown to attend a ceremony to worship the Devil. The old man shows the people Goodman Brown respected most in his community to degrade his faith. As Goodman Brown loses faith in others, he loses faith in himself. Mckeithan continues to say, â€Å"The Minister of Salem Village, Deacon Gookin, Goody Closyse, and Faith were all good in spite of what Goodman Brown eventually came to think of them (96). These are people that were supposedly more spiritually mature than Goodman Brown. He relied on their faith to keep his strong because his faith in God was still new and not fully developed. The psychology of Goodman Brown plays a major rule in his lack of faith because his lack of self esteem allows his desires overcome his reason and morality. Goodman Brown’s conflicts of interest are represented throughout story through the characters. All his evil desires are his id and his reason for avoiding his sin such as the views that his society will have on him is his ego. Levy said in his essay â€Å"The Problem of Faith in â€Å"Young Goodman Brown†Ã¢â‚¬ , â€Å"His submission to evil suggests that the demands of the id have overtaken the ego† (379). 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