Chang Koh Metal Ptd Ltd Essay Example for Free

Chang Koh Metal Ptd Ltd Essay Comment on the fixed salary system that Andrew adopted from his former employer. Why was this system not effective for motivating the plant workers? Do you think that scrapping the fixed salary system and replacing it with the piece rate system was a good idea? What are some of the strengths and weaknesses of the piece rate system? Why was Andrew unsuccessful in his efforts to improve product quality? Do you think that a system of demerit points and wage deductions of the quality control workers would have been effective? Will more supervisors in the quality control department and shipping products to Singapore for final inspection solve the problem? What do you think would be an effective way to improve product quality? Were cross-cultural differences a factor on the effectiveness of the salary system? How effective do you think each system would have been if the plant was located in North America? Discuss the potential effects of implementing an MBO program in the plant. Do you think it would improve productivity and solve some of the problems? Are there any conditions under which the piece-rate system might have been more effective? What are some alternative ways to use pay to motivate the workers at the plant? Are there alternatives to the piece-rate system and how effective are they likely to be? What does this case say about using money as a motivator? What should Andrew do now? What would you do? ANSWERS QUESTION 1: The system was not effective for a number of reasons. It did not link pay to performance. Workers were paid a fixed salary based on the number of hours worked. This system does not take productivity into account as workers are paid the same amount per day regardless of the quantity produced. There is no incentive to reward workers for higher productivity and quality under this payment system. Another reason why the fixed salary system did not work was that it did not take cultural differences into account. Andrew imported an American business model that suited American employees who tend to have a highly individualistic culture. This is where workers perform their job based on what is required of them and do not care so much about other worker salaries but place more precedence over their own. The Chinese tend to have a culture of collectivism where each worker looks out for the best interests of their co-workers. Employees tend to place their collective goals ahead of those of the company and if both do not agree, a situation of lack of goal congruence results. QUESTION 2: Andrew adopted the same salary system as he seen used by his former employer and paid his workers a fixed salary based on the number of hours worked. The results of his actions were low productivity rates, and the workers demonstrated very little commitment to meeting the companys goals. Providing salaries for everyone changes labour cost from variable to fixed with serious employment security implications. The success of a fixed salary system requires stable, mature, responsible employees, a cooperative union, willing supervisors, and a workload that allows continuous employment. Based on the case it is evident that the fixed salary system adopted by Andrew was not successful hence we think that scrapping the fixed salary system and replacing it with the piece-rate system was a good idea but it  must be implemented with strict quality control programs. Piece-rate system usually works like this: An employee is guaranteed an hourly rate (probably the minimum wage) for performing an expected minimum output (the standard). For production over the standard, the employer pays so much per piece produced. Some of the strengths and weaknesses of the piece-rate system are as follows. Compared with a fixed salary system, the introduction of a piece-rate system usually leads to substantial increase in productivity. This system is a form of extrinsic motivation to employees. This means that the piece-rate pay, which stems from the work environment external to the task, motivates employees. According to the case, if workers produced at or below the minimum production standard for the day, they received additional money for each extra piece produced; hence they are motivated to produce above the rate in other to receive additional money. The piece-rate system may be designed to affect output other than performance. For example, employers may use the system to lower absenteeism and turnover. The system also allows employees to monitor the performance of individual employees, compare them and take the necessary actions based on the results and reduces non-value added activities which in turn lower cost. Along with the many strengths of the piece-rate system there are also some weaknesses. The use of the piece-rate system does increase output. Although production increases, other performance criteria may suffer for example quality. As mentioned in the case, after a short period of introducing the piece-rate system customer complained about low quality of the goods they were receiving from the company. Some employees are more inclined to perform better than other, since people have varying motivation to work. Employees may be dissatisfied if they have to work harder or if they feel manipulated by the system. And finally a piece-rate system that rewards individual productivity might decrease cooperation among workers. QUESTION 3: Andrews efforts were unsuccessful mainly because of the culture of the workers. The Chinese culture is one of collectivism which explains why the quality control inspectors chose to ignore products of poor quality. An implementation of a demerit system and wage deductions of quality workers may have worked but may have also had an adverse effect on the workforces motivation and their morale. The employment of additional supervisors and the shipping of final products may have also eased the situation but the question of whether the benefits outweigh the costs should be of major importance to Andrew as the chance of the company facing losses increases. Again, considering the culture of the workforce, there is a great possibility the most of the new supervisors can adopt the same attitude as the current ones. Presently, the method used by Andrew is a reactive one; an effective way to improve quality may be to have a more proactive system. Along with training the quality staff, Andrew should also train the production workers. The use of this preventative method will save a lot of resources that would otherwise go to waste. Andrew should also explain to all workers the true and long term cost of allowing product of poor quality to reach the market, which would be the loss of customers, the closing of the plant and their dismissal. QUESTION 4: Cross-cultural differences were a factor in the effectiveness of the salary systems. According to Hofstedes study, work-related values differ across culture. The North American culture is more individualistic whereas the culture in Asian countries such as China and Singapore is more collectivist. As a result, salary systems that emphasize individual initiative may not be successfully implemented in China as it would be in America. The collectivist culture in China emphasizes interdependence and loyalty to ones work group. If the plant was located in North America, the fixed salary system may not have been successful in increasing productivity because there in no incentive for employees to exert extra effort. In other words, the fixed salary system can be seen as unsuitable to the manufacturing industry, where improved productivity is important to the success of the firm. On the other hand, the piece-rate system can be effective if the plant was located in North America because given the countrys individualistic culture, employees would be more willing to exert individual effort to earn extra money. The company would benefit from increased productivity and highly motivated employees. In addition, the problem experienced with the quality control workers may not have been present if the company was located in North America. Given their individualistic nature, quality control employees in North America would not have accepted poor quality output from the production employees because it would not matter to them whether or not the production workers received a reduction in compensation. QUESTION 5: Management by Objectives (MBO) is a systematic, continuous management program designed to facilitate the establishment and accomplishment of goals as well as promote employee development. With an MBO program, objectives and goals for the organization are developed by top management and filtered down to the lower hierarchal levels. Chang Koh Metal Ptd Ltd is located in China, a country that values a high power distance between top management and other organizational members. As a result of this culture, employees value the goals of top management as it diffuses down the hierarchy. This would empower and motivate employees as they would feel as though they are part of the organization and therefore be more committed to serving it. When the goals are passed down to employees, they feel that they are pursuing a common objective, one that is shared by their coworkers. As a society that values collectivism among employees, the workers would feel that, by working towards common objectives, they are working towards the betterment of the  company. Workers at Chang Koh Metal Ptd Ltd are however not committed to the objectives and goals of the organization but hopefully through the MBO program they would realize the impact of their actions on others and on the organization as a whole. MBO programs aim to develop employees skills through training and employee interaction. At present, Jian Weis hiring practices allow people who do not have the skills necessary to perform a job to be hired for the job. By training the workers, Chang Koh Metal will benefit from increased productivity as skilled workers can be more efficient and effective in the workplace. Training will also solve the problem of poor quality as, through an MBO program, quality goals for both production and quality control employees can be set and adhered to. Employees can be trained to reduce internal and external failure of products while increasing prevention and appraisal procedures. This will result in financial savings to the organization. Periodic meeting can be held between workers and managers to monitor employees progress in achieving goals and review problems. An MBO program if implemented at Chang Koh Metal Ptd Ltd will solve the problems of lowered employee motivation, lack of skilled workers and lack of commitment towards the organization. Andrew Teo will be supportive of such a program because of his previous experience with American organizations but Jian Weis attitude will need to be changed. Jian Weis attitude is pro-collectivism as he seeks the best interest of the workers. However this attitude does not support the objectives of the organization as it hinders the effective quality control of products as well as aids in the violation of company rules and regulations against moonlighting and the use of company equipment to do so. The culture of the Chinese which includes high power distance and collectivism make it easy for the MBO programs to be implemented but attitude changes need to be made by the management before the program can be successful in Chang Koh Metal Ptd Ltd. QUESTION 6: The implementation of the piece rate system at the company did increase the  productivity of the workforce but at the expense of quality, so therefore, the conditions that may have made this pay system more effective should be focused on the maintenance of high quality with regards to the products. Firstly, the piece rate system may have worked better if the production workforce were properly trained to detect poor quality during the production process as this would minimize the proportion of the factory output that is below quality standards. Secondly, employees should be made aware of their task significance; this is impact of their job on others. By seeing the importance of what they do the workers may feel more needed which could increase their commitment to producing high quality products. A next and very important condition to be considered is the development of a quality circle within the organization. Involvement in this group can give employees a sense of empowerment. The quality circle would develop ways to improve quality; this may prove effective as it would be in compliance with the collectivist nature of the workers, Lastly, the use of total quality management in the factory can greatly improve the piece rate system. TQM is a systematic attempt to achieve continuous improvement in the quality of an organizations products and/ or services. This type of management encompasses aspects such as an obsession with customer satisfaction, a search for continuous improvement of processes, the prevention of quality error and high employee involvement and teamwork just to name a few. Top management must develop an atmosphere that is conducive to quality improvements. Workers must also be encouraged to provide feedback and to make suggestions. This, along with the aforementioned conditions should have a significant impact on the effectiveness of the piece rate system. QUESTION 7: Alternative wage incentive plans to link pay to performance at the production  plant include Profit sharing, Employee stock ownership programs, Gain sharing and Skilled based pay. Profit sharing is a group-oriented incentive system whereby when the firm makes a profit, some of the profit is returned to employees in the form of a bonus. This bonus can be paid in cash or in a deferred retirement fund. For Profit sharing to be considered, the firm must be profitable in the first place. Chang Koh Metal Ptd. Ltd. is not profitable currently. The general manager Andrew Teo could propose the profit sharing plan to the workers to motivate them to become more committed to the companys goals. Profits are only shared when the company makes a profit; however, profit sharing has some disadvantages associated with it that may cause Andrew to overlook this alternative completely. The problem with profit sharing is that there are too many factors beyond the control of the workforce that can affect profits no matter how productively workers perform their jobs. Such factors include the cost of raw materials, the state of the general economy such as a depression or slump, competition and other environmental factors the firm has no control over. Another disadvantage is that in a large firm, it is difficult to see the impact of ones work on profits, especially where the labour force is large. A second alternative to a piece rate system is Employee Stock Ownership Plans (ESOPs). This is an incentive plan that allows employees to own a predetermined portion of the companys shares and provide employees with a stake in the companys future success. By increasing employees stake in the company, employee stock options may increase employee loyalty and motivation due to workers becoming more aligned with the companys goals and interests. However just as with profit sharing, ESOPs have the problem of external factors affecting it. In Chang Koh Metal Ptd. Ltd., it may be difficult for employees to see the connection between their efforts and company profits. Also various factors can influence the value of a companys stock beside employee effort and performance. Unlike the previous alternatives, Gain sharing rewards workers performance based on factors the worker can control to improve productivity. External factors that the worker has no control tend to be overlooked. An example of a common gain sharing plan is the Scanlon Plan whereby managers and employees work together to solve problems  and pay is used to reward employees for cooperative behavior. At Chang Koh Metal Ptd. Ltd., gain sharing can be considered a good alternative to the piece rate system. Gain sharing builds trust, commitment and loyalty through extensive workforce participation. It can align employee goals with those of the company due to increased participation and teamwork by employees, who in turn learn more about the organization and focus on organizational objectives. One disadvantage of this incentive plan is that it focuses only on productivity and may neglect other important objectives such as quality. Andrew can overcome this by perhaps combining gain sharing with other programs such as Total Quality Management (TQM) to make it more effective. QUESTION 8: There are many adjustments in which Andrew can adopt. Firstly, Andrew and Jian Wei should have a meeting and discuss their differences, in order to solve or work out their problems. This is an important issue, because in order to manage a company effectively managers need to be able to work together. Secondly, it is clearly stated that the companys recruitment and selection process was inefficient. The employees were hired, based on an informal basis. Andrew has a fairly good idea on how to adopt this strategy that is, selecting the right people with the right qualifications in the right position. Most of the employees in the company were unqualified and did not have the appropriate skills to perform the tasks. By implementing an effective recruitment and selection program the problems of low productivity and morale will be solved. Furthermore, instead of training the quality control supervisors, Andrew also needs to train the production workers. He should emphasize the long term problems of not producing quality goods through quality control programs. In order to alleviate the problem of the technicians using the in maintenance machine to do moonlighting work, Andrew should have regular meetings with the employees. This would ensure that employees know about the rules and regulations of the company. These are some of the steps in which Andrew can put into place in order to improve the level of productivity and quality of the employees. As a manager, I would try to work out the differences with Jian Wei, in order to ensure a smooth flow in operations, throughout the company. The culture of the organization and employees would also be important. Analyzing the culture of the employees would help in establishing an effective and efficient workforce within the organization. Implementing this strategy would aid the other managers in preparing and analyzing strategies that will best suit the culture of the workforce. Furthermore, understanding the culture and attitudes of the employees would also help the human resource managers of the organization design specific motivational strategies to increase the morale of the employees. They would be able to distinguish whether the workers are intrinsically or extrinsically motivated within the plant. Another strategy that I would consider is to encourage cohesive teamwork amongst the workers throughout the plant. This action would increase the benefits of the piece-rate salary system. Also, since the employees would be working in groups, more collaboration will be taking place, as well as the workers will feel more committed within the organization. One of the main reasons why Chang Koh Metal Ptd. Ltd. is experiencing a number of quality problems is because of the recruitment of unqualified workers. As a manager I would recommend, that despite the lower operating costs of employing cheap labour qualified and skilled workers should be selected. One has to remember that in order for an organization to be successful it relies on the output from the employees. These are some of the things that I would implement as a manager in Chang Koh Limited.

Genetics and the Future :: Science Biology Genes Essays Papers

Rows upon rows of â€Å"perfect† people walk in straight lines. All have the same hair, eye, and skin color. They all resemble each other. The environment around them is lifeless; the lack of trees and living animals is awkwardly noticeable. Overhead a flying automobile soars past and swerves around enormous skyscrapers. All this was accomplished through both science and technology. Is this a farfetched notion of the future? Can science and technology really create a society like this? How will it affect our lives here in the Valley and in the world around us? Science has always been with us. Science is the observation of the problems of the world around us, and the experimentation to find solutions to these problems. It was science that allowed primitive man to wonder about his origins, his creator and the world around him. If we look at the role of science in the human race we see that it has allowed for the unified progression of all. In the beginning primitive ma n relied heavily on personal beliefs of both good and bad spirits and that of a Supreme Being. Later beliefs became more complex and religion was a vital part of everyone’s life. The ability to think differently grew due to increase advancement in science and technology during the Renaissance period. The freedom of thought and proposal of ideas by philosophers provided for exchanging and creation of diverse ideas. It was in that type of environment that ideas such as that of Darwin’s Origins of Species were proposed. In modern times when people hear of genetics images of cars overturned by dinosaurs gone mad, from the famous motion picture Jurassic Park, and of the cloned sheep Dolly prancing around in the prairie come to mind. The genetic revolution in particular gives us all an optimistic future to the world in which we are living in today. The genetic revolution will give a different facet to medicine, agriculture, and society as a whole. The genetic revolution will help health professionals provide a different type of care for their patients. The genetic revolution offers enormous promises for those sufferings chronic diseases. Research laboratories around the world are busily sequencing, identifying, and switching genes among different species. Genetic engineering techniques promise cures for various diseases such as cystic fibrosis and kidney disease.

Interperson Communication Skills

It was only around the sass's that it became consider as an actual practice (Benjamin, 2006). This assignment will deal with some of the most influential of these psychological practices which have developed and evolved since the inception psychology all those years ago. This will be achieved in the way of Deadlier, Gestalt and Person-centered therapies as examples. This will involve focused commentary on their historical background and key concepts with mention given to the therapeutic goals of each of the respective theories. â€Å"Psychology has a long past, but only a short history. (Boring, 1929, p. 9) Deadlier Psychology Deadlier psychology is the psychological method founded by Alfred Adler which was formulated around the idea of â€Å"individual psychology'. Individual Psychology is a humanistic approach and is a modification of Freud ‘s psychoanalysis which encapsulates a body of ideas and approaches more focused on our actual motivations, as an indivisible whole, in our behavior towards a life goal. These goals come in divisions of short term and long term with all the stops in-between being goals that indeed affected our behavior today in our everyday lives.It was Adler ‘s insistence that people were motivated by social influences (as nothing materializes in isolation) and that one was, to a large extent, responsible for who they are and couldn't blame others for the predicaments and short comings they may be experiencing in their current existence (Adler, 1964). Deadlier psychology believes that a person forms a methodology to life within the first 6 years of living and the therapy places great focus on feelings of inferiority.However these feelings of inferiority are not viewed as symbols of deficiency or fragility, but rather a driving source of creativity (Corey, 2009). Deadlier Psychology calls these feelings of inferiority â€Å"the inferiority complex† (which is defined as an intense feeling of inadequacy often culminating in shyness or general evasive behavior) and the therapy is often associated with â€Å"the superiority complex† (defined as the overblown or distorted feeling of superiority to others), albeit Deadlier psychology renders the latter as more of a defense mechanism for those who truly do feel inferior to others (Adler, 1998).In therapy, Deadlines endeavourer to look at the life of the individual from his subjective reality as they believe how the client perceives life is ended more important that what reality demonstrates. This is called the phenomenological perspective and will incorporate various aspects of the clients thought process including his viewpoint, sentiments, beliefs and values. This is of utmost importance as in order to understand the whole person, deadlier psychology states that we cannot be understood in pieces but rather all components of ourselves must be comprehended as a unified whole.This is known as the holistic concept (Corey, 2009). It is here where ef fective empathy is especially important in this hereby, which is in contradiction of Freudian theory that the client must be a blank slate. It would be this empathy and the fact that Freudian therapy encouraged the analyst to be silent during free association, whilst Deadlier psychologists are encouraged to make inquiries and have discussions about the client that would be considered 2 of the major differences in the respective theories (Burrow, 1917). At the beginning of this section on Deadlier psychology I made referenced to the importance of social influences.These influences are articulated as social interest ND are defined as the theory that endeavourers to characterize the relationship between an individual and the people he deals with in his community. It is a trait that is inherent in all human beings which can be trained and developed. Deadlines testify that the more refined and developed ones social interest is, the more it will lessen any feelings of inferiority (Adler, 1998). In therapy, the Deadlier psychologist will attempt an assessment of the clients â€Å"family constellation† which encapsulates the circumstances an individual is born into, including gender and birthing order (Adler, 1964).Particular attention is given to the relationship between siblings in the birthing order and continues through the individuals early recollections. These recollections are very important as they create formative happenings that emphatically develop ones personality. It is hoped that by the end of this process the client will be able to recognize or discern where they went wrong, which could range from conceptual errors and adverse processes (Adler, 1998). Deadlier psychology goes further to say that even though children may be raised in to their location in the birth order.Generally the oldest child enjoys more attention ND whilst no other siblings have been born, has a tendency to be spoiled more. This all changes, however, at the arrival of a new s ibling and will generally find them self evicted from the favored position. The second child from the time of birth shares the attention with the first born, but competitiveness develops which can have an influence their development later in life. This second born is generally quite the opposite of the elder sibling. The middle child often feels excluded.A burden is laid on this child as they often become the middle man, the keeper of the peace who tries their best to keep situations together. The youngest child will always be viewed as the baby and results in the individual being pampered and has a tendency to get things their way. The only child seems to be a mixture of sorts. They share some similarities of the oldest child in this model, but tend not to discover how to share or collaborate with others their age. The only child is also often pampered like the aforementioned youngest child and may want to be the centre of attention at all times (Corey, 2009).In the preceding text I made references to the pampering of a child. Deadlines believe that pampering does play a direct role in a child's placement as spoilt children are raised to expect their requests to be law. This is a result of the parenting figures allowing the child a feeling of eminence, a feeling that the child can get almost anything they want without them striving to have earned it and this generally leads to the child believing this eminence is a birthright. For these children it has become commonplace for them to take and not to give.All this as a consequence could result in the child later in life losing their independence, and not knowing how to resolve issues for themselves (Adler, 1998). In my studies of Freud and Jung I was very intrigued in their dream analysis so was very interested to see how Deadlier psychology views this concept. Whereas Freud viewed dreams as a method of solving issues from the past, Deadlier psychology rather views dreams as a recital of conceivable future even ts and could reflect an individual's current issues (Corey, 2009). Meanings are not determined by situations, but we determine ourselves by the meanings we give to situations. † (Adler, 1937, p. 14). Person-centered Therapy Person-centered therapy (also referred to as Organic Psychology) is the psychological method founded by the humanistic psychologist Carl Rogers. It is centered on the idea that the individual has enormous potential for understanding themselves and therefore is best placed in the resolving of their own issues without any direct interjections from the therapist. Hence the therapy revolves around the individual as the promoter and architect of their own self change (Corey, 2009).So it would be pertinent to say that one ‘s self concept is of great emphasis in this therapy and thus is defined as the personal perceptions one believes about themselves (Rogers, 2003). The therapy furthermore states that all of us have the capacity for growth towards fulfillme nt of our life ‘s wishes and aspirations. That being said, it is of utmost importance that the therapist provides a comfortable threat free environment for the individual, as to lower their guard, to make it easier for them to defensiveness (Meaner & Throne, 2007).If the aforementioned life aspirations, potentials and fulfillment are indeed reached this is referred to as self actualization and it is the conviction of this therapy that this tendency is the one essential motive driving all of us. If this tendency is promoted and helped along, the person will flourish and develop and start living what they term â€Å"the good life†. By â€Å"the good life† the therapy is referring to the idea that the individual will have reached an apex of a positive mental outlook, have reached a level of congruence and would begin to trust their feelings.Conversely if that tendency is constrained or blocked, the person will deteriorate and/or have greater difficulties (Rogers, 19 51). The importance of this can never be underestimated and is of particular importance as Rogers confirms: â€Å"The organism has one basic tendency and striving – to actuality, maintain, and enhance the experiencing organism† (Rogers, 1951, p. 487). The organism Rogers (and indeed the entire therapy in general) in that quote makes reference to is the individual person as a whole inclusive of one ‘s emotions, thoughts and welfare (Rogers, 2003).Person-centered therapy has similarities to Deadlier psychology in the way of Idler's social interest concepts which reflects in Rogers core conditions of therapeutic change. The basis of this is in the emphasis Deadlier psychology invests in caring ND empathy being at the centre of therapy regarding social interest (Watts, 1998), but whereas Deadlier psychology tries to get to the crux of the issue through applied techniques, the Person-centered therapist is non-directive and allows the client to lead the conversation.Th e therapist will ask questions and forward scenarios relevant to what the client is discussing, without answering any directed questions, in an attempt to empower the client to indeed realize the issue at hand and the solution to it for themselves (Rogers, 2003). Initially there were 6 conditions that ere fundamental to Person-centered therapy that are necessary in order to achieve therapeutic change and stimulate growth in a client. The first of these is that two people must engage in psychological contact in order for therapy to commence.The second condition refers to the fact that the client is assumed to be in a state of incongruence (the discrepancy between the matching of your experiences and awareness which results in there being an imbalance between the alignment of your feelings and actions). The next condition is that the therapist himself must be fully self-aware and congruent with the client at all times. The fourth condition is that the therapist portrays unconditional positive regard (UPPER) towards the client.At number five is that the therapist must, above all else, display empathic understanding towards what the client reveals without getting emotionally involved. The final condition is that the expression to the client of the therapist's empathy and positive regard must be achieved to a minimal degree (Rogers, 1957). Over the years, however, the aforementioned 6 conditions have developed, revised and hence reduced to 3 core conditions as over time the others were viewed as nonessential.The 3 conditions that remained and are practiced today are firstly â€Å"congruence†; defined in Person-centered therapy as the therapist having to be as genuine as he possible can towards the client, which is essential as it aids in the establishment of trust between the client and the therapist and thus is considered by many to be the most important part of counseling. The second core condition is â€Å"empathy', which is the issue at hand from the cl ient's perspective (I. E. – what the client is feeling). The therapist needs to appear incredibly authentic and sensitive during sessions, but just always be careful not to confuse empathy with sympathy.Furthermore the therapist must pay attention to the client's experiences as if they were their own, but not at the expense of becoming lost in those emotions. This is referred to as accurate emphatic understanding. The third core condition is â€Å"unconditional positive regard and acceptance† (UPPER). This encapsulates the concept that regardless what the client reveals during therapy, be it good or bad, it will be accepted unconditionally by the therapist with no Judgment passed whilst showing meaningful and genuine understanding for the client.This leads to the client being more at ease and more willing to share experiences without fear of being Judged (Corey, 2009). Person- centered therapy believes that these conditions, as well as the aforementioned self actualiza tion, are all necessary in the achievement of becoming a â€Å"fully functioning person†. A â€Å"fully functional person† is the state of being reached when a person is fully congruent and comfortable with living life in the present (I. E. – not held back by past bad experiences and lives considerably more freely) and when the client has cached this state, it is then that the therapist will begin the â€Å"ending† discussion.The â€Å"ending† discussion refers to the therapist initiating the idea of terminating the sessions as sooner or later; the client needs to go it on their own (Meaner & Throne, 2007). â€Å"It is the client who knows what hurts, what directions to go, what problems are crucial, what experiences have been deeply buried† (Rogers, 1961, p. 11). Gestalt Therapy Gestalt therapy is the existential, phenomenological and process based approach formulated by Frizz and Laura Peres which focuses on the human mind and behavior n i ts entirety in relation to the individual's environment (I. E. The whole is more relevant than the quantity of its parts). Gestalt too initially stemmed from Freud ‘s psychoanalytic ideals, but took issue with Freud ‘s view of individual's being mechanistic and insisted how one acts and reacts in the present is far more important than understanding ones past (Corey, 2009). This isn't to say the past was completely overlooked and undervalued, but its relevance was more focused on how events and situations affects one now in the present as all our adaptations to the resistances and events we experienced through our development manifests in our present (Peres, 1969).Clients who engage in Gestalt therapy are generally in a phase of existential dilemma and need to learn to be accountable for their own existence. Gestalt therapy believed that the solution to such issues was found in the client gaining awareness and once this was achieved, genuine adjustments and changes would happen naturally (Nelson-Jones, 2000). Gestalt therapists in the quest for the client to become aware will encourage the client to face the experience in question head on, rather than simply discuss it.For example instead of discussing the bullied abuse the client received at school, the client will be urged to try becoming that tormented child during sessions. This awareness was made up of the client being able to be self accepting and gaining a greater understanding of Person-centered therapy in the way they all prized empathy and accepted the notion of the client having the inherent capacity of being able to accomplish great freedoms and self-reliance.Gestalt does, however, differ from person-centered therapy fundamentally in the way person-centered therapy wishes to limit the therapist's role o that of to a passive mediator of information and that the client already deep down has the solutions (Rogers, 2003), whereas the Gestalt therapist isn't there to Just pay attention and li sten but also engage in dialogue and moreover make the client aware of what presently is happening (Peres, 1969).Furthermore these Gestalt therapy sessions don't follow particular guidelines so therapists are encouraged during to devise experiments and be creative to maximize the client's awareness to the â€Å"what† and the â€Å"how' they are doing things (Yonder, 1993). Gestalt therapy places significant stress on the concept of contact and believes it is necessary if growth is to take place during sessions with clients. Contact is defined as the audible, physical, visual, odorous and actual movement made between those involved in the therapy.Part of the importance of contact is also identifying the disruptions and defiance's to contact that may occur during therapy (Nelson-Jones, 2000) . The most common of these resistances are: â€Å"Interjecting†, which refers to the acceptance of information without entirely considering whether it is something you potentially c oncur with and in most instances not even understanding its meaning. This form of resistance is loaded with ‘should haves', ‘must haves' and ‘l still need to do ‘s' during therapy. â€Å"Projecting† refers to us renouncing facets of ourselves by assigning them to our given environment.Every time we attempt to interpret the world, we project and we tend to see in other people what indeed belongs to us. â€Å"Retroflection† is when we grant ourselves what we indeed want from the environment (I. E. – doing to ourselves what we would actually like to do to another). â€Å"Confluence† involves the fading or blurring of the boundaries that stand between others and us. â€Å"Deflecting† is when he individual dilutes life in the way of making serious issues not seem as serious as they indeed are. Humor and changing of the subject are good examples of deflecting. Desensitizing† is when we chose to block out issues or scenarios we don't want to experience or identify. In Gestalt therapy, this is viewed as a fundamental resistance. â€Å"Egotism† gets a special mention under this section as whereas it isn't directly viewed in gestalt therapy as a resistance as such, it is a familiar component in all the manifestations of our impairments and has been recognized to interfere with good contact (Latter, 1973). In Gestalt therapy, the relationship between the client and the therapist is a dynamic communication which is characterized by empathy, acknowledgement and responsibility.This communication has 4 main aspects including â€Å"inclusion† (being as present as possible without passing any judgment on what the client has to say), â€Å"presence† (the therapist finds ways to express them self during the session towards the client), â€Å"commitment to dialogue† (makes for an understanding and allowance for communication between therapist and client) and â€Å"dialogue is lived† (implying the communication doesn't deed to be only verbal, but can in fact be any method that expresses energy between client and therapist) (Yonder, 1993).There are 6 main principles to Gestalt therapy and are characterized as follows: First is the principle of â€Å"field work†. This therapist gives special attention to how the client connects with his environment. Secondly is the principle of â€Å"holism† which quite simply put, includes everything about the client including thoughts, emotions, dreams and reactions as gestalt therapists assign no preferable value to a particular part of the client. â€Å"Unfinished equines† is the third principle and in gestalt therapy is construed as the unspoken or unexpressed feelings that seem to have attached themselves to specific memories from our past.These feelings can raise their ugly head in our lives and be demonstrated by means of resentment, anxiety, anger and guilt. These hide in the background of our being and find their way into the present in a number of self- defeating expressions and acts. The fourth principle is â€Å"the figure-formation process† which pays attention to how the client regulates and shapes their surroundings from nocturne to Juncture. It furthermore keeps a keen eye on how some element of the environment can appear from the client's background and make itself a centerpiece of the client's attention. Organism self-regulation† is the fifth principle and it makes reference to the innovative adjustment the client makes in relation to his surroundings. The final principle is called â€Å"the now' and is focused on the client truly being in the present as attention given to events from the past, as well as the future, could be a mental diversion to keep the client from dealing with issues in the present moment (Corey, 2009). â€Å"I am not in this world to live up to other people's expectations, nor do I feel that the world must live up to mine. † (Peres, 1969, p. 21).Conclusion In the modern day there is a plethora of psychological methods and therapies, which begs the question: â€Å"Which one is the best and most practical to adopt? † I don't imagine there is a clear and elementary answer to this question, but if I had to be as bold to commit to an answer, I'd imagine my answer would be: â€Å"Somewhere in- between. † My answer isn't as cryptic and inconclusive as it may first appear as wrought all my research for this assignment, as well as previous endeavourers, I have recognized that all the respective methods have their pertinent, compelling and intriguing arguments or merits.They also do, however, seem to have their limitations to lesser or greater degree. So for myself it would make practical sense to use one approach as a basis for therapy, but include all the redeeming aspects of the others if need be. Regardless of one ‘s viewpoint on the approaches I have discussed in this assignment, I can à ¢â‚¬Ëœt help but feel the more tools we have at our disposal, the better

The Importance Of Communication And Its Effect On...

Abstract: As in any other discipline of business the importance of communication cannot be overemphasized in managing projects. Statistics show that seventy four percent of projects are unsuccessful. One of the many factors that contribute to the failure of these projects is poor or insufficient communication. By taking a closer look at the three main phases of projects - initiation, execution and closedown we can try to determine the role and impact of communication during each phase. Project Communications Management: Communications management is the systematic planning, implementing, monitoring, and revision of all the channels of communication within an organization, and between organizations; it also includes the organization and dissemination of new communication directives connected with an organization, network, or communications technology. Aspects of communications management include developing corporate communication strategies, designing internal and external communications directives, and managing the flow of information, including online communication. As listed by Kerzner: Typical literary definitions of effective communications include: †¢ An exchange of information †¢ An act or instance of transmitting information †¢ A verbal or written message †¢ A technique for expressing ideas effectively †¢ A process by which meanings are exchanged between individuals through a common system of symbols. 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