Solar Cell :: essays research papers fc

Solar cellsSolar cells today are mostly made of te, one of the most commonelements on Earth. The crystalline silicon solar cell was one of the firsttypes to be developed and it is still the most common type in use today.They do not infect the atmosphere and they leave behind no harmful wasteproducts. Photovoltaic cells work effectively even in cloudy weather andunlike solar heaters, are more efficient at low temperatures. They do theirjob silently and there are no moving parts to wear out. It is no wonderthat one marvels on how such a device would function.To understand how a solar cell works, it is necessary to go back tosome fundamental atomic concepts. In the simplest model of the atom, electronsorbit a central nucleus, composed of protons and neutrons. each electroncarries one negative charge and each proton one imperative charge. Neutronscarry no charge. Every atom has the same number of electrons as there areprotons, so, on the whole, it is electrically neutral. The electr ons havediscrete kinetic vital force levels, which increase with the orbital radius.When atoms bond together to form a solid, the electron energy levels mergeinto bands. In electrical conductors, these bands are continuous but ininsulators and semiconductors there is an "energy gap", in which noelectron orbits can exist, between the inner valence band and outerconductivity band Book 1. valence electrons help to bind together the atomsin a solid by orbiting 2 adjacent nucleii, while conduction electrons,being less closely bounce to the nucleii, are free to move in response to anapplied voltage or electric field. The fewer conduction electrons there are,the higher the electrical resistor of the material.In semiconductors, the materials from which solar sells are made, theenergy gap Eg is fairly small. Because of this, electrons in the valenceband can easily be made to jump to the conduction band by the injection ofenergy, either in the form of heat or light Book 4. This ex plains why thehigh resistivity of semiconductors decreases as the temperature is raisedor the material illuminated. The excitation of valence electrons to theconduction band is best accomplished when the semiconductor is in thecrystalline state, i.e. when the atoms are arranged in a deadgeometrical formation or "lattice".At room temperature and low illumination, pure or so-called"intrinsic" semiconductors have a high resistivity. just the resistivity canbe greatly reduced by "doping", i.e. introducing a very small amount ofimpurity, of the order of one in a meg atoms. There are 2 kinds of

Potential for Large Scale Ethanol Production Essay -- Renewable Fuel

strength for Large Scale Ethanol exertion Recent legislation by the companionable intercourse of the fall in States has created a mandate for 5 billion gallons of re bracingable enkindle (notably ethanol) to be consumed annually by 2015. In light of this recent push for secondary fuels, many different biomass solutions have been considered to meet the thrust need for the two hundred million cars on the road. While the just about efficient bio-fuels are derived from palm fossil oil and sugarcane, the Unites States has begun to focus on the more regional corn crops to produce new renewable fuels. This program appears to have nifty potential towards achieving a sustainable incoming devoid of foreign oil dependence, until the economic implications of large-scale ethanol employment are considered. With that said, its important for the United States Government to understand the relative inefficiency, environmental, and social cost of large-scale ethanol production in the US. Ethanol is a fuel grade form of intoxicant that is produced from grain fermentation to create a clean, burnable oil alternative (Heinberg, 171). On a small scale, ethanol production appears to be a hard-nosed form of slide fastener for farmers, but is peculiar(a) by its lack of production facilities and unfavorable energy returned on energy invested. Ethanol has an extremely variable EROEI tally to several net energy analyses. Cornell prof David Pimentel put up a 29% net loss of energy afterwards conducting two independent tests. Both studies found that, the fuel cost more energy to produce than it eventually delivered to society. (Heinberg, 173) While this study painted a ban picture for ethanol production, a husbandry researcher recognized as much(prenominal) as a 77% energy profit although, a ... ... farmers needs. kit and caboodle Cited Evans, Michael K. The Economic Impact of the Demand for Ethanol. Chicago, IL Diane Co., 1997. 2 Apr. 2 007 . Hebert, Joseph H. Study Ethanol WonT sack Energy Problems. USA Today. 10 July 2006. 2 Apr. 2007 . Hirsch, Tim. Brazilian Biofuels Pulling Power. BBC. 8 Mar. 2007. 2 Apr. 2007 . Pica, Erich. Power Politics Linking Congress, race Contributions and Energy Policy. Friends of the Earth 6 (2003) 1-2. 2 Apr. 2007. Segelken, Roger. Ethanol. Health and Energy. 2 Apr. 2007 . Potential for Large Scale Ethanol Production Essay -- Renewable Fuel Potential for Large Scale Ethanol Production Recent legislation by the Congress of the United States has created a mandate for 5 billion gallons of renewable fuel (notably ethanol) to be consumed annually by 2015. In light of this recent push for alternative fuels, many different biomass solutions have been considered to meet the energy need for the 200 million cars on the road. While the most efficient bio-fuels are derived from palm oil and sugarcane, the Unites States has begun to focus on the more regional corn crops to produce new renewable fuels. This program appears to have great potential towards achieving a sustainable future devoid of foreign oil dependence, until the economic implications of large-scale ethanol production are considered. With that said, its important for the United States Government to understand the relative inefficiency, environmental, and social cost of large-scale ethanol production in the US. Ethanol is a fuel grade form of alcohol that is produced from grain fermentation to create a clean, burnable oil alternative (Heinberg, 171). On a small scale, ethanol production appears to be a practical form of energy for farmers, but is limited by its lack of production facilities and unfavorable energy returned on energy invested. Ethanol has an extremely variable EROEI according to several net energy analyses. Cornell professor David Pimentel found a 29% net loss of energy after conducting two independent tests. Both studies found that, the fuel cost more energ y to produce than it eventually delivered to society. (Heinberg, 173) While this study painted a negative picture for ethanol production, a USDA researcher recognized as much as a 77% energy profit although, a ... ... farmers needs. Works Cited Evans, Michael K. The Economic Impact of the Demand for Ethanol. Chicago, IL Diane Co., 1997. 2 Apr. 2007 . Hebert, Joseph H. Study Ethanol WonT Solve Energy Problems. USA Today. 10 July 2006. 2 Apr. 2007 . Hirsch, Tim. Brazilian Biofuels Pulling Power. BBC. 8 Mar. 2007. 2 Apr. 2007 . Pica, Erich. Power Politics Linking Congress, Campaign Contributions and Energy Policy. Friends of the Earth 6 (2003) 1-2. 2 Apr. 2007. Segelken, Roger. Ethanol. Health and Energy. 2 Apr. 2007 . Potential for Large Scale Ethanol Production Essay -- Renewable Fuel Potential for Large Scale Ethanol Production Recent legislation by the Congress of the United States has created a mandate for 5 billion gallons of renewable fuel (nota bly ethanol) to be consumed annually by 2015. In light of this recent push for alternative fuels, many different biomass solutions have been considered to meet the energy need for the 200 million cars on the road. While the most efficient bio-fuels are derived from palm oil and sugarcane, the Unites States has begun to focus on the more regional corn crops to produce new renewable fuels. This program appears to have great potential towards achieving a sustainable future devoid of foreign oil dependence, until the economic implications of large-scale ethanol production are considered. With that said, its important for the United States Government to understand the relative inefficiency, environmental, and social cost of large-scale ethanol production in the US. Ethanol is a fuel grade form of alcohol that is produced from grain fermentation to create a clean, burnable oil alternative (Heinberg, 171). On a small scale, ethanol production appears to be a practical form of en ergy for farmers, but is limited by its lack of production facilities and unfavorable energy returned on energy invested. Ethanol has an extremely variable EROEI according to several net energy analyses. Cornell professor David Pimentel found a 29% net loss of energy after conducting two independent tests. Both studies found that, the fuel cost more energy to produce than it eventually delivered to society. (Heinberg, 173) While this study painted a negative picture for ethanol production, a USDA researcher recognized as much as a 77% energy profit although, a ... ... farmers needs. Works Cited Evans, Michael K. The Economic Impact of the Demand for Ethanol. Chicago, IL Diane Co., 1997. 2 Apr. 2007 . Hebert, Joseph H. Study Ethanol WonT Solve Energy Problems. USA Today. 10 July 2006. 2 Apr. 2007 . Hirsch, Tim. Brazilian Biofuels Pulling Power. BBC. 8 Mar. 2007. 2 Apr. 2007 . Pica, Erich. Power Politics Linking Congress, Campaign Contributions and Energy Policy. Friends of the Earth 6 (2003) 1-2. 2 Apr. 2007. Segelken, Roger. Ethanol. Health and Energy. 2 Apr. 2007 .

Snowboarding trip :: essays research papers

Snowboarding can be an energizing, invigorating experience and I think that everyone who likes skateboarding should give it a try. Snowboarding is very like to skateboarding, the only differences are that you have to be strapped to the board and you need snow. The only type of equipment you need to snowboard is a snowboard and warm clothes. Snowboarding can be done at any ski resort and is growing in popularity.      On my nineteenth birthday I decided that I wanted to go to Peak-in-Peak ski resort. I c completelyed TJ, Scott, and Justin to invite them on this trip they all accepted my invention to go. The fact that the three of them have skateboarded with me for a number of years I knew that they would be enkindle in learning to snowboard what better time than this trip to do so. The ski resort that I had picked for the trip was in New York. Peak-in-Peak was perfect for all levels of snowboarding. I was most interested in the snowboard train park that was offe red there.     February 22, 2001 we arrived at our condo that I had rented for our weekend of excitement. It was Friday at about 500pm, the Friday of my birthday. After checking in we were all eager to hit the slopes. We all got changed into our snowboard gear and set out for some delight. TJ and Justin caught on to the sport very quickly, after a couple of falls they were up and going down the hill. Scott took a little more time and instruction from me to pick up the art of going down the hill. After all the fun snowboarding we went back to the condo with some newfound friends and had a party. The party got a bit out of control at about 300am and the police were soon there to bust up the party. We all were issued under

Benito Juarez Essay -- essays research papers

Benito Juarez was one of the most prominent and resourceful leaders in Mexicos history. He raised the standard of living and championed the poor. However, it took Juarez half his life to live such a dominant political figure.&9He was born in San Paulo Guelatao in the Mexican State of Oaxaca. His parents were Indians, and he was raised a sheepman boy. His parents died when he was three, leaving Benito to his unmarried uncle. His uncle believed that the only way for him to better his place in society was to become a priest. So, on December 18, 1818, Benito at the advance of twelve ran away to the metropolis to learn. He entered the city penniless, and didnt even speak the language.&9He soon got a job helping a bookbinder, and attended a parish school. He soon left the school because of discrimination, and social class divisions. He worked, and was then able to enroll in the Holy move through Seminary. Benito did not want to become a priest, but the free education kept him there. T hen, at 22 he entered the Institute of Sciences and Arts, and he studies Physics, and then law.&9In 1831 he finished his studies, and went to work in a law office. That same year, at age 25 he was elected to the position of city alderman. Then, in 1833 he was elected to the Oaxaca State legislature. Next, in 1834 he became the attorney for the state. Governments changed, as was characteristic in Latin America, and he was thrown in jail. He then was released, and gained support of both Libe...

Mans search for meaning Essay -- essays research papers fc

REACTION TO VICTOR FRANKLS MANS SEARCH FOR MEANINGFrankl attains as high a level of humanism in his writing as one would think doable of any scientist. His psychology is based on empiricism. His experiences as a captive in a Nazi concentration camp, stripped of everything but his bare existence, led him to explore the ultimate sense of meaning in human life. In own privileged western world we dont have to struggle for life and its essentials, like food. Furthermore, there is plenty to keep us busy, whether it be work or other forms of entertainment. In such an environment it is easy to forget or procrastinate in the search for lifes meaning. In Frankls account, the search for meaning had life-and-death implications, like the need for food and water. Having formed a theory so based on experience, Frankl is much slight schematic or cerebral than even the most humanistic of psychologists. Some of his conclusions are not unlike those of Abraham Maslow and Erich Fromm. This is clear i n the importance all threesome give to transcendence. He asserts that the more one forgets himselfthe more human he is and the more he actualizes himself (133). This assertion reminds one of Maslows definitions of peak experiences as those of transcendence. Maslow claims that it is possible to learn from such experiences in order to become more conscious of being. This idea firmly correlates with Frankls. The main concern for mankind is fulfilling a meaning. It is in this stage that Frank...

Mans search for meaning Essay -- essays research papers fc

REACTION TO VICTOR FRANKLS MANS SEARCH FOR MEANINGFrankl attains as high a level of humanism in his writing as one would think possible of any scientist. His psychology is based on empiricism. His experiences as a prisoner in a Nazi concentration camp, stripped of everything but his bare existence, led him to explore the ultimate sense of meaning in human liveliness. In own privileged western world we dont have to struggle for life and its essentials, like food. Furthermore, there is plenty to take for us busy, whether it be work or other forms of entertainment. In such an environment it is easy to forget or procrastinate in the search for lifes meaning. In Frankls account, the search for meaning had life-and-death implications, like the need for food and water. Having formed a theory so based on experience, Frankl is much less schematic or cerebral than even the most humanistic of psychologists. Some of his conclusions are not unlike those of Abraham Maslow and Erich Fromm. This is clear in the importance all three give to transcendence. He asserts that the more one forgets himselfthe more human he is and the more he actualizes himself (133). This assertion reminds one of Maslows definitions of measure experiences as those of transcendence. Maslow claims that it is possible to learn from such experiences in order to become more conscious of being. This idea firmly correlates with Frankls. The main concern for mankind is fulfilling a meaning. It is in this point that Frank...

Health Paper-Hypertension Essay

Hypertension also known as soaring crosscurrent hug is a common condition in which the force of the blood against your artery walls is naughty enough that it may eventually cause health problems, such as vegetable marrow disease. Blood b wishingmail is placed by the amount of blood your heart pumps and the amount of resistance to blood flow in your arteries. The more blood your heart pumps and the narrower your arteries, the blueer your blood thrust. spunky blood insisting is the leading cause of stroke and a major cause of heart attack. In the U.S alone, more than 30% of American adults have high blood blackjack level. Hypertension is often called the the silent killer because it rarely caauses symptoms, even as it inflicts serious damage to the body. You can have high blood pressure for years without any symptoms.If your blood pressure is uncontrolled it can increase your risk of serious health problems, including heart attack and stroke. High blood pressure develops over many years, and it affects nearly everyone eventually. Although high blood pressure is most common in adults, children may be at risk also. For some children, high blood pressure is caused by problems with the kidneys or heart. But for a growing number of kids, poor life-style habits, such as an unhealthy diet and lack of exercise contribute to high blood pressure. Most people with high blood pressure have no signs or symptoms, even if blood pressure readings reach dangerously high levels.Although a few people with early map high blood pressure may have dull headaches, whacky spells or a few more nosebleeds than normal, these signs and symptoms typically dont occur until high blood pressure has reached a severe, even life laboured stage. Thankfully, high blood pressure can be easily detected. Once you know you have it you can work with your doctor in controlling it. in that location are cardinal types of high blood pressure. First, Primary (essential) hypertension. For mo st adults, theres no identifiable cause of high blood pressure. This type of high blood pressure, tends to develop gradually over many years. Second, Seconday hypertension. Some people have high blood pressure caused by an underlying condition. This type of high blood pressure, tends to appear suddenly and cause high blood pressure than does primary hypertension. Various conditions and medications can lead tosecondary hypertension.High blood pressure has many risk factors including age(the risk of high blood pressure increases as you age), race, family history, being overweight or obese(the more you weigh,the more blood you need to furnish oxygen and nutrients you your tissues), not being physically active, using tobacco, using to much salt in your diet(too much salt can cause your body to have fluid which increases blood pressure), too little potassiium in your diet, too little vitamin D in your diet, drinking alcohol, stress and certain chronic conditions.The excessive pressure on your artery walls caused by high blood pressure can damage your blood vessels, as well as organs in your body. The higher your blood pressure and the longer it goes uncontrolled, the greater the damage. High blood pressure can cause hardening and thickening of the arteries, which can lead to a heart attack, stroke or other complications.Blood pressure is measured with an inflatable arm cuff and pressure measuring gauge. A blood pressure reading, has two numbers. The first, or upper, number measures the pressure in your arteries when your heart beats which is called systolic pressure. The second, or lower, number measures the pressure in your arteries between beats which is called diastolic pressure. in that respect are four general blood pressure measurements. Fist, normal blood pressue. Your blood pressure is normal if its below 120/80. However, some doctors recomment cxv/75 as a better goal.Once blood pressure rises above 115/75 the risk of cardiovascular disease begins to in crease. Second, prehypertension. Prehypertension is a blood pressure measurement of 120/80 to 139/89. Prehypertension tends to get worse over time. Third, Stage 1 hypertension. Stage 1 hypertension is a blood pressure reading ranging from 140/90 to 159/99. Fourth, Stage 2 hypertension. More severe hypertension, stage 2 hypertension is a blood pressure reading of clx/100 or higher. Changing your lifestyle can go a long way torward controlling high blood pressure.But sometimes lifestyle changes arent enough. In addition to diet and exercise, your doctor may recommend medication to lower your blood pressure. Which category of medication your doctor prescribes depends on your stage of high blood pressure and weather you also have other medicalproblems.Its never too early to make healthy lifestyle changes, such as quitting smoking, eating healthy foods and becoming more physically active. These are primary lines of defense against high blood pressure and its complications.ReferencesChoos ing Health by Lynch, Elmore, Morganwww.webmd.comwww.managingmybloodpressure.comSteadmans medical dictionary 28th Edition

Socrates as “Eros”

Esther Rodulfa PHL-1010H-LD01 09/18/12 Socrates as eros? Truly, delight takes on many contrasting forms. Love, for many centuries, has been given many different names. It also serves different functions. To distinguish a specific type of love, one of them is called eros. How love as eros whoremaster be defined is based upon the utilization of a specific writers perspective. Numerous published written works may account for the explanation of eros. In this Essay, Platos perception of love as eros entrust be described. Furthermore, how and why Socrates, of The Apology by Plato, embodies Platos definition of eros will be shown.This embodiment will be based off Platos eros as poor being, eros as an intermediary between matinee idol and men, and eros as resemblance of the immortal of Plenty, eros father (Needleman 15 17). According to Platos Symposium, eros has always been in need or poor (Needleman 16). Socrates embodiment of this description of eros can be seen in Platos The Apol ogy, where Socrates remain in infinite beggary (Plato 509) as a result of his commitment to his god through convicting Athenians of the condition of their souls and lives.Most of his time, Socrates converses with tidy sum and asks them questions pertaining their lifestyle. Due to this he does not have enough time to make earnings for himself. In return, some of his listeners put in time to hear him out and take on his advices (Plato 509). This even more takes time off from Socrates. Although others perceive this as Socrates direction the Athenians with a charge, not one witness testified of Socrates turn of eventsivity of charging fees from anyone (Plato 519), which proves his disinterest in obtaining monetary wealth that contributes to his impoverishment.It can be suggested that Socrates does not spend wide call of time in obtaining monetary wealth or pleasure (Plato 519) out-of-pocket to this commitment. He places more priority on his care for Athenians than tending for his own health. His full(a) dedication and sacrifice for others good sake contribute to his condition of being poor. Other than this, after Socrates was charged guilty, he had to offer an alternative penalty for himself. However, he said I have no property to pay (Plato 526) if ever his alternative penalty was to pay a fine.It can be implied from this Socrates deep poverty condition due to his inability to pay his freedom from the unjust guilty charges pressed against him. Since the death punishment upon him is too great, Socrates would need so much bullion to annul this punishment but as he said, he does not have any means of doing so due to his poverty. Another definition of eros, as Plato defines it, is an intermediary between paragon and men. By intermediary, it means that eros interpretsbetween gods and men (Needleman 15).He also delivers to men the commands of the gods (Needleman 15). Thus he brings connection between god and men. Socrates in The Apology embodies these charac teristics in few ways. During Socrates trial, he admits that he has been commanded by god (Plato 521) to rebuke the Athenians of their foolish ways and strike an epiphany of their lives wasted on money and fulfilling self-centred evil desires. He also says that he occasionally receives signal from God (Plato 529) whenever a wrong impulse is about move him.Since all he desires is fulfilling the right and just actions, he fully depends on the divine voice he claims to hear so the message of god will definitely reach the Athenians. In doing so, he will accomplish the gods commanded upon him. However, it seems that the Athenians do not desire moral living as commanded by the god Socrates follows. Nevertheless, Socrates stays on his task and does not give into discouragement as he serves his intermediary role. Moreover, Socrates emphasizes to the Athenians that I am really the one given to you by God (Plato 519).How he affirmed this is through his denial of self denial of own pleasure s, denial of health, and denial of own interest throughout his life for the sake of the Athenians virtue. Doubtlessly, denying or depriving self of fulfilling own selfish desires is difficult as human live for own selfish ends. Also, these selfish desires seems built-in to humans. Humans have natural tendencies to act according to what he or she desires, in spite of it being selfish and sometimes evil.In the Athenian society, which Socrates describes as a big thoroughbred horse (Plato 518) due to its riches, wealth, and greatness, it can be inferred that some of its citizens posses this riches and wealth, and for those who do not may have great desires for earning such wealth and power to, again, meet own selfish ends. However, Socrates differs from this in this that he never craved for wealth and richness, which makes him extraordinary and approve his claim as sent by the god to the Athenians.And, this confirms he embodies eros as the intermediary between god and men. Moreover, Pla to also defines eros through eros inheritance of his fathers, god of plenty, characteristics (Needleman 16). These characteristics include eros being bold, being rattling(a) as an enchanter, who fortify interest or curiosity, keen in pursuit of wisdom, and a philosopher at all times (Needleman 16). Socrates in The Apology displays these characteristics in many ways. Socrates boldness emanated from his audacious and specific address towards the Athenian citizens and officials.He sought out other well know citizens of great power and are known to have highest reputation (Plato 508) and cross-examined them to measure their wisdom. In particular, he approached poets and concluded that no wisdom enabled them to compose (Plato 508) and they resemble diviners and oracles by not understanding anything of what they say (Plato 508). As a poet whose passion is literature and is known for eloquence, creativity, and gift of poetic thoughts, for Socrates to make a claim of a poets void composit ion renders great disrespect on the poets part, and all the more proves Socrates boldness.Moreover, Socrates claims he cannot be damaged by either Meletos or Anytos proposed death punishment to Socrates for he thought the double-dyed(a) law forbids a better man to be hurt by worse (Plato 518). By this, he referred the better man as himself and the worse as either Meletos or Anytos. Apparently, these men have some power as they represent those people who may have been offended by Socrates. Yet Socrates boldly acknowledges them as worse than himself. Other than this, Socrates honestly claims that he exposes and hinders the many unjust and illegal doings (Plato 519) of the Athenian state.Certainly, the Athenians would totally dislike Socrates for admitting these deeds of his yet he carelessly and publicly declares this during the trial. Beside this, Socrates fully declares that the Athens lives are wrong (Plato 528) and ending his life would not stop any reproach to come upon them. H is confidence on this matter can also stir up more irritation among the crowd but he still bravely announced this. From each examples Socrates gave during his trial, he was aware of the risks yet due to his audacity, he was able to get across his message to the Athenians.Other than his boldness, Socrates also embodies eros as someone who is terrible as an enchanter and who interlace the curiosity and interest of his audience (Needleman 16). He achieves this through his talent of clever wordings and phrases to connect to and capture attention of the Athenians. Socrates often used phrases such as I beg and pray you most earnestly (Plato 503), I appeal to most of you to bear me out (Plato 505), dont make an uproar, gentlemen, remain quiet as I begged you, hear me without uproar at what I have to say (Plato 507) and many others.Through these, he can captivate their attention and hinder a realistic uproar among them so he can clearly deliver his message to them. For a crowd of 501 peopl e, it will be difficult to counteract uproar if it arises. just now it turns out that Socrates had the situation under control while he delivered his speech on his trial day. This reflects his strong enchanting abilities, just like eros. Socrates also has a talent of stirring up interest of those that he speaks to.Although some citizens of Athens have been offended by Socrates conviction, some of them were actually delighted to hear people being cross-examined (Plato 509) and that some of them chose to imitate Socrates ways of making people, who thinks they have wisdom, realize that they have no wisdom at all. Furthermore, Socrates embodies eros through their resemblance in keen pursuit of wisdom and being a philosopher at all times (Needleman 16). As he was going about cross-examining people, he approached the craftsmen (Plato 508). He has no knowledge of being crafty.But since he loves gaining knowledge, whatever it may be, he continued his talk with them since he knew he would l earn something that has much of real value (Plato 508). passage further his trial, Socrates assures the citizens that he will never cease being a philosopher (Plato 517) and that he will continue giving advice and cross-examining and testing those who think they possess wisdom. unconstipated if this costs him his life on the line, Socrates will insist in doing these to anyone he comes across with. After the jury finally approves his death punishment, Socrates found the decision lucky because he will have the hance to cross-examine and investigate those who have deceased, including Troy, Odysseus, and Sisyphos, of whether they are wise or not (Plato 530). Socrates perceives this as his infinity of happiness (Plato 530) if he does meet these great men and other numerous men and women because in the second life, he believes he will gain immortality, and he can infinitely live as a philosopher there. Surely, Socrates has strong desires for gaining knowledge and for living all his lif e as a philosopher. In conclusion, although there are many ways in which love can be defined, Platos definition of eros has been utilized.The definition for this eros love refers to eros being a poor being, eros being the intermediary between god and men, and eros being a resemblance of the god of Plentys characteristics. In analyzing Socrates of The Apology, we can see how he embodies Platos definition of eros and the reasons for this embodiment in many ways. Definitely, Socrates personify eros of Plato. Works Cited Page Needleman, Jacob. The Heart of Philosophy. 1st ed. bare-assed York Tarcher/Penguin, 2003. 15-17. Print. Plato, . The Apology. Trans. W. H. D. RouseGreat Dialogues Of Plato. New York Signet Classics, 2008. 502-531. Print.

New Hire Orientation: A New Approach Essay

It is the first day of your modernistic job. After arriving, suddenly you flashback to the last time you were in this situation. A dreadful feeling comes either over as you recall how boring and useless that first week was. Five geezerhood of your life you impart never bear back. It was so awful the thought of turning around and leaving crosses your mind. Is this job really worth it? Little do you know that this time it willing be diverse because you ar work uping for Peabody qualification. They have just launched an innovative impudent Hire orientation variant course of study that will leave a positive impression. never again will the words New Hire Orientation cause drowsiness New research has proven that there are better shipway to introduce new employees to a company than have been practiced in the past (Hemsley, 2012). Seeking go forth the most efficient and effective programmes is becoming common practice with most Fortune 500 companies. It is important that they get the biggest return on investment possible in this economy (Hemsley, 2012). While there is no slow answer, the process of changing and implementing any training program is no easy task. The following analysis of Peabody Energys New hire Orientation will describe the process in which it was developed, the content, the format in which is administered, and finally the evaluation. After consulting with Katie Schaller, Learning & Development Representative at Peabody Energy, there were many considerations that had to be assessed before they started. Taking into account all of the negative baggage that is associated with a New Hire Orientation, they started with reviewing past surveys. They also interviewed subject matter experts from each part to identify the scope of study the new employees should receive round their respective areas. These responses helped guide the new program development. Objectives are important in any project. first come forward with solid list of exp ectations increases your chances of success by 300% (Morris, 2009). The first step in the process, before creating the objectives, is to perform a needs assessment. This is critical to picture if the training is even necessary (Noe, 2013). This first step should confirm that the need is non a performance issue, that it covers the correct content, and that the expectations are defined (Noe, 2013). In this assessment, it is presumed that the new employee could not have a performance issue, they need to know certain information in order to function at the company, and a timeline andbudget were established. fibIn the past, the New Hire Orientation at Peabody consisted of spending leash full long time in a conference room going over procedures, watching tellys, and trying to keep your eyes open. It lacked engagement and consideration for different information styles. This was a simple evolution of the company growing much big and faster than was planned. The old traditional traini ng for a company of 50 employees requisite to be restructured for a company of thousands located throughout the world. Not and did the physical locations grow, but the spectrum of talent matches. The company employs everyone from miners who work below the Earth, to Vice Presidents who hardly see the sun. Understanding that there is some common knowledge that they all need in order to be effective on the job is important. Fifty years ago, the company had less than 100 people and operated in three states. Technology was hardly a consideration. Most of the general company information was learning on the job. Having such a small pool of imagerys, it was fairly easy to navigate policies and procedures in different departments. In 2002, the company began expanding internationally. This brought with it many new challenges. Cultural difference, communication barriers, and logistics are just a few. It was during this time of growth that the sympathetic Resource Department created a desi gnated someone to handle the training and development. That was not exactly a strategic goal it just happened to fall on the person who took the most initiative. As things progressed, it was evident that a universal New Hire Training program should be established. Fast forward to 2008 when Katie Schaller joined the team with her work cut out for her. She brings with her a wealth of relevant knowledge in the training and development field.ObjectivesIt is in this context that objectives were created based on the companys business goals. The goal is to onboard new employees and acclimate them to our current systems as quickly as possible using minimal resources. Focusing on that, the program needed to streamline the information and use technology. The first objective was to modify the content and consider separating certain aspect of the training into more specified sections. For instance, if they were hired for instruction Technology, learning about thedifferent types of coal mined was beside the point. Sure, it would be nice to the difference between sub-bituminous and metallurgical, but not necessary in the first days of work. Basically a list of every job description was created and the common key words became the core of what the orientation should cover. Topics, such as the example about coal types, could be studied later in follow up training and development courses, like Coal 101. The next priority considered was learning styles. agree to the study done by Claxton and Murrell, there are four overturees to learning style. They are personality, information processing, social interactions, and instructional methods. Matching a students preferred method to their learning style can improve the learning experience (Claxton & Murrell, 1987). Who doesnt involve to do that? Trying to encompass all of those facets is tricky. They employ the surveys to invite out what matters most to the new hires and decided upon a mixed approach to appeal to the masses. It would be a computer-based training with the option of meeting in person for certain lessons. One way to implement the social interaction element is to host on-site meetings for the group of new hires in the relevant departments they will be interacting with. This will give them the opportunity to meet key contacts as well as get to know the layout of the office (Brown & Rusnak, 2011). Feeling a brain of belonging is vital to success (Brown & Rusnak, 2011).FormatThis self-paced course is designed to provide new employees with information that they need to know and also information that they might want to know as they begin their career with Peabody Energy. It is offered online to allow participates to work at their own pace, from their own computer, with optional face to face discussions. They are asked to complete the faint tax paperwork portion prior to arrival. This ensures they are not bogged down with mundane tasks right off the bat. The remainder of the course should be finis hed within 30 days of his or her hire understand. A network lunch is offered quarterly at the St. Louis office to begin to build a network with new colleagues, team members, and other key stakeholders within our organization. As mentioned earlier, meetings will be scheduled according to schedules, in each relevant department. This will allow hands on experience with the people they will be interacting with and how the processes work.The learning objectives for this orientation training are to understand Peabodys mission, strategy, and history. Employees will become familiar with the companys Total Rewards philosophy. They should understand how to navigate and utilize Peabodys performance evaluation process. Recognizing Peabody Energys Leadership Pillars and how they are demonstrated on the job will be discussed. They will understand the company policies and procedures in areas such as information technology, security, human resources, and travel. Finally, new employees will learn w here to go for information and find answers to their questions.ContentUpon receiving their invitation via email, they can click on the hyperlink and sign in to begin at their convenience. At any time they can stop the training program and begin again from that point. There are 15 unavoidable subjects they need to pass and over 25 additional resource folders. The entire training of the required fields takes approximately 120 minutes. Katie Schaller welcomes with verbal instructions on how to navigate the training program and what is expected of them. Next is a recorded PowerPoint listing the course description and learning objectives. Following is a two minute welcome video from Greg Boyce, our Chairman and CEO. New employees then watch a company video discussing the importance of energy and how Peabody plays a part in the global market. Steve Callahan, Vice President of Corporate and International Human Resources, delivers a presentation explaining how Francis Peabody started the c ompany in 1883, a historic timeline, and maps showing where our offices and mines are located around the world. The presentations continue in areas such as inclusion and diversity, company credit card and out of pocket expense policies, security, information technology, talent management, total rewards, travel policies, community relations, and compliance training. Each area is presented by someone from the respective department. After finish each section, the new employee concludes with a quiz. Upon completion of the entire training, a confidential survey is sent to the participants. This is to gain feedback on how the program was received and any improvements or changes that should be considered.Learning TheoriesThe design of this training program considers several learning theories, allof which assist in the transfer of information. The main Learning Theory utilize for this program is the Need Theory. This theory is designed for those who need to know something (Noe, 2013). Any one experiencing a deficiency in knowledge uses this. Because this targets new employees, they are a clean slate to absorb all the new information before them. They will feel a sense of cheer by completing this program. There are directs of satisfaction that have created some controversy between Alderfer and Maslow. Alderfer seems to believe that if the higher level needs of satisfaction is are not met, that employees refocus on lower level needs (Noe, 2013). Other theorists talk about achievement and standards of excellence (Noe, 2013). Reinforcement theory was actually used by the design team when they tailored the program to the results of the recent new hire surveys. They avoided certain topics and added more of what was truly needed. They used past outcomes to determine future results. The Adult learning theory, or andragogy, is another approach used because all of the new employees are, in fact, adults. There are definite attributes of adults that have an effect on how they interpret information. Adults need to understand why they are there, they need to be self-directed, and they have a problem-centered approach. Among other qualities, they bring great work experiences to the table. Most obviously, Information Processing theory was used to influence in the internal processes that happen when information is obtained (Noe, 2013). There is scientific evidence surrounding these concepts that prove how attention is affected, perceptions are created, and coding is utilized for best retention (Noe, 2013). ratingThe Peabody Energy New Hire Training Program uses a level two evaluation (Noe, 2013). The primary goal for the training is to teach new employees information (Noe, 2013). Therefore, the criterion that is be measured is how much information is retained. This section will outline the stages of evaluation that Peabody used when creating this program. Finally, suggestions for improvement will follow. The first step Peabodys training team had to determin e was what, if anything needed to be measured and how they were going to do that. During the initial needs assessment, they created a list of objectives, all of which can be measured. However, because this is a new-hire training specific to general organizationalinformation, a thorough evaluation was deemed unnecessary. The next consideration was to address how the information can be launch later, if needed. Paper books are expensive and difficult to update. They created a file on the network where all of the training material can be found at anytime. This is easy to update and reference as needed. Regarding measuring the objectives, following each section is a quiz which they are able to take twice. While this is not a pass/fail test, it gives them an opportunity to absorb the information. Another measurement of success is following up the training with a survey to find out how well received it was. Finally, the cost-benefit analysis cannot be measured accurately. The information covered in this training is essential for new employees to be successful. The evaluation level being used in the new hire training at Peabody is level two. The sole purpose is to give information to the employees. The nature of the training does not convey itself to a deep evaluation. Enhancements to the program could be creativity, and incentive, and group projects (Carvin, 2011). By working in small groups and staying in touch with a mentor has many benefits such as new ideas and behaviors (Carvin, 2011).Closing StatementIn conclusion, if you are ever so lucky as to have the opportunity and experience a New Hire Training like this one, you will not forget it. The program considers individual learning styles and offering choices. The needs assessment identified requirements, created objectives, and applied learning theories. New hires are passing their quizzes and giving positive reviews. Overall, the process in which Peabody Energy follows in creating and implementing their new h ire orientation is second to none. All things considered, the Peabody Energy New Hire Orientation training is a comprehensive approach for all learning styles. It utilizes Power Point presentations, auditory narration by different employees in the organization, and face to face discussion. The new hire is allowed complete it at their own pace and/or meet with SMEs within the first 30 days of employment. The information is consistent among all new employees. The only suggestion would be that current employees participate in this training so that they are up to date with company facts, policies, and procedures.ReferencesBrown, M., & Rusnak, C. (2010). The power of coaching. Public Manager, 39(4), 15-17. Retrieved from http//search.proquest.com/docview/856127114?accountid=8065 Carvin, B. N. (2011). The hows and whys of group mentoring. Industrial and Commercial Training, 43(1), 49-52. doi http//dx.doi.org/10.1108/00197851111098162 Claxton, Charles S. and Murrell, Patricia H. Learning S tyles Implica-tions for Improving Education Practices. ASHE-ERIC HigherEducation Report No. 4, Washington, D.C. Association for the Studyof Hither Education, 1987. Hemsley, S. (2012). honorary society rewards. Human Resources, , 50. Retrieved from http//search.proquest.com/docview/1172596169?accountid=8065 Morris, L. (2009). Getting your moneys worth from training & development. Journal of Applied Management and Entrepreneurship, 14(3), 105-107. Retrieved from http//search.proquest.com/docview/203905220?accountid=8065 Noe, R. (2013). Employee training and development. (6th ed.). New York, NY McGraw-Hill. Rowold, J. (2008). Multiple effects of human resource development interventions. Journal of European Industrial Training, 32(1), 32-44. doi http//dx.doi.org/10.1108/03090590810846557

Solution Focused Therapy

Social Work Department Faculty of hu adult maleistic discipline University of Johannesburg Student Surname Le Roux Student Initials C Student First Name Charlene Student Number 201170104 Assignment Title Practice Model descry of Submission 15 promenade 2013 Course Title B Social process Lecturers Name Prof. Adrian Van Breda Course Code SW2A11 Plagiarism Declaration I, Charlene Le Roux 201170104, decl be that this assignment is my profess original work. Where secondary material has been used (either from a printed source or from the internet), this has been c be to the full ac effledged and referenced in accordance of rights with depart mental requirements.I understand what buc washbasineering is and awargon of the departments policy in this regard. Name Charlene Le Roux Signature Index Page 1. 2. 3. 4. 5. 5. 15. 25. 35. 45. 55. 65. 767. 8. Introduction news report of Solution Focused TherapyUnderlying theoryKey principlesApplication to the primary c are providerEngagemen tAssessmentPlanningImplementing ratingTerminationFollow-upCritical reflectionConclusionReference total Page 334-55-66-116-77-88991010-11111213 1. Introduction I brook chosen to do the Solution rivet therapy practice ensample (Hereafter referred to as SFT).I chose this model because I was interested in finding out to a greater extent more or less how to use singles possess resources and strengths to empower oneself. My hardest issue with counseling is education how to teach guests how to use their receive resources instead of supplying it myself and also encouraging lymph glands to come up with their deliver solutions and well(p) giving them advice and my opinion. SFT discusses the dissimilar techniques one sens use to ensure they be empowering their lymph nodes and non doing entirely(prenominal)thing for them. 2. History The dickens founding theorists for SFT are Insoo Kim crisphead lettuce and Steve De Shazer.To bum aroundher they adapted existing theories to mold into a theory of their hold. They potently believed that true positive alternate lies at heart the guest themselves and non in the birth between the guest and actor. Berg was the cofounder of a center in Milwaukee in 1978 whose intention was to launch the mental research institute and it used Brief Family therapy. This was an organization that made no profit and was used to take to heart the reads of hoi polloi in surrounding areas and plurality and families that were poor or living in poverty (OConnell, 2005).Four years later this became the base of SFT (Lee, 2011). De Shazer later worked in the center and was exhaustively trained in drawing family therapy. According to Milton Erikson, brief therapy models were hugely influenced by the strengths eyeshot and fri obliterately constructivism. The strengths perspective is about employ ones own strengths, as peg downs and resources to come up for solutions that are best suited for them and their worry earlier tha n simply providing everything for ones knob.It goes with the famous saying Give a man a fish and he provide eat for a day, and teach him how to fish and he will eat for a keep clip. Berg and De Shazer developed this model by listening to and using the feed bum of their guests. They created this model by sight therapy sessions to observe the techniques and skills the therapist used, by listening to the feed hold up of their customers about what was or was non working for them and by observing the progress of their own customers (Lee, 2011). 3. Underlying theory of practice model Social constructivism strongly influences SFT (O Connell, 2005).This perspective states that human universes create their own reality through divers(prenominal) lingual operator. In other words, we create our own realities through conversations and by our own view of the truth so thereof each psyche has a different meaning that has been created which in turn means that there is no objective tru th that is true in any situation. This all implies that each persons line of works are constructed by the musical mode in which they talk. As a result of each person having their own linguistic style, there is no firm meaning attached to a problem or a solution.In order for a person to see their created reality from a nonher perspective, the therapist or practitioners of import terminus is to qualify the language the leaf node uses. Practitioners encourage clients to use solution talk as opposed to problem talk. cardinal thing that stands out from the social constructivist perspective is that the clients perception and experiences stick Coperni croupe priority. This theory also takes into account the context in which the client lives and emphasizes that people do not exist in social isolation but quite an are products of the interactions that surround them.The relationship between the practitioner and the client is of utmost immenseness in this perspective because it i s within this relationship that a new-sprung(prenominal) style of language dissolve be created for the client to build new realities. The systems theory is other perspective that influences solution cerebrate therapy. The systems theory expects a practitioner to look at all the systems surrounding an individual so that the best interventions dirty dog be used. To understand the systems theory fully there are some terms that are the most consequential (Kirst-Ashman & Hull, 2006).Every individual is viewed as the product of interactions between different micro systems in that individuals life and practitioners look at their clients as a person-in-environment where they are constantly interacting with the various systems around them. These systems function reciprocally and reposition in one system means there will be castrate in other. The systems approach is also dynamic. It is ever changing and evolving from one particular view to another yet maintains a relatively stable ho meostasis. All systems are interrelated.The systems theory basically states that because no two client systems are want, no two solutions will be a a resembling(p) either and indeed every problem necessarily a unique and suitable intervention (Kirst-Ashman & Hull, 2006). Lastly, the strengths perspective has had an influence on SFT. The main view of the strengths perspective is that every individual, family or community has al rear got strengths, resources and assets that should be used in intervention strategies and it is the responsibility of the practitioner to uncover these different strengths.The strength perspective doesnt see hard times such as traumatic experiences, struggles and sicknesses as demotivating experiences but rather as opportunities and challenges that can be overcome and in the end be used to the benefit of the client even if it is salutary a lesson that was learned. A doer should never limit their clients capacities and capabilities but rather believe in their goals and dreams and wait on them fall upon it in any way that they can and another important aspect to remember here is that their goals and dreams can only be achieved if the client and proletarian work together to achieve these.One termination thing that is important for people to subsist about the strengths perspective is that it believes that every environment also has strengths and that the client should forever look for help in their own environments rather than other environments. 4. Key principles As seen above and as antecedently mentioned, SFT was founded by bringing numerous different theories together. In this section the main principles of SFT will be discussed. First and foremost, it is set on the notion that if something is not scurvy there is no need to bear on it (O Connell, 2005).In other words, workers should not look for problems where there are none. If a situation is working for a client the worker shouldnt try fix it even if it is different to the way the worker thinks it should be working. This is a theory that believes in the strengths of clients and the fact that people are springy and can bounce back from traumatic experiences with the right support and resources. It draws on the importance of people to emerge as stronger people after the traumas by relying on their own resources and coping methods that they themselves have learned (Van Breda, 2011).If the clients way of solving a problem is working then the worker should encourage the client to do it more a good deal and if a resolution is not working then there is no point in continuing to try it so the worker should encourage the client to stop that way and try to find another way of dealing with the problem. It should be kept as simple as workable so as not to confuse the client but rather to encourage them to find new and improved solutions to dealing with individual problems. This work of therapy should not be worn-out out longer than necessary and should be to the point with as little intervention from the therapist as possible.This theory believes that one flip ultimately brings about another miscellany until all the required change has been achieved. Therefore, this theory does not seek to make big changes but rather a chain of down in the mouth changes. another(prenominal) reason why sharper changes are encourages is because it helps the client feel less intimidated as they would feel by implementing one big change at one time. As always with positive change, a worker inescapably to recognize it and praise the client for the change they themselves have implemented.Since language is such an important aspect in this theory, the worker should never assume that there is only one possible solution to a problem but the worker should be straight-from-the-shoulder-minded and should try using many different paths to try and find a suitable solution. Since this theory guidancees on solutions rather than problems, the worker should not spend time analyzing the problems but should jump into finding solutions that will work for that particularised client and their circumstances (Malherbe & Greef, 2005). . Application to the PCP The planned change form is a set of tips that a social worker can follow and the stages overlap and flows into one another (Kirst-Ashman & Hull, 2006). 5. 1Engagement Engagement is when a social worker begins to get communication and a relationship with other but also addressing the problem (Kirst-Ashman & Hull, 2009, p. 34). Engagement latch ons from the very kickoff interaction a worker has with a client.The main goal of amour is to build rapport by using different skills such as acceptance and warmth. It is very important that the worker does not estimate their client at any stage and shows acceptance as acceptance is a necessary to a faultl for change. Part of engagement in SFT is for the worker to help the change process along from the very begin. Change needs to be spoken about and visualized. In the engagement stage it is important for rules and expectations to be set and this can be done by a means of contracting.Contracting is when the client and the worker discuss the roles, norms and expectations for sessions and this is where the boundaries are set for the client-worker relationship (Kirst-Ashman & hull, 2006) Contracting also helps open roles between the client and the worker which is important in the formal relationship so that boundaries can be set in place. Firstly, the worker needs to investigate about the pre-session change. Pre-session change is that happened in the clients life that pushed them to make the appointment in the first place.The worker can do this by considering challenges comparable Tell me more about why you are here today or What made you seek help? . good-looking compliments to the client eases their dread and affirms the belief that positive regard increases the chance of change for people (Rasheed, Rasheed & Ma rley, 2011). 5. 2 Assessment Assessment is differential, individualized and accurate recognition and evaluation of problems, people and situations and of their interrelations to serve as a sound basis for differential helping interventions (Siporin as cited in Kirst-Ashman & Hull, 2009, p. 34).Assessment is usually when the worker assesses what the problems are that the client is facing but because SFT focuses on solutions the worker needs to change problem talk into solution talk and already start thinking about possible solutions to the problem. A worker using SFT needs to pay attention to detail and listen to the clients carefully during the assessment stage. erstwhile the worker has heard the clients issues they need to suffice empathically as this helps create dominance for the client as well as lets the client k at a time that the worker is paying attention and understanding the clients point of view.There are many different flakes of questions that should be used in the assessment stage of SFT. The miracle question is the first. The answer to this type of question is usually on the path of the fitted solution. This type of question helps the client imagination their preferred future. These questions are asked to find out about the clients story, strengths and resources and their own expectations for the solution. This type of question would be something similar Imagine you were quiescence tonight and a miracle happens that solves the problem you came to speak to me about.When you wake up in the morning, what would be the change that would make you realize something essential have happened to solve your problem? a client could possibly reply with answers similar to this, my children werent moody and crying, my husband and I were smiling and organized. We left on time for work and when we came home we had food on our plates and the children were playing. Another type of question is an exception question. This type of question helps the worker to get an idea of the good times in a clients life. It helps the client remember that there were times when they knew what to do nd how to do it in order for them to function normally. Helping a client remember times when they were managing soften gives them hope that they can do it again. A worker would ask this question can you think of a time in the past month, year or ever that you did not have this problem? What were you doing differently during those times that helped prevent the problem then? (De Shazer as cited in Lee, 2011). make out questions are also important questions when assessing and planning for implementation. This question is useful for clients who feel completely helpless because it can give ideas to solutions that could help serve their problems.This type of question helps the worker get to know more about the clients coping strategies. A coping question would be something along the lines of wow, how have you managed to carry on during all of these hard times ? Lastly, leveling questions can be used. These questions can be used during the evaluation stage as well. This question helps the client track their own progress which helps them identify where they are at (Lee, 2011). This is a question that asks the clients to choose a number between 1 and 10 to determine their progress.A worker would ask a question comparable from a subdue of 1 to 10, 10 being the best, how are you feeling now compared to when we started? (Nichols & Schwartz, 2008). 5. 3 Planning Planning specifies what should be done (Kirst-Ashman & Hull, 2009, p. 370. Planning in this theory goes hand in hand with assessment because in assessment the worker will not spend too much time focused on the problem but rather on already finding possible solutions. It is also important to remember that changes should be planned as small rather than one big change. 5. 4 Implementation Implementation is the actual doing of the plan. The Client and worker follow their plan to achiev e their goals. Progress during implementation must be constantly monitored and assessed. Sometimes, new issues, situations and conditions require the plan to be changed (Kirst-Ashman & Hull, 2009, p. 40). The most important aspect to the implementation is the changes need to small so as to not overwhelm the client with major changes. When a small change is achieved, it leaves the client feeling empowered and motivated to start change in another mark of their lives.It gives the client courage to try for new and bigger changes (Lee, 2011). The above mentioned questions can also be asked to stimulate change (Macdonald, 2011), therefore intervention starts during the assessment stage. incumbrance by the worker should be limited ensuring that the changes will be as a result of the clients new ways of doing things mend at the same time making sure the client gets a sense of independence rather than relying on the worker to do all the work. 5. 5 Evaluation Each goal is evaluated in term s of the extent to which it has been achieved.The decision must be made about whether the case must be change or reassessed to establish new goals (Kirst-Ashman & Hull, 2009, p. 41). Evaluation in SFT basically combines all the above mentioned techniques. The worker uses the questions to find out how much change and progress has been made. Once the worker realizes what those changes are he or she points these out and celebrates together with the client for making these changes (Macdonald, 2011). The miracle question is used to monitor the progress and to keep the client in a positive material body of mind in order for them to continue progressing to their full potential.It is important for the worker and client to reflect to evaluate what has been improved and how. Evaluation in SFT does not inescapably only occur after implementation. The worker also evaluates the client at the beginning of every session to see what changes have been made and how the client is progressing. 5. 6 Termination The worker/client relationship must eventually come to an end. Termination in Generalist Practice involves specific skills and techniques (Kirst-Ashman & Hull, 2009, p. 41). Termination begins from the very beginning in order to prepare clients for the ending of sessions.SFT is meant to be brief and not carry on for long periods of time. The worker needs to keep reminding the client that the therapy will not be long and the client should have the goals of finding new solutions quicker than in other types of therapy. In the last session, the client is asked to describe in detail what changes they experienced so the change can be maintained and the worker should point out what worked and what did not work in the clients progress. One way of knowing when a client is ready for termination is by asking them a scaling question (Macdonald, 2011).This is when a client answer from a scale of 1 to 10, 10 being the best level of functioning. If a clients answer is 7 or gameer then the client is ready to terminate. These types of questions can be What would you rate your level of functioning as on a scale from 1 to 10, 10 being the best? or recall that when we started you were on a level 3 scale of functioning, what would you rate your level as now between 1 and 10? . It is important to remember that terminating with an open door policy is of benefit to this client.This means that even though the sessions are over, you let the client know they are always welcome back should they project any other problems but the worker can also encourage the client to come visit in a few months to let the worker know how everything is going. this makes the client feel important and valuable and is a positive way to terminate. 5. 7 Follow-up Although not a stage of the planned change process I do think it is important for a social worker to follow up with their clients to ensure that everything is liquid going alright.Following-up with a client also empowers them in a way because it makes them feel like they are still cared for and worried about and not like they were just forgotten by the social worker. Following up can be done in many different ways. A worker can request that the client comes back for one last session just to follow-up and ensure that everything is okay. It can also be done telephonically or via e-mail. If a client does not move to the email or does not come in for the session it is the responsibility of the worker to find out what the reason is just to make sure the client is still on track. . Critical reflection There are some concerns surrounding SFT. One of the concerns is that it is so focused on solutions that it does not focus on curing the root cause of the problems. A therapist using this model could say that the deep rooted cause was in fact also just a form of the clients distortion of reality. This therapy also relies too much on the client. In some cases people whitethorn not understand that what they want is not wha t they need and clients sometimes need a counselor to give them a new view point to look at their situation from.For example a married couple may sometimes not know what it is they need and a worker can step in to give some ideas for solutions they can try instead of relying on the client to recognize what it is they really need. I would use this practice model if I could change a few things. I would focus more on the way a client is feeling about their problems because sometimes all somebody needs is someone to listen to their problems and not just think of solutions. Sometimes it is important to try and understand a client in a bit more of an informal way rather than strictly professional.It is important though to remember boundaries and that a client may never be friend with a worker as there may then be conflict of interest. Although there are holes in this model, there are also things I really like about SFT. It is good to focus on the positive things rather than continuously a nalyzing the negative to get to a solution. Focusing on a solution puts the client in the future and motivates them to get to that level of functioning. It is a model that can help clients succeed a lot quicker than other models.I also like the fact that SFT has specific types of questions that are direct because other models can sometimes take a long time just to assess the problem sledding the client feeling like there has been no progress over a period of time because the worker has just been assessing. With SFT the client will start to see changes quite presently and will feel empowered just by the questions that they will be asked. 7. Conclusion I like the idea of SFT because it focuses on strengths and it has always fascinated me to know how a client can use their own strengths.After researching this practice model I understand a lot more about how I can recognize what a clients strengths are and how they can be used for solutions. It is a therapy that is direct and results can be seen soon after the first session. This therapy promotes the empowerment of people and is easy to follow in order to empower ones own clients. It is a wide used therapy and has a high success rate. I am glad I have learned about this model because I can now apply it to my practice this year.Instead of counseling on my clients weaknesses (low self-esteem) we can focus on building confidence and not on what has caused the low self-esteem. This is great because often talk about the causes can be re-traumatizing to the client when all they want to do is more forward instead of focus on the past. 8. Reference List Kirst-Ashman, K. K. , & Hull, G. H. (2009). taking into custody Generalist Practice (5thed. ). Belmont, CA Brooks/Cole, Cengage Learning. Lee, M. Y. (2011). Solution-focused theory. In F. J. turner (Ed. ), Social work treatment Interlocking theoretical approaches (5th ed. pp. 460-476). New York Oxford University Press. Macdonald, A. (2011). Solution focused therapy. I n R. Nelson-Jones (Ed. ), Theory and practice of centering and therapy (5th ed. , pp. 371-391). Los Angeles, CA Sage. Nichols, M. P. , & Schwartz, R. C. (2008). Family therapy concepts and methods (8th ed. ). Boston, MA Pearson. OConnell. B. (2005). Solution focused therapy (2nd ed. ). London Sage Publications ltd. Rasheed, J. M. , Rasheed, M. N. , & Marley, J. A. (2011). Family therapy models and techniques. Los Angeles, CA Sage.Solution Focused TherapySocial Work Department Faculty of Humanities University of Johannesburg Student Surname Le Roux Student Initials C Student First Name Charlene Student Number 201170104 Assignment Title Practice Model Date of Submission 15 March 2013 Course Title B Social work Lecturers Name Prof. Adrian Van Breda Course Code SW2A11 Plagiarism Declaration I, Charlene Le Roux 201170104, declare that this assignment is my own original work. Where secondary material has been used (either from a printed source or from the internet), this has been careful ly acknowledged and referenced in accordance with departmental requirements.I understand what plagiarism is and aware of the departments policy in this regard. Name Charlene Le Roux Signature Index Page 1. 2. 3. 4. 5. 5. 15. 25. 35. 45. 55. 65. 767. 8. Introduction History of Solution Focused TherapyUnderlying theoryKey principlesApplication to the PCPEngagementAssessmentPlanningImplementingEvaluationTerminationFollow-upCritical reflectionConclusionReference list Page 334-55-66-116-77-88991010-11111213 1. Introduction I have chosen to do the Solution focused therapy practice model (Hereafter referred to as SFT).I chose this model because I was interested in finding out more about how to use ones own resources and strengths to empower oneself. My hardest issue with counseling is learning how to teach clients how to use their own resources instead of supplying it myself and also encouraging clients to come up with their own solutions and just giving them advice and my opinion. SFT discusses the different techniques one can use to ensure they are empowering their clients and not doing everything for them. 2. History The two founding theorists for SFT are Insoo Kim Berg and Steve De Shazer.Together they adapted existing theories to mold into a theory of their own. They strongly believed that true positive change lies within the client themselves and not in the relationship between the client and worker. Berg was the cofounder of a center in Milwaukee in 1978 whose intention was to launch the mental research institute and it used Brief Family therapy. This was an organization that made no profit and was used to serve the needs of people in surrounding areas and people and families that were poor or living in poverty (OConnell, 2005).Four years later this became the home of SFT (Lee, 2011). De Shazer later worked in the center and was thoroughly trained in brief family therapy. According to Milton Erikson, brief therapy models were hugely influenced by the streng ths perspective and social constructivism. The strengths perspective is about using ones own strengths, assets and resources to come up for solutions that are best suited for them and their problem rather than simply providing everything for ones client.It goes with the famous saying Give a man a fish and he will eat for a day, but teach him how to fish and he will eat for a lifetime. Berg and De Shazer developed this model by listening to and using the feedback of their clients. They created this model by observing therapy sessions to observe the techniques and skills the therapist used, by listening to the feedback of their clients about what was or was not working for them and by observing the progress of their own clients (Lee, 2011). 3. Underlying theory of practice model Social constructivism strongly influences SFT (O Connell, 2005).This perspective states that human beings create their own reality through different linguistic means. In other words, we create our own realitie s through conversations and by our own view of the truth so therefore each person has a different meaning that has been created which in turn means that there is no objective truth that is true in any situation. This all implies that each persons problems are constructed by the way in which they talk. As a result of each person having their own linguistic style, there is no fixed meaning attached to a problem or a solution.In order for a person to see their created reality from another perspective, the therapist or practitioners main goal is to change the language the client uses. Practitioners encourage clients to use solution talk as opposed to problem talk. One thing that stands out from the social constructivist perspective is that the clients perception and experiences have main priority. This theory also takes into account the context in which the client lives and emphasizes that people do not exist in social isolation but rather are products of the interactions that surround them.The relationship between the practitioner and the client is of utmost importance in this perspective because it is within this relationship that a new style of language can be created for the client to build new realities. The systems theory is another perspective that influences solution focused therapy. The systems theory expects a practitioner to look at all the systems surrounding an individual so that the best interventions can be used. To understand the systems theory fully there are some terms that are the most important (Kirst-Ashman & Hull, 2006).Every individual is viewed as the product of interactions between different micro systems in that individuals life and practitioners look at their clients as a person-in-environment where they are constantly interacting with the various systems around them. These systems function reciprocally and change in one system means there will be change in another. The systems approach is also dynamic. It is ever changing and evolving f rom one particular view to another yet maintains a relatively stable homeostasis. All systems are interrelated.The systems theory basically states that because no two client systems are alike, no two solutions will be alike either and therefore every problem needs a unique and suitable intervention (Kirst-Ashman & Hull, 2006). Lastly, the strengths perspective has had an influence on SFT. The main view of the strengths perspective is that every individual, family or community has already got strengths, resources and assets that should be used in intervention strategies and it is the responsibility of the practitioner to uncover these different strengths.The strength perspective doesnt see hard times such as traumatic experiences, struggles and sicknesses as demotivating experiences but rather as opportunities and challenges that can be overcome and in the end be used to the benefit of the client even if it is just a lesson that was learned. A worker should never limit their clients capacities and capabilities but rather believe in their goals and dreams and help them achieve it in any way that they can and another important aspect to remember here is that their goals and dreams can only be achieved if the client and worker work together to achieve these.One last thing that is important for people to know about the strengths perspective is that it believes that every environment also has strengths and that the client should always look for help in their own environments rather than other environments. 4. Key principles As seen above and as previously mentioned, SFT was founded by bringing many different theories together. In this section the main principles of SFT will be discussed. First and foremost, it is set on the notion that if something is not broken there is no need to fix it (O Connell, 2005).In other words, workers should not look for problems where there are none. If a situation is working for a client the worker shouldnt try fix it even if it is dif ferent to the way the worker thinks it should be working. This is a theory that believes in the strengths of clients and the fact that people are resilient and can bounce back from traumatic experiences with the right support and resources. It draws on the importance of people to emerge as stronger people after the traumas by relying on their own resources and coping methods that they themselves have learned (Van Breda, 2011).If the clients way of solving a problem is working then the worker should encourage the client to do it more often and if a resolution is not working then there is no point in continuing to try it so the worker should encourage the client to stop that way and try to find another way of dealing with the problem. It should be kept as simple as possible so as not to confuse the client but rather to encourage them to find new and improved solutions to dealing with individual problems. This process of therapy should not be drawn out longer than necessary and should be to the point with as little intervention from the therapist as possible.This theory believes that one change ultimately brings about another change until all the required change has been achieved. Therefore, this theory does not seek to make big changes but rather a chain of smaller changes. Another reason why smaller changes are encourages is because it helps the client feel less intimidated as they would feel by implementing one big change at one time. As always with positive change, a worker needs to recognize it and praise the client for the change they themselves have implemented.Since language is such an important aspect in this theory, the worker should never assume that there is only one possible solution to a problem but the worker should be open-minded and should try using many different paths to try and find a suitable solution. Since this theory focuses on solutions rather than problems, the worker should not spend time analyzing the problems but should jump into find ing solutions that will work for that specific client and their circumstances (Malherbe & Greef, 2005). . Application to the PCP The planned change process is a set of stages that a social worker can follow and the stages overlap and flows into one another (Kirst-Ashman & Hull, 2006). 5. 1Engagement Engagement is when a social worker begins to establish communication and a relationship with other but also addressing the problem (Kirst-Ashman & Hull, 2009, p. 34). Engagement starts from the very first interaction a worker has with a client.The main goal of engagement is to build rapport by using different skills such as acceptance and warmth. It is very important that the worker does not judge their client at any stage and shows acceptance as acceptance is a necessary tool for change. Part of engagement in SFT is for the worker to help the change process along from the very beginning. Change needs to be spoken about and visualized. In the engagement stage it is important for rules an d expectations to be set and this can be done by a means of contracting.Contracting is when the client and the worker discuss the roles, norms and expectations for sessions and this is where the boundaries are set for the client-worker relationship (Kirst-Ashman & hull, 2006) Contracting also helps establish roles between the client and the worker which is important in the formal relationship so that boundaries can be set in place. Firstly, the worker needs to enquire about the pre-session change. Pre-session change is that happened in the clients life that pushed them to make the appointment in the first place.The worker can do this by asking questions like Tell me more about why you are here today or What made you seek help? . Giving compliments to the client eases their anxiety and affirms the belief that positive regard increases the chance of change for people (Rasheed, Rasheed & Marley, 2011). 5. 2 Assessment Assessment is differential, individualized and accurate identificati on and evaluation of problems, people and situations and of their interrelations to serve as a sound basis for differential helping interventions (Siporin as cited in Kirst-Ashman & Hull, 2009, p. 34).Assessment is usually when the worker assesses what the problems are that the client is facing but because SFT focuses on solutions the worker needs to change problem talk into solution talk and already start thinking about possible solutions to the problem. A worker using SFT needs to pay attention to detail and listen to the clients carefully during the assessment stage. Once the worker has heard the clients issues they need to respond empathically as this helps create empowerment for the client as well as lets the client know that the worker is paying attention and understanding the clients point of view.There are many different types of questions that should be used in the assessment stage of SFT. The miracle question is the first. The answer to this type of question is usually on the path of the fitted solution. This type of question helps the client vision their preferred future. These questions are asked to find out about the clients story, strengths and resources and their own expectations for the solution. This type of question would be something like Imagine you were sleeping tonight and a miracle happens that solves the problem you came to speak to me about.When you wake up in the morning, what would be the change that would make you realize something must have happened to solve your problem? a client could possibly reply with answers similar to this, my children werent moody and crying, my husband and I were smiling and organized. We left on time for work and when we came home we had food on our plates and the children were playing. Another type of question is an exception question. This type of question helps the worker to get an idea of the good times in a clients life. It helps the client remember that there were times when they knew what to do n d how to do it in order for them to function normally. Helping a client remember times when they were managing better gives them hope that they can do it again. A worker would ask this question can you think of a time in the past month, year or ever that you did not have this problem? What were you doing differently during those times that helped prevent the problem then? (De Shazer as cited in Lee, 2011). Coping questions are also important questions when assessing and planning for implementation. This question is useful for clients who feel completely helpless because it can give ideas to solutions that could help serve their problems.This type of question helps the worker get to know more about the clients coping strategies. A coping question would be something along the lines of wow, how have you managed to carry on during all of these hard times? Lastly, scaling questions can be used. These questions can be used during the evaluation stage as well. This question helps the cli ent track their own progress which helps them identify where they are at (Lee, 2011). This is a question that asks the clients to choose a number between 1 and 10 to determine their progress.A worker would ask a question like from a scale of 1 to 10, 10 being the best, how are you feeling now compared to when we started? (Nichols & Schwartz, 2008). 5. 3 Planning Planning specifies what should be done (Kirst-Ashman & Hull, 2009, p. 370. Planning in this theory goes hand in hand with assessment because in assessment the worker will not spend too much time focused on the problem but rather on already finding possible solutions. It is also important to remember that changes should be planned as small rather than one big change. 5. 4 Implementation Implementation is the actual doing of the plan. The Client and worker follow their plan to achieve their goals. Progress during implementation must be constantly monitored and assessed. Sometimes, new issues, situations and conditions require the plan to be changed (Kirst-Ashman & Hull, 2009, p. 40). The most important aspect to the implementation is the changes need to small so as to not overwhelm the client with major changes. When a small change is achieved, it leaves the client feeling empowered and motivated to start change in another dimension of their lives.It gives the client courage to try for new and bigger changes (Lee, 2011). The above mentioned questions can also be asked to stimulate change (Macdonald, 2011), therefore intervention starts during the assessment stage. Intervention by the worker should be limited ensuring that the changes will be as a result of the clients new ways of doing things while at the same time making sure the client gets a sense of independence rather than relying on the worker to do all the work. 5. 5 Evaluation Each goal is evaluated in terms of the extent to which it has been achieved.The decision must be made about whether the case must be terminated or reassessed to establish new goals (Kirst-Ashman & Hull, 2009, p. 41). Evaluation in SFT basically combines all the above mentioned techniques. The worker uses the questions to find out how much change and progress has been made. Once the worker realizes what those changes are he or she points these out and celebrates together with the client for making these changes (Macdonald, 2011). The miracle question is used to monitor the progress and to keep the client in a positive frame of mind in order for them to continue progressing to their full potential.It is important for the worker and client to reflect to evaluate what has been improved and how. Evaluation in SFT does not necessarily only occur after implementation. The worker also evaluates the client at the beginning of every session to see what changes have been made and how the client is progressing. 5. 6 Termination The worker/client relationship must eventually come to an end. Termination in Generalist Practice involves specific skills and technique s (Kirst-Ashman & Hull, 2009, p. 41). Termination begins from the very beginning in order to prepare clients for the ending of sessions.SFT is meant to be brief and not carry on for long periods of time. The worker needs to keep reminding the client that the therapy will not be long and the client should have the goals of finding new solutions quicker than in other types of therapy. In the last session, the client is asked to describe in detail what changes they experienced so the change can be maintained and the worker should point out what worked and what did not work in the clients progress. One way of knowing when a client is ready for termination is by asking them a scaling question (Macdonald, 2011).This is when a client answer from a scale of 1 to 10, 10 being the best level of functioning. If a clients answer is 7 or high then the client is ready to terminate. These types of questions can be What would you rate your level of functioning as on a scale from 1 to 10, 10 being the best? or Consider that when we started you were on a level 3 scale of functioning, what would you rate your level as now between 1 and 10? . It is important to remember that terminating with an open door policy is of benefit to this client.This means that even though the sessions are over, you let the client know they are always welcome back should they encounter any other problems but the worker can also encourage the client to come visit in a few months to let the worker know how everything is going. this makes the client feel important and valuable and is a positive way to terminate. 5. 7 Follow-up Although not a stage of the planned change process I do think it is important for a social worker to follow up with their clients to ensure that everything is still going alright.Following-up with a client also empowers them in a way because it makes them feel like they are still cared for and worried about and not like they were just forgotten by the social worker. Following up c an be done in many different ways. A worker can request that the client comes back for one last session just to follow-up and ensure that everything is okay. It can also be done telephonically or via e-mail. If a client does not respond to the email or does not come in for the session it is the responsibility of the worker to find out what the reason is just to make sure the client is still on track. . Critical reflection There are some concerns surrounding SFT. One of the concerns is that it is so focused on solutions that it does not focus on curing the root cause of the problems. A therapist using this model could say that the deep rooted cause was in fact also just a form of the clients distortion of reality. This therapy also relies too much on the client. In some cases people may not understand that what they want is not what they need and clients sometimes need a counselor to give them a new view point to look at their situation from.For example a married couple may sometimes not know what it is they need and a worker can step in to give some ideas for solutions they can try instead of relying on the client to recognize what it is they really need. I would use this practice model if I could change a few things. I would focus more on the way a client is feeling about their problems because sometimes all somebody needs is someone to listen to their problems and not just think of solutions. Sometimes it is important to try and understand a client in a bit more of an informal way rather than strictly professional.It is important though to remember boundaries and that a client may never be friend with a worker as there may then be conflict of interest. Although there are holes in this model, there are also things I really like about SFT. It is good to focus on the positive things rather than continuously analyzing the negative to get to a solution. Focusing on a solution puts the client in the future and motivates them to get to that level of functioning. It is a model that can help clients succeed a lot quicker than other models.I also like the fact that SFT has specific types of questions that are direct because other models can sometimes take a long time just to assess the problem leaving the client feeling like there has been no progress over a period of time because the worker has just been assessing. With SFT the client will start to see changes quite soon and will feel empowered just by the questions that they will be asked. 7. Conclusion I like the idea of SFT because it focuses on strengths and it has always fascinated me to know how a client can use their own strengths.After researching this practice model I understand a lot more about how I can recognize what a clients strengths are and how they can be used for solutions. It is a therapy that is direct and results can be seen soon after the first session. This therapy promotes the empowerment of people and is easy to follow in order to empower ones own clients. It is a widel y used therapy and has a high success rate. I am glad I have learned about this model because I can now apply it to my practice this year.Instead of focusing on my clients weaknesses (low self-esteem) we can focus on building confidence and not on what has caused the low self-esteem. This is great because often speaking about the causes can be re-traumatizing to the client when all they want to do is more forward instead of focus on the past. 8. Reference List Kirst-Ashman, K. K. , & Hull, G. H. (2009). Understanding Generalist Practice (5thed. ). Belmont, CA Brooks/Cole, Cengage Learning. Lee, M. Y. (2011). Solution-focused theory. In F. J. turner (Ed. ), Social work treatment Interlocking theoretical approaches (5th ed. pp. 460-476). New York Oxford University Press. Macdonald, A. (2011). Solution focused therapy. In R. Nelson-Jones (Ed. ), Theory and practice of counselling and therapy (5th ed. , pp. 371-391). Los Angeles, CA Sage. Nichols, M. P. , & Schwartz, R. C. (2008). Famil y therapy concepts and methods (8th ed. ). Boston, MA Pearson. OConnell. B. (2005). Solution focused therapy (2nd ed. ). London Sage Publications ltd. Rasheed, J. M. , Rasheed, M. N. , & Marley, J. A. (2011). Family therapy models and techniques. Los Angeles, CA Sage.

Ethical Paper

Ethics Reflection Paper By Josh Wilber STR/581 Dr. Jill Hagist Ethical behavior within the workplace is important to have good communicating between employees, management, and end users. One key definition of morals is that ethics be mainly the kind of values and object lessons an individual or club recovers desirable or appropriate (farzanalibaloch. blogspot. com). The main focus is to show the customers having a successful railway line between ventures is based on honesty and integrity that give lead to long-term success.This paper will explain the role of ethics and social responsibility in developing a strategic figure, considering stakeholder needs, and will explain how your ethical perspective has evolved throughout the program. It is important that workplace policy with ethics must be in harmony with all laws and regulations that are currently in force in the jurisdiction where the business operates (wisegeek. com.This helps to ensure that basic workplace ethics precl ude any pressure or coercion to engage in actions that are considered to be illegal, promote discrimination in the workplace, support unfair hiring and firing practices, or allow wages to be set that are to a lower place the minimum legal standards for the area (wisegeek. com). If a keep company is wrong it will take many years to build back the image they lost callable to unethical behavior. Ethics are developed at all stages within a company from the first time you hire an employee up until the company releases an initial offering and goes public.The first step to ethical behavior occurs when you are conducting a strategic plan. The company has to realize the role of ethics and social responsibility to implement a positive plan. Ethics have a lot to do with the companys vision and how they perceive themselves within the marketplace. There are three questions that all(prenominal) company should ask when they are integrating ethics into their business what do we stand for? What is our purpose, and what values do we have? The next step for the strategic plan would be to develop a mission plan, a company vision and company values.Some examples of the way a business can integrate ethics into business are to have a framework and process for the resolution of ethical issues, have the right organizational structure, have rewards based on the right metrics, get down employee development part of strategy and make ethics training part of employee development, and to encourage all employees to be challenging and demanding in the ethical domain (scu. edu). Stakeholders are considered people or groups that have an interest in the company. Stakeholders include employees, investors, customers, shareholders, suppliers, and others.If the stakeholders feel like a company is unethical customers, doing actual business within the company may turn shareholders, suppliers, and investors away. One way a company can keep track is to do annual ethical reviews, and also activitie s where they can modify the employee on ethical standards and policies that are considered company standard. An example is that Pfizer is currently a market leader and had prior allegations of animal testing with their laboratories and still has to answer to the media regarding the unethical behavior with PETA.Ethics Awareness Inventory is a test that discusses the ethical perspective from an individual. The Most lined ethical view was within Character. My beliefs rely on the powerfulness of individuals to make sound moral judgments and I do not believe that it is enough to comply with some preset standards or principles of right and wrong to find the solution to a complex ethical dilemma (EAI inventory). One belief is that ethics should focus on ways to help people achieve moral excellence. When asked to judge whether an individuals actions are ethical, it would be looked beyond the actions to examine the individuals character (EAI inventory).Within business this perspective that is inline with Character will go a long way for a successful career/opportunity. Honesty and integrity is the key to having a successful business where Stakeholders develop trust. The role of ethics and social responsibility in developing a strategic plan creates a foundation for how the company wants to remain ethical throughout their business cycle. industrial plant Cited http//farzanalibaloch. blogspot. com/2008/08/enron-downfall-unethical-behaviour. html http//www. scu. edu/ethics/practicing/focusareas/business/strategic-plan. html