Comparison of Drug Courts or Cognitive Behavior Therapy to...

There are thousands of people in the United States that are addicted to cocaine and are left untreated. Many of them are at risk of severe health problems. I am conducting this research paper to compare and contrast the differences between the effectiveness of drug courts and cognitive behavioral therapy for cocaine addicts. We know that all people respond differently to therapy than others do, but it is good to be able to find the effectiveness and success rate of cognitive-behavioral therapy, and drug courts overall. But before we jump into the effectiveness of CBT, we need to know what the goal of CBT is and what the process is for CBT. Not only do we need to know the effectiveness and success rates of these two, but we also need to†¦show more content†¦The homework given can be a long term assignment, or can be something they need to work on between the sessions. The use of homework is used as a relapse prevention therapy, which is a cognitive-behavioral therapy that is designed to reduce the probability of drug use and relapse by the use of coping skill training. (Gonzalez, Schmitz, DeLaune, 2006). During this process, there are many steps that are taken to complete a change. The client has to go through stages of change that Prochaska and DiClemente created. The first step is precontemplation which means the client is not considering a change. If the client makes it past that critical point; they come to contemplation which means the client is weighing the costs and benefits of change. After that, they go through the preparation stage which means they are making the plans they need to in order to change. Once they can get through these stages, they can go into the action stage and can modify their behavior. The most important stage is the last stage. Once they have modified their behavior, they need to maintain that behavior. The whole process is worthless if the client cannot maintain the changed behavior. If the client cannot maintain that beh avior, they can fall back and can start all the way to the beginning again. Besides the use of homework in CBT, there are many other important aspects that contribute to the success. Besides the homework that the therapist gives the client, theShow MoreRelatedDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read MoreFundamentals of Hrm263904 Words   |  1056 PagesPractices 65 DID YOU KNOW?: Is a Problem Brewing? 66 Determining Potential Discriminatory Practices 66 The 4/5ths Rule 66 Restricted Policy 66 Geographical Comparisons 67 McDonnell-Douglas Test 67 Responding to an EEO Charge 67 Business Necessity 68 Bona Fide Occupational Qualifications 68 Seniority Systems 68 Selected Relevant Supreme Court Cases 69 Cases Concerning Discrimination 69 Cases Concerning Reverse Discrimination 71 ETHICAL ISSUES IN HRM: English-Only Rules 72 Enforcing Equal Opportunity

Wal Mart Free Essays

What are the potential effects of computerized scheduling on employee morale? The first one is that this gives more flexibility to the store managers. They can now work more effectively because the system favours productivity and customer satisfaction. Therefore from a managerial point of view, managers are more satisfied with the new system. We will write a custom essay sample on Wal Mart or any similar topic only for you Order Now However, the system generates a schedule that gives more flexibility to workers but less pay checks. Indeed, the workers are no more stable because their working schedule can fluctuate at any time. Therefore, job insecurity increases and the worker cannot feel at ease because he cannot plan his week. Besides, the irregular working hours put the workers in more difficulty in their social life. Moreover, the system gives opportunities for the managers not to give overtime or full-time wages to the workers. These ones will be tensed because they will need more working hours in other to put bread on the table in their households. We can assume that Wal-Mart, being the company that gives the lowest wage rate in the US, people that work for this company need money in order to survive in society. So this system turns out to be not at all beneficial morally for the employees. Finally, we can assert that this system gives more power to the managers to fire employees who do not fit into the computerized system. Therefore, the level of employee satisfaction goes down. What are the consequences of these effects for Wal-Mart? The first consequence of this effect is that it gives very bad publicity to Wal-Mart. Indeed, Wal-Mart was known to be the company that gives the lowest wage rate in the US. Moreover, from a social point a view, it was observed that the workers were mainly people from the low class and were from Hispanic origin. So before the new computerized system, Wal-Mart was not a renowned company for its social ways of doing. Now, people will know that the company has given even more insecurity to its cheap labour. The second consequence is that the company might have more difficulties to find workers because people will know that the job insecurity has increased. For instance, a company like Walt Disney also gives a low level of wages but the firm gives social benefits (medical aid and social security). This company will therefore be more attractive although it has a computerized system to schedule the workers’ hours. Therefore, Wal-Mart will have competitive disadvantages to find cheap labour because they do not consider the worker’s point of view The last consequence is that from a legal point of view, the company has been criticized. Indeed, the Clayton Antitrust Act of 1914 says that workers cannot be used as an article of commerce. Therefore, people are now saying that the company is using its workers as objects. This goes against Human rights and it gives an awful image to the firm. This gives a lack of credibility to the company and shame to its shareholders. How to cite Wal Mart, Papers

Future of HRM Fundamental Purpose of HR

Question: Discuss about the Future of HRM for Fundamental Purpose of HR. Answer: Future of HRM With the development of technology, it was claimed by many critics that human resource would become obsolete. However, the fact is not true because the future of HRM has different emphasis. The main fundamental purpose of HR is to build a productive, positive workplace. The future of HR is successful which is revolving around three overlapping and contemporary roles (Sanders et al.2014). It can be believed that for fulfilling those roles HR will prove itself as a legitimate and important contributor of organizations achievement. The roles that will be undertaken by the HRM include: Facilitator: HR facilitates proper employee connection by empowering both digital and procedural technologies (Beer et al. 2012). This is done by emphasizing the self-service of employees and their managerial independence. Designer: The HR will help to implement and design high performance strategies for its employees. The high performance strategy includes: Recruitment and selection of new employees Security of employees Educator: The HR serves as a source for communication and learning. As a educator the human resource management have three jobs which include: Promoting creativity among employees Proper communication with all the employees of the organization (Sanders et al.2014). Persisting in developing mastery for adopting organizational processes and practices References Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: implications for the field of HRM of the multistakeholder perspective proposed 30 years ago.Human Resource Management,54(3), pp.427-438. Sanders, K., Shipton, H. and Gomes, J.F., 2014. Guest editors introduction: Is the HRM process important? Past, current, and future challenges.Human Resource Management,53(4), pp.489-503.