Human Resource Management: Case Study of Argos

Human Resource Management: Case Study of Argos The utilization of people within an organisation called human resource for that organisation. And when the management of the organisations discuss the function that focus on recruitment, performance management and providing direction for the people called human resource management. Importance: Human resource management is a practice for dealing with the nature of employment relationship of the decisions, actions and issues that related to the organisation. Also human resource management is a legal practice between the organisation and the employee. The most important site of the human resource management discuss are given below: The use of planning The design and management of personal system for employee policy and man power strategy. Human resource management activities and policies to business strategy. Seeing the people of the organisation as a strategic resource for achieving competitive advantage. Apply the government policies in business term. Discretion and Business Ethics. Focus on employees and management. Make an employee trust under management policies. Make a safe and fairness environment for employees. Improve the employee under HR function. Work with team performance. 1.2. Purpose of Human Resource Management activities in Argos ltd: BACKGROUND: Argos is a unique multichannel catalogue retailer recognised for choice, value and convenience. Who also has known as largest general goods retailer with over 1000 stores throughout the UK and Republic of Ireland. FOUNDER: The Company founded by Richard Tompkins in July 1973. MISSION STATEMENT: Argos mission statement is we provide our customers with the best value for money through the most convenient shopping experience. OBJECTIVE: Argos is selling large scale of small electronics and toys. They are also sale large amount of household goods and jewellery. Human resource exists in any size of organisation and human resource management is very much important for profitable and non profitable sector of an organisations. The purpose of human resource management is describing below under analysing the Argos human resource management analysis: Recruitment the best employees For employees payroll system Employees training and development purpose Identify the organisational legal policy and regulation For ensuring the best work environment that safe and fair for everyone For the time management For the personal cost planning Improve the management skills Make good labour relations. 1.2. The contribution of strategic human resource management for achieving the objectives of Argos: Human resource management help to develop the organisational important sectors by planning, staffing, direction, controlling and organising to achieve the organisational objectives. Human resource management of Argos ltd is carrying an effective impact for achieving the objectives as a well known multinational company. The human resource management of Argos exist in different sectors of business, are explaining below: (a) Staffing: there are two functions in the staffing that mostly use in the Argos strategy Human resource planning: In this section human resource management first do the job analysis and make a clear vision about the job and position description, then evaluate job requirement for the for the followers. Recruitment and select the employees: Human resource management make a selection process, identify the talent, select the talent and motivate them for the role of the organisations. (b) Training: In this stage human resource management identify the assessment that need to improve and find out a way of processing with using some effective methods of analysis like competency mapping and gap analysis for the training process. (c) Development: Human resource management identify the potential assessment based on the training process. Then make a development process for the potential assessment that already receives. (d) Career planning: On the base of the development processes human resource management help to make a career planning by using talent management, which help to make an effective career path management. (e) Motivation: In this process human resource management make an appropriate appraisal system to motivate the followers, where followers get the knowledge about benefits, compensations and rewards. (f) Maintenance: Human resource management carrying a significant role in this sector, where human resource management handling some part of human resource are describing bellow: Communication: Human resource management use the appropriate way to make a communication between management and followers, directly and indirectly. Human resource management also work for customers, societies, government etc, thats why human resource management maintaining two way communication. Health and safety: human resource management make an effective design and implementing of health schemes with creating awareness and system for safe working environment. Relations of follower: Human resource management make a strong relationship to follow the policies and procedures with establishing fairness. Legalities: In this stage describe the legal issue of the organisation, knowledge about unions, legalities related employment, health and safety etc. Policy and regulation Training and development Payroll Recruitment Organisation and HR Legalities Cost Planning Time Management Work Environment On the basis of the Argos human resource management strategy analysis it can be said that, by using the proper knowledge of human resource management Argos carrying a good reputation that help to achieve the objectives in an effective way. 2.1. The business factors that underpin human resource planning in Tesco: Human resource planning contribute the knowledge of human resource for a business decision to provide guidelines for cost control, develop a managers planning, to develop productivity and efficiency by using maximum utilization of human resource. Tesco business factors that support human resource planning: The business factors of human resource planning are given below by the analysing the strategy of Tesco. Strategies and objectives Current business position and report of market fluctuations by doing market research. Business structure. Manpower requirements with accuracy of forecasting. Identify the talent internally and externally. Cultural development. Maintain the time of positioning with talents. Effective training and development for the resources. Human resource planning help to understand the organisational mission, objectives, goals and strategic requirements to achieve the effective target by accessing the existing human resource and their skills and contribution of workforce. Human resource planning provides the knowledge for future business planning and estimate requirement of resources and manpower. Human resource planning work for some additional or depletion demand of human resource such as make an estimate numbers of possible workers, employees transfer one unit to another, sometimes the depletion comes from resignations, dismissals, retirements, continuous illnesses, deaths etc. These part sometimes under control and sometimes there is no way to control. Human resource planning studying to find out the sources to supply manpower, make a way to recruit. Then human resource management use some selection and improvement process for an effective role in specific part of the organisation. 2.2. The human resource requirements in an organisational situation: The human resource requirements on the basis of the situation come through the personal requirements such as skills, experience, qualifications etc, where identify what skills, knowledge are requires for doing the job well. Qualification: knowledge about the specific subject by the numbering or grading from the recognised awarding organisations, which make a clear and accurate vision to identify organisational objectives for professional career. It helps to get the knowledge about confidential manner and time management. Skills: There are many kinds of skills. The personal skills that make confident for an opportunities. The skills, capabilities and attributes can come through many ways like community involvement, workshop, from the life experience, from study etc. Skills that identify the personal strengths and talents. The human resource requirement comes through two factors that are internal and external factors. For example internal factors work with labour requirement, skill requirement etc and external factors work with demand for labour, government policies etc. By analysing Tesco human resource management strategy their most current requirement explaining below: Skills requirement: identify the skills requirement and develop these requirements is very much important to an organisation for the competitive market place. The skills that require for the Tesco business improvement are given below: Organising and planning. Communication. Team work. Learning. Problem solving. Improve the knowledge of technology. Knowledge of self management. Counselling. Knowledge of planning. Government policies: The human resource strategy remains in government policy, which makes a standard system for monitoring legal issues, policies and develops the human resource plan. Employment, training, education, industrial, labour market competition etc these are under government policies. Employment: now a days globalisation has increased the competition for the employment. So in this competitive market place need some effective skills for supporting to get a job, and this is under government policy to improve the skills of countries human resource to provide training, proper education etc. Labour market competition: In the current market situation labour competition is very high for the credit crunch and globalisation. So government need to use the proper human resource planning for handling the situation, where need to create new job market and make a strong vision for profit for reducing labour market competition. 2.3. Develop human resource planning for Tesco: Human resource planning is very much needed for recruitment process, retention, employee development etc. There are some steps for the development of human resource planning is describing below: Strong knowledge about the business strategy of Tesco: Understand the key driving forces of business. For example the markets, competition, technology, distribution etc. Understand the implications of driving forces for the followers of the business. Identify the people contribution for the business performance. Develop a mission of Tesco: Good knowledge to make an appropriate way to develop a mission for future. To use the followers contribution. Conduct SWOT analysis: Identify the strengths and weaknesses by using SWOT analysis. Work for the weaknesses point considering the current skill and capability. Create an effective and proper plan by the considering present situation. Arrange the details of the human resource analysis: Knowledge about the organisational culture, people, human resource systems and the types of organisation. Improve the resource which are exists. Develop the manpower requirement systems: Create an effective way to improve the recruitment process. Provide the proper training. Employees re-skilling as an improvement scheme. Employee development for business develops. Margining and solution: Develop the managerial action and elaborate for the important steps of existing assumptions. Development for the organisation. Develop the communication. Employee rewarding systems develop. Develop the system of manpower planning. Develop the action plans and create an effective way to delivering in future. The utilization and the development of the human resource can develop a human resource plan for any organisation. 2.4. Human resource plan can contribute to meeting for the objective of Tesco: Human resource management is an approach for an organisation to personnel management that work for the employees and communicate with the employees, increase the commitment and identify the organisational objectives. Human resource planning is the body of shape, function and policies for working environment, and controlling the relationship with the employees, which are very much important for developing the Tesco strategic management process in future. Tesco grow their business strategy and made their position no 1 retailer in the market place of United Kingdom under report of (Poulter, S.2005). The report considers the human resource management as the purpose of contribution to the objective of Tesco. Tesco contribute the training programs for the employee to get the bigger picture for the business objectives. This model ensures to identify objectives of human resource management for employees training purpose, transfer the knowledge and handling the current business situations. The implement of Tesco for the human resource plan are describing below: Training employees: training methods are the key contributions and one of the effective purposes to growth the organisation and this organisational growth depend on employees. Human resource management help to provide a proper guidance for the employees to enable the good performance with efficiency. Transfer the knowledge: This technique help to adopt the globalisation economy for making strong conception to the employees. The skills or knowledge transfer with rewarding employees help to motivate them for effective growth. Situational handling: Human resource management help to point out the organisational key factors that trained and award in situational leadership for adapting the employees in an effective way. The employees would be facing different situation and gain different kinds of idea. So understand all this situations the situational leadership need to provide a proper guidance. A policy of human resource is the creation of the organisational objectives among the people that create an effective strategy for the organisation. The effective strategy provides team building activities, contribution training for the growth, and plan for the achieving targets. By using this methods Tesco has build their own strategy around the human resource management and using the contribution of employees for getting the bigger picture of Tesco. This enables to grow the current business position, where the knowledge based on human resources providing additional training and enable the creativity of unique approach for brand positioning. So study on proper human resource management in effectively business plan of Tesco achieved the no 1 position as a retail company in the United Kingdom. 3.1. The purpose of human resource management policies in Tesco: Human resource management works with business patterns, activities, partners, people etc. The human resource management purposes are Recruiting the best employees. Paying employees. Training and development. The organisational legal policy and regulation. Ensuring the best work environment. Time management Cost planning Health and safety Legalities Recruitment: human resource management help to provide job and position description, identify the talents, select the talents and motivate them in Tesco recruitment process. Paying employees: human resource management an effective way for payroll system with respecting the government policy related this sector. Training and development: human resource management identify the assessments of the improvement and process these using some effective methods. Career planning: in this stage human resource management identify a good career planning With provides all training and facilities. Health and safety: human resource management design and effective way of implementing the health schemes for the awareness of safe working environment. Policy and regulation: in this stage human resource management discuss about the legal policies and organisational regulation under terms and conditions. Work environment: human resource management ensure a fair and friendly working environment under different responsibility. Legalities: human resource management help to make a conception about legal issue, knowledge about unions, employment legalities etc. 3.2. Impact of regulatory requirement on human resource policies in Tesco: Human resource management is regulating the HR policy of requirements such as pay, equality, discrimination, contractual terms and condition, data protection, employment rights and responsibilities etc under the government law. The regulatory work of human resource management in different sections of Tesco business strategy is given below: Legal framework about pay: human resource management work for right payroll systems and monitors carefully about wedges under rules and it is in Wages Act of the payment 1936 Wages Act (minimum) 1936 Equal Remuneration Act 1976 Bonus Act of the payment 1965 Legal employment rights and responsibility: human resource management strongly work for the all legal issues and laws and carries a significant role for the human rights under the law of The Factories Act 1948 The Employees Provident Fund Act 1952 Rates of Contribution PF, Pension, Insurance Employees State Insurance Act 1948 Payment of Gratuity Act 1972 The Workmens Compensation Act 1923 The Maternity Benefit Act 1961 Discrimination: human resource management work to make sure a fair and the same level of rights for all gender of sex and cultural discrimination for an organisational structure under rules of Sex discrimination Act 1995/ 1997 Employment rights Act 1996 Impact of the regulatory on human resource management: HRM work with wide range of issue in an organisation Impact Human resource management activities on payroll system are explaining below Under the minimum wages Act 1936: Human resource management make sure the regulation of payment of wages by employer. Protect workers from irregular payment from the management. Work for the loss or damage of employee. Help to make an advances, loans, tax payable, and deduction under court order. Under the payment of wages Act 1936 Maintain the proper regulation by fixing a date of payment Under payment of bonus Act 1965 Make sure bonus and basic payment Minimum bonus 8.33% and maximum will be up to 20% Paid within eight months. Under the equal remuneration Act 1976 Make sure the equal payment for man and women Proper recruitment, promotion and no gender discrimination in payment. Skill, effort, responsibility under similar condition. 4.1. Impact of Sainsburys structure in human resource management: There are so many theories that make an effective conception about organisational structure. Weber theories: Max Weber gave an effective theories about organisational structure based on bureaucracy, power and control. Weber explained the organisational process, control and distinguished between authority and power by defining the responsibility; where he said that authority exist with legitimacy of the power by the rules. Mintzberg theories: According to professor Henry Mintzberg organisations has five main parts Operating care: Make a regulatory work directly with production of products and service Strategic apex: Identify the mission of strategic and deliver in an effective way and also control the people by using power. Middle-line managers: Work with strategic apex and operating the mission by the use of delegated formal authority. Tech no structure: An analyst who work for identifying the organisational objectives and the work relation with people. Design, change and preplanning the way of development. Provide training to the people. Support staff: This is an exist unit that support staff to provide training and operating working flow to achieve the goal. Human resource management is carrying a significant and an effective impact for any organisational structure. By analysing the above theories the organisational structure means the way of people are organised. The structure of Sainsburys strategy is culture, service, job satisfaction, customer relation, projects etc. These all sectors have a unique part of human resource management. 4.2. The impact of Sainsburys culture on the management of human resources: The culture consists to share the value of an organisation. The organisational Act with perfectly by proper using the strength of a culture. There are some theories available for the organisational culture, one of the theories known as Gods of management by Handy. Handy classify the organisations into four parts, where the culture depend on organisation structure, history, technology, environment etc. The four cultures he classifies are Power culture Role culture Task culture and People culture Power culture: Handy describe the power culture as a web, where he reflects the concentration the power of family owned business, which is strictly showing the responsibility of family members given to personalities rather than expertise to create power structure of the web. Power culture has some significant role such as decision making, create situations etc. The role culture: describe as a Greek temple, where apex of temple using for decision making and the pillars of the temple are carrying the functional units of the organisation. The role culture works with job descriptions, procedures, rules and systems of the organisation. The task culture: task culture much more dynamic than others because it involved in extensive research and development activities. This is a changeable culture depend on situation and identify the future needs. Task culture has close connection between departments, communication and integration, functions and specialities. The person culture: is characteristic of the model of management, where the individuals of the structure make a path for objectives. This is not the appropriate culture for business strategy, may be suitable for self-help group. Sainsburys culture: organisational culture field of the idea, which explaining the Sainsburys culture sectors such as experience, attitudes, personal and cultural values, psychology and beliefs of an organisation. The culture of an organisation related with the unique configuration which are describing values, beliefs, norms, behaviours and the function of the manner of groups and individuals that help to complete the job role. The concepts the organisational culture make external environment awareness with the people in the workplace. In this point the significant knowledge of the business which have particular collective and interactive needs of human capital. Human resource management help to expansion the on-going businesses to use the existing cultures and resources. Then establish the human resource function to monitoring the human capital culture. Human resource management is very much needed for the exploratory stage of the business for investigation, data gathered from semi-structure etc. 4.3. The effectiveness of human resource management is monitored in Sainsbury: Human resource management is a strategic approach for the organisational performance which involves with designing and implementing policies, practices and human capitals such as employee, collective knowledge, skills, behaviours etc for achieving the Sainsburys business objectives. Effectiveness of human resource management in technical and strategic sectors of Sainsbury: human resource management work for an effective way to approval of the organisational activities that socially constructed environments. Human resource management make an expectation for behaviour with legitimacy in the stakeholders. Human resource management identify the stakeholders activities to spread throughout the organisation. External stakeholders include government who regulate the employment practice and this is under human resource management activities. HRM works in an organisation through the stakeholders expectation such as recruitment, selection, performance, employee training, compensation, benefit and strategic development. So HRM carries the occupational specializations by reflecting the high level of knowledge in organisational programs with judging the effectiveness. HRM suggest for improvement of human capital with the competitive advantage based on organisational resources. The competitive advantage of human capital helps to improve the production process by the human resource. HRM makes an extra approach for strategic development of talent which reflecting an effective designs, empowerment, long-term competitors strengths and weaknesses for making the unique pool of human capital. 4.4. Justified recommendations to improve the effectiveness of human resource management in Sainsbury: HRM help to change the business patterns in an effective way of developing performance. Improve the effectiveness of HRM in Sainsbury come through strategy and performance development. The effective criteria of strategic patterns development are describing below: Operation by manager activities: Improve the employee attitudes. Improve the organisational culture to the employees. Improve the procedures and policies. Improve cultural related HR programs. Rewarding employees based on performance and behaviours. Stakeholders activities: Identify the business development issue applying HR strategy methods of stakeholders. Develop the leaders in new generation. Identify the new business strategy, discussing the critical HR metrics. Redesigning the structure for improving strategic objectives. Identify the talent that need for the improvement of business. Emergency responder activities: Work with different situation. Instant respond for current needs. Instant respond for the managers problematic issues. Respond for the employee and manager needs. Employee relationship activities: Sort out the employee competition issues under organisational environment. Handling the conflicts between the employees. Handling the conflicts between the managers. Skills participate for the organisational changes. Solve the political problems for the business development plans.

Nature Based Therapy

Introduction Nature based therapy is not a new concept, our well – being and association with nature is part of the never-ending human quest of who were are and just where is our place in this vast environment which surrounds us. In order to better grasp the topic of nature based therapy or ecotherapy, studies consulted were those pertaining to our connection with nature and our wellbeing. Just how does nature connectedness affect our experiencing of a good life is the subject of the first paper reviewed, by Howell, J. A. , Dopko, R. L. , Passmore, H. , Buro, K. (2011).The second paper by Jordan & Marshall (2010) describes a the changes to the traditional therapy frame in a the uncertain environment of the outdoors. In taking therapy outside, we work with nature as one of the variables in the therapeutic relationship. The integrative, often experiential approach of nature- based therapy or ecotherapy, is gaining rapid ground in the field of counselling and psychotherapy. My fi nal research paper aims at looking further into this growing field and how it can help those suffering from anxiety, burnout and depression. Article Review A Howell, J. A. , Dopko,R. L. Passmore, H. , Buro, K. (2011). Nature connectedness: Associations with well- being and mindfulness. Personality and Individual Differences, 51 (2), 166-171. Howell, Dopko, Passmore and Buro (2011) delve deeply into the question of our connectedness with nature and how it can be measured as a reflection of our mental well- being. The authors, all from the Grant MacEwen University in Edmonton Alberta conducted two empirical studies evidencing this association with data demonstrating that connection to nature may be more beneficial to our emotional and social well- being that previously realized.Drawing from the Biophilia hypothesis argued by Harvard evolutionary biologist E. O Wilson in 1984, that human beings have an instinctive, emotional and genetic need to be in contact with nature, Howell et al. , thus hypothesize that â€Å"higher levels of nature connectedness would be associated with higher levels of well-being and with greater mindfulness. † Many studies have been conducted on the subject with various results. Howell et al. , describe a study conducted by Mayer and Franz in 2004 which showed a â€Å"significant correlation between trait nature connectedness and life satisfaction† (p. 66). They are careful to define the word trait and provide a seemingly through review of the qualitative variables in current literature, discussing the changes in definition of well- being by various theorists (Nisbert, Zelenski and Murphy, 2011). The team from Alberta builds upon current research by probing further into the question of the â€Å"whether trait nature connectedness was associated with feeling well †¦ and with functioning well †¦ as well as the relations among nature connectedness and a second index of positive mental health, mindfulness† (p. 6 7). Howell et al. , review a large amount of research, define terminology and uncover new holes in the theories, they then go on to pose the hypotheses: â€Å"are higher levels of nature connectedness associated both with higher levels of well being and with greater mindfulness? † Methodology Howell et al. , conducted two studies using quantitative methods. In the first study, data was collected from 452 university students, primarily female, with â€Å"81. 1% identifying Canada as their country of birth† (p. 167).Using a variety of questionnaires including Mayer and Franz (2004) 14- item Connectedness to Nature Scale, Keyes' (2005) 40- item, measure of well being and Brown ; Ryan's (2003) Mindful Attention Awareness Scale (MASS). In order to ensure objectivity of results, Howell et al. , balanced these scales by using Paulhus's (1994) Balanced Inventory of Desirable Responding which serves to filter out â€Å"unintentionally inflated self-descriptions and impression management† (p 168). In the second study 275 students participated, all students of similar age and demographic as thefirst study.Howell et al. , used a few of the same questionnaires adding the Allo-Inclusive Identity Scale (Leary, Tipsord ; Tate, 2008) as well as the Philadelphia Mindfulness Scale (PMS) (Cardaciotto, Herbert, Forman, Moitra, Farrow, 2008). In an attempt to provide consistency and validity to the results, Howell et al. , provide succinct definitions and examples for some of the questions on these scales in order that the reader better understand the subtle differences in the descriptive statistics of the variables.Results Variables such as connectedness to nature, nature relatedness, allo inclusive identity, emotional well being, psychological well being, social well being, MAAS, PMS awareness and PMS acceptance showed correlations between nature connectedness and well being. Descriptive statistics were measured and then correlated among variables using confi rmatory factor analysis (CFA). Howell et al. , also provided models with hypothesized correlations between nature connectedness, well -being and mindfulness.In the first study â€Å"associations between nature connectedness and well- being and between well- being and mindfulness were significant; however, the association between nature connectedness and mindfulness was not† (p. 168). In the second study , correlations were significant with respect to psychological and social and emotional well being and with the added test scores added to the soup, nature connectedness was found to be significantly correlated to mindfulness. Discussion Howell et al. are satisfied with their consistent findings and that most results of their two studies support their hypothesis and suggest that † nature connectedness is associated with the extent to which people are flourishing in their private, personal lives† (p. 170). Howell et al. do admit that some of the findings were inconsi stent with their hypothesis and that future research could examine â€Å"moderators and mediators of the relationship between nature connectedness and mental health† (p. 170).They go onto discuss future research possibilities and challenges, including how nature could be incorporated into other activities to produce maximum therapeutic results. Howell et al. , produced convincing research into the relationship between connectedness to nature and well being. They took into account multiple scales of affect in order to collect their results and carefully described their differences and their impact on the final results. I feel their downfall is in their sample size and demographic and suspect results may be different depending on age and culture.Perhaps new rating scales would need to be developed in order to reflect these differences. Essentially, nature can benefit us all and regardless of the outcome being present within a natural environment will help you learn to experienc e the moment and perhaps even a renewed vitality in life. Article Review B Jordan, M. , ; Marshall, H. , (2010). Taking counselling and psychotherapy outside: Destruction or enrichment of the therapeutic frame? European Journal of Psychotherapy and Counselling, 12 (4), 345-359We all know that nature can help us feel better, but just how can we take a traditional therapeutic frame outdoors? What would be the challenges and what is the potential of this upcoming field of ecotherapy? Ecotherapy represents â€Å"a new form of psychotherapy that acknowledges the vital role of nature and addresses the human nature relationship† (p. 354) Martin Jordan and Hayley Marshall use relational therapy concepts in order to investigate mutuality and asymmetry and how they may be experienced differently in the great outdoors.Both Jordan ;Marshall are practicing registered psychotherapists and by using their own experiences, they explore both the successes and challenges to the traditional fram ework of a therapeutic session. Jordan ; Marshall address many fundamental questions including how confidentiality would be addressed in public settings and how timing or the therapeutic session is affected by practicing counselling and psychotherapy outside. They believe that the challenges to the traditional framework could be sorted out between client and therapist and in fact become part of the process .A flexible contract could be drawn up, one open to change. Jordan ; Marshall are careful to provide several definitions of a therapeutic frame, from eh uber- conservative â€Å"Psychotherapy should be carried out in a soundproof consulting room, in a private office in a professional building† (Langs 1982), to â€Å"being seen as a transgression or a dual relationship for the therapist† (Zur 2001). But there are others who believe that the therapeutic boundary should be a dynamic process (Hermansson, 1997) or that the flexibility in the frame is an opportunity for â €Å"deepening the therapeutic work and relationship† (Bridges, 1999).Jordan ; Marshall seem to be covering all bases with their own summary of a therapeutic boundaries,† Working outdoors can throw new light on these traditionally more fixed ideas concerning boundaries and invite an increasingly flexible perspective on issues concerning power and mutuality within the therapeutic relationship† (p. 347). They examine the changes in client therapist relationships and how mutuality must not be equated with equality in terms of the therapeutic relationship. Jordan ; Marshall are not prescribing a recipe for therapy outdoors nor are they saying therapy is better outdoors.Their goal with this paper is to present their experiential findings and observations regarding the challenges various forms of outdoor therapy impart on the traditional therapeutic frame as well as on the relationship between therapist and client. Methodology The qualitative method devised to learn more about the impacts of taking the therapeutic frame outdoors was simple. Jordan ; Marshall began to hold sessions outdoors with their existing clients. They used two types of interactions outdoors: 1. taking the traditional therapeutic frame of one hour into ‘ nearby nature' and 2. aking clients on excursions where the frame is extended to over a weekend or more. Relational theory concepts were used in order to better understand how the traditional frame of psychotherapy elements such as â€Å"confidentiality and timing of therapeutic work, weather, containment and power dynamics† (p. 347), would be challenged by unpredictable natural environment. The variables of mutuality and asymmetry were also studied in terms of the expanding boundaries in the client – therapist relationship. One case study (in two parts) is presented in order to better grasp the challenges and potential of nature – based therapy.Results Jordan ; Marshall found many potential challenge s in taking the therapeutic frame outdoors. In particular, they found that the boundaries between client and therapist, could become challenged. The outdoors provided a neutral environment which fostered mutuality but maintaining some asymmetry in the relationship could be difficult. In taking this frame outdoors, Jordan ; Marshall also found that the structure of the frame itself may need to be reshaped and become more flexible; perhaps the frame becomes an open process, rather than an ultimate set of rules.They also found that sometimes the unpredictability of the environment created more anxiety, both in the client and the therapist and that the establishment of a therapeutic container or the ‘building of a home in nature' (Berger, 2006) was successful in overcoming some of these obstacles. Discussion The purpose of Jordan ; Marshall's paper was to provide information on the potential and challenges of taking traditional therapy practice outdoors. Jordan & Marshall consulte d a vast reference list including one of the founders of nature- based therapy, Ronen Berger and this provided interesting insight into this emerging field.At times the paper felt disorganized and the case presentation split in two halves was confusing. Results were scattered throughout the paper and the methodology was vague and seemingly structureless. Nevertheless, Jordan & Marshall got to the gist of the subject and were honest with their results, reporting their own struggles with mutuality and asymmetry when taking clients outside of the traditional hour long frame; â€Å"both clients and therapists can experience a blurring of the boundaries between what is therapy and what is social space† (p357).Jordan & Marshall did not however, provide much data as to how many clients they had seen and under what circumstances. Their observations are keen and easily related to when thinking about the traditional therapeutic frame, nevertheless a concrete chart or model, using the r elational as well as other theories or approaches, would have been welcome and interesting. ConclusionOverall I found both these articles fascinating and extremely pertinent to my final research paper. Simply being present within a natural environment can help us feel better. Perhaps when taking therapy outdoors and as nature becomes a dynamic third in the therapeutic relationship, the traditional frame will come alive with an emergent creativity and mindfulness nudging us all towards our own true nature.

The Foolproof How to Write Myself in English Strategy

The Foolproof How to Write Myself in English Strategy To my mind hobbies differ like tastes and should you have selected a hobby depending on your character you're lucky, as your life gets more interesting and pleasurable. There are lots of ways to begin talking to someone new. I'm modest and at times shy, but don't advice someone tricking or kidding me. What Does How to Write Myself in English Mean? It's possible to decide on any myself essay given below based on your need and requirement. Reason, I likewise don't know. Superior hobbies dramatically enhance our nature and character traits together with improve our performances. As there's a perception that the middle child isn't much loved, this isn't true with me. Everything depends upon my mood. Finally, the people that you're talking to are likely to ask you the exact same questions which you're asking them. You've also to take note that you'll need the sum to get started dwelling in the new location. Even if the work only demands that you be a native speaker, you must consider every facet of the job prior to making the decision. Sometime, you might have problems in the event you may have to send the money back home to care for your people. You've also to bear in mind that numerous students could be seeking to learn English to acquire a new job or maybe to change schools in order that they could be looking the results at the same time. Not all conversations will be good. In addition, I have many pals. My teachers and parents are pleased with my performance. I never fail to get involved in the sports activities and other extracurricular pursuits. If you're able to work in broad range of countries and scenarios, then you might want to think about commencing with a number of the TESL web websites. I live in rather excellent society where some programmes are organized from time to time in order to raise awareness among common public regarding the social difficulties. There are new programs on TV that are specially relay to boost our awareness about worldwide affairs. The school or the company where you'll be working for has to supply you with the guidelines about how to submit an application for visa and other needs. I'd like to join civil services. There are plenty of sites and phone apps which can help you use and remember French. I am really passionate about technology. To that end, it's essential that students devise strategies through which they may enhance their academic performance and pass their exams at their various levels of education. In my view, students should limit the quantity of time they spend on social networking and concentrate on homework if they wish to succeed in school. With the upsurge of social media, they can develop social media platforms in which academic information is exchanged so that they don't have to meet face to face but learn from each other in the comfort of their own homes. Any student who would like to pass exams need to have a comprehensive study plan entailing her or his learning targets and study times throughout the week, month or year. What Everybody Dislikes About How to Write Myself in English and Why French is an enjoyable and fun language and can be utilized in many places on earth. Before you submit an application for the Teach English Abroad, you need to know about the issues that you will meet i n the manner. You must be very comfortable in speaking English. Concentrate on speaking English. Locate a primary five pupil or student who's good in math and pay their school fees for a single year in order for them to teach you mathematics. Although don't forget that's just whenever the school year starts. Before you submit an application for the job, you need to be careful of what you require like visa and other documents. If you're a licensed or skilled English teacher then it ought not be too hard to locate work in Europe. Answer those questions, and everything you will have to do is put that into words. The significance of a language doesn't simply depend on whether the language is a member of a major or minor language group, we just will need to provide some type of priority to each language to let it survive. Don't wait to provide a gorgeous prayer in the examination space, hoping that God will somehow earn a miracle for you so you can pass without studying hard. By following a couple of easy strategies and tricks it is simple to memorize and remember French writings and words. More examples can produce the paragraph longer. Below are a few sample conversations. Below are a couple of examples of pronouns utilized in everyday conversation, but without a technique to memorize the language it is fairly a job.

Challenges for Microfinance Organizations Serving the Poor

WHAT CHALLENGES DO MICROFINANCE ORGANISATIONS FACE IN THEIR ATTEMPTS TO SERVE THE POOR? ASSESS THE POTENTIAL BENEFITS AND DRAWBACKS OF MICROFINANCE IN IMPROVING LIVING STANDARDS. Over the last 15 years microfinance institutions (MFIs) have rapidly expanded. The number of poor families with a microloan has grown from 7.6 million in 1997 to 137.5 million in 2010. Microcredit has generated significant confidence for fast poverty alleviation; creating a multiplier effect leading to the eradication of poverty and hunger, universal primary education, the promotion of gender equality and empowerment of women in developing nations. It can be argued that microcredit is a â€Å"win-win† opportunity, in which the poor are given the financial capital and†¦show more content†¦Within the villages of Bangladesh, weekly meetings occur with a loan officer from an MFI, who records the weekly instalments on outstanding loans, saving deposits and fees. The loan office also offers advice, sorts out discrepancies and makes arrangements for customers to obtain new loans from the local branch office. All of these meetings occur in public, thus making the process more transparent as it lets the villagers know who among them is moving forward and who may be running into difficulties (Armendariz Morduch, 2010 p.98). However, joint liability has its disadvantages as it can bring costs to the borrowers such as low flexibility, the loss of social capital for defaults beyond a person’s control and peer pressure to undertake excessively risk-adverse activities (Todaro Smith, 2011). Group lending ignores the fact that group members must spend time to assess each other projects along with the fact that group members may live far-off from each other (Hermes Lensink, 2007). The peer pressure aspect of group lending has led to sanctions being implemented on potential or actual defaulters, they were not just economic but were also social discriminating and tensions had become unpleasant and oppressive for those concerned (Madajewicz, 2011). Moreover, it has been argued that the size of the desired loanShow MoreRelatedWhat Is an Ohp Sheet?1297 Words   |  6 Pages5. Brief content of Presentation BRAC BRAC Bangladesh is one of the largest, diverse and most innovative NGOs in the world with operations in Bangladesh, Pakistan, Srilanka, Africa, Sudan, Uganda, Tanzania and Afghanistan. BRAC aims to empower the poor to become more than passive recipients of financial aid. We strive to assist them in making a difference and become an integral part of their society.. 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