...Challenges of Being an Advocate and Neutral Facilitator Robert Black BSHS/442 June 20, 2011 Nicole Fogel Challenges of Being an Advocate and Neutral Facilitator In some circumstances an advocate or mediator may face the potential of a dual relationship in which said advocate or mediator most likely will face ethical, moral, and legal challenges. Dual relationships occur when professionals assume two roles simultaneously or sequentially with an individual seeking assistance (Guthmann, Heines, & Kolvitz, n.d.). Dual relationships include sexual intimacy with a client and (or) providing the service to a friend or relative. Within this paper an exploration of the ethical, moral, and legal challenges advocates and mediators may face regarding dual relationships will occur. A personal opinion concerning the integration of advocacy and mediation within the human services field will also be presented as well as a personal philosophy and approach to advocating and mediating within a child welfare agency setting. Challenges of Dual Relationships An advocate or mediator offering friendship or love to a client outside the purview of his or her duties, or if the exchanges goods or services with a client has occurred, indicates professional boundaries have been violated and a dual relationship has been formed (Mediation Council of Illinois, 1999). A Dual relationship is considered a conflict of interest and crosses the ethical boundaries issues set forth in most advocacy and...
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...Challenges of being an Advocate and Neutral Facilitator BSHS 411 December 9, 2012 Andrea Winston Challenges of being an Advocate and Neutral Facilitator In some circumstances an advocate or mediator may face the potential of a dual relationship in which said advocate or mediator most likely will face ethical, moral, and legal challenges. Dual relationships occur when professionals assume two roles simultaneously or sequentially with an individual seeking assistance (Guthmann, Heines, & Kolvitz, n.d.). Dual relationships include sexual intimacy with a client and (or) providing the service to a friend or relative. Within this paper an exploration of the ethical, moral, and legal challenges advocates and mediators may face regarding dual relationships will occur. A personal opinion concerning the integration of advocacy and mediation within the human services field will also be presented as well as a personal philosophy and approach to advocating and mediating within a child welfare agency setting. Challenges of Dual Relationships An advocate or mediator offering friendship or love to a client outside the purview of his or her duties, or if the exchanges goods or services with a client has occurred, indicates professional boundaries have been violated and a dual relationship has been formed (Mediation Council of Illinois, 1999). A Dual relationship is considered a conflict of interest and crosses the ethical boundaries issues set forth in most advocacy and mediation...
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...will be the ethical, morals, and legal challenges of the dual relationships of an advocate and mediator. Plus, I will discuss my personal philosophy and approach to advocating and mediating. When it comes to an advocate or a mediator, there may be circumstances that both advocacy and mediation may face challenges of ethical, moral and legal. Dual relationships do occur when a professional takes on the two roles and/or sequentially with someone looking for assistance. (Guthmann, Heimes, & Kolvity, n.d.). Dual relationships includes seeing an client for personal reasons and /or providing services to family or friends. Being an advocate or a mediator must always keep the relationship on a professional level. For an advocate or even a mediator to off friendship or any other things such as services or goods, is crossing the professional boundaries. (Mediation Council of Illinois, 1999). To have a duel relationship is a conflict of interest and it does cross the ethical line. Also, there is never any good that comes out of dual relationships. This is according to the Advocacy and Mediation Code of Ethics. There should also be respect when it comes to advocates and mediators and their clients. They are there to provide a service to their clients and it should always be on a professional level. There should never be dual relationships in advocacy or mediation except for a professional relationship. Mediators are there as a third party to try and help in coming up with...
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...The Functional Roles of Human Resource Bernard Jackson Human Resources Management MBA 533 August 18, 2013 Abstract Many large, middle-sized and even small business organizations have a functional human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As the name indicates, the department exists to manage and assist the human element of the company. Since human capital is the most important asset of any organization, having an efficient and quality human resources department is key to the quality and success of the organization. Human resources functional activity supports strategic initiatives. Strategic planning drives functional or transactional processes. HR managers are capable of implementing strategy and carrying out activities that support their strategic plans. Typically, a human resources manager or director develops department strategy depending on the functional expertise of HR specialists. Generally, HR is the process of managing and motivating employees. Some roles of HR vary based on the organization, but there are a number of common functions that are constant. If HR is effective, employees across the company produce optimal results. The functional roles of any Human Resource department varies but the duties are key to the success of any organization. Recruitment and hiring the right people, putting them in the right positions for their abilities and skills is crucial...
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...Workplace: meeting the challenge” co-sponsored by the national Women’s Health Resource center, the leading independent health information source for women. this white paper offers comprehensive research about the causes and impact of workplace stress, its role in lost productivity and higher healthcare costs and includes the effects of job stress on women workers. the research also reviews successful organizational and individual strategies to help manage stress and reduce costs. Following these strategies can help reduce absenteeism and turnover, help employees better balance work/life responsibilities, and also reduce healthcare costs. about health aDVocate™, inc. Health Advocate, inc., the nation’s leading independent healthcare advocacy and assistance company, serves more than 5,000 clients nationwide, providing more than 15 million Americans with personalized help to resolve healthcare and insurance-related issues. the company offers a spectrum of advocacy, Wellness, Pricing decision Support and Human Resources solutions to help save time and money. the company also offers a direct-to-consumer advocacy service, called Health Proponent ®, to individuals who are not part of groups. For more information, contact Health Advocate (toll-free) at: 1-866-385-8033, prompt #2 or via email at info@HealthAdvocate.com. st r e ss i n t he wor k p l a c e t me e t ing t he chal l en g e he alarming spike in the incidence of reported stress among employees in recent years and...
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...Workplace: meeting the challenge” co-sponsored by the national Women’s Health Resource center, the leading independent health information source for women. this white paper offers comprehensive research about the causes and impact of workplace stress, its role in lost productivity and higher healthcare costs and includes the effects of job stress on women workers. the research also reviews successful organizational and individual strategies to help manage stress and reduce costs. Following these strategies can help reduce absenteeism and turnover, help employees better balance work/life responsibilities, and also reduce healthcare costs. about health aDVocate™, inc. Health Advocate, inc., the nation’s leading independent healthcare advocacy and assistance company, serves more than 5,000 clients nationwide, providing more than 15 million Americans with personalized help to resolve healthcare and insurance-related issues. the company offers a spectrum of advocacy, Wellness, Pricing decision Support and Human Resources solutions to help save time and money. the company also offers a direct-to-consumer advocacy service, called Health Proponent ®, to individuals who are not part of groups. For more information, contact Health Advocate (toll-free) at: 1-866-385-8033, prompt #2 or via email at info@HealthAdvocate.com. st r e ss i n t he wor k p l a c e t me e t ing t he chal l en g e he alarming spike in the incidence of reported stress among employees in recent years and...
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...Workplace: meeting the challenge” co-sponsored by the national Women’s Health Resource center, the leading independent health information source for women. this white paper offers comprehensive research about the causes and impact of workplace stress, its role in lost productivity and higher healthcare costs and includes the effects of job stress on women workers. the research also reviews successful organizational and individual strategies to help manage stress and reduce costs. Following these strategies can help reduce absenteeism and turnover, help employees better balance work/life responsibilities, and also reduce healthcare costs. about health aDVocate™, inc. Health Advocate, inc., the nation’s leading independent healthcare advocacy and assistance company, serves more than 5,000 clients nationwide, providing more than 15 million Americans with personalized help to resolve healthcare and insurance-related issues. the company offers a spectrum of advocacy, Wellness, Pricing decision Support and Human Resources solutions to help save time and money. the company also offers a direct-to-consumer advocacy service, called Health Proponent ®, to individuals who are not part of groups. For more information, contact Health Advocate (toll-free) at: 1-866-385-8033, prompt #2 or via email at info@HealthAdvocate.com. st r e ss i n t he wor k p l a c e t me e t ing t he chal l en g e he alarming spike in the incidence of reported stress among employees in recent years and...
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...Int. J. Electronic Finance, Vol. 5, No. 1, 2011 15 Towards a conceptual model: a path analysis of fundamental relationships affecting mobile advertising effectiveness Justin Beneke School of Management Studies, University of Cape Town, South Africa E-mail: Justin.Beneke@uct.ac.za Abstract: This research aims to establish how attitudes towards mobile advertising ultimately influences purchase intention. A conceptual model was developed, linking the constructs attitudes, attention, involvement and purchase intention in the context of mobile advertising. The model was tested with a sample of 250 young adults using Partial Least Squares (PLS) analysis. Findings indicated that a positive relationship exists between a consumer’s attitude towards mobile advertising and his or her purchase intention. However, this relationship was found to be partially mediated by the attention that a consumer pays to the mobile advertisement, as well as his or her involvement in it. Keywords: mobile advertising; attitude; attention; involvement; purchase intention; e-finance; South Africa. Reference to this paper should be made as follows: Beneke, J. (2011) ‘Towards a conceptual model: a path analysis of fundamental relationships affecting mobile advertising effectiveness’, Int. J. Electronic Finance, Vol. 5, No. 1, pp.15–31. Biographical notes: Justin Beneke is a Lecturer in the Marketing Section of the School of Management Studies at the University of Cape Town (UCT). His fields of interest...
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...[pic]Read without ads and support Scribd by becoming a Scribd Premium Reader. See Premium Plans × Language: English Choose the language in which you want to experience Scribd: • English • 中文 • Español • العربية • Português • 日本語 • Deutsch • Français • Turkce • Русский язык • Tiếng việt • Język polski • Bahasa indonesia Download Go BackAdd Note Link Embed Save [pic]of 8 Readcast [pic] [pic][pic][pic] Dr. Nola J. Pender PhD, RN, FAANa nursing theorist who first presented her Health Promotion Model for nursing in her book HealthPromotion in Nursing Practice (1982). She developed the idea that promoting optimal health supersedespreventing disease. Pender's theory identifies cognitive-perceptual factors in the individual, such asimportance of health, perceived benefits of health-promoting behaviors, and perceived barriers to health-promoting behaviors. These factors are modified by demographic and biologic characteristics andinterpersonal influences, as well as situational and behavioral factors. They help predict participation inhealth-promoting behavior. The individual's definition of health for himself or herself has more importance thana general statement about health. A major assumption in Pender's theory is that health, as a positive high-level state, is assumed to be a goal toward which an individual strives. Pender Nursing Theory The Health Promotion Model of nursingNola Pender, former professor...
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...Molecular Systems Biology 4; Article number 228; doi:10.1038/msb.2008.60 Citation: Molecular Systems Biology 4:228 & 2008 EMBO and Macmillan Publishers Limited All rights reserved 1744-4292/08 www.molecularsystemsbiology.com Finding multiple target optimal intervention in diseaserelated molecular network Kun Yang1,2, Hongjun Bai1,2, Qi Ouyang2, Luhua Lai1,2,* and Chao Tang2,3 1 Beijing National Laboratory for Molecular Sciences, State Key Laboratory for Structural Chemistry of Unstable and Stable Species, College of Chemistry and Molecular Engineering, Peking University, Beijing, China, 2 Center for Theoretical Biology, Peking University, Beijing, China and 3 Department of Biopharmaceutical Sciences, University of California, San Francisco, CA, USA * Corresponding author. Beijing National Laboratory for Molecular Sciences, State Key Laboratory for Structural Chemistry of Unstable and Stable Species, College of Chemistry and Molecular Engineering, and Center for Theoretical Biology, Peking University, Beijing 100871, China. Tel.: þ 86 10 6275 7486; Fax: þ 86 10 6275 1725; E-mail: lhlai@pku.edu.cn Received 23.5.08; accepted 14.9.08 Drugs against multiple targets may overcome the many limitations of single targets and achieve a more effective and safer control of the disease. Numerous high-throughput experiments have been performed in this emerging field. However, systematic identification of multiple drug targets and their best intervention requires knowledge of the underlying...
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...Jonathan P. Doh and Terrence R. Guay GLOBALIZATION AND CORPORATE SOCIAL RESPONSIBILITY: HOW NONGOVERNMENTAL ORGANIZATIONS INFLUENCE LABOR AND ENVIRONMENTAL CODES OF CONDUCT Abstract • Concerns over the potential negative spillovers from globalization have resulted in increasing demands for multinational corporations (MNCs) to adhere to international standards and codes of responsibility. Nongovernmental organizations (NGOs) have been important advocates for development and adoption of these standards and codes. • In this paper, we provide a brief review of the emergence of NGOs and their influence on debates about globalization, and a specific assessment of NGO efforts to promote stronger labor and environmental policies of multinational corporations. • We examine the role of NGOs in development and enforcement of twelve international agreements and codes of conduct addressing labor issues and environmental practices. We use findings from these cases and insights from international business and other managerial theory to develop propositions that explain the circumstances under which NGOs have more or less influence in developing and enforcing international codes. Key Results • We suggest NGOs will achieve the greatest impact on codes of conduct when: 1) they intervene early in the code development process; 2) they forge transnational coalitions with other organizations, including other NGOs, MNCs, and governments; 3) codes are devised...
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...Question 1 As defined by Harry Webne-Behrman, conflict is ‘a disagreement through which the parties involved perceive a threat to their needs, interests or concerns’. There are commonly four levels of conflicts commonly known. They are intrapersonal conflict, interpersonal conflict, intragroup conflict and intergroup conflict. ▪ Intrapersonal Conflict Intrapersonal conflicts include ideas, thoughts, emotions, values or drives that are in conflict with one another. For example, in the army, many soldiers may disagree with their superiors’ orders. However, they choose to keep it to themselves due to the regimentation. It is important to note that these conflicts occur within an individual. Hence, it may not be relevant to a conflict between two parties. ▪ Interpersonal Conflict Interpersonal conflicts occur between individuals. For instance, it can happen between co-workers, spouses, siblings or even neighbours. At this level, we study interpersonal negotiation, and directly address the management and resolution of interpersonal conflict. ▪ Intragroup Conflict Intragroup conflicts happen within a group, be it a team, work group members, families, classes or living units. At this level, we analyse conflict as it affects the ability of the group to make decisions, work productively, resolve its difference, so as to continue achieve its goals effectively. ▪ Intergroup Conflict Intergroup conflicts arise between organizations...
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...The Handbook of Negotiation and Culture Michele J. Gelfand Jeanne M. Brett Editors STANFORD BUSINESS BOOKS The Handbook of Negotiation and Culture The Handbook of Negotiation and Culture Edited by miche le j. ge lfand and jeanne m. brett Stanford Business Books An imprint of Stanford University Press Stanford, California 2004 C Stanford University Press Stanford, California C 2004 by the Board of Trustees of the Leland Stanford, Jr., University. All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying and recording, or in any information storage or retrieval system without the prior written permission of Stanford University Press. Printed in the United States of America on acid-free, archival-quality paper Library of Congress Cataloging-in-Publication Data The handbook of negotiation and culture / edited by Michele J. Gelfand and Jeanne M. Brett. p. cm. Includes bibliographical references and index. isbn 0-8047-4586-2 (cloth : alk. paper) 1. Negotiation. 2. Conflict management. 3. Negotiation—Cross-cultural studies. 4. Conflict management—Cross-cultural studies. I. Gelfand, Michele J. II. Brett, Jeanne M. bf637.n4 h365 2004 302.3—dc22 2003025169 Typeset by TechBooks in 10.5/12 Bembo Original printing 2004 Last figure below indicates year of this printing: 13 12 11 10 09 08 07 06 05 04 Contents List of Tables and Figures Foreword Preface xi xv ix ...
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...A Cup of Coffee with the Linovamvaki Reviving ethnic and cultural integration on the island of Cyprus Michael Apicelli IRP-601 Dayton 18 December 2006 The island-nation of Cyprus, although small, serves as the location of the most long-standing UN Peace-keeping mission in the world. The UN-established “green line” divides Cyprus into two parts, the lower 2/3 of the island known as the Cypriot Republic, is almost exclusively populated by denizens whose ethnic identification is classified as Greek. The northern third of the island, occupied by self-avowed Turkish Cypriots, recognizes itself as the Turkish Republic of Northern Cyprus. The only other country in the world that recognizes the TRNC is Turkey, while the Republic of Cyprus is recognized internationally. While the international community recognizes the Republic of Cyprus as having jurisdiction over the island as a whole, in fact the Republic’s authority stops at the green line, a fact which has led at a number of confusing international issues, including Cyprus’ and Turkey’s EU accession bids. The Beginnings of Cypriot History Cyprus is an island state that has only recently achieved sovereignty. Inhabited for well over two thousand years, it has a four hundred year colonial history of shared culture, language, and mores between the Turkish and Greek Cypriots that populate its scenic mountains, plains, and beaches. These shared mores and sense of culture will prove...
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...Chapter 1 The Nature of Negotiation Fill in the Blank Questions 1. People ____________ all the time. Answer: negotiate Page: 2 2. The term ____________ is used to describe the competitive, win-lose situations such as haggling over price that happens at yard sale, flea market, or used car lot Answer: bargaining Page: 3 3. Negotiating parties always negotiate by ____________. Answer: choice Page: 6 4. There are times when you should _________ negotiate. Answer: not Page: 6 5. Successful negotiation involves the management of ____________ (e.g., the price or the terms of agreement) and also the resolution of ____________. Lewicki/Barry/Saunders, Negotiation, 6/e 1 Answer: tangibles, intangibles Page: 8 6. Independent parties are able to meet their own ____________ without the help and assistance of others. Answer: needs Page: 9 7. The mix of convergent and conflicting goals characterizes many ____________ relationships. Answer: interdependent Page: 10 8. The ____________ of people’s goals, and the ____________ of the situation in which they are going to negotiate, strongly shapes negotiation processes and outcomes. Answer: interdependence, structure Page: 10 9. Whether you should or should not agree on something in a negotiation depends entirely upon the attractiveness to you of the best available _________. Answer: alternative Page: 10 – 12 10. When parties are interdependent, they have to find a way to ____________ their differences. Answer:...
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