...AND SOCIAL CARE PSYCHOLOGICAL PERSPECTIVES FOR HEALTH AND SOCIAL CARE A/601/2404 LEVEL 3 UNIT 7 GUIDED LEARNING HOURS: 30 UNIT CREDIT VALUE: 5 PSYCHOLOGICAL PERSPECTIVES FOR HEALTH AND SOCIAL CARE A/601/2404 LEVEL 3 UNIT 7 AIM OF THE UNIT Psychology is the study of the human mind and behaviour. This unit aims to explain the reasons people do the things they do when it comes to health and wellbeing. The mind and the body are interlinked, e.g. stress caused by daily hassles or lifestyle can have a detrimental effect on the body’s immune system and can lead to serious illness. Psychologists have given us many ways to explain human behaviour and this unit is designed to enable learners to apply what they have learnt to their own practice; from helping people overcome emotional problems to dealing with challenging behaviours. The knowledge and understanding gained throughout the unit will benefit all those who work with others, be it people who use services, their friends and family, and other professionals. A wide range of perspectives is covered which can then be applied to many different health and social care settings. The behaviourists and social learning theorists can help to explain how health related behaviours are learnt as well as ways to teach new behaviours to people who use services. The humanists, on the other hand, provide us with a set of guidelines for working with individuals in a person-centred, non-judgemental manner. By understanding the factors that...
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...prevention and enhancement of health. It expands the biological framework of medicine to also include psychological and social factors. The scope of health psychology is very broad because many theories and methods of psychology can be applied to health-related issues. Maes & van Elderen (1998) (cited in Gross, 2009) defines health psychology as “…a sub-discipline of psychology which addresses the relationship between psychological processes and behaviour on the one hand and health and illness on the other...”. Health psychology aims to understand, explain, develop and test theories by evaluating the role of psychology and its perspectives as factors affecting illness, predicting unhealthy behaviours and understanding and evaluating the role of psychology in the experience and treatment of illness. It also aims to put theory into practice by promoting healthy behaviour, preventing illness and thereby improving the health care system and health policy. For example, from programmes developed to help people reduce risk factors to their health, such as obesity and smoking, to understanding how people respond to the onset of illness, how they deal with their illness, how they cope with pain and how they respond to treatments. Therefore, health psychology is an important discipline that has a great deal to offer to the health care system, demonstrating that psychological principals can be successful in providing positive health effects in patients than...
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...of Health literature, and explain how each of them has influenced our understanding of the concept of health and well-being. Health is a term that is commonly debated and the definition varies from one profession to another and is a controversial term. The World Health Organisation describes health as: “A state of complete physical, mental and social well-being and not merely the absence of disease or infirmity” (WHO, 1948) This definition was formulated in 1948 and at the time was a breakthrough in the health care sector and was finally seen as a positive definition of health, rather than negative. Most definition concentrated on disease and illness. There are some criticisms that state that the model describes health as a ‘state’ rather than a process and does not put any certain boundaries on what is considered “health”. In healthcare, models are used to diagnose and explain an individual’s health. There are four main models that dominate the health care profession which are the biomedical model, social model, biopsychosocial model and the holistic model. In this essay I will discuss all four models by looking at their advantages and limitations in health care. The biomedical model is a dominant model of disease in contemporary medicine and was devised by medical scientists for the study of disease. It was created as a scientific model therefor involved a set of scientific assumptions and rules. Biomedicine is the principal way of understanding health and illness. It is...
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...also become more and more interested in the challenge for International education organisations to adapt to the pressure and new demands of our rapidly changing and globalized world. “Contemporary organizations are immersed in a virtual cyclone of change as they strive to adapt to the ever increasing demands of their domestic and global markets” (Chandler, 1994; Morrison, 1981). In International schools, this has naturally generated changing contexts of education. Organizational change is becoming an increasing priority and is quite clearly at the forefront of management concerns. I would like to use this assignment to broaden my understanding of the workings of educational structures in the context of international teaching. I will first attempt to analyze the theory of educational management so that - with a multidimensional perspective, I can review and reflect on the functioning and changes of organizations, including the ones in my own establishment. Secondly, I will aim to look into managing change, with a later focus on resistance. 1- Observation of organisational behaviour: Is change at the heart of organisational behaviour at my school? I believe it is...
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...to analyse the challenges related to reward and performance of business that is examined in case study organisation, which is “Construct It.” Moreover, the paper will explain the impact on employee psychological contract in engaging workforce effectively in order to achieve changes in working conditions or practices. Furthermore, the paper will also explore critically the influence of line manager in helping shape, which drives the changes needed. In this way, specific attention must be paid to the issues around professional and ethical practices. Discussion Challenges from case study in developing effective link between reward and performance “Construct It” has the biggest issue of recruiting effective project and site managers. Since there is general shortage of good managers within industry therefore, they demand high salaries in behalf of their services. Thus, the organisation is planning to consider the aspect of performance, which is related to reward to packages for the level of staff that try to assist recruitment along with retention. According to Michigan model by Fombrun, Tricky and Devanna in 1984, holds hard HRM, which states that people must be managed with other resources that must be obtained cheaply, developed, and economically. However, this model is based on selection, development, appraisal, and reward that is attained by considering the organisational performance. The hard HRM model (Fombrun, Tichy and Devanna, 1984) is conceived management as...
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...necessity to company managers within organizations. To begin with, it is essential to note that employee motivation is one of the most essential aspects that every manager within an organization should address and look at. Staff motivation, as it will be seen in this paper from a detailed perspective, is of great necessity to company managers because it is one of the strongest agents that the corporation banks on to achieve its goals and objectives. At the same time, motivation is necessary in order to develop the employees’ capabilities, skill, expertise, experience and intellectual capital at large (Deci, 1971). This is only achievable if the employees are highly motivated by the corporation managers and the concerned parties such as the human resource department. This is one of the areas that this paper will critically address. Employees’ satisfaction is one of the most essential elements and propellers of motivation at work. This paper will look at job satisfaction and its relation to employee motivation from a critical perspective (Rugman, 2002). In order to achieve this, several models will be analyzed and looked at, considering that they are some of the factors that will assist in understanding employees’ motivation and job satisfaction. The aim of this paper, therefore, is to analyze the general applicability of various management models and how they affect job motivation, through satisfaction (Kotler & Armstrong, 2006). There is a positive correlation between motivation...
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...NAME: ARNEJO, MURIELLE ANNE C. BEED-ECEIII 1.Reflected diary-A reflective journal is a means of recording ideas, personal thoughts and experiences, as well as reflections and insights a student have in the learning process of a course. In addition to the demands of a typical written assignment (e.g. able to give definition on concepts, demonstrate basic understanding of course materials), reflective journal requires the students to think more deeply, to challenge their old ideas with new incoming information, to synthesize the course materials they have learnt into their personal thoughts and philosophy, and also to integrate it into their daily experiences and future actions. The benefits of the reflective learning process are usually accumulated over a period of time, in which the students usually show a series of developmental changes, personal growth and changes in perspectives during the process. 2.journal-journal is an academic magazine published on a regular schedule. It contains articles written by experts in a particular field of study, based on research or analysis that the author, or authors, did. That research might include case studies in the medical field, primary source research in the field of history, or literature analysis. Journal articles are written for experts or students of that particular field who have an advanced field-specific vocabulary and knowledge. A personal record of occurrences, experiences, and reflections kept on a regular basis;...
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...The Uses and Abuses of Agency Theory in Business Ethics The spectacular corporate scandals and bankruptcies of the past decade have served as a powerful reminder of the risks that are involved in the ownership of enterprise. Unlike other patrons of the firm, owners are residual claimants on its earnings.1 As a result, they have no explicit contract to protect their interests, but rely instead upon formal control of the decision-making apparatus of the firm in order to ensure that their interests are properly respected by managers. In a standard business corporation, it is the shareholders who stand in this relationship to the firm. Yet as the recent wave of corporate scandals has demonstrated once again, it can be extraordinarily difficult for shareholders to exercise effective control of management, or more generally, for the firm to achieve the appropriate alignment of interests between managers and owners. After all, it is shareholders who were the ones most hurt by the scandals at Enron, Tyco, Worldcom, Parmalat, Hollinger, and elsewhere. For every employee at Enron who lost a job, shareholders lost at least US$4 million.2 Furthermore, employees escaped with their human capital largely intact. Creditors and suppliers continue to pick over the bones of the corporation (which still exists, under Chapter 11 bankruptcy protection, and continues to liquidate assets in order to pay off its debts).3 But as far as shareholders are concerned, their investments have simply evaporated...
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...regulation and its social benefits in the form of improved operations of markets”. Regulation put in place to benefit society as a whole rather than vested interests. Regulatory body considered to represent interests of the society in which it operates, rather than private interests of the regulators. Assumes that government is a neutral arbiter. Criticisms of public interest theory Critics question assumptions that economic markets operate inefficiently if unregulated. Question the assumption that regulation is virtually costless. Others question assumption of government neutrality; argue that government will only legislate and groups will only lobby for regulation if it will increase their own wealth. Capture theory A contrary perspective of regulation is provided by capture theory. It argues that although regulation is often introduced to protect the public, the regulatory...
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...Wladislaw Rivkin, Stefan Diestel, Klaus-Helmut Schmidt* The positive relationship between servant leadership and employees’ psychological health: A multi-method approach** Servant leadership is thought to encourage socially responsible and moral behaviors. In the present article, we test the positive relationship between servant leadership and employees’ psychological health. We argue that servant leadership is positively related to employees’ health because servant leaders shape employees’ needs and create work environments that fulfill these needs. We examine the proposed relationship of servant leadership (a) competing for variance with different well-known stressors, (b) in multiple samples, (c) at the within- and between-person level, and (d) in relation to long- and short-term indicators of strain. On the basis of this multi-method approach we seek to demonstrate that our results are invariant across different methodological conditions. In Study 1 (N=443), we simultaneously tested the between-person level relationships of servant leadership and job ambiguity to emotional exhaustion and depersonalization as the core symptoms of burnout. In Study 2 (N=75), we simultaneously tested the relationships of person-level servant leadership and day-level emotional dissonance to day-level ego depletion and need for recovery as outcomes. The results of both studies demonstrate that servant leadership is negatively related to strain and accounts for unique variance in short- and long-term...
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...which leaders can impact on subordinate self-regulatory processes Ð making particular patterns of values salient and activating specific subordinate selfconcepts. Research indicating compatible structures among values and self-identities is discussed, and it is suggested that such structures are automatically related by networks of mutual activation or inhibition. The potential of this framework for advancing leadership practice and research is also discussed. D 2001 Elsevier Science Inc. All rights reserved. 1. Introduction Most definitions of leadership share the common assumption that leaders influence subordinate's task and social behaviors (Yukl, 1992). However, the leadership literature, in general, has paid little attention to understanding the intervening mechanisms by which leaders influence followers. Instead, much of the research has focused on the relationship between a leader's behavior or traits and subordinates' satisfaction, behavior, and performance (Lord & Maher, 1991). In the present paper, we attempt to partially bridge this gap by focusing on two key intervening mechanisms Ð values and self-concepts Ð that link leader characteristics and important outcomes. We focus on these two constructs because of their important role in regulating behavior. Although there appears to be good reason to suspect that both values and subordinate selfconcepts serve important regulatory roles, leadership scholars have devoted little effort to formally explicating how these constructs...
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...which leaders can impact on subordinate self-regulatory processes Ð making particular patterns of values salient and activating specific subordinate selfconcepts. Research indicating compatible structures among values and self-identities is discussed, and it is suggested that such structures are automatically related by networks of mutual activation or inhibition. The potential of this framework for advancing leadership practice and research is also discussed. D 2001 Elsevier Science Inc. All rights reserved. 1. Introduction Most definitions of leadership share the common assumption that leaders influence subordinate's task and social behaviors (Yukl, 1992). However, the leadership literature, in general, has paid little attention to understanding the intervening mechanisms by which leaders influence followers. Instead, much of the research has focused on the relationship between a leader's behavior or traits and subordinates' satisfaction, behavior, and performance (Lord & Maher, 1991). In the present paper, we attempt to partially bridge this gap by focusing on two key intervening mechanisms Ð values and self-concepts Ð that link leader characteristics and important outcomes. We focus on these two constructs because of their important role in regulating behavior. Although there appears to be good reason to suspect that both values and subordinate selfconcepts serve important regulatory roles, leadership scholars have devoted little effort to formally explicating how these constructs...
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...module is available through the medium of Welsh (ACB-3101). Aims: To examine issues and developments in the field of contemporary human resource management (HRM). To develop an understanding of the complex issues facing human resource (HR) specialists and line managers in meeting their responsibilities for selecting, deploying, training, appraising, rewarding, relating to and retaining human resources. Learning Outcomes: On completing the module, students are expected to be able to: • Explain the contribution of the HR function to corporate strategy; • Discuss the processes of recruitment, assessment and selection; • Outline activities involved in developing human resources and facilitating learning; • Explain the link between rewards, motivation and performance; • Critically evaluate the changing employment relationship, assessing the role of trade unions and other forms of employee involvement. Module Content: • History of the HR function, theories and models of HRM; • The roles and responsibilities of stakeholders in HRM; • The changing nature of work, managing diversity, technology and flexibility; • Human resourcing: recruitment and selection, human resource planning; • Reward and performance management; • Employee relations, employment legislation, the legal framework for unionism; • Human resource development; managing learning, knowledge and change; • The integration of HR and corporate strategy...
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...that are common responses to crime of the future crimes . former victims of crimes may contribute of showing the importance of studying criminology by, transferring them experience and feeling of anxiety, anger, and fear which Generated from crimes to other persons . Then the need to study criminology become at the forefront of priorities , to predict and control crime; the hope of preventing crime through individual and social reform the wish to understand and explain crime and societal reactions to it; and the simple desire to learn more about crime and what it can tell us about our society . Criminologists disagree, sometimes violently, about which of these kinds of concerns are most legitimate and important . So Criminology was the composite result of the thinking and endeavors of many people, and them desire to the understanding the individual behavior and deviation and the structuring of the social order . The study of crime has engaged the interest of many academic disciplines. Building on centuries of philosophical debate, systematic attempts to explain crime emerged from the developing biological and social sciences in the late nineteenth century. Anthropologists, statisticians, and economists have contributed to the analysis of crime, but the major theories have come from sociology, psychology, and psychiatry. Yet, despite the overlapping concerns of these disciplines, their theories have developed against a background of mutual disinterest, if...
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...Discuss the role of leaders and leadership in serving as effective change agents. Abstract Change has an important place in the study of organizational life. Whether a corporate giant or a small start-up, every organization today faces the challenge to change and adapt, either as a response to the external environment or simply a deliberate internal procedure to re-look at business operations to maintain its viability. Generally, people are usually inclined to defend the status-quo and resist change for a multitude of reasons ranging from a straightforward intellectual disagreement to deep-seated psychological factors. The degree of skepticism and resistance to change from employees make implementation difficult and their counter-productive behaviors tend to jeopardise the success of the change process and thus the intended objectives. Successfully reducing resistance and motivating employees through the transition is vital in organizational change efforts. Salient factors from literature reviews in enabling organizational change are presented and the need of leadership and role of leaders as effective change agents is discussed in this essay. Successful organisational change is about the interplay of all organizational elements such as human resources, systems and technologies. Good leaders and leadership skills have been identified as pivotal to garnering support of people in championing change initiatives that steer organisations...
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