Battered Woman Syndrome And The National Institute Of Justice

According to The Centers for Disease Control and Prevention and The National Institute of Justice, one in four women in the United States has experienced domestic violence during her lifetime (Battered Woman Syndrome, 2012). This type of abuse can be fatal and detrimental to one’s personal growth. When woman are repeatedly abused, they show different signs, symptoms and general characteristics. These characteristics are defined as Battered Woman Syndrome. Battered Woman Syndrome, or BTS, was a theory that was developed in the 1970’s (Battered Woman Syndrome, 2010). As stated before, BTS is the signs, symptoms, and general characteristics of battered woman. According to Dr. Lenore E. Walker, the â€Å"mother of Battered Woman Syndrome,† a â€Å"battered woman† is any woman 18 years of age or older, who is or has been in an intimate relationship with a man who repeatedly subjects her to physical and/or psychological abuse (Battered Woman Syndrome, 2010, p. 4 ). In order to understand Battered Woman Syndrome, the general characteristics must be explained. There are four general characteristics of BTS; the first characteristic is that the woman believes that the violence inflicted is her fault. She believes that no matter the situation, when she is abused, she did something to deserve that abuse. The second characteristic is that the woman is incapable of placing the responsibility for the violet actions elsewhere. Third characteristic is the women perpetually fears for her life/lives ofShow MoreRelatedThe Effects Of Domestic Violence On Children2555 Words   |  11 Pages ​Over the last 20 years, community awareness of domestic and family violence has made a significant increase. Statistics have shown that every 9 seconds in the United States, a woman is assaulted, and around the world, at least one in every three women has been battered and manipulated into having sex. Most often, the abuser is a member of her own family (Domestic Violence Statistics, 2013). Domestic violence is not restricted to a single ethnicity, religion, race, age groupRead More Why Women Stay in Violent Relationships Essay4419 Words   |  18 Pagespoor health, may face a decline in the living standard for herself and her children. Many older children may resent this decision. She may believe that she will be charged with desertion or losing the children and cash assets if she leaves. Some battered women have an ideology that may include: she does not believe in divorce, marriage is forever,† till death do us part†. They may believe that it is crucial to the children for them to have a mother and a father, no matter how terrible the fatherRead MoreLegal Studies on Violence Against Women Essay1875 Words   |  8 Pagesviolence against women. First and foremost, the police. Every local area police station has a domestic violence liaison officer whose role is to solely help women who are experiencing domestic violence. (If the liaison officer is unavailable, the woman can phone a crisis phone line such as the Department of Community Services domestic violence line which is a 24 hour service). Children can be protected by the police if they live in a violent household. Through the police force and their powers,Read MoreHunyango Sa Bato - Abdon Balde Jr.6135 Words   |  25 Pagesdifficulty in assisting her child with processing his or her own experience of witnessing the domestic violence.[60] Family Violence prevention in Australia and other countries has begun to focus on breaking intergenerational cycles, according to the National (Aust) Standards for Working with Children Exposed to Family Violence it is important to acknowledge that exposing children to Family Violence is child abuse.[61]  Some of the effects of Family Violence on children are highlighted in the QueenslandRead MoreThe Topic Of Female Serial Killers3596 Words   |  15 Pagesbehaviour dynamically. However alternatively speaking, some scientists criticize the investigations due to the limited evidence which had produced a limited number of confirmed conclusions or associations . According to Dr. Mae-Wan Ho from the Institute of Science in Society, claims that environment can only impact as much as genetic makeup can. However changing the environment can often undo the harm that individuals have experienced in early life . Moreover, Dr. Stanton E. Same, author of InsideRead MoreHuman Resources Management150900 Words   |  604 Pagesresult, several years later about one-fourth of all managers and executives are women. Similar attention also was focused on other diverse groups of employees. So that all employees were given opportunities to grow and learn, the Bank of Montreal’s Institute of Learning was established at a cost exceeding $50 million. The goal of providing five days of training and education to every employee each year has been met for several years. To focus on performance, each department and every employee have Read MoreMarketing Mistakes and Successes175322 Words   |  702 Pagesbeers, higher priced even than most imports. 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The Childhood Of Mother And Dad Essay - 1218 Words

Mary is a 14 month little girl, wearing a fluffy dress, large hair bow and Maryjane shoes, accompanied by her mother Lana to a children’s museum. After Lana signed an OLLU consent and confidentiality form, this observer assured the mom that their names would remain anonymous and only used for this academic project. A family genogram visually demonstrates that Mary has a three year old, older brother Peter (see Appendix A). These two are the only children in their generation. Mom, whose primary language is Romanian, feels completely American now. She has a younger, unmarried, 28 year old brother. Dad, age 37, has two older sisters with one married and the other single. Mom’s parents were born in Romania and live in San Antonio via Canada where mom was born. Dad’s parents are of Greek, German and other western European descent. Both mom and dad, who own their own home, are college graduates. Mom was a kindergarten teacher before the children were born and now identifies as a full-time homemaker. Dad is a mechanical engineer, working full-time in a Houston petroleum company. He acts kindly, and patiently assists with childcare evenings and weekends. Mom was observed to be highly attentive, protects her daughter from falls, bumps and wobbles, is keenly observant, verbally responsive and multi-sensorally interactive to her daughter. She fills their days with educational activities, reads about 20 books/day, sings songs, develops theme weeks, and restrictsShow MoreRelatedJeannette Is The Narrator Of Her Memoir, Telling Her Story1036 Words   |  5 Pagesnarrator of her memoir, telling her story from age three into adulthood. As a child she is adventurous, wild-hearted, and Dad s favorite. Jeannette, a middle sibling, is closer to younger brother Brian than her older sister Lori: Brian shares Jeannette s love of the outdoors, while Lori is more a bookworm. As Jeannette matures, her feelings toward Dad and Mom change. She resents Dad s drinking and how he constantly lets her and the rest of the family down yet never openly admits it or allows his flawsRead MoreHow Do I Know Who I Am?1572 Words   |  7 Pageschanging so we need to grown and change with it and also accept it. In my home I had my mother, my father, and my brother who was three years older than I am. I have an incredibly caring, thoughtful and motivated mother. Reflecting on anything from my childhood is always challenging for me. My father struggled with alcoholism my entire childhood, until it took his life when I was just 16. Throughout my childhood we were all faced with emotional, physical, and verbal abuse. When it came to discussingRead MoreChildhood Trauma1541 Words   |  7 PagesChildhood Trauma Family violence is always disheartening. Childhood sexual abuse is by far the worse. There are many forms of childhood sexual abuse. 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Climate Change Kosciuszko National Park in Austrailia free essay sample

Climate Change 200 Global climate change is possibly one of the most significant environmental issues facing our society. It has been recognised as a global concern by the Intergovernmental Panel on Climate Change (IPCC) (2002 Global Ecology and Biogeography). A case study of the Kosciuszko national park in Austrailia demonstrates the effects climate change can have on a protected area. The alpine zone around Australia’s highest peak, Mt Kosciuszko is of high scenic, scientific, education and natural conservation significance (crctourism). In alpine Australia, some of the effects of climate change are already evident and park managers have come to terms with increased threats from large-scale fires and noticeable reductions in annual snow depth and cover (Wyborn, 2009). This concerning issue is due to the rise in temperature which has directly affected both the alpine species and snow levels in this area. Research suggests that a temperature rise of only 10 degrees would threaten a number of alpine species currently living at the upper limit of their temperature range. We will write a custom essay sample on Climate Change Kosciuszko National Park in Austrailia or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page environment amp;Heritage 2011) . The predicted worst case scenario by 2050 could see a loss of total loss of 30-95% of snow and the possible loss of the alpine ecosystems (Environment amp;Heritage 2011). Although temperature and climate change are considered by many tourists to be significant factors influencing whether they visit parks (Pongkijvorasin and Chotiyaputta 2013), any advances in combating climate change requires commitment and cooperation between governments and political leaders worldwide. However, the New South Wales Park System (NPWS) is contributing through research, monitoring, community education and through enacting ‘climate care’ policies within the Kosciuszko park. The CRC sustainable tourism report (****) reveals that tourism has a range of negative environmental pressures on the alpine area, table 4 below demonstrates these issues: The overall aim with regard to sustainable tourism development for the alpine area is; ‘To simply achieve ecologically sustainable visitor use for the alpine area and involves minimising/eliminating direct and indirect impacts of tourism. ’ (Worboys and Pickering 2002). An IUCN report from 2007 states that ‘Even if greenhouse emissions were controlled today however, our planet id already committed to significant warming. ’ Managing the Kosciuszko alpine area: conservation ,ilestones and future challenges Environment amp; Heritage. Case study 9: Climate change in Kosciuszko National Park available from: http://www. environment. nsw. gov. au/sop04/sop04cs9. htm Top 10 issues facing national parks National Geographic 2013 available from: http://travel. nationalgeographic. co. uk/travel/top-10/national-parks-issues/ Global Ecology amp; Biogeography 2002 Climate change and modelling biome representation in Canadas national park system: implications for system panning and [ark mandates Scott, D. , Malcolm, JR. , Lemieux,C. ,

Motivational Issues for Multiple Generations at the Workplace

Question: Discuss about the Motivational Issues for Multiple Generations at the Workplace. Answer: Millennials Millennials refer to members of the workplace who were born between 1977 and 1995. These employees have a specific set of characteristics that set them apart from the rest. Millennials are focused on achievement. They do not want stability sand routine jobs. Instead, they are attracted to jobs that are fun and which challenge them to achieve more. Millennials have grown up in a time of increasing diversity, economic expansion, and technology. They are therefore more tolerant of others, and more informed than any of the generations before them. While these individuals are able to learn their skills fast, they enter the job market being highly inexperienced. To make matters worse, they are impatient, both of themselves and the institutions they work for. Herzbergs theory contains two sets of factors that can be used to motivate employees at the workplace. Hygiene factors are seen as those which are the bare minimum, and which ensure that the employee is not dissatisfied with their jobs. These issues include salary, company policy on important matters affecting the employees welfare, fringe benefits, and job security, among others. Employees are motivated by factors that are not similar to hygiene factors. These factors include recognition, sense of achievement, responsibility, growth at the position they work at, as well as feeling that the position they work at is meaningful to them and to their organizations, and that the position will be rewarding later in their careers (Baldonado, 2013). In motivating millennials, it is important for organizations to understand how they can apply the Two Factor theory in effectively motivating their employees. Employees are not motivated by the same set of issues. However, millennial can be assumed to all feel that that mentorship and fringe benefits, such as study expenses reimbursements, are hygiene factors. They do not see these as being important to motivating them to work or stay at their roles. Instead, they feel that the meaningfulness of their roles is more important. For millennial to be motivated, they have to be shown that their positions will lead to growth and that they will be left to do their work. Millennials do not react well to too much supervision and having people demand respect, simply because of who they are (Montana, 2008; Baldonado, 2013). Despite the success of the Herzbergs theory in motivating employees, the theory also has serious tasks that managers must perform to align it with their aims. For instance, they must understand that while pay is important, it is not what makes employees work harder. Rather, they will see the pay as a just reward for their services to the organization. When employees are provided with state of the art offices, this may make them feel good, but it is also not sufficient motivation. Employees are instead likely to look at the bigger picture of where they fit in the organization, and whether their activities are really beneficial to the organization (Baldonado, 2013). Generation X Generation X shares some similarities to millennial, especially with respect to how they view authority, and their affinity to social groups and their friends. However, they also have differences that can help set the strategy for how best they can be motivated. The age group is known to dislike authority, hate the formality of institutions, and therefore oppose the insistence that rules must be followed to the letter. Since they are well conversant with technology, they expect to be given the right technological tools to exploit. They also want time alone, so that they can achieve their aspirations independently. More than anything else, they value their freedom. They are unlikely to be inspired by public recognition, as some of their older counterparts would be, meaning that rewarding them needs to follow these criteria (Montana, 2008). In motivating this age group, the Two Factor theory can again be applied, albeit with a different focus to the one discussed above for millennials. Generation X sees the same things as millennial in terms of hygiene factors, to a large extent. Giving them a nice place to work form, fully equipped with the latest technology will be the bare minimum. Affording them ample time off to pursue other interests, as long as they perform their jobs satisfactorily will also be seen as a factor that prevents dissatisfaction, rather than motivating the employee. This is because this generation is usually composed of young parents who are highly sensitive about spending time with their families. They will insist on a work and private life boundary so that they do not have to interrupt their family time to attend to work issues that are not necessarily emergencies. As the generation which values working smart over working hard, they are constantly looking for innovative ways of doing their jobs (Mo ntana, 2008; Kian Yusoff, 2012). Motivating the Generation X, therefore, depends on how well the manager is able to understand their motivational factors, as set out by Herzberg. This generation will still be keen on fun, but not to the level that millennials may want it. While they are not as keen on benefits of the job as their counterparts in older age groups, they nevertheless do not see them as being just hygiene factors. Rather, they see them as being a rather important motivational factor. They have bigger bills to pay than millennial, and will, therefore, appreciate the monetary reward more. The more the monetary reward, the more they are motivated to be better employees and give back more. They are not as reliant on the identity that the job gives them as older employees, and therefore managers should look at other avenues of motivating them more effectively. Generation X can best be motivated using time as the main prank. They should be shown that with their superior performance, ability to innovate and work smart, they will have enough time that can be spent on their families and friends. They also need to be motivated by being given roles that enable them to work freely, without supervision and interference from other people - they will appreciate independence. Monetary rewards and recognition can be used, but they are not the most important tools (Kian Yusoff, 2012; Baldonado, 2013). Baby Boomers Baby Boomers refer to the generation born between 1946 and 1964. Baby boomers grew up in a time of peace, but when there was a lot of social upheaval in the world. These issues shaped their outlook towards life. While they are fond of the traditional approach to life and work, they are also in many ways modern. For the baby boomers, their jobs are very important to them, they define who they are, and are seen as living to work. They are keen on recognition, and do not take criticism well. Since this generation believes in working hard, they are likely to see younger generations, who think working smart is better, as being lazy. They will be good team players, and are keen to avoid conflicts. In an attempt to ensure no conflict actually arises, baby boomers are political savvy being diplomatic and politically correct (Yu Miller, 2005; Samson, 2015). Technological advancements keep moving a notch higher in basically all schools of life but in the media and communication section, it seems to be making marginalized leaps. These baby boomers were the pioneers of touch-tone phones. Maslows hierarchy of needs theory can be applied to find ways of motivating the baby boomers. The generation has been in employment for a long time. They are no longer looking to fulfill physiological needs such as food and shelter. They are also likely to have covered other needs in the cycle, such as safety and security needs. Since most have been long married, and have children, they will have conquered the need for belonging and love. They are not at the workplace for this, but for higher needs in the hierarchy (Herley, 2001). When it comes to self esteem and the need for recognition, the baby boomers have yet to sufficiently fulfill this need. They are still working, when their younger generations are already making plans to retire early. Their keenness to continue on the job should, therefore, be harnessed to find the right motivational model for them. For instance, exceptional achievements should be well publicized, and the party being recognized be announced to the whole organization. They should be encouraged to train others so that they can see that they are valued, and that their effort is highly appreciated. Since their time management skills are poor, they should undergo help in this area, so that they can achieve balance in life. This will afford them the freedom that they need at this stage in their lives (Smith, 2015). The theory should, however, be clearly thought out before it is applied as a motivational theory. For instance, the specific needs of the individual are ignored in Maslows hierarchy. They must, therefore, be found out and analyzed, so that the theory can then work properly. At the same time, the theory by Maslow is quite old, having been first proposed in 1943. Over time, some realities may have changed, at least among the baby boomers, who grew up in a post was world riddled with fast paced change (Samson, 2015). Traditionalists or Silent Generation The silent generation refers to those still in the workplace and were born before the end of World War II. This generation is made up of World War II veterans, as well as those of the Korean War. The silent generations have their own set of different characteristics as well. While they may in some ways be similar to those held by baby boomers, they are quite distinct from generations X and Y. The silent generation values hard work, and will be defined by it. They do not think of work as fun, but as a serious, formal and rigid routine that should be followed. They are keen to be shown deference, due to their age and status as senior members of the organization. To them, money is important; it is their livelihood and the most important reason why they work. Their motivation strategy is therefore quite different from the others (Kaur, 2013). In motivating the silent generation, Maslows hierarchy can again be applied. The individuals at this level are likely to have cleared all other levels in the hierarchy, including physiological, safety and security, belonging, and self esteem. They are only left with self actualization. This means that the silent generation may be mostly rewarded by intrinsic motivation measures, such as informing them that their experience is well valued. They should also be recognized for their contributions to the workplace, though without much fanfare. Since they believe they are well versed in the ways of the job than most, they should be permitted to set their own rules, within the framework of specific objectives. This will show them that they are indeed valued, and enable them make a contribution which will matter (Shkuro, 2011). Unlike baby boomers, who are still not interested in flexible schedules, the silent generation is keen to find flexibility in their work schedule. They believe that with this, they can be able to devote more time to family, and finally enjoy the fruits of their labor. Therefore, efforts to motivate them should take note of this, and include time off as part of the motivation for them. Though Maslows hierarchy does not cover the individual motivational factors of each individual, it can be applied in this case with great results, with some adjustments to individual cases (Srinivasan, 2012). Conclusion The four generations can roughly be divided into those who were born before 1965, and those born after. For those born before, attention to authority is key. To them, work is formal, and fun should not be part of it. However, the silent generation, Generation X and Y all work better with intrinsic motivation. On the other hand, the motivation for baby boomers should be extrinsic ad much as possible. To this point of the essay, it can now be safely deduced that different groups of people all over the globe have contrasting motivational theories. As mentioned earlier, change is the only aspects of life that is inevitable. No matter how long or how miniature the impact of change might seem to be, it will still come to pass. References Abrams, J. (2015). How to value Globalization and increase its potential. New York: McGraw-Hill. Baldonado, A. (2013). Motivating Generation Y and Virtual Teams. Journal of Business and Management , 39-44. Carraher, E. (2012). Functional Globalization Organizations: United Nations. New York: Kluwer Academic Printers Clark, C., (2016). The dimensions of globalization corporate relations. A Study Guide,Cambridge, Belknap Press. Cooper, G. (2012), The ideologies of International businesses. 4th edn, AustralianTax Practice, Sydney, NSW Conley, T. (2013). Nativity and Health in mid-nineteenth century societies', Journal of Globalization History, vol. 58, no. 2, New York. Green haven. Derham, F (2015), Art for the child under seven: Multiculturalism, 7th edn, Australian Early Childhood Association, Watson, ACT. Engdahl, S. (2014). Benefits of Globalization. Farmington Hills, MI: Greenhaven. Escritt, S. (2015), The Art of globalization Merging: nouveau, Phaidon, London Godelnik, R. (2012). 5 Reasons why United Nations Globalization Strategy Doesnt Work. Triple Pundit: People, Planet, Profit Herley, W. (2001). Motivating the Generations: Economic and Educational Influences. Journal of Inquiry Action in Education , 3 (1), 1-14. Handy, C. (2012). What is a Business For? Cambridge. Harvard Business Review, 54. Hopkins, M., (2012). Globalization Social and Economic prospects of International Development: Is Business the Solution?. 1st ed. Mississippi: Earthscan. Holt, D. (2010). Management principles and practices of Globalization, Prentice-Hall,Sydney Johnston, R. (2013). The Power of Strategy Innovation a New Way of Linking Creativity and Strategic Planning to Discover Great Globalization Opportunities. New York: AMACOM Kaysly, D. (2013). Facts about Globalization Health Care Provision. (2010) University of MississippiKaur, A. (2013). Maslow's Need Hierachy Theory - Applications and Criticisms. Global Journal of Management and Business Studies , 3 (10), 1061-1064. Kian, T., Yusoff, W. (2012). Generation x and y and their work motivation.. International conference of Technology Managmeent, Business and Entrepreneurship , 396-408. Montana, P. (2008). Motivating And Managing Generation X And Y On The Job While Preparing For Z: A Market Oriented Approach. Journal of Business and Economics Research , 6 (8), 35-40. Samson, D. (2015). Management Asia Pacific. Melbourne: Cengage Learning. Shkuro, Y. (2011). 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