Motivation Plan For An Organization Essay - 1322 Words

Santosh Katwal LDR/531 Sep 18, 2016 Dr. Lolita Mancheno-Smoak Motivation Plan Organizations today are comprised of a diverse selection of people. Each person that works for an organization has different attitudes, values, emotions, and behaviors. In order for the business to remain strong and cohesive, it is important for managers/leaders to recognize those differences for the benefit overall. By doing so, they can motivate each employee and encourage them to be productive citizens within the workforce. Managers must be able to identify the challenges that accompany dissatisfaction and address them accordingly based on each individuals’ personal attributes. Then, successfully providing motivational factors to enhance their morale to sustain a stable organizational structure. In order for this to happen, managers/leaders will need to create a motivation plan that allows each person to be successful and motivated to achieve the organizations vision. My mentor used to work at the DOT and recently has a new office at the DOL and she is a training manager and has 4 members working under her. She makes sure all her staff are all ready and know their job when it comes to train the new member in the department. Thus, by obtaining this information, I will be creating a motivation plan that can be applied towards her department that will increase my learning team’s motivation, satisfaction, and performances by analyzing specific differences in their attitudes,Show MoreRelatedMotivation Plan For An Organization959 Words   |  4 Pages Motivation Plan Student’s Name University of Phoenix Organizational Leadership LDR/531 Motivation Plan Motivation is an important aspect of an organization and keeping performance at its max while ensuring employees are striving for the best. Motivation is defined as, â€Å"the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining goals,† (Organizational Leadership, 2013). Creating and initiating a motivational plan is crucial to an organizationsRead MoreThe Importance Of Ethics, Motivation, And A Role Model And Developing An Action Plan For An Organization1205 Words   |  5 Pages The importance of understanding ethics, motivation to act as a role model and developing an action plan for an organization are discussed because of their importance regarding development of good leadership. The personal ethics positively affect leadership and when made a priority for leaders will produce ethical and effective leadership to the organization. With so many definitions of leadership, the question evolved from â€Å"what is the definition of leadership?† to â€Å"what is good leadership† (CiullaRead MoreAn Organization Motivation Plan That Encourage High Job Satisfaction, High Quality Work, And Low Turnover1892 Words   |  8 Pages Identify significant elements of an organization motivation plan that encourage high job satisfaction, high productivity, high-quality work, and low turnover (i.e., job flexibility, training, recognition). Different organizations employ different motivation plans for their employees, based on the fact that there are particular needs that every organization has to fulfill. In understanding that both employees and the organization have goals that they need to accomplish, which further necessitatesRead MoreMotivational Plan1612 Words   |  7 PagesRunning head: Motivational Plan Essay Motivational Plan Essay The key to an organizations success is motivation. Motivation of employees is one of the most important issues facing education today. The need to instill our employees with motivation is becoming more important especially with the shift towards a more socially and culturally responsive workforce. Knowing what motivates employees, how to provide a motivational plan that includes incentives both traditional (money) and nontraditionalRead MoreOperational Motivation Plan Essay902 Words   |  4 PagesOperational Motivation Plan This plan incorporates many aspects of motivation. It looks to some motivational theories described by Robbins as well as the opinions discussed in other articles. Robbins (2001) said that managers get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals. Highlighting the positive elements will provide an excellent basis for management objectives, as well as theRead MorePlan for Positive Influence Ldr/5311243 Words   |  5 PagesPlan for Positive Influence University of Phoenix LDR 531 The evolving nature of the 21st century organization occasioned by the emergence of viral technology and its effect on human thinking and behavior has required the alignment of applicable methods and styles that are adaptive to current reality. This reality is goals set by business organizations and the methodology for achieving them. Behavioral science prescribes several mechanisms to increase employee motivation, job satisfactionRead MoreThe Planning Control Link : The Basic Function Of Management Essay995 Words   |  4 Pagesactions for achievement of pre-determined goals. 1)Goals- ïÆ'Ëœ Planning requires a systematic approach. Planning starts with the setting of goals Setting of goals by which it means to work for the vision of the organisation to set a goal for which the plan is to be laid 2)objectives- Planning requires a systematic approach. ïÆ'Ëœ Planning starts with the setting of goals and objectives to be achieved. ïÆ'Ëœ Objectives provide a rationale for undertaking various activities as well as indicate direction of effortsRead MoreEmployee Motivation886 Words   |  4 Pagesis a dissertation abstract on Employee Motivation: Why study motivation? To state it simple you need to know motivation to be a better leader to accomplish your business goals. Employees are like sheep you need to lead them to accomplish the mission. It is much easier to lead a group of individuals when they have a vested interest to accomplish it. You create that interest through motivation. The key to a successful organization in many ways is motivation. It is one of the most difficult tasksRead MoreTeam Work and Motivation1259 Words   |  6 Pagesand Motivation Motivation is the internal and external factors that stimulate desire and energy in a person to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Business Dictionary, 2013). The main priority of an organization should be its people. They are the ones who help maintain the mission and the vision of the organization as well as keeping the business flowing. This paper will provide a design of an organization motivation plan, identifyRead MoreEvaluation And Analysis Of A Change Management Plan1313 Words   |  6 Pagesand Analysis of a Change Management Plan Developing a successful organizational change management plan can be a difficult task for any organization. There are many moving parts to making the change plan work effectively and become ingrained within the organization’s culture. Community Health Center of Central Wyoming (CHCCW) is currently in the middle of an organizational change transformation, however, CHCCW has missed crucial steps in the change management plan process, to make this change effective

Essay on Guarding the Golden Door - 1551 Words

American immigration history is the story of bonded, free, and enslaved migrant labor. Immigration to a settler society advances resource extraction and economic development. Extracting agricultural products and natural resources from land can Require forced labor. Over the last 30 years the United States has been turning once again into a nation of immigrants. Roger Daniels is especially sensitive to the role of race and ethnicity in shaping American immigration policy. Daniel provides an expert reexamination of American immigration policy and immigrant history. Daniels book builds upon his lifetime of work in American immigration and Asian American history. He notes that Americans have a dualistic attitude. On one part reveling in the†¦show more content†¦America to the rest of the world was a place of liberty, freedom and a land of opportunities. Coming into this beautiful land of America, the gate way and the golden door was Ellis Island. Danielss work is particularly striking when detailing the story of Asian immigration to the United States. For example, in the 19th century Chinese immigrants were nearly entirely male; it was not until after World War II that large numbers of Chinese women were admitted, man y as war brides. The book is a survey written in two parts providing a chronological account of immigration policy, law, and politics in the American Century. Part 1, â€Å"The Golden Door Opens and Closes, 1882–1965,† has seven chapters. Part 2, â€Å"Changing Patterns in a Changing World,† has five chapters and deals with 1965–2000. An epilogue speculates on the direction of immigration policy after 2001.Daniels’s book deals primarily in immigration history and legislation; public policy; and, to a smaller extent, political and institutional history. I credit Daniels’s book in that it puts in proper perspective changes enacted to immigration law during the McCarthy era. Daniels critiques liberal historians for failing to recognize advances towards race neutrality in laws affecting migrants passed at that time. In particular, the Immigration and Nationality Act of 1952 â€Å"helped lay the demographic basis for the multiculturalism that emerged in the United States at the end of theShow MoreRelatedGuarding The Golden Door : American Immigration Policy And Immigrants948 Words   |  4 PagesGuarding the Golden Door: American Immigration Policy and Immigrants Since 1882 -By Roger Daniels Guarding the Golden Door by Roger Daniels provides an overall clarification of the immigration system in the United States throughout the past and in latest policies. Ever since 1882, America claimed that the settlement objective was to prevent it from occurring, although it permitted the complete opposite. Thus, the single factual policy that has been realistic to American immigration is that itRead MoreBook Review: Guarding the Golden Door by Roger Daniels465 Words   |  2 PagesBook Review Guarding the Golden Door by Roger Daniels Introduction Guarding the Golden Door is a historic book written with an intention of analyzing, and addressing the policies that were instigated to effect to immigration that was happening in America. Roger Daniels, a reputable historian interested in historical literature, inscribed the book. Only one edition, the original copy, has been produced since the publication of the book. The publisher of the book is Hill and Wang, a press companyRead MoreCharacter of Lakshman1564 Words   |  7 PagesSurpanakhas nose in anger. [edit]Rekha When Laxman reached Rama following the false alarm of Mareecha in golden deers disguise, Rama got upset over his leaving Sita all alone in the forest-hut. When Sita asks Rama to fetch the magical, golden deer for her, Rama asks Lakshmana to guard Sita and their home, and to take special care since he felt bad omens and sensed danger and evil. The golden deer is in fact the demon Maricha, who must distract Rama and Lakshmana away from the hut so as to allowRead MoreBook Report : The Hobbit Essay1383 Words   |  6 PagesBifur, Bofur, Bombur, Dori, Nori, Ori, Fili, Kili, Oin, and Gloin, the thirteen dwarves. Gandalf is the leader who protected the group from the goblins and many other terrible things. Smaug lived under the mountain and thought the treasure he was guarding was his, but it was actually Thorin’s ancestors treasure. Thorin was the leader of the dwarves and was the one who had inherited the treasure. Gloin, Oin, Kili, Fili, Ori, Nori, Dori, Bombur, Bofur, Bifur, Dwalin and Balin are the dwarves who cameRead MoreTraditional Festivals And Its Effect On Chinese People Essay2085 Words   |  9 Pages(souls of people who died without family, and not received a proper funeral, hence still protecting the household s property). The gods of the property (taosit) and the Groundwork (Tu Di Gong) is believed to come and receive the offering at the front door. Ancestor worship is a religious practice based on the belief that deceased family members have a continued existence, that the spirits of deceased ancestors will look after the family, take an interest in the affairs of the world, and possess theRead MoreHarry Potter And The Sorcerer s Stone1909 Words   |  8 Pagesthey face many problems throughout the book that they have to complete and get past. They met friends and enemies along the way. They stick together and help each other out all of the time. Harry Potter was an orphan that was left on his aunt’s door steps of Privet Drive 4 when he was a baby. Harry’s life was going to change drastically very soon and nobody knew. He was living with the Dursley’s because his parents had died and they were his only relatives, the Dursley’s had a kid and they despisedRead More King Tut Essay1998 Words   |  8 Pages King Tutankhamen The Boy King King Tutankhamen ,or King Tut, was one of the youngest kings to reign over any country. amp;#8220;The Boy King; is best remembered for his magnificent funeral treasures, including his elaborate golden burial mask. King Tut achieved a measure of immortality through his glittering burial treasures. nbsp;nbsp;nbsp;nbsp;nbsp; King Tut was an Egyptian pharaoh of the 18th dynasty who reigned from about 1348 to 1339 BC. His name can be spelled a variety of ways includingRead MoreThe King Of The Queen2486 Words   |  10 Pagesas fast as he can with fear in his eyes wondering if his wife was still alive. Once the king got to the castle he ran up the tower and ordered all the guards and maids to close and lock the exit doors and windows in the castle. The door to the queens room was closed shut, the king slowly opened the door with one hand and with the other he was still holding the flower wrapped in his cape. When he entered the room the maids were feeding the Queen some chicken broth, the king told them to fetch a bowlRead MoreBuddhism At The Gate Of The Fo Guang Shan Hsi Fang2077 Words   |  9 Pagesarrived at the gate of the Fo Guang Shan Hsi Fang Temple. As the dews drip from the tall bush of grass in front of the red gate, I rang the bell to ask for permission to enter the sacred Buddhist Temple. A female monk named Miaozang slowly opens the door to let me and a fellow student in. Having been born and raised in Vietnam, which is predominantly a Buddhist influenced country, yet grew up in the States in a Catholic high school, I did not strongly identify with any particular re ligion. Thus, IRead MoreThe Golden Era of East Coast Hip-Hop2032 Words   |  9 PagesThe Golden era of east coast hip-hop This piece will demonstrate an understanding of the golden era of East coast hip-hop, from 1986 to 1993, focusing and analysing the historical roots, influences and inspirational individuals, giving reference to musical examples that shaped East coast hip-hop. Attention will also be centred on the legacy left, concentrating on the music that was influenced as well as the resulting change in fashion and political views. Historical roots influence The

Nostra Aetate Free Essays

Years ago, a man was crucified for saying he was God’s Son. His name was Jesus Christ. Those who followed his teachings were named Christians; and Christians soon resented Jews for their sinful act. We will write a custom essay sample on Nostra Aetate or any similar topic only for you Order Now This tension between Christians and Jews lead to increasing hatred for one another. Not too long ago, anti-Semitism was common. Anti-Semitism led to the death of an entire population during the Holocaust. Luckily, the church has taken measures to rectify this anti-semitism with the publication of Nostra Aetate. In 1965, the Vatican II Council completely transformed the church’s policies and theology with this document. Nostra Aetate signifies â€Å"In Our Time. † Indeed, in our time, the ill sentiments towards Jews have changed tremendously. Nostra Aetate is a unifying document that has not only led to peaceful coexistence of the Catholic and Judaic faith but also understanding of many other faiths. Ultimately, it has enabled the education of Catholicism in universities, as well as in organizations. From the beginning of time, men have had continuous arguments over religion. Religion has been the greatest source of disagreement between cultures. Even the foundation of America was built on religious freedom, as Puritans from Great Britain came to the United States to practice their religion freely. The biggest religious disagreement, however, has been between the Catholics and the Jews. Section four of Nostra Aetate is the most important section of the entire document. It reaffirms the religious bond shared by Jews and Catholics, talks about the eternal covenant between God and the People of Israel, and disproves the church’s desire to baptize Jews.. This document states, â€Å"Humanity forms but one community. This is so because all stem from the one stock which God created to people the entire earth (see Acts 17:26), and also because all share a common destiny, namely God. † Nostra Aetate acknowledges that the religions of Judaism and Christianity believe in a sole higher being, God, which unifies them. Nostra Aetate made it possible for Catholics and Jews to coexist, and promoted the acceptance of each other’s faith. There is a sense of unity that this document possesses. It promotes dialogue with all other world religions. The Catholic Church took a stand in writing Nostra Aetate, and urged, â€Å"its sons and daughters to enter with prudence and charity into discussion and collaboration with members of other religions. † Moreover, Nostra Aetate is significant to theology because it has led to the increasing teachings of Catholicism worldwide. If applied, to this course, for example, the title of this course is the Religious Quest. Quest is defined as â€Å"an act or instance of seeking. † In a way, through Nostra Aetate, the Catholic Church was searching for understanding and resolution. At Boston College, one of the course requirements is theology. A reason for this may be due to Nostra Aetate; it has made understanding other religions a priority to many institutions all over the world. Understanding each other’s religions could dissipate many of the foolish arguments that occur daily. The most misunderstood religious group at this moment is Islam. At Boston College, however, we can take a theology class focused on Islam, or Africism or any religion. We are given the chance to go on a â€Å"quest,† and to learn about any religion we want. A big reason for this is due in large part to Nostra Aetate. Nostra Aetate in that sense brings everyone together. Nostra Aetate made religious awareness more accessible, as various committees were created such as Nostra Aetate foundation, founded in 1990. Its purpose is described as â€Å"The purpose of the chair is to promote the understanding of religious, ethical and cultural values in national societies and in international relations, especially transatlantic relations. † Furthermore, Nostra Aetate also allowed the creation of a committee, named a Muslim-Catholic Liason Committee. This committee promotes the communication between Muslims and Catholic, and meets once a year to study together. They pick a theme from the point of view of the two religions, and â€Å"discuss the current situation of relations between Christians and Muslims. † They also try to identify where tensions and conflicts occur between the two groups. Such behavior, was uncommon prior to Nostra Aetate. It is unbelievable that these two groups can come together to not only discuss their issues but to an end to them. Nostra Aetate has been revolutionary in the changes regarding religious relations. Organizations have been formed for the sole purpose of educating people on religion. Universities make religious classes mandatory. Nostra Aetate is also important because the Catholic Church sets an example for all of its followers. If the Church accepts all religions, then maybe all Catholics will start to feel the same. Nostra Aetate has of course not destroyed all unwelcoming feelings towards religions, but it has at least decreased the criticisms. It has surely been a momentary document â€Å"in our time. † | | Works Cited Akasheh, Khaled. Nostra Aetate: 40 Years Later. † New Home Page Navigation Top. 28 June 2006. Web. 18 Oct. 2010. lt;http://www. ewtn. com/library/CHISTORY/chrstnsmslms. HTMgt;. Kasper, Walter C. â€Å"Welcome to the Vatican’s Commemoration of the 40th Anniversary of Nostra Aetate. † Council of Centers on Jewish-Christian Relations. 25 Oct. 2005. Web. 19 Oct. 2010. lt;http://www. ccjr. us/dialogika-resources/documents-and-statements/roman-catholic/kasper/654-wk05oct27gt;. Telenet Service. Web. 18 Oct. 2010. lt;http://users. telenet. be/mb10366/gt;. How to cite Nostra Aetate, Papers

Running In The Past Essay Research Paper free essay sample

Runing In The Past Essay, Research Paper Nabokov, Peter. Runing in the Past: Trade Networks and Messengers. Indian Run: Native American History and Tradition. 1981. In Runing in the Past: Trade Networks and Messengers, Peter Nabokov illustrates the importance running has played in the ability of Native Americans to maintain up communications by demoing the importance of smugglers in the Pueblo rebellion in 1680, the dependability of the Cocomaricopa carriers, every bit good as the efficiency of the Iroquois couriers. In 1680, a Pueblo rebellion was started in New Mexico. The leader of this rebellion was a adult male they called Pope. He was a spiritual adult male who was enraged by the Spanish regulation in their district. Since the Spanish settled in the Pueblo district, they had created mayhem for the Indian faith. Therefore, Pope sent out smugglers, with the programs of the rebellion, to all 70 folks of the Pueblos. Some smugglers traveled over 300 stat mis to make distant Hopi small towns. We will write a custom essay sample on Running In The Past Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page After these messages were delivered, the smugglers were sent on a 2nd mission. They were to present packages of knotted cords, which were used as countdown devices. A knot would be unfastened each twenty-four hours, and when all the knots were unfastened, the Pueblos would assail. The program worked out pe rfectly and the Pueblos defeated the Spanish, and gained their spiritual freedom back. Another great illustration of the importance of smugglers was the Cocomaricopa carriers. They were normally 25 to 40 twelvemonth old work forces who trained with a rigorous diet and day-to-day patterns. These work forces were allowed through enemy district, even in times of war, to present messages and maintain up communications. The Cocomaricopa smugglers were legendary endurance smugglers. John G. Bourke, a traveller in the Colorado River country, reported that one smuggler covered a 200 stat mi distance in less than 24 hours. He besides reported that he paid a smuggler two dollars to do a 21 stat mi trip through deep sand in which he completed in three and a half hours. With their endurance, the carriers were able to link California, Arizona, and parts of Mexico utilizing merely smugglers. The Iroquois state used the 240 stat mi Iroquois trail to maintain its Confederacy together. The Iroquois employed the relay maneuver to better efficiency, scope, and clip. They normally traveled in braces and as Lewis Henry Morgan said, took their manner through the forest, one behind the other, in perfect silence. The 240 stat mis of the Iroquois trail took up to 70 hours to voyage, some times done by the configurations of the stars.

Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry Essay Example

Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry Essay Name: Lecturer: Course: Date: We will write a custom essay sample on Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Factors and Indicators Affecting Past and Projected Sales in the Ovarian Cancer Industry Introduction Many factors and indicators exist that influence the past and projected sales in all service industries. Most of these factors are the same irrespective of the different and diverse services offered in the current market. The medical industry is one of them since it offers services to the people. Specifically, this paper deals with factors and indicators that affect the past and projected sales of ovarian cancer services. Just like any other service, several factors affect its sales such as technology, government policies, economy of the country, social demographics and the industry leaders. Ovarian cancer has been recognized as the most lethal gynecologic cancer. The following diagram shows the death rate of all races in United States since 1999 70 2009. It is takes up 3% of cancer in women (Ovarian Cancer National Alliance 2010). http://www.cdc.gov/cancer/ovarian/statistics/race.htm Factors Affecting Sales of Ovarian Cancer Services Technology Factor Ovarian cancer is the type of cancer that affects women in the ovaries. It is estimated that ovarian cancer affects about 20,000 women every year in the United States. In 2009, 20,460 women were diagnosed with ovarian cancer and 14,436 died out of it in the same year. It is also ranked the fifth leading death cancer after several others in women. Just like other services, ovarian cancer cervices are influenced by several factors. The first one is technology that affects all services. When there is better technology for screening of ovarian cancer, many people will want to go for the test due to the importance of having it. However, if the technology is expensive, it will discourage many people from going for the screening. One of the technologies that are likely to increase sale of ovarian cancer services is nanotechnology, which researchers ascertain that it has the ability to kill the cancerous cells without eliciting the side effects seen in chemotherapy such as loosing hair. With such technology, patients will be encouraged to use it since it reduces other side effects and is far more effective and safer as opposed to the other technologies. On the other hand, ovarian cancer is not very popular and its screening methods have not been effective. The technology used such as conducting blood test for a cancer marker known as antigen-125 or the use of trans-viginal ultrasonography on healthy women. Many of the women put in further testing after signs of ovarian cancer using this methods end up not having the cancer. Further testing includes surgery, which leaves other side effects. Therefore, such technology affects sales negatively since health groups have recommended against it based on reasons that it does not reduce ovarian cancer deaths and causes harm to patients after further screening. Thus, it is not effective and discourages sales of ovarian cancer services. The current screening methods of ovarian cancer are not effective and could end up causing even more harm to the patients who might be healthy. Therefore, this discourages many healthy women from going for such screening using this technology unless they show the symptoms. However, if the new nanotechnology proves to be effective, it is bound to increase the sales in the future. Therefore, one can say that technology affects past and prospective sales of ovarian cancer services. The United States Economy Economy of any country determines the amount of money people are willing to spend on healthcare. During a recession, majority of the people prefer to save more and spend less. During such a time, many people will consider going for medical test especially if they have no symptoms indicating they should. For instance, considering the time the recession had hit, the projected sales for ovarian cancer clearly went down than expected since very few people were willing to spend money on healthcare issues. Furthermore, ovarian cancer treatment and screening like any other type of cancer is quite expensive and rarely can the majority afford. For instance, it takes from around $40,000 to $50,000 to treat cancer in the United States. This makes it quite expensive and sometimes more expensive than a person’s annual earning especially for the low income earners. With such a huge amount of money to pay, many people will avoid such services until the cancer has already spread to the stomach area. The screening cost runs at around $80 for the CA-125 test while an ultrasound might cost $600. Although this is not quite expensive, further screening is more expensive and has largely been considered ineffective. The fact that it is harmful makes many women refrain from taking the risk associated with screening. In the United States, the economy has a bigger impact on healthcare than any other country. Many people are covered by healthcare insurances such as the Medicare and employers who pay for some of the medical expenses. When the economy is down, these employers, usually companies and other organizations find it hard to provide medical cover for their employees especially when hit hard by the economy. Therefore, when employees are not well covered by their employer, it becomes more expensive for them to buy ovarian cancer services. Therefore, when companies face economic crisis, one of the things they do is downsize their labor force where some people loose their jobs. When this happens, those who loose their jobs have no means of paying for such services. This way, the economy influences the medical cover of people who need ovarian cancer. This is again discussed in the subtopic of unemployment. Therefore, a decline in the economy affects past and prospective sales where people may not be willing to spend their money on screening or other ovarian cancer services. Government Impact on Past and Prospective Sales of Ovarian Cancer A government of any country plays a big role when it comes to services including medical services such as provision of cancer treatment. The United States government plays a crucial role in medical services including cancer. For instance, it makes it mandatory for employers to cover their patients on healthcare issues. The government is responsible for making policies of healthcare as well as others. Therefore, depending on the policies the government imposes, sales will either go up or go down. For instance, when the government makes ovarian cancer screening a must for all women, the sales are likely to hike. Not only will sales for screening increase, but also sales for treatment for those diagnosed, who probably could not have gone for the screening. On the other hand, the government can issue funds to help in treatment of ovarian cancer where it pays for some of the costs while patients pay the other part. This makes it cheap for the women to go for ovarian cancer testing or screening. Additionally, the government can offer more funds to those investing in cancer treatment and researchers as well in order to make the treatment available to all women in need of ovarian cancer treatment. One example of government action that encourages better healthcare is the â€Å"affordable Care Act of 2010 that sought to make healthcare more affordable to the people. This included all health issues including cancer that is prevalent in United States. The reform sought to do this by ensuring that all people are covered by insurance in order to have enough support for their medical needs. With such a move, the government is sure to increase the sales of ovarian cancer since more women will be able to afford the services. Social Demographic Factors Social demographic factors play a major role in the past and prospective sales of ovarian cancer such as unemployment. Even though the government does provide some cover for healthcare to unemployed and poor people, it does not cover all costs especially for cancer treatment. Therefore, one still has to dig into their pocket for some money. When one has no income to sustain themselves medical services become a burden as well. Therefore, when the unemployment rate increases, the number of sales for ovarian cancer services might go down considering the costs associated with both treatment and screening. Unemployment reduces the number of people willing to go for tests and treatment considering other needs have to be fulfilled with the little that one might have. Within the social demographics, the awareness of the issue is a factor as well that can influence the number of sales. When more women and youths are well informed of the dangers posed by ovarian cancer, many could go for the screening in order to prevent it from occurring. Therefore, while unemployment will reduce sales, decreased awareness will increase the past and projected sales of ovarian cancer. Industry Leaders Within any industry including the medical industry, there are leaders that set the pace for others to follow. In the cancer industry, there are several players influencing the services. For instance, the companies that develop the equipment have a big role to play since the leader sets the pace and price at which to sell the equipments necessary for providing the services such as the chemotherapy equipments. When the leading manufacturer sets the prices at a lower price, the others are likely to lower, thus making hospitals acquire the equipments at better prices that translate to cheaper services. Cheaper services have the ability to increase sales. On the other hand, pharmaceutical manufacturers producing the drugs influence the sales as well. When the leading companies set the prices high, others follow and vice versa when they reduce the cost of drugs. Therefore, when prices for the drugs go up there is likely to be lower sales while a decrease means cheaper prices that can affec t the past and projected sales. Key indicators that have a significant impact on sales of ovarian cancer services Research suggests that majority of services ranging from banking, medical, food industry, among other services are affected by the same indicators. The indicators affect sales of these services as well as products within the services industries. This is because all services are directed towards the customer who is the most influential factor within any industry. In the ovarian cancer services, the same indicators affect the sales of these services. These indicators include customer activity, investor activity, inflation and unemployment that are discussed individually below. Customer Activity Currently, the United States market has seen an increase in the number of people going for screening as well as patients undergoing cancer treatment (Centers for Disease Control and Prevention 2012). The advancement in cancer technology in United States has not only attracted patients nationally, but also internationally, where many patients go for treatment in United States. This has increased the sales within this market. Ovarian cancer has also come to the lime light as a major threat to humanity considering that it is estimated to stand at 204,000 people world wide with 125,000 deaths. It has been recognized as the most lethal gynecological malignancies in the developed world with patients diagnosed at an advanced level taking no more than five years to die. The awareness has seen an increase in customer activity concerning ovarian cancer where more and more women are going for the screening since diagnosis at an early stage of the disease increases chances of surviving after treatment. The following table shows the rate of survival within five years http://www.ovariancancer.org/about-ovarian-cancer/statistics/ Investor Activity The number of people and institutions investing in cancer treatment as well as its provision are increasing day by day due to the increasing demand for these services. The American market is not only attracting domestic investors, but also foreign investors. Considering that many consider the market is prospective and many foreigners seek services from United States, many investors are seeking to invest in United States. The investors are increasing considering that the share price of Novogen’s (ASX: NRT) went up more than doubled after an experiment on the anti-ovarian cancer drug CS-6showed that it was capable of killing the ovarian cancer cells as well as stem cancer cells found in several cancer types. The shares went up by 311% to reach $0.37 per share (Proactive Investors, 2013). This has attracted many investors to by its shares because of the expected sales it would make. The drug proves to be better since it has duo activity, where it acts against the normal ovarian cancer cells and the stem cancer cells as well that are more resistant to radiotherapy. With this drug, the industry is likely to see an increased number of patients going for the drug as opposed to the other methods that have more side effects. This investor activity is bound to see an increase in the sales of ovarian cancer drugs since more investors means more of its production. Inflation Inflation is the third indicator, which affects all services within a country. Inflation is the increase in the price of goods above normal prices. This is known to increase the prices of cancer services as well. Therefore, when the inflation increases, the sales are most likely to go down since not many people may be willing or be in a position to afford the high prices. However, this might be to the benefit of investors and stakeholders within the United States. New foreign investors will have a hard time since the cost of investing will be quite high. Ovarian cancer just like any other type of cancer is quite expensive to treat as well as screen. Therefore, inflation could affect the number of people willing to go for screening while many people may not afford the drugs. For instance, if the new drug CS-6 is unleashed during an inflation period, its price will be defiantly too high and many people could find it hard to buy. Therefore, inflation has the ability to influence sales of ovarian cancer services both positively of negatively since when there is a deflation more people can afford the services. Unemployment This is the fourth indicator of services performance where unemployed people have little to spend. When the unemployment rate is high, the number of people without employment is quite high and leads to less money for spending. Therefore, with high unemployment rate the sales of ovarian cancer services are likely to go down including other services. Unemployment determines the amount of money people have at their disposal for spending. This reduces the number of women going for ovarian cancer check up. However, those diagnosed with ovarian cancer might still go on with their treatment since they might have little choice to make considering they need the services for survival. Most of the people affected by unemployment are the youths although many of the elderly do not need employment. However, the distribution of ovarian cancer between the different ages is as shown below http://www.ovariancancer.org/about-ovarian-cancer/statistics/ Conclusion It is clear that ovarian cancer services just like other services within other industries are affected by the same factors as well as indicators. Technology is one of the factors affecting ovarian cancer services since it determines the effectiveness of the screening as well as treatment such as chemotherapy and other services. Other factors such as economy of the country, government, industry leaders and social demographics play a huge role as well. Indicators that affect the same, customer activity, investor activity, inflation and unemployment play a huge role in the sales of ovarian cancer services. Consideration of these factors and indicators can determine the effectiveness of ovarian cancer treatment I United States as well as other countries across the world. Work Cited Centers for Disease Control and Prevention. Ovarian Cancer Rates by Race and Ethnicity. cdc.gov, December 19, 2012. Web. April 03, 2013: http://www.cdc.gov/cancer/ovarian/statistics/race.htm Ovarian Cancer National Alliance. Statistics. ovariancancer.org, 2010. Web. April 03, 2013: http://www.ovariancancer.org/about-ovarian-cancer/statistics/ Proactive Investors. Novogen shares soar on the potential of its experimental anti ovarian cancer drug. proactiveinvestors.com, February 18, 20143. Web. April 03, 2013.

Organizational Management Essay Example

Organizational Management Essay Example Organizational Management Essay Organizational Management Essay 1. Core premises of classical and neoclassical theories of organizational management There are several core premises each for both the classical and neoclassical perspectives of organizational management – with similarities and differences between the two schools of thought. The classical perspective is characterized by its key assumptions that a) Organizations’ purpose is to achieve output-related and financial goals, b) The scientific method is the means to discovering the best organizational structure for the aforementioned goals, c) Job specialization and division of labor maximize production, and d) Rational economic principles dictate how people and organizations act (Jang, Ott, Shafritz 2005:28). The quintessential classical theorists include Max Weber, Henri Fayol, Fredrick Taylor, and Luther Gulick. Weber described bureaucracy as the ideal organizational structure for rationality and efficiency with the characteristics of clearly defined rules, impersonality, hierarchy/levels of authority, and training of employees (Jang, Ott, Shafritz 2005:73-74). Fayol articulated general principles of management – characteristics under which the ideal organization operates which include division of labor, authority and responsibility, discipline, unity of command, unity of direction, subordination of individual interest to general interest, and remuneration of personnel (Jang, Ott, Shafritz 2005:48-52). Taylor (1915) championed what he called â€Å"scientific management†, a philosophy in which the scientific method applies to the management of an organization and the workers therein to increase productivity. So meticulous was Taylor in his concept of applying scientific evidence to factory jobs, that he conducted â€Å"time studies† in which a stopwatch was used to time a worker’s motions – the idea being there is one best method for performing any physical task. NetMBA 2002-2010) Perhaps less radically, Taylor also advocated for careful selection and training of workers by management, as well as the familiar classical principle of dividing work according to specialization. Gulick (1937) considered the merits of building an organization from the top-down and the bottom-up; and contributed his idea of organizing the executive according to his acronym â€Å"POSDCORB†: Planning, Organizing, Staffing, Directing, Coordinating, Reporting, and Budgeting ( Jang, Ott, Shafritz 2005:86). Gulick described the functions of this acronym as ideally being subdividing among the executive – wherein the executive is not just the chief executive, but other offices and departments including the chief executive’s private secretary (Jang, Ott, Shafritz 2005:86). The neoclassical theory of organizational management accepts the basic tenets of classical theory but adds several points to challenge and expand upon it. These points are a) The human factor in organizations: How people in the organization will cooperate with each other in an organization and how much they will be committed to organizational values and goals – particularly in the mechanistic, bureaucratic organizational model Weber constructed, b) The importance of internal-external organizational relations, and c) Decision-making processes (Jang, Ott, Shafritz 2005:88). The human factor in organizations was explored by Barnard (1938), who emphasized the importance of motivating workers properly to work within a cooperative organizational system. Barnard articulated a method of incentives that gave more consideration to motivating factors such as opportunity for power, position, and prestige, beneficial social relationships at work, greater participation in decision-making, than to monetary compensation. Underlying assumptions about human nature of classical and neoclassical theory The classical school assumes that organizations are primarily concerned with tangible, economic rewards (profits), and that organizations should be constructed according to the general and/or scientific management principles outlined earlier in order to maximize organizational productivity and efficiency. People are motivated primarily by money; other motivating factors such as sense of accomplishment and relationships with coworkers are relatively unimportant. Classical theory assumes that each part of an organization (leadership/management and workers) must have clearly defined roles that must be adhered to, and cooperation between each of these segments is important in making sure the organizational goals are being reached. Neoclassical theory agrees with classical theory insofar that conomic/financial rewards are indeed a big motivator for organizations, their leaders, and their production workers – but exposes the classical theorists’ explanation (or lack thereof) of the importance of human relations and group dynamics in the organizational setting. Neoclassical theory considers to a degree the effects of organization on individuals – particularly worker cooperation and motivation, as well as coordination among leaders and administrative units. One such neoclassical theorist, Robert Merton (1957, 1985), argued that bureaucracies inhibit individual freedom and creativity and cites Thorstein Veblen’s idea of â€Å"trained incapacity†, John Dewey’s idea of â€Å"occupational psychosis†, and Daniel Warnotte’s theory of â€Å"professional deformation† to illustrate his point (Jang, Ott, Shafritz 2005:104). Another point of disagreement between classical and neoclassical theorists comes from the concept of rules and procedures in organizations. This perceived ultimate supremacy of formal rules and procedures was challenged by Merton, who argued that formal rules and procedures lead to overconformity: Formalism, even ritualism, ensues with an unchallenged insistence upon punctilious adherence to formalized procedures. This may be exaggerated to the point where primary concern with conformity to the rules interferes with the achievement of the purposes of the organization An extreme product of this process of displacement of goals is the bureaucratic virtuoso, who never forgets a single rule binding his action and hence is unable to assist many of his clients. Merton via Jang, Ott, Shafritz 2005:106) Thus, neoclassical theory gives credence to human adaptability according to situation, warning that rules and procedures often disallow people in organizational settings from exercising their best judgment. To reinforce this point, this is in stark contrast to the classical view that rules, procedures, and roles in an organizatio n according to work specialization dictate, or at least constantly guide, the behaviors and interactions of people in the organization. In essence, neoclassical theory puts more faith in individual judgment and discretion than does classical theory, while placing less emphasis on the importance of rational goals like money to organizations and valuing more value-oriented organizational goals and actions. The same holds true for people: Classical theory implies that people are really only in it for the money while neoclassical theory says money is just one motivating factor – there are also incentives such as pride, social relationships at work, and augmented responsibility and decision-making power that are powerful motivators for working people. Accuracy of assumptions and adequacy in explaining contemporary organizational dynamics and effective management Both the classical theory and neoclassical theory are adequate in some respects while inadequate in others, and some of each is both shared and exclusive between the two respective viewpoints. The classical principles of division of work and specialization of labor as means to maximize productivity and efficiency were innovative at the time and still largely hold true today. Many companies today divide their workforce by skill/qualification into different roles/departments within the company. For example, nearly every vehicle manufacturing company today uses the assembly line manufacturing system, in which assembly workers each have a task or a specific set of tasks, and they are (both the workers and their tasks) are sequentially ordered. In the case of the typical automobile assembly line, the chassis is made first, then the body is added to the chassis, and then the interior is defined with seating, electronics, etc. Obviously, these are broad steps that contain smaller tasks within, and factory machinery helps efficiency a great deal (especially given how much technology has advanced over the past century), but separation of labor is still alive and well today. Taylor’s theory of scientific management was highly influential in its own time and still is today. In Taylor’s time, Henry Ford adopted scientific management as described by Taylor in his factories (the assembly line being the most notable manifestation of Taylor’s principles in action), and even families started to carry out their household chores based on the results of time and motion studies (NetMBA. com 2002-2010). Taylor’s principles can be seen in action today, particularly in the fast food service industry where achieving efficiency is vital to meet customer expectations. A glaring inadequacy of classical theory, in this case Taylor’s scientific management, is that it treats workers as tools instead of human beings. As stated before, there is a noticeable lack of consideration of employee morale and motivation beyond salary, and organizational culture as well as organizational goals and values beyond maximize efficiency and profits are neglected by much of classical organization theory. Another flaw of classical theory is one that neoclassical theorist Herbert Simon (1946) raised, which relates go the general principles of management as described by both Fayol and Gulick. Simon exposed flaws in the logic of several of the principles, arguing that they are confusing, conflicting, and unrealistic: The principle of unity of command is perhaps more defensible if narrowed down to the following: In case two authoritative commands conflict, there should be a single determinate person whom the subordinate is expected to obey; and the sanctions of authority should be applied against the subordinate only to enforce his obedience to that one person†¦ it [unity of command principle] also solves fewer problems†¦ it no longer requires, except for settling conflicts of authority, a single hierarchy of authority. Jang, Ott, Shafritz 2005:114) Neoclassical theory is more adequate than classical theory when applied to current organizations and effective ones because it takes more factors into account – namely the factors of individual motivation and Phillip Selznick’s (1949) notion of â€Å"cooptation†, which asserts that organizations introduce and absorb new elements from the outside into the organization in order to prevent those elements from â€Å"coming b ack to bite them†, so to speak (Jang, Ott, Shafritz 2005:90). At the same time, the overarching classical view that rational goals such as productivity, quality, and efficiency are the most vital of all goals has never been wholly rejected by any other theory – neoclassical included – and many organizations today maintain a structure and culture in which these goals are valued most. Since neoclassical theory does not reject these values, but instead tweaks and adds some values of its own to them, it is more relevant to contemporary organizational dynamics and effective management. . The question of whether organizations should be hierarchical or whether they should offer employees broad autonomy/discretion is based largely on misunderstanding between the two supposed â€Å"sides†. I will dispel any notion that these principles are separate and exclusive from each other, and argue instead that both organizational hierarchy and employee discretion and the balance of the two principles offer a path for organizational success. First, what do the terms hierarchy, autonomy, and discretion mean? Hierarchy is a structure/system in which there is at least one dominant-subordinate relationship. Autonomy and discretion are synonymous, meaning the power to act according to one’s own judgment, or freedom of choice. Considering these definitions, they are seemingly complete opposites – and exclusive ones at that. After all, how can there be a dominate-subordinate relationship and employee power to work and act as he/she pleases? But upon further review of the terms and the literature, these principles actually are meant to be together and cooperate. Hierarchy and discretion can and should act as checks and balances towards each other. The hierarchical organization structure serves to control discretion but not eliminate it – just as discretion prevents the hierarchical structure from becoming overbearing and thus not giving the employee(s) the necessary flexibility and freedom to do the job the way it should be done. It is order and liberty: Ordered liberty if you will (though granted, the familiar concept of ordered liberty as applied to constitutional law has a very different meaning). Why is hierarchy desirable? Because it holds people accountable, by means of authority. In other words, employees are held accountable for the work they do and how they do it by their manager(s)/supervisor(s). If there were no managers to hold employees accountable, there would undoubtedly be a decrease in productivity and increases in delinquency and absenteeism in many organizations. In his article â€Å"In Praise of Hierarchy†, Elliot Jacques (1990) acknowledged the merits of the hierarchical structure: â€Å"The reason we have a hierarchical organization of work is not only that tasks occur in ower and higher degrees of complexity – which is obvious – but also that there are sharp discontinuities in complexity that separate tasks†¦ The same discontinuities occur with respect to mental work and to the breadth and duration of accountability. † (Jang, Ott, Shafritz 2005:231). The organizational structure most often associated with hierarchy is and has been bureaucracy, but in r eality, hierarchy exists in almost every organizational model and in virtually every organization today. Businesses have chairmen, CEOs, and other top executives; governments include the President at the federal level (governors at the state level) and even charity organizations have their chief organizers and administrators. These are the top officials in these respective organizations; everybody else in the given organization is subordinate in terms of function and/or rank. Therefore, hierarchy exists in each of these examples. Perhaps more obviously, autonomy for employees is also desirable in organizations. There is evidence to suggest autonomy at work increases employee job satisfaction and commitment. According to the National Educational Longitudinal Study (1988-2000), job autonomy is a highly significant factor in five distinct areas of job satisfaction: Salary, fringe benefits, promotion prospects, job security, and relevance of work (Bradley, Nguyen, Taylor 2003). It is also a much more flexible and efficient policy of problem solving than would exist in a bureaucratic structure, where there would be stricter supervision as well as SOP’s. In the bureaucratic model, an employee tasked with solving a customer’s problem, the solution to which is not defined in any SOP or is not part of company norms, would require the employee to scale the chain of command for the appropriate superior who could solve the problem. This is because employees have narrow span of controls and are bound by defined rules and procedures in a bureaucratic structured organization. The bureaucracy is considered a mechanistic model of organization by Tom Burns and G. M. Stalker (1961) of the Tavistock Institute in London. Burns and Stalker divided organizations into two broad types: Mechanistic systems, and organic systems. They describe mechanistic systems as having layered hierarchy or a chain of command and formal rules of procedures, and organic systems as offering more participation, horizontal communication, and more autonomy and discretion to employees (Jang, Ott, Shafritz 2005:194). As they explained it, the mechanistic system is more hierarchy-oriented, whereas the organic system is more autonomy-oriented, and they suggested that the mechanistic system is more suitable for a static, stable environment while an organic system is better for a dynamic, changing environment (Jang, Ott, Shafritz2005: 194). But where does the authority come from in the non-hierarchical, organic system? â€Å"The location of authority is settled by consensus†, explained Burns and Stalker (Jang, Ott, Shafritz 2005:199). The idea of group consensus having authority in organizations seems beneficial, until it becomes denigrated into groupthink. Groupthink is, as Irving L. Janis defined it, â€Å"†¦ the mode of thinking that persons engage in when concurrence-seeking becomes so dominant in a cohesive ingroup that it tends to override realistic appraisal of alternative courses of action† (Jang, Ott, Shafritz 2005:186). Hierarchy, as inflexible as it can be, still protects against groupthink to a large degree. This supports the general idea that no system is perfect as well as Burns and Stalker’s assertion that the effectiveness of hierarchy and autonomy, respectively, depends on the organizational environment and situation. My opinion is that in many organizations, a balance or equilibrium between the two values (hierarchy and autonomy) is the most desirable, and Burns/Stalker acknowledge that this is possible: â€Å"Finally, the two forms of systems represent a polarity, not a dichotomy; there are, as we have tried to show, intermediate stages between the extremities empirically known to us. † (Jang, Ott, Shafritz 2005:199) So how can an employee have a manager who is dominant, – that is, higher up on the organizational ladder – yet also have the autonomy/discretion to do his/her job as he/she sees fit? How can this tension be resolved? The answer is guided discretion. I propose two forms of guided discretion that keeps both principles of hierarchy and autonomy. The first form of guided discretion I propose is what I call â€Å"complete guided discretion†. This form of guided discretion allows the subordinate employee complete freedom about how to do the job/assignment/task/etc. , on the one mitigating condition that the employee accomplishes it. The supervisor/manager of that employee’s job is simply to check on the employee to make sure the work is getting done, and to collect and/or verify it once the work is done. The manager may apply time-specific deadlines for the assignment to be completed if the nature of the position consists of time-oriented tasks, but if the job is more fluid and not based on specific projects/assignments, then the good manager would check on the underling employee periodically – not only to monitor job effectiveness but to address any questions, requests, or concerns that employee might have. Furthermore, if the subordinate employee has multiple options as far as task selection goes, he/she would have the discretion to choose which task(s) to do if only a certain number were required to be completed, and/or the order in which he/she wishes to do the assignments required ones notwithstanding. I akin this type of discretion to the relationships between students and professors at college; the student often has a wide range of options as far as how to do an assignment (although this is truer in the social sciences than in more technical fields of study), the only stipulations being that the assignment is completed and turned in on-time and no cheating/plagiarizing was involved. This is the type of conditional working relationship that would characterize guided discretion as I see it. The second type of guided discretion I offer limits employee discretion on the basis of fairness and ethics. This type I call â€Å"limited guided discretion†. To elaborate, an employee may do his/her job according to his/her own best judgment as long as he/she does not act in opposition to accepted company values and norms. Company values and norms are typically customer related, usually emphasizing putting the customer above all else and exemplified by the familiar business cliche â€Å"the customer is always right†. Nevertheless, if such action considered outside of company ideals and ethics were to occur, it would be the responsibility of his/her manager to discipline him/her, which may call for a punishment up to and including termination of employment. Depending on the severity and extent of the infraction(s) however, the more appropriate sanction could be to return the employee to the less desirable strict hierarchical relationship in which the employee is more closely supervised and standard operating procedures may apply. Certainly the manager of that offending employee would ensure that said employee would exercise company-sponsored values and ethics henceforth. Of course, the employee would be given fair counsel beforehand of the wisdom to essentially ask him/herself â€Å"Am I acting in agreement with company values? † Because the employee is a representative of the company, he/she should represent company values. I have argued that it is necessary and desirable for organizations to maintain a balance between organizational hierarchy and employee autonomy/discretion. I will add that organizations need not have an equal balance of hierarchy and autonomy; an organization can effectively be either more hierarchy-oriented or more autonomy-oriented (and many organizations fall into one of these two camps). But to have both principles in action in an organization is desirable because it minimizes the negative effects of either principle, while maximizing the positive ones. They check and balance each other; hierarchy provides better accountability and prevents groupthink, while autonomy gives the organization flexibility to handle a wide range of problems and contributes to employee motivation and job satisfaction. By considering my ideas of complete guided discretion or limited guided discretion, organizations have at least an interesting idea about a healthy balance between organizational hierarchy and employee autonomy could be achieved. References Bradley, Steve, Jim Taylor and Anh Ngoc Nguyen, 2003. Job autonomy and job satisfaction: new evidence, Working Papers 000192, Lancaster University Management School, Economics Department. Accessed 14 November 2010. http://ideas. repec. org/p/lan/wpaper/000192. html Jang, Yong Suk, Steven J. Ott, and Jay M. Shafritz. 2005. Classics of Organization Theory: Sixth Edition. Belmont, CA: Thomson Wadsworth. NetMBA Business Knowledge Center. 2002-2010. â€Å"Frederick Taylor Scientific Management†. NetMBA . com, Internet Center for Management and Business Administration, Inc. Accessed 12 November 2010. netmba. com/mgmt/scientific/

Social Policy Analysis Assignment Example | Topics and Well Written Essays - 1750 words

Social Policy Analysis - Assignment Example One such reform that is going to be discussed in this paper is the Child Abuse Prevention and Treatment Act (CAPTA). Child Abuse is an issue that is spreading around like a contagion. Though there have been numerous efforts to curb this issue, but the facts revealed from a number of studies show that it is continuously on the rise and is also intensifying with the passage of time (Gil, 1973). Such studies give a disturbing insight into the alarming amount of impact that it is having by plaguing societies. Specifically shedding light on the issue at grass root level, child abuse can be defined as any act that threatens to be harmful to the health and/or welfare of a child. A child, in such a case, generally refers to persons under the age of 18 that are under parental care or in the care of a guardian (Stoltzfus, 2009). The abuse on the other hand in case of child abuse can be anything on part of the parent or caretaker that leads to any sort of emotional or physical harm to the child; or any sort of exploitation or sexual abuse. It even constitutes the domain of neglect on part of the parent/guardian in terms of failure to act that leads to any sort of harm to the child (McClennen, 2010). Child Abuse Prevention and Treatment Act is a legislation incepted in 1974 in United States pursuing to ensure child protection. It has been reviewed and reformed six times since its inception in efforts to further refine and expand its scope of operations (US Dept of Health and Human Services, 2003). The Child Abuse Prevention and Treatment Act has been crafted in view of various studies that show that there are over a 1000,000 children in America that suffer from abuse and neglect every year, which in turn leave marks due to which they suffer throughout their lives. Most of these children never even receive any sort of treatment or protection from such mishandling. It was only when the enormity of the situation got serious that