The Factors That Influence Organizational Change Commerce Essay

The Factors That Influence Organizational Change Commerce Essay There are different factors which influence organizations change. These factors can be external (technology, Government policies, social pressure, cost of raw material etc) or internal (change leadership, decline in profit, union action etc).in this era of globalization the most commonly seen organizational changes are implementation of new technologies, mergers and downsizing. To survive in the market with the increased competition it is very tough for the employees of the organization to accept the change. In this kind of situation the management should ensure the acceptance of change at every level. Change Management is defined as organizations ability to implement and maintain change for the survival. For the survival of the organization change management is the best option. Figure : Phases of change If organization is not in a constant phase of change management and continually assessing and adjusting then business may be at best average within its industry. For some organizations this means they may be going backwards and eventually bankrupt. Only those companies can survive which can adapt to changes. This change management model follows all other change management models and theories. Every organization can be summed up to be a combination of these three elements which includes the structure, the people and the strategy. Any change in any area of an organization will affect at least one or all of these elements. Figure : Three elements for change The structure of the system is the process that provides the strategic objectives of organization with physical resources. Change management specialists will review management operating system (MOS) with complete and proper structure. The people involved in this process are stakeholders, resourced people, and management team. All people involved in this process should be well informed and should pay attention to the right things. They should communicate with each other. Figure : people involve in change management To achieve the target for the continued existence of the organization strategy is the best method. Change management provides the guidelines for the growth of the firm. The Skill of Change Management Managing change in the workplace while ensuring the operations strategy is on the right path. This can be achieved by the support of people and structure elements towards achieving the organizations corporate strategy. Phases of Change Organizational change involves the fear of loss inherent in this process, and this loss is mostly felt by employees. The Kubler Ross Grief Model addresses the emotional issues associated with change. The four emotional states experienced throughout the change process may be expressed by employees in behaviors that are obstacles to the process of change. This model consists of four stages given below: Denial The first emotional state during change is denial. This is the stage in which employees dont believe this is happening to them. They have certain fears and these fears should be addressed during this phase. This fear can be reduced by taking them in confidence. Fear and mistrust need to be replaced by acceptance. Resistances to change The second emotional state is resistance to the change process. Resistance is natural reaction to change. Eric B. Dent and Susan Galloway Goldberg (1999) gave the idea that managers and leaders of the organization must reduce the resistance to compete with other organizations. Kurt Lewin, the social psychologist, introduced the term resistance to change as a systems. As we know that people of any organization are generally resistant to change. According to Scott Jaffe resistance is a stage that ends as individuals begin to separate from the past become more confident of their capability. They play their role by their participation to reduce resistance to change. For example, competition might force a business to organize work around processes to improve operating efficiencies. Functional departments involved in these processes would be combined. Employees might not see a need for this change. The reasons for change must be fully explained so that employees understand why it is nece ssary to embrace the change. Chew (1990) studied the case of Machinists Mutiny. In his study he revealed that due to poor planning and implementation the change is stopped due to employee resistance. This article also includes expert opinions that organization should adopt so they have better implementation of change For the implementation and maintain change satisfaction of the people is very important. The response to resistance is very important. Forcing compliance may increase resistance. Those affected by the change probably know a lot about what is required to implement something new, and their input is important to the change process. The degree to which employees will support your new initiatives depends on how many of their recommendations are used. Explorations The third emotional state encountered is exploration. employees will search new roles if they are incapable to stop the changes. In this stage both individual role as well as the group role are defined. it is important that unresolved issues that continue to surface be addressed during this stage. One should be ready for the negative reaction of the employee. Those individuals should be warned at the first sign of falling back to old behaviors. This negative reaction can be changed to the positive if trust can be created among groups. Commitments The final emotional state is commitment to the change initiative. Mutual commitment is established for the change effort. Obstacles have been removed and the focus is on successful implementation of the changes. Models of the change process After years of failed change efforts, researchers are saying that knowledge of the change process is critical. To thrive we need to know successful change during and before the change process. There are five most popular models of the change process(Lewins three-step change model, Kotters eight-step plan, Harriss five-phase model, Fullans change themes set, and Greiners six-phase process).But in this report we will discuss only two of them. Lewins Three-Step Change Model Change involves a sequence of organizational processes that occurs over time. Lewin (1951) suggests this three step process. These steps mostly involve reducing the forces acting to keep the organization in its current condition. Figure : Three step model Unfreezing: This is the first step which is accomplished by introducing new information that points out failure in the current state. Crises often arouse unfreezing. This crisis can be due to increase in employee, demographic shifts, and an unexpected strike. This is not necessary that during unfreezing crisis always occur. For determining problem creating zones in organizations financial data, climate analysis and enrollment projections can be used. Moving: Once the organization is unfrozen, it can be changed by moving. This step generally involves the change in structure, development of new standards, attitudes, and behaviors. Some changes may be minor and involve a few members. Refreezing The final step is refreezing which involves stabilizing the change. In this step mostly the changes in organizations policy, organizational culture, or modification in organizational structure often accomplishes. (Fred C. Lunenburg, 2010) Kotters Eight-Step Model John Kotter (1996) of Harvard University developed a more detailed model for managing change which was based on Lewins three-step change model. The steps involved in this model are given below. Establish a sense of urgency: Unfreeze the organization by creating a convincing reason for change. Create the guiding coalition: Create a cross-functional, cross-level group of people with enough power to lead the change. Develop a vision and strategy: Create a idea and strategic plan which leads to the change process. Communicate the change vision: Produce and implement a communication strategy with the employees about the new ideas and strategic plan. Empower broad-based action: Eliminate barriers to change, and use target elements of change to transform the organization. Encourage risk taking and creative problem solving. Generate short-term wins: Plan for and create short-term wins or improvements. Recognize and reward people who contribute to the wins. Consolidate gains and produce: The guiding coalition uses credibility from short-term wins to create more change. Additional people are brought into the change process as change cascades throughout the organization. Attempts are made to reinvigorate the change process. Anchor new approaches in the culture: Reinforce the changes by highlighting connections between new behaviors and processes and organizational success. Develop methods to ensure leadership development and succession. Types of Change Change can be categorized into four categories, structural change, cost change, process change, and cultural change. As the organizational structure of the company changes the structural change takes place. This change in structure is due to the merger of the company. The improvement in the organization can be achieved by changing its long established structure into more flexible form. This can be done by small teams. In order to improve performance and efficiency by reducing cost, cost changes are the best option. This can be done by reducing budget, reducing unnecessary activities and by shifting employees according to the need. Process changes are applied in the organization to improve the efficiency. This change takes place in production department where these products are formed, packed and shipped. Cultural changes are the least substantial of all the types of change. If an organization tries to adopt a more participative style this requires a shift in many organizational activities. Mainly the relation of employees and mangers suffer with the change in culture IMPLEMENTING CHANGE The proper implementation is based on number of steps. The first step in implementing change involves people of higher management and executives. For instance, an organization wants to install new system of computers in its areas. Then they major personal are not only top management but managers with lower ranked will supervise the employees for the use of the new technology. In cost cutting change different personals are involved. If a company wants to reduce its budget in a particular department then the managers of that department should be involved in cutting the cost. As the important personnel have been identified, the second step involved is implementing change properly. For the implementation of the change the successful change in plan is required. This plan defines the responsibilities of the key personals. The third step in implementing change. This change supports the plan. Implementation involves the management. This key step involves facilitating employees to accept the change. The organization should provide the basic support to the employees like training, reward system etc. if organization does not provide this kind of support there are chance for the failure of the plan Change process is the final step of booming change implementation. Communicating with the employee about the change and its importance will be very helpful through out the process. As we know that change can create fear in employees and to relax them increased communication can help a lot. Managers should carefully listen to all their question and their advises to overcome their fear. Creating opportunities for employee like giving them positive feedback or holding meetings may facilitate change more successfully. (Wendy H. Mason ,2003) Abrahamson (2000) gave the view of Change without Pain. The main theme in this article was change must take place, but change does not always have to be disturbing to the organization. The author calls this tinkering and kludging. By placing small changes between large changes, companies can manage change through active stability. The goal of dynamic stability is to create a change which can be sustained long term, not just in the short term. To achieve dynamic stability the big and small changes must be done at the right time, at the right pace and the organization must tinker and kludge. Tinkering is taking a current process and making small changes to it. This is done at a low cost to the company and the results are often very quick. Kludging, on the other hand, is tinkering but on a larger scale. Kludging looks at outside resources for improved parts or processes and looks at the unused resources within the company. Many companies do not realize they have resources not being used because the processes using the resources are to slow to fully utilize the capacity of the resource. CASE STUDY This case study was based on a company called Trail Manufacturing which produces cable crane components. This study was done by Chew(1990).The company was a mid-sized company set up to run high volume jobs on manual equipment. But with todays economy and competition, Trail determined the best money was in low volume jobs. The President of Trail decided to bring in new technology to replace the old machines. He researched the new machines and decided to bring in eight flexible manufacturing cells which would replace twenty-eight old six-spindle screw machines. Since this was new technology and training would be needed a plan was laid out to set up teams, one for each cell, and the company would phase in the new machines. Each team would be trained and then they would construct and run their own cell. Once one cell was on-line a new cell team would start up until all eight cells were on-line. The first five teams went through the process fine, but at team six the company had a problem. Team six consisted of men who had been at the company many years. The team went to the president and told him they refused to switch over to the new machines. They felt the old machines were running fine and the new machines did not show the expected improvements, so they wanted to continue working on three six-spindle screw machines. At this point the president had to determine if he wanted to keep going with the project or alter it to keep some of the old machines. Some management personnel felt that if the new cells were going to work, a clean break had to be made from the old machines. Others felt that since the productivity gains were not being seen yet by the new cells, the possibility of keeping the old machines for a short time might be a good idea. The case ends without a decision being made by the company. Four experts in operations management give their opinions on the situation. Only one out of the four said the company should continue on with the original plan and if t he members of team six leave the company then it is the price to be paid for progress. The other three are quick to point out the president made a wrong assumption in the planning. He assumed that by bringing in new technology productivity would improve. This is a wrong assumption because technology is only as good as the company and how the company works. One of the experts points out truly understanding how the whole system plays together, and not just implementing the latest technique, means bridging the gap between the emotional and the technical. The president did not see that by bringing in new technology it would change the culture of the shop floor. Men who had years of experience on the old machines and were in seniority would be at the same level or lower than the younger more computer literate employees. This would be a big culture change for the employees. Most of the experts suggested slowing down the remainder of the cell startups and specifically addressing the concer ns of the men on team six. If team sixs concerns are not addressed there could be more problems with the rest of the teams. This article showed a good picture of how a company has to go about major changes, especially ones affecting the culture of the company. The expert opinions enhanced the article and I would highly recommend this article because it is an example of a case that is played out in companies all over. CONCLUSION Today change is the necessary for carrying business and survival of the organization. Organization or firms should under go change with the passage of time otherwise will survive. This change along its success also brings fear of employees. This leads to resistance to change. In this situation top management and leadership can play a vital role. The success of the organization depends on management team that how efficiently they resolve the issue. They can take help by reviewing past model of change and replacing them with new ideas. The good communication process is very important for the smooth process of change. RECOMMENDATIONS Following are some recommendations. Managers should improve their interpersonal and communication skills so that they could help their staff overcome the pains associated with change. Tell people the truth and give as much information as you can. Keep giving information as soon as possible. Give them time to digest the news. Give them time to vent there might be anger because this is normal reaction. Listen to staff and their concerns dont interrupt them so they can reduce their fear. REFRENCES Abrahamson, E. (2000). Change Without Pain. Harvard Business Review, 75-79. Chew, W. (1990). The Case of the Machinists Mutiny. Harvard Business Review, 4-8.) Dent, Eric B., and Susan Galloway Goldberg. Challenging Resistance to Change.' Journal of Applied Behavioral Science (March 1999): 25. Fred C. Lunenburg. (2010). Approaches to Managing Organizational Change. international journal of scholarly academic intellectual diversity volume 12 Kotter, J. P. (1996). Leading change. Cambridge, MA: Harvard Business School Press Lewin, K. (1951). Field theory in social science. New York, NY: Harper Row. Oliver Recklies Managing Change Definition und Phases in Change Processes www.themanager.org/strategy/HYPERLINK http://www.themanager.org/strategy/change_phases.htmchangeHYPERLINK http://www.themanager.org/strategy/change_phases.htm_HYPERLINK http://www.themanager.org/strategy/change_phases.htmphasesHYPERLINK http://www.themanager.org/strategy/change_phases.htm.htm. (accessed on 12 of November) Supreet Ahluwalia and Vivek Joshi (2008)managing Change in an Organization. http://www.indianmba.com/Faculty_Column/FC707/fc707.html (accessed on 13 of November) Wendy H. Mason (2003) ManagingChangewww.referenceforbusiness.com (accessed on 12 of November) http://www.change-management.com/tutorial-cm-basics-who-mod2.htm (Accessed on 13 of November)

Aama

American Association of Medical Assistants Jennifer Lingler LIBS 100: Information Literacy Bryant & Stratton April 14, 2010 Introduction As a result of the expanding healthcare industry, technological advances in medicine, and increased number of elderly in the United States, medical assisting is one of the nation’s fastest growing careers. The extensive and unique knowledge of a medical assistant is in demand more than ever. It is imperative that a medical assistant is knowledgeable and current about changes in the healthcare field. It is also important that a medical assistant’s rights to practice are protected on the job. The American Association of Medical Assistants (or AAMA) is an organization that was created to aid and support medical assistants working in the healthcare field (AAMA, 2010). Any individual interested in a career in medical assisting would benefit from becoming a member of this organization. Mission and Purpose The AAMA is the only organization created solely for the medical assisting profession. The mission of the American Association of Medical Assistants is to enable medical assisting professionals to enhance and demonstrate the knowledge, skills and professionalism required by employers and patients; protect medical assistants' right to practice; and promote effective, efficient health care delivery through optimal use of the CMA (AAMA)† (AAMA, 2010). The AAMA was created for medical assistant students, practicing medical assistants, and medical assistant educators (AAMA, 2 010). Local AAMA Chapter The AAMA was created in 1955 and has grown to include over 325 local chapters throughout a total of 43 states (AAMA, 2010). One local Ohio chapter of the AAMA is the Ohio State Society of Medical Assistants. In 1956, four Ohio medical assistants attended an AAMA meeting in Kansas City, Kansas. Although there were three existing Ohio chapters, these women had a desire to form an organization that would be a part of the AAMA. Meetings were held from April seventeenth through April twenty-eighth of nineteen fifty-seven. After two days of deliberations the Ohio State Society of Medical Assistants was created. The OSSMA would then be approved by the AAMA on June eighth of nineteen fifty-eight (OSSMA, 2010). Membership A medical assistant graduate from an accredited school is eligible for membership with the AAMA. The graduate must fill out an application with the AAMA and pay an enrollment fee of one-hundred and twenty-five dollars. According to the AAMA, â€Å"The Certification Department will inform you of your application status within 30 days of the date you mailed your application†¦. After your application has been approved and processed, you will receive a scheduling permit approximately three weeks prior to your testing start date with instructions for making an appointment at a Prometric test center in your area. The exam may be taken throughout the year† (2010). Upon passing the exam, a medical assistant can expect to receive an official certificate and AAMA card (AAMA, 2010) The AAMA requires members to recertify every sixty months. Recertification may be obtained through further education or examination. Recertification will cost an AAMA member two-hundred and fifty dollars (AAMA, 2010) Benefits There are numerous benefits available to AAMA members. The first benefit is a subscription to CMA Today. AAMA member receive this bimonthly publication automatically when they become members. CMA Today â€Å"provides educational articles, current medical news, health policy updates, and association happenings† (AAMA, 2010). AAMA members also receive discounts on AAMA self-study courses and conference workshops which can be useful educational tool throughout their medical assisting career. Low member rates are also available for credit cards, loans, and insurance to AAMA members. The greatest benefit for an AAMA member is the opportunity to communicate, share information, and network with other medical assistants in the health care industry (AAMA, 2010). Conclusion The American Association of Medical Assistants is the only organization created solely for the medical assisting profession. Any individual interested in a medical assisting career would benefit from becoming a member of this organization. The American Association of Medical Assistants official website states it best, â€Å"When you join the AAMA you are investing in your career and your future. And, you are strengthening an association that has your professional interests at heart† (AAMA, 2010). References American Association of Medical Assistants. (2010). AAMA Mission Statement. Retrieved from http://www. aama-ntl. org/about/mission. spx American Association of Medical Assistants. (2010). AAMA Services. Retrieved from http://www. aama-ntl. org/about/services. aspx American Association of Medical Assistants. (2010). How to Become a CMA (AAMA). Retrieved from http://www. aama-ntl. org/becomeCMA/how. aspx American Association of Medical Assistants. (2010). What is a CMA (AAMA)? Retrieved from http://www. aama-ntl. org/about/what_is_a_cma. aspx Ohio State Society of Medical Assistants. (2010). OSSMA History. Retrieved from http://www. ossma. org/historyofOSSMA. html

The Film Hearts And Minds By Peter Davis - 1355 Words

The film â€Å"Hearts and Minds† by Peter Davis was made in 1974. Peter Davis truly scrutinized the Vietnam War in this film along with the involvement of the United States. Throughout the film Davis interviews many people about their true opinions and views of the war and the United States involvement. Peter questioned commanders, civilians, soldiers even a bomber pilot (Randy Floyd) and more in the film. The experiences of these people were also mentioned during these very private interviews. As you watch the film you indeed recognize how the people that are very strongly against the war are portrayed much more favorable than those who encouraged it. It is important to emphasize that the title of Peter Davis’ film â€Å"Hearts and Minds† was inspired by how the president during this wartime, which in fact was Lyndon B. Johnson, announced that ultimately the victory in the Vietnam War was dependent on the United States military winning the â€Å"hearts and mind s† of the Vietnamese people. The most important question I feel was asked in this film was the one that Peter Davis asked in one of his interviews to Walt Rostow the Aide to Presidents Kennedy and Johnson. The question was why did they need us there? In other words why did we have to join into this war in Vietnam, what sort of gain was in it for our country getting into another time and economic consuming war. An answer was given through a short clip of Lyndon Johnson stating the answer is simple there is none else who can doShow MoreRelatedWhy the Vietnam War Should Not Have Happened951 Words   |  4 PagesThe Vietnam War As seen in Hearts and Minds The documentary film, Hearts and Minds, by Peter Davis; illustrates the brutal nature and different perspectives of the people involved in the Vietnam War. The Vietnam War is considered as one of the longest and horrific wars in American history. American soldiers involved in the War have diverse reactions of their experiences and encounters during the war. The Vietnamese believed that, â€Å"Americans were evil and the Vietnamese simply were fighting merelyRead MoreA Reader- Oriented Approach to Edgar Alan Poes the Tell- Tale Heart1465 Words   |  6 Pagesâ€Å"If a tree falls in the forest and no one hears it, does it make a sound?† A Reader- Oriented approach to Edgar Alan Poe’s The Tell- Tale Heart The Titular question is an old philosophical riddle for which a wide range of metaphysical and non-metaphysical solution has been offered. The answers differ based on the perspective of the interpreter. Judging these answers is neither possible nor desirable for us, but the riddle and the ensuing debates attest to the veracity of one of the mostRead More Louis Armstrong Essay1336 Words   |  6 Pagesthat ever happened to him. At a New Year’s celebration in downtown New Orleans, Louis Armstrong, also known as â€Å"Satchmo† and â€Å"Satch†, fired a pistol into the air and was placed in the Colored Waifs’ Home. It was there that he was introduced to Peter Davis – the brass band leader who taught him how to play the cornet (Brown 17). Soon after he began playing, Armstrong was made leader of the band – something he was extremely proud of. In June of 1914, Armstrong was free to leave the Waifs’ Home. HeRead MoreUS Interventi on and the Acceleration of Genocide in Foreign Countries1944 Words   |  8 Pagesof some ally. As Peter Davis reveals in his 1974 documentary Hearts and Minds, lives of the people in foreign countries were seen by many Americans to be cheap and not worth much. In other words, foreigners were insignificant. General William Westmoreland, for instance, who was the commander of US operations in Vietnam from 1964 to 1968, stated that the Oriental doesnt put the same high price on life as does a Westerner. Life is plentiful. Life is cheap in the Orient (Davis). This type of thinkingRead MoreAnalysis Of The Song My Way 1667 Words   |  7 Pageshard time delivering him. They had to use forceps, which punctured his eardrum and scarred his face. He grew up with the nickname scar face. Growing up, Frank was home alone or watched by his grandmother Rose. Frank was a quiet kid and would mind his own business. At times, he would get beat up due to being in the wrong neighborhood and kids would tease him because of his scar face. While in junior high school, Frank often drove his teachers nuts, by impersonating radio comics and movie starsRead More12 Angry Men - Analysis3445 Words   |  14 PagesIntroduction 12 Angry Men (1957) is one of the most acclaimed feature films of all time. It was produced at a time when the United States was just twelve years out of World War II and â€Å"Leave It To Beaver† and â€Å"Father Knows Best† broadcast across television airwaves the perfection, conformity and affluence of American life that had been generated by the Great War. Additionally, this film was listed on the university syllabus as one of three films to see in regard to this course, Management 610 – Contexts ofRead More Frank Sinatra Essay3484 Words   |  14 Pagesuninteresting, and homework was something we never bothered with; (qtd. in Sinatra 18). amp;#8220;We; were referring to his gang of friends, who he spent most of his time with. This is when his love of music became more than a hobby, and he set his mind on becoming a star. nbsp;nbsp;nbsp;nbsp;nbsp;After finishing school, Sinatra realized that singing, as an amateur could not totally support him. To make ends meet, and to please his mother and father, Sinatra took other jobs that his uncle helpedRead MoreThe Story of Maurice White and Earth Wind and Fire3436 Words   |  14 Pagesand helped bridge the gap that has often separated the musical tastes of black and white America. During this period of time in our history, America was bogged down with the morality of the Viet Nam War, coming out of a decade of experimentation, mind expansion and cosmic awareness. It was a very enlightening period in time in which Marvin Gaye asked the question, in his most popular single, â€Å"What’s Going On?† The credit for the formation of the group belongs to Maurice White. Maurice WhiteRead MoreGoal Movie Review10720 Words   |  43 Pagesâ€Å"I’ve spent muddy days watching young lads beat the hell out of each other. But once in a while, there’s one that comes along and lifts your heart.† --Glen Foy in â€Å"Goal! The Dream Begins† GOAL! THE DREAM BEGINS Production Information Like every kid, Santiago Munez has a big dream. But unlike every kid, he’s given the rare opportunity to make that dream come true—if he’s willing to put his fears aside, travel thousands of miles from home, and hold his own with some of the best in the world. TheRead More Rude Boy Music In Comparison With Gangster Rap Essay4815 Words   |  20 PagesAfrican people. These African rhythms gave way to mento, which gave rise to Rastafarian chants, which in turn gave way to ska and then rocksteady. (Potash, 29) When reggae music is thought of, Jamaica is instantly the word that comes to most peoples mind. Reggae music is also associated closely with the smoking of ganja. Generally people are uneducated about Rastafarianism, and don’t know that smoking marijuana is a sacrament of their religion. Just like Christians eat bread and drink wine at mass

Post Traumatic Stress Disorder ( Ptsd ) - 1538 Words

PTSD stands for Post Traumatic Stress Disorder, it is a mental health condition triggered after a traumatic event such as war, assault, or disaster. Most anyone who hears the acronym PTSD thinks about veterans or soldiers coming back home. Not only is PTSD common within soldiers but within children who have gone through traumatic events. PTSD was first recognized in 1980 and was added to the American Psychiatric association Diagnostic and Statistical Manual of Mental Disorders. However, they are not provided the treatment and therapy to recover and heal. People don’t consider the psychological impact traumatic events may leave. Children go through many difficult things throughout their lives. About 3% to 15% of girls and 1% to 6% of boys develop PTSD. 65% of the abuse it being neglected , 18% physical abuse, 10% sexual abuse and 7% is from mental abuse. Usually these parents don’t pay attention to their children so they tend to feel worthless and low self worth. Whenever a child is physically abused they usually have trust issue, unsure whether someone else will hurt them as well. Sexual abused children often also have trust isses. Children who get talked down to, verbally abuse that later causes mental abuse. The pain and fear of reliving the trauma cause the child to fear the memory not the event. Childhood anxiety disorders and childhood depression tend to occur along with the PTSD. The factors that can lead to PTSD include : genetic, physical and environmental. If aShow MoreRelatedPost Traumatic Stress Disorder ( Ptsd )990 Words   |  4 PagesPost-Traumatic Stress Disorder Post-traumatic stress disorder is a common anxiety disorder characterized by chronic physical arousal, recurrent unwanted thoughts and images of the traumatic event, and avoidance of things that can call the traumatic event into mind (Schacter, Gilbert, Wegner, Nock, 2014). About 7 percent of Americans suffer from PTSD. Family members of victims can also develop PTSD and it can occur in people of any age. The diagnosis for PTSD requires one or more symptoms to beRead MorePost Traumatic Stress Disorder ( Ptsd )1471 Words   |  6 PagesRunning head: POST-TRAUMATIC STRESS DISORDER 1 Post-Traumatic Stress Disorder Student’s Name Course Title School Name April 12, 2017  Post-Traumatic Stress Disorder Post-traumatic stress disorder is a mental disorder that many people are facing every day, and it appears to become more prevalent. This disorder is mainly caused by going through or experiencing a traumatic event, and its risk of may be increased by issuesRead MorePost Traumatic Stress Disorder ( Ptsd ) Essay1401 Words   |  6 PagesAccording to the Mayo-Clinic Post Traumatic Stress Disorder, commonly known as PTSD is defined as â€Å"Post-traumatic stress disorder (PTSD) is a mental health condition that s triggered by a terrifying event — either experiencing it or witnessing it. Symptoms may include flashbacks, nightmares and severe anxiety, as well as uncontrollable thoughts about the event† (Mayo Clinic Staff, 2014). Post Traumatic Stress disorder can prevent one from living a normal, healthy life. In 2014, Chris Kyle playedRead MorePost Traumatic Stress Disorder ( Ptsd )1198 Words   |  5 Pages Post-traumatic stress disorder(PTSD) is a mental illness that is triggered by witnessing or experiencing a traumatic event. â€Å"PTSD was first brought to public attention in relation to war veterans, but it can result from a variety of traumatic incidents, such as mugging, rape, torture, being kidnapped or held captive, child abuse, car accidents, train wrecks, plane crashes, bombings, or natural disasters such as floods or earthquakes(NIMH,2015).† PTSD is recognized as a psychobiological mentalRead MorePost Traumatic Stress Disorder ( Ptsd )1423 Words   |  6 Pages Mental diseases and disorders have been around since humans have been inhabiting earth. The field of science tasked with diagnosing and treating these disorders is something that is always evolving. One of the most prevalent disorders in our society but has only recently been acknowledged is Post Traumatic Stress Disorder (PTSD). Proper and professional diagnosis and definitions of PTSD was first introduced by the American Psychiatric Association(APA) in the third edition of the Diagnostic andRead MorePost Traumatic Stress Disorder ( Ptsd ) Essay1162 Words   |  5 PagesSocial Identity, Groups, and PTSD In 1980, Post Traumatic Stress Disorder (PTSD,) was officially categorized as a mental disorder even though after three decades it is still seen as controversial. The controversy is mainly founded around the relationship between post-traumatic stress (PTS) and politics. The author believes that a group level analysis will assist in understanding the contradictory positions in the debate of whether or not PTSD is a true disorder. The literature regarding this topicRead MorePost Traumatic Stress Disorder ( Ptsd ) Essay1550 Words   |  7 PagesPost Traumatic Stress Disorder â€Å"PTSD is a disorder that develops in certain people who have experienced a shocking, traumatic, or dangerous event† (National Institute of Mental Health). Post Traumatic Stress Disorder (PTSD) has always existed, PTSD was once considered a psychological condition of combat veterans who were â€Å"shocked† by and unable to face their experiences on the battlefield. Much of the general public and many mental health professionals doubted whether PTSD was a true disorder (NIMH)Read MorePost Traumatic Stress Disorder ( Ptsd )944 Words   |  4 Pageswith Post-traumatic stress disorder (PTSD Stats). Post-Traumatic Stress Disorder is a mental disorder common found in veterans who came back from war. We can express our appreciation to our veterans by creating more support programs, help them go back to what they enjoy the most, and let them know we view them as a human not a disgrace. According to the National Care of PTSD, a government created program, published an article and provides the basic definition and common symptoms of PTSD. Post-traumaticRead MorePost Traumatic Stress Disorder ( Ptsd )1780 Words   |  8 Pagesmental illnesses. One such illness is post-traumatic stress disorder (PTSD). Post-traumatic stress disorder is a mental illness that affects a person’s sympathetic nervous system response. A more common name for this response is the fight or flight response. In a person not affected by post-traumatic stress disorder this response activates only in times of great stress or life threatening situations. â€Å"If the fight or flight is successful, the traumatic stress will usually be released or dissipatedRead MorePost Traumatic Stress Disorder ( Ptsd )1444 Words   |  6 PagesYim – Human Stress 2 December 2014 PTSD in War Veterans Post Traumatic Stress Disorder (PTSD) is a condition that is fairly common with individuals that have experienced trauma, especially war veterans. One in five war veterans that have done service in the Iraq or Afghanistan war are diagnosed with PTSD. My group decided to focus on PTSD in war veterans because it is still a controversial part of stressful circumstances that needs further discussion. The lifetime prevalence of PTSD amongst war