Narccisistic Personality Disorder

Narccisistic Personality Disorder Free Online Research Papers Narcissistic Personality Disorder (NPD) is defined as in the American Heritage Dictionary as excessive love or admiration of oneself, a psychological condition characterized by self-preoccupation, lack of empathy, and unconscious deficits in self-esteem, erotic pleasure derived from contemplation or admiration of ones own body or self, especially as a fixation on or a regression to an infantile stage of development, and the attribute of the human psyche characterized by admiration of oneself but within normal limits. Personality disorder is defined by the Fourth Edition Text Revision of the Diagnostic and Statistical Manual of Mental Disorders as enduring patterns of perceiving, relating to and thinking about the environment and oneself that are exhibited in a wide range of social and personal contexts, and are inflexible and maladaptive and cause significant functional impairment or subjective distress. DSM-IV-TR specifies that these dysfunctional patterns must be regarded as noncon forming or deviant by the persons culture, and cause significant emotional pain and/or difficulties in relationships and occupational performance. Narcissistic Personality Disorder is found in Axis III of the DSM-IV-TR in section 301.81 with personality disorders. Narcissistic Personality Disorder is categorized with the Cluster B personality disorders: Antisocial, borderline, histrionic, and narcissistic. Cluster B personality disorders are described as dramatic, emotional, or erratic. The diagnostic criteria for Narcissistic Personality disorder is a pervasive pattern of grandiosity (in fantasy or behavior), need for admiration and lack of empathy, beginning by early adulthood and present in a variety of contexts, as indicated by five (or more) of the following criteria. Has a grandiose sense of self-importance (e.g. exaggerates achievements and talents, expects to be recognized as superior without commensurate achievements). He or she is preoccupied with fantasies of unlimited success, power, brilliance, beauty, or ideal love. Believes that he or she is â€Å"special† and unique and can only be understood by or should associate with, other special or high-status people. He or she requests excessive admiration. Has a sense of entitlement, i.e., unreasonable expectations of especially favorable treatments or automatic compliance with his or her expectations. Hi or she is interpersonally exploitative, i.e., takes advantage of others to achieve his or her own ends. He or she lacks empathy: is unwilling to recognize or identify with the feelings and needs of others. He or she is often envious of others or believes that others are envious of him or her. He or she shows arrogant, haughty behaviors or attitudes. The term narcissistic is derived from an ancient Greek legend, the story of Echo and Narcissus. According to the legend, Echo, a woodland nymph, fell in love with Narcissus. He was an uncommonly handsome as well as an exceptionally vain young man. He disdainfully rejected her expressions of love. Echo pined away and died. The god Apollo was angered by Narcissus pride and self-satisfaction, and condemned him to die without ever knowing human love. One day, Narcissus was feeling thirsty, saw a pool of clear water nearby, and knelt beside it in order to dip his hands in the water and drink. He saw his face reflected on the surface of the water and fell in love with the reflection. Unable to win a response from the image in the water, Narcissus eventually died beside the pool. Sigmund Freud wrote an essay in 1914 entitled On Narcissism. Freud introduced a distinction between primary and secondary narcissism. Freud thought that all human infants pass through a phase of primary narcissism, in which they assume they are the center of their universe. This phase ends when the baby is forced by the realities of life to recognize that it does not control its parents (or other caregivers) but is in fact entirely dependent on them. In normal circumstances, the baby gives up its fantasy of being all-powerful and becomes emotionally attached to its parents rather than itself. What Freud defined as secondary narcissism is a pathological condition in which the infant does not invest its emotions in its parents but rather redirects them back to itself. He thought that secondary narcissism developed in what he termed the pre-Oedipal phase of childhood; that is, before the age of three. From a Freudian perspective, narcissistic disorders originate in very early childhood development, and this early origin is thought to explain why they are so difficult to treat in later life. There are two major theories about the origin and nature of Narcissistic Personality Disorder. Heinz Kohut’s theory regards Narcissistic Personality Disorder as a form of arrested psychological development while Otto Kernberg’s theory regards Narcissistic Personality Disorder as a young childs defense against psychological pain. Kohut and Kernberg agree with Freud in tracing the roots of Narcissistic Personality Disorder to disturbances in the patients family of origin, specifically to problems in parent-child relationships before the child turned three. Kohut and Kernberg disagree is the nature of these problems. According to Kohut, the child grows out of primary narcissism through opportunities to be mirrored by (i.e., gain approval from) his or her parents and to idealize them, acquiring a more realistic sense of self and a set of personal ideals and values through these two processes. On the other hand, if the parents fail to provide appropriate opportunities for id ealization and mirroring, the child remains stuck at a developmental stage in which his or her sense of self remains grandiose and unrealistic while at the same time he or she remains dependent on approval from others for self-esteem. Kernberg views Narcissistic Personality Disorder as rooted in the childs defense against a cold, unsympathetic parent, usually the mother. Emotionally hungry and angry at the depriving parents, the child withdraws into a part of the self that the parents value, whether looks, intellectual ability, or some other skill or talent. This part of the self becomes hyper inflated and grandiose. Any perceived weaknesses are split off into a hidden part of the self. Splitting gives rise to a lifelong tendency to swing between extremes of grandiosity and feelings of emptiness and worthlessness. In both accounts, the child emerges into adult life with a history of unsatisfactory relationships with others. The adult narcissist possesses a grandiose view of the self but has a conflict-ridden psychological dependence on others. One dimension of Narcissistic Personality Disorder that must be considered is the social and historical context. Shortly after World War II older practitioners noticed a change in their patient population. Instead of seeing patients who suffered from obsessions and compulsions related to a harsh and punishing superego, psychiatrists were treating more patients with character disorders related to a weak sense of self. Instead of a judgmental and overactive conscience, these patients had a weak or nonexistent code of morals. They differed greatly from the patients that Freud treated, described, and analyzed. The next generation of psychiatrists began to interpret their patients character disorders in terms of narcissism. In the 1960s, historians and social critics drew the attention of the general public to narcissism as a metaphorical description of Western culture in general. Psychiatrists saw several parallels between trends in the larger society and the personality traits of people diagnosed with narcissistic disorders. In short, they argued that the advanced industrial societies of Europe and the United States were contributing to the development of narcissistic disorders in individuals in a number of respects. Some of the trends they noted include the mass medias preoccupation with lifestyles of the rich and famous rather than with ordinary or average people, the social approval of open displays of money, status, or accomplishments rather than modesty and self-restraint, preference for a leadership style that emphasizes the leaders outward appearance and personality rather than his or her inner beliefs and values, the growth of large corporations and government bureaucracies that favor a managerial style based on impression management rather than objective measurements of performance, and social trends that encourage parents to be self-centered and to resent their childrens legitimate needs. Although discussion continues about the location and forms of narcissism in the larger society, no one denies that personality disorders both reflect and influence the culture in which they arise. Family therapists are reporting the treatment of families in which the children are replicating the narcissistic disorders of their parents. Kohut suggested the etiology of narcissism as a result of a developmental arrest; that is, a mismatch of the childs normal narcissistic needs and the environments ability to adequately respond to them. Kernbergs opinion regarding the etiology of narcissism as a result of an instinctual or structural conflict but in the case of narcissism, the conflict is not centered around the oedipal complex but rather on issues that predate the oedipal complex. According to DSM-IV-TR, 2% to 16% of the clinical population and slightly less than 1% of the general population of the United States suffers from Narcissistic Personality Disorder. Between 50% and 75% of those diagnosed with Narcissistic Personality Disorder are males. These numbers could be disproportional as there are discrepancies in the diagnosis of personality disorders. For example, if a person has symptoms of Narcissistic Personality Disorder and has a substance abuse problem, some of the narcissistic behavior might be contributed to the mood-altering properties of certain narcotics. Treatment options for Narcissistic Personality Disorder consist of psychoanalytical therapy, cognitive behavior therapy; group therapy, family therapy, and individual therapy are the preferred treatment options. The diagnosis of Narcissistic Personality Disorder does not in and of itself imply a given treatment. Because the range of narcissistic character pathology is broad and the capacities and circumstances of the patients varied, treatment must be tailored to each individual case. Motivation, insight, and life circumstances need to be taken into account in formulating a realistic treatment plan and treatment goals. Narcissistic personality disorder presents in a full range of severity, from episodically troublesome dysphoria to crippling existential emptiness and lack of meaningful relationships and goals, and treatment is prescribed accordingly. Treatment recommendations, therefore, are based on clinical experience. Although some form of individual psychotherapy is generally rec ommended, couples, family, and group therapy are useful in certain cases. A University of Georgia study suggests that social networking websites such as Facebook and MySpace might be useful tools in determining whether someone is a narcissist. By examining three areas of a person’s profile untrained observers were able to identify a person with narcissistic tendencies. The untrained observers looked at the quantity of social interaction, attractiveness of the individual, and the degree of self-promotion of the individual’s main photograph. The number of friends and number of wall postings or comments that individuals have on their profile page positively correlate with narcissism. This behavior is consistent with narcissistic people in the real world, numerous, yet shallow and superficial relationships. Narcissists are more likely to use glamorous and self-promoting pictures for their main profile picture, where other people use snapshot or candid photographs. Research Papers on Narccisistic Personality DisorderThree Concepts of PsychodynamicAnalysis Of A Cosmetics AdvertisementEffects of Television Violence on ChildrenComparison: Letter from Birmingham and CritoInfluences of Socio-Economic Status of Married MalesThe Project Managment Office SystemUnreasonable Searches and SeizuresCapital PunishmentHip-Hop is ArtMind Travel

How to Make Friends in College

How to Make Friends in College Lets be honest: making friends in college can be scary. If youre heading to college for the first time, chances are you only know a few people, if that. If youre at a school where you feel like you dont have any friends, it might seem like its too late to focus on making new ones. Fortunately, your time in college is like no other. It is forgiving and built for you to learn and explore, especially when it comes to making friends. Challenge Yourself Making friends in college is a challenge. Know that making friends at school is going to require a little effort on your part. While friendships can blossom naturally, it takes some energy to go out and meet your soon-to-be-friends for the first time. So challenge yourself to step outside of your comfort zone. Do some of the social activities during orientation week sound lame? Yup. But should you go to them anyway? Most definitely. After all, do you want to experience a little awkwardness (the event) for long-term benefits (meeting people), or do you want to experience a little comfort (staying in your room) in exchange for long-term disadvantages (meeting people who might turn into friends)? A little effort now can pay off quite a bit later when it comes to making friends in college. So challenge yourself to try something new, even if it sounds unusual for you or a bit scary at first. Know That Everyone in College is New If youre a first-year student, nearly everyone in your class is brand new. Which means that everyone is trying to meet people and make friends. Consequently, theres no reason to feel awkward or shy about chatting up strangers, joining a group in the quad, or outreaching to as many people as possible. It helps everyone! Additionally, even if youre in your third year in college, there are still new experiences for you. That statistics class you have to take for grad  school? Everyone in it is new to you, and vice versa. The people in your residence hall, apartment building, and the club are all-new, too. So reach out and talk to folks whenever you find yourself in a new situation; you never know where your new best friend is hiding. Know That Its Never Too Late to Start Over in College   One of the best things about college is that its designed to help you grow. Just because you were focused on figuring out what you wanted to major in during your first two years doesnt mean that you cant, for example, join a fraternity or sorority your junior year. If you didnt realize your love of reading and writing poetry until you took that rockin course last semester, know that its not too late to join the poetry club. People come in and out of social spheres and cliques all the time in college; its part of what makes college great. Seize those kinds of opportunities to meet new people whenever and wherever you can. Keep Trying Alright, so this year you wanted to make more friends. You joined a club or two, looked at joining a sorority/fraternity, but its now two months later and nothings clicking. Dont give up! Just because the things you tried didnt work out doesnt mean the next thing you try wont work, either. If nothing else, you figured out what you dont like at your school or in certain groups of people. All that means is that you owe it to yourself to keep trying. Get Out of Your Room If you feel like you dont have any friends, it can be tempting to just go to class, maybe go to work, and then head home. But being alone in your room is the worst possible way to make friends. You have 0% chance of interacting with new people. Challenge yourself a little bit to be around other people. Do your work in the campus coffee shop, library, or even out on the quad. Hang out in the student center. Write your paper in the computer lab instead of your room. Ask some students in your classes if they want to make a study group together. You dont have to be best friends right away, but you will end up helping each other with your homework while also getting some time to get to know each other. There are tons of ways to put yourself in situations where meeting people and making friends can happen organically- but being in your room all the time isnt one of them. Get Involved in Something You Care About Instead of making friends being your motivating factor, let your heart lead the way. Find a campus organization or club, or even one in your neighboring community, and see how you can get involved. Chances are, along with the good work youll be doing, youll find some people with similar values as you. And chances are at least one or two of those connections will turn into a friendship. Be Patient With Yourself Think back to when you were in high school and the friendships youve maintained from there. Your friendships probably changed and morphed from your first day of high school to your last. College is no different. Friendships come and go, people grow and change, and everyone adjusts along the way. If its taking you a little time to make friends in college, be patient with yourself. It doesnt mean you cant make friends; it just means you havent yet. The only way you will end up definitely not making friends in college is to stop trying. So as frustrating  as it may feel and as discouraged as you may be, be patient with yourself and keep trying. Your new friends are out there!

U02d1 Research and Discuss Rationing Essay Example | Topics and Well Written Essays - 500 words

U02d1 Research and Discuss Rationing - Essay Example The term rationing is one where the United States is not faced with a shortage of service as the level of goods and services of the country are not used, or are out of demand. This generally tends to happen when there is a limit that is implemented on the goods and services and is based on the ability to pay. Considering the general public here in the case, there is a huge misbelieve that if there is a medical condition and a possible treatment for it, then the insurance companies are liable to pay irrespective of the costs. This however is never the same if a person needs to pay for the treatment from their own pockets. This is simple human nature. However there is always rationing that happens when a person is not covered by insurance. Here the individual or even the practitioners would consider whether it is useful to allow the treatment on the person and whether the outcome might be useful or not. The first article by Newt Gingrich is one which describes the current day situation where there is a clear level of rationing. The author states a very interesting point, ‘if you are a single male with no children, the legislation still requires you to have maternity benefits and well-baby and well-child care coverage. You dont want or dont need that coverage? Sorry, you have to pay for it anyway’. This is the current situation among all Americans and the perspective of the citizens is clear from the title of the article: ‘Healthcare rationing: Real scary’ (Gingrich, 2009). The second article by Floyd on the other hand discusses the issues faced by the government. It is clear that in the current situation the health care systems are very costly and the Americans expect to receive the best without the will to pay for it. This leads the author to set down three important questions which have been answered here in the document. The author has set down the following: ‘The current debate over healthcare rationing surrounds three key

Pros and Cons of Synchronous Collaboration Essay

Pros and Cons of Synchronous Collaboration - Essay Example It is manifested through online chat, virtual meetings, pep talks, or even in a team huddle. Because of the advancement of science and technology, synchronous collaboration has also improved the way it is being performed. As stated above, online chat and virtual meetings are just some of the newest forms of synchronous collaboration. Albeit, information technology has helped elevate our communicative lifestyle, there are still pros and cons or advantages and disadvantages of synchronous collaboration, especially, with the inclusion of information technology. Some of the key advantages are it hastens the communication process especially on situations when an immediate response is direly needed. Another key advantage is that it would promote a more spontaneous interaction between individuals. On the other hand, its key advantages are, first, it is not ubiquitous or is not present everywhere. The access on online chat and virtual meetings are available only to those who are located on highly developed societies and not all of us use it. Another key disadvantage is that it is not pliable. Seen this way, it is sometimes best to not communicate synchronously because it precludes us from thinking over a certain thing before we give out our

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. 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