Information Technology And Legal Issues - 1692 Words

Information Technology and Legal Issues Technological advancements continue to expand worldwide, transforming businesses as it develops, especially in the health care industry. Technology plays a significant role in health care including patient intake, monitoring of data, order entry, and self-care strategies. Handheld devices such as iPhones and iPads as well as Android smartphones and tablets are replacing traditional monitoring and recording systems. Innovations in telemedicine allow patients and providers to communicate face-to-face in real-time using telecommunication devices. Advancements in technology remove care from the typical brick and mortar boundaries of the hospital and assimilate them with easy to use tools (Jayanthi, 2014). With the changes in technology, legal issues are rising more and more. This paper will discuss the legal issues regarding security measures to protect patient health information (PHI), telemedicine, and electronic medical records (EMRs) in the health care setting. Security Management Security breaches resulting from continuing changes in technology are on the rise. Threats and risks to information technology (IT) systems and data are a current problem facing companies and organizations and healthcare facilities are no different. The Health Insurance Portability and Accountability Act (HIPPA), implemented in 1996, helps protect a patients’ right to privacy. In addition, the Health Information Technology for Economic and ClinicalShow MoreRelatedStage 2 Published 2012. This Stage Typically Builds Stage1582 Words   |  7 Pagesrequirements give EHR vendors significant challenges to deliver successful certification standards in the program. The ability of electronic prescribing medication, exchange and transfer patient’s health information electronically between one another, and report on clinical data. The information technologies and advancements will also enhance the performance and effectiveness of practitioners. A study show s about the industrial reactions that happened during current events, such as transitioning to a newRead MoreTelehealth: Ethical and Legal Challenges Essay examples867 Words   |  4 Pagesinnovations. This is particularly true in modern health care professionals where they are obsessed with technology and rush to apply them. One of the most recent applications of ICT – Information and computer technology- is telehealth. Telehealth is the use of communication, diagnostic and information technology to provide health care when patients and providers are geographically separated [2], Technologies include videoconferencing, the internet, store -and-forward imaging, streaming media, terrestrialRead More1. Technology Lab Or Self-Help Technology Law Center. The1319 Words   |  6 Pages1. Technology Lab or Self-Help Technology Law Center The University of Maryland Carey School of law establishes a law practice technology center within the law school or within the UMB Community Engagement Center. The purpose of the center is to provide a means to assist self-represented litigants and to provide law students with the opportunity to deliver legal services in a client- centric practice. Self- represented litigants will have access to the building (during business hours), to computersRead MoreLegal, Ethical, And Policy Issues1392 Words   |  6 Pages Legal, Ethical, and Policy Issues, Oh My! Julia Colasurdo SUNY College of Technology at Alfred State Abstract Legal, ethical, and policy issues are an important aspect of nursing and medical informatics. Nurses should be aware of the dilemmas facing the use of informatics in the health care facilities. It is important to note the legal issues facing nursing because of the charges of negligence that can be incurred on the nurse if not aware. Ethical dilemmas of privacy including securityRead MoreInformation And Communication Technologies ( Icts )909 Words   |  4 Pagestraining issues, and equipment failures. According to Pelczarski, alarm fatigue is one of the most common contributors to alarm failures. â€Å"Staff become overwhelmed by the sheer number of alarm signals, which results in alarm desensitization and delayed response or missed alarms,† she says. For the machine to work better, it needs service periodically and staff training on operation system. 3.5.5 The Significance of Technology Applications to Nursing Care. Information and communication technologies (ICTs)Read MoreThe Impact Of Information Technology On Society And Legal Requisites1148 Words   |  5 Pagesexperience I got while learning Information Technology Professional and Society. I had great experience with my tutor Dr. Kyeong kang and tutorial members and best with my group members. I was an amazing life time experience of eight weeks and I tried my best to travel smoothly on this track. As I enrolled in ITPS subject I have learnt and grown from this subjects that I thought possible. As stated in the class the goal of learning this subject is to expose the legal responsibility and professionalRead MoreTechnology And The Internet Of Things1487 Words   |  6 PagesThe Internet of Things, or as many people like to call it IoT, is a wide growing industry with technology that is advancing each and every day. Physical objects are becoming mapped with technology that us humans will eventually come in contact with and interact over the internet. The Information Technology world feeds off of this industry because the internet is storing this data that we use, and the IT industry just comprehends it. With more physical objects being mapped in the real world, theRead MoreList And Describe At Least Three Technologies That Allow An Individual To Research Citizens Private Data.1124 Words   |  4 PagesThe Value of Digital Privacy in an Information Technology Age List and describe at least three technologies that allow an individual to research citizens private data. This is an era of massive violations of privacy rights and individual liberties due to the new technologies of surveillance, data mining, electronic monitoring, biometric chips, spamming, hacking, phishing, and security breaches at major private and public institutions. These new technologies make the protection of privacy rightsRead MoreCar Vehicle And Car Communication1565 Words   |  7 PagesIntroduction: Car-to-car communication was a technology invented to warn drivers about upcoming collisions ahead of time so they could stop before anything happened. The car will stop a collision by having a car announce what position it’s in, its speed, the steering where position, and its brake status, to other cars that within a few hundred meters. The other cars receive the information and create a picture displaying what’s going on in its surroundings, showing something that the most carefulRead MoreTechnology Applications For Nursing Care995 Words   |  4 Pages4 2.2 Use of Computers a Necessity in Health Care 5 2.3 The Open Source Soft Ware In Nursing 5 2.4 Physiologic Monitoring System 5 2.5 The Significance of Technology Applications to Nursing Care. 5 2.6 Electronic Health Record 6 2.7 Future Uses of Telehealth 6 2.8 Legal and Ethical Aspects 6 2.9 Ethical, and Professional Issues In Information Security 6 2.10 Ethical Applications in Informatics 7 3.0 Critical Evaluation: 7 3.1 PERSONAL LIFE: 7 3.1.1 Nursing Informatics as a Specialty 7 3.1.2 Use of

Diversity Within The Workplace Can Be Beneficial For An...

Diversity in the workplace can be beneficial for an organization if the team is managed properly. However, many challenges can be presented such as communication issues, discrimination complaints and resistance to change. Managers are prepared to monitor performance and provide proper training when applicable; managers are not prepared to work with the differences that can be presented between employees. A manager should always be prepared to handle employees with different cultures, religions, ages and sexual orientations. The discrimination complaints against managers and/or other coworkers have increased significantly during the past years. Managers can avoid discrimination complaints when managing a diverse team. Managers should evaluate and assigned tasks to teammates individually or should the tasks be assigned in a group setting. The management team needs to identify what management style is more effective while managing a diverse team. Manager need to understand how to addres s a situation when two employees are using racial comments against each other. Every Human Resource department for these companies has to provide the proper training and monitor managers according to diversity of the team. The Human Resource department of these companies has to be ready to handle these complaints. Must companies are affected and face monetary losses due to discrimination complaints and lawsuits. All this can be avoided and/or minimized because managers have the ability to make aShow MoreRelatedworkplace diversity paper1115 Words   |  5 Pagesï » ¿ Benefits of Workplace Diversity In the 21st century, workplace diversity has enhanced organization performances and communication skills which benefited the organizations to become successful businesses. Increasing adaptability in the workplace, having to value diversity, and executing more effectively are three benefits of workplace diversity. Organizations most definitely have the ability to embrace their workplace diversity by helping their employees realize the benefits that enhances the businessRead MoreIntercultural Conflict : Intercultural Conflicts1382 Words   |  6 Pagesthe workplace which if not succinctly looked into, may cause decreased productivity in an organization and may even lead to the decline of the organization. Avoiding intercultural conflicts enables an organization to improve the relationship between the employees and reduce cases of misunderstanding. Some common forms of misunderstanding at the workplace are related to ethnicity, education, and generations (Ting-Toomey, Oetzel, 2001). B y adapting a diverse work environment, the conflicts can beRead MoreWe Need Diversity in the Workplace Essay1496 Words   |  6 PagesTodays workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforceRead MoreTraining Key Areas Essay992 Words   |  4 Pagesmeasures by an organization profit margin. Today big businesses have to account for its success on various levels of group in its organizational achievements, community success, and personal growth in management and employees. Business that implement it resources on diversity, employee growth, and legal requirements not only eliminate unnecessary lawsuits but ensured that the organization is revered as the employer of choice. Diversity training The development of exceptional diversity trainingRead MoreManaging Organizational Diversity845 Words   |  3 Pagesnon-profit and profit organizations to not only become open to change but also be creative. According to Kouzes Barry (2002) â€Å"management of diversity has gained popularity in the recent years and despite its distinct contexts, it is gaining more attention as a result of demographic development, mobility of national and global workforce, international and globalised business as well as increased competitiveness†. Diversity is not only beneficial to the employees but also to organizations’ managers. EvenRead MoreManaging Diversity Within The Workplace1605 Words   |  7 PagesAbstract- Managing Diversity in the workplace requires a lot of focus, training, and time. This paper gives an insight into the world of management and how diversity plays a big part. It explores the key benefits to putting emphasis on diversity and also how not putting emphasis on diversity could hurt your business. This paper also gives examples on how to go about managing diversity in the workplace. With proper focus on managing diversity, your organization can be at a big advantage. I. INTRODUCTIONRead MoreDiversity Of An Organization s Workforce944 Words   |  4 PagesDiversity of an organization’s workforce and its efforts of taking affirmative steps to attract, develop, and retain diverse employees has become an essential component to business success. To influence managers to utilize every resource when attempting to enhance the cultural diversity in the work place as a â€Å"dynamic atmosphere of collaboration†. Supervisors want to see high standards of ethical behavior in the workplace. In turn, they must behave ethically themselves, exhibiting importantRead MoreThe Attribution Theory And Development Of Competence And Realization Of Potential Essay1517 Words   |  7 Pagesrelations with others), and at the top of the hierarchy is growth needs (development of competence and realization of potential). The overall idea of this theory is very similar to Maslow’s but in a more rational sense. Alderfer’s theory can also be comparable in a workplace through the idea that people of different status amongst a business environment are motivated by different things; top managers being motivated by self-developmental growth needs, whereas lower level employees strive to climb the hierarchyRead MoreEssay on Managing Diversity in the Workplace1207 Words   |  5 PagesJohn F. Kennedy once said If we cannot end now our differences, at least we can help make the world safe for dive rsity. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools1 Kelli A. Green, Mayra Là ³pez, Allen Wysocki, and Karl Kepner2 Introduction The worlds increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are nowRead MoreWe Must Promote Diversity in the Workplace Essay953 Words   |  4 Pagesthe American workforce continues to become more and more diverse, it is becoming even more important for organizations to recognize the diversity of their employees and adopt policies surrounding diversity issues. The US Department of Labor estimates that more than 75% of workers currently entering the workforce are women, immigrants, or people of color (Clayton, 2010). Today’s organizations are facing a more diverse workforce, and customer base, than they did even as short as five years ago and

Jollibee free essay sample

The Force Within the Empire Acosta, Grace Cielo I. Gallardo, Euna Anne R. Meria, Alexander James A. Villalon, Geneeva P. III. Case Problem How will Genee Lopez evaluate the proposals of Mr. Artiaga and Mrs. Ng given that they would like to open a store at same location? IV. Case Objective The objectives in analyzing and solving the case are to identify which of Mr. Artiaga and Mrs. Ng’s proposal will be given approval and to determine the factors that will affect the place decisions. Issues of distribution strategy, franchising process and franchisor-franchisee relationship should be considered in analyzing the case. V. Alternative Solutions to the Problem 1. Genee Lopez will choose Mr. Alberto Z. Artiaga as the franchisee of Jolibbee. PROS: It would be more convenient for the potential customers, which is most probably the customers from AZA Gasoline Station, to go to Jolibbee because their cost in terms of the vehicle’s gas and time of going from the gasoline station to Jolibbee will be less costly because it is nearer. We will write a custom essay sample on Jollibee or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The customers will not waste their effort from the hassle of going though Don Antonio Avenue just to avail services of Jolibbee. CONS: Because the lot of Jolibbee offered by Mr. Artiaga is smaller than the lot offered by Mrs. Ng, the parking space will also be smaller and it is a problem because the potential customers usually have their cars. The potential customers might decide to transfer to another fast food chain if they can’t get a good parking lot for their car. 2. If managing of Jolibbee fails, the management of Jolibbee Food Corporation will provide a seminar on how the management of Mr. Artiaga adopts to the problem that they faced. PROS: Mr. Artiaga can align the strategies that he will use with the management of Jolibbee Food Corporation. CONS: It would take time and effort and monetary cost to prepare for the seminar. 3. If Mr. Artiaga failed to manage Jolibbee well, the management of Jolibbee Food Corporation will buy the franchise and will take over the management of the business. PROS: The management of Jolibbee Food Corporation will already have the full control of the overall operations of this Jolibbee store. CONS: It will incur a very big cost for the Jolibbee Food Corporation because they also have to buy the land where Jolibbee is located. VI. Recommendation VII. Proposed Strategies VIII. Future Trends Mrs. Ng will franchise Mcdonalds which is the top competitor of Jolibbee. The competition will be tightened and at the same time, the thinking of a more American style food will popularize, and because Mcdonalds is an international fast food company, they could adopt to the trend easier. IX. Contingency Plan The Research and Development team of Jolibbee, together with the management team of Mr. Artiaga will extend their efforts on how they could adopt to the changing trend of consumers taste. At the same time, promotional advertisement will be release so that the Jolibbee can get over with the tight competition. In terms of the problem of limited parking space due to a smaller area provided for Jolibbee, Mr. Artiaga can decide whether he will provide a parking lot at the basement or at the top of the establishment. This Jolibbee store could also be extended up to second or third floor so that they could cater a larger volume of customers. X. Marketing Management Lessons When deciding on franchising of business, many factors should be considered before setting up the business. It should consider the location, the accessibility of the customers, convenience, and the taste and preference of customers especially if it is a fast food chain. At the same time, the background of the franchisee is also an important consideration. He/ She should have a very good background in managing a business and should also have a substantial funds to support the fixed and variable costs of running the business.

Trait Theory of Leadership

Questions: 1. Discuss Trait theory of Leadership2. Differentiate efficiency and effectiveness3. Differentiate Centralization and decentralization4. Assess why Organizations need to do formal planning?5. Selective perception and filtering are two communication barriers; suggest ways to overcome these communication barriers? 6. Assess how PESTLE factors can force an organization to change.7. Suggest ways to make communication effective in an organizational context. Answers: 1. Discuss Trait theory of Leadership The Trait theory of leadership identifies various personality traits and characteristics possessed by effective leaders and assumes that great leaders are born with inherited traits. This theory thus rightly proposes that great leaders have the right combination of typical leadership qualities like insight, integrity, honesty, drive, social intelligence, self confidence and leadership motivation, as intrinsic quality in them. Thus, this theory by Thomas Carlyle states that leaders are born with ability to lead, and this is something that cannot be developed. 2. Differentiate efficiency and effectiveness The term effectiveness is associated with the level of results delivered by the employees at work. The employees demonstrating effectiveness in job roles are capable of producing high quality of results at their assigned tasks. Thus, a salesman consistently achieving his sales target would be considered as effective. Companies use performance reviews to measure the effectiveness of its employees. The Term efficiency however measures the time taken for accomplishing a particular task. Lesser the time taken for delivering the desired results more would be the efficiency of an employee. Thus, both these terms are mutually exclusive. An employee who is effective may not be necessarily efficient and vice versa. 3. Differentiate Centralization and decentralization The primary difference between centralization and decentralization in an organization is that decision making powers and authority is focused in the hands of few top tier employees of the organization. Thus centralization is concentration of power and authority with the top level management. The concept of decentralization on the other hand promotes delegation of authority and power at various levels across the organization. Decentralization always facilitates work flexibility and faster decision making in an organization. 4. Assess why Organizations need to do formal planning? Formal Planning is necessary for smooth functioning of Organizational operations. This involves jotting down minute steps towards achieving the corporate objectives. It is the formal planning process that supports systematic decision making in the organizations, which is essential for assigning relative job responsibilities and accountabilities within the organization. The periodic acquisition and the allocation of resources are also dependent upon the formal organizational plan. These would help improve the long term performance of the organization. 5. Selective perception and filtering are two communication barriers; suggest ways to overcome these communication barriers? Filtering information or withholding any information to manage the receivers reaction is a daunting communication barrier that distorts effective communication. Filtering prevents the employees of the organization to get a complete idea of the workplace situation. Selective perception is unconscious filtering by the receiver of the information. It can also be associated with making assumptions about the received information on basis of the past experiences. Selective perception may lead the misunderstandings in the communication process. The best way to overcome filtering and selective perception is by seeking information from multiple sources. In this manner the effect of filtering by any one sender would be nullified. 6. Assess how PESTLE factors can force an organization to change. PESTLE factors includes the Political, Economic, Social, Technological, Legal and Environmental factors that directly and indirectly influence the business operations of an organization. The above listed external environmental influences are thoroughly studied by the decision makers of the organization and are accordingly translated in to a strategic organizational plan that is devised for the growth and progress of the organization. The PESTLE factors thus provide a useful data for the decision makers of the organization to understand and analyze the external market environment of the organization. They are useful tools for identifying market risks and understanding the position and directions of business growth in a competitive market structures. Adapting equitable changes as per the studied PESTLE factors necessarily provides a competitive edge to an organization. PESTLE factors are thus highly capable of forcing Organizations to change and react to the changes in the external market environment. The following are the PESTLE factors that initiates change in Organizations- Political Factors- In the event of change in the political factors like Taxation policies, government regulations, government stability, etc, retrospective change in the Organizational polices are necessarily expected for organization to survive in the market. Economic Factors- The change in the Economic factors like inflationary trends, changes in labor supply, international currency rate changes, etc, do have impact on the organizational functions, which have to react to the economic factors. Social Factor - Social Factors like changes in consumer tastes and preferences, lifestyle choices, etc., may also force Organizations to change Technological Factors Newer innovations and impact of new technologies are also to be absorbed by the organizations, failing which the organization would lose competitiveness in the market. Legal Factors Introduction of new regulations and changes in the legal system of the nation are also impacting for the organizations Environmental Factors Ecology and environmental issues may also force organizations to change their ways of operations. Thus, PESTLE factors are called as drivers of change in the organizations that have vital impact on the survival of the business organizations in competitive market environment. 7. Suggest ways to make communication effective in an organizational context. Communication in an organizational context may be quiet a challenging aspect as many hurdles may stand in the way of effective organizational communication. These may range from information overload, grapevines, selective perceptions, gender differences, biased language, etc. Many of the companies and organizations have started offering its employee guidelines and written instructions on conduct and standard of speech followed in the organization. This is a viable method to maintain effective communication in the organizational context. Another practical method of improving the quality of business communication in organizations is by providing a periodic training to the employees on the Active listening skills. Practices such as repeating the essence of the message back to the sender by incorporating multiple channels of information flow, such as emails, messengers, etc. may be incorporated in the organizations. These measures may eliminate the possible hurdles of effective communica tion such as information filtering and selective perception. Lastly, a strong leadership governing the strengths of the communication system, planning and delivery of an organization would highly help organizations build up a strong and effective communications network. References Lussier, R. Achua, C., 2012, Leadership: Theory, application, skill development. Mason, OH: Cengage Learning McDonald, M. and Wilson, H. ,2011, Marketing Plans: How to Prepare Them, How to Use Them, 7th Edition, John Wiley Newman, Amy, and Scott Ober, 2013, Business Communication: In Person, Online. 8th ed. Mason: South-Western. Robbins, S., Judge, T., Millett, B., Boyle, M., 2011, Organisational Behaviour. 6th ed. Pearson, French's

Domestic Violence Within The Military Social Work Essay Essay Example

Domestic Violence Within The Military Social Work Essay Essay Understanding household force in the armed forces is an of import concern because of the alone emphasiss faced by military households on a day-to-day footing that could put them at greater hazard for household disfunction. Long separations, such as Deployment to war, can make a nerve-racking life style for military households. In the mid to late 1990s advocators and militants, were able to carry policy shapers that domestic force constituted a societal job specifically for the military. American foreign policy has resulted in the deployment of U.S. military forces to states around the universe, supplying military mans chances to run into and socialise with local adult females. Immigrant position keeps many adult females from seeking aid or go forthing the opprobrious relationship, fearing they ca nt inquire for aid and exile. The military mans tried to forestall their immigrant married womans from deriving independency or go forthing the matrimony. The armed forces s attack to forest all, place and step in with domestic force relies to a great extent on the Family Advocacy Program ( FAP ) . Introduction We will write a custom essay sample on Domestic Violence Within The Military Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Domestic Violence Within The Military Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Domestic Violence Within The Military Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Family force may be more common in the military population compared to the civilian population because of higher overall emphasis degrees associated with the military life style ( e.g. , frequent separations, long work hours, unsafe work environment, etc. ) . Long separations, such as Deployment to war, can make a nerve-racking life style for military households. Surveies have proven long deployments increase the opportunities of returning with combat injury, as a consequence heightens the hazard of domestic force ( Rentz et al. , 2006 ) . Understanding household force in the armed forces is an of import concern because of the alone emphasiss faced by military households on a day-to-day footing that could put them at greater hazard for household disfunction. Members of the armed forces are frequently required to relocate to another metropolis, province, or state, frequently ensuing in a break to household life. They besides tend to work long hours and are capable to drawn-out separations in the signifier of schooling, impermanent assignments, or deployment, all of which may interfere with household duties ( Alvarez A ; Sontiag, 2008 ) . Domestic Violence in the Military: The History The Department of Defense has taken a clear stance against household force. In 1981, Department of Defense Directive 6400.1 required each subdivision of military service ( Army, Navy, Air Force, and Marine Corps ) to set up ( a ) a Family Advocacy Program to forestall and handle child ill-treatment and partner maltreatment and ( B ) a confidential cardinal register to roll up and analyse Family Advocacy Program informations ( Department of Defense, 2004 ) . It is ill-defined whether or non household force would be more common among military households than among civilian households. Family force may be more common in the military population compared to the civilian population because of higher overall emphasis degrees associated with the military life style ( e.g. , frequent separations, long work hours, unsafe work environment, etc. ) . Soldiers are capable to deployments and resettlements that can frequently take to a separation from equals and community support webs. Frequent and extended separations may hold a profound impact on matrimonies, peculiarly those of short continuance, because they present a window of chance for the partner left behind to research independency and develop other relationships. For those relocated to installings located outside of the Continental United States, societal and cultural isolation is reasonably common ( Rentz et al. , 2006 ) . There is an increasing figure of active responsibility military ( ADM ) adult females, like their civilian opposite numbers, at hazard for domestic force ( DV ) . This survey illustrates active responsibility military adult females s attitudes and picks refering the armed forces s policy on domestic force. 474 ADM adult females from all services were interviewed via telephone. Nineteen of whom had experienced DV during their military service ( Gielen et al. , 2006 ) . During the survey, ADM adult females were afraid if they were to describe domestic force it would endanger their occupation. In fact, a higher proportion of military adult females thought regular showing would escalate future maltreatment ( Gielen et al. , 2006 ) . This may be related to the military context in which there is compulsory coverage and a deficiency of confidentiality. United States Military Culture Gender-based force, such as sexual torment, colza, and domestic force, is a planetary phenomenon that occurs among military households and within military communities, during peace clip and in clip of war. A figure of research workers and militants have argued that military civilization, shared norms, for illustration, sing maleness, gender, force, and adult females, is contributing to ravish and sexual torment, every bit good as domestic force ( Adelman, 2003 ) . In the United States, nevertheless, it was non until the mid to late 1990s that advocators and militants, working both within and outside of the military, were able to carry policy shapers that domestic force constituted a societal job specifically for the military. Widespread media coverage of military-generated sexual torment and sexual assault dirts every bit good as coverage of high rates of domestic force in the U.S. military in Time magazine s and 60 Minutes s motivated the Department of Defense to turn to domestic force in the military ( Adelman, 2003 ) . Civilian advocators for beat-up adult females every bit good as military forces warn that domestic force injuries servicewomen and civilian adult females ( and their kids ) who are married to military military mans. It besides has been argued that domestic force goes against the institutional values of the military and negatively affects military preparedness ( Adelman, 2003 ) . These include creative activity of a undertaking force, beef uping of coverage protocols, sweetening of the Family Advocacy Program, and encouragement to make public notice between civilian and military governments. Military policies sing domestic force diverge from civilian attacks in several important ways. What constitutes a condemnable misdemeanor, for illustration, and who substantiates a ailment of domestic force conform to the Uniform Code of Military Justice ( UCMJ, n.d. ) . Privacy and confidentiality are non guaranteed within the military system, which mandates the coverage to unit commanding officers of suspected instances of domestic force sing forces under their supervising. Military responses to domestic force differ most clearly from civilian, state-based responses in that the societal control mechanism doubles as the wrongdoer s employer. In the United States, the armed forces or the military base constitutes a comparatively stray and independent societal and legal entity that produces and is governed by its ain linguistic communication, norms, and Torahs. This reflects the idealised distance and legal division between military and civilian life in the United States, and as a consequence, surveies of domestic force in the U.S. military are based on a separation between the civil and the military, doing it hard to carry on comprehensive or comparative research. Orders of protection obtained in a civilian tribunal, for illustration, may non be enforced within the federal legal power of a military base and frailty versa. Much of the concern with and research on military civilization and relationships between military civilization and domestic force have been generated in the United States or in states that host U.S. military bases, due to a figure of high-profile instances of sexual torment, colza, and domestic homicide in the U.S. military ( Adelman, 2003 ) . Defense Task Force on Domestic Violence Although the Defense Task Force on Domestic Violence ( DTFDV ) has made a serious effort to turn to many of the concerns related to domestic force in the military, its analysis of banging is extremely flawed in cardinal subdivisions of the study. As a consequence, the study includes inappropriate recommendations for intercessions and redresss. Battering is described as an person, clinical job in the subdivision on preparation of military officers and the subdivision on wrongdoer answerability. No attending is given to the social attitudes and belief systems that support such force and no differentiations are made between normal matrimonial differences and the form of power and control that characterizes domestic force ( DOD, 2004 ; Rosenthal A ; McDonald, 2003 ) . The DTFDV study strongly recommends that developing be provided to military officers and nowadayss information that should be included in such preparation. However, there is a troublesome accent within this information on choler direction as a redress in some domestic force instances. The information states that anger direction categories should merely be utilized in low degree emotional ill-treatment instances where there has been no physical force . Classifying any domestic force instance as low degree is debatable and indicates confusion about the kineticss of this specific form of behaviour. Domestic force is non about mundane statements and crossnesss between twosomes. The form of behaviour that is by and large defined as domestic force involves coercive, intimidating, terrorization, and commanding behaviour by one spouse toward another. Situations in which such a form is present by and large involve non merely emotional ill-treatment but besides menaces of force that can r apidly intensify into physical maltreatment ( Rosenthal A ; McDonald, 2003 ) . Reports of Parental Spousal Violence In the military, household force straight jeopardizes the household s fiscal security. A beat-up married woman frequently protects the military hubby against legal proceedings initiated by the armed forces. The military besides may be more likely to protect officers accused of bridal force as compared to enlisted soldiers. Surveies indicate that kids can accurately describe on bridal force. In the military, 95 % of spousal force occurs in the place and 43 % of victims study that kids witness the maltreatment. The survey demonstrated that there was as general tendency for more bridal force in the military households with slapping, throwing objects, and an overall step of force separating between the military and civilian groups. These differences persisted even when commanding for cultural background and military rank. Spousal force was significantly higher in commissioned officers as compared to enlisted forces. The current survey does non turn to whether the military environment contributes to increased spousal force or whether persons prone to abusive behaviour are more likely to fall in the military ( Cronin, 1995 ) . Immigration and Domestic Violence Each twelvemonth, 100s of 1000s of adult females enter the United States as a partner of a U.S. citizen or legal lasting occupant, coming to the United States with important disadvantages in societal position and resources compared with their male spouses. Womans whose immigrant position is attached to their hubbies U.S. citizenship enjoy slightly greater legal protection than do undocumented immigrant adult females, but they excessively are vulnerable due to the construction of in-migration jurisprudence ( MSCFV, n.d. ) . Immigrant position keeps many adult females from seeking aid from maltreatment or go forthing the opprobrious relationship. Undocumented adult females fear that if they ask for aid, the wellness or societal service supplier will turn them in for exile. However, even battered immigrant adult females with legal immigrant position feel vulnerable to exile should they seek aid. Asiatic and Latino immigrant adult females with bridal visas tied to their maltreaters besides report that frights of exile maintain their engagement with their batterer ( Erez A ; Bach, 2003 ) . The United States is considered a state of immigrants. However, who is allowed to lawfully immigrate has varied over clip. U.S. in-migration and naturalisation Torahs have shaped the ensuing immigrant pool in footings of gender, race or nationality, sexual orientation, and matrimonial position. Subsequent alterations in in-migration policy, including an amnesty enterprise in the mid-1980s, led to heterosexual household reunion and an addition in the Numberss of adult females and kids who migrated to the United States. Such gendered and sexualized forms reflect how in-migration and naturalisation jurisprudence serves to patrol the purported moral every bit good as political boundaries of the state. These in-migration Torahs affect why, when, how, and with whom adult females immigrate and their experiences of domestic force subsequent to arrival in the United States ( Erez, Adelman, A ; Gregory, 2009 ; Raj A ; Silverman, 2002 ) . Some adult females reported that the addition in emotional, sexual, and physical maltreatment coincided with immigration-specific activities such as come ining the state, registering in-migration documents, or accessing societal public assistance systems. The bulk of adult females who came with their partners reported that the passage and move to the United States altered the kineticss of the relationship: He has had more power to pull strings in the U.S. because I am illegal and depended on him and I did nt hold any rights here ( Erez et al. , 2009 ) . Although jurisprudence is non deliberately gender biased, one that creates a status-marriage dependence, such as in-migration jurisprudence, makes immigrant adult females more vulnerable to the domestic force power moral force. Military Brides American foreign policy has resulted in the deployment of U.S. military forces to states around the universe, supplying military mans chances to run into and socialise with local adult females. Some members of the Armed Forces stationed abroad signifier confidant which they are deployed, doing these adult females military brides, viz. , nonnative adult females who marry U.S. military forces. For case, the deployment of U.S. military personnels in Asiatic states has resulted in more than 200,000 Nipponese, Vietnamese, Thai, Korean, and Filipino adult females get marrieding U.S. service members and immigrating to the United States since World War II. On reaching in this state, military brides become immigrants and are capable to U.S. in-migration Torahs, which by and large give, with few exclusions, a partner ( or parent ) control over the in-migration position of their dependants ( Erez A ; Bach, 2003 ) . The military mans tried to forestall their immigrant married womans from deriving independency or go forthing the matrimony. Some hubbies prohibited the adult females from looking for employment. One adult female stated that the force occurred while she was on the telephone discoursing a occupation. Another adult female noted that she could merely work when her maltreater was out of the house. Attempts by the adult females to take some actions to halt the maltreatment besides triggered force: [ Violence occurred ] following meetings with an lawyer or military functionaries ( Erez A ; Bach, 2003 ) . Without exclusion, the adult females interviewed reported that their hubbies ( or fiance in one instance ) used their in-migration position as a arm against them. The maltreatment tactics included menaces to describe them to immigration governments, to inform the Immigration and Naturalization Service ( INS ) about presumed jurisprudence misdemeanors, to take away the kids, or to behave the adult females ( Erez A ; Bach, 2003 ) . Without any close household or friends nearby, the adult females did non hold any gloss of the societal and cultural support webs that are available to other military married womans. The immigrant adult females could non go place, nor could they name or pass on with relations or friends. They were non familiar with the civilian community around them and did non hold the benefit of an immigrant community to turn to for support or advice. Without the presence of household, friends, or community, the isolation and impotence intensified ( Raj A ; Silverman, 2002 ) . Lack of linguistic communication accomplishments increases immigrant adult females s isolation, precludes entree to information, and farther bounds their employment chances. In reacting to domestic force in the armed forces, particular attending should be paid to adult females whose fortunes involve multiple exposures, such as military brides. Marital ties of immigrant adult females to opprobrious work forces combine military and immigration-related maltreatment and dependence, whether existent or perceived. The survey demonstrates that in-migration position can go an extra arm in the armory of opprobrious military spouses. As immigrant adult females are frequently non cognizant of or informed about legal protections and available services, 10 immigration-related maltreatments can go an effectual tool of control and domination. In visible radiation of the big figure of intimate partnerships formed between American military forces stationed abroad and nonnative adult females, the malt reatment possible inherent in such relationships warrants particular attending by the armed forces in its attempts to turn to domestic force ( Defense Task Force on Domestic Violence, 2002 ) . It is of import to remind all who work with beat-up adult females and immigrant communities that we must make what is necessary to better the lives of beat-up immigrant adult females and their kids. Members of immigrant communities, battered adult females s advocators, research workers, policy shapers, and most significantly, battered immigrant adult females must join forces in planing these attempts. Defense Department s Family Advocacy Program The Department of Defense created a Family Advocacy Program ( FAP ) , supplying victims with resources that would assist acquire to safety and back on their pess. The plan is available on each military base, and consists of co-ordinated attempts designed to forestall, place, study and handle all facets of kid maltreatment and disregard, and domestic maltreatment. Each base besides has a victim s advocator who work with the unit s FAP ( DOD, 2004 ) . Licensed counsellors, psychologists and societal workers make up the military victim advocator. They are knowing about the procedure military forces and their households can take to turn to domestic force. They besides have available a list of resources, healers, and shelters that will help victims and their households. Advocates and advisers work with the victim, reding the person of available options ( DOD, 2004 ) . Commanding officers are finally responsible for keeping good order and subject among military forces. Although all the Military Services provide developing to help commanding officers in understanding their functions and duties related to command, the course of study and continuance vary by Service. Department of Defense Directive ( DoDD ) 6400.1 authorizations that the Family Advocacy Program ( FAP ) office notify a service member s dominating officer when an act of maltreatment has allegedly occurred. The directing mandates the instruction and preparation of cardinal forces on policy and effectual steps to relieve jobs associated with kid and partner maltreatment. The directive, nevertheless, does non specify cardinal forces ( Klimp A ; Tucker, 2001 ) . The services have implemented this policy in changing ways, to include everything from single briefings with commanding officers one time they have assumed bid places on an installing to a group developing format. The Army provides specific instructions on briefing commanding officers via Army Regulation 608-18, the Army FAP. The Navy s counsel is lineations on OPNAVINST 1752.2A, FAP, observing that commanding officers shall guarantee that the bid is trained on the designation and bar of household force, coverage demands, and bid, community, and FAP response consciousness as regular professional development preparation ( Klimp A ; Tucker, 2001 ) . The Air Force provides counsel in Air Force Instruction 40-301, FAP and the Marine Corps provides counsel for commanding officer preparation in MCOP 1752.3B, Marine Corps FAP Standing Operation. Unit of measurement commanding officers at installings with a household service centre should obtain a FAP brief from the FAP director within 45 yearss of presuming bid ( Klimp A ; Tucker, 2001 ) . The Department of Defense does non mandate domestic force preparation specifically for military commanding officers. However, the DOD advises the Services to supply instruction and preparation for cardinal forces. Installations vary in their readings of the directive, and, as a consequence, some plans have more deepnesss than others. The armed forces s attack to forestall, place and step in with domestic force relies to a great extent on FAP. Given they operate under the counsel of qualified mental wellness professionals they are readily available to help those military forces and their households with their demands. Drumhead Domestic force includes but non limited to the wilful bullying, physical assault and battery against an intimate spouse or kid. It besides includes emotionally opprobrious and commanding behaviour that establishes a form of laterality and control ( NCADV, 2005 ) . Even though domestic force is neer acceptable, mental wellness professionals know firsthand how the sort of intense emphasis experienced by military members frequently leads to opprobrious behaviours. In the 2008 New York Times article When Strains on Military Families Turn Deadly, the writers province that surveies illustrate the relationship between combat experience, injury, and domestic force. The article cited a 2006 survey which focused on veterans at a Veterans Affairs medical centre who sought matrimonial guidance between 1997 and 2003. They found that those with PTSD were significantly more likely to commit force toward their spouse. Surveies like these, and studies by those who work with military forces and their households, have many mental wellness practicians, military leaders, and policymakers concerned, and determined to happen solutions for countless victims, before it s excessively late. The NYT article mentioned several cases where mental wellness jobs associated with the Iraq and Afghanistan wars led to lay waste toing, lifelessly homicides, with a service member killing his partner, or kid, and sometimes turning the gun on himself afterwards ( Alvarez A ; So ntiag, 2008 ) . Future research is needed that explores household force in all subdivisions of the military. Surveies should besides concentrate on the coincident happening of child ill-treatment and partner maltreatment in military households. The civilian and military communities are urged to work toward utilizing common definitions and patterns to ease comparing of rates among the populations. It is of import to farther examine service handiness and use to find the impact on household force. Mentions: Adelman, M. ( 2003 ) . The Military, Militarism and the Militarization of domestic force. Violence Against Women, 9: 1118-1152. Department of the interior: 10.1177/1077801203255292. Alvarez, L. A ; Sontiag, D. ( 2008, February 15 ) . When strains on military households turn lifelessly. The New York Times. Retrieved from hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2HYPERLINK hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2 A ; _r=1 amp ; HYPERLINK hypertext transfer protocol: //www.nytimes.com/2008/02/15/us/15vets.html? pagewanted=2 A ; _r=1 _r=1 Cronin, C. ( 1995 ) . Adolescent studies of parental spousal force in Military and civilian households. Journal of Interpersonal Violence, 10: 117-122. Department of the interior: 10.1177/088626095010001008. Department of Defense. ( 2004 ) . Department of Defense Directive 6400.1. Retrieved from hypertext transfer protocol: //www.dtic.mil/whs/directives/corres/pdf/640001p.pdf Erez, E. A ; Bach, S. ( 2003 ) . Immigration, domestic force, and the armed forces: The instance of Military Brides. Violence Against Women, 9: 1093-1117. Department of the interior: 10.1177/1077801203255289. Erez, E. , Adelman, M. A ; Gregory, C. ( 2009 ) . Intersections of in-migration and domestic force: Voices of battered immigrant adult females. Feminist Criminology, 4: 32-56. Department of the interior: 10.1177/1557085108325413. Gielen, A. , Campbell, J. , Garza, M. A. , OCampo, P. , Dienemann, J. , Kub, J. , A ; Lloyd, D. W. ( 2006 ) . Domestic Violence in the Military: Women s Policy Preferences and Beliefs Concerning Routine Screening and Mandatory Reporting. Military Medicine, 171 ( 8 ) , 729-735. Retrieved from EBSCOhost. Klimp, J. W. A ; Tucker, T.T. ( 2001 ) . Domestic force. Arlington, VA: Task Force Mid-Shore Council on Family Violence. ( n.d. ) . Domestic force immigrant victims. Retrieved from hypertext transfer protocol: //www.mscfv.org/dvstat.html National Coalition Against Domestic Violence. ( 2005 ) . Domestic Violence. Retrieved from hypertext transfer protocol: //www.ncadv.org/aboutus.php Raj, A. A ; Silverman, J. ( 2002 ) . Violence against immigrant adult females: The functions of civilization, context, and legal immigrant position on confidant spouse force. Violence Against Women, 8: 367-398. Department of the interior: 10.1177/10778010222183107. Rentz, D.E. , Martin, S.L. , Gibbs, D.A. , Clinton-Sherrod, M. Hardison, J. A ; Marshall, S. ( 2006 ) . Family force in the armed forces: A reappraisal of the literature. Trauma, Violence, A ; Abuse, 7: 93-108. Department of the interior: 10.1177/1524838005285916. Rosenthal, L. A ; McDonald, S. ( 2003 ) . Seeking justness: A reappraisal of the 2nd study of the defence undertaking force on domestic force. Violence Against Women, 9: 1153-1161. Department of the interior: 10.1177/1077801203255549. Uniform Code of Military Justice. ( n.d. ) Retrieved from hypertext transfer protocol: //www.au.af.mil/au/awc/awcgate/ucmj.htm Part II: A Reflection Piece The Family Justice Center Abstraction The Family Justice Center ( FJC ) is merely that, a multi-agency service centre for victims of household force and their kids. FJC is comprised of multiple community spouses. With my legal background interning with the legal web was the best tantrum. My function consisted of testing domestic force ( DV ) victims, helping in the procedure of obtaining a impermanent restraining order ( TRO ) and supplying tribunal support. As a certified legal assistant and presently analyzing forensic psychological science I am happening it slightly hard to transgress my boundaries in executing double functions. The most ambitious policy to adhere is the makings for obtaining a TRO. It is hard to find what making constitutes person as being qualified for a TRO. Does a victim have to acquire beaten before using for a TRO? At what point do we warrant what qualifies? One of the Torahs that we do follow is the Dr. Jackie Campbell s Danger Assessment. The Danger Assessment ( DA ) was originally developed b y Co-Investigator Campbell with audience and content cogency support from battered adult females, shelter workers, jurisprudence enforcement functionaries, and other clinical experts on buffeting. As every multi-disciplinary squad is alone, it is of import to be cognizant of schemes to turn to challenges related to working in multi-disciplinary squads. Whether it is specifying functions, puting boundaries, or guaranting all squad members can lend every bit, schemes like these can assist multi-disciplinary squads address challenges they frequently encounter. Introduction There are many forensic psychological science scenes in which forensic psychological science professionals may work. Forensic psychological science professionals may work with wrongdoers in the tribunals, in prisons, in halfway houses, or in community scenes. Forensic psychological science professionals may besides work with offense victims in scenes such as domestic force shelters. There are many grounds why I chose the forensic psychological science puting I did for my field experience. The Family Justice Center The Family Justice Center ( FJC ) focuses on making a web nationally and internationally minimising household force. The centre besides provides, preparation, audience and host conferences. The FJC is comprised of multiple professionals and services such as a military affair, mental wellness services, a jurisprudence enforcement section, and a legal section. The FJC is merely that, a multi-agency service centre for victims of household force and their kids. This centre offers kids with close working relationships, shared preparation and proficient aid, collaborative acquisition procedures, and coordinated support aid ( FJC, 2009 ) . The FJC legal web s mission statement is to supply convenient and free legal services to victims of domestic force ( FJC, 2009 ) . FJC goes above and beyond their mission statement. They provide extra resources and centre s their attending merely on the single client. They provide a kid attention centre for clients with kids, a waiting room filled with drinks and bites is provided every bit good as little therapy suites equipped with comfy couch. The therapy room is where appraisals are conducted for privateness intents. Functions and Duties FJC is comprised of multiple community spouses. With my legal background interning with the legal web was the best tantrum. My function consisted of testing domestic force ( DV ) victims, helping in the procedure of obtaining a impermanent restraining order ( TRO ) and supplying tribunal support at tribunal hearings. Once the showing is conducted, I consult with my oversing lawyer to find if the client has measure uping elements to continue with a TRO. To measure up for a TRO through FJC, a client must hold one of the undermentioned relationships to the individual they want restrained: Spouse or former partner Person with whom you portion ( vitamin D ) a life infinite Have or had a dating/engagement relationship Parents of a kid Relative to the 2nd grade ( grandparents, but non cousins ) The individual they wish to hold restrained must ALSO hold committed one of these Acts of the Apostless: Recent physical force Recent menaces of physical force Harassment Recent sexual assault or molestation Stalking Verbal maltreatment ( merely when really severe ) ( FJC, 2009 ) . Ethical Issues The FJC takes every safeguard to follow all ethical codifications set upon all professionals within the organisation. As I mentioned before the FJC is comprised of assorted professionals such as investigators, counselors/psychologists and lawyers. Each professional has its ain ethical codifications to follow. The legal section follows same ethical codifications related to confidentiality and release of information ( APA, 2010: Ethical Standard Code 4 ; AP-LS, 2008: Forte Guideline 10 ) . Each client is required to travel through two showings before they move frontward with the legal section. A psychologist screens them and if there are seeable hurts, the client is seen by a forensic medical tester. At this clip, a release mandate signifier of the exposure is signed by client. This gives the organisation permission to utilize the exposure as grounds for tribunal hearings. Each client is required to subscribe a confidentiality understanding signifier prior to run intoing with the legal section. As stated above the organisation is besides comprised of constabulary officers and investigators. Police officers and investigators have their ain ethical codifications to follow. At times a client would get and would besides wish to register a constabulary study. At the minute the client is allowed to register a study. At no clip can the psychologist or lawyer be present during this clip. If a 3rd party was present during this clip, the 3rd party is entitled to attest in tribunal as a informant for the condemnable instance. It can acquire reasonably complicated. I ran into this job when helping with the client that was a investigator. As a certified legal assistant and presently analyzing forensic psychological science I found it slightly hard non to transgress my boundaries in executing double functions ( APA, 2010: Ethical Standard Code 3 ; AP-LS, 2008: Forte Guidelines 6 ) . Part of my duty prior to helping with the TRO I have to test them to find if they have adequate grounds to travel frontward with a TRO. Sometimes I find myself maneuvering towards a psychological appraisal merely to retrieve that I m testing for legal intents. Legal Issues With the legal field come many Torahs, ordinances and processs. The most ambitious policy to adhere is the makings for obtaining a TRO. It is hard to find what making constitutes person as being qualified for a TRO. Does a victim have to acquire beaten before using for a TRO? At what point do we warrant what qualifies? Although there are regulations and ordinances, at times I find some professional staff doing judgements based on their ain judgements. Harassment, Stalking and Severe verbal maltreatment are all hard to turn out. With the rise of facebook and chirrup, many are turning to societal networking as grounds. This is first-class cogent evidence. However, once more what constitutes as grounds? I had a client who was in her early 20 s. She has merely been in the country for two hebdomads and do nt hold friends or household. Her hubby is in the military and like my research portion of the paper she frequently felt stray. Her hubby was an opprobrious alky. He told her he owned everything. Because she does nt work and merely took attention of the childs she does nt have anything. She believed this. She was six hebdomads pregnant and her hubby shook her against the wall a twosome times. She came in to FJC with the purposes of seeking a TRO because she was tired of her hubby s verbal maltreatment. After discoursing this instance with my oversing lawyer, she felt the client did nt hold adequate grounds to travel frontward with a TRO. I had my personal sentiment on this. I thought she had more than plenty. She was six hebdomads pregnant and agitating her against the wall was a mark of more to come. Needless to state, my lawyer did non desire to travel frontward with a TRO but she said if I truly believe she needs one, proceed with one and I did. The TRO came back that afternoon granted. My lawyer had no remark nor did she praise me for a occupation good done. Dr. Jackie Campbell s Danger Assessment One of the Torahs that we do follow is the DR. JACKIE CAMPBELLS DANGER ASSESSMENT. The Danger Assessment ( DA ) instrument is designed to measure the likeliness of deadliness or near deadliness happening in a instance of domestic force. Even though abused adult females are reasonably good assessors of their ain hazard of re-assault, they frequently underestimate the hazard of homicide. The DA was developed in audience on point diction and content cogency from beat-up adult females, advocators, jurisprudence enforcement functionaries, and other clinical experts on banging. The initial DA points were developed from Dr. Jacqueline C. Campbell s research reexamining police Intimate Partner Homicide ( IPH ) records every bit good as reappraisals of other surveies of IPH or serious hurt from Intimate Partner Victim ( IPV ) ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The DA first assesses badness and frequence of banging by inquiring an abused adult female to tag on a calendar the approximative yearss when physically opprobrious incidents occurred, ranking their badness on a graduated table of 1 to 5. Using a calendar addition accurate callback in general and the DA calendar helps raise the adult female s consciousness and cut down the normal minimisation of IPV ( Renzetti A ; Edleson, 2008 ) . The 2nd portion of the original DA was a 15-item yes/no dichotomous response format of hazard factors associated with IPH. Both parts of the DA take about 20 proceedingss to finish. The adult female can finish the DA by herself or with professionals from the wellness attention, condemnable justness, or victim advocate systems. The original DA was scored by numbering the yes responses, with more yeses bespeaking more danger ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The degrees of danger and DA tonss are ( 1 ) variable danger ( 0-7 ) , ( 2 ) increased danger ( 8-13 ) , ( 3 ) severe danger ( 14-17 ) , and ( 4 ) extreme danger ( 18+ ) . The linguistic communication used to label the degrees of danger was chosen in audience with subsisters and advocators for its significance to abused adult females and in convey that even at the lowest degree ( variable danger ) , the hazard of deadly force is neer carelessness and can alter rapidly. The DA can assist adult females come to a more realistic assessment of their hazard every bit good as better the prognostic truth of those who are seeking to assist them ( Dangerassessment.org, 2005 ; Renzetti A ; Edleson, 2008 ) . The Danger Assessment is conducted by a investigator who has been certified as a danger assessment professional. Anyone can travel on-line, take the test and it certified. The legal section returns with advising both the San Diego Police and Sheriff s section with information on the maltreater and a warning to the officers to continue with cautiousness. We than continue to help the victim with all resources possible. Population Served The population served consisted of persons from assorted backgrounds. The age scope varied from a 16-year-old to a 50-year-old ; Educational background ranged from high school pupil to person with a unmarried man s grade ; There were at least two male clients a hebdomad obtaining TROs ; and we averaged of at least 2-3 instances each twenty-four hours affecting a military forces. Challenges Forensic psychological science professionals frequently work in a multi-disciplinary squad that encompasses diverse persons from assorted professional backgrounds. For case, forensic psychologists might work with persons from federal, province, or local jurisprudence enforcement bureaus ; with lawyers ; orA with persons from correctional and intervention installations. Although working in multi-disciplinary squads can turn out good, possible challenges such as power kineticss, differing point of views, and dissensions with roles/responsibilities might originate. As every multi-disciplinary squad is alone, it is of import to be cognizant of schemes to turn to challenges related to working in multi-disciplinary squads. Whether it is specifying functions, puting boundaries, or guaranting all squad members can lend every bit, schemes like these can assist multi-disciplinary squads address challenges they frequently encounter. I faced many challenges at the FJC. With multiple professionals with assorted certificates there is a possibility that person will hold a different position on an issue. The first challenge I saw on my first twenty-four hours came from the personality and attitudes of the investigators. Detectives have a demeanour about them. All investigators start off policing the streets as a constabulary officer. They finally get promoted to a detective place if that s the path they choose to take. They do nt wish to be questioned particularly if it s an issue they specialize in. For illustration, they know that domestic force can stop with a calamity. What they do nt cognize is non all impermanent restraining orders ( TRO ) are granted. In order for a justice to allow a TRO at that place has to be adequate grounds and valid cogent evidence that the individual necessitating protection is in immediate danger. To the investigators all DV victims are in danger and most police officers who respond to DV calls advise the victims to obtain a TRO ; small do they cognize that DV constabularies studies are non plenty as grounds. It varies from instance to instance. This is where the legal section and investigators do nt see oculus to oculus. A client was denied aid for a TRO. She could non turn out there was immediate danger or menaces made straight to her. The investigator on the instance had something to state about this. The investigator and the lawyer exchanged a few words and gratuitous to state the lawyer was right and a TRO neer followed. Effective schemes include but are non limited to carry oning meetings, seting self-importances aside and working as a squad versus a section. Each department/entity is in private funded but all associated with one organisation. Conducting frequent meetings can be effectual particularly when others can larn from it. As an intern I merely sit back and detect how each professional grips each state of affairs. Penetrations FJC is a great organisation that is good to all DV victims. It provides a topographic point where victims can obtain information all in one topographic point alternatively of holding to go to several different topographic points to guarantee they are safe from their batterer. FJC is a reasonably new organisation that will go on to turn in the many old ages to come. With each new organisation follows the demand for betterment. I started off my field experience puting my outlooks of the organisation really high. The organisation was created under the wing of a former City Attorney, how could I non? In the procedure of my experience, I discovered my oversing lawyer lacked leading experience. This was her first occupation in California and it was her foremost occupation as an lawyer. She had no experience with tribunal hearings or covering with clients. The lone experience she had was through her internships while traveling through jurisprudence school. There were multiple ethical issues I witnessed but to call them would intend I could travel on forever. She crossed the line of professionalism by befriending jurisprudence pupils who were interning. Her treatments were inappropriate. What bothered me most is I was ever busy and hardly had clip for tiffin but they had clip to take tiffin. At times I felt I was taken advantage of. I was the 1 that organized everyone else s work but neer got the recognition for it. I was an intern so I did nt state much. I merely did what I was told. Initially the last twenty-four hours of my field experience was set for the terminal of February. I realized I exceeded my hours required and needed more clip to work on my documents and school assignment. So, I cut my field experience short by two hebdomads. I think my supervisor was disappointed because the jurisprudence pupils were non to the full trained yet. In my field experience with FJC, I gained a batch of experience. While larning the TROs was a reappraisal for me, larning the FJC s processs took me longer. I was excited to be working with assorted professionals but at the same clip disappointed that I neer got the opportunity to shadow them. I was promised multiple times, nevertheless, it neer happened. I felt like because I was good at what I did, possibly my supervisor needed me for my undertakings. Acerate leaf to state the lone experience I got from this was helping clients with TRO and larning how to coup with self-importances.

Paulo Freires Concept of Education

Paulo Freires Concept of Education Free Online Research Papers Paulo Freire has a very interesting point of view in education. He explains his points of view throughout his short story â€Å"The Banking Concept of Education† and throughout his book named Pedagogy of the Oppressed. He argues about the role of the teacher in a banking system. One of the flaws in the banking system would be the authority of the teacher. Another flaw would be the system of rewards. One of the arguments Freire presents against the banking system is that the role of the teacher is to â€Å"fill the students by making deposits of information which he considers to constitute true knowledge. And since men receive the world as passive entities, education should make them more passive still, and adapt them to the world† (63). This is true in the fact that the teacher’s job is to fill the students with information, and this is often accomplished in a way that makes learning passive. What Freire fails to recognize is that these â€Å"lifeless and petrified† words form a solid and practical base of common knowledge. Obviously, you have to know how to count before you can add. You have to know the basic facts before you can think about challenging them. With the average fifth grader, it means very little to tell them that the Revolutionary War occurred in 1776. Most would not prefer to learn this if given the choice. Without the banking system , how would we teach children about a history that is vital to their understanding of the present and the future? You cannot, realistically sit down with a bunch of ten year-olds and expect them to come up with conclusions and opinions about a war that they know nothing about. If they know that war occurred in 1776 and that thousands of people died, at least one will be able to conclude that ‘war is bad’. Another may conclude that ‘war is good because our country was freed’. Here you have the beginnings of a dialogue among students, one that would not have been possible without the banking system. Conversation is not possible without a fair amount of factual knowledge. Facts are good, but the way that facts are taught is not always good. Memorization without meaning is trivial and uninteresting. Students often forget the information when the test is over. This is a serious, fatal flaw in the banking system, as Freire notes. However, this problem cannot be solved by the problem-posing method. Often, a fact is a fact and is not open to debate. It would be interesting to convince people that the sky is green, but it’s not. It’s not open for debate. You cannot plausibly change the color of the sky or the fact that two and two are four. Topics that are open for debate, such as the existence of God, should be thought about and debated. It will be worthwhile to hear different opinions and maybe change your own opinion. So the question remains. How should we teach? By saying that â€Å"this is true, accept it†? No, not always. Nor should we say, â€Å" let’s discuss the possibility that two and two are three†, which is pointless, not worthwhile, and leads nowhere but to a map of confusion about a basic, trivial concept. If Tommy, with his grand thoughts and conclusions, wants to think that two and two are three, the teacher would be wrong to let him. He should not be allowed to finish school stuck on this grand, but pointless idea. To do so would be harmful to Tommy and school would lose its meaning. The authority of the teacher, as Freire notes, is another flaw in the banking system: â€Å"The teacher presents himself to his students as their necessary opposite; by considering their ignorance absolute, he justifies his own existence† (58-59). True, the teacher is seen as an authority, both in action and in knowledge, and this doesn’t leave much room for inquiry. In an example that I recall from fifth grade, my class was learning about government when a student asked the teacher (a White man), â€Å"Can the President ever be a woman?† The teacher hesitated and said, â€Å"Yes, a woman can be President.† Another student asked, â€Å"Can the President ever be Black?† He answered, â€Å"Yes, but it is unlikely.† The same student asked, â€Å"Can anybody be the President?† â€Å"Not anybody†, he replied. â€Å"Who can’t?† The teacher cleared his throat and said, â€Å"The President has always been an old er White man. We should keep it like that.† The conversation ended. Even though most of the students were girls and all were Black, no one challenged him further. This is an extremely unfortunate characteristic of the banking system, one that should be given serious thought. It is regrettable that we had to hear such a thing from a trusted individual, but having an adult in a classroom with children will inevitably lead to this. Adults are generally looked upon as knowledgeable authorities, in just about any situation. At home, parents are the experts that the children look to for guidance. The parents, in return, give children guidance and fix their scrapes until they learn how to fix their own. Whenever there is an adult in the presence of children, this will happen inevitably. The teacher, the â€Å"Great Oppressor†, isn’t forcing the children to be submissive. Rather they expect knowledge and guidance from an adult. The problem-posing method will not change this. You can call a teacher by his first name, decrease he distance, but an adult in the class will not be seen as an equal to the students. Removing the teache r from the classroom will not help either. Another flaw Freire presents is the system of rewards in the banking system. He notes, â€Å"The more completely he fills the receptacles, the better a teacher he is. The more meekly the receptacles permit themselves to be filled, the better students they are† (58). Sadly, this is true at all levels of education. The entire system of letter and number grades and standardized testing enforces this. We usually don’t like to admit this, (there have been numerous times that I have been reminded that standardized tests don’t measure your true knowledge), but we have them anyway and consider the results significant. Realistically speaking, this system of rewards extends far beyond education. It is extremely evident in the professional and social fields, among others. In American culture, numbers and output are what matter. This may not be ideal and it may be unfair and narrow, but it is true. This has been so deeply ingrained into American culture that we don’t know of any other way to do comparison. Student A never does any work, never puts forth effort, and has failed every exam, but he’s an excellent thinker. Whether or not to give him a passing grade is debatable. Student B does all the work, puts forth effort, and has passed every exam, so he must be thinking. We do not hesitate to give him a passing grade. We do not know of anything else to do. Arguably, being a receptacle does take a great deal of effort and sacrifice for most students. And in this society it is the latter student who is most valued and is perceived as most prepared. It is only fair to prepare s tudents for the type of society that they will enter. Until society is dramatically changed and we develop a new way of comparison, it is an injustice to dramatically change the system of rewards in the educational system. Yes, I believe that the banking system has its flaws, but in all honesty, I believe it is a necessary element of education. Education itself is far too complicated to consist of one method of teaching and learning. Students need versatility. They should not solely be told facts or solely allowed to challenge and question. Perhaps being part receptacle and part challenger is the best, or perhaps it is some different combination altogether. But certainly, one cannot depend on the flawed banking system or the unrealistic problem-posing method alone. Work Cited Freire, â€Å"The Banking Concept of Education† A World of Ideas: Essential Readings for College Writers; Seventh Edition. New York: Bedford/St.Martins 2006 Freire, Paulo. Pedagogy of the Oppressed. New York: Continuum, 1982. Research Papers on Paulo Freire’s Concept of EducationStandardized TestingBook Review on The Autobiography of Malcolm XHip-Hop is ArtComparison: Letter from Birmingham and CritoPersonal Experience with Teen PregnancyEffects of Television Violence on ChildrenTrailblazing by Eric AndersonRelationship between Media Coverage and Social andResearch Process Part OneBionic Assembly System: A New Concept of Self

Case Study Essay Example | Topics and Well Written Essays - 750 words

Case Study - Essay Example These prior meetings have been based upon the need to update the stakeholders on the progress of the project on far simpler issues. As a result, these past meetings have been much smoother, but this time, serious challenges that touch on the project scope will arise. These include; an extension of the project deadline by up to four weeks; the proposal for implementation of a formal change-order process and managing the client’s resistance to change. Timeline delay Although, as a software project manager my mantra is keeping an eye on time, and budget, sometimes the two issues may require adjustment due to unexpected issues that stem from the implementation process (Wysocki, 2010). Owing to the fact that most of such projects are not completed within the timeline as agreed upon at the beginning of the project implementation process, this one is not an exception. This project is expected to delay by between one to four weeks due to changes in the requirements of the system. More specifically, we have spent more time that we expected, waiting for new resources. The need to expand the functionality of technology in order to allow for a seamless way to monitor the various human resources functions have extended past the original scope. The client’s systems need â€Å"gold plating,† which is expected to consume more time that was expected. An extension of time to allow for successful completion of the project and ensure that the deliverables are realized is therefore imperative. It is important to note that, even though the stakeholders came together to develop all their requirements before starting the project, system requirements have changed, making the project to wait for the shipments of new product supplies. Change-order Process Owing to the variation of costs and the timeline for completing the project, change-order processes will help the stakeholders to make the necessary modifications to the original project plan and scope as a trade-of f for the realization of quality project deliverables (Wysocki, 2010). The original agreement spelt out the structure of the network systems and the expected final result. However, due to the changes in the system requirements, it is important for the client to give in to extra funding in order to keep an eye on quality, as effective measures have been put in place to guard against project creep. More specifically, the stakeholders need to adjust to the new timeline for the completion of the project by at most four weeks so as to satisfy all the stakeholders’ new expectations. The client will be required to sign the change order form detailing the modified plan, including the system services, hardware and software, and designs as a way of formalizing a mutually binding agreement. Resistance to change This project had a clear scope within which to work, hence should be respected. However, due to the fact that changes that arise during the implementation process are inevitable, all the stakeholders should work in tandem to respond to the changes reasonably and more appropriately to ensure that the final deliverables are achieved (Wysocki, 2010). The existence of new stakeholders is the major risk facing the project, even as some flexible stakeholders are striving not to compromise quality for limiting costs and the amount of time that is required to successfully complete the