Thursday, December 26, 2019
The Japanese Christmas Song Awatenbou no Santakuroosu
Christmas has become a popular celebration in Japan, even though less than one percent of the Japanese are Christian. However, Christmas is not a family time in Japan. In fact, it is not even a national holiday. December 23rd, though, is a holiday because it is the birthday of the present emperor. Most Japanese work on Christmas day, just like any other day. On the other hand, New Years Day is an important holiday where families get together and have a special feast. So, how do the Japanese celebrate Christmas? It is a time for lovers to have a romantic dinner and give presents, much like St Valentines Day. The media now really push Christmas Eve as being a time for romance. Thats why Christmas Eve is more important in Japan than Christmas day itself. Fancy restaurants and hotels are often booked solid at this time. In December, Christmas classics are played everywhere. Most popular Japanese Christmas songs are for lovers. Here is a Japanese Christmas song for children called, Awatenbou no Santakuroosu (Hasty Santa Claus). You can check out the animated version of Awatenbou no Santakuroosu on Youtube. The Lyrics of Awatenbou no Santakuroosu 㠂゠㠦ん㠼㠆㠮ã‚ µÃ£Æ' ³Ã£â€š ¿Ã£â€š ¯Ã£Æ' ãÆ' ¼Ã£â€š ¹Ã£â€š ¯Ã£Æ' ªÃ£â€š ¹Ã£Æ'žã‚ ¹Ã£ ¾Ã£ ˆã « や㠣㠦ã ã Ÿã „ã ã „ã § ãÆ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£ „ã ã „ã § ãÆ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã© ³ ´Ã£â€šâ€°Ã£ â€"㠦ã Šã ã‚Å'よ é ˜ã‚’ãÆ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³ ãÆ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³ 㠂゠㠦ん㠼㠆㠮ã‚ µÃ£Æ' ³Ã£â€š ¿Ã£â€š ¯Ã£Æ' ãÆ' ¼Ã£â€š ¹Ã£ ˆã‚“㠨㠤㠮ã žã „ã ¦ è ½Ã£ £Ã£ “㠡ã Ÿã ‚ã „ã Ÿã Ÿ ãÆ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£ ‚ã „ã Ÿã Ÿ ãÆ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£ ¾Ã£ £Ã£ ã‚ ã ã‚ ã ‘ã ® ã Šé ¡â€Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³ ãÆ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³ 㠂゠㠦ん㠼㠆㠮ã‚ µÃ£Æ' ³Ã£â€š ¿Ã£â€š ¯Ã£Æ' ãÆ' ¼Ã£â€š ¹Ã£ â€"ã ‹ã Ÿã Å'㠪ã „㠋ら è ¸Å ã £Ã£ Ÿã‚ˆæ ¥ ½Ã£ â€"ã ãÆ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã¦ ¥ ½Ã£ â€"ã ãÆ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£ ¿Ã£â€šâ€œÃ£ ªÃ£â€šâ€šÃ¨ ¸Å ã‚ よ Ã¥Æ'•ã ¨Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £ ãÆ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £ 㠂゠㠦ん㠼㠆㠮ã‚ µÃ£Æ' ³Ã£â€š ¿Ã£â€š ¯Ã£Æ' ãÆ' ¼Ã£â€š ¹Ã£â€šâ€šÃ£ „㠡㠩æ ¥Ã£â€šâ€¹Ã£â€šË†Ã£ ¨ Ã¥ ¸ °Ã£ £Ã£ ¦Ã£ 㠕よ㠪ら ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³Ã£ •ã‚ˆã ªÃ£â€šâ€° ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³Ã£â€š ¿Ã£Æ' ³Ã£Æ'â€"ãÆ' ªÃ£Æ' ³Ã© ³ ´Ã£â€šâ€°Ã£ â€"㠦æ ¶Ë†Ã£ ˆã Ÿã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³ ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³Ã£â€š ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³ 㠂゠㠦ん㠼㠆㠮ã‚ µÃ£Æ' ³Ã£â€š ¿Ã£â€š ¯Ã£Æ' ãÆ' ¼Ã£â€š ¹Ã£â€šâ€ 㠋㠄㠪㠊㠲ã ’ã ® 㠊㠘㠄㠕んãÆ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³Ã£Æ' ªÃ£Æ' ³ ãÆ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³Ã£Æ'‰ãÆ' ³ ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³Ã£Æ' ©Ã£Æ' ³Ã£â€š ã ™ã‚Å'㠡ã‚Æ'ã ã‚ ã よ 㠊も㠡ã‚Æ'ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³ ãÆ' ªÃ£Æ' ³ ãÆ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ' ãÆ' £Ã£Æ'‰ãÆ' ³ ã‚ ·Ã£Æ' £Ã£Æ' ©Ã£Æ' ©Ã£Æ' ³ Romaji Translation Awatenbou no SantakuroosuKurisumasu mae ni yattekitaIsoide rin rin rinIsoide rin rin rinNarashite okure yo kane oRin rin rin rin rin rinRin rin rin Awatenbou no SantakuroosuEntotsu nozoite okkochitaAitata don don donAitata don don donMakkuro kuro ke no okaoDon don don don don donDon don don Awatenbou no SantakuroosuShikataganaikara odotta yoTanoshiku cha cha chaTanoshiku cha cha chaMinna mo odoro yo boku toCha cha cha cha cha chaCha cha cha Awatenbou no SantakuroosuMo ichido kuru yo to kaettekuSayonara shara ran ranSayonara shara ran ranTanburin narashite kietaShara ran ran Shara ran ranShara ran ran Awatenbou no SantakuroosuYukaina ohige no ojiisanRin rin rin Cha cha chaDon don don Shara ran ranWasurecha dame da yo omochaShara ran rin cha cha chaDon shara ran The Use of ~bou Awatenbou means, a hasty person. ~bou is attached to some words and expresses ~ person, ~ person who does ~ in an affectionate or ridiculing manner. Here are some examples: Okorinbou 怒りんå Å --- a short-tempered or irritable personKechinbou 㠑㠡ã‚“å Å --- a stingy person; a miserAmaenbou çâ€ËœÃ£ ˆã‚“å Å --- a pampered or spoiled person.Kikanbou ã ã ‹ã‚“å Å --- a naughty or unruly personAbarenbou æš ´Ã£â€šÅ'ã‚“å Å --- a rough or disorderly person.Kuishinbou é £Å¸Ã£ „ã â€"ã‚“å Å --- a gourmandWasurenbou Ã¥ ¿ËœÃ£â€šÅ'ã‚“å Å --- a forgetful person The Prefix ma Makkuro means as black as ink. Ma is a prefix to emphasize the noun that comes after ma. The Japanese title for Rudolph the Red Nosed Reindeer is Makkana ohana no tonakai-san. Lets look at some words that include ma. Makka çÅ"Ÿã £Ã¨ µ ¤ --- bright redMakkuro çÅ"Ÿã £Ã© »â€™ --- black as inkMasshiro çÅ"Ÿã £Ã§â„¢ ½ --- pure whiteMassao çÅ"Ÿã £Ã© ’ --- deep blueManatsu çÅ"Ÿå ¤ --- the middle of summerMafuyu çÅ"Ÿå†¬ --- the middle of winterMakkura çÅ"Ÿã £Ã¦Å¡â€" --- pitch-darkMasski --- at the very firstMapputateu --- right in twoMassara --- brand new The Prefix o The prefix o is added to kao (face) and hige (beard; mustache) for politeness. Again, the title Makkana ohana no tonakai-san (Rudolph the Red Nosed Reindeer) includes the use of the prefix o as well. Hana means nose and ohana is the polite form of hana. Onomatopoeic Expressions There are many onomatopoeic expressions used in songs. They are words that describe sound or action directly. Rin rin describes a ringing sound, in this case the sound of a bell. Don expresses thud and boom. It is used to describe the sound that Santa Claus makes as he comes down a chimney.
Tuesday, December 17, 2019
Argumentative Essay on Cursive Writing - 1075 Words
Name: Tutor: Course: Date: Taught more than thirty decades ago, cursive writing has a famed and legendary past. It was once a vital element of American education but is now becoming an archaic artefact as technology advancement and the requirement of more regulated tests push it out of the education system. Cursive writing should be scrapped out of the education system for there is no need of wasting time and resources to continue teaching a skill that won’t be beneficial to the students in the near future. For many students in America, cursive writing is as foreign as the hieroglyphics of the ancient Egypt. In most colleges and universities, more students are increasingly using tablet computers†¦show more content†¦As pointed out by Penny Joy a curriculum coordinator of Plymouth Canton Community Schools, she quotes that â€Å" normally she receives a lot more calls daily with parents asking her why her school continues to teach cursive than calls requiring that more time be devoted to teaching cursive writing†. She continues to say that â€Å"she sees no reason to continue teaching cursive in her school since they don’t have time for it†. They would rather allocate that time and resources to other industrious subjects and projects. â€Å"Handwriting is already suffering a major blowback†says Joanne Jacobson who is a curriculum director of Fraser Public Schools. Cursive may be legible for kids who are below third grade but by the time they reach fifth grade they all have developed their own style of handwriting. With or without learning cursive writing, a child’s handwriting develops for better over the years. One of the excusable reasons given for continued teaching of cursive is speed. Quite honestly, most students’ nowadays don’t use pen and paper for taking notes. Apart from a section of SAT exams, almost all the other papers like term papers, assignments and research papers are presented electronically for marking. Who still presents their assignments in form of handwritten notes? Who still has to worry about speed with all the dynamics of technology such as taking notes on tablets and laptops?
Monday, December 9, 2019
Future of Stakeholder Management Theory †MyAssignmenthelp.com
Question: Discuss about the Future of Stakeholder Management Theory. Answer: Introduction Effective stakeholder relationship management fosters positive relationship with the stakeholders through appropriately managing their agreed objectives and expectations (Schnackenberg and Tomlinson 2016). The corporate reputation of Volkswagen has damaged due to its car emission scandal in USA (BBC News 2015). The organization needs to regain and rebuild its relationship with the stakeholders for recapturing the market. The study will develop strategies for managing relationship with diverse stakeholder groups for addressing the scandal issue. The study will integrate the organizational objectives with stakeholder plan. Furthermore, the study will also outline the way for engaging and building mutually beneficial relationship with the stakeholders for scandal issue. Apart from that, the study will identify and respond to the problems and opportunities regarding the issues through environmental scanning and monitoring. A key message and massage matrix would also be framed for Volkswa gen in this study for overcoming the emission scandal issue. Lastly, the study will select appropriate channels for engaging in long term relationship with relevant stakeholders. Maintaining media relation is highly important for managing the public relation of an organization with the public as well as other stakeholders. According to Agudo?Valiente, Garcs?Ayerbe and Salvador?Figueras (2015), proper media relation spread positive image of an organization in the market. Therefore, Volkswagen should proactively and transparently communicate with the media rather than hiding their scandals. Moreover, the organization should hire a spokespersonfor answering detailed inquiries of the media. Furthermore, the organization should quickly apologize to the media for their unethical carbon emission of the cars. On the other hand, Verbeke and Tung (2013) opined that showing concern for the public is the best way of managing relationship with the public and maintain corporate image. Therefore, Volkswagen should demonstrate core concern for the public and customers and promise to come up with better car model. It will manage effective media relationship of the organizatio n after their scandal. Strategies to Manage Relationship with Employees Managing employee relation is the most important stakeholder relationship management activity for an organization, as they are the only responsible for building organizational success through using their talent. Bridoux and Stoelhorst (2014) pointed out that proper employee relationship management assists an organization towards getting high level of employee dedication for achieving organizational success. Volkswagen should immediate understand the understanding of the employees regarding the emission scandal. In this way, the management of the organization should compensate the employees for their harassment faced in the investigation. On the other hand, Steyn and Niemann (2014) opined that the employees should be provided with adequate value for managing positive relationship with them. Moreover, the Volkswagen should allow the employees in organization decision making process for further actions to be taken in mitigating the impact of emission scandal. It will be keep the employe es engaged in the organization having positive relationship with the management. Community relationship is extremely significant for an organization in building corporate image in the society. Tantalo and Priem (2016) pointed out that organizations need to understand the perspective and expectation of community members from them for properly managing relationship with community. Moreover, Volkswagen should maintain transparency with the community people in regards to their business activities after their scandal has occured. It can also be important for the organization to provide donations for community development. It will mitigate the issues of community, which will help in building effective community relationship. On the other hand, Olkkonen and Luoma-aho (2014) opined that strong social message and event sponsorship is extremely important for building strong relationship with community people. Likewise, Volkswagen should also spread strong social message for overcoming the scandal and organization charity event for meeting the core needs of the community. I t will manage community relationship of Volkswagen even after their emission scandal. Henisz, Dorobantu and Nartey (2014) stated that organizations should continuously perform customer survey for assessing the needs and issues of the customers. It helps the organizations towards immediately resolving the customer issues before it becomes customer dissatisfaction. In this way, Volkswagen should use customer relationship management software for maintain relationship with the customers. Such software will help the organization in understanding the perspective, hassles and embarrassment of the customers, which they faced in emission scandal of the cars. Therefore, such software would help Volkswagen in accordingly plan and compensate the customers for their harassment for marinating effective customer relationship. On the other hand, Waligo, Clarke and Hawkins (2014) allowing customers in organizational decision making process also enhance customers worth, which facilitates in building effective customer relationship. Volkswagen should use social media for interacting wit h the customers and asking for any suggestions towards improving business and resolving the emission scandal. It will help the organization is maintaining effective relationship with the customers. Strategies to Manage Relationship with Investors ORiordan and Fairbrass (2014) pointed out that organizations can effectively manage their relationship with their investors through communicating transparently with them. Volkswagen should first apologize to the investors for their emission scandal and huge business loss. Apart from that, the organization should also maintain transparency in the communication with the investors regarding their future business plan. On the other hand, Ayuso et al. (2014) pointed out that investor relationship can also be maintained through proper assurance of profit potentiality to the investors. Likewise, Volkswagen requires perfect financial projection showing profit potentiality to the investors, which would regain the investors confidence and maintain effective relationship with them. According to Borgers et al. (2013), organization can maintain effective relationship with Government through timely payment of taxes and adhering to all legal contracts. In case of Volkswagen, the organization should first apologize to the government for their emission scandal. Furthermore, the organization should submit all quarterly reports, stories, trial metrics and future plan on regular basis to the government for regaining the trust of Government and maintain effective relationship with them. The objective Volkswagen is to regain and rebuild its corporate image in the market after its emission scandal. Strategies for media and community management would help the organization in achieving this business objective (Zerfass and Schramm 2014). Moreover, proper explanation and promise for business improvement in to the media and community would spread strong social message of the organization. It would help in rebuilding and regaining the corporate image in the market. Apart from that, the objective of the organization is also to regain the customer trust for enhancing sales of cars and market capitalization. In such situation, proper employee relation will help in dedication level of the employees and manufacture cars with new models for regaining the trust level of the employees. The business objective of the organization is also to enhance the stock price of the organization immediately. Therefore, maintenance of investor relationship will facilitate Volkswagen in enhancing the stock price through regaining the trust of the investors. The organization is highly inclined towards enhancing its market capitalization through increased car sales (Doh and Quigley 2014). In such extent, the proper customer relationship management will regain the trust of the customers and encourage them towards purchasing their cars. It will ultimately enhance the sales volume and market capitalization of the organization. The business objective of Volkswagen includes mitigation of legal complications for regaining competition position in the market. In such situation, maintaining government relationship will help the organization in overcoming all the legal complications through meeting all the government contracts. Engagement and Mutually Beneficial Relationship with Stakeholders As per Pitsis et al. (2014), Volkswagen can best overcome the issues of their car emission scandal through engaging and building mutually beneficial relationship with the stakeholder groups. While considering the mutually beneficial relationship with the media groups, it can be said that the organization should engage an authoritative spokesperson for answering all the questions of the Medias. In this way, the media channels will get the scope of publishing new interesting news in their channels and the organization will get the scope of clarifying their perspective on their scandal for resolving the issues. On the other hand, the organization can allow the employees in organizational decision making process for getting ideas of resolving emission scandals. It will enhance the value of the employees in the organization and new and effective ideas for resolving emission scandals. Fair return on investment to the investors will be beneficial for the investors on their investment (Ortiz ?de?Mandojana and Bansal 2016). It will also help the organization in gaining huge investment from the investors towards enhancing financial sustainability. In case of community, the organization can provide donations for community development for making mutually benefit with the community people. Such donations will on the one hand, will develop the community, whereas, on the other hand, will rebuild corporate image of the organization in the society. The organization can compensate the harassment and hassles of the customers for their cars having high emission system. Moreover, the organization can offer attractive discounts and offers to the customers for their further car models. It can reduce the cost of car purchase of the customers and also help organizations in enhancing their car sales volume. Identification and Respond to Problems and Opportunities Volkswagen can effectively identify the issues and opportunities related to the scandals through PEST and SWOT environment scanning. In this way, the organization can also better resolve the issues through utilizing their opportunities towards mitigating issues. PEST Environment Scanning Problems and Opportunities Response to Problems and Opportunities POLITICAL FACTOR Lose of political support for emission scandals Many trade restrictions has also imposed on Volkswagen Strict environmental law of USA has mostly created such emission scandals of the organization Political stability of USA can be favorable for quickly resolving the issues Volkswagen should immediately apologize to the government for gaining the sympathy of Government The organization should meet all the imposed government contracts for gaining government trust With the opportunity of government stability, the organization can immediately resolve their scandal issues through meeting all the fines imposed on them ECONOMIC FACTOR Developed economic condition of USA can lead to quick return on investment for resolving the issues The scandal issues has led to huge economic loss of the customers The organization should immediately compensate the damages of the stakeholders for re-establishing corporate image in economically developed market SOCIAL FACTOR Growing inclination of people towards environment friendly cars can be issues for Volkswagen towards resolving issues Enhanced disposable income of the people can be opportunity for the organization The organization should immediately re-launch environment friendly cars, which have high potentiality of sales to the economically sound customers. TECHNOLOGICAL FACTOR Technological advancement of USA can be an opportunity for resolving emission scandals immediately With advancement technological advancement, the organization can immediately manufacturing environment friendly cars for resolving emission scandals Advanced digitalization can help Volkswagen in better interacting with stakeholders for resolving the issues Table 1: Identification and Response to Problems and Opportunities through PEST (Source: Hahn 2015) SWOT Environment Scanning Problems and Opportunities Response to Problems and Opportunities Strength Strong brand presence or loyalty Wide ranges of cars Presence in hybrid cars Excellent advertising and marketing Strong brand loyalty and wide range of cars can help Volkswagen in quickly regaining customer trust even after emission scandal The presence of hybrid cars can immediately resolve emission scandal Excellent advertising can help the organization in properly interacting with stakeholders for resolving emission scandal issue Weakness Fraud and controversy of emission scandal has damaged global brand image Effective media relation and customer relationship can help in quickly regaining the brand image Opportunities Regaining customer trust and maintaining long term relationship with stakeholders Continuous improvement on cars technology Long term stakeholder relationship and continuous improvement of car technology will ultimately mitigate scandal issue Threats Changing government rules and policies Increasing cost of renewable energy Alignment with changing government rule and regulations Optimum usage of renewable energy in hybrid cars with improved technology Table 2: Identification and Response to Problems and Opportunities through PEST (Source: Helmig, Spraul and Ingenhoff 2016) Key Message and Message Matrix Stakeholder Media, customers, investors, employees and Government Main Concern To have environment friendly rides with luxurious comfort Message 1 The cars of Volkswagen will have less car emission while driving The cars will be manufactured with improved emission free car technology Message 2 Purchasing Volkswagen cars will be a great step towards environmental concern The cars will emit 25% less carbon than previous cars and have premium looks and comfort Message 3 Purchase Volkswagen cars and make emission free rides Less emission will protect environment from carbon footprint Table 3: Message Matrix (Source: Created by Author) Channels to Engage in long-Term Relationship with Stakeholders According to Colleoni (2013), social media is an effective business communication channel, which helps in communicating communication message through online community. It is the quickest form of communication channels for communicating message to wide stakeholder groups. Therefore, Volkswagen should use social media channels for communicating their key message to the stakeholder groups. The organization can effectively get feedback of their communication message from their stakeholders in such social media channels. In this way, social media channels can be effectively used as communication channel for Volkswagen towards building long term relationship. Doh and Quigley (2014) pointed out that mass media is the best communication channel towards communicating with mass stakeholder groups. Moreover, organizations can best reach out to mass stakeholder groups in an effective way. Therefore, Volkswagen can reach out to mass stakeholder groups within shortest period. In this way, the organization can reach vast majority of general public and other stakeholders towards making long term relationship with them. Newspaper and magazines are the most common way of reaching out to important stakeholders and making long term relationship with them. Therefore, Volkswagen should use newspaper and magazines for communicating their key message after their scandal. The appealing manner of the communication content in the newspaper and magazines would make positive and long term relationship with the stakeholders. Corporate sponsorship is an effective communication tool towards to fostering positive public relation. Sponsoring any event in the community regarding any social issue can build the corporate image among the stakeholders (ORiordan and Fairbrass 2014). Therefore, Volkswagen can effectively use corporate sponsorship for communication with the community people and other stakeholders. In this way, enhanced interaction with the community people and other stakeholders through corporate sponsorship build long term relationship with the stakeholders. Conclusion While concluding the study, the car emission scandal of Volkswagen is forcing it towards developing effective strategies in rebuilding and regaining the trust of the stakeholders. The organization should apologize and answer sincerely to media for their scandal. The organization can also manage its employees and customers through compensating for their harassments and hassles of the cars having high carbon emission. Offering discounts to the customers would regain the loyalty level of the customers by providing extra benefits. Furthermore, the organization can offer donations for community development, which can build mutually beneficial relationship with the community development for community and enhanced corporate image for the organization. Volkswagen should come up with the key message like it will renovate its cars with luxurious comfort and less carbon emission. It should communicate and manage long term relationship with the stakeholders. 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Monday, December 2, 2019
The Harmful Effects of ADHD Medication in Children free essay sample
The medications and treatments for children with Attention Deficit Hyperactivity Disorder (ADHD) were researched to expose the risks of pharmaceuticals and their side effects on young children. The medical risks of medications commonly used to treat children with ADHD were examined using published research and findings from pediatricians, physicians, scientists, and other health care professionals, as well as alternative treatments for the disorder. The research showed that the ADHD pharmaceutical treatment plans have serious short and long term side effects on young children, with no evidence of long term efficacy. Whereas, alternative treatment plans pose no harmful physical side effects and are still effective. The Harmful Effects of ADHD Medication in Children Abigail first started exhibiting signs of Attention-Deficit/Hyperactivity Disorder (ADHD) in preschool. Her preschool teachers complained to her parents that during story time she disturbed the other children with her fidgeting. Her parents took her to a developmental pediatrician who, after many tests, diagnosed her with ADHD. We will write a custom essay sample on The Harmful Effects of ADHD Medication in Children or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The pediatrician prescribed different medications that made her seriously ill and drastically altered her personality. After trying several different medications, her parents decided to abstain from pharmaceuticals as a means of treatment. The side effects of the medications that Abigail used as a treatment for her ADHD are not uncommon for many young children with the disorder. There are many drugs being used to treat ADHD that have short term side effects and long term health risks. Furthermore, the Multimodal Treatment Study (MTA) on ADHD showed that though there was no conclusive evidence of long term effectiveness of the ADHD medications, alternative treatments and behavior therapies are effective treatments for ADHD. Due to the harmful side effects and long term health risks of ADHD medication, as well as the findings of the MTA study, parents should reconsider the use of ADHD medication in the treatment plan for their children with ADHD. One cannot understand the medications or therapies used to treat ADHD without understanding the disorder first. ADHD is the single most common medical disorder diagnosed in school age children today. According to Efron, Hazell, and Anderson (2011), â€Å"the core symptoms are developmentally inappropriate impulsiveness, inattention and often hyperactivity†(p. 682). It is estimated that one in twenty children are diagnosed with the disorder (Pellow, Solomon, Bernard, 2011). There is much controversy over the pharmaceutical treatment of ADHD, as the disorder is not one that a child will simply outgrow. Thus, parents are becoming increasingly skeptical of the current medicinal treatment plans. One reason why parents should reconsider ADHD medication is their harmful side effects. Currently, there are three main types of medications that treat ADHD in children: Stimulants, antidepressants and antihypertensive medications. All three classes of drugs carry the risks of serious side effects. According to Ryan, Kitsiyannis, and Hughes (2011) â€Å"one of the most common stimulants prescribed by physicians is methylphenidate, with approximately 85%-90% of all prescriptions for this drug being written for ADHD†(p. 53). Though they have successfully treated symptoms of ADHD, they also have serious side effects. Common side effects of methylphenidates include nausea, vomiting, fever, headache and insomnia (2011). More concerning is the fact that the more serious side effects range from irregular heartbeat, hallucinations, depression, tics, seizures, slurred speech, weakness on one side of the body, and even addiction (2011). For an eight or nine year old child taking stimulant medication as an ADHD treatment, the side effects can be far more difficult to endure than the disorder itself. In acclimating to the drugs, children are expected to grin and bear it. However, one must question whether taking the medication and subjecting a young child to the risks of seizures or an irregular heartbeat is worth the risk. Is forcing a child to go weeks feeling nauseas, vomiting, unable to sleep or having blurred vision a healthy choice to make for one’s child? A parent would not encourage his or her child to eat brownies laced with marijuana as a means to calm or â€Å"mellow out†the child. Why then are drugs that have not only the same psychotropic side effects as marijuana, but more serious and dangerous side effects encouraged and prescribed? Pellow, Solomon, and Bernard (2011) stated in the Alternative Medicine Review that â€Å"as many as 20-30 percent of children either do not respond to this class of drug or are unable to tolerate them due to the wide range of adverse effects they may produce†(p.327). Therefore, 20-30 percent of all children on a stimulant regiment are unnecessarily subjected to serious health risks with no benefit to their disorder. Although Ryan, Kitsiyannis, and Hughes advocate the use of stimulant medication due to their short term efficacy, Barnett and Labellarte (2002) stated â€Å"the presence of psychosis and an unacceptable risk for stimulant abuse are the most compelling reasons to avoid stimulants†(p. 193). Antidepressants, like stimulants, also have very serious and harmful side effects. Antidepressants such as Atomoxetine, Wellbutrin, Strattera and Risperdal are often prescribed to children who did not respond well to stimulant medication (Ryan, Kitsiyannis, Hughes, 2011). Unlike stimulants, antidepressants take longer to be effective (2011). Unfortunately, antidepressants subject children to the risky side effects for a longer period of time as well. These side effects included the same common side effects as stimulants, however they also increased the risks of depression and suicidal ideations. Hammad, Laughren, and Racoosin (2006) conducted a study highlighted in the June 2006 edition of The Journal of Family Practice that concluded â€Å"the use of antidepressant medications in children is associated with an increased risk of suicidal ideation and suicide-related behavior†(p. 488). In fact, Pellow, Solomon, and Bernard (2011) found that Strattera also generated â€Å"psychotic symptoms and suicidal tendencies in children†(p. 327). Parents should weigh the value in antidepressant medication as a means to treat their child’s ADHD against the risk of suicide or other psychotic symptoms. Children with ADHD already struggled to focus. Adding mental and emotional symptoms would exacerbate the problem, rather than alleviate it. In fact, Barnett and Labellarte (2002) noted that â€Å"individuals with unstable personalities, depressive states, and anxiety states may potentially worsen†(p. 193). Ryan, Kitsiyannis, and Hughes (2011) also recognized the dangers in antidepressants, much like Barnett and Labellarte, and cautioned that parents should consider that the medications carry many adverse side effects, â€Å"ranging from physical symptoms†¦to behavioral changes†¦to severe reactions with the potential of death†(p. 57). These adverse side effects should not be discounted due to their uncommon nature. In doing so, parents are exchanging one disorder for the creation of another. This is not a viable solution in treating children with ADHD as the child would suffer emotionally and physically, though mentally they would be temporarily treated. The third class of ADHD medication is hypertensive medications, such as Clonidine and Guanfacine. Usually prescribed for the treatment of high blood pressure, antihypertensive medications â€Å"have also been shown to help alleviate moderate ADHD-associated impulsive and oppositional behaviors commonly observed in children with ADHD†(Ryan, Kitsiyannis, Hughes, 2011). However, Barnett and Labellarte (2002) found that â€Å"the largest double-blind, placebo-controlled studies of clonidine for ADHD†¦did not show efficacy†(p. 199). In other words, studies showed that the use of antihypertensive medications did not succeed in treating ADHD alone. These medications had to be used in conjunction with other ADHD medications, such as MPH stimulants. Furthermore, though antihypertensive medications shared similar common side effects with stimulants and antidepressants, they also risked sudden unexplained death (SUD) in children with ADHD. â€Å"The use of clonidine plus MPH has generated concern due to reports of SUD in children with ADHD taking the combination†(p. 199). Additionally, Barnett and Labellarte pointed out that there was â€Å"the cardiovascular risk of significant bradycardia associated with clonidine alone†(p. 200). Due to the controversy of the safety of the hypertensive medications in children, parents should reconsider the use of these medications in their child’s ADHD treatment plans. The â€Å"serious cardiovascular AEs such as hypotension and bradycardia as well as rebound tachycardia and hypertension†caused the medications to be black-boxed by the Food and Drug Administration (FDA), which required manufactures list these side effects as a warning on the medication labels (p. 200). Not only are the side effects of ADHD medications risky and harmful, but the long term consequences of the drugs are detrimental to a child’s health as well. There are serious physical ramifications of using certain ADHD medications for an extensive period of time. There were numerous reports of long term cardiovascular problems from pharmacological treatments of ADHD. Nissen (2006) reported that stimulants â€Å"substantially increase the heart rate and blood pressure†(p. 1446). Though Ryan, Kitsiyannis, and Hughes (2011) promoted the short term effectiveness of pharmacological ADHD treatments, Nissen argued that the harmful long term cardiovascular effects outweighed the short term benefits. The risk of heart disease in a developing child should never be overlooked regardless of the circumstance. By using ADHD medications, the child’s short term benefits would ultimately cost him or her a lifetime of cardiovascular health issues. Long term use of ADHD antidepressant medications also increased the risk of long-term psychiatric disorders and brain impairments. Antidepressant medications used to treat ADHD in children work by â€Å"impairing brain functions†(Docksai, 2013, p. 12). After an extended period of use, a child could â€Å"suffer biochemical disruptions and ‘chronic brain impairment’ long after he or she ceases taking it†(p. 13). In fact, any type of psychiatric medication impairs brain function as that is what it is designed to do. Huang and Tsai (2011) discussed a ten year study of children who took ADHD medication for over five years that found â€Å"both male and female young adults with a diagnosis of ADHD in childhood on the medications to be at higher risk of adverse psychiatric outcomes, including antisocial, addictive, mood and anxiety disorders†(p.548). Though parents chose pharmacologic treatments for their child in the hope that it would have improved focus and performance in school, the same medications would actually impair brain function and possible long term brain development. If the short term side effects and long term health risks were not enough to cause a parent to reconsider using ADHD medications, the Multimodal Treatment Study for ADHD (the MTA study) found that there was no conclusive evidence for the long term efficacy of pharmaceutical treatments in children with ADHD. In his review of the MTA study, Kean (2004) concluded that research over the past 30 years has shown that â€Å"treatment with medications does not change learning or behavior outcomes in the long term†(p. 199). It is much like using ADHD medications as a Band-Aid to temporarily cover a much more serious wound. Ingram, Hechtman and Morgenstern (1999) shared Kean’s view and concluded â€Å"to date, there is no evidence that stimulants alter the course of ADHD or improve long term outcomes†(p. 248). Therefore, parents medicated their children with ADHD with only short term success and without a long term solution. Children forced to take ADHD medications endured side effects and risked their emotional well-being and physical health for a treatment plan that did not cure their disorder, but essentially left them to deal with it later on. Despite the lack of positive long term effects of ADHD medications, the MTA study recognized the positive outcomes of alternative treatments and behavior therapies for ADHD. The MTA study included a Summer Treatment Program in which participants were either in the behavior treatment group or the combined treatment group. The behavior treatment group received behavior therapy and the participants did not use ADHD medications. The combined treatment group used a combination of behavior therapy and ADHD medication as part of their treatment plan (Kean, 2004). Though Ingram, Hechtman, and Morgestern (1999) argued that â€Å"multimodal treatment is not a significant improvement over methylphenidate†(p. 248), the MTA study proved otherwise. At the end of the summer, â€Å"of the children in the behavioral group 75% were maintained without medication for 14 months and 64% no longer met the diagnostic criteria for ADHD†(p. 179). Even Ryan, Katsiyannis, and Hughes (2011) conceded that â€Å"medications will not cure ADHD†(p. 53). However, the MTA study showed that, though it may not work with all children with ADHD, behavior therapies and alternative treatment plans did have long term efficacy with no harmful side effects or health risks. The alternative treatments the MTA study found effective included dietary management and complementary and alternative medicine (CAM). The goal of CAM therapies is â€Å"treating patients holistically and individually, and aim to treat underlying etiologies†(Pellow, Solomon, Bernard, 2011, p.328). In a study cited by Pellow, Solomon, and Bernard, 62% of the participants in the MTA study improved their behavior by 50% from dietary management, which proved the effectiveness of dietary management. Additionally, the children who followed the dietary intervention no longer met the DSM-IV criteria for ADHD†(p. 328). The dietary management consisted of organic fruits, vegetables proteins (2011). Foods that are high in sugars, additives, and are overly processed have the opposite effect in children in that they increase hyperactivity in young children. Therefore, the elimination of these products proved beneficial in the management of ADHD. The use of stimulants, antidepressants, and antihypertensive medications to treat ADHD is a double edged sword. On one side they treat short term symptoms of the disorder, most of which have harmful adverse effects associated with the medication. One the other side, there is no conclusive evidence or research that shows that they have long term effectiveness, but they do have harmful long term health risks. If one had a leaky pipe in his walls, he would not put tape over it as a viable solution to the problem. Rather, he would take the necessary steps to repair or replace the pipe to circumvent more extensive damage later on. The same could be said of ADHD medication. They are simply tape on a leaky pipe. If the medications do not resolve the issue in the long run, one should not risk the child’s health as a short term solution. Nonetheless, pediatricians continue to prescribe medications for ADHD as a first line treatment. The MTA study proved that alternative treatments and behavior therapies have short term and long term success, but they are also not harmful to the child’s overall health. Parents should exercise scrutiny in selecting a viable treatment plan for their children with ADHD. CAMs have been proven effective and safe, whereas medicinal treatments have harsh side effects, long term health risks, with no long term efficacy. Considering the findings of the MTA study, parents should reconsider the use of ADHD medications in the treatment of their children with ADHD.
Wednesday, November 27, 2019
The Fire that was Allowed to Burn Essays
The Fire that was Allowed to Burn Essays The Fire that was Allowed to Burn Essay The Fire that was Allowed to Burn Essay Fourteen years ago fire rolled through a beautiful part of this country, filled with marvelous creations such as geysers and hot springs.Trees, blooming wild flowers, abundant grasses, natural landscapes, and sinuous waters lavishly filled the countryside.Almost everything was destroyed that was in the fires sight.398 blameless animals died.Many controversies aroused from the occurrence of this fire at Yellowstone National Park in 1988. These fires were allowed to burn by the Natural Burn Policy which was put into effect in 1972.The National Park Service officially recognized that fire was essential for the maintenance of an ecosystem (Ruhf).When a fire is started, the trees burn down and die.They then fall and create open areas for sunlight to reach new growth and sprout seedlings.This creates a healthier forest and helps maintain an ecosystem.All naturally caused fires, such as those started by lightning, would be allowed to burn without suppression. The fires started on June 2 2, 1988.Originally, they did not pose a threat.Ignited by lightning, they didnt threaten lives, property, or natural features.Eventually, almost the entire park was in flames.The fires, including the Storm Creek fire, the Hellroaring fire, and the North Fork fire then started to burn uncontrollably (Ruhf).By July 22, the National Park Service decided it was time to battle all of these fires.Over a course of about 3 months a total of 25,000 firefighters, including Army and Marine troops, tried to control this blaze.9,500 firefighters fought the fires at one time (Barker). The worst of the fires began on Saturday, August 20, 1988.This day is now historically named Black Saturday (Ruhf).Winds soared between 30-40 MPH with gusts reaching up to 70 MPH (Ruhf).The winds caused the fires to reach up to 200 feet high.Eventually the fires produced their own wind.On Black Saturday an
Saturday, November 23, 2019
In or on - Emphasis
In or on In or on This may be a post mostly for our non-native English speaking readers. When to use in or on at any given moment is something native speakers give little thought to, simply because theyve grown up hearing where these words slot in. But it can be more confusing for those coming to the language later. And its hardly surprising, considering how many definitions these tiny but mighty words can carry. In can be an adverb, noun, adjective or preposition, while on can be an adjective, adverb or preposition. As prepositions alone, they each have over a dozen definitions. Isabel from Natural England wrote in on the subject: In Spanish, both translate as en and I am unsure when to use one or the other in many situations. Is it a matter of learning them by heart or are there any useful rules out there? The answer to that (perhaps unfortunately) lies somewhere in between. But for the most common areas where these two words share territory, this downloadable PDF will be a handy reference. Print it off, stick it on your wall or monitor, and the rules will soon be lodged in your mind. Download In or on
Thursday, November 21, 2019
Book review Essay Example | Topics and Well Written Essays - 1000 words - 7
Book review - Essay Example He further jots that for them it is nothing more than history: not all that diverse from the Peloponnesian War. He has channeled this insight into publishing this book that gives a valuable overview, in spite of an individual’s proximity to the Cold War. He outlines three vital lessons of the cold war. First, it was in period of cold war that the military strength stopped to be defining attribute of power itself, which it had been for the past 500 years. Gaddis’ clearest explanation of this phenomenon is the fact: even after the USSR collapsed, it still had its nuclear power and military into place (Gaddis, p14). Gaddis illustrates prior to 1945, great countries fought great wars so often that they tended to be permanent features of the transnational landscape: Lenin even relied or depended on them to give the mechanisms by which capitalism would-self destruct. However, after 1945 wars were limited to those between smaller powers and superpowers, as in vitenam, Korea and Afghanistan or to wars among smaller powers. What never occurred, in spite of world fears that it might, was a full force war involving the Soviet Union, United States and their respective allies. For the first time since timely memorial, no one could be assured of triumph, or surviving a big war. Second, the cold war discouraged dictatorship. Gaddis points out that even though china, the USSR and several states in Europe had authoritarian governments back in 1948 when a well-known book about totalitarian world, 1984, by George Orwell got published, the systems did not extend to the other countries. As 20th century was about to elapse, communism fell out of favor since it failed in delivering its promise of making the workers live better. Third, the cold war period, experienced globalization of democracy, explained by the growing number of democracies as the 20th century was elapsing (Gaddis, p82).
Tuesday, November 19, 2019
Interview Article Example | Topics and Well Written Essays - 500 words - 1
Interview - Article Example However, over the years, he had managed to shift from literature research into institution management for the last seven years. The policy maker was also quick to justify and defend stringent policies on use of smart phones by students in class rooms, punitive measures on plagiarism claims and his inclination towards the American degree system. On his defense of the policies on mobile phone usage in classroom, the academician noted that new technologies had transformed the minor sources of distractions into profound cause of alarm for tutors. The prevalence of mobile phone usage in classrooms furthermore amounted to disrespect of tutors in addition to negatively impacting on their teaching morale while every students is busy on their smart phones and tablets. Alternatively, Dr. Lawrence added that the new policy against phone usage was to be guided by disciplinary action. According to this interview, Dr. Lawrence stated that the disciplinary action on mobile phone usage would take two stages, the informal stage and the formal stage. The informal stage entailed warning of student caught using their gadgets in school. Failure to restrain form these offences, the students would be asked to meet the directors of Regent and Webster University for further questioning. These two steps were termed informal since no record of the i ncidences would be registered on students account. On the other hand, the formal stage entailed official disciplinary action by the disciplinary committee of the institution for students who failed to heed their subsequent warnings. Another key issue raised by Dr. Lawrence was the new policies on plagiarism offences. He noted that despite the harshness of the newly formulated policies on plagiarism, it was imperative that students appreciate that the policy aimed at promoting behavior change of students concerning their attitude towards research projects and individual efforts. The newly formulated policies provided the Regent’s students
Sunday, November 17, 2019
Key Causes of Water Scarcity and Researched Solutions Essay Example for Free
Key Causes of Water Scarcity and Researched Solutions Essay 1.0Introduction This report is about the increase in demand for water, and its’ purpose is a twofold, firstly to examine and explore some of the causes of the ever increasing issue of the scarcity of water due to industrial, agricultural and consumer demand in society, and secondly to analyse the solutions of this concern for the Premier of Western Australia, Mr Colin Barnett. This is because water is a valuable resource that is vital for the human race and developing countries such as Australia will be facing an increase in domestic consumption of water by 70 percent in the future (Cashman and Ashley 2008). There were certain limitations surrounding this report, for example the word limit for this report was 1000 words and I was permitted to use a minimum of five scholarly sources and a maximum of seven. The methodology of my research began by using the database: proquest on the Internet, where I found these reliable sources. 2.0Causes of Demand for Water 2.1Industrial Demand Industrial Water Consumption Industries are one of the major key causes of the increased demand for water. Many industries require water to operate and perform the functions that are required to produce the goods or services in question. This is because industries such as oil and mining, are hugely dependable on extreme capacities of water thus, making them susceptible to water shortages (Holbrook 2009). Industries therefore depend on these large amounts of water for production and simultaneously are one of the essential instigators in the ever-increasing problem of water scarcity. In places such as New South Wales, Adelaide and Melbourne where mining operations are carried out, water scarcity is even more extreme. This is because of the material that is being extracted; they are mined in those areas and those areas alone, and therefore the large volume of water that is needed to extract them is adding to the concern of water scarcity. An estimate of water between 100 and 8000 litres are required to obtain one tonne of ore, and to worsen the situation, mining operations cannot be shifted causing water availability to be problematic in those areas (Holbrook 2009). This issue allows an increased strain on the local communities in which mining operations are performed thus causing a concern for the people living in those areas. 2.2Agricultural Demand Population Growth The demand for agriculture is one of the most excessive causes of water scarcity. This is because agriculture needs fresh water in the process of its production. Agriculture consumes the majority of global fresh water, making it one of the most enormous water sources of the increased water demand; the production of food is also rising due to population growth, of about 80 million people per year (Holbrook 2009). According to Irvine and Saulwick (2009), â€Å"Australia is poised to be the worlds fastest growing industrialized nation over the next four decades, with a rate of population growth higher even than India†. Thus with population increasing by a vast number every year, the demand for fresh water will additionally increase, therefore adding to the water scarcity in Australia. 2.3Consumer Demand Economic Growth The development of the economy is another cause of the increased demand for water in the world today. As the population grows, so does the demand for goods and services and therefore results in economic growth which is one of the major causes of water consumption. According to Barbier (2004), the extensive water dilemma is the result of economic development and the rise in population. The production of the increased demand for goods and services require water, and as the need for these goods increase, so will water demand. 3.0Solutions to Water Scarcity 3.1Watershed Improvement in water management is one way to reduce water demand. Water sectors that cross political boundaries amidst a certain watershed come together to meet their needs whilst protecting the ecosystem (Klausner, Mitten and Ingram 2007). 3.2Conservation Techniques In order to protect the earth, freshwater demand has to be decreased and by doing so the majority of freshwater users need to be active in the process of decreasing the chances of water shortages. Therefore by educating users about adequate water preservation techniques, water demand can be decreased. According to Klausner, Mitten and Ingram (2007), by educating farmers about the finest irrigation methods, they can have the opportunity to use water efficiently. Farmers use a vast majority of freshwater and the Australian farmers can be educated about the methods and capital required to conserve water. 3.3Reclaimed Water Reclaimed water is wastewater that has been treated to remove impurities. The substitution of this water can improve the issue of water scarcity. According to Klausner, Mitten and Ingram (2007), countries such as Japan use almost 80% of reclaimed water in their industrial sector. The limited amount of freshwater supplies makes this conservation method more accepted. It is an excellent idea, especially for the south of Australia where there is Mawson Lake and can recycle water. 4.0Conclusion The aim of this report was to outline the causes for the increased demand for water and to provide researched solutions. I provided information on the increased demand for water due to population growth, economic growth and the industrial consumption of water. The damages of water shortage are very dangerous and the consequences are deadly because of ecological and human health issues. Although demand can be reduced by the use of reclaimed water, conservation techniques and watershed methods. In Australia, the methods can be implemented to decreasing water demand for the future. 5.0Recommendations In order to improve water use in Australia, the factors that need to be considered are; water reuse by using reclaimed water to flush toilets, wash clothes and water gardens, educating farmers on water use, by informing them on irrigation techniques and watershed methods. In doing so, water demand in Australia will be reduced in the future if these methods are explored and practiced.
Thursday, November 14, 2019
Meaning Of The Word Nigger Essay -- essays research papers
The Meaning of the Word â€Å"Nigger†     I can recall the first time I paid close attention to the word nigger. In junior high a school fight would occur about every week and of course the whole school would gather together and watch. Well this particular fight sticks out in my mind because it was between two boys of different races, Hispanic and black. During their conflict the Hispanic boy bluntly called the black boy a nigger, and that was when the rest of the black students became verbally involved. I remember screaming out â€Å" who do you think you are calling him that?†If the white, Hispanic, or any other race calls us a nigger, we as black people become hostile. Now that I have put more thought into that incident, I ask myself who do we think we are calling ea...
Tuesday, November 12, 2019
Online Recruitment
According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. †In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009) Online Recruitment According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. †In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009)
Sunday, November 10, 2019
Interview: Occupational Therapy and Child Essay
The current interview process is in regards to a child who is four years old and was diagnosed with autism when he was two years old. Children with autism often display deficits in language, social interaction, behaviors, and sensory and perceptual processing (Case-Smith &ump; O’Brien, 2010). Therefore, the purpose of the current interview is to investigate the child’s overall needs, strengths, and weaknesses in regards to the child’s specific condition to gain an in-depth understanding of the child. The goal of the interview is to collect thorough information about the child to allow the practitioner to gain an understanding of the child and parent’s needs for therapy. Furthermore, the interview facilitates rapport between the practitioner and the child and parent and expresses the practitioner’s desire to understand and empathize with the child. It is important to establish a relationship with the child and the parent to allow for an open discussion and a successful intervention. The practitioner should establish proper eye contact and engage with the child properly to gain the child’s trust during the interview process. Structure of interviewing The structure of the interview is made available so there are smooth transition within the interview. The questions are phrased in an open-ended form to promote more conversation with the client and allows the practitioner to gain more information about the client. The questions in the interview are directed to the parent due to the young age of the child and the child’s diagnosis of autism. Furthermore, according to Stone and Hogan (1993) â€Å"parents offer an unique perspective on the child’s behaviors, one that is acquired over time and across different contexts and input from parents provides an invaluable supplement to clinical observations.†The intake form is formatted in a style where the practitioner may easily ask the questions and transcribe the information from the client. The typical sections of the interview are the opening, body, and closure (Sommers-Flannagan,J. &ump; Sommers-Flannagan, R., 2003). The intake form contains information regarding demographics, medical history, treatment history, and developmental history in the opening section. In the body section of the interview, information about the occupational performance areas, performance skills, and performance patterns are addressed. Lastly, the interview concludes by requesting the personal goals and major concerns for the client and parent. Opening In the beginning of the session, the practitioner introduces oneself to the client by stating the practitioner’s name, qualification and role in the setting (Crepeau, Cohn, &ump; Schell, 2009). In the opening of the interview, the practitioner needs to inform the client of the purpose of the interview and the type of questions that are going to be asked (Crepeau et al., 2009) and discuss about confidentiality (Sommers-Flannagan, J. &ump; Sommers-Flannagan, R., 2003). Confidentiality is an integral aspect of the interview process and is important to the client and practitioner. Establishing confidentiality encourages the client to participate with a healthy attitude and lead to effective sessions in the future. According to Sommers-Flannagan, J. and Sommers-Flannagan, R. (2003), practitioners in the opening of the session have a duty to make a positive first impression or they will lose their client’s trust. Practitioners need to relay that they care about their clients both with verbal and non-verbal cues (Sommers-Flannagan, J. &ump; Sommers-Flannagan, R., 2003). In the current case, the practitioner seeks information about the client’s demographics, medical history, treatment history, and developmental history. Although the goal in the beginning is to create a warm setting (Sommers-Flannagan, J. &ump; Sommers-Flannagan, R., 2003), it is important to learn about the client’s background information. In order to develop a proper treatment plan for the future, it is essential to know about the client’s history. Demographics questions are posed to gain general information about the client’s age, contact information, and caretaker’s information. Questions regarding medical history are present to help provide information regarding any medical disability that may affect the client’s current condition. Treatment history questions provide how effective the previous interventions were for the client and a framework for future interventions. Information regarding the client’s developmental history are asked to understand the client’s milestones and areas that the child may display delays. These questions provide the practitioner with a thorough background about the client and enables the practitioner to formulate a direct and specific treatment plan for the client. Body The body of the interview incorporates the development and exploration phase, which is the time when the practitioner and the client collaborate together to develop the personal story (Crepeau, et al., 2009). Moreover, during this stage of the interview process, the practitioner asks questions that are related to the client’s occupation and the factors that may hinder or promote the client’s occupations. The questions in the current interview are formatted according to the Occupational Therapy Practice Framework (OTPF) (American Occupational Therapy Association, AOTA, 2008). Within the body of the interview, the following topics are addressed: areas of occupation, performance skills, and performance patterns. Areas of occupation According to AOTA (2008) the areas of occupation are: activities of daily living, instrumental activities of daily living, education, work, leisure, play, social participation, and rest and sleep. In the interview, the practitioner poses questions to investigate the child’s independence regarding activities of daily living, which are bathing, eating, dressing self, and grooming. It is important to know how independent the child is in these areas to have an understanding regarding the child’s personal needs. Children with autism often are capable of learning tasks such as self-care, but it is important to know the child’s level of functioning. Due to the client’s age and diagnosis, the client is reliant on the care taker or parent to assist with instrumental activities of daily living. Education and play are the child’s primary occupations, therefore, it is important to recognize the child’s needs and capabilities in these areas. The intake interview asks questions regarding the child’s experience in school to help describe the child’s learning abilities. Children with autism often have developmental delays which impact the child’s abilities to grasp or process information (Case-Smith &ump; O’Brien, 2010). The level of functioning vary for each child on the autism spectrum, therefore, it is essential to know the specific academic experience of the individual child. Moreover, children with autism exhibit disturbances in behavior which often impacts their progress in education (Case-Smith &ump; O’Brien, 2010), therefore it is imperative to inquire about the child’s behavior issues. It is difficult to work with individuals who display behavioral issues, and therefore, children who have autism may often be refused for services, such as education. Other difficulties children with autism often experience are with social interaction and appropriate play. Practitioners need to inquire about the child’s interaction with other individuals their age and family members (Stone &ump; Hogan, 1993). It is important to have an idea of how the child interacts, if any, and what specific activities are motivators. Children with autism may react to strange settings and activities negatively, therefore it is essential to seek information regarding tasks that may offset these behaviors. Furthermore Lord, Rutter, and Le Couteur (1997) states that it important to ask questions regarding social interaction and avoidance to differentiate between children diagnosed with fragile X from those who are diagnosed with autism. Performance Skills According to AOTA (2008), performance skills are part of the occupational therapy domain and include: sensory and perceptual skills, motor and praxis skills, emotional regulation skills, cognitive skills, and communication and social skills. These areas within the performance skills are integral information that are relevant in children diagnosed with autism. The child diagnosed with autism may display difficulties in these areas. In this section of the interview, the practitioner seeks information regarding the child’s communication skills. Children with autism may not have spoken language, but may exhibit various communicative skills with the parent. According to Lord et. al (1997), questions regarding communication, such as directing attention, expressing interest in others, social interaction and imitating responses should be asked because children with autism often display disturbances in these areas. Also these forms of questions help differentiate between a child who has intellectual disability and autism (Lord et al., 1997). Other questions directed to children with autism are in regards to sensory processing skills. Children who are diagnosed with autism often haven an aversion to sensory stimulations and may over or under react to sensory input such as touch, sound, taste, and sight. Children with autism may display difficulty processing sensory information (Zager, 2005). Since children with autism often display issues with sensory processing and over stimulation, it is important to identify what specific form of sensory difficulties the child experiences. Difficulties in these areas may also pose problems with child’s ability to regulate their emotions, which leads to disturbing behavioral problems. Therefore, questions regarding these issues are pertinent to identify in order to have a successful intervention. Another focus within the performance skills domain is motor skills. Children with autism have developmental delays (Stone and Hogan, 1993) and this results in the child’s difficulty with motor and motor planning skills. Children with autism often have difficulties with praxis and therefore are often unable to perform novel tasks. Questions directed towards investigation of child’s praxis is important to identify because this provides the practitioner with an understanding of what the child is capable of doing. Understanding the child’s capabilities will allow the practitioner to have a foundation to establish proper therapeutic interventions. Performance Pattern Within this domain of the occupational therapy practice framework (AOTA, 2008), the different areas include: routines, roles, and habits. This area is relevant to children with autism because of the child’s high tendency to engage in repetitive behaviors (Zager, 2005). Therefore, it is encouraged for practitioners to inquire about the child’s daily routines, habits, and roles. Some of the habits (or behaviors) children with autism exhibit are unhealthy and practitioners should seek information about the specific behaviors that are harmful to the child. Often, children with autism display tantrums due to change in routine. If the practitioner does not seek information regarding these types of behaviors, then it may halt progress in the intervention. Closing In the last section of the interview, the practitioner needs to transition smoothly to the end the session (Crepeau et al., 2009). It is important for the practitioner to identify the child and parent’s goals and clear up any questions the client may have regarding the interview and the future sessions. The practitioner and client collaborate together to establish goals that are of primary to the needs of the client. Practitioners need to clarify any questions the client may have and provide information about the future sessions.
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