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Friday, January 31, 2020

Flexible Workers Essay Example for Free

Flexible Workers Essay The term flexible working means Flexible working is a phrase that describes any working pattern adapted to suit workers needs. Flexibility is the The ability of an organisation to adapt the size, composition, responsiveness and cost of the people inputs required to achieve organisational objectives (Pilbeam and Corbridge, 2010). There are different forms of flexibility which are numerical flexibility, functional flexibility, financial flexibility, locational flexibility and temporal flexibility. Numerical flexibility is where employers can change the size of their workforce as their labour requirements change. Functional flexibility is the ability of an organization to move employees to other duties or responsibilities within the company. Locational flexibility is that employees can work from home instead of coming to the office. Types of temporal flexibility are Part time working, home working, job Sharing, term time working, annual Hours Zero hours, 9 day fortnight/compressed hours. The table below shows that â€Å"Between 2006 and 2011 there was a general increase across all modes of flexible working (Table 2). Teleworking (TN0910050S) saw the greatest rise, being offered by 14% of employers in 2006 and 59% in 2011. This echoes trends in flexible working observed in the UK as well as the rest of Europe (EU1101011D). The popularity of teleworking has been boosted by improvements in information communication technologies (ICT) and its attractiveness to the smallest companies (69% offer this form of flexible working)†. (ewco 2011) Source: CBI/Harvey Nash (2011) â€Å"The Third Work-Life Balance Employer Survey found that the vast majority (92 per cent) of employers would consider a request to change a working pattern from any employee despite legislation only requiring employers to do so from some employees. Amongst those employers where a request had been made in the previous 12 months, just nine per cent said they had turned down any requests. The survey reported that employers continue to hold predominantly positive attitudes towards work-life balance and to perceive its benefits for employees and workplaces alike, although it is clear that most employers feel that the implementation of flexible working practices is not always easy, and should not be expected by employees where it would cause disruption to the business (Family Friendly Working Hours Taskforce 2008). The Atkinson’s Flexible Firm Model is a technique used by the managers of a company to organize the work place with the help of different forms of flexibility to efficiently make full use of its work force. The model is based on the principle of dividing the work force into core and peripheral groups. The core group consists of workers that are vital to the company, the work force is functionally flexible and are very difficult to replace because of some special skills, knowledge about a product or market and experience in the field. The peripheral group consists of workers who are numerically flexible. This because of the worker in this group can be replaced easily, the supply in labour market is high, they were only needed for a specific task or they might be only needed in the peak time of a business. For a worker it is better to be of the core than the periphery as they would have job security, improved conditions of work and a better pay rate as they cannot be replaced easily. The model also shows how important can the external workers be for the business. For example sub contracted workers like the cleaning staff of an airline are not core part of the company but they are important in running of the business (oxford human resource management). According to BT Case study,† BT demonstrates the power of flexible working as it has adapted the way it manages people and the way they work to stay competitive and responsive. The company has what is believed to be one of the largest flexible working projects in Europe – the BT Work style project. Flexible working is available to almost everyone in BT, and BT now has over 70,000 flexible workers ,from senior managers to contact centre staff. At BT, flexible working is business as usual. Already seven out of 10 people work flexibly and nearly 10% are home based. It has saved the company millions in terms of increased productivity and cut costs. It has also motivated our people and released more potential. † Sir Christopher Bland, Chairman, BT Group (BT group). Flexible working both meets the needs of employees and improves companies’ capacity to serve customers – to optimise communications, reduce response times, improve service and support, and contribute to the overall customer experience – and, in doing so, it secures competitive advantage. See figure 1 below This clearly shows that BT has used flexible working and gained a lot from it, BT used compressed hours to lengthen engineers days which led to high level of job completion customer satisfaction and engineers enjoyed half day off a week which creates motivation among the employees. : British gas has been using flexible working for a long time and it has been their key element in business strategy. British gas offers its employees different types of flexible working which has enabled the company to offer 24 hour service for its customers. British gas flexible working provisions include allowing university students to study, letting people work longer or shorter hours, part-time and full-time roles, flexible hours to allow for childcare, and remote working and they also support home working for some employees. Benefits of offering flexible working for British Gas are that they want to attract and retain the best talent, regardless of background and responsibilities and they want a diverse workforce that reflects community and customer base. Offering flexible working increases employee’s loyalty the brand and provides a better environment to work. British Gas has been chosen as one of the Top 50 Great Places to Work for the 3rd year running rising four places to number 26 in the list (British Gas 2012). Marks and spencer revised their working in February 2010 to give greater emphasis to the requirement for line managers to give all formal flexible working requests due consideration, and agree those requests that are beneficial to both company and the employee. Marks and spencer currently supports these types of flexible working, part-time working, job-sharing, term-time working and home working on a part-time basis depending on the job, flexible retirement options and career leave of up to nine unpaid months to study. Marks and spencer are committed to employee engagement and believe that flexible working contributes to their levels of engagement. Other benefits include attraction of the best talent, retention of our existing talent, and productivity across the business, motivation to give great service increased morale. All these factors lead to better quality service being offered to its customers. (Marks and Spencer plc 2013). Accenture offers the following flexible working provisions flexible hours’ reconfiguration of existing hours over contractual number of days, part-time working, and job-sharing, home-enabled working leave of absence policy: allowing employees to take unpaid leave to pursue activities outside of the working environment. The company also makes full use of multiple flexible working arrangements simultaneously, and any type of flexible working is available to each level f employees. (CIPD 2012) Accenture has seven business reasons to create a more flexible, supportive work environment which are to attract and retain a broad range of talented people, to raise morale and increase job satisfaction, to increase productivity and improve business results to enhance commitment and engagement and to cut health care costs and last to attract investors. More than 80% of Accenture e mployees say that achieving work–life balance is important. Fifty-two per cent of Accenture UK employees also said they are already working flexibly at Accenture and these 52% show increased levels of engagement (2013 Accenture). Companies offer flexibility to its workers as they are benefited from it but there are some draw backs as well like some employers that offer flexible working are doing it on case by case basis rather than making it general work practice, an employee that needs flexible working can come to the employer but it is up to the employer to agree or disagree. When the employer approves or disapproves the employees request it creates internal conflict among employees. If an employee finds it unfair that some employees can work flexibly and some cannot, they feel that some workers are preferred more over them which creates conflict and it leads to de-motivated workers causing the standard of work done by them to be less efficient. Although companies with flextime often use core hours to encourage teamwork, employees that work inconsistent schedules cannot spend as much time in collaboration with co-workers as employees that work the same hours. Employees may only have a few hours a day for this collaboration. In some workplaces, work team communication takes place in an ongoing and spontaneous fashion that is hard to limit to just a few hours. Flextime can slow down the pace of work team production because of this restricted collaboration (Kokemuller 2013). The costs involved in administering flexible are also high which restricts small businesses to adapt it. Employees will not be in work at certain times and therefore it may not be suitable for organisations where continuous cover is necessary. Another disadvantage is that if the offices are open for a longer period, it may lead to increased costs for lighting and heating. Following are the barriers that businesses have to face to create a flexible working condition for its employees Operational pressures, customer/service requirements, line managers’ ability to effectively manage flexible workers, line management attitudes, accommodating employee requests for flexibility and financial constraints. Operational pressures: one of the drawbacks is operational pressure which causes stress (CIPD, 2012).? Communication problems: communication problems can hinder productivity with flexible working because relevant information doesn’t get to the employee (CIPD, 2012). Customer and service requirement: when there is high service requirement where staff need to deal with customers it makes flexibility almost impossible (CIPD, 2006). Flexible working is an important aspect in business as there are many benefits. Flexible working is now being practiced by large companies and it has increased significantly. We have seen that how companies like British Gas, Marks and Spencer and Accenture have used flexible working to define its business. Companies have benefited by getting efficient staff, increased productivity and higher levels of motivation of its workers. There are some barriers and one of the main reasons is operational pressure. Thus today use of flexible working is very important for a company’s success. However there are some drawbacks as well like companies have to face increased costs which restrict small businesses to adapt to flexible working. oth employee and employer are benefited from it, advantages of flexible working to employees are Opportunity to achieve a work life balance, increased satisfaction and higher motivation levels. Whereas the benefits to employers are higher productivity, along with improved customer service, reduced absenteeism, lower staff turnover, improved recruitment and retention of a diverse workforce, raised motivation/engagement and enhanc ed employer branding as employer of choice. Thus we can see that the benefits of working flexibly can benefit the company and it is also good for its workers.

Thursday, January 23, 2020

Tuesdays With Morrie :: essays research papers

TUESDAYS WITH MORRIE   Ã‚  Ã‚  Ã‚  Ã‚  Tuesdays with Morrie is a short narrative dealing with the last few months of an amazing man’s life, Morrie Schwartz. Mitch Ablom, the author, has written this novel documenting his experience of spending every Tuesday, during his last few months, with Morrie. It is a sad yet inspiring chronicle concerning the great relationship built between the two men, Morrie Schwartz and Mitchell Ablom.   Ã‚  Ã‚  Ã‚  Ã‚  From the beginning, as the novel opens, Mitch Ablom writes as if he were speaking to the reader. By using this first person point of view, Ablom is able to connect, and communicate, easily with any that picks up this book. In addition, Ablom is also able to become close and almost personal with the reader. With this type of narrative, where one is documenting an entire day spent with another, it is necessary for the author to write in this fashion in order to convey his message clearly. Ablom does not, however, write the entire novel in first person. In instances where Ablom is describing the memories of Morrie, he uses a third person point of view in which Morrie engages in a dialogue. Using the first person point of view, and toggling back and forth with a third person point of view, Ablom’s style is effective in presenting his thoughts and ideas.   Ã‚  Ã‚  Ã‚  Ã‚  As Ablom is â€Å"talking† to his reader, he also displays his thoughts. Many of these thoughts set the tone of the novel by providing an image of exactly what he is thinking. â€Å"It cracks me up. The whole time I know him, I have two overwhelming desires: to hug him and to give him a napkin. (p.31)† Without these thoughts shown to the reader, one cannot understand how much love Mitch Ablom has for his teacher, Morrie. The relationship between the two is an everlasting one that will last forever.   Ã‚  Ã‚  Ã‚  Ã‚  The entire narrative is in a very quick pace. Many different things contribute to this. First of all, being the obvious, the plot and story of this novel is engrossing and absorbing. Secondly, the structure and way in which the book was written contributes to its fast pace. The novel is broken up into short chapters. A novel that contains short chapters always seems to move in a quick tempo. However, although there are many chapters, there are no breaks in which the reader can get lost in. The novel is extremely fluid and continuous. Tuesdays With Morrie :: essays research papers TUESDAYS WITH MORRIE   Ã‚  Ã‚  Ã‚  Ã‚  Tuesdays with Morrie is a short narrative dealing with the last few months of an amazing man’s life, Morrie Schwartz. Mitch Ablom, the author, has written this novel documenting his experience of spending every Tuesday, during his last few months, with Morrie. It is a sad yet inspiring chronicle concerning the great relationship built between the two men, Morrie Schwartz and Mitchell Ablom.   Ã‚  Ã‚  Ã‚  Ã‚  From the beginning, as the novel opens, Mitch Ablom writes as if he were speaking to the reader. By using this first person point of view, Ablom is able to connect, and communicate, easily with any that picks up this book. In addition, Ablom is also able to become close and almost personal with the reader. With this type of narrative, where one is documenting an entire day spent with another, it is necessary for the author to write in this fashion in order to convey his message clearly. Ablom does not, however, write the entire novel in first person. In instances where Ablom is describing the memories of Morrie, he uses a third person point of view in which Morrie engages in a dialogue. Using the first person point of view, and toggling back and forth with a third person point of view, Ablom’s style is effective in presenting his thoughts and ideas.   Ã‚  Ã‚  Ã‚  Ã‚  As Ablom is â€Å"talking† to his reader, he also displays his thoughts. Many of these thoughts set the tone of the novel by providing an image of exactly what he is thinking. â€Å"It cracks me up. The whole time I know him, I have two overwhelming desires: to hug him and to give him a napkin. (p.31)† Without these thoughts shown to the reader, one cannot understand how much love Mitch Ablom has for his teacher, Morrie. The relationship between the two is an everlasting one that will last forever.   Ã‚  Ã‚  Ã‚  Ã‚  The entire narrative is in a very quick pace. Many different things contribute to this. First of all, being the obvious, the plot and story of this novel is engrossing and absorbing. Secondly, the structure and way in which the book was written contributes to its fast pace. The novel is broken up into short chapters. A novel that contains short chapters always seems to move in a quick tempo. However, although there are many chapters, there are no breaks in which the reader can get lost in. The novel is extremely fluid and continuous.

Tuesday, January 14, 2020

Ethics in Counseling Essay

This paper analyses social, ethical and legal issues within a complaint initiated by the NSW Health Care Complaints Commission (HCCC) against a psychologist, Steven Kreft (HCCC v Kreft, 2011). The HCCC investigated a complaint by a client of Kreft of personal and sexual disclosures, as well as unprofessional treatment in the solicitation of a photograph of the client in which the client was dressed in underwear. Kreft’s actions are assessed in light of professional and ethical standards as well as potential breaches of the law. Steven Kreft, was an experienced psychologist narrowly specialising in the treatment of men with anxiety conditions using cognitive-behavioural therapy (HCCC v Kreft, 2011). The client, a 19-year-old married woman, was referred to Kreft because of anxiety and possibly panic attacks, but during the initial stages of counselling, she raised relationship problems, her appearance and sexual needs and practices with him and these became the focus of their se ssions. Kreft conveyed to the client that he was not experienced or skilled in the treatment of relationship problems or sexual disorders, however, the client stated that she wished to continue working with him and he did not insist on referring her elsewhere. The client ultimately accused Kreft of failing to observe proper professional boundaries and engaging in inappropriate discussions of a personal nature in which he: Complimented her on her appearance referring to her petite size, short height and thin build, and likened her to his girlfriend; Commented on her wearing Bonds underwear like his girlfriend wore; Asked the client to comment on his physical appearance; Disclosed details of his personal life including the number of sexual partners he had had, that his girlfriend would share a bed with other girlfriends when they slept over, that he had been in love numerous times, and that he had thought about homosexuality during his youth (HCCC v Kreft, 2011). In addition, Kreft was accused of failing to follow or observe appropriate therapeutic practice and/or failing to observe proper professional boundaries when he asked the client for photographs for a study in which other people would rate the client’s appearance. One of these photographs pictured the client dressed in underwear. Kreft copied these photographs onto his own computer for later presentation to unnamed others. This exercise was not recorded in the client’s clinical notes (HCCC v Kreft, 2011). The HCCC investigated the client’s complaints and took disciplinary action against him. There are numerous social, ethical and legal issues in this case. Although Kreft was in fact a psychologist, for the purpose of this paper, his conduct will be assessed against the Australian Counselling Association’s Code of Ethics and Practice (2012). This paper will explore the power imbalance between Kreft and his client, the effect of his behaviour on the therapeutic relationship and whether Kreft’s behaviour might have breached sexual harassment laws. Ethical and legal guidelines exist to offer protection to people who may experience harm as a result of the actions of another person. According to Welfel (2013, p.3), professional ethics in counselling encompasses five dimensions of behaviour including having sufficient knowledge, skill and judgement; respecting the client’s h uman dignity and freedom; using a counsellor’s inherent power responsibly; and, acting to promote public confidence in the counselling profession. This provides a useful framework for assessing Kreft’s conduct in this case. Beginning with Kreft’s expertise, Kreft usually used a strict cognitive-behavioural protocol for the management of anxiety and panic disorders. Kreft is described by his own treating psychiatrist as a skilled practitioner in a narrow field, having been trained to think rationally and logically. Kreft’s practice â€Å"involved administering protocols, carrying out logic-based interventions and requires his patients to occupy a mindset where they share a common objective and commitment to the treatment and its proposed outcome† (HCCC v Kreft, 2011 at 227). Although referred to Kreft because of his relevant expertise, the treatment interaction became sexualised when the client began talking about her sexual experiences and practices. There was further exploration of her concerns about her personal appearance, low self-esteem, need for validation by men via her sexual activities and descriptions of her specific sexual behaviour. Here, Kreft was out of his professional depth. Specifically on this matter, the Australian Counselling Association’s (ACA) Code of Ethics and Practice states that counsellors must â€Å"endeavour to make suitable referral where competent service cannot be provided† (p.3) and â€Å"undertake regular supervision and debriefing to develop skills, monitor performance and sustain professional accountability† (p.3). Although Kreft recognised that  the client’s relationship and sexual issues were beyond his expertise and conveyed as much to the client, he could have insisted on referral, despite the client’s preference for continued sessions with him. The ACA further states that competence includes being able to recognise when it is appropriate to refer a client elsewhere (p.12). The rationale for this professional expectation is that counsellors are required to â€Å"take all reasonable steps to ensure that the client does not suffer physical, emotional or psychological harm during counselling sessions †(p.4). Sexualisation of the therapeutic relationship can be harmful to clients, and in this case, it is difficult to see how it served the client. According to the ACA Code of Ethics and Practice, â€Å"the helping relationship constitutes the effective and appropriate use of helper’s skills that are for the benefit and safety of the client in his or her circumstanc es† (2012, p.3), and â€Å"counsellors must take all reasonable steps to ensure that the client does not suffer physical, emotional or psychological harm during counselling sessions† (2012, p.4). In relation to the disclosures, for whose benefit where they? It is unclear what led Kreft to make sexualised self-disclosures and what purpose he thought they served. Perhaps it was a response to the client’s exploration of her relationships and sexual activities. Such client self-disclosure can sexualise the therapeutic relationship (Gurtheil & Brodsky, 2011, p. 183). Counsellor disclosures are inevitable and sometimes useful, but self-disclosure can become burdensome to the client and therefore detrimental. Gurtheil and Brodsky (2011) state that in cases of sexual misconduct, â€Å"a key turning point often occurs when the relationship shifts from a therapeutic exchange to one of sharing personal confidences and feelings† (p.114). They further state that even therapists whose practice deliberately includes open self-disclosure, it is rarely useful and usually burdensome for clients to hear details of the therapist’s emotional, sexual, personal or family life. â€Å"Such disclosures, especially when they involve sexual feelings, are nearly always considered boundary violations† (p.115). It seems that Kreft may have been meeting some personal need by making the disclosures. Without having observed the interaction, it is difficult to judge, however, perhaps in an attempt to normalise the client’s experience or keep her engaged, Kreft seems to also be almost boasting of his own sexual prowess. This amounts to an exploitation of the client for  his own needs. The APA states that, â€Å"counsellors must not exploit their clients financially, sexually, emotionally or in any other way (pp.4-5). If poorly handled, the power imbalance inherent in the therapeutic relationship can lead to exploitation of clients (Barnett, Lazarus, Vasquez, Moorehead-Slaughter & Johnson, 2007, p.402). A young female client, is less likely to challenge the appropriateness of such comments. In addition to the sexualised disclosures, Kreft devised an exercise based on his narrow focus on CBT, which he believed would help the client. He requested and obtained a photo of his client wearing a bra and underpants for the purpose of an exercise aimed at ‘challenging’ the client’s maladaptive or negative beliefs about her appearance. The photo was to be shown to a number of unnamed people in order for them to rate her appearance. Kreft claimed in his testimony that he created the exercise based on his expertise and training. He did not state that he researched current effective practice or discussed the client’s needs in supervision. It would seem prudent to educate oneself about an unfamiliar field of practice or client. In fact, the ACA’s ethical expectations include counsellors committing to ongoing personal and professional development, as well as undertake regular supervision and debriefing (p.3). A cursory investigation of recognised treatments for body image problems Butters and Cash (1987) research into effective cognitive-behavioural treatment of women with body-image dissatisfaction found that a combination of methods produced improved affective body image, reduced maladaptive body-image cognitions and enhanced social self-esteem about fitness and sexuality. The methods included providing clients with information about body-image dissatisfaction, having clients construct a personalised hierarchy of body areas, desensitisation to automatic thoughts and developing counterarguments for irrational thoughts. Butters and Cash (1987) did use observer ratings of client physical attractiveness as part of the series of exercises, but there is no suggestion that clients were to be barely dressed in the photographs used. Kreft seemed to exercise poor judgment in his selection of a photograph in which the client was so scantily clothed. Kreft seemed unaware of his power in the relationship. Power within the therapeutic relationship can take numerous forms. Proctor (2002, p.8) states that one basic form is societal power which is expressed in the imbalances between the genders and between the old and young. In this  case, Kreft was an older male with a teenage female client. According to testimony in his case, Kreft was accustomed to working with male clients, so he may have been unaccustomed to working with a young female. He may have been unaware of the subconscious power he held in the relationship simply by virtue of his stronger position in society. Pope and Vasquez (2007, pp41-42) describ e other forms of power that therapists have in relation to clients. These include the power of expectation–clients expects that the therapist’s interventions will be able to induce beneficial change. Related to this is the power to choose the approach to therapy. Kreft chose to make personal disclosures and chose the therapeutic exercise involving the client’s photograph. She complied with the activity, although she stated in her complaint that she was very uncomfortable about it. Kreft failed to recognise this in her delayed provision of the photo, but also failed to recognise that any young woman might be uncomfortable with such an exercise, yet reluctant to refuse. He did not make this psychologically safe for her. Under the Victorian Equal Opportunity Act 2010, both the disclosures and the request for photographs could be deemed sexual harassment and therefore unlawful. A person sexually harasses another person if he or she engages in unwelcome conduct of a sexual nature in relation to another person in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated that the other person would be offended, humiliated or intimi dated. Conduct of a sexual nature includes making orally, any remark or statement with sexual connotations to a person or about a person in his or her presence, and, making any comment of a sexual nature in a person’s presence (Victorian Equal Opportunity and Human Rights Commission, 2013a, p.79). There are therefore three characteristics of behaviour that would have it constitute sexual harassment – being unwelcome; being conduct of a sexual nature; and being conduct that a reasonable person would consider likely to offend, humiliate or intimidate in the circumstances. There seems little doubt that Kreft’s disclosures about his sexual activities fit this definition of conduct of a sexual nature. In relation to whether the comments were unwelcome to the client, it certainly appears so, as she has complained of as much. For conduct to be unwelcome, it must be unsolicited or uninvited by the client, and regarded as undesirable or offensive by the client. Kreft does not suggest that the  client invited the comments. Even if a client does not speak up or complain at the time, the conduct might still be considered unwelcome (Victorian Equal Opportunity and Human Rights Commission, 2013b, p.6). The client’s age is a factor recognised as causing someone to tolerate behaviour even if unwelcome. Numerous sexual harassment cases have recognised how a power imbalance between the parties can contribute to a person remaining silent about how unwelcome the behaviour is (VEOHRC, 2013a, p.85). The final element in sexual harassment is whether the conduct occurred in circumstances in which it could reasonably have been expected that the conduct would offend, humiliate or intimidate the person. Again, given the client’s age in relation to Kreft, and the highly sexual nature of the disclosures, within a relationship that should be focusing on the client’s concerns, it seems that this third criterion of sexual harassment would be met. In conclusion, it seems that Steven Kreft’s behaviour in this case fell far short of recognised ethical, legal and social expectations. He took on a client with issues outside his narrow expertise and attempted to work with her i n relation to the highly sexualised disclosures she made about her relationships with men. Kreft’s own highly sexualised personal disclosures were unethical according to professional guidelines and potentially unlawful, under sexual harassment laws. Kreft’s attempts to help the client change her negative beliefs about her body were devised without reference to existing knowledge in the treatment of such problems and again became sexualised when Kreft chose a photo of the client dressed only in underwear. Ultimately, Kreft was required to update his training, engage in regular supervision, and undergo a suspension of practice for six months. Kreft’s case provides a number of warnings for other practitioners about the dangers of a narrow knowledge and experience base, as well as the importance of understanding the various dimensions of therapeutic relationships. Counsellors would do well to have a sound understanding of ethical boundaries and how they might appropriately respond to a client’s disclosures of sexual behaviour. Having regular supervision is crucial for assisting counsellors in all of these areas. References Australian Counselling Association. (2012). Code of ethics and practice. QLD: Author. Barnett, J., Lazarus, A., Vasquez, M., Moorehead-Slaughter, O., & Johnson, W. (2007). Boundary issues and multiple relationships: Fantasy and reality. Professional Psychology: Research and Practice, 38(4), 401–410. Butters, J. W. & Cash, T. F. (1987) Cognitive-behavioral treatment of women’s body-image dissatisfaction. Journal of Consulting and Clinical Psychology, 55, 6. Gurtheil, T. G. & Brodsky, A. (2011). Preventing boundary violations in clinical practice. London: Guilford Press. HCCC v Kreft (No. 1) (2011) NSWPST 2. HCCC v Kreft (No. 2) (2012) NSWPST 1. Pope, K. S. & Vasquez, M. J. (2011). Ethics in psychotherapy and counselling: A practical guide. New Jersey: John Wiley and Sons. Proctor, G. (2002). The dynamics of power in counseling and psychotherapy: ethics, politics and practice. Ross-on-wye, Herefordshire: PCCS Books. Victorian Equal Opportunity and Human Rights Commission. (2013a). Victorian discrimination law. Melbourne, Australia: Author. Victorian Equal Opportunity and Human Rights Commission. (2013b). Guideline: Sexual harassment. Complying with the Equal Opportunity Act 2010. Melbourne, Australia: Author. Welfel, E. R. (2013). Ethics in counseling and psychotherapy. (5th ed.). Belmont, CA: Brooks/Cole.

Monday, January 6, 2020

The Ethics Of Human Genetic Engineering - 1454 Words

Biemmnet Eshete Professor Eng 112 2 November 2015 The Ethics of Human Genetic Engineering DNA stands for Deoxyribonucleic acid. Deoxyribonucleic corrosive is an atom that conveys a large portion of the hereditary guidelines utilized as a part of the improvement, working and propagation of all known living creatures and numerous infections. The National Institutes of Health and Welcome Trust from the London UK and Craig Vendor of Celera Genomics from Maryland USA at the same time exhibited the grouping of human DNA in June of 2000, finishing the first significant attempt of the Human Genome Project (HGP) (Ridley 2). As researchers connection human attributes to qualities fragments of DNA found on one or a greater amount of the 23 human†¦show more content†¦There are various genetic changes that people can experience the ill effects of that will presumably never be finished unless we effectively mediate and genetic engineering the cutting edge to withstand these issues. Case in point, Cystic Fibrosis, a dynamic and risky sickness for which there is no known cure, c ould be totally cured and annihilated with the assistance of particular genetic engineering, so it can almost never aging effect humans. Though the use of pre-natal hereditary screening is as of now utilized as a part of high-hazard pregnancies for recognition of illness, for example, Down syndrome and Huntington s chorea (Ridley 55, 98). As researchers decide the qualities for extra hereditary conditions, screening of incipient organisms will give more data to potential biological parents, former to their offspring has advanced. On the off chance that a screened embryo were found to convey qualities for a specific malady or inability, its guardians may specifically prematurely end it. This gives parents a choice of raising a child with a disability or back out if they don’t have the means to support the child financially, physically, emotionally or mentally. This is a good thing despite what others say because if a child is born with a disability in to family that doesn’t have the means to support it, it is unfair to all parties