Battle of Magdhaba in World War I

Clash of Magdhaba in World War I Strife The Battle of Magdhaba was a piece of the Sinai-Palestine Campaign of World War I (1914-1918). Date English soldiers were successful at Magdhaba on December 23, 1916. Armed forces Commanders English Commonwealth General Sir Henry Chauvel3 mounted detachments, 1 camel unit Stools Khadir Bey1,400 men Foundation Following the triumph at the Battle of Romani, British Commonwealth powers, drove by General Sir Archibald Murray and his subordinate, Lt. General Sir Charles Dobell, started pushing over the Sinai Peninsula towards Palestine. To help tasks in the Sinai, Dobell requested the development of a military railroad and water pipeline over the promontories desert. Driving the British development was the Desert Column directed by General Sir Philip Chetwode. Comprising of all of Dobells mounted soldiers, Chetwodes power squeezed east and caught the beach front town of El Arish on December 21. Entering El Arish, the Desert Column found the town vacant as Turkish powers had withdrawn east along the coast to Rafa and south long the Wadi El Arish to Magdhaba. Calmed the following day by the 52nd Division, Chetwode requested General Henry Chauvel to take the ANZAC Mounted Division and the Camel Corps south to get out Magdhaba. Moving south, the assault required a speedy triumph as Chauvels men would be working more than 23 miles from the nearest wellspring of water. On the 22nd, as Chauvel was getting his requests, the leader of the Turkish Desert Force, General Freiherr Kress von Kressenstein visited Magdhaba. Hassock Preparations In spite of the fact that Magdhaba was currently ahead of time of the primary Turkish lines, Kressenstein felt required to safeguard it as the army, the second and third legions of the 80th Regiment, comprised of privately selected Arabs. Numbering more than 1,400 men and directed by Khadir Bey, the army was bolstered by four old mountain weapons and a little camel group. Surveying the circumstance, Kressenstein left that night happy with the towns protections. Walking for the time being, Chauvels segment arrived at the edges of Magdhaba close to sunrise on December 23rd. Chauvels Plan Exploring around Magdhaba, Chauvel found that the safeguards had developed five redoubts to ensure the town. Sending his soldiers, Chauvel wanted to assault from the north and east with the third Australian Light Horse Brigade, the New Zealand Mounted Rifles Brigade, and the Imperial Camel Corps. To keep the Turks from getting away, the tenth Regiment of the third Light Horse was sent southeast of the town. The first Australian Light Horse was put for possible later use along the Wadi El Arish. Around 6:30 AM, the town was assaulted by 11 Australian airplane. Chauvel Strikes In spite of the fact that inadequate, the airborne assault served to draw Turkish fire, making the assailants aware of the area of channels and solid focuses. Having gotten reports that the battalion was withdrawing, Chauvel requested the first Light Horse to make a mounted development towards the town. As they drew nearer, they went under ordnance and assault rifle discharge from Redoubt No. 2. Breaking into a jog, the first Light Horse turned and looked for shelter in the aqueduct. Seeing that the town was all the while being guarded, Chauvel requested the full assault forward. This before long slowed down with his men nailed down on all fronts by substantial foe fire. Lacking substantial ordnance backing to break the stop and worried about his water gracefully, Chauvel pondered severing the assault and ventured to such an extreme as to demand consent from Chetwode. This was conceded and at 2:50 PM, he gave orders for the retreat to start at 3:00 PM. Getting this request, Brigadier General Charles Cox, leader of the first Light Horse, chose to overlook it as an assault against Redoubt No. 2 was creating on his front. Ready to approach through the channel to inside 100 yards of the redoubt, components of his third Regiment and the Camel Corps had the option to mount a fruitful blade assault. Having increased a balance in the Turkish protections, Coxs men swung around and caught Redoubt No. 1 and Khadir Beys central command. With the tide changed, Chauvels retreat orders were dropped and the full assault continued, with Redoubt No. 5 tumbling to a mounted charge and Redoubt No. 3 giving up to the New Zealanders of the third Light Horse. Toward the southeast, components of the third Light Horse caught 300 Turks as they endeavored to escape the town. By 4:30 PM, the town was made sure about and most of the army taken prisoner. Fallout The Battle of Magdhaba brought about 97 murdered and 300 injured for the Turks just as 1,282 caught. For Chauvels ANZACs and the Camel Corps setbacks were just 22 murdered and 121 injured. With the catch of Magdhaba, British Commonwealth powers had the option to proceed with their push over the Sinai towards Palestine. With the finish of the railroad and pipeline, Murray and Dobell had the option to begin activities against the Turkish lines around Gaza. Rebuffed on two events, they were inevitably supplanted by General Sir Edmund Allenby in 1917.

Famous Management Journals

RESEARCH WORSHOP ASSIGNMENT # 04 According to the subject grouping of your control print the followings: ? Rundown the diaries in your order ? Rundown of endorsed diaries by HEC ? Rundown of diaries in your general vicinity for ISI Thomson list ? Rundown of some chose diaries with some effect factor MPhil Human Resource Management SUBMITTED ON: second March, 2012 Discipline Chosen: Management Area Chosen: HRM Journal Stated (Management): 141 HRM Journal according to ISI Thomson List: 110 Impact factor according to 2010 SERIAL NO: |NAME OF JOURNAL |3-YEAR IMPACT FACTOR |5-YEAR IMPACT FACTOR |HRM JOURNAL IN ISI | |(MANAGEMENT) | |THOMSON LIST | |1 |ACADEMY OF MANAGEMENT ANNALS |5. 440 |5. 342 |? | |2 |ACADEMY OF MANAGEMENT JOURNAL |5. 250 |10. 779 |? | |3 |ACADEMY OF MANAGEMENT LEARNING and EDUCATION |2. 33 |3. 333 | |4 |ACADEMY OF MANAGEMENT PERSPECTIVES |2. 470 |2. 500 |? | |5 |ACADEMY OF MANAGEMENT REVIEW |6. 720 |11. 657 |? | |6 |ADMINISTRATIVE SCIENCE QUARTERLY |3. 684 |7. 539 |? | |7 |ADVANCES IN STRATEGIC MANAGEMENT-A RESEARCH ANNUAL |0. 43 |0. 636 | |8 |ADVANCES IN STRATEGIC MANAGEMENT-A RESEARCH ANNUAL | |9 |AFRICAN JOURNAL OF BUSINESS MANAGEMENT |? | |10 |AMERICAN REVIEW OF PUBLIC ADMINISTRATION |? | |11 |ASIA PACIFIC JOURNAL OF HUMAN RESOURCES |0. 18 |? | |12 |ASIA PACIFIC JOURNAL OF MANAGEMENT |3. 355 |? | |13 |ASIAN BUSINESS and MANAGEMENT |0. 610 |? | |14 |AUSTRALIAN JOURNAL OF MANAGEMENT |0. 469 |? | |15 |AUSTRALIAN JOURNAL OF PUBLIC ADMINISTRATION |? |16 |BALTIC JOURNAL OF MANAGEMENT |0. 525 |? | |17 |BASIC AND APPLIED SOCIAL PSYCHOLOGY |? | |18 |BRITISH JOURNAL OF GUIDANCE and Counseling |0. 403 |0. 646 |? | |19 |BRITISH JOURNAL OF INDUSTRIAL RELATIONS |1. 033 |1. 529 |? | |20 |BRITISH JOURNAL OF MANAGEMENT |1. 85 |2. 631 |? | |21 |CALIFORNIA MANAGEMENT REVIEW |1. 706 |2. 524 |? | |22 |CANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES |0. 714 |0. 695 |? | |23 |CAREER DEVELOPMENT QUARTERLY |1. 345 |1. 406 |? | |24 |CHINESE MANAGEMENT STUDIES |0. 750 |0. 39 |? | |25 |CONFLICT MANAGEMENT AND PEACE SCIENCE |? | |26 |CROSS CULTURAL MANAGEMENT-AN INTERNATIONAL JOURNAL |? | |27 |CULTURE AND ORGANIZATION |? | |28 |DECISION SCIENCES |2. 233 |3. 937 |? |29 |Â EUROPEAN FINANCIAL MANAGEMENT | |30 |EUROPEAN JOURNAL OF INDUSTRIAL RELATIONS |0. 690 |0. 926 |? | |31 |EUROPEAN JOURNAL OF INTERNATIONAL MANAGEMENT |0. 220 |? | |32 |EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY |1. 489 |2. 682 |? |33 |EUROPEAN MANAGEMENT JOURNAL |? | |34 |FINANCIAL MANAGEMENT | |35 |GENDER WORK AND ORGANIZATION |0. 733 |1. 373 |? | |36 |GROUP and ORGANIZATION MANAGEMENT |2. 415 |2. 710 |? | |37 |GROUP DECISION AND NEGOTIATION |1. 48 |1. 313 |? | |38 |HARVARD BUSINESS REVIEW |1. 881 |2. 671 |? | |39 |HUMAN ORGANIZATION |? | |40 |HUMAN PERFORMANCE |0. 636 |1. 962 |? | |41 |HUMAN RELATIONS |1. 701 |2. 95 |? | |42 |HUMAN RESOURCE DEVELOPMENT QUARTERLY |0. 475 |? | |43 |HUMAN RESOURCE MANAGEMENT |1. 341 |1. 825 |? | |44 |HUMAN RESOURCE MANAGEMENT JOURNAL |? | | 45 |HUMAN RESOURCE MANAGEMENT REVIEW |2. 796 |? |46 |INDUSTRIAL and LABOR RELATIONS REVIEW |1. 071 |1. 607 |? | |47 |INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE| |? | |AND PRACTICE | |48 |INDUSTRIAL RELATIONS |1. 311 |1. 948 |? |49 |Â INDUTRIAL MARKETING MANAGEMENT | |50 |INFORMATION and MANAGEMENT | |51 |INTERNATIONAL JOURNAL OF CONFLICT MANAGEMENT |? | |52 |INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT |0. 869 |1. 610 |? |53 |INTERNATIONAL JOURNAL OF INDUSTRIAL ORGANIZATION |? | |54 |INTERNATIONAL JOURNAL OF INTERCULTURAL RELATIONS |? | |55 |INTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS |2. 641 |4. 304 |? | |56 |INTERNATIONAL JOURNAL OF MANPOWER |0. 429 |0. 752 |? | |57 |INTERNATIONAL JOURNAL OF OPERATIONS and PRODUCTION MANAGEMENT |1. 12 |2. 792 | |58 |INTERNATIONAL JOURNAL OF PROJECT MANAGEMENT | |59 |INTERNATIONAL JOURNAL OF SELECTION and ASSESMENT |? | |60 |INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT |0. 859 |1. 361 |? | |61 |INTERNATIONAL JOURNA L OF STRESS MANAGEMENT |? |62 |INTERNATIONAL ORGANIZATION |? | |63 |INTERNATIONAL PUBLIC MANAGEMENT JOURNAL |? | |64 |INTERNATIONAL REVIEW OF ADMINISTRATIVE SCIENCES |0. 848 |0. 798 |? | |65 |JOURNAL FOR EAST EUROPEAN MANAGEMENT STUDIES |0. 781 |? | |66 |JOURNAL OF APPLIED BEHAVIORAL SCIENCE |1. 82 |? | |67 |JOURNAL OF APPLIED PSYCHOLOGY |3. 977 |6. 730 |? | |68 |Â JOURNAL OF APPLIED SOCIAL PSYCHOLOGY |? | |69 |JOURNAL OF BEHAVIORAL DECISION MAKING |1. 672 |2. 409 |? | |70 |JOURNAL OF BUSINESS ECONOMICS AND MANAGEMENT |3. 66 | |71 |JOURNAL OF BUSINESS ECONOMICS AND MANAGEMENT | |72 |JOURNAL OF BUSINESS RESEARCH |1. 773 |2. 484 |? | |73 |JOURNAL OF CAREER ASSESSMENT |1. 639 |1. 986 |? | |74 |JOURNAL OF CAREER DEVELOPMENT |1. 50 |1. 125 |? | |75 |Â JOURNAL OF CONSUMER PSYCHOLOGY |? | |76 |JOURNAL OF COUNSELING AND DEVELOPMENT |0. 623 |0. 894 |? | |77 |JOURNAL OF ECONOMICS and MANAGEMENT STRATEGY |1. 123 |1. 656 | |78 |JOURNAL OF EXPERIMENTAL PSYCHOLOGY-APPLIED |2. 237 |2. 09 |? | |7 9 |JOURNAL OF INDUSTRIAL AND MANAGEMENT OPTIMIZATION |? | |80 |JOURNAL OF INDUSTRIAL RELATIONS |0. 430 |? | |81 |JOURNAL OF INTERNATIONAL BUSINESS STUDIES |4. 184 |5. 539 |? | |82 |JOURNAL OF INTERNATIONAL COMPENSATION |? |83 |JOURNAL OF INTERNATIONAL FINANCIAL MANAGEMENT and ACCOUNTING | |84 |JOURNAL OF INTERNATIONAL MANAGEMENT |1. 298 |? | |85 |JOURNAL OF MANAGEMENT |3. 758 |6. 210 |? | |86 |JOURNAL OF MANAGEMENT and ORGANIZATION |0. 425 |? | |87 |JOURNAL OF MANAGEMENT INQUIRY |1. 83 |1. 600 |? | |88 |JOURNAL OF MANAGEMENT STUDIES |3. 817 |4. 684 |? | |89 |JOURNAL OF MANAGERIAL PSYCHOLOGY |2. 150 |? | |90 |JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY |0. 882 |2. 259 |? | |91 |JOURNAL OF OPERATIONS MANAGEMENT |5. 093 |6. 29 | |92 |JOURNAL OF ORGANIZATIONAL BEHAVIOR |2. 351 |4. 411 |? | |93 |JOURNAL OF ORGANIZATIONAL BEHAVIOR MANAGEMENT |0. 963 |1. 222 |? | |94 |JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT |0. 650 |0. 944 |? | |95 |JOURNAL OF PERSONNEL PSYCHOLOGY |? |96 |JOU RNAL OF PRODUCT INNOVATION MANAGEMENT | |97 |JOURNAL OF PURCHASING AND SUPPLY MANAGEMENT | |98 |JOURNAL OF SMALL BUSINESS MANAGEMENT | |99 |JOURNAL OF SUPPLY CHAIN MANAGEMENT |5. 853 |11. 06 | |100 |JOURNAL OF THE OPERATIONAL RESEARCH SOCIETY |1. 102 |1. 481 | |101 |JOURNAL OF VOCATIONAL BEHAVIOR |2. 604 |3. 928 | |102 |JOURNAL OF WORLD BUSINESS |? | |103 |KNOWLEDGE MANAGEMENT RESEARCH and PRACTICE |0. 55 | |104 |LEADERSHIP |0. 535 |1. 381 |? | |105 |LEADERSHIP QUARTERLY |2. 902 |4. 919 |? | |106 |Â MANAGEMENT ACCOUNTING RESEARCH | |107 |MANAGEMENT AND ORGANIZATION REVIEW |2. 06 |? | |108 |MANAGEMENT COMMUNICATION QUARTERLY | |109 |MANAGEMENT DECISION |1. 078 | |110 |MANAGEMENT INTERNATIONAL REVIEW |0. 882 |? | |111 |MANAGEMENT SCIENCE |2. 221 |3. 66 |? | |112 |MIS QUARTERLY |5. 041 |9. 821 | |113 |MIT SLOAN MANAGEMENT REVIEW |1. 452 |2. 317 |? | |114 |NEW TECHNOLOGY WORK AND EMPLOYMENT |0. 469 |1. 000 |? | |115 |OMEGA-INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE |3. 467 |3. 733 |? |116 |ORGANIZATION |1. 488 |2. 152 |? | |117 |ORGANIZATION and ENVIRONMENT |? | |118 |ORGANIZATION SCIENCE |3. 800 |5. 838 |? | |119 |ORGANIZATION STUDIES |2. 339 |? | |120 |ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES |2. 80 |3. 586 |? | |121 |ORGANIZATIONAL DYNAMICS |0. 862 |0. 979 |? | |122 |ORGANIZATIONAL RESEARCH METHODS |4. 423 |5. 350 |? | |123 |PERSONNEL PSYCHOLOGY |3. 367 |6. 395 |? | |124 |PERSONNEL REVIEW |0. 446 |1. 74 |? | |125 |Â PRODUCTION AND OPERATIONS MANAGEMENT | |126 |PUBLIC ADMINISTRATION |1. 292 |1. 938 |? | |127 |PUBLIC MANAGEMENT REVIEW |1. 295 |1. 387 |? | |128 |Â PUBLIC PERFORMANCE AND MANAGEMENT REVIEW |? |129 |PUBLIC PERSONNEL MANAGEMENT |0. 200 |0. 479 |? | |130 |R and D MANAGEMENT |1. 580 |2. 806 |? | |131 |RESEARCH IN ORGANIZATIONAL BEHAVIOR |4. 833 |5. 167 |? | |132 |REVIEW OF INDUSTRIAL ORGANIZATION |? | |133 |REVIEW OF PUBLIC PERSONNEL ADMINISTRATION |0. 91 |? | |134 |SCANDINAVIAN JOURNAL OF MANAGEMENT |1. 108 |? | |135 |SMALL GROUP RESEAR CH |1. 148 |1. 888 | |136 |SOUTH AFRICAN JOURNAL OF BUSINESS MANAGEMENT |0. 146 | |137 |STRATEGIC MANAGEMENT JOURNAL |3. 583 |6. 18 | |138 |STRATEGIC ORGANIZATION |2. 727 | |139 |TOTAL QUALITY MANAGEMENT and BUSINESS EXCELLENCE | |140 |WORK AND OCCUPATIONS |0. 857 |1. 682 |? | |141 |WORK AND STRESS |3. 071 |4. 71 |? | |TOTAL |141 |99 |75 |110 | HEC RECOGNIZED JOURNALS: 10 DISCIPLINE: MANAGEMENT 1. Business Review 2. Diary of Behavioral Sciences 3. Diary of Gender and Social Issues 4. Diary of Independent Studies and Research? The executives 5. Diary of Quality and Technology Management 6. Pakistan Business Review 7. Pakistan Journal of Psychological Research 8. Pakistan Journal of Psychology 9. Pakistan Journal of Scientific and Industrial Research 10. Pakistan Journal of Social Sciences

Psychiatrist Expertise, Specialties, and Training

Psychiatrist Expertise, Specialties, and Training Student Resources Careers Print What Is a Psychiatrist? Medical Specialty Straddling Psychology and Neurology By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on December 09, 2019 Rolf Bruderer/Getty Images More in Student Resources Careers APA Style and Writing Study Guides and Tips In This Article Table of Contents Expand Concentrations Procedural Expertise Subspecialties Training and Certification Appointment Tips View All Back To Top A psychiatrist is a medical doctor who specializes in the treatment of mental disorders. Because psychiatrists hold a medical degree and are trained in the practice of psychiatry, they are one of the few professionals in the mental health field able to prescribe medications to treat mental health issues. Much like a general practice physician, a psychiatrist may perform physical exams and order diagnostic tests in addition to practicing psychotherapy. Psychiatrists may work as part of a mental health team, often consulting with primary care physicians, social workers, occupational therapists, and psychiatric nurses. Psychiatrists will also work withâ€"but should not be confused withâ€"psychologists. Psychologists are not medical doctors and cannot prescribe medications except in Louisiana and New Mexico. Moreover, psychiatrists are directed by the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) issued by the American Psychiatric Association. While psychologists often refer to the DSM-5, they rely on standardized psychological testsâ€"such as the Minnesota Multiphasic  Personality  Inventory and Rorschach Inkblot Testâ€"to direct care. 5 Ways That Psychiatrists and Psychologists Differ Concentrations According to the Occupational Outlook Handbook issued by the Bureau of Labor Statistics, psychiatrists  are primary mental health physicians. Among their core responsibilities are the diagnosis and treatment of mental illnesses. Psychiatrists will use a variety of techniques to determine whether a persons symptoms are psychiatric, the result of a physical illness, or a combination of both. This requires the psychiatrist to have a strong knowledge of general medicine, psychology, neurology, biology, biochemistry, and pharmacology. Perhaps more so than any other medical doctor, psychiatrists are skilled in doctor-patient relationships and trained to use psychotherapy and other therapeutic communication techniques to qualitatively diagnosis and monitor mental conditions. Treatment may be delivered on an outpatient basis or on an inpatient basis in a psychiatric hospital. The types of mental disorders are far-ranging and can be broadly characterized as follows: Anxiety disorders, including generalized anxiety disorder (GAD), obsessive-compulsive disorder (OCD), panic disorder (PD), phobias, and social anxiety disorder (SAD)Eating disorders, including anorexia nervosa (AN), binge eating, and bulimia nervosa (BN)Mood disorders, including bipolar disorder (BD), major depressive disorder (MDD), and substance-induced mood disorder (SIMD)Personality disorders, including borderline personality disorder (BPD), narcissistic personality disorder (NPD), obsessive-compulsive personality disorder (OCPD). and paranoid personality disorder (PPD)Psychotic disorders, including bipolar psychosis, schizophrenia, schizoaffective disorder, and substance-induced psychotic disorder (SIPD)Specific learning disorders, including attention-deficit hyperactivity disorder (ADHD) and dyslexia Procedural Expertise Psychiatry is situated in a middle ground between psychology (the study of behavior and the mind) and neurology (the study of the brain and nervous system). In practice, a psychiatrist will consider symptoms of mental illness in two ways: Assessing the impact of a disease, physical trauma, or substance use on a persons behavior and mental stateEvaluating symptoms in association with a persons life history and/or external events or conditions (such as emotional trauma or abuse) The approach, known as the biopsychosocial model, requires the psychiatrist to use multiple tools to render a diagnosis and dispense the appropriate treatment. Mental Status Examination Mental status examinations (MSE)  are an important part of the clinical  assessment of a psychiatric condition. It is a structured way of observing and evaluating a persons psychological function from the perspective of attitude, behavior, cognition, judgment, mood, perception, and thought processes. Depending on the presumed illness, the psychiatrist would use a variety of psychological tests to establish the presence of characteristic symptoms and rate their severity. Based on the results, the psychiatrist would refer to the DSM-5 to see if the symptoms meet the diagnostic criteria for the mental disorder. Examples include: Anxiety tests such as the Beck Anxiety Inventory and Liebowitz Social Anxiety ScaleDepression tests such as the Hamilton Rating Scale for Depression and the Beck Hopelessness ScaleEating disorder tests such as the Minnesota Eating Behavior Survey and the Yale Food Addiction ScaleMood disorder tests such as the My Mood Monitor Screen and the Altman Self-Rating Mania ScalePersonality disorder tests such as the Yale-Brown Obsessive-Compulsive Scale and the Shedler-Westen Assessment Procedure (SWAP-200)Psychosis tests such as the Scale for the Assessment of Negative Symptoms and the Scale for the Assesment of Positive Symptoms How Depression Tests Work Biomedical Diagnosis As with many medical conditions, the diagnosis of mental illness will often involve a process of elimination to explore and exclude all possible causes. Known as a differential diagnosis, the process would involve a combination of MSE and biomedical tests to differentiate the presumed cause from others with similar symptoms. The biomedical tools used by a psychiatrist may include: A physical examinationBrain imaging  studies such as  computed tomography  (CT),  magnetic resonance imaging  (MRI), and positron emission tomography  (PET) to check for tumors, hemorrhage, or lesionsElectroencephalogram (EEG) to identify irregularities in brain electrical activity, including epilepsy, a head injury, or a cerebral blood obstructionBlood tests to evaluate blood chemistry, electrolytes, liver function, and kidney function that may directly or indirectly impact the brainDrug screening to detect illicit or pharmaceutical drugs in a blood or urine sampleSTD screening to detect syphilis, HIV, and other sexually transmitted infections that can affect the brain Psychotherapy Psychotherapy is integral to both the diagnosis and treatment of mental illness. It involves meeting with patients on a regular basis to talk about their problems, behaviors, feelings, thoughts, and relationships. The goal of the psychiatrist is to help people find solutions to their problems by exploring thought patterns, behaviors, past experiences, and other internal and external influences. People undergoing psychotherapy might meet with their psychiatrist individually or as part of a family or group session. Depending on the diagnosis and.or severity of symptoms, psychotherapy may be used for a specific period of time or an ongoing basis. At least 50 percent of people with a major depressive episode is likely to have another and would benefit from regular psychotherapy, according to a 2007 study in Clinical Psychology Review. Psychiatric Medications Medications are commonly used in psychiatry, each of which has differing properties and psychoactive effects. A psychiatrist needs to be well versed in both the mechanism of action (how a drug works) and pharmacokinetics (the way a drug moves through the body) of any prescribed medication. Combination drug therapy is often used in psychiatry and may require ongoing adjustments to achieve the intended effect. Finding the right combination may take time and is often a process of trial-and-error. The medications used in psychiatry are broadly classified by six different classes: Antidepressants used to treat depression,  anxiety disorders,  eating disorders,  and  borderline personality disorderAntipsychotics used to treat schizophrenia  and  psychotic  episodesAnxiolytics used to treat anxiety disordersDepressants, such as hypnotics,  sedatives, and  anesthetics. used to treat episodic anxiety, insomnia, and panicMood stabilizers used to treat  bipolar disorder  and  schizoaffective disorder.Stimulants used to treat  ADHD  and  narcolepsy How to Take Psychotropic Drugs Safely Other Treatments Other interventions may be used when a mental disorder is treatment-resistant or intractable (difficult to control). These include: Deep brain stimulation (DBS), involving the implantation of electrical probes to stimulate parts of the brain in people with severe depression, dementia, OCD, or substance abuse  Electroconvulsive therapy (ECT), involving the external delivery of electrical currents to the brain to treat severe bipolar disorder, depression, or catatoniaPsychosurgery, using surgical techniques like cingulotomy, subcaudate tractotomy, and limbic leucotomy to sever specific circuits in the brain associated with severe schizophrenia, OCD, and anxiety Despite evidence of their benefits, all of these interventions are considered highly controversial with variable results and degrees of success. Subspecialties There are a number of subspecialties in psychiatry that allow practitioners to focus on specific conditions or groups. These include: Addiction psychiatryAdolescent and child psychiatryForensic psychiatry (the application of psychiatry in a criminal, courtroom, or correctional settings)Geriatric psychiatry (psychiatry among the elderly)Neuropsychiatry (mental disorders associated with nervous system injuries or disease)Occupational psychiatry (psychiatry in the workplace, particularly occupations in which risk, danger, or grief is common)Psychosomatic medicine (physical diseases with a mental component) Training and Certification To become a psychiatrist, you would first need to obtain a bachelors degree and complete the prerequisite courses in biology, chemistry, advanced math, physics, and social science. You would also need to pass the Medical Competency Aptitude Test (MCAT) and maintain a strong grade point average (usually 3.3 and higher). Next, you would enroll in medical school to obtain either a Doctor of Medicine (MD) or Doctor of Osteopathic Medicine (DO) degree. Medical school typically consists of two years of classroom studies followed by two years of clinical rotations in different medical facilities. Upon completion of medical school, you would start a four-year residency in psychiatry. The first year would involve general residency training followed by three years of focused work in psychiatry (including psychopharmacology, substance abuse, and cognitive behavioral therapy). After the completion of residency, you would need to secure a medical license in the state in which you intend to practice. This would involve a national test and, in some states, a state exam. Doctors with an MD degree would take the two-part U.S. Medical Licensing Examination (USMLE), while those with a DO degree could opt to complete the Comprehensive Osteopathic Medical Licensing Examination (COMLEX) instead. Once you have passed the exam, you are eligible to apply for board certification. The certification is granted by the American Board of Psychiatry and Neurology (ABPN), a member of the American Board of Medical Specialties (ABMS). ABPN certification must be renewed every 10 years. Medical licenses must also be renewed as per the laws of the state. Appointment Tips Meeting with a psychiatric for the first time can be extremely stressful. It generally helps to know what to expect and which questions to ask to get the most out of an appointment. Expect to spend an hour or two on your first visit. Many psychiatrists will start the exam by taking your vitals (temperature, heart rate, and blood pressure) to establish a baseline. There may also be a possibility of a blood draw. If your symptoms warrant it, your doctor may send you for further testing or scans. When starting out, the psychiatrist will ask a lot of questions to better understand the nature of your symptoms as well as your family history, medical history, prior treatments, and substance use. It also helps to bring along a complete list of medications you take, both prescription and non-prescription. Try to be as honest and open as you can during the evaluation, staying on topic so that the process can be structured and focused. Since this will be your first meeting, take the opportunity to learn who your psychiatrist is. Feel free to ask about the psychiatrists credentials and how the practice works. Examples include: What experience do you have dealing with my condition?Do you specialize in my condition or treat others?What are your training and background?Can I contact you in a crisis?Who will cover for you on holidays or when youre away? You should also participate as a full partner in your care, asking relevant questions like: What is this test used for?How did you reach your diagnosis?What is the treatment plan?Do I need medication, or can I manage without?How did you decide this was the best treatment for me?What side effects might I expect?Are there ways to manage the side effects?When should I start feeling better?How will I know if Im getting better?What should I do if the side effects are intolerable? Be sure to write down your questions in advance so that you dont forget anything. You should also take notes to ensure you have an accurate record of your discussion. If at any stage you feel uncertain about a course of treatment, do not hesitate to seek a second opinion. This is especially true if a drug or treatment has risks or significant side effects. If you need to find a psychiatrist, ask your primary care doctor for referrals (ideally ones who specialize in your condition). You can check their certification online by using the ABPN verification system. Tips for Meeting With a New Psychiatrist A Word From Verywell Psychiatry can be a rewarding career, but it requires individuals with focus and an innate sense of empathy and patience. Although psychiatrists approach diagnosis and treatment in a very structured way, they must have flexibility in knowing when its time to change or stop treatment. While psychiatrists tend to work normal office hours, there may be crises in the middle of the night or weekends that demand immediate attention. Whatever the challenges, a psychiatrist needs to remain staunchly objective in order to avoid burnout and compassion fatigue. Day-to-day duties can vary depending on the specialty area and employment sector. A psychiatrist in a hospital may deal with an ever-changing roster of acute mental disorders, while those in private or group practices may have a specific scope of practice and a more routine schedule. According to the Bureau of Labor Statistics, the demand for psychiatrists is expected to grow by 11 percent in the next decade, a rate higher than average. As many work in private practice as those in hospitals, substance abuse centers, and outpatient clinics. In 2018, the median annual income for a psychiatrist in the United States was $220,380, according to the BLS. Psychiatrists in outpatient care centers tend to make slightly more than those in hospitals or private practice.

How Get A Car Loan With Bad Credit And Good Income

How to get a car loan with bad credit and good income Description: don’t get dishearten if you have a bad credit score. Because now you can get various options of having the same if you research properly on how to get a car loan with bad credit. Bad credit does not always mean the end of the world for you and that you can never achieve your dream of buying a car on auto financing option. If you have a good income and steady inflow of cash then you can definitely get a loan for yourself and purchase a car for you but for that, you need to think it properly and go to those places from where you can get help. Since the time of great slump in 2008 credit scores are playing a pivotal role in getting loans from the financial institutions, but those who were hard hit by the economic downturn can have a sigh of relief as the auto financing companies are now lowering the requirements to approve a car loan even for the persons who have pretty bad credit score. Now if you are thinking about how to get a car loan with bad credit then you must put stress on a few things which can win the battle for you. †¢ A good job: this is the utmost and most important requirement in which you have to put stress because with a good job in reputed company can open new doors of opportunities for you and you can apply for the auto loan. †¢ Some sort of down payment: this is another good way to grab the auto financing option for buying a car even with a bad credit score. If you can manage to deposit aShow MoreRelatedTaking An Auto Loan For A Bad Credit918 Words   |  4 Pagesof your bad credit, you cannot qualify for a bad credit car loan? Then think again. Many lenders will not lend to persons with bad credit which is normally a score of 620 or less. There are however, a number of companies that will provide you with the auto loan facility that you can afford. There are also those that will seek to provide you with the car loan that you want. There is a big difference between the two. The former will provide that which you can safely afford to purchase a car and is basedRead MoreCredit Analysis Exercise Essay1111 Words   |  5 PagesAssignment   #2 Personal   Finance   p.   183 Combined    Yearly    Combined Income    Estimate Category Vicki Tim Assets Checking   Account Car 401K Income Gross   Annual   Salary After- ­Ã¢â‚¬ Tax   Monthly   Salary (Monthly   Take   Home   Pay) Liabilities Student   Loan Credit   Card   Balance Monthly   Expenses Rent Food Student   Loan Credit   card   payments Entertainment Wedding   Expenses Gas   /   Repairs Retirement   Savings 401kRead MoreThe Importance Of Credit953 Words   |  4 PagesI understood that I had credit because I am an authorized user with my mom visa card, but when I tried to pull a credit report and credit score it show that I wasn’t able to be found. However I have only been an authorized user for about three months. Nevertheless, I just use the visa card for gas. I don’t spend money, and wouldnt use a credit card that is why I don’t have one in my name. I like carrying cash because it’s easier to know how much I have to spend instead of just easily swiping a cardRead MoreKey Benefits Of A Secured Loan861 Words   |  4 Pagescurrent economic climate where loans are not so readily available as they used to be it is useful to know what your options are before applying for a loan. Secured Loans A secured loan is a loan that is secured on your property, and is available to people that have a mortgage on their property who also have enough equity left in their property. The maximum LTV (loan to value) allowable if you have a good credit history is currently 85% i.e. the total of your loan and mortgage debt must be lessRead MoreHouston Fha Loan Essay724 Words   |  3 PagesOverview of Houston FHA loans The first question on your mind as a potential homeowner is how to finance the acquisition of a home. Thankfully, there are different ways of financing a home acquisition and mortgages remain one of the most popular options. However, there are different types of mortgage programs offered by different mortgage providers, with one of the most common being FHA loans. What is Houston FHA loan? For a resident of Houston or intending homebuyer, it only makes sense to askRead MoreEssay On Types Of Loans768 Words   |  4 PagesSeven Types of Loans and How They Can Benefit You There are many different types of loans and methods of borrowing money. Which loan is best for you will depend upon your circumstances and your personal finances as well as what you need the money for. The following is an overview of many of the most popular loans that are available, and how they may benefit you. Equity Loans This type of loan is based upon the equity in your home. Equity is simply the amount your house is worth minus the amountRead MoreA Good Credit Profile Can Improve Your Credit Score Essay1511 Words   |  7 Pagessome, there are just goods that they consider absolutely essential to their existence, often to the point of spending every cent just to have these. In turn, they rely on loans, and survive from paycheck to paycheck. But living on credit will then lead to a lifetime of hardship to pay off all their loans. If worse comes to worst, some may even default on these loans. But don t blame the loans. In fact, a good credit profile can improve your credit score. Before applying for a loan, you must first learnRead MoreSaving Money For College Education1001 Words   |  5 Pageshousehold income at the same age was only about 5% higher than Baby Boomers. Therefore, while Gen X is not making much more money than Baby Boomers, they have accumulated more debt, and are reducing debt a t a slower pace than any other generation (Matthews, 2014). According to Matthews, because incomes are rising more slowly than the last twenty years, Gen X needs to borrow if they want steadily increasing standards of living enjoyed by their parents. In addition to slower growing incomes and a higherRead MoreEssay On Installment Loans1276 Words   |  6 PagesPersonal Installment Loans Offer a Financial Lifeline for Those Struggling with Money (-- removed HTML --) Personal Installment Loans Offer a Financial Lifeline for Those Struggling with Money (-- removed HTML --) Personal installment loans help consumers to avoid lump-sum payments that force many borrowers to renew their loans and fall into debt traps according to report posted at (-- removed HTML --) qz.com (-- removed HTML --) . The report examined a report by Joseph Williams who praised theRead MoreQuestions On The Simple Debt Freedom Solutions Essay1179 Words   |  5 Pagesout your credit card and buy the next big shiny object. He just told you to believe in yourself and spend $995. The super-duper business kit and $150 auto-ship is the key to millions. Just charge it. That new flat screen is calling. 0% interest for 18 months. It looks good 70 inch and it curves. How about a new car. You just paid this one-off but it s 5 years old and the new car has more lights. The payments are about the same... what is another 5 years paying off another car. You look good in a depreciating

Business and Employment Law - Free Essay Example

Sample details Pages: 9 Words: 2849 Downloads: 7 Date added: 2017/06/26 Category Business Essay Type Cause and effect essay Tags: Employment Essay Did you like this example? End of Chapter Questions à ¢Ã¢â€š ¬Ã¢â‚¬Å" Business and Employment Law Week One Page 32, question 5: Is the hospital correct? What additional information might you wish to know to answer this question? The classification of an employee and independent contractor is brought up in the case of Wojewski versus Rapid City Regional Hospital Inc. (Bennett-Alexander Hartman, 2012). The text defines an independent contractor as a person who contracts with a business to perform a specific task, but has complete control over how the process is completed. The business has little to no input over the procedures an independent contractor uses to complete their work. In most cases, the liability lies with the independent contractor, not the business if a claim is made (Bennett-Alexander Hartman, 2012). An independent contractor is also typically paid in a lump sum by the job and is responsible for paying all related taxes (Bennett-Alexander Hartman, 2012). Unlike an independent contractor, an employer has a lot more control over an employee. Employees typically receive a great deal more instruction on how to complete tasks related to their jobs, have specific work hours, completes work at the employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s business location, use equipment provided by the employer, and is paid by the hour, week, or month (Bennett-Alexander Hartman, 2012). The employer is responsible for withholding and paying Social Security, IRS federal income, and state taxes as well as federal unemployment compensation (Bennett-Alexander Hartman, 2012). An employer will most likely offer benefits to employees such as paid time off, 401K retirement plans, and medical and dental insurance, all of which are not offered to independent contractors (Bennett-Alexander Hartman, 2012). The text references several tests that are used to define an employee and independent contractor which include the common-law agency test, IRS 20-factor analysis, and the economic real ities test (Bennett-Alexander Hartman, 2012). The initial conclusion based on the information provided in the text is that the hospital is not correct in claiming that Wojewski is an independent contractor. The information provided points to several factors that indicate Wojewski is an employee of the hospital. Once of the main factors in concluding that he is an employee is the amount of control the hospital had over his work. The hospital required that his work be supervised by another doctor. Wojewski was also required to attend mandatory therapy sessions, submit to competency tests, take only prescribed medication, agree to random drug testing, and take required vacations (Bennett-Alexander Hartman, 2012). If Wojewski was indeed an independent contractor, the hospital would not be able to impose these types of restrictions on his work. This conclusion is also supported by several factors listed on the IRS 20-factor analysis including instructions, work performed on employer à ¢Ã¢â€š ¬Ã¢â€ž ¢s premises, furnishing of tools and materials, oral or written reports, and right to discharge (Bennett-Alexander Hartman, 2012). Wojewski should be able to move forward with his claim of disability discrimination, as long as bipolar disorder is covered under the Americans with Disabilities Act. However, the initial conclusion is proved false after reading the case file. The file provided additional information such as Wojewski leased separate office space and hired, paid and maintained his own staff of administrators, nurses, and physicianà ¢Ã¢â€š ¬Ã¢â€ž ¢s assistants (Wojewski v. Rapid City Regional Hospital Inc, 2006). The additional information also revealed that Dr. Wojewski billed his patients directly and received payments directly from his patients. The hospital had no involvement in billing patients or paying Dr. Wojewskià ¢Ã¢â€š ¬Ã¢â€ž ¢s for his services completed at their facility (Wojewski v. Rapid City Regional Hospital Inc, 2006). The hospital also did not withhold taxes for Wojewski, issue a W-2 or 1099, or provide any benefits such as health or malpractice insurance to the doctor (Wojewski v. Rapid City Regional Hospital Inc, 2006). All of the details included in this additional information correctly points to Dr. Wojewski as being an independent contractor, not an employee of the hospital. The additional information included in the case file also help to clear up the issue of the control the hospital implemented over Wojewski. It was this control that initially classified him as an employee. The case file clarified that the control placed on Dr. Wojewski was personal control, not control over how he completed his work (Wojewski v. Rapid City Regional Hospital Inc, 2006). The hospital had the right to impose personal controls over Dr. Wojewski in order to safeguard patient safety and avoid liability in the instance of a lawsuit. Wojewski still had full control over the way he worked and performed operations (Wojewski v. Rapid City Regional Hospital Inc, 2006). Dr. Wojewski, as an independent contractor, is not able to make a claim of disability discrimination under the Americans with Disabilities Act because he is not an employee of the hospital. The following additional information would have been helpful in answering the question. Define staff privileges. This would have been helpful to determine if Wojewski received benefits from the hospital. To what extent is bipolar disorder covered under the Americans with Disabilities Act? Describe what is meant by à ¢Ã¢â€š ¬Ã…“acute episodeà ¢Ã¢â€š ¬Ã‚ ? Was a patient seriously injured? Is the hospital considered an agency of the United States government or fully owned by the United States government? This may have changed the outcome of the case. Page 82, question 6: Does the employee have a claim? In the case of Bonidy versus Vail Valley Center for Aesthetic Dentistry, the plaintiff a terminated employee makes a claim against the defendant , the dental company (Bennett-Alexander Hartman, 2012). At-will employment and the Health Care Worker Whistleblower Protection Act need to be explored before making an informed decision. At-will employment is when and an employer and an employee do not have a contractual agreement in place. This arrangement allows either party to end the work relationship at any time, and for almost any reason. An employer is not legally allowed to terminate an employee for discriminatory reasons such as race, gender, religion, national origin, age, or disability (Bennett-Alexander Hartman, 2012). There are a few occasions when at-will employment is superseded or does not apply. For example, if an individual contract or a collective bargaining agreement in place between an employer and employee, the contract or agreement takes priority over at-will employment (Bennett-Alexander Hartman, 2012). Government workers are exempt from at-will employment, instead other rules and regulations regulate the employee/employer relationship at this level (Bennett-Alexander Hartman, 2012). One question that is case brings up is whether the new policy the employer implemented is considered part of an employment contract or not. If the policy is considered a contract, the employee may have a case for her claim. If this is an at-will employment relationship, the employer can fire any of their employees for any reason as long as it is within the law (Bennett-Alexander Hartman, 2012). Another topic to consider in this case is if the new policy implemented is in violation of public policy. Abuses of public policy happen when an employee is fired for refusing to break the law for their employer, exercising a legal right or duty, or reporting violations of acts by the employer (Bennett-Alexander Hartman, 2012). The conclusion based on information provided by the text is that this is an at-will employment situation and the employer was free to let go this employee without further explanation. There were no infringements of public policy because the new rule stating employees cannot leave the dental office except to use the restroom is not illegal. The other factor to consider in this case is the Health Care Worker Whistleblower Protection Act. This act guards health care workers from harassment, demotion, and dismissal for filing complaints about the condition of their place of work. The act also protects the employee from retaliation from reporting on inappropriate patient care or harsh business practices (Bennett-Alexander Hartman, 2012). The text points out that Colorado where this case occurred is a state that only offers whistleblower protection to its own state or local government employees (Bennett-Alexander Hartman, 2012). However, it was the husband of the employee, not the employee themselves who was the whistleblower in this case. At first glance it looked as if the employee may have a claim using retaliatory discharge because her employment was terminat ed soon after her husband claimed the office was in violation of state laws (Bennett-Alexander Hartman, 2012). But, it was not the employee who made the complaint, so retaliatory discharge might be hard to prove. The preliminary conclusion based on the information from the text is that the employee does not have a claim because they had an at-will employment relationship with their employer. Although it may seem harsh to dictate that your employees cannot the leave the premises of the business for any reason except to go to the restroom, this is not illegal. The employer was within their legal rights to terminate the employment of their employee without further explanation. The Health Care Whistleblower Protection Act also does not apply in this case because the employer did nothing criminal. The conclusion has changed after reading the full details of the case. The first ruling in this case was awarded to the dental office. The case was appealed and the second ruling went in favor of the plaintiff based on wrongful termination in violation of public policy (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). The employer was in violation of Colorado Wage Order Number 22, when they imposed the new policy. The wage law states, à ¢Ã¢â€š ¬Ã…“Employees shall be entitled to an uninterrupted and à ¢Ã¢â€š ¬Ã‹Å"duty freeà ¢Ã¢â€š ¬Ã¢â€ž ¢ meal period of at least a thirty-minute duration when the scheduled work shift exceeds five hours. Every employer should authorize and permit rest periods, which, insofar as practicable, shall be in the middle of each four (4) hour work period. A compensated ten (10) minute rest period for each four (4) hour or major fractions thereof shall be permitted for all employees.à ¢Ã¢â€š ¬Ã‚  (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). An at-will employment situation was verified between Debbie Bonidy, the employee who was fired and Dr. Harding, her employer. Ultimately, the wage law is considere d public policy, so this allows an at-will employee to bring a claim for unlawful termination (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). It was also revealed that the court concluded that Bonidyà ¢Ã¢â€š ¬Ã¢â€ž ¢s husband acted on her behalf by sending the email in the first place, and Dr. Harding believed this to be true as well (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). Page 127, question 9: Will the court do so? Explain. At first glance, this case seems to have a lot of merit. Laurie falls under many protected classes such as age, gender, and sexual orientation. She is fired from United Airlines at the age of forty. But, after reading the text, the outcome is clear. Yes, the court will dismiss the case on the basis that she does not live in the United States (Bennett-Alexander Hartman, 2012). Laurie is a French national, not a United States citizen, so she is not covered by the U.S. employment protection laws. The Civil Rights Act of 1991 did expand on coverage of Title VII to U.S. citizens working for U.S. companies abroad (Bennett-Alexander Hartman, 2012). Although Laurie does work for a U.S. company, she is not a U.S. citizen and therefore exempt from U.S. laws. As the text points out, if Laurie worked at a United Airlines hub within the U.S. she would be covered and protected by the Civil Rights Act of 1991 and Title VII (Bennett-Alexander Hartman, 2012). However, she may have a claim using French employment laws. An interesting fact uncovered during research on French employment laws states that unlike the United States, France does not practice at-will employment (James, 2012). French law mandates that employers can only terminate employment for two reasons. First, reasons that involve the employee, such as lack of skill or ability to complete work, bad behavior, or not showing up to work for an extended period of time. The second reason is linked to monetary problems experienced by the employer which wil l presumably last into the future (James, 2012). For instance, if the company is forced to downsize in order to stay in business. The original conclusion is proved true when the details of the case are revealed. The claim was dismissed due to the fact that RabÃÆ' ©is a French national and not a United States citizen who was employed by United Airlines outside of the United States (James, 2012). The fact that RabÃÆ' ©had an individual employment contract with United may help her case if she makes a claim in France, who again does not have at-will employment. In order to fire RabÃÆ' ©, United will need to prove that she in violation of the first reason a French employer can fire an employee mentioned in the paragraph above. Page 188, question 7: Who is correct? A polygraph is a device that can detect assumed lies based on biological reactions such as rate and deepness of breathing, heart rate, and perspiration (Bennett-Alexander Hartman, 2012). The accuracy rate has be en found to be between 90-50 percent, which points to the validity of using such tests on employees. The Employee Polygraph Protection Act was created to help guard employees from illegal use of polygraphs in employment situations (Bennett-Alexander Hartman, 2012). The Employee Polygraph Protection Act states that an employer is restricted from doing the following. à ¢Ã¢â€š ¬Ã…“1. Directly or indirectly require, request, suggest, or cause any employee to take or submit to any lie detector test. 2. Use, accept, refer to, or inquire about the results of any lie detector test of any job applicant or current employee. 3. Discharge, discipline, discriminate against, or deny employment or promotion to any prospective or current employee who refuses, declines, or fails to take or submit to a lie detector test or who fails such a test.à ¢Ã¢â€š ¬Ã‚  (Bennett-Alexander Hartman, 2012). There are some exceptions to these rules that include private employers who provide security ser vices as the bulk of their business and federal, state, and local government employees. The stipulation includes private consultants under contract to the Department of Defense (Bennett-Alexander Hartman, 2012). However, there are rules that private employers must follow in order to use polygraphs on their employees. The four rules include: à ¢Ã¢â€š ¬Ã…“1.The test must be administered in connection with a workplace theft or incident investigation. 2. The employee must have had reasonable access to the missing property or loss incurred. 3. The employer must have reasonable suspicion that this particular employee was involved. 4. The employee must have been given written information regarding the basis for the investigation and for the suspicion that she or he is involved.à ¢Ã¢â€š ¬Ã‚  (Bennett-Alexander Hartman, 2012). The first thought given the information provided by the text is that since Transtecs is contracted under the Department of Defense, they are excluded from th e coverage of the Employee Polygraph Protection Act. Transtecs does have a right to use a polygraph to help determine which employee opened the mail because it fits most of the four criteria private employers must utilize in order to perform polygraphs. The only questionable item is if the company provided written notification regarding why they were requesting a polygraph from their employees (Bennett-Alexander Hartman, 2012). But, the view has changed after reading the full details for the case. It turns out that Transtecs is not covered by the exemption status as a government employer because immunity applies only the federal government (Polkey v. Transtecs Corporation, 2005). Transtecs employees were covered under the Under the Employee Polygraph Protection Act because the company is considered a private employer. Another factor in the reversal of opinion is Transtecs not being able to meet all four categories for private employers to be able to use polygraphs on their emplo yees. They did in fact provide written notice to their employees, but the distinction here is that the notice did not include information about the mail incident or the reason for testing each employee (Polkey v. Transtecs Corporation, 2005). The case also reveals a difference between the terms employee and examinee. An examinee is a person who actually agrees to take the test. Only examinees are required by law to receive written notice when a polygraph is being used (Polkey v. Transtecs Corporation, 2005). Transtecs was not required to provide written notice since Polkey declined to take the test. The information also discloses that the company fails to provide adequate details that it meets the requirements of reasonable suspicion. The case notes referenced the following passage. à ¢Ã¢â€š ¬Ã…“Access to the property and potential opportunity, standing alone, cannot constitute reasonable suspicionà ¢Ã¢â€š ¬Ã‚  (Polkey v. Transtecs Corporation, 2005). Therefore, judgment was ma de in favor of the plaintiff, Polkey. References Polkey v. Transtecs Corporation, 04-14949 (United States Court of Appeals, Eleventh Circuit March 29, 2005). Wojewski v. Rapid City Regional Hospital Inc, 05-2952 (United States Court of Appeals, Eighth Circuit June 9, 2006). Bonidy v. Vail Valley Center for Aesthetic Dentistry, 09CA0602 (Colorado Court of Appeals, Div. I March 18, 2010). RabÃÆ' © v. United Airlines Inc., 09-3300 (United States Court of Appeals, Seventh Circuit February 28, 2011). Bennett-Alexander, D. D., Hartman, L. P. (2012). Employment Law for Buisness. New York: McGraw-Hill. James, R. (2012, June 12). https://www.businessweekly.co.uk/export-to/europe/14173-employment-law-guide-france. Retrieved July 20, 2014, from Business Weekly UK: https://www.businessweekly.co.uk/ Don’t waste time! Our writers will create an original "Business and Employment Law" essay for you Create order

Nonverbal Ambiguity Free Essays

Nonverbal messages can often be misunderstood. Often this misinterpretation is said to be socio-cultural. I remember an instance myself when I was in high school and a miscommunication happened between my friends and I. We will write a custom essay sample on Nonverbal Ambiguity or any similar topic only for you Order Now    It was only so unfortunate that it happened in the course of passing our exams. Naturally, we knew we could increase our ability to pass if we worked as a team. One of my classmates suggested that we come up with hand gestures that would represent each of the four letters that almost always appear in our test papers: a, b, c, and   d. Hence, it was agreed that the hand gestures would be used as a tool during our exam week. Our hand gestures comprised a set of inconspicuous behaviors such as light scratching of ones’ nose for the letter a, pinching lightly ones’ ears for letter b, wiping ones’ handkerchief to the face for letter c and ultimately, shifting from one side to the other in ones’ seat for letter d. So during the exam week we started with a relish. History was our first exam and with our ‘tool’ we went through it like breeze. Naturally, physics being the most challenging of all subjects was where I highly depended on my classmates the most. My best friend, who was sitting a row in front of me, was excellent at physics and I answered faithfully to the hand gestures he showed. Finally, results were given the following week and I was amazed at the result of my physics test: an F. I was shocked, since I was certain to get a B or A. So after the class, my friend and I had a little chitchat and it turned out he wasn’t feeling so well at the time, which must have explained why he kept shifting from side to side. I thought his ‘side shifting’ was an answer to the physics questions when they were a response from feeling uncomfortable during the time. The result of that misinterpretation was a failing grade. My experience of nonverbal ambiguity was nevertheless simple for which there was no any catastrophic reaction however for people belonging to different cultures or backgrounds the implications for any misinterpretation maybe enormous. References: Montshire Minute: Non-Verbal ways of Communication . 8 June 1998. 29 June 2007 http://www.montshire.org/minute/mm980608.html.                                        How to cite Nonverbal Ambiguity, Essay examples

The Eoropean Renaissance Essay Research Paper The free essay sample

The Eoropean Renaissance Essay, Research Paper The Renaissance, which began in Italy in 1300s, was one of the largest periods of growing and development in Western Europe. There were many factors taking to the Renaissance. First was the development of Scholasticism. This was an effort to blend Christian beliefs with non-Christian doctrine. The Crusades to recapture Jerusalem was another factor taking to the beginning of the Renaissance. The Crusades brought back lost plants from the Roman Empire and opened trade with the Middle East. The campaigns led to the loss of the Church # 8217 ; s prestigiousness. The church was no longer viewed as the beginning of truth and authorization. The Bubonic Plague led people to oppugn the church and put the phase for monolithic societal, political, economic and philosophical alteration. The Crusades led to an addition in trade caused copiousness in wealth that resulted in the focussing of the humanistic disciplines. Major progresss in literature, pictures, sculptures occurred during this period. We will write a custom essay sample on The Eoropean Renaissance Essay Research Paper The or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The most drastic alteration took topographic point in art. Some of the celebrated art from this clip include: Donatello # 8217 ; s sculpture of David, da Vinci # 8217 ; s Mona Lisa and the Last Supper, and Michelanglo # 8217 ; s ceiling of the Sistine Chapel. Masaccio developed the regulations of position and oil pigments were invented. The Renaissance was genuinely the â€Å"rebirth† of lost thoughts from ancient Greece and Rome along with the birth of new thoughts. One of the more of import innovations of this period was the movable type printing imperativeness. Johann Gutenberg is credited with publishing the first book, a transcript of the Bible. On little pieces of metal they engraved individual letters of the alphabet. These could so be arranged and rearranged to organize words and sentences. By the 1500’s printing imperativenesss where reasonably good spread. The printing imperativeness had many effects on the universe. For the first clip books could be produced in big measures, which made them cheaper. That meant common people could afford them. As a consequence literacy became more widespread. The Renaissance produced many great heads. Leonardo district attorney Vinci was one of these, although he was non regarded as a genious in his clip He besides is now regarded as a great discoverer. He is credited for coming up with the thought of the chopper. He dissected cadavers to larn more about human anatomy. Another great adult male was a German monastic, Martin Luther. Luther # 8217 ; s beliefs challenged the church although many people agreed with his thoughts. He was finally excommunicated from the church and he started Protestantism. In decision, the Renaissance was a clip of new rousing in Europe.