Tuition Reimbursement XCOM/285 February 20, 2011 Glenda Powell Tuition Reimbursement After a successful and profitable year, Donnie Company [Donco] issued a task for the Human Resource Department [HR], specifically employee benefits section to analyze the cost and effect of increasing tuition benefits to all employees. Donco is trying to see whether the cost to the company for providing tuition assistance will prove a beneficial decision or a waste of company dollars. The most interesting questions to answer are whether furthering one’s education provides the company with a more valuable employee, in addition to increased loyalty and production. A company can always issue a raise as incentive, yet a raise alone may not actually increase
The solution could be placing the child with a family of a different race. Critics of interracial adoption will say that parents who adopt children of different ethnicities are not capable of caring or educating the child simply because of the cultural differences. The critics opinion has merit in the since that the parents cannot teach the child to be their race but they can provide love and raise them to be responsible adults. In the end we must consider which is more important, being able to find a child a loving family when race is not a factor or waiting for an indefinite time to try to find a family of the same race. If you are thinking about which is more important remember that for every twenty children who are in foster care at least nine of them wait an extended amount of time to be adopted.
Hannah begs you to keep this confidential and not tell anyone especially her daughter, who she sees regularly, as her daughter will be very angry. Bi) How would you explain the term ‘confidentiality’ to Hannah? I would explain to Hannah that I do respect her wish to keep this information ‘confidential’, however due to the nature of the information she has divulged, I would have to inform management as she is putting herself at risk by throwing her medication away. This is not following her careplans and the medication has been prescribed to her for a reason and due to her regularly becoming ‘confused’ we cannot be sure that she is fully aware on what the medication is for. I would explain that we can keep certain things confidential such as opinions and beliefs but if information effects their received care or personal wellbeing/health then I have a duty of care to act upon this but only on a ‘needs to know’ basis.
Have you ever wondered why you are the way you are? Maybe you thought,” Why are my eyes blue or why am I so tall?” So you look at your parents and realize it is inherited. Kids that are adopted can’t figure out why there eyes are a certain color or why there height is the way it is. So the only thing they can do is wonder and ask questions. According to Childwelfare.gov “Adoption is the social, emotional, and legal process in which children who will not be raised by their birth parents become full and permanent legal members of another family.” Although adoption is a great thing that gives many children homes, there is many different options.
The employees may feel a certain way about the layoff of the co-workers and also it may effect how they work. Also another thing is the loss of valuable and knowledgeable employees may affect others too. The new hire people will have no one to ask if they do not understand or know how to perform a task asked of them. This can cause serious problems for productivity and for the patients at the clinic. The last disadvantage I think will be a problem to the Dodge Clinic is employees seeking employment elsewhere because they do not feel there job is secure.
Lisa Blake Uche Chibeuze, Psy/210 September 5, 2010 *What are the causes of stress in Jennifer’s life? How is stress affecting Jennifer’s health? There appears to be many people, things, and situations causing Jennifer stress and affecting her health. I believe trying to be everything will drive you crazy and Jennifer is trying to tackle an administrative assistant job, a wife, a soon to be mother, and a daughter and daughter-in-law, and be the best at everything, but it is killing her. Jennifer’s daily hassles are breaking her body down and making her sick.
When one is in their twenties, their priority is not having a child but first finding a significant other to have a child with. For young cancer patients, the concerns are flipped, they must first decide if they may want to have a child even before they find significant other (V 4/19/13). This is where it can arise issues with a significant other in the future. The fact that one is infertile could break the relationship. For example in South Korea, there are relationships that end when because a person is infertile because they see no future for them.
Following this train of thought, the parents might even believe that they are contributing to the promotion of life. When creating their savior child, parents have this in mind and even use it to justify their choice against those who do not believe in children being born to fulfil a purpose. They realize that although most people are against using PGD to create a saviour child, and they too possibly would have been only a few years ago, no one can understand what it is like to have a dying child and not being able to do anything at all to save him or her. When presented with even the slightest opportunity to save one’s child, how could one not take it? This guilt is the driving force behind the parents’ decision to use PGD; they will never be able to live with themselves knowing that they had one chance to save their child and they were too hesitant or scared to take it.
Case Study 4.1 Diana’s disappointment: The promotion stumbling block Question 1 These are the various factors that I believe led to Diana not being promoted: · Self –awareness: When Diana had not been promoted the first time, she was told by her supervisor that she needed to work on her people skills. During another visit from her supervisor, it was suggested that Diana try to be friendlier and become more approachable to the employees. At that point, Diana should have realized that this is a weakness for her and that her lack of people skills might be the cause of the high turnover in staff she has been experiencing. Since Diana did not take her supervisor’s advice, it would appear to her superiors that she has no intention of changing from her current style of managing; this would cause some concern as Diana would be training new managers. With Diana’s history of poor people skills and large turnover in staff at her own restaurant, her superiors would not want Diana in charge of training the new managers.
Also, bursting out into tears during her follow-up interview and leaving rather than soliciting feedback as to why she did not receive the promotion was a clear lack of her own emotional management. Having the ability to manage her staff’s emotions was clearly not evident in Diana’s social awareness track record. Had she been more cognizant to her staff’s wants/needs/feelings she would have fostered a stronger team working environment with less turnover and stronger unity. Her handling of the 3 employee’s who decided to take it upon themselves to try and improve customer service through