Analysis of the Epidemic of Male Suicide Essay - 1487 Words

â€Å"Suicide is a permanent solution to a temporary problem.† - Phil Donahue. As a complex, tragic public health issue, suicide occurs in men significantly more often than in women. Suicide is simply defined as the act of intentionally ending one’s own life, however, the factors that play into a person making that decision are anything but simple. The most evident and severe effect of suicide is the loss of a valuable, meaningful human life. According to Harvard School of Public Health (n.d.), suicide affects parents, children, siblings, friends, lovers, and spouses; the loss to society is psychological, spiritual, and financial. People who lose a loved one to suicide often experience devastating effects and deal with a complex grief. These†¦show more content†¦Suicide was seen as a just way to die if one was faced with unendurable suffering - be it physical or emotional†. Throughout time, suicide has been viewed and dealt with in countless ways. Recent ly in America, the problem has grown increasingly. In the past decade, suicide rates have been on the incline; especially among men. According to the New York Times (2013), â€Å"From 1999 to 2010, the suicide rate among Americans ages 35 to 64 rose by nearly 30 percent†¦ The suicide rate for middle-aged men was 27.3 deaths per 100,000, while for women it was 8.1 deaths per 100,000†. A 30 percent increase with an average of 19 more male suicides than female suicides is certainly an issue for both genders, and an epidemic for men. The American Foundation for Suicide Prevention (n.d.), found that in 2010, 38,364 suicides were reported, with 78.9% being men. The economic recession, unemployment, and various other factors are speculated to be responsible for this incline in male suicide. As of 2010, an estimated 30,308 men ended their own lives, and it seems as if there is a great risk of that number increasing each year. Men are less likely to seek help for depression because in countless societies, men are looked down upon for showing emotion. Untreated depression can then easily lead to suicidal thoughts and eventually suicidal behavior. Men throughout the world carry the burden of concealing their weaknesses from those around them forShow MoreRelatedTeen Suicide Rates in Alaska1186 Words   |  5 Pagesgeographic patterns of teen suicide in Alaska, 1979-1993. Bradford D Gessner. Suicide Life - Threatening Behavior. New York: Fall 1997. Vol. 27, Iss. 3; pg. 264, 10 pgs Temporal Trends and Geographic Patterns of Teen Suicide in Alaska, written by Bradford D. Gessner, reported the findings of a study on teen suicide rates in Alaska. Using death certificates and U.S. census data to record trends in suicide rates among Alaskan teens ages 14-19, it was found that the teen suicide rate was 31.5 per 100Read MoreThe Voyages Of The Slave Trade Voyages1504 Words   |  7 Pagesweather and navigation, attacks by pirates or competing trading countries, slave rebellions, and diseases as mentioned before. The weather and natural disasters is not widely cited as a great risk to these voyages. Nonetheless, it is imperative in the analysis if we are trying to capture a complete picture of the supply line of slaves to the colonies. At the very start of the trade in 1514, voyages only crossed the Southern Atlantic Ocean, but as the trade grew by 1650, and slaves started to be shippedRead MoreJosee Young . Eng Iv B 1St Hr. May 19, 2017. Suicide1564 Words   |  7 PagesJosee Young Eng IV B 1st hr May 19, 2017 Suicide One of the questions sociologists have attempted to answer is. â€Å" What drives people to commit suicide? 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The Career Leadership As A Foundation For One s Leadership

The Career Leadership Academy (CLA) undoubtedly provides practical, real-world knowledge that can be applied to an extensive range of circumstances. Implementing the lessons taught in the class can enable students to successfully build and strengthen relationships in the classroom, on the job, and with friends and family. Not one of the class’s concepts is more important than another, which pushes students to combine what they have learned to better themselves as individuals, leaders, and team members. Perhaps the most important fact is that CLA’s concepts can serve as a foundation for one’s leadership philosophy. I. Understanding My Self CLA has played a significant role in shaping my leadership philosophy. Before the semester began, I†¦show more content†¦Many philosophies are established during our upbringings, and personal experiences. A family, for instance, is like a team in many ways. We have to collaborate, encourage, and motivate one another to strengthen our cohesiveness. The unbelievable bonds formed within a family are naturally created during a process. As stated from Leadership and Professionalism, collaboration’s purpose is to â€Å"create a shared vision and joint strategies to address concerns that go beyond the purview of any particular party (Anderson and Bolt, 2013, p.36).† I have found that my experiences with CLA correlate with this idea. As time progressed, our group began to understand each other, and utilize our strengths to maximize efficiency. This is because we became more comfortable with each other, learned how to constructively criticize on e another, and developed a productive system. My views on the â€Å"process† obviously go far beyond my experiences in this class, but the experiences have undoubtedly reassured my philosophy. The Relational Leadership Model provides many ideas that can guide one’s philosophy about leadership, but there are many other concepts that can equally contribute. At the beginning of the semester, we took the Clifton’s Strength Assessment. Knowing one’s strengths can be very beneficial, especially in a group setting. In my signature themes report, it noted that my five strengths are: futuristic, includer, communication,

Talent Management for Total Quality Management- myassignmenthelp

Question: Discuss about theTalent Management for Total Quality Management. Answer: What does talent mean. Talent is important to executive managers/ distributors of ABC Distribution since talent helps the employees work in unity with the help of team dynamics. With a systematic usage of talent one can easily hope for high performance level in order to elevate ABC Distribution at a global pane. It is however the responsibility of the management to ensure that they are attracting the right talent to maximize the potential of selected employees. In case of talent management and utilizing it for the best interest of the company the executive managers should look after the development of an organizational culture that can nurture and flourish the growth of talent in ABC Distribution. Addressing the question of talent The success of a company hugely inclines on its capacity to identify and retain talent within the company. However, in order to achieve a better vision of talent within the company one of the primary goal is to check whether the employees are motivated enough to align the values and mission of ABC Distribution. The talented employees should feel a strong inter-relation with the companys long-term goals and missions so that they can strategically invest their talent and potential to reinforce companys success strategies (Sekaran). The responsibility to generate a systematic development of ABC Distribution, it is the responsibility of both the employees and the management to devise and implement core values keeping in consideration the employees and their skills. Management should foster a work culture that is purpose driven and performance centered so that the employees feel equally committed in achieving the long term goals of ABC Distribution, and push the company towards the pillar of success. Middle management and talent The middle management which generally consists of Chief Operating officer, and Chief Executive Officer should play a vital role in defining the scope of talent within ABC Distribution. It is only with the help of an active collaboration on the part of executive and middle management that the company will be able to retain capable and potential employees. However as a part of talent management process it is also the function of the middle management to define leadership criteria and point out competencies to make the best use of new opportunities in the market. Here are some of the ways by which one can implement strategic vision of talent: A proper identification of the drivers and challenges of ABC Distribution that are having a considerable impact on achieving the organizational goals. The management should be thoroughly notified of the key findings in order to devise strategies in a collaborative manner to improve the overall performance. A clear analysis of HR goals and its function in making the organization achieve the best. It will also help the management to assess where the organization positions itself today and where it wants to in the next couple of years. This step would help the management in taking planned action to fill the gaps, by restructuring the workforce or by implementing new policies or guidelines to motivate the workforce. Main reasons for employee turnover: Some of the significant reasons leading to employee turnover are: Work-life Imbalance: an imbalanced work life schedule can ultimately result in employee de-motivation and their loss of faith from the organization. If the employee is being continuously burdened with work it affects the overall well-being of the employee resulting in low productivity, increasing employee dissatisfaction and finally employee resignation (Sekaran). Misalignment- this refers to the wrong selection of candidate or not identifying properly the talent and skills required by the employee to fulfill the job role. This could both affect their performance and give birth to conflict between management and employee(s). High rotation level and talent management In my opinion, high rotation level has an adverse role to play while implementing talent management processes. This is mainly due to the insertion of new employees who fail to understand the organizations visions and goals. With employee rotation the coherence and team dynamic fail to work coherently which in turn affects the previously implemented talent management strategies on behalf of ABC Distribution. Talent management requires a smooth implementation of strategies and policies on the part of human resource which is determined by a number of factors like qualities of the existing workforce. With employee rotation the structure of the workforce disintegrates resulting in the failure of talent management strategies. How to retain talent? Organizational culture: as per my opinion the impact of company culture on employee retention is essential and should be fostered by the management level. A transparent relationship between the management and employee, down the hierarchical level is essential to facilitate communication and avoid internal conflicts. This could prevent frequent turnover of employees. Rewards and Recognition: this would not only retain existing talent but would also increase the morale of the employees in working with utmost dedication and sincerity. Encouraging employee efforts and recognizing their potential will also boost the willpower of other employees (Anitha and Begum). HR tools to attract talent As an HR specialist here are some tools to attract suitable candidates Employee screening tools- one of the many benefits of pre-selection screening tools is that it helps me discovering the right candidate (Cascio). According to me, the process helps in saving time and making the best decision. Skills assessment screening test- certain job require a specific set of skills and talents and therefore it is the responsibility of the HR to develop software for testing the merit of employees. This would smooth the decision making process and result in the right selection of candidate. Cognitive ability tests are central prior to selecting employees for responsible job positions (Zientara). Importance of technological resources Technology is important in business organizations because it enhances the mode of communication with the customers and enables in a quick interaction between the client and company (Deery, Margaret, and Jago). Implementation of technology also reduces the frequent occurrences of error in record-keeping, operational works like calculating storage cost, facilitating a smooth way of conducting meeting. Recommendations I would recommend the executive managers to improve business relation with clients by using technology as the dynamic medium. It can also be incorporated to improve the security level for the preservation of confidential data and information. This can safely assure that none of the forthcoming projects or financial transactions are getting hampered by beach of data. If some of the projects are in need of new opportunities and market, the company can easily explore the best with the help of technology. As internet allows for virtual travelling of companies or start-ups into new markets today companies are adhering by technological advancements (Zientara). However these technologies should only be made use of after thorough consideration of monetary aspects and whether it has the capacity to fulfill the needs of ABC Distribution. The agility and productivity of an organization would only be improved if it is compatible with the different organizational aspects. How to approach CEO? I would call for a meeting with CEO and executive directors to engage about the necessity to align organizational culture so that it syncs with the expansion process of ABC Distribution. In the meeting the importance of maintaining a proper organizational culture before establishing talent management rules and strategies will be discussed. Special emphasis would also be given to how during a massive change in the organization, the culture gets affected along with its ideals and principles (Papa et al.). In that environment talent managers should recognize how to customize the culture to achieve the organizational goals and missions. The leaders or management needs to be concise regarding the cultural ideals and allocation of resources in order to clarify the values and utilization of employee potential. A mismanagement organizational culture discourages employee communication which could severely disrupt employee performance (Sekaran). It is therefore that any kind of TM strategies w ill not be effective here. Strategic vision and pre-requisite for talent management.. The strategic vision of ABC Distribution is to expand its economy and therefore increase the number of employees that it is hiring. The case study indicates that for successful team management the organization ABC Distribution should adhere by these steps: Establishing Smooth Communication: for the proper conveyance of company strategies and mission it is important for the leaders to stick by a smooth interaction with the employees (Jamali et al.). He/she should be able to assert authority and motivate the employees for smooth operation of ABC Distribution. Talent Recognition Programs- this would help the employees to perform their best by developing and utilizing new skills and working on their potential (Papa et al.). If the management wants to foster better teamwork, he/she should ensure that every member of the team is getting full appreciation for the efforts and hard work to expect more in the future. Motivation of existing employees is an important factor in improving team congruence and pushing the organization towards success. Establishing a Clear Structure: this would help the employees to have a clear idea regarding the different hierarchical level of the company and how each level function with proper co-ordination with each other. This would also clarify them regarding their job roles and pre-requisite of their position. Without clarity regarding organizational structure the team may suffer from a number of confusion pertaining to work or project hampering the overall quality of work they are producing (Papa et al.). Reference List: Anitha, J., and Farida N. Begum. "Role of organisational culture and employee commitment in employee retention."ASBM Journal of Management9.1 2016: 17. https://search.proquest.com/openview/81c6510e50e6c401eab6a728d956a0fe/1?pq-origsite=gscholarcbl=51770 Cascio, Wayne.Managing human resources. McGraw-Hill Education, 2018.Print. Chuang, Shuang-Shii, Kun-Shiang Chen, and Ming-Tien Tsai. "Exploring the antecedents that influence middle management employees' knowledge-sharing intentions in the context of total quality management implementations."Total Quality Management Business Excellence26.1-2 2015: 108-122. https://www.tandfonline.com/doi/abs/10.1080/14783363.2013.809941 Davis, Tony, et al.Talent assessment: A new strategy for talent management. Routledge, 2016.Print. Deery, Margaret, and Leo Jago. "Revisiting talent management, work-life balance and retention strategies."International Journal of Contemporary Hospitality Management27.3 2015: 453-472. https://www.emeraldinsight.com/doi/abs/10.1108/09596110810897619 Jamali, Dima R., Ali M. El Dirani, and Ian A. Harwood. "Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model."Business Ethics: A European Review24.2 2015: 125-143. https://onlinelibrary.wiley.com/doi/full/10.1111/beer.12085 Lazaroiu, George. "Employee motivation and job performance."Linguistic and Philosophical Investigations14 2015: 97.Print. Papa, Armando, et al. "Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices."Journal of Knowledge Management2018. https://www.emeraldinsight.com/doi/abs/10.1108/JKM-09-2017-0391 Sekaran, Uma. "Task Design and Employee Motivation." 2017. https://journals.aom.org/doi/abs/10.5465/amr.1979.4289146?journalCode=amr Thornton III, George C., Deborah E. Rupp, and Brian J. Hoffman.Assessment center perspectives for talent management strategies. Routledge, 2014.Print. Zientara, Piotr. "Socioemotional wealth and corporate social responsibility: A critical analysis."Journal of Business Ethics144.1 (017: 185-199.Print.