The Importance of Counseling Essay example - 1582 Words

A successful leaders use praise effectively. Identifying shortcomings and then telling soldiers what must be improved are a leader’s responsibility. Praising soldiers for their improvement and proper performance is even more important. To have a soldier to continue on the right step you need and will have to give them a positive counsel more often than what you probably want to. A sincere and honest praise lets soldiers know that their leader appreciates their efforts. Praising subordinates is a simple act that takes little time but will provide many benefits. With a few positive, encouraging words and a pat on the back, the leader can recognize and reinforce desired behavior and performance. A soldier who feels that their best efforts are†¦show more content†¦Leaders owe their soldiers the best possible road map to success. Leaders help their soldiers solve complex problems by guiding them to workable solutions through effective counseling. Developmental counselin g is subordinate-centered communication that outlines actions necessary for soldiers to achieve individual and organizational goals and objectives. It is vital to the Armys future that all leaders conduct professional growth counseling with their soldiers to develop the leaders of tomorrow. Leaders counsel their subordinate NCOs and junior enlisted soldiers. There may be situations where officers counsel junior enlisted soldiers. The point is this: every leader has an obligation to develop their subordinates through developmental counseling. The Army values play a very important role. Simply put the values of loyalty, duty and selfless service require leaders to counsel their soldiers. The values of honor, integrity and personal courage require both leaders and soldiers to give straightforward feedback and, if possible, goal-oriented tasks or solutions. The Army value of respect requires us all to find the best way to communicate that feedback and goals. Some soldiers may perceive c ounseling as an adverse action, perhaps because that is their experience. Developmental counseling most definitely is not supposed to be an adverse action. Regular developmental counseling is the Armys most important tool for developing futureShow MoreRelatedThe Importance And Cons Of Counseling1020 Words   |  5 PagesFor a moment there was a sense of success that lingered at the hopeful look that gazed upon carefully held pastries, yet when the expression he carefully monitored morphed into outright sadness the sensation quickly faltered. Feeling his natural smile waning due to his failure to understand, Malik attempted to remain optimistic about the outcome for both of their sakes. Before he could begin to speak tiny fingers gestured towards the cherry filled treat with enthusiasm, and a few hand signals wereRead MoreThe Importance And Cons Of Counseling1075 Words   |  5 PagesHis imposing figure towered above us, the weight of his shadow almost felt like it could crush me. Honestly, I’m not surprised considering he took power over the country 20-30 years ago and morphed it into his little sandbox. Life wasn’t bad, it wasn’t great either though. I can’t imagine it would be hundreds of times better if we werent’ in this situation. I wouldn’t mind a little peace and quiet though, the piercing sounds of police weaponry clashing with the older snapping noises of makeshiftRead MoreThe Importance Of The School Counseling Profession1537 Words   |  7 PagesThe purpose of the School Counseling profession has evolved over time in order to promote student success, at all grade levels, depending on current trends. Presently, the American School Counselor Association, also referred to as the ASCA, describes the role of a School Counselor as a certified/licensed educator who: â€Å"Serves a vital role in maximizing student success. Through leadership, advocacy and collaboration, school counselors promote equity and access to rigorous educational experiencesRead MoreThe Importance of Understanding Individual Personality in Counseling897 Words   |  4 PagesPersonality as Important to Counseling Each one of us has a vastly different personality that has been morphed from a combination of our experiences and our cognitive processes. In turn, this personality helps define not only who we are, but how we behave. From a counseling perspective, understanding an individuals personality is crucial because it helps guide the therapeutic process into a more definitive and effective manner, correlating the sessions in tune with the mind of the individualRead More The Importance of Counseling Theories Essay590 Words   |  3 Pages It is imperative to study counseling theories when beginning field based work. Counseling theories provide a foundation to be able to learn and develop my own techniques. Some ideas that exemplify the significance of counseling theories are; research, application of theories, and case studies. Research To understand or create a theory, one must first have scientific support. The best way to comprise such support is research. Counseling theories give an extensive basis of data from researchRead MoreThe Importance Of Competency Skills For Counseling1480 Words   |  6 PagesWhen I first stated I was interested in counseling, I thought all I had to do was sit in a chair and listen. I have learned there is a lot more to counseling than just sitting there and listening, you must learn to use competency skills as well. Looking over the 14 personal competencies which includes: 1) Be nonjudgmental; 2) be flexible; 3) be resourceful; 4) personal observations; 5) pay attention to thoughts and feelings; 6) listen carefully; 7) observe attentively; 8) assume complexity; 9) tolerateRead MoreThe Importance Of Marriage Preparation And Premarital Counseling Essay734 Words   |  3 Pagesâ€Å"The importance of marriage preparation and premarital counseling has increased in the United States as the divorce rate continues to remain high.† (Larson et. al., 2002 p.233) Marital dysfunction and dissatisfaction are among the top reasons couples have sought out divorce. With the rate of divorce rising, it poses a question what marriage and family therapists can do to help lower the divorce rates and help couples develop healthier relationships. †¨ Premarital prevention programs were implementedRead MoreThe Importance of the Therapy Leader in Group Counseling1584 Words   |  6 Pagesyet strong enough to at times withstand highly charged emotions, challenges, and interactions between members. In addition to personal characteristics, group leaders need to acquire a body of knowledge and a set of skills specific to group work. Counseling skills can be taught, but there is also an element of art involved in using these skills. The objective of this paper is to compile a list of the important factors and traits that allow therapists to be successful group therapy leaders . Active ListeningRead MoreThe Importance Of A Counseling Session For The Clinician And The Client1181 Words   |  5 PagesGenograms can be a very important to a counseling session for the clinician and the client. Genograms is a used by many health care disciplines to help understand the family dynamics and certain health care information of the client or patient. According Butler (2008) genograms were first developed by a man named Murray Bowen and his students. Butler (2008) suggest that genograms where first acknowledged as â€Å"Bowen theory† (pg.169). However, it would soon be a normal practice for family counselorsRead MoreThe Importance Of A Counseling Student Studying Chemical Dependency957 Words   |  4 PagesAs a counseling student studying chemical dependency, I was assigned to attend two 12-step meetings to better understand the 12-step process. I attended two Alcoholics Anonymous (AA) meetings at the Episcopal Church in Starkville; MS. AA is a worldwide fell owship of alcoholic men and women who are banded together to solve their common problems and to help fellow sufferers in recovery from alcoholism. These particular Alcoholics Anonymous meeting opened with a serenity prayer, a reading of the AA

Extended Outline or Action Plan for consultancy report - 1

Essays on Extended Outline or Action Plan for consultancy report Outline Benefits of Employee Engagement A direct relationship exists between employee engagement and the success of a business company. This relationship is quantifiable especially regarding international or global business. Scholars of human resources management and other related disciplines define employee engagement as a situation where the management of the business organization enhances commitment of employees on their responsibilities resulting in total commitment. In this case, employees develop a spirit where they put company goals and objectives before personal goals. Engaged employees commit themselves to work and in the process do not have time to gossip even during grapevine (Macey, 2009, p. 21). A business company with engaged employees reduces conflicts among employees making it one of the most appropriate mechanism tom avoid conflict. Most business managers and chief executives define success perfectly but fail in comprehending the drivers of success. Managers consider various aspects of success among them profit levels, market share, as well as brand equity. The real impetus of the business lies with employees. Employees become even more critical when discussing global enterprise. They design, develop, and produce products in addition to attending to company clients. Employees represent the face of the business brand. Scholars concur on the fact that employees constitute determinants of either successful international and local business or those that rarely or fail to attain the full capacity. A successful local or global business enterprise has engaged employees. Research by Azusa Pacific University, 1983, p. 67)) shows that business companies with high rates of employee engagement recorded a nineteen percent increase in their operating income over one year trading period. Similarly, the same companies witnessed a rise in earnings per share averaging twenty-eight percent. On the other hand, (Oyemba) notes that business with low abilities of engaging employees recorded a drop in income averaging more than thirty-two percent over the same financial period. This correspondent with an eleven percent decline in earnings per share. Flippo, (1984, p. 19) identifies that most managers took lessons from Michael Lewis’ Moneyball applying the same to their respective business environment with measurable success. Issues under consideration included among others measurement of the degree of engagement among employees, evaluation of their performance, as well as levels of elevation. Global companies operate in various parts of the world and among people with diverse ethnic backgrounds. This means that adopting the skills and qualities of evaluating intangible factors adds to the quality of performance. The introduction of measurable tools of intangible factors gives managers new, insightful, and actionable solutions to any situation regarding their employees. Relevant and concrete information replaces perceptions, gut feel, and intuition (Lucas, 1999, p. 33). Wells Fargo stands out as the example of an international company that recognized and embraced the value of successful employee engagement. The company ope rating in Europe, Africa, as well as the United States of America applied the happy-to-grumpy ratio to assess the levels of its employee engagement. Apart from evaluating what was important in motivating its employees, they also evaluated the degree of their employee engagement. As a successful international company, Wells Fargo concentrated on assessing commitment of individual member of each team. Understanding the drivers of what element in the team covered the duration between projects and the length. In this case, they sort to comprehend internal links between various business results in projects. Ultimately, Wells Fargo found out that a strong relationship a high degree of employee engagement and increased productivity of employees as well as the satisfaction of customers. Barrio-Urdaneta, 2008, p. 41) on the other hand, relates metrics with analytics. However, he adds that the important idea is aligning the company strategy to both metrics and analytics (Whiteley, 2002, p. 77). If research by a particular company for instance Wells Fargo proves that high employee engagement results in improved customer satisfaction because of increased sales, then the business organization will put measures to invest more in strategic initiatives that enhance employee commitment. Higher employee commitment is a prerequisite for better performance in the store. An initiative by Wells Fargo demonstrates that it is possible for international business companies to carry out measurement of the impact of the commitment of employees to the success of business organization (Jucius, 1975, p. 51). It is important to mention that more companies continue to invest in the assessment of employee engagement but fail in evaluating the effectiveness of the same miserably. This explains why the fair badly in analyzing important drivers of the commitment of employees. It is for this reason that most managers as well as Chief Executives continue to wonder how particular human resource programs influence the performance of both the company and employees. It is necessary for businesses especially international enterprises to understand the impact of qualities that shape the drivers of employee engagement. Furthermore, managers of such businesses must have qualities of evaluating e mployee engagement apart from measuring effectiveness of the same. Understanding the culture of the company traditional established by the founders is also essential. Gellerman, (1968, p. 97) proposes that one of the best ways to carry out such an exercise is using strategic recognition. This scenario will provide an opportunity for employees and those in the management to recognize and appreciate one another irrespective of the prevailing situation. The situations include behaviors, excellent delivery of work, and demonstration of corporate values together with the ability to work in a team. Strategic implementation of recognition creates a different and viable alternative for managers to develop new health within their organizations. Recognition becomes the barometers with which business organizations measure the relationship between the performance of employees and their engagement (Sayeed, 2001, p. 131). Business companies can use the same to assess the rate of occurrences of recognition across various departments, locations, as well as members of different teams. Irregular occurrence of recognition can serve as an alert for the management to understand that all is not well in their business organization. Managers need to comprehend such incidences are common where the management focuses on having their employees meet their targets without other considerations into perspective (Institute Of Personnel Management, 1969, p. 112). Other considerations include managers and supervisors ignoring emotional and psychological need of employees. This group of managers holds that the only way to increase productivity is compensating employees well. It is difficult for managers who are not keen to understand the relationship between low levels of recognition and diminishing health of the overall company. The management needs to concentrate on factors leading to productivity as opposed to productivity. Intangible factors of productivity carry more weight than terms of service to most employees. Bibliography Azusa Pacific University. (1983).  Job satisfaction. Azusa, Calif, Azusa Pacific College. Barrio-Urdaneta, E. C. (2008).  Employee engagement. Thesis (M.A.)--Bethel University, 2008. Flippo, E. B. (1984).  Personnel management. New York, McGraw-Hill. Gellerman, S. W. (1968).  Management by motivation. [New York], American Management Association. Institute Of Personnel Management. (1969).  Personnel management. London, Business Publications]. Jucius, M. J. (1975).  Personnel management. Homewood, Ill, R.D. Irwin. Lucas, J. R. (1999).  The passionate organization igniting the fire of employee commitment. New York, AMACOM. http://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=516 Macey, W. H. (2009).  Employee engagement. Chichester, U.K., Wiley-Blackwell. Sayeed, O. (2001). Organizational Commitment for healthy organizations. New York, McGraw-Hill. Whiteley, P. (2002).  Motivation. Oxford, U.K., Capstone Pub. http://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=67260.

A Stable Democratic System and Diverse Nation

Question: Discuss about the a Stable Democratic System and Diverse Nation. Answer: Introduction Australia is a developed country with a stable democratic system and diverse nation. It is the sixth largest country in terms of land area and is the only nation in the entire continent. The country is rich in ancient culture and has 10% of the worlds biodiversity. There are large number of native animals and plants and the vastness of land spreads from the snow-field of the South-east to the Australian Antarctic Territory and from tropical rainforests in the north to the red desserts of the centre. The country is blessed to have several World Heritage Sites like Sydney Opera House, Great Barrier Reef and others. The country has been chosen as a host country to start international business due to its several advantageous features. The country has one of the most strongest economy and has been ranked as twelfth world largest economy and is called as the most performing nation that have succeed in every measure of excellence from wealth to health and from educational attainment to doing business in the country (World Bank Group, 2013). The country economic indicators are favourable for doing business such the unemployment rate is low, inflation is very low and there are plenty of skilled labour force. Moreover, the country has strong links with the growing nations of the world. The country is a multicultural nation which is rich in both indigenous and immigrants culture. It is a famous destination for international tourism and is open for business with endless potentiality and boundless opportunities. The foreign trade policy are favourable in terms of increasing business and promotes global trade and investment liberalization The paper will state the cultural analysis of Australia and highlight business cultural of the country and compare its cultural with Singapore. Further, by using Hofstedes cultural dimension, how to work effectively in the foreign country is explained Cultural analysis of Australia Australia is a country of diverse culture and lifestyle. The original inhabitants of Australia are from the islands of Aboriginal and Torres Strait who holds the custodians of the worlds oldest culture and traditions. Remaining people of Australia are immigrants from various countries. Combining both, the country has a population of 23 million people, out of which 25% are of foreign country origin (Wild, Wild Han, 201). The laws of Australia acknowledge the rights of all the inhabitants to express their culture and belief and to live freely in the country. The inhabitants are suppose to incorporate such values that support the national life of Australia which includes, freedom of speech, respect for equal opportunities, dignity and freedom of the individuals, existence of secular government and freedom of religion, equality of people irrespective of gender and respect for the democracy of the country law and spread peacefulness (Casson, 2013). Further, the country strongly believes that the people residing in the country should not be differentiated in terms of cultural heritage, birth, gender, language and religious belief. The national language of the country is English and the predominant religious belief is Christianity which is followed by around 64% of the population. However, other religious are also practiced actively showing the diversity of culture. The country is vibrant in arts and sceneries that follows both indigenous and migrant culture and reflected in film, theatre, art, music and dance. In sports, Australian always receives high ranks and get impressive results at high level elite tournament. Regarding the food culture, the country follows diverse cuisines and is rich in agricultural products. It produces high quality fruits, vegetables, poultry, meat and several dairy products. The wine sector produces the worlds top quality of wine, some of which are, red wine, white wine desserts and fortified wines under the binding of the law. The clothes that the Australian wears are of diverse in nature due to its diversity in the culture .However; they have different dress standards at the work place to maintain the standards. Business Culture of Australia and its comparison with Singapore The business culture of Australia can be studied through the etiquettes and customs that are followed by the people in the business world of Australia. The meeting etiquettes by the Australian in business are through appointments and punctuality is important for them at work. They are direct in communication and avoid hypes in presentation. They never like to bargain and believe in quick negotiation and do not like high pressure techniques (Verbeke, 2013). They may get slow at making decisions as it generally concentrates at the top management of the company. They business attire is conservative and believes in introducing themselves through exchange of business cards. On the contrary, business in Singapore is strictly formal and protocol rules are to be followed. More importance is given to the company than the individual and commands are to be strictly followed. Meetings are conducted with prior appointments and punctuality has to be maintained. The business culture in Singapore is more formal and rule oriented than the business culture of Australia. In terms of doing business, a comparative analysis can be made between the two countries in terms of business environment, tax system, Global competitiveness, trade openness, political bureaucracy, labor force and living environment of the people. According to Ease of Doing Business Report, 2015, Singapore ranked 1 and Australia ranked 10. The scores of the country differ in the areas of taxes, investors protection, international trade and innovation of new technology. In regard to tax system, The 2014-15, Global Competitiveness Report of World Economic Forum has ranked Singapore 27 for its total tax rate system and ranked Australia 104 for the same. Similarly, The 2014, Best Countries for Business index have ranked Singapore 5 for the tax burden and Australia 35, that indicated higher tax burden. In respect of IP protection, Singapore was ranked as 2 and Australia was ranked as 17. In terms of Global competitiveness, Singapore is ranked as 2nd and Australia is ranked 22nd (Lin Ewing ,2016). The performance of Singapore is better than Australia in parameters like, property rights, efficient legal system, trust of politician, quality of educational system, tariff on trade, venture capital facility, strength of investor protection and government regulation burden. Further, the government of Australias spending is 34.2% of its GDP and that of Singapore is 12.5% of its GDP (Forsgren Johanson, 2014). The setting of business is much easier in Singapore as compared to Australia due to efficient regulation, corrupt free regimen, low expenditure, low tax rate, flexible labor market and open foreign ownership policy. The trade policy of Singapore is more open with less trade barriers and simple tax structure, minimum paperwork and excellent infrastructure In contrast, Australia was having competitive disadvantage in terms of import/export activities. Tariff rates, efficiency of government, procedures of custom duties and openness toward foreign participation. The labour Force Evaluation Measure of BERI has ranked Singapore as having the best labour force whereas Australia is raked at tenth. In terms of productivity and employer-employee relation also Singapore is top ranked whereas Australia rank is 43 and 53 (Folsom et al., 2012). Lastly, Singapore is considered to be the most preferred immigration spot whereas; Australia is ranked at 6th position for the same. Again, Singapore is regarded as the 3rd most preferred country to work and Australia is regarded in 18th rank. Hofstedes 6 cultural dimensions analysis Hofstedes cultural dimension theory helps to understand to how the society culture affects the employees values and behaviour in an organization and establishes a framework for cross-cultural communication through 6 cultural dimensions, power distance, individualism, masculinity, uncertainty, long term orientation and indulgence (Enderwick, 2013). Power distance dimension is based on the inequality of the individual in a society and explains the cultural attitude due to the inequality among the people. It is defined as the manner in which the less powerful people in the organization accept and expect this unequal distribution of power (Dunning, 2014). Australia has scored low as 36 in this and it generally has hierarchical system in an organization where managers rely on team work and the superiors are easily assessable. The communication between the managers and employees are informal, participative and direct. Individualism dimension discusses the degree of interdependence maintained among the individuals of the society. In this people are more concern about themselves and their family as compared to collectivist society where people are in group and take care of themselves in return of loyalty from others (Dunning, 2013). Australia score 90 in this dimension as the country follows exceptionally high individualistic culture. Based on this, in the organization employees are supposed to show initiative and be self sufficient. The employees promotional and hiring decisions depend on merit. High Masculinity dimension states that the country is driven by competition, success and achievement both in leisure and work. A high feminine dimension indicates that the ruling factor in the society is having a good quality of life and to be caring. Australia has 61 scores in this dimension and have high score in Masculinity (Dinnie, 2015). The people believe in resolving their conflicts at their levels and win the goal. They give more importance to success and achievements and at the workplace the people follows the basic rules of hiring and promotion. The uncertainty dimensions explain that how the society will deal with the fact that one can never predict future with certainty. There is always some uncertainty with regard to future. The attitude of the people towards future uncertainty brings anxiety and different people from different culture deals with their anxiety differently (Casson, 2013). Australia has scored 51 in it and the institution tries to avoid this. The amount of threat a foreign person feels due to this dimension depends on his or her attitude towards handling uncertainty The dimension of long term orientation tries to explain the link of past in dealing the challenges of present and future. The normative societies that score low are those who do not prefer societal change and believes in maintaining their tradition and values of the past. On the contrary, those who score high are the person who like the change and believes in modern education system as a method to grow in future. Australia has a low score of 21 and so the people follow the past tradition and respect it (Australia, 2013). They are comparatively small savers for future and instead of thinking too much for future, they believe in achieving fast results in the present. The dimension of indulgence refers to the degree of socialization in the country. It helps to understand the attitude of people towards controlling their desires and impulse which reflects the manner they are raised in the society. If their controlling is weak then they are called as indulgence but if their controlling is strong then they are called as restraint (Cavusgil et al., 2014). Australia is called as an indulgent country where the people of the society believe in releasing their desires and impulses. They have a positive attitude towards life, believe in optimism and give importance to leisure time. Conclusion The paper presents the cultural analysis of Australia to understand the manner of doing international business in the country and to make business profitable. The Australian culture has been compared with Singapore culture and conclusion has been drawn that Singapore business culture is better than that of Australia and the former is regarded as the best place to do business as compared to the latter. The Hofstedes 6 cultural dimension analysis is done to understand the peoples culture in the society towards work and family. It has been understood that people are informal and direct; they believe in individualism and desires to be independent. They are traditional people, like socializing and respect their culture. They are indulgent in attitude and release their impulse and desires and believe in achieving fast instead of long term future planning. Based on the cultural analysis, the international business can design their strategies and policies to meet the requirements of the people and to obtain maximum from the human resource of the company. References Australia, S. (2013).Doing Business with Australia: Producer Offset and Co-productions. Casson, M. (Ed.). (2013).The Growth of International Business (RLE International Business). Routledge. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. Dinnie, K. (2015).Nation branding: concepts, issues, practice. Routledge. Dunning, J. H. (2013).Multinationals, Technology Competitiveness (RLE International Business)(Vol. 13). Routledge. Dunning, J. H. (2014).The Globalization of Business (Routledge Revivals): The Challenge of the 1990s. Routledge. Enderwick, P. (Ed.). (2013).Multinational Service Firms (RLE International Business). Routledge. Folsom, R. H., Gordon, M. W., Spanogle, J. A., Fitzgerald, P. L., Van Alstine, M. P. (2012). International business transactions: a problem-oriented coursebook. Forsgren, M., Johanson, J. (2014).Managing networks in international business. Routledge. Lin, L., Ewing-Chow, M. (2016). The Doing Business Index on Minority Investor Protection: The Case of Singapore.Singapore Journal of Legal Studies, 46. Verbeke, A. (2013).International business strategy. Cambridge University Press. Wild, J., Wild, K. L., Han, J. C. (2014).International business. Pearson Education Limited. World Bank Group (Ed.). (2013).Doing Business 2014: understanding regulations for small and medium-size enterprises(Vol. 11). World Bank Publications.