Improving health for the psychiatric population Essay - 1

Improving health for the psychiatric population - Essay Example Each person is entitled to a good mental health to enable them to adhere to their roles in school, family and at work. According to EC (2005 p4), â€Å"mental health is a state of well-being in which the individual realizes hi or her abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community.† However, mental illness is accompanied by depression, stress, and mental strains, hence rendering a person incapable of acting normal. Nevertheless, Psychiatric problems may be hereditary, environmental, or economic. Psychiatric illness affects a country’s economy via loss of production through early retirement. Therefore, the need for mental health improvement on the general population is important; as its related challenges need to be addressed; for instance, stigma and human rights. Studies on the psychiatric population have been conducted over the past years, including the causes, symptoms, and treatment. According to Stewart, et al (2009 p749), manual restraining was commonly used in Psychiatric hospitals as a way of managing violent behaviors of the patients. Violent behaviors among the psychiatric patients are usually high; therefore, manual restraint is commonly used to calm the patient down. This method involves restraining the patient on the floor in a prone position to restrict any movement; however, such reaction lasts for about ten minutes. Stewart et al (2009) further insist that manual restraint involves the risk of injury to the involved parties, but are common in staff members. According to a survey conducted on 269 nurses in the psychiatric care units, they agreed to the fact the manual restraint had positive outcomes, although it was stressful (Stewart, et al, 2009, p.753). Mental disorders are not only evident in adults, but also among

Compare the view of class in Homer, Boccaccio, Austen Essay

Compare the view of class in Homer, Boccaccio, Austen - Essay Example With his kindness, Odysseus wins the total loyalty of his thankful slaves. In Homer’s poem there are moments when Odysseus is described as inconsiderate and stubborn. He loses his caution when he is elated by his triumph over the strong Kyklops Polyphemos. Because of his temporary loss of common sense his puts his men in great danger. Despite his crew unwillingness, Odysseus embarks into the Kyklops’ island. There are other scenes in which Odysseus shows his selfish nature, for example the moment when he sends his crew to the unknown land of Kirke. He does this to avoid a potential danger which puts his life in peril. Although the initial description that Mentor gives is true, to an extend he idolizes Odysseus and portrays him in idealized fashion. In comparison, the protagonist in Dante’s Inferno is Dante himself. The novel is written from first-person perspective, which indicates that the character Dante is narrating the story. In Inferno we have to distinguish between the author Dante and the protagonist Dante. The author creates his character as a fictional one. The novel represents a journey of the protagonist Dante, written as if it was happening to the author Dante. At the beginning the protagonist has pity for the sinners in Hell. He shows how merciful he is. Then he realizes that the sinners deserve to be punished for their wrongdoing. Here the protagonist is described as ruthless. Dante’s character undergoes a noticeable change throughout his journey. His compassion for the sinners reduces as he goes down through Hell. The protagonist is also described as curious and caution at the same time, because he asks Virgil for advice every step on his way. Dante’s character is also adventurous during his journey. He is not afraid of what is happening around him and shows no fear. The protagonist is also wise, because he knows that he can not be hurt, and he can prevent the suffering that the sinners experience. In Emma, Jane

Training Development Written Project Essay Example for Free

Training Development Written Project Essay This written project will discuss the process involved in the design of training, learning, and evaluation. I will begin by breaking down the need assessment covering the process, analysis, and various methods. I will also cover the process of learning and discuss two theories which will support specific processes of learning. The process will include how age influences learning and retention of knowledge. Finally, I will cover the importance of evaluation of training, the process of choosing an evaluation design, and the value placed on training evaluation by an employee. The content of this paper will be based on information covered in Raymond A. Noe’s (2010) text book Employee Training and Development (5th edition). The process described will use other sources to support Noe’s finding as it pertains to the written project content. Needs Assessment An effective training design begins with a needs assessment. A needs assessment allows the gathering of information which better prepares the modeling of training. The needs assessment provides an analysis of organization, people, and tasks. Each has a distinct influence on the depth of training developed and methods best suited for the organization. The needs assessment allows the trainer to address whether the requirement for training is based on performance, motivation, job design or communication. The defining of training requirements ensures the validity of content developed, course objectives, and training method. The assessment also allows a trainer to determine if the trainee has the basic skills and confidence to learn. Finally, an assessment will determine if the training meets the corporate strategy and expected outcome. According to Noe (2010), pressure points influence training design, â€Å"These pressure points include performance problems, new technology, internal or external customer requests for training, job redesign, new legislation, changes in customer preferences, new products, or employee lack of basic skills. † (pg. 104) Who should participate in the needs assessment? The text suggests that upper mid-level managers, trainers, and employees should participate in the assessment. Upper-level management iews the assessment from a corporate level. They will determine if training meets the corporate strategy. The mid-level management will determine budget, who should be trained, and what jobs will make the largest impact on production. The trainer will determine training delivery, identification of trainees, and basic skills, knowledge and characteristic required. Noe goes on to state that it is important to include job incumbents in the assessment process. These are individuals who perform the task and tend to be the most knowledgeable. (Noe, 2010, pg. 05-106) In an article, written by J. L. Utecht (2005), she states that a needs analysis should reach at least ten percent of the work force. Those participants should be the work staff performing the job, front-line supervisors, upper-level management, and union members and representatives when applicable. She goes on to state that the group should range in age, ethnicities, job types, shifts, and seniority. These statements support and expand on Noe’s idea of assessment participants. (Uteht, 2005) Let’s begin by breaking down the analysis process. Organizational Analysis The Organizational analysis will identify the corporate strategy for training, the support of management and employees, and the availability of internal resources to adopt and train its staff. The first key component of any assessment is to define a budget. Training must present a value which is backed by capital expenditure. This simple question of budgeted resource allows the person conducting the assessment necessary ground work for the amount of time and resource which may be dedicated to training. The second component of an organization analysis is to understand the business strategy behind training. Training increases the value, or skill currency, of its employees. Strategies can consist of a concentration in increased market share and cost reduction, internal growth through research and development, external growth of market share through vendors and suppliers, or disinvestment of corporate divisions. These strategies will assist in the development of training and how that skill and knowledge will be deployed. Once a budget and strategy have been defined the next step is support. While an overall corporate support is required for any successful training endeavor, upper and mid-level management is paramount since they approve allocations of funds. Support should include a positive attitude from management and peers to incite enthusiasm among the targeted trainees. There must be a perceived value to the knowledge which the training supports. Information must be provided on how the training will enhance productivity and success in the trainees given job. The next step is identifying resources and whether the company has the budget, time and expertise for training. Support of training can be readily established if upper management sees the economic value of training output and cost justification. A crucial step of defining a training model is determining the most cost effective approach. If training is an ongoing organizational vision there may be a better return on investment if training is internalized. If it is determined that training is better served by a third party, then a request for proposal will be required. This outlines the requirements of training which include the type of training, the number of trainees, funding, date of completion, evaluation, and follow-up training. The criteria standards will allow for the evaluation, elimination, and awarding of the most competent vendor. (Noe, 2010, pg. 110 113) The impact of the organization analysis is what defines the budget, strategy, and support. These factors are the foundation of a needs assessment and should be the first thing analyzed. Person Analysis In this analysis we identify for whom and why training is required. The person analysis requires that we understand the task the individual performs. This foundation allows us to determine the employee readiness for training. We must determine the personal characteristics required for learning and applying training context. The personal characteristics consist of individual cognitive ability and reading level. Context must be relevant to the persons learning ability. The individual must also believe in their ability to learn. If training is to be successful the context must provide a need, interest, or meet the goal of the trainee. This simple understanding of who the training is directed will motivate individual behavior and the desire to learn. So now that we have discerned the characteristics required for training, we must create a learning environment. A well-conceived training curriculum can be lost if the environment does not afford a focus to learn. Many times individuals are pulled from training tasks to perform job duties. This is both counterproductive and erodes the financial benefits expended on the training. Successful training requires concise and understandable input. Input can be instructions, job-related objectives, training materials and other work aids which support the training program. Input also consists of reinforcement through verbal and written feedback. Encouraging trainee involvement, practice, and feedback are elements to a successful learning experience. A positive training experience is the best endorsement. Those trained will share their experience with their peers and create enthusiasm and interest. For training to be effective an assessment must identify the required output. What is the performance expectation of the trainee and are they aware of those expectations? If a trainee knows the required outcome expected of them, they are more apt to learn. The knowledge and skill achieved can be gauged by task proficiency through performance and knowledge proficiency through the form of testing. Individuals must have the willingness to learn. Clear and positive expectations of training must be delivered. To reinforce this behavior there must be reward and incentive for applying this knowledge and skill in one’s job. The responsibility of knowledge transfer should be fostered by the corporate entity. As we have discussed this should include, but not limited to, positive management and peer support, time given to learning, and a consequence through reward for successful completion of training curriculum. (Noe, 2010, pg. 113 123) Task Analysis This is the most important aspect of developing an effective training course. We must first define the job or task for analysis. To provide a complete assessment we must understand the tasks of the position itself. We can achieve this through interviews and observation of those performing the said task. These can validate the knowledge, ability, and skill requirements needed to perform a task effectively. We may also validate our assessment by involving subject matter experts. To complete the task assessment it must meet the company’s goals and objectives. Another step of task analysis is the incorporation of a competency evaluation. This allows the determination of the skills and abilities which the trainee will require in their job function. I will discuss evaluation in more detail later in the written project. Training can then be modeled to focus on the deficiencies of an individual’s knowledge which lends to the training strategy. Since employee skills are not equal, we must determine the skill set of each and provide training accordingly. This leads us back to the readiness for training and will allow a curriculum to advance the knowledge and skills of all participants. The task assessment is not only a tool for our training model but is also an invaluable tool for coaching and development of the employee. Managers are often overwhelmed with the minutiae of administrative tasks which impede their core responsibility of developing employees. The text refers to creating a â€Å"road map† for identifying opportunities for growth and development. This transcends the task of modeling training and provides an additional value to a company if recognized and applied. (Noe, 2010, pg. 123 127) Methods Used in Needs Assessment There are various methods related to a needs assessment. Because no one method is better than the next it is common to use more than one. Here is a list of methods which show the advantages and disadvantages of each. The observation method allows for real data and minimizes work interruption. Unfortunately, it requires the observer to be skilled in the task which they are observing. It is also likely that those being observed will not behave as they would in a normal setting. The questionnaire method is inexpensive, provides a larger data group, and can easily be summarized. The disadvantage is there are usually low return rates. The questions usually lack detail and only provide data specific to the question. Interviews are effective in uncovering detail that questionnaires lack. The interview process may sometimes uncover details which were not known prior, allowing for modification. The disadvantage is that it requires skilled interviewers, scheduling, time for the interview, and may be threatening to Subject Matter Experts. A focus group can be useful in complex or controversial issues. These groups are usually made up of Subject Matter Experts from the various levels targeted for training. This group interaction allows for modifications by uncovering issues which may be difficult to glean from observations or questionnaires. The disadvantage is the group often gives answers they think you want to hear. Often there is trepidation for lower level employees to voice concerns when management is present. This can contaminate the analysis process by ignoring the needs of the employees performing the task. Technical training materials can also provide a wealth of information in relation to a task. Unfortunately, the information is only as good as its source. Often the information is outdate or difficult to understand. Finally, online technology can be used to define the strengths and weaknesses of an employee. Unfortunately, these are often viewed as threatening and may be perceived as a way to surplus their position. The other threat is that managers may use the content for punitive measures rather than an opportunity for coaching and development. The use of multiple methods allows data to be validated against another. The method used will often depend on the environment which is being analyzed. It becomes the task of the individual performing the assessment to utilize those methods which provide the most relevant data to the task performed. Often a method of benchmarking is used to define the training practices of a competitor. The emphasis on Total Quality Management may require this practice to determine type, level, and frequency of training. Benchmarking coupled with methods discussed above should provide valuable data and aid in the development of a training model which best fits the business strategy of the organization. (Noe, 2010 pg. 07 – 109) The overall benefit of the needs assessment is the process and steps defined above. Each step is important to maximizing the return of investment of training. The importance of the process is that it provides a basis for the assessment to cover the various aspects of organization, person, and task. The methods of interviews, observation, questioners, focus groups, documentation, and online technologies are vehicles to d etermine an effective format with which to train. Without a needs assessment an organization would be ill equipped to determine whether training is necessary. An assessment also eliminates the unknown and identifies who, why, and when training is appropriate. Again, this is an investment in human capital and should be treated as any other company investment. Learning Process Now that we have covered the value of a needs assessment let’s review the learning process. What is learning? The text defines learning as a change in human capabilities which are not a result of the growth process. (Noe, 2010, pg. 140) In chapter two Noe (2010) also refers to learning as the acquisition of knowledge. He defines knowledge into two groups, tacit or xplicit. Tacit knowledge is based on personal experiences which are passed through interaction with others in a society. Explicit knowledge is knowledge which is formalized, codified and communicated in a learning environment. (Noe, 2010, pg. 50 – 51) What is learned? The book refers to five types of learning outcomes which I have listed below. Verbal information consists of names, labels, facts , or bodies of knowledge which are retained. Intellectual skills are concepts and rules which are critical to problem solving, service, and product creation. Motor Skills include the coordination or physical conditioning required for a given task. Attitudes are the combination of beliefs and feelings. Attitude is crucial to the way a person will react in job related settings, their organizational commitment, and job satisfaction and proficiency. Cognitive strategies are related how a person manages their own learning and thinking process. These process elements include attention to information, strategies of learning, and problem solving. (Noe, 2010, pg. 141) Let’s review how people, or trainees, learn. In chapter four Noe (2010) discusses the learning cycle. This dynamic cycle involves four stages of learning: concrete experience, reflective observation, abstract conceptualization, and active experiment. The first process of learning is exposure to a work problem (concrete experience). The next step is analyzing the problem and it affects (reflective observation). Next, the person, or trainee, will devise a way in which to deal with the problem at hand (abstract conceptualization). Finally, a trainee will apply their solution directly to the problem (active experiment). The act of applying the solution allows for positive or negative feedback. The person, or trainee, then improves and applies this learned result over again. Each action should result in development, growth, and improvement in the four stages. Those results are usually shared and possibly adopted by peers and management. (Noe, 2010, 151) David C. McClelland (2003) has proposed that motivation is closely associated to the learning concepts. He contends that when a need is strong, its effect is motivation. That motivation leads the person to use behavior that leads to its satisfaction. Based on research results McClelland developed a description set of factors which reflect the need for achievement. They consist of a motivation to take responsibility for solving problems, set moderate goals, take calculated risks, and a desire for feedback on performance. Since the need is to learn through experience, positive feedback on achievements leads to high frequency of reoccurrence. McClellands Learned Needs Theory supports the desire to solve problems and defines the importance of positive feedback. (McClelland, 2003) This leads me into the theory portion of my written document. Here I will compare and contrast to theories which are defined in the text.

Where Fashion Inspiration Comes From Cultural Studies Essay

Where Fashion Inspiration Comes From Cultural Studies Essay In the words of Coco Chanel, Fashion is about what is happening. Fashion designers always use the idea of inspiration is on the street. Consumers themselves especially the young ones, are very inventive and inquisitive about clothing and designers look to this for inspiration and innovation when creating new ideas. One typical fashion initiated many years ago by the young and ordinary people off the street, are jeans, now every designer has their own signature version. Trends and the latest looks follow todays shifting society. Sports events like the Olympics and what is happening in the media, movies and music also reflect fashion. Famous celebrities are an excellent opportunity to promote new looks and influence ideas. The runways mirror what is happening in the world and fashion designers use this to create their work. In the fashion world they call it the bubble-up-effect, which could be another reason to why fashion appears to have a similar look or theme, especially if all designers are tuning into the spirit of the current times for inspiration. Carl Jungs theory about the collective unconscious which studied peoples minds and showed that it is inevitable in todays ever growing society for individuals to reflect and think the same ideas, at the same time. Is this not a consideration to designers when accusing other people of copying and plagiarising their work, that instead these designs, are original in their own right, especially when all designers are looking at the world around them, to influence their work. Clothes are about dressing a human being and the proportions of the human body are split into three blocks. The head, the trunk, which runs from the shoulders to the pubis and finally the extremities, which include two arms and two legs (Martin,2009,pg73). Apparel has to fit around this shape, so it could be argued that designs will take on similar looks to others, as no dress would be made to fit a three armed person. Fashion forcasting within the industry has become big business and plays a huge part when informing designers and their team, of what is deemed to be the newest fashion themes and colours for the following season. Agencies such as Nelly Rodi based in Paris have over 30 trend forecasters who travel all over the world gathering photographs, illustrations and fabric swatches for inspiration for their trend-books. Each season this agency produces separate trend books incuding knitwear, colours, prints and ready-to-wear to be sent to their clients which include Mango, HM, Givenchy amongst other high profiled prà ªt a porter designers (Seivewright, 2007,pg 82/83). There are lots of these agencies around including Style-Vision, Trendspotter, Informat who all do exactly the same job. However, an online service called Worth Global Style Network created in 1998 is the leading online trend-analysis and research service, which in a click of the mouse provides creative and business intelligence for the apparel, style, design and retail industries. (wgsn,online). This appears to be the quickest means to get the latest information to designers quotes Roger Tredre, the WGSNs editor-in-chief especially with the ever changing nature of fashion, speed is of the essence (Seivewright, 2007,pg 86). It is extremly difficult to speak to a designer and ask them were they get their inspiration from, as nobody wants to give away their sources and of course, nobody would ever admit to using other peoples ideas. However, according to a New York based fashion designer designers do look to other designers for inspiration (see appendix 1). However the word homage always appears to be an influential tool in designing. This could be either an old iconic fashion designer, such as the late Christian Dior who inspired collections for Vivienne Westwood, with his new look of the late 1940s and also paintings from French Rococo artist Jean-Antoine Watteau. Vivienne Westwood, in an interview for the Victoria and Albert Museum, spoke about how Christian Dior had inspired her through his designs, one being the long black fitted wool new look dress. This is a form of tribute and homage to a designer, as instead of stealing his original ideas and innovation, she has celebrated him for influencing her work, as she was a teenager growing up when this magical look was around and women were starting to dress more glamorous. Today Vivienne Westwood finds her inspiration from the past especially in the VAs collections of fashion, furniture and paintings. (vam,2004,online) However, in the case of Muiccia Prada homage and inspiration is purchasing a jacket in an expensive Paris vintage store called Didier Ludot and the next season this identical Dior jacket is in the new Prada collection. No different in design to the one bought previously from Paris. This surely is not homage rather design theft. Topshop or any other high street store would not get away with this stolen innovation, especially if it was a near identical to a influential top end designer such as Prada or Chloe. Fashion designers have always looked back through the archives of history for inspiration. (learcenter,2005,online) From a recent email from a designer who works for Ralph Lauren in New York and who has previously worked for Abercrombie and Fitch, spoke not only about designers looking to other designers for inspiration, but the importance of vintage garments. They also try to copy these vintage designs in more modern fabrics and put their own spin on them. Another idea was looking again at what had previously sold well in the past and updating this in new fabrics and different colours. Another creative and fun idea is using snippets from bought and vintage samples, and merging different ideas together a collar from one style with a pocket of another (Appendix 1). In a Marc Jacobs documentary filmed in 2006,for his 2007 shows, Marc Jacobs who designs for Louis Vuitton as well as under his own label, shows where he gets his inspiration from. He uses walls covered in vintage fashion magazines, posters, flowers and old tortured fabrics to gather new innovation, using snippets from all these sources to enthuse new ideas. Again he looks through the archives of their successful designs and updates previous lines. Bricolage, is a french term used in the creative process of fashion and according to many is one of the primary dynamics. This term simply means reinventing something new by changing elements, mixing and bringing the clothing back to life by inputting new fabrics and stitch ideas. This is evident amongst all designers including Marc Jacobs An old mauve jumper becomes a lovely updated cashmere jumper (youtube,2006,online). With so much dress history available today shown in costume museums and vintage Vogues, as well as other influential magazines, it comes as no surprise that designers will always look to the past or other cultures for inspiration. Vivienne Westwood has in many collections used direct references to historical silhouettes and styles, such as famous paintings. Here is a picture of the Watteau evening dress created by Vivienne Westwood for a collection in 1996. This style is influenced from a Watteau painting of his cousins captured in image 1. It is very obvious in the shape and fullness of this dress that this artist, has inspired her with this creation. Victorian interpretations have always been a source of inspiration for other designers including DG who used the Victorian sleeves to inspire him, when creating a different look to a contemporary denim jacket. Fashion frequently looks to shape and materials of the past, as a form inspiration for new styles, as the workmanship and attention to detail is rarely achievable nowadays. According to Sue Jenkyn Jones who wrote the book Fashion Design, it also triggers a nostalgia for bygone lifestyles and the emotional aspect of clothing is an important element of design (Jones,2005,pg24). New technologies in fabrics and prints have always been seen as a form of inspiration. Designers will often select materials, gaining and enthusing ideas from its look, feel and aesthetics,  before designing a garment. This will then generate ideas from the silhouette and shape the fabric forms. Moodboards and visuals of a theme or idea will then start to be created selecting colours, historical references, lace, trims and eventually, ideas will start to present themselves. Fabric trade shows have a huge impact on the fashion world, however Premiere Vision which is held in Paris, every September, is the largest and the most influential of these events. Over 800 fabric manufacturers, as well as a huge host of designers and buyers attend these shows. Apparently it is not unusual to see designers like Christian Lacroix at these events, looking for inspiration as well as new specialized weaves (Tungate,2005,pg81/82). It is easy to see now were inspiration comes from, however when inspiration gets mistaken for imitation, how fair is this. Resources are put at risk. Designers invest time as well as huge amounts of money sourcing inspiration, testing fabrics, drafting dress patterns and checking that their creations are fresh, innovative and of a quality for there discerning customer. Who pays the price or is it only fair that every fashionista gets a chance to own a piece of luxury.

Conflict Between Therapeutic and Forensic Roles of Psychologists Essay

Abstract The Ethical Principles and Code of Conduct, published by the American Psychological Association are the standard guidelines for all Psychologists. Forensic Psychologists are also informed by Specialty Guidelines for Forensic Psychologist. Psychologists practicing forensic psychology can use these two documents to help clarify ethical questions. This paper will focus on role conflicts specifically in the area of Sex Offender Management and the ethical conflicts that may arise as a result and how to best handle this situation when faced with it. When an individual chooses to practice psychology within the legal system, they must be aware that this can at any point in their career lead to ethical conflicts. Just the possibility alone of ethical dilemmas, are or should be a concern for forensic psychologists. -------------------------------- In reading the article: Expert Opinion Revisiting the â€Å"Irreconcilable conflict between Therapeutic and Forensic Roles Implications for sex offender specialists† Christmas Covell, Ph.D & Jennifer Wheeler, Ph.D; I found that I was in complete agreement with the authors. I believe that it is extremely important for a forensic psychologist or forensic psychiatrist to determine their role in the beginning. When the professional determines and agrees to their role upfront, life in this filed may possibly be a little easier. It is never in my opinion a good idea to conduct both therapy and assessments on the same person. Especially when working with the sex offender population. When you attempt to have a dual role in providing both therapy and assessment more harm is done than good. According to Greenburg and Schuman (1997) †dual roles have the potential to intentionally or ... ...rensic and the therapeutic evaluators to ask themselves â€Å"Do I (or will I foreseeably) have another role with the individual being evaluated that might impair my clinical judgement and/or therapeutic alliance? Do I (or will I forseealby) have another role with the individual being evaluated, which might impair my objectivity and/or my credibility†? At the end of the day the most important fact to remember is that both parties share a common goal. That goal is to prevent sex offenders from reoffending and prevent most importantly in my opinion future victims. Reference The Portable Ethicist for Mental Health Professionals: A Complete Guide to Responsible Practice, Expert Opinion Revisiting the â€Å"Irreconcilable conflict between Therapeutic and Forensic Roles Implications for sex offender specialists† Christmas Covell, Ph.D & Jennifer Wheeler, Ph.D;

A Rose for Emily by William Faulkner Essay -- A Rose for Emily by Will

â€Å"A Rose for Emily" by William Faulkner Respect, admiration, and fame from the general public can come at somewhat of a cost. The cost can be anything from a decrease in privacy to an actual effect on ones mental state. In this essay I will use the short story â€Å"A Rose for Emily" by William Faulkner to describe how general fame, no matter how large or small can be uplifting, but at the same time extremely destructive. Emily is the most renowned lady in the town. Since she carries this type of status there is a strict reputation she must keep. As with today’s celebrities, they not only represent themselves, but there town as well. Ms. Emily is no exception. Since she was closely â€Å"guarded† by her father, she was rarely seen outside of the house and could never find a spouse suitable eno...

New Play Plan Essay

1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why? Yes, by setting up a formal salary structure is being fair to the employees because the salary being paid based on the job task rather than pay the salary based on gender. When the salary structure being fair, it leads satisfaction among the employees and as a result the turnover will be at low rate. Besides, the company also can control their financial operation by doing budget allocation planning for their business operation. Moreover, the formal salary structure will make the employees clear on the amount pay for his or her job position. Thus, it can make easier to the related manager to do a process of salary payment. 2. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? First of all, First of all, according to this case, carter does not make any formal surveys, it is a correct action for Carter. Carter should pay more attention to the requirements of employees for building a formal pay policy. Secondly, Carter Company should pay different salaries for different job department rather than gender. Thirdly, it can determine a job’s relative worth by job evaluation. However, Jake has no enough evidence for building a pay policy. In our opinion, Carter may choose a job evaluation commitment to ensure right pay policies. As far as we concerned, Jake Carter’s policy of paying 10% more than the prevailing rates is sensible. There are five steps for making a rational pay plan. Primarily, employer conducts informal salary survey and formal survey. Then employers use salary survey to know what others are paying. Secondly, Carter chooses job evaluation methods to determine the worth of one job. Thirdly, the company pays the similar salary for similar jobs. Fourthly, Carter can use a wage curve to help assign pay rates to each job. Then it is easy to price jobs with a wage curve. Lastly, we know Carter does not develop pay ranges. Therefore, it is important for developing pay ranges to motivate high performance employees. At the same time, Carter needs to  correct out-of line rates. In this case, we disagree that men and women have different salary, it is unfair. Thus, Carter must ensure that men and women are paid comparably for essentially the same work. Jack Carter’s policy of paying 10% more than the prevailing rates a sound one because he believes that within the higher payment he could reduce the turnover among the employee and also at the same time can fostering the employee loyalty to organization. It could be determined by providing facts that Jack pays the 10% more to the worker. Besides, it’s very much better, if the payment done to the workers that are showing the loyalty to the organization. 3. Similarly, is Carter’s male-female differential wise? If not, why not? Our opinion, the answer is no, Carter’s shop does not have male-female differential wise. And they are also equal to their employees. Because Carter Cleaning Centers do not make a formal and legal wage structure to their employees, and at the same time Carte Cleaning Centers also does not use a good compensable factors to their employees, it will cause some bad effects to their employees and it also bring about different treatment. Wages rates are based mostly on those prevailing in the surrounding community. According to the Equal Pay Act of 1963, it requires that men and women who do the same job in the same organization should receive the same pay. The term `same pay` refer to no difference is acceptable. In addition the law, also defines that one consider as doing the same level of job if they are equal in term of skills, effort, responsibility and working condition. However, the Equal Pay Act of 1963 includes four exceptions that allow employers to pay another gender more than another. Some of those exceptions are like more seniority, better job performance, greater quantity or quality of production and lastly certain other factors like paying extra to employees that working the night shift. Back to this case study, there is no such exceptions includes in the reason provided by the Jack as to justify why he decided to pay 20% more than woman to men workers. The reason provided by him is they are stronger and can work hard for longer hours and also they all have family to support. This justification is the one that can’t be acceptable at all if refer to the law  and it also show discrimination towards the female worker. This is because, according to Equal Pay Act 1963, rather than the four exceptions as mention above, female and male workers should receive the same amount of payment if they hold the same job that are substantially equal. In addition, this unwise decision of Jack Carter’s policy will result in many negative effects such as increase in turnover among female worker, job dissatisfaction. Besides, there will be also more arguments in order to get an equal pay rate and lastly it will lead to an unproductively result to the organization. Question 4: Specifically, what would you suggest Jennifer do now with respect to her company’s pay plan? For the development of the company, there are several suggestions from us to Jennifer do now with respect to her company’s pay plan. More details about the suggestion will be discussed in the following paragraph. First, in the question 1, we had mentioned this point, setting up a formal salary structure. Based on this point, for the employees, they will feel more fair and unambiguous about how much they can get and it also makes the managing easier and more clearly for managers, there are strict certain structure to avoid the unfair things happen. Second, make a necessary formal survey in order to determining the amount that company should pay at what type of job responsibilities in order to avoid the mistake such as imbalances of salary payment. No matter what careful we are, we also would make some errors, so recheck the results are very necessary and important. In the case, the company conducts informal surveys among friends and cleaners trade associates. By doing this, it would reduce the cost and it is good for getting vast and direct information. But the independent information source could give great risks to the company in the future. Therefore a formal survey to the employees is more effective rather than informal survey in order to get feedbacks from employees regarding the pay system. Third, about the policy of paying 10% more than the prevailing rates, as a company, profit is the first thing. Although, this policy can foster employee loyalty, but to the long-term, the employees will accustom this situation and cannot motivated them to do better. Changing the policy like rewarding the outstanding employees with this policy, not all, this not only can reduce the cost, but also can motivate employees to get the higher prevailing rates. Fourth, abolish the policy of paying men about 20% more than women for the same job. Although her father’s explained that men are stronger and can work harder for longer hours, and besides they all have families to support, this policy considered bias to the men employees and of course it can course dissatisfaction to the women employees and they will feel unfairly treated. In pay system, it is better to have an official approved procedure on determining the right employees who’s qualify to be rewarded on the bonuses or salary increment and it should be based on the employees work performance. Don’t do like that, regarding somebody who work hard and better is effective method.