Postnatal Depression Is A Clinical Depression That Lasts

Postnatal depression is a clinical depression that lasts for about a month (Sigelman Rider, 2015) and symptoms of postnatal depression include parents being irritable, lethargic, tired, insensitive and generally distant towards their children (Field, 2010; Liu et al., 2016; Ramchandani, Stein, Evans, O’Connor ALSPAC study team, 2005; Wachs, Black Engle, 2009). Prenatal depression can also be a sign that the mother will experience postnatal depression (Parsons, Young, Rochat, Kringelbacht Stein, 2012). Postnatal depression in both mothers and fathers have a significant impact on the development of infants and their interactions with the parents, whether biological or adoptive. Postnatal depression affects children’s adjustment in†¦show more content†¦Malnutrition in infants do not allow the brain to develop accordingly and at a pace within the normal ranger causing the child to be immature for his/her age and have problems behaving accordingly. Another research study by Verbeek et al. (2012), however, contradicts this and has found that postnatal or postpartum depression does not influence behaviour at all but that it only affects children psychologically. Maternal postnatal depression has a long-term impact on children. The mothers’ behaviour and mental state during a child’s infant years is important to the child’s development and behaviour as they grow older (Ramchandani et al., 2005) and the likelihood of a child becoming depressed as he/she grows up automatically increases, (Murray et al., 2011), if the child has a mother who experienced depression in the postnatal period and it increases a child’s risk of being diagnosed with any other psychological disorder. This is according to a study conducted by Verkuijl at al. (2014) in Soweto, South Africa which set out to determine the effects of maternal postnatal depression in children 10 years of age. Postnatal depression has no in between, so mothers are either overprotective and overcompensating for the negative emotions they experience after giving birth or they are cold and distant toward their infants. Postnatal depression involves parents being less sensitiveShow MoreRelatedNo Perinatal Mental Illnesses Have Linked With An Increased Risk Of Suicide Essay920 Words   |  4 PagesUntreated perinatal mental illnesses have also been linked with an increased risk of suicide. According to Mendez-Bustos et. al suicide has been shown to be one of the leading causes of maternal mortality in the last two decades and in the perinatal period the rate is not showing any signs of improvement. In 2005 among women aged 15 to 44 years suicide was the fourth cause of death in the US (Mendez-Bustos, Lopez-Castroman, Baca-Garcà ­a, Ceverino, 2013). 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A Project Manager For A Company That Utilizes Informal...

1. You are a project manager for a company that utilizes informal project management techniques. Thirty days into the project you realize that the team is not communicating effectively and dates are starting to slip. What two actions might you take to correct this situation? Communication is one of the four columns of informal project management. If communication channels are not been used, or if information is not flowing effectively and efficiently, then the whole methodology is compromised, and consequently it outcomes. In order to improve communication channels the first two actions in that regard will be: - Check on the information flow upside-down. This is how information usually flows, so some problem can be happening that is disrupting information flowing from the executive level down to the employees. Information must flow both horizontally and vertically to be effective. 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A Belief System

A Belief System- The Crucible Essay After reading The Crucible by Arthur Miller, one cannot help but wonder why when given the chance to confess to the accusations and live, did the characters choose to stay firm and die? For people today that question is not easily answered. In the past however, this was not a question at all. The answer was found within the strong religious background that most of the accused were raised on, and the feeling of pride and honor they felt in their hearts. John Proctor exemplifies the importance of a strong name through his actions and choices throughout the play; most significantly the fourth act when he chose death over disgracing his name. Giles Coreys refusal to reveal the name of the informant who accused Putnam of conspiracy also shows the role of justice in these individuals lives, letting God be the judge of their actions in life and not their peers. Sometimes you have to stand for more. Throughout the play one of the central themes continues to be John Proctors, Giles Coreys, and Rebecca Nurses refusal to degrade their souls with lies of confession only to save themselves from the unjust accusations of witchcraft. In this time and era the people living in and around Salem, Massachusetts were from Puritan faith and lived very strict lives. At this point in history there was still no separation between church and state, so the church had a major role in each individuals life. When Reverend Parris came upon the children of Salem dancing and conducting against their religion, they were accused of being in a pact with the devil by many of the towns people in the beginning. Rumors spread, and innocent people were charged of witchcraft. Some of the accused were, in every aspect, a perfect Puritan. Rebecca Nurse was one of these individuals. She was held in high opinion by almost everyone, except for Ann Putnam, who blamed her for the unexplained deaths of her seven children Rebecca had delivered. Ann Putnam claimed that Rebecca sent her spirit out on them. At one point there was even a testament signed and proposed in court declaring many peoples good opinion of Goody Nurse. Giles Corey was an old, strong-willed man, accused of witchery. After trying to disprove the faulty actions of the court and refusing to give up the name of his informant he was killed. Proctor was accused of witchcraft while trying to defend his wife, and was then later executed when he refused to slander his name. These three proud individuals did not want to confess to the lies they were accused of doing only to save their lives. For what is a name when you have no soul to go with it? That is what these individuals faced. The religious background of these individuals was the cause of their refusal to confess to the accusations toward them. Both Giles Corey and John Proctor believed in letting God be the judge of their faults. When Giles Corey refused to answer to his indictment in order to preserve his lands ownership for his family, he was trusting in a higher power, God, even when death was his punishment. Proctor also felt this way, and when arguing with Danforth about his confession of adultery, he turned to God as his judge when he said, I have confessed myself! Is there no good penitence but it be public? God does not need my name nailed upon the church! God sees my name; God knows how black my sins are! It is enough! 4. 132. These two individuals lost hope in the justice system that ruled their lives here on earth, so instead they decided to put their trust in their religious background and their belief in God as the definitive judge. Times have changed since the era in which John, Giles, and Rebecca lived. During the Salem witch trials confessing to a lie to save your life was an option many people chose, others did not out of a sense of pride and honor. As I Lay Dying, by William Faulkner Analysis EssayJohn Proctor was the perfect example of this. He had self-respect, particularly for his name. After verbally admitting his sin, Danforth wished for him to sign his name on a document, which would be displayed in public as evidence for his confession. He refused saying, How may I live without my name? I have given you my soul; leave me my name! 4. 133. John would rather die then give up his name. He had already given up his soul; he refused to give them the joy of his name. Hale then pleaded with his wife to take Johns shame away before it was to late; Elizabeth defended his choice saying He have his goodness now. God forbid I take it from him! 4. 134. Elizabeth knew that John had made a decision he believed in. She could not tell him that what he felt in his heart was wrong. Rebecca Nurse summed it up best when she said to John, Let you fear nothing! Another judgement waits us all! 4. 133. Throughout history people have chosen to die with honor instead of living full of guilt the remainder of their life. The above mentioned characters chose to die for their beliefs, not wishing to demean their lives, names, or families. The Salem witchcraft era was another extreme example of mans fear of the unknown, the unexplainable. Often in life people take for granted what it is that truly makes them who they are. Too many times people are willing to sacrifice their name or beliefs for something that is not admirable. The honor felt by those individuals in their heart and their knowledge of the truth is what prevented them from confessing to lies. History has a way of repeating itself. Over and over again there are examples of individuals who decided that they stood for something more than lies. In biblical times John died for his beliefs. Joan of Arc did the same. The Crucible shows a historical event in recent history, which reaffirms peoples belief in themselves and their reasons for not degrading their souls. Sometimes you have to look at the bigger picture of life and decide what you stand for. John, Giles, and Rebecca all discovered what was truly important to them and for that they died.

Applied Principles for Responsible Business Practice

Question: Discuss about the Applied Principles for Responsible Business Practice. Answer: Introduction Human resource management is used to describe the management of the people within an organization. There are various responsibilities that fall under the human resource management , which creates an efficient workforce environment for the organization. Human resource management is a resource centred phenomenon that deals in monitoring, planning and control of the people associate with the organization (Punch, 2013). In this report, we analyse the Australia and New Zealand banking group (ANZ), which is the fourth largest banking in Australia and the largest bank in New Zealand. The human resource management program of the ANZ bank would be conducted in the report, with more stress on the labour practices and the approaches towards the social responsibility of the company. The report analyses various steps that are taken by the organization, and thereby helps the organization in achieving the goals of the organization of achieving an ethical framework. Labour Practices ANZ bank believes in the natural strengths of a vivacious, diverse and comprehensive team where the background, aim and experiences of a particular person helps the organization to form a stable relationship with the customers of the company. it helps in making better decisions for the business. the labour practices of the ANZ organization can be divided s follows : Values ANZ values ensures doing the right things well (Chien, 2012). Their values describe the position of the organization which implements the ideas of not willing to compromise in any situation with the customers, shareholders, community and with each other. Along with the code of conduct and ethics, the company helps in organizing the value guide that helps in taking efficient decisions. Their values are to do what is right, to connect and work in unity in order to fulfil the wants of the customers, to make their actions useful enough , value every choice and respect the customers and each other and to give their best at work . Approach to human rights ANZ performs various approaches that guides the methods of treating its employees, promote culture and respect to the customers and suppliers ,and contributing the communities in which is persists (Executive Strategies | ANZ. (2016). They sign a mandatory un global compact that initiates the guidelines for the ethical conduct towards its employees. They have generated their standards available for the employees in five different languages. Diversity and inclusion ANZ has maintained a diverse environment at workplace by following various approaches towards the employees. Numerous policies and plans are initiated in order to uplift the welfare of its employees such as employment opportunity, plans against harassment and bullying, flexible working, accommodation for the staffs, parenting ,eldercare and childcare facilities. Various approaches have also been initiated dealing with discouraging gender bias at workforce, promoting cultural diversity , increasing accessibility and flexibility towards the workers (David David 2016). It aims at providing all the facilities to its employees that would raise the productivity of each labour. Health and safety policies ANZ provides its labour with various health, safety, security and wellbeing policies that would help the labours of the organization. They have implemented a health and safety management system (HSMS) to identify and formulate the wellbeing of the employees, customers, contractors and visitors ad members of the organization. A special employee assistance problem has been initiated by ANZ bank which deals with a confidential counselling service providing professional guidance and support to the labours. A risk accreditation framework has been formed as a part of ANZ essentials that helps the labours to identify their specific roles and requirements for training. Training and development ANZ has a team of highly respecting banking professionals that aims at fostering the labour for longer term and a culture of continuous and self directed learning. They offer their labours with various formal and informal ways to learn ,develop and grow. They are in collaboration with some leading training institutes that help the organization in training their labour for producing quality efficient work. ANZ provides their labour with high opportunities to develop in their career (Oke ,2016). Employee relations ANZ bank provides its employees with the work environment that encourage the employees to express their ideas, opinions and concerns towards the organization. They motivate their employees to participate in the policies and proposals of the bank which initiates a long term success of the company. The company conduct an annual employment engagement survey that is reported to the management board of the bank. They provide their employees with the freedom to get associated with the decisions to be taken by the company (Jones, McEvoy Barrett 2016). These commitments of the company are formulated by the freedom of association policy. ANZ aims at treating its employees with dignity and respect. Approach to Social Responsibility Australia and New Zealand Banking Group Limited (ANZ) have dedicated themselves in supervising the environmental impacts of their activities and social responsibilities that would reduce both environmental impacts and costs incurred by the organization (Brammer, Jackson Matten 2012). In order to pertain an ideal situation towards its approach to social responsibility, ANZ has attempted to undertake various measures that would help the bank to achieve their target. The approaches could be listed as follows : Responsible business lending the bank finances many social and environmental sensitive companies . The organization help their customers by providing them with aid in order to overcome their difficulties , minimise and manage their impacts. As stated by Mondy, Martocchio (2016), the organization focuses on making balanced decisions that are fully informed, in order to help their customers to improve the management of environment, society, and governance risks. They have developed a number of processes such as social and environmental screening tool, reputation risk radar, early alert review committee and reputation risk committee. Climate change ANZ is implementing various plans n meeting the social, environmental and economic challenges posted by climate change. The organization has stated that they aim in fulfilling the international agreement to limit the average global temperature , to not more than 2c. They have submitted a recent statement to the Australian parliamentary inquiry, which states the framework dealing with consistent information regarding the matters of carbon risk reporting. They have formed a carbon working group in acquisition with three other Australian banks (Murray, Davis, Hewson McNamee, 2014). Managing footprints the organization aims at reducing the environmental impact of the operations carried out by the bank, by formulating innovation and efficiency. There are some major environmental impacts that are as a result of the growth of digital banking services, which uses an expanded technological infrastructure (Mathis, et al., 2016). The bank develops solutions in order to reduce these environmental impacts along with the view of reducing the costs. They have implemented various plans that designs sustainable branches and thereby reduces the need of natural resources (Hendry 2012). Supply chain - ANZ bank is currently operating in 34 markets that utilises an extensive supply chain. As the bank knows, that their activities are directed towards having a social and environmental impact, and that their stakeholders expects to be managed accurately, the bank has formulated some approaches accordingly. They have a group sourcing policy to undermine the behaviour of everyone thereby ensuring a fairer and safe conduct. A sustainability guidelines list is maintained for the bank in specific categories of the it sector, motor vehicle ease , legal services, print services and corporate wardrobe. ANZ has an extensive supplier code of practise (SCOP), which sets out various expectations of the suppliers (Stockport , et al., 2012). Energy and carbon emission ANZ keeps a check on the performance of their 34 markets by operating through an online environmental reporting system. They conduct video conferencing other techniques in order to educate its employees regarding the efficient consumption of energy consumption. They meet the requirements of national greenhouse and energy reporting act 2007 and thereby helps to sustain the environment. Strengths and Weaknesses Labour Practices Approach to Social Responsibility Strengths The code of conduct and ethics, helps in organizing the value guide that helps in taking efficient decisions for the company The company sign a mandatory un global compact that initiates the guidelines for the ethical conduct towards its employees Numerous policies and plans are initiated such as employment opportunity, plans against harassment and bullying, flexible working, accommodation for the staffs, parenting ,eldercare and childcare facilities. They have implemented a Health and Safety Management System (HSMS) to identify and formulate the wellbeing of the employees, customers, contractors and visitors ad members of the organization. They are in collaboration with some leading training institutes that help the organization in training their labour for producing quality efficient work They have implemented a health and safety management system (HSMS) to identify and formulate the wellbeing of the employees, customers, contractors and visitors ad members of the organization. They provide their employees with the freedom to get associated with the decisions to be taken by the company. Strengths The organization help their customers by providing them with aid in order to overcome their difficulties , minimise and manage their impacts. The organization has stated that they aim in fulfilling the international agreement to limit the average global temperature , to not more than 2C. The bank develops solutions in order to reduce these environmental impacts along with the view of reducing the costs. They have a group sourcing policy to undermine the behaviour of everyone thereby ensuring a fairer and safe conduct. A sustainability guidelines list is maintained for the bank in specific categories of the IT sector, motor vehicle ease , legal services, print services and corporate wardrobe. ANZ keeps a check on the performance of their 34 markets by operating through an online environmental reporting system. Company practices off shoring, that involves shifting of the business from one country to another.Weaknesses The bank has no job security schemes for its employees, hence it results in firing its workers without any notice. Less funding for the training program. Weaknesses More optimization for social benefits and include development strategies. Supplier need to see that the public image of ANZ has not been tarnished. Delay in formulating the plan of carbon emission. Environmental effects are more than the remedies installed. Conclusion Human resource management provides the company with the scope of analysing a responsible environment around the workplace. With the detail analyses conducted over the labour practices and approaches towards the social responsibility of Australia and New Zealand banking group . Information regarding the various approaches proposed and perceived by the company has been discussed, that provides a clear view of what are the strengths and weaknesses of the organization with regard to the two elements of the human resource management. Reference Brammer, S., Jackson, G., Matten, D. (2012). Corporate social responsibility and institutional theory: New perspectives on private governance.Socio-Economic Review,10(1), 3-28. Chien, I. L. C. (2012). A Study of Foreign Bank Acquisition Strategy-The Case of ANZ Bank. David, F., David, F. R. (2016). Strategic Management: A Competitive Advantage Approach, Concepts and Cases. Executive Strategies | ANZ. (2016). Anz.com. Retrieved 22 September 2016, from https://www.anz.com/corporate/markets/structured-investments/executive-strategies/ Hendry, C. (2012).Human resource management. Routledge. Jones, T., McEvoy, D., Barrett, G. (2016). 5 Labour intensive practices in the.Employment, the Small Firm and the Labour Market, 172. Mathis, R. L., Jackson, J. H., Valentine, S. R., Meglich, P. (2016).Human resource management. Nelson Education. Mondy, R., Martocchio, J. J. (2016). Human resource management.Human Resource Management, Global Edition. Murray, D., Davis, K., Hewson, C., McNamee, B. (2014). Financial System Inquiry.Final Report. Canberra, The Treasury of the Commonwealth of Australia. Oke, L. (2016). Human Resources Management.International Journal of Humanities and Cultural Studies (IJHCS)à ¢Ã¢â€š ¬Ã¢â‚¬ ¹ ISSN 2356-5926,1(4), 376-387. Punch, K. F. (2013).Introduction to social research: Quantitative and qualitative approaches. Sage. Stockport, G. J., Godley, M., Guagliado, D., Leung, O., Mercer, B., Varma, G., Wong, S. (2012). ANZ Bank: Building a strategy for Asia.South Asian Journal of Business and Management Cases,1(1), 31-41.