Mental health psychology Essay Example | Topics and Well Written Essays - 2000 words

Mental health psychology - Essay Example 7). And until today, the question as to what defines normality from abnormality, remains debatable. But it was also in defining and categorically classifying mental disorders that psychiatry – which was under a decade severe attack in the 70’s – won its bid for professional legitimacy and authority in this field, as brought about by the third edition of the American Psychiatric Association’s diagnostically based Diagnostic and Statistical Manual of Mental Disorders, commonly referred to as DSM-III (Mayes & Horwitz, 2005, p. 249; Kirk & Kutchins, 1994, p. 71). As Robert Spitzer, the primary force in the development of DSM-III, stated â€Å"[W]hether we like it or not, the issue of defining the boundaries of mental and medical disorder cannot be ignored. Increasingly there is pressure for the medical profession and psychiatry in particular to define its area of prime responsibility† (cited in Healy, 1997, p. 233). However, although DSM-III had given so much influence to psychiatry, it did not actually resolve old-age questions regarding mental health, especially so that â€Å"Psychiatric diagnosis provides the fundamental rubric for discourse about mental illness† (Kirk & Kutchins, 1992, p.10). Additionally, although it is now widely used as a biblical text not only by psychiatrists but even by lawyers, federal agents, insurance agents, pharmaceuticals, it is on the other hand criticised in different fronts, which when analysed, such criticisms essentially attack DSM’s integrity as to its true intention, as to its scientific claims, and as to its usefulness. Whether such criticisms hold water could be scrutinised from critically evaluating DSMs origin and contemporary role. The development of DSM from its very beginning to its latest version has consistently compromised with other political and financial interests shrouding its validity as a scientific, diagnostic instrument for

Recruitment and Selection Strategy Assignment Example | Topics and Well Written Essays - 2000 words

Recruitment and Selection Strategy - Assignment Example This research will begin with the duties and tasks of a sales manager. The major duty of a sales manager is to establish goals for the sales team and to come up with plans to achieve them. He should come up with innovative strategic methods to increase the market base and market share. It will be the duty of the sales manager to take an active role in recruiting and forming new sales team. He shall provide the adequate training and educational programs that they need. The sales manager should be able to adapt to the global standards and manage the budget for his department by minimizing expenditures. He should be able to adapt to utilizing online sales support system. He should be able to strongly understand the customer and market dynamics and their requirements. He will directly report to the Sales Director and submit the sales report every month. He will discuss the goals set and his strategy for the future market with the sales director. Monitors the performance of each Account E xecutive, analyzes their strengths and weaknesses, and provide them with appropriate feedback and tips for further improvement. He shall establish programs to motivate the accountant executives. The manager will make appropriate presentations and reports regarding products and sales performance to clients and executives. He should have 3-5 years experience in sales management with excellent oral and communication skills. He should have the ability to lead, guide, and motivate a diverse sales team. Also, he must be willing to be exposed to global divisions. A proven leadership and ability to drive sales teams is a chief requirement. This study will present most effective methods of attracting applicants. As indicated earlier, job posting refers to the practice of publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill, and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organization) the jobs that are to be filled. Selected attributes of the job, for example, skill or experience, will change; There are sufficient qualified, potential applicants serving in other positions within the organization who may be potential candidates for that job. Also necessary is the availability of a functional human resource information system that supports recruitment. An effective, computerized system [for medium and large scale] would: flag imminent vacancies throughout the organization to ensure that the recruitment process is timely; ensure that no candidates are lost but, instead, move through the process and are kept informed of their status; ensure that good candidate whose applications are pending are kept in touch to maintain their interest in the organization; assist in analyzing hiring, transfer and exit trends and provide other data that are helpful in planning, evaluating and auditing the recruitment process; identify any adverse impacts of the recruitment process on vulnerable groups (for example minorities, especially where Equal Opportunity/Affirmative Action legislation exists);; As the sales manager position requires better understanding about the companies market goals, principles, and strategies, it would be better to look for internal candidates also who are more experienced and are having sufficient potential to perform the job.