Job Roles and Responsibilities at Starbucks free essay sample

This is to make sure that specific members of staff are aware of and understand their job roles and what responsibilities they have to take on. For a Manager at Starbucks: Managers are there to bring out the very best in employees, maximising their potential. A manager should be an exemplary role model. It is a manager’s job, in any organisation or business, to understand each of their staff member’s strengths and weaknesses. It is very important for a manager to mainly concentrate on the good points of their employees at Starbucks, rather than the bad- and this makes them more successful than to any managers who look at faults in their employees in other businesses. Managers do indeed play a large role in managing staff; however it is also important for managers to manage and take on responsibility for the growth and profit increase at Starbucks. Managers have 4 main roles: Planning: For a manager at Starbucks to achieve long-term goals, they must have a financial plan- this is important because it is a way to estimate how much profit/loss Starbucks will make, maintaining costs. We will write a custom essay sample on Job Roles and Responsibilities at Starbucks or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A manager must plan staff’s holidays, they must not all go on holiday at the same time, or else there wouldn’t be enough staff attending the store to serve customers. At Starbucks, a manager must plan, prepare, and assign daily work schedules for members of staff so that they are aware of the activities they must complete and in that specific time period. Advantages of planning out the steps are- it saves money, resources, time, and effort in the long run. Organising: A manager at Starbucks must organize promotions with thought and consideration, throughout the year. As a manager, you must also give directions so that all employees work effectively and this will result in Starbucks meeting its goals. The manager at Starbucks is the person who sets up on the job coaching, training and support. A manager must organise a certain training programme for employees, such as workshops, assessments, etc. Motivating: To encourage people to go further, and inspire them. Helping employees enjoy their workplace, this can be done by making people feel important by showing them you take into consideration the way they perform, make them feel important, and show them that you need them to be part of the company. Controlling: A manager must control the goods bought and displayed on time like the rest of the company and its branches. It is important for a Starbucks manager to check and maintain the store for health and safety precautions. At Starbucks, a manager must always monitor the performance of employees and take correct action, such as discussing with them their weaknesses and how they can improve and develop them. Skills and abilities The manager of Starbucks is in charge of maintaining good customer service, therefore it is vital to monitor how staff treat customers. A manager must have good knowledge and understanding of the Starbucks Company and its history. There are many skills and abilities for a manager, such as being a good communicator socially and with other businesses- have the ability to plan meetings within the Starbucks industry, have good customer services skills to represent Starbucks in a positive and professional way, sales and marketing skills are vital because this allows you to give customers what they need. A manager is basically a leader, therefore leadership skills are also important- such as being in charge. Team leadership skills are important for managers because this involves the contribution of all mployees at Starbucks and joins them up as a team, the leader of course is the manager. Qualifications Like any other job position, there are specific qualifications that need to be met whilst you’re a manager. At Starbucks, it is required for a manager to have 5 GCSEs and that includes Maths. It is also required for a manager to have previous experience, like working in retail. Personal qualities Personal qual ities are important for a manager to portray, such as being polite, not only to customers but to employees. Confidence is a strong factor that managers need to have, because a manager needs to communicate with other people at all times, therefore confidence is the essence. A manager must also take care of complaints and solve problems in any way one can, and most importantly, a manager must be hardworking. If a manager at Starbucks is not diligent then this would mean that employees wouldn’t look up to the manager, and Starbucks may also lose customers because everything would be incompetent. Terms and conditions for a manager One must always be on time to represent Starbucks in a professional manner. It is important for a manager at Starbucks to take note to their customers and employees- this would show that Starbucks are open minded and are willing to listen. A manager must always treat all employees equally and fairly, this is an aspect in which makes a successful manager. Just like any other employee, a manager must also wear appropriate uniform, such as a shirt and a blouse with tidy shoes. In order for Starbucks to maintain a good image, the manager must ensure that there is a good relationship with other businesses, and the local area. A way to do this is by helping out elderly people who live close by that need small help, making sure that they are happy. Since Starbucks is part of that specific community, it is important to portray itself in a positive and professional way to the neighbourhood. On-the-job Training On-the-job training is basically training that is performed in the job with that working environment. A manager needs to organise coaching and mentoring for on-the-job training as it is vital for employees. The coaching method of training involves regular informal meetings between the manager and the employee. Here they discuss the employee’s performance, allowing the manager to identify the strengths and weaknesses in the employee’s performance at work. As for mentoring, an employee is allocated a mentor who discusses and teacher the employee from their own personal experience and knowledge. An example of on-the-job training for a manager would be talking to customers and sorting problems or issues that occur. If there are problems with customers, they usually ask for the manager, so the manager must be ready to take on such responsibility. Advantages of on-the-job training: †¢It is easy to organise †¢Inexpensive to an extent †¢Relates to the job †¢Meets the needs Disadvantages of on-the-job training: †¢Disruptive in the working environment †¢Relies on the trainer having specialist skills and experience Off-the-job Training Off-the-job training is when an employee is sent away from the working environment to be trained and developed by specialists and different ctivities. Placement and simulation are methods of off-the-job training. Managers must also go on off-the-job training even though they are of a high status; they still need training and development. Placements method of training is when an employee is sent away to another business or another part of the Starbucks business to try a different job role and to work in a different working environment to the ir own. Simulations can help to train those in specific situations, just like training people in first-aid techniques. Simulations are usually there to help train and develop skills in a specific area. Advantages of off-the-job training: †¢Run by a specialist trainer who has experience †¢Intense training which is focused †¢Workplace environment isn’t disruptive †¢New theories and ideas can be developed †¢Trainee can meet new people Disadvantages of off-the-job training: †¢Lack of relevance †¢Can be difficult to apply the training to the workplace †¢Costly †¢Disruptive in a sense that it removes the employees from their work placement For a Supervisor at Starbucks: A supervisor is the lowest management position in any businesses, including Starbucks. It is somewhat below the manager rank. Supervisors are relied on by managers to make sure that everything is going well as planned. The supervisor’s job is to train new employees at Starbucks, introducing them to the machines that they need to use, and very importantly, creating a work schedule for them which identifies the work they need to be performing and the time it needs to be completed. Supervisors monitor staff’s performance ay-to-day and review their strengths and weaknesses, this is important because it is a way to develop staff and make them aware of their weaknesses so they can overcome them. Being a supervisor is very similar to a manager, as both have a job role to manage employees. Supervisors help managers choose who to employ and hire, although they do not have a say in firing somebody. As a supervisor, one must give orders as requested by the manager, so that they can take correct action as necessary. Knowledge, skills, and abilities Assessing all employees is an important role for a supervisor to fulfil, as employees need to be reviewed and told how they’re doing. Communicating with staff is also a very important method, because it is a way to tell employees what they need to do, correct them and guide them verbally. A social supervisor would be a high advantage for Starbucks because it would encourage staff to be confident and that would please customers. Motivation is an important factor when it comes to supervising staff, especially because employees need to be motivated in order to achieve well and have trust in Starbucks. Qualifications Managers do have a high level of qualifications required, whereas supervisors have a lower qualifications standard. As a supervisor, it is required that they are able to read and write, speak fluent English because it is important when it comes to communicating with customers or staff, retail experience is also needed because supervisors have to manage money e. g. in the till. Working as part of a team is highly necessary because as a supervisor you will have to work with many groups and teams, like the employees, the management team, etc. Personal qualities Being a friendly supervisor is a must, not only to customers who arrive at Starbucks but also to the employees who work there. This is important because it brings you closer to your customers, so that they will return to Starbucks in the future, and to your employees, who you will have a brighter work relationship with and a great bond. A supervisor must be confident in order to achieve well, one must be confident to express his or her thoughts and ideas. Problem solving is important when it comes to complaints or employees who have problems that need to be reviewed and solved. All supervisors must decision make in a lot of things, in association with workers especially. There is a limit to how much decision making a supervisor can do, for example, they don’t have the power to fire or completely hire somebody on their own. They can complain to the manager about their thoughts; however they cannot have the full right to doing so. Terms and conditions Always be on time. This is a factor that is very important and not many people get right, being late shows disorganisation, it shows that you are sloppy, unprofessional, and can lose you business. Listen to what customers and employees have to say individually, this is important because it shows that you care about your customers and employees. Be faithful to the Starbucks company, this is crucial because it can get you promoted further into the business and it’s a sign of faith, trust, and loyalty. On-the-job Training Supervisors also require training, and a method of training is on-the-job, such as induction. This is a specific type of training, and it is very popularly used for new employees. This helps new employees at Starbucks get started quickly, making it more familiar for them what kind of job role they have, familiarize colleagues, and of course, Starbucks itself. This can help a Supervisor get started with their job, making them feel more comfortable working there and it will help them stay longer with that job specification. This is also important for Supervisors so that they know what employees would need and are able to identify different solutions. Advantages: †¢Introduces you to your colleagues †¢Identifies the structure in which you will work in †¢Welcomes you to the working environment Accumulate skills from staff Disadvantages: Working environment can be too much to handle †¢Can be off putting Off-the-job Training Off-the-job training is another method which can help supervisors with their job role and responsibilities. The main training factor is accreditation; this is a course grants you with a qualification that is recognised by Starbucks and many other businesses. One would be awarded a certificate of achievement which indicates that they have completed this course. Accreditation plays a part in accountancy, personnel, marketing, charted surveying. Advantages: †¢Granted another qualification †¢Learn new skills and abilities †¢Work with other people Disadvantages: †¢A long course For a Barista at Starbucks: A barista basically serves espresso-based coffee drinks. One who typically works behind the counter, serving both hot and cold beverages. To be a barista, you need some level of expertise or skill in preparing drinks; of course, timing is the main focus point. A barista is a very important person at Starbucks, mainly because he or she has to face customers every day, producing perfect espresso coffee. Barista is where employees usually begin, working their way up to their desired job rank. The purpose of a barista is that they are the ones who make the drinks (both hot and cold) behind the counter to serve to customers, and they have respect for, and pride in what they serve. What a barista does is also classified as art, because the drink they serve has to be perfect and mouth melting. Responsibilities Helping customers is a vital factor that baristas need to pay attention to and must think about at all times, for any customer. A barista can help customers by responding to their questions either about the hot coffee/beverages or what they need specifically in their drink. A barista must provide good quality beverages and coffee, this is so that the customer is pleased with what they have bought and can advertise for Starbucks by word-off-mouth and may even return to Starbucks in the future. A happy customer! Help to clean and organize the store is also a part of the barista’s job. Cleaning tables, tidying up chairs, washing up cutlery/plates/mugs, these are all vital aspects that a barista must commit to completing. Serving customers with speed is very important, especially because the customer wouldn’t want to wait too long for their order. Even though a barista must quickly serve a customer, one must also serve it with the best possible quality. Knowledge, skills, and abilities Good customer service skills are one of the main points a barista needs to focus on and perform. At Starbucks, customers return to the store and re-order drinks etc because they are impressed with the customer service provided towards them, and this can help Starbucks accumulate greater profit in the long run. Not only does good customer service gain Starbucks more customers, but it also portrays a positive image on the Starbucks industry, showing professionalism, formality, organisation, and friendliness. Being a good listener is also important for a barista, especially towards customers. If a customer starts a conversation with a barista, he or she must respond, thus creating a good bond between them. This also relates to good communication skills, a barista’s voice must be loud and clear with an accent that is easy to understand and follow. A barista should always smile and tell customers what they want to hear, even if it’s a small conversation that won’t last too long. A barista must always show organisation, for example, machinery has to be clean and so does mugs/cutlery, or else customers can be put off by it and find the store a dirty environment. Qualifications Once again, like any job specification or rank, there are always qualifications, even the slightest. A barista requires some understandings of maths, ability to speak because there is a lot of communicating with other colleagues and most importantly customers. Write and read English, maintain organized at all times and not only behind the counter, serving customers. A team worker, because working with colleagues is mandatory especially if there is an assistant helping the barista behind the counter. A barista must be calm because serving customers does take patience, and must enjoy meeting new people- because there certainly are a lot of faces to be seen. Problem solving/ decision making There isn’t much problem solving a barista must take on, however, they have to estimate how much ingredients needs to be put in each product served. As for decision making, a barista can decide when they need to re-stock when they have run out of ingredients or products, so they have to make it aware for supervisors whenever that does happen. Terms and conditions A barista must always be on time; this is important because if there is no barista behind the counter then customers cannot be served, thus losing customers. To be on time, the barista must always consider the environmental factors, such as traffic. Listening to customers is also important. It is a barista’s duty to take orders from customers and answer any questions they have, therefore listening to what they order or ask is vital. Listening to employers is also necessary, especially if they need you to do a certain task. Treating fellow workers with respect is very important, especially if one wants to receive the same kind of attitude back. Not only does respecting your colleagues show your true personality, but it also influences your work, and you will enjoy working at Starbucks. This is also a good way of making friends, meeting new people and showing that you have a good charisma. A barista must wear the correct uniform; this is because it influences Starbucks dramatically, it would show organisation, professionalism, and it basically represents Starbucks as a whole. On-the-job Training This can be a way to train a barista, with the help of induction training. This is highly needed for a barista, to get them started with working at Starbucks so that they are able to recognize and use certain machinery, know how to treat customers, get to know your colleagues and managers, and understand the importance of a barista to Starbucks. Another important training method on-the-job is a 2 weeks training, this is very helpful as it helps baristas get used to the environment and how things are run at Starbucks. Advantages: †¢A good way to get started †¢Allows you to plan ahead †¢Receive experience I found that there aren’t any faults with this training schedule, and that it is highly effective. Opportunities There are many opportunities for a barista to be promoted, etc. A barista is basically a normal employee; therefore they have a big future ahead of them, and they can get promoted if their performance is of great quality.

Essay Sample on Antiviral Drug Production

Essay Sample on Antiviral Drug Production The most profitable pharmaceutical production technologies lie locked up inside the biggest pharmaceutical companies labs.  Evaluation of those procedures may be understandable the best during outbreaks of viral diseases. Discovery of antiviral drugs was the biggest health treatment breakthrough (3). However, those drugs production needs investing great amount of money as to allow use of combinational chemistry aided with computer designs, molecular biology (3) and other high specific technologies. But thanks to them we can receive drugs saving our lives. Infectious diseases caused by bacteria, fungi are very well treatable those days. The ones caused by viruses are only under development. The company which invents or buys technology processes for antiviral drug production should not manage to add up their profits in the near future, as millions of people die from HIV, flu and other viral diseases. The most fortunate companies as Swiss Roche are well prepared for the battle. Roche launches more than 100 new products every year. Focuses on molecular biology, genomics and genotherapy (5). Previously it invested in new technology platforms (4) labs, scientists, equipment, now they can count their gains. Of course helped them the dread of the global bird flu pandemy. They are the main owner of the patent for Tamiflu production and Tamiflu is generally, apart from Relenza, the only drug for curing bird flu infection (2). All money, those from production and those from issuing patent sublicences, come simply to Roche pocket. When we consider that during 2 years (2004, 2005) Tamiflu production has raised eightfould (2), one can have no doubt why Roche in 2005 didnt want to share its patent (2). But governments and international bodies pressure resulted in directing the sublicences one to a company in China and the second in India for producing generic version of the drug, creating coo peration with 15 companies who produce some materials used in Tamiflu, and placing end-to-end production systems in USA and in Europe (1). Annual production of Tamiflu in 2006 was estimated by Roche as 400 mln treatment courses (1). The government orders mede it possible. More then 65 countries ordered Tamiflu to stockpile last year (1). All those mean that antiviral drug production is on the way. Who will be the next winner? If you need custom essays, research papers, thesis, dissertations, term papers on Technology, Medicine, Health or other discipline feel free to contact our professional custom writing service.

Roman Numeral Origins and List from I to CI

Roman Numeral Origins and List from I to CI Manual Origin of the Roman for 5 [If youve forgotten what Roman Numerals look like, theyre listed below.] J. E. Sandys describes the origins of Roman numerals, in Latin Epigraphy. He says the original numeral was a line to stand for 1 and a representation of a hand that looks like a V to stand for 5. The X (10) is two hands joined or one v atop a second v turned upside down. However plausible that sounds considering the human tendency to use our digits and hands for counting, there is an alternative explanation. Etruscan and Greek Origin for Roman Numbers The X was similar to the Etruscan symbol for 10, the top half of which was adopted for 5. Ancient Chalcidic (Greek) symbols were added: one came to look like an L for 50 and the other was the Greek phi (ÃŽ ¦) that became the curved M (1000) symbol that was sometimes written like our symbol for infinity. Gradual Changes in the Roman Numerals To make the number 10,000 the phi was surrounded by an outside circle. A third circle made it 100,000. The right half of these symbols meant half, so half of the phi, a D meant 500, as used by Cicero. But towards the end of the Republic a horizontal bar above a numeral meant that number in the thousands, so a V with a bar on top meant 5,000, and a D with a bar on top meant 500,000. More on the Higher Roman Numerals Somewhat surprisingly, Sandys says that M was not used for 1000 before the second century A.D., except before p for mile milia passuum. Sandys says the original symbol for 100 was probably a Chalcidic theta (ÃŽËœ) and became a C. The fact that the word in Latin for 100, centum, began with a C made the symbol especially appropriate. Sources on Roman Numerals In addition to J. E. Sandys Latin Epigraphy, Mommsen is another source on the topic of Roman Numerals. For more recent work on Roman numerals, see The Origin of the Latin Numerals 1 to 1000, by Paul Keyser. American Journal of Archaeology Vol. 92, No. 4 (Oct., 1988), pp. 529-546. Also, see: Roman NumerationThe numbers, how to decline them, and the hours of the day. List of Roman Numerals from I to CI 1 I2 II3 III4 IV​5 V6 VI7 VII8 VIII9 IX10 X11 XI12 XII13 XIII14 XIV15 XV16 XVI17 XVII18 XVIII19 XIX20 XX21 XXI22 XXII23 XXIII24 XXIV25 XXV26 XXVI27 XXVII28 XXVIII29 XXIX30 XXX31 XXXI32 XXXII33 XXXIII34 XXXIV35 XXXV36 XXXVI37 XXXVII39 XXXIX38 XXXVIII40 XL41 XLI29 XXIX43 XLIII44 LIV45 XLV46 XLVI47 XLVII48 XLVIII49 XLIX50 L51 LI52 LII53 LIII54 LIV55 LV56 LVI57 LVII58 LVIII59 LIX60 LX61 LXI62 LXII63 LXIII64 LXIV65 LXV66 LXVI67 LXVII68 LXVIII69 LXIX70 LXX71 LXXI72 LXXII73 LXXIII74 LXXIV75 LXXV76 LXXVI77 LXXVII78 LXXVIII79 LXXIX80 LXXX81 LXXXI82 LXXXII83 LXXXIII84 LXXXIV85 LXXXV86 LXXXVI87 LXXXVII88 LXXXVIII89 LXXXIX90 XC91 XCI92 XCII93 XCIII94 XCIV95 XCV96 XCVI97 XCVII98 XCVIII99 XCIX100 C101 CI

The Pros and Cons of the Implementation of Fat Tax in the UK Essay

The Pros and Cons of the Implementation of Fat Tax in the UK - Essay Example This essay discusses that the United Kingdom is becoming ‘fat’. According to the National Health Services (NHS), obesity is one of the biggest problems confronting UK in the 21st century; obesity causes several diseases or health problems. As this problem is growing, there are many attempts to control it. There is a suggestion in the UK that a tax on junk food is the only solution to mitigate this problem. This essay critically evaluates the arguments for and against such proposal. People who support ‘fat tax’ argue that this proposal is likely to be effective because this strategy has been used to alcohol and cigarettes quite successfully. According to Jofre, the UK is considered to be the ‘fattest’ nation in Europe. In line with this, the rate of obesity in the UK is growing steadily, and time is short, which implies that ‘fat tax’ could be the perfect solution for obesity. For instance, Denmark is one of the slimmest countries in Europe because it implemented ‘fat tax’. It is also argued that ‘fat tax’ has an impact on health for it is widely known that sugar and fat are the main reason for obesity. Thus, the basis for the proposal becomes obvious. As stated by Jofre, if the public cannot take care of their health, then the government is obliged to take action. In contrast, people who are against this proposal believe that it is their choice, and not the responsibility of the government. But what are the real advantages and disadvantages of implementing ‘fat tax’ in the UK? An obvious advantage of ‘fat tax’ is the revenue it could generate. ‘Fat tax’ would probably have to be quite large so as to make a difference on food preference, producing additional revenues (Leicester & Windmeijer 2004). Such revenues could be used for obesity prevention and treatment agendas, or to fund the promotion of nutritious foods. There is logical argument for th e possible success of implementing ‘fat tax’ in order to lessen consumption of unhealthy foods. One of the main factors affecting food preference is price, together with ease, quality, and taste, and, to a lesser degree, health (Jofre 2010). ‘Fat tax’ has been proven to be successful in Denmark. However, implementing ‘fat tax’ is difficult. It is hard to determine what foods should be taxed. However, even though difficult to implement, Denmark, and other countries, have shown success in adopting ‘fat tax’. This proposal is disapproved of by other people for wrongly troubling the poor, for poor people consume higher quantities of junk foods and would hence be held back by ‘fat tax’ (Leicester & Windmeijer 2004). Yet, poor people may profit as well since price is more precious to poor people in choosing foods to eat, and thus ‘fat tax’ may result in major change in consumption behaviour for poor people in co mparison with rich ones who can buy nutritious foods. Especially, nutritious food decisions would have to be cheap and easy to get to. If not, poor people, who remain incapable of buying nutritious foods, will either be pushed to starve or shell out more to sustain a harmful diet. If obesity is a real major problem in the UK, it is more helpful to think of other ways, since the ‘fat tax’ proposal looks weak. In particular, ‘fat taxes’ that financially support obesity prevention and treatment agendas, and complaints against food businesses, appear quite financially advantageous for the individuals supporting them, such as attorneys and public health advocates, without essentially solving the obesity crisis (Press Association 2011). What’s more, a lot of people eat wisely, so why should they be burdened of the taxes intended to discipline irresponsible consumers? And there are no sure proof that obesity is caused by the failure of food businesses to in form consumers that hamburgers and ice creams are fatty foods. It appears that the most

ARGUMENTATIVE, COMPARE AND CONTRAST Essay Example | Topics and Well Written Essays - 500 words

ARGUMENTATIVE, COMPARE AND CONTRAST - Essay Example The article is well written and presents its argument in a logical manner. First, Cloud (2008) presents the idea brought forward by John McCardell Jnr. that the drinking age should be lowered after several conditions have been met. He also presents McCardell argument that restricting alcohol to those below 18 years old raises its appeal thereby encouraging binge drinking. After presenting these views, Cloud (2008) begins his arguments using statistics. He notes that data provided shows that there has been no major shift in binge drinking since the age restrictions were put in place. He argues that binge drinking has in fact dropped from 40.7% in 1984 to 38.1% in 2006. In response to McCardell’s argument of unsupervised drinking, Cloud (2008) notes that even if the drinking age was to be lowered, there would be no one to supervise the 18-21 year olds. His final argument is that while lowering the drinking age may end infantilizing of college students, it may increase deaths on highways. According to data from the National Highway Traffic Safety Administration, traffic fatalities and accidents connected with drinking have improved considerably since the restrictions were put in place. Sunders (2008) holds a different view and believes that college students between the ages of 18 and 21 are mature enough to drink. She also looks at McCardell’s argument that the drinking age should be lowered and that Washington should open the debate to look at amending the minimum drinking age. Her main argument is that the law is null and void since most people do not believe that the minimum drinking age works. Her arguments are also based on statistics and she argues that half of those between 18 and 21 year old have consumed alcohol despite the prohibitions placed by the law. She presents an argument forwarded by MADD that the minimum drinking age saves lives through the reduction of traffic accidents. She also notes that this fact has been supported by

Comparing China and Russias Approach to Change :: Political Politics

Comparing China and Russia's Approach to Change Gradualism is naturally the most feasible approach to any situation. Since the fall of the iron curtain, Russia and China have chosen to move towards democracy. China has chosen to take the natural, more gradual approach to democracy while Russia has chosen the fast-paced, more dangerous approach. These two nations have chosen to change their economies from a collectivized command one to a market oriented one in order to increase the standard of living in their countries. In recent years, China is booming and becoming more and more successful, while Russia seems like it is regressing back to parochial ways. It is impossible to compare anything but Russia and China's approaches to change, and the results that incurred. The two nations have vastly different economies and to compare one economy to another would be illogical. China and Russia's approach to change are vastly different, almost like night and day. China's political and economic policy has always been to do things gradually. Whereas Russia believed in going through the necessary changes quickly, so that the hardship would in turn pass just as quickly. In the implementation of their policies, we have seen that China's approach has led to a 29% of growth in their industrial field. But in comparison, Russia only yielded 15% with their approach. But one must keep in mind that China has more industrial sectors than does Russia, so their job in improving industry is notably easier than Russia's feat in developing an industry. Politically, the two nations have the same policies that they held in their economies. China believes in gradually letting the people have more access to political freedom. And again, Russia's policy has been to flood them all at once with these new found freedoms. Unfortunately Russia's policy hasn't been the most naturally feasible approach again. Their people have been suddenly bombarded with all of these new found freedoms they have never experience before. They are like little children let loose in a candy store. There are all of these new things available to them, and most of the younger generation wants too try everything at once. All of these citizens experimenting with their new freedoms are creating political chaos. The Russian citizens don't have time to savor their new freedoms and are just trying to grab them from left and right. For they are probably afraid that if they don't take their freedoms quickly, they will leave as quickly as they came.

Ethical Dilemma in Hiv Counselling Cases Essay

I have a client whom I know to be HIV positive. I also know that he is sexually active and has not told any of his partners about this. Isn’t it my ethical responsibility to inform someone that he is, in effect, dangerous to others? Even if I am not a counselor, I would not be able to live with the fact that I have such an information and am putting some other life at risk. As a medical doctor, I was also bound by my Hippocrates oath to serve and bring no harm to others, â€Å"I will apply dietetic measures for the benefit of the sick according to my ability and judgment; I will keep them from harm and injustice. (Edelstein,1967) By law I must abide by the rules set by the act and by the counseling board. There are 4 matters that I may need to breach (ACA , 1995) : 1. homicidal thoughts 2. abuse cases/ minor 3. suicide cases 4. court order What is ethics? Ethics is a process of considering right and wrong, in which a choice of behaviour is shaped. I would also imply it as Moral for a common place term and is sometimes contrasted with ethics which is considered an academic discussion of ideals. (Herlihy & Corey ,1996. But I will avoid the term â€Å"moral† because it carries the connotation of â€Å"moralism† which many people think as an imposition on ones values or one another. I would rather discuss the process of ethical discernment; the choosing of action, consequences of choices the values of he or she ants to embody in the action. I see this big part of my future as a counselor. Will I be able to live up to the ethical choices made which will not disturb me morally yet it will also cause no detrimental actions to my clients? Based on the Malaysian Counselling Code of Ethics, (1994), as a counsellor I m bound by this code to be responsible to my client. Based on this I will be able to deliberate my choices in whether I will disclose the matter or not. Clause 2 Kaunselor hendaklah menghormati privasi klien dan merahsiakan segala maklumat yang diperolehi semasa kaunseling melainkan jikalau maklumat itu akan membahayakan klien atau orang-orang dipersekitarannya. (Counselors shall respect client privacy and confidentiality of all information obtained during counseling except if the information would harm the client or persons in the immediate. Clause 11 Dalam kes di mana jelas terbukti bahawa klien, mengikut pertimbangan kaunselor menunjukkan dengan jelas, diri klien atau orang Iain berada dalarn keadaan bahaya, kaunselor hendaklah menggunakan budi bicaranya mengambil tindakan wajar untuk menjaga kepentingan klien dan orang lain yang terlibat. (In cases where it is evident that the client, at the discretion of the counselor shows clearly, themselves or the people Iain client is in danger, the counselor should exercise its discretion to take appropriate action to protect the interests of clients and other people involved. By the above clauses, I am morally bound to do the right thing. But I will also analyze further the fear or reservations my client has in this matter. My client is my main focus here. Even though he or her behaviour or disease will be hazardous to the public, but I will need to know why this matter is an issue to be brought up by them. Encouraging HIV-positive patients to disclose their status, especially to their sexual partners was an important challenge faced by the participants. They mentioned that despite the improvement in their counselling skills due to the trainings received and from their work experience, they still faced difficulties convincing some patients to voluntarily inform their partners about their HIV status. The major reason cited was fear of marital problems which included blame, verbal or physical assault, and even divorce. (Mueller . R. , 2007). Based on the above statement, I would see the the refusal to notify the sexual partners being common because these clients were more likely to have been promiscuous prior to their diagnosis. They further had experienced that patients who disclosed their status were more likely to engage in safer sex, had better treatment compliance, and outcomes compared to those who concealed their status. In contrast if the patient still insists on not telling the partner on their situation, even though I am going to still make the report but I will also try to make efforts to educate the client to notify the partners. There would be ways to strategies to encourage and ensure the patient to willingly notify their partner. Part of my strategy would be to; i) couple counselling, even if there is some reluctance to continue. , ii) educating them on the benefits of disclosure, iii) seeking consent from the patients to directly inform their partners in the patients’ presence in scenarios where patients lacked the courage to do so personally, and iv) I would try to contact the people involved in this situation that they are in the possibility of exposure to HIV without releasing the identity of my client (Njozing et al. 2011)