An Reflection On My Personal Healing - 1601 Words

ministry setting This reflection paper will provide some clarity on my personal healing, the current ministry setting where I serve and why I would like to be considered for provisional membership at this time. Since my last appointment to the two point charge of the Keener and Goshen charge, I have been serving as a Chaplain for Hospice care in a for profit company. Three months after being released from those churches I was hired by Pruitt Health Hospice to serve as a chaplain. My time with them was productive because I learned that my own loss was useful in helping others. I was able to relate to the patients in hospice and be present for them in both the physical and spiritual sense. I currently work with Liberty Hospice in both the†¦show more content†¦Interestingly, I have not encountered someone who is an atheist in their final days. Perhaps it is because geographically we are located in the Bible belt. But it is important to say that for the sick and their loved ones the hope of the afterlife is real. The promise of heaven and being reunited gives them hope. It has been an incredible blessing to be part of this crucial time. The hospice chaplain serves many denominations and beliefs, and my past experiences, education and denominational affiliation give me a unique perspective. I have witnessed many deaths, and I have seen Christ’s suffering lived out in many ways. The promise of the resurrection and how death is defeated are very real in those places where the earthly shell is shed and new life occurs. My personal loss and challenges have allowed me to be an empathetic presence to those who face death with courage. God has used my call to ministry and anointing to help others. It is challenging work but it is God’s work and for that I am thankful. II. As part of this reflection paper, it feels appropriate to discuss the challenges I faced in the aftermath of my traumatic experience. My childhood was difficult; I witnessed the physical and verbal abuse that my father imposed on my mother and older brother. While I escaped the physical abuse, the scars of my family life have always been with me.Show MoreRelatedReflective Reflection819 Words   |  4 PagesThis reflective essay will be adopted from Rolfe, Freshwater and Jasper’s (2001) reflection model. This reflection is based on a case study that I have read and will be based on the intervention I have chosen to treat the patient. Mr. Castello was admitted to the ward for observation after a fight and sustaining a laceration to his right forehead from a beer bottle and extensive bruising and scratches to his left arm. Mr. Castello had a pre-existing chest infection, Type 1 Diabetes Mellitus (DM)Read MoreEffective Communication Skills And How Sexual Assault Workers Can Help Further A Client s Healing Process1415 Words   |  6 PagesEffective communication skills are important in everyday life, from home to work and even social outings. Working with trauma patients it is vital to have effective communication skills. In particular those healing from child sexual abuse, sexual violence and domestic abuse (Sanderson, 2013). The American Psychological Association (2015) defines trauma as and ‘emotional response to a terrible event such as rape...reactions include; flashbacks, nausea, unpredictable emotions, strained relationshipsRead MoreCultural Awareness And Delivery Of Appropriate Care1388 Words   |  6 Pagesof appropriate care. The first step in creating cultural awareness may begin by the health care provider assessing their own cultural heritage, and it’s views on health and wellness. Reflection on one’s cultural heritage requires knowledge and understanding of the concept of cultural heritage itself. When assessing my cultural heritage, I first examined the factors that are identified as contributors to one’s heritage. According the Joint Commission (2010), culture can be defined as the, â€Å"integratedRead MoreCultural Awareness And Delivery Of Appropriate Care1392 Words   |  6 Pagesappropriate care. The first step in creating cultural awareness may begin by the health care provider assessing their own cultural heritage, and it’s views on health and wellness. Reflection on one’s cultural heritage requires knowledge and understanding of the concept of cultural heritage itself. When assessing my cultural heritage, I first examined the factors that are identified as contributors to one’s heritage. According the Joint Commission (2010), culture can be defined as the, â€Å"integratedRead MoreAnalysis Of Dr. Galindo s The Hidden Lives Of Congregation 1368 Words   |  6 Pagesa visual practice, my colleagues as critical and encouraging coaches, experiential learning outside of the classroom (ah-ha moments), and the final reflection paper. I included my reading, experiential, and reflection as a part of social because it help formulate how I responded to my peers in our classroom setting. Dr. Galindo’s approach to leading us was very open and reflective, his feed back was light and cautious, which had elements of revelation, education and healing. I believe he pushedRead MoreCultural Awareness And Delivery Of Appropriate Care1369 Words   |  6 Pagesand delivery of appropriate care. The first step in creating cultural awareness may begin by the provider assessing their own cultural heritage, and it’s views on health and wellness. Reflection on one’s cultural heritage requires knowledge and understanding of the concept of cultural heritage itself. When assessing my cultural heritage, I first examined the factors that are identified as contributors to one’s heritage. According the Joint Commission (2010), culture can be defined as â€Å"integrated patternsRead MoreKnowing Self, Being With : The Mindful Approach1190 Words   |  5 Pageswith a narrative stating my pre-understanding of caring and the mask making experience. Then, I will explore self-awareness, reflective practice, restorative practice, and the strength of mindset and there relation to caring. It will emphasize the importance of knowing self, being with, and the mindful approach relating to the therapeutic nurse-client relationship, most of all being client centered. I know I have been cared for since I was brought into this world. My pre-understanding of caringRead MoreUse Of Prayer And Scripture On Cognitive Behavioral Therapy1160 Words   |  5 PagesSummary Siang-Yang Tan, a psychologist that has been in the field for over 25 years wrote a journal on the Use of Prayer and Scripture in Cognitive-Behavioral Therapy. This journal â€Å"covers the appropriate and ethical use of prayer, including inner healing prayer, and Scripture in a Christian approach to cognitive-behavioral therapy† (Tan, 2007). In this journal he expounded on the methods he used through his experience to ethically provide prayer and scripture in a suitable fashion. He also wentRead MoreSummary Of Book Liberty University 1679 Words   |  7 Pagesinclude training in spiritual formation, something that comes solely through deepening their own relationship with God, and establishing boundaries between their personal and professional life while still drawing upon personal experience in the counseling sessions. A third challenge presents because much of the training must come from personal experience and then be carefully united with counseling techniques. Then there is the challenge of going against some of the more prominent opinions on mentalRead MoreHolistic Nurse Self-Reflective Assessment Essay1157 Words   |  5 PagesTranspersonal Caring was most closely linked to aspects of my current nursing practice. Theory Jean Watson looks at holistic nursing as an aspect of viewing each patient individually, and believes that â€Å"†¦the whole is greater than, and different from the, the sum of the parts† (Montgomery-Dossey Keegan, 2013, p. 122). In further explanation, she feels that health is very much a subjective state that can disrupt one’s self harmony, and that one’s personal environment includes the social, cultural, environmental

Top Trucking Company Case Study Samples for Students-Myassignment

Question: Find out the Employment Relation at Top Trucking Company that is mentioned in Constructive Relations at Top Trucking Company Case Study. Asnwer: Introduction Human resource management (HRM) is an important activity for managing the employee relationship and maintaining employment relation (Godard, 2014). The purpose of this study is to find out the employment relation at Top Trucking Company that is mentioned in Constructive Relations at Top Trucking Company case study. Effective HRM highly cares about the value of the employees, which can definitely lead to good employment relation. This report will explain the new workplace practice, which has been introduced by new yard manager. The report will discuss the risks, which the organization can face to sustain the change of the organization, when George and new yard will manager move on. Apart from that, the public or service sector unions will be compared with the tough blue collar unions for their engagement in the change of organization. New Workplace Practice Workplace practice examines the nature, types and structure of the work environment in an organization. Moreover, it is the building block of good work environment within an organization. According to Nettleton et al., (2016), good workplace practice encourages the employees towards enhancing their productivity with good support of the leaders. McGrath-Champ et al., (2015) opined that effective workplace practice fosters employee commitment towards achieving the common goals of the organization. The former yard manager was quite autocratic in his leadership. He was also not much supportive to the workers. Hence, the workplace practice was quite discouraging for the workers. However, the new yard manager of the organization is highly communicative and democratic in his leadership. He has initiated new workplace practice for the workers within the organization. The nature of new workplace practice of Top Trucking Company is explained below: Openly Communicative Workplace The new yard manager of the organization always communicates openly with the workers and union of the workers. For the benefits of the organization, the manager is always flexible towards sharing the most information with the workers and unions. Moreover, the manager has brought a harmonization among the employees towards leading them in achieving organizational goals. On the other hand, due to open nature of the workplace practice, the workers are more capable of raising their issues and get solution to the problems immediately. Autonomy to Workers As per Marginson, (2015), successful businesses always dedicate the workers some level of authority to control their own jobs. Neuhaus et al., (2014) stated that effective workplace practice ensures sufficient autonomy for the worker to deal with their jobs. In Top Trucking Company, the new yard manager never treats workers like children. Moreover, he provides enough freedom or autonomy to the workers for making them more responsible towards performing their jobs. Apart from that, the new yard manager demonstrates high level of concern for developing the skills of workers. Moreover, he always provides regular training and development programs for developing workers skills so that they can deal with their jobs by their own. Safe Workplace The new manager is always focused on the occupational health and safety issues with the workers. As a part of this initiative, the manager has introduced effective training and development programs for the drivers, which are related to technical as well as customer service skills. In this way, the drivers are safer now in their driving by avoiding any physical harm. Moreover, enhanced technical skills can also assist the workers towards complementing each other in their workplace. Furthermore, the new uniform and rejuvenating trucks of the organization have also brought a feeling of pride among the workers. Continuous Learning Environment and Shared value According to Mencl and Lester (2014), shared workplace environment can foster more creativity and innovation within the workplace. On the other hand, Ogbonnaya and Valizade, (2015) opined that shared workplace environment foster workplace collaboration towards better achievement of organizational goals. The new yard manager never hides the successes as well as the pressures of the workers. Moreover, he never unnecessarily blames others without checking the things out and exploring the hindrance preventing the organizational success. Apart from that, the yard manager always used to go out of his way for consulting with the work union with the same effort towards enhancing the organizational productivity. Risk for Sustaining Change Gap between Strategy and Execution According to Zhao et al., (2014), lack of poor leadership can result in huge gap among the strategy formation, process of work, communication between the departments and process execution. On the other hand, Bromiley et al., (2015) opined that poor leadership also results in cognitive gaps between the strategy making and strategy execution. In case, if the new manager of Top Trucking Company moves on, then the workers can face absence of control in performing complex jobs. Moreover, the employees can also face lack of proper direction in performing their jobs as per the changing workplace culture. Moreover, the workers can face confusion regarding the uncertain things in the changing workplace without proper leadership. It can ultimately create gaps in strategy execution. Possibility of Workplace Conflict According to van den Heuvel et al., (2014), trade union plays noteworthy role in managing the harmonization between the workers and managers. Trade union always assists in maintaining positive work environment through proper collective bargaining between the management and group of workers. On the other hand, Schaffer et al., (2013) opined that trade union also communicate the interests of the work groups to the management for their fulfillment. In such extent, if George-union delegate moves on, the workers of this organization can face huge challenges towards communicating with the management and resolving their issues. On the other hand, the worker group can also lose the legal support from the trade union in fulfilling their interest. In this way, this situation can ultimately lead to workplace situation. High Chance of Job Burnout and Turnover According to Allen et al., (2013), proper managerial support is highly required towards maintaining the success of organizational change. In this situation, if the new manager of this organization is replaced, then it can create poor management in the organization. Lack of support from proper manager can create job stress for the employees in the changing environment. In this way, if the new manager moves on, then it can create job burnout for the workers, which can ultimately hamper the organizational change. On the other hand, Meyer et al., (2016) opined that increasing complexity level of the jobs in organizational changes can also decrease the employee morale. Likewise, the workers of this organization can also feel de-motivated with complexity level of the jobs in the organizational change, if the manager moves on. Hence, this situation can also lead to high turnover in the organization. Lack of Work Efficiency According to Smits and Bowden, (2015), effective leadership always focuses on employee development towards increasing their work efficiency and maintaining the success of changes brought in the organization. In this situation, if the new manager is replaced, it can create lack of skill developmental programs for the workers. In this way, this situation can ultimately reduce the work efficiency level of the employees towards maintaining change in the organization. Blue Collar Unions VS Service or Public Sector Union Organizational change is always related to technological advancement, organizational structure and business process (Allen et al., 2013). These factors are less likely to impact on blue collar workers and more likely to impact on service or public sector employers. Hence, the service or public sector unions are more willing to show resistance for the change in organization than tough blue collar unions. While seeing the organizational change at Top Trucking Company, the changes have been incorporated as new rejuvenated fleets, new uniforms and cleaned up yards for the drivers. Apart from that, the organization has also appointed new encouraging yard manager for bringing some fresh air in the workplace. The cleanup yard leads to highly hygienic workplace for the workers towards their increasing productivity. On the other hand, the modern facilities incorporated in the rejuvenated fleets have actually increased the flexibility of the drivers towards operating the fleets. Hence, all the organizational changes seem to be helpful for the blue collar employees of this organization. Therefore, tough blue collar unions are less likely to raise resistance for the organizational change. However, the organization has also incorporated new computerized system in the business process. Hence, while collar employees can be highly influenced through this change, which may require to develop new skills for the employees. Therefore, white collar employees are more likely to resist changes than blue collar workers. Public or service sector unions most often deal with the employees, who are frequently promoted or demoted from their current position due to any organizational change. Hence, public or service sector employees are more influenced by the organizational change in regards to organizational power distribution (Bromiley et al., 2015). Therefore, public or service sector unions are high resistant towards accepting the organization changes, when there is chance of demotion for the employees. On the other hand, tough blue collar unions mostly deal with the workers, who do not usually have more chance of promotion. Therefore, the organizational change cannot much influence the public or service sector workers, which it deals with power distribution in the organization. Hence, tough blue collar workers are less likely to show resistance towards accepting the organizational change. Apart from that, organizational change can have direct impact on the white collar employees. Therefore, they are more scared about accepting the organizational change. It creates more resistance from the part of public or service unions towards accepting the organizational change. On the other hand, blue collar workers are only indirectly influenced from any change in organization. Therefore, blue collar employees are more willing towards engaging in organizational change, if it seems to be beneficial to them. Conclusion In conclusion, it can be found that the new yard manager of Top Trucking Company is highly open towards communicating with the workers and union. He has initiated shared work environment in the workplace, where workers are given more value as per their contribution. On the other hand, the manager always shares vital organizational information with the workers and union towards achieving organizational success. However, there can be a huge gap between the strategy formulation and strategy execution in managing the change organization, if George or yard manager are changed. Furthermore, the tough blue collar unions are more tended towards engaging in the change of organization than the service or public sector unions References Allen, D.K., Brown, A., Karanasios, S. Norman, A., (2013). How should technology-mediated organizational change be explained? A comparison of the contributions of critical realism and activity theory.Mis Quarterly,37(3), pp.835-854. Bromiley, P., McShane, M., Nair, A. Rustambekov, E., (2015). Enterprise risk management: Review, critique, and research directions.Long range planning,48(4), pp.265-276. Godard, J. (2014). The psychologisation of employment relations?.Human Resource Management Journal,24(1), 1-18. Marginson, P. (2015). The changing nature of collective employment relations.Employee Relations,37(6), 645-657. McGrath-Champ, S., Rainnie, A., Pickren, G., Herod, A. (2015). Global destruction networks, the labour process and employment relations.Journal of Industrial Relations,57(4), 624-640. Mencl, J., Lester, S. W. (2014). More alike than different: What generations value and how the values affect employee workplace perceptions.Journal of Leadership Organizational Studies,21(3), 257-272. Meyer, M. A., Cross, J. E., Byrne, Z. S. (2016). Frame Decoupling for Organizational Change: Building Support Across Divergent Stakeholders.Organization Environment,29(2), 231-251. Nettleton, S., Sebbens, T., Fairhall, H., Firth, T. (2016). Stay agile: Managing employment relations in the new economy.Governance Directions,68(8), 475. Neuhaus, M., Healy, G. N., Dunstan, D. W., Owen, N., Eakin, E. G. (2014). Workplace sitting and height-adjustable workstations: a randomized controlled trial.American journal of preventive medicine,46(1), 30-40. Ogbonnaya, C. N., Valizade, D. (2015). Participatory workplace activities, employee-level outcomes and the mediating role of work intensification.Management Research Review,38(5), 540-558. Schaffer, M. A., Sandau, K. E., Diedrick, L. (2013). Evidence?based practice models for organizational change: overview and practical applications.Journal of advanced nursing,69(5), 1197-1209. Smits, S. J., Bowden, D. E. (2015). A perspective on leading and managing organizational change 1.Economics and Business Review,1(2), 3. van den Heuvel, M., Demerouti, E. Bakker, A.B., (2014). How psychological resources facilitate adaptation to organizational change.European Journal of Work and Organizational Psychology,23(6), pp.847-858. Zhao, X., Hwang, B.G. Pheng Low, S., (2014). Enterprise risk management implementation in construction firms: An organizational change perspective.Management Decision,52(5), pp.814-833.