Literature Review Nami Is A Not For Profit Organization

Literature Review NAMI is a not-for-profit organization that seeks to change the image of mental illness and advance the care and treatments they receive. It was formed to change to public and professional views on the issue. The main focus is to destigmatize the diseases of the mind and change the characterizations of the mentally ill from negative to positive. It was founded in 1979 because the mentally ill have been historically been misunderstood. In the three decades that it has been in place they have found a spot on both the public and governmental level. NAMI and other advocates created a film in 2002, A Beautiful Mind, which won an academy award for best picture. The organization is commonly known as the primary facilitator of this image to change the views on mental illness. NAMI created a group called StigmaBusters, their job was to fight and end the hurtful things being said about mental illness. In 1999 there was a peak of articles about stigma and mental illness, 92. T his goes to show that with the growth of information about the issue the more the image of mental illness is changed (Vaughan and Arsneault, 2008 p. 411-426). Burland of NAMI and Nemec of BU (2007) wrote an article about NAMI training. A need for radical change needs to occur and NAMI knows just the thing to do it. They designed different kinds of educational training programs to aid and support families that need the help. The programs were called the NAMI family to family education program,Show MoreRelatedLiterature Review : Nami Is A Not For Profit Organization1832 Words   |  8 PagesLiterature Review NAMI is a not-for-profit organization that seeks to change the image of mental illness and advance the care and treatments that they can receive. It was formed to change to public and professional views on the issue. The main focus is changing the characterizations of the mentally ill from negative to positive. It was founded in 1979 because the mentally ill have been historically misunderstood. In the three decades that it has been in place they have found a spot on both the

Advanced Organizational Behavior Free Essays

Change can not be avoided because of the competition that is there today in the world of business. Businesses cannot survive without changing their strategies, products, policies, etc. according to the time and situation. We will write a custom essay sample on Advanced Organizational Behavior or any similar topic only for you Order Now However, changing anything about an organization requires a lot of planning. This is why it is necessary that a systemized method is followed when a change is being implemented as this decreases the chances of making faulty decisions. This paper aims to present a change model that I believe is ideal for every type of organization and will surely produce the positive outcomes of change. Discussion A change model is a systemized process of implementing change in a business. Change is very crucial for every type of organization because this facilitates the organization into making better decisions. Therefore, we need a step-by-step process which leaves no room for errors or misjudgments in the entire sensitive process of implementing change. There is not a fixed ‘change model’ since the nature of changes that take place also differ. This is the reason why different change models are use by organizations and they handle it differently. The change model developed in this paper consists of nine steps. This model has been selected as my change agent because this model takes into consideration each and every step of the change process from accepting the need for change to document the process and conclusions. It is very detailed and discusses every aspect of the change process which leaves a very low chance of making faulty judgments at any stage. The management and leadership can support the change model discussed by trusting the team selected for the change process with all necessary decision making. It could delegate the team members with maximum work. The input on the part of management could include ensuring that the team does not ignore any values of the organization in the entire change process by monitoring every step. The input on part of the employees and the staff which would support the change model involves them to be ready to accept the changes in operations that would be the result of the change process. It can be supportive during the entire change process by being less resistant to change and innovation. They must be motivated and must trust the process carried out by the change process team. The eight steps change model is as following. Accepting that there is a Need for Change The first step to effectively implement a change is to always accept the fact that there is a need for change. This step involves creating awareness of the need for change among anyone and everyone related to the change that is occurring (Change Management Learning Center, 2008). This step helps build the energy needed to do something. It makes an organization realize the need to take action and motivates it to be strong. This strength and motivation is very necessary as change is a big step and every member of the organization must be able to handle it. Usually various groups within an organization are not willing to accept change because this means switching from the everyday routine. This step also makes all those who are not willing to accept change ready for implementation of change. This step is the fuel needed to ignite the process of implementing change (Koberg and Bagnall, 2003). There is not much action involved in the step of accepting that there is a need for change. The organization must inform everyone related to this about the need to change and that something needs to be done about it. The organization at this point must ask itself what change is needed and why? Creating a Guiding Coalition Once the need for change has been accepted, the organization must move to the next step of creating a team that will guide the entire organization towards achieving this goal (Kotter, 1996). There must a team that is responsible for this as such a team would plan the process of change and ensure that the organization is moving towards its goals and everything is going as it was planned initially. The organization must ensure that the people selected for the team are ideal for the situation. These people must be committed to the change process and must have the right skills necessary for the process. This team will develop the entire change process from planning to evaluation therefore whatever the team members decide will determine the fate of the company. The team members must have the skills to carry out this process in the most efficient and careful manner. Defining the Need Once the need for change has been realized within the organization and a team has been selected which be responsible for implementing the change within the organization, the need for change must be defined. This process is absolutely necessary because in order to effectively deal with a situation, one needs to have full knowledge about what exactly one is dealing with. Without knowing this, the team responsible for implementing the change will never be able to approach the change with the most effective strategy. Consequently, the third step is defining the problem. This step involves identifying what needs to be change and why? It must also recognize what will be accomplished once the change is executed and everyone’s role in the entire process. Generating a Range of Approaches The next step involves coming up with a range of strategies that can be used to work out change. It is not sensible to concentrate on only one approach as this could lead to flawed judgments. The change process team must consider all the possible approaches before it decides on which one is the most effective as this will increase the probability of the team selecting the most effective strategy. In this step, a range of possible solutions must be generated and all of them will be considered. Selecting the Appropriate Approach After all the approaches have been generated, each approach’s pros and cons will be evaluated separately. This evaluation will help the organization prioritize the solutions according to their effectiveness. The organization will consider each one approach and will look into the cost benefit analysis of each one. It will consider how each approach will help them and what will be its drawbacks. Once this is done, whichever approach seems the most effective will be selected by the team. The criteria necessary for an approach to be appropriate largely depends on the situation, but generally, the approach must be practical, manageable, long term and of course relevant to the situation. The selected approach will then be applied to implement the change process. Implementing the Approach This step is the most important step in the entire problem solving process because this is actually where the change is implemented. The fact that implementing change is very sensitive has already been established and this is why this step of implementing the approach is very crucial. As a result, the change process team needs to be patient during this step which is applying the solution. A sensible approach to implementation could be to plan the approach in extensive detail before hand in order to avoid any kind of mess ups. Collecting Data Regarding the Implementation Result The next step is to collect data related to the implementation of the change approach. This data depends on the situation but in a case where the change was made in the marketing strategy, the data would be change in sales as a result of that change. Another example of data collected at this stage would be if the production process was changed, the data would be regarding the change in productivity as a result of the approach of the result used. This data will be used by the organization in the following steps. How to cite Advanced Organizational Behavior, Papers

Essays on Suicide and the Immortality of the Soul

Question: Explain about the Essay How are values established according to Hume? What human characteristics does he privilege in determining a value system and how do they inform our morality? How are they related to Utility and Justice? Are you convinced by his characterization of society? Explain your position? Answer: Introduction: David Hume in his book An Enquiry Concerning the Principles of Morals has made an effort to find out the basic principles relating to ethics and the general rules of values and morals. By doing so, the writer has created a paper based on general moral by keeping the perception of human nature. The researcher now makes an effort to evaluate the points of the author critically and thus prepare recommendations on the views of Hume regarding the values, which are to be established and the features of a value system and their relation to justice and utility (Hume, David and John Valdimir). David Hume is reported to have written on the various subject matter, but his primary idea lies predominantly in the sphere of establishing values and the fundamental principles of morals. Developing values and morals is entirely based on the human actions. It is because man is not only based on thinking, they are also related to sociology and takes an active part in the affairs of the society. Human life is governed by moral values, and this is the primary reason that Hume selected mankind as background in making his findings on the nature and origin of the morals and values. In the book referred above, Hume made an analysis of human understanding. It was Hume's first significant publication. The importance of the book was to interpret the fundamental human morals. In the book, there were many proofs given that exercise the fact that morals of any nation are the essential key to establishing core values. Hume's idea of morals helps us to develop the essential features of morals. One of the significant findings that Hume made is the difference between logic and ethics. Logic clearly depicts human beings as thinking creature, but ethics and morals concern humans as social beings (Hume, David, and Tom L. Beauchamp). Hume primarily established the values that logic is based on thinking and power of reasoning and its basic function is limited to ascertaining certain facts. On the other hand, morals are primarily based on the idea of establishing values, and it extends way above the point of merely depending only on facts. According to Hume, moral ideology is characterized by the confusion and misunderstanding of the concepts of logic and ethics. The process of establishing facts or logic is widely different from the mechanism of establishing values and morals. One of the basic reasons of Hume for considering that establishment of values are based on feelings and not on intellect is that people perform any action due to their willingness and feelings. In the preferr ed book, Hume related his scratching of a finger to the destruction of the world. This is because he wanted to highlight the fact that like moral obligations, preferences also comes from human desires and not from facts only. Throughout his findings, Hume used the empirical methodology. So, Hume found that values are established by mere simple sense impressions and not from the evaluation of facts. In determining the value system, Hume has made several recommendations on human characteristics. According to Mind theory of Hume, determining human, the value system depends on human passion which includes human emotions, feelings and desires. The true passion includes joy, grief, hope and fear that arise from good and bad things or sufferings or pleasure. However, indirect passion involves human pride, shyness, hatred and affection in a complex manner. Hume further proclaims that the factors of indirect passion are not directly responsible for the establishment of an efficient value system. Any value system must recognize the difference between the fact realm and moral realm. The source from which facts are determined is sense experience. On the contrary, values of any kind depend only on feelings. Sense experience can usually be considered as having the meaning in the case of every person. The basic human characteristics in establishing value system are feelings which are personal and private in nature. In addition to it, persons may vary in their feelings in any matter. Opinions regarding any particular circumstances or issues differ from one person to another. The empirical method of study which is adopted by Hume begins with the enquiry of the actions which is approved by a majority of individuals. So, the essential elements of a value system must start from the investigation of the human feelings which is the base of moral and value (Hume, David, and Tom L. Beauchamp). The word "utility" according to Hume describes a person's activities which can be used to bring about happiness and welfare to the entire nation where he belongs. The utility is the factor that matches Hume's only criteria of goodness. The emphasis that Hume has given to the principle of utility makes him a utilitarian. But it must be kept in mind that human beings are not simple creatures and their self-satisfaction is not dependent on a single theory of happiness (Hume, David). Hume was mainly committed to developing the rules of "justice". In doing so, he found that the justice rules are also connected with the moral and ethical sentiments of human beings. Hume further stated that the general rules of justice work best in a systematic plan and action. Hume deviated from the fact that people have clear access to their individual motivations. Hume disregards a rationalistic explanation of justice rule by merely depending upon his theory which is well defended by him in part I of sec tion I of the referred book that the moral differences are not emerged from reason only (Hume, David). After judging all the aspects of Hume's theory, the researcher has chosen to differ from the ideology of Hume. It is because the researcher feels that apart from the mere personal feeling, desire and preferences, facts also play a significant part in determining value system. If the blending of facts is done with the morals, then we can establish an effective and efficient value system. The researcher also chose to differ from the utilitarian principle of Hume (Hume, David). It is because Hume said that utility can be the sole reason for survival. But in the reality, it is not so. Apart from utility and happiness, human beings also require many reasons and things for survival. Utility and happiness are no doubt one of the essential need to survive but it is not an essential necessity to survive. The approach of Hume concerning utility is half-hearted. It is because he has not made the full effort to denote the reason only utility is the sole reason for the happiness of human beings. The greater difficulty of Hume's theory lies in determining what Hume meant to say by the word "Law" to describe "Justice" (Hume, David). It can be concluded that if Hume's theory is regarded as a society based justice, it cannot be made only on the mere principle of utility. According to Hume's theory, if the utility is the sole method of goods distribution in the society then utility means that what is needed for a society to continue its existence. The conclusion to Hume's theory is not a substantive theory because Hume has failed to give a formal idea of social justice. Theory of Hume clearly depicts that the justice rules are explicitly contained in the law. The main reasons for which Hume's theory can be neglected are laws of nature are descriptions or descriptive in nature. They are not common prescriptions what Hume addressed them to be in his theory. Reference List Hume, David, and John Valdimir Price.Essays on Suicide and the Immortality of the Soul. Thoemmes Press, 1992. Hume, David, and Tom L. Beauchamp.An enquiry concerning human understanding: A critical edition. Vol. 3. Oxford University Press, 2000. Hume, David, and Tom L. Beauchamp.An enquiry concerning the principles of morals: a critical edition. Vol. 4. Oxford University Press, 2006. Hume, David.A treatise of human nature. Courier Corporation, 2012. Hume, David.An Enquiry Concerning the Principles of Morals. Start Publishing LLC, 2013. Hume, David.An inquiry concerning human understanding. Ed. Charles William Hendel. Vol. 49. Indianapolis: Bobbs-Merrill, 1955. Hume, David.Moral and political philosophy. Simon and Schuster, 2010.