The Prevention of Teen Pregnancy - 1638 Words

Topic: Prevention of Teen Pregnancy Specific Purpose: To persuade others to help prevent teen pregnancy. Thesis Statement: Teen pregnancy is one of the most difficult experiences a young woman passes through. The stress of pregnancy, revealing of the pregnancy to parents, and moving on despite the shame and worry can be terrifying. Some may say they did not use protection because they werent planning to have sex. These kinds of life altering choices must be considered in advance in order to prevent teen pregnancy. Introduction Attention Material: Has anyone seen, or heard of the Reality television show â€Å"The Baby Borrowers?† Well, if not, this show follows five couples in their late-teens, of various social and ethnic backgrounds, who†¦show more content†¦b) (Expert testimony): Dr. Douglas Kirby PhD, Field-tested and research-based materials about whether violence in the lives of pregnant and parenting teens was the cause of the matter, and he discovered, â€Å"as many as 60% of teen mothers have been abused as children, the average age when they were sexually abused was nine years old, and half of their abusers were family members. 2. (Who is affected): The teenagers, family members, friends, and even our communities are affected by teen pregnancies. A dependency soon develops for agencies and social services to financially bail out the teens unprepared for child bearing, and also, some â€Å"Grandmas† are often times considered to be the child’s mother once the child has learned to walk and talk. This usually stems from a young absent mother leaving her child to be cared for by her parent(s). a) Facts/Statistics: According to a report, issued by the Federal Interagency Forum on Child and Family Statistics, In the United States, one of every ten births involves a teen mother, and almost one-sixth of all U.S. births are to teenage women. Also, pregnant teens are less likely to attend college than teens who do not become pregnant. b)Show MoreRelatedTEEN PREGNANCY PREVENTION Essay1918 Words   |  8 PagesTeen pregnancy has become an epidemic in the United States alone. The United States has the highest rate of teen pregnancy and sexually transmitted infections (STIs) in the industrialized world. Each year, one out of three teenage girls becomes pregnant. Although teen pregnancy rates have dropped from 61.8 births per 1,000 in 1991 to 41.7 births per 1,000 in 2003, pregnancy rates in the U.S. still are declining at slower rates than those in other developed nations (Block et al., 2005. para,Read MoreEssay Teen Pregnancy Prevention2313 Words   |  10 Pages The rise of the teen pregnancy rate has caused us to question the effectiveness of the prevention programs that are offered to adolescents. There have been several programs focused on preventing teen pregnancy from abstinence-only to more comprehensive sexual education programs. Abstinent-only advocates believe that abstaining from having intercourse is the only way to prevent unwanted teen pregnancy. While practicing abstinence is the only 100% secure method of reducing this rateRead MoreEssay about Teen Pregnancy Prevention 1164 Words   |  5 PagesMany methods can be used to prevent teenage pregnancy and can decrease the birthrate significantly. Doctors and parents play a key role in teen pregnancy preventions. Since teen birthrates are rising, teens have to have access to preventions in order for it to be effective. With having permission from a guardian to engage in preventions, children can prevent themselves from becoming a parent at such a young age. Parents should properly inform their child on the subject of sex and communicate withRead MoreAssessment of Teen Pregnancy Prevention Interventions648 Words   |  3 PagesAssessment of Teen Pregnancy Prevention Interventions How is the literature review used in this research study? Using one (1) previous study cited by the authors, discuss how the findings of this past study is relevant to the current study. (2 pts) The literature review in this study was used to demonstrate the problem and occurrence of adolescent pregnancy and birth rates in the United States. Furthermore, the concern about this phenomenon as it pertains to Florida is addressed. A correlationRead MoreTeen Pregnancy Problems and Prevention Strategies2068 Words   |  8 Pagesï » ¿Teen Pregnancy problems and prevention strategies While many people are inclined to express indifference regarding this concept, teen pregnancy is one of the most controversial topics in the contemporary society. This experience can be devastating for some individuals, as the fact that they are raw makes it difficult for them to effectively deal with the problem. Society becomes more stressing and most teens who become pregnant come to express feelings related to shame and fear. The fact that theseRead MoreTeenage Pregnancy : A High Risk, The Effects, And The Prevention Of Teen Pregnancy1242 Words   |  5 PagesTeenage pregnancy is a huge problem in the United States, but the rates are not at an all-time high. The pregnancy rates of teens have actually gone down in the past few years, but it still is a big problem here in the United States. The United States has the highest rate of teenage pregnancy, Russia has the second highest. Teenage pregnancy is a social and economic problem; it is not good for our country. This essay, will discuss who is at a high risk, the effects, and the prevention of teen pregnancyRead MoreTeen Pregnancy Prevention : One Of The Most Controversial Subjects875 Words   |  4 PagesPreventing Teen Pregnancy Teen pregnancy prevention is one of the most controversial subjects in today’s society. Many will argue that peer pressure and the area you live in are contributing factors to most adolescent pregnancies. No matter what geographic location you reside in, the problem is usually in the home, in the school system, and the cost of contraception and the barriers in obtaining it. The biggest predicament regarding the issue of adolescent pregnancy is the question of prevention. PreventingRead MoreEssay on The PPACA: Obesity and Teen Pregnancy Prevention Programs1106 Words   |  5 Pages2009, p.1314). In fact, more than 60% of teens who give birth before the age of 18 will drop out of high school, putting them at a greater risk of being impoverished later in life (Harris Allgood, 2009, p.1314). Additionally, the children of adolescent mothers are more likely to have complicated deliveries that can lead to chronic medical and developmental problems (Harris Allgood, 2009, p.1315). With higher rates of poverty as well as increased pregnancy complications, many teenage mothers mayRead MoreEvaluation Of Sex Education School On Teen Pregnancy Prevention3109 Words   |  13 Pages Research Proposal Evaluation of Sex Education in School on Teen Pregnancy Prevention Megan R. Fitzgerald PSY 290 – Research Methods Gayle Schwark, Ph.D. Arizona State University November 27, 2014 Abstract This study is proposed in order to evaluate the various types of school-based sex education programs and the effect that these specific programs have on teen pregnancy rates. The type of approaches for school-based sex education programs offered to the teenage participants will beRead MoreTeen Pregnancy and High School Drop Out Prevention3722 Words   |  15 PagesTeenage pregnancy is affecting the graduation rate in high schools. All over the nation the dropout rate of students is increasing, of which teen pregnancy is often a factor. â€Å"Approximately 1,000 high school students will drop out with each hour that passes in a school day in America. This means that 30 percent of the class of 2007, or 1.2 million students, were estimated to have dropped out last year† (National Womens Law Center, 2007). Many factors combine to affect a pregnant or parenting teen’s

Compairson Between the Inca Government and American...

The ancient Inca government and the government of the United States of America have some things in common; while at the same time both very different. The powers possessed by the Inca monarch are similar to those of the U.S. government. However, Inca punishments for criminals are very different from American punishments for criminals. The Inca government had a very strong structure, which enabled it to last for hundreds of years. One major distinction between the two governments though, is that the Inca government was invaded about two hundred years before the U.S. government was founded. The powers possessed by the Inca monarch are similar to those that are exercised by the entire U.S. government. The Inca monarch had complete control†¦show more content†¦This was all made possible by strong centralized control over sources of raw material and labor, through the office of the vizier. In order to more efficiently run the nation, some responsibilities had to be decentralized, placing authority in the hands of local nobles and governors. Some were too tempted by the thought of holding power, and began to break away from the royal government at Memphis up in the Delta. Others, like Qar, who served in the 6th Dynasty under King Merenra, recalled that he sailed upstream to the nome of Edfu as sole companion, nomarch, overseer of Upper Egyptian barley and overseer of prophets, because I was capable and appreciated in the esteem of his Majesty. I came to be accorded the office of lord of every leader of all Upper EgyptÂ…I gave bread to the hungry and clothing to the one who went naked in this nomeÂ…It was I who buried every name in this nome who had no heir, with linen drawn from my own property. Qar was later deified and a cult for him grew. After the First Intermediate Period, authority was not given to important regional families, but capable members of the middle class were appointed to offices, creating a devoted class of civil servants. The capital was also moved away from the Delta, to Lisht, in Middle Egypt. The autobiographical text of Vizier Ankhu of the 13th Dynasty refers to other family members who served as vizier, and indicates that the office was passed from father to son.

Developing People And High Organisations †Myassignmenthelp.Com

Question: Discuss About The Developing People And High Performance Organisations? Answer: Introducation The rationale of the proposal is to study the impact of human resource development (HRD) interventions on firms efficacy via employee competencies which are craeted by a few of the preferred HRD interventions. The stress of customer service is different and difficult to imitate (Garavan Carbery, 2012). It is important that read Telecom has been dependent on front line customer service workers in addition to its products, features and technology. These front-line employees have to be supported and coordinated by back office staff members. Therefore it is important that the focuses on building of intellectual capital that is workers for delivering high level of customer services. The human resources department would have to consider the evolving role of human resources in the businesses, regardless of the industry in which their functioning. As per Deery Kinnie, (2004) it is important that the human resources have capacity to relate to the clients and then provide them with great ser vicing, along with the quality of investments in attraction, retention and development of workers for better ability of the business for sustained competitiveness. Therefore the presence of committed, loyal, motivated and competent employees could be seen as a basis of making, maintaining and constantly improving a culture of client interaction in the Business The quality of intimacy and interaction among clients and the frontline customer service workers is a great basis for deciding the capacity of the business to retain its present clients. There have been various studies and researches taken on deciding that the expenses are higher win a new client has to be attracted therefore it is important for the businesses to retain existing clients (Hamlin Stewart, 2011). So, capable, dedicated and devoted workforce without a doubt goes about as an impetus for making and managing a relationship-based customer group in the association. Then again, as found in much research, maintenance of outside customers as well as of interior customers (workers) has a vital bearing on deals development of the organization. For instance, Upadhay Soni (2011) revealed that in customer contact settings, a high turnover of representatives not just expands the cost of recruiting and selecting yet additionally contrarily influences sales growth, as it sets aside time for new workers to take in the employment. Firm-particular aptitudes and information, together with connections developed with customers by long haul representatives of the organization, are expected to serve faithful customers who are basic to the business development of the organization (Martin Tulgan, 2003). Therefore, maintenance of representatives is as crucial as maintenance of customers. background details key goal(s) (think about additionally related authoritative targets) Carrying out of needs evaluation (perception; contextual analysis; other). Workgroup Profile Top managers are progressively seeking help of Human Resources Development (HRD) systems, for example, performance appraisal and group working for presenting authoritative change. As the procedure of HRD is an approach to enable staffs to start and adapt to change is engaging, top management would do well to inspect the propriety of the suppositions HRD makes about individuals and their worth (Shifrer, 2016). HRD accepts that individuals like to change and that people have motivations towards self-awareness and improvement which are actuated when surrounding is strong and testing. HRD likewise expect that people wish to be acknowledged in no less than one little reference groups past the family, for example, the work groups. While these presumptions are generally acknowledged by behavioural scholars and specialists as legitimate, it is likewise acknowledged that the inclination for individual versus group personality fluctuates from individual to individual vs. group to group. Research by Wentland, (2007) demonstrates that the degree of this inclination is to a great extent controlled by the way of life, albeit different impacts likewise work (Tulgan, 2012). Thus, a person's and a gathering's readiness to acknowledge assemble prizes or contrasts in control likewise fluctuates. For instance, in a dictator culture, a perfect pioneer keeps a "reputable remoteness" from his subordinates, whil e in a majority rule culture, a pioneer lean towards close contact with the group he directs. Also, satisfaction in individualistic societies is inferred out of employments done rightly, though in collectivistic societies, it is from the job admirably perceived. Problem Statement/Competency Gap Since the management of Red Technologies is embarking on change by HRD, intervention systems are available that support either personal or group orientations. The distinctions in the value orientation of a variety of HRD interventions not just affects their suitability to a management culture, rather they affect their feasibility too. Like Performance counselling is a personally-oriented intervention, whereas team building has a tendency to encourage a collective culture (Barman, 2011). Although it is feasible to set up both these interventions in Red telecom, the effortlessness of introducing them and efficiency of outcome are on the verge of be decided by the existing business culture. For example, there can be introduction of group rewards in the individualistic customs of Red Telecom or encouraging individual value in a collectivistic culture will both be suitable for conflict. Therefore, more time and attempt will be required if these interventions need to be flourishing. Introd uction of cultural transform is the managements decision, even though the approach of decision is significant. The widespread opinion regarding introducing change by HRD is that HRD is supportive and, so, its introduction in a realistic manner is required. It is significant to make out that the selection of an HRD intervention is a vital choice. It is important that there is awareness regarding existing culture of Red Telecom. The proposal is to put up HRD interventions that have an effect on developing the employee competencies, which consecutively is helpful in betterment of business efficiency (Storberg-Walker Gubbins, 2007). Proposal Details: Key Learning and Development Interventions Description of the intervention There can be different team meetings utilised for directing the work of team so that new programs are created along with teaching the new members regarding work of the organisation and their new roles (Sawyer, 2017). It would be important to work closely very monitoring the performance of the teams. It is important to provide the team with new ideas, suggestions, and the changes so that an affective team work can beencouraged. Being a manager, individual has to be always ready to support the team with the changes. The untrained members can be bought with the other trained and professional members of the team who can help in designing and implementing the way in which customers can be served. Diagnosing the development level The development level is combined of two major aspects which are competence and commitment. The competence is termed as a person's skills and knowledge been demonstrated for achieving any task. Commitment is person is motivation and confidence to words achieving that goal or task. There are four levels of development as shown in the below diagram and the team manager will have to manage these levels of development with every individual. Source: (Sayeed, 2002) The below are the interventions that can be used by Red Telecom- It is important to plan the competencies of the whole firm and the participative procedure has to be applied by the facilitator. This intervention needs the facilitator to be expert in behavioural sciences. It is also significant to determine the qualifications of the facilitator. The facilitator has to possess the skills which are required for identification of knowledge and mapping of the new process. Mapping of competency by the manager is a participative procedure in itself. Starting from top of ladder: the top management should be aware of the aim and significance of the change that is happening in red telecom (Storberg-Walker Gubbins, 2007). This way they would be rightly setting up the missions in strategic plan. The knowledge of behavioural sciences has to be applied the manager who brings in the change has to carry out the diagnosis. Multiple interventions have to be used like seminars, workshops, interviews, task forces and these have to be carried out at every level. 360 feedback on climate survey: red telecom can also make use of leadership development by in-house exercises like 360 feedback. It will involve the starting from a competency framework and development of leadership and managerial efficiency device. This device is then utilised for getting everybody's evaluation from the top level, senior level and middle level staffs. The 360 feedback profiles are created as per the assessment is given by the seniors, internal and external customers of the person, his juniors and also his self-assessment (Trezzini, Lambe Al-Hawamdeh, 2004). This assessment would be summarised and put in a graphical manner. The profile then provided to the candidates on individual basis and the skin will be discussed in the workshop manner. Then the action trees will be created along with commitments taken from the people for changing. The sweep it can be also shared in the group what is trending and development activities are created by the HR department. Intervent ion can also take place by individual coaching. Assistant and development centres: they have to be started in the house for building their potential and competency of people. This would be utilised for identification of highflyers in doing their succession plans and promotions. Although these tools have restrictions still bigger aims like change in culture (Simmonds Gibson, 2008). This way there would be a high competency culture, high-performance culture and leadership culture created. Performance uprising interventions: the most important investment that is needed is in the form of the time of the management. The managers would be involved in planning, reviewing and developing the performances and competencies and culture, things, and the whole of the business organisation. Obstacle and challenges in implementing The challenges are that many times the employees dont understand the difficult and complicated training tools. Therefore it is important for them to utilise the tools that they're already comfort table with for development of training (Barman, 2014). A lot of organisations and even other trainers in red telecom make use of PowerPoint for giving training so all the training development tools must be compatible with the PowerPoint. This is just a case, but the aim is to look to words the similarity and not overlooking the value making of the learning content that is there on different devices. The trainees would also be required to go through a process of signing in, signing out and utilising the new tools and applications. It is important that the corporate learning resources are aware of changing skill requirements and latest delivering methods (McGuire, 2014). Sometimes it is difficult to assess the targeted audiences and therefore it is difficult to match the training content when the workforce is globally placed. Looking at the challenges above it is important that the content is rightly translated and all the concepts are rightly captured irrespective of the language and cultural disparities (McGuire, 2014). The WebEx training should be localised and even web conference training is the most appropriate way of reaching the targetaudience audiencewhich isgeographically dispersed. So, it is also suggested that the training program and learning and developmentprogramme ismoved from top management to download the participative style has to be utilised. This training in development program has to be individualised to a certain extent however since the work force is of huge size and lovely spread therefore important that the team managers and managers are properly trained and they also deliver the same to their team members. In the present is the training plan has been a test for the utilisation of Red Telecom. Conclusions Looking at the challenges above it is important that the content is rightly translated and all the concepts are rightly captured irrespective of the language and cultural disparities. The web best training should be localised and even web conference training is the most appropriate way of reaching the targetaudience audiencewhich is geographically dispersed. References Barman, A. (2011). HRD Collaboration through Scientific and Cultural Diplomacy A Review on Indias HRD Cooperation with Indonesia. SSRN Electronic Journal. Barman, A. (2014). HRD Collaboration through Scientific and Cultural Diplomacy A Review on Indias HRD Cooperation with Indonesia. SSRN Electronic Journal. Deery, S., Kinnie, N. (2004). Call centres and human resource management. London/Basingstoke: Palgrave Macmillan. Garavan, T., Carbery, R. (2012). A review of international HRD: incorporating a global HRD construct. European Journal Of Training And Development, 36(2/3), 129-157. Hamlin, B., Stewart, J. (2011). What is HRD? A definitional review and synthesis of the HRD domain. Journal Of European Industrial Training, 35(3), 199-220. Martin, C., Tulgan, B. (2003). The customer service intervention. Amherst, Mass.: HRD Press. McGuire, D. (2014). Human Resource Development. London: SAGE Publications. Sawyer, K. (2017). Keeping It Real: The Impact of HRD Internships on the Development of HRD Professionals. Advances In Developing Human Resources, 19(2), 176-189. Sayeed, O. (2002). Understanding HRD System: A Critical Appraisal of HRD Practices and Facilitators.Vision: The Journal Of Business Perspective,6(2), 87-98. Shifrer, D. (2016). Stigma and stratification limiting the math course progression of adolescents labeled with a learning disability.Learning And Instruction,42, 47-57. Simmonds, D., Gibson, R. (2008). A model for outsourcing HRD. Journal Of European Industrial Training, 32(1), 4-18. Storberg-Walker, J., Gubbins, C. (2007). Understanding and doing HRD. Thousand Oakes, Calif.: Sage publications. Trezzini, B., Lambe, P., Al-Hawamdeh, S. (2004). People, knowledge and technology. Singapore: World Scientific. Tulgan, B. (2012). Customer Service Intervention. Amherst: HRD Press. Upadhay, K., Soni, D. (2011). Effectiveness of Executive Coaching as a HRD Intervention in Management. Indian Journal Of Applied Research, 3(3), 181-181. Wentland, D. (2007). Strategic training. Amherst, Mass.: HRD Press.