The problems facing itc

The problems facing itc Report Purpose This report has been compiled by the Director of Human Resources at the request of the Board of Directors. Following on from the recent study of the organisation by external consultants, a number of problem areas have been identified in relation to HR practices, policies and implementation. It is the purpose of this report to analyse the findings of the study compiled by the consultants and recommend the courses of action necessary to address the problems identified The Problems Facing ITC The organisation is currently comprised of four separate functions: administration, production, retail, and customer service. These functions are spread over a number of sites with administration and production sharing a single site, retail function operating from several locations, and customer service spread across three call centres. The problems which are facing the organisation vary depending on the function and location. The administration function of head office and the production function of the factory are both based on the same geographical site. Although the functions are working in close proximity to each other they are very different in terms of working conditions, practices, and pay systems. These differences are creating tensions across the departments and leading to a â€Å"them and us† culture. Some of the differences identified include; bonus scheme in the factory but not the head office, poorer working conditions in the factory compared to head office, lack of subsidised canteen for factory staff which is available to administrative staff. Some problems are common to both functions such as lack of promotion opportunities for internal candidates and poor general perception of staff abilities by managers. As well as these, the factory also suffers from a blame culture apparently fostered by poor product quality. The retail outlets have a separate set of problems. There is potentially a discrimination problem in the recruitment and selection processes employed for managerial staff. There are currently no female managers of retail outlets and there has been at least one complaint of discrimination referred to a trade union by an unsuccessful female candidate for promotion. This complaint has received the backing of a number of the individuals colleagues. The call centres are very highly pressured, time-oriented environments in which to work. There are significant pressures to deal with customer enquiries quickly and to sell as many new packages as possible. Pressure is exerted by supervisors whose salaries are dependent on the abilities of the centre staff to generate income through sales. Across the organisation there is a general feeling that staff are underpaid in relation to competitors and not valued as an asset of the organisation. There is an increasing trend towards trade union membership which is probably a sign of growing disaffection within the workforce as a whole. There are also a growing number of customer complaints, mainly directed at retail and customer service staff as they are the customer-facing part of the organisation. These complaints are generally centred on lack of knowledge of products on the part of retail staff and poor customer service from the call centre staff. As detailed there are a multitude of different problems facing ITC with the lack of consistency of treatment of staff across the organisation and poor communication of organisational values being major contributing factors. The morale of the workforce is low and there is a lack of loyalty to the organisation demonstrated by high levels of staff turnover. It is not purely a matter of low salaries as it has been recognised that staff leave the company to work for other organisations for little in the way of additional reward. The managerial and supervisory staff also appear to be unable and/or unwilling to tackle the problems which leaves the staff with no alternative but to seek advice and assistance from the trade unions. The consultants reported that there is no inherent problem with the quality of the core workforce but that the managerial staff are not sufficiently competent to be able to recognise and build on the attributes of the workforce. This combination of factors and probl ems could potentially all be explained within the concept of employee engagement. The main thrust of this report will, therefore, concentrate on the implementation of an employee engagement programme as an initial means of addressing the issues currently facing ITC. Other means of tackling the identified problems over the longer term will also be discussed and recommendations made. Employee Engagement The CIPD (2009) define engagement as â€Å"†¦creating opportunities for employees to connect with their colleagues, managers and wider organisation. It is also about creating an environment where employees are motivated to want to connect with their work and really care about doing a good job.† Why is employee engagement relevant to ITC? Almost all examples quoted in the consultant findings demonstrate an out-and-out lack of employee engagement; moreover, the opposite appears to be the case. At this point, it is important to note that a global survey by BlessingWhite Intelligence (2008) on the state of employee engagement found that that â€Å"Indian workers are among the most focused and satisfied in the world†. In the Asia-Pacific groupings, full engagement for Indian employees reaches 34% in comparison to the lowest of only 10% for China. Moreover, over 65% of respondents said ‘yes when asked if, assuming they had the choice, they would hope to remain within their organisation in 2008. From this, the apparent lack of employee engagement and retention issues apparent within ITC would appear to point to something we are doing wrong as a company. The first question should be: Why is employee engagement important? Links between employee attitudes, employee management and business performance have been repeatedly demonstrated in CIPD (Nov 2009) research, and the Aberdeen Group (2009) reported only this year that 82% of ‘Best-in-Class organisations attributed employee engagement initiatives directly to transformations in revenue and / or profitability. Employee engagement spills into the concept of the ‘psychological contract. The ‘psychological contract is a popular framework within which aspects of the employee relationship can be studied (Bratton Gold, 2007; 14). Guest and Conway (2002) define it as â€Å"the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other†. These obligations tend to differ from individual-to- individual and are often imprecise / unspoken and inferred â€Å"from actions or from what has happened in the past, as well as from statements made by the employer†(CIPD Nov 2009). This contract forms the basis for employer brand (CIPD Jan 2009); positive brand can of course help promote recruitment and improve staff retention levels. For the latter reasons, ITC should pay close heed to this contract. After all, taking account of the emotional needs of the employee ought to be a consideration when we consider they are the only resour ce within our organization that can simply â€Å"walk out†, taking their skills and possible opinions of negative employer brand with them. Customer service issues With regards to the consultant reports of customer service issues, several studies have found that employee engagement is an important variable on this front. The CIPD (2009; 2) reported that Visa Europe figures show that employee engagement levels ran parallel with an increase in customer satisfaction. Likewise, it seems intuitive that an increase in customer satisfaction would henceforth lead to an increase in financial performance. In a recent study within the customer service industry by Chi and Gursoy (2009), empirical support for this link was indeed presented. On the engagement level, while they found employee satisfaction did not appear to impact on financial performance directly, they did find an indirect relationship between the latter, with customer satisfaction acting as the mediator. Storey, on the other hand refers to engagement as EIP (employee involvement and participation) and stated that it is â€Å"thought to contribute to improved levels of worker satisfaction and commitment and, subsequently, organisational performance.† From this it would appear that engaged and satisfied employees are a requirement for customer satisfaction, with customer satisfaction being the strongest indicator in financial performance. It would also appear, however, that all three variables are required to be woven into the same fabric for overall business success. For ITC, without employee engagement / satisfaction, there will little customer satisfaction, and without customer satisfaction there will be no success. The obvious lack of ITC employee engagement at this moment in time is a worrying factor with regards this tripartite equation. Therefore, the obvious question should be how do we tackle employee disengagement, how do we go about driving employee engagement? Employee engagement drivers According to the CIPD (Nov 2009), there is no absolute list definitive of engagement ‘drivers. Their research has shown, however, the key employee engagement drivers are:  § Opportunities to feed employee views upwards  § Feeling well-informed about what is happening in the organisation  § The employee believing that their manager is committed to the organisation Most writers agree that one of the most important factors at play with regards employee engagement is reciprocal communication between management and the requirement to keep all employees well informed, etc. As you might imagine, these factors are also very much involved in the psychological contract; it is also suggested that, in a crisis, â€Å"mutually recognised expectations are best shaped by honest communication and solid information† (Dietz 2009). At this moment in ITC history, we might be described as being on the verge of crisis point. Intranet 2.0 A technology that appears oddly lacking in ITC since its inception is Corporate Intranet. All of the key engagement drivers suggested above can to some extent be addressed with the implementation of an Intranet solution. This of course would not solve all of our problems, but it would at least supplement any other measures we ultimately put into place. This Intranet should not be of the antiquated variety (known as Web 1.0), that is, typified by static pages, existing with the sole purpose of providing information. We should be embracing all that Web 2.0 tools have to offer (i.e. highly dynamic / interactive internal social networking tools, instant messaging, wikis, blogs, discussion forums, and RSS feed technologies, etc.). Intranet 2.0 is still very much in its infancy, so the ability to introduce a rich networking environment is very much in line with core business strategies of innovation and creativity. We also have a largely young workforce, and Web 2.0 technology tools are so mething the younger generation have grown accustomed to, and this acquaintance can be employed to our advantage in the recruitment field. When it comes to the employees call to connect with managers, the desire to believe in their commitment, and having the opportunity to have views fed upwards, the sharing medium of Intranet 2.0 is ideally suited to help facilitate these key engagement drivers. Web 2.0 tools flatten company hierarchy by providing a transparent path of communication between employees at all levels, from the Company Director down to the shop floor worker. It can provide staff across geographical location, irrespective of position or intellect, the opportunity to ‘float ideas on new product ranges, best practices, working procedures, etc. via live suggestion boxes. These ideas can appear in real time and will open to further comments / suggestions by all staff. Intranet 2.0 can also provide a channel for feedback on organisational news announcements, strategies, etc. This type of feedback can help â€Å"managers to gain insight into the needs and motivations of employees† (BlessingWhite Inc. 2008). Indeed, employee attitude surveys can be a regular feature of the system, the results of which can used to measure employee engagement and gauge feeling amongst the workforce, all of which can help ITC identify areas to focus improvement towards. The contribution such an Intranet can make as a training and development tool cannot be underplayed. It can provide the workforce with the most up-to-date product information, tutorials, and marketing material, etc. This information does not have to appear in the way it did pre-Web 2.0, where static pages were displayed across the organisation, meaning each employee would be required to wade through pages in order to arrive at the relevant ‘nugget of information. Intranet 2.0 provides levels of personalisation to the point of providing â€Å"each employee with news updates focused on their job role† (Nielsen, J. 2009). This would be of particular benefit when it comes to areas such as the customer complaints we have been receiving from the call centre regarding staff not being â€Å"up-to-date† on products. For example, this type of system has the capability to consistently display individual staff with the most â€Å"up-to-date† products details and Q A s cripts, etc. As this Intranet 2.0 proposition is based on helping the flow of communication across the entire organisation, then logically, we would require all staff to have appropriate access to such a system. Head Office, call centre and retail staff are likely to have ready access to PC, laptop, mobile phone technologies in order to do this. In the factory, however, such access is very likely limited. To get around this, deployment of PCs / touch-screens at specific locations throughout the factory is recommended; perhaps inviting factory floor staff to use the system during lunch breaks, etc. Following the suggestion that we allow all employees across the site access the canteen, situating access in this area would also make sense. Web 2.0 technologies and business performance Beyond the obvious communication-flow benefits of Web 2.0 technologies, recent findings by the Aberdeen Group also provide positive figures for their business performance benefits. Saba (2009) reported that they found that 52 % of organisations who employed social networking tools, blogs, and wikis achieved ‘Best-in-Class compared to only 5% for those who did employ them. They also provided figures for Web 2.0 tools in relation to employee engagement. They found an 18% average year-on-year increase in employee engagement for organisations employing Web 2.0 technologies in comparison to a mere 1% for those who did not Options for Change Short-term An employee engagement programme and corporate communications strategy should both be developed as a matter of urgency to stem the tide of disaffection and high levels of turnover within our workforce. This will undoubtedly require a certain level of upfront investment but will, I believe, begin to pay dividends at a very early stage. Part of this investment may have to include outlay for extra personnel and equipment to implement these solutions as we currently do not have the specialist staff available in-house to fully utilise the technology required for this communications systems implementation, nor the staff to adequately implement an employee engagement programme. Long-term An organisation-wide job evaluation scheme is required as a means of rationalising the pay scales of the separate functions into one transparent system. The use of bonus payments to boost the wages of certain sections of the workforce should be reviewed and possibly abolished. Exact costs of this proposal are difficult to predict until the completion of the job evaluation exercise, but it may well be a cost-neutral option with increases to basic salary costs being offset by reduction in bonuses. Any subsequent increase in the overall salary costs which may arise would hopefully be countered by increased productivity. A scheme which would encourage secondments between departments should be developed. This would allow staff to gain a better understanding of the operations of the other functions within the organisation. This scheme could also be of benefit in assisting to identify personnel with potential for promotion or who could perform better in a different role. The hierarchy in the factory requires a radical overhaul with a view to rationalising the management structure. The ratio of managers to supervisors is far higher than the ratio of supervisors to production workers. The potential savings gained from this approach could be used to increase the salary of the supervisors in return for taking on greater responsibility for operations in their sector. This would create a more prestigious role for the first line supervisor and a more strategic one for the remaining managers. A process is required which will recognise the potential leaders and managers of the future from within the existing workforce. Learning and development for staff should be a core principle of the organisation. Staff with the potential to move on to other roles within the organisation should be identified, encouraged and developed in order to achieve this. There is also a need to introduce learning and development opportunities for staff who do not necessarily wish to move on to other roles. Members of staff may be satisfied with the role they are performing but it is still necessary to ensure that there are opportunities for personal growth and satisfaction within that role. The emphasis on speed in dealing with customer enquiries within the call centres should be replaced by an ethos of efficiency in dealing with those enquiries. This would be a more cost-effective approach as an enquiry dealt with efficiently initially is less likely to generate future similar enquiries from the same customer and reduce complaints of poor service. Conclusion Being an â€Å"Employer of Choice† is not simply about offering the best salary. The whole package must be seen as appealing in order to attract and retain the correct calibre of staff who share the vision of the organisation and who want to actively contribute to its success. It has been stated (CIPD, 2009) that: â€Å"Engaged employees are more likely to act as organisational advocates than disengaged employees and can play a powerful role in promoting their organisation as an employer of choice.† For this to work, staff must feel that their views are welcomed and they are valued as individuals. This should result in higher levels of motivation and increased morale which, in turn, should reduce staff turnover. Our aim is to spread the word about how good ITC is to work for and hence attract the maximum number of high calibre candidates for posts who then want to stay with the organisation to reach their full potential. We also have to accept that by attracting the highest calibre of candidate we will inevitably lose a number of high-performing staff over time as they wish to progress beyond what the organisation can offer. We must be prepared not only to embrace this, but actively encourage it, and accept that for the organisation to grow there will be a certain degree of turnover of ambitious staff. The upside of this is that there will be regular opportunities for existing staff to progress through the organisation increasing levels of loyalty and improving morale.

Feminist Theory

Feminism refers to political, cultural, and economic movements aimed at establishing greater rights, legal protection for women, and or women's liberation. It includes some of the sociological theories and philosophies concerned with issues of gender difference. Nancy Cott defines feminism as the belief in the importance of gender equality, invalidating the idea of gender hierarchy as a socially constructed concept. Feminism has earned itself a bad reputation, but it never undermined gender differences that exist between males and females. A man can never be as good a mother as a female can.Similarly, a woman can never be as good a father as a male can. While accepting these anatomical and physiological differences between the two genders, feminism seeks for both genders to be equally respected. They are both human and as a species, humans cannot progress without either one of them. Maggie Humm and Rebecca Walker divide the history of feminism into three waves. The first wave transpi red in the nineteenth and early twentieth century’s, the second occurred in the 1960s and 1970s, and the third extends from the 1990s to the present.In each wave of the movement, though men have taken part in significant responses to feminism, the relationship between men and feminism has been complex. Historically, a number of men have engaged with feminism. Philosopher Jeremy Bentham demanded equal rights for women in the eighteenth century. In 1866, philosopher John Stuart Mill presented a women's petition to the British Parliament and supported an amendment to the 1867 Reform Bill.An extension of feminism into theoretical or philosophical fields such as anthropology, sociology, economics, women's studies, literary criticism, art history, and psychoanalysis is called feminist theory. Feminist theory aims to understand gender inequality and focuses on gender politics, power relations, and sexuality. While providing a critique of these social and political relations, much of feminist theory focuses on the promotion of women's rights and interests. Themes explored in feminist theory include discrimination, stereotyping, objectification (especially sexual objectification), oppression, and patriarchy.Today, feminist theory has manifested in a variety of disciplines such as feminist geography, feminist history, feminist theology, and feminist literary criticism and has changed traditional perspectives on a wide range of areas in human life, from culture to law. Feminist activists have campaigned for women's legal rights such as rights of contract, property rights, and voting rights while also promoting women's rights to bodily integrity and autonomy, abortion rights, and reproductive rights.They have struggled to protect women and girls from domestic violence, sexual harassment, and rape. On economic matters, feminists have advocated for workplace rights, including maternity leave and equal pay, and against other forms of gender-specific discrimination aga inst women. During much of its history, feminist movements and theories were led predominantly by middle-class white women from Western Europe and North America. However, at least since Sojourner Truth's 1851 speech to American feminists, women of other races have proposed alternative feminisms.This trend accelerated in the 1960s with the civil rights movement in the United States and the collapse of European colonialism in Africa, the Caribbean, parts of Latin America, and Southeast Asia. Since that time, women in former European colonies and the Third World have proposed postcolonial and Third World feminisms. Postcolonial feminists argue that oppression relating to the colonial experience, particularly racial, class, and ethnic oppression, has marginalized women in postcolonial societies.They challenge the assumption that gender oppression is the primary force of patriarchy. They object to portrayals of women of non-Western societies as passive and voiceless victims and the portr ayal of Western women as modern, educated, and empowered. Today, they struggle to fight gender oppression within their own cultural models of society rather than through those imposed by the Western colonizers. They, thus, react against both universalizing tendencies in Western feminist thought and a lack of attention to gender issues in mainstream postcolonial thought.Some postcolonial feminists, such as Chandra Talpade Mohanty and Black feminists, such as Angela Davis and Alice Walker, are critical of Western feminism for being ethnocentric. Chandra Talpade Mohanty criticizes Western feminism on the ground that it does not take into account the unique experiences of women from third-world countries or the existence of feminisms indigenous to third-world countries. This discourse is strongly related to African feminism and is also associated with concepts such as black feminism, womanism, Africana womanism, motherism, Stiwanism, negofeminism, chicana feminism, and femalism.Pro-femi nism is the support of feminism without implying that the supporter is a member of the feminist movement. The term is most often used in reference to men who are actively supportive of feminism and of their efforts to bring about gender equality. The activities of pro- feminist men's groups include anti-violence work with boys and young men in schools, offering sexual harassment workshops in workplaces, running community education campaigns, and counseling male perpetrators of violence.Pro-feminist men also are involved in men's health, activism against pornography including anti-pornography legislation, men's studies, and the development of gender equity curricula in schools. This work is sometimes in collaboration with feminists and women's services, such as domestic violence and rape crisis centers. Some activists of both genders refer to all pro-feminist men as ‘pro-feminists' and not as ‘feminists'. There have been positive and negative reactions and responses to fe minism, depending on the individual man and the social context of the time.These responses have varied from pro-feminism to masculism to anti-feminism. In the twenty-first century, new reactions to feminist ideologies have emerged, including a generation of male scholars involved in gender studies and men's rights activists who promote male equality including equal treatment in family, divorce, and anti ­discrimination law. Today, academics like Michael Flood, Michael Messner, and Michael Kimmel are involved with men's studies and pro- feminism.The United Nations Human Development Report 2004 estimated that, when both paid employment and unpaid household tasks are accounted for, on average women work more than men. In rural areas of selected developing countries women performed an average of 20 per cent more work than men, or an additional 102 minutes per day. In the OECD countries surveyed, on average women performed 5 per cent more work than men, or 20 minutes per day. On 3 Sept ember 1981. The UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), described as an international bill of rights for women, came into force.While Iran, Sudan, Somalia, Qatar, Nauru, Palau, and Tonga have not ratified CEDAW, several countries have ratified the Convention subject to certain declarations, reservations, and objections. A number of feminist writers maintain that identifying as a feminist is the strongest stand men can take in the struggle against sexism. They have argued that men should be allowed, or even be encouraged, to participate in the feminist movement. Other female feminists counter- argue that men cannot be feminists simply because they are not women.They maintain that men are granted inherent privileges that prevent them from identifying with feminist struggles, thus making it impossible for them to identify with feminists. Irrespective of what the feminist writers maintain, the feminist movement has effected change in Wester n society, including women's suffrage, greater access to education, more nearly equitable pay with men, the right to initiate divorce proceedings and ‘no fault' divorce, and the right of women to make individual decisions regarding pregnancy (including access to contraceptives and abortion), as well as the right to own property.

Law Exam Review

Or the victim choosing not to have a blood transfusion? * Court Ruling: * Guilty. Thin skull rule Those who use violence against others must take victims as they find them Blaue had to take the victim as a Jehovah’s Witness * The defendant is not responsible if the victim dies as a result of an unrelated event If his actions led to the event, he is still guilty R v Hummel (Stare decisis- lower courts must follow higher courts) * Summary: Judge Perkins did not follow a binding decision of a higher court (contravening the doctrine of stare decisis) * Perkins struck down a section of the criminal code, in favour of the defendant * The crown appealed, and judge Clements disagreed with Perkins, allowing the appeal * Shortly after, Perkins had another ssimilar case, and refused to follow Clement’s judgment. He once again adopted his own reasoning as in the previous case. * Legal Principle: * Decisions of a higher court must be followed because that is what holds common law to gether.Their decisions are â€Å"binding decisions† * It doesn’t matter that Perkins could have been more intelligent than Clements * Rulings of higher courts bind lower courts R v Ladue (Does mistake negate mens rea? ) * Summary: * Woman at a party died from drinking too much alcohol * Forensics showed that Ladue had sex with her after he died * He couldn’t be charged with sexual assault because he was dead * He was charged with doing an indignity to a dead body * Used the defense that he did not know she was dead, so he had no mens reaR v Bird and Bolduc (Doctor allowed friend to examine patient) * Summary: * doctor told a female patient that his friend was a medical intern * she gave consent for the friend to observe a medical examination * The fraud was as to the identity of the onlooker, not as to the act, of which she knew and understood. * Legal Principal: * Was consent obtained fraudulently as to the nature and quality of the act? * Court Ruling: * Boldu c did exactly what the victim understood he would do.There was no fraud on his part as to what he was going to do * Victim knew that Bird was present and consented to his presence * Innocent: the fraud had nothing to do with the act, but with Bird’s identity * If he touched her, it would have turned into an assault R v Campbell and Mlynarchuk (Stripper case, mistake of law) * Summary: * Campbell was convicted of dancing naked * Previously, Alberta supreme court made dancing naked legal * Campbell did not know that the Court of Appeal overruled it * Legal Principle: Mistake of fact is a defense to a criminal charge, mistake of law is not * Court Ruling: * Campbell’s mistake was one of law She coincluded that the decision of the judge correctly stated the law, which it did not * Although this is not fair, it is necessary in order to prevent ignorance of the law as a defense * Out of the sense of justice, (naked dancing is not a prevalent problem), Campbell got an absolut e discharge * Mistake of fact is a defense to a criminal charge, mistake of law is not R v Keegstra (Freedom of speech vs hate speech) * Summary: Keegstra was a schoolteacher who taught his sstudents anti-Semitism and expected them to use his teachings on exams. If they didn’t, their marks suffered * A few months after a paren't complained, Mr. Keegstra was dismissed * Legal Principle: * S. 319 bans promoting hatred against an identifiable group * Charter protects freedom of speech * Court Ruling: * Court of Appeal states it was protected under s. 319 2(b), which protects innocent and imprudent speech (people who think that their hate speech is actually true) * Majority: Failed the Oakes proportionality test.Hate propaganda contributes little to the quest for truth, or the protection and fostering of a vibrant democracy The infringement was justified R v Rabey (Automatism) * Summary: * Stabbed a woman after finding out that she doesn’t like him * Used the defense of no n-insane automatism, stating that he had a blackout due to his rage (powerful emotional shock) * Legal Principle: * Was his dissociative state due to a disease of the mind? * Court Ruling: * His automatism was insane * Ordinary stresses and disappointments of life do not explain the mind alfunctioning * Rabey’s emotional stress from the girl’s rejection is not reasonable It was due to his psychological or emotional make-up, thus constituting â€Å"disease of the mind† R v Ruzic (Duress) * Summary: * Ruzic landed in Pearson airport with 2 kilos of heroin and a fake passport * She used the defense of duress, because a man in Serbia would kill her mother if she didn’t listen to him

Effects Of Child Exposure On Domestic Violence Essay

Denhyia Brigmon Kathy Johnson AP Language November 30, 2016 Effects of Child Exposure to Domestic Violence Children look at their parents as their own personal hero’s, but what type of a role model is a father who hits a mother? Who is truly to blame when a child feels responsible for what’s happening in the home? Being exposed to domestic violence seriously threatens the health and emotional wellbeing of children. Researchers found date that when domestic violence occurs in households with children, the children grow up feeling guilty, hopeless, and unloved. Sometimes these children follow in the footsteps of their parents by becoming the abuser. Some grow up to commit crimes; others turn to drugs for comfort. What is Domestic Violence? Domestic violence is regularly more than simply physical abuse. It includes sexual, emotional, and mental brutality. At first, distinguishing the signs of an abusive relationship can hard, you never know what a person is actually going through unless they tell you. It is exceptionally regular for survivors to recognize the start of mishandle as the first time the abusers hit them, yet truly the cycle of violence may have begun early in the relationship. Perpetrators have a tendency to be attractive and extremely persuading when applying force and control approaches. However, understanding normal events or patterns in an unhealthy relationship and having the capacity to start an educated discussion is a step to healing, mending, andShow MoreRelatedThe Effects Of Child Exposure On Domestic Violence Essay1255 Words   |  6 Pages Introduction Although child exposure to domestic violence is quite prevalent, a review of academic literature reveals few studies focused on the experiences of children who lived with violent parents. The search did not reveal any studies that focus on how children experienced an intervention by the child welfare community. More research is needed to provide a voice for those children and provide the lack of information that s needed. This research proposal entails the lives of childrenRead MoreThe Negative Results of Childhood Exposure to Domestic Violence 979 Words   |  4 Pages The phrase â€Å"domestic violence† typically refers to violence between adult partners. Sadly, it has been estimated that every year between 3.3 and ten million children are exposed to domestic violence in the confines of their own home (Moylan, Herrenkohl, Sousa et al. 2009). According to research conducted by John W. Fantuzzo and Wanda K. Mohr (1999): â€Å"Exposure to domestic violence can include watching or hearing the violent events, direct involvement (for example, trying to intervene or callingRead MoreThe Negative Results of Childhood Exposure to Domestic Violence854 Words   |  4 Pages The phrase â€Å"domestic violence† typically refers to violence between adult intimate partners. It has been estimated that every year there are about 3.3 to 10 million children exposed to domestic violence in the confines of their own home (Moylan, Herrenkohl, Sousa et al. 2009). According to research conducted by John W. Fantuzzo and Wanda K. Mohr(1999): â€Å"[e]xposure to domestic violence can include watching or hearing the violent events, direct involvement (for example, trying to intervene or callingRead MoreLong-Term Consequences of Childhood Exposure to Domestic Violence948 Words   |  4 PagesLong-Term Consequences of Childhood Exposure to Domestic Violence Abstract: Domestic violence effects everybody in a family. Patterns of abuse from one parent to another, between both parents or directed toward a child all have a composite effect of inflicting potentially severe emotional damage upon the child. The research outlined here identifies domestic violence as a serious sociological problem and consequently provides a usable definition of domestic violence for the present study. This is followedRead MoreEffects Of Domestic Violence On Children990 Words   |  4 Pageswhen a child is exposed to domestic violence at an early age, that child adapts to these adverse circumstance and situations (Holmes, 2013). Therefore, children who are regularly exposed to domestic violence may initially display less aggressive behaviors than children who are never exposed. However, this is due to their fear of being a victim of a physical assault (Holmes, 2013). This finding was interesting because it shows how deeply the children are affected by exposure to domestic violence. TheRead MoreDomestic Violence and Social Problems1268 Words   |  6 PagesDomestic violence is a devastating social problem that impacts every sector of our population. Domestic violence is a pattern of abusive behavior in any relationship that is used by one partner to gain or maintain power and control over another intimate partner(USDOJ,2012). Domestic violence can be physical, economic, emotional, sexual, or psychological. Physical domestic violence is an attempt to impose physical injury such as grabbing, slapping, hitting, biting, etc. Physical violence can alsoRead MoreDomestic Violence And Its Effects On Children1445 Words   |  6 PagesWhat is domestic Violence? Domestic Violence is described as violent or aggressive behavior within the home, typically involving the violent abuse of a spouse or partner. Many children end up being the victims to seeing domestic violence in the home which is very unhealthy to their development. Some children may development re sentment toward both parents- one for not leaving and the other for causing the abuse. Depression, aggressive behavior, emotional distress and suicide depending on the severityRead MoreEssay about CJA 314 WEEK 4 CHILD EXPOSURE TO DOMESTIC VIOLENCE987 Words   |  4 Pages Child Exposure to Domestic Violence Child Exposure to Domestic Violence Child exposure to domestic violence has become the modern trend, which is happening way too often in many homes throughout the world today. Child exposure to domestic violence makes the exposed child to physiological indent to violence. Domestic violence is treated with consequences for violating the law. The crime can be considered a personal crime with traumatic psychological anxiety for the viewers ofRead MoreHow Does Domestic Violence Affect Children? Essay1736 Words   |  7 PagesBritannica, domestic violence, also known as domestic abuse, refers to any abuse that takes place among people living in the same household (Encyclopedia Britannica, 2008. Encyclopedia Britannica Online). Domestic violence includes, but is not limited to, spousal abuse and child abuse. Fighting, name-calling, destruction of property, harassment, sexual abuse, the misuse of power and exercise of control (intimidation) over the other person’s finances or actions are all classified as domestic vi olence. ChildrenRead MoreEssay about The Effects of Domestic Violence on Children1448 Words   |  6 PagesHow does domestic violence between parents and parental figures affect the children who witness it? This is a question often asked by Sociologists and Psychologists alike. There have been studies that prove that children who witness domestic inter-parental violence experience mental health problems, issues with gender roles, substance abuse, the committing of crimes and suicide/suicide attempts later in their lives. This paper will explore all five of these effects of domestic violence on children