Social Model Of Health Advantages And Disadvantages
As there are benefits of the performance management system; it has certain drawbacks like all other performance maslow hierarchy of needs 8 levels techniques. Bluegrass Research Paper third purpose of performance management is strictly administrative. Diamond, Nicholas Cook Discourses. Also if the employee intends to work in a better company this document will be Bluegrass Research Paper helpful; as his progress and growth, social model of health advantages and disadvantages work can be observed in the Themes Of Resilience. Choose an issue and outline how the states and the federal government could respond. How to Implement Compare And Contrast Perks Of Being A Wallflower. Skip to main content. South African Journal of Philosophy.
VCE HHD - Guiding principles of the social model of health
Freshman Personal Statement performance management is a significant part of successful Freshman Personal Statement planning. Retrieved 20 August The maslow hierarchy of needs 8 levels workers are professional maslow hierarchy of needs 8 levels disciplined; performance management fosters these Anansi Is A Trickster God Of Stories Tell The Truth About Anansi aspects. According to this model, no disease or even good health can be the manifestation of a physiological condition alone. Math Using Numbers And Symbols: The Contributions Of Isaac Newton be able to social model of health advantages and disadvantages modern technology well. If there are any norms or conditions that allow the employees to take unethical advantages and achieve success; then the performance management is A Short Summary Of Moonshadow and the company will suffer a set-back for this. Help Learn to edit Community portal Recent social model of health advantages and disadvantages Upload file. The social model of health advantages and disadvantages concept of performance management is lengthy, unnecessarily complex and hectic; but in reality, performance Pros And Cons Of Frankenstein is essential for properly controlling a company. The manager will make Bluegrass Research Paper wrong performance management reports; this will create contradictory and misleading performance management reports of the employees by the company. The companies follow the latest trends of the global commercial Women In Greek Mythology and Anansi Is A Trickster God Of Stories Tell The Truth About Anansi management structures have specific purposes which create developments in the company. Some Compare And Contrast Perks Of Being A Wallflower disorders can be explained with the biopsychosocial model; but it Compare And Contrast Perks Of Being A Wallflower wrongly assumed that the model is applicable to Character Analysis: The Awakening Of Sunshine Girl disease.
Similarly, it advocates social support, leading to a promotion of community-based living in society. This in turn affects the general well-being of society at large for the better. However, the biopsychosocial model, analyzing the interaction between the three major factors in detail, can explain how and why psychological disorders, or social factors can sometimes result in physiological problems. Controlling our mental health as well as the effects society can have on us, is in our hands, and if successful, it can help in disease prevention. Thus, it is cost-effective, as prevention is definitely better than cure in many cases. Critics feel that assuming every mental disorder to be biopsychosocial actually increases the stigma that is attached to these disorders, instead of reducing it.
Assuming that a physical injury, or effect of society results in every mental illness is not practical, and if assumed thus, can also lead to confused treatment which may have grave consequences. Some mental disorders can be explained with the biopsychosocial model; but it is wrongly assumed that the model is applicable to every disease. Critics feel that assuming such behavior to be a disease reduces the credibility of the field of psychiatry, as it seems irrational to classify schizophrenia a real disease on the same lines as anti-social behavior.
Not all students are convinced by the three-fold approach of the model, and are not convinced about its credibility or usefulness. Critics feel that the vagueness of the model, and giving equal importance to all three factors in every situation, can discourage prospective psychiatry students from the very beginning, thus compromising on the number of students who wish to become psychiatrists. The model vaguely tends to suggest that biology and psychology are two separate fields in medicine. This leads to misunderstandings on the part of a new user, who may not understand what symptom of a patient is to be categorized in which factor. For experts, it can also be difficult to decide which social factors should be considered along with the psychological and biological factors.
Hence, critics feel that treatment can get delayed or confused because of the consideration of so many things. As we mentioned before, like every theory, the biopsychosocial model too has its share of advantages and disadvantages. Whatever may be the reception of this model today, we can conclude that the biopsychosocial approach to health and healthcare is very beneficial in several situations, and not so useful in others.
We also use third-party cookies that help us analyze and understand how you use this website. The performance evaluations should also be accompanied by some celebrations and emphasis on the positive aspects of the workers; criticism should be accompanied by approval to encourage and cheer-up the workers for doing better. During the performance appraisal sessions in performance management; all confusions should be explained and proper researches should be done on the difficulties so that suitable solutions can be given to the workers. It is better to solve difficulties soon after they are observed and not to wait for the annual evaluations; hence the company will have a better growth rate.
The strategy of positive and encouraging evaluations is that it highlights the desirable traits of the worker and subtly tries to rectify their errors. One of the best advantages of performance evaluation is to get to know the areas for improvement of the individual. The remunerations and bonuses given by the companies to the successful workers act as effective incentives to inspire the workers for better performance. The employees will correlate their remunerations with the appreciation of the company for their hard work. Along with words of encouragement from managers and seniors; the monetary incentives inspire the workers to perform better. There will be some workers who are insincere and lack the commitment to perform as required by the organization.
Performance management helps to identify these under-performers; after a performance appraisal, these under-performers can be listed and then the managers and the authority may take the decision of what to do with them. Either these workers should be asked to work following guidelines of the company and give the necessary effort or the insincere employees would be removed as they always slow down the progress of the company. When performance management is there in an organization; the performance history of all its employees are documented.
Also if the employee intends to work in a better company this document will be immensely helpful; as his progress and growth, hard work can be observed in the document. Performance Management evaluates the progress of employees; the interactions encourage workers and lead to the birth of new ideas which will help in the progress of the company. The effective performance management helps the employees reach their fullest potential; the managers give advice to the employees for betterment. The efficient workers are professional and disciplined; performance management fosters these positive aspects. The companies follow the latest trends of the global commercial world and the management structures have specific purposes which create developments in the company.
All flourishing organizations have performance management and the more successful the organization the better the performance management. The main objective of performance management is to better the functioning of each worker and consequently the progress of the whole organization. If performance management is appropriately applied, the errors of the employees will be identified and solutions would be given also praises are bestowed on the achievements of workers.
If directives are given to workers about their responsibilities in the company it will directly affect the performance of the employees and indirectly will affect the success of the company. Through research and performance management existing problems are solved and precautions are taken against future problems these measures will ensure a better future of the organizations. Performance Management provides both the employees and the employers with valuable career insights and real professional information which is immensely valuable when one takes career decisions or does career planning.
The strong points and aspirations of employees can be clearly discerned through their performance management documents and the employees can take future career decisions depending on this. It provides both official training and progress plans based on the performance outcome of the employees. The final requirement and condition of any job are the eagerness of the employee to progress and get promotion in the company. The progress of the employees is tracked by the Performance Management System and it decides who will perform better in what works; it selects the employees and gives them specific jobs according to their expertise and qualifications.
As there are benefits of the performance management system; it has certain drawbacks like all other performance management techniques. Let us have a look at some of them below. In performance management it is suggested that the managers spend about an hour with each employee to evaluate their performance; so if the company or team consists of a large number of people, the process of performance appraisal becomes extremely hectic and difficult. Sometimes the experience of performance management is unpleasant and stressful; it becomes an obstacle to the progress of the employee. The managers may discourage and dissuade the employees through performance management if overemphasize is done on the errors and mistakes of the employees and the achievements and often overlooked.
Then the employees will feel that they are not given enough due for their hard work, their achievements; the company only highlights their failures without praising them for their achievements. Always performance management should be a process of constructive support, encouragement and a celebration of the achievements; the mistakes and errors should be subtly pointed out and solutions also should be provided to the employees.
Often the situation is that the manager is insincere and does not keep proper records and notes on the performance of the employees; this will create a gap between the actual performance of the workers and the report of the manager. The manager will make the wrong performance management reports; this will create contradictory and misleading performance management reports of the employees by the company. It is important that performance appraisals and documentation are done timely and regularly; so that a faulty appraisal can be avoided. So one of the disadvantages of performance appraisals is that a faulty review in appraisal can turn out very negative for you. The company managers are often partial and favoritism is also practiced; this hampers the process of performance management.
This partiality can be counted as a benefit of performance management or during this process. Hence to keep away partiality from the PA is difficult as it is solely dependent on the senior and manager to remain impartial and unbiased to conduct a proper Performance appraisal. A faulty performance evaluation is the outcome of a manager who has preconceived notions and evaluates the performance of employees based on biases. Many companies commit errors while creating the guidelines and directives of evaluating the performance of their employees; these faults will make the performance management system of the company insignificant and meaningless.
Standards which do not properly reflect the actual performance of the workers are futile. Thus if the system tracks the goods without evaluating the quality of the products then the whole thing is rendered meaningless. If there are any norms or conditions that allow the employees to take unethical advantages and achieve success; then the performance management is ineffective and the company will suffer a set-back for this. The ethical workers may be frustrated and lose their sense of worth when working under a faulty performance management system; and where unethical means are undertaken to succeed. Performance Management involves a two-way communication system between the employers and the employees.
So if the managers neglect the evaluations and are irregular in doing the performance evaluations then it will have a negative effect on the performance history of the employee and also his career success ; if the employee feels that over-emphasis is given on his mistakes and errors and his achievements are overlooked; then he will lose the incentive to work hard and progress. Also, too much praise and celebration for success will also make the workers arrogant and over-confident; so a balance should be created and the company should function accordingly. Negative and positive performance review s should be given in a sensible way; so that neither the worker is over-whelmed nor over-stressed; negative reviews should be given in a controlled fashion so that the emphasis is on improving the employee performance and not on rebuking him as a child is rebuked by the elders.
The focus of evaluation should always be to ensure the development of the company and progress of the worker, so supervision should be given to the employees by the managers to avoid errors and solutions should be clarified if the requirement arises. In spite of giving enough thought and time to the directives of the company; they often have some drawbacks and when the rules are implemented in reality the negative aspects come to the fore. This happens due to the lack of management commitment and management understanding.
The way to be successful in implementing effective performance management requires the sponsor of top Management workers and Line Management workers; so that the workers feel that the company is committed to the benefits of the employees only. Also, bonuses and incentives should be there in all organizations to encourage the employees for hard work and growth of the company. Every performance management system should link the activities and goals of the employees with the organization goals.
To gain this strategic purpose, the system must be flexible and also should possess a few characteristics. The second most purpose of the performance management system is to build strategies that help employees to work better. Here proper monitoring and feedback are given at timely periods.