Wolfgang wazart Essay Example For Students

Wolfgang wazart Essay Wolfgang Amadeus MozartWolfgang Amadeus Mozart (1756-1791)Wolfgang Amadeus Mozart was conceived in Salzburg in Austria, the child ofLeopold, Kapellmeister to the Prince-Archbishop ofSalzburg. By the age of three he could play the piano, and he wascomposing when he was five; minuets from this periodshow surprising comprehension of structure. Mozarts senior sister Maria Anna(best known as Nannerl) was likewise a talented keyboardplayer, and in 1762 their dad took the two wonders on a shortperforming visit, of the courts at Vienna and Munich. Energized by their gathering, they set out the following year on a longertour, including fourteen days at Versailles, where thechildren captivated Louis XV. In 1764 they showed up in London. HereMozart composed his initial three orchestras, under theinfluence of Johann Christian Bach, most youthful child of Johann Sebastian, wholived in the city. After their arrival to Salzburg therefollowed three outings to Italy somewhere in the range of 1769 and 1773. In Rome Mozartheard a presentation of Allegris Misere; the score ofthis work was firmly monitored, yet Mozart figured out how to translate the musicalmost consummately from memory. On Mozarts firstvisit to Milan, his show Mitridate, r di Ponto was effectively produced,followed on a resulting visit by Lucia Silla. Thelatter gave indications of the rich, full coordination that portrays his laterA excursion to Vienna in 1773 neglected to deliver the court arrangement that bothMozart and his dad wanted for him, yet didintroduce Mozart to the impact of Haydn, whose Sturm und Drang stringquartets (Opus 20) had as of late been distributed. We will compose a custom paper on Wolfgang wazart explicitly for you for just $16.38 $13.9/page Request now The impact is clear in Mozarts six string groups of four, K168-173, and in hisSymphony in G minor, K183. Another outing in searchof support finished less cheerfully. Joined by his mom, Mozart leftSalzburg in 1777, going through Mannheim toParis. Be that as it may, in July 1778 his mom kicked the bucket. Nor was the outing a professionalsuccess: not, at this point ready to go for a wonder, Mozartsreception there was quieted and any expectations of an occupation came nothing. Back in Salzburg Mozart labored for a long time as a congregation organist for thenew ecclesiastical overseer. His manager was less kindlydisposed to the Mozart family than his ancestor had been, however thecomposer in any case created a portion of his earliestmasterpieces. The well known Sinfonia concertante for violin, violo andorchestra was written in 1780, and the accompanying yearMozarts first incredible stage work, the drama Idomeneo, was created inMunich, where Mozart additionally composed his Serenade for 13wind instruments, K361. On his arrival from Munich, in any case, the hostilitybrewing among him and the ecclesiastical overseer came to ahead, and Mozart surrendered. On conveying his renunciation he was verballyabused and in the end, truly launched out from thearchbishops living arrangement. Without support, Mozart had to face the risks of a freelanceexistence. At first his endeavors met with some achievement. He relocated to Vienna and in 1782 his drama Die Entfhrung ausdem Serail (The renouncement from the Seraglio) wasproduced in the city and joyfully got. That year in Viennas StStephens Cathedral Mozart wedded ConstanzeWeber. Before long a short time later he started a progression of membership shows atwhich he played out his piano concertos andimprovised at the console. The vast majority of Mozarts incredible piano concertos werewritten for these shows, incorporating those in C,K467, A, K488 and C minor, K491. In these concertos Mozart brought tothe classification a solidarity and decent variety it had not hadbefore, consolidating striking musical wealth with entries of subtleIn 1758 Mozart devoted to Haydn the six string groups of four that now bearHaydns name. Remembering for this gathering are the quartetsknown as the Hunt, which utilize chasing calls, and the Dissonance,which opens with a spooky progression of dissonantchords. Overpowered by their quality, Haydn admitted to Leopol dMozart, Before God and as a genuine man I let you know thatyour child is the best writer known to me either face to face or byname. The pieces are coordinated in greatness in Mozartschamber music yield just by his String Quintets, extraordinary among whichare those in C, K515, G minor, K516 and D,Also in 178

Toyota Swot Analysis 2015 Marketing Strategies

Question: Examine about theIntroduction to Marketing for Toyota SWOT Analysis. Answer: Inside Factors Qualities Toyota is considered as a pioneer in assembling and creation industry. The organization improves its benefit by adopting into thought powerful assembling strategies like all out quality administration. It is one of the main movers in the field of vehicle innovative work. It has a solid universal situation in 170 nations all inclusive. The business has a decent brand picture in the market that depends on quality and furthermore it conveys a redid scope of items. The organization has an incredible infiltration in the business sectors like US and china and it is the second biggest vehicle producer comprehensively. As the organization conveys a decent brand picture in the market, it is anything but difficult to accomplish the objectives and goals. The organization has a decent workforce that is an extraordinary preferred position to extend its tasks in a powerful way (Elnaga and Imran, 2014). Shortcomings Each association conveys some shortcoming. By thinking about the Toyota business it is seen that the creation of the vehicles are done in US and Japan. The Japanese vehicle fabricating has an exceptionally less benefit that gives direct impression of the budgetary section of the association. The organization gives present retirement benefits on its representatives by which the additional cost emerges on the organization. By assembling the item in US and Japan it is dissected that organization experiences a monetary and political state of the nation that gives direct effect on the activities of the association (Debnath, 2015).So, organization is attempting to go into the new market by thinking about every one of these components. Because of improvement in the change rate related with trade the deals are influenced of the organization. The contenders profit the benefit of the areas where the organization is absent to lead its assembling tasks. Much of the time the vendor moves from the standards and activities that give negative result and upgrades the grievances from the clients (Moeuf, Tamayo, Lamouri, Pellerin and Lelievre, 2016). Outer Openings Openings are numerous in the market, however the correct advance is required by the organization to achieve the open doors that are winning in the market. Because of an expansion in the gas costs of the crossover vehicles the result of the organization is presently favored more by the buyers. The most recent innovation that is embraced by the organization likewise assists with achieving new methods related with productivity of fuel framework. The organization gives fundamental spotlight on the adolescent market by propelling exceptional and appealing models like Aygo which is one of the most well known convertible vehicles enjoyed by the young. The organization likewise grew new vehicles which are advantageous for the client in term of eco-friendliness and furthermore that gives less effect on nature. The development is contemplated by the organization where the new fragments are presented in the market by the organization. In the blending market the organization accomplished worldwi de extension that has given positive effect on the working example. The flavor of the customer continue changing, so the organization should give principle center around drawing in the clients towards the association, with the goal that the benefit can be improved in an appropriate way (Sisson and Elshennawy, 2015). Dangers Because of the abatement in the monetary state of the world and the opposition in the market has improved the dangers for the organization. The organization faces elevated level of rivalry in the market. To contend in the market the organization should receive viable advertising techniques with the goal that the objectives and destinations can be accomplished in a successful way. The organization confronted decline in the economies related with US and Europe. The financial components are considered as a fundamental danger to the association. Because of trade change rate it is seen that the crude material and benefit cost is influenced. The organization faces a danger from the organizations like Honda (Jayamaha, Wagner, Grigg, Campbell-Allen and Harvie, 2014).To contend in the market the organization has contemplated the expense of steel and furthermore the crude material that has affected the cutting expense of creation and assembling without influencing the nature of the items. The fundamental danger is additionally related with change in the socioeconomics design like huge families are diminishing so the requests for the enormous family vehicles are likewise decreasing. The cost of the oil or the expense brought about in keeping up the vehicles is likewise expanded. Additionally there are numerous families who received the choice of not buying a vehicle or chose to utilize the vehicle on extraordinary event. In this way, to limit the dangers the best possible procedures ought to be contemplated by the organization, with the goal that the objectives and destinations can be accomplished (Jeong and Ko, 2016). References Elnaga, A.A. what's more, Imran, A., 2014. The effect of representative strengthening on work fulfillment: hypothetical study.American diary of research communication,2(1), pp.13-26. Debnath, S.C., 2015. Ecological guidelines become limitation or a reason for innovationa contextual analysis of Toyota Prius and Nissan Leaf.Procedia-Social and Behavioral Sciences,195, pp.324-333. Moeuf, A., Tamayo, S., Lamouri, S., Pellerin, R. what's more, Lelievre, A., 2016. Qualities and shortcomings of little and medium measured ventures with respect to the usage of lean manufacturing.IFAC-PapersOnLine,49(12), pp.71-76. Jeong, H.J. also, Ko, Y., 2016. Arranging a collusion portfolio for eco-accommodating advancement in the vehicle business: Hyundai and Toyota.Journal of Open Innovation: Technology, Market, and Complexity,2(1), p.24. Sisson, J. also, Elshennawy, A., 2015. Making progress with Lean: An examination of key factors in Lean change at Toyota and beyond.International Journal of Lean six sigma,6(3), pp.263-280. Jayamaha, N.P., Wagner, J.P., Grigg, N.P., Campbell-Allen, N.M. furthermore, Harvie, W., 2014. Testing a hypothetical model fundamental the Toyota Wayan experimental examination including a huge worldwide example of Toyota facilities.International Journal of Production Research,52(14), pp.4332-4350.

Ahead of the Curve The Future of Performance Management

Ahead of the Curve The Future of Performance Management How much do you love the annual performance review? If you are like me, and most other people for that matter, I bet you greatly abhor this yearly ritual.For a lot of employees and managers, the annual evaluation, rating and ranking of employee performance is a time wasting, demotivating, and excessively subjective exercise that does more harm than good in most cases.Instead of helping employees to improve their performance, it actually demoralizes them as they are constantly worrying about their rating and ranking and what it means for their compensation.The issues to do with the ineffectiveness of the performance review are not new.Instead, they have become more visible owing to the evolution that the corporate environment has undergone over the last two decades.Unlike the past where employees were treated like droids who were only supposed to follow orders from their superiors, the modern employee is expected to be more knowledgeable, and to use this knowledge to solve problems an d exercise independent judgement.Owing to the changes in the business environment, modern employees are providing value to companies in intangible ways that are difficult to identify and quantify using performance-management systems from the industrial era.While employees and managers alike know that current performance management systems are outdated and ineffective, about 90% of companies around the world still continue to rate and rank their employees from performance evaluations, and what’s worse, they then use these performance scores as the basis for making decisions on how to compensate employees.This does not mean that managers are content with this ineffective performance management system.Many would love to do away with it, but there’s one problem keeping them from doing it â€" they do not know how they will manage employee performance once they do away with the annual performance review.Will employees become more complacent? Will performance slack?Most importantly, wh at tool with they (managers) use to make decisions on how to compensate employees?Dissatisfied with the current systems, some companies have started looking for alternative ways to manage employee performance in the post-performance review era, and some new, interesting ideas are coming up.For instance, Google has jettisoned the practice of basing employee compensation on performance reviews.Netflix also abandoned the idea of measuring performance against annual objectives, instead opting for a more fluid system that gives ongoing feedback about their employees.Other companies such as Atlassian have done away with the traditional approach in favor of a new system that automates evaluation activities. While different companies are approaching this issue in a different manner, some patterns have started to emerge showing what the future of performance management might look like. Some of these patterns include:Some companies are redefining performance. Instead of trying to differentiat e between the majority of employees who fall within the average, they are putting greater focus on the outliers.Companies are making their performance management more objective by opting for systems that continually collect data about employees, rather than relying on the once-per-year evaluations that are more subjective in nature.Companies are delinking employee compensation from performance reviews, opting instead to base compensation decisions on the employee’s impact.Companies are shifting from backward-facing performance reviews that happen once a year to frequent events that happen as-needed. This approach is more focused on helping employees grow compared to the traditional approach.To understand the future of performance management and how companies can stay ahead of the curve, let’s take a more detailed look into these emerging patterns.REDEFINING PERFORMANCEThe current performance management systems are based on models whose aim was to specialize and continually optim ize disconnected work tasks.These models were introduced over 100 years ago by the likes of Frederick W. Taylor, and this is part of the reason they don’t work today, because they were built for a different kind of work environment.While these Taylorism-based performance management systems evolved in tandem with the nature of work over the course of the next century, their basic fundamentals did not change much.For instance, a measure such as the number of plastic bottles a worker produced within a single working day became more complex and evolved into a balanced performance score based on key performance indicators (KPIs).Just like the initial measure of the number of bottles produced, these KPIs were connected to the company’s overarching goals.As organizations become larger and work became more complicated, the performance management systems also evolved and acquired layers of complexity, while still remaining based on the same fundamental principles.Over time, the number of KPIs measured and weighted to come up with an employee’s performance score increased, while the impact of these KPIs grew smaller and smaller. This, unfortunately, created two challenges.First, the increased number of KPIs to be measured and weighted made the process too cumbersome and decreased the accuracy of the information gathered.In many cases, employees are actually asked to self-report this data. In addition, this increase in KPIs reduced the impact of each KPI.This means that in some cases, the performance of employees gets measured based on KPIs that contribute to less than 5% of the employee’s performance.This dilutes the employees’ focus because they have to focus on insignificant KPIs because these KPIs still contribute to the employee’s performance score.Based on these performance scores, the employees are then rated against each other, and where necessary, the scores are adjusted based on distribution guidelines.In most cases, this is done using the Gaussian distribution curves, also referred to as bell curves.The distribution guidelines of bell curves assume that the bulk of employees fall around the average (meeting expectations), while small numbers of employees fall below the average (underperforming) and above the average (over-performing).This model seems appealing, and is most cases used to determine compensation, with majority of employees receiving average compensation, those who over-perform receiving slightly more compensation, and those who do not meet expectations receiving slightly lower compensation. The bell distribution curve of employee performance: Source: EmpxtrackUnfortunately, while Gaussian distribution curves are intuitively appealing, they are not an accurate reflection of reality.According to research conducted in multiple fields â€" including the arts, sports, business, and academia â€" shows that more often than not, talent-performance profiles resemble power-law distributions rather than bell curves.Power-law curves are sometimes referred to as Pareto curves, because they are based on the Pareto principle, which states that 80% of results come from 20% of the effort.A study conducted by Herman Aguinis and Ernest O’Boyle in 2012   found that in most companies (except in industries where the work is highly manual and low tech), the top 5% of employees exceed the performance of average employees by 400%.This research is what inspired Google to adopt its unfair pay policy.In a bid to ensure retention for its top performers, Google pays employees based on their impact, rather than their performance score.This means that it is possible to find two Google employees doing the same work earning dramatically different amounts of pay, sometimes with the pay varying by up to 300% 500%.Sometimes, you will even find overachieving junior employees earning more than average performers in senior levels.Google believes that since majority of the impact comes from only a small percentage of employees, the key to maintaining high performance is to identify this percentage of employees and compensate them in proportion to their impact.If you are thinking of applying Google’s unfair pay policy in your company, there is one thing you should keep in mind about power-law distributions.Since majority of your impact comes from only a small percentage of your workers, there is no point in trying to differentiate between the performance of majority of your employees who meet expectations but do not over-perform.Finding the differences in the performance of this major ity and compensating them differently in proportion to their differences in performance will do little to improve overall performance, because these people do not contribute much to the overall performance in the first place.In this case, it makes sense to get rid of performance reviews and ratings, since they only irritate and demotivate employees without having any significant impact on improving performance.With this in mind, several companies, including Adobe Systems, General Electric, and Gap have abandoned rankings, ratings, and the yearly performance review.These companies are ditching annual goals in favor of more fluid and flexible objectives, replacing annual or semiannual feedback sessions with more frequent feedback discussions that happen as-needed, abandoning-backward facing rating and ranking systems for a forward-facing coaching and development approach, and placing greater focus on team performance over individual performance.In essence, these companies are redefini ng what performance means to them.They have realized that there is nothing to be gained from identifying and quantifying the small differences in performance among the majority of employees who meet expectations but do not over-perform.Instead, they know that the best way to improve overall performance is to identify and focus on the over-performers and underperformers.These companies have also realized that conducting annual ratings of employees based on the Gaussian distribution curve does little to improve the overall performance.Therefore, instead of demotivating their employees with this much-hated ritual, they are opting to abandon it altogether.COLLECTING THE RIGHT DATAThe shift to new performance management systems will require employers to start gathering the right kind of employee data.One of the reasons that the current performance management systems do not work â€" and part of the reasons why employees hate them â€" is because they are very subjective.Evaluating employee s once a year often results in inaccurate analysis of employees.A better way to evaluate employees would be to use crowdsourcing systems to collect their performance information continually throughout the year and from different sources.This would give better insights and result in a more accurate evaluation of employees.One company that is doing this is European e-retailer Zalando.Zalando has implemented a tool that crowdsources employee performance feedback in real-time from multiple sources, such as campaigns, meetings, project launches, completed projects, problem-solving sessions, and so on.This tool allows employees to request for feedback in real-time from their colleagues, supervisors, and even customers.Through an online app, this tool allows these people to give both positive and critical feedback about the employee in a playful, informal and engaging way.The responses provided on the app are then weighted based on the amount of exposure whoever gave the feedback has to th e employee.Since this data is collected in real-time, throughout the year and from multiple sources, it results in a more accurate evaluation compared to the current approach to annual reviewers where managers have to try to remember details from months ago when evaluating their teams.General Electric has also started using a similar tool known as PD@GE which allows employees and their supervisors to keep track of their performance throughout the year.The tool allows employees to request for feedback from multiple sources, and then maintains a record of the given feedback.The feedback language on the tool is more focused on coaching and development instead of criticism.General Electric hopes that by providing such continuous feedback, this tool will allow employees to continually improve their performance throughout the year, rather than waiting till the end of the year to be told where they need to improve.The point here is that using such tools, companies can automate the collecti on of employee performance data, make this data more accurate and objective, and improve the effectiveness of using this data to help employees improve.Since feedback is given in real-time, it is more accurate and credible to employees.In addition, the fact that feedback is given throughout the year makes it easier for employees to make smaller changes to improve their performance, rather than being asked to make huge improvements at the end of the year during the performance review.Most of these tools are also more focused on providing feedback that will help employees grow, rather than criticism that does not help the employee in any way.We can expect that with advances with technologies such as artificial intelligence and machine learning, such tools will become even more efficient at collecting employee performance data and feedback.In addition, such tools will also make it easier for companies to accurately identify the overachievers who make the biggest contribution to the com pany.For instance, based on aggregated feedback data, the tool implemented by Zalando will automatically show the top 10% (adjustable) performers.The tool also identifies the outliers whose performance is far removed from the average performance.This provides managers with a more objective way of identifying the star performers and those who are truly lagging behind.The best part is that such tools are relative easy and cheap to build and implement, which means that we might see more of them in future.However, they are not without their challenges.For instance, there is the risk that employees could try to game the system with the aim of being ranked as a star achiever or preventing a competing colleague from making it to this ranking.However, advancements in artificial intelligence and semantic analysis might make it harder to game these systems.In some cases, there is also the risk that employees might not be so enthusiastic about these systems, feeling like their every move is be ing watched and evaluated.Such challenges will need to be resolved as these tools become more mainstream.DELINK COMPENSATION FROM RATINGSDelinking compensation from ratings seems to be counterintuitive.For the last century or so, compensation has been based on ratings and performance evaluations, and on the face of it, this seems quite logical.The higher your performance, the better you need to be paid, right?With this approach, mean performance levels are matched with average salary rates in the market.Those who beat average performance levels would also beat market rates, therefore earning more, and those who performed poorly would get lower than average salaries, thereby acting as a disincentive for low performance.Unfortunately, this approach is consistent with the Gaussian curve distribution, which as we saw, is not an accurate reflection of reality.The above approach has a number of challenges.Using the above approach allows companies to compensate employees differently while remaining within an overall compensation budget.Unfortunately, this sometimes leads to managers reverse engineering ratings so as to remain within budget.For instance, let’s say that Peggy outperforms Alice by 5x.However, the manager does not want to pay Peggy 5x what Alice is earning so that he doesn’t exceed the budget.In this case, during the performance review, the manager might reverse engineer the ratings, lowering Peggy’s ratings and slightly increasing Alice’s ratings such that it appears from the ratings that Peggy’s performance is double (rather than 5x) that of Alice, which is also commensurate with Peggy’s compensation compared to Alice’s.However, the problem is that Peggy already knows she works way harder than Alice. In this case, she might assume that her efforts are not being recognized.This could end up making Peggy cynic, demotivating her, and making her less collaborative.In addition, it is good to understand human psychology and how it plays out in regards to these ratings.Generally, people are more afraid of potential losses than they are motivated by potential gains. For instance, the pain of losing $100 is greater than the joy of gaining $100.When performance ratings are linked to compensation, employees pay greater attention to how much they are potentially losing out on rather than how much more they could potentially earn by improving their performance.Unfortunately, this serves to demotivate employees rather than encourage them, yet these performance ratings differences result in only very small variations in compensation.Considering that only a small percentage of employees are outliers, there is not much sense in linking compensation to performance, since this will only serve to demotivate majority of your employees.This is why many technology companies are doing away with bonuses that are pegged on performance ratings, and instead opting for bonuses that are pegged on overall company performance.This gives employees the freedom to focus on work and experiment with new, innovative ideas without fear that a marginal rating differences will affect their salary.However, to keep the outliers who contribute the most motivated, these companies also offer special rewards to overachievers.This way, companies eliminate the anxiety of compensation from the majority of employees, while at the same time having a way for rewarding employees who put in outstanding work.In addition, researchers like Dan Pink have already shown that employees are more motivated by things such as purpose, autonomy and mastery than they are by money.Instead of relying solely on compensation to motivate your employees, you can motivate them by assigning them priority projects and customers, giving them access to assets, empowering them and giving them greater autonomy over their work, recognizing their effort, and so on.By severing this link between performance and compensation, managers will also be able to pay greater attention to inspiring their teams and building their capabilities without worrying about tracking and rating performance.GREATER FOCUS ON COACHINGIn the industrial age, performance management was pretty straightforward.An employee was required to produce 500 bottles or 1000 pins per day.Poor performance meant that the employee was not hitting their quota, and improvement simply meant going back to hitting or exceeding their quota.Today, however, with constantly changing objectives and with jobs increasingly requiring employees to exercise their judgment, performance management has become a lot more complicated.Today, performance management systems should pay greater attention to coaching employees, and doing so at scale.Coaching makes it easier for employees to stretch themselves, work with constantly changing goals, and take on greater responsibility and autonomy.Different companies are coming up with different ways of implementing employee coaching at scale.For instance, we saw that Genera l Electric is changing the feedback language within their PD@GE tool so that it is more focused on coaching rather than criticism.Companies like Zalando are using crowdsourced feedback to let employees know what is working and where they can do better.Several other companies are focusing performance discussions on what employees should do in future, rather than what they did in the past.More and more companies will have to start embracing this to approach if they are to remain ahead of the curve when it comes to performance management.WRAPPING UPCurrent Taylorism-based performance management systems were developed for the industrial age and are thus becoming outdated and ineffective as the future of work becomes digital.Already, companies in industries such as finance, technology and media, which are leading the pack when it comes to embracing the digital future of work, have started pioneering new, innovative approaches to performance management that are suited to the future as wor ks becomes digital.If you want your company to remain competitive when it comes to attracting and retaining top talent and optimizing performance, you will need to quickly follow suit.Of course, these patterns that we have discussed above will play out differently depending on the company, and we can expect that other patterns will emerge as more companies realize that the current model is becoming obsolete.What we can be sure of, however, is that change is coming, and the best thing you can do is to start thinking of how you can start transforming your performance management system before the times catch up with you.

European Countries Ranked by Area

The continent of  Europe varies in latitude from places such as Greece, which is in the range of about 35 degrees north to 39 degrees north latitude, to Iceland, which ranges from around 64 degrees north to more than 66 degrees north. Because of the difference in latitudes, Europe has varying climates and topography. Regardless, it has been inhabited for about 2 million years. It consists of only about 1/15th of the worlds land, but the contiguous continent has about 24,000 square miles (38,000 sq km) of coastline. Stats Europe is made up of 46  countries that  range in size from some of the largest in the world (Russia) to some of the smallest (Vatican City, Monaco). The population of Europe is about 742 million (United Nations 2017 Population Division figure), and for a landmass of about 3.9 million square miles (10.1 sq km), it has a density of 187.7 people per square mile. By Area, Largest to Smallest The following is a list of the countries of Europe arranged by area. Various sources may differ in size of a countrys area due to rounding, whether the original figure is in kilometers or miles, and whether the sources include overseas territories. Figures here come from the CIA World Factbook, which presents figures in square kilometers; they have been converted and rounded to the nearest number. Russia: 6,601,668 square miles (17,098,242 sq km)Turkey:  302,535 square miles (783,562 sq km)Ukraine:  233,032 square miles (603,550 sq km)France:  212,935 square miles (551,500 sq km);  248,457 square miles (643,501 square km) including overseas regionsSpain:  195,124 square miles (505,370 sq km)Sweden:  173,860 square miles (450,295 sq km)Germany:  137,847 square miles (357,022 sq km)Finland:  130,559 square miles (338,145 sq km)Norway: 125,021 square miles (323,802 sq km)Poland:  120,728 square miles (312,685 sq km)Italy:  116,305 square miles (301,340 sq km)United Kingdom:  94,058 square miles (243,610 sq km), includes Rockall and Shetland IslandsRomania: 92,043 square miles (238,391 sq km)Belarus: 80,155 square miles (207,600 sq km)Greece: 50,949 square miles (131,957 sq km)Bulgaria: 42,811 square miles (110,879 sq km)Iceland:  39,768 square miles (103,000 sq km)Hungary: 35,918 square miles (93,028 sq km)Portugal: 35,556 square miles (92,090 sq km)Austri a: 32,382 square miles (83,871 sq km)Czech Republic: 30,451 square miles (78,867 sq km)Serbia: 29,913 square miles (77,474 sq km)Ireland: 27,133 square miles (70,273 sq km)Lithuania: 25,212 square miles (65,300 sq km)Latvia: 24,937 square miles (64,589 sq km)Croatia:  21,851 square miles (56,594 sq km)Bosnia and Herzegovina: 19,767 square miles (51,197 sq km)Slovakia: 18,932 square miles (49,035 sq km)Estonia: 17,462 square miles (45,228 sq km)Denmark: 16,638 square miles (43,094 sq km)Netherlands:  16,040 square miles (41,543 sq km)Switzerland:  15,937 square miles (41,277 sq km)Moldova: 13,070 square miles (33,851 sq km)Belgium:  11,786 square miles (30,528 sq km)Albania: 11,099 square miles (28,748 sq km)Macedonia: 9,928 square miles (25,713 sq km)Slovenia: 7,827 square miles (20,273 sq km)Montenegro: 5,333 sq miles (13,812 sq km)Cyprus: 3,571 square miles (9,251 sq km)Luxembourg: 998 square miles (2,586 sq km)Andorra:  181 square miles (468 sq km)Malta:  122 square m iles (316 sq km)Liechtenstein: 62 square miles (160 sq km)San Marino:  23 square miles (61 sq km)Monaco:  0.77 square miles (2 sq km)Vatican City: 0.17 square miles (0.44 sq km)

Death With Dignity Assisted Suicide - 2348 Words

â€Å"Death with Dignity† is a phrase referring to the process of assisting terminally ill patients that have no chance of recovery to die earlier than they would have under natural circumstances by having physicians prescribe medication that would hasten the patients’ death. It is often perceived as a move to relieve the ill of the scorching pain and suffering that they could be undergoing. Family members and, in a few occasions, close friends are tasked with deciding when to assist a loved one die in case the patient is incapacitated. However, the patient is often the one to make the decision about whether or not to be kept alive, assuming that they are of sound mind. Death with dignity only happens when a patient with a sound mind makes the decision that he or she should be put out of their misery. One of the commonly used synonyms for death with dignity is assisted suicide, being as though the patient is being assisted to end their life. However, this is not the case, since assisted suicide is treated as a crime in states such as Oregon and Washington. It is believed that assisted suicide entails encouraging people with unstable states of mind to end their lives as opposed to mentally competent patients making their decisions.1 Over the past two decades, different states in the United States have joined the push to have the Death with Dignity law passed in order to give family members the freedom to make choices about the lives of their loved ones, as well as theirShow MoreRelatedAssisted Suicide And Death With Dignity1394 Words   |  6 Pages Playing God or Dying with Dignity For this assignment, I read four articles in all—two that are decidedly against what they call â€Å"assisted suicide†, and two that are decidedly supportive of what they call â€Å"death with dignity†. This has become legalized for terminally-ill patients with prognoses of surviving no longer than six months, first in Oregon in 1998, but since then Washington, California, and Vermont. It has also been legalized in SwitzerlandRead MoreThe Death With Dignity And Physician Assisted Suicide1742 Words   |  7 Pagessupporting â€Å"Death with Dignity†, also known as physician-assisted suicide. Oregon, Washington, and Vermont have each enacted laws that enable a terminally ill, mentally competent, adult to decide and dictate end of life decisions up to and including the time of their death. Oregon was the first United States (U.S.) to enact legislation and other states in the union have followed suit. Literature Review There are numerous articles regarding Death with Dignity and Physician-Assisted Suicide. Friend (2011)Read MoreAssisted Suicide And The Death With Dignity Act803 Words   |  4 PagesPhysician-assisted suicide (PAS) occurs when a physician facilitates a patient’s death by providing the necessary means and/or information to enable the patient to perform the life-ending act (e.g. the physician provides sleeping pills and information about the lethal dose, while aware that the patient may commit suicide). [Carter, 2015]. According to Death with Dignity.org, Oregon, New Mexico, Vermont, Washington and California along with Montana who administrated the Death with Dignity act determiningRead More The Death With Dignity Act and Physician Assisted Suicide Essay1312 Words   |  6 PagesThe Death With Dignity Act and Physician Assisted Suicide Introduction According to the American Medical Association (1996), physician-assisted suicide (PAS) occurs when a physician facilitates a patient’s death by providing either the means or the information necessary to aid in the patient performing the life-ending act. PAS has had a long and controversial history dating back to the ancient Greeks and Romans. They believed that there was no reason to prolong life if continued pain and sufferingRead MoreThe Debate Of Assisted Suicide1747 Words   |  7 Pages The topic of assisted suicide is very controversial and is heavily debated upon all around the world. While physician assisted suicide is only legal in the Netherlands, Switzerland, and a few states in the U.S., it is illegally practiced widely by physicians and nurses, such as Dr. Jack Kevorkian. I first heard of physician assisted suicide when the death of Dr. Kevorkian, an assisted suicide advocate and a suicide aid, was on the news in 2011. Kevorkian assisted in the suicide of many p atientsRead MoreThe United States Of America1536 Words   |  7 Pageslegislation allowing physician-assisted suicide under nearly any circumstances was Oregon. (How the Right to Die Came to America - National Center for Life and Liberty) Oregon’s Death with Dignity Act (ODWDA) law would allow dying patients the control to end their own end-of-life-care. Such movement would start in the early 1990’s by a group consisting of citizens, scholars, legal and medical experts. (Oregon Death with Dignity Act: A History - Death with Dignity) With controversy and by ballotRead MoreThe Fight Over Assisted Suicide1746 Words   |  7 Pagesthirty years the fight over assisted suicide has earned a spot in the national spotlight, for both positive and negative reasons depending on your stance on the issue. There have been challenges made based off the constitution, the right to privacy and moral reasons for both sides. While there have been many notable persons of interest during this time some have helped the cause as others have hindered progress. There have been attempts to challenge physician assisted suicide based off the FourteenthRead MoreThe Suicide Of A Patient Essay970 Words   |  4 Pages â€Å"The suicide of a patient suffering from an incurable disease, effected by the taking of lethal drugs provided by a doctor for this purpose,† is the dictionary definition of assisted suicide, or assisted death. Much debate has taken place over whether or not this should be a right of the terminally ill, and whether a doctor can grant that wish. Although modern medicine has brought a multitude of benefits to humanity, it cannot relieve the pain and suffering associated with the dying process. Read MorePros And Cons Of Assisted Suicide1743 Words   |  7 PagesWhat is assisted suicide? Merriam-Webster lists assisted suicide as â€Å"suicide committed by someone with assistance from another† (Assisted Suicide, n.d.). Particularly by a licensed health care provider/physician willing to participate and authorized by the state. The physician will assist with, in administering an approved prescription drug and a lethal dosage. Assisted suicide acts upon the legal request and approval of state law and patient request for the reasons of a terminal condition in orderRead MoreEssay about Euthanasia Allows Death with Dignity1347 Words   |  6 Pagesillnesses and insufferable pain? Physician-assisted suicide should be legalized because people should have the right to end their lives when they choose to and contrary to popular belief, physician-assisted suicide will not leave the presumably vulnerable helpless. Many fear the legalization of physician-assisted suicide will lead to out of control doctors who take it upon themselves to decide who lives, who dies, and when. Physician-assisted suicide has been practiced in the Netherlands for

Manila Free Essays

Another thing that can be seen n the profile is that their number of SK and Kagawad is not that numerous. Half of the entire population of barangay is not registered voters, thus, unable them to fully benefit their right to choose leaders that would change the country. As our group interviewed and surveyed citizens there in the barangay, almost all of them agreed that the major problem of their community is the uncontrollable flood that theyVe been experience for so many years. We will write a custom essay sample on Manila or any similar topic only for you Order Now Another problem that is relevant to their place is the gang wars and street fights that is happening during night-time hat can be dangerous to the innocent civilians of the place. II. Mandates, Function, Programs, Resources of Relevant Organizations The barangay knows exactly what problems does exist on their barangay. They provided some solutions to solve these problems, however, it is not enough to thoroughly solve them. One of their solution in case of the flooding of their place is to clean their canal regularly with the help of MMDA (Metropolitan Manila Development Authority) and DPWH (Department of Public Works and Highways). Although these two government institutions Joined hands together to solve the problem of flooding, it is not enough to get rid of the problem. As other places surrounding the barangay raise their lands to avoid flood, the barangay becomes a catch basin of all flood that comes from these high-rise places. Gang wars and street fghts is inevitable to places that is full of out- of-school youth. Even if they are going to school, some of the students tend to Join to groups and gangs that would eventually lead to the destruction of their lives. These ghts are not resolved easily, and the members of each gang or group are composed of people who are below 18, thus, preventing these people to be imprisoned. However, by the Pangilinan law, these people involve in such cases are turned over to the DSWD (Department of Social Welfare and Development). Street fghts cannot also be controlled fully because of the lack of tanods, so the barangay recruited more tanods to watch and roam around the vicinity when nighttime comes. I Policy Recommendations and Action Plan For the policies that we gave, the first policy was about waste management. We proposed that there should be weekly cleanups to help maintain the cleanliness of the canals and the barangay itself. Our next policy was about the gang war in the barangay, we proposed that a curfew must be implemented to keep all the residence safe especially in our chosen barangay since most residents there are from opposing fraternities. We also suggested that they should add more tanods to help protect the barangay. There should also be at least a medical doctor and/or nurse to stand by in the barangay Just in case of accidents. Waste management is a solution that is simple yet difficult to fulfill and to do regularly as people are lazy to do such things like this but when in comes to littering the place, it is easy for them to do. Discipline is important so by implementing waste management, people will get to learn about the proper decorum of throwing garbage. The people of the barangay must learn how to segregate different wastes and knows where to put these wastes. By knowing these things, less garbage maybe expected, and flood will not be expected anymore. Weekly cleanups of canals and the barangay itself is a must in order to maintain cleanliness of the place. This may be beneficial for everyone as they will not be exposed anymore to such sickness like dengue, malaria, and others. It is a step towards a green and eco-friendly environment. Also by this cleanup, wastes will not be clogging the canals anymore so that flood will be flowing smoothly. Curfew is implemented in every barangay in the Philippines, but this regulation does not fully monitor the people on the street when nighttime comes. Some of the eople who are going outside is under the age limit of the curfew, thus, the youth is involved. By implementing stricter curfew, people of this barangay will be expected to their respective houses before 10:00 pm. The age limit of the stricter curfew is applicable to all ages, exception to this is when there is an emergency situation. To further monitor that the curfew will be successful, the barangay must deploy several tanods in every corner of the streets of the barangay. In case of emergency, it is essential and a must to have medical doctor or nurse to e in the barangay hall or hiring a resident doctor so that whenever there will be an emergency that needs medical attention, the resident doctor or nurse will respond immediately without going far. How to cite Manila, Papers

Cross Cultural Counseling Competencies-Free-Samples for Students

Question: Discuss about the Case study on Cross Cultural Counseling Competencies. Answer: Introduction There are numerous instances of neglect, discrimination, racism and prejudices against cross-cultural people in most countries. It is important for a counselor to be culturally competent in order to deal with patients belonging to multicultural societies. People with different ethnicity, culture and social and sexual preferences comprise the vulnerable group. The LGBT community is probably the most neglected section of the group (Bradshaw et al., 2015). The society has neglected, discriminated and prejudiced them since the time of their origin. It is a sad truth that no country in the world is free from this menace. Filmmakers of different nationalities have portrayed these issues in their films. The given essay offers a deep insight into this issue taking the case of Harvey Milk, the main character from the movie Milk that was released in the year 2008 (Imdb.com, 2017). It is based on true events. The film portrays the life and struggles of gay people in the United States of America during the 1970s and 1980s. It also demonstrates the feelings and superior sensitivity of the gay people in comparison to other heterosexual individuals. In addition, the film shows how the then society expressed an attitude of disgust for the community. Harvey Milks character in the movie portrayed by Sean Penn demonstrates confidence and belief that a rightful representation of the LGBT in the higher ranks of the socio-political arena was necessary to address their issues justifiably. The essay tries to analyze the main character chosen for the case study and evaluate the required competencies needed for counseling cross-cultural people. Further, it identifies the major presenting problems that the character of Harvey Milk brings to counseling. The essay also highlights the therapeutic approaches that can be effective in dealing with the character. This includes the possible challenges that the counselor might come across in professional and personal filed. Overview of Harvey Milks character Sean Penn, who plays the character of Harvey Milk in the movie, does complete justice to it as he brings out the minutest emotions of a gay individual. Milk lived in an era when being gay or lesbian was deemed illegal or semi-legal in most parts of the US. The general acceptance for LGBT community was a myth in that era and many belonging to the community preferred to hide their sexual orientation. Milk too was conspicuous of his vulnerable position as a gay but gradually opened up after witnessing the increasing atrocities against the community. This aspect of his character may pose a difficulty to the counselors looking to communicate with him as a client. It is because Milk, at that stage of his life he was reluctant to talk about his sexual preferences. In addition, the 70s was an era that was extremely hostile to the LGBT community that would have made it difficult for the counselor to approach Milk openly. Milk strongly felt the need to have a voice at the higher ranks of politics that would represent the gay people and provide them justice (Donahue, 2014). He was very critical of the police brutality against homosexual men. The discrimination against the gay men prompted him to take steps towards voicing their troubles. A turning point came in Milks life when he met with his long-time boyfriend, Scott Smith, played by James Franco, for the first time. He was able to express his anger and emotions about his present situation and the overall condition of gays to Scott. They both decided to move to San Francisco and be more open about their relationship. Milk was able to garner support from other gay men in the Castro locality of San Francisco. He devised plans to boycott businesses that were hostile to gay men. Gradually he began organizing street speeches where good number of people attended to hear him. The chief elements of his speeches included a call to the gay community to come ou t openly and support him in his endeavor to end the prejudices. To a counselor, approaching a client like Harvey Milk would not be easy, as he has to be understood in terms of his sexuality as well as his political interests. The counselor has to have a thorough understanding of the issues relating to gays and the problems that confront them. Discrimination and prejudice displayed in the movie In the opening scenes of the movie, the gay men are seen rounded up by the police and beaten up. The gay men are shown hiding their faces out of embarrassment and shame while the police keep bashing them. The scene was shot in black and white reel with newspaper headlines flashing attack on gay bars following it. It can be understood thus, from the opening scene itself how the gay people were discriminated and prejudiced (Baruth Manning, 2016). In another scene, a liquor storeowner confronts Scott and Milk when they opened their camera shop at Castro Street in San Francisco and conveys his displeasure. He warns them that they are not allowed to do business there, as the police would not allow them. When Milk tells him that they are not breaking any law, the storeowner coldly replies that the laws are meant for men only. This scene clearly depicts the prejudice against the gay people. The movie exhibits various other incidences that expose the brutality of prejudices and discrimination carried out against the gay community. In one of the narrations, a scene from 1973 shows the unending atrocities of the police on gays as they carry on reining havoc on their bars and other establishments. The fear amongst LGBT community reached to a level when gay men decided to wear whistles and blow it whenever they witnessed any injustice done against their fellow members (Herek, 2015). In one of the scenes, Milk was seen arguing with a cop as shown through the reflection on a pool of blood of a dead gay teen. The argument revealed the cops prejudice against gay people as he dismissed the incidence as the fault of the dead gay. Throughout the film, there are instances where the people in power violated the basic human rights of gay community. Through the chief negative characters of the film, Anita Bryant- her original archival footage was used- and Dan White played by Josh Brolin, the intolerant mentality of the people in power against homosexuals are portrayed. Anita even managed to compel the policy makers to pass laws that designated homosexuals as criminals and barred them from getting any protection from the law in Florida. Dan White, a homophobe, goes to the extent of assassinating Milk in the end (Kite Whitley Jr, 2016). There are other subtle inferences of other forms of discriminations and prejudices prevalent at that time. Characters like Rick Stokes demonstrated the demarcation between rich and the poor although he too was a gay. Hofstedes theory of cultural dimension: the Uncertainty avoidance index Multicultural differences pose either a threat or an opportunity to counselors to delve upon the clients background and understand his problem more concisely. In case of the LGBTs, it becomes even more important to be sensitive and knowledgeable towards the client hailing from this background. The movie Milk that has been selected as the topic of the case study displays the issues concerning the LGBT community during the late 20th century. The LGBT community can be termed as vulnerable group that needs proper counseling. To achieve this, a relevant theory has to be applied to this issue. Geert Hofstedes theory on cultural dimension has been identified as the best theory relevant to the case study. Hofstede, a social psychologist of Dutch origin devised this theory during the late 20th century that revolutionized the way counselors approached people from differing cultural backgrounds (Mazanec et al., 2015). His cultural dimension theory comprised four dimensions initially with two ore added later. These are power distance index, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance index, pragmatic versus normative and lastly, indulgence versus restraint. The dimension that concerns the chosen case study is however the Uncertainty Avoidance Index. Attempting to foresee and stay away from injury is universal and element of fundamental human instinct. Humans have fear of many things that can be categorized as innate fear and fears molded by the society and cultural tradition. The fear that arises from the society gradually takes the shape of prejudice and discrimination. In the movie, this fear relates to the abnormal homosexuals. They are regarded as unnatural and unsuitable for the society and hence must be destroyed and not allowed to enjoy any rights or freedom (Mereish, OCleirigh Bradford, 2014). According to Hofstedes theory, the level of uncertainty avoidance depends on how different cultures deal with unusual occurrences using particular rules. Hence, the Uncertainty Avoidance has been categorized into strong and weak uncertainty avoidance. Societies vary in terms of the rules they tend to follow more. To give an instance, some countries have culture that requires them to follow social rules and moralities. On the other hand, some countries tend to follow pre-written or pre-dictated institutional rules. Now, in connection to the movie, this variance in the uncertainty avoidance can be applied successfully (Lev, 2013). The movie conveys the rigidity of the American society during the 70s and 80s regarding general acceptance of people with dissimilar sexual orientations (Goldblum et al., 2016). The then society demonstrated a strong uncertainty avoidance index as it decided to follow the unwritten rules that men should be romantically involved with women only. Analyzing potential presenting problems The movie is set in the 1970s and that era looked at LGBT community as criminals and expressed disgust over their presence. Harvey Milk took the initiative to end this prejudice and was even killed in the process. To a health professional providing counseling to Milk, there is bound to occur complexities. The problems faced by homosexuals differ largely from the heterosexuals. One major reason for this is the stigma associated with their community. Although the general perception of the people has changed with time, cases of prejudice and discrimination are still relevant and happening. In addition to that, health professionals often lack proper knowledge and training needed to deal with LGBT clients (Whitman Bidell, 2014). While providing counseling to Milk, thus might not be easy as he is not only a gay but also an activist who is fighting for the communitys development. Milks character presents daunting problems for the counselor, as he is not someone who is willing to go down and succumb to societys pressure. Counseling someone like Milk would require the health professional to have a deep understanding of the struggles and dilemmas of the homosexuals. Analyzing potential challenges and issues Providing counseling to homosexuals is not an easy task to do for the health professionals and needs extreme care. During the 70s, the era of tragedies and revolutions in the US, health professionals were discovering ways to understand mental health and illness of clients hailing from different cultures. Health professionals needed to be culturally competent to address issues related to mental health of the cultural minorities or the vulnerable groups (Filip-Crawford Neuberg, 2016). Various studies have revealed that a lack of training access is there amongst health professionals that might assist them in attending to the needs of the LGBT community. To provide an instance, many health professionals have raised the concern that the cultural competency training for counseling LGBT community people lacks methodological severity in its intend and valuation (Meyer, 2016). Likewise, although medical schools have raised the bar for medical students to acquire cultural competency especially since the beginning of the 21st century, problems remain with the acquisition of knowledge during the training and its assessment. Additional challenges are posed by the by the lack of the need that all medical students must learn LGBT counseling techniques (Boroughs et al., 2015). It has also been found through the post-training assessment that major portion of the cultural competency training are forgotten by the counselors over time (Reyna et al., 2014). Other limitations include the absence of interest of the health professionals or psychologists to receive additional training for LGBT community as many have opined that the additional training does not prove beneficial for them. This indicates a clear lack of enthusiasm amongst psychologists to attend to LGBT people and counsel them properly, addressing all their issues. In the selected movie, the lead character demonstrates immense will power and confidence while fighting all odds. However, a deep study on the character reveals his vulnerability and ambiguity regarding his identity. Milk displays multitude of skills and portrays himself as a romantic lover who is not afraid to open up about his sexual orientation. However, it was evident from the initial stages of his life as shown in the movie that he was reluctant to reveal his identity and had to leave New York due to it. The counselor might be faced with a gamut of issues and challenges while dealing with Milk because of the concerns mentioned earlier. in addition to those, other emerging issues that confront the health professionals are the problems of the new LGBT generation. Incomplete and causal research, lack of clinical skills and most importantly sensitivity towards the gays might prove to be the biggest hurdles for the health professionals to counsel LGBT people (Martell, 2014). Health professionals are also faced with a grave challenge of gay men being heavily diagnosed with HIV (Skinta et al., 2015) The use of protease inhibitors by the young gay men to indulge in unsafe sex is posing a serious challenge to professionals as to how they would be counseled (Ncbi.nlm.nih.gov, 2017). There is an increased need for health professionals, as evident from the growing incidences of problems of the homosexuals, for an advanced training on cultural competency. In order to work effectively with gay men like Harvey Milk, an all encompassing knowledge and training about varying range of problems related to his community is vital. Effective therapeutic approaches Counseling a gay individual would require a thorough understanding of the persons background, his interests and dislikes, his problems and such. Counselors dealing with LGBT people are often trained to cope with the challenges faced by them during counseling. Many theorists and psychologists have developed various therapies to deal with LGBT issues. The LGBT-affirmative theory is a new therapy that is being combined with the Cognitive Behavioral Therapy (CBT) to find better results in dealing with the LGBT people (Demner, 2016). In order to proceed with the explanation of LGB-affirmative cognitive behavioral therapy, one has to understand the CBT first (Leichsenring et al., 2013). Cognitive Behavioral Therapy can be said to the modified version of the Behavior Therapy that is based solely on research findings. This type of therapy requires the patient to achieve particular goals in a specific period. These goals include, change in habits, feeling, and thinking, manner of dealing with medical and physical issues and so on. The reason why CBT might prove to be effective while dealing particularly with gay men is that the therapists focus more on their personal views rather than their personality traits. Cognitive Behavior Therapists ensure replacement of a lifestyle that failed to work with a lifestyle that has more potential (Zapor Stuart, 2016). CBT also ensures that people develop the ability to control their lives. CBT infuses a positive thinking in the clients who complain of stress and depression. It provides a way for the clients to shift from negatively obsessed thoughts to positively dominated feeling. One of CBTs best advantages is its short-term trea tment plan. When it comes to gay men, they face wide-ranging issues that are not just confined to neglect, discrimination or prejudice. They also go through internal problems such as lack of commitment from the other partner, absence of acceptance from the family and a sense of guilt. Therapists might be faced with the challenge to approach them and make them feel comfortable. They will also have to understand that gay men too have similar issues as do others (Stenger Roulet, 2016). CBT can be said to be the best therapy to solve the issues of LGBT people. However, it is important for the therapists to identify the underlying issue facing their clients and treat them accordingly. In order to deal with LGBT people more sensitively, the LGBT Affirmative Therapy has been introduced to affirm these people receive proper treatment (Proujansky Pachankis, 2014). With a view to treat the LGBT people with respect and dignity and resolve their issues without hurting their sentiments, it was necessary to blend CBT and LGB-Affirmative therapy. The LGB-Affirmative Cognitive Behavioral Therapy can be the best therapeutic approach to work with gay men (Pachankis et al., 2015). Conclusion It can thus be said that the need for cross-cultural competency is evidently growing and therapists around the world are applying various techniques to be competent enough. The above essay while describing the character and plot of the chosen movie Milk highlighted the areas that therapists need to focus on while counseling gay men. The essay also provides an overview of the central character of the movie, Harvey Milk and throws light on the aspects of his character. In addition, his transition from being shameful and scared of his sexual orientation to leading the fight for gay rights have been discussed. Hofstedes cultural dimension theory has been explained as the relevant theory appropriate to describe the movie. Disparities between the LGBT community and the society persist today and many instances of prejudice and discrimination are reported from all around the world. The depiction of discrimination and prejudice for gay men and privileges enjoyed by non-LGBT people in the movi e has been highlighted in the essay as well. Further, the essay chose LGB-affirmative Cognitive Behavioral Therapy as an effective therapeutic approach to work effectively with gay men. Although theorists differ in their opinion as to what constitutes the best therapy for counseling LGBT people, all have agreed to the fact that being culturally competent is a must while dealing with anyone belonging to minority culture or vulnerable group. Differences in the choice of best therapeutic approach is also evident amongst experts but it is also true that unless a congenial and complete therapy for the LGBT community is introduced, the CBT will continue to be the perfect therapy to help them. References: Baruth, L. G., Manning, M. L. (2016).Multicultural counseling and psychotherapy: A lifespan approach. Routledge. Boroughs, M. S., Bedoya, C. A., O'cleirigh, C., Safren, S. A. (2015). Toward defining, measuring, and evaluating LGBT cultural competence for psychologists.Clinical Psychology: Science and Practice,22(2), 151-171. Bradshaw, K., Dehlin, J. P., Crowell, K. A., Galliher, R. V., Bradshaw, W. S. (2015). Sexual orientation change efforts through psychotherapy for LGBQ individuals affiliated with the Church of Jesus Christ of Latter-day Saints.Journal of sex marital therapy,41(4), 391-412. Demner, A. R. (2016). Cognitive-Behavioral Therapy.Pocket Guide to Addiction Assessment and Treatment, 259. Donahue, D. M. (2014). Learning from Harvey Milk: the limits and opportunities of one hero to teach about LGBTQ people and issues.The Social Studies,105(1), 36-44. Filip-Crawford, G., Neuberg, S. L. (2016). Homosexuality and pro-gay ideology as pathogens? Implications of a disease-spread lay model for understanding anti-gay behaviors.Personality and social psychology review,20(4), 332-364. Goldblum, P., Pflum, S., Skinta, M., Balsam, K. (2016). Psychotherapy With Lesbian, Gay, and Bisexual Clients: Theory and Practice.Comprehensive Textbook of Psychotherapy: Theory and Practice, 330. Herek, G. M. (2015). Beyond homophobia: Thinking more clearly about stigma, prejudice, and sexual orientation.American Journal of Orthopsychiatry,85(5S), S29. Imdb.com. (2017).Milk (2008).IMDb. Retrieved 23 November 2017, from https://www.imdb.com/title/tt1013753/ Kite, M. E., Whitley Jr, B. E. (2016).Psychology of prejudice and discrimination. Psychology Press. Leichsenring, F., Salzer, S., Beutel, M. E., Herpertz, S., Hiller, W., Hoyer, J., ... Ritter, V. (2013). Psychodynamic therapy and cognitive-behavioral therapy in social anxiety disorder: a multicenter randomized controlled trial.American Journal of Psychiatry,170(7), 759-767. Lev, A. I. (2013).Transgender emergence: Therapeutic guidelines for working with gender-variant people and their families. Routledge. Martell, C. R. (2014). The Hybrid Case Study of" Adam": Perspectives from Behavioral Activation and the Influence of Heteronormativity on LGB-Affirmative Therapy.Pragmatic Case Studies in Psychotherapy,10(2), 106-116. Mazanec, J. A., Crotts, J. C., Gursoy, D., Lu, L. (2015). Homogeneity versus heterogeneity of cultural values: An item-response theoretical approach applying Hofstede's cultural dimensions in a single nation.Tourism Management,48, 299-304. Mereish, E. H., OCleirigh, C., Bradford, J. B. (2014). Interrelationships between LGBT-based victimization, suicide, and substance use problems in a diverse sample of sexual and gender minorities.Psychology, health medicine,19(1), 1-13. Meyer, I. H. (2016). The elusive promise of LGBT equality. Ncbi.nlm.nih.gov. (2017). Retrieved 23 November 2017, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4532395/ Pachankis, J. E., Hatzenbuehler, M. L., Rendina, H. J., Safren, S. A., Parsons, J. T. (2015). LGB-affirmative cognitive-behavioral therapy for young adult gay and bisexual men: A randomized controlled trial of a transdiagnostic minority stress approach. Proujansky, R. A., Pachankis, J. E. (2014). Toward formulating evidence-based principles of LGB-affirmative psychotherapy.Pragmatic case studies in psychotherapy: PCSP,10(2), 117. Reyna, C., Wetherell, G., Yantis, C., Brandt, M. J. (2014). Attributions for sexual orientation vs. stereotypes: how beliefs about value violations account for attribution effects on anti?gay discrimination.Journal of Applied Social Psychology,44(4), 289-302. Skinta, M. D., Lezama, M., Wells, G., Dilley, J. W. (2015). Acceptance and compassion-based group therapy to reduce HIV stigma.Cognitive and Behavioral Practice,22(4), 481-490. Stenger, S., Roulet, T. J. (2016). Pride against prejudice? The stakes of concealment and disclosure of a stigmatized identity for gay and lesbian auditors.Work, employment and society, 0950017016682459. Whitman, J. S., Bidell, M. P. (2014). Affirmative lesbian, gay, and bisexual counselor education and religious beliefs: How do we bridge the gap?.Journal of Counseling development,92(2), 162-169. Zapor, H., Stuart, G. L. (2016). Affirmative Cognitive Behavioral Therapy for a Male with Depression Following Sexual Orientation Discrimination.Clinical Case Studies,15(2), 143-156.