Obsessive Compulsive Disorder Essay Example for Free

Obsessive Compulsive Disorder Essay Imagine staying away from everybody, isolating yourself form someone you love, a family member or colleague because they seem to be sick. Imagine not being able to shake hand, kiss, or hug anybody because you are concerned that you might get some bacteria form them. Imagine not being able to open a door or pressing a button in the elevator with your hand because so many people have touched it before you. Imagine if you repeatedly check if the door of your apartment is locked even though you know for sure that you have locked it and you have checked several times. These are some symptoms of an anxiety disorder known as Obsessive Compulsive Disorder (OCD) which is characterized by uncontrollable, unwanted thoughts and repetitive, ritualized behaviors you feel compelled to perform. I have read about this disorder a long time ago because I noticed it with the Canadian comedian Howie Mandel. I noticed that Howie has mysophobia, so he does not shake hands with anybody. But I didn’t think about it as a mental illness, I thought it was just a fear that developed in his mind because of an incident that happened to him and I thought it would go away easily by facing that fear. But after watching the movie Back Form Madness, I realized that it is more complicated than what I thought it was. Glen, the photographer, was the person who got most of my attention, mainly because I am a photographer and I have done wedding photography for a while. So I know how hard it is for a photographer to take a perfect picture and the different aspects that should be focused on while taking a picture. Having OCD would defiantly make it much harder because you will be checking so many things in the camera and will take a long time to take a picture which will cause you anxiety because the customers will be mad. In this case, I will stop shooting and I will do the cingulotomy surgery even though, as Glen said, it is very dangerous and very painful. After the surgery, Glen was hopeless because he thought that he would die without getting cured. I cannot really talk about how I would feel because I believe that we cannot feel the whole pain of others unless we are in their shoe. But all I can say is, hope is in the horizon as the sun keeps rising every day with new opportunities to everybody.

Drinking, Driving,parties, And Commonsensical Solutions Essay -- Drunk

Drinking and driving is the number one killer of teenagers in America. Because of it, the teenage group is the only age group who’s number of deaths are increasing instead of decreasing. Outright denying teens of alcohol doesn’t work. That just makes young adults want alcohol even more. What’s sad about drinking under the influence cases is that every one of them could have been easily prevented. So, if you cannot deny adolescences of alcohol, why not just educate them on simple precautions that can be taken to prevent drinking and driving.One of the best and oldest ways to stop drinking under the influence is having a designated driver. It’s not a hard thing to do. Just asking someone responsible to accompany you to a party (or whatever it may be) in which you know there will be alcohol. If you don’t know if there will be alcoholic beverages served, take a responsible friend anyway just to make sure.Another good way to keep yourself from being a DUI case is to clear out your car of anything distracting. When you’re drunk, simple things can give you an incredible amount of entertainment. So, clean out your car from fuzzy dice, cellular phones, anything that can distract you. Studies show that just by doing this, your chance of having an accident can be decreased by over 25%. So, you’re already at the party and drinking beer. What can you do? For starters, you can try eating high protein food like meat, cheese, and peanuts. Foods that are rich in protein can help absorb...

Leaving

1. Nowadays, many immigrants have moved to America(north, central, and south) for many reasons, searching for a fresh start. My family was one of them. I was born in Egypt and lived there for six years of my life. My family’s decision to immigrate to Canada was basically for my future. At that time, the state of the Egyptian government was very unstable, the economy was poor and there were many problems between Christians and Muslims in the country. Also, the education system in Egypt is not one of the best in the world. So, thinking of my future, my parents decided to immigrate to Canada. I have been living here for 12 years now. My country will always be the best to my eyes but I have to say my place is in Canada. In one’s life, it is highly likely that one will hear somebody say â€Å"I've been lucky to have some great opportunities acting with some great people since leaving my country† or â€Å" I have certainly been kept busy since leaving the street! † talking about how much his life is better in another country. In M. G. Vassanji’s short story, â€Å"Leaving† we followed the plot which took place in Tanzania in the 21st century. The story gives a clear representation of immigrant’s lives, their motives and their most dominant struggles. The story can be perceived from many different angles with the use of context, the character’s evolution, the language used and the plot. The origin of â€Å" Uhuru Street† and more specifically of â€Å"Leaving† has much to do with the origin of M. G. Vassanji. Vassanji is a Canadian writer of Indian identity. He was born in Kenya and spent his early years in the south of Asia, in Tanzania. In his written pieces, he concentrates on the situation of south Asians living in Africa. There, we can already see a direct link of vassanji’s life and the people he writes about. Much like Aloo in â€Å"Leaving†, he even received a scholarship to the university of Massachusetts. In his stories, Vassanji analyzes the lives of those people, which are affected by the several migrations. The short story that I chose takes place in Tanzania, Africa. It involves an Indian family living in Africa dealing with the possibility of migration of one of the sons to America and how this could affect his and his whole family’s life. In the story, the son is helped by his family to go to university in America. The mother suffers because she is a widow who raised four children and has trouble letting her son go. â€Å"Leaving† mainly talks about the leaving of the place where our roots are, nowing that everything will change. M. G Vassanji’s style is very unique. It is rather simple and direct combining real life events with heart-felt emotions, nationalities and historical facts. This author had many motives and purposes in writing this story. First of all, this story is a reproduction of a part of his experience because he went through the same life issues as Aloo did. Secondly, the story is a representation of the fears of Indians and immigrants in general. In â€Å"Leaving†, the mother fears that her son will loose a part of his heritage, living in a country where there is no link to it and where there is no daily practice of it and she risks loosing her son. She is also afraid of letting him go because of her protective nature and roots. Third of all, Vassanji intended to show the reader what immigrants go through, what their values are and how they live. Aloo’s motive for leaving Africa even though he was not accepted in the program he applied for says a lot about the living conditions of immigrants to Africa. 2. A)The story is about the life of an Indian family of a widow mother, her two daughters and two sons living in Africa. At the beginning, we learn that the two daughters have gotten married and the mother misses them. Aloo’s mother, as we remark, places all her hope in her son Aloo hoping he will be a man with good opportunities followed by a bright future. Aloo and the narrator are the youngest of 4 children, 2 boys and 2 girls, raised by their widow mother. We learn as we read the story that the daughters are married and out of their mother’s house. This leaves a large burden on the mother’s shoulders as she starts feeling emotions of loneliness. One day, the family sells their store and move from Uhuru Street to Upanga, which was described as peaceful and quiet. During Aloo’s graduate year, he goes on a life changing fieldtrip with a former professor back from abroad. His chat with the professor was the turning point that made Aloo get courage to apply to an American university. In reaction to this desire, Aloo’s mother humored the boy, feeling this was a waste of time. she did not want to get his hopes up only to see them shattered afterwards. When the character finally receives the letter from the California institute of technology, Aloo learns he has been accepted in the agriculture program. Aloo initially wanted to go into medicine and had gotten accepted in the local university of Tanzania. Mother, surprised by the news, kept trying to put Aloo down to protect him and keep him from leaving telling him they did not have enough money. She also joked about how some of his uncles in America would help with financial aid. When Aloo kept insisting, they all decided to confide in an old friend, Mr. Velji. Mr. Velji was very impressed by Aloo’s straight A average and said that it would be a good opportunity and a good experience for the young man. Mother had a hard time letting her son go but ended up doing it to make him happy. The final passage of the story is a letter from Aloo written from London telling his family how much London is a beautiful place and sharing his wonderful experience with them. All the events that happened in the plot are a brief explanation of the passage. First, the event of the mother’s letting her other son, the narrator, go to America foreshadowed that she would have problems letting Aloo go as well but that she would finally let him leave. Second, when Aloo started having hope to go to America and was determined to go, foreshadows the fact that he would expect so much from his trip and would change during this trip as we read in the passage. Third of all, when the mother chose to ask Mr. Velji’s opinions about Aloo’s departure, we could see that she knew what she was doing. She knew that, with his experience from going to America himself, he would be able to judge the situation wisely. This can be related to the character’s evolution in the passage. 2. B) We can see that, in this specific passage, two characters have evolved: Aloo and the mother. In the beginning of the story, the reader’s perception of Aloo is a young adult chasing after his dream of getting into the medicine program. He was viewed as an excellent student with a straight â€Å"A† average. When he receives the letter from the university of California back and finds out he was accepted, he decides he would go to the university because of the fact that he was an Indian being accepted and welcomed by many fraternities in an American university. we can see that his acceptance was a very unusual thing happening because of the discrimination that exists in America nowadays towards immigrants. This event marked the start of his evolution. The passage itself is a letter written by Aloo to his family from London, where e had stopped to visit a friend, telling them how the places he has visited are so different and so beautiful. This passage can have many interpretations. Aloo can be simply sharing a wonderful experience with his mother and siblings or he could be telling them that finally he is living and that what he used to live in Asia is not good enough. In London, he felt as if he was in a world of freedom and opportunities and that Asia was a prison that he escaped from. The second character to whom we can associate a certain evolution in the passage of the short story â€Å"Leaving† is Aloo’s mother. Throughout the beginning of the story up to the middle, the mother had been rather neutral about Aloo’s going away to university. She did not want to encourage him because of many reasons. First of all, she knew that being of Indian origin, he would probably have more trouble than Americans in getting into the university. She did not want to get his hopes up and then see all of his dreams shattered because of the discrimination that exists in the U. S. A. Secondly, she knew that if he ever was accepted and did go away to university, he would probably like his life there more than his life in dare s salam and therefore would not think about coming back. On the other hand, she also was afraid that he would loose a part of his Indian identity if he went to another country and changed his way of living. Basically, in all of the preceding reasons, the mother just wants to protect her child from the outside world that she knows nothing about. Then, in the second half of the story, the mother’s behavior and view concerning Aloo’s departure slowly starts changing. Her love for her son, her protective ways and seeing her son’s dreams being shattered when she tells him that he will not be leaving make her start to see that she needs to learn to let go. In the passage, after the mother has read Aloo’s letter, she stares into the distance. She stares into the distance because she sees what she feared happening in front of her eyes. At this point, we see that she is still worried about her child especially after her interpretation of the words in his letter, but she is ready to accept what life brings him and let him build the bases of his own life. I think time is the wisest counselor for her. 2. d) In the passage, there is a sentence that has a rather hidden meaning from Aloo’s point of view. Vassanji wrote, â€Å"Even the mountains are clean and civilized†. This part of the phrase means that Aloo is criticizing his old life, the life with his mother and siblings in Tanzania as to say that he has finally reached what is the real civilization. He is basically showing them that he is finally in a better place when he never even imagined of going there until a few months before. Vassanji wrote: â€Å"Aloo’s first letter came a week after he left, from London where he’d stopped over to see a former classmate. It flowed over with excitement. How can I describe it,’ he wrote, ‘the sight from the plane†¦mile upon mile of carefully tilled fields, the earth divided into neat green squares†¦even the mountains are clean and civilized. And London†¦Oh London! It seemed that it would never end†¦blocks and blocks of houses, squares, parks, monuments†¦could any city be larger?†¦ How many of our Dar es Salaams would fit here , in this one gorgeous city†¦? A bird flapping its wings: Mr Velji nodding wisely in his chair, Mother staring into the distance. † 3. As I mentioned before, this specific passage, can be viewed in two ways. The most obvious one is that Aloo’s letter is simply a way of expressing his wonderful experience and sharing this happy moment with his family with no other intention. This interpretation is a rather innocent interpretation of Aloo’s character in the way that he is sharing his excitement of seeing things he has never even imagined before. The other decipherment of this passage is an unfavorable one. The view is that Aloo wrote the letter as a criticism of the Asian lifestyle and as a method of telling his family how he is in a better place and has a better life. Some may even read the mother’s reaction of staring into the distance as a selfish one. The mother would be thinking about how her son has left her and went to a better place after all she did for him. She might even be jealous of the fact that her son has many opportunities that she never got to have as a young adult. Of course she is happy that he gets to go and chase after his dreams but she is sad at the idea that he chose his dreams over his mother. 4. With the use of context, character’s evolution and plot, we can see that this passage has a large variety of interpretations. Aloo’s words are either perceived as innocent and good or selfish and bad. He could be writing to his family to share a wonderful, breathtaking experience or he could be writing to tell them how much life in Africa is a prison and how he has finally found the real life. Either way, the most important aspect of this passage is the fact that Aloo left his a country that resembled his own and people who are like him to go towards the unknown. What are his motives for doing so? The predominant incitement for this choice is the fact that he is an Indian boy being accepted and highly welcomed by several fraternities to the university. This was truly a once in a lifetime opportunity because the Indians and immigrants in general, from what we understand from the story, were discriminated against at that time in America. Etymology of words: Green: â€Å"O. E. grene, earlier groeni, related to O. E. growan â€Å"to grow,† from W. Gmc. *gronja- (cf. O. Fris. grene, O. N. gr? nn, Dan. gron, Du. groen, Ger. grun), from PIE base *gro- â€Å"grow,† through sense of â€Å"color of living plants. † The color of jealousy at least since Shakespeare (1596); â€Å"Greensleeves,† ballad of an inconstant lady-love, is from 1580. Meaning of â€Å"a field, grassy place† was in O. E. Sense of â€Å"of tender age, youthful† is from 1412; hence â€Å"gullible† (1605). Greenhorn (containing the sense of â€Å"new, fresh, recent†) was first â€Å"young horned animal† (1455), then â€Å"recently enlisted soldier† (1650), then â€Å"any inexperienced person† (1682). Green light in figurative sense of â€Å"permission† is from 1937. Green and red as signals on railways first attested 1883, as nighttime substitutes for semaphore flags. Green beret originally â€Å"British commando† is from 1949. Green room â€Å"room for actors when not on stage† is from 1701; presumably a well-known one was painted green. †[1] Block solid piece,† c. 1305, from O. Fr. bloc â€Å"log, block,† via M. Du. bloc â€Å"trunk of a tree† or O. H. G. bloh, both from PIE *bhlugo-, from *bhel â€Å"a thick plank, beam. † Slang sense of â€Å"head† is from 1635. The meaning in city block is 1796 , from the notion of a â€Å"compact mass† of buildings; slang meaning â€Å"fashionable promenade† is 1869. Extended sense of â€Å"obstruction† is first recorded 1649. The verb â€Å"to obstruct† is from 1570. Blockhead â€Å"stupid person† (1549) was originally a head-shaped oaken block used by hat-makers. Blockade first used 1680, with false Fr. ending (the Fr. word is blocus). Blockhouse is c. 500, of unknown origin. † Flappig/Fly â€Å"†to soar through air,† O. E. fleogan (class II strong verb; past tense fleag, pp. flogen), from W. Gmc. *fleuganan (cf. O. H. G. fliogan, O. N. flugja, M. Du. vlieghen, Ger. fliegen), from PIE *pleu- â€Å"flowing, floating† (cf. Lith. plaukiu â€Å"to swim†). The O. E. plural in -n (cf. oxen) gradually normalized 13c. -15c. to -s. Notion of â€Å"flapping as a wing does† led to sense of â€Å"tent flap† (1810), which yielded (1844) â€Å"covering for buttons that close up a garment. † Flying buttress is from 1669. Fly-fishing (from fly (n. )) is from 1653; while flying fish is from c. 511. Flying saucer first attested 1947, though the image of saucers for unidentified flying objects is from at least 1880s. Flying Dutchman ghost ship first recorded c. 1830, in Jeffrey, Baron de Reigersfeld's â€Å"The Life of a Sea Officer. † Slang phrase fly off the handle â€Å"lose one's cool† dates from 1825. On the fly is 1851. Flying colors (1706) is probably from the image of a naval vessel with the national flag bravely displayed. † Distance â€Å"c. 1290, from O. Fr. destance, from L. distantia â€Å"a standing apart,† from distantem (nom. distans) â€Å"standing apart, separate, distant,† prp. f distare â€Å"stand apart,† from dis- â€Å"apart, off† + stare â€Å"to stand† (see stet). The figurative sense is the same as in stand-offish. Phrase go the distance (1930s) seems to be origina lly from boxing. † Plane â€Å"flat surface,† 1604, from L. plantum â€Å"flat surface,† properly neut. of adj. planus â€Å"flat, level, plain, clear,† from PIE *pla-no- (cf. Lith. plonas â€Å"thin;† Celtic *lanon â€Å"plain;† perhaps also Gk. pelanos â€Å"sacrificial cake, a mixture offered to the gods, offering (of meal, honey, and oil) poured or spread†), suffixed form of base *pele- â€Å"to spread out, broad, flat† (cf. O. C. S. polje â€Å"flat land, field,† Rus. polyi â€Å"open;† O. E. , O. H. G. feld, M. Du. veld â€Å"field†). Fig. sense is attested from 1850. The verb meaning â€Å"soar, glide on motionless wings† is first recorded 1611, from M. Fr. planer (16c. ), from L. planum on notion of bird gliding with flattened wings. Of boats, etc. , â€Å"to skim over the surface of water† it is first found 1913. † Maps [pic] [pic] Ramatan Abdel-Maksoud Analysis of â€Å"Leaving† 603-103-04 David Fielding March 6th 2009 ———————– [1] http://www. Etymonline. com (all etymologies of words)

STAR Industries - Managing Performance - Free Essay Example

Sample details Pages: 8 Words: 2308 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Research paper Level High school Did you like this example? STAR Industries Manage Performance Table of Contents Background Summary Reasons for Probation Review Current Policy and Procedures Processes and Methods Performance Management Feedback Appraisals Tools Feedback Forms and Questionnaires Action plan Checklist Online resources Schedule Conclusion References . Don’t waste time! Our writers will create an original "STAR Industries Managing Performance" essay for you Create order Background Summary STAR Industriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ current Probation Policies and Procedures need to be reviewed and amended. In compliance with government legislations, new employees are entitled to have a probation period, which would make their transition much easier from induction to working productively. The current policies and procedures are too vague as it does not entail what its performance managements are as well as how they receive feedbacks and appraisals. In order for STAR Industries to continuously improve, the company would review and amend their current policies and procedures, and they will implement these changes into the probation process. Reasons for Probation After every induction process, it is essential to have a probation period. The probation period can be seen as a trial/ testing period where they can assess whether or not the job is right for the new employees. The employer will find that the new employees may not have the skills and knowledge expected or they are unsuitable for the job. Likewise, the employee/s may find that they are not suited to their new roles. The probation period allows both the employer and the employees the power to terminate the employment within a shorter notice than if it was continued beyond the intended timeline. This is also a period where the employer will be able to identify and assess the new employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ performance gaps as well as helping them to adjust to their new roles. By identifying and addressing the new employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ performance gaps early on, it will prevent the company from making unfair dismissals/ terminations as well as keeping the new employees leavin g their jobs. It will also prevent the employees from anxiety, stress and other negative attitudes that would affect their performance. The company would able to deal these by conducting training (such as mentoring, coaching, shadowing, etc.), performance management criteria and routine interviews, as well as allowing the new employees to provide feedback and answering any of their enquiries regarding their employment. To provide support to these new employees, they are encouraged to discuss their job performances as well as work goals, targets and milestones during their routine sessions with their immediate supervisor or manager. Their work goals, targets and milestones will reflect on the employee awards and salary. By discussing these, the STAR Industries would be able to help and support these new employees through developing their skills and knowledge up the employee awards and salary ladder. Thus this is why having a probation period is essential to both the company and th e new employees. Review Current Policy and Procedures The current STAR Industriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ probationary policies and procedures are quite vague in terms of the processes of performance management, feedbacks and appraisals. Because it is not specific enough, when read through the document, many will have different interpretations of its content. As a result, there will be possibility of unfair procedures and repercussions. To prevent this from happening, it is recommended that the Probationary Policies and Procedures are to be reviewed and implemented for the new employees of STAR Industries. Processes and Methods To be able to assess the new employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ performance gaps and preventing them feeling any negative attitudes that would affect their work performance, all new positions are entitled to be placed in a probationary period. The standard STAR Industriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ probation period is 3 months which will include performance management, feedback and appraisals. By implementing these, it gives an opportunity to evaluate the new staffà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance, commitment and general suitability for the role/s. Performance Management Training There is a possibility that the new employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ do not have the level of skills and knowledge expected for their roles. It is for that reason that training can be used to develop skills and knowledge in order to improve their work performances. Most of these methods are done face-to-face so that should anything happen, they can be dealt with as quickly as possible. Coaching To monitor on an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s overall progress, coaching is use to improve a wider range of work and life skills. Coaching is most effective type of training in response to performance gaps. To help employees develop their potential, workplace coaches are there to help employees providing opportunities to achieve their short and long-term work goals. Mentoring Mentoring is use when there is a role model or a more experienced person in the organisation passes on their knowledge and skills to the new employee or lesser experienced individual. Usually, but not always, the mentor would be the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s boss/ manager/ supervisor. The trainee or lesser experienced individual looks up to these role models to see how things are done and what is being accepted as suitable behaviour within the workplace. Shadowing Shadowing is a process where the new employee follows another employees (more experienced staff) observing them at work for a specified period of time. This helps the employee by giving them an understanding of the company as they see them in daily action and application in the workplace. It also gives the employee an insight to explore potential career paths within the company. Shadowing can also allow the employee to see examples and then demonstrate/ practice the job skills as well as foster relationships and communications with other current staff members, clients/ customers and vendors. Goal-setting sessions Goal setting can be the most challenging but also the most important task in the workplace. Employees need to be aware of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals, targets and milestones in order to achieve them. It also uplifts the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ morale by developing a weekly or monthly meeting system to talk with them about companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s status and upcoming events and objectives. This will get the employees on board and give them an understanding of companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s strategic direction. To ensure that the goals are met, they should be written clearly and easy to understand. The progress must also be followed up to make sure that the employees are on track of achieving their goals. Feedback Two-way Feedback Providing feedback simply tells the new employee on their quality of performance. Two-way feedback on the other hand is a more effective way where the employer also received feedback, either on their performance and/ or business. Both parties must be prepared to listen to what the other is saying, without being defensive if the comment is not good. Not only does feedback is use as to criticise on poor performance, but also as a way to motivate, direct and present the opportunity to improve. It is vital to listen to the feedback carefully, ask questions to clarify, and understand the valid points that have been discussed. Peer Feedback Another way for people to continuously improve is peer feedback where it would be used to give each other suggestions, opinions and ideas. From the new employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s perspective, it can be used to see what their fellow co-workersà ¢Ã¢â€š ¬Ã¢â€ž ¢ evaluation of the new employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work performance. To compare and determine if they have conducted the probationary programme effectively, managers/ supervisors would ask for feedback from their fellow peers/ colleagues. Peer feedback can be seen as a two-way process where it gives people the opportunity to determine each otherà ¢Ã¢â€š ¬Ã¢â€ž ¢s strengths and weaknesses and to give support when needed. Interview/ meetings Regularly meeting face-to-face is one of the most effective ways that people get feedback or inform on poor performance or workplace behaviour. These meetings can be done formally or informally. During these interviews/ meetings, it is important to address any concerns in these opportune moments as well as to assess the new employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress. Since the probation period is 3 months long, it is recommended that these meetings must be done weekly in order to support the new employee and to check up on any of their concerns. Appraisals Performance gaps During the probation period, it is important to identify, document and address the new employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance gaps. By analysing these performance gaps, this will help the employer to determine whether or not the new employee will need training on particular skills/ jobs. This will help the employee to become quickly productive and to achieve their own personal work goals/ targets/ milestones. If the new employee fails to improve on their performance after their training, employers, who document their performance gaps, would use these as evidence to support a decision to terminate the employee at the end of the probation period. Tools These are the tools that the line managers/ supervisors and new employees would use to help them during the probation period. Feedback Forms and Questionnaires Managers/ supervisors would use these templates (which is available on the STAR Industriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ Intranet) to receive feedback from the new employees and other managers. These documents/ forms would be used to determine the effectiveness of the probation process. In order to continuously improve, these will be collected and assessed by the HR department to determine the effectiveness of the probation period. Action plan Employees would be given a probationary action plan which they are obligated to submit their personal work goals, targets and milestones. With their goals, targets and milestones made known, this will allow the managers/ supervisors help the new employees to achieve their goals, targets and milestones. The action plan would be used in conjunction with the goal-setting sessions and/or interviews/meetings. Checklist There are two types of checklist; one for the manager/ supervisor and the other for the new employee. The checklist will be used in conjunction with the probationary schedule. The checklist will be broken up into weekly sections, which would include all of the necessary tasks, methods, objectives and tools. The checklist is used as a reference to ensure that the probation process is on track and that it does not let the manager/ supervisor stumble through the procedure. This also reduces the new employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s anxiety and gives them some reassurance that the company does see that their employment to the organisation is important. Online resources Online is a multi-medium which would possess a great number of resources. Online resources will not only gives staff access to the STAR Industriesà ¢Ã¢â€š ¬Ã¢â€ž ¢ intranet with links to probationary templates, it also allows them gain access to electronic manuals and tools, case studies, reference videos, websites, and other related resources. Both the manager/supervisor and the new employee would use resource in their own time. Schedule Both the manager/supervisor and the new employee would use the probationary schedule. The schedule would be used in conjunction with the probationary checklist. This is used as a reference to ensure that the probation process is on track. The schedule would be an Excel spreadsheet with the necessary tasks, methods, objectives and tools in alignment with a 3-month period, weekly timeline. On the next page is a brief timeline of what the schedule should be based on. Probation Timeline Week 1 First probation meeting/ interview Talk about their employment and probation to ensure they understand Provide them with checklist and schedule of their probation Answer any of their enquiries Goal setting session Establishing what their goals and targets are going to be over the next twelve months with milestones in between; action plan Introduce to coach/ mentor/ trainer Provide other resources (online, intranet, manuals, videos, contact list) should they need them Week 2 Work through probation checklist 1 Weekly meeting/ interview to check employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress Goal setting sessions à ¢Ã¢â€š ¬Ã¢â‚¬Å" check progress and achievements Check progress with coach/ mentor/ trainer Identify performance gaps and address them Answer any of their questions and enquiries Week 5 Work through probation checklist 2 Weekly meeting/ interview to check employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress Goal setting sessions à ¢Ã¢â€š ¬Ã¢â‚¬Å" check progress and achievements Check progress with coach/ mentor/ trainer Identify performance gaps and address them Answer any of their questions and enquiries Week 9 Work through probation checklist 3 Weekly meeting/ interview to check employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress Goal setting session à ¢Ã¢â€š ¬Ã¢â‚¬Å" check progress and achievements Check progress with coach/ mentor/ trainer Identify performance gaps and address them Answer any of their questions and enquiries Week 12 Work through probation checklist 4 Feedback + Evaluation Last meeting/ interview to check employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s progress Two-way feedback Peer feedback Goal setting session à ¢Ã¢â€š ¬Ã¢â‚¬Å" check progress and achievements Check progress with coach/ mentor/ trainer Answer any of their questions and enquiries Remind them that there is support if they need it Conclusion As it is essential that every new employee have a probationary period, it is also necessary that the probation policies and procedures themselves should be outlined clearly. This is so that there is little to no chance of different interpretations and ineffective/ illegal methods which would then potentially lead to dire consequences. Not only does this improvement help and support the new employees, it also helps the managers and supervisor who would be conducting them. By reviewing and implementing the new probation process whilst complying with government legislations, it would allow STAR Industries to continuously improve and help them achieve their business goals. References CCH Australia Limited, Baker and McKenzie Lawyers Macquarie University 2014, Australian Master Human Resources Guide, 10 edn, North CCH Australia, Sydney, New South Wales. Heathfield, S.M 2014, Why Do Organizations Need to Provide Job Shadowing for On-the-Job Training?, viewed on 18 April 2014, https://humanresources.about.com/od/On-The-Job-Training/f/Why-Organizations-Need-To-Provide-Job-Shadowing.htm. Positive Change Consulting 2014, Employee Feedback Building a Positive Workplace Culture, viewed on 22 April 2014, https://www.positivechange.com.au/articles/employee_feedback.html. TAFE Queensland à ¢Ã¢â€š ¬Ã¢â‚¬Å" Metropolitan South Institute of TAFE 2014, STAR Industries Intranet, viewed on 7 March 2014, https://my.tafe.qld.gov.au/MSI/MSI_Common/Toolboxes/HR506/shared/intranet/ index.htm. Wanish, H.R 2009, Setting Goals in the Workplace, viewed on 18 April 2014, https://suite.io/heather-rothbauer-wanish/1n9020a.