Engaging With Vulnerable People In Mental Health Social Work Essay

Engaging With Vulnerable People In Mental Health Social Work Essay In this essay I am going to write about vulnerable adults, how I could demonstrate professional values and how I could empower vulnerable people demonstrating respect and maintaining dignity. I will demonstrate an understanding of legislation and policy guidance, noting the strengths and weaknesses in accordance to NMC code of conduct. I will also briefly give the history of abuse, bringing in various Department of Health documents as clarification to demonstrate the need for current legislation regarding the protection of vulnerable adults. I will discuss how the ability to support my chosen case study and careers is seen as the key skill of the nurse, which requires a non judgmental approach which is essential to working in an anti oppressive practice. Definitions of vulnerability and anti discrimination will also be included as it is a comparison of NMC code of conduct. Vulnerable people all are very sensitive to the need of their independence and they can be vulnerable very easily for instance if they are in pain. So nurse should always understand how the impact of loos, change or grieving processes can affect the individual. I have chosen adult case study two which is Mamoun. He is vulnerable because, he has had an operation and he is in a lot of pain. Mamoun doesnt talk about the pain or ask for painkiller but if offered, he will take them. VULNERABLITY Vulnerability is people when support is required to enable or promote independent living and safe and active participation in the Community. To a certain extent some people or groups may be vulnerable because they perceive they are vulnerable e.g. if they believe they live in a high crime area when that is only a perception and not a fact. Iliffe.s et al (1998). Social exclusion is a process in which social, economic and cultural factors can combine to exclude individuals, groups and communities from participating in society and gaining access to economic, cultural and social resources. When combined, they create an acute form of exclusion in particular neighbourhoods. Having identified those groups who might be vulnerable the next stage is to decide the best means of helping them. The Evaluation Panel believes the primary aim should be to give vulnerable people as much control over their lives as possible to mitigate the circumstances that make them vulnerable. Parker. J. (2006) A vulnerable adult is any person aged 18 or over who is or may be in need of community care services because of disability, age or illness, and who is or may be unable to take care of themselves, or is unable to protect themselves from significant harm or abuse. Vulnerable adults could include older people, people with a visual or hearing impairment, physical disability, learning disabilities or mental health problem, and people living with illness. Vulnerability can also be described as unprotected, unguarded, open to attack, helpless and weak Oxford. (2002). in another way if anyone walks at night in dangerous area we all tend to be vulnerable or able to be hurt. Mamoun is a sixty two years old Muslim man who is based on in so much pain after his operation and he is vulnerable because he is isolated from his religious or cultural activities. He may have nobody to talk to or no family to visit him as well as language and culture problem. Mamoun may experience from a very limited health care service or he may not happy the way he treated which can make him more vulnerable. So even though he doesnt answer questions politely and never ask for PRN pain relief, it is the responsibility of nurses to give full attention and see his reaction of his pain. When I am on my duty, I must make sure that he is in a good condition by checking him all the time. If he is in pain, it shows when looking at him so it is impossible to wait for him to ask for pain relief. Mamoun may has no idea about medicines and he is unable to talk it may be lack of communication skills or language problem. Having said that I could look in different way for example, get interpret er, being nice, friendly, kind, understand his pain and make sure that he trusts me. According to NMC cod of conduct the following professional values will inform and guide all work with vulnerable adults: Treat people as individual avoid discriminatory in any way against the patients, treat kindly and act as an advocate NMC (2008). Work effectively with a team able to be flexible within teams, respect and support each other. Privacy the right of individuals to be left alone or undisturbed, and free from intrusion or public attention into their affairs. Dignity all people will be treated with respect. Each individuals unique characteristics and intrinsic value will be recognised. Independence the right to act and think without reference to another person. Choice the opportunity to make both small and more significant life choices, with assistance as appropriate to understand context and options; the opportunity to make choices in the individuals own interest, exercising the choice to take risks Laverack.G. (2005). . Rights the maintenance of all entitlements a ssociated with citizenship, including full participation in the life of the community Iliffe.s et al (1998). Abuse against vulnerable adults has been noted since the 1960s, although certain types of abuse would have taken place before then, society has changed and what is acceptable now is certainly different to what was acceptable back then. People became quite vocal in the 60s, more open minded and speech and opinions flowing freely an example of this would be the topic of sex and drugs. Iliffe.s et al (1998). Abuse is a violation of an individuals human and civil rights by another person. It may consist of a single act or repeated acts. It may be planned or unplanned. It may be the result of deliberate intent, negligence or ignorance. It may happen when a vulnerable adult is persuaded to enter into a transaction to which they have not consented or cannot consent. Abuse besed on many forms some of them that more comenly knowen are include: Physical Abuse for example, hitting, pushing, and shaking over medicating or otherwise causing physical harm. Sexual Abuse for example unwanted touching, kissing or sexual activity. Or where the vulnerable adult cannot or does not give their consent it mayt be. Psychological / Emotional Abuse including verbal abuse, humiliation bullying or the use of threats Iliffe.s et al (1998). Financial Abuse the illegal or improper use of a persons money, property, pension book, bank account or other belongings. Neglect the repeated deprivation of help or care that a vulnerable adult needs which, if withdrawn, will cause him or her to suffer. Institutional Abuse abuse, neglect, withdrawal of rights or continually poor care in a care home setting. Discriminatory Abuse Including racist or sexist abuse, and abuse based on a persons disability, and other forms of harassment, slurs or similar treatment. Abuse can take place in their own home, by familly or any other visitor, or in someone elses home, by a relative, friend or neighbou, in a residential or nursing home, by a paid or volunteer carer, in a day centre, adult education centre or other establishment, by an occasional visitor or service provider, in a hospital or GP surgery, mayt happen by a professional worker. ANTI-DISCRIMINATERY Anti-discrimination practice is a positive action to avoid discrimination. It is abut being presenting positive image of people equal opportunities policy in all aspect programs that take place and also challenging any discriminatory or oppressive language and behavior Parker.J. (2006). There are different tyeps of discrimination, such as more commonly known, racism, disablism and ageism. One of the things we do when meeting people is to make assumptions about them which can make them more cnfortable. Discriminatory language often betrays assumptions that have not been based on accurate knowledge or on cultural stereotypes. Often it emphasises the superiority of the speaker or the groups that she/he represents. This need not be conscious for it to be offensive and exasperating. Non-discriminatory language promotes exclusivity by the deliberate attempt to ensure that the language used promotes the equality of all people Parker.J. (2006). The role of training is always to ensure that the maximum number of people possible have access to the information they need.   Particular intention must be given to avoiding the use of technical language and jargon. Workers have an obligation to ensure that everyone who can benefit from their service has an opportunity to access it, and whilst they are using it, to be treated in a way that accords their need for decency and self- respect Laverack.G. (2005). As a trainer to model good practice, I have to be serious about my responsibility to ensure that the patients have an opportunity to participate in the event and achieve their maximum learning potential. I also need to have good practice how to speak in appropriated language and behaviour. It is very important to make an action plan for acceptable language and behaviour as a professional. All trainers must avoid using language or behaviour that is in any way discriminatory.   Mamoun may be increased risk due to the unaware of his rights, socially isolated, not know how to complain and has communication difficulties. He may also has difficulty understanding certain decisions or transactions and may have limited life experience and find it difficult to anticipate. In this case, there are different kinds of things to think about such as development of social networks keeping in contact with family, friends, and neighbours as he is isolated. I will encourage him to access to social groups which may help him to make friends. Access to support groups I will get interpreter for him if he has language problem. Support and advice, I will support him in caring for him and I will advice him to tell as his problem in order to improve and maintain his health. Assessment of needs, as I mention on the above for client who is unable to talk I will assess by psychologically understanding for example, watching the patient if any behaviour or act change think about his foo d and asking of his needs. REFLECTING From this essay, I have learnt a value of social work for instance philosophical and academic thinking in order to assess clients needs and circumstances. I have also learnt the role of NMC code of conduct and I have developed skills and professional knowledge to work effectively with vulnerable people. The NMC code of conduct helped me to understand how the laws and policies were applied to these such good example cases. Adult Case Study 2 was a unique case for me as although the service user did not have any mental health needs he required help with foll servisce. This essay teaches me the aspect of nursing I can reflect on, the use of the word experience in nursing, how self awareness is central to reflection and how the development of other skills will aid reflection. In the future I believe that I will be able to demonstrate and work closely with both service users to support them, by assessing their needs, reviewing risks, policies and procedures that apply to them. This essay will help me make my work clear to service user and also more open to review so I can improve my practice in the future.

History of Hospitality Essay

Hospitality is the extension of home like services to persons other than of one’s household or immediate relative. Hospitality involves treating strangers and guests to warm welcome into strangers’ homes. Hospitality brings people who rarely know each other together. Hospitality is traced back to as early as human existence is known. The most intelligent of human evolution, the homo sapient was identified as indicating hospitality traits. The seventeenth century in the British culture had evidence of hospitality traits, (O’Connor, 2005). The face of hospitality though has changed over the centuries to what it is today. The emphasis of persons being hospitable towards fellow people has been relaxed and only a few institutions are left to practice it. Hospitality today is not much to be practiced by everyone but by a few who are deemed to naturally possess this quality as a gift. For there to be an in depth understanding of what is entailed in hospitality, a review of the ancient definition’s and motive of hospitality is necessary. This will help us determine whether the principles on which hospitality was founded have changed over time. Among the Greeks, hospitality was viewed as a sacred activity to honor their gods and thus the whole society was obliged to be hospitable (O’Gorman, 2005). Failure to extend hospitable attitudes towards guests or strangers invited the wrath of the supernatural. Greek and Roman Societies Hospitality was thought of as transferable from generation to generation. The virtue was not only a personal choice but was also applied in public affairs. Different types of guests were received at treated variously according to their status, (O’Gorman, 2005). Traders were received differently from cultural visitors. Hospitality was exercised even at national level where state or city guests were received with honour and dignity. Commercial hospitality was rare in the early Greek civilization. In the Roman culture, hospitality was expected to be an exercise of all pennons and it was more pronounced in the Greek society. Public hospitality was exercised by Rome and other countries. Hospitality is traceable even in religious writings like the Bible. Some fundamental principles are evident from the studies of early hospitality. Underlying Principles Hospitality was viewed as necessary for human existence. Because no person was immune to requiring hospitality services at some time, there was an obligation for all to be hospitable. Hospitality established and maintained relationships which cultivated togetherness. Hospitality was further viewed as an honorable tradition deserving passing from one generation to another. Being hospitable was to be practiced all through irrespective of changes in the world. Hospitality by then was stratified in that particular groups of person were accorded different treatment according to their social standing. The extent of the different groups of guests required that laws be established to govern this. This indicates that hospitality was highly valued in these early societies. There was an unwritten law that hospitality, once extended to a person, one had to respond by extending it to others. This ensured its continuity. In the ancient set up also, hospitality was used to gain honour for persons exercising it. The more a person is involved with receiving guests and strangers into their households, the more respected they became in the society. Emphasis was laid on domestic hospitality in which guests were welcomed in households. Hospitality Today The face of hospitality has evidently changed today. The society lays little emphasis in reception of visitors or strangers at large. Domestic hospitality today is a rare phenomenon. Today’s society treats strangers with suspicion and it therefore becomes harder for people to extend hospitality. With the growing security concerns, strangers are more likely to be shunned in the suspicion that they have malicious intentions. This is more so for the developed countries where homes are fenced to lock out intruders and sensors installed to man the compound. Commercialization The society today has commercialized hospitality services to the extent that it has lost its meaning. Hospitality is exercised only when the host stands to gain financially from the guest. The building of luxurious hotels across the world emphasizes this. Rarely would a sizeable town lack accommodation facilities for guests or people in transit. Without any gain from hosting these people, such hospitality centers would be inexistent. The commercialization of hospitality has further sidelined those needing the services from receiving them. Before a guest is booked into these hotels it has to be ascertained that they are able to pay accommodation fees. Guests are also required to produce many documents to identify themselves and at times, they are required to state their motives. Some guests are turned away if the hosts doubt them. The personalized sympathetic contact between a host and guest has been lost long the way (Dittmer, 1997). Suspicion Today also extension of kindness is raise suspicion. When persons become so hospitable even in the commercial facilities, the guest realizes that their hosts must be after favours. There are standard ways of showing hospitality in the commercial facilities and all workers and obliged to follow them. But when they do more than is required, guests become wary. This is in contrast with the traditional view where acts of hospitality were interpreted as well intended. Public Hospitality Public hospitality as exercised in the past was to build relationships between cities or states. The representatives of states were sent to foreign nations to foster better relations. Such persons were supposed to be received well in alien land. Failure to receive them with dignity and respect was regarded as abuse to their native lands. Today this principle is largely applied. Countries send their representatives to foreign lands to build friendships and also negotiate deals. These representatives are received in well built guest houses set apart for this very purpose. Reception of these people with great dignity is interpreted as friendliness towards countries (Hobbs, 2001). In businesses, there are established hospitality dockets which accord certain levels of treatment to their guests. A cup of tea is offered and some companies offer more. This is an extension of the past trends of building relationships thorough hospitality. A deviation from past hospitality trends lies in today’s detachment of the virtue with religion. In the past, hospitality was largely viewed as a religious obligation. With the developments in the science world, religious issues have progressively lost much meaning to some people. This removes personal obligation on individuals to be hospitable. It shows the extent to which modern society has abandoned collective responsibility to care for strangers leaving it in the hands of the commercial institutions (Hobbs, 2001). Hospitality is a virtue that every reason should exercise. The emphasis should not be resented to commercial facilities along but just as it was the practice traditionally, it is everyone’s responsibility to ensure guests and strangers are comfortable. The society today should redefine hospitality to what it used to be. Bibliography Dittmer, P. (1997) Early Development of the Hospitality Industry. Dimensions of the Hospitality Industry, New York: John Wiley and Sons, Inc. , pp. 33-77. O’Gorman, K (2005) Modern Hospitality: Lessons from the Past. Journal of Hospitality and Tourism Management, 12 (2), pp. 141-151. Hobbs, T (2001) Hospitality in the First Testament and the ‘Teleological Fallacy’’. Journal for the Study of the Old Testament, 26, (1), pp. 3-30. O’Connor, D (2005) Towards a new interpretation of hospitality. International Journal of Contemporary Hospitality Management, 17, (3), pp. 267-271.

Different Aspects of Women

In Bram Stoker’s novel, Dracula, Stoker portrays many different aspects of women’s roles in the nineteenth century. Women had a strictly defined role within the era; there was no thought of equality, no thought that women could liberate themselves sexually. Stoker uses women in this novel to critique against women’s liberation. Stoker’s portrayal of women makes the novel seem like a fantasy. Women are primarily objects of delicate beauty who occasionally need to be rescued from danger. In the novel Mina Murray is the embodiment of Victorian virtue in which she is loyal, earnest, innocent, and dependent of her husband.Stoker creates another character, Lucy Westenra who is completely opposite of Mina. Lucy is embodies the desire of women who want to liberate themselves. Only Mina shows any considerable strength or resourcefulness. Lucy is primarily two-dimensional victim, picture of perfection who is easy for Dracula to prey upon. Mina is not most noteworthy for her physical beauty like Lucy. Mina’s sexuality remains mysterious throughout the whole novel of Dracula. Even though she gets married, she never gives voice to anything resembling a sexual desire or impulse, which enables her to retain her purity.Stoker creates suspense about whether Mina will be lost like Lucy. Throughout the novel, Mina portrays what women are expected to do in the society. In the beginning of the novel, Lucy is much like Mina. She is a paragon of virtue and innocence, qualities that brings three suitors to her. Lucy differs from Mina in one aspect, she shows her sexuality. Lucy’s physical appearance captivates each of her suitors, and she displays comfort or playfulness about her desirability that Mina never feels.Stoker amplifies this faint whisper of Lucy’s insatiability to a monstrous volume when he describes the undead Lucy as a wonton creature of ravenous sexual appetite. With Stoker’s concern with female chastity and virtue , it is hard to imagine him granting his female characters the degree of sexual freedom. Lucy’s wounds suggest a virgin’s first sexual encounter. She escapes into the night and is penetrated in a way that makes her bleed. â€Å"As she looked, her eyes blazed with unholy light, and the face became wreathed with a voluptuous smile†¦She still advanced, however, and with a anguorous, voluptuous grace, said: ‘Come to me, Arthur. Leave these others and come to me. My arms are hungry for you. Come, and we can rest together. Come, my husband, come! ’ There was something diabolically sweet in her tones— something of the tingling of glass when struck— which rang through the brains even of us who heard the words addressed to another† ( Stoker 227). This threat becomes reality as Lucy, now a blood and sex starved vampire, does her best to lure her fiance into eternal damnation.Lucy is the first to fall under Dracula’s spell because she displays comfort or playfulness about her desirability that Mina does not show. Stoker also describes her as the â€Å"loose† woman, she isn’t conservative as Mina and she loves all the attention from her suitors. Lucy also falls under Dracula’s spell because Dracula has this charm that attracts Lucy making her have strong desire for Dracula. Lucy shows that she has sex appeal and that she has desirability for men; and it made her an easy target for Dracula, knowing she will give in when he approaches her.

Employee Relations - Dispute Settlement - Free Essay Example

Sample details Pages: 8 Words: 2431 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Level High school Did you like this example? Employee Relations HRM Individual Assignment Dispute Settlement Tale of ContentPage Introduction Nowadays, still some organizations fail to recognize and acknowledge the role of employee relations as a critical element of the strategic approach to Human Resources Management. However, the fact is that todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s turbulent business environment increases the demand on managers to properly manage employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ relations. But before we proceed to elaborate further, we hereby define employee relations. Don’t waste time! Our writers will create an original "Employee Relations Dispute Settlement" essay for you Create order à ¢Ã¢â€š ¬Ã…“Employee relations, known as industrial relations, is concerned with the contractual, emotional, physical and practical relationship between employer and employee.à ¢Ã¢â€š ¬Ã‚  As the competitive standards rise and the individual expectations peak, managers are expected to respond positively to any change in the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitudes if they need to reach a required performance level. Having said this, we cannot deny on the other hand that the increasing complexity of employee relations can always lead to conflicts in employee-management relations, which will consequently result in disputes. This study has been made to define dispute in employee-management relations, to identify its settlements methods, to assess its nature, causes and impact on the organization through three research studies to be discussed in the literature. Dispute and Dispute Settlement Grievances and conflicts exist in every organization; they are in fact inevitable eve nts of the employment relationship. From a Human Resources perspective, such conflicts are named disputes. Dispute by definition is a disagreement between the employer and its employee about the terms and conditions of employment, that would include working hours, wages, duration of the employment, benefits, attendance, leaves, etcà ¢Ã¢â€š ¬Ã‚ ¦ In order to manage conflicts and disputes and in an attempt to promote a sound and healthy employee relations, organizations tend to create a system to settle or to resolve disputes through a process called dispute settlement. Dispute settlement is a process for resolving disagreements between different parties; it seeks to achieve fairness for all participants. Therefore, in order to further understand this area of study, we will shed the light in this paper on three different articles and research studies that pertain to our topic à ¢Ã¢â€š ¬Ã…“Disputes and Dispute Settlementà ¢Ã¢â€š ¬Ã‚ . Part I: A- Case Study I: Internat ional Origin, China based I- Title of the Study Chinas Labor Dispute Settlement: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¨Forced Settlement, Worker Awareness of Rights, and Policy Suggestions II- Objectives of the Study The case study in hand aims at investigating labor dispute settlement system in China especially at times where the existing system fails to provide an adequate protection to the workers; at the same time, the study aims at finding ways for improving the current system in order to make it fair and effective for all engaged parties. Therefore, we can summarize the objective as follows: The study tends to show how both economic globalization and traditional mediation custom have influenced the creation of Chinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s labor dispute settlement, and at the same time tries to find out what the practical problems of the existing dispute resolution system are and what are the suggested ways to fix the said problems. III- Methodology Methodologically, a small fieldwork has been done to study Chinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s labor dispute settlement; for this reason, this study was based on observing and investigating labor dispute resolution in the local legal practice through quantitative and qualitative analysis and research with courts and arbitration committees in two cities of the province of Jiangsu. The research study included interviews and observations; it sampled diverse voices that incorporate employees, employers, judges, arbitrators, lawyers, and trade unions. V- Major Findings With respect to the research question, findings showed that globalization has helped China to further understand employee dispute settlements. And in order to integrate into the global market and to respond to its economic development, the Chinese government has contributed its efforts to channel employee disputes through both peaceful dispute settlements as well as through legal direction. As a result of C hinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s attempt to enter the global legal regime, it has structured dispute settlement process into three stages: Mediation, arbitration, litigation. Mediation is a mandatory process in the labor law dispute settlement structure. However, the excessive focus on this stage creates the problem of forced settlement where the government forces a peaceful settlement for disputes prior to the interference of the arbitrators and judges. In an attempt to balance between the social stability (deciding in employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ favor) and protecting the local economy (deciding in employersà ¢Ã¢â€š ¬Ã¢â€ž ¢ favor), arbitrators and judges tend not to take any decision in the regard. This practice therefore, gives raise to the problem of violating the principles to respect the autonomy of the involved parties and at the same time compromises the interest of employees. In order to perfect the existing dispute settlement system, and to reduce the unfavorable effect of f orced settlement, the study thus suggested eliminating the mediation practice and relying on arbitration or litigation. At the same time, the study recommended introducing ethical guidelines to prohibit forced settlement, empowering employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ ability to resist forced settlement by offering them an adequate legal assistance, and increasing employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ awareness of their rights that would allow them to resist any unfair treatment and any improper and undue influence from the governmental authorities. Part I: B- Learning Outcomes We conclude from the above research that economic globalization is having its impact on some countries in an indirect way and urging them to consider settling any dispute that may rise between the employer and its employees. This in return will help in stabilizing the society and in protecting the local economy. On the hand, we understand the importance of employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ awareness for their rights, as this w ill equip them with the knowledge and courage to resist and face any unjust treatment. Finally, we recognize that governments should always work on improving their dispute settlement systems and expedite the process to afford the employees a meaningful remedy to their grievance. Part II: A- Case Study II: Title of the Study Employment disputes: Solving them out of court Objectives of the Study With the rise of employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ claims and the expansion of the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ awareness for their legal rights, many companies resort to developing dispute settlement programs and procedures as an alternative dispute resolution methods (ADR) as an attempt to reach a win/win solution to workplace conflicts on one hand and to avoid the increasing costs of litigation the long judicial processes that are energy, money and time consuming on the other hand. For this reason, this study provides an overview of the ADR methods that could be used in this regard, among which we are interested to highlight the following: Open-door policy Peer review Mediation Arbitration IV- Major Findings Settling employee disputes is a complicated and challenging process. In the recent years, we could witness a dramatic increase in the employment claims due to the better opportunities that are granted to the employees to file claims against their employers from one hand, and due to the various types of legal resolutions that are available to them. Having said this, the study indicates that litigation is not the key to resolve workplace disputes, as this process will incur very high costs; therefore, companies are resorting to alternative dispute resolution (ADR) methods to effectively settle disputes and to withstand legal scrutiny to achieve win/win solutions to disputes that will bring about satisfaction to both the employer and to the employee regardless of the outcome. The growing use of ADR indicates that companies should familiarize themselves with the involved processes where the management should design an internal grievance policy to minimize li tigation and maintain healthy relations with employees in the workplace. In addition, applying ADR requires fairness, confidentiality, neutrality, and enforceability. Once the program is being finalized, the company can integrate its details in the personnel handbook, employment contract or other agreements; in addition, it can then evaluate and modify the processes periodically as needed to maintain the credibility of the program. As mentioned above, the study highlighted some of the most common ADR methods to resolve employment disputes. Open-Door policy: this policy invites employees to discuss their complaints with their immediate supervisors, HR managers, or top management. In order for this process to be effective, the company must communicate the content of the program with the employees and train the managers to negotiate and mediate while solving the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ problems. Peer Review: this is the second stage in the dispute settlement process. Failure to resolve a dispute through the open-door policy, companies resort to peer review process where both parties present their part of the argument in an informal and confidential way to a panel of employees or supervisors who are selected from a number of trained employees. Mediation: is considered to be the most logical way to manage conflicts since it works on resolving workplace disputes without increasing tensions and pressures among the parties involved. A mediator, a trained- neutral third party, guides the disputing parties towards discovering innovative solutions to resolve the raising conflict. This process works well to all parties as it aims at maintaining good relationship between the employer and the employees; and usually both parties are content and satisfied with the said process as they can control the outcome and participate in reaching a solution. Arbitration: Employees may bypass all the other ADR methods as dispute resolution options and choose arbitration process to resolve any existing conflict with their employer. Arbitration is considered a formal process that requires witnesses, and it provides a great degree of finality unlike the trial and appeals process. In order to maintain the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ legal rights and avoid its denial, the designed ADR program should empower the arbitrator and authorize him to award any type of resolution or relief that could be provided by the court of law. Part II: B- Learning Outcomes In general, what we have learned from this study are the different methods that companies may use to resolve workplace disputes prior to resorting to litigation. Using ADR companies can therefore avoid administrative and judicial processes that are money, time, and energy consuming. These ADR methods are open door, peer review, mediation, and arbitration. Part III: A- Local Origin, UAE based Labor Dispute and Dispute Settlement Due to the lack of research in this area of study in the United Arab Emirates, we shed the light on dispute settlement topic and try to understand its application in the country through UAE labor law as stated in the HR zone. Major Findings and Understanding Whenever a dispute rises between the employee and the employer, how can either party proceeds with a case? In case of disputes between the employer and its employees, the first step would be submitting a written application summarizing the facts to the complaints department at the Ministry of Labor related to the emirate in which the employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization is located. Then, the employer or the employee will be called to state their case before the labor office that in turn must come back with a recommendation within two weeks period of time. In case the party fails to settle the dispute, the matter will then be transferred to court to be litigated in a normal and standard manner. Should the application to the labor office and the court be made within a specified time limit? Any complaint filed by either party, whether the employer or the employee, it must be submitted to the labor office at the Ministry of labor within one year from the date in which the entitlement becomes due. Failure to do so, the case will be time bared. How effective are foreign employment contracts in the UAE? Foreign contracts are enforceable and valid as long as they are executed in the country. Nevertheless, if a dispute rises between the employer and the employee, and there exists an additional local contract; the provisions in the contract that are more favorable to the employee will be taken with. Is the employer or the employee liable to pay court fees? Employees are excused from paying court fees even in case an appeal is filed at the court. Yet, if the dispute fails to be settled at the Ministry, the employer who chooses to proceed with court action is entitled of paying court fees. Part III: B- Learning Outcomes The United Arab Emirates, being fully conscious of the fact that legislation is crucial for the development of itsÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¨community, has improved legislation to keep pace with the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s political, social and economic development. It has therefore succeeded in achieving a great progress in spreading the values and principles of fairness throughout the country. Further, from the above information, we learned how disputes between employees and employers are resolved in the UAE from a legal perspective. We had an understanding of the dispute settlement process, the time frame, foreign employment contracts, and liability for the fees payable. Conclusion From the above research studies, we could notice that disputes are settled differently in different countries. Processes and systems vary with the sole interest of reaching an agreement and resolving any dispute that may occur between employers and employees in a speedy manner. Nevertheless, we as future HR professionals should keep in mind the importance of maintaining good employee relations and avoiding disputes as this will reflect positively on the business as it reduces workplace conflicts, lift up employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ morale and increase the overall performance and productivity. But how can we achieve this task that seems to be inevitable especially when dealing with people; below we suggest some points to be practiced by the manger or supervisor that can help maintain good employee relations in addition to implementing policies regarding performance, discipline, conduct, etc.. Handle complaints and grievances and always provide the best solutions. Inform the employees about their rights and let be knowledgeable of their responsibilities and of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s policies and procedures. Provide support whenever it is needed. Continually assess the need for training and provide it as it is needed. Reward and praise the good job References Wilburn, K. O. (1998). Employment disputes: Solving them out of court.Management Review,87(3), 17-21. Retrieved from https://adezproxy.adu.ac.ae/docview/206692029?accountid=26149 Chen, Y. (2010).Chinas labor dispute settlement: Forced settlement, worker awareness of rights, and policy suggestions.(Order No. 3410763, Arizona State University).ProQuest Dissertations and Theses,, 198. Retrieved from https://adezproxy.adu.ac.ae/docview/375550497?accountid=26149. (375550497). McLaurin, J. R. (2008). LABOR LAW IN THE UNITED ARAB EMIRATES: A REVIEW AND RECOMMENDATIONS.Allied Academies International Conference.Academy of Legal, Ethical and Regulatory Issues.Proceedings,12(2), 15-19. Retrieved from https://adezproxy.adu.ac.ae/docview/192409231?accountid=26149 https://www.uaehrzone.com/job-hunting-support/uae-labour-law/#dispute_settlement https://www.businessdictionary.com/definition/dispute-resolution.html https://www.hrzone.com/hr-glossary/employee-relations-d efinition 1