Economic Impact Of Economic Freedom On Economic Growth

Introduction: In the last three decades the concept of economic freedom have dominated the economic theories as the best way to economic development, Many economists and politicians believe that economic freedom displays a significantly positive effect on economic growth, while others believe that the increased freedom will have a negative effects on economic growth. In addition, all of the international organizations such as the World Bank and the International Monetary Fund (IMF) encourage developing countries to follow the freedom economic policies. â€Å"Basically, the myth is that America has been founded on the free market; the government has done very little; it has thrived under free trade. But actually, if you look at the history, this is actually the country that has succeeded most with protectionist policies† Ha-Joon. Consequently, some countries achieved good results and could improve their economies. However, others became in the terrible situation. This casts some doubts abou t the economic freedom as the perfect way to improve economic activities. Hypothesis The paper tries to show whether the economic freedom policy to improve economic activity in developing countries or not. Based on the economic theory, I offer the following hypothesis and alternative hypothesis: Hypothesis (H0) Economic freedom increases economic growth. Hypothesis (H1) Economic freedom does not increase economic growth. Methodology: In this paper, weShow MoreRelated economic Essay1701 Words   |  7 Pages Globalisation - Economic Growth and Development and development indicators. â€Å"Outline the differences between economic growth and economic development. Discuss how economic development may be measured. Outline how globalisation may impact upon a nation’s development. Where appropriate make reference to a relevant case study.† Although economic growth and development are similar in meaning, they have some essential differences. 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For example, the French revolution was partly caused by the rise of the middle class â €Å"Bourgeoisie† in the 18th century demanding moreRead MoreAnalysis Of The Book 23 Things They Don t Tell You About Capitalism ``1638 Words   |  7 Pagesâ€Å"95 per cent of economics is common sense made complicated† (Chang, 2011, p xviii). In his book, 23 Things They Don’t Tell You About Capitalism, Korean economist, Ha-Joon Chang, assaults economic orthodoxy and questions many theories and empirical facts that we take for granted. Written shortly after the ‘credit crunch’ of 2008, Chang argues that this economic crisis was created by the free-market ideology which has been dominant since the 1980s and attempts to remove our rose-tinted glasses thatRead MoreThe Development Of Liberalism After The Chinese Economic Reform And Open Up1708 Words   |  7 Pageselaborates the necessity of economic freedom to the formulation of liberalism. 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Reflection Paper The Bride - 2912 Words

Nicolas Krause COM 440 Reflection Paper Assignment Sasheen Mobley The bride to be, a forty-year-old graphic designer was about to be married for the first time, to a businessman. At her pastor s suggestion, she and her fiancà © filled out a questionnaire to measure the strengths and weaknesses of their relationship. 165 questions derived from John Gottman’s Four Horseman, on their personalities, backgrounds, values and aspirations. â€Å"How did you answer this question?† She asked him in the car afterward. And this? And this? Before the ride home ended, they had broken their engagement. This example of how powerful reflections is is a testament to John Gottman’s work. Whenever Mike McManus the founder of Marriage Savers, an organization that couples with churches to work with marriages, retells this story, audiences roar in approval. This is a success story, he says, and the kind of process we need more of. 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Managing Stakeholder Developing Sustainable -Myassignmenthelp.Com

Question: Discuss About The Managing Stakeholder Developing Sustainable? Answer: Introducation The model helps in providing platform to deliver the different promises. The respective model helped in shaping different functions in international companies with the help of clear indications wherein it helps the organization in understanding the future priorities. During globalization, the model is helpful in delivering the organizational excellence in an effective manner. The HR department helps the organization in achieving the different goals in an effectual manner. The HR is able to tackle different kind of contributions towards the expertises such as becoming partner and helps in effectively performing the tasks. The HR is able to tackle the issues that is strategic in nature and it helps in supporting the financial goals (Wilton, 2016). Compensation under Ulrich Model is wherein benefits and compensation are aligned closely with other functions of HR such as selection, recruitment and training of employees. The employees who are valued in the organization share their different ideas and work hard in order to achieve goals. The employees are offered with different opportunities for the growth both personally and professionally (Sparrow, Brewster Chung, 2016). Performance Management under Ulrich Model is wherein HR needs to train the line managers for achieving high morale among employees. This is accomplished with the help of tools such as written reports and surveys of employees. It helps in emphasizing on educating the different managers about the reasons of low employee morale. It helps in increasing the efficiency and performance of the organization (Matos Silvestre, 2013). Talent Management under Ulrich Model is wherein companies require individuals who understand the business along with different theories and practices. There are times when such individuals are present in organization and additional training can be performed in an effectual manner. This will help and it will be beneficial for the company in the long-run (Matos Silvestre, 2013). Inclusive and Exclusive The inclusive and exclusive model of HRM is the important approach to the international talent management by the way of recruiting individuals to the skills. For the exclusive approach, the talent is only restricted to the group of professionals that is selected in nature. The nature of the particular procedure is exclusive and it targets a particular group of individuals that had passed through the selection that is differentiated in nature for identification of the talent as there are well-differentiated programs of talent management that is advanced in nature and they are in depth as well. This kind of group belongs to higher team of managers as they have high leadership skills along with capacity to manage their staffs that has not yet got into higher level of management in organizations (Chelladurai Kerwin, 2017). Compensation under Exclusive/Inclusive Model The inclusive approach related to compensation is best fit for the different organizations as the main aim is to foster the different employees well being and prioritising the different cohesion of workforce over competition. With respect to gender and race, the salaries that are provided to employees are on lower side with equal opportunities for promotion. On the other hand, under exclusive approach the compensation is excellent fit for different kind of organizations wherein the employees are rewarded for the exceptional performance and they accept unequal benefit allocation as well. High amount of salaries are offered in an effective manner such as expatriates that helps in contributing towards the success of the organization. Performance management under Exclusive/Inclusive Model Performance management under the inclusive approach includes wherein the individuals are heard, seen and engages them towards the achievement of organization. The performance appraisal is formally adopted in order to create room for different personal strengths, discussion along with achievements. Inclusive performance management is efficient in providing employees some ways in order to adjust the jobs, as this will give them opportunity in order to highlight their strengths. The organizations that are following such approach gains better performance. On the other hand, the companies that are following exclusive approach display the different employees who are having high kind of performance. They work as individuals and they are best employees generating income in a significant manner and are happily engaged. Talent Management under Inclusive/Exclusive model Talent management is effective in nature when it is aligned with culture of the different organizations. Inclusive talent management is grounded under assumption wherein they generate valuable talent and productivity is huge in nature. It helps in bringing the best from the employees and all employees perform their best in achieving the goals. The organizations who implement exclusive approach has to ensure that the company should not violate any written agreements for employees in form of rewards along with benefits. It helps in providing opportunities by fostering the level of motivation in them. Best Fit/Best Practices The term best practices refer to the execution of different set of methods during the process of production and this helps in adding value to the final results. This best practice is applicable in area of international HRM wherein the different tools are developed after analysis that is critical in nature of the different processes and is combined with routine of continuous improvement with elimination of different tools that is not required and improving the ones that will be best fit for the companies. The Pfeffer model is the good example of conjoint. This particular model includes seven HR practices that include security of job, selective kind of hiring, teams that are self-managed, proper training along with reduction of differentials in status and sharing of important information. The different best practices help in gaining competitive advantage by refining the performance of the organization. Therefore, it can be concluded that the best practice is the best kind of model to base the performance management in order to apply different measurements and this will support the employees in achieving best results. The same kind of approach is used for the talent management and it is seen that when the company uses the best practices, it will attract the entire labour market along with best professionals will be invited to their business. The different training practices will help in maintaining high quality of the work as well in the organizations. Therefore, the different compensation practices that are best in nature will help in reflecting in better kind of performance. The area of compensation is strategic and it requires adopting different kind of practices that will reflect psychological effect. Furthermore, there is no point in generating extra cost for organization, as this will not help in harvest any kind of good result. The result has to be in favour of the aspect of the organization. The mentality of the employees is required to be wherein they must feel that they are being paid for the efforts that have been provided by them for the success of the organizations. The strategy is linked with different kind of practices and the different information that has been mentioned above requires alignment of high level between the strategy of organization and Human Resource area. Both of them have to be designed in such a manner that will help in supporting the corporate strategy (Steffen et al., 2015). With alignment of the strategy of organization with the company is essential in nature, as the different actions that have been taken will involve all employees. In the context of international organizations, the different concepts have become significant in nature and the different further adjustments become significant in nature as well. Therefore, it can be seen that the model is linked closely with practices of HR along with individual and organizational performance of every employees. 1.2 Analysis of internationalisation of strategy of HRM and pathway to global status carried out by KiwiFurniture with reference to the relevant and current HRM practices and models- Localisation and Standardization Standardization is one of the strategies of human resource management where the different multinational companies use the structure that is standard in nature. In this, the different policies and practices are transferred and applied in a meticulous manner among different subsidiaries. It helps in inclusion of exportation of different methods along with procedures that will ensure consistency in the business that is international in nature and work in a same manner in different countries (Wilton, 2016). Furthermore, localization is defined as the concept that is completely opposite of the globalization wherein the different companies become more responsive to different demands and national differences (Matos Silvestre, 2013). While discussing about the compensation of international companies, scenario of inequity of standards of compensation by location is essential to evade the dissatisfaction that is global in nature. When an individual is working for international group, the different employees do not feel that they are compensated in a different manner unlike other companies in different locations, as this will cause dissatisfaction (Sparrow, Brewster Chung, 2016). b) Perlmutter's approach The different MNCs face different kind of crisis while appointing key position abroad. The approach helps in developing orientation of staff as ethnocentric, polycentric and geocentric that will help MNCs may chose for internationalization process. KiwiFurniture followed the approach that is polycentric in nature as the different managerial positions for recruitment, selection and development of the different employees. The HR worked with overall values and policies but in conjoint with the different local managers. The manufacturing structure of the respective organization named KiwiFurniture is globalized in nature and branches count with managers of local group are responsible largely for applying the strategies in a local manner. These are the different plans that are developed as well as shared by local team of management and it cooperates with strategic development However, robustness of ideas that is evaluated alongside the policy of KiwiFurniture as the different strategies that is offered needs to be associated with central institutional system. Similarly, this is applicable to the framework of human resources as the main aim will be standardization of plan and it will be evaluated in best kind of practices and it has to be aligned with different organizational strategies. Therefore, the HRM models that support strongly the visions of KiwiFurniture are the best practices/fit along with localization and standardization. In connection to localization, the role of the different local managers is providing knowledge in regards to the elements of environment with the presenting strategies of the managers. This will be shaped in accordance with the customs, domestic habits and culture. While implementation of new payment system that is based on performance is the model that is coherently, base the decision-making on equity theory. The particular approach helps in application of fair treatment and this helps in fair treatment and motivates the different individuals in the organization. The argument is based on different proportion of results along with inputs. In case of KiwiFurniture, the different contributions will be workforce and this would result in performance is proportional to the payment according to the implementation of new system. The approach is widely used in different public sector enterprises and the strategy of control of quality in manufacturing industry. The product quality is measured in terms with the conformance and specifications in order to check whether the product is meeting the quality standards. It is customer service oriented approach as well used by different 5 star hotels in order to prevent any such kind of error. The employees must be dedicated to the excellence commitment, as this will help the company to lead in an effective manner. KiwiFurniture follows the Quality approach right from starting as it is becoming well recognized in the international market by staying loyal to the customers. The main target of KiwiFurniture is to stay loyal to the different values of the firm and this will help them in receiving recognition in the market. However, the different shop owners along with brand ambassadors of KiwiFurniture go through the test of quality prior to selling different products and maintaining the different international standards. Results Approach The results approach helps in focusing on the managing different objectives, measuring job results and workgroup. This approach helps in assuming that subjectivity can be eliminated from process of measurement and results are indicator of the contributions of employees towards the achievement of objectives of the organizations. This strategy is one of the coherent strategies for different businesses and it is same for KiwiFurniture (Mackelprang Salsgiver, 2016). The organization that works with entire market has high rank of eminence and recognition in the entire worldwide market. Finally, the different qualitative measures are useful in evaluating performance management, as the different figures will help in setting up the business. Strategic equivalence applies to the novel system of pay in the respective organization and it requests vigorous system of planning that encompasses aspects of performance management system that is clear and productive in nature (Shen Benson, 2016). Validity is implied in performance management system that is planned by KiwiFurniture to adopt and it helps in measuring the performance. All the employees need to work in an effectual manner, as this will help in achieving best results that will be reflected on the wages. The measurement evaluation of performance and pay of 180-degree software has to be unbiased in nature, as this will produce results that are valid in nature. The principle of reliability in KiwiFurniture helps in implying reckonable consequences, as they are consistent than the biased kind of assessments. The different worldwide results are not the best basis in order to understand the performance of individuals, as there may be extensive and huge range of discrepancy among different worldwide branches of the KiwiFurniture. The principle of acceptability is reflected in response of different employees to system of payment that is new in nature. There can be chance that a small proportion of staffs that would reject implementation of payment system that is global performance based. The specificity utilizes the different measurable numbers on evaluation of performance and is feasible in nature for KiwiFurniture. In the process of incorporating change, which is from fixed pay to the performance management, it helps in providing the information that is specific in nature. There is different kind of education provided to the employees relating to changes and this will help in reducing the psychological impacts of implementation of the payment system that is global in nature will bring in the company (Stone et al., 2015). For example- KiwiFurniture followed the approach as the organization integrated the performance based pay system after the economic crisis in 2008. The company needs to ensure that the managers are congruent with employees in achieving the different goals. The other reason is that the respective company sell their products in ASEAN along with China as well. However, performance appraisal is the part of the system that will help the employees in performing their job duties in an effective manner. The main idea is to be more competent and efficient in comparison to other workforces. There are different kinds of recommendations for improving the current performance management program in the case of KiwiFurniture and it is outlined as follows: Application of 360 degree rating as the evaluation tool This particular tool helps in assessing the organizational environment level and this will help in bringing excellent results if trained employees apply the same. The director of organization along with staffs could help in contributing for process by adding the employees awareness with power of influence as this helps in preserving the image of the colleagues if significant in nature. In regards to the confidentiality, the data will be addressed in such a manner that the data has to be kept secretive in nature and this helps in improving the environment of organization in order to increase the productivity along with performance of employees in order to increase the competitiveness. a) Strategic Congruence is the approach wherein the role of jobs must watch the different strategic goals along with culture of the organization. The two major level of congruence are micro and macro congruence between internal and external structure of the organization. KiwiFurniture needs to maintain along with enhance the level of focus for growth along with expansion. b) Validity helps in assessing the relevant aspects of the performance of the jobs and the major aspects include the job behaviour and results. KiwiFurniture requires to follow the same as it is required in different job roles. The sales individuals need to focus on the approach, as right kind of attitude is required to be provided by the employees towards the customers. c) Reliability is the consistency and the different changes are expected in performance in an effective manner. The high degree of consistency is essential in nature as this helps in evaluating the performance of the subordinates. The superiors of KiwiFurniture has to be more consistent in nature in sharing the reports of progress and HR staff needs to monitor the performance in regular time frame and the feedback has to be collected accordingly. d) Specificity is the guidance to the employees in explanatory fashion relating to the expectations from the job and they help in achieving the goals. In order to be more specific on the performance of employees, it helps in providing effectiveness and provide powerful feedback. This will be the final kind of recommendation as the integration of the performance related pay system requires sales targets. Selling the furniture of high quality requires strategies of sales to handle different kind of customers. The target of the different sale staffs has to be justified in nature as this will help the employees in performing well. Elaboration of indicator of measurable activity with energy consumption and balance time for employees The proper ranking will help in identifying the performance of different employees as per the emotional and financial awards that includes the stay with family and friends at beautiful place and get involved with different pleasant activities. It helps in creating environment of justice along with healthy competitiveness wherein the different workers endeavour to be amongst best placed as well as gain recognition for themselves. In both of these situations, family and work balance is essential in nature in order to reduce the impact of routine as imbalance leads to relocation of the different staffs. The different awards that will be provided to employees are based on their luck and not on the performance. The performance of the employees will have no influence on awards and in such cases; any of the staffs can be promoted to sense of justice within the different staffs. Creation of training program on leadership focused on equalizing ability of staffs in performance management A feeling of trust is implemented within different employees when the employees perceive that leaders of company act in uniform manner. However, the employees would prefer working on different teams as their leaders are independently working and operating. There are employees who have started believing that they are not working in correct place as there is lack of common sense and managerial practices and this includes drop in the performance. The training program of leadership helps in including benchmark that is technical of area, group along with brainstorming with systematic formalization of different ideas for evaluation in depth. Finally, this will include psychological and technical aspects of the leadership that will be achieved with guidance of expert with development of performance management practices as this can be used in uniform manner. In order to implement different global payment system that is based on performance in major markets in New Zealand, France and Japan, KiwiFurniture needs to consider cultural and institutional aspects: a) Power Distance- this dimension helps in reflecting to understand which countries with high power distance are characterized in an effective manner by hierarchically structured society and lower power distance helps in analyzing the standard of equality for all individuals KiwiFurniture in NZ has to consult with employees as well as senior managers before integration of the performance management as per Hofstede; NZ is nation with low power distance. Therefore, before implementation of performance pay system, the company requires to follow the information in direct and informal manner failing which this will lead to integration system that is challenging in nature. However, Japanese are conscious in nature relating to hierarchical position and not like other Asian countries. France is moderately high in the power distance. Therefore, KiwiFurniture needs to accept that there is high level of inequality and inaccessibility between the different goals that is accepted. The issue can be resolved in an effective manner by letting proper flow of ambassadors and senior managers as per the diversification of the roles of the individuals position. b) Uncertainty Avoidance- this dimension deals with fact that future cannot be predicted and it helps in showing extent wherein members of different culture feel threatened in nature of different kind of situations that is unknown in nature and the actions need to avoid such circumstances. NZ is the lower midway stage of uncertainty avoidance and therefore such issue is there is no such expectation from employees to prefer goals that is individual in nature at higher level. In order to resolve the same, KiwiFurniture needs to avoid such high expectations from the NZ market, as this company would not prefer taking different risks and they would not prefer different kind of circumstances that is unfortunate in nature (Liu et al., 2017). They should focus on individual targets; however, France and Japan are on larger side of dimension and herein KiwiFurniture needs to consider structure that is well planned in such countries. Japanese cover different kind of risks and France do not as surprises and they like to plan beforehand (Stone Deadrick, 2015). Part 2- Two institutional aspects that KiwiFurniture has to consider before implementing in NZ, Japan along with in France a) Gender wage and performance pay gap- the issues in Japan is that the performance pay gap has huge effect on the workers related to white collars as they are not involved in this kind of systems. There are differences in promotions of women and men and this is the gender gap issue. KiwiFurniture needs to implement guidelines for whom to involve in the performance pay before integration (Liu et al., 2017). Furthermore, NZ will never accept salary of employees based on gender, but this will be considered as proper practice for employees and employers to have some feedback criteria on performance based system. France has the own system of obligatory kind of pay and issue of profit sharing in a voluntary manner. It will be mandatory that requirement of profit sharing is essential in organizations wherein there are 50 employees. Therefore, KiwiFurniture needs to execute different agreements as to distribute profits to different employees and the other issue is gender gap wherein it is 1 5.5% in France and this can be resolved by being biased in performance based profits (Knowles, Holton III Swanson, 2014). b) Labor Union- Japan has unionization among the workers who are non-regular in nature. The labor union membership of part-time workers has not been expanded and considering the performance based system of pay KiwiFurniture needs to expect different low-level employees as the part time workers (Ellinger Ellinger, 2014). Therefore, the company considers different difficult targets at such level. The French Unions has provided chances to employers and organizations as this is making them easier in nature to hire as well as fire. The firms who have less than 20 staffs can negotiate in direct manner with employees who are working on terms and conditions. Therefore, respective company must take different decisions on number of workforce working in organization in France. The best part in NZ is it used to be unionized nations and integration of pay system based on performance should not have many issues in NZ. The two change management philosophies to improve the performance of organization in NZ, Japan and France that can be implemented by KiwiFurniture are as follows: a) Kotters 8 step process is relevant in nature as it revives performance and this will transform the strategy to bring in the necessary kind of changes. The eight steps are as follows: Organizational change is the kind of process that is complex due to the intrinsic factors such as change in process, strategy and culture (Marchington, 2015). The process is even complicated when it is applied in business that is operating in the long-term process (Armstrong Taylor, 2014). In the case of KiwiFurniture, it has been operating for 100 years that means the resistance can be applied when the change is proposing in the business traditions. In such case, the different traditions apply to the payment system wherein the different workers exchange the labour laws without including the error in performance. Therefore, when KiwiFurniture wants to implement global pay system that is based on performance in Japan, France and New Zealand, they have to consider different lines of thinking as to understand and perform the improvement in performance of the organization. The major drawbacks in the performance based pay system is that staffs need to analyse that individual efforts will not help in improving the performance, however the efforts of the entire group is required in order to improve the performance. New Zealand When considering the proper implementation of the global performance pay based system in NZ, Kotters model of the change management is apt model as it is systematic, procedural, systematic and pragmatic approaches. The community of New Zealand helps in valuing life quality relating the purchasing power along with material acquisition to meet the needs of the individuals by offering different benefits such as education and health. However, the performance based payment system did not suit cultural and institutional aspects. Therefore, in order to implement the global performance payment based system, KiwiFurniture should perform the change management with Kotters eight stages that included establishing a sense of urgency, forming a guiding coalition, creating a vision, communicating that vision, empowering individuals to act and removing obstacles, creating short-term wins, consolidating improvements and creating more change, and institutionalizing new approaches. These steps support the change in organization and KiwiFurniture needs to apply it sequentially. The respective model will help KiwiFurniture in order to achieve results that is satisfactory in nature with implementation of the pay system that is novel in nature. When the sequence is changed or missed, it will be waste of time as the performance based pay system includes higher cost as the implementation process along with payment of wages is dependent on group performance (Panther et al., 2017). The other interesting model is the McKinsey model and it is practical as Kotters model as the organization will work on measuring performance of workers under different aspects that includes structure", "strategy", "systems", "skills", "style", "staff", and "shared values" (Boons Ldeke-Freund, 2013). The individual staffs has to perform in an effective manner under different standards in an effective manner and McKinsey model helps in guaranteeing success of the performance based payment system (Boons et al., 2013). The context of France is similar as NZ in the implementation of the performance based payment system. It is seen that suitable kind of philosophies in addition to Kotter and McKinseys seven-step model, the five stages of the Kubler-Ross is applicable. The respective model is a complementary model can be used with conjunction of the Kotters and McKinseys model as both of them focuses on organizational aspects. The psychological process will be handled by Kubler-Ross model by preparing the employees to cope with different times that are difficult (Boons et al., 2013). As France has weak culture of performance in comparison to other countries, the global performance based payment system will be shock to them and Kubler-Ross model will help in coping with such changes. On the other hand, Kubler-Ross will not be able to cope with changes, as there will be lack of focus. The five stages include denial; anger; bargaining, depression; and acceptance and in such context the respective model will help in deploying tool to reduce such psychological shock (Albrecht et al., 2015). The implementation of the new performance based pay system is different from NZ and France as the standards of performance is high in this country. The formulation of competitive groups and competitiveness help in making pillars for the rates of high performance and people are predictable in nature. Therefore, straightforward model of the change management is required as the system is in place in an effective manner. Japan is the country wherein individuals are focused on work along with performance and implementing the performance based pay system is not a drastic change. As per the model of Bridges, transition that helps in addressing the staffs emotional aspects of the change in process. However, the same process can be fragile and forbeing discovered at the level of implementation (Bakker Demerouti, 2014). . According to Roger's technology adoption model, the proposal helps in following the same reasoning line as the transition model of Bridges (Russell et al., 2016). This model is less complicated in nature in comparison to other models and like Kotters model, it is focusing on psychological aspects. It is not a model that is robust in nature but it is suitable for KiwiFurniture in Japan, but the fragility of the model can be disadvantageous in nature (Brewster, Houldsworth, Sparrow Vernon, 2016). The appropriate philosophies are least complex as the most complicate kind of theories helps in understanding necessities. Therefore, the models will be used are Bridge's transition model and Roger's technology adoption model. References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), 7-35. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bakker, A. B., Demerouti, E. (2014). 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Mental Health free essay sample

Mental health is all about how we think, feel and behave. It refers to our cognitive, and/or our emotional wellbeing. It describes a sense of wellbeing. Mental health ‘problems’ or ‘difficulties’ are terms used to describe temporary reactions to a painful event, stress, or systems of drug or alcohol use, lack of sleep or physical illness. It can also be used to describe long-term psychiatric conditions, which may have significant effects on an individual’s functioning. Some of the most common mental health problems are; anxiety, depression, psychosis, mania, schizophrenia, anorexia nervosa, bulimia nervosa, OCD. A qualified clinician should only diagnose such conditions. Anxiety and depression feature as the two most common reasons for people to consult their doctor. There are two sides of mental health, which we all may experience. One side is relatively mild anxieties and frustration associated with everyday life, the other side is having severe problems affecting mood and the ability to think and communicate rationally. We will write a custom essay sample on Mental Health or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This essay will discuss three mental illnesses: Schizophrenia, Munchausen Syndrome and Bipolar Disorder. It includes the sign and symptoms, cause, the affect on an individual, possible treatments and their strength and weaknesses. I choose schizophrenia and bipolar disorder because their one of the most common serious mental disorders (illnesses). And third I chose for Munchausen Syndrome because as a serious mental disorder it is also very interesting, which researchers are still trying to figure out the cause for someone to desire playing the sick role that they develop Munchausen syndrome. Schizophrenia Schizophrenia is the most common psychotic disorder and it is a very complex illness. Whether or not schizophrenia is a single disorder or a group of related illnesses has yet to be fully determined. It usually appears for the first time in a person during their (late) teens or their twenties. It affects more men than women and is considered as a life-long condition that rarely is cured, but treated. People with schizophrenia often have a different idea of what is real and what is not. This can cause problems with behaviour, thinking, emotions and motivation. The sufferers have thoughts that appear fragmented and find it hard to process information. Schizophrenia can have negative or positive symptoms. Positive symptoms include delusions, thought disorders and hallucinations. Negative symptoms include withdrawal, lack of motivation, poor personal hygiene and a flat or inappropriate mood. Other symptoms include hearing voices, paranoid thoughts, agitated or bizarre behaviour and extreme emotional states. The exact cause of schizophrenia is still unknown, although there are many things that have influence on the condition. According to scientist, both life experiences and the biology of the brain and body play an important role. Schizophrenia is partly genetic, which passes within families, and can also be triggered by a trauma. This illness changes the person’s life and makes it hard to have healthy relationships and communicate with people. Schizophrenia is usually treated by medication, which affect the brain, and by training people with psychotherapy to understand their thoughts and behaviour. There is no cure for the illness, and while medication helps control the psychosis, delusions and hallucinations, it cannot help a person learn to be effective in social relationships, coping skills and help learn to communicate with others. Following the medications is also one of the largest problems because people who live with this disorder often go off of their medication. Therefore the person depends on life-long treatment of both drugs and psychosocial, support therapies. About one out of every ten people with schizophrenia commits suicide. Bipolar Disorder Bipolar disorder, also known as manic depression, causes serious shifts in mood, energy, thinking, and behaviour and goes from the highs of mania on one extreme, to the lows of depression on the other. Mania is when a person’s brain goes into a high energy state. Everyone has off and on days but the cycles of bipolar disorder last for days, weeks or months. Unlike ordinary mood swings, the mood changes of bipolar disorder are so intense that they interfere with your ability to function. During a manic episode a person might impulsively quit a job, spend huge amounts of money or feel rested after sleeping two hours. During a depressive episode, the same person might be too tired to get out of bed and might experience a feeling of self-loathing and hopelessness. Although the causes of bipolar disorder aren’t completely clear, it is known that it often runs in families. Problems with chemicals in the brain that help control moods may play a role. It can change the person’s life drastically. The first symptoms usually occur in the teenage years or early adulthood. The symptoms include sadness, feeling of worthlessness; changes in sleep changes in eating, anhedonia and suicidal behaviour. The symptoms vary widely in their pattern, severity, and frequency. Some people are more prone to either mania or depression, while others stay equally cycling between the two types of episodes. The symptoms of bipolar disorder can be treated but there is no known cure. Although long term counselling is a very important part of the treatment, it can often be very challenging. It is hard for people with this disorder to have a good relationship with the therapist/counsellor. There are medications that can help treat the depression or help control moods. The return of symptoms is a common problem, which is called relapse. The treatment can be very hard, and it can take years to get better, but if treated well, most people improve over time. Munchausen Syndrome Munchausen syndrome is a serious mental disorder in which someone with a deep need for attention, pretends to be sick or gets sick or injured on purpose. People with Munchausen syndrome usually make up symptoms, push for risky operations, or try to manipulate laboratory test results to win sympathy and concern. Munchausen syndrome belongs to a group of conditions called factitious disorders, that are either made up or self caused on purpose. Symptoms of Munchausen syndrome revolve around faking or producing illness or injury in order to get attention for the emotional needs. People with Munchausen do everything to avoid getting caught in their deception, that’s why it’s difficult to notice that their symptoms are actually part of a serious mental disorder. Some symptoms are dramatic stories about numerous medical problems, frequent hospitalizations, vague or inconsistent symptoms, and eagerness to undergo frequent testing or risky operations. To this day there’s little evidence that biology or genetics plays a role in Munchausen syndrome. Researchers are still searching for a cause. There are some risk factors, including childhood trauma, such as emotional, physical or sexual abuse, or a serious illness during childhood, a relative with a serious illness, or personality disorders. Munchausen syndrome affects people strongly. They have such deep emotional needs that they’re willing to risk their lives to be seen as ill. Treating Munchausen is often difficult and there are no standard therapies for the condition. This is because people with Munchausen often want to be in the sick role, so they’re unwilling to seek treatment. If treated, the treatment often focuses on managing the condition, rather than trying to cure it. Treatment includes psychotherapy and behaviour counselling. It’s very hard to treat if the patient keeps making up symptoms. People with Munchausen don’t fake illnesses to achieve a benefit such as finance, but for the attention. In conclusion you could say that mental illnesses can take many forms, just as physical illnesses do. They are feared and misunderstood by many people, but the fear disappears as people learn more about them. It is said that everyone suffers from a kind of schizophrenia, but luckily not in the extreme way. Thanks to medication it can make life of the sufferer and his/her family easier. Bipolar disorder is also one of the common disorders with good treatments if followed. Munchausen is a rare mental illness, but just as serious, with unfortunately not enough treatment.