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Au Psy492 E Portfolio Template For Slide Share

  1. 1. Undergraduate Studies ePortfolio Misty Monzon Psychology, 2010
  2. 2. Personal Statement <ul><li> I have worked many years as a manager of varying levels it has fostered a deep interest in how to motivate and reward people. Although I am a big believer in being able to work with people to find a common solution there is absolute benefit in defined processes. Human Resources seem to that area in business that links both the process based management and reaching people on a personal level, which is why it has captivated my interest. </li></ul><ul><li> Having worked up to management positions while first gaining a Bachelors in Business Administration, I have a penchant for understanding the struggles of the worker. Having the ability to put myself in their shoes has helped resolve many of the management struggles that others wrestle with. This success has bread new success and has lead to being one of the youngest store managers in our district. </li></ul><ul><li> But in order to expand my skills, to grow professionally and enhance the work environment for my employees and for myself I have taken on the challenge of pursing advanced degrees in human resources. But again recognizing that motivated employees can form the foundation of successful managers, I though it was important to gain an understanding of what motivates people, and groups of people. As I complete my second Bachelors degree in Organizational Development I think that I have that understanding not only in practice but now also from an academic perspective. </li></ul><ul><li> After graduating with my second bachelors I plan on continuing my education and pursuing a MBA. My experiences as a store manager along with the extensive undergraduate work, I am prepared to successfully pursue a MBA. </li></ul><ul><li>My future goals with Orscheln Farm and Home are to keep improving my store operations and becoming a training store for my district. After we have become a training store I want to move on up to a higher volume store. The higher volume store will help me with my climb to becoming a District Manager. </li></ul>
  3. 3. Resume <ul><li>Professional Experience: Orscheln Farm & Home Supply Concordia, KS (May-Present) </li></ul><ul><li>I am responsible for all aspects of the store. I am responsible for making sure the store is running under budget but still maintaining the store at company standards. I have developed and implemented a training program for this store. I have helped the store pass its first store review in three years. I do all the HR functions for my store from hiring, discipline, and terminations. I do the schedule to meet the demands of the customer. </li></ul><ul><li>  </li></ul><ul><li>Target Corporation (March 2001 – December 2006) Super Target Huntsville, AL </li></ul><ul><li>Guest Service Executive Team Lead: June '05 – Dec ‘06 </li></ul><ul><li>I was responsible for the achieving and motivating my team in meeting and exceeding multiple corporate goals, many times in new and creative ways. I developed multiple new ways of recognizing employees in a positive, supportive manner. I have developed and implemented the training program. Identify and fixed intra and inter-team issues. I mentored several employees to help them develop their careers and set and reach new goals. I provided the appropriate discipline that may be needed in less than perfect situations. Provide much-needed interface for team members of multiple teams with corporate management. </li></ul><ul><li>Target Seal Beach, CA </li></ul><ul><li>Softlines Executive Team Leader: Sept. ‘03 - June ‘05 </li></ul><ul><li>I developed staffing plans with major emphasis on employee retention, including significant efforts in team building and employee recognition. Provided mentoring for store employees. Developed a team environment that fostered open communication and feedback, both horizontally and vertically. Empowered employees to recommend changes and recognize their accomplishments. Performed all aspects of the hiring process for softlines and other areas. This is not limited to sorting applications, interviewing, background and drug testing as well as post hiring training and orientation. Manage change such to create an “ownership” culture such that softlines are consistently rated outstanding by visiting regional management prior to my arrival they were consistently rated satisfactory or below. Developed an employee recognition program that was used as a model by other departments to help motivate and encourage quality, timeliness and teamwork among the employees. </li></ul><ul><li>Super Target Huntsville, AL </li></ul><ul><li>Deli Executive Team Leader: Mar. ‘01 – Sep. ‘04 </li></ul><ul><li>Managed records and provided training opportunities either by identifying appropriate available training or developing specific training to meet needs of the Deli employees. Training covered all aspects of the employees experience with Target including position specific and general policy training. Developed and implemented staffing plans for the Target Deli. This includes forecasting future needs, identifying qualified applicants from the application pool, interviewing, and ultimately hiring and training. This is not limited to Background checks and arrangement for drug testing. Organized and ran workplace initiatives, including corporate tasting tours, employee retention activities, and community relations activities (store donations). I gave performance evaluations and career development guidance for the Deli Staff. Through training and mentoring was able to develop entry-level employees into supervisory positions. Recognized nationally as being in the top 5 Target Delis for profit ratios. In large part through the manpower management and the use of motivated, trained and empowered employees. </li></ul><ul><li>  </li></ul>
  4. 4. Resume <ul><li>Hardee’s (June 1991 – February 2001)* * break from June 1997 – Sep 1999 to finish degree and start family </li></ul><ul><li>Hardee’s Huntsville, AL </li></ul><ul><li>General Manager: Sep. ‘99 – Feb. ’01 </li></ul><ul><li>Responsible for recruiting, hiring, training and retaining employees for fast food restaurant. Required understanding of labor laws, and included focused training to increase morale and lower turnover. Provided consistent and quality training opportunities. Insure consistent high quality service. Recognized in the National Hardee’s newsletter for “WOW” performance by secret shopper evaluation. </li></ul><ul><li>  </li></ul><ul><li>Hardee’s Manhattan, KS 1994 - 1997 </li></ul><ul><li>Restaurant Manager </li></ul><ul><li>Assisted in the hiring, training and counseling of employees. Developed employee schedules, tracked employee hours and maintained labor at an acceptable percentage. Performed crew evaluations and determined merit increases and promotions. </li></ul><ul><li>  </li></ul><ul><li>Shift Manager </li></ul><ul><li>Responsible for training and orientation of new employees. Directed employees, enforced corporate and store policies. I completed the appropriate store accounting bookwork. Ensured the fiscal well being of the store was held to company standards. </li></ul><ul><li>Team Leader </li></ul><ul><li>Maintained focus on the customer, trained team members. Liaison between employees and management. Hardee’s Concordia, KS </li></ul><ul><li>1991 - 1994 </li></ul><ul><li>Crew Hourly Ensured consistent high quality service, customer focused. Completed all necessary training. EDUCATION 2004 – 2005 University California Irvine Courses towards Certificate in Human Resources </li></ul><ul><li>1994 - 1998 Kansas State University Manhattan, KS Bachelors of Science, B.S., Business Administration 1992 - 1994 Cloud County Community College Manhattan, KS Associate of Arts, A.A, Business SPECIFIC SKILLS Strong Communication Skills, Effective Writing Abilities, Scheduling, Shift Control, Team Member Development and Mentoring, Ability to Multitask and Thrive in a Fast Pace Environment, Training Development, Microsoft Office Suite(Word, Excel, Powerpoint), Completing HRIS Training </li></ul>
  5. 5. Reflection <ul><li>I began my academic career with Argosy in March of 2008. I enjoy taking online classes but like everything else there are several challenges that I had to overcome. I had to understand and be able to cope with the different grading styles of each professor. I also had to learn how to make sure I set the time aside to make sure that I am getting all my homework done on time. I have enjoyed my time with Argosy and I have recommended them to a family member in which she has also graduated with Argosy. </li></ul>
  6. 6. Table of Contents <ul><li>Cognitive Abilities: Critical Thinking and Information Literacy </li></ul><ul><li>Research Skills </li></ul><ul><li>Communication Skills: Oral and Written </li></ul><ul><li>Ethics and Diversity Awareness </li></ul><ul><li>Foundations of Psychology </li></ul><ul><li>Applied Psychology </li></ul><ul><li>Interpersonal Effectiveness </li></ul>
  7. 7. Research Skills <ul><li>Teenage Pregnancy </li></ul><ul><li>By Misty Monzon </li></ul>
  8. 8. Statistics of Teenage Pregnancy <ul><ul><li>Pregnancy rates in the U.S. Dropped by a stunning 28 percent in the 1990s </li></ul></ul><ul><ul><li>Downward trend is increasing even in this decade </li></ul></ul><ul><ul><li>40% of all young women become pregnant before they turn 20 </li></ul></ul><ul><ul><li>¼ of sexually experienced teenagers contracts an STD every year. </li></ul></ul>
  9. 9. Public Attitude Toward Sex Education <ul><ul><li>Sex education in the public school system </li></ul></ul><ul><ul><li>Hispanics and those that have a high level of religiosity are less likely to support sex education in schools </li></ul></ul>
  10. 10. Studies That Show a Reduction to Teenage Pregnancy <ul><ul><li>Efficacy of a Theory-Based Abstinence-Only Intervention over 24 Months. </li></ul></ul><ul><ul><ul><li>Abstinence only theory. </li></ul></ul></ul><ul><ul><ul><li>Was not supported because it did not support abstinence until marriage. </li></ul></ul></ul><ul><ul><li>Effective Approaches to reducing Adolescent Unprotected Sex, Pregnancy, and Childbearing. </li></ul></ul><ul><ul><ul><li>Sex and HIV education curricula with specified characteristics </li></ul></ul></ul><ul><ul><ul><li>One-on-One clinician-patient protocols in health settings with some common qualities </li></ul></ul></ul><ul><ul><ul><li>Service learning programs </li></ul></ul></ul><ul><ul><ul><li>A particular intensive youth development program with multiple components </li></ul></ul></ul>
  11. 11. Studies That Show a Reduction to Teenage Pregnancy continued <ul><ul><li>Sexual Risk Attitudes and Intentions of Youth Aged 12-14 Years </li></ul></ul><ul><ul><ul><li>Differences in sexual risk attitudes and intentions for three groups </li></ul></ul></ul><ul><ul><ul><ul><li>Experimental program, n=90 </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Attention control, n=80 </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Nonparticipant control, n=634 </li></ul></ul></ul></ul><ul><ul><li>Comprehensive Abstinence-Based Program for Minority Youth: Comparing Church and Public School Outcomes </li></ul></ul><ul><ul><ul><li>9hr. Federally funded </li></ul></ul></ul><ul><ul><ul><li>Abstinence based given to minority youth </li></ul></ul></ul><ul><ul><ul><li>Uses a nonequivalent control group design </li></ul></ul></ul><ul><ul><li>MANOVA compared an unduplicated sample of 620 youth completing the program in churches </li></ul></ul><ul><ul><ul><li>N=248 </li></ul></ul></ul><ul><ul><li>MANOVA compared an unduplicated sample of 620 youth completing the program in public school setting </li></ul></ul><ul><ul><ul><li>N=372 </li></ul></ul></ul><ul><ul><li>Youth at churches scored better on choosing abstinence over the students in public schools </li></ul></ul>
  12. 12. Science Based Prevention <ul><ul><li>Prevention Delivery </li></ul></ul><ul><ul><li>Prevention Support </li></ul></ul><ul><ul><li>Prevention Synthesis & Translation </li></ul></ul>
  13. 13. Programs That Help Once Teen Does Get Pregnant <ul><ul><li>Alabama Teen Parent Programs </li></ul></ul><ul><ul><ul><li>Qualitative research Design </li></ul></ul></ul><ul><ul><ul><ul><li>Interviews </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Focus Groups </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Document Review </li></ul></ul></ul></ul><ul><ul><ul><li>Revealed the real life experiences of individuals involved with teen parent programs in Alabama </li></ul></ul></ul><ul><ul><ul><li>Had influences on the policies that affected their lives and those of their children </li></ul></ul></ul>
  14. 14. Communication Skills <ul><li>Concordia </li></ul><ul><li>Store #127 </li></ul><ul><li>Our Shrink Elimination Plan </li></ul><ul><li>By Misty Monzon </li></ul>
  15. 15. Contributors to Shrink <ul><ul><li>Alabama Teen Parent Programs </li></ul></ul><ul><ul><ul><li>Qualitative research Design </li></ul></ul></ul><ul><ul><ul><ul><li>Interviews </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Focus Groups </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Document Review </li></ul></ul></ul></ul><ul><ul><ul><li>Revealed the real life experiences of individuals involved with teen parent programs in Alabama </li></ul></ul></ul><ul><ul><ul><li>Had influences on the policies that affected their lives and those of their children </li></ul></ul></ul>2009 Concordia Store #127 experienced in varying significant quantities each of the contributors.
  16. 16. Significant 2009 Issues at 127 <ul><li>Store was behind, on nearly everything . </li></ul><ul><ul><li>Without a manager store didn’t have clear direction </li></ul></ul><ul><ul><li>Receiving logs were months behind </li></ul></ul><ul><ul><li>Morale was close to bottom </li></ul></ul><ul><li>Fired Assistant Manager for theft of merchandise </li></ul><ul><ul><li>Scheme that she was caught on was to steal merchandise and then return it </li></ul></ul><ul><ul><li>No telling how much was actually stole </li></ul></ul><ul><ul><li>Over $8000 was agreed to be paid back </li></ul></ul><ul><li>Remaining assistant manager was not properly trained and left short handed </li></ul><ul><li>Manager came in June </li></ul>
  17. 17. What We Have Done <ul><li>Awareness </li></ul><ul><ul><li>Must be Shrink Aware, </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>To know what to do when a shrink situation presents itself </li></ul></ul><ul><li>Action </li></ul><ul><ul><li>Not enough to know what to do, got to do it </li></ul></ul><ul><li>Follow-up </li></ul><ul><ul><li>Everyone is responsible to make sure we are continually doing the right thing. </li></ul></ul><ul><ul><li>Looking for opportunities to improve </li></ul></ul>
  18. 18. External Theft <ul><li>Awareness </li></ul><ul><ul><li>Unfold clothing at checkout </li></ul></ul><ul><ul><li>Open containers, look in opened boxes </li></ul></ul><ul><ul><li>Shipping doors closed, unless being used </li></ul></ul><ul><ul><li>Use counterfeit pen </li></ul></ul><ul><ul><li>Talk with our customers at register </li></ul></ul><ul><ul><li>Focus on “Black Line rule” </li></ul></ul><ul><ul><li>Check acceptance </li></ul></ul><ul><ul><ul><li>Get the right information </li></ul></ul></ul><ul><ul><ul><li>Get the right approvals </li></ul></ul></ul><ul><ul><li>Call Manager if there is a question </li></ul></ul><ul><ul><li>Maintain Register area to store standards </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>Implemented new employee Training plan </li></ul></ul><ul><ul><li>Every employee trained on shrink, cash register use, inventory, shipping/receiving </li></ul></ul>
  19. 19. External Theft Continued <ul><li>Action </li></ul><ul><ul><li>Shifting towards an Action Environment </li></ul></ul><ul><ul><ul><li>Complacency is not accepted </li></ul></ul></ul><ul><ul><ul><li>Better to make an honest mistake doing than making mistakes watching </li></ul></ul></ul><ul><ul><li>Empowering employees </li></ul></ul><ul><ul><li>Built a new lock-up box in the back room for expensive items </li></ul></ul><ul><ul><li>Moved as much as we can into “open” areas, minimized merchandise stored in “tunnel” </li></ul></ul><ul><ul><li>Fixed and use all alarm cables in store </li></ul></ul><ul><ul><li>Chained/locked items in compound </li></ul></ul><ul><ul><li>Assigned employees areas of responsibilities and highlighted Shrink as major function </li></ul></ul><ul><li>Follow-up </li></ul><ul><ul><li>Employees are held accountable to their actions (or more seriously lack of action) </li></ul></ul><ul><ul><li>Employees are recognized for good work </li></ul></ul><ul><ul><li>Open door policy </li></ul></ul>
  20. 20. Internal Theft <ul><li>Awareness </li></ul><ul><ul><li>Spend time each employee meeting to discuss shrink items </li></ul></ul><ul><ul><li>Managers to perform store walk down at first of shift </li></ul></ul><ul><ul><li>Managers perform store drive-by </li></ul></ul><ul><ul><ul><li>Drive around store looking for “weird” things </li></ul></ul></ul><ul><ul><ul><li>Stop in to shop, or check in at off times </li></ul></ul></ul><ul><ul><li>Price verification, price verification, price verification </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>Shrink Training for everyone </li></ul></ul><ul><ul><li>Training for positions </li></ul></ul><ul><ul><li>Set Store Manager Expectations </li></ul></ul><ul><ul><li>Focus on thinking </li></ul></ul>
  21. 21. Internal Theft Continued <ul><li>Action </li></ul><ul><ul><li>Built a new lock-up box in the back room for expensive items </li></ul></ul><ul><ul><li>Moved as much as we can into “open” areas, minimized merchandise stored in “tunnel” </li></ul></ul><ul><ul><li>Use the Buddy system as much as we can (large projects or projects with a lot of products </li></ul></ul><ul><ul><li>Implemented a structured training plan for the store </li></ul></ul><ul><ul><ul><li>Using the training matrix in the associate communication center </li></ul></ul></ul><ul><ul><ul><li>Employee is responsible for identifying mastered training (not just that they have completed the course, but they understand the material, and know where to go if there are more questions) </li></ul></ul></ul><ul><ul><ul><li>Structured training brings new employees up to speed incredibly fast (days instead of weeks) </li></ul></ul></ul><ul><ul><ul><li>As much about setting expectations as it is learning new material </li></ul></ul></ul><ul><ul><li>Key lock box used for keys that are not in the safe, so no keys “laying around” </li></ul></ul><ul><li>Follow-up </li></ul><ul><ul><li>Employees are held accountable to their actions (or more seriously lack of action) </li></ul></ul><ul><ul><ul><li>Have had to let one employee go because continually in “tunnel” </li></ul></ul></ul><ul><ul><li>Employees are recognized for good work </li></ul></ul><ul><ul><li>Open door policy </li></ul></ul>
  22. 22. Paperwork Areas <ul><li>Awareness </li></ul><ul><ul><li>All employees in the store have knowledge of paperwork (varying degrees) </li></ul></ul><ul><ul><li>Returns given additional scrutiny </li></ul></ul><ul><ul><li>Price Verification/Price Checking </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>Assistant Managers were trained in the proper paperwork </li></ul></ul><ul><ul><ul><li>Training </li></ul></ul></ul><ul><ul><ul><li>Manager expectation </li></ul></ul></ul><ul><ul><li>Employees are given the training in the paperwork for awareness </li></ul></ul><ul><ul><ul><li>Quick run through of the online training </li></ul></ul></ul><ul><ul><ul><li>Sets an expectation </li></ul></ul></ul><ul><ul><ul><li>Greater appreciation of the type/quantity of paperwork needed to complete store paperwork </li></ul></ul></ul>
  23. 23. Paperwork Areas Continued <ul><li>Action </li></ul><ul><ul><li>All paperwork was brought current </li></ul></ul><ul><ul><ul><li>Some cases paperwork was months behind </li></ul></ul></ul><ul><ul><li>Paper work Is completed on time </li></ul></ul><ul><ul><li>Organized files, </li></ul></ul><ul><ul><li>Locked up confidential paperwork </li></ul></ul><ul><ul><li>Cleaned out “trash” </li></ul></ul><ul><ul><li>Improved timeliness of submittal </li></ul></ul><ul><ul><li>Assigned responsibility AND accountability </li></ul></ul><ul><li>Follow-up </li></ul><ul><ul><li>Employees are held accountable to their actions (or more seriously lack of action) </li></ul></ul><ul><ul><li>Employees are recognized for good work </li></ul></ul><ul><ul><li>Open door policy </li></ul></ul>
  24. 24. Carelessness <ul><li>Awareness </li></ul><ul><ul><li>Continually identify process improvements </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>Position specific training </li></ul></ul><ul><ul><li>Awareness training </li></ul></ul><ul><li>Action </li></ul><ul><ul><li>Implementer/checker process </li></ul></ul><ul><ul><ul><li>EDR </li></ul></ul></ul><ul><ul><ul><li>POG </li></ul></ul></ul><ul><ul><li>Utilize instant feedback when appropriate </li></ul></ul><ul><ul><ul><li>Try to use feedback sandwich Positive-negative-Positive </li></ul></ul></ul><ul><ul><li>Identified(ing) strength of employees and giving appropriate tasking </li></ul></ul><ul><li>Follow-up </li></ul><ul><ul><li>Employees are held accountable to their actions (or more seriously lack of action) </li></ul></ul><ul><ul><li>Employees are recognized for good work </li></ul></ul><ul><ul><li>Open door policy </li></ul></ul>
  25. 25. Shrink Elimination at #127 <ul><li>Significant improvements in processing paperwork </li></ul><ul><li>Awareness </li></ul><ul><li>Team work “our store” </li></ul><ul><li>Morale has improved </li></ul><ul><li>Pride has increased – see it in the work, seen it in the disappointment of the last review (won’t happen again) </li></ul><ul><li>Expectations are beginning to be realized </li></ul>
  26. 26. Our Commitment At Store #127 we realize the seriousness of having large shrink, and we are committed to working towards its elimination. This plan, as part of our overall effort to improve the store, is a significant step towards that goal. This is our commitment to continually implement the plan. To uphold ourselves and our staff to our own standards as well as those set forth by Orschelns.
  27. 27. Ethics & Diversity Awareness <ul><li>The Hunt for Seasonal Workers Crosses Borders </li></ul><ul><li>Misty Monzon </li></ul><ul><li>MGT411 </li></ul><ul><li>Laurene Collins </li></ul><ul><li>June 6, 2010 </li></ul>
  28. 28. <ul><li>According to Visa Pro (2010), an H-2B working visa is a nonimmigrant visa which allows foreign nationals to enter into the US temporarily and engage in non agricultural employment which is seasonal, intermittent, a peak load need or a one-time occurrence. Many companies that are having trouble finding individuals to fulfill their seasonal needs are relying on an H-2B working visa to bring in individuals from another country to be able to fulfill the demands of the business. One of these companies is the High Sierra Pools and the Broadmoor Hotel in Colorado Springs. </li></ul><ul><li>High Sierra Pools and Broadmoor Hotel have been relying on the high school students in the area to help fulfill the needs of lifeguard, waitresses, dishwashers, and chefs. In the last few years they have been having a hard time to fulfill these needs so they had to move on to another plan. They have decided to fill out an application so that they will be able to get an H-2B working visa. If they are approved they will be able to bring in foreign workers to help keep the business running. </li></ul>
  29. 29. <ul><li>There is a cap on the H-2B working Visas that all businesses have to adhere to. The High Sierra and Broadmoor Hotel had returning immigrants and before the law changed was allowed to have them and they would not count toward the cap that the government issues. This temporary allotment has since then expired and all the H-2B immigrants count toward the cap whether they are returning or not. </li></ul><ul><li>Since there is a cap on the amount of H-2B working visas High Sierra Pools and Broadmoor Hotel will need to look at alternative ways to be able to fulfill the needs of the company. One of the ways that I would suggest to the company to fulfill the needs is to provide some kind of benefit if the employees of the company can get people to apply (Noe, Hollenback, Gerhart, 2009). They could say that if the person that they get to apply mentions them then they could get some kind of bonus if they are hired and stay and work throughout the summer. There is a disadvantage to this though, nepotism could occur. The company will have to decide if they want to have this be a problem or if they would deal with any situations that occur just so they could get the positions filled. </li></ul><ul><li>Another way for them to get the positions filled is to go to the other hotels or businesses or water parks and recruit the individuals that are already working as life guards, waitresses, etc. If they go into the parks, pools, or hotels and offer them better benefits then they are more likely to go and work for them. Both of these suggestions can help but they would need to try them before the season reaches its peak and the overtime gets out of hand. </li></ul>
  30. 30. Foundations of Psychology <ul><li>Is the internet the appropriate place to have a therapist and client interaction?  There are many advantages and disadvantages to the social media.  Barak stated that chat enables internet users to communicate (in writing) on-line, in real time, through a virtual chat room or a particular software (Barak, 1999).  He felt as if this is an advantage.  I can understand where it would be an advantage to be able to speak with a client on the internet, they are having a bad time and they need to speak with the therapist and  they can go into a chat room and the therapist can help the client right away.  However, there are some disadvantages to the online chat. </li></ul><ul><li>  One of the disadvantages to the online chat between the therapist and the client is that the therapist is on call 24 hours a day.  They are then made to feel that they cannot have a life because they have to be available when the client needs them.  The client can build a dependency on the therapist because they know that they are always available if they need to talk.  The purpose of the therapy sessions is to be successful not something that can last forever.    </li></ul><ul><li>  Another disadvantage is the loss of the different types of communication (gestures, verbal, and emotional) because of the online sessions.  The therapist cannot read the client as well and tell if the individual is doing succeeding at the sessions or if they need additional interventions.  I believe that the best way to hold a therapist session would be the face to face.  It will allow the therapist to understand and build trust between the therapist and the client.  </li></ul><ul><li>  Reference </li></ul><ul><li>Barak, A (1999).  Psychological Applications on the Internet:A discipline on the threshold of a new millennium.  Applied and Preventive Psychology.  8, 231-246.  </li></ul>
  31. 31. Applied Psychology <ul><li>Human Sexuality </li></ul><ul><li>Course Project:  Human Sexuality-Different Facets </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>Course Code:  PSY04 </li></ul><ul><li>Submitted by:  Misty Monzon </li></ul><ul><li>March 2, 2010 </li></ul><ul><li>  </li></ul><ul><li>  </li></ul>
  32. 32. <ul><li>Human Sexuality-Different Facets </li></ul><ul><li>            BDSM is a common legal paraphilia.  It is made up of Bondage, Discipline, Sadism, and Masochism.  According to Wikipedia (2010), bondage is the use of restraints for the sexual pleasure of the parties involved.  CYC foundation states that discipline is the collection of sexual activities in which one person disciplines another for the purpose of sexual arousal (2010).  Sexual Sadism refers to the derivation of sexual pleasure from the inflection of pain, suffering and/or humiliation upon another person (Hucker, 2010).  The last part of BDSM is Sexual Masochism.  Sexual Masochism is a disorder in which individuals use sexual fantasies, urges or behaviors involving the act of being humiliated, beaten, or otherwise made to suffer in order to achieve sexual excitement and climax (, 2010).  </li></ul><ul><li>            Research has shown that those individuals that practice BDSM describe it as a consensual power exchange, an erotic psychodrama, or an erotically charged exercise in trust and submission (Argosy, 2010).  Research also finds that the reason that the increase in interest is because of the fears about HIV/AIDS and other sexually transmitted infections (STI).  </li></ul><ul><li>            There is one main reason that BDSM is separate from abuse is because it is consensual.  The act of BDSM is a controlled, pre-negotiated activity to which all parties give “knowledgeable” consent.  The couple that engages in the this activity pre-designate a “safe word” so they know when it is time to stop.  The couple also knows what each other’s limits are before they engage in this act (Argosy, 2010).  </li></ul>
  33. 33. <ul><li>            When BDSM individuals talk a about consent they are talking about adults that are old enough to consent to having BDSM.  They also will know what each other’s limits are before they engage in the activity.  They also plan out the activity so that they can know what to expect before they actually have the activity (Argosy, 2010).  </li></ul><ul><li>            Argosy University states that most individuals that express interest in BDSM are adults that want to expand an already pleasurable sex life (2010).  This is why I do not believe that Jason’s interest in BDSM should be considered problematic.  I believe that he is just trying to put a little adventure and excitement in their lives.  He wants to involve William but he is not interested in doing it.  The only problem with him liking BDSM is that he went behind William’s back and broke their rules about not having repeat dates.  Jason should have been open and honest with William from the beginning about his fantasy.  </li></ul><ul><li>            If Jason believes that he is only able to reach his climax when performing these sexual acts then I think that it will be a problem for their relationship.  Jason now has an addiction and he will need to get some help to solve this problem.  He can go to a counselor so that he can help find the underlining issue that is causing his problem with only being able to climax while doing BDSM.  </li></ul><ul><li>            </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>Reference </li></ul><ul><li>Argosy.  (2010).  PSY304:  Human Sexuality.  Retrieved on March 2, 2010 from </li></ul><ul><li>   </li></ul><ul><li>  (2010).  Bondage.  Retrieved on March 2, 2010 from </li></ul><ul><li>   </li></ul><ul><li>Hucker, Stephen.  (2010).  Sexual Sadism.  Retrieved on March 2, 2010 from </li></ul><ul><li>   </li></ul><ul><li>CYC Foundation.  (2010).  Discipline.  Retrieved on March 2, 2010 from </li></ul><ul><li>   </li></ul><ul><li> (2010).  Definitions of Sexual Masochism.  Retrieved on March 2, 2010 </li></ul><ul><li>            from </li></ul>
  34. 34. Interpersonal Effectiveness <ul><li>Harassment </li></ul><ul><li>Sexual Harassment </li></ul><ul><li>Putting oneself in another peer’s personal space. </li></ul><ul><li>Hostile work environment </li></ul><ul><li>Telling a joke that is discriminatory. </li></ul><ul><li>Telling a fellow employee that you are going to beat them while slapping them on the shoulder. </li></ul>
  35. 35. My Future in Learning <ul><li>Learning is a life long process that I will continue by getting my MBA and then progressing to getting my PhD. I often encourage others that have not finished their degree to take the time to finish. I believe that it is one of the most important things that a person has, is their knowledge. </li></ul><ul><li>Everything in life is full of challenges and as we approach these challenges we need to make sure that we use our knowledge and previous experiences to help guide us through the hard struggles. </li></ul>
  36. 36. Contact Me Thank you for viewing my ePortfolio. For further information, please contact me at the e-mail address below. [email_address]