Explain what is meant by the 'Biopsychosocial' perspective. Show how Essay

Explain what is meant by the 'Biopsychosocial' perspective. Show how this perspective is important in our understanding of psychological disorders - Essay Example The main aim is to define what is meant by BPS and how it is applied in the treatment of psychological disorders. To achieve this, I will be analyzing a disorder through the lens of BPS. The aim is not so much in determining the treatment of the disorder but to make the reader appreciate the use of BPS. The biopsychosocial (BPS) model in healthcare stresses the need for approaching illnesses and disorders holistically. Usually, medical professionals would usually limit themselves to understanding illnesses thru the lens of science especially that of biology. The model considers the health and disorders of human beings as the result not only of biological failure or invasion but also of psychological and social environment by which he is immersed. In treating disorders, beliefs, thoughts and emotions must also be taken into account. We can think of the human physiological systems including our genes to be rather open and flexible systems which respond to the demands place upon them as opposed to the encapsulated system view that is so pervasive in our society. BPS relies on the assumption that biological disorders could lead to psychological disorders. This is further amplified by social factors such as inappropriate environment and undesirable social interactions. The overall result is a dysfunctional and painful state of mind (Kirkpatrick, 1990). A biopsychosocial perspective in the treatment of alcoholism in wom... The wealth of literature of the topic helps us further to provide a more revealing discussion on the use of BPS. In the following passages, the reader will find that there are unique circumstances and challenges women alcoholics must deal with when compared to their biological counterpart. 2.3 Biological Factors There are certain biological realities that make women alcoholics at a worse position than men. To start with, women tend to be more affected physiologically by the consumption of alcohol. They may be drinking a little amount but that is already equivalent to a drinking spree by their male peers. In the study undertaken by Wilsnack, Wilsnack, and Miller-Strumhofel (1994) and Deal & Galaver (1994), it was found out that the biological makeup of women of having more fatty tissue causes this difference in physiological response. Since women have more fatty tissue and that alcohol does not dissolve well in this environment, the same amount of alcohol consumed by a man and woman will lead to higher blood pressure for the later. Deal and Galaver (1994, p. 190) was also able to show that women have lower levels of dehydrogenase - a very important enzyme in breaking down alcohol. This together with the fatty tissue differentials result to a higher blood alcohol concentration for women which also translates to higher risks for developing the liver illness called cirrhosis. There are many studies indicating that women are indeed more prone to cirrhosis than men and this includes that of Krasner, Davis, Portmann, & Williams (1977) and Peres, Gavallero, Brugera, Torres, & Robes (1986). Nixon (1994) was able to establish that in populations with alcoholic hepatitis, the women's condition were likely to deteriorate to

A Comparison between Male and Female Organizational Commitment and Dissertation

A Comparison between Male and Female Organizational Commitment and Turnover - Dissertation Example While various researches have been conducted on organizational commitment in the Western world, the Eastern corporate world, such as that of Qatar still lacks research on this topic. This research aims to uncover who organizational commitment differs among employees in terms of factors including but not limited to gender. In order to understand the concept of organizational commitment, this research depends largely on the contribution of Meyer and Allen and their three types of organizational commitment, affective, normative and continuance commitment. This research further takes inspiration from the organizational commitment scale developed by Meyer and Allen that is based on a Likert scale. The method of conducting the research was quantitative in nature where the questionnaire was inspired from Meyer and Allen’s organizational scale that was distributed among all the employees of XYZ Co., a leading gas company in Qatar. The results of the survey were analyzed using percenta ges and descriptive analysis. The results pointed to the fact that organizational commitment among males and females differs by the type; that is, males are more normatively committed with the organization while females are continually commitment. Affective commitment increases as employees move higher up in the organization because the organization gives more power in their hands. Table of Contents Chapter 1: Introduction 4 1.1. Background of the Study 4 1.2. Significance of the Study 5 1.3. Research Methodologies and Theories 6 1.4. Research Aims and Objectives 7 1.5. Ethical Considerations 9 Chapter 2: Literature Review 11 2.1. Gender Difference in the Workplace 11 2.1.1. Female Characteristics 11 2.1.1.1. Work Style 12 2.1.1.2 Conflict Resolution 12 2.1.1.3 Management Style 12 2.1.2. Male Characteristics 13 2.1.2.1. Work Style 13 2.1.2.2 Conflict Resolution 14 2.1.2.3 Management Style 14 2.2. Organizational Commitment 15 2.2.1 Impact of Organizational Commitment 15 2.2.2. 3 Comp onent Model of Organizational Commitment 16 2.2.2.1. Affective Commitment 16 2.2.2.2. Continuance Commitment 17 2.2.2.3. Normative Commitment 17 2.2.3 Levels of Organizational Commitment 18 2.2.3.1.1 The Level of Accordance 18 2.2.3.1.2 The Level of Identification 19 2.2.3.1.3 The Level of Internalization 19 2.2.4 Antecedents of Organizational Commitment 19 2.2.4.1. Personal Characteristics 20 2.2.4.2. Work Experiences 21 2.2.4.3. Job and Role Related Characteristics 22 2.2.4.4 Assessing Organizational Commitment 23 2.2.5. Male Organizational Commitment 24 2.2.6. Female Organizational Commitment 25 2.2.7 Comparison Between Male and Female OC 26 2.2.8. Organizational culture in Qatar†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 28 2.3. Employee Turnover 28 2.3.1.Definition of Employee Turnover 28 2.3.2. Types of Employee Turnover 29 2.3.2.1 Involuntary Turnover 29 2.3.2.2 Voluntary Turnover 30 2.3.2.3Positive Turnover 30 2.3.2.4 Negative Turnover 30 2.3.3 Reasons behind E mployee Turnover. 31 2.3.4. Impact of Employee Turnover 33 2.3.4.1 Negative Consequences 33 2.3.5 Male Employee Turnover and its Reasons 34 2.3.6Female Employee Turnover and its Reasons 34 2.3.7 Comparison Between Male and Female Turnover. 36 2.3.7 Reducing Employee Turnover. 37 2.4. Conclusion 39 Chapter 3: Methods 42 Chapter 4: Results 52 Chapter 5: Discussion and Conclusion 67 Chapter 7: References 73 Appendix 1 78 Chapter 1 Introduction 1.1 Background of the Study Today’s corporate world is becoming increasingly competitive as people from all gender, ages and races have entered the workforce in large numbers. In terms of gender, the attitudes of