POST TRAUMATIC STRESS AFTER TRAUMATIC INJURY Essay

POST TRAUMATIC STRESS AFTER TRAUMATIC INJURY - Essay Example This article aimed at investigating the history and tendency of PTSD after traumatic injury. The research stated null hypothesis as: Ho= â€Å"patients who develop PTSD after traumatic  brain injury would suffer the symptoms of trauma† where as the alternative hypothesis stated: Ha= â€Å"patients who develop PTSD after traumatic brain injury would not suffer from the symptoms of trauma†. Traumatic injury is taken as independent variable whereas post traumatic disorder is studied as dependent variable. Sampling procedure employed to gather data is probability sampling in which structured interview of the patients suffering form traumatic disorder were conducted. A sample of 96  patients was included in the study. The mean value  for posttraumatic amnesia was 36.97 days (SD=30.65) as established by use of â€Å"Westmead Posttraumatic Amnesia Scale†. The mean â€Å"Glasgow Coma Scale (GCS)†Ã‚  score  was 8.00 (SD=3.78). Mean posttraumatic amnesia and GCS  scores indicated that the average level of traumatic brain injury  was very severe. The 96 patients who participated in the 6-month assessment had (mean=8.00,  SD=3.78) (t=2.96, df=124, p

Organizational behavior Research Paper Example | Topics and Well Written Essays - 1500 words

Organizational behavior - Research Paper Example rence to the values regarding the management of the organization and embacing the spirit of mutual trust and respect among all levels of employees will set the foundation for employee hapiness (Rook, pg. 254). This will come through constant communication to the leaders on the importance of uphelding the values of the organization. Good job design and work content will ease operations and reduce job stress leading to greater appreciation. Proper staffing by adopting excellent recruitment methods will assist in having the right people for the various jobs resulting to reduced ineficiencies that prevents excessive supervision. Good work relationships ensure low chances of conflicts between workers. All theses steps will amount to employee satisfaction leading to happy business environment free from conflict and characterized by greater co-ordination. Fair evaluation of performance refers to a systematic approach used in assessing the performance of employees in an organization (Rynes, Gerhart and Parks 571). This considers important factors such as employee level of education, training and experience. A fairly, conducted evaluation exercise uphelds the principle of equity by treating all employees equally and appropriately targeting the specific attributes desired and within the goals and objectives of the organization. Every organization that aims at ensuring high motivation in its employees provides rewards and compensation depending on the level of performance of the individual employees. A fair evaluation system enables the company to identify the right individuals performing well and pushing the organization’s agenda (Rynes, Gerhart and Parks 571). If the compensation goes to the right persons then this will improve the morale leading to increased innovation and productivity. A poor evaluation system will not identify the right persons and this will demoralize the hardworking employees causing poor performance. With an unfair evaluation system, it is