Free Essay: Tim OBriens Things They Carried :: Things They Carried Essays

The Things They Carried Vietnam War was one of the hardest wars ever fought. There are several reasons for this statement. It was basically impossible to conquer the territory because there were no boundaries. The soldiers had to put up with the climate, land, diseases and most importantly themselves. This essay is about yet another reason: the relationship between the soldiers and the officers. It is very reasonable to say that American soldiers entering the Vietnam were not disciplined enough. The average age of a soldier in Vietnam was eighteen. Nobody found it necessary to train these kids to handle all the problems they run into. The service ruined their late childhood and they had to grow up early! If anything went wrong, they would simply blame the officer in charge. Tim O'Brien illustrated this nicely in his story In The Field. Lieutenant Jimmy Cross felt guilty for Kiowa's death. He blamed himself for not thinking about his troops even though he did what he was supposed to do. Couple of soldiers were pissed off about Kiowa's death. They blamed it all on Lieutenant even though they knew it was not his fault. Then they let their emotions out and the situation turned to be out of control. O'Brien describes it syntactically. He is trying to persuade us that all the soldiers knew Jimmy was not guilty, but some soldiers just had to blam e it on somebody. " 'Some lieutenant,' Sanders said. 'Camps us in a toilet. Man don't know shit.' 'Nobody knew,' Bowker said. 'Maybe so, maybe not. Ten billion places we could've set up last night, the man picks a latrine.' ...'It wasn't the LT's fault,' Bowker said quietly. 'Whose then?' 'Nobody's. Nobody knew till afterward.' " (180). This entire incident was by far the toughest on Jimmy Cross. He had to deal with himself and his corrupt soldiers. He was emotionally shook up with Kiowa's death and he did not appreciate Mitchell's reaction. Accidents like this one lead to a distant relationship between the officer and the soldiers. Soldiers usually protest and officers have to punish them. This of course leads to more violence and some of the outcomes can be deadly.

Philippine Psychology Act of 2009 Essay

STATEMENT OF POLICY Section 2. Statement of Policy. – The State recognizes that psychologists have an important role in nation-building and development. It also acknowledges the diverse specializations of psychologists and the diverse functions specific to the varied specializations. It particular, it recognizes the significance of the psychological services that practicing psychologists provide to diverse types of clients, but also recognizes the need to protect the public by preventing inexperienced or untrained individuals from offering psychological services. Hence, it shall nurture competent, upright and assiduous psychologists whose standards of practice and service shall be excellent and globally competitive through the administration of inviolable, effective and credible licensure examinations and the imposition and promotion of regulatory measures, programs and activities that enhance their professional growth and well-being. ARTICLE III DEFINITION OF TERMS Section 3. Definition of Terms. – As used in this Act, the following terms shall have the following meanings: (a) â€Å"Psychology† is the scientific study of human behavior. It involves the application of scientific methods to inquire into the biological, cognitive, affective, developmental, personality, social, cultural and individual difference dimensions of human behavior. (b) â€Å"Practice of Psychology† consists of the delivery of psychological services that involve application of psychological principles and procedures for the purpose of describing, understanding, predicting and influencing the behavior of individuals or groups, in order to assist in the attainment of optimal human growth and functioning. The delivery of psychological services includes, but is not limited to: (1) psychological interventions: psychological counseling, psychotherapy, psychosocial support, coaching, psychological debriefing, group processes and all other psychological interventions that involve the application of psychological principles to improve psychological functioning of individuals, families, groups and organizations; (2) psychological assessment: gathering and integration of psychology-related data for the purpose of making a psychological evaluation, accomplished through a variety of tools, including individual tests, projective tests, clinical interview and other psychological assessment tools, for the purpose of assessing diverse psychological functions including cognitive abilities, aptitudes, personality characteristics, attitudes, values, interests, emotions and motivations, among others, in support of psychological counseling, psychotherapy and other psychological interventions; and (3) psychological programs: development, planning, implementation, monitoring and evaluation of psychological treatment for individuals and/or groups. (c) â€Å"Psychologist† means a natural person who is duly registered and holds a valid certificate of registration and a valid professional identification card as professional psychologist, issued by the Professional Regulatory Board of Psychology and the Professional Regulation Commission pursuant to this Act for the purpose of delivering the different psychological services defined in this Act. (d) â€Å"Psychometrician† means a natural person who holds a valid certificate of registration and a valid professional identification card as psychometrician issued by the Professional Regulatory Board of Psychology and the Professional Regulation Commission pursuant to this Act. As such, he/she shall be authorized to do any of the following: Provided, That such shall at all times be conducted under the supervision of a licensed professional psychologist: (1) administering and scoring of objective personality tests, structured personality tests, excluding projective tests and other higher level forms of psychological tests; (2) interpreting results of the same and preparing a written report on these results; and (3) conducting preparatory intake interviews of clients for psychological invention sessions. ARTICLE IV PROFESSIONAL REGULATORY BOARD OF PSYCHOLOGY Section 4. Creation and Composition of the Professional Regulatory Board of Psychology. – There is hereby created a Professional Regulatory Board of Psychology, hereinafter called the Board, a collegial body under the administrative control and supervision of the Professional Regulation Commission, hereinafter referred to as the Commission, which shall be composed of a Chairperson and two (2) members appointed by the President of the Philippines from a list of three (3) nominees for each position. The list of nominees shall be submitted to the Commission by the integrated and accredited national organization of psychologists. The Board shall be organized not later than sixty (60) days from the effectivity of this Act. Section 5. Qualification of the Chairperson and the Members of the Professional Regulatory Board of Psychology. – The Chairperson and members of the Board shall, at the time of their appointment and for the course of their term, possess the following quali fications: (a) A natural born citizen and resident of the Philippines; (b) At least thirty-five (35) years of age; (c) Possess good moral character; (d) Hold a doctorate degree in psychology conferred by a university, college or school in the Philippines or board duly recognized and/or accredited by   the Commission on Higher Education (CHED); (e) Have at least ten (10) years of practice in psychology and psychometrics in a duly recognized institution, clinic or center, as well as at least (5) years of teaching experience in the field of psychology; (f) Be a registered and licensed psychologists, except in the case of the first members of the Board who shall automatically be conferred a valid certificate of registration and a valid professional identification card in psychology and psychometrics upon appointment to the Board; (g) Is neither an officer, trustee nor member of the faculty of any university, college, institute or school where a regular course in psychology is offered or taught or review classes conducted and shall not have any pecuniary interest, direct or indirect, in any such institution; (h) Is not an officer, nor hold any position other than being a member of the integrated and accredited national organization of psychologists; and (i) Shall not have been convicted of any crime involving moral turpitude. Section 6. Term of Office. – The members of the Board shall hold office for a term of three (3) years or until their successors shall have been appointed and duly qualified. Each member of the Board may be reappointed for one (1) full term of three (3) years. The first members of the Board shall hold office for the following terms: the Chairperson for three (3) years; one (10 member for two (2) years; and the other member for one (1) year, which shall be specified in their respective appointments. Any vacancy occurring within the term of a member shall be filled for the unexpired portion of the term only. Each member of the Board shall qualify by taking the proper oath prior to the performance of his/her duties. Section 7. Powers and Duties. – The Board shall have the following powers and duties: (a) Administer and implement the provisions of this Act and promulgate as well as revise or update, as necessary, rules and regulations, resolutions and guidelines hereto: Provided, That the policies, resolutions, rules and regulations issued or promulgated by the Board shall be subject to review and approval of the Commission; (b) Supervise and monitor the registration, licensure and practice of psychologists and Psychometricians in the Philippines; (c) Administer oaths in connection with the administration of this Act; (d) Issue, and upon compliance with due process requirements, suspend or revoke, and/or reinstate, the certificate of registration and professional identification card for psychologists and psychometricians; (e) Adopt an official seal of the Board; (f) Monitor the conditions and circumstances affecting the practice of psychology and psychometrics in the Philippines and adopt such measures as may be deemed lawful and proper for the enhancement and maintenance of high professional, ethical and technical standards of the profession; (g) Issue permits to and exercise visitorial powers over agencies, institutions, associations and partnerships to verify that the persons practicing psychology and psychometrics therein are psychologists and psychometricians with valid certificates of registration and valid professional identification cards, and that they possess the necessary accreditation, skills and/or facilities to competently carry out their functions; (h) Assist the Commission in the formulation and implementation of the guidelines on continuing professional education for psychologists and psychometricians; (i) Ensure, in coordination with the CHED, that all educational institutions offering the course/program of psychology stric tly comply with the policies, standards and requirements prescribed by the CHED for such course/program, especially in the areas of administration, curriculum, faculty, library and facilities; (j) Prepare, adopt, issue and amend, in consultation with the CHED, syllabi for the licensure examination subjects; (k) Investigate and, when warranted, her administrative cases involving violations of this Act, its implementing rules and regulations as hereinafter promulgated, and any applicable code of ethics and/or code of professional standards. For this purpose, it may issue subpoena testificandum and subpoena duces tecum to secure the appearances of witnesses and the production of documents in connection therewith:Provided, That the Board’s decision, resolution or orders rendered in administrative cases shall be subject to review only on appeal; and (l) Perform such other functions and duties as may be lawfully delegated to it, or as it may deem necessary to carry out the objectives of this Act. Section 8. Compensation and Allowances. – The Chairperson and members of the Board shall receive the same compensation and allowances as those received by the Chairperson and members of the existing regulatory boards under the Commission, as provided in the charter of the Commission and in the General Appropriations Act. Section 9. Removal or Suspension of Members of the Professional Regulatory Board of Psychology. – Any member of the Board may, upon the recommendation of the Commission, upon observance of due process and completion of the proper investigation, be suspended or removed by the President from office for cause, such as gross neglect of duty, incompetence, malpractice, behavior unbecoming of a psychology professional, immorality, unethical or dishonorable conduct, final conviction of any crime involving moral turpitude, any act of grant and corruption, and participation in the manipulation of or any dishonesty relative to the licensure examinations and/or th e registration process. Section 10. Administrative Supervision over the Board, Custodian of its Records, Secretariat and Support Services. – The Board shall be under the administrative supervision and control of the Commission. All records of the Board, including documents relative to the licensure examinations as well as administrative and other investigative cases conducted by the Board, shall be kept in the custody of the Commission. The Commission shall designate the Secretary of the Board and shall provide the secretariat with necessary support services to effectivity implement the provisions of this Act. ARTICLE V LICENSURE EXAMINATIONS Section 11. Examinations Required. – All applicants for registration to practice psychology and psychometrics shall be required to pass a licensure examination for psychologists and psychometricians to be conducted by the Board in such places and dates, and subject to such requirements prescribed by the Commission. Section 12. Qualifications of Applicants for the Licensure Examination for Psychologists. – Any person may apply to take examination for registration and licensure as a psychologist after furnishing evidence satisfactory to the Board that the applicant: (a) Is a Filipino citizen, a permanent resident or a citizen of a foreign state/country which extends reciprocity to the Philippines relative to the practice of the profession; (b) Holds at least a master’s degree in psychology conferred by a university, college or school in the Philippines or abroad recognized/accredited by the CHED and has obtained sufficient credits for the subjects covered in the examinations; (c) Has undergone a minimum of two hundred (200) hours of supervised practicum/internship/clinical experience related to services enumerated in paragraph (b) of Section 3 of this Act and under the auspices of a licensed psychologist or other licensed mental health professional; (d) Is of good moral character; and (e) Has not been convicted of an offense involving moral turpitude. Section 13. Qualifications of Applicants for the Licensure Examination for Psychometricians. – Any person may apply to take the examination for registration and licensure as a psychometrician by furnishing evidence satisfactory to the Board that the applicant: (a) Is a Filipino citizen, a permanent resident or a citizen of a foreign state/country which extends reciprocity to the Philippines relative to the practice of the profession; (b) Holds at least a bachelor’s degree in psychology conferred by a university, college or school in the Philippines or abroad recognized/accredited by the CHED and has obtained sufficient credits for the subjects covered in the examinations; (c) Is of good moral character; and (d) Has not been convicted of an offense involving moral turpitude. Section 14. Examination Subjects for Psychologists. – The licensure examination for psychologists shall cover the following subjects: (a) Advanced Theories of Personality; (b) Advanced Abnormal Psychology; (c) Advanced Psychological Assessment; and (d) Psychological Counseling and Psychotherapy. Section 15. Examination Subjects for Psychometricians. – The licensure examinations for psychometricians shall cover the following subjects: (a) Theories of Personality; (b) Abnormal Psychology; (c) Industrial Psychology; and (d) Psychological Assessment. The Board may recluster, rearrange, modify, add or exclude and prescribed subjects for psychologists and psychometricians as the need arises. Section 16. Registration Without Examination for Psychologists. – A person who possesses the qualifications required to take the examination for registration as a psychologist pursuant to the provisions of this Act may be registered without examination: Provided, That the applicant files with the Board within three (3) years after its creation an application for registration and issuance of certificate of registration and professional identification card by submitting credentials satisfactory to the Board that the applicant had, on or prior to the effectivity of this Act, fulfilled the requirements under either subparagraphs (a), (b) or (c) herein: (a) Obtained a doctoral degree in psychology and had accumulated three (3) years of work experience in the practice of psychology; (b) Obtained a master’s degree in psychology and accum ulated a minimum of five (5) years of work experience in the practice of psychology; (c) Psychologists or employees who hold positions as psychologists presently employed in various government or private agencies, who have a bachelor’s degree in psychology, accumulated a minimum of ten (10) years of work experience in the practice of psychology as a psychologist, and who have updated their professional education in various psychology-related functions. Section 17. Registration Without Examination for Psychometricians. – A person who possesses the qualifications required to take the examination for registration as a psychometrician may be registered without examination:Provided, That the applicant files with the Board within three (3) years after its creation an application for registration and issuance of a certificate of registration and professional identification card by submitting credentials satisfactory to the Board that the applicant before the effectivity of this Act had obtained a bachelor’s degree in psychology and had accumulated a min imum of two (2) years full time work experience in the practice of psychometrics. Section 18. Ratings in the Examination. – To be qualified as having passed the licensure examination for psychologists and psychometricians, a candidate must have obtained a weighted general average of at least seventy-five percent (75%) for all subjects, with no grade lower than sixty percent (60%) in any given subject. An examine who obtains a weighted general average of seventy-five percent (75%) or higher but obtains a rating below sixty percent (60%) in any given subject may retake such subjects within the next two (2) years, and upon obtaining a rating of at least seventy-five percent (75%) in each such subject, shall then be deemed to have passed the licensure examination. Section 19. Report of Ratings. – The Board shall submit to the Commission an official report detailing the ratings obtained by each examine within ten (10) calendar days after the examination, unless such period is extended for just cause. ARTICLE VI REGISTRATION Section 20. Oath of Psychologists and Psychometricians. – All successful examines qualified for registration and all qualified applicants for registration without examination shall be required to take an oath to uphold the profession before any member of the Board or any officer of the Commission authorized to administer oaths, prior to entering into the practice of psychology or psychometrics in the Philippines. Section 21. Issuance of Certificate of Registration and Professional Identification Card. – A certificate of registration and professional identification card shall be issued to all successful examines and registrants without examination upon compliance with all the legal requirements, including payment of fees, prescribed by the Commission. The certificate of registration shall bear the signature of the Chairperson of the Commission and members of the Board, indicating that the person named therein is entitled to practice the profession with all the privileges and concomitant responsibilities appurtenant thereto. The said certificate shall remain in full force and effect until suspended in accordance with this Act. A professional identification card bearing the registration number, date of issuance and validity term of three (3) years, duly signed by the Chairperson of the Commission, shall likewise be issued to every registrant who has paid the prescribed registration fee. Upon expiration of the professional identification card, the psychologist and psychometrician may renew the same upon proof of compliance with continuing education requirements prescribed by the Board and/or the Commission. Section 22. Disclosure of Registration Information. – The psychologist or psychomitrician shall be required to indicate his/her registration and professional identification card number and date of issuance, the duration of validity, including the professional tax receipt number on each document signed, used or issued in connection with the practice of his/her profession. Section 23. Non-issuance of Certificate of Registration and Professional Identification Card. – The Board shall not register nor issue a certificate of registration or professional identification card to any person convicted of a criminal offense involving moral turpitude, has been found guilty by a judicial or other duly constituted tribunal of immoral or dishonorable conduct, or has been medically diagnosed to be of unsound mind. In the event of non-issuance of the certificate for any reason, the Board shall furnish the applicant a written statement setting forth the reasons for such denial, which statement shall be incorporated to the records of the Board. Section 24. Foreign Reciprocity. – No foreigner shall be admitted to the psychology or psychometrics licensure examinations unless he/she proves that the country of which he/she is a citizen either: (a) Admits Filipino citizens to the practice of psychology or psychometrics without need for registration and issuance of a certificate of registration/professional identification card; (b) Allows Filipino citizens to practice psychology or psychometrics without restriction; or (c) Allows Filipino citizens to practice the same after an examination on terms of strict and absolute equality with nationals of said country. Section 25. Practice through Special/Temporary Permit. – Special/temporary permits may be issued by the Board, subject to the approval by the Commission and payment of appropriate fees, to the following persons: (a) Licensed psychologists or psychometricians from foreign countries/states who are internationally acknowledged specialists or outstanding experts in psychology or psychometrics: Provided, That their services are important and necessary either due to the lack or inadequacy of available local specialists or experts or in recognition of their potential contribution to the promotion and advancement of the practice of psychology of psychometrics through transfer of technology; (b) Licensed psychologists or psychometricians from foreign countries/states whose services shall be free and offered exclusively to indigent patients in a particular hospital, center or clinic; and (c) Licensed psychologists or psychometricians from foreign countries/states employed as exchange professors to teach psychology or psychometrics in school s, colleges, universities offering psychology or psychometrics courses or programs. The permit shall detail the conditions thereof which shall, among other things, include the effectivity period of not more than one (1) year subject to renewal and the specific place of practice such as the clinic, hospital, center, school, college, university offering the course of psychology or psychometrics. The Board, subject to the approval by the Commission, shall prescribed rules and regulations on the implementation of this particular section. Section 26. Suspension or Revocation of Certificate of Registration and Professional Identification Card or Cancellation of a Special/Temporary Permit. – The Board shall have the power, after notice and hearing, to suspend or revoke the certificate of registration and professional identification card or to cancel special/temporary permits granted pursuant to this Act on any ground set forth in Section 33 of this Act or any of the instances hereunder: (a) Procurement of a certificate of registration and/or professional identificat ion card or special/temporary permit by fraud or deceit; (b) Allowing an unqualified person to advertise or to practice the profession by using one’s certificate of registration or professional identification card or special/temporary permit; (c) Violating or conspiring to violate any of the provisions of this Act, its implementing rules and regulations, the code of ethics or code of professional standards promulgated hereinafter by the Board; (d) Manifest physical or mental incompetence to render psychological services with reasonable skill and safety to his/her clients/patients; (e) Professional misconduct or negligence in the performance of duties as a psychometrician; and (f) Engaging in the practice of the profession during the period of one’s suspension. Section 27. Reinstatement. – A psychologist or psychometrician whose certificate of registration has been revoked may apply to the Board for reinstatement at any time after two (2) years from the date of revocation of said certificate. The application shall be in writing and shall conform to requirements hereinafter prescribed by the Board. No certificate of registration or professional identification card or special/temporary permit shall be reinstated unless the Board is satisfied that a good cause exists to warrant such reinstatement. Issuance of a new certificate of registration or professional identification card or special/temporary permit in lieu of one that has been lost, destroyed or mutilated shall be subject to applicable rules prescribed by the Commission. Section 28. Appeal from Judgement. – The decision of the Board shall ipso facto become final fifteen (15) days from receipt of the decision by the respondent unless an appeal has been filed with the Commission within the same period. The Commission’s decision on appeal may be further appealed before the Court Appeals within fifteen (15) days from receipt thereof. Section 29. Rights of the Respondent. – The respondent psychologist or psychometrician shall have the right to be represented by counsel at all stages of the proceedings as well as to speedy disposition of his/her case. He/She shall have the right to confront witnesses against him/her in addition to such other rights guaranteed by the Constitution. ARTICLE VII PRIVILEDGED COMMUNICATION AND PROFESSIONAL INTEGRATION Section 30. Rights to Privilege Communication for Psychologists and Psychometricians. – A psychologists or psychometrician cannot, without the consent of the client/patient, be examined on any communication or information disclosed and/or acquired in the course of giving psychological services to such client. The protection accorded herein shall extend to all pertinent records and shall be available to the secretary, clerk or other staff of the licensed psychologist or psychometrician. Any evidence obtained in violation of this provision shall be inadmissible for any purpose in any proceeding. Section 31. Integration of the Profession. – The profession shall hereinafter be integrated by consolidating all practitioners into one (1) national organization of registered and licensed psychologists and psychometricians, which shall be recognized and accredited by the Board, subject to approval of the Commission. A psychologist or psychometrician duly registered and licensed by the Board and the Commission shall automatically become a member of said organization and shall receive the benefits and privileges, as well as be subject to all responsibilities and obligations, appurtenant thereto upon payment of the required fees and dues. Membership in the integrated organization shall not be a bar to membership in any other association of psychologists and/or psychometricians.1avvphi1 Section 32. Code of Ethics and Code of Practice for Psychologists and Psychometricians. – The Board shall adopt and promulgated the Code of Ethics and Code of Practice for Psychometricians prescribed and issued by the accredited pro fessional organization of psychologists. ARTICLE VIII PROHIBITED ACTS, PENALTIES AND ENFORCEMENT OF THIS ACT Section 33. Prohibited Acts. – (a) No person shall: (1) Engage in the professional practice of psychology or psychometrics nor represent himself/herself as a professional practicing psychologist or psychometrician without a valid certificate of registration or valid professional identification card, or a valid special/temporary permit granted by the Board pursuant to this Act; (2) Represent himself/herself to be a licensed and authorized practicing psychologist or psychometrician during the time that his/her certificate of registration has been suspended or revoked or professional identification card without being renewed, or special/temporary permit cancelled; (3) Allow any other person to use his/her certificate of registration and professional identification card or special/temporary permit for any purpose, regardless of whether such enables the unqualified individual to engage in the practice of psychology or psychometrics; (4) Use, exhibit and/or misrepresent as his/her own the certificate of registration and/or professional iden tification card or special/temporary permit of another; and (5) Give any false, inaccurate, misleading or incomplete information to the Board on order to obtain a certificate of registration or professional identification card or special/temporary permit. (b) No corporation, partnership, association or entity shall operate a psychology or psychometrics office, center, clinic or otherwise engage in the practice or allow the practice of psychology or psychometrics within its premises without securing a permit therefor from the Board. Such permit shall be issued only after the Board is satisfied that such establishment is competently staffed by a psychologist and equipped with sufficient and adequate psychology-related instruments and facilities. (c)A violation of any provision of this Act or of its implementing rules and regulations shall be penalized accordingly. Section 34. Penalties. – Any person who violates any provision of this Act implementing rules and regulations shall be punished with imprisonment of not less than six (6) months but not more than three (3) years, or a fine of not less than Ten thousand pesos (P10,000.00) but not more than One hundred thousand pesos (P100,000.00), or both, at the discretion of the court. Section 35. Injunction. – The Board may initiate action to enjoin, restrain, and/or prosecute any individual, corporation, association, partnership or entity engaging in the practice of psychology and psychometrics in violation of this Act. Section 36. Enforcement. – It shall be the duty of all duly constituted law enforcement agencies and officers of national, provincial, city or municipal governments to uphold and enforce the provisions of this Act and to investigate and prosecute or cause the investigation and prosecution of any person violating the same. ARTICLE IX MISCELLANEOUS PROVISIONS Section 37. Funding Provision. – The Chairperson of the Commission shall immediately hereinafter include in the Commission’s programs the prompt implementation of this Act, funding of which shall be provided for in the annual General Appropriations Act. Section 38. Implementing Rules and Regulations. – Within ninety (90) days after the constitution of the Board, it shall promulgated the necessary implementing rules and regulations, subject to approval of the Commission, to implement the provisions of this Act. Section 39. Separability Clause. – If any provision of this Act shall at any time be found to be unconstitutional or invalid, the remainder thereof not affected by such declaration shall remain in full force and effect. Section 40. Repealing Clause. – All laws, decrees, rules or regulations inconsistent with the provisions of this Act are hereby repealed or modified accordingly. Section 41. Effectivity. – This Act shall take effect afte r fifteen (15) days following its complete publication in two (2) newspapers of general circulation. Approved, (Sgd.) PROSPERO C. NOGRALES Speaker of the House of Representatives| (Sgd.) JUAN PONCE ENRILE President of the Senate| This Act which is a consolidation of Senate Bill No. 3498 and House Bill No. 6512 was finally passed by the Senate and the House of Representatives on December 14, 2009 and December 16, 2009, respectively. (Sgd.) MARILYN B. BARUA-YAP Secretary General House of Represenatives| (Sgd.) EMMA LIRIO-REYES Secretary of Senate| Approved: March 16, 2010 (Sgd.) GLORIA MACAPAGAL-ARROYO President of the Philippines The Lawphil Project – Arellano Law Foundation Online Application for Registration Without Examination This facility is for the exclusive use of applicants for registration without examination and is available up to: * May 21, 2015 – for Psychologists and Psychometricians * May 21, 2014 – for Respiratory Therapists Please read carefully the entire instructions and information provided below so you will be guided properly on the procedures, requirements and timetables for registration without examination. 1. Before submitting an application for registration without examination, the applicant must: a. Decide what the application for registration without examination is for (whether for Psychologist or Psychometrician or both, or for Respiratory Therapist). Separate forms and payment will be required for each application. b. Determine whether applicant satisfies the qualification standards for Psychologist, Psychometrician, or Respiratory Therapist c. Determine if applicant can satisfy all the documentary requirements within 15 days from the time of online application. The documentary requirements for Psychologist, Psychometrician, or Respiratory Therapist are provided hereunder: For Psychologist 1. Original and Photocopy of Certificate of Live Birth in NSO Security Paper for Filipino citizens. In case of a foreign citizen, a copy of the law of the state or country which permits Filipino Psychologists to practice on the same basis as its subject or citizens, duly authenticated by the Philippine embassy or consulate therein. 2. Original and photocopy of Marriage Certificate in NSO security paper (for married female only) 3. Original and photocopy of Transcript of Records with scanned picture and with the Special Order Number indicated (for both undergraduate and graduate degrees). Where school is exempted from the issuance of an SO, a certificate of authentication and validation (CAV) must be secured from CHED. 4. For those who do not have a master’s degree, a certified true copy of of at least 100 hours of updating seminars and workshops attended from June 2005 to June 2010 must be presented/submitted 5. Original Certificates of Practice/Work Experience(s): a. Certificate of Employment from immediate superior duly noted by either the HR Manager or Employer specifying the position title, nature of work and specific period of employment duly sworn in by the issuing authorities. Official Job Description signed by the HR Manager must be attached, and for government employees, the official service record specifying the position item must also be submitted. b. For those who are self-employed, applicant must submit the following: 1. Certificate of private practice from colleagues, professional partners and/or institutional clients, specifying the nature of work/services rendered and the duration thereof, duly sworn in and notarized under oath 2. Work contract(s), if any, and/or sworn in statement of the practitioner specifying the nature, scope and duration of project engagement or services rendered, and the regularity of service-delivery with the undertaking that documentary evidence wi ll be produced when required by the Board 3. Business permit and DTI registration 6. Three (3) Original Certificates of Good Moral Character from any of the following: school, employer, church, and/or Barangay Captain duly signed by issuing authority and notarized under oath 7. Original Certificate of Mental Health or Mental Fitness from a Psychiatrist or from a Registered/Certified Clinical Psychologist, duly signed and notarized under oath 8. Original and photocopy of valid NBI Clearance plus Ombudsman clearance for government employees 9. Two (2) colored passport-size picture with white background and complete name tag 10. Photocopy of Community Tax Certificate For Psychometrician 11. Original and Photocopy of Certificate of Live Birth in NSO security paper for Filipino citizens. In case of a foreign citizen, a copy of the law of the state or country which permits Filipino Psychometricians to practice on the same basis as its subject or citizens, duly authenticated by the Philippine embassy or consulate therein. 12. Original and photocopy of Marriage Certificate in NSO security paper (for married female only) 13. Original and photocopy of Transcript of Records for Bachelor’s Degree in Psychology (AB/BS) with scanned picture. Special Order Number must be indicated. Where school is exempted from the issuance of an SO, a certificate of authentication and validation (CAV) must be secured from CHED. 14. Original certificate of full-time work experience as a Psychometrician or full time work engagement in the practice of psychometrics for a minimum of 2 years, either from immediate superior (if employed) or from institutional clients, professional partners/colleagues (if on private practice), specifying the nature of work, duly sworn in and notarized under oath. Official job description must be attached. 15. Original and photocopy of valid NBI Clearance; plus Clearance from the Ombudsman for those in government service. 16. Three (3) original Certificates of Good Moral Character, from any of the following: school/former professor, employer, church, and/or Barangay Captain duly signed by issuing authority and notarized under oath 17. Two (2) colored passport-size pictures with white background and complete name tag 18. Photocopy of Community Tax Certificate For Respiratory Therapist 19. Original and photocopy of Certificate of Live Birth in NSO security paper 20. Original and photocopy of Marriage Certificate in NSO security paper (for married female only) 21. Original and photocopy of Transcript of Records (with scanned picture) indicating the Special Order (SO) number, and where the school is exempted from the issuance of an SO, a Certificate of Authentication and Validation (CAV) from the CHED 22. Original and photocopy of NBI Clearance 23. Original Ombudsman Clearance (for government employee) 24. Three (3) Certificates of Good Moral Character, preferably from school, employer, church or barangay captain, duly signed by the issuing authority and duly notarized under oath 25. Two (2) colored passport-size pictures with white background and complete name tag 26. Community Tax Certificate 27. Certificate of Employment, Service Record and Job Description: For academic practitioners: c. Certificate of Employment and Service Record duly signed under oath and sealed by the Human Resources Department d. Certification of subjects taught in the last ten (10) years duly signed under oath and sealed by the Dean of the college, or his/her equivalent, and the school’s Registrar For clinical practitioners: e. Certificate of Employment and Service Record duly signed under oath and sealed by the Human Resources Department and Medical Director f. Copy of the Job Description duly signed under oath and sealed by the Human Resources Department For home care clinical practitioners: g. Certificate of Employment and Service Record duly signed under oath and sealed by the Human Resources Department and the General Manager (or his/her equivalent) h. Copy of the Job Description duly signed under oath and sealed by the Human Resources Department and the General Manager (or his/her equivalent) NOTE: For applicants working abroad, the required documents must be certified by the Philippine Overseas Labor Office near the place of work. 2. 3. As soon as applicant has ascertained (1) which registration without examination to apply for (as Psychologist, Psychometrician or both, or as Respiratory Therapist); (2) that he/she satisfies the qualification requirements; and (3) can satisfy all the documentary requirements within the time stated, the applicant is ready to proceed to submit his/her application online. 4. After receiving an acknowledgement through applicant’s email that the application for registration without examination has been submitted successfully together with an order form for payment, applicant must follow the steps hereunder: d. On the assigned date, applicant must go to the Customer Service Center of the nearest PRC office and secure one (1) P15 metered documentary stamp. Affix the documentary stamp on the space provided in the application form, sign it and indicate the date when the application form was accomplished. Applicant can then proceed to the cashier’s window for the payment of the application/processing fee (P900.00 for each application to be processed). e. Submit a copy of the official receipt (OR) evidencing payment together with the duly accomplished application form and documents to: 1. For Psychologist and Psychometrician – Window 12, Application Division at the Ground Floor of PRC Main Building 2. For Respiratory Therapist – PRB Secretariat Office, 3rd Floor of PRC Main Building 3. PRC Regional Offices Submit all required documents in a clear book with the confirmation number and official notice of submission from the PRB on the first page, a table of contents on the second, the printed application form on the third page, and the rest of the documents in subsequent pages arranged according to the list provided. The application processor will conduct an initial screening of the application documents and should inform the applicant of any deficiency at this time. Applicant should receive a claim stub after initial screening is done. a. After receipt by PRC of applicant’s documents, he/she should wait for official notification from PRC through his/her email account. Applicant is also advised to check the PRC website regularly to check whether the application has been approved or call tel. no. 3101018 to inquire about the status of application. I have read and fully understood the instructions and I fully agree with the terms and conditions governing the Professional Regulation Commission’s application for registration without examination.

Lady Ada Lovelace- First Computer Programmer Free Essay Example, 1750 words

According to the research findings, there have been numerous researchers and inventors in the history of mankind; however only a few have been able to influence humans even after hundred years of their published work. Lady Ada Lovelace is one of such remarkable people. Lady Ada Lovelace was born in 1815 in the house of a poet. Bellis stated that her mother was involved in the field of mathematics and contributed valuable work in the respective field. In those days, women usually acquired education at home; her mother was able to give her valuable knowledge about the field of mathematics. Due to the valuable foundation of her academic concepts, she was able to contribute valuable work in the field of computers and artificial intelligence. In 1834, Charles Babbage expressed his inclination towards making an analytical engine that would have the capability to act upon its foresight. Lady Ada was highly fascinated with his ideas and began work on the formulation of the analytical engine . In 1842, an Italian researcher and mathematician wrote a paper related to the analytical engine. We will write a custom essay sample on Lady Ada Lovelace- First Computer Programmer or any topic specifically for you Only $17.96 $11.86/page Her vision revolved around the possibility of making the machine act upon symbols, rather than just numbers. She proposed that symbols should be interpreted on the basis of some rules and numbers should be able to denote entities rather than just figures. It is due to these contributions that computers have progressed to serve different needs of the humans, instead of only mathematical purposes.

Employee Motivation Role in Modern Management - 581 Words

Employee Motivation: Role in Modern Management Motivation as a word draws its authentic meaning from the Latin word ‘movere’ meaning to move. Motivation transitions us from a dull state to being enthusiastic and interested. As a positive and implicit force, motivation shapes the path of our behavior, energizes the behavior and elicits the normality to uphold it. The definition clearly points out that an individual must be passably energized and enthused and must be willing to patiently and enduringly implement their energy in realizing the set goals. While motivation may seem like a personal call, managers should not presume that their labor force would naturally tap in and individually attend to the call. Therefore, the first elementary roles of managers should be to motivate the labor force to work toward realizing the firm’s goals and their individual goals. In an attempt to motivate employees, managers must first realize that for people to perform better, the surrounding environment must suit their centra l emotional drive to obtain, understand, relate and defend (Nohria, Gryosberg and Lee, 2008). The goal centers on the manager’s aptitude to learn his employees and then embrace techniques that will stir motivation upon them. Modern management entails hiring labor force with relevant skills in meticulous areas than the manager’s. The manager then clearly defines the job specifications and expectations to the employee so that their skills and knowledge are aligned withShow MoreRelatedEmployee Motivation: Role in Modern Management600 Words   |  3 PagesEmployee Motivation: Role in Modern Management Surviving the existing competition and remaining profitable and relevant in the market is a challenge faced by every enterprise. In order to achieve this, different methodologies are available for use by different companies. 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In this short report, a few models that have been studied, and how they work within a software-based company,Read MoreThe Inner Drive of Motivation984 Words   |  4 PagesMotivation is simply means an inner drive to behave or act in a certain manner. To relate Organization and Human Resource, motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. There are three key elements of motivation, which are intensity, direction, and persistence. Intensity is refers to how hard a person tries on something. Direction is the orientation, path or g uideline that benefits the organizationRead MoreFunctions, Roles, And Activities Of Managers881 Words   |  4 PagesExplain the functions, roles, and activities of managers. Research two companies within the last 3-years, not described in the book, and discuss what managerial characteristics were essential to lead change. Controlling, coordinating, staffing, and planning are the key functions that managers play in an organization (Lussier, 2012). Managers control and coordinate resources to achieve set goals and objectives. They are involved in both the formulation and implementation of strategies in the organizationRead MoreArgument of Hr1723 Words   |  7 Pagesunderstand the important position in the development of a enterprise. In modern times, HR has been promoted to a high degree of enterprise development strategies and plays more and more important roles in the development of enterprises. In the modern business management, HR is the core position. It is important for a wise leader to consider HR as the main part and power of the management. Because of the important role of HR, the human resources managers are demanded to have professional skills

Human Resource Sergeants ( Hr Sergeants ) - 993 Words

The question we must ask ourselves is what exactly the Profession of Arms is and what is our role as Human Resource Sergeants (HR Sergeants) what is it that we bring to the fight, what’s our contribution to the Army’s overall objective. As we emerge from years of war, from constant back to back deployments to Afghanistan and Iraq, we find ourselves in an era of persistent conflicts where we find ourselves embroiled in conflicts all around the world. In a world that seems more dangerous today than it was yesterday it is important we remain vigilant and remain capable of fighting and winning our nations wars. We must never forget the ethics instilled upon us by the Army. We must hold fast to our Army Values to which our profession is†¦show more content†¦As Human Resource Professionals our core competencies our very profession places us at the very heart of the profession of arms. HR Soldiers impact Soldiers careers every day. The Balancing Role of the Professional’s Leader: Balancing the role of the Professional Leader has been an ongoing issue for the Army since the latter decades of the 19th century when the U.S. Army was professionalized. The Army has struggled with the matter of balancing a force as massive as the Army. When out of balance the Army does not have the capability to send Soldiers where they are needed. During the Second War in Iraq it was obvious that the Army was not upholding this balance, junior leaders in the Army were fighting against a counterinsurgency campaign that they were ill prepared to handle due to a lack of necessary experience and equipment. Army leaders must balance the link between the Army’s culture and it’s climate and institutional practices. When there is a proper balance it has a huge impact on the mindset of the Army’s Soldiers. 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An Analysis of the Observed Heterozygosity of Lake Trout Free Essays

An analysis of the observed heterozygosity of Lake Trout populations from three lakes: Devil, Eagle, and Loughborough, inferred from microsatellite genotypes. Abstract: This study was undertaken in order to compare the heterozygosity of three Lake Trout populations at various loci. Samples of twenty-five Lake Trout were collected from three lakes: Devil, Eagle and Loughborough, all three of which are situated north of Kingston, Ontario. We will write a custom essay sample on An Analysis of the Observed Heterozygosity of Lake Trout or any similar topic only for you Order Now An autoradiograph was used to analyze the genotypes of the individuals at six different loci of microsatellites, which are repeat sequences in the DNA that are neutral and do not code for proteins. This data was used to compare the genetic diversity of the three different trout populations. Numerical values for observed heterozygosity (Ho) were then generated using the data and the Doh heterozygosity calculator. The results have indicated that the mean heterozygosity in respect of Devil Lake trout was significantly greater than that of the trout in Eagle Lake (p=2. 89E-7) as well as that of Loughborough Lake (p=1. 44E-19). Furthermore, the mean heterozygosity for Eagle Lake trout was significantly greater than that of Loughborough Lake (p=2. 2E-6). This may be due to the fact that natural selection acts as a force to cause inbreeding to eliminate harmful genes causing low heterozygosity in a population. In addition, human and natural effects occurring in the lakes, for example, fishing and water temperature may cause differences in heterozygosity. Understanding and using these findings may help with sustaining fish populations. Introduction: Heterozygosity is the measure of the genetic variation in a population at a particular gene locus. Genetic variation within a population is important in maintaining or increasing the fitness of members in the population and ultimately the survival of the species. Fitness describes the capability of an individual species of a certain genotype to reproduce, and is usually equal to the proportion of the individual’s genes in all the genes of the next generation. A positive correlation was found between the heterozygosity at the loci and the fitness (survival and maturation) of the fish, suggesting that heterozygosity is advantageous (Pujolar et al. 005). A heterozygote advantage describes the case in which the heterozygote genotype has a higher relative fitness than either the homozygote dominant or homozygote recessive genotype. An individual’s fitness is manifested through its phenotype, and the phenotype may be affected by both genes and environmental characteristics. One such characteristic that was observed to possibly have an effect on levels of heterozygosity in a population was the area in which the population lives. In an experiment conducted by Rowe et al. 1999) the heterozygosity of various populations of Natterjack Toads (Bufo calamita) found in several areas were compared, ultimately discovering a lower heterozygosity in a population that is isolated from others. Volckaert and Zouros (1989) conducted a study to measure genetic diversity levels in scallops (Placopecten magellanicus) and discovered levels of heterozygosity to be highest as age increased. Ferguson (1990) found similar information that affects diversity among rainbow trout (Oncorhynchus mykiss) and concluded that heterozygosity levels were proven to have a direct relationship between the sex, size and age of the fish. There are many factors that may affect the genetic diversity of a population. In particular, various events and environmental characteristics may affect the genetic diversity of Lake Trout. One factor may include fishing. This activity may cause the population of the fish to decrease at an unstable rate, thus this study will be undertaken to determine the many factors that may contribute influences to the genetic diversity of Lake Trout in three lakes: Devil, Eagle and Loughborough Lake. Using six microsatellite loci from 25 Lake Trout from all three lakes, observed heterozygosity values that act as an indicator for genetic diversity, will be obtained and analyzed. This data can be further used by analyzing and providing additional information about the influences of certain characteristics on population genetics. Results: Figure 1 illustrates that the lake with the greatest observed heterozygosity is Devil Lake. It was determined that the observed heterozygosity of Devil Lake is significantly greater than the observed heterozygosity of Loughborough Lake (p=1. 4E-19). The sample size for all 3 lakes was 25 Lake Trout. Figure 1. The graph illustrates the mean observed heterozygosity of the three lakes. The error bars represent standard deviation. Discussion: The conducted experiment involving heterozygosity of Lake Trout from Devil, Eagle and Loughborough Lake shows that there are significant differences between the three lakes. Devil Lake had the highest mean heteroz ygosity within its population, Eagle Lake heterozygosity was found to be in the middle and Loughborough Lake with the lowest. It was determined that the observed heterozygosity of Devil Lake was significantly greater than the observed heterozygosity of Loughborough Lake (p=1. 44E-19). The difference in the data set’s outcomes may be explained by a number of factors, such as natural selection, fishing and restocking the lake, and lake temperatures. All these factors may cause diversity in heterozygosity. The goal of an organism is to reproduce and pass their genes on to the next generation allowing the species to survive. The passing on of genetic material can be achieved through inbreeding or outbreeding. Inbreeding is the breeding amongst family or self; outbreeding is the breeding with members of the same species that are not closely related. It may be believed that inbreeding is not good for a population with such opinions being based on having seen the result of inbreeding in humans. Inbreeding as well as outbreeding, however, has both advantages and disadvantages. One advantage of inbreeding is its ability to depress the expression of recessive alleles (Ellstrand and Elam 1993). In a population with a damaging recessive allele, an individual may not seek to mate with anyone who potentially carries or expresses that allele. In this example the population might inbreed to decrease the heterozygosity in an attempt to remove the harmful gene. Mating within the family- when it is apparent that the family does not carry the detrimental allele, is more ideal in an evolutional prospective than putting the survival of that population at risk. In regards to Ellstrand and Elam’s study, this situation could occur in the Lake Trout from Loughborough causing the Lake Trout to have a lower mean heterozygosity. This Lake Trout population could be purging undesired alleles from its gene pool. One can conclude that not only does genetics have an effect on heterozygosity, but humans do as well. Another factor that may cause a loss of genetic diversity is fishing pressures. Smith et al (1990) suggested that fishing activities which concentrate on spawning populations differentially remove the older and more heterozygous individuals from the virgin stock. Previously stated, levels of heterozygosity are higher as age increases (Volckaert and Zouros 1989). Due to fishing, the amount of Lake Trout may decrease and there would be less fish. To fix the amounts of fish in the lakes, humans restock the lakes with hatchery fish (fish that are grown by humans and released into the wild). Evans et al. (1991) found that the human harvested fish tend to have lower genetic variation and actually decrease the fitness and survival of the native species. Loughborough Lake has the biggest population but the lowest heterozygosity. Compared to Eagle Lake and Devil Lake, most people from the Loughborough Lake area receive their income from fishing (Ontario Ministry of Natural Resources 1970). Excessive fishing depletes the amount of fish and creates the perceived need to continually restock the lake with fish. The practice of restocking the lake with hatchery fish may result in the large population of Lake Trout which would in turn decrease the heterozygosity of Loughborough Lake. There are other factors that may contribute to increase levels of heterozygosity in fish. One such characteristic that may increase levels of heterozygosity in fish is fluctuations in water temperature. Zimmerman and Richmond (1981) found that highly variable thermal regions demand for greater fitness. The fittest of fish are more heterozygous because they are able to survive in different temperatures. In Zimmerman and Richmond’s experiment, the greatest temperature fluctuation was 7Â °C, with the highest heterozygosity level of 49%. This trend may prove that the greater the temperature fluctuation, the greater the heterozygosity of a population living within the waters. The temperature fluctuations of the three lakes are: Devil Lake at 31Â °F, Eagle Lake at 21Â °F, and Loughborough Lake at 7Â °F (Ontario Ministry of Natural Resources 1970). These numbers correlate with the data by showing that Devil Lake with the highest temperature fluctuation has the greatest heterozygosity, whereas Loughborough Lake with the lowest temperature fluctuation has the lowest heterozygosity. The mean heterozygosity of Lake Trout from Devil Lake was significantly greater than that of trout from Eagle Lake, which was greater than that of Loughborough Lake. Potential reasons for genetic diversity may be caused by natural selection acting as a force to cause inbreeding to eliminate harmful genes, fishing in the lakes which then require the lakes to be restocked with hatchery fish, and thermal fluctuations that cause differences in heterozygosity. Further research and experiments specifically looking in depth at effects that causes genetic diversity should provide greater insight into why the heterozygosity in populations varies. Literature Cited: Ellstrand N. , Elam R. 1993. Population genetic consequences of small population size: implications of plant conservation. Annual Review of Ecological Systems. 24: 217-242. Evans D. , Casselman J. , Wilcox C. 1991. Effects of Exploitation, Loss of Nursery Habitat, and Stocking on the Dynamics and Productivity of Lake Trout Populations in Ontario Lakes. Ontario Ministry of Natural Resources. 193: 1-3 Ferguson M. 1990. Enzyme Heterozygosity and growth in Rainbow Trout: Genetic and Physiological Explanations. The Genetical Society of Great Britain. 8: 115-122. Ontario Ministry of Natural Resources. 1970. Map of Eagle Lake. Map of Loughborough Lake. Map of Devil Lake. Queen’s University Map and Air Photo Library. 613. Pujolar J. , Maes G. , Vancoillie C. , Volckaert F. 2005. Growth Rate Correlates to Individual Heterozygosity in the European Eel, Anguilla Anguilla L. Evolution. 59: 189-199. Rowe G. , Beebee T. , Burke T. 1999. Microsatellite heterozygosity, fitness and demography in natterjack toads Bufo cala mita. Animal Conservation. 2: 85-92. Smith P. Francis R. , McVeagh M. 1991. Loss of Genetic Diversity due to Fishing Pressure. Fisheries Research. 10: 309-316. Volckaert F. , Zouros E. 1989. Allozyme and physiological variation in the scallop Placopecten magellanicus and a general model for the effects of heterozygosity on fitness in marine molluscs. Marine Biology. 103: 51-61 Zimmerman G. , Richmond M. 1981. Increased Heterozygosity at the Mdh-B Locus in Fish Inhabiting a Rapidly Fluctuating Thermal Environment. American Fisheries Society. 110: 410-416 How to cite An Analysis of the Observed Heterozygosity of Lake Trout, Essay examples

Role of Social Media to Develop Multinational Organization

Question: Write an academic essay on the following topic: - How can Social Media such as LickedIn, Facebook and twitter be used to improve knowledge sharing, build social capital, support innovation and aid problem solving in a multinational corporation. - Discuss the associated risks and benefits for this context. Answer: 1. Introduction The social media is a platform where millions of people interact with each other daily. It was not very long ago that this platform was used by only a few people, or who are experts in the field. Standing at this point it can be said that this has taken up the time of almost every individual. There are three top social media networks that have the largest number of customer base or are followed by the people (WHAT IS SOCIAL MEDIA?, 2015). With the growing popularity of the social media it can be said that many multinational companies are using this platform to enhance their image. This form of media plays essential role in shaping up the organization. With the passing days the organizations are now considering a more people oriented job rather than the task oriented job. These are done so as the employees of the organization are able to socially interact with each other and they can generate new ideas and can lead the business to a new direction. Social media has changed the traditional marketing tactics which included the advertisings, public relations, publicity (WALTHER, 1996). More over it has become a part of the life for all the people, whether it is an individual or an organization. It needs to be noted that most of the organization are now using this platform to market their products. The trend is new and has been greatly done for the past 3-4 years. Social media is a computer based application using the internet by which people can exchange information between the users (Soukup, 2004). It can be said the communication in business can reduce the ambiguity and uncertainty of the business. More over it can be said the social media are the shortest route if communication and marketing for an organization. Today there are a number of social mediums or social networking sites like Facebook, LinkedIn, Twitter, MySpace etc. it was seen that almost 90% of the organizations are using the social media sites to build the companys brand as well the image of the company. It is also to be noted that there are certain conflicts as to whether the company uses the social media as s source of marketing or are they using it for the sake of using. Though on the other hand the organizations must ensure that the social medias (Haythornthwaite, 2005). are used as an effective tool for the communication and not simply using it as a social media like the common people. Thus, building social capital, improving the knowledge sharing, supporting innovation and aid in problem solving are some of the ways the organization can use the social media. 2. How the social media are used to build social capital? The people in the organization are considered to be the assets of the organization which are intangible. The social media can be said as a tool for the sharing of knowledge among the employees so that the organizations can have a competitive advantage over the others in the market. It makes it possible for the people to connect online so that the employees can share their knowledge among the various organizations. Moreover the employee also bring in valuable information to the company, thus it is important for the company to maintain the and manage the social capital of the company (Treem Leonardi, 2015). The advantage of the social capital is that it sets up a communication of among the employees of the organizations as well within the organizations (Gil de Zu niga, Jung Valenzuela, 2015). It also helps to boost the knowledge of the employees; it breaks the ice between the employees as well as develops a stronger relationship among the employees. Moreover the social media are used to exchange the ideas pictures, video and even can support the video conferencing with the employees across the world (Jantsch, 2015). With the increase in the sharing of the knowledge among the employees of the organization, it increases the performances of the organization. It also enhances the personal development of the employees through the sharing of the knowledge as well as develops the team works among the employees. In brief it can be said that the multinational companies will benefit from the development of the social capital (Burke, Huma Marlow, 2015). 3. How the social media can improve the knowledge sharing? The employees share knowledge among themselves when the share information among them. Most multinational organization practices this use and they encourage the employees to share important information as well as access intellectual capital (Knowledge Sharing using Social Media in the Workplace, 2015). There are several organizations where such practices are followed and the employees are rewarded for their actions. In companies like IBMs Lotus Development, a system of rewarding the employees have been initiated so that the employees are more encouraged to share the knowledge. More over the employees are able to produce the information in the annual meeting of the company which develops 25% of the companys development. Through the process of sharing of the knowledge, the individual knowledge of the employees are transferred to the company which improves the innovative ideas being generated within the individuals and ultimately enriches the organization. It also helps the organization to face the competition from the other players in the market. Since the company will be able to gather the knowledge as well as improve them so that they are able to keep up with their competitors. Thus the companies are able to combat the competition from the others in the market or the competitors, so the organization can achieve the goals (Winkelen Tovstiga, 2009). Moreover it was seen that the individual who were interactive were more prone to create knowledge. It can be seen that most of the companies have well developed pages in eth social media, like Vodafone, PG, etc. These companies and many others facilitate the customers to follow them in the social networking sites where the users are able to share the valuable information about the products of the company. It also encourages the company to communicate with the people and get to know the views of the people in personal as it facilitates the easy as well as instant transformation of the message. More over the interaction over the social media helps in the creation of teams of people with discuss matters over this platform. 4. How the social media helps in communication? The social media helps in creating an internal channel of communication within the organization. The communication channel develops between the employees of the organization and the organization itself. This process of communication helps to transfer the knowledge to the various departments of the country as well as in various countries where the company is operating (Maggiani, 2015). The process of communication often helps in the solving of the problem of the company. With this the companies are able to have a healthy communication with the employees vertically as well as horizontally. The employees are able to share their valuable comments and solve complex issues by discussing over the topic. There is an advantage that the social media sets up a communication channel between the external parties and the company. 5. How does the social media support innovation? It can be said that, to sustain the market, it is necessary that the company constantly innovates. With the process of innovation, being in process, new ideas flow in the business. There is more chance that the people in the organization take part in improving the ideas of the business. This is done so that the company in a competitive advantage from the competitors. This can be only ensured if the employees of the company are constantly innovating new ideas (Great Valley Publishing Company, 2015). The social media acts as a platform for the people to discuss ideas with various people from the company or from outside, thus gathering valuable and new ideas. This platform requires no additional cost on the part of the employees and the company thus they are able to concentrate on the generation of the ideas without being to worry about increasing the cost of the company. The market is ever changing and it is the duty of the employees to keep updated in formation of the market scenario so that they are able to see the threats and be alert of the coming situation. Thus the innovation of new ideas are a target that the employees must achieve so that the company can be benefitted; failure of which the company will lose out and the competitors will be ahead of the company. 6. How do the social media help in the process of problem solving? There are constant problems within the organization as well as external to the company, with the external service providers of the company. But the company will be able to solve the problem with the process of communication. It needs to be kept in mind that the various attribute of the social media are inter-connected to each other (Page, 2015). Thus it can be said that with the process of communication and sharing of the knowledge, the problems can be solved to a great extent (Foster, 1999). It can be used as a tool to open a communicating channel between the employees and the external service providers as well employees of other organization. This will in turn lead to solving of the problems which had arisen previously. It must be noted that knowledge sharing of problem areas will ultimately improve the problem to a great deal. This is possible as the social networking sites like Facebook, LinkedIn, Twitter provide a one to one relation to the employees. Moreover it needs to be seen that the company will be able to solve the problems of the company as the basic information as well as solutions to the problem can be given to the people through the process of social networking. Moreover the social media provides online solutions to the customers to solve their respective problems. 7. The benefits of using the social media The advantages of the social media are elaborately discussed above. Thus a brief summary is given to assess the advantages of the social media. 7.1 The social media promotes the communication between the employees and the organization- not only the social media provides internal communication of the organization but also external communication. The process of communication also enhances the sharing of knowledge of the organization as it allows everyone to participate (Amine Chatti, 2012). This creates a pool of prospective people who will ultimately share their knowledge over the social media. The employees are able to give in more detail once they share their knowledge with each other. Communication process also increases the chances of the people of the organization to solve their problems internal or external to the company. 7.2 The convenience that the social media provides- it must be kept in mind that the social media has gained a lot of popularity over the last few years. Not only are the people using this platform to share their views, but also the multinational organizations are also using this platform to communicate with the people as well as other organizations (Page, 2015). The popularity of the social media has risen due to the fact that the people are finding it more convenient as well as time saving. Moreover it also facilitates the process of learning and sharing of knowledge among a large number of people, within the organization as well as outside the organization. 7.3 Innovation is enhanced with the help of social media- the increasing usage of the social media helps the employees to innovate various ideas so that it can be implemented to the business and that the company is able to stay in business and have a competitive advantage over their competitors. If the company is not innovative enough then the company can lose out to its competitor (Kenly Poston, 2015). Moreover the employees also change pr remodel the ideas so as to fit with the changing needs of the market. 8. The threats of using the social media Though there are various advantages to of using the social media, the disadvantages of using the social media are also several. The disadvantages of using the social media are: 8.1 There are increased crimes and fraud in the organization due to the technology- the companies should be aware of the increased rate of the cyber crimes that are taking place over the internet. Thus the communication of the employees is under the risk of being impersonate. Thus the company should be aware of the fraud, impersonating that are taking place over the internet so as to stop the piracy of the confidential information. 8.2 The threat of the information being public- there is a greater risk the information being publicized while the employees are using the social media as a tool for the sharing of the knowledge. Moreover there is risk that the employees may leak the secret data of the company to the employees of the other organization (Gehman, 2015). There is also a chance that the companys product may be criticized publicly in the media, and in turn can hamper the image of the company. There is a major threat the company will lose its potential employees or the prospective candidates if there is a bad publicity of the company. As more and more people are using the social media, there are no hidings of the news or bad publicity of the companies thus leading to the disruption in the image of the company. 8.3 There is decreased level of productivity of the organization as well as the employees- if the employees spend most of their time in the social media, then their production level will decrease over time, as they will engage in retrieving information, and not implementing the change in the process (Kenly Poston, 2015). The employees will lose their capability to present before the company any performance, as they will be present physically in the organization, but their work quality will be below the normal. Thus it can be said the employees who engage themselves in the social media during the work hours as they will decrease the product quality and ultimately will let down the image of the organization. 9. Conclusion To conclude it can be said that the social media is a very recent development in the field of marketing of the employees and it should be wisely used by the organization (Mandiberg, 2012). The social media plays an important role in the multinational organization. It helps in the process of communication of the employees among the organizations. It also helps in the development of internal as well as external relationship of the employees which assists in the development of new ideas. The transformation of information of the organization can be the process from the creating of the knowledge to the sharing of the knowledge (Gehman, 2015). Thus the multinational organization will get advantaged if there is an integration of the social media and the management of the knowledge. Apart from the advantages of the social media, it can be said that there are several disadvantages of the social media. There is a threat that the increased use of social media will in turn increase the crime rates and miscommunication within the multinational organizations. Moreover there is a chance that the productivity levels of the individuals as well the company in turn. To control the increased crime rates and the level of miscommunication, the companies should try to enforce the corrective measures as well as implement management policies so as to bring the situation under control (Bryfonski, 2012). 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