The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes

The foundations of public HRM Scholars have asserted that effective human resource management is fundamental towards realizing the success of a public organization (Hays Kearney, 2001). Traditionally, the personnel manager (PM) was charged with the responsibility of effective human resource management.Advertising We will write a custom term paper sample on The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes specifically for you for only $16.05 $11/page Learn More However, prior to experiencing the incessant transformation, the management of people within public institutions was left to the HRM that relied on comparatively old theories, processes, and goals. The following perspectives detail the foundations for the public HRM systems. Traditional theories The normative HRM theory The public HRM systems are founded on the normative theory that embraces both the soft and inflexible or hard HRM concepts under which the human resour ces management basics are anchored. In fact, the hard or inflexible human resource management model forms the HRM customary strategic base. The hard HRM model has its foundation on the Harvard conception, which was developed to link the organizational strategies to the management of employees (Guest, 1999). The inflexible human resource management model emphasizes the correlation amid the operational units and procedures namely work laws, contract consultations, productivity assessments, reimbursement and rewards, staffing, the psychoanalysis of employment, and staff scheduling to the adopted commerce strategies. Thompson (2006) claims that these tend to apply the public institutions wellbeing in excess of the contradictory happiness and aspirations of the workforces. The theory recognizes the public institutions employees as unreceptive resources, which can be used and disposed by such organizations at will. On the other hand, the soft human resource management model was derived fr om the Michigan HR perspective and it forms the contemporary strategic HRM approach foundation. Instead of seeing the human capital as ‘resources’, the soft HRM concept observes human capital as public organizations ‘assets’.Advertising Looking for term paper on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More Besides, the soft HRM concept puts emphasis on public institutions rapport building, organizational culture, headship development, conflict management, as well as organizational development as foundations for ensuring performance and enhancing trust by means of cooperation (Gratton et al, 1999). The perspective worked under the supposition that anything that was perceived to be good for public institutions was equally good for the organizational workforces. The critical HRM theory According to (Berman, Bowman and West (2012), the critical human resource management theory is a conception th at reacts in opposition to the normative model. In fact, the critical premises for HRM tend to draw attention to certain inbuilt inconsistencies found within the HRM normative model. The critical HRM theory supports the existing rhetoric space given that public institutions allege that they are following the soft human resources management principles while they really implement the ‘inflexible HRM’. Gill (2007) conducted a research study, which confirmed that whereas various public institutions alleged that workforce is amongst their key essential capital and claim to be making various dedications for their respective growth, development, and wellbeing the certainty is that public institutions implement the strategic controls founded on the inflexible HRM. Besides, the interests of the public institutions usually get precedence over and above human being or single worker (Noon, 1994). The Human Resource Management Behavioral theory In the deliberation of workers’ behavior as the intermediary amid the organizational presentation and strategy, HRM behavioral theory finds its pedigree from the theory of contingency.Advertising We will write a custom term paper sample on The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes specifically for you for only $16.05 $11/page Learn More Having power over the behavior and attitudes of members of staff is the major intention of human resource management intercession as apprehended by this theory. This suits a variety of the adopted strategies intended to acquire the preferred performance. Rather than this theory basing itself on the human resources’ aptitudes, knowledge, and skills, it derives it basis on the workers behavior (Kane, Crawford Grant, 1999). For example, a good labor force is necessary for an institution that is aspiring to innovate. This workforce will however display high degrees of creativity, teamwork, exceptional quality, c ontinued focus, risk-taking tendencies, and concerns over high quality that emerges as innovative behaviors. Generally, to reinforce and inculcate such pattern of behaviors in the labor force is the main role of HRM in such perspective (Hays Kearney, 2001). The HRM systems theory This model brings the systems theory into play to describe an institution in regards to the amount of production, throughput, and input. In fact, the business transaction mixes up in the entire systems within the adjacent milieu. The personnel dealings put in order encompass the service or ensuing product output, energy make over inside the system at throughput, as well as input. On the other hand, the provisions for communication on discrepancies come about via the pessimistic feedback loop (Berman, Bowman, West, 2012). In the systems theory outlook, the role of human resource management encompasses making the exchanges possible within the surroundings found in the open system. The other role of HRM is t o set up a contact device to bumper the core of expertise from the environs inside the systems that are closed.Advertising Looking for term paper on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, to make certain that there is contentment in jobs, systems approach employs other methods as well as the behavior supervision by way of pay systems and performance appraisal. Therefore, this makes productivity better in view of the fact that the employees’ work in accordance with the institutional policies. Finally, the systems perspective in guaranteeing the necessitated experience in the labor force, it ensures competence administration (Berman, Bowman, West, 2012). In return, these skills and competencies make the input that an organization calls for. The HRM theory of Agency or Transaction Cost The agency or Transaction Cost approach is one of the numerous theories of human resource management. This perspective holds into the view that, depending on the efforts of other people in a faction and decreased individual presentation is the natural and resilient inclination of persons in a group operation (Houston Cartwright, 2007). Actually, conflicting interests re gularly take place at the time when an individual hand over a contractual obligation to a different personality. Just like the other perspectives, the promotion of substitute means of behavioral management is the main task of the human resource management. The role reduces the prices and trims down the causes of inconsistent interests in the organization. In this perspective humanizing productivity and setting up efficient systems of control is done through the prevention of job shrinking and scrutinizing the behavior of workers. The second approach in this model is to augment personal performance by endowing workers with incentives like job discharge, impetus, and recompense. Thus, the espousal approaches that reduces the costs of transaction is necessary to the organizational human resource management (Houston Cartwright, 2007). Goals and processes of the public HRM system The traditional HRM system played a decisive role in all public institutions with respect to resource manage ment. For instance, the HRM goal was to ensure that all institutions had the right workforce needed and whenever they were needed by the organizations. In fact, the customary HRM managed and created the employees rewards and compensation plans as well as the training, selection, and staffing of new organizational workers (Daley, 2006). Furthermore, the HRM system was set to assist public institutions on matters relating to the employees resignation, retirements, agreement terminations, and disciplining. The HRM was perceived to play a significant role of fostering democracy in public institutions. For example, the traditional HRM systems were aimed at ensuring that the public organizations workforces were treated both justifiably and fairly when they work in diverse environments (Wright McMahan, 1992). Logical and informed case The aspects of the foundations of public HRM that must be retained Under the foundations of the public HRM systems, the best practices prescriptions ought t o be retained. In fact, both the soft and hard HRM concepts under which the human resources management basics are anchored should be retained. Retaining the hard HRM model will help public HRM in linking the organizational strategies to the management of employees (Blyton Turnbull, 1994). This aspect will help public organizations in linking work laws, job consultation, productivity assessments, reimbursement and reward, staffing, the psychoanalysis of work and worker scheduling to the assumed trade and commercial strategies. Conversely, the soft human resource management model derived from the Michigan HR perspective should also be retained. The aspect will help the public HRM in placing more value on the organizational human capital by seeing such resources as public institutions most valued assets. Besides, the soft HRM concept aspects will help public institutions to build viable relationship, create a favorable organizational culture, develop good corporate leadership, and pro perly manage conflicts so as to improve on the organizational development, enhance employees’ performance, and build trust amongst employees via cooperation (Coggburn, 2005). Various goals and processes should be retained. For instance, the resource management processes including issues relating to the employees resignation, retirements, contract terminations, and disciplining must be retained and adopted in the new public HRM system. In addition, the customary public HRM employees’ rewards and compensation plans as well as the human resources training, selection, and recruitment strategies used in getting new organizational workers should be retained (Coursey, 2005). Retaining these public human resource management aspects will assist the HRM to ensure that all institutions had the correct labor force required and at whatever time they were needed by the organizations. Changes to be made to public HRM to make it more vibrant for the current era The public HRM systems have been focusing on the workforce behaviours, performances, competencies, practices, and systems reflecting the management, growth, and development of the strategic organizational human capital. Despite concentrating on the HRM administrative aspects, the level of organizational operations have continuously changed requiring new paradigms in the management of human resources (Kellough Selden, 2003). Thus, for the public HRM to be more vibrant for the current era, it is important that the HRM system should be transformed to incorporate the strategic business or value added component. Instead of just focusing on the employees’ benefits and compensation administrations, workforce development and trainings, performance evaluations, as well as recruitment and selections, the strategic component should be added to the public HRM system so that it can effectively utilize resources and have arrangements that are more elastic (Truss, 2001). These will help the public institutions t o realize their managerial objectives and goals besides gaining the requisite competitive market advantage. Hence, the strategic component should be incorporated so that instead of focusing on individual performances, the public HRM system concentrates on organizational performances. Finally, more stress should be put on the public HRM system trade tribulations resolutions such as the unconstructive and constructive complementarities instead of the solitary HRM practices. References Berman, E., Bowman, J. West, J. (2012). Human resource management in public service paradoxes, processes, and problems. London: SAGE Publications. Blyton, P. Turnbull, P. (1994). Reassessing human resource management. London: Sage. Coggburn, J. (2005). The benefits of human resource centralization: insights from a survey of human resource directors in a decentralized state. Public Administration Review, 65(4): 424-435. Coursey, D. (2005). Human resource management challenges in government information t echnology. Review of Public Personnel Administration, 25(3): 203-206. Daley, D. (2006). Strategic human resource management in public personnel management: current concerns, future challenges. White Plains, NY: Longman. Gill, C. (2007). A review of the critical perspective on human resource management. Melbourne: Melbourne Business School. Gratton, L., Hope-Hailey, V., Stiles, P., Truss, C. (1999). Strategic human resource management. New York: Oxford University Press. Guest, D. (1999). Human resource management-the workers verdict. Human Resource Management Journal, 9 (3): 5-25. Hays, S. Kearney, R. (2001). Anticipated changes in human resource management. Public Administration Review, 61(5): 585-597. Houston, D., Cartwright, K. (2007). Spirituality and public service. Public Administration Review, 67(1): 88-102. Kane, B., Crawford, J. Grant, D. (1999). Barriers to effective HRM. International Journal of Manpower, 20(8): 494-515. Kellough, J. Selden, S. (2003). The reinvention of public personnel administration: an analysis of the diffusion of personnel management reforms in the States. Public Administration Review, 63(2): 165-176. Noon, M. (1994). HRM: A map, model, or theory? In P Blyton and P Turnbull, reassessing human resource management. London: Sage. Thompson, J. (2006). The federal civil service: the demise of an institution. Public Administration Review, 66(4): 496-503. Truss, C. (2001). Complexities and controversies in linking HRM with organisational outcomes. Journal of Management Studies, 38(8): 1121-1149. Wright, P. McMahan, G. (1992). Theoretical perspectives for strategic management. Journal of Management, 18(2): 295-320. This term paper on The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes was written and submitted by user Mallory Oneil to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Jean Nouvel essays

Jean Nouvel essays Jean Nouvel has defined his work as that of one who is devoted to the assembly and fine-tuning of concepts. A concept creates a space of free connections between ideas, generated by their mutual synergy, which constructs a force field in which certain relevant issues and strategies are trapped. In other words, it stimulates and invites us to contemplate the solution of certain unknowns, to travel unexplored paths, to think differently. For Nouvel, the concept is thus a variable, complex state of relationship between a multiplicity of ideas from different sources which enables us to takle specific problems and reformulate them effortlessy. For Nouvel, facing up to emergency problems or old themes in the light of the present necessarily requires the production of a new conglomerate. It might partially share its elementary components with another, but only with systems of forces and dependencies that are utterly distinct from each other. The result is that these concepts are systems in constant redefinition, still in a magmatic state. They are permanently in their formative period. This prevent them from achieving recognizable structures and hierarchies. In other words, they are impure lexicons, languages in creation for which an appropriate grammar for the structure of their contents is yet to be developed. Thus, moving to the realm of the project, his buildings seem to have a certain spatial dismemberment and a natural assumption of imperfection. They are units in which there is no sense in speaking of organizations, in which lexicons from different sources are overlapped without reference to an overall model of order. What we really find fascinating is that in spite of being highly sophisticated as intellectual constructions, they do not appear to be so in formal or organisational terms. When the constellation of ideas suddenly solidifies in the project, it generate fascinating clusters with a deliberate, total lack of internal ...

ACT Percentiles and Score Rankings

ACT Percentiles and Score Rankings SAT / ACT Prep Online Guides and Tips What’s the difference between a good ACT score and a great ACT score? One way colleges make that distinction is by looking at ACT score percentiles. ACT score percentiles help colleges compare students with one another, rather than just looking at everyone’s individual score. Learn more about your ACT score percentile so you can maximize both your study time and admission chances. Then, find out your current score percentile using our detailed charts. What’s an ACT Percentile Ranking? Your percentile ranking is a comparison of your ACT score with everyone else who took the test. Specifically, your percentile tells you how many people you scored higher than. The ACT will give you a percentile ranking for your composite score as well as for your four subject-area scores. (For more on how the ACT is scored and how your composite is calculated, check out our guide.) Your ACT score percentile is not like a grade out of 100;rather, it’s a comparison between you and other students. For example, if you get in the 70th percentile, this means you scored higher than 70% of test takers. It doesn’t mean you got exactly 70% of the test questions correct. (In fact, the ACT is tricky enough that if you got about 70% of the questions right, your ranking would be closer to the 75th percentile.) What Are the Current ACT Score Percentiles? Now that you know about percentile rankings, it’s helpful to know what the ACT percentiles actually are, both for composite scores and individual section scores. You can use the following chart to find percentile rankings for your overall ACT composite score and for each section (English, Math, Reading, and Science). To find your percentile, first find your score between 1 and 36 on the left-hand side, and then slide over to the correct subject area or composite to see your percentile ranking. For example, a composite score of 30 has a 93rdpercentile ranking, but a Reading section score of 30 has an 87thpercentile ranking. Here's the most recent ACT percentile data from 2018: Score English Math Reading Science Composite Score 36 100 100 100 100 100 36 35 99 99 99 99 99 35 34 96 99 97 98 99 34 33 94 98 94 97 98 33 32 93 97 92 96 96 32 31 91 96 89 95 95 31 30 90 95 87 94 93 30 29 88 93 94 92 91 29 28 86 91 82 90 88 28 27 84 88 80 88 85 27 26 82 83 77 86 82 26 25 79 78 74 82 78 25 24 75 73 70 77 74 24 23 70 68 66 71 69 23 22 64 63 60 64 64 22 21 59 59 54 57 58 21 20 53 55 49 50 52 20 19 48 51 43 44 46 19 18 44 46 38 37 40 18 17 40 38 33 30 34 17 16 36 29 28 25 27 16 15 30 18 22 18 21 15 14 24 8 18 14 15 14 13 18 3 13 10 9 13 12 14 1 9 6 4 12 1 5 4 1 10 6 1 3 2 1 10 9 3 1 1 1 1 9 8 1 1 1 1 1 8 7 1 1 1 1 1 7 6 1 1 1 1 1 6 5 1 1 1 1 1 5 4 1 1 1 1 1 4 3 1 1 1 1 1 3 2 1 1 1 1 1 2 1 1 1 1 1 1 1 Source:ACT.org Did you know an improvement of 4 points on the ACT will revolutionize your chances of getting into your dream school? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. One important thing to note is thatthere's really no difference in percentiles at the highest and lowest score ranges. At the upper end, anything higher than a 34 composite score is in the 99th-100thpercentiles. Similarly, at the lower end, any composite score between 1 and 8 is in the 1stpercentile. However, things change quickly in the middle. For example, a 3-point jump from 17 to 20 raises your percentile from the 34th to the 52nd- or, from below average to average. To take another example, a 3-point jump from 26 to 29 takes you from the 82ndpercentile to the 91stpercentile. Getting into the 91st percentile is fantastic because it puts you in the top 10% of all test takers. What all of this means is that if you get a lower or middle-range composite score, raising it by just a few points can have a dramatic effect on your percentile ranking and thus your college admission chances. In addition, unless you're shooting for the most elite schools, if you get a 34 composite or higher, you probably shouldn't worry about having toretake the ACT. What About ACT Subscore Percentiles? ACT subscores give you more detail about your performance on the ACT and what specific areas you can improve on. However, as of late 2016,ACT, Inc.,no longer releases public information about percentile ranks for ACT subscores,so the only place you can get information about your performance on subscores compared with other test takers is your own ACT score report. If you haven't taken the ACT and are curious, you can take a look at this sample score reportfor the 2017-18 testing year. Note thatcolleges likely will not look too closely (if at all) at your subscores. When it comes to the ACT, your overall composite score is most important.It's the number most colleges use when reporting admitted student score ranges, and the scoremost often used to determine scholarship recipients. Ultimately, subscores can be used to give more context about your performance, but they're not be-all and end-all numbers. Does My ACT Percentile Actually Matter? Percentile rankings are important because they help colleges compare your ACT performance with those of other test takers. But the ACT score ranges for the colleges you're applying to are far more important than your overall percentile ranking. Colleges have average ACT score ranges for admitted students that usually don’t change drastically from year to year, and they rely on these ranges when making admissions decisions. This range is the middle 50%, or the 25th and 75th percentile scores,of admitted applicants. To find ACT score ranges for a college, search "[School Name] ACT scores PrepScholar." By doing this for all of the colleges you want to apply to, you can come up with a target ACT score. Your goal score will then be equal to the highest 75th percentile score for your schools. The goal is to get a higher than average ACT score for your dream college. Though your target score is most important, ACT percentiles can help you interpret your own scores better. For example, say you got a 30 on Math (95thpercentile) and a 24 on English (75thpercentile). Without percentile data, it would be hard to say exactly how much better you did on Math than on English.But with rankings, you can see that your Math score is excellent and your English score, while strong, could be improved- a 3-point jump to 27 could net you an 84th percentile score. To sum up, percentiles are a very helpful tool, both for college admissions officers looking at your application and for you in your own studying. But rather than obsessing over your ranking, aim for a score that is competitive for the colleges you want to go- this willgive you your best shot at getting into your dream school! What’s Next? Now that you know about the importance of percentiles, learn more about the average ACT score and come up with your own personal target score. Dreaming big? Find out what ACT scores you need to get into the Ivy League. And if you’re aiming for perfection, check out our guide to a perfect 36, writtenby our resident full scorer. Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. Have friends who also need help with test prep? Share this article! Tweet Halle Edwards About the Author Halle Edwards graduated from Stanford University with honors. In high school, she earned 99th percentile ACT scores as well as 99th percentile scores on SAT subject tests. She also took nine AP classes, earning a perfect score of 5 on seven AP tests. As a graduate of a large public high school who tackled the college admission process largely on her own, she is passionate about helping high school students from different backgrounds get the knowledge they need to be successful in the college admissions process. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. 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Survey of Healthcare Management Essay Example | Topics and Well Written Essays - 750 words

Survey of Healthcare Management - Essay Example This can also mean that the service delivery becomes slow or there are resources which might fall short of the expected count. This can result in many other service related failures which shall have a direct effect on the lives of the people who come to this healthcare organization and seek help. The need is to understand where the healthcare organization is going wrong and what corrective measures are required on its part to achieve success in the long run (Haines 1993). The service strategy should be such that any issues or concerns are directly addressed by the people who are at the helm of affairs. This would mean that there is a concerted effort to look after the customers so that the customer service can be made better and any issues that might seem failing are addressed at the earliest. This is the need of the hour as far as ensuring that a culture of customer service is developed within a healthcare organization. The service strategy at the healthcare organization creates an environment for employees by detailing each and every policy and standards to them. It has chalked out a plan under which the employees are acutely aware of what is expected of them and what they need to do in order to deliver at the facility. This keeps each and every action of theirs under a check and allows them to be vigilant no matter what happens. Also the healthcare organization is quite aware of the signed rules which have been done by all the employees so that there are no ambiguities which might result from time to time. The need is to understand where the employees might go wrong and what corrective steps shall be required on their part. This is the reason why the service strategy is more focused towards the tasks of the employees than anything which is different from the same. Hence the healthcare organization does not have any issue in understanding where employees might go wrong or what steps would be neede d in the wake of difficult

Guest Lecture Response Paper #+ Essay Example | Topics and Well Written Essays - 500 words

Guest Lecture Response Paper #+ - Essay Example Population growth has increased overtime effectively leading to upsurge in individuals in the urban settings. John Mandyck noted that it was important to embark on building strategies that ensure sustainability in terms of environmental well-being and reduction in energy consumption. Building physical structures should be conscious about environmental well-being. The basis of John Mandyck was enhancing environmental sustainability by venturing into green housing facilities. Physical structures that are built in the modern dispensation should have a focus on energy saving. Johns point of departure was that every building should consider environmental sustainability by raising physical structures that are keen on effective energy consumption. There are a number of things that were learned from the presentation in so far as sustainable development in construction is concerned. It is important to consider building from a multi-dimensional perspective. Case in point is that while it is important to consider the design and the structure of a building, it is essential to think about green facilities during construction. Additionally, energy saving is a critical component in building physical structures, and it is essential to ensure that the materials used are effective in meeting the objectives of sustainability in building. Most of the buildings consume up to 40% of the energy. However, the emergence of various technologies has effectively reduced consumption. The topic addresses a number of safety and health issues. To begin with, carbon emissions and heating emanating from the buildings pose a danger to a number of people. Consequently, carbon emissions to the atmosphere are an environmental hazard. The topic fundamental offers solutions towards dealing with the safety and health issues. Appropriate technologies are effective in reducing tendencies of heating in

growing up and loathing it :: essays research papers fc

Growing Up and Loathing It Alienation can be interpreted as loneliness caused by the lack of understanding of others, and may be caused by oneself or inflicted upon by another. During teenage years, boys are especially susceptible to the anguish felt as a result of alienation. Jerry Renault, the protagonist of the Chocolate War, is encumbered by both the alienation imposed upon himself, and that which is burdened upon him by a secret society known as the Vigils. The Catcher in the Rye introduces Holden Caufield who has segregated himself from all but a few of those surrounding him, and is deeply troubled by this. The alienation wrought by Caufield’s awkward ascension into adulthood is manifested in his fallacious attempts to casually interact with others. Because of their ages, Jerry and Holden feel threatened by the individuals whom they would normally associate themselves. This intimidation spurs the alienation and loneliness felt by Jerry Renault and Holden Caufield. Jerry Renault, an average teenager, has an issue with confidence that influences him to doubt himself, and thus alienate himself from his peers. Because Renault has low self-esteem and feels little influence from his classmates, he refuses to sell chocolates â€Å"like every other kid in†¦ school†(Cormier 66). He lacks the school spirit that others posses because he is excluded from them in his head. This reinforces Renault’s lack of influence felt as a result of others, and shows the fact that he is indeed alienated. In addition, after he refuses to sell the chocolates and is shunned by his classmates, â€Å"he [feels] invisible†(163). Jerry causes this himself, for his actions alone influence the entire student body to dissociate him from their ranks. Jerry who is suddenly forced to come to terms with the situation, instead, separates himself from his former peers even further. Also, even when the students realize that Renault is â€Å"some kind of rebel hero,† he refuses to respond to them and continues his self-imposed alienation (175). Jerry Renault, who at this point has lost all hope of being a normal student, continues his assault on all of that which he would hold dear. If it would not have been for his minuscule sense of self-esteem, he would not alienate himself from the rest of the student body. Jerry’s alienation from all the people that he would normally embrace has caused him mental and physical hardship concerning the interactions with others.

Alcohol and Drug Abuse Essay

Hello fellow classmates, today I’m going to inform you on Alcohol and Drug Abuse. Alcohol abuse is due to many factors, including how you were raised, your social environment and your emotional health. American Indians and Native Alaskans are more likely to develop alcohol abuse, also people who have a family history of alcoholism or heavy drinkers are more likely to develop some sort of drinking problem. People who suffer from mental health problems such as anxiety, depression or bipolar disorder are at risk because alcohol may have been used to self-medicate Alcohol abuse effects society in many ways including more people getting divorced, domestic violence problems, unemployment and even living in poverty, also if you have children they are effected the most as they are sensitive and are most likely to suffer from long-lasting emotional trauma because a parent or caretaker is an alcohol abuser Many people experiment with drugs for different reasons. Many people try drugs for the first time because they are curious; think they’re going to have a good time, because everyone around them is doing it including friends, others do it to enhance athletic performance or to ease other problems such as stress, anxiety or depression. Some may think using drugs automatically leads to abuse but it depends on the individual. Drug Abuse isn’t about how much you take or how frequently you take it, it’s about the consequences from taking the drug, if it’s causing problems at home, school, work or even relationships, it’s possible you have a drug abuse problem. Drug abuse affects society in many different ways such as, neglecting your responsibilities at school, work or home, causing problems in your relationships such as fights with your partner, family member or friends We need to change the way Alcohol and Drug abuse affects not only society but the abusers, because it is unfaithful to God’s teachings as he never wanted us to abuse anything in anyway shape or form. God’s love for everyone is so strong and powerful that he doesn’t want you to get hurt because you feel the need to abuse Alcohol and especially Drugs The solution to these problems is depending on there condition. Most abusers can control there use therefore and easy solution for them is moderation, for example setting limits and using there will power, but if that doesn’t work they need to obtain counselling, which will help them with different strategies in coping with all there emotions, but if someone is a social drinker because they have a low self-esteem, they can get psychological help to feel better about themselves so they don’t have to drink So we need to spread the word of god to start decreasing the number of people who abuse drugs and alcohol