Human Resources In US Healthcare

Human Resources In US Healthcare The healthcare industry is the largest employer in the United States, in 2002; this industry consisted of 518,000 organizations that employed 12.9 million individuals (Fallon McConnell, 2007). The healthcare sector employs 10.9% of all employment in the United States and has a 16% new job growth. The reason behind this growth is primarily due to two factors: increased in the use of technology and the continued aging of the population (McConnell, 2006). Large numbers of individuals are needed to provide, record, and bill for the services provided to the patients. Human resources are the backbone of the health organization because they address the need to ensure that each department is staffed with qualified and motivated personnel (Hernandez, 2009). In strategic human resources planning, the human resources department is an important member of the healthcare industry. The HR department is involved in a number of activates that together comprise of four major activity groupings: hirin g of employees, maintaining employees, retaining employees, and separating employees. To most people the human resources department is viewed as more administrative than advisory and as an enforcer of policies than the actual policy makers. Basically, people consider this department as where you go to get hired or to file your personal papers. There are times when other departments may look upon the human resources department negatively and this is due to the fact that other departments may not know the rules and regulations that HR must follow for example: a department manager may have a key position that has been vacant for a few weeks and because of the vacancy the other employees in the department has to work mandatory overtime (Bohlander, Snell, Reviews, 2009) An ideal candidate has been interviewed by the HR department and is then referred to the manager for another interview, the manager then tell HR that this is the exact person they are looking for and they would like this person to start in their department as soon as tomorrow, however, because of the proto cols that HR must follow they are not able to hire this person before a background check, references and a drug test has been done. The manager of the department may then complain to their senior manger that HR is taking their time or is unwilling to cooperate (Bohlander, Snell, Reviews, 2009). There are many departments within the healthcare field, from different types of physicians, nurses, administration and technicians. In hospitals the human resources has a part in hiring all of these people, in private facilities that is owned by one or two physicians the HR department will in most cases hirer everyone except the physicians. Physicians are some of the most important people that work in a hospital; they are traditionally the focus of the health care industry. The reason is because they are the people who primarily evaluate and diagnose patients conditions and prescribe treatment. When it comes to the hiring of a physician, it must be determine that their services will be an asset to the hospital because of their salary related costs. When there is a need for the hiring of a physician, the HR department must make sure he/she is competent, a background check must be preformed and they must make sure they are licensed to practice in the state where they are practicing. Ph ysicians must complete internship/residency which is a form of paid on the job training and this is usually done at a hospital. Nurses work closing with physicians because they provide the primary care to the patients in both hospital and clinic settings. The duties of nurses differ depending on the type of setting in which they are working. The different settings that nurses work in are: Hospitals Nursing homes Private practice Ambulatory center centers Managed care organization Worksites Government and private agencies Clinics Schools Retirement communities Rehabilitation centers Nurses are increasingly being employed by outpatient centers and home healthcare organizations because of the trends toward discharging patients from hospitals faster and performing many procedures in outpatient settings (Wolper, 2004). When a nurse is hired the human resources department must make sure that the nurse is licensed to practice. A nurses licensure is achieved by graduating from an accredited nursing school and completing a national exam. A physician that does not have a MD or a DO degree are non-physician practitioners, they provide health services in areas similar to those of a physicians. In 47 states and the District of Columbia, they can prescribe medication (Wolper, 2004). Human resources may be recognizable as 5 different models, these are: clerical, counseling, industrial relations, control and consulting model. Under clerical model, human resources perform the following duties: processor, file paper, keep records, and track various statistics and key dates and administrator of employee benefits plans. Under this model, the top manager of this department is most likely to be experiences as a benefits administrator or have a similar practitioner orientation. The counseling model is relatively common in hospitals because the total cost of employees represents a large portion of the budge and there is an emphasis on maintaining employees as effective productions. Under this model HR is likely to: function as an advocate for employees, place high priority on preserving privacy and confidentiality, actively stress training and development and function as a resource to managers for people problems, disputes, and disciplinary issues. The industrial relation s model develops in organizations in which the work force is unionized, and there are periodic contract negotiations and considerable activity having to do with grievances and arbitrations. HR functions specified by contract are performed automatically and as expected, with little room for flexibility or judgment in their performance. The control model observed in very few organizations offers the HR department substantial power, under this model little management action is taken without the clearance of HR; the HR department is current and knowledgeable concerning all legal requirements and the HR executive will be a key member of the organizations administrative team. The consulting model is usually found in larger organizations, under this model the HR practitioners are usually expert resources, relied upon by employees, department managers, and executive management according to need. There are alternative models such as managerial model and financial model, under the managerial model the HR has no particular strategic outlook or long range planning involvement. A HR function operating under the financial model displays maximum attention to HR costs, in particular, indirect compensation costs such as health and dental insurance, life insurance, retirement plans, paid time off, and other benefits. The human resources department of any healthcare entity must protect and encourage the quality of the patients relationship with the healthcare entity, but it also must protect and encourage the quality of the employees relationship with the healthcare entity. The employees of the healthcare industry must provide compassion and they should consider care but their job satisfaction is important. The major managerial function surrounding human resources are: Strategic Planning Recruitment and Selection Retention Compensation and Benefits Performance Evaluation Training and Education Legal and Regulatory Issues Strategic planning is the process of matching the human resources of an business with its goals and objectives. In strategic HR planning, the human resources department is an important member of the executive committee. Recruitment and selection allow hiring of the best candidate with the needed skills. When recruiting people for a new position, it is important to recruit internally as well as externally, because a member of the current staff may be appropriate for the position. It is important that new recruits fit into the organizational culture but it is also critical to assess the organizational culture to ensure that it is not a source of retention problems. For example: doctors lack of respect for nurses in some organizations has created a retention problem for nurses. The process of recruitment, selection, and training is intensive and expensive, in both actual cost and opportunity costs. High compensation is a factor that will enhance retention of workers, benefits is also im portant in retention. Performance evaluation is a way to define the level of competence of an employee as measured against a certain standard level of skills and knowledge. To encourage the practice of performance evaluation, many health care organizations, especially integrated health care systems are implementing, pay for performance, compensation plans. Pay for performance can be based on individual, tem, organization goals. Human Resources not only have to deal with many challenges such as training and education mandates, health care organizations must be knowledgeable of the legal and regulatory issues related to the HR department in general. This is especially when it deals with safety in the workplace and union regulations, because of the potential for exposure to blood borne pathogens and radiological substance. Health care organization must have appropriate safety measures in place to protect their employee against injury, as well as appropriate training to facilitate the use of these safety measures. Another challenge in HR is planning is very important in the HR department; by planning correctly (McConnell, 2006). HR can avoid having a surplus or a shortage. If HR has hired too many employees for the health care faculty then there would be a surplus but it do not hire enough then there would be a shortage. The health care organization is very diverse, diversity means a wider range of people bring ing a greater variety of approaches to work, ideas, lifestyles issues and many other things. Human resource policies must address these differences in order to attract, retain, and maximize the contributions of all members of the changing workforce. Human resource planning in the 21st century is a much more comprehensive set of analyses and examinations to ensure that the HR department function optimally contributes to the organizations overall business success. Human resources function is striving toward creating stronger business partnerships within the organization, the need for thorough and accurate HR planning is likely to be unique to each organization. There are laws that affect different aspects of employment relationship, the human resources department must be aware of these pieces of legislation. A significant legislation was the Civil Rights Act of 1964; this legislation marked the beginning of significant changes in relations between the government and business in the United States (McConnell, 2006). Before the Civil Rights Act, businesses were free to treat their employees essentially as they chose, there were only two exceptions: wage and hour laws and labor relations laws. Prior to 1964, the only laws that had not iceable impact on the employment relationship were the Fair Labor Standards Act and related state laws, and the National Labor Relations Act. Employees payment of wages and other related conditions of employment were governed under the Fair Labor Standards Act (McConnell, 2006). The relationship between work organizations and labor unions were governed under the National Labor Relations Act. The Social Security Act provided low income elderly people with social insurance. In 1937 this act was expanded to provide benefits to survivors of covered workers who became permanently disabled. The Health Insurance Portability and Accountability Act (HIPAA) went into effect on July 1st, 1997; this law ensures that most persons who change jobs will receive continuous health insurance without regard to many preexisting health conditions (McConnell, 2006). Organization need to consider a variety of issues when analyzing the impact of HIPAA on their organization. Some issues that may impact their organization are: HIPAA is about improving the efficiency and cost effectiveness of the healthcare system. Limited resources, both in terms of dollars, staffing, and time Convergence of e-health strategies and HIPAA objectives, which are clearly connect in the areas of standardization and technical security measures. Constraining effects of legacy systems within industry, which add to cost of compliance as well as ongoing dependency on vendors. There will be a profound impact on overall healthcare industry electronic communications and transactions HIPAA have pave the way for increasingly sophisticated e-health and other healthcare e-commerce and communications applications as well as for new uses of evolving technologies, such as hand held devices and wireless access (Fallon, McConnell, 2007). There are a few healthcare industry forecasts that will directly impact job analysis. In healthcare technology is ever and quickly changing and such technology makes new procedures and treatment possible. These new treatments and procedures provide a solution that meets medical needs for a number of patients, which leads to an increasing survival rate and the rising life expectancy of the nation as a whole. It is believed that over the next 15 years, there will be a shortage of physicians in the United States. We may also see a similar trend in the supply of nurses. With the demand for quality healthcare increasing by an aging population demanding more health care service, the nursing shortage will be an important strategic human resource issue in the health care industry (Shi, 2007). Job analysis will play an important role. Since the healthcare industry is forever changing, the idea of strategic job analysis surely will become a major focus on healthcare organizations. Strategic jo b analysis is the identification and specification of future jobs takes and responsibilities and the knowledge, skills, and abilities needed to perform those jobs that currently do not currently exist but are anticipated to be needed in the future. There should be also be anticipation of the future changes in terms of laws and regulations, employee demographics, profession shortages, technology, information, technology, and other possible changes (Shi, 2007). It is important for human resources to know which jobs and associated tasks will be needed in the future, along with identifying the knowledge, skills, abilities, and other requirements needed to perform such jobs, will be a potential advantage for health care organization desiring to effectively compete in the future.

Love :: essays research papers

. Background Information   Ã‚  Ã‚  Ã‚  Ã‚  Timothy is the student that I have chosen to develop this portfolio on. Timothy is seven-year-old child in first grade at the elementary school that I do my fieldwork at. Timothy has not yet been selected for special education, as it is his first year in school. In the classroom Timothy struggles with most of what he is asked to do. He has very poor concentration, and has great difficulty in following directions. Timothy is very fidgety and extremely disorganized. The socioeconomic status of this student is much the same as the other students in the class. Most are children from middle to upper middle class families in the West Islip neighborhood. When I spoke with the classroom teacher Mrs. Dragelin, I obtained some information related to Timothy’s family. Both of his parents do live at home and there was mention of drug use during pregnancy. As far as Timothy’s attendance in school, so far this year the student has missed 1 day out of 36 days. Timo thy has not been retained in any grades, due to being in 1st grade. Timothy on average is usually prepared for school. He has forgotten books at home that were needed the next day for class, and left books in his book bag when they were needed at his desk. II. Types of Interventions Provided at this Time.   Ã‚  Ã‚  Ã‚  Ã‚  At this time Timothy is involved with a pullout program for remedial reading. Timothy attends the remedial reading program five days a week for thirty minutes. At this time Timothy is not assigned to the Resource room, speech, counseling, or any health related programs. The classroom teacher has suggested that an auditory trainer could be helpful to capture Tim’s attention. That device consists of a radio-microphone worn by the teacher and four speakers are setup in the classroom to broadcast the teachers voice. This device has not yet been implemented in the classroom by the school. III. Testing Data   Ã‚  Ã‚  Ã‚  Ã‚  At this time there is no official testing data on record for this student. Many of the evaluation testing is done in the first grade. This year’s test are scheduled for May 1st 2001. At that time standardized IQ test will be taken and specific areas in need of direct instruction will be identified. At this time with out testing I would suggest direct instruction in language arts. Timothy has no recognition of letter sounds; he displays little to no comprehension of sentences.

1930s America-Feminist Void ? Essay

The 1920s have long been touted as an age of female enlightenment, as women set a course of equality and cracked the foundations of women’s sphere. Portraits were drawn of stereotypical ’20s femmes; crimson-lipped, bob-haired and befringed flappers peering down their ivory cigarette holders at restrictive Victorian mores; stalwart, placard-toting suffragettes proclaiming the need for female political activism; fresh-faced college coeds donning crisp shirtwaists to tap out office memos on shiny modern typewriters. American women contested traditional views of the female as moral guardian and domestic servant and challenged the nation to accept their egalitarian beliefs. But after the initial surge of support for women’s rights with the passage of the 19th Amendment in 1920, feminist fervor diminished throughout the latter ’20s and all but disappeared during the Depression. And with that reduced support for women’s rights came a renewed promotion of the traditional belief that women belonged in the home — not in the workplace. Although the Equal Rights Amendment, which was first introduced to Congress in December, 1923, continued to be bandied about in Congressional committees, opinion magazines rarely gave the issue a positive mention, and it seemed far removed from public concern. The 1930s brought apple-sellers to city street corners and breadlines to urban charity houses. In a depressed economy, unemployment figures escalated and federal forces concentrated on bringing Americans back to work. Or, more accurately, bringing American men back to work. For society viewed working women as un-American money grubbers, stealing jobs from men who needed them to support their families. Those who were concerned with feminist issues were further divided on how to concentrate their efforts. Many believed that garnering the right to vote was all the legislative support they needed, so they turned their attention to other concerns, such as the peace and welfare improvement movements. Some demanded protective work legislation, while others remained adamant in pushing for equal treatment in the job market. And still others were swayed by the not-so-subtle proddings of government forces to forget the issue of feminist rights until economic hardship had ended. Gone were the â€Å"new women† of the ’20s: the ’30s women floundered in a decade devoid of significant gains in the struggle for sexual equality. The League of Women Voters exemplified the notion that the fight for women’s rights ended with the passage of the 19th Amendment. In 1931, the league’s president went so far as to claim that â€Å"nearly all discriminations have been removed. But others noted that women failed to vote in a bloc, and that many failed to even consider women’s issues when casting their ballots. Therefore, many issues concerning women or issues promoted by women reformers simply failed from lack of support. Ironically, the 1930s began with the tenth anniversary of woman’s suffrage, but any attention to the matter revealed that in those ten years, women had ha d little effect on the political world. Josephine McGowan writes in the Commonweal: The 19th Amendment has wrought no miracle in politics. It has neither brought about dire consequences foretold by the anti-suffragist nor yet produced the millennium of which the pioneers dreamed. McGowan noted that while women gained the right to vote, many were indifferent to their new privilege and remained uninformed on current issues. Politics was still considered a man’s concern, and most women did not have the motivation to challenge this view. Lacking now the central issue of suffrage to rally around, many feminists turned from lobbying for women’s rights to promote other reform efforts. Becoming locked into the â€Å"paradigm of morality† role, many women became staunch promoters of the peace movement. Others turned their attention to welfare issues, spurred by the same drive that encouraged prohibitionists of the past. While these efforts were laudable, this divergence had the effect of leading women away from the concept of equal rights into separate channels that would rival each other and diminish any chance of a unified woman’s movement. Such disparity did not bode well for the Equal Rights Amendment. Discussion passed through Senate and House committees, until 1936, when the House Subcommittee favored the ERA for the first time and endorsed the amendment. In 1938, the Senate judiciary Committee reported it onto the floor. During the 1940 presidential race, the ERA became an election issue for the first time when the Republican party offered its support to the cause. But opposition to the idea of equal rights far outweighed the meager support it received. Even among supporters, differing ideologies clashed. Senate hearings in 1931 revealed that the Women’s Party supported the amendment as a protection from the current discrimination against women in salary, hiring and education. Listing approximately 1,000 discriminatory state laws — including laws in 11 states which gave a husband control over his wife’s wages the party argued against those who the ERA would weaken protective legislation. Such legislation often restricted the number of hours a woman could work, or the type of labor she could perform, making her less competitive in the industrial workforce. Indeed, the split of female opinion on this issue would be divisive, as clear cut† feminists refused protective legislation on the principle that it impeded equal rights for men and women, while other women – perhaps recalling the exploitation of women workers in 19th century sweatshops asked for special legislation to protect women from unscrupulous employers. Support for male and female differentiation strengthened during the ’30s after a decade of decline. Even those women who did manage to break into the political spectrum failed to unite women in a common struggle for equal rights. Caroline O’Day, elected to Congress in 1932, opposed the ERA because of its feared impact on protective legislation. As a social worker and member of the Consumer League, she believed women needed a governmental shield from labor evils. Hattie Caraway of Arkansas became the first woman senator popularly elected to her seat and won re-election in 1938, but though â€Å"she broke an important barrier . . . she accomplished little else. † President Franklin Delano Roosevelt, praised for seeking the advice of women in his administration, named Frances Perkins as the first woman cabinet member. But she herself asserted that married women ought not shirk their responsibilities to their families by seeking outside employment. McGowan further commented: In ten years, we have seen the political potentialities of women voters recognized by farseeing politicians who have rather grudgingly in many instances taken them into the councils of their parties, making them vice-chair of this or that local or state national committee; for the time has not yet arrived when men will voluntarily entrust to women the actual dispensation of party authority or patronage. Feminists who did manage to retain a sense of urgency in stirring enthusiasm and public support for equal rights had to face an antagonistic majority of their society, who felt that a woman put her talents to their best use in the domestic environs of her family. In the Atlantic, Albert Jay Nock pandered to feminine pride in agreeing that women could perform as well as their male counterparts and had demonstrated that fact for centuries. He then fell into the same tired truisms of emphasizing woman’s sphere, implying that the female must stand firm in her role as moral model. He stated, â€Å"Women can civilize a society and men cannot. † Nock’s article remains an interesting mirror of the popular opinion of the day. He upheld the stereotyping of men as children, unburdened by the responsibility of civilization. He expressed the stereotypical view that women needed to concentrate on applying their civilizing skills and avoid centering on the â€Å"over-stressed,† predominantly â€Å"male-oriented† instinct of workmanship. When women expended their energies demanding equal rights in the workplace, Nock argued, they allowed their more spiritual and artistic instincts to deteriorate. He seemed to look upon women in the workforce as acceptable, though unnecessary, additions. â€Å"One may easily see how our society, if it had to, might get on without women lawyers, physicians, stockbrokers, aviators, preachers, telephone operators, hijackers, buyers, cooks, dressmakers, bus conductors, architects. † He went on to assert that society could not survive, however, without women serving as a civilizing force. Nock, and the majority of the U. S. population, believed that women could civilize† not through roles as legislators, educators, administrators or preachers, but through the comforting domain of their immediate households. Only in molding their young ones and prodding their husbands toward responsible action could women serve their natural purpose. He stated: Our society cannot be civilized through women’s attainment of the ends that feminism has hitherto set before them, laudable and excellent as those are. It can be civilized by giving an intelligent direction to the interest and purchasing power of women. His feminine ideal of woman as intelligent consumer, while insulting to the many who found themselves struggling to produce as well, was well received in 1931. The key cause of this readiness to accept any excuse to remove women from their quest for equal rights stemmed from the increasing competition in the job market. Economic hardship forced many women into the working world, but the scarcity of jobs made men resent the added number of individuals struggling for positions. Throughout the 1930s, the sexist request that women refrain from entering the realm of the employed to solve the men’s unemployment problem came from labor unions, state and federal governments, and employers alike. Efforts were made to remove married women from the workforce. A 1932 American anti-nepotism law for government workers stated that only one spouse could work. While the law did not specifically state that the wife should be the one discharged, three out of every four who were dismissed under the law were female. Once again, prominent women only enforced these sexist tendencies. Mrs. Samuel Gompers proclaimed, â€Å"A home, no matter how small, is large enough to occupy [a wife’s] mind and time. She called women working outside the home â€Å"unnatural† and chided them (or taking jobs from men who needed them. The Women’s Bureau asserted that wives who held outside jobs were destroying the integrity of their families. Secretary of Labor Frances Perkins supported the concept of family wages. Mary Dewson, who organized the Women’s Division of the Democratic Party in 1932, believed women possessed specific qualities best suited for the â€Å"sanctity and sec urity† of the home. Protective legislation further carried out such female restriction. Under the guise of looking out for the needs of women, these laws counteracted every effort made toward equal economic rights for men and women. It was almost always assumed that women had different needs arising from their actual or indeed, and this was even more harmful, their potential role as mother, which made the search for equality not only irrelevant but possibly dangerous. Alma Lutz addressed this problem in her Atlantic article, indicating that the very laws which initially seemed to benefit women were actually menaces. In â€Å"protecting† women, they regulated their work and questioned their right to work. She argued that women had proven themselves capable, competent workers, and should therefore enjoy legislation insuring equal pay for equal work, instead of laws that placed them in special classes. What the Lutz article addressed — and what few men and women were willing to admit -was the discriminatory nature of protective legislation. In accepting special privileges, Lutz maintained, women were forced to accept lower wages to remain competitive with men. The alternative was unemployment. Men, who viewed the flood of women in the marketplace with alarm, were the greatest advocates of special legislation for women, hoping that it would curb the hiring of women. Lutz pointed out, however, that such laws would eventually hurt men as well, as they in turn would be forced to accept reduced pay to compete with the women who worked for less. Because women were paid lower wages than men for the same work, employers tended to keep them when cutting down the payrolls. During the 1930s, the percentage of master’s degrees and doctorates earned by women dropped significantly. While female university education increased substantially, those who attended college found the formerly high quality comprehensive education replaced by classes that emphasized training for women’s roles in the household. Women’s magazines promoted the virtues of motherhood and homemaking, condemning those who became involved in areas outside women’s sphere. Without training or public support, the ’30s working woman faced numerous obstacles in fighting for a suitable job. The public failed to admit that women composed a large sector of the working class and could not be dismissed with the passage of a few laws. Most were not working for the thrill of a career, but to keep their families sheltered and fed. Lutz encouraged society to accept women in the workplace. Men’s wages in industrial sections frequently could not support a modern-sized family, and the increasing percentage of employed married women reflected that problem. Lutz reiterated that many women were no longer supported by their husbands and needed to work to survive the Depression. In some households, in fact, the wife left her husband in charge of caring for the home and children while she worked an outside job. But while the number of married women in the work force actually increased by 50 percent between 1930 and 1940 – despite the Depression -women found enormous obstacles blocking their entry into certain fields. Most women found work in factory and clerical jobs, as traditional barriers against women in professional fields loomed higher. Instead of â€Å"glamorous† professions, 36 percent of working wives entered domestic and personal services, while another 20 percent were in apparel and canning factories. Those who were in lower-level professions, such as elementary and high school teaching, found men displacing them for higher pay. In 1939, the median salary of a male teacher was $1,953 a year, while female teachers received only $1,394. So while large numbers of women worked during the Depression, their status actually decreased. The non-unionization of women was one cause. The American Federation of Labor was established for organized, skilled, craft workers, and most women still held unskilled factory jobs. In addition, most unions continued to view women as temporary workers. But most prevalent were sexist attitudes that blocked women from entering unions and allowing women workers to organize. Samuel Gompers claimed that the AFL was not prejudiced, â€Å"it just wouldn’t accept ‘any nonassimilable race. ‘† Lutz encouraged men to recognize the benefits of allowing women to join unions: If . . . en will encourage women to organize, if together they will work for equal pay for equal work, for an adequate wage for both, they will be able to maintain a higher wage standard.. It is strange that the American Federation of Labor does not see this. But the AFL did not see a need to include women, and neither did the broad majority of the U. S. population. Suffragists failed to inspire a new generation of women to use the 19th Amendm ent as a springboard to gaining equal rights. Most seemed to ignore the advances made by the ’20s modern women, as attention drifted to reviving the flagging economy. Instead of employment and benefits to male and female alike, women were shuttled back into the home, to be protected and sentimentalized over once again. Albert Jay Nock expressed the popular view: Hence feminism can no longer get up an argument on the thesis that women can do anything that men can do. All interest in that contention has died out; everybody has stopped thinking in those terms, and our militant feminists are reduced to pushing minor issues, to smoothing out relatively petty inequalities of legal status, and the like. Interest in feminist thought had waned, and few gave proper attention to those â€Å"petty inequalities of legal status† that needed to be ironed out. The ’30s, then, proved to be a decade devoid of equal rights support. After the 1920s fervor of change, the struggle for egalitarian ideals faltered. Some were satisfied with the effects of the 19th Amendment, some turned their attention to other matters of social justice, some felt women could be better aided by protective legislation, but most still believed that women belonged at home. Without making a concentrated push for equal rights, women were forced to accept specialized roles in the domestic sphere or reduced status in the â€Å"man’s world. † Lulled by messages of women’s sphere, the American women of the ’30s returned to their homes or accepted their low-status jobs with the unsettling notion that they were abandoning their proper responsibilities. Progressive ideals of equality, fine for contemplation during economic boom times, failed to proliferate during a period of economic turmoil.

Prostitution And Sexual Relations With Prostitution

Introduction Prostitution could start at any age, depending on the reason why it began. About 40% of prostitutes are former child prostitutes who were illegally forced into the profession through human trafficking or once were teenage runaways (sex-crime.laws.com). There is no need for an education and the amount of money received is something unbelievable. Prostitution is the act of engaging in a promiscuous sexual relations with someone for money. Prostitution is also known as the â€Å"Worlds oldest profession† according to the Huffington Post (Kolodny). Prostitutes can make anywhere between $5,000 per week (the average in Kansas City) to $32,833 per week (in Atlanta) according to the Huffington Post (Kolodny). In most of the United States†¦show more content†¦Statement of the Problem Becoming a prostitute comes with many different obstacles. Being a prostitute damages you mentally and physically. Mentally it could affect how someone feels about themselves. Accord ing to Tahlia Perry in her article Prostitution: A Problem of Equality, Dignity and Integrity prostituted women experience feelings of numbness, shock, fear, loss of control, nightmares, depression, anger, desensitization, shame and guilt (Perry). All these problems could cause a life time of daily problems and how one reacts to social interaction. With saying that mental illness could cause dissociation which occurs during extreme stress among prisoners of war who are tortured, among children who are sexually assaulted, and among women who are battered, raped, or prostituted also dissociation, depression, and other mood disorders are common among prostituted women in street, escort, and strip club prostitution according to Melissa Farley, PhD, Founding Director of the Prostitution Research and Education (Farley). With all the side effects from being a prostitutes it could cause addiction. According to Janice G. Raymond crack cocaine and alcohol were used most frequently during pro stitution (Raymond). With all the mental tolls a prostitute could go through it could push them to their furthest limit. Women in prostitution are also at special risk for self-mutilation, suicide and homicide as stated