Al-Anon Group Observation This paper will describe my experience attending an Al-Anon support group. It will examine the group composition‚ the various roles presented in the group‚ and the group dynamics. It will also evaluate the intervention strategy used‚ and the cultural competency of the group. Lastly‚ I describe how attending the group has expanded my development of group facilitating. Group Description I attended an open Alcoholics Anonymous (Al-Anon) family and friends meeting on April
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ASSIGNMENT Title: Unit 7 Business Strategy L01 1.1 Explain strategies contexts and terminology- missions‚ visions‚ objectives‚ goals‚ core competencies Mission: this is generally composed in type of an announcement clarifying the general objectives or the key motivation behind an association. Mission identifies with the qualities and desire of all the significant stakeholders including clients. Vision: it is an impulse or portrayal of what an organization might want to attain later on. It gives
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to discuss Al-Anon in depth with the other two attendees. They were a husband-and-wife that had been running the group for many years. They started going to Al-Anon because of their son was an alcoholic and continued to go even after he got sober. Al-Anon is ran similarly to AA. The meeting opens with reading core values of the group and reciting the serenity prayer. This group would then read some inspirational passages from Al-Anon books. I asked what the difference between Al-Anon and AA. They
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south of Vietnam.(Anon oppapers). Kuala Lumpur is the capital of Malaysia. The attractions like Idyllic beaches‚ clear blue waters‚ palm trees‚ lakes ‚ rivers‚ and Places like Fraser’s Hill‚ Cameron Highlands‚ Genting Highlands and Maxwell Hill serve as an flee from the hustle and bustle of city life and tropical heat. Also cascading waterfalls‚ various National Parks ‚caves ( some of the biggest and longest in the world)‚ made Malaysia a real attraction to the tourists.(Anon all Malaysia info)
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Observing Mitosis and Meiosis on Cell Specimens Name: Low Celine Tables of Content…………………………………………………………………………….ii List of Illustrations…………………………………………………………………………… iii Synopsis………………………………………………………………………………………. iv 1. Objectives of Experiment………………………………………………………………… 1 2. Introduction……………………………………………………………………………….1 3. Theory…………………………………………………………………………………….. 2 4. Procedures………………………………………………………………………………... 3 5.1 Preparation of Onion Root
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framework to identify an industry as being influenced by five forces (Anon‚ 2010). Barriers to entry It can be complicated to enter into China market due to a lack of set regulations. In fact‚ the government’s mercantilist policies and there are still many aspects of the market are stunted in bureaucracy due to the central planning. In addition‚ there is another barrier to consider is the lax enforcement of patent laws (Anon‚ 2009). There is lack of transparent set of law‚ which would spell
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marketed to marketplaces around the globe‚ (Anon.‚ n.d.).The company vision is to advance its position as the principal producers of aromatic bitters globally. And their
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References: Prof.Du Toit‚ P. (2013).A Guide to referencing‚ plagiarism and copyright. Anon.(2013).http://examples.yourdictionary.com/examples/examples-of-paraphrasing.html [Accessed 03 March 2014] Anon Mokoka‚ S. (2011). National Youth Development Agency‚ South African Youth Context: The Young Generation 6. Bibliography Prof.Du Toit‚ P.(2013).A Guide to referencing‚ plagiarism and copyright
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Computer Systems Individual Computer Systems Designing‚ and Configuring Computer Systems for DIGITEL WORLD Designing Company 1. Understand the function of computer systems. 2. Be able to design computer systems. 3. Be able to build and configure computer systems. 4. Be able to undertake routine maintenance on computer systems. Name: - Kasun NayanaKelum Batch No: - IT K 31 1|Page IT K Batch 31 Computer Systems Individual Acknowledgement I am more grateful to my lecturer Mohamed Shafeer
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Bibliography: Anon.‚ 2011. The McKinsey 7S Framework. [Online] Available at: http://www.mindtools.com/pages/article/newSTR_91.htm [Accessed 26 November 2011]. Armstrong‚ M.‚ 2009. In ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. London: Kogan Page. p.1089
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