Serve as one resource for this assignment, you will need to find at least two other resources to defend your statements. This assignment should be written in APA formatting style and should not use first person language. Be sure to use correctly formatted in-text citations and quotations to give the author credit for researched information.
illustrate the developmental changes in the brain from conception through the teenage years. You likely thought of your own friends or family members as you read physiological explanations for specific behavior and/or tendencies in both the male and female brain. Continue to make mental note of these applications to your own life as you read!
compare and contrast the male and female brain in the behavior of children and teenagers. Be sure to include information on the significant influence of hormonal changes in the brain during the early years of development!
comparison, include a section on the importance of knowing these similarities and differences when working with young clients in a clinical setting.
What specific age-appropriate behavior is accounted for by the presence of hormones?
Compare the male brain and the female brain of children and adolescents, listing their similarities.
Contrast the male brain and the female brain of children and adolescents, listing differences found between the two.
Explain the importance of knowing these similarities / differences in clinical practice when working with younger clients.
Should you have any questions regarding this assignment, direct them to your course facilitator.
appropriate inside the modern economic system (Rubery et al, 2016). This angle seems to be standard by means of the courts, as exemplified with the aid of a felony case study defined with the aid of Leighton (2002). A small institution of stevedoring and haulage contractors on zero hours contracts took the employing firm to court docket. The workers demanded the repute of personnel which might allow them to say prison rights such as a written declaration of employment phrases and conditions, unwell pay and annual go away (Leighton, 2002). but, the court found that using 0 hours contracts intended that the workers could not be defined in regulation as employees and consequently could not have get admission to to those privileges. Importantly, in making its choice, the court docket discovered that both parties had "mutual financial hobbies lay in being accommodating to every different" (Leighton, 2002, p. seventy one). no matter this appraisal, a few commentators retain to argue that 0 hours contracts are legally invalid (Hopkins and Fairfoul, 2014). Hopkins and Fairfoul (2014) argue that zero hours contracts vary in terms of traits and packages, and are for this reason now not properly understood via both employees or employers. as an instance, some 0 hours contracts allow employees to paintings some place else and be known as upon as required whilst others demand that personnel continue to be constantly available for work (Hopkins and Fairfoul, 2014). In evaluation, other sorts of non fashionable running arrangements are actually defined in regulation. This loss of clarity way that employers are able to misuse and mildew 0 hours contracts for their personal ends. Concluding comments This paper examines the upward push in 0 hours contracts of employment and examines the quantity to which such running preparations are beneficial for companies from both a moral and legalistic angle. Drawing at the dialogue set out above, the paper attracts some of conclusions. First, ostensibly zero hours contracts offer blessings to both personnel and employers in terms of flexibility and the upkeep of employment rates within the context of a recessionary financial weather. using 'distancing' can assist corporations to respond speedy to adjustments in demand and marketplace situations through 0 hours contracts, whilst workers can avoid unemployment with the aid of agreeing to causal phrases. but, such arrangements can, and often do, result in a skewing of the employment dating in favour of the organization and to the detriment of the worker. zero hours employment contracts are not, in fact, unlawful in the uk, and have obtained help from the regulation courts in actual existence instances. but, as pointed out with the aid of Leighton (2002, pp. 71 – 72), "with some exceptions such one sided employment relationships are unusual in other european member states and, indeed, there's often some incredulity on the part of attorneys and managers that the sort of running relationships may be legally valid". for this reason, at the same time as legally legitimate, there stay ethical concerns about using zero hours contracts, mainly with recognize to the effect on the process security of people and the potential of employers to take advantage of such contracts with a purpose to eschew their rights and duties closer to people. it is consequently recommended that corporations do now not use zero hours contracts.>GET ANSWER