Accounting Management Technique for Google Essay

Google, Inc. has been one of the fastest growing and profitable companies in the world. Since its inception in 1998, it has revolutionized the way the world uses the Internet. Though Google has its hands in many different projects, the classification of industry under which Google falls is simply the Internet search process. Initially, Google strived to be the â€Å"perfect search engine† (About google, n.d.). Today, they have evolved to become that and more, with application developments that are user-friendly, their form of electronic mail, and their streamlined and sleek method of helping other businesses reach their target markets with simple advertisements. Google is renowned for their exemplary customer service and providing one of the top-sought-after workplaces in the world (Smith, 2011). With simple guidelines for their practices, Google is the industry leader in user-friendly web applications. Their ten keystones for their business are all customer-focused and are aimed at being the best and fastest. The Balanced Scorecard (BSC) would be the best management technique for Google to implement. Though Google is in business to make money, there are a lot of soft features associated with Google that go unaccounted for in every other management technique. Since Google is so human-dependent from the creator of the application to the end-user, it follows naturally that a management technique like the BSC would be most effective. See more: Foot Binding In China essay The financial performance should be considered, but the non-financial information like customer satisfaction, efficiency and effectiveness of the internal processes and the learning and growth portions of the BSC are most applicable to the operations at Google. Google’s fate and financial success rest heavily on their human resources. The employees they choose to hire have to be top-notch to keep Google at the top of their game. Google depends on their employees to provide superior customer service, to work in ways that are most efficient, and to keep on the edge of the needs of the people so that they can develop new ways to serve them. Being able to manage these non-financial factors effectively determines the fate of Google. References About google. (n.d.). Retrieved from http://www.google.com/about/ Blocher, E., Stout, D., & Cokins, G. (2010). Cost management: a strategic emphasis. New York, NY: McGraw-Hill/Irwin. Smith, J. (2011, December 15). The best companies to work for. Retrieved from http://www.forbes.com/sites/jacquelynsmith/2011/12/15/the-best- companies-to-work-for/

Development and Reward System

Organizations today realize that employees are part of their competitive advantages. Along with effective business strategies and sufficient capital, investments for developing highly skilled human resources have been part of most companies’ road towards success. In order to obtain this unique competitive advantage, organizational management must be able to give sufficient motivation to their employees (Creech, 1995).One of the considered approaches of management in motivating their employees is through reward system. Primarily, the goal of this paper is to provide an analysis of the aims of organisation in setting reward system. In addition, this will also provide discussions of some of the trends in reward practice and the emerging laws that affect employee rewards.Aims of Organisation for Setting Reward SystemIn Human Resource Management, the employee reward policy is intended to align employees with organizational strategy by providing incentives for employees to act in th e firm's interest and perform well over time. Expectancy theory carries a clear message that employees must feel confident that their effort will affect the rewards they receive. Perceptions of equity are therefore crucial in an employee's decision to remain and produce valuable work.Equity is a multidimensional construct, embracing external equity (the degree to which a firm pays employees the rate they would find in the external labour market), internal equity (the degree to which a firm differentiates pay between employees on the basis of performance in similar jobs), and individual equity (the degree to which employees are rewarded proportionately to their individual performance) (Dean and Snell, 1993).Because of the changing demands of performance on employees in high- velocity companies, perceptions of equity in its three forms may become confused, as job roles and job interdependence become more varied and flexible. Since employees would expect that as their job changes, so w ill their rewards, designing reward systems in high-velocity environments presents a major challenge to organizations. In high-velocity environments, a premium is placed on individuals who are able to operate in ambiguous circumstances and who are able to take advantage of loose job descriptions provided by their employers.Organizations in high-velocity environments are willing to pay proportionally higher salaries to individuals who have such skills. We would expect, therefore, that emphasis on individually equitable rewards as a means of recruiting and retaining highly capable employees would be required (Gomez-Mejia and Welbourne 1990; Snell and Dean 1992).Employee Rewards Policy amended by the Human Resource Management can be classified under three broad headings: performance-contingent rewards, which explicitly reward through performance outputs; job-contingent rewards, where pay is contingent on job classification; and person-contingent rewards, in which pay is dependent on th e competencies a person has (Dean & Snell, 1993). Because both output orientation and job   classification may be difficult to measure accurately in high-velocity conditions, the prospect of person-contingent rewards, which may encourage the values of learning, flexibility, and creativity, would seem to be best suited to fast-changing conditions.In addition, Employee Reward Policy can be one of the greatest foundations of control available to a company in its quest to increase organizational performance and effectiveness, yet remain one of the most underutilized and potentially complex tools for driving organizational performance. The importance and complexity of linking reward strategies to business goals in a systematic manner has been a recurrent argument in the study in this field, as has the importance and difficulty of linking rewards to the longer-term view (Hambrick & Snow, 1989). In describing the strongest level of linkage the emphasis has been placed on Lawler's (1990) description of reward processes which are capable of reinforcing the behaviours crucial to business strategy like long-term versus short-term, customer focus versus financial results.Statement EvaluationPeople do work for money, but they work even more for meaning in their lives. In fact they work to have fun. This statement can be evaluated using the physiological needs of people. Human beings have needs which can be classified as physiological, safety and security, social, esteem and status, and self-actualization. This means that although employees work because they want to ear incomes, there are still needs that should be fulfilled to ensure their contentment and happiness in what they are doing.  If any of the needs is unmet, or unsatisfied a person, the individual can be motivated if provided with an opportunity to satisfy the unmet need or needs. The most motivating opportunities are the most valued. The most valued opportunities are those designed to provide satisfaction o f the most intense unmet needs. What needs are most intense varies from individual to individual. One person's most dominant need may be the need to be happy (Romzek, 1989).In order to motivate and encourage the workers and employees to render their performances and to help them enjoy more of what they are doing, the employers should are giving recognition to those employees whose works is exemplary or that employee who has contributes to outstanding achievements and accomplishments of the mission and objectives of an organization as a whole.   Rewards and recognition go a long way to keeping employees motivated, satisfied, and committed. Management should recognize employees for both their progress toward and achievement of desired performance goals. It should show appreciation for small accomplishment as well as big ones.The recognition must be ongoing to reinforce employees' need to feel that they're doing a good job.   Moreover, the best forms of recognition typically have l ittle or no cost (Nelson, 1998). The statement just justifies the saying that people become more devoted to work when they feel that their environment likes them and appreciate the things they are doing.According to Skinner (1953), the reinforcement theory suggests the behaviors of the employees directly impact the outcome of their work or their performance. Thus, an employee with a positive behavior will bring about positive outcomes, whereas those with negative behaviors will lead to negative results. Thus, the positive behaviors of the employees should then be reinforced by their managers so as to generate more positive outcomes.Trends in Reward PracticeBeing able to recognise the needs for highly motivated individuals, human resource management has been able to develop different ways in rewarding their employees. The trends in reward practice include the broadbanding and performance-related pay and competency based pay or skill-based pay. This paper will focus on the broadbandin g and performance-related pay. Broadbanding is a manner of reducing the number of narrow grades in a certain pay structure into a smaller number of broader bands. This reward practice is based on the view that narrow ranges cannot reward employees who have reached their range maximum but who are still performing effective. The main goal of this reward practice is to provide greater flexibility to reward the acquisition of wider skills as well as competencies without need to promote the employees in each case or situation (Payment Practices, 2008).On the other hand, the performance-related pay is a common term for various approaches to warding or rewarding discretionary payments to employees on the basis of their contribution to the company. Among this common approach include the pay awards for successful meeting work objectives or for showing work-related competences or the integration of the two.   it can be said that each of this reward practice can be helpful for motivating and retaining skilful employees (DeWitt & Hamel, 2002).For rewards to be valued, the human resource management must see to it that the Employee Reward Policy includes the proper scheduling on when would be the most accurate time to give the rewards. Generally rewards received by an individual soon after accomplishment of a goal, or soon after attainment of a given targeted performance level, are the most valued rewards and the rewards that serve best to install a desire for further achievement or continued good performance, when the reward is tied to performance in time that reward is closely associated with the performance. It becomes an extension of the performance. It has real meaning because one can vividly see that it was received for performance.Laws that Affects Employee RewardsIf the employers are thinking of giving employees special rewards as incentives for having good attendance records, there are some legal and laws which prohibits them to do so.   For instance, the royal mail introduced a reward system for staff which did not take time off sick. Under this system, employees with full attendance records will be included into a prize draw to win Ford Focus cars or holiday packages. In the staff incentive, this system can be perceived as a workable reward to let the employees minimize or totally avoid their absences. However, this kind of system has some serious ramifications from certain employment law. This can be attributed to the employment discrimination law (Coopers, 2005).Herein, the management of Royal mail can be given discrimination charges for disability or age. The success of these claims depends on the specific situation of employees and their needs. This discrimination of age or disability may happen if, for instance, an employee had time off associated to the age and disability and this was not taken into consideration by the management under the reward system. Herein, there is an existing law that says that the failure of the managemen t to set-aside such employee’s absence due to age or disability related reasons can be considered as less favourable treatment.   Hence, this would hinder the company to provide reward for those individual who have no absences for this would not be fair for other employees. In this regard, if the company would like to continue the reward system, they must have some list of exceptions in the reward system. In this regard, it is safer for employees to give bonuses and rewards based on the performance and not by the number of absences.ConclusionRegardless of the targeted employees, the organization today is attempting to become employers of choice.   In order to become one, the management of the organization shall create an Employee reward system where potential job candidates feel that it will be an accomplishment to earn a job with the organization, and that once they have a job, the individual’s performance will be rewarded.ReferenceCreech, R. (1995). Employee Moti vation. Management Quarterly, 36(2), 33+.DeWitt, G. and Hamel, G. (2002). alternative Compensation Plan. Legislative Finance Committee. Online available at http://leg.mt.gov/content/publications/fiscal/interim/financecmty_june2002/broadband_report.pdf Retrieve April 21, 2008.Dean, J.W.; Snell, S.A. (1993). â€Å"‘Integrated Manufacturing and Job Design:The Moderating Effect of Organizational Inertia.Gomez-Mejia, L.R.; Welbourne, T.M. (1990). â€Å"‘The Role of Compensation in The Human Resource Management Strategies of High Technology Firms'†, in M. A. Von Glinow and S. A. Mohrman (eds.), Managing Complexity in High Technology Organizations. New York: Oxford University Press.Hambrick, D.C.; Snow, C.C. (1989). â€Å"‘Strategic Reward Systems'†, in C. C. Snow (ed.), Strategy, Organizational Design and Human Resource Management. Greenwich, Connecticut: JAI Press.Lawler, E.E. (1990). Strategic Pay. San Francisco: Jossey Bass.Payment Practices (2008. Onli ne available http://pmf.haven gateway.org/remuneration_and_reward/pay_practices_in_the_uk. retrieve April 21, 2008.Romzek, B.S. (1989). Personal consequences of employee commitment. Academy of Management Journal, 32, 649-661Nelson, B. (1998). The Care of the Un-Downsized. Public Management, Vol. 80, April 1998.Skinner, B. F. (1953). Science and Human Behavior. New York: Free Press.Snell, S.A. and Dean, J.W. (1992). â€Å"‘Integrated Manufacturing and Human Resource Management: A Human Capital Perspective'†, Academy of   Ã‚  Ã‚   Management Journal, 35: 467-504.Coopers, RT (2005). Employment Law: Attendance Rewards – Legal Ramifications. Online available http://www.uedawn.com/article.cfm/id/57087. Retrieve April 21, 2008.

True Religion - Social and Corporate Responsibilites Essay

Ethics and Corporate Social Responsibility True Religion Apparel, Inc. Forbes Magazine listed True Religion Apparel, Inc. as #79 on its list of America’s Best Small Companies. The company was founded by Jeffery Lubell in 2002 where he started out selling his high-quality American made denim products out of a van in LA. The company now has expanded to six continents and boasts and impressing 439 million dollars (as of October 2012). I believe that True Religion Apparel, Inc. is one of America’s best from an ethics and corporate social responsibility because they truly mean business in their Code of Conduct, Corporate Responsibility Code, and their company profile. They also have a counterfeit product(s) guidelines policy. True†¦show more content†¦The company also insists on fair wages and hours and safe and healthy working conditions as well as guidelines for minimizing each Associate’s â€Å"environmental footprint.† I think this says a ton about the company as a whole. True Religion operates in Africa, Asia, Australia, Europe, the Middle East, and South and North America. For the company to enforce these policies, it says a lot. I’m sure that a lot of work goes into making sure these guidelines are being followed. The money and man hours they put into caring about fair working conditions and the environment really impresses me. The Code also states that they do unannounced third party audits to ensure their Code is being followed. . In some cases, the company may terminate its business with any associate that has violated their Code. Again, that is two steps they have in place to achieve success of their Codes. True Religion goes above and beyond to show that they truly state behind their Codes. True Religion’s Code includes and Act. Specifically, the 2012 California Transparency in Supply Chain Act. This act requires certain retail sellers and manufacturers to share their efforts to get rid of slavery and human trafficking from their direct supply chains. This act provides consumers with the means to determine which companies have an active and social responsibility

Major Types Of Social Structure Theories - 783 Words

In a narrative, I will compare and contrast the three major types of social structure theories, and the three major types of social structure theories are social disorganization theory, strain theory, and culture conflict theory. Also, I will, include the major principles for each perspective. In this I will define social structure , and I will detail key points in each of these subjects. Introduction Social order,and economics in society explains crime by reference to the Social Structure theory. This type of theory makes important relationships among social institutions and recount the types of behavior that differinate groups of people from certain Individuals.There are three major types of social structure theories. The first theory is social disorganization, and this theory lack of alerting, not even development of culture, social change, and conflict, This is the conditions that exist when faced with these conditions. A sociological approach that propose a separation between socially and sub culturally sanctioned goals and means as the source of criminal behavior, and this is the strain theory. Culture conflict theory perspective on crime suggest that the main cause of being a criminal can be found in a inconsistennse of values in the middle different socialized groups over what is acceptable . These theory focus on the way in which society is organized. They are organise by their group, or class. In comparison all of these theories believe that social structure inShow MoreRelatedRochester Youth Development Study: Relationship Between Family and Juvenile Delinquency1052 Words   |  5 Pagesbehavior among juveniles and family problems among their homes is a major issue at hand in our society today. According to the National Criminal Justice Reference Service (2010), in the year 2010, 784 juveniles were arrested for murder, 2,198 for rape, and 35,001 for aggravated assault. 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Conflict theory according toRead MoreCompare and Contrast Different Structure of Organisation and Culture964 Words   |  4 Pagesrelationship between organisational structure and culture You will need to: ï‚ · compare and contrast different organisational structures and culture Here you need to briefly describe the differen t types of organisational structure, and what different types/formats of culture can be found in organisations, and then compare and contrast them – what causes/creates each type, and positive factors / negative factors of each. ï‚ · explain how the relationship between an organisation’s structure and culture can impact onRead MoreThe Main Point Rebecca Traister Is Attempting To Make In1177 Words   |  5 Pagesthe connotations of single life. Compared to the ideas in Cohen, Traister’s main argument would most closely fit a feminist theory perspective. 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Social st ructure theories examine why lower-class youth are more likely to commit crime thanRead MoreCompare and Contrast of 3 Sociology Theories1162 Words   |  5 Pagescenturies, sociologists have tried to provide an explanation as to why and how humans interact with each other on a social basis. Sociologists have divided sociology into two levels, microsociology and macrosociology (Sociology). The level of microsociology studies is on a smaller perspective, as macrosociology is the study of society on a larger analysis. Today, sociology has three major theories: symbolic interactionism, functionalism and conflict. â€Å"Symbolic interaction refers to the patterns of communication

Terrorists Attacks And Warfare.Recently, The Number Of

Terrorists Attacks and Warfare Recently, the number of terrorists’ attacks increase dramatically, so do reginal warfare. Both terrorists’ attacks and warfare are resulted from political complex, there is a correlation relationship between these two. The origins of terrorists’ attack is different political opinion and the purpose of minor groups did not be accepted, so they create terrorists attacks for attacking views on them. Warfare does stimulate Terrorists’ attacks by increase the number of refugees and stimulate the extreme motions in them. There share something in common and also they have some connections between them. The origin of terrorists’ attacks is the difference of political standpoint. As Paul†¦show more content†¦After the establishment of Al-Qaeda, the main purpose of the terrorists’ attacks become the Islam. Especially after the War of Syria, Al-Qaeda becomes ISIS, which threats people’s security and plane d influential attacks which caused massive death. From the establishment of Al-Qaeda and ISIS, proves the war stimulate the growth of terrorism organization, and the data shows the period after a war occurs, the times of terrorists’ attacks increased. Terrorists’ attacks have a long history, but the original purpose have never changed. The ancient terrorists’ attacks are small range located on individuals assassinate instead of group attacks. In the Terrorism Research website, it states that the earliest terrorists’ attacks happened in 1st -14th century AD, and it was known as â€Å"the Zealots of Judea†¦ they carried on an underground campaign of assassination of Roman occupation forces.† The early terrorism attacks focus on the old aristocracy for the unexpressed political demand and class oppression. In the Terrorism Research Website, it states â€Å"The French Revolution provided the first uses of the words ‘Terrorist’ and à ¢â‚¬ËœTerrorism’†. The first existence along with warfare and unstable society. That period was called â€Å"reign of Terror†, and it was the first terrorism control political regime. It happened along with political and social

A Study Of The American Revolutions Beginnings free essay sample

Essay, Research Paper Indicating the finger of incrimination at any one state when speech production of war is a hard undertaking. Each state must take duty in the beginning of the struggle. Although there is neer one state responsible for get downing warfare there is an sentiment that one side is more at mistake for it s beginnings. From an early age, kids in America are taught that the British were responsible for forcing the settlements to arise and declare independency from their female parent state. When looking at both sides of the statement I still believe the British were to fault for lighting the fires of revolution. Many people will reason that the British were just in the intervention of the early American Settlers and provided for them as they did for their countrymen staying in England. In my sentiment the settlements were thought of as nil more than an early twenty-four hours perspiration store. By this, I mean that the settlers were fundamentally used to work the land to supply harvests which were usually imported from other states to England. Since they were considered Englishmans and their lands considered belongings of the Crown, the British could go through Torahs taking from them their basic rights as work forces. The British idea of the settlers as their primary plus in their pattern of mercantile system, which at times may hold been profitable for the settlers. Ultimately it became a primary ground for the beginning of societal agitation among the early Americans. The settlers were similar kids who were told that if they don t disturb their parents they could make anything they wanted. While when it became convenient the parents, Britain, came in and started seting limitations on them. As many in their place, the settlers rebelled against the new found involvement in the societies they labored to construct, that for so long went unnoticed. The undermentioned paragra phs will explicate in item how Britain s disregard of the American settlements and it s usage of them lead to the war. In order to understand why the settlers felt threatened by British control, we must foremost cognize who these early people were and what they looked to carry through by settling this huge new state. The laminitiss of what we now know as the United States were in-between category Englishmen and adult females. These people took a great hazard by go forthing the security of their fatherland to an unsure hereafter in the New World. There was no promise of even lasting through their first winter. Regardless of the obstructions confronting them, these people pressed frontward in hunt of economic and spiritual freedom. Freedom from a state, whose Kings and Parliament would frequently assure alterations, so would mistreat those alterations for personal addition. To get away from this volatile authorities and to prosecute their dreams many fled to the New World to put up their ideal settlements. The primary end of these voyagers was to setup communities that would supply a topographic point for their spiritual beliefs to turn and the possibility of doing a life for themselves financially. Britain, like many great powers during this clip believed in the pattern of mercantile system. Steming from this belief, the Navigation Acts were established to modulate trade in the favour of the British. For a considerable sum of clip, these patterns were seldom enforced among the settlers. In fact up until 1963 when the Gallic and Indian war ended the Americans were allowed to develop their settlements with small intervention from the female parent state. During this clip a great precipice was organizing between the beliefs of the settlers and that of Britain. With the sign language of the Treaty of Paris in 1763, meaning the terminal of the Seven-Year war brought attending back to the settlements. By this clip the settlements have been booming and have become a big provider of baccy, rice and sugar, which England usually imported from other states. Southern plantations began merchandising with other states and going highly affluent in the procedure. Meanwhile the settlers in the North grew economically every bit good. The North was an of import trading centre every bit good as a provider of sea harvested goods. Due to the increasing prosperity of the settlements and the fact that France was no longer a menace brought back the unwanted attending of Britain. In the theory of mercantile system, a settlement is a primary plus. They can both bring forth merchandises non found in the female parent state and vouch a market for the state s exported goods. Although some settlers in America benefited from this system many did non. After 1763 the co nstabularies refering to this pattern were enforced smartly. Virginia baccy husbandmans were forced to sell their baccy merely to England where they were promised a monopoly, but over clip grew in debt to the same people there were selling to. These one time affluent plantation proprietors were finally forced into mortgaging their hereafter baccy harvests in order to acquire their necessities from England. This led the Virgi nians north to the New England settlements were the flickers of a rebellion were already get downing to blaze. The North suffered as good under the regulations brought approximately in the constabularies of mercantile system. Since trade was a major industry in the North their economic system suffered by non being permitted to merchandise with other states. Because the settlements were considered portion of Britain basically they were non supposed to be competition against them. The settlers were enraged that after so many old ages of being given freedom to council over their people and command their ain trade, that Britain would step in like a absent parent to put down the jurisprudence. In order to derive more control over the settlements both politically and financially the British sent over George Grenville. Not known for his delicacy, Grenville shortly created enemies among the settlers. In 1765, he levied the Stamp Act among the people. This was a gross jurisprudence that required all newspapers, booklets, legal paperss, commercial measures, advertizements, and other documents issued in the settlements to bear a cast. The monies collected from revenue enhancements gathered were to be used for colonial defence. The settlers didn t understand why now, after all these old ages, a revenue enhancement was required to pay for protection. Since there was no menace from France, the settlements didn t feel at that place was a ground for the revenue enhancement. Most affected by the revenue enhancement were the attorneies, business communities, merchandisers, and other powerful people such as Samuel Adams. To protest the unjust revenue enhancement a conference was formed called the Sons of Liberty. By endangering a boycott of English goods and by declining to import English goods the Parliament repealed the Stamp Act in 1766. Many people were outraged at the fact that Britain could revenue enhancement the settlements without being represented in the Parliament. Settlers were prophesying that there is No revenue enhancement without representation, a basic right given to any Englishmen. Since they were 1000s of stat mis off and considered English citizens, there was a belief that they were virtually represented. They were told by the Parliament that they could non give the settlements control over their ain revenue enhancement. This is precisely what the settlers were making before the English regained involvement in the New World. This bend of events began the settlers believing approximately political independency from England. Within a twelvemonth of revoking the Stamp Act, the Parliament passed another gross jurisprudence by the name of the Townshend Acts. The settlers were once more faced with a revenue enhancement puting responsibilities on imports of glass, lead, pigments, paper, and tea. As with the Stamp Act this did non travel over good with the settlers. Again the settlers were taxed without representation and reacted as they did earlier. Boston Merchants once more boycotted English goods. The settlers needed the support of one another to conflict against this new unfairness. To beat up the settlers together the Massachusetts Assembly circulated a missive explicating the state of affairs and inquiring for aid. Because of this action, the Assembly was dissolved in 1768. To implement these Torahs and maintain the peace among the ireful public, British military personnels were sent in. Due to lifting tensenesss created by the Britain s new Torahs the population began to torture the military personnels . Finally on March 5, 1770 the unthinkable happened. In the streets of Boston, British military personnels fired into a rioting crowd killing five people and injuring others. Because of the Boston Massacre the people were pushed over the border. Many who teetered on the between trueness to the Crown and a revolution were now looking to the North for counsel. The settlers were now on their manner to revolting against England. It was no longer spiritual freedom the settlers were seeking ; they were now looking to accomplish a political freedom from a state that idea of them as nil more as cattles to be milked. Basic rights given to all English countrymen were now being with held from the settlers. In the old ages to follow, Britain would repeatedly take from the settlers until eventually there was nil more to make but arise. To state that Britain was wholly at mistake for the beginning of the American Revolution is inaccurate. However, in this instance it is obvious that Britain was wholly na ve for leting the settlers the freedom to interrupt away from England s political and societal construction. Once given that infinite to experiment the settlers developed their ain involvements and beliefs. The Americans merely reacted to the new limitations placed on them, which were wholly foreign to what they had become accustom. Had England, from the beginning, taken control of the settlements we would most probably be talking with British speech patterns. If you raise a kid without regulations and ordinances in the earlier old ages of their life and so topographic point curfews on them, do them pay rent and state them who their friends are what do you anticipate to go on? Revolution. Personally, I would put the incrimination on the parent.

The Diagnosis of Mood Disorders free essay sample

A discussion of bi-polar and depressive disorders, their symptoms and treatment. This paper discusses how important the proper diagnosis of a patients mood disorder is for finding the proper treatment. Disorders covered include: major depressive disorder, dysthymic disorder, cyclothymic, bi-polar I, and bi-polar II. The author shows how the disorders are broken down into domains and indicates the symptoms for each and how they should be treated. Bi-polar disorder affects approximately 2.3 million American adults or about 1.2 percent of the U.S. population age 18 and older (Reiger, 1993). Men and women are equally likely to develop bi-polar disorder. The average age of onset for bi-polar disorders is in the early twenties (American Psychiatric Association, 1994). Bi-polar disorders include cyclothymic, bi-polar I, and bi-polar II. Distinction of the actual disorder can sometimes become difficult, therefore, it is crucial to look at all the symptoms the patient is experiencing.