Sea Shells by the Seashore - Practice the S Sound

Tongue twisters are fun words games we use to challenge our pronunciation. As an English learner, you can use tongue twisters to help with pronunciation of certain sounds. This tongue twister  is perfect for practicing your s sounds. Use lots of breath to help you get the hissing s sound strong. Remember that s is voiceless - pronounced without the voice by pushing air between your teeth and through open and rounded lips. Sea Shells by the Sea Shore She sells sea shells by the seashore.The shells she sells are surely seashells.So if she sells shells on the seashore,Im sure she sells seashore shells. Improve Your Pronunciation of S Sea Shells by the Seashore helps you practice s. The s sound is voiceless and sometimes confused with the z sound which is voiced, or the sh sound which is also voiceless.  Practice the difference in these sounds with minimal pairs - words that only have a difference between the s, z and sh sound.   sip - ship - zipsea - z - shesign - shinezap - sap Feel the Difference Between Voiceless and Voiced Sounds Place your hand on your throat and say sea and you will feel no vibration for the s sound. Place your hand on your throat and say zebra and youll feel no vibration at all for the z - a voiced sound.

What Should I Wear in Law School

Aside from how to best study and prepare for final exams, one of the questions I often hear from students is what they should wear in law school. It’s not often that the words law school and fashion go together, but you may be surprised at how they can go hand-in-hand. Let me stress that I don’t want you to spend too much time concentrating on building a brand new wardrobe or worrying about your sense of style. Your mental energy really should be focused on studying. But that being said, coming up with your sense of style and thinking beyond the yoga pants may help as you go beyond the 1L year and into your career. Make Sure to Have a Basic Outfit You will need at least one professional outfit for law school. Think about the times when you’ll be participating in on-campus interviewing for internships and summer associate positions. For women, a suit or blazer paired with a nice pair of trousers or skirt are easy go-to outfits. While black pieces are always appropriate, they can sometimes be a bit generic. Stand apart by integrating a bit of color into your suit. A blue or grey suit with a button-down shirt is a great choice for men. Make sure the shirt is wrinkle-free and crisp white. Avoid pants with pleats, and be sure that your pants easily hit the top of your shoes. Look Professional for Networking As a law student, you will likely have several opportunities to network and participate in extracurricular events such as moot court competitions and mock trials.  It’s important for law students to have professional attire when attending these events or student mixers. Even if the dress code is not stated, its always a safe bet to go with business attire or to wear a professional suit. When you’re attending an extracurricular event such as a faculty reception or social event, business casual is always a good rule. This may include slacks, a nice shirt, a knee-length skirt, or a sweater. Should I Dress to Impress in Law School? The lawyerly answer is, of course, it depends. Law school is a professional school. While it’s not optimal to show up for a class in sweats and ripped jeans, staying comfortable is definitely ideal—especially if you are spending all day in classes and the library. Consider a nice pair of jeans, sweaters, or fitted t-shirts. If you live in a cooler climate, adding a scarf can help change up a standard outfit while keeping you warm. Keep in mind that while you dont need to wear suits and heels to class every day, dressing in a professional and casual manner will ensure that you don’t stand out for the wrong reasons. One tip I always give 1L students is to project a consistent image. This includes being consistent with your interests and using a professional headshot on all your social media accounts. This same can be said with your law school wardrobe. Find a style that fits you, is comfortable, and appropriate for classes and socializing and you’ll be set for law school and the beginning of your legal career.

The Effects Of Social Media On Women And Men - 947 Words

Social media is a big part in today’s society. Visual platforms like Facebook, Instagram, Twitter and Snapchat deliver the tools that allow teens to earn approval for their appearance and compare themselves to others. People follow the biggest stars and models, but what are these celebrities really doing? Where girls are required to be slim and short, the ideal for boys and men is a well-muscled and ripped look. Today, women everywhere want to get that fit body, the flat stomach, and the thigh gap or perfectly muscled body because most women are never satisfied; whereas the men are living at the gym and getting ripped: they are both looking for approval from their peers, the opposite sex, and the approval of society. Males may start an†¦show more content†¦As for these women, most of them have: an eating disorder, depression, anxiety, problems in relationships, substance abuse problems, and various health problems all to â€Å"fit in†. These women have all o f these problems, because they think if they can be like the girls in the magazines or on the billboards, they will be accepted. Our tweens and early teens are a time when children become more aware of celebrities and media images — as well as how other kids look and how they fit in. Girls and boys might start to compare themselves with other people or media images. All of this can affect how they feel about themselves and their bodies even as they grow into young adults. When the kids grow into young adults, they get social media, they have all these sources to media. They see all these people with the body thats perfect. In their eyes, they are not perfect. They are not accepted. They are not good enough. What they are wanting is to be accepted and wanted and good enough. So the young women look up all these at home workouts and healthy food. All these young men hit the gym and pre workout. â€Å"A new study of a national sample of adolescent boys, published in the January issue of JAMA Pediatrics, reveals that nearly 18 percent of boys are highly concerned about their weight and physique. They are also at increased risk for a variety of negative outcomes: Boys in the study who were extremely concerned about weight were more likely to be depressed, andShow MoreRelatedFeminism : A Negative Effect On Society1608 Words   |  7 PagesFor many years, women have strived for gaining equality with men. They have been held back and their opportunities taken away from them because of the fact that they’re women. Feminism has had a profound negative effect in the past and is still having a negative effect in the high profile of modern society. Feminism is still as relevant today as it was when women were fighting for their right to vote. In modern society, women and men aren’t thought of equals, when compared to the strong, dominantRead MoreTodays Unrealistic Body Expectations1311 Words   |  5 PagesModern society portrays good looking men to have broad shoulders, toned arms, six-pack abs, and a small waist while good looking women are viewed to have the characteristics of being slim and fit, having a small waist, lean hips, and perfect skin complexion. As a result, many people are affected by our own societys portrayals of good looking men and women that they feel pressured into doing whatever it takes and going through extreme measures, most of the time, spending countless hours in the gymRead MoreObjectification Of Women And Women1462 Words   |  6 PagesObjectification of women works with benevolent sexism to further oppress women in the media through its effects on self-esteem and well-being. 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How Humor Can Serve As An Important Part Of Health

Introduction In recent years, the idea that humor can serve as an important part of health has been popularized through both the media and the general public. From Kaiser Permanente s Thrive campaign to a rise in studies on the correlation between happy and healthy lives, happiness and positivity has taken a step into the spotlight as a current day medical issue. Although it has only recently because popularized among the public, the idea that humor provides health benefits has been expressed many times in the past. In Shakespeare s Taming of the Shrew, a messenger claims that mirth and merriment... bars a thousand harms and lengthens life, and in the bible, Proverbs 17:22 says that a merry heart doeth good like medicine. Today, several studies have shown how laughter and happiness can have positive effects on both mental and physical health, through physiological and emotional factors. 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Strategy and Implementation Performance Management at Heinz Australia

Question: Explain Performance Management at Heinz Australia. Answer: Introduction: Performance management is one of the major factors for organizational growth in the global market. It facilitates in evaluating the productivity and contributions in the business. In recent years, the global industry has been focusing on the performance management in order to enhance the business in an appropriate manner. By analyzing the beneficial aspects of the performance management, it can be assessed that the particular process allows in obtaining organizations objective and goals in a systematic process. On the contrary, the performance management often discourages the creativity in the business. In this particular case study, the researcher has investigated the performance management at Heinz Australia. Fair work Australia (FWA) has evaluated that the dismissal of a sales manager called Moretti have triggered an issue in performance management at Heinz Australia (Van Dooren, Bouckaert and Halligan 2015). According to the Fair work Australia (FWA), the dismissal of an employee depends on some factors including unsatisfactory performance. However, the organization often dismisses employees unfairly. Consequently, it reduces the organizations values and position in the global market. Hence, it can be assessed that the performance management processes have become more common issues in employment contracts within the private sector. Performance management process is involved in the process for identifying the key performer of the business. In recent years, organizations focus on the performance management in order to uphold a proper business process management in the particular i ndustry (Rabl et al. 2012). In this context, the researcher has highlighted the performance management process conducted at Heinz. Moreover, the researcher has investigated the sales managers dismissal case through a detailed discussion. The researcher has also investigated the reinstatement policy conducted by Fair work Australia (FAW) for former WA sales manager called Moretti. Research: Rolstadas (2012) has argued that performance management is a key factor for experiencing organizational growth in the market. With the involvement of the performance management program, the senior authority identifies the potential performer in the business. On the other hand, De Waal (2013) has highlighted the fact that proper implementation of the performance management program is responsible for achieving the goals and objectives of the business in an effective manner. In this context, Fair work Australia has found that Heinz Company Australia has unfairly treated with sales manager called Moretti. The dismissal of the sales manager was done intentionally. Moynihan and Lavertu (2012) has discussed that performance management is a systematic process it needs to be executed through several approaches. On the other hand, the senior authority of the organization is not allowed to dismiss any individual without showing any valid reason. In this context, Heinz management provided the tr ibunal for insisting on a distinct performance management plan for Moretti, who has a low score in his annual review. However, this low score was not an individual performance rating, but Companys wide rating given by all employees. Ultimately, the sales manager has a contract that says Moretti has to sign the performance management plan or be dismissed from the company. Hence, it can be assessed that Heinz Australia has pressurized on the sales manager for conducting a particular thing. Mone and London (2014) has argued that the organization should not create pressure on the employee for executing certain things, which is not ethical. Moreover, the senior authority should not utilize their power to dismiss any individual from the business. On the contrary, Taticchi, Balachandran and Tonelli (2012) have argued that decision-making needs to be executed from both organization and employees perspective. Pollitt (2013) has highlighted the fact that forcibly decision-making is a harmful approach for the business, as it may create challenges for employee retention. Consequently, it indicates the vital issue of the business. Heinzs approach to performance management is a controversial context, as the senior management of the organization has dismissed sales manager without providing any valid reason. Performance management is one of the key factors that enable organization experiencing profitable outcome from the business. In this context, Heinz has continuously forced to Moretti for signing up the performance management plan. Moreover, the organization was not ready to explore the performance management plan to Moretti. Hence, it indicates the unethical method of managing performance in the business. Ates et al. (2013) have argued that Although the performance management is a key factor for achieving organizations goals and objectives, senior management is not allowed to hide any terms and condition from the employees of the company. According to Fair Work Act 2009, the senior management needs to consider some facts before the dismissal of an employee from the company. Moreover, Fair Work Australia (FWA ) has discussed that the management should identify whether the dismissal of the employee is conducted based on unsatisfactory performance or not (Aguinis, Gottfredson and Joo 2012). Hence, it can be assessed that performance management process has become common challenges for the global industry. In this scenario, Moretti, the sales manager of Heinz, has undergone a performance review in May 2011. Later that month, Mr. Moretti has reported allegations about one of his subordinates to his line manager. The sales manager was informed that the matter would be dealt by the head office. However, the organization has not properly investigated the matter. According to the sales manager, Heinz has taken a sudden decision about the termination of his employment from the company (Lee Rhodes et al. 2012). On the contrary, Heinz has argued that the sales manager was given feedback about the performance management and was told that advice would be given from the human resource management. Hence, the incident contradicts with each other conversation. Mr. Moretti has asserted that he has asked several times to his senior management about the identification of his performance lacking areas (Sutiyono 2012). However, the sales manager has a strong belief that there was no lack of his performan ce. In spite of that, Heinz has terminated his employment from the organization. By analyzing the significance of the strategic performance management, it can be assessed that the management could able to achieve the organizational objectives through the implementation of the performance management plan within the business. However, the performance management program needs to follow some guideline for conducting in an appropriate manner. Hvidman and Andersen (2014) has discussed that the Performance management system sets criteria for identifying worker contribution and productivity. It allows the business to establish organizations activities and requirements. In this context, Heinz has dismissed the sales manager without showing any valid reason. Although the main criterion of Heinz is to manage performance within the organization, they have been focusing on the other things including employment dismissal. In this scenario, the management has not tried to identify the performance lacking areas of the sales manager. The organization could have arranged a proper discussion with Moretti about the performance management plan. However, the management has forced him to sign up a performance management plan without discussing it in a proper manner. Hence, it indicates managements issues in conducting the performance management plan in an effective manner. As per the FWA, performance management program should consist of proper methods for obtaining profitable outcome of the process. In recent years, most of the businesses have been facing challenges in executing the performance management program due to lack of management planning and execution. Bianchi (2012) has argued that the unethical dismissal of employees could create major issues in the business, and it affects the business productivity. Consequently, it could hamper the businesss growth in the global platform. In this scenario, Heinz has dismissed the sales manager without clarifying the performance lacking areas. Consequently, it is responsible for diminishing the brand values of the bu siness in the global market. With the involvement of the performance management planning, the organization could enhance the business opportunity in the global market (Bianchi and Rivenbark 2012). The sales manager has refused to be performance managed, as he feared that the entire program was designed to trigger his dismissal by the company. Hence, it can be assessed that Heinz has planned to terminate his employment from the company. It indicates the improper performance management process executed in the organization. Consequently, it indicates the risk factor for the business and the organization may lose its brand image in the global market. By analyzing the case scenario, it can be assessed that the employees performance management conducted at Heinz is quite unreliable. Heinz has dismissed an existing sales manager of the organization without showing real issues of the employee. In this context, the higher management has terminated the employment without providing the clarification to the employees about the identification of the performance lacking areas. Performance management is one of the major factors for experiencing the profitable outcome from the business. Taylor and Baines (2012) have identified the fact that the unreliable performance management is responsible for reducing the organizational growth in the global platform. On the other hand, Yadav and Sagar (2013) has discussed that the performance management has huge impacts on the strategic human resource management. It can be assessed that the strategic human resource management is one of the key factors for the enhancement of the work design at the workpla ce. In this context, Heinzs approach towards the sales manager was not acceptable, as the management was not ready for identifying the performance lacking areas of the sales manager. Moretti has asked several times to the higher management for evaluating the key lacking areas. Yadav and Sagar (2013) have argued that the employees performance management program must be followed through a guideline in order to enhance the entire process in an effective manner. The relationship between strategic human resource management and performance management is that it defines personal development goals along with setting organizational objectives in an effective manner. Moreover, it manages the change and provides enhanced training to the employees in order to obtain profitable outcome from the business (Jelali 2012). By discussing the employees performance management at Heinz, it can be assessed that the organization is not liable to provide a valid reason for terminating the employment of an employee in the business (Vuki, Bach and Popovi  2013). For example, Moretti has asserted that the management has forced him for signing up a performance management plan without clarifying it properly, and Heinz has threatened that his (Moretti) unwillingness could cause the termination of his employment from the company. Hence, it can be evaluated from the above discussion that the performance management plan at Heinz was not reliable for employees. It directly affects the strategic human resource management and organization performances. Strategic human resource management is one of the important factors for enhancing the organizational performance in an effective manner. In recent years, the organizational performance has been facilitating the company to enhance the financial performance, customer service, social responsibility, employee stewardship and the performance measurement systems. In this context, Heinz could have provided a detailed discussion of the performance management plan to Moretti. However, the organization has ordered him for signing up performance management plan or be dismissed from the organization. Hence, this behavioral approach of the management has indicated the bias in the process. Ahmad (2012) has discussed that organizational performance consists of several components of the business, and it must be executed in an effective manner for obtaining positive outcome from it. By investigating the case scenario, it can be assessed that the managements unreliable decision on the performance management has created difficulties for Heinz in managing performance plan. Brenden McCarthy, the deputy president of Fair Work Australia (FWA), has said that the performance management plan must rely on the management and Heinz has executed the process imperfectly. Although Heinz has argued on the dismissal of Moretti, McCarthy has protested against that decision. Heinz has shown the reason that the sales manager had a low score in his annual review (Poister, Pasha and Edwards 2013). However, they have not shown him the exact areas of performance lacking. Consequently, the management has failed in conducting the performance management plan in an effective manner. With the involvement of this incident, Heinz could realize the lack of organizational performance in the business. Moreover, the strategic human resource management has failed to provide proper clarification fo r the termination of an employment form the business. Lack of transparency in the strategic human resource management plan could create the risk factors for enhancing organizational performance at Heinz in an appropriate manner (Hawke 2012). There is always space for improvement in the organization for obtaining competitive advantages in the business. By investigating the case scenario, it can be assessed that Heinzs employee performance management process is unreliable. Moreover, the higher management of the organization did not bother to take a serious decision on employment termination in the business. As per the Fair Work Australia (FWA), the organization must follow a certain regulation for executing the performance management plan in an appropriate manner (Ahmad 2012). The deputy president of FWA, Brenden McCarthy, has argued about the dismissal of the sales manager from the company, as he thought that the management at Heinz could have provided valid reason for terminating an employment form the organization. Hawke (2012) has discussed that the performance management can be enhanced through following several strategies in the business. The higher management of the organization needs to provide detailed discussion on the planning of performance management. In recent years, most organizations have been facing several challenges in executing employees performance management plan in the business. In this context, Heinz could enhance the performance management planning at the organization through the implementation of different steps as follows: Step 1: At the initial stage of the performance management program, Heinz could have communicated their expectations to the sales manager called Moretti. On the other hand, they could have emphasized the personal accountability. Taylor and Baines (2012) have argued that the organizations are responsible to provide adequate knowledge to each employee about their overall performance analysis. In this context, Heinz, in spite of providing performance analysis, terminated employment of the sales manager. Moretti have asked several times about identification of lack of performances. However, Heinz did not provide any valid clarification to him about the dismissal of employment. Hence, it can be assessed that the organization has not been communicated its expectations to employees properly. Step 2: Monitoring is another important part of the performance management. Heinz could have implemented the proper performance management plan in the business to evaluate the key performer. Although Heinz has a process of reviewing annual performance of employees, the higher management did not monitor the process properly (Bianchi and Rivenbark 2012). Consequently, it reduces the possibility of obtaining positive outcome from the performance management plan. In this context, the organization has provided annual performance management review to Moretti. However, the review planning has not been explored properly. Moretti has asked several times to the higher management about identification of his performance lacking areas. Step 3: Heinz could have created administer a fair and consistent management system of acknowledging merit in the business. Most organizations have been facing challenges in accessing the performance management plan in an effective manner (Sutiyono 2012). In this context, Heinz has shown the unreliable performance management at the organization. Deputy President McCarthy has said that there was no valid reason for the dismissal of Moretti. As per the FWA, organization needs to accomplish the performance management plan through following certain guideline. However, Heinz has shown invalid reason for the dismissal of the sales manager. He was given a condition where he had to sign up for a performance management plan or be dismissed from the organization. However, Heinz has failed to explore the performance management plan to Moretti. Hence, it can be identified that the Heinz consists of opaque management system in the business and it has created challenges for obtaining positive outcome from the business (Pollitt 2013). Step 4: Heinz could have investigated the performance management of Moretti in order to uphold a transparent management process in the business. Heinz has avoided clarifying the performance management plan to their sales manager. The organization has shown annual performance review to Moretti and the performance score was low. However, the organization has not provided any clarification of his low performance. It indicates the unreliable performance management program for the employee. Heinz could have established good example of the performance management process by executing the dismissal of an employment with valid reason. On the contrary, the management was least bother about discussing the lack of performance management areas of the sales manager. Lack of transparency in the management decisions has created difficulties for Heinz to achieve organizational goals and objectives in an effective manner (Rolstadas 2012). Conclusion and recommendations: It can be concluded that performance management is one of the major factors for experiencing organizational growth in an effective manner. Fair work Australia has argued about the dismissal of an employment at Heinz. Heinz has terminated the employment of the sales manager called Moretti without showing any valid reason. Consequently, it has created a negative impact on the organizations brand image in the global market. Heinz has evaluated that Moretti needs to develop his performance management skills. In this context, the organization has provided the annual performance management review report to the sale manager. However, Moretti has alleged that annual report contains same score given to all employees in the organization. Hence, it can be assessed that the organization has planned to terminate an employment of the sales manager. On the other hand, Moretti has alleged that the organization was least bother to provide clarification of the low score performance management at Heinz . In this context, Heinz could have set a positive example of performance management plan by evaluating the low-performance area of employees. Fair Work Australia has also argued that the organization needs to follow a certain set of processes in order to execute the performance management planning in an effective manner. The transparent management planning could have facilitated Heinz to achieve the organizational goal and objectives in an appropriate manner. Monitoring technique is an effective process for identifying the key development area in the business. In this scenario, the hiring management of Heinz could have explored the rationale of employments termination from the organization. Moreover, the organization could have communicated their expectations to the sales manager in order to avoid such critical situation in the business. References: Aguinis, H., Gottfredson, R.K. and Joo, H., 2012. Using performance management to win the talent war.Business Horizons,55(6), pp.609-616. Ahmad, M.S., 2012. Impact of organizational culture on performance management practices in Pakistan.Business Intelligence Journal,5(1), pp.50-55. Ates, A., Garengo, P., Cocca, P. and Bititci, U., 2013. The development of SME managerial practice for effective performance management.Journal of Small Business and Enterprise Development,20(1), pp.28-54. Bianchi, C. and Rivenbark, W.C., 2012. A comparative analysis of performance management systems: the cases of Sicily and North Carolina.Public Performance Management Review,35(3), pp.509-526. Bianchi, C., 2012. Enhancing performance management and sustainable organizational growth through system-dynamics modelling. InSystemic management for intelligent organizations(pp. 143-161). Springer Berlin Heidelberg. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Hawke, L., 2012. Australian public sector performance management: success or stagnation?.International Journal of Productivity and Performance Management,61(3), pp.310-328. Hvidman, U. and Andersen, S.C., 2014. Impact of performance management in public and private organizations.Journal of Public Administration Research and Theory,24(1), pp.35-58. Jelali, M., 2012.Control performance management in industrial automation: assessment, diagnosis and improvement of control loop performance. Springer Science Business Media. Lee Rhodes, M., Biondi, L., Gomes, R., Melo, A.I., Ohemeng, F., Perez-Lopez, G., Rossi, A. and Sutiyono, W., 2012. Current state of public sector performance management in seven selected countries.International Journal of Productivity and Performance Management,61(3), pp.235-271. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Moynihan, D.P. and Lavertu, S., 2012. Does involvement in performance management routines encourage performance information use? Evaluating GPRA and PART.Public Administration Review,72(4), pp.592-602. Poister, T.H., Pasha, O.Q. and Edwards, L.H., 2013. Does performance management lead to better outcomes? Evidence from the US public transit industry.Public Administration Review,73(4), pp.625-636. Pollitt, C., 2013. The logics of performance management.Evaluation,19(4), pp.346-363. Rabl, T., Gmez-Villamor, S., Sadoghi, M., Munts-Mulero, V., Jacobsen, H.A. and Mankovskii, S., 2012. Solving big data challenges for enterprise application performance management.Proceedings of the VLDB Endowment,5(12), pp.1724-1735. Rolstadas, A. ed., 2012.Performance management: A business process benchmarking approach. Springer Science Business Media. Taticchi, P., Balachandran, K. and Tonelli, F., 2012. Performance measurement and management systems: state of the art, guidelines for design and challenges.Measuring Business Excellence,16(2), pp.41-54. Taylor, J. and Baines, C., 2012. Performance management in UK universities: implementing the Balanced Scorecard.Journal of Higher Education Policy and Management,34(2), pp.111-124. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Vuki, V.B., Bach, M.P. and Popovi , A., 2013. Supporting performance management with business process management and business intelligence: A case analysis of integration and orchestration.International journal of information management,33(4), pp.613-619. Yadav, N. and Sagar, M., 2013. Performance measurement and management frameworks: Research trends of the last two decades.Business Process Management Journal,19(6), pp.947-971.

Psychology Ethical Issues

Question: Discuss about thePsychologyfor Ethical Issues. Answer: Identification and Accessing the Ethical Issues Ethics is an important and crucial part in the process of psychological counseling. Ethical awareness can be considered mainly as a process that is continuous and active in the process that deals with the involvement of questioning and the responsibilities that involve personally in the case of the questioning round of the counseling (Bom Isbrand, 2013). Focusing and being aware of the codes of ethics here the legal standard that is one of the important factors in the cases of the psychological counseling. It is also believed that the majority of the therapists it is conscientious, caring, empathetic, dedicated and committed to the behavior that focuses with the ethics (Welfel, 2015). Accessing the ethical questions, that mainly deals with the questions that are concerned with the self trusts, assumptions, and the action that are being planned to adopt. It is being non ethical if the psychotherapist considers themselves to be the perfect one and judge their clients based on their concept. Ethics can be accessed if the counselor can counsel his/her opinions, choices and the decisions (Fisher, 2014). It is their duty to respect the decision of the client, and guide them in the proper direction without under-estimating their decision or their choice, but modification of their decision can be done. Key Issues The main key issue in the given case is considered as the connection or the contact in the social networking site that too with the counselee and his partner to be the known as the former counselee of Kylie. Being, a counselor, Kylie faces the dilemma of being friend of Jim or not, as the ethics of counseling, a counselor cannot be a friend of her counselee. The job of the counselor is to guide the counselee as per to the required pathway that he might have got confused due to the mental problems he is facing and make Jim understand the reality with empathy and direct eye to eye contact. Compare and Contrast According to the literature, the ethics of the psychotherapy can be considered to be the one in which counselor or the psychotherapy must incorporate the e-technology to their process of counseling. E-technology can be the new feature which can be included to the counseling technique. It will enhance the protocol during the counseling process. But the contrasting feature as a counselor cannot provide any access to their personal social media, like face-book, instagram and few more due to the safety and security of the counselor. Social media sites are mainly for accessing the profiles that are generally being used for the personal entertainment. In the case of counselor, they might be harassed in the social media that are being used as their personal asset. Official and professional social media profile can be advantageous for the purpose of the counseling. Ethical Responsibilities The Ethical Structure for Good Practice in the field of advising is the moral code for guides, coaches, and chiefs in the directing field. It is likewise material to advising research, the utilization of guiding abilities, and the administration of directing administrations inside associations and organizations. Principles of ethics emphasizes on the ethical responsibilities, with counselors for accounting any decisions. Ethical principles include (Wheeler Bertram, 2015): Fidelity(i.e. being trustworthy) this is one of the fundamental for resolving and understanding the incongruence. Autonomy this principle that emphasizes the importance of respect and develops the ability of the counselees for self-directing. Beneficence reacting as per to the interests of the client, based on professionallism and working within the competence limits. Non-maleficence the responsibility for mitigating any injury to the clients. Justice focussing of any requirements and obligations legally and conflicts between the ethical and the obligations. Self-respect working towards self-awareness and taking care of the self. In other words, counselors need to apply all of the above principles to themselves as well as their clients. Impact of E-Technology for Health Practitioners In the era of 21st century, online sites are gaining more importance than the offline one. People are more concerned and dedicated to the online sites. They are comfortable on using e-technology, by sitting comfortably at home. E-technology enhances the passion for the counselor in counseling. It also helps for gaining extra knowledge in any particular cases. The effects of these technologies have a broader aspect in every field of and in the life of the mass of this century (Pope, K. S., Vasquez, 2016). Psychotherapy or counseling also started developing under these headings. E-technology always has both positive and the negative ways in the field of counseling. Positive impact can be based on the accessibilities, which can help the counselee whenever they requires. Along with it, convenience, affordability also adds on the positive features of psychological aspect of the technology that is electronically designed. But the negative features exist in the broader aspect. The confiden tiality and the personal life of the counselor may get exposed, which can be a negative effect on his profession. The main base of the counseling, the cue of the verbal communication remain absent in the case of the counseling session. Difficulty with the technology, the credibility of the therapists cannot be understood if e-technology is being used. However, technologies have rapid growth, but it cannot pose any such unique features or the possibilities for both the counselor and counselee. Slippery Slope Argument The slippery-slope argument is known to be the fallacy that an individual asserts for specific extension that will allow a particular incident to change inevitably on the basis of the question that may be asked. Most of the time, there are a progression of steps or degrees between one occasion and the one being referred to and no reason is offered in the matter of why the interceding steps or degrees will essentially be different journalists have grouped elusive incline contentions in various and regularly conflicting ways yet there are two fundamental sorts of contention that have been depicted as dangerous slant arguments (Volokh, 2013). One write has been known as The Causal slippery and the recognizing highlight of this sort is that the different strides driving from p to z are occasions with every occasion being the reason for the following in the sequence. The second sort may be known as The Judgmental Sleepy slope with the thought being that the "slant" does not comprise of a progression of occasions, but rather is to such an extent that, for reasons unknown, if a man makes one specific judgment they will judiciously need to make another et cetera (Jefferson,2014). The judgmental sort might be further sub-separated into theoretical dangerous slants and decisional elusive slopes. Reference List: AIPC Article Library | The Role of Boundaries in Counselling. (2017).Aipc.net.au. Retrieved 22 April 2017, from https://www.aipc.net.au/articles/the-role-of-boundaries-in-counselling Bom, T., Isbrand, V. E. (2013). Ethics of Psychology (Doctoral dissertation). Fisher, C. B. (2014). Multicultural ethics in professional psychology practice, consulting, and training. Jefferson, A. (2014). Slippery slope arguments. Philosophy compass, 9(10), 672-680. Pope, K. S., Vasquez, M. J. (2016). Ethics in psychotherapy and counseling: A practical guide. John Wiley Sons. Volokh, E. (2013). Slippery Slope Arguments. The International Encyclopedia of Ethics. Welfel, E. R. (2015). Ethics in counseling psychotherapy. Cengage Learning. Wheeler, A. M., Bertram, B. (2015).The counselor and the law: A guide to legal and ethical practice. John Wiley Sons.