The Difference Between a City and a Town

Do you live in a city or a town? Depending on where you live, the definition of these two terms may vary, as will the official designation that is given to a certain community. In general, though, cities are larger than towns. Whether any given town is officially designated with the term town, however, will vary based on the country and state it is located in. The Difference Between a City and a Town In the United States, an incorporated  city  is a legally defined government entity. It has powers delegated by the state and county and the local laws, regulations, and policies are created and approved by the voters of the city and their representatives. A city can provide local government services to its citizens. In many places in the U.S., a town, village, community, or neighborhood is simply an unincorporated community with no governmental powers. County governments typically provide services to these unincorporated communities.Some states do have official designations of towns that include limited powers. Generally, in the urban hierarchy, villages are smaller than towns and towns are smaller than cities, though this is not always the case.   How Urban Areas are Defined Throughout the World It is difficult to compare countries based on the percentage of urban population. Many countries have different definitions of the  population size necessary to make a community urban. For example, in Sweden and Denmark, a village of 200 residents is considered to be an urban population, but it takes 30,000 residents to make a city in Japan. Most other countries fall somewhere in between. Australian and Canadian cities have a minimum of 1,000 citizens.Israel and France have a minimum of 2,000 citizens.The United States and Mexico have a minimum of 2,500 citizens. Due to these differences, we have a problem with comparisons. Let us assume that in Japan and in Denmark there are 100 villages of 250 people each. In Denmark, all of these 25,000 people are counted as urban residents but in Japan, the residents of these 100 villages are all rural populations. Similarly, a single city with a population of 25,000 would be an urban area in Denmark but not in Japan. Japan is 78 percent  and Denmark is 85 percent  urbanized. Unless we are aware of what size of a population makes an area urban we cannot simply compare the two percentages and say Denmark is more urbanized than Japan. The following table includes the  minimum population that is considered urban in a sampling of countries throughout the world. It also lists the percent of the countrys residents which are urbanized. Not surprisingly, some countries with a higher minimum population have a lower percentage of ​urbanized population. In addition, the  urban population in almost every country is rising, some more significantly than others. This is a modern trend that has been noted over the last few decades and is most often attributed to  people moving to cities to pursue work. Country Min. Pop. 1997 Urban Pop. 2015 Urban Pop. Sweden 200 83% 86% Denmark 200 85% 88% South Africa 500 57% 65% Australia 1,000 85% 89% Canada 1,000 77% 82% Israel 2,000 90% 92% France 2,000 74% 80% United States 2,500 75% 82% Mexico 2,500 71% 79% Belgium 5,000 97% 98% Iran 5,000 58% 73% Nigeria 5,000 16% 48% Spain 10,000 64% 80% Turkey 10,000 63% 73% Japan 30,000 78% 93% Sources Hartshorn, Truman A.  Interpreting the City: An Urban Geography. 1992.Famighetti, Robert (ed.).  The World Almanac and Book of Facts. 1997.World Bank Group. Urban Population (% of total). 2016.

The Theory Of Cognitive Approach On Eating Disorders

Eating Disorders (ED) are a real â€Å"epidemic† plaguing industrialized and developed societies, affecting mostly adolescents and young adults (Benas Gibb 2011). In general, the flawed thinking of people suffering from such diseases is characterized by an obsession with perfection of the body. The impact that eating disorders have on women has always been more prevalent than on males. (Benas Gibb 2011; Polivy Herman 2002). The culture-bound syndromes are constellations of signs and symptoms, that are restricted to certain the cultural pressure to lose weight, which is considered a key element of the etiology of these disorders, therefore, along with biological, psychological and family factors have been generating an excessive preoccupation with the body, an abnormal fear of becoming fat and anxiety markedly accompanied by changes in the body schema. These are therefore the characteristics of Bulimia Nervosa (BN) and Anorexia Nervosa (AN). The following ten literature revi ew attempt to demonstrate and support the theory of cognitive approach on eating disorders, briefly understanding the neurobiological mechanisms. Eating Disorders are defined as deviations of eating behavior that can lead to extreme weight loss (cachexia) or obesity, among other physical problems and disabilities. The main types of eating disorders are Anorexia Nervosa and Bulimia Nervosa. These two diseases are closely related because they represented some symptoms in common: a prevalent idea involvingShow MoreRelatedA Research Study On Eating Disorders Essay1251 Words   |  6 Pagesprimarily on how eating disorders affect both genders, predominantly in Western societies. The term ‘eating disorder’ is a very comprehensive term, which is further broken down into categories. The content of this essay will cover three of these categories; including Anorexia Nervosa, Bulimia Nervosa and Binge Eating Disorder (BED). Additionally discussed are the benefits of psychodynamic theory and cognitive behavioural therapy and how these approaches may be used in relation to eating disorders in a therapeuticRead MoreCognitive B ehavior Therapy1349 Words   |  6 PagesCognitive Behavior Therapy Developed by Dr. Aaron T. Beck,  Cognitive Therapy (CT), or Cognitive Behavior Therapy (CBT), is a form of psychotherapy in which the therapist and the client work together as a team to identify and solve problems. Therapists help clients to overcome their difficulties by changing their thinking, behavior, and emotional responses. A System of Psychotherapy Cognitive therapy is a comprehensive system of psychotherapy, and treatment is based on an elaborated and empiricallyRead MoreAnorexia Nervos A Group Of Eating Disorders1696 Words   |  7 Pages Anorexia nervosa is psychiatric condition that is part of a group of eating disorders. It is associated with abnormally low body weight, extreme fear of gaining weight and a distorted perception of body image. Those with the disorder place a high value on controlling their weight to produce certain image. However, those suffering from the disorder more than likely use extreme efforts that tends to significantly interfere with their health and even normal activities or occupations in their livesRead MoreEating Disorders : Anorexia Nervosa1477 Words   |  6 Pagesare three main types of eating disorders: anorexia nervosa, bulimia nervosa, and binge-eating disorder. They all involve serious disturbances in weight regulation and eating habits, accompanied by adverse effects on social, psychol ogical and physical aspects of one’s life (‘Eating disorders: About more than food’, n.d.). This essay will specifically be focusing on bulimia nervosa, as research shows a higher level of stigma associated with it, compared to other eating disorders (Roehrig McLean, 2009)Read MoreAnorexia Nervosa (Phychology)1084 Words   |  5 PagesEXPLANATIONS FOR MENTAL DISORDERS There are several approaches in psychology which attempt to explain mental disorders. The biological approach sees a mental disorder as a medical problem, it assumes mental illness to have a physical cause and the treatment offered is physical. Behavioural approach emphasise learned behaviour, its treatment is based on conditioning principles. New adaptive behaviours are learned. Other approaches which propose causes of mental disorders as psychological are psychodynamicRead MoreCognitive Behavioral Therapy And Mental Health Disorders Essay1545 Words   |  7 Pagesadolescence stage constantly wondered me what clinical approach can treat depression. Rather than relying on medications, clinical therapies are more effective to cure a variety of mental disorders. Although there are numerous psychological and physiological treatments to cure depression, ‘Cognitive Behavioral Therapy’ [CBT] will effectively treat depression as well as other mental health problems. Common ly used by most mental health experts, cognitive behavioral therapy is â€Å"a short-term, problem-focusedRead MoreCognitive Therapy And Mental Health Problems914 Words   |  4 Pages(Beck, 1970). Lastly, cognitive errors focus on the faulty thinking that patients have developed due to the way that they experience the world around them. Cognitive therapy aims to shift this pattern of thinking teaching the patient how to reframe their thoughts to a more rational thought pattern. While this book was written specifically for work with depressed patients, Beck begins to notice within his practice that this therapy technique could be adapted to treat other disorders specifically anxietyRead MoreJamie1634 Words   |  7 PagesIn this essay I will analyse in reference to the case study, how psychological theory informs our understanding of mental health disorders. I have chosen the following two theories to analyse, Psychodynamic and Cognitive. I will also evaluate how certain therap ies such as Cognitive Behavioural Therapy (CBT) and Psychotherapy may help or change a depressed person’s behaviour. Depression is a potentially disabling illness that affects many, but is understood by few. Suffers often do not recogniseRead MoreAnalysis Of Aaron Beck s Cognitive Behavioral Therapy Essay1348 Words   |  6 PagesTheoretical Summary Aaron Beck developed the cognitive therapy concept in the 1960s. Beck was very ill as a child and perceive his mother to be depressed and unpredictable due to losing two children in their infancy due to illness. Beck graduated from Brown University and Yale Medical School. According to Beck’s daughter Judith, cognitive therapy is based on the ideas of the stoic philosophers in Greece and Rome (Seligman et al, 2014, p. 294) Cognitive Behavioral Therapy was founded by Donald MeichenbaumRead MoreDefinition And Intervention Mid Term Project Is Teen Dating Violence1156 Words   |  5 Pagesquestioning, active listening, and effective communication skills. The three most important leader styles that will be identify in my group are directive leaders, participative leaders, and supportive leaders. I will be discussing interventions, such as Cognitive-Behavioral Therapy, Dialectical Behavioral Therapy, positive self-talk, psychoeducational group, and counseling group. Adolescent Dating Violence â€Å"Teen dating violence is a pattern of controlling behavior exhibited towards one teenager by another

Learning in Touch Football-Free-Samples for Students-MyAssignment

Question: Give a Fair bit of detail on your Strengths your weaker areas skills, gameplay/tactics, communication, fitness, etc. Answer: Introduction The purpose is recording the learning experience of playing touch football with the whole Physical Education class. This journal would be analyzing Figueroas Levels of Framework for evaluating factors that have shaped individual and group involvement and enjoyment in touch football, and then accordingly develop policy and strategies for the enhancement of the sporting experience. It also includes evaluation of our Year 11 class environment on the basis of positives and issues and concluding with a personal reflection of what I have learnt about my own self. Figueroas Framework In driving the participation and learning of individuals in any kind of sports and physical activity, the two most important factors are access and equity. Equity is related with celebrating and providing value to social and cultural differences of both individuals and society. Equity is all about being treated equally, valuing human beings, contributing, being listened to, providing the opportunity to learn and earn some respect (Dowling, Fitzgerald and Flintoff 2012). Access provides the opportunity to participate, irrespective of age, gender, cultural background, life experiences, and ability and so on. The 5 stages of Figueroas Framework are: Individual, Interpersonal, Institutional, Structural, and Cultural. The focus of this report would be on the Individual level (Individual attitudes, values, experience and beliefs). My Performance and Progress Previous experience in the last school only in a social approach Preparation taken - focus, physical, motivation Skills running, passing, defense, communication Average fitness level Good understanding of the game Need improvement: confidence and self-motivation Weekly progress: Week 2 - skills and camping, Week 5 to 6 drills, game playing My Beliefs and Attitudes Starting the touch football unit Affected by learning motivation levels Week 1-2: self-doubts, self-belief, stereotypes Week 3-5: desire to learn and advanced attitude, resulting in better outcomes Week 6: effect of carnivals on health and energy (Kane 2015) Value, Respect, Equality and Stereotypes Weeks 1-2: In the beginning I was feeling like I did not fit in, which later turned a positive leaf Weeks 3-6: As my skills improved with practice and I gained confidence, I started feeling more accepted, respected, valued and treated like an equal I sensed the major stereotypes existed in the aspects of culture, ability and gender Equality issues were also faced in the same aspects of culture, ability and gender Safety in Class Asking if someone is ready or not so that no mishaps happen Using proper sports equipment for avoiding accidents Proper coordination among team members to make sure everyone is aware of what is happening Recommendations Take whole-of-school method for making sure all players are included and equality is maintained Allowing for physical movement in all school-related strategy decisions Labelling physical education as a central subject to ensure access Observing physical education and openings for physical activity in schools Providing pre-service training and professional improvement for teachers so that equity is maintained Confirming equity in admission to physical activity and physical education Reflection I learnt in this term that attitude is the key to motivation and learning. The amount I put in the task is what I would get out of the lesson. I understood I can learn and improve myself in any sport if I wish and try to. Equality should be given importance, not only winning. Otherwise, someone or the other would feel left out or unimportant. Encouragement must be two-way approach. If I encourage someone, they would someday encourage me back. Application of these learnings in touch football would help me become a team player, all the while making sure I respect others and maintain safety. References Burrows, L., Macdonald, D. and Wright, J. eds., 2013.Critical Inquiry and Problem Solving in Physical Education: Working with Students in Schools. Routledge. Dowling, F., Fitzgerald, H. and Flintoff, A. eds., 2012.Equity and difference in physical education, youth sport and health: A narrative approach. Routledge. Figueroa, R. and An, R., 2017. Motor skill competence and physical activity in preschoolers: a review.Maternal and child health journal,21(1), pp.136-146. Hard, E.S.P., Schools, H.K., Breaks, I.C.P.A. and Game, B.O., 2012. Physical activity.Fitness and health: Internatio. Holt, N.L., Sehn, Z.L., Spence, J.C., Newton, A.S. and Ball, G.D., 2012. Physical education and sport programs at an inner city school: exploring possibilities for positive youth development.Physical Education Sport Pedagogy,17(1), pp.97-113. Horine, L. and Stotlar, D., 2013.Administration of physical education and sport programs. Waveland Press. Kane, J.E. ed., 2015.Psychological aspects of physical education and sport. Routledge. McIntosh, P.C., 2013.Landmarks in the history of physical education(Vol. 22). Routledge. Stolz, S. and Pill, S., 2014. Teaching games and sport for understanding: Exploring and reconsidering its relevance in physical education.European Physical Education Review,20(1), pp.36-71. Winnick, J. and Porretta, D. eds., 2016.Adapted Physical Education and Sport, 6E. Human Kinetics.

Relational Versus Transactional Beliefs †Free Samples to Students

Question: Discuss about the Relational Versus Transactional Beliefs. Answer: Introduction The relationship between the organisational performance and human resource management is appeared to the statistically weak. However, according to Rousseau (2001), human resource is the integral part of the business that deals with the performance parameter of the associates. Some of the significant issues are identified while linking the relationship between the organisational performance and human resource management (Guest, 2004). The human resource department requires maintaining the responsibilities of recruiting, motivating, and managing the entire work environment in a significant way. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time (Guest, 1998). However, the inappropriate human resource practices can accordingly lead towards the failure of the people management. The study concentrates on the eval uation of psychological contract within ADF (Australian Defense Force). The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The study would focus on some of the specific suggestions on the human resource management in terms of performance and rewards, training and career management, and employee wellbeing. The further study would develop the bets human resource practices in mitigating the conflicts emerged within ADF. The case scenario is based on the Workplace Remuneration Arrangement between the Australian Defense Force and Australian Government. The human resource management pays attention towards the wages of the associated workers. The associated ADF members claimed that their wages increased almost 4.5% over 3 years (Aihw.gov.au., 2014). This low rise of the wages has been affecting the psychological contracts between the Australian Government and ADF (Army.gov.au, 2017). It has been observed that there is there is the psychological based conflicts emerged that was shifted from the relational value. The areas of the career development and the long-term job security are the major factors to increase customer loyalty (Grimmer Oddy, 2007). The case study highlights some of the significant issues faced by the associated members due to the improper HRM practices. Undermining the psychological contracts is the major reason for the rise of lower wages. This lower wages are considerably breaching t he rules and obligations of the Australian Government (Rousseau, 2001). Such unintended consequences in the Australian Defense Force Pay Deal are affecting the long-term commitment of the soldiers. The members of Australian Defense Force have been facing major issues with the improper training process, low rise of the wages, and lack of proper employee well-being (Army.gov.au, 2017). In fact, it is also notable that the members do not receive the proper training and development session for their defense programs. The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The study would thus focus on some of the specific implication for the future improvement of the Human Resource Management. Role of HR Management The efficient HR management plays the significant role in increasing the performance parameter of the employees. The development and success of the employees help the organisation to accomplish the business goals. On the other hand, the effective performance of the employees depends on the extent to which the organisation is maintaining the fairness to influence loyalty programs. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association (ODonnell and Shields, 2002). It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. It is to be indicated that the human resource management is the integral part of an organisation. Starting from the recruitment and section process, the human resource management of an organisation requires taking care of the entire data of the organisation, management of the people, and retaining the employees with proper motivation. The HR set the reasonable deadlines for completing the strategic activities undertaken by the management (ODonnell Shields 2002). The human resource management requires concentrating on maintaining the effective interpersonal relationships with the employees. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association. It is the major responsibility of the human resource management to manage the training process of every associate, executive, managers and the involved members. It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. This performance monitoring process is quite helpful in understanding some of the specific areas of improvement (Dunt, 2009). The lack of proper motivation creates the considerable impact on the psychological mindset of the employees. When the employees receive the proper motivation from the organisation, it creates the positive impact on the associated employees. Similarly, when the employees fail to receive those motivational factors, such as proper training, appropriate wages, and rewards, their performance can be degraded. It is essential for the human resource management to keep the record of the proper performance and activities of the associated employees (ODonnell and Shields, 2002 ). It is even essential to receive the proper feedback from the employees to understand the major areas of concerns (Grimmer Oddy, 2007). The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. Some of the specific motivational factors are needed to be taken into consideration for leading the employees towards job satisfaction (Guest, 1998). The further study would provide the major concerns related to the employees satisfaction. The role of the human resource management has the clear link with the motivation theories. Herzbergs Two-Factor theory provides the insightful ideas of the necessary factors that the human resource management needs to be concerned about to retain the employees. The following section of the study would discuss these factors ass ociated with the motivation theory of Herzberg. Herzbergs Two-Factor Theory Frederick Herzberg, the behavioural scientist observed the needs of several important segments that create the impact on employees minds. The Two-Factor theory is also noted as motivation-hygiene theory that results the satisfaction or dissatisfaction of the associated staffs. The case scenario defines that the members of Australian Defense Force have been facing major issues with the improper training process, low rise of the wages, and lack of proper employee well-being (Defence.gov.au, 2017). According to this theory, it is notable that some of the specific job factors result in satisfaction or dissatisfaction of the associated employees. The two-factor theory describes two major factors, such as motivators and hygiene factors. The elements associated with these factors are discussed further: According to Herzberg, there are some factors, which are necessarily needed to be implemented within the environment. These factors do not often lead to the satisfaction, but the absence of these factors may dissatisfy the employees. The factors do not even stay for a longer period and these are reasonable in a job. According to Guest (2004), these factors are generally describing the exact workplace and the environment. The hygiene factors usually symbolize the necessary psychological needs of the associated employees (Mentalhealthcommission.gov.au., 2017). The case study also follows the issue with the psychological contracts of the ADF members due to the absence of several essential factors. The following hygiene factors are needed to be taken into account. Pay: The salary structure or the pay structure is the major factor for every organisation. The employees usually look for the effective pay structure when they are associated with the organisational activities. As per the scenario, the members of Australian Defense Force experience their pay rise in every 3years cycle in which they only receive the hike to 4.5% of the amount (ODonnell and Shields, 2002). This amount is much less for influencing their motivational aspects. The structure of this amount is needed to be equal and competitive to the organisations belong to the same domain (Dobre, 2013). Australian government thus requires paying attention to such monetary factor that create the influencing impact on the employee satisfaction. Administrative and Company Policies: The rigid policies of the company often lead to dissatisfaction. The maintenance of the fairness and appropriate rules and regulations is necessary for every organisation. The flexible working hours, vacations, and appropriate dress codes are some of the considerable components associated with this segment. The case scenario reflects that the ADF members usually face issues with the improper maintenance of fair treatment and effective policies (Rousseau, 2001). The administrative department fails to manage the significant traits that are influencing the minds of employees. Hence, the Australian Government requires make some of the considerable modifications for improving administrative laws for the members of Australian Defense Force. Fringe Benefits: In an organisations, the employees look for some of the motivating benefits offered by the organisations. In usual cases, the employees seek the proper medical or health care plans, benefits or facilities for their family members, and the employee health programmes. The members associated with the Defense Force need such facilities for their families since they are often involved with life risk situation (Whelan, 2016). Their claims for the medical facilities are quite justified. The medical benefits are necessary for leading them towards satisfaction. Physical Working Conditions: The safe working conditions, maintenance of the hygienic level and cleanliness are the basic requirements for every employee working under an organisation. The members of Australian Defense Force are concerned about the equipment used for their activities. The equipments are needed to be properly checked and updated for the betterment of the work functions. Moreover, upgrading the equipments would also be helpful for the safety parameters of the ADF members (Williamson, ODonnell and Shingles, 2015). The issues with such improper maintenance of these equipments are creating the negative influence on the minds of the associated staffs. Interpersonal Relations: The maintenance of the effective interpersonal relationship with the employees is another considerable factor for the employee satisfaction. The human resource management requires concentrating on maintaining the effective interpersonal relationships with the employees. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association (ODonnell and Shields, 2002). It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. This performance monitoring process is quite helpful in understanding some of the specific areas of improvement. The human resource management has the power of controlling such situations by improving the behavioral aspects within the association. The peers, superiors, and associates require concentrating on the well behaviour with the employees for generating trust and retaining them for a long run. Job Security: The major satisfaction of the employees is facilitated with the assurance of the secure job environment. Once the employees feel secure within the organisation and about the job, it becomes the greater satisfactory element (Dobre, 2013). The human resource management thus requires paying attention towards such security for the associated staffs. According to the theory developed by Herzberg, it is notable that the hygiene factors are completely different to the motivational aspects. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time. The hygiene factors are thus not considered as the motivators for the employees. The elements associated with the motivational factors are discussed further: Rewards and Recognition: The efforts of the employees are needed to be appreciated by the top management. The accomplishments of the employees are needed to be rewarded and recognized (ODonnell and Shields, 2002). In fact, the members associated with the Australian Defense Force expect to be rewarded for their enormous efforts. The human resource management require concentrating on such aspects. Growth and Promotional Opportunities: The employees look for the advancements and sense of achievement for the input they provide to accomplish the goals. The results would ensure their satisfaction and loyalty towards their jobs. In fact, in case of ADF members, the scenario is quite same. It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels (Williamson, ODonnell and Shingles, 2015). This performance monitoring process is quite helpful in understanding some of the specific areas of improvement. They seek for the proper recognition from the Australian Government for their efforts provided to the defensive activities for the country. Hence, the human resource management requires focusing on this requirement. Responsibility: The employees always need to hold themselves responsible enough for the work (ODonnell and Shields, 2002). If the employees receive the ownership of the work, they become more motivated and fond of their job activities (Williamson, ODonnell and Shingles, 2015). The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. Accordingly, the ADF members would generate the sense of satisfaction within their workplace. Implication for the Human Resource Management The above discussion focuses on the necessary factors that serve as the motivational aspects for the employees. The case study reflects the improper management of these factors that create the negative influence on employees satisfaction level. The human resource management is the integral part of an organisation. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time. Starting from the recruitment and section process, the human resource management of an organisation requires taking care of the entire data of the organisation, management of the people, and retaining the employees with proper motivation. The HR set the reasonable deadlines for completing the strategic activities undertaken by the management In order to accomplish this concern, the HRM needs to concentrate on following implications: It is necessary for the human resource management or the Australian government to pay attention towards the proper training and development The effective training and development for the ADF members would be fruitful for the improvement of performance. Moreover, the members would receive the chance to develop their skills against the defensive activities. It is one considerable factor of motivation. Appreciating the employees or the associates for their fruitful contribution is necessary for the human resource management. The Australian Government needs to consider the sacrifices and the potentiality of the defense force while protecting the country. Hence, the rewards and recognition is one of the most helpful elements that can motivate them to be more willing to complete their tasks. Maintenance of the employee wellbeing is necessary for the Government of Australia to retain the members for a longer period. When the employees receive enough benefits from the association and their pay scale would be higher, it would work as the motivational factor to sustain for a long-term. Hence, improvement of the employee wellbeing would be beneficial for the performance parameter of Australian Defense Force. Conclusion The case study focuses on the specific issues related to the improper human resource management within ADF. The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. After identifying the motivational and hygiene factors, it can be implied that the human resource management requires concentrating on some of the specific implications. Developing the effective training session, providing the proper rewards and recognition to the members, and improving the employee wellbeing would be beneficial enough to generate sat isfaction among the ADF members. Reference Aihw.gov.au., (2014)., Incidence of suicide among serving and ex-serving Australian Defence Force personnel 20012014https://www.aihw.gov.au/WorkArea/DownloadAsset.aspx?id=60129557671) Army.gov.au, (2017). [online] Available at: https://www.army.gov.au/our-people/our-contract-with-australia [Accessed 8 Oct. 2017]. Army.gov.au, (2017). [online] Available at: https://www.army.gov.au/our-work/good-soldiering [Accessed 8 Oct. 2017]. Defence.gov.au, (2017). [online] Available at: https://www.defence.gov.au/pathwaytochange/docs/120410%20Pathway%20to%20Change%20-%20Evolving%20Defence%20Culture%20-%20web%20version.pdf [Accessed 8 Oct. 2017]. Dunt D, (2009)., Review of Mental Health Care in the ADF and Transition through Discharge. https://www.defence.gov.au/health/DMH/Review.htm accessed 5 October 2009 Grimmer, M., Oddy, M. (2007). Violation of the psychological contract: The mediating effect of relational versus transactional beliefs. Australian Journal of Management, 32(1), 153-174 Guest, D. E. (1998). Is the psychological contract worth taking seriously?Journal of organizational behavior, 649-664 Guest, D. E. (2004). The psychology of the employment relationship: An analysis based on the psychological contract.Applied psychology,53(4), 541-555 Mentalhealthcommission.gov.au., (2017)., Review into the Suicide and Self-Harm Prevention Services Available to current and former serving ADF members and their families.Final report: Findings and Recommendations National Mental Health Commission,28 March 2017. Available at: https://www.mentalhealthcommission.gov.au/media-centre/news/australian-defence-force-review.aspx). ODonnell, M. and J. Shields. 2002. Performance Management and the Psychological Contract in the Australian Federal Public Sec- tor. Journal of Industrial Relations 44(3):435 457 Rousseau, D. 2001. Schema, Promise and Mutuality: The Building Blocks of the Psychological Contract. Journal of Occupational and Organizational Psychology 74:511541 Whelan, J. (2016). Ghost in the Ranks: Forgotten Voices Military Mental Health. Friesenpress, Canada. Williamson, S, ODonnell, M and Shingles, J (2015) Unintended Consequences: Implications of the 2014 Australian Defence Force Pay Deal, Australian Journal of Public Administration March 2015 DOI: 10.1111/1467-8500.12149