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The Diagnostic and Statistical Manual of Mental Disorders (DSM; latest edition: DSM-5, publ. 2013) is a publication by the American Psychiatric Association (APA) for the classification of mental disorders using a common language and standard criteria.

Here is an article that Heidi Ledford wrote for Nature magazine and was published by Mental-Health Diagnosis Manual (DSM) Accused of Overreach

Psychologist David Elkins had modest ambitions for his petition. He and his colleagues were worried that proposed changes to an influential handbook of mental disorders could classify normal behaviors as psychological conditions, potentially leading to inappropriate treatments. So they laid out their concerns in an open letter, co-sponsored by the American Psychological Association in Washington, D.C. "I thought, 'Well, maybe we'll get a couple or maybe 30 signatures'," says Elkins, an emeritus professor at Pepperdine University in Malibu, Calif. But the letter posted online on October 22 (go.nature.com/uhmvqq), touched a nerve. Within 10 days more than 2,800 people had signed it, many identifying themselves as mental-health professionals. The petition targets proposed revisions to the Diagnostic and Statistical Manual of Mental Disorders (DSM), a tome used by psychiatrists, psychologists, counselors, and others worldwide to diagnose mental maladies and set research agendas. The American Psychiatric Association, based in Arlington, Virginia, plans to publish a new edition of the manual, DSM-5, in 2013. The association has declined to comment on Elkins's petition. Psychiatrist Allen Frances, who was the chief architect of DSM-IV and is an outspoken critic of its successor, has dubbed the open letter a "buyer's revolt". "I think the petition is the last best hope to influence the DSM-5 from the outside," says Frances, an emeritus professor at Duke University School of Medicine in Durham, North Carolina. Elkins's petition is not the first to raise concerns that the DSM-5 proposals could overreach. In June, the British Psychological Society, based in Leicester, issued a critique that highlighted, for example, the proposed addition of "attenuated psychosis syndrome." The society argued that this could be used "to stigmatize eccentric people." Elkins and his colleagues have complained about other proposals, such as the elimination of a "bereavement exclusion" in the diagnosis of major depression. The previous edition of the manual recommended that the condition not be diagnosed in people grieving the death of a loved one within the previous two months. The revisions shorten this to two weeks, a change that troubles psychiatrist Ramin Mojtabai of the Johns Hopkins Bloomberg School of Public Health in Baltimore, Maryland. Categorizing these patients as having depression could boost the use of medications when psycho­therapy may be the better treatment, he says. Efforts to tighten loose definitions of attention deficit and hyperactivity disorder (ADHD) and bipolar disorder in children have also proved controversial. In response to worries that inexact criteria may have contributed to a surge in diagnoses of these conditions since the 1990s, the DSM-5 task force has proposed a syndrome called 'disruptive mood dysregulation disorder', which would provide an alternative to labelling a child as bipolar or having ADHD. But Frances says that is not enough. "There should be a black box warning about how child bipolar disorder is being overdiagnosed," he says. "Instead, they've created a new disorder." Field trials of the proposed DSM-5 criteria have been completed and investigators plan to publish the results. Helena Kraemer, a statistician and emeritus professor at Stanford University School of Medicine in Palo Alto, California, who is on the DSM-5 committee, says that results from trials of some criteria will indicate whether they generate more frequent diagnoses. But Mojtabai cautions that trial results may not reflect what will happen when DSM-5 is published. "Any trial is artificial," he says. "The clinicians in these trials have intensive training, but people who will use this manual in clinical practice will not receive that level of instruction."

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Independent Contractor (Former Employee) says

"Since I was a contractor rather than an "actual" employee, they "terminated my contact" instead of firing me to get around being liable following an injury that gave me carpal tunnel after running a handheld sewing machine for nearly an entire shift and got stuck throwing 55lb bags for 10-12 hours a day for over a month when we had mandatory overtime (there's supposed to be a weekly rotation) that cause my hand to swell and go almost completely numb (evidently that was part of carpal tunnel, according to a Boone doctor, so he may have actually been a vet), and then I got an infection because of one of the powders matted in my hair and rubbed into my scalp because of my hardhat. Cons: Everything else"

Operator (Former Employee) says

"It's a dead end job that gives you a 20 cent increase every year with things you can improve on no matter how good you are. Expectations will increase alot but not the money. You can't grow in the company unless you work in the company for 5 years then they'll consider promoting you to a senior operator that makes $21 an hour. Right now they are offering $19 starting pay because they are desperate. You can go work there but you won't wanna stay. Cons: No growth"

Analista de Control de Calidad (Former Employee) says

"Se venden como una empresa excepcional pero realmente son una empresa que no piensa en la gente"

Bus Boy (Former Employee) says

"never worked around so many miserable people less willing to help. constant blame and condescension. managers grab control allow zero autonomy in order to boost thir perceived worth"

Direct Support Manager (Former Employee) says

"Mosaic inc in Cromwell has no tolerance for cultural diversity. They keep the positions with good salary for their own. Their medical& salary suck.They care about the people in service who clearly are at disadvantage. There is no job security or integrity."

Production Worker (Former Employee) says

"worked 6 yrs there. over worked, harassed all the time. they make up b.s rules and levels of offenses as they go. mandatory 6 days a week in the summer 2 ppl off for vacation time at a time, every shift is for themselves. u work 8 1/2 hrs because they dont pay for lunch, you get 1 10 minute break. there california plant gets 2 15 min breaks and a paid lunch break. if you love over time and being harassed telling you to work faster and need to produce more go ahead. alot of products there cause cancer. if you call out twice you get deducted on your quaterly bonus wtf does that. says you cant use your sick time. i got fired for b.s thats not even a rule at the company . worst horrible place ever dont work here youl never move up you get less then 50 cents for a raise every yr at this place the most i ever got in 6 yrs was 39 cents for a raise. you can bust your nutz here and you wont move up or ever get promoted. Cons: everything"

Supply Chain Specialist (Current Employee) says

"I-Health has become a revolving door. So much turnover and it is directly related to the poor leadership of the so called Management Team. Cons: The worst place we have ever worked"

worker (Current Employee) says

"I wish there were negative numbers available in the ratings for culture/vales and management. Senior management supports mid-level management in poor decision making and discriminatory behaviors. They do not know how to "do the right thing." It appears to be too much trouble. Many "managers" are not properly trained to direct people. Most of all, no teamwork concepts actually lived out in reality. Cons: dsm will use you and then throw you out like garbage when they're through with you."

Sourcing (Former Employee) says

"Stay away from the Sourcing area, they are completely clueless- There is no direction and the management is less educated with less work experience that the actual workers.. Its lopsided.... stay away"

production operations (Former Employee) says

"filling bins and receiving in raw product. Auto line bagger operations. Filling orders and all steps needed to make finished premix Cons: dust"

customer service (Former Employee) says

"Worst place to work for, no management, no H&R support, flexible hours they don't know the meaning of that. If you know someone on the top level, you will move up, otherwise, don't even think about the idea of moving up. Cons: No work/life balance"

Engineer (Current Employee) says

"Company suffers from a lack of innovation and leadership. Advancement within the company is nonexistent. Management insists on pushing forth an endless stream of time wasting "culture" activities that interfere with actual work. Many of these "morale boosting" activities are mandatory, which kind of defeats the purpose. Absolutely no value is placed on any employee outside of the "old boys club" Cons: Corporate culture is choking the life out of everyone"

Production Technician (Former Employee) says

"Once you get in you can easily get in a rut. If you are in production, oftentimes management will not let you leave their areas because you are "too valuable" yet they don't want to pay you like you are valuable. There shouldn't be this much turnover in a department (O&T) that pays fairly well. Pettiness run rampant in management. Complain about anything and you have a bullseye on your back and you can forget about trying to move to another department...trapped. Cons: dsm=don't spend money...need i say more?"

Technician (Former Employee) says

"I didnt enjoy working there. The management play favorites with certain employees. They have unrealistic goals and standards for employees, that are enforced with some but not others."

Senior Operator (Former Employee) says

"One of the absolutely worst place i ever worked at before. I will never reccomend anyone to go there or seek employment opportunities from that place especially the Schenectady facility. Very bad management especially from the production team and the production manager discriminate towards the minorities in other words treat them like slaves. Management does not care about production workers. All they want is to produce."

Operator (Current Employee) says

"Dieses Unternehmen ist die reinste Katastrophe."

Quality lab tech analyst (Former Employee) says

"I disliked working for this company more than any other one I have worked for. The management believe your life belongs to them and they do no like women in the work force, at least my supervisor didn't. They are not family oriented at all and will make you work 70 hours a week with only 1 day off a week. that's working 12 hour days and swing shift. I learned that I do not do well with little sleep and to much stress. they would always threaten your job daily. half of my shift was on prozac. the most enjoyable part of my job was a few of my coworkers and learning new things. Cons: sometimes no breaks and taking on the work of several coworkers at a time."

Manufacturing (Current Employee) says

"Top management has blind authority, but keeps making the same mistakes. Do not care about anything, but their own survivial."

science (Former Employee) says

"The company has a good mission BUT: Cons: problematic cultural environment! Comments against ethnicity happen quite frequently!"

Device QC Tech (Former Employee) says

"Work was easy but overworked sometimes. Very poor management. Lack of knowledge in management and coworkers. Speed counts here, favoritism at its best here. Does not matter how long you work here you will never get anywhere in this company. The only plus point here are the benefits. Cons: misconception of opportunities."

Current Employee - Quality Control Technician says

"I have been working at DSM full-time Cons: Low pay and poor management"

Current Employee - Senior Manager says

"I have been working at DSM full-time for more than 5 years Cons: Poor leadership has driven out most of the good employees. Leadership is invisible and inaccessible both in the office and at customers and spend all of their time and energy on managing upwards. Plenty of time and expense spent on putting on a good power point story to the bosses while the organization and customers are left dissatisfied and disgruntled. The couple of good leaders we had are gone and replaced by junior managers who are inexperienced in people leadership and customer relationships. Sadly, the work environment and level of trust has diminished over the last few years and DSM is not the company it used to be. Typical corporate slow decision making, lots of process, siloed functions and no innovation for years. HR not attending to the employees and pushing off responsibilities to admins. No real HR leadership or accountability. HR seen as a cya function, not calling out the years of leadership issues or alerting the global leadership of the regional issues. No trust in HR. Employees are afraid to raise issues as they are labeled as high maintenance and serious infractions are not addressed if the employee is favored by the big bosses."

Assistant Controller says

"I worked at DSM Cons: Managers feel untouchable (rightfully so) and will retaliate if you share concerns with upper management"

Current Employee - Anonymous Employee says

"I have been working at DSM full-time for more than 5 years Cons: no real vision or stability for company. A good deal of misinformation from the top down"

Former Employee - Anonymous Employee says

"I worked at DSM full-time for less than a year Cons: Poor front line management, argumentative and cliquish Finger pointing culture Erratic decision making. Hypocritical safety enforcement. Very high turnover"

Former Employee - Engineer says

"I worked at DSM full-time for less than a year Cons: Committee decisions . Quality is resistant to change even when good ideas are proposed. Quality is not 1st in everything they do. Project timelines are #1 priority. Products are rushed to be manufactured which results in high scrap rate, non-conformances & customer complaints. They do not hire the best employees with both technical / leadership skills. Constant senior leadership changes at the top. Lack of team work and team building activities. Everyone works in silos even within the same department. Pay is below the industry standard. Too many systems which are not used to its maximum potential. There is no culture and values. High turn over rate from top to bottom. There are too many products which makes it difficult for the business to build a brand and reputation."

Current Employee - Anonymous Employee says

"I have been working at DSM full-time for more than 5 years Cons: They continue to reduce benefits to cut costs. Management doesn’t care about the people. Employees are viewed as an expense not an asset. They use you as long as you can help them but as soon as they don’t need you you are pushed aside. Manage by fear Main goal of managers is to make sure there is someone else to blame"

Current Employee - Anonymous Employee says

"I have been working at DSM full-time for less than a year Cons: No training on system expected to know the job right away very long hours .expected to work until all is complete doesn't care about employees. Treated poorly. Given work that can not be done in 8hrs. Work evenings and weekends. No communication between management and employees . Just don't work here"

Current Employee - Anonymous Employee says

"I have been working at DSM full-time for more than 5 years Cons: I've sat in meetings on more than one occasion and heard management discuss sexual scenarios with other employees or publicly pick on people with handicaps. Building 222 and 209 were great for that! Smh."

Former Employee - Marketing and Sales says

"I worked at DSM full-time for more than 3 years Cons: Their systems are frustrating. They still have not provided 2016 W2 forms to their employees and former employees. The recorded message as of today is that the data is still pending from their payroll vendor. Looks like I have to file an extension for this year's tax return. I provided this as an example of how most of their systems operate. It's near impossible to get anything accomplished because of the lack of adequate support systems."

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