Use our essay title generator to get ideas and recommendations instantly
This researcher obtained a majority of the relevant, scholarly research through Questia, which advertises itself as the world's largest online library.
During the third chapter of this research effort, the methodology segment, this researcher relates techniques utilized in the Literature esearch Methodology to manipulate information which later contributed to the verdict of the hypothesis for this study. Information related to implementing and retrieving the bullying questionnaire is shared during the second part of this chapter.
This researcher relates findings retrieved from analyzing information/data accumulated during the literature review, along with data collected from the bullying questionnaire in the fourth chapter of the study.
A number of relevant figures and tables are also presented in chapter four.
During the final chapter, findings from the analyses are discussed. This researcher also presents conclusions regarding the validity of the hypothesis for research project. This researcher also reflects upon this research project's aim and…
Becker, Katrin. (2005, March 17). "Some Information on Workplace Bullying." Retrieved November 5, 2007, at http://www.minkhollow.ca/bullying.html
Boucaut, R. (2003). 7 Workplace Bullying. In Handbook of Conflict Management, Pammer, W.J. & Killian, J. (Eds.) (pp. 149-168). New York: Marcel Dekker. Retrieved November 10, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=109113302
Chapell, M., Casey, D., De La Cruz, C., Ferrell, J., Forman, J., Lipkin, R., et al. (2004). Bullying in College by Students and Teachers. Adolescence, 39(153), 53+. Retrieved November 5, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5006551553
The Columbia World of Quotations (1996). New York: Columbia University Press. Retrieved November 14, 2007 from: www.bartleby.com/66/
ayner, C. & Hoel, H. (1997) A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology. 7 (3) 181-191.
Overview of literature on workplace bullying
To gather the English-language research together and summarize it. The authors note that while there has been significant research on the subject of bullying in schools, there has been much less on the subject of adult bullying. They note that there are problems with the definition of bullying as applied to this context, which leaves room for a lot of study, but also poses challenges in tying the different forms of bullying together.
Overarching research question or theory: The authors are seeking to put the different research on the subject in one place so that they can better understand the definition of workplace bullying, the scope of the research that has been done on both its forms and…
Kivimaki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J. & Jarvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression. Occupational Environment Journal. 60 (2003) 779-783.
Quine, L. (1999) Workplace bullying in NHS community trust: Staff questionnaire survey. BMJ 318 (1999) 228-232.
Rayner, C. & Hoel, H. (1997) A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology. 7 (3) 181-191.
Salin, D. (2003) Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations. 56 (10) 1213-1232.
Bullying in Nursing: Issues and Trends
When people grow up, get out of school, and move into careers, they may feel they have left bullying behind them. Unfortunately, that is often not the case. Bullies exist all throughout life, and are often found in workplaces around the country and the world. There will always be people who feel they can manipulate and control others, by tearing them down and making them feel bad about themselves. One of the professions in which this is often seen is nursing. In such a fast-paced, patient-centered environment, one would think that it would be vital for everyone to work together. That should be the case, but there are some who feel the need to be in charge or make themselves appear important. These people are bullies in the nursing profession, and they must be stopped in order to ensure that nurses are treated fairly…
American Nurses Association (2014). Bullying and workplace violence. Nursing World. Retrieved from http://www.nursingworld.org/Bullying-Workplace-Violence .
Belsky, G. (2012). Workplace bullying: The problem -- and its costs -- are worse than we thought. Time. Retrieved from http://business.time.com/2012/07/12/workplace-bullying-the-problem-and-its-costs-are-worse-than-we-thought/ .
Hutchinson, M., Vickers, M., Jackson, D., & Wilkes, L. (2006). Workplace bullying in nursing: Towards a more critical organisational perspective. Nursing Inquiry, 13(2), 118-126.
Workplace Issues - Bullying
The effect bullying has on nurses at work has been well documented. Various research articles have suggested a number of strategies that could be implemented so as to rein in this destructive behavior. This text concerned itself with the impact of workplace bullying in a nursing environment and the approaches that have been highlighted to end the same. In so doing, the text will assess and evaluate two articles on the same topic, i.e. Psychological Distress and Workplace Bullying among Registered Nurses by Berry, Gillespie, Fisher, Gormley, and Haynes; and Countering Unprofessional Behaviors among Nurses in the Workplace by Filipova.
The cost of bullying at the organizational level is immense. This is more so the case on the financial, personnel, patient care, and reputational fronts. As Berry, Gillespie, Fisher, Gormley, and Haynes (2016) point out, registered nurses often find themselves working in difficult environments…
Berry, P. A., Gillespie, G. L., Fisher, B. S., Gormley, D., & Haynes, J. T. (2016). Psychological Distress and Workplace Bullying Among Registered Nurses. Online Journal of Issues in Nursing, 21(3), 4.
Filipova, A. A. (2018). Countering Unprofessional Behaviors among Nurses in the Workplace. JONA: The Journal of Nursing Administration, 48(10), 487-494.
Huntington, A., Gilmour, J., Tuckett, A., Neville, S., Wilson, D. & Turner, C. (2011). Is Anybody Listening? A Qualitative Study of Nurses’ Reflections on Practice. Journal of Clinical Nursing; 20(9), 1413-1422.
Article Critique of ‘Workplace Bullying in the OR’
Problem & Purpose
In this article, the statement of the problem concerns issues of workplace bullying and has looked at two medical centers. Hence, the purpose of this article is to describe workplace bullying by looking at the people it affects who are perioperative RNs, surgical technologists, and unlicensed perioperative personnel. Therefore, the purpose of the article was to determine whether demographic variables such as years of experience, age, and gender among others were things that predicted workplace bullying. From this, that the problem statement and purpose of the article are well defined, clear and precise for the reader to identify. The researchers have defined the project appropriately regarding both scope and depth, which culminates in a well-researched work. Workplace bullying is a current issue that continues to affect healthcare providers and organizations (Robson, 2011). Therefore, research conducted by other scholars has…
Ali, Z., & Bhaskar, S. B. (2016). Basic statistical tools in research and data analysis. Indian Journal of Anaesthesia, 60(9), 662.
Chipps, E., Stelmaschuk, S., Albert, N. M., Bernhard, L., & Holloman, C. (2013). Workplace bullying in the OR: Results of a descriptive study. AORN Journal, 98(5), 479-493.
Robson, C. (2011). Real world research (3rd Ed.). Oxford, England: Blackwell.
Saunders, M. K., & Rojon, C. (2011). On the attributes of a critical literature review. Coaching: An International Journal of Theory, Research, and Practice, 4(2), 156-162.
Saunders, M. N., & Lewis, P. (2012). Doing your research project. Harlow, England: FT Prentice Hall.
When most people think of bullying, they conceptualize schoolyard toughs terrorizing their helpless, weaker peers just as they have done for centuries. The harsh reality today, though, is that bullying is also pervasive in the American workplace today. The purpose of this paper is to provide a review and summary of Weidmer’s (2010) journal article concerning workplace bullying and its impact on both the victims and their organizations together with an applicable scenario based on personal experiences, including representative bullying practices. Finally, recommendations concerning strategies that management should implement to reduce the prevalence of workplace bullying are followed by a summary of the research and key findings concerning these issues in the conclusion.
While nearly three-quarters (72%) of all workplace bullying is perpetrated by individuals in positions of authority, and a majority (60%) are male, anyone can be a workplace bully or victim (Weidmer, 2010). In addition, minority members and…
Bullying is not limited to the halls of higher learning as we have come to expect. Unfortunately, workplace bullying is a very real phenomenon in workplaces and worksites across the globe. This paper will focus on the issue of workplace bullying that can lead to violence as well as strategies to help negate bullying and manage it in the work environment.
Bullying is a form of aggression which can manifest in both subtle and overtly aggressive ways. Workplace Bullying.org identifies several forms of bullying that may lead to violence in the workplace including:
Spreading malicious rumors, gossip, or innuendo that is not true
Undermining or deliberately impeding a person's work
Withholding necessary information or purposefully giving the wrong information
Making jokes that are 'obviously offensive' by spoken word or e-mail
Intruding on a person's privacy by pestering, spying or stalking
Criticizing a person persistently or constantly
Adams, A., & Crawford, N. (1992). Bullying at work: how to confront and overcome it. London: Virago.
Chappell, D., & Martino, V. (2000). Violence at work (2nd ed.). Geneva: International Labour Office.
Workplace Bullying: Psychological Violence? | WBI. (n.d.). Workplace Bullying Institute. Retrieved November 11, 2011, from http://www.workplacebullying.org/2009/05/04/workplace-bullying-psychological-violence/
Most of us have experienced a few common workplace dilemmas in our careers. I work for a Defense Contractor in the IT security field, and I state that my experience is no different. These dilemmas can range from personal value dilemmas to substantial dilemmas, such as legal issues. Most of these internal conflicts center on issues such as office gossip, negativity, or bullying. Ones that are more serious involve violence or sexual assault. In my experience, I have seen colleagues experience some of these dilemmas, and they have affected their careers very much. However, in this discussion I would like to focus on a specific dilemma that few speak about but that many think about daily: the boss who sabotages your career.
This dilemma simply means that even though a boss may not appear to be "out to get you," so to speak, he or she…
Practice & Critical Thinking
Harassment & Bullying in the Workplace
Many people are familiar with bullying in schools and other places where children and young adults spend time, but workplaces are becoming increasingly toxic places where bullies feel they can harass and intimidate other workers (Barnes, 2012). Now that bullying problems have begun to take place in the workplace so frequently, the issue is coming to light and more must be done about it. A recent bullying situation took place at my workplace, but I was not the one being bullied. Unfortunately, the person on the receiving end of the bullying is not good at standing up for herself, so she gets bullied quite a bit. She is overweight, which contributes to the jokes and giggles that happen around her. She is a very kind and generous person, though, and it is a shame the other workers fail to see…
Barnes, Patricia G. (2012), "Surviving Bullies, Queen Bees & Psychopaths in the Workplace." NY: Patricia G. Barnes.
Bell, Arthur H. (2005). You Can't Talk to Me That Way: Stopping Toxic Language in the Workplace. NY: Career Press -- New Page Books.
Field, E.M. (2010). Bully Blocking at Work: A Self-Help Guide for Employees and Managers. AU: Australian Academic Press.
Hornstein, Harvey A. (1996). Brutal Bosses and their Prey: How to Identify and Overcome Abuse in the Workplace. NY: Riverhead Trade.
Systemic Psychodynamic Coaching in the Workplace:
Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.
The Concept of Workplace Coaching:
As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves…
Azmatullah, S. (2013). The coach's mind manual: enhancing coaching practice with neuroscience, psychology and mindfulness. New York, NY: Routledge
Beck, U.C. (2011). Psychodynamic coaching: focus and depth. Great Britain: The Studio
Publishing Services Ltd.
Cacioppe, R. (n.d.). Why Workplace Coaching and Why Now? Retrieved May 19, 2014, from http://www.integral.org.au/why-coaching-in-the-workplace-and-why-now
Bullying and Conflict in Relation to Learning About Gender and Other Forms of Equity
One of the harsh realities of life in the United States is the potential for bullying behaviors to adversely affect the learning environment for young victims, transforming the school environment from a place of learning into one that is dreaded and feared. Moreover, bullying behaviors can have a profound effect on the manner in which young people are socialized concerning gender roles as well as their perspectives concerning equity later in life. To determine the facts about these issues, this paper provides a review of the literature to develop a discussion concerning the issues of bullying and conflict in relation to learning about gender and other forms of equity and the implications these have for students and teachers. Finally, following this discussion, a summary of the research and important findings concerning these issues are presented in…
Landy and Conte (2013) note the fairness is understood as a component of exchange between two or more parties. The fairness reflects some form of equity, but the authors note that there are a few different perspectives against which fairness can be evaluated. The first of these is distributive fairness. This concept reflects a fairness of outcomes. This principle can come in a pure form, like in Cuba where everybody earns the same wage, but more often it comes with some sort of caveat, like "equal pay for equal work." There are different norms to describe distributive justice. These can be merit (the equal pay for equal work) norm and the need norm (to each according to his need). Landy and Conte also note that culture plays a role in how justice is perceived. The norm of a country will be different based on the collectivist-individualist paradigm. Because equity…
Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal. Vol. 32 (1) 115-130.
Landy, F. & Conte, J. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons.
Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace.
Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For example, some ethnic groups are favored than immigrant workers. Discrimination does exist with respect to age, gender, and disabilities as well. Though Americans prohibit societal and historical influences among the workers through the Disabilities Act, it does persist. Workplace discrimination is unequal treatment of employees whereas workplace harassment involves negative actions toward a worker with respect to race/ethnicity, gender, etc. Sexual harassment includes sexist behavior, sexual hostility, unwanted sexual attention, and sexual coercion in which one's gender or sex…
Long-Term Effects of Bullying
The issue of bullying has garnered increasing publicity in the media, as it is more widely acknowledged to be a serious problem and is not just a matter of 'boys being boys' or 'girls being girls.' A number of shocking cases of students who committed suicide as a result of being bullied motivated President Barak Obama to create a federal task force on the subject which cumulated in the first National Bullying Summit in August 2010. The purpose of the summit was to gather information to understand how to prevent bullying; to find better ways to intervene when it is taking place; and help students recover from the emotional damage caused by bullying.
Current existing research suggests that victims of bullying are more apt to suffer from depression and social isolation (Farrington, Loeber, Stallings, & Ttofi, 2011; Klomek, Marrocco, Kleinman, Schonfeld, & Gould, 200; Nansel et…
72% of college students self-identified as the targets of bullying during their K-12 years (Chapell, Hasselman, Kitchin, Lomon, MacIver, & Sarulla 2006). College health clinicians must be aware of long-term effects of bullying to be able to anticipate any mental health issues which arise during the transition of adolescents from high school to college (Jantzer, Hoover, & Narloch 2006). The current study will contribute to the existing literature on the phenomenon by specifically focusing on the long-term aftereffects of bullying on young adults. Social and psychological disturbances that manifest themselves during the college years and afterward must be fully comprehended by clinicians and researchers to better design both remedies and treatments (Ireland & Power, 2004; Schafer et al., 2004; Duffy & Nesdale, 2009).
Curtailing bullying and remedying its aftereffects remains an issue for schools and workplaces (O'Connell, Calvert, & Watson 2007). Bullying not a discrete problem: its can continue to haunt the victims many years later (Losel et al. 2012). Bullied college students may be inhibited in their professional and personal aspirations as a result of the psychological trauma of bullying and this victimization can continue to affect them later in life (Kshirsager, et al. 2007). This study will specifically explore freshman college students' perceptions of the long-term effects of bullying and perceptions of the severity of bullying, stratifying the opinions by gender and ethnicity. It will also seek to determine the aftereffects of being a bully and if this leads to dating or marital violence or a greater likelihood of participating in workplace harassment (Currie & Spatz Widom 2010; Farrington, Trofi & Losel 2011).
The Impact of Workplace Sexual Harassment on Employees and Employers
Sexual Harassment (SH) is a subject that has made its way into the normative, professional lexicon. SH used to be a topic that was not taken seriously because it was a part of the workplace environment that was normal and was not subject to punitive consequences, though there are occasions that are exceptions to the rule. SH is a subject that must be taken seriously by every employee or member of an organization. SH is a subject that must be taken seriously on the individual level and on the organizational level. SH directly affects fundamental aspects of a place of employment, no matter the industry. Prevalent, pervasive, and even sporadic SH in the workplace serves as a destructive force from within and from without.
There is no workplace environment that exists that will never have one instance of SH.…
Houle, Jason N., Staff, Jeremy, Mortimer, Jeylan T., Uggen, Christopher, & Blackstone, Amy. "The Impact of Sexual Harassment on Depressive Symptoms During the Early Occupational Career." Society Mental Health, Vol. 1, No. 2, 89 -- 105, 2011. Available from: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3227029/ . 2014 January 10.
Jackson, Robert A. & Newman, Meredith A. "Sexual Harassment in the Federal Workplace Revisited: Influences on Sexual Harassment by Gender." Public Administration Review, Vol. 64, No. 6, 705 -- 717, 2004.
Lim, Sandy, & Cortina, Lilia M. "Interpersonal Mistreatment in the Workplace: The Interface and Impact of General Incivility and Sexual Harassment." Journal of Applied Psycholgoy, Vol. 90, No. 3, 483 -- 496, 2005.
Lim, Sandy, & Cortina, Lilia M. "Personal and Workgroup Incivility: Impact on Work and Health Outcomes." Journal of Applied Psychology, Vol. 93, No. 1, 95 -- 107, 2008.
Many people might want to or prefer to think that bullying is something specific and endemic only to the young. However, bullying takes on many forms and it absolutely happens with adults as opposed to just with children and teenagers. Indeed, forms of adult abuse and bullying can include domestic abuse, bullying of friends and acquaintances through threats and the like and then there is workplace bullying. The cliquish, threatening and otherwise puerile behavior that typically is the bastion of the teenager demographic often happens with adults in a workplace setting as well. This brief research/editorial report will give examples of this and opinions of the author of this report shall be offered as well. While people in a workplace setting should act like and conduct themselves as adults, there are many people that simply refuse to act their age and not in an insidious nature.
Alsever, J. (2015, February 17). How to Handle a Workplace Bully. Retrieved February 7, 2015,
Chapman, M. (2014, January 17). Workplace Cliques Break Along Racial Lines: Is That Proof of Race Discrimination? Retrieved February 7, 2015, from http://www.businessmanagementdaily.com/40478/workplace-cliques-break-along-racial-lines-is-that-proof-of-race-discrimination
EEOC. (2015, February 7). Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by Supervisors. Retrieved February 7, 2015, from http://www.eeoc.gov/policy/docs/harassment.html
Opperman's article did a good job of introducing the topic of workplace violence. It helped defuse the myth that some workplaces are immune from workplace violence. In addition, by alluding to the term "going postal" and describing the incident at NASA, Opperman made it clear that federal agencies are very at-risk for workplace violence. In addition, Opperman did a good job of defusing other myths about workplace violence, such as the fact that workplace violence is almost always preceded by very threatening behavior. In that way, Opperman's article was a good introduction to the topic of workplace violence.
However, Opperman's article was seriously lacking in substance. The article's title asks the question "is your agency prepared?" But leaves the reader with no real way to assess whether their workplace is prepared to deal with workplace violence. From the title, the reader expects to see a detailed description of the…
They predict age and gender variations relate to bullying concerns. Of the 25 cartoons implemented in the study, two depict characters with different shades of skin color where skin color appeared to be an issue. One cartoon relating to sexual orientation was not used in several countries. Smith et al. report Olweus to assert bullying to be characterized by the following three criteria:
1. It is aggressive behavior or intentional "harmdoing"
2. which carried out repeatedly and over time
3. In an interpersonal relationship characterized by an imbalance of power. (Smith et al., 2002, p. 1120)
In their study, Smith et al. (2002), participating researchers in the 14 countries to completed the following
1. Listed and selected bullying terms as well as social exclusion in the applicable language.
2. Used fundamental focus groups with participating children to confirm usage and extensive comprehensive of terms.
3. Using cartoons, sorted tasks to…
Anti-Bullying programs for schools. (2009). NoBully.com. Retrieved March 3, 2010 from http://www.nobully.com/index.html
Beaty, L.A., & Alexeyev, E.B. (2008). The Problem of School Bullies: What the Research Tells Us. Adolescence, 43(169), 1+. Retrieved March 3, 2010, from Questia database: http://www.questia.com/PM.qst?a=o&d=5026476147
Beran, T.N., Tutty, L. & Steinrath, G. (2004). An evaluation of a bullying prevention program for elementary schools. Canadian Journal of School Psychology. Vol. 19, Iss. 1/2, p. 99
116 . Retrieved March 3, 2010 from http://proquest.umi.com/pqdweb?did=1188387401&Fmt=4&clientId=9269&RQT=30
Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015).
Types of Discrimination in…
A dispute occurred in a unionized workplace involving John and Eric who were both hourly employees in the finishing department. Jack has been complaining that Eric is trying to get him to quit so that Eric's friend can be employed in Jack's job. He says Eric has bullied and harassed him because he helped in union organizing activities last year while Eric is anti-union. He also states that Eric complains about nearly anything he does and Eric does not pass him important information about daily work, which creates the impression that Jack is underperforming. Since his attempts to resolve the issue by talking to the finishing foremen have been futile, Jack has filed a formal grievance with the union about this situation. On the other hand, Phil, the first-shift finishing foreman, thinks that Jack is the problem and threatened to fire him for insubordination if he filed the…
Donais, B. (2006, June). Why Professional Unions Make Good Conflict Management Partners.
Retrieved May 13, 2014, from http://www.mediate.com/articles/donaisb1.cfm
Dunlop, J.T. & Zack, A.M. (n.d.). Mediation of Employment Disputes. Retrieved from Harvard University website: http://www.law.harvard.edu/programs/lwp/people/staffPapers/zack/MEDIATION%20OF%20EMPLOYMENT%20DISPUTES%20dunlop%20and%20zack.pdf
Human Resources: Labor Relations Law -- Disputes in a Unionized orkplace
Jack believes he is being teased and bullied by Eric. Due to stress related to this situation, Jack called in and told the next shift's foreman, Steve, that he was too stressed to go to work the next day because he would be picked on. Steve said he was aware of it and would tell Phil, Jack's immediate supervisor. hen he returned the following day, Phil confronted Jack and said Jack would be "dinged" for failing to follow procedures. Jack advised Phil of his conversation with Steve and Phil laughed and told Jack that the department had had bets on whether he would be at work the day after he had been crying and that because of his failure to attend, Phil and Steve had each won $50. Phil also said that if Jack filed a grievance he would…
National Labor Relations Board. (n.d.). Rights we protect. Retrieved May 29, 2014 from www.nlrb.gov Web site: http://www.nlrb.gov/rights-we-protect
Sage HRMS. (2012, September 14). The key to overcoming workplace negativity. Retrieved May 29, 2014 from blog.sagehrms.com Web site: http://blog.sagehrms.com/2012/09/hr-negotiating-peace/
Service Employees International Union, CTW, CLC. (n.d.). Disputes and grievances: Rights, procedures and best practices. Retrieved May 29, 2014 from www.seiu.org Web site: http://www.seiu.org/a/members/disputes-and-grievances-rights-procedures-and-best-practices.php
Culture is obviously an issue that pervades all aspects of life. This is and remains true even in cultures that are rather homogenous in nature like Japan. Just one of the realms of life that culture pervades is the workplace. Rose Kearney-Nunnery openly explores this from the perspective of nursing. Two of the important concepts that she covers when it comes to the same is cultural competence and cultural humility. They involve the same overall topic but they are actually quite different in terms of their definition and function. While it is possible to get too fixated and focus on what makes people different from a cultural standpoint, not focusing on such things at all is less than wise.
The first term up for discussion is cultural competence. The author mentioned in the introduction briefly summaries the term by saying it is the competent and informed…
The recruitment and retention of diverse candidates isn’t enough of an adequate endeavor to establish thriving diversity. There needs to be a comprehensive plan in place so that these candidates are able to flourish, progress and succeed within the highly competitive workplace of the contemporary law firm. The more festering issue is that leadership of many companies view establishing diversity as simply a thing they are obligated to do, rather than something that will offer direct benefit to their firms. A diverse workforce provides any business with a distinct advantage as each member of staff has had a unique experience in the world and a singular perspective. This paper will discuss the necessary pillars in place that will allow diversity to blossom and succeed within the workforce.
Implementing educational programs within a law firm will provide a solid backbone for diversity to build upon. Every member of the law firm…
conflict can have many negative implications for an organization if it is mismanaged, some conflict is necessary for an organization to move forward. Conflict must be managed in an effective way so it generates positive policies rather than personal animosity and in-fighting between staff members.
Pinpointing the sources of conflict is essential: is the conflict due to the fact that nurses are understaffed? Are unpleasant shift times being unfairly allocated? s there a personality conflict? Addressing the root cause, particularly if it is an institution-wide, systemic issue, can be a powerful way to address conflict and reduce the likelihood of conflict being stirred up yet again in the future.
Creating mentorship programs can address specific conflict-related issues such as workplace hazing or the tendency of more experienced nurses to 'eat their young' or act cruelly to less experienced subordinate nurses. "There are mentors who believe that if they are hard…
Information sharing between hospitals and physician groups. (2010). Horty Springer.
"Twenty-three million Americans experience workplace bullying within their work lifetimes" (cited in Seagriff, 2010, p. 575). With the economic challenges Americans are facing recently, tensions in the workplace are also on the rise, as employees increasingly worry that their jobs are in jeopardy. This fear over possibly losing their job means many employees will not risk reporting bullying to their employers.
Interdependence conflicts, as mentioned, are another common type of workplace conflict. This type of conflict centers on an employee's dependence of another person's assistance, input or output to perform their job (Kankanhalli, Tan, & Kwok-kee, 2007). In other words, task interdependence varies depending on the extent which an employee needs materials, information or support from their workplace peers, in order to do their job. "Task interdependence alters the course and consequences of conflict. Some have asserted that because high task interdependence implies the need for intensive interactions among members,…
Bacal, R. (1998). Conflict prevention in the workplace: using cooperative communication. Winnipeg: Bacal & Associates.
Bhattacharya, S. (19 Sept 2010). "Resolving conflict at work." Busienss Today, 19(9). p. 127-129.
Booher, D. (May 1999). "Resolving conflict." Executive Excellence, 16(5). p. 5.
Budd, J. & Colvin, a. (Jul 2008). "Improved metrics for workplace dispute resolution procedures: Efficiency, equity and voice." Industrial Relations, 47(3). p. 460-479.
The employee is faced with ethical requirements throughout their workday that must be met with knowledge and a trained attitude. Workplace ethics is one of the most crucial elements whether the person involved in an ethical dilemma is a high-level manager or an entry-level employee. An ethical stance is important because it is what guides the interactions that the employees will have with each other, their management, and the customers that patronize their products. It is also important that the business leaders follow an internal and external ethical stance so that the culture generated within the company is one that promotes positive ethical practices. This paper begins by talking about the way that the business leaders view the external world of ethics through accounting practices and how they deal with other companies. The discussion then moves inside the company and how the management treats its employees. Employee to employee…
Brandt-Rauf, S.I., Brabdt-Rauf, E., Gershon, R., Li, Y., & Brandt-Rauf, P.W. (2011). Genes, jobs, and justice: Occupational medicine physicians and the ethical, legal, and social issues of genetic testing in the workplace. Ethics & Medicine, 27(1), 51-55.
Dinkins, C.S. (2011). Ethics: Beyond patient care practicing empathy in the workplace. Online Journal of Issues in Nursing, 16(2), 1-8.
Embse, T.J.V.D., Desai, M.S., & Ofori-Brobbey, K. (2010). A new perspective on ethics safeguards: Where is the clout? SAM Advanced Management Journal, 75(3), 4-13.
Klimek, J., & Wenell, K. (2011). Ethics in accounting: An indispensable course? Academy of Educational Leadership Journal, 15(4), 107-113.
On the other hand, it is not always about the negative effects of cost cutting that is important to focus on during the analysis of whether the strategy is beneficial or more costly. There are researches and studies that also reveal the positive sides of cost cutting. The problem being focused in this paper, however, is the study and analysis of how much benefits can cost cutting really bring to an organization's crisis and whether cost cutting is a smart strategy for companies to take.
Research Questions and Hypothesis
This study will focus on the research and study of the effectiveness of cost reduction as a crisis management solution. Immediate resort to cost reduction has been a habit for many businesses every time crises, such as economic downturns, labor disputes, and many others, hit the stability of a business' operation. Dealing with the pressures of such problems should be considered…
Martin, D.F. (2001). Cutting Costs Without Losing Your Shirt.
Retrieved on May 21, 2006, from The CEO Refresher Online.
Web site: http://www.refresher.com/!cuttingcosts.html
Eckhouse, J. (2002). The Cost of Cutting Cost.
The third, and perhaps most important component in successful leadership, as gained from my findings with my leadership candidate, includes a desire to help others or to advance an organization. According to Bowman and Garten (2006), "Leadership exists as part of a duality. Leaders forge and sustain relationships with followers. Exceptional leaders not only view themselves as life-size but are equally adept at enabling self-knowledge in others" (pg. 1). Without such a vision someone identified as a leader might be more accurately called a workplace bully. Twale and Deluca (2005), in their discussion of workplace bullying, with a special focus on academia, note that bullies tend to be "power hungry" (pg. 6). Competitive, willing to challenge others, and posing "persistent threats to others' personal or professional status," the authors also agree that bullies in the workplace "undermine colleagues work" (Twale and Deluca, 2005, pg. 6). At first it may be…
The field is social psychology, and the selected title is bullying. The articles selected as follows:
Mundbjerg Eriksen, T. L., Hogh, A., & Hansen, A. M. (2016). Long-Term Consequences of Workplace Bullying On Sickness Absence. Labor Economics, 43: 129-150. doi:10.1016/j.labeco.2016.06.008
This peer-reviewed article explores the effects of bullying at the place of work. The study done in the article indicates that sickness, boredom, and poor productivity are some of the results of bullying from among employees. The article is significant in that it helps to understand the effects of bullying at the workplace and hence aids in deriving ways to reduce its occurrence. The social setting at workplace relates to the social psychology effects as seen with the occurrence of bullying (Mundbjerg Eriksen et al., 2016).
Priest, N., King, T., Becares, L., & Kavanagh, A. M. (2016). Bullying Victimization and Racial Discrimination among Australian Children. American Journal of Public Health,…
In the work life of a lot of people the influence of boss has been quite large. The irritability while the failure to admit any better work can make for an unlikable workplace. It has to be found out the manner in which the boss is making life unbearable -- they are just not very good at interacting with people or they are persistently discriminating against persons within the group. Whether one should challenge them depends on the individual, the boss, the way in which the boss is intricate, the time period for which the situation is persisting and the attitude of the boss. However, there is no general solution which will be applicable for every condition as per Tim Field, creator of the national workplace advice line for the victims of bullying. Many a times the situation just gets out of control and all of sudden there…
Bully or bossy? Retrieved from http://www.unison.org.uk/features/features/0306difficultboss.asp Accessed on 18 January, 2005
Johnston, Joni. The Equal Opportunity Harasser Part 1. 2000. Retrieved from http://www.workrelationships.com/site/articles/workplacebully.htm
Accessed on 18 January, 2005
MS Case Study Nurse Practice
When patients enter hospitals it is oftentimes they become more ill and sicker due to inappropriate care and professional ignorance. This is due mainly to the amount of hubris involved within the medical profession and a tendency to ignore empirical evidence as practiced to success. This approach underlines the most important aspects of healing and the medical profession itself.
The argument for continued improvement in the treatment of patients is best exemplified in the case of MS. His ill health has led to more problems and the approach by the nurse practitioner and her staff is critical to the ultimate survival of this young child who innocently trusted the advice of both his parents or caretakers that the medical staff would be able to treat him with the care and respect that every patient deserves when being encountered during a medical treatment or hospital stay.…
Arnold, M., & Barbul, A. (2006). Nutrition and wound healing. Plastic and reconstructive surgery, 117(7S), 42S-58S.
Bennett, G., Dealey, C., & Posnett, J. (2004). The cost of pressure ulcers in the UK. Age and ageing, 33(3), 230-235.
Campbell, N.C., Murray, E., Darbyshire, J., Emery, J., Farmer, A., Griffiths, F., ... & Kinmonth, A.L. (2007). Designing and evaluating complex interventions to improve health care. BMJ: British Medical Journal, 334(7591), 455.
Corbett, L.Q. (2012). Wound care nursing: professional issues and opportunities. Advances in Wound Care, 1(5), 189-193.
Psychosocial hazards or risk factors can be defined as "those aspects of work design, and the organization and management of work, and their social and organizational contexts, which have the potential for causing psychological or physical harm" (Cox and Griffiths, 1996, 129-130). This research proposal provides an analysis of problems with current measures of psychosocial hazards, and then investigates the theories that underlie how work events lead to emotional and physical reactions.
This research proposal then proposes to help further the theoretical understanding of the interaction between stress and health reactions. Specifically, this proposal attempts to continue to determine the nature of stresses that lead to harms, within the context of Siegrist and Peter's earned reward imbalance model. This study will attempt to determine the core expectations (as defined within Siegrist and Peter's earned reward imbalance model), and hypothesizes these expectations include immediate expectations of specific salary requirements, wage increases,…
Australian Chamber of Commerce and Industry. 2002. Stress as a community and workplace issue. Leading Australian Business, January 2002. 26 August 2004. http://www.acci.asn.au/text_files/issues_papers/Labour_Relations/LR32.pdf
Bongers, P. M, de Winter, C.R., Kompier, M.A.J., and Hildebrandt, V.H. 1993. Psychosocial factors at work and musculoskeletal disease. Scandanavian Journal of Work and Environmental Health, 19(5), 297-312.
Cox, T. And Griffiths, A. 1996. Assessment of Psychosocial Hazards at Work, in Handbook of Work and Health Psychology. Schagbracq, M., Winnubst, J.A.M. And Cooper, C.L. (Eds). JohnWiley and Sons Ltd., Chichester.
Buckle, P. And Devereux, J. 2000, The state of scientific knowledge regarding work related neck and upper limb musculoskeletal disorders. Proceedings of the XIVth triennial Congress of the International Ergonomics Association and 44th meeting of the Human Factors and Ergonomic Society, July 29-August 4 San Diego, California, pp5-434-436.
The business cultue of the United Kingdom is chaacteized by the value of fee economy and pivate popety (Rendtoff, 2009). At anothe level, it is maked by a desie to manage wok and life issues. The employees in Bitish oganizations have long been maked out fo thei elatively leisuely pace of wok and thei pioity fo elationship issues ove wok elated issues. Compaed with thei Ameican countepats, employees in UK companies demonstate a less aggessive wok ethic and seek to maintain a low pofile. Display of wealth and pesonality taits is geneally discouaged in Bitish society because a highe emphasis is placed on undestatement and social modesty. Business manages typically demonstate a patenalistic elationship which is also appeciated by thei subodinates. Bypassing one's supeio is disappoved in Bitish oganizational cultue (Giffin & Moohead, 2011). At the same time, employees in UK companies enjoy geate autonomy than employees in India o…
references with Regard to Compensation Criteria in the State-Owned Sector in China. The International Journal of Human Resource Management, 22 (9), p.1986-2010.
Yu, T. (2011) Bureaucratic Hierarchy vs. Feudal hierarchy: A Study on the Organizational Culture of China's SOEs. International Journal of Business and Management, 6 (2), p.139-146.
Zhang, H. (2003) Advances of Psychological Science in China. International Journal of Psychology, 38 (5), p.328.
Zhang, Z. & Jia, M. (2010). Using Social Exchange Theory to Predict the Effects of High-Performance Human Resource Practices on Corporate Entrepreneurship: Evidence from China. Human Resource Management, 49 (4), p.743-765.
Autocratic leadership is the style of leadership in which the leader assumes total control of the entire decision making process. Whatever the leader says is what goes. This style of leadership is seen in very hierarchical settings, such as the military, where there is a clear chain of command: the leader at the top passes down the orders to those below, who pass them on out to their subordinates. There is no room for questioning the leader or for inserting one’s own will into the process: one gets orders, and one obeys them. As De Cremer (2006) points out, there is no room for latitude—one must stick to commands as they are.
Autocratic leadership traits are most often associated with masculinity or with male-dominated organizations (Eagly & Johannesen-Schmidt, 2001). This style of leadership is often associated with bullying, perhaps for that reason (Hoel, Glasø, Hetland, Cooper & Einarsen,…
Managing Employment elationships
The relationships between labour and management can be contentious or amicable, depending on the industry and the leadership involved. When these stakeholders reach loggerheads over disagreements about wages, benefits or working conditions, productivity is diminished, jobs can be lost and national productivity inevitably suffers. To determine what can be done, this paper provides an analysis and explanation concerning the roles of two key stakeholders involved in managing the employment relationship within a UK context, the Advisory, Conciliation and Arbitration Service and trade unions. A discussion concerning some of the key challenges that these stakeholders experience in managing employment relations is followed an examination of how the different roles of these stakeholders may impact on employment relations within different UK employing organisations. Finally, a summary of the research and important findings concerning these issues are provided in the conclusion.
eview and Analysis
According to the editors…
Barling, J & Kelloway, EK 1999, February-May, 'Changing Employment Relations: What Can
Unions Do?,' Canadian Psychology, vol. 39, no. 1/2, p. 124.
'Benefits of employer and employee co-operation' 2013, The Times 100. [online] available:
An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can easily evaluate the relationship that exists between job behaviors and performance (Sacket, 2002).
Productive behaviors enhance productivity. Employee's who exhibit productive behavior boost an organization's productivity as they contribute positively to an organization's goals and objectives. Such behaviors include punctuality; handling an organization's customers professionally; ensuring that confidentiality is maintained by ensuring that no crucial information about an organization never leaks out; owning up when mistakes have been made; complying with health and safety standards; using an organizations' resources for the intended purposes and not for personal gains; productive employees would never sabotage an organization's merchandise or even misuse the expenses account. They will at all times ensure that qualities of their products are high. Such behaviors enhance productivity (Sacket, 2002).…
Hahn, M. (2010). Organizational commitment. Retrieved December 31, 2012 from:
Sacket, P.R. (2002). The Structure of Counterproductive Work Behaviors: Dimensionality and Relationships with Facets of Job Performance. International Journal of Selection and Assessment, 10(1/2), 5-12.
This is one of the destructive sources of stress. Employees often consider background noise as a distractive element experienced in various working environments. However, it is difficult to control most of the noise in organizations, for instance, telephone ringing in an open office and loud conversations. When the intensity of noise is very high in the office, some employees lack concentration and eventually produce low quality work (Ozcelik, Langton & Aldrich, 2008).
Loud noise may also reduce their motivation level. In controlling the intensity of noise generated from within the organization, the organization should encourage employees to close their office doors and focus in their tasks. A closed door reduces the distractions coming from the outside environment. Lack of concentration caused by loud noise increases the intensity of stress. This may alter the concentration and attitude of works towards their work. The employee in this case is unable to execute…
Bakker AB, Demerouti E (2007). The job demands-resources model: state of the art. Journal of Managerial Psychology 22, 309 -- 328.
Bond SA, Tuckey MR, Dollard MF (2010). Psychosocial safety climate, workplace bullying, and symptoms of posttraumatic stress. Organization Development Journal 28, 37 -- 56.
Folk man, S. (2011). Stress, health, and coping: Synthesis, commentary, and future directions. In S. Folk man (Ed.), the Oxford handbook of stress, health, and coping (pp. 453 -- 462). Oxford: Oxford University Press.
Ozcelik H, Langton N, Aldrich H (2008). Doing well and doing good; the relationship between leadership practices that facilitate a positive emotional climate and organizational performance. Journal of Managerial Psychology 23, 186 -- 203.
Organizational ole as a Nurse Leader
A nurse leader is an individual engaged in direct patient care and who regularly enhances the care given to patients through influencing the treatment provision delivered by others. This implies that leadership is not merely a matter of skills but an attitude which informs behavior. This essay develops a detailed leader profile based on the transformational theory, as this is the most relevant theory for this leader. Moreover, the essay will analyze the leader's role and philosophy as a nurse administrator. The final section will present the role of nursing leadership.
Leader's Profile: Lee Moldowsky
Lee Moldowsky started off as a volunteer EMT in the early 70s since then nursing has struck interest. In 1983 he joined the army at age 25 and became a sergeant in charge of operating services. Moldowsky went to Farmingdale and also worked in a burn unit at Nassau…
Ledlow, G. R., & Coppola, M. N. (2011). Leadership for Health Professionals: Theory, Skills, and Applications. Sudbury, Mass: Jones And Bartlett.
O'Brien, M. E. (2011). Servant Leadership in Nursing: Spirituality and Practice in Contemporary Health Care. Sudbury, Mass: Jones And Bartlett Publishers.
Media portrayals of nurses and the nursing profession influences public perceptions. In fact, many viewers will have spent more time watching fictionalized accounts than actual interactions with nurses. Media portrayals affect how nurses are treated, and how their roles and status are negotiated in their professional life. Some of the most problematic portrayals of nurses on film and television include the show Scrubbing In, which depicts nurses as “self-centered, uncaring, unprofessional, and unintelligent,” (Berkowitz, n.d., p. 1). The negative view of nurses as coldhearted extends also from the film One Flew Over the Cuckoo’s Nest, in which Nurse Ratchett is one of the main antagonists.
Nurses have alternatively been positioned in subordinate roles, without reference to their education, training and competencies (Muehlbauer, 2012). In some media accounts, nurses are turned into sexual fetishes or in a “demeaning role,” (Talesnik, 2015). The situation may even be worse for male nurses, highlighting…
Workplace Issues/Disaster Management -- Journal eview
Nursing profession faces pervasive horizontal violence and there is even a saying "nurses eat their young." Nurses should take efforts to bring a change in their existing professional culture. They can begin by sharing tips to overcome bullying and model positive behaviors. Nurses can exchange their experiences in horizontal violence through multiple workshops across the country. They have also examined different roles such as discussing contemporary perspectives, employing methods of engagement, promoting debate, and using practical resources to prevent horizontal violence. Those workshops indeed revealed increased knowledge regarding horizontal violence and its application to the workplace, among the nurses. Those evaluations are made through pre-tests/post-tests or written evaluations. Nurses need an exposure to practical approaches to deal with horizontal violence (Egues & Leinung, 2013).
Implications for Personnel
Bullying, horizontal violence or workplace incivility should not be tolerated or accepted by nurses. To stop those…
Egues, A., & Leinung, E. (2013). The Bully Within and Without: Strategies to Address Horizontal Violence in Nursing. Nursing Forum, 185-190.
Workplace Discrimination & Harassment
As an employee of a company, what can you do to personally to minimize discrimination and harassment?
There are several things that can be done by an individual if an employee is witnessing discrimination, whether it be because of religion, race, national origin, gender, gender identity, or because of the age of a worker.
If the discrimination is being conducted by another worker, clearly this should be reported to management. It would not be my place to go to the perpetrator and try to stop him. Hence, I should inform the union representative, or the appropriate manager at work.
Of course there is the risk that if I report that rude person for bullying another worker, or for making detrimental comments to that person, when the perpetrator finds out it was me I would be taking the risk of retaliation from that person. Still, it is…
It seems as if personally asking individuals to participate increased the likelihood of responses -- following up with non-respondents, approaching members of the survey group personally beforehand, or even including incentives to participate like a free drawing of all respondents for a prize would ensure greater compliance in a wide range of industries, rather than a concentrated response. Only personally requesting individuals from several industry sectors decreases the reliability of the results, even more so than randomized and anonymous queries throughout all industries surveyed.
Discuss the implications of the study and specifically focus on the practical impact the findings might have in the workplace. You may focus on a specific workplace, such as your own, or on workplaces in general.
One of the study's findings was that self-reportage bias was less than previously feared -- this indicates that anonymous surveys of negative workplace conditions and behaviors might be more valuable…
Presumably, the reliability of the responses between a monitored study and an unmonitored study could be validated by consistent reportage from the peer and the incumbent. This method was also used to control for the study's overall validity: the study would be a more valid measure of counterproductive work actions and their relationship to work stressors if an outside source validated the incumbent's responses.
The study's authors still acknowledge a contradiction: self-reports may be inaccurate or self-serving, yet peer reports may overemphasize the importance of publically observed stressors. Interpersonal conflict is easier to recognize than daydreaming or covert productivity slowdowns, for example. But by soliciting peers and self-reported surveys and classifying different types of stressors, the study's authors hoped to control for such a bias through diversity of responses. Additionally, to reduce fear of reprisals, the surveys were submitted in a completely anonymous fashion, to ensure greater reliability between the…
Fox, S. & Spector, P.E. (2007). Does your coworker know what you're doing? Convergence of self- and peer-reports of counterproductive work behavior. International Journal of Stress Management, 14(1), 41-60.
Ethics, Human esources, Management
Discuss the ethical issues that need to be considered when you (1) design a research project, (2) collect data, and (3) analyze and report data.
When a research project is designed, data is collected, and then the data is analyzed and reported, there are a number of ethical issues that have to be carefully considered. Unfortunately, many researchers who are inexperienced are not clear on how they should address the issues that surround the collection of data (Cohen & Arieli, 2011). That is especially true if the project requires the researcher to collect data from human subjects, as there are additional points that have to be raised and more care that has to be taken (Gorard, 2013; Kara, 2012). The design of the research project should take that into account, and should work with that information from the beginning so that there are no surprises in…
Conaty, B. & Charan, R. (2011). The talent masters: Why smart leaders put people before numbers. NY: Crown Publishing Group.
DeGraff, J.E. (2010). The changing environment of professional HR associations." Cornell HR Review.
Handy, C. (2006). Understanding organizations (4th ed.). London: Penguin Books.
Holton II, E.F., & Trott, Jr., J.W., (1996). Trends toward a closer integration of vocational education and human resources development. Journal of Vocational and Technical Education, 12(2): 7.
shooting of Arizona congresswoman Gabrielle Giffords, writers Michael Grunwald and Jay Newton-Small asked an important question: How could Jared Loughner, the shooter, be considered too dangerous to attend community college but not too dangerous to buy a gun? Grunwald and Newton-Small (2011) point out that gun control continues to be a hot topic in the United States, despite the fact that the Arizona shooting occurred after the horrors of Columbine and Virginia Tech. Many people thought the attention to gun control after those mass killings would have resulted in significant changes but that has not happened. There continue to be very strong feelings on both sides of the gun control debate.
Gun control is an important factor in any discussion of school or workplace violence but it is not the only one that deserves our attention. Loughner bought a gun, but so do millions of law-abiding citizens. What happened in…
Grunwald, M., & Newton-Small, J. (2011). Fire away. Time 177 (3), pp. 36-39.
Hauser, C. (2007). Virginia Tech shooting leaves 33 dead. The New York Times. Retrieved from http://www.nytimes.com/2007/04/16/us/16cnd-shooting.html
How Virginia Tech notified students of shooting. (2007). The Washington Post online.
Retrieved from http://www.washingtonpost.com/wp-dyn/content/article
Social psychology is the study of human behavior in social situations, showing how social pressures and sociological variables can impact psychological phenomenon such as identity, motivation, personality, or behavior. A quintessential topic in the field of social psychology is bullying. Bullying can be studied from a public health perspective, showing how the external variables such as how a school is designed and the leadership and organizational culture of the school affects risk factors implicated in bullying behaviors or victimization patterns. Alternatively, bullying can be examined from a purely psychological perspective to reveal the factors implicated in aggressive physical or verbal behaviors or alternatively, to study victim characteristics or why some bystanders refuse to step in when they observe bullying behaviors. This latter issue links in with the social psychology approach. The social psychology of bullying examines factors like why some people perpetrate bullying behaviors due to their upbringing, their sense…
Elliot's book Nobody Left to Hate: Teaching Compassion after Columbia brings in social psychology in its treatment of the contemporary school system. Arguing that we would never allow any workplace environment to become as rotten and insidious as the school environment has become, Aronson brings in social psychology to show the effect that the environment can have on any mile. He also leads us through possible interventions that we can use to improve the school setting.
Aaronson points out that cruelty, bullying, humiliation, cliquishness, competition are aspects that occur on a regular routine in many of our schools across the country. More so, educators and parents often fail to stress the need for empathy, cooperation, and the nurturing of "social intelligence." The result is that in an increasing amount of schools, students from dysfunctional homes are buttressed by images of violence form outside society and from the media to transport…
Aaronson, E Nobody Left to Hate Macmillan, 2001
U.. My Boss, VP Xytox Corporation
C.Y. Ay, Manager H Compliance
Potential H Issue
We have a potential Human eousrce situation that needs both documented and attention. I am writing with the relevant facts, as well as a recommended course of action. Please let me know if I may provide more information so we may discuss.
The situation revolves around our Director of Marketing esearch, Art Margulis. Margulis has been with our firm for 19 years, providing technical expertise and management in a proactive and responsible manner. He was promoted to direct of the 50-person research group four years ago, and while he has only six direct reports, his management style is such that he regularly interacts with most of the staff.
Two years ago, Margulis recruited Dr. Maria Lopez, a statistical expert. Our company was fortunate to convince Lopez to join as she had numerous high-profile…
Dziech, B., Weiner, L. (1990). The Lecherous Professor: Sexual Harassment on Campus. Chicago: University of Illinois Press.
Nolo, S. (2012). Preventing Sexual Harassment in the Workplace. Nolo Law for All. Retrieved
Roberts, B. And Mann, R. (2010). Sexual Harassment in the Workplace: A Primer. University of Akron. Retrieved from: http://www3.uakron.edu/lawrev/robert1.html
Safe Schools for Lesbian and Gay Students
It is important that all children feel safe in the school environment. The majority of waking hours are spent at school, so it must be ensured that students feel comfortable, safe, secure, and supported while at school. This is especially the case for lesbian and gay students, who face several challenges in regards to discrimination, self-esteem, and fitting in with other students. It is the responsibility of teachers and school administrators to address this issue and devise strategies for ensuring that lesbian and gay students are appropriately supported in the school environment.
Lesbian and gay students often feel isolated, alienated, and left out at school (Youth Pride, 1997). These feelings of isolation result in several troubling outcomes. Suicide rates among lesbian and gay students are high, with studies indicating that gay and lesbian students are up to three times more likely to attempt…
Bullying.org (2011). Retrieved 22 October, 2011 from http://www.bullying.org .
Lambda Legal (2010). Getting down to basics: tools to support LGBTQ youth in care. Retrieved 22 October, 2011 from http://lambdalegal.org/take-action/tool-kits/getting-down-to-basics .
National Gay and Lesbian Task Force (2011). Public policy and government affairs. Retrieved 22 October, 2011 from http://www.ngltf.org/our_work/public_policy .
Schwartz, R. (2011). GLSEN lauds bipartisan introduction of safe schools improvement act (S.506) in senate. Gay, Lesbian and Straight Education Network. Retrieved 22 October, 2011 from http://www.glsen.org/cgi-bin/iowa/all/library/record/2702.html?state=policy&type=policy .
An employer of any number of employees must consider it a basic duty to provide a stress free workplace for all his employees. It is a well-known fact that stress at a workplace induces animosity among the employees and creates problems that would not have been present under ordinary circumstances. Stress at the workplace also reduces the productivity of the workers therein and creates tension for the management, which finds itself under a lot of pressure. In a medical sense stress at the workplace actually affects the powers of the brain in such areas as concentration, learning and being able to memorize details that are an important function of the brain. In a legal sense, stress is a factor that leads to a whole lot of litigation when the employees sue the company for bad stress management in the workplace. This in turn results in bad publicity and…
Bennett, Rebecca J; Robinson, Sandra L. "Organizational Deviance" Retrieved at http://www.businessfaculty.utoledo.edu/rbennett/devchapter-final.doc. Accessed on 23 September, 2004
Big Dogs Leadership Page: Organizational Behavior" (March 19, 1998) Retrieved at http://www.nwlink.com/~donclark/leader/leadob.html . Accessed on 23 September, 2004
Crosby, James R. "Strategic Planning Cycle" Mana 4330, Team Management. Retrieved at http://management.uta.edu/Crosby/4330/Strategic%20Planning%20Cycle.doc. Accessed on 23 September, 2004
Dexter, Hansen. (2004) Performance Appraisal Tips Help Page. Retrieved at http://iso9k1.home.att.net/pa/performance_appraisal.html. Accessed on 23 September, 2004
Health and Safety Legislation in elation to Employee Protection for Accidents at Work
Every individual within a workplace environment has the legal rights to protection against any work related risk, which may arise on the course of duty performance. Generally, the employees' health and safety legislation impose a range of duties to both employers and employees. The employees' health and safety guides apply to the self-employed as well as the diverse categories of employees such as manufacturers, designers, and suppliers. In different states, the legislation expresses a wide-based duty guideline within the Health and Safety at Work Acts. These regulations or acts are further spelt out in details within the subsidiary regulations, including those dealing with health and safety management, accident and/or risk management (Johnson & Geraldine, 2013, p. 57), as well as other emerging issues specific to health and safety of employees at work. This paper aims at providing…
Chamberlin, K.W., Cottle, M. & Neville, R. (2007).Responsibilities in notifying accidents to the health and safety authorities.Health and Safety Management, 4(3), 67-78.
Hansson, P. (2008). Employment laws and employee accident claims. Employment, Safety and Health, 14(5), 27-42.
Johnson, W.B. & Geraldine, C.K. (2013).The management of health, safety and welfare of employees at work.Employment Rights and Conditions, 3(1), 56-68.
Occupational Health and Safety Act (2000).Workplace injuries management and workers compensation.Journal of Employees' Safety and Health, 73(4), 78-97.
Gorden, William & Erica Nagel, Scott Myers and Carole Barbato. (1996) The Team Trainer, Winning Tools and Tactics for Successful Workouts. New York: McGraw Hill
The central idea of William Gorden, Gorden, Erica Nagel, Scott Myers and Carole Barbato's 1996 human resources and management workbook and text entitled The Team Trainer, Winning Tools and Tactics for Successful Workouts is that workplace unity is not something that simply 'happens' without systematic effort and controlled 'fun' on the part of leaders and team members. Firstly, effective teams to complete projects are integral to the functioning of today's modern workforce, and no man or woman is an island, however skilled and qualified at his or her profession. However, it is essential even amongst the most qualified employees that human managers engage in the use of specifically guided team-building and team-based tactics to ensure that workplace teams are functional and productive. In…
Resources Management by Jack J. Phillips, this text on the Team Trainer is utterly unpretentious, unself-conscious and fun. Its tone is set during its first chapter that begins like a cheerleading cry, calling for the reader to give the authors "a team!" with an enthusiastic punctuation of exclamation marks on the page. One can almost hear the roar of the supervising crowd from the stands.
However, such enthusiasm and confidence could merge well with some of the issues delineated in the text The Management of a Multicultural Workforce by Monir H. Tayeb, as clearly defined exercises and progress charts are helpful and clear ways of bridging cultural differences -- progress becomes measurable rather than vague, and teamwork is less apt to devolve into a series of personal conflicts based upon culturally different norms. However, in light of an increasingly diverse and multicultural workforce, it might be worthy of note that not all individuals from a variety of less directive cultural contexts would find the heavily psychologically (one could even say 'self-help') format of the tasks and exercises as comfortable as those from an American context, where informality and free discussion are more openly accepted.
However, the final words of the activities-oriented section of the text, that one must not be comforted with a smile on the part of employees shows that the text is cognizant of the fact that not every member of a team will be equally fulfilled, and no solution will be equally happy to all. It also shows how the current stress upon team building is itself part of a current workplace cultural context, as it provides the history of workplace theory in its final chapters. The book is always practical and realistic, and thus never assumes it can accomplish all, however enthusiastic and far-reaching the author's own goals and objectives for workplace teamwork may stretch into the 21st century of the global workplace of human resources.
Conflict within the organization is an every day reality as no one individual will have the same opinion or style. The differences found amongst people in the workplace has required perceptions to change when it comes to leading a team and implementing strategy. One's attitude must be flexible and tolerant of change and conflict. Conflict must be an accepted factor or otherwise the organization will not survive.
In many ways, leaders and management look at conflict as a positive. Because conflict taking time and effort to resolve, it also allows for critical thinking and opening the path for new ideas and solutions. This works to the company's advantage over the long run as it continues to think outside the box or get do away with the box entirely. This leads to innovation. The attitude toward knowledge has evolved because more than one type is needed in order to…
Robbins, Stephen. 2001. Organizational Behavior. Upper Saddle River: Prentice Hall.
Ethical Practice Involves Working Positively Diversity Difference
Counseling is a profession that involves associations based on principles and values ethically. Patients are able to benefit by understanding themselves better and through creating relationships with others. Through counseling, the clients are able to make positive alteration in life and enhance their living standards. Communities, organizations, couples and families are different groups of individuals are main sources of relationships (BACP Ethical Framework, 2013, p.4). Frameworks of ethical practice direct the attention of counseling practitioners to engage in ethical responsibilities. This stud describes the purpose of each principle following the development of good counseling practice. Practitioners make reasonable decisions grounded on these principles without making any contradictions. Nevertheless, research indicates that professionals have met barriers hindering them to integrate all the principles in some cases. In such situations, they are forced to select between required principles. A course of action or a decision…
BACP Ethical Framework. (2013). The Ethical Framework for Good Practice in Counselling. Pp 1-10. Accessed April 7, 2013 from www.bacp.co.uk/admin/structure/files/pdf/9479_ethical%20framework%20jan2013.pdf
Clarkson, P. (2009). The Therapeutic Relationship. New York NY: Wiley
Handout 1. MkSame-Sex Relationships, an Historical Overview. A review by Robin Heme
Handout 2. What are the potential abuses of these kinds of power in the relationship between counsellor and client? Janet Dowding 02.2010 saved as power
Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace community should try to capitalize more on the points of difference offered by culturally diverse staff members, such as their increased ability to communicate with culturally diverse customers.
5. Impact of the Study on Career and Personal Life
It is yet uncertain as to how the personal career of the researcher would be impacted by the findings of the study. What is however known with certainty is that the baggage of HM knowledge of the researcher has significantly increased. Within…
Heathfield, S.M., What is human resource development (HRD)? About, http://humanresources.about.com/od/glossaryh/f/hr_development.htm last accessed on July 02, 2010
McNamara, C., Employee benefits and compensation, Management Help, http://managementhelp.org/pay_ben/pay_ben.htm last accessed on July 02, 2010
2007, Health and safety, HRM Guide, http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm last accessed on July 02, 2010
Equal employment opportunities, Liverpool City Council, http://govinfo.library.unt.edu/npr/library/reports/hrm10.html last accessed on June 30, 2010
Learning Needs Assessment and Analysis
The University of San Diego Counseling Center (USDCC) has been established to provide enrolled students with access to quality counseling and healthcare services. Employing a diverse selection of the university's most accomplished psychiatrists, psychologists, medical doctors, registered nurses, and other healthcare professionals, the USDCC operates a high-volume Critical Intensive Care Unit with the assistance of a 50-member nursing staff. Although the USDCC has built a reputation for delivering competent and qualified critical care services across a number of years, the organization's management structure has become concerned that educational priorities have not been updated to reflect modern advancements in the field. To that end, the USDCC recently elected to conduct a comprehensive Learning Needs Assessment and Analysis to identify the paramount educational needs in place, and the institutional forces working to facilitate or impede the implementation of these needs. Empirical research on the efficacy of various…
Lewin, K. (1939). Field theory and experiment in social psychology: Concepts and methods.
Journal of Sociology, 44, 868-896. Retrieved from http://www.jstor.org/discover/10.2307/2769418?uid=3739552&uid=2129&uid=2&uid=7
Morrison, G.R., Ross, S.M., Kalman, H.K., & Kemp, J.E. (2011). Designing effective instruction (6th ed). Hoboken, NJ: John Wiley & Sons, Inc.
Draft a company policy on use of the internet by employees. Draft it in the form of a memo to employees.
Take into consideration the following issues:
Is it realistic to believe that all personal use of the internet at work can be prohibited? How do you deal with this?
Do employees have a reasonable expectation of privacy in, e.g., an email they might send at work? A website they might visit? How could your policy deal with this?
Dear Acme employees,
It has become necessary to address the employee use of internet and internet tools for personal reasons while on company time and/or company equipment. While Acme wishes to respect your privacy and allow you to fill any idle time you might have between calls or during your lunch break, bear the following in mind:
All computers and phones on Acme property are subject to be monitored…
Mind you, the employee cannot be forced to do ANY of those things. However, unflattering comments could be construed as harassment (sexual, general harassment, bullying, etc.) and the employer would be on the hook for vicarious liability (potentially) if they stand by and do nothing. Basically, the employee does not HAVE to do anything about the blog but the company and/or people facing ridicule could take action and Acme's hand will be forced. No complaint? Technically not an issue…yet.
Twelve ESL learners who participated subsequently found that participating in text-based online chat rooms promoted a noticeable difference in their face-to-face conversations, particularly in noticing their own linguistic mistakes.
Psychologists stress little if any learning occurs without attention. "Text-based online chat, a particular form of synchronous computer-mediated communication (CMC) involving written oral-like conversation, has the great potential of increasing noticing for two reasons:
1. Compared to face-to-face conversations, CMC allows conversations to flow at slower speeds than face-to-face; consequently permitting "speakers" to have longer times to process receiving and producing the target language.
2. CMC can save texts (previous messages) in format that users may later access. (Lai and Zhao)
The following copy of "ESL Online Talk Community" illustrates concept Lai and Zhao present.
Practice makes perfect, but many ESL students do not have opportunities to practice speaking English. This Website is trying to establish an online community to enable…
4. Anderson, B. (1983). Imagined Communities: Reflections on the Origin and Spread of Nationalism. London: Verso.
What were the ethical issues presented in the simulation?
The two scenarios had different ethical issues that presented themselves. The first scenario was about a contaminant that was found in a supplement that the company was using, and the second was about selling a defective product to buyers in another country. In the first ethical dilemma, the levels of contamination were lower than the FDA recommendation, but higher than the company standards. The task was to decide whether the company should recall the slightly tainted supplement or not. For the second dilemma, the issue was that the FDA had raised its standard and the marketing department was trying to get the inspector to sign off on selling the product in other countries where the standards were not as strict.
What decision-making steps did you take to ethically address these issues?
The steps were to follow the lenses and…
DeGeorge, R.T. (2005). Business ethics. Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx
University of Phoenix. (2002-2007). Ethics Game [Computer Software]. Retrieved from University of Phoenix, Simulation, MGT216 website.
Another factor that determined the failure in the 2002 elections, is that the Democratic candidates' campaign was not as aggressive as it should have been. The Democrats' opponents used attack campaigns, so the Democratic candidates should have responded "preferably with a plan that turns his attack campaign into a character issue on him."
Other than this, Shawni Littlehale of the free-market Pioneer Institute for Public Policy esearch estimates that: "the majority of the electorate wants a fiscally conservative governor to push for lower taxes and cuts in our bloated state government, while they want their [state] rep/state senator to bring home perks for their cities ad towns."
The Democrats' success in the 2006 elections was determined by a very strong electoral campaign, the 50-State Strategy. From the beginning, the Democrats were determined to win and geared up in every precinct in the country in an unprecedented 50-state organizing strategy.…
Massachusetts gubernatorial election, 2006. (2006). Wikipedia. Retrieved December 3, 2006 at http://en.wikipedia.org/wiki/Massachusetts_gubernatorial_election%2C_2006 .
Kamarck, Elaine C. Glass Ceiling. Why the dominant Democrats can't elect a governor. (2003). CommonWealth. Retrieved December 3, 2006.
Keough, Robert. Why can't the Bay State elect a Democratic Governor? (2003). CommonWealth. Retrieved December 3, 2006.
The 50-State Strategy (2006). The Democratic Party. Retrieved December 4, 2006 at http://www.democrats.org/a/2006/09/50-state_strate_17.php .