Macro economics Essay Example | Topics and Well Written Essays - 1000 words

Macro economics - Essay Example It categorically defined employee and enables the Federal government to enforce acceptable means necessary to promote employment for economic stability (McConnell and Brue 214). These statues as well as other directives from the government are factors that shape a country’s fiscal policy. Prior to the Great Depression, national government intervention was limited to foreign policy and national defense. Most of fiscal policies are determined in state levels of government who had ample discretion in the formation of their own guidelines. Economists often refer to another important factor in the determination of economic dynamics in the form of political influence as a major factor in the federal budget. When there is unsupervised spending by politicians into particular interests groups then this could lead to exhaustive government expenditure relative to the tax revenues and leads to federal budget deficits (Boyes and Melvin 248). Staggering budget deficits is a major problem fo r any economy that brings imbalance to the entire system and impedes growth bringing adverse effects to members of a country’s population. There are two broad categories of fiscal tools as enumerated by McEachern as automatic stabilizers and discretionary. The first are programs that regulate the economy by stabilizing disposable income through the real GDP and consumption. The best example of an automatic stabilizer is income tax which automatically modifies the disposable income of an individual. The second is a direct manipulation by the government to encourage its macroeconomic objectives including full employment, growth and price stability. They may differ in the length of execution and as to... This paper discusses such important macroeconomic concepts as business cycles, fiscal policy and fiscal tools. Business cycle is essentially the rise and decline of economic activity. There is no specific or clear-cut span of time that determines a business cycle and the same may range for several years. There are four phases of the business cycle that comprises of peak, recession, trough and recovery A widely used measurement of output is the Gross Domestic Product (GDP) of a country which sees peaks and lows The occurrence of business cycles and its concurrent effect on increasing unemployment and inflation prevents economic growth.The mandate of a country to influence economic activity is the central purpose of fiscal policy. Macroeconomic theories are utilized in the formulation of the scope and limitations of fiscal policy. An example of a direct reaction of the government founded on fiscal policy is the Employment Act of 1946 when unemployment became a major problem after World War II. Prior to the Great Depression, national government intervention was limited to foreign policy and national defense. There are two broad categories of fiscal tools as enumerated by McEachern as automatic stabilizers and discretionary The first are programs that regulate the economy by stabilizing disposable income through the real GDP and consumption. The second is a direct manipulation by the government to encourage its macroeconomic objectives including full employment, growth and price stability. The 2009 stimulus plan implemented by President Obama is a good example of a discretionary fiscal tool adopted by the U.S. Government

Gestalt Learning Theory Essay Example for Free

Gestalt Learning Theory Essay Doing my research on learning and instruction in complex simulation-based learning environments, I experienced a large difference in how learners reacted to my learning material (Kluge, in press, 2004). Complex technical simulations involve the placement of the learner into a realistic computer simulated situation or technical scenario which puts control back into the learner’s hands. The contextual content of simulations allows the learner to â€Å"learn by doing. † Although my primary purpose was in improving research methods and testing procedures for evaluating learning results of simulation-based learning, the different reaction of our participants were so obvious that we took a closer look. I had two different groups participating in my learning experiments: students from an engineering department at the University, mostly in their 3rd semester, and apprentices from vocational training programs in mechanics and electronics of several companies near the University area in their 3rd year of vocational training. Most of the students worked very intensively and concentrated on solving these complex simulation tasks whereas apprentices became easily frustrated and bored. Although my first research purpose was not in investigating the differences between these groups, colleagues and practitioners showed their interest and encouraged me to look especially at that difference. Practitioners especially hoped to find explanations why apprentices sometimes are less enthusiastic about simulation learning although it is said to be motivating for their perception. Therefore, in this dissertation I address the difference in the effectiveness of using simulation intervention program based on a Gestalt learning theory. Moreover, to find out if the program improves either or both the quality and speed of the learning process of students enrolled in a highly technical training program. This dissertation focuses on using simulation based learning environments in vocational training program. In this chapter, the experimental methodology and instruments are described, results presented and finally discussed. As mentioned above, my primary purpose when I started to investigate learning and simulation based on Gestalt learning theory was focused on improving the research methodology and test material (see Kluge, in press, 2004) for experimenting with simulation-based learning environments. But observing the subjects’ reactions to the learning and testing material the question arose whether there might be a difference in the quality of and speed of the learning process of students involved in my study. Research Design: A 3-factor 2 ? 2 ? 2 factorial control-group-design was performed (factor 1: â€Å"Simulation complexity†: ColorSim 5 vs ColorSim 7; factor 2: â€Å"support method†: GES vs. DI-GES; factor 3: target group, see Table 2). Two hundred and fifteen mostly male students (16% female) in eight groups (separated into four experimental and four control groups) participated in the main study. The control group served as a treatment check for the learning phase and to demonstrate whether subjects acquired any knowledge within the learning-phase. While the experimental groups filled in the knowledge test at the end of the experiment (after the learning and the transfer tasks), the control groups filled in the knowledge test directly after the learning phase. I did not want to give the knowledge test to the experimental group after the learning phase because of its sensitivity to testing-effects. I assumed that learners who did not acquire the relevant knowledge in the learning phase could acquire useful knowledge by taking the knowledge test, which could have led to a better transfer performance which is not due to the learning method but caused by learning from taking the knowledge test. The procedure subjects had to follow included a learning phase in which they explored the structure of the simulation aiming at knowledge acquisition. After the learning phase, subjects first had to fill in the four-item questionnaire on self-efficacy before they performed 18 transfer tasks. The transfer tasks were separated into two blocks (consisting of nine control tasks each) by a 30-minute break. In four experimental groups (EG), 117 students and apprentices performed the learning phase (28 female participants), the 18 control tasks and the knowledge test. As said before, the knowledge test was applied at the end because of its sensitivity to additional learning effects caused by filling in the knowledge test. In four control groups (CG), 98 students and apprentices performed the knowledge test directly after the learning phase, without working on the transfer task (four female participants). The EGs took about 2-2. 5 hours and the CG about 1. 5 hours to finish the experiment. Both groups (EGs and CGs) were asked to take notes during the learning phase. Subjects were randomly assigned to the EGs and CGs, nonetheless ensuring that the same number of students and apprentices were in each group. The Simulation-Based Learning Environment The computer-based simulation ColorSim, which we had developed for our experimental research previously, was used in two different variants. The simulation is based on the work by Funke (1993) and simulates a small chemical plant to produce colors for later subsequent processing and treatment such as dyeing fabrics. The task is to produce a given amount of colors in a predefined number of steps (nine steps). To avoid the uncontrolled influence of prior knowledge, the structure of the plant simulation cannot be derived from prior knowledge of a certain domain, but has to be learned by all subjects. ColorSim contains three endogenous variables (termed green, black, and yellow) and three exogenous variables (termed x, y, and z ). Figure 1 illustrates the ColorSim screen. Subjects control the simulation step by step (in contrast to a real time running continuous control). The predefined goal states of each color have to be reached by step nine. Subjects enter values for x, y, and z within the range of 0-100. There is no time limit for the transfer tasks. During the transfer tasks, the subjects have to reach defined system states for green (e. g. , 500), black (e. g. , 990), and yellow (e. g. , 125) and/or try to keep the variable values as close as possible to the values defined as goal states. Subjects are instructed to reach the defined system states at the end of a multi-step process of nine steps. The task for the subjects was first to explore or learn about the simulated system (to find out the causal links between the system variables), and then to control the endogenous variables by means of the exogenous variables with respect to a set of given goal states. With respect to the empirical evidence of Funke (2001) and Strau? (1995), the theoretical concept for the variation in complexity is based on Woods’ (1986) theoretical arguments that complexity depends on an increasing number of relations between a stable number of (in this case six) variables (three input, three output: for details of the construction rational and empirical evidence see Kluge, 2004, and Kluge, in press, see Table 1). To meet reliability requirements, subjects had to complete several trials in the transfer task. For each of the 18 control tasks a predefined correct solution exists, to which the subjects’ solutions could be compared. In addition, knowledge acquisition and knowledge application phases were separated. The procedure for the development of a valid and reliable knowledge test is described in the next section. Different methods have been developed to provide learners with support to effectively learn from using simulations. De Jong and van Joolingen (1998) categorize these into five groups: 1. Direct access to domain knowledge, which means that learners should know something about the field or subject beforehand, if discovery learning is to be fruitful. 2. Support for hypothesis generation, which means learners are offered elements of hypotheses that they have to assemble themselves. 3. Support for the design of experiments, e. g. , by providing hints like â€Å"It is wise to vary only one variable at a time† 4. Support for making predictions, e. g. , by giving learners a graphic tool in which they can draw a curve that gives predictions at three levels of precision: as numerical data, as a drawn graph, and as an area in which the graph would be located. 5. Support for regulative learning processes: e. g. , by introducing model progression, which means that the model is introduced gradually, and by providing planning support, which means freeing learners from the necessity of making decisions and thus helping them to manage the learning process. In addition, regulative processes can be supported by leading the learner through different stages, like â€Å"Before doing the experiment . . . ,† â€Å"Now do the experiment,† â€Å"After doing the experiment. . . .† Altogether, empirical findings and theoretical assumptions have so far led to the conclusion that experiential learning needs additional support to enhance knowledge acquisition and transfer. Target Population and Participant Selection: In the introductory part, I mentioned that there were two sub groups in the sample which I see as different target groups for using simulation-based learning environments. Subjects were for the most part recruited from the technical departments of a Technical University (Mechanical Engineering, Civil Engineering, Electronics, Information Technology as well as apprentices from the vocational training programs in mechanics

Destiny, Fate, Free Will and Free Choice in Oedipus the King :: Oedipus the King Oedipus Rex

Fate in Oedipus the King Fate. Even the word alone is intimidating. I believe I can safely say that everyone at one point in their lives have wondered about fate. "Christian fate" is something that I have never thought of before, though it is something that I believe in with all my heart. I believe that each person has a fate in store for them. Are human lives just a predetermined course of events? The idea of destiny is one that has been written about since the beginning of time. In Sophocles' drama, Oedipus the King, fate seems to have a strong hold during the entire tale. How much of this story truly reflects reality? Where does Christianity fit into the picture of fate? These are the thoughts of the growing world around us. The thought of something predetermined for our lives is a frightening one. Put yourself in Oedipus' position. He was told he would one day kill his father and sleep with his mother. Who wouldn't try and alter their future if told such horrid news? I believe that even though this ending was always going to happen to Oedipus he still had the chance to change the outcome. This same idea is reflected in each one of our lives as well. Oedipus made decisions that led to his sad ending. God knows the ending of our lives. He knows what is in store for us. Does this mean that we have no choice or say in what happens in our lives? In my opinion, it doesn't. God knows what choices we are going to make. Like us, Oedipus had choices to make. Society often blames God for rough times in their lives, but most of the time the rough moments are results from our own bad choices. Sophocles cleverly weaves this idea into his drama. I'm not sure if Oedipus could have changed his future by holding in his temper. Thankfully, our lives are not determined by Greek gods, but by the one true God, who gives us a choice for our future. Christians, like Oedipus, know their fate. We know Jesus is preparing a place for us in heaven.

How does Steinbeck prepare us for the end, and link it to the beginning? Essay

Steinbeck prepared us for the end by many different reasons that occur in the play. The Incident at weed, killing mice, killing a dog and crushing Curley’s hand is all evidence for this. The ‘weed’ incident prepared us for the end by alerting the readers that something has gone wrong at one place and how long will it be till something else like this occurs. â€Å"An’ you ain’t gonna do no bad things like you done in Weed, neither.† George liked to stroke mice in his hand, but he doesn’t know his own strength as he is a big bulky strong man. ‘I could pet it with my thumb while we walked along’ said Lennie, but as Lennie is so strong he just crushes the poor animal. Candy’s old dog was shot because it is wrong to let an animal suffer in pain. The dog â€Å"Got no teeth, He’s all stiff with rheumatism† and he is â€Å"ancient†. Lennie killed Curley’s wife by acciendent because they were in the barn together and Lennie was stroking her hair, but she didn’t want him to mess it up ‘You stop it now you’ll mess it all up’. And she yelled and Lennie put his hand around her mouth and said â€Å"Oh! Please don’t do that. George will be mad†. George broke her neck another incident were Lennie doesn’t know his own strength. Steinbeck links the beginning to the end with George and Lennie. They both continue through out the play reminding them selves of ‘The American Dream’, and that is what they talked about before going on to the ranch George thought it would be nicer to lay under the stars with one night relaxation. The last time they ever dream of ‘The American Dream’ is at the end when George shoots Lennie while he is dreaming of the rabbits. â€Å"Le’s do it now. Le’s get that place now† – was the last words he ever said. Lennie is the same old Lennie with a childlike mental age. George is always there to look after him and tell him what to do like in a adult child situation, â€Å"come on, give it to me†. Stienbeck always describes Lennie as a animal from the beginning to the end â€Å"snorting into the water like a horse†. They always argue and Lennie says he will go away, but george knows that his best friend wont be able to look after him self and will end up getting shot, at the end he says â€Å"I can go away †¦ an’ find a cave†. At the beginning Lennie says the same thing â€Å"go off in the hills†¦. I’d find a cave†. George said â€Å"somebody’d shoot you for a coyote if you was by yourself† Lennie is also a killer, he attacks Curley, curlys wife, kills mice and throws his dead pup on to the floor in anger. Lennie is not mean, he doesn’t want to cause pain or suffering. George knew that if he let Lennie live then he would sooner or later be found and caught, and would most likely be tortured by Curly then be put in a prison for the rest of his life or killed on the spot. George didn’t want to she George go through any pain or suffer so he put him out of his own misery, just like the dog!

Plato vs. Aristotle Essay

Numerous experts in modern time regard Plato as the first genuine political philosopher and Aristotle as the first political scientist. They were both great thinkers in regards to, in part with Socrates, being the foundation of the great western philosophers. Plato and Aristotle each had ideas in how to proceed with improving the society in which they were part of during their existence. It is necessary therefore to analyze their different theoretical approaches regarding their philosophical perspectives, such as ethics and psychology. This paper however will mainly concentrate on Aristotle’s views on friendship and how it impacts today’s society. The main objective in Plato’s philosophy is a creation of a perfect society. He constructs a foundation for a utopian society in his book â€Å"The Republic†. The purpose of his thought process was to cleanse his society of the woes he felt plagued it and construct a new one. Plato lived during the Peloponnesian War, which consequently lead to the end of the Athenian democracy. He had eyewitness account of his mentor’s (Socrates) trial and execution. Bitter and angered by the political corruption that gripped the Athenian democratic government, he disengaged from participating in politics. He strongly felt that neither a moral individual nor a state that is rational could be established in a democratic environment. Plato felt that the common man wasn’t intelligent or capable of dealing with concepts that influence the state such as economics, policy of foreign affairs and other relative matters. He viewed political incumbents in Athens government as being elected for matters that were irrelevant to main factors that affected the state. Another danger was that excessive liberty for the people of the democratic society could potentially lead to anarchy. In Plato’s perfect society, he forged ahead to eliminate the disease (pluralism of friendship) that plagued the human character and society (Class Notes). Essentially, Plato wanted to establish the perfect form of society, linked by one single entity. Aristotle, unlike Plato, was not focused or concerned about the idea of a perfect society, instead he wanted to improve upon the one that he was part of during his existence. Rather than develop a framework for a society that is perfect, he suggested that society should, in it self, strive to utilize the best system it can attain. He felt that utopia was abstract and superficial. It wouldn’t allow for realistic problem solving solutions. He felt that Plato’s view of a strict overhaul of society in general wasn’t necessary. He believed that society was at its optimum and you can only improve upon the existing one. Plato’s perfect society would consist of three basic groups, which are Guardians (Gold), Auxiliaries (Silver), and the Artisan (Bronze). The highest of these classes are the gold people, which consist of rulers and non-rulers. Those that are rulers are society’s decision & policy makers and non-rulers occupy levels of civil servants. The fundamental prerequisite to becoming a genuine philosopher is to have knowledge of forms, thus enabling you to know the truth. Plato’s theory of the forms is partly logical and part metaphysical. Armed with the truth, he believed that philosophical ruler will always make the right decision, and rule with total wisdom, justice and virtue. The rulers, he felt, wouldn’t posses any money or property, they would be free of desires, excesses, and vices. The Auxiliaries (Silver) are people of strength, courage, and military capacity; they occupy a small sector of society. All auxiliaries would be subjected to a series of tests, which will check their powers of resistance to self-interest, pleasure and other temptations. The last level, Artisan (Bronze), are the workers which might be composed of farmers and artist, essentially non-skilled workers. They would produce all the consumable and non-consumable goods deemed necessary for consumption and the continued economic viability of the society. Plato whole-heartedly felt that if ever the bronze or iron people rule the state would collapse (Class Notes). He sought to establish the concept of the gold class having wisdom, thus they should be wise and good rulers. It was imperative that those who rule be philosophers and skilled in areas that pertained to the interest of the state. Aristotle’s disagreed with Plato in regards to allowing one particular class to govern the state politically for indefinite period of time. He felt that to not allow interaction among the various classes would inhibit those who posses the ability to engage in political life, an injustice. He feels Plato’s structure of classes is politically incorrect for the state. He quotes â€Å"It is a further objection that he deprives his Guardians even of happiness, maintaining that happiness of the whole state which should be the object of legislation†, ultimately he is stating that those who rule (Guardians), sacrifice their happiness for control and absolute power. Those who are of the gold class, lead such a rigid life, that it will become necessary to impose the same strict way of life on those being governed. He places the idea of moderation on a high pedestal. Many individuals come to favor the concept of moderation because it is flexible, part liberal and part conservative. Plato’s ideal society is so difficult to conceive that Aristotle believes that no human being can achieve its rudimentary requirements. He decided to express in the â€Å"Republic† how men should conduct it self in a perfect society and what attitude they should posses. In retrospect, Aristotle felt by using real world experience along with real people, he can see first hand how and what way can he improve society. Plato and Aristotle both agreed on justice and viewed it objectively; that is it controls the belief a life of good nature would be provided for all people no matter their ranking in society. Aristotle’s states † In democracies, for example, justice is considered to mean equality, no oligarchies, again inequality in the distribution of office to considered just†. Plato views the idea of law and justice as what sets the standard for society’s behavior in a state. Aristotle puts emphasis on the institution of the polis or civilized community. The polis was structured to allow the average individual in society to participate in political matters. This institutional forum is not the city-state or the community, but merely the larger of the two entities. It is rather a partnership between households, clans, and villages for the sake of a fully developed and self-sufficient life. The polis enables those individuals who naturally posses moral intellect and wisdom an opportunity to rise to higher positions (Class Notes). Justice is the political good within the polis, and it must promote the common interest of the people of the state. What is seen as good must be distributed and regulated through out the state. The law is also the regulating factor that arises from equal and free people in civil institution. The well being of a society is solely based upon the connection between the effort in which the citizens of the state adhere to the law of the land. A good citizen of the state will posses prudence, moderation, and justice, and above all to rule and be ruled. His belief contradicts Plato theory of one controlling class, governing the political matters and decisions that effect the state. The Theory of Democracy that Aristotle states is that democracy is a â€Å"perversion† form of government of â€Å"polity† (Class Notes). He clearly states â€Å"The people at large should be sovereign rather than the few best†. Plato on the other hand, wouldn’t permit citizens to engage in public participation concerning governmental issues, as Aristotle would have enjoyed. Plato also felt that public judgments of disapproval and approval were based on emotional belief, instead of factual knowledge. He believes that if a revolution occurred it would happened within the corridors of the palace, hence palace revolution. This type of revolution happens when there is a transmission of power from one holder of power to another. Aristotle perceives such an event occurring between the wealthy and less fortunate in society. He feels to prevent such actions, one must participate in them. Plato thinks that in a utopia a disgruntled group of Guardians will emerge and disengage themselves from the ruling law of the state. He feels that an oligarchy two things may initiate a possible revolution: the first one is the ruler and their offspring would grow to be weak, sympathetic, and second is that the number of poor individuals will grow larger and there for be taken advantage of by the ruling class. Aristotle states that to know the factors that caused the revolution, which destroys the constitution, is to also know the principal of effect, which in turn ensure its preservation. Aristotle and Plato also have contrasting views on ethics, psychology and metaphysics. In regards to ethics, Aristotle believes that virtue is necessary for happiness, while Plato says virtue is enough for happiness. The psychological difference between the two is that Plato feels the body is a prison for the soul; body and soul are two different entities, capable of maintaining independence from one another. As for Aristotle, he claims that the body and soul are two different things, one consisting of matter the other form. He sees everything in the universe being composed of matter and form, so its not surprising that he perceives human being are too. To him form is simply the way matter is arranged. For example, a cat is composed in a feline way; that’s what makes a cat. Human being for that matter, have a unique method of structure, too; that’s their form. In fact, Aristotle strongly feels that nothing in existence can be without form and matter. If you eliminate its structure and form you have nothing left. So for Aristotle, the concept of soul without body or body without soul is incoherent. In regards to form, Plato expressed how things should be through utilizing vague language and poetry. In respect to friendship, I firmly believe that Aristotle’s views on friendship holds value in today’s society. First we will touch on the various points that Aristotle makes regarding friendship, then expand on his main principle in connection to modern time, if possible. Aristotle distinguishes between three types of friendship: friendships of utility, friendships of pleasure and friendships of virtue. The idea behind friendship of utility is that it is founded on the idea of usefulness. The interaction among friends is only valued if there is usefulness between the two individuals. An example of this would be any automobile dealer and car buyer. Factoring in that they know each other, both need what the other can provide. The bond that unites the two people is based on usefulness. As long as they each can provide what the other needs, it satisfies the friendship. The second concept would be friendship of pleasure, which is basically the amount of pleasure generated between the participants. An example of this would be two people engaging in a social event, such as an outdoor festival. Each of the participant’s enjoys the others company. They are friends because of the pleasure they bring to themselves. The last kind of friendship is the friendship of virtue. This friendship is special and unique, such that it can only be between two people. Rather than utility and pleasure, where it can establish a group of people, this type of friendship is connected solely between two people. This type of friendship is also unique based on the fact that it can only hold any true value if both individuals are of the same virtue. People in general might regard these definitions of friend objective. Some believe that doing something for someone is solely based on the act of self ? fulfillment. Aristotle, I believe is not incorrect in stating that the idea in friendship in utility and pleasure is for our own sake, and the concept behind friendship of virtue is for the sake of the friend. These three categories are arranged in a certain format that there are influenced by the next level. These bonds of friendship can arise from various forms of potential fraternal groupings. Present day possibilities can include: various college organizations, union members, national communities and any other form of group’s that people find a common denominator. For Aristotle Aristotle is more philosophically inclined than Plato; he tends to get rid of ideas that are irrelevant, and he believes that the concept of forms existing separate from matter is somewhat superfluous. He dives right into the heart of the matter. You can see Aristotle as someone who believes the world in which he occupies very satisfying just the way it is. His main focus is always connected with things that are consistent with ideal experience, without introducing unnecessary notions of concepts that can’t be proven. Plato’s vague, poetic language in metaphysics and physics didn’t stimulate inspiration; it made him uncomfortable. Both Plato and Aristotle were two men who envisioned methods on ways to improve their existing society. Plato, the political philosopher, was basically in pursuit of philosophical truth. Aristotle was more concerned with citizenship and institutional politics. They both had developed ideas and concepts to improve society as a whole. Aristotle and Plato have had a tremendous impact on political scientists of today. In Aristotle case, he was responsible for developing various democratic ideas. Even in modern democracies like our own Aristotle’s ideas hold true. When we vote in the election of the ruler of our country we, theoretically, are voting for the single most â€Å"excellent† citizen of our nation. That is we are voting for that citizen who can do the best job of working toward our common interest. The citizen of a state who has the greatest ability to work towards the salvation of the constitution has a great gift that can benefit all citizens. It only makes sense to allow that particular individual to lead the rest of the citizens in working towards the common interests of the state. In conclusion, these men were great thinkers. Their opinions on society and its function were quite different, but they both had the same concern, to build a better way of life for their societies they in lived in and for the societies that would come to be in the future.

Nursing Assignment 1 Essays - Nursing, Clinical Nurse Specialist

Nursing Assignment 1 Essays - Nursing, Clinical Nurse Specialist Nursing Assignment 1 FACULTY OF NURSING AND ALLIED HEALTH SCIENCES RESEARCH METHODOLOGY NMNR5103 ASSIGNMENT 1 Discuss the integration of research findings and other forms of evidences to transform nursing practice. Current semester: January 2015 Date of submission: 07/03/2015 INTRODUCTION Nursing knowledge plays a key role in the nursing practice revolution. Major challenges are to select the 'right' knowledge from various sources and transform it into expedient knowledge. Knowledge defined as "information, understanding, or skill that you get from experience or education" (Marriem_Webster, 2015). Knowledge can be divided into two aspects, which call learning and knowing. Learning gain from the experience, study or being taught, while knowing is showing one has a knowledge, usually from personal understanding. In nursing practice, knowledge is gotten from multidimensional base and comprises evidence that comes from science, experience and personally derived understanding. Basically scientific knowledge is more systematic and developed through research activity where an exact approach is come after to acquire findings that can be applied to inform nursing practice. (Moule and Goodman, 2008). However, in nursing practice nurses also applied the knowledge that they gain from experience and personal leaning when delivers care to patients. In the other hand, Smith and Crookes, (2011) mention that knowledge is generated through encounter the activity of how knowledge is transfer at teaching, application in clinical practice and combined with other knowledge. Beside scientific knowledge, there are others sources of knowledge developed through experience that included trial and error, intuition, traditions knowledge, and personal knowledge. All nurses know nursing, but what they know and how they know might be different from each other due to different experiences, different taught and different qualification. The development and exploration of nursing knowledge are fundamental to the future of nursing practice. This paper will discuss the integration of research findings and other forms of evidences to transform nursing practice. NURSING PRACTICE The term art and science are important for practice of nursing. The science of nursing offers a basic foundation for nursing practice, while the art of nursing assist nurses to appreciate patients better (Wu, 2013). The combination of nursing science and art of nursing will result in excellence nursing practice. As mention earlier, science consists of structured knowledge that gains from research activities and finding the evidence for the best practices in nursing. Empirics knowledge is one of the nursing science, Carper, (1978) cited in Wu, (2013) describe empirics as systematic knowledge which is establish into theories to define, explain and forecast phenomena in nursing. Therefore, the nursing knowledge is objective, realistic and trustworthy. Art of nursing is the ability of nurses to attach with the patients. Art of nursing knowledge comes from personal knowledge that gains through experience while deal with patients in clinical area. Wu, (2013) expressed that nurses should wo rk beyond the technical skills while interact with patients in order to achieve art of nursing. Nursing is the practice, however practice is multifaceted in nature. In nursing practice, nurses need knowledge concerning the physiological and psychological aspect on daily activities of living, as well as knowledge on medical treatment and pharmacology. They also need social knowledge in enable them to have appropriate skills and attitude in dealing with life and death. Nurses need good communication to interact with others such as patients, relatives, doctors and peers and most important they competence in carry out medical prescriptions. In order to justify and understand the complexities of nursing profession, nurses need knowledge that can explain the nursing practice. There are various sources of nursing knowledge that identical for nurses in nursing practice. NURSING KNOWLEDGE Nursing science is nursing knowledge. According to Mantzoukas and Jasper, (2008) nursing knowledge was found in 19th century and that time nursing knowledge was dominant until mid 20th century, and its from various forms influences current nursing practice. In this era, nursing knowledge was considered as a set of descriptive rules, where the nurses were trained and taught to follow to carry out nursing activities (Reed, 1995, Bradshaw, 2000 cited in Mantzoukas and Jasper, 2008). In the others word, nurses only carry out their duty based on guideline or instruction given by an authoritative person, mainly doctors and nurse manager. In this period of time, nurses did not have explanatory power; all nursing activities are

United States Actions during W essays

United States Actions during W essays The United States actions during WWII Many people question whether or not the United States did as much as they could have to stop the killing of so many people in Germany during WWII. I think that the United States did all that they could during the War even though thousands of people had to die. The United States got involved legally, Roosevelt geared American Industry to manufacture wartime machinery and also the political influence was very high. The United States got involved legally in that written in the Constitution it states that the United States can not get involved in a war unless Congress votes and approves the declaration of war or if another country attacks us. So Roosevelt wanted Japan to attack us and kind of pushed them to so that we could go to war. Roosevelt knew that many of the Congress members did not want to go to war and so he knew that they would not declare war on Germany with out being attacked so he spent a lot of time figuring out how he could get Japan to attack us. Once we were attacked by Japan illegally the American people really rallied behind the government and supported us going to war. Roosevelt geared American industry to manufacture wartime machinery such as guns, tanks, planes, ships, clothing, and other items and sold and transported them to Canada and England so that they could have something to fight with. The Americans were much more sophisticated in the building of these items so since America could not be in the war because Congress wouldnt let them declare war they decided to help out the Allies and supply with the things that they needed. Some of the men from America went and joined the Canadian Air Force because they wanted to help the Canadians since at that time they could not do anything in United States. Many of the same items that we used in the war was already being used by the other Allies because in actuality even though we were not fighting we had been...

36 Adjectives Describing Light

36 Adjectives Describing Light 36 Adjectives Describing Light 36 Adjectives Describing Light By Mark Nichol A bright constellation of adjectives referring to various qualities of light, or other phenomena related to light, is brought to light in the list below. Quite a few of them, from lucent to lustrous (and even illuminating), stem from the Latin word lucere, meaning â€Å"to shine,† while many others begin with the consonant gl-, betraying their descent from a proto-Germanic word with the same meaning. 1. Aureate: brilliantly golden; also, grandiloquent 2. Blinding: so bright as to obscure vision 3. Coruscating: flashing, or sparkling; also, brilliant or showy 4. Crepuscular: dim, or resembling twilight; also, said of animals active during twilight 5. Dappled: marked by spotted or patchy light; also, marks of this kind on a surface 6. Fluorescent: giving off light produced by another source of illumination 7. Glancing: intermittently flashing or gleaming 8. Gleaming: shining, radiant 9. Glimmering: faintly or unsteadily shining 10. Glinting: see gleaming; also, appearing briefly, or glancing briefly 11. Glistening: see lustrous 12. Glistering: see glittering 13. Glittering: flashing or sparkling; also brilliantly and/or superficially attractive or appealing 14. Glossy: bright on the surface; also, artificially opulent or sophisticated 15. Illuminating: bright or shining; also, highlighted or made clear 16. Incandescent: warm, glowing 17. Iridescent: rainbow colored 18. Lucent: bright, clear, or shining 19. Lucid: see lucent; also, easy to understand 20. Lucifugal: shunning light, as in the case of nocturnal animals 21. Lucifugous: see lucifugal 22. Luminescent: shining by chemical or physiological means 23. Luminous: full of light 24. Lustrous: smooth, evenly lit; also, brilliant or eminent 25. Opaque: blocking light; also, obtuse, or difficult to understand 26. Opalescent: see iridescent 27. Penumbral: partially shaded 28. Phosphorescent: continuing to glow after removal of a light source 29. Prismatic: brilliant, or resembling colors formed by passing light through a prism 30. Radiant: glowing, or radiating light 31. Resplendent: brilliant or glowing 32. Scintillating: sparking, or sparkling; also, brilliant, as said of personality 33. Shimmering: soft or wavering light or reflection 34. Spangling: see glittering 35. Spectral: made by a range of colors of the spectrum; also, ghostly 36. Translucent: diffused, or transparent Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:50 Idioms About TalkingList of 50 Great Word Games for Kids and AdultsHow to Send Tactful Emails from a Technical Support Desk

Human Resources in the Hotel Paris Essay Example | Topics and Well Written Essays - 500 words

Human Resources in the Hotel Paris - Essay Example The gap is one of alignment between larger company strategy of superior service and superior customer experience, on the one hand, and how the company at present compensates its employees, which does not necessarily bring out the best out of those employees (â€Å"The Hotel Paris Case†; Freedman and Kosova 1-4). There is a disconnect between what the company hopes to achieve, which is establishing the hotel as providing superior guest services, on the one hand, and on the other hand the way the company in general just pays average wages in comparison to the industry, and in some cases pays lower than average industry wages for some of the roles. The challenge is in aligning pay levels with the crafted strategy to provide differentiated, superior hotel services to guests, in comparison to the industry level of services. This strategy is hoped to elevate company profitability and viability in the long term, but the current employee compensation strategy of paying employees just what the industry pays on average will not help the company achieve its larger goals (â€Å"The Hotel Paris Case†; Freedman and Kosova 1-4). Tied to salaries, there is a disconnect between what the company wants to achieve, superior service, and the way the current compensation strategy pays employees the same way regardless of performance. Superior service means superior employee performance, but at present employees have no motivation or reason to perform, given that pay is not tied to the way they do their work. There are no incentives in place to reward good work. Moreover, the current pay strategy does not stimulate interest from top performers in the industry to go work for Hotel Paris, because there are no incentives to work hard in order to move ahead. The current pay strategy may have encouraged mediocre employees to stay (â€Å"The Hotel Paris Case†; Freedman and Kosova 1-4). There is obviously a price to pay for superior service, and that price is employee pay that is on par or superior to what the industry pays. Superior pay may mean a compensation package that is superior, and not just necessarily based on gross financial pay.

Designing Production Systems Process Selection and Capacity Planning Essay

Designing Production Systems Process Selection and Capacity Planning - Essay Example It also aims to discuss some practices that made it a better or a different manufacturing company. Rockwell Automations Marion plant is located in the western part of North Carolina. The plant started its operations in 1996 with a total land area of 174,000 sq feet. Its major products include "mounted spherical and tapered roller bearings with shaft sizes ranging from 1 3_16 inches to 5 inches. These bearings go into such things as mining machinery, fans and other air-handling equipment, waste treatment equipment, forest products processing equipment, food processing machinery and metals processing equipment." (John S. McClenahen) The production floor of the plant is divided into two major areas, which has a total of 20 manufacturing cells. In the front area 16 manufacturing cells producing 351 products which comprises 80% of the plants total sales revenue. At the back are remaining 4 cells, producing items that comprise the remaining 20% of the plant's total sales revenue. This is also called the build on demand area. To date, the company still continues to help manufacturers worldwide succeed through their industrial information control and information solutions, giving them the competitive advantage they so rightfully deserve. Leading companies did not become model companies wi... And Rockwell Automation's Marion plant was never an exception. Basically, the plant is lean, with its processes and practices tailored to fir into the JIT systems. The details of their practices are described in the following context. A. Competitive Edge The practice that made Marion plant unique is in its circle of analysis and improvement of its products and processes. An article published in IndustryWeek described this process. "This cycle begins with product data analysis, moves to describing the current value stream, then to charting the future flow of the value stream, proceeds to achieving the goals by taking tools from the toolbox and comes back to data analysis again. Along the way, product and process priorities get set and action timelines are established." (John S. Mclenahen) Data and figures of the product and its processes provide very important information as to where production is heading and what areas can still be improved. However, these data and figures will only remain as data unless utilized properly. And the Marion plant people have all the tools and resources necessary, books and literature, to assist them in this aspect, especially when something comes up. Even then, these tools will also become useless if the people who have access to it do not use it or do not have the expertise and experience to use it. Marion plant employees are empowered employees. Empowered employees enable companies to reap positive rewards. In a book entitled Empowering Employees, the authors excerpted an article from Oraganizational Dynamics ("Seven Questions Every Leader Should Consider," A Autumn 1997) authored by Robert Quinn and Gretchen Spreitzer. The excerpt cited four characteristics that

Influence of Globalization on Organizational Network Structures Essay

Influence of Globalization on Organizational Network Structures - Essay Example Globalization can be identified as the increased â€Å"mobility of goods, sources of labor, technology and capital† on a worldwide prospect. Considering the impact of globalization on the organizational factors, it can be studied that several new possibilities and opportunities are opening as a result of globalization. Newer ways are cropping up with respect to delivery of different functions. There is an increase in the number of options available to a company and hence greater number of decisions to be taken. Moreover such decisions have to be communicated to all divisions and all levels within an organization. This undoubtedly increases the complexity of an organizational network structure as well. However corporate globalization increases the number of opportunities for an organization; but at the same time it sets up more numbers of interdependencies between a variety of organizations. Learning from a World Class Company: IBM (International Business Machines Corporation): The IBM is â€Å"one of the largest providers of information technology and services†. The primary missions of the company include becoming the leader in creating, developing, and manufacturing superior information technologies and transforming those skills and expertise into â€Å"value† for its customers. Computer systems that include â€Å"software, networking systems, storage devices and microelectronics† are designed, developed and manufactured by IBM. The operations of the company are spread across the world providing work opportunities for more than 200,000 people. The headquarters of the company is in Armonk, New York (Tung, 2001, p.40). A brief history of the company: IBM was first initiated in New York in the year 1911. However the company’s history dated back to 1890s when mass immigrants were entering the United States and an efficient system was required to measure the level of population. Initially although the company had been operating only in New York, but within a short duration of time, its operations expanded worldwide. Under the management of Thomas J. Watson the company’s products and services were even more expanded. â€Å"IBM refers to the decades between 1939 and 1963 as the ‘Era of Innovation’†. The product line of the company appreciably enhanced during this period of time. The company moved towards the advancement of computers during the period of the Second World War (Tung, 2001, pp.40-41). Gradually over the years, the company developed several new products that included â€Å"automatic-sequence-controlled calculator†, â€Å"IBM 701† which was the first large computer manufactured with vacuum tube, â€Å"system/360 computer†, and so on. In the year 1969, the company brought in modifications in its product selling and started selling individual components instead of hardware or software devices. IBM had also introduced â€Å"personal computers for small bus inesses, schools and homes†. The company initiated an establishment for network computing and several facilities of such computers. In the year 1993, Louis V. Gerstner joined the company as the CEO and he highlighted the necessity to

Bags Essay Example | Topics and Well Written Essays - 500 words

Bags - Essay Example I decided to sharpen my skills with this game. Practice marketing is a modern, 3D multiplayer marketing strategy game (Practice Marketing). Practice marketing was designed to be a digital learning product for the backpack industry. This game enabled me to apply the theoretical part that I have learnt in class into a simulated world which is very similar to reality. The best part of the simulation game is that it allowed me to practice my marketing skills in a ‘real world’ but in a much funnier way which enhance learning apart from honing my marketing skills by cutting out boredom, classroom monotony and increasing creativity. Practice marketing uses the 4Ps of marketing that is product, price, placement and promotion (Practice Marketing). In the multiplayer game each student has to launch a new backpack product of their own original design to the market in the ‘real world’. First, I had to choose my target market. I chose the college students as my target market because in my years of college, I have seen how college students, especially girls spend almost all their money on fashion and boys always carry backpacks as they are handy for school and their manly stuff. College students were the best choice for my target market because first, the student body in my school alone is huge. Therefore, I designed a backpack that is both fashionable yet handy for other purposes. I had to design a backpack that was not feminine yet not masculine, so that both genders could purchase my backpack. Secondly, I chose to sell to college student because even though the price was about average- that is college friendly prices- the volume of sales would be huge thus significant profit levels. My strategy was unique in that most backpacks are meant for the male gender, but here I had designed a gender equal backpack and this is where I beat my competitors. Furthermore, my backpack design is not only meant for school as they can be used on other occasions too. This

Compare and contrast Shakespeare's portrayal of women in Hamlet and A Essay

Compare and contrast Shakespeare's portrayal of women in Hamlet and A Midsummer's Night Dream - Essay Example She seems powerless and innocent and this can be compared to real life chauvinist society in which women are seen to be dependent on the males. Other characters use her as a tool to reach their goals and this can be witnessed in Act II when Polonius uses Ophelia as a spy to find out the reasons behind Hamlet’s peculiar and curious behavior. Ophelia is loved by her father, Polonius and her brother, Laertes to an extent that keeps her unaware of the bitter realities of life. Her innocence is justified by her unawareness about the state matters and childlike desires of gathering flowers. This innocence can again be compared to the real life women who are considered to be innocent in comparison to the male counterparts. She is loyal and is ready to return the love she receives by any means. Her loyalty and obedience to her father can be witnessed in the scene when her father stops her from seeing Hamlet. At this particular scene she replies â€Å"I shall obey my Lord† (1.4. 10). Ophelia portrays the picture of an impeccable and frail woman of that era. "Her whole character is that of simple unselfish affection" (Bradley 130). On the other hand, Hippolyta, one of the leading characters of ‘A Midsummer’s night dream’ depicts a rather strong, determined and powerful character. She contradicts the situations and character traits of Ophelia. Hippolyta exposes the characteristics of a fighting leader and portrays a completely different picture about a woman. Her different sense of judgment is observed with her decision to marry Theseus who has defeated her in a battle. Unlike Ophelia, she chooses to marry a person who was against her. Ophelia chose to follow her father and brother owing to their compassion and affection towards her. Theseus explains Hippolyta’s choice of marrying him in the following lines: Hippolyta, I woo?d thee with my sword, And won thy love doing thee injuries (Act I, scene I 16-17) Hippolyta’s characte r appears in the starting of the play with Theseus discussing ther wedding. Hippolyta is less expressive in the play and appears only with Theseus throughout the course of the story (Bloom & Marson 2008, p. 18). Love plays a major role in Shakespeare’s novels. His female characters portray their love towards their counterparts in one way or the other. Ophelia is one of the Shakespeare’s characters who are true, genuine and devoted to their feelings of love. She is weak, dependent and obedient to her father and brother’s will. Yet, her feelings towards Hamlet were honest, true and strong but she still stopped seeing him after she was ordered so. Hippolyta on the other hand was a bold character who would have acted in a different way in a situation which Ophelia went through. Like the women of that era, Ophelia however was forced and obliged to obey her family. She, thus, disregards any further relationship or communication with Hamlet (Jameson 1967, p. 161). Hipp olyta and Theseus have contradictory nature and views as seen in the opening scene when they are discussing about the imaginations and lovers’ story. Hippolyta appears quite, calm and passive throughout the play. Her calm nature in the play rejects the misconceptions about the Amazonian women, which in the Elizabethan age were known as strong opponents against men. Theseus’s love towards Hippolyta is much obvious by his speeches than Hippolyta’s expressionism. She reserves her comments and feelings yet her acceptance of

Managing Information Systems Essay Example | Topics and Well Written Essays - 2250 words

Managing Information Systems - Essay Example Identifying and handling key issues in the management of IS is essential for executives to support and run their organizations efficiently and effectively. The investigation of these key issues by researchers serves to enhance the understanding of the concerns of executives and suggest relevant areas of investigation by management researchers. There have been some key issues studies which have involved data collection from non-IS executives as well as IS executives, but these have reported only aggregated results without specifically addressing the views of the respondent CEOs and other non-IS executives. There may be many different IS management issues. While most researchers accept that organizations must handle many technology management issues, there is a growing acceptance that there are many strategic management issues which are equally if not more important. Other issues can be classified as either systems development and data management issues and people and support managemen t issues.

Compare and contrast Shakespeare's portrayal of women in Hamlet and A Essay

Compare and contrast Shakespeare's portrayal of women in Hamlet and A Midsummer's Night Dream - Essay Example She seems powerless and innocent and this can be compared to real life chauvinist society in which women are seen to be dependent on the males. Other characters use her as a tool to reach their goals and this can be witnessed in Act II when Polonius uses Ophelia as a spy to find out the reasons behind Hamlet’s peculiar and curious behavior. Ophelia is loved by her father, Polonius and her brother, Laertes to an extent that keeps her unaware of the bitter realities of life. Her innocence is justified by her unawareness about the state matters and childlike desires of gathering flowers. This innocence can again be compared to the real life women who are considered to be innocent in comparison to the male counterparts. She is loyal and is ready to return the love she receives by any means. Her loyalty and obedience to her father can be witnessed in the scene when her father stops her from seeing Hamlet. At this particular scene she replies â€Å"I shall obey my Lord† (1.4. 10). Ophelia portrays the picture of an impeccable and frail woman of that era. "Her whole character is that of simple unselfish affection" (Bradley 130). On the other hand, Hippolyta, one of the leading characters of ‘A Midsummer’s night dream’ depicts a rather strong, determined and powerful character. She contradicts the situations and character traits of Ophelia. Hippolyta exposes the characteristics of a fighting leader and portrays a completely different picture about a woman. Her different sense of judgment is observed with her decision to marry Theseus who has defeated her in a battle. Unlike Ophelia, she chooses to marry a person who was against her. Ophelia chose to follow her father and brother owing to their compassion and affection towards her. Theseus explains Hippolyta’s choice of marrying him in the following lines: Hippolyta, I woo?d thee with my sword, And won thy love doing thee injuries (Act I, scene I 16-17) Hippolyta’s characte r appears in the starting of the play with Theseus discussing ther wedding. Hippolyta is less expressive in the play and appears only with Theseus throughout the course of the story (Bloom & Marson 2008, p. 18). Love plays a major role in Shakespeare’s novels. His female characters portray their love towards their counterparts in one way or the other. Ophelia is one of the Shakespeare’s characters who are true, genuine and devoted to their feelings of love. She is weak, dependent and obedient to her father and brother’s will. Yet, her feelings towards Hamlet were honest, true and strong but she still stopped seeing him after she was ordered so. Hippolyta on the other hand was a bold character who would have acted in a different way in a situation which Ophelia went through. Like the women of that era, Ophelia however was forced and obliged to obey her family. She, thus, disregards any further relationship or communication with Hamlet (Jameson 1967, p. 161). Hipp olyta and Theseus have contradictory nature and views as seen in the opening scene when they are discussing about the imaginations and lovers’ story. Hippolyta appears quite, calm and passive throughout the play. Her calm nature in the play rejects the misconceptions about the Amazonian women, which in the Elizabethan age were known as strong opponents against men. Theseus’s love towards Hippolyta is much obvious by his speeches than Hippolyta’s expressionism. She reserves her comments and feelings yet her acceptance of

About post-classical network period of television (1980s- present) Research Paper

About post-classical network period of television (1980s- present) - Research Paper Example Various themes predicated in the show reveal a drastic shift in the values of families, individuals, also how women empowerment had begun as a struggle back in the era. Furthermore, the effect of social class system on the overall social blanker of the society is also apparent. Therefore, the paper will explore the dimension where Lorelai Gilmore had to go through a hard struggle her entire life for the sake of her brilliant yet angelic daughter Rory Gilmore as a single mom. Also, the paper will explore the educational aspects of the era explicating how the educational system is quite competitive not just in terms of brilliance but also in terms of class struggle. Therefore, the paper will aim at explaining transitions in the society over time by focusing on the two aspects highlighted above. The post classical network period was a period of immense experimentation with comparatively bolder themes. With the advent in technology and industrialization, the social change also followed where people started accepting the liberal mindset. Yet, that doesn’t imply that there was absolutely no resistance. This was one of the reasons why TV shows started focusing on tabooed themes to explain the issues surrounding them. Gilmore Girls revolve around the central theme which narrates the story of a single mother struggling to nurture her daughter and raise her as an empowered individual (Diffrient & Lavery 21). Her daughter, Rory is an extra-ordinary student with a passion for reading and hopes to get into Harvard one day. Lorelei`s status conscious affluent parents didn’t approve of her lifestyle choice to raise her daughter as a single child, thus she left the comforts of her parent`s home and moved to a small-town with a simple life. Though both the mother and the da ughter love their simple lifestyle, yet Lorelei isn`t capable enough to financially support her daughter`s education and thus, she had to reach out to

Maximising profits and meeting objectives Essay Example for Free

Maximising profits and meeting objectives Essay J D Wetherspoon owns pubs right across the UK. It is now the UKs fastest growing company. They serve good quality food at knockdown prices. They also clear your plates away quickly afterwards and ask if the food was to your satisfaction. Wetherspoons employs approximately 11,200 staff who work either part or full-time. The company believe that there is a direct link between the high performance of their staff and their approach to staff recruitment, training, development, and motivation. Each pub operates with skilled management, who are fully supported by bar and kitchen staff. Their mission statement is to have by far the best CBSM (cleanliness, beer, service, maintenance) standards in the pub world; to be the best company to work for; and, by doing these things to be the most profitable. McDonalds McDonalds have over 1000 restaurants across the United Kingdom. Three quarters of these are run by managers on behalf of the company and the other quarter being run as franchises. McDonalds is the worlds largest franchising company, with seven out ten outlets being a franchise, and being owned and run by independent entrepreneurs. McDonalds sell burgers and chicken with a variety of different desserts and hot and cold drinks, served by friendly and helpful team members. One of McDonalds stated aims is to provide a friendly service in a relaxed, safe, and consistent restaurant environment. J D Wetherspoon J D Wetherspoon uses Maslows hierarchy of needs as the bases of their motivation techniques. Maslows hierarchy of needs gives the managers clear and useful insights into how best they should motivate their staff. J D Wetherspoon aims to provide each individual employee with the skills and knowledge, which will help them to gradually climb the ladder of hierarchy permanently. Maslows pyramid can help Wetherspoons with this. They believe in creating a work force, which is committed and motivated. This workforce should be made up of people who can achieve personal fulfilment via the freedom that they get through their work. Realising that they will not be able to keep all their employees for all of their working life, J D Wetherspoon wants them to grow a sense of loyalty to the company They promote their staff through the different levels of employment status in the business, from bar/kitchen associates, to pub managers, to general managers to help motivate them. They pay each of the employees more than their competitors are paying their staff, so that the all associates (employees) feel motivated and will stay with the company for as long as possible. They believe that once their employees know that they are being paid more than the minimum wage for their work, they will become more motivated. The company bases its pay on reviews of performance of each of the staff; the better the performance the better the pay. The company also provides a bonus scheme for its workers. Each member of staff receives a bonus depending upon the performance of the pub in which they work. To get each member of staff to work to their full potential, the business runs many incentive schemes. One example of this is a monthly draw for examples of excellent customer care. The winner will receive an all expenses paid holiday for two in New York. Along with this, the business offers a share option scheme to each of its employees, enabling them to buy shares in the company at an assured price. The company do this in the belief that it will make the staff have a sense of belonging in company and will want to see the company succeed. McDonalds McDonalds method of motivation involves using rewards, goals, and promotion prospects for their members of staff. Although the company motivates their staff via reward methods, goals and promotion prospects, they use F.W. Taylors Scientific Management motivation theory. McDonalds splits their staff into teams, so that there is a team of people in each of the areas of the restaurant. There are also team members who walk round the restaurant and clear tables of empty food boxes and drinks cartons. Julie Room, a General Manager from a McDonalds restaurant says that McDonalds are continually hiring new members of staff, as their staff members are always leaving. McDonalds have high promotion prospects for their staff, with all the managers who work for the company once being crewmembers, and 80% of the top managers were once crewmembers. The president of McDonalds Ltd, also worked as a crewmember in a restaurant. This gives the current members of staff aspirations for the future. To help each member of staff, the company trains them in the restaurant that they will work in. Each staff member is trained in all 16 areas of the business including grill, buns, dressings, filets, and pies, drive-thru, front counter, and back room. This is all on the job training. This means that the staff can experience job rotation within their work. This leads to job motivation for the staff. Therefore, the team members are more likely to stay with the company for longer. This is very similar to the motivation theory of Douglas McGregor. J D Wetherspoon J D Wetherspoons management is of a democratic style. The management encourages the staff to take part in decision-making through the multi-channel communication system, which the company has in place. Wetherspoons believe that many of the projects that they adopt stem from the ideas put forward by their associates. This is because they are on the front-line of the company. They can see where things need to be improved and changed. These things tend to obvious to the people who are in contact with customers on a day-to-day basis but are not quite so obvious to the managers, higher up in the business who are very rarely seen by the customers. The changes and improvements that the associates would like to see are communicated to their line manager, who refers them to the pub/restaurant manager. Within a few weeks, the good ideas are put into practice to make to the pub/restaurant appear better to the public and possibly to attract more customers. Every fortnight, they hold a big meeting where over 100 employees attend. This includes people like the company chairperson, company directors, and pub managers and some associates from many pubs/restaurants. Here, all the employees can voice their opinions on the companys over all performance and the ways in which they think it can be improved. Everyone who attends, gets to vote whether a certain route for a promotion of an offer the company is participating in, gets the go ahead or not. Many of the people who work for Wetherspoons carry a high level of commitment and many are proud to work for Wetherspoons. The company strongly believes that one of the key factors, which differentiates the company from its rivals, is the high quality of customer service/care that is achieved, from employing a number of committed employees. McDonalds McDonalds management style is more autocratic. This is because the members of staff are told which part of the restaurant they will be working in and they are told what they have to do. However, some of the approaches that McDonalds use can be seen in McGregors Theory Y. This is people centred and the managers are more democratic. The managers give the teams responsibility for each of the sections, awarding them appropriately, as they meet and exceed targets. They also believe that their staff want to work and are not lazy. However, the members of staff at McDonalds can also come under McGregors Theory X. This is because the teams have to be controlled and monitored. They have to be told what to do and are often watched to make sure that they are performing correctly. They are often seen to slack and to be lazy. Thus, they need some motivation to inspire them to work. It is only the managers that get a say in what the company does. The employees, which are seen everyday, unlike the managers, do not get any input into company and the decisions it makes what so ever. Therefore, the team members feel undervalued. This can then result in the management team lacking in motivation to motivate their staff. J D Wetherspoon Wetherspoons business culture is one orientated around their associates at the lower levels. This is because these people see the areas that can improved. The managers rely on these people to report any problems and successes. Wetherspoons encourages their staff to challenge existing ideas and practices to continually improve the company. The changes that are raised are adjusted little by little rather than in one big change. Many of these changes are suggested by the employees, who base them upon their experience whilst at work. However, these sorts of things can only occur in an open culture. Nothing is disclosed within Wetherspoons approach and is based upon the understanding and the belief in some of the key ideas of human motivation. Their approach to the way things are done resembles Charles Handys Role Culture. This is because of the structure that the company takes; this is much like a pyramid with the chairperson at the top and the associates at the bottom, very rarely speaking to one another (see below). McDonalds McDonalds business culture is orientated around the tasks that the staff have to carry out. This is because without these people the company could not function efficiently. These people also see the day-to-day running of the business, the taking of the money, serving of the food etc. The approach that the company takes resembles Charles Handys Task Culture. This is because of the company structure. The Task Culture is represented by a matrix, which looks like a grid (see right). The company splits its employees into project teams. Within these teams, they have to solve problems, which may arise. In addition, everyone can cross boundaries within the business. This means that they can work in other departments as well as the one they are employed in e.g. some one working on the front counter, could work in the kitchens. This culture also uses individual talents in each area i.e. people on the front counter need to use people skills, need to have good communication skills and confidence, whereas on the other hand, the people who cook the burgers need to be good at time keeping, cooking the burgers, and keeping up with the demands. J D Wetherspoon The company is committed to providing the highest standards of training and development to all employees. They aim to encourage, motivate, and support all the employees to achieve the companys mission statement and to fulfil the personal ambitions. There are different programmes, which the company use to train and develop. Generally, when people start working for the business they start as bar/kitchen associates. They start with the training for this job, as they progress in the business, they receive development training. This is for team leaders, shift managers, kitchen managers and pub managers. Each of the positions have their own set of training programmes. For example, for someone to train as a shift manager, they have to go through twelve types of training; induction, food hygiene, health and safety, kitchen training, customer management, personnel policies and procedures, people skills, interview skills, and stock management. They also have to do a National Licensees Certificate. Whereas to train as a bar/kitchen associate, they have to do food hygiene, health and safety, and kitchen training. J D Wetherspoons develop their staff. They do this because the staff that already work for the company know the way the business works. Also, training staff that already work for Wetherspoons, to higher positions in the company can mean that the costs of recruiting and training new staff will be reduced. It also helps to ensure staff loyalty and can reduce many future uncertainties in the company. This can then, in addition ensure that the company will not run out of skilled people; i.e. a bar/kitchen associate who has been promoted to a shift manager can always help out in the kitchen because they would have had the correct training to be able to work in the kitchens. Therefore, they have the skills and the company has not lost them. Training existing staff can help gain a competitive advantage. This means the company can gain more customers and more customer loyalty. In theory, and in many cases, in reality, this can help to motivate the managers, which in turn will help them to train their staff better, and can motivate them too. The companys training and development programme is a combination of on and off the job training courses. The companys training centres round career development. McDonalds McDonalds hire their staff on a three weeks probationary period. The company have the right to end employment of at any time during these three weeks. It is only after these three weeks, and if their performance has been acceptable, that the member of staff becomes part of the team. It is said that the company takes six months to train a full-timer and 11 months to train a part-timer. This is because of the sixteen areas in which everyone has to be trained on. These include the grill, buns, dressings, filets, and pies, drive-thru, front counter, and back room. They also have a buddy system. This is where a new employee to the company is paired with someone else who has been with the company for a while and have experience. This person will be one of the training squad and will look after the new team member for their probationary period. Eventually the trainer will decide whether or not the new team member is capable of carrying out the work in the area. When this has been decided the staff member would have received a gold star (this system existed in 1999, it no longer exists). The company thought that the teams found this system of rewarding good work, motivational. McDonalds, like J D Wetherspoons like to develop their staff. In the article by Susan Curtis, it says that there is a set hierarchy of jobs for crew members to work their way up: (1) Crew member (2) Five star crew member (3) Training squad member (4) Hourly-paid floor manager (5) Salaried floor manager (second assistant manager) (6) First assistant manager (7) Store manager (8) General manager (only in larger stores). They develop their staff for the same reasons that J D Wetherspoons do. They do it to save money and to give staff more opportunities within the business. J D Wetherspoon J D Wetherspoons encourage their staff to work in teams. This is because team working means that there is a more efficient and effective production team. It is also believed that working as a team, can satisfy the social needs of people. Many managers delegate power among the people who work underneath them. This is in the belief that delegation meets the employees ego and self-actualisation needs from the motivation theory of Maslow. In addition, working as part of a team means that people can job rotate, to give them a bit of variety. This means that they can be more motivated towards their job, knowing that there is a possibility of job rotation within their teams, even if it is cooking a different part of a meal. Wetherspoons encourages this because they want their staff to achieve as much as possible in their work. They also want their members of staff to have a sense of belongingness to the company. Wetherspoons recognise that the feeling of belongingness is an employee need and therefore they set out to meet it. McDonalds McDonalds also encourage their staff to work in teams. This is because they, like J D Wetherspoons, have a more efficient and effective work force this way. McDonalds staff are encouraged to work as teams so that all the work is covered and completed, whether it is morning at breakfast, mid-day at lunchtime or in the evening at tea time. This also helps to satisfy the staff at McDonalds and helps to maximise the involvement of the staff. The teams are usually functional. Also within the teams, the staff can swap jobs with someone else and change department that they work in. Team working means that the staff can become multi-skilled. This makes it easier to do someone elses job. They can also meet shared objectives, i.e. serve each customer within a minute. J D Wetherspoon J D Wetherspoons is a pub/restaurant. They sell both drinks and food. This means that they need enough stock to supply their customers. The company have to ensure that each of their pubs has enough beer barrels in their cellar and enough wines and spirits to last them at least a week. The company will have at least a delivery of beer every few days or so as the beer will go off very quickly once the barrel has been opened. The company always has just enough stock to cater for all their customers, whether they be eating or drinking. They bring many different types of beers to their customers throughout the year via beer festivals. Wetherspoons work along side Cask Marque (a quality standard for real beer) and CAMRA (Campaign for Real Ale). This means that the company brings in new beers and rotates them throughout the year to offer their customers some variety. They also offer many spirits and wines as well. All these alcoholic beverages are kept in stock with strict quality standards, upheld inside the pub. This is to make sure that the customers can enjoy their drinks. This applies to the beers especially. The company offer fifty plus different meals per day, they therefore need to make sure that they have enough ingredients for these meals. They need to make sure that the stock they have does not go out of date to quickly either. They have many meals on their menu, which contain meat (beef, pork, chicken, and lamb) and fish. To keep this from going off they need to put the meats and fish in a chiller. They have to order enough of each ingredient for each of the meals on their menu, as if they are to sell many of the same meal. They do this for both the beverages and food so that they never run out of stock. If they were to run out of stock then there is a possibility of losing customers and future customers. The method of stock control that they use, in my opinion is Just in Case. This is because they can never be sure how much of each meal option they need to make and they never know how much of a particular beer or spirit they are going to sell, so they need enough stock just in case some one buys a meal or a drink. McDonalds McDonalds, on the other hand, operates in a different way. They stock up on all their burgers, salads, deserts, and fries although they use J.I.T. The restaurants are always very busy during the day. Therefore the company gets through many burgers, and fries each day. They have to rely upon their suppliers to deliver in time for rush hours i.e. lunch time as they know they will need more stock. They estimate their level of sales for each item on the menu using previous figures, doing this they can predict how much they need to order. To use J.I.T. McDonalds need to know exactly what they need. They need pretty good knowledge of their customers requirements. They also need to have excellent relationships with their suppliers, and need to have accurate understandings of production requirements. J D Wetherspoon J D Wetherspoon have to assure quality in both food and the drink. They ensure this by buying the highest quality ingredients for their meals from their suppliers. To guarantee this, they make sure that they build strong relationships with the suppliers. They also have a food guru, who works closely with the food team. Once a month he reviews the companys menu and the ingredients which they use, and he gives his personal seal of approval if he believes they are at the highest standard that people would expect from J D Wetherspoons. To ensure that the beer they sell is to the highest standards, they employ beer tasters. These people test the beers on four areas; appearance, aroma, taste and aftertaste. These are usually marked out of 10, so each beer can get a maximum of 40 marks. All of the beers which the company supply must meet their tasting standards, before any orders can be placed. Whilst in stock, there are strict quality standards in place which are maintained within the free house, to ensure that customers enjoy the beer at its best. This process also applies to the wines and spirits. As with the beers, the wines and spirits have to meet the companys high standards. The wines and spirits are also tested for appearance, aroma, taste and aftertaste and again if they dont meet Wetherspoons standards then they are not sold in any of the pubs/restaurants. They also train their staff to a high standard of work to ensure the quality of customer service. They do this by training their staff in customer management and in people skills. McDonalds Serving more than 2.5 million customers each day makes quality a consistent goal. They work with leading suppliers across the UK from potato farmers in Lincolnshire and Norfolk to dairies in the South and Midlands to bring customers the tasty products that customers expect from McDonalds. McDonalds attempt to certify quality from crop to counter. Therefore they require the highest standards and specifications, not just for product ingredients; every detail of production, transport, delivery, preparation and service is carefully monitored. A focus on quality pervades every aspect of the business. Their standards top the food industry, and they continue to work with government and health officials to investigate improvements to their foods. Both companies have their different approaches to maximising profits and to meet its objectives. The way in which each company goes about it is effective to them. Both companies are, although in the same area of trade, are completely different. They operate in different ways, have different kinds of people working for them and generally have different clientele. The people who work for McDonalds are generally those who can work in the conditions that are found in a McDonalds restaurant. They tend to be able to deal with pressure a little easier then those working at Wetherspoons and vice versa. These people have a different kind of objective to aim towards, that is appropriate to the different companies. Again the approach each company uses helps to achieve these very well and can sometimes help them to exceed them. The companies approaches, however, both lead to them maximising their profits. This is because of the efficiency and effectiveness of the staff in both companies.

Different Texts, Similar Themes :: essays research papers

Today and forever in the future we will look back and reflect on the past, the good experiences, the bad experiences. However, the bad experiences always seem to be the most remembered. This is because the bad experiences the world has suffered have been horrific in many cases and have ultimately changed the way we live today. Authors and composers continue to recap the happenings of the past through novels, reports, movies, articles and much more. But do they really grasp the ideas? Do they really know how the people of the world suffered in the recounts they produce, when they really happened? It appears today that some composers have more ideas than others, what life was really like in these times and the way they present their work shows this. Two of many examples convey the times of the past to do with dehumanisation include; â€Å"One Day in the Life of Ivan Denisovich† by Alexsandr Solzhenitsyn and the film â€Å"Schindler’s List† directed by Steven Spielberg. Schindler’s List is the true story of Oskar Schindler, a very well respected man. A native German, he relocated to Corocon, Poland after it fell into German hands so he could capitilise on Jewish labour at slave wages. There he established an enamelware factory and made obscene amounts of money, while wining, dining and bribing nazi officials to get his way. But while Schindler was profiting from the Jews work, he became disgusted by the way they were being treated. He slowly became more sympathetic towards the Jews, his attitude changing while realizing that what was happening was wrong and that he could do something about it. He began to use his money and his influence to bring more Jews into his factory, a haven where they were not beaten or killed. Or as Mr Welsh placed it; â€Å"Schindler used his power to gain things for himself then used it for the Jews†. â€Å"By the end of World War II., Schindler’s List of Jews to be saved had grown to over 1,000, and he ended up spending his entire future to buy their lives from the Nazi’s.† Solzheitsyn’s novel; is based around the camp life of some political prisoners who were being prosecuted under Stalin’s rulings. These â€Å"prison camps† were initiated by Stalin, leader of the Soviet Union from 1953 until 1956, who constructed one of the tightest and toughest Communisim’s in history. In relation to this book; being a prisoner at a â€Å"special camp† meant that you had rebelled against Stalin’s system of government and you could face imprisonment unjustly with sentences for as long as 25 years.

Metafiction and JM Coetzees Foe Essay -- Foe

Metafiction and JM Coetzee's Foe    Is writing not a fine thing, Friday? Are you not filled with joy to know that you will live forever, after a manner? (Susan Barton, Foe, 58) Of the many literary conventions used to describe JM Coetzee's Foe, one of the more commonly written about is metafiction. Since about 1970, the term metafiction has been used widely to discuss works of post-modern fiction and has been the source of heated debate on whether its employ marks the death or the rebirth of the novel. A dominant theme in post-modern fiction, the term "metafiction" has been defined by literary critics in multiple ways. John Barth offers perhaps the most simplified definition: metafiction is "a novel that imitates a novel rather than the real world." Patricia Waugh extends our understanding to add that it is "fictional writing which self-consciously and systematically draws attention to itself as an artifact to pose questions about the relationship between fiction and reality." According to these definitions, metafiction concerns itself not with the creation of a new narra...

The Need to Prevent Supervisory Workplace Bullying

Much has been said about workplace bullying and its harmful effects to the victims. With a purpose to clear the area of discussion, this paper will talk about several areas of workplace bullying particularly the one which is manifested between bully superiors and subordinate victims. The paper will also present significantly essential components of discussion such as the issue’s characteristics, hypotheses, causes, implications and precautionary measures. The paper focuses on the supervisory workplace bullying, which involves supervisors and managers who use their power and position to intimidate and eventually inflict harm on their subordinates. The paper ultimately aims to make people realize the need to prevent, if not end, supervisory workplace bullying in order to avoid the unhealthy consequences that it brings in. It cites concrete ways to go about protecting the organization from such threat. Introduction Brief Introduction to the Topic The workplace is one setting that provides people with many experiences. As such, employees’ success or failures depend much on the particular situations that the office environment offers. Given a motivating surrounding, employees are expected to perform well and to deliver the things expected of them. Similarly, workers who are subjected to any form of work-related irritations, whether inflicted by their colleagues or superiors, are likely to manifest inefficiency and dissatisfaction at work. One particular kind of job-related nuisance which has significantly gained concern is workplace bullying. The workplace is an area that is least expected to provide employees with harmful or damaging feelings and thoughts. This is because it is in such environment where employees can supposedly have the opportunity to do their tasks and show their potentials hence the need for the workplace and its employees to be free from any manifestation of bullying. Bullying is, at present, alarmingly manifested in various workplaces. To make matters worse, workplace bullying is not limited among employees themselves. Bullying has escalated to a level that has involved no less than supervisors and higher management of companies. Supervisor or manager bullies use their authorities or positions to inflict harm to their subordinates. Purpose of the Project The purpose of this paper is to discuss, in particular, workplace bullying perpetuated by the immediate superiors of employees – or supervisory workplace bullying. In doing so, this paper seeks to present and analyze the essential details surrounding supervisory workplace bullying as an issue: its nature and characteristics, what causes the superiors to engage in it, its effects on the victimized employees, its overall cost to the company, and the things needed for its prevention. Problem Statement Supervisory workplace bullying has turned out to have a damaging impact on the employees and ultimately on the entire organization. It triggers consequences that bring more harm, as compared to the bullying that employees can do amongst themselves. Needless to say, efficient mechanisms for detecting and preventing supervisory workplace bullying have to be determined and put in place. Problem Background It is unfortunate to note that the workplace is the primary setting where employees are intimidated or bullied in today’s modern world. Bullying is no longer a common happening in recreational areas with children as the involved parties. The occurrence of bullying – especially supervisory bullying – in workplaces has become a serious concern that authorities both in the public and private sectors of society ought to address. Otherwise, its casualties would continue to increase day by day and its growing total adverse effects would remain unchecked. Scope of Problem Analysis In order to have a better and clearer understanding of supervisory workplace bullying, it is necessary to present its nature and characteristics. A detailed account of the dire consequences of supervisory workplace bullying and its quantified harm would help emphasize the urgency of preventing it from ever taking place. Then to advocate measures against the prevalence of supervisory workplace bullying, specific ways to deal with it are included in this paper. Description of the Proposed Project There will have to be ways for properly dealing with supervisory workplace bullying. Solving the problems it gives rise to will require adequate information on it – its causes and origin – and on how such problems arise from it. Research Questions †¢ Which supervisors are likely to bully their subordinates? †¢ Which subordinates are likely to fall prey to the bullying of their bosses? †¢ Which organizations are likely to have bullying supervisors? †¢ What can be done to prevent supervisory workplace bullying? Hypotheses Hypotheses have been drawn for confirmation through research on printed reports and materials about workplace bullying as a whole, and through the use of survey results as reliable data to base conclusions on. A set of hypotheses are focused on why supervisory workplace bullying has to happen. One states that supervisors who are likely to bully their subordinates are those who are not equipped with sufficient professional expertise or know-how. Thus, these supervisors try to cover or make up for their incompetence by bullying selected subordinates – in particular, those who are yet in probationary status and at the same time fearful of losing their jobs. Another hypothesis states that organizations with well-oiled and transparent working systems do not provide settings where supervisory workplace bullying will thrive; these organizations, in fact, deplore supervisory workplace bullying of any form and degree. The third hypothesis affirms that active involvement of management in the bid against supervisory workplace bullying and adequate information dissemination about it as something that is not tolerated within organizations would successfully ward it off. This would then form part of compliance to the enacted laws that require employers to see to the health and safety of all their employees. These questions and hypotheses serve as basis for doing a comprehensive research on the subject. This project aims to emphasize the need to undo the damages of workplace bullying and to establish that mechanisms that will address the prevalence of bullying in the workplace are not complicated or difficult to accomplish. This will encourage an anti-bully culture to prevail in the workplaces, which should eventually wipe out bullying as a common threat to the emotional wellbeing, the productivity level and the general welfare of organizations. Results Origin of the Concept Workplace bullying phenomenon traces its root from the trauma resulting from continued psychological fear of employees in the work environment. Heinz Leyman, the founder of a three-decade-old international anti-bullying association, has cited in her documentations that Namie (2003) used the term â€Å"mobbing† to describe such harmful act. The term â€Å"workplace bullying† was later used by Andrea Adams in the early part of 1990s to refer to the same form of intimidation when the victims happened to be employees doing their work in their respective workplaces. Thereafter, the concept of workplace bullying was introduced to the United States organizational setting by Namie in 1998 while an associate formally presented to the criminal justice system the legal issues emanating from it. Namie, 2003) Nature and Characteristics of Workplace Bullying Different sorts of threats and intimidation coming from supervisors and managers cannot be ignored. They are bound to cause stress, anxiety, discomfort and disappointment or even to inflict pain on the victimized employees. The workplace, then, becomes a hostile place. T here is no doubt that the presence of the bullying bosses doing their bullying tactics does not create a healthy culture. In general, supervisory workplace bullying damages the organization. Workplace bullying is generally characterized by the fact that it is unwanted, intentional, frequent and intense inappropriate behaviors which are enough to inflict harm and trauma-related manifestation to employees’ physical, psychological and emotional conditions (Namie, 2003). Hence, bullying in a work setting is a manifestation of either the supervisor or co-workers’ terrorizing, insulting, demeaning and embarrassing attitudes committed against employee-victim. The workplace bully wants power over his co-workers; the supervisory workplace bully wants control over his subordinates. Namie further said that workplace bullying is often caused by issues pertaining to gender, race, economic or financial status and positions of employees in an organization (Namie, 2003). Workplace bullying can be accomplished in various ways. The Trades Union Congress, by defining the term, names the factors that can lead to it: Workplace bullying can be defined as offensive, intimidating, malicious, insulting or humiliating behavior, abuse of power or authority which attempts to undermine an individual or group of employees and which may cause them to suffer stress (TUC website). Samples of Bullying Acts of Supervisors The Workplace Bullying Institute has described that supervisory workplace bullies generally inflict verbal or spoken abuse against subordinate employees, create work distractions such as sabotage that hampers workers’ tasks from being completed and manifest insulting behaviors with a purpose to threaten, humiliate and intimidate the victims (Workplace Bullying Institute, 2008). Specifically, supervisor and manager bullies can manifest several intimidating conducts which vary from physical or spoken offenses and from subtle and blatant manners. Some of the evident workplace intimidations done by superiors towards their subordinates include demeaning opinion or regular criticisms; shouting or use of offensive language; belittling or unreasonable statements or jokes about an employee’s physical looks, way of living and background. Additionally, the conducts include insulting acts; segregating employees from regular job interaction and development-related opportunities; excessive workload; unimportant pressure; illogical deadlines; meddling with personal and work belongings; aggressive conducts; intentional withholding of needed details, access, assistance and resources; fabricating the idea of uselessness; uncalled work alterations; unmerited jobs; not providing due recognition; exaggerated performance checking, and illogical disciplinary actions (â€Å"Workplace Bullying and Intimidation,† 2008). Prevalence of Bullying in the Workplace and Its Cost Bullying has become so common an occurrence in the working place. This statement is confirmed by documented surveys. Among them are the following: Date of bullying survey Survey origin Ratio of employees bullied % of workforce Number of employees bullied Bullied over the period†¦ Nov 1996 IPD 1 in 8 12 3. 5m 5 years Oct 1998 TUC 1 in 6 18 4. 5m 1 year Feb 2000 UMIST 1 in 4 25 7m 5 years Oct 2003 CHI 1 in 3 37 10. 4m 1 year Apr 2002 Lyn Quine 1 in 3 37 10. 5m 1 year Jan 1999 Lyn Quine 1 in 3 38 10. 5m 1 year Jun 1994 SUBS in 2 53 14m working life Source: UK National Workplace Bullying Advice Line webpage With the frequency of bullying incidents in workplaces, the total productivity of workforces of various organizations has been greatly affected. Needless to say, lowered productivity is tantamount to wastage of time and a general failure to maximize the resources – especially the human resources – that would have been available for the organizations and their respective pursuits. A noted psychologist, Michael Harrison, Ph. D. , has cited the results of a survey involving 9,000 federal employees. The entire exercise has led to the significant findings: that 42 percent of the female and 15 percent of the male employees all experienced harassment of any form within two years from the conduct of survey in 2002. In monetary terms, such incidents of harassment have accumulated costs pertaining to lost time and productivity amounting to over US$180 million. (Farrell, 2002). Source: Working to Halt Online Abuse, 2000 Also according to surveys, the male gender composes the majority of the harassers while the female gender composes the majority of the harassed parties. Source: Working to Halt Online Abuse, 2000 Causes of Supervisory Workplace Bullying Given the fact that workplace bullying is not only contained among employees themselves but is more apparent between superiors and subordinates in current work settings, it is empirical to determine and analyze the causes of the problem. This leads to the identification of the reasons behind the inappropriate and unreasonable bullying acts committed by supervisors or managers with their subordinates as victims and the motivating factors that make them engage in such untoward acts. Throughout these procedures, theories related to supervisory workplace bullying will be analyzed as to relevance and applicability. In an analysis of 148 organizational ethnographies, Hodson, Roscigno and Lopez (2006) learned that the relative and organizational bases of workplace bullying are established by three main theories. The first supporting hypothesis stated that powerlessness is related with the vulnerability of subordinates against the bullying of their superiors. Subordinates who are not yet secured with their employment such as casual and probationary employees, members of minority groups and workers engaged in low-end services fall prey to workplace bullying by their supervisors and managers. Secondly, the hypothesis about the context or culture of an organization – the bureaucracy therein and involvement of the company management people in general – also fail to stop workplace bullying and to support initiatives that would help the organization to rationally in dealing the issue. This led to the third hypothesis which explained that common path to workplace bullying is organization chaos. This means that workplace bullying is likely to be committed by supervisors and manager against their subordinates when there is chaos in the organizational set-up or where relational powerlessness adds to the lack of transparency, liability and competence of the superiors or within the organization in general (Hodson, Roscigno & Lopez, 2006). Effects of Supervisory Workplace Bullying Namie further reported that the prevalence of workplace bullying in the country was based on a ballpark figure derived from a random survey of Michigan workers that was conducted in 2000. The study indicated that the lives of a significant number of employees were severely affected because of existence of workplace bullying in their respective companies (Namie, 2003). The issue of workplace bullying has gained significance because of the apparent implications that it has inflicted on the lives of the victims. In particular, Parker-Pope (2008) has noted that supervisory workplace bullying has taken its toll on the emotions of subordinate employees. In fact, its seriousness and the gravity of its negative effects have surpassed another sensitive work-related offense which is sexual harassment. Parker-Pope added that in the current corporate setting, supervisors and managers tend to be insensitive to its damaging implications and even regard bullying as one of the harsh management styles (Parker-Pope, 2008). Workplace bullying is generally bad for any industry. This is due to the fact that bullied subordinates are inclined not to report for work and this scenario, coupled with increased turnover of employees, eventually affects the organization. Aside from emotional impact, workplace bullying results to serious health concerns where bullied subordinates suffer tension, misery, nervousness and even signs of post-traumatic strain illness (Parker-Pope, 2008). This finding is relevant in order to have an increased awareness on the harmful effects of workplace bullying. Aside from these apparent effects, the harm inflicted to bullied employees such as financial problem, reduced self-respect and phobias as well as other physical problems are alarming signs of the issue that need to be addressed. Prevention of Supervisory Workplace Bullying Citing previous studies which proved the negative implications of workplace bullying to the victims, Namie noted that it has definitely spurred an escalated lack of civility in workplaces. Hence, there is indeed a need to regard it in the same way as the other serious work-related offenses such racial discrimination and sexual harassment. In doing so, there will be a clear identification of the bullies and establishment of guidelines. Additionally, an increased awareness will pave the way for companies to create punishments as well as for the lawmakers to enact laws addressing workplace bullying and for the criminal justice system or law enforcement to implement the penalties (Namie, 2003). Supervisory workplace bullying can be prevented if the victims will have the conviction to work on putting such harmful treatment to a stop and if the company management is committed to address the concern. It is only through the collected efforts, therefore, of both the victims and management that workplace bullying can be totally eliminated from the organization. With this kind of cooperation in place, the problem of workplace bullying would be efficiently dealt with. More importantly, the bullies would hence be restricted from taking in more victims. The initial move to prevent, if not stop, workplace bullying is to accept its existence (Union Safe, 2005). When the problem is recognized as an issue that needs to be addressed, it is essential for the company, through its management, to formulate guidelines that will punish bully supervisors and managers as well as precautionary measures or steps that will protect the subordinate victims and punish. For the part of the company, the employers need to present a clear statement among all employees that such act is inadmissible and not tolerated. Another move to prevent economic losses that can stem from bullying acts within organizations is to arrange for training programs to be cascaded from managerial to staff levels and to impose anti-harassment policies that will brook no exceptions. Such policies should cover any act of bullying as something that will not be tolerated by management. (Farrell, 2002) A four-step process for recognizing and removing the risks of workplace bullying has been outlined to specifically guide management in handing the bullies right. Step 1 involves identifying the bullies as hazards; step 2 begins the assessment of the risks of having such bullies around; step 3 brings in effective measures to control such risks identified and assessed; and, step 4 requires the evaluation and review of how the bullies were accordingly dealt with. (Preventing Workplace Bullying: A Practical Guide for Employers) The following is an illustration of these four steps: Source: Preventing Workplace Bullying: A Practical Guide for Employers Preventing any form of bullying from occurring within an organization is not simply a move that top management would want to make for the sake of avoiding the huge costs and non-quantifiable but equally dire consequences that arise from its prevalence. Instead, such prevention is a specifically required by law – specifically, by the S ection 5a of the federal Occupational Safety and Health Administration. This law defines the safe and healthy workplace that all employers ought to provide employees; such workplace should, then, be free of threats and other hazards caused by the presence of an individual bully therein. (Farrell, 2002) Putting in concrete writing the campaign of the organization against workplace bullying and its serious policies against all forms of it should come a long way in discouraging everyone from ever bullying fellow members of the organization. A sample written company rule against workplace bullying is as follows: Source: Safety & Health Assessment Research by Prevention Conclusion The support and participation of everyone – the management and the victims themselves – are significant in achieving a good fight against workplace bullying. Subordinates should be able to stop it even at its initial stage by being confident and firm in telling the bully supervisor or manager that the action is a serious offense. The union, in turn, needs to ensure in the first place that the workplace is free from any form of intimidation as well as assist and give essential service to the victim. In doing so, a victim is assured that he or she is not alone in the fight against bullying while the bully superiors are warned as well that resorting to bullying will expose them to moral and legal liabilities. Workplace bullying is a serious and dangerous issue that should not be taken for granted. With heightened consciousness about workplace bullying in general, the bulling supervisors and the bullied subordinates will know their places in the organization and the rights of everyone therein. The management and staff of companies all ought to be properly apprised as to the specifics of workplace bullying – in particular, its characteristics, signs and manifestations, causes, theoretical basis, effects, and precautionary measures against it. Through the collected efforts of the employers, management, employees and the union, the subordinate victims are saved from the ill effects of being bullied while the needed help is provided to the bully supervisors or managers. Indeed, bullying bosses would have to come to terms with issues that they have to face within themselves. They should realize that their bullying actions are manifestations of psychological disorders that would have to be treated for their own good. The significance of supervisory workplace bullying is emphasized by the above discussion on the specific bullies’ actions which threaten the victims. It is important to recognize what causes the bully superiors to intimidate their subordinates in order to identify the appropriate actions to be taken. The extent of the adverse effect of supervisory workplace bullying is more than enough to spur action aimed towards preventing it at all cost. The materials gathered from related literature confirm the hypotheses on which this research has been based. Such materials on workplace bullying indeed confirm that bullying and intimidation are done by the very people who, as supervisors and managers, should have been first to see to the generally healthy working environment that their subordinates are entitled to. The workplace bullies have turned out to be mostly superiors who delight in abusing the authority and power that go with their positions in the company by causing the people at the bottom of the organization chart all sorts of despair and anxiety. They are sick people needing psychological therapy and, unless treated, they ought to never have been designated to occupy supervisory or managerial positions. The alarming increase in the frequency of reported workplace bullying has thankfully triggered higher levels of awareness and resolve on the part of management people to be vigilant in detecting slightest signs of bullying in their respective turfs and to decisively put an end to it all. This should mean that the bullying bosses will cease to make victims of their subordinates and that the non-bullying ones will not anymore hesitate to stop colleagues from engaging in their bullying ways. Increased consciousness should generally limit the opportunities of bullies to do any bullying. It has also been an acknowledged truth, as seen by the rising prevalence of workplace bullying, that management has not been proactively battling it as something that can harm the organization, in terms of both the individual circumstances of its members and the overall effectiveness of the group. Websites of various government welfare agencies and all kinds of published materials have been decrying workplace bullying as a menace to the entire organization, citing specific reasons to substantiate the harm that it is purported to cause. This rising consciousness will equip employees with sufficient ammunition against being victimized by a bullying boss, who is most likely to get away with his bullying when dealing with an intimidated and uninformed subordinate. Thus, bullying now becomes associated with bad bosses who are harboring some insecurities, tendencies toward racial discrimination, imbalanced value systems, or psychological disorders. Gone are the days when victims silently suffer from the ill treatment that they get from bullying bosses. These days, workers now know their rights as provided by enacted laws. Articles have been written to repeatedly emphasize that bullying is a threat against the overall safety and welfare of employees, which are protected by laws as vital to all organizations. In organizations that are inadequately set up, there is bound to be chaos and lack of transparency in different matters that ought to be well-established and systematized. Indeed, bullies would not thrive in an organization where everything is in order. Among the things to be clearly made known to everybody in an organization is how each of them is supposed to epitomize the vision, mission and objectives of their organization. These ideals would encourage virtues and good traits such as honesty, willingness to work hard, treating people right, and concern for other people’s well-being. Needless to say, these ideals go against the motives that lead people to bully other people. Improvement of corporate governance, therefore, is a step toward prevention of bullying in the workplace. Healthy organizations have efficient, skilled, well-trained and confident people, both officers and staff. In such organizations, bullying will not at all be tolerated. In general, competent superiors would never feel the slightest inclination toward bullying as a management tactic or as a way to get their needed confidence-boosting. Good managers deliver what is expected of them and get people to do their own share of work without at all having recourse to bullying. In fact, it is the absence of malpractices like bullying that bolster the integrity and authority of management people. Bullying managers do not at all win the respect and admiration of their subordinates – they get only fear, and even this fear is not known to last simply because bullying either will cease once detected or once the victim has decided to leave the company for good. Workplace bullying brings in unnecessary costs and losses. In totality, it triggers all sorts of dire consequences and not a bit of beneficial result. The development in the area of proactive fight against workplace bullying has undoubtedly improved the lot of the victims thereof. But a lot remains to yet be accomplished in this line of endeavor.