...Bullying is the use of force, threat, or coercion to abuse, intimidate, or aggressively impose domination over others. The behavior is often repeated and habitual. One essential prerequisite is the perception, by the bully or by others, of an imbalance of social or physical power. Behaviors used to assert such domination can include verbal harassment or threat, physical assault or coercion, and such acts may be directed repeatedly towards particular targets. Justifications and rationalizations for such behavior sometimes include differences of class, race, religion, gender, sexuality, appearance, behavior, strength, size or ability. If bullying is done by a group, it is called mobbing. "Targets" of bullying are also sometimes referred to as "victims" of bullying. Bullying can be defined in many different ways. The UK currently has no legal definition of bullying, while some U.S. states, including Oklahoma have laws against it. Bullying consists of four basic types of abuse - emotional, verbal, physical, and cyber. It typically involves subtle methods of coercion such as intimidation. Bullying has become such a problem in many places. How can we solve this problem? Bullying ranges from simple one-on-one bullying to more complex bullying in which the bully may have one or more "lieutenants" who may seem to be willing to assist the primary bully in his or her bullying activities. Bullying in school and the workplace is also referred to as peer abuse. Robert W. Fuller has analyzed...
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...C H A P T E R 7 Work-Related Stress and Stress Management Learning Objectives AFTER READING THIS CHAPTER , YOU SHOULD BE ABLE TO : I Define stress and describe the stress experience. I Outline the stress process from stressors to consequences. I Identify the different types of stressors in the workplace. I Explain why a stressor might produce different stress levels in two people. I Discuss the physiological, psychological, and behavioural effects of stress. I Identify five ways to manage workplace stress. S ylvia Noreen thought that working at a small hospital in Prince Edward Island would reduce the stress she had experienced as a nurse in Ontario for 17 years. Instead, she discovered that Stewart Memorial Hospital nurses in Tyne Valley also experience unacceptable stress levels due to budget cuts and staff shortages. “There can be a lot of demands made on you,” says Noreen. “The workload can get quite strenuous at times.” With no vacations during her first year at Stewart, Noreen’s scheduled days off were precious time to recharge her batteries. Unfortunately, those moments were fewer than she had hoped. “We’re faced with being called back on our days off,” Noreen says. “It is trying at times.” Canadian nurses and other health care workers are feeling some of the highest levels of stress and burnout of any occupation across the country. With Montreal-area emergency rooms filled to 167 percent, nurses at St. Luc Hospital in Montreal recently...
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...“HOW TOPROMOTE PEACE” |Peace Education | http://missmakanani.blogspot.com/2007/07/50-ways-to-promote-peace.html 1. Make friends with someone of another race, ethnicity, age, ability, or sexual orientation. Appreciating and embracing diversity helps to promote peace. 2. Get to know your neighbors. It’s hard to reclaim peace without a sense of community. 3. Take an adventure to neighborhoods of your town or country that are ethnically focused to appreciate diverse cultures. Cross-cultural understanding is key to building peace. 4. Travel to learn. Get first-hand experience in how things happen in other places and bring home questions about how you do things at home. 5. Drive with patience and tolerance. Keep the peace on our streets and highways. 6. Listen more. Really listen, without giving unsolicited advice. The validation of being heard is often more important than solving the problem. 7. Spend time with a youngster. This can often remind us of the meaning of a peaceful world. 8. Practice the art of patience. Be careful not to rush to judgment or action. 9. Start peace...
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...information. Consultation with Victoria’s community services peak bodies and relevant government departments informed its adaptation. Please note: if your organisation provides homecare services you should also refer to the Victorian Home Care Industry Occupational Health and Safety Guide that specifically covers home maintenance, meals on wheels, respite, attendant care and personal care. COMMUNITY SERVICES OHS INFORMATION PACK Community services workers play a vital role in caring for our people and helping to maintain a quality of life expected in Australian society, often in challenging and confronting circumstances. The Victorian community services sector employs more than 60,000 people and many volunteers who are committed to providing services that enhance the physical, mental and social wellbeing of individuals. Community services work can be very rewarding, but it can also present challenges in delivering outcomes in a way that balances the rights of clients with the safety and wellbeing of employees. Nobody wants to be injured or otherwise harmed at work, but community services workers are often required to provide care or make decisions in an environment that can be hazardous. In Victoria in the past year there were more than 1,200 claims in the community services sector. Work related injury or illness sustained by employees were mostly due to manual handling, slips, trips and falls and...
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...“What is stress at work? Set out the main causes of stress at work and explores some strategies for reducing the impact of stress on individuals and organizations. Give examples to support your points”. In modern society, both in and outside work, some struggle under the strong influences and expectations we meet on a daily basis while also setting requirements and expectations for ourselves most wish to live up to. Private matters can influence the situation in the workplace. Conditions and events in the home, obligations to children and old parents, may require time and attention also during working hours, and in some situations so much so that it can go beyond the job and ones capability. This can amplify stress experienced on workplace. According to MHF(Mental Health Foundation) «calls for more help in managing stress as; 1. 59% of British adults say their life is more stressful than it was five years ago 2. Money and work top survey results as main causes of stress in Britain 3. People three times more likely to drink alcohol to help deal with stress than would go to a GP. Results from a recent Mental Health Foundation survey indicate stress is becoming increasingly common in these difficult economic times; a fact also highlighted by the recent NHS Information Centre survey revealing that hospital admissions for stress have risen by seven per cent in just 12 months.» (Mentalhealth.org.uk, 2014) An understanding of the concept of stress has evolved from many...
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...Appendix 1: Literature Review Report to the Department of Education, Employment and Workplace Relations Scoping study into approaches to student wellbeing Literature Review PRN 18219 July 2008 Erebus International Australian Catholic University Table of Contents Appendix 1: Literature Review 1 Table of Contents 2 Executive Summary 4 Section 1: Project Overview 4 Section 2: What is Student Wellbeing? 5 Section 3: The Outcomes of Student Wellbeing and its Pathways 6 1. Physical and Emotional Safety 6 2. Pro-social values 7 3. A supportive and caring school community 7 4. Social and Emotional Learning 7 5. A Strengths-based Approach 8 6. A sense of Meaning and Purpose 8 7. A Healthy Lifestyle 9 Section 4: International Focus on Student Wellbeing 9 Section 5: Student Wellbeing in the Australian Educational Context 9 5.1: Australian Government National Frameworks in Education 9 5.2 Report on the of the Responses of State and territory and non-government education authorities to the Concept of a National Student Wellbeing Framework 11 5.3 Student Wellbeing in State and Territory Curriculum and Policy Documents 11 Section 6: Whole School Approaches to Student Wellbeing: Issues of School Leadership, Implementation and Sustainability of Student Wellbeing Initiatives 12 Section 1: Project Overview 13 1.1 Introduction 13 1.2 Project Objectives 13 1.3 Methodology 14 Section 2: Student Wellbeing and its Pathways 16 2.1 What is Student Wellbeing...
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...ASSIGNMENT DIVERSITY ORGANISATIONAL BEHAVIOUR (BMOB5103) SHARIFAH SHIBRAH BT SYED HUSSEIN STUDENT ID: CGS00838119 Prof. Madya Dr. Rezian-na muhammed kassim Open University Malaysia 2013 TABLE OF CONTENTS 1.0 INTRODUCTION 2 1.1. What is Diversity? 2 1.2. Characteristics of Diversity 4 1.3. Aspects of Diversity 6 i. Aspects of Diversity (Visible): 8 ii. Aspects of Diversity (Invisible): 9 2.0 MANAGING DIVERSITY 13 2.1. Diversity Management 13 2.2 Diversity & Inclusion at Google 13 3.0 BENEFITS AND CHALLENGES OF MANAGING DIVERSITY 17 3.1 Benefits of Managing Diversity 17 3.2.Challenges of Managing Diversity 19 3.3 How to promote and support Diverse Workforce 21 3.4 Cultural Diversity in Malaysia 22 4.0 CASE STUDY 24 A. INTRODUCTION 24 B. BACKGROUND OF THE COMPANY 25 C. SYMPTOMS OF THE OB ISSUES 29 D. CAUSES OF THE OB ISSUE 33 E. RECOMMENDATIONS 34 F. CONCLUSIONS 48 G. REFERENCES 50 APPENDIX 51 Diversity and inclusion questionnaires 51 Q1- ORGANISATIONAL BEHAVIOUR ISSUE- DIVERSITY “Strength lies in differences, not in similarities” ― Stephen R. Covey 1.0 INTRODUCTION 1.1. What is Diversity? Diversity is generally defined as acknowledging, understanding, accepting, valuing & celebrating differences among people with respect to age, class, ethnicity, gender, physical & mental ability. (Gupta, June, 2013). In other way, diversity also means the fact or quality of being...
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...Maintaining rapport, harmony, and comfort with others. Emotional Quotient is considered as the subset of social Intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions. This research work makes an attempt to establish the magnitude of emotional quotient among the management executives of the Manufacturing Industry. The research is restricted to management executives who will be key decision makers in terms of both long and short-term goals. INTRODUCTION Happiness, fear, anger, affection, shame, disgust, surprise, lust, sadness are emotions, which directly affect our day-to-day life. For long, it has been believed that success at the workplace depends on our level of Intelligence quotient (IQ) as reflected in our academic achievements, exams passed, marks obtained, etc. All these are instances of intelligence of academic variety. But how bright we will be outside the classroom, faces with life's difficult moments? Here we need a different kind of resourcefulness, termed as Emotional Intelligence (EQ), which is a different way of being smart. Emotional Intelligence is what gives a person a competitive edge. Even in certain renowned business establishments, where everyone is trained to be...
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...Plan: An employer-sponsored retirement plan that has become an expected benefit and is therefore important in attracting and retaining employees. A 401(k) plan allows employees to defer taxes as they save for retirement by placing before-tax dollars directly into an investment account. Employers also contribute to the plan tax-free, for instance by matching contributions. Some plans enable employees to direct their own investments. These plans can be expensive and complex to manage. It is common for companies to outsource all or part of their plan. No tax is levied until the employee withdraw the amount. A Absenteeism Policy: A policy about attendance requirements, scheduled and unscheduled time off, and measures for dealing with workplace absenteeism. Repeated absenteeism can lead to termination. * Scheduled time off: Excused absences from regular work hours scheduled in advance by an employee for such things as vacation, medical appointments, military service, jury duty, etc. * Unscheduled time off: Absence from work during regular work hours that was not scheduled in advance by the employee (e.g. sickness). Absences are generally accepted and sometimes compensated if their frequency and rationale fall within an organization's...
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...Research Proposal Status for Women of Color in Higher Education Academic Administrative Positions By: Eddie R. Washington National- Louis University ------------------------------------------------- Contents ABSTRACT 3 SITE SELECTION 4 PARTICIPANT SELECTION 4 CONCEPTUAL FRAMEWORK 4 ASSUMPTIONS 5 STATEMENT OF THE PROBLEM 5 HISTORICAL PRECEDENCE 7 METHODOLOGY 12 DEFINITION OF TERMS 14 RESEARCH QUESTIONS 15 LITERATURE REVIEW 16 Works Cited 34 ------------------------------------------------- ABSTRACT Although they are small in recognition women of color have strived hard to better the higher education system and opportunities afforded to women of colors and minorities as a whole. Yes over the past couple of decades African American women have been afforded a 60 percent increase in the number of faculty and an 80 percent increase in the amount of women administrators. Yes this is a huge percentage of change, but even with these advancement African American women still represent less than seven percent of the total percentage of administrators. The women that do manage to break down the transparent barriers encounter countless problems throughout their career that Caucasian male or females or even African American males could even grasp. The careers of these heroines are often filled with unimaginable amounts of internal/external stressors, bouts of having to cope with being oppressed, seen as tokens or having to deal with racism and/or...
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...strategic goals into managed execution. It deals specifically with the internal operations and resources necessary to produce company’s product or service. c. Line and senior managers Line manager is a manager who heads a revenue-generating department and is responsible for achieving an organization's main objectives by executing functions such as policy making, target setting, decision making. The Senior Manager, like all managers, is responsible for planning and directing the work of a group of individuals, monitoring their work, and taking corrective action when necessary. d. Deliver service requirements Delivering finished service/product base on request and requirement, on the time frame that requested. e. Fair Work Act Initiative and...
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...Preface There is no doubt that we are in the midst of a great revolution in the history of women. The evidence is everywhere; the voice of women is increasingly heard in Parliament, courts and in the streets. While women in the West had to fight for over a century to get some of their basic rights, like the right to vote, the Constitution of India gave women equal rights with men from the beginning. Unfortunately, women in this country are mostly unaware of their rights because of illiteracy and the oppressive tradition. Names like Kalpana Chawla: The Indian born, who fought her way up into NASA and was the first women in space, and Indira Gandhi: The Iron Woman of India was the Prime Minister of the Nation, Beauty Queens like Aishwarya Rai and Susmita Sen, and Mother Teresa are not representative of the condition of Indian women. Over 32000 murders, 19,000 rapes, 7500 dowry deaths and 36500 molestation cases are the violent crimes reported in India in 2006 against women. There are many instances of crime especially against women go unreported in India. These are figures released by the National Crime Records Bureau recently. While Madhya Pradesh is worst off among the states, the national capital New Delhi continues to hold on to its reputation of being the most unsafe city in India. Delhi takes the top slot for crimes ranging from murders and rapes to dowry deaths and abductions. It reflects country's law and order situation when its capital is a cauldron of crime. Instead...
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...Preferred Letter Code of Business Brochure Title Alternate Letter Ethics: Brochure Title Our Core Values in Action Alternate Letter Brochure Title Alternate Letter Brochure Title Our Code of Business Ethics reinforces our core values and drives our culture of compliance, ethical decision making and accountability. Our core values shape the culture and define the character of our company. They guide how we behave and make decisions. Accenture will not tolerate retaliation against any employee who raises an issue or uses its Business Ethics Line (or any other appropriate channel) to report an ethical or legal concern. Employees who come forward with concerns play an important role in maintaining our ethical workplace and high-performance business. Contents Page 3 Page 6 Page 8 Page 11 Page 14 Page 17 Page 20 Page 25 Page 28 Page 29 Page 30 Page 31 How to Use the Code of Business Ethics: Our Core Values in Action Our Code at a Glance Client Value Creation One Global Network Respect for the Individual Best People Integrity Stewardship The Five Cs A Model for Making Ethical Decisions Responsibilities Index of Key Terms Visit the Accenture Business Ethics Line Visit the Code of Business Ethics website 2 | Accenture Code of Business Ethics How to Use the Code of Business Ethics: Our Core Values in Action Our Code is built on a foundation of our core values, illuminated by "action statements." Action statements describe the behaviors we seek and “key ideas” provide...
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...Workplace Harassment and Violence Report Jacquie Carr, Community Researcher Audrey Huntley, Community Researcher Barbara MacQuarrie, Centre for Research on Violence Against Women and Children, University of Western Ontario Sandy Welsh, Department of Sociology, University of Toronto Names are listed in alphabetical order and reflect varied, but equal contributions to the overall project and report. We are grateful to Status of Women Canada for funding this project and for the continued sponsorship of the Ontario Coalition of Rape Crisis Centres. We also thank the members of our Advisory Committee for pushing and challenging us throughout this project. We thank the women who facilitated focus groups and helped us contact the women in this study. Finally, this report would not be possible without the contributions of the women who told us about their experiences. © 2004 Centre for Research on Violence Against Women and Children ISBN# 0-9688655-3-4 1 “To understand violence, we have to examine both the personal experience and the terrain of that experience.” Dr. Yasmin Jiawani This report is built on the personal experiences of women who have experienced workplace harassment, but their stories are also about the “terrain” or the context of those experiences. In drawing out the commonalities of their experiences, we have begun to shed light on the terrain. We must transform the terrain if women are to have equality and safety in their workplaces...
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...Licensed to: iChapters User Licensed to: iChapters User Organizational Behavior: Managing People and Organizations, Tenth Edition Ricky W. Griffin and Gregory Moorhead Vice President of Editorial, Business: Jack W. Calhoun Executive Editor: Scott Person Senior Developmental Editor: Julia Chase Editorial Assistant: Ruth Belanger Marketing Manager: Jonathan Monahan Senior Content Project Manager: Holly Henjum Media Editor: Rob Ellington Buyer: Arethea L. Thomas Marketing Communications Manager: Jim Overly Production Service: S4Carlisle Publishing Services Sr. Art Director: Tippy McIntosh Cover and Internal Design: Joe Devine, Red Hanger Design LLC Cover Image: © Eric Isselée, Shutterstock Rights Acquisitions Specialist/Images: John Hill © 2012, 2010 South-Western, Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored, or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, web distribution, information networks, or information storage and retrieval systems, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the publisher. For product information and technology assistance, contact us at Cengage Learning Customer & Sales Support, 1-800-354-9706 For permission to use material from this text or product, submit all requests online...
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